CTM- Work Based Learning

Location: Hattie Mae White \n\nDepartment: CTE - 2 \n\nArea:District Wide \n\nContract Months:12 \n\nSalary Range: $110,000.00 \u2013 $135,000.00 \n\nAcademic Year: 26-27 \n\n## JOB SUMMARY\n\nThis position is primarily responsible for ensuring that CTE work based learning is impactful and that all practicum courses have high-quality work based learning, including increasing access to pre-apprenticeships, apprenticeships, and internships so that an increasing percentage of alumni earn a living wage.\n\n## MAJOR DUTIES \u0026 RESPONSIBILITIES\n\nList most important duties first \n1\\. Ensure that all high schools with level 3 and 4 courses offer high-quality work based teaming that is in compliance with all federal and state requirements. \n2\\. Supports career centers in ensuring that students are increasing their /BC attainment and that career center students are accessing internships, preapprenticeships and apprenticeships. \n3\\. In partnership with other CTE leaders, ensure that all professional teaming for MS and practicum CTE teachers (including, but not limited to, monthly PDs and PLCs) are high quality, vetted, and aligned to CTE team metrics.\n\n## MAJOR DUTIES \u0026 RESPONSIBILITIES CONTINUED\n\n4\\. Ensures that there are clear systems to track all work-based teaming requirements and ensures all work-based teaming experiences are held to the highest standards. \n5\\. Manages a team that creates and executives on WBL experiences \n6\\. Leadprofessional development planning and executionfor cluster leads and career center staff, aligned to SPOT and instructionalpriorities \n7\\. Other duties as assigned. (Note: No additional information is needed in this text box.)\n\n## EDUCATION\n\nBachelor\u0027s Degree\n\n## WORK EXPERIENCE\n\nPrevious experience as a teacher and/or administrator, particularly in CTE, strongly preferred \n3 to 5 years\n\n## SKILL AND/OR REQUIRED LICENSING/CERTIFICATION\n\nSoftware \nMicrosoft Office\n\nCertifications/Licensure\n\nEquipment \nOffice equipment (e.g., computer, copier)\n\n## LEADERSHIP RESPONSIBILITIES\n\nLevel 3-Manages. Accomplishes the majority of work objectives through the management of direct reports. Provides day-to-day directions to staff; may become directly involved, as required, to meet schedules and resolve problems. Responsible for assigning work, meeting completion dates, interpreting and ensuring application of policies and procedures. Receives assignments in the form of objectives, with goals and the process by which to meet goals. Provides input to hiring, performance and budget.\n\n## WORK COMPLEXITY/INDEPENDENT JUDGMENT\n\n-Work is substantially complex, varied and regularly requires the selection and application of technical and detailed guidelines. Independent judgment is required to identify, select, and apply the most appropriate methods as well as interpret precedent. Position regularly makes recommendations to management on areas of significance to the department. Supervision received typically consists of providing directions on the more complex projects and new job duties and priorities.\n\n## BUDGET AUTHORITY\n\n-No budget development activity is required. \n\n## PROBLEM SOLVING\n\n-Decisions are made on both routine and non-routine matters with some latitude but are still subject to approval. Job is occasionally expected to recommend new solutions to problems and improve existing methods or generate new ideas.\n\n## IMPACT OF DECISIONS\n\n-Decisions have minor, small and possibly incremental impact on the department or facility. Errors are usually discovered in succeeding operations where most of the work is verified or checked and is normally confined to a single department or phase of the organizational activities resulting in brief inconvenience.\n\n## COMMUNICATION/INTERACTIONS\n\n-Collaborate and solve problems - work with others to resolve problems, clarify, or interpret complex information/policies, and provide initial screening/negotiations without approval authority. Interactions are typically with customers, senior level professional staff, and managers.\n\n## CUSTOMER RELATIONSHIPS\n\n-Leads others in the resolution of highly sensitive and confidential issues on behalf of the department. Acts as a trusted advisor and becomes involved in the customer\u0027s decision-making process including presenting alternatives and information and applying persuasion and negotiation skills in the resolution of problems. Monitors customer service standards.\n\n## WORKING/ENVIRONMENTAL CONDITIONS\n\n-Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.\n\nHouston Independent School District is an equal opportunity employer. \n