Program Manager Diversity Recruitment Program Development

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Program Manager, Diversity Recruitment Program Development
Responsibilities: Act as internal expert on education policy including, issues of diversity in teacher recruitment, teacher selection, teacher preparation, job search and hiring support, and communications, making recommendations to the Executive Director regarding key policies in these areas. Manage the design and implementation of a teacher recruitment strategy that supports the growth and success of NYC public schools, including oversight of annual program development budget. Collaborate with YMI and CUNY on robust outreach, marketing and recruitment campaigns, ensuring that we reach ambitious goals around attracting and retaining a diverse teacher candidate pool to the NYC DOE. Coordinate with team of six CUNY recruitment advisors from multiple campuses to ensure that they meet their recruitment targets for increased numbers of male teacher of color enrollees and ensure the smooth handoff of these candidates to the NYCDOE. In collaboration with key partners from YMI and the Division of Teaching and Learning, design and implement induction and mentoring programs to support the retention of a diverse teaching force, including: managing the process for the recruitment, selection and training of strong mentors; and creating support groups, or “cohorts” of new teachers. Work closely with the Office of Postsecondary Education and coordinate with fellow NYCDOE Office of TRQ team members to ensure the delivery of strong job supports (resume, application and interview coaching, as well as certification and job search support), and plan rigorous training experiences, such as workshops on culturally relevant pedagogy and restorative justice and the development of a summer “bridge” experience for program participants. Work across departments within the NYCDOE, as well as the United Federation of Teachers (UFT), to plan career-ladder pipeline programs, including a high school student pipeline and paraprofessional to teacher pipeline. This involves: collaborating across DOE offices to build a robust program with a clear value proposition for candidates; facilitating an annual Educator’s Rising conference for participating students; developing marketing materials; meeting ambitious recruitment targets; and tracking candidate progress throughout the program. Partner with marketing, recruitment, and selection representatives across multiple alternative certification pathway programs to conduct analyses on current practices and make recommendations for improvements or enhancements. Conduct complex analyses in order to produce regular monthly narrative reports and quarterly data reports to inform the evaluation of various program components.

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