Director 1 College Readiness Programmin

Location: Hattie Mae White \n\nDepartment: Post Secondary Programming \n\nArea:District Wide \n\nContract Months:12 \n\nSalary Range: $130,000.00 \u2013 $155,000.00 \n\nAcademic Year: 26-27 \n\n## JOB SUMMARY\n\nThe Director of College Readiness Programming leads and develops a team of CTMs and coordinators responsible for designing and implementing college readiness programming, including dual credit, TSI, and college readiness assessments. The role partners closely with CCMR and cross-functional leadership across divisions to ensure coherent systems and alignment. Key responsibilities include overseeing the Associate\u2019s for All program and dual credit broadly, leading professional learning, ensuring high-quality strategy and preparation for college readiness assessments, and building the capacity of the team to drive results at scale.\n\n## MAJOR DUTIES \u0026 RESPONSIBILITIES\n\n1\\. Drive the strategic vision for college readiness outcomes across campuses, ensuring alignment of assessment systems, interventions, and performance targets with district goals. \n2\\. Lead, coach, and hold team accountable for execution, building team capacity to deliver high-quality support in data analysis, instruction, and college/career readiness initiatives. \n3\\. Oversee districtwide data systems and reporting, ensuring integrity, actionable insights, and clear communication oftrends, risks, and progress to senior leadership for decision-making and escalation.\n\n## MAJOR DUTIES \u0026 RESPONSIBILITIES CONTINUED\n\n4\\. Collaborate closely with CCMR and cross-functional leadership) to ensure coherent systems for TSIA, ACT/SAT and dual credit readiness pathways. \n5\\. Ensure alignment and execution ofCCMR strategy, driving continuous improvement across campuses. \n6\\. Direct large-scale operational planning and partnerships, including testing readiness, resource allocation, and dual credit systems to expand student access and outcomes. \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\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 4 -Senior Management. Manages a department or multiple major disciplines, often through subordinate management. Regularly manages staff in the completion of large-scale projects or a very closely related set of projects/initiatives often spanning multiple disciplines. Receives strategies and broad departmental objectives from senior leadership; establishes operational objectives and work plans; delegates assignments to subordinate management and staff. Allocates resources according to priorities and serves as the primary decision maker regarding hiring, performance, and budget.\n\n## WORK COMPLEXITY/INDEPENDENT JUDGMENT\n\n-Work is non-standardized and widely varied, involving many complex and significant variables including significant time spent planning, evaluating complex solutions and issues, and negotiating outcomes. Strong analytic ability and inductive thinking are frequently required to devise new approaches to situations where previously accepted solutions have proven inadequate. Position regularly makes recommendations to management on areas of significance to the division. Supervision received typically consists of providing periodic coaching, advice, and feedback. \n\n## BUDGET AUTHORITY\n\n-No budget development activity is required. \n\n## PROBLEM SOLVING\n\n-Decisions are made with greater freedom and discretion, including recommendations that are subject to approval on matters that may affect multiple departments across HISD. Job is frequently expected to recommend new solutions to problems, to improve existing methods/procedures/services and generate new ideas. May also review decisions made by other individuals on more routine matters.\n\n## IMPACT OF DECISIONS\n\n-Decisions have moderate impact to the facility/department or division, causing increased satisfaction or dissatisfaction; producing efficiencies or delays; promoting or inhibiting personal intellectual or professional development; and/or contributing to financial gain or expense. Errors may be serious, usually not subject to direct verification or check, causing losses such as improper cost calculations, overpayment or improper utilization of labor, materials, or equipment. Effects are usually confined to the organization itself and is short term.\n\n## COMMUNICATION/INTERACTIONS\n\n-Basic communication - very little communication required such as receiving basic instructions. Interactions are mostly with customers, own supervisor, and co-workers in own department.\n\n-Information sharing - gives and receives information such as options, technical direction, instructions, and reporting results. Interactions are mostly with customers, own supervisor, and coworkers in own and other departments.\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-Negotiate and influence - interpret department strategies and services, resolves conflicts, influences outcomes on matters of significance for the division, conducts final negotiations and coordinates approvals/decision making below the executive level. Interactions are typically with customers and Top Management.\n\n-Oversee and direct - serves as one of the organization\u0027s senior level spokespersons in area of expertise, defines and champions change initiatives, organizational strategies, services, policies, and practices. Interactions are typically with Top Management, the Board, and community and business leaders.\n\n## CUSTOMER RELATIONSHIPS\n\n-Regularly assesses and diffuses complex and escalate customer issues. Takes personal responsibility and accountability for solving systemic customer service problems. Regularly explores alternative and creative solutions to meeting the needs of the customer within HISD\u0027s policies and guidelines.\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