Director 1 Unit CCMR Support

Location: Hattie Mae White \n\nDepartment: CCMR Unit Support \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 CCMR Unit Support leads and develops a team of CTMs and coordinators responsible for \nsupporting a portfolio of campuses in executing district CTE, advanced academics, and CCMR strategy. \nThe role partners closely with CCMR and cross-functional leadership across divisions to ensure coherent \nsystems and alignment. Key responsibilities include overseeing program compliance systems, leading \nprofessional learning, ensuring high-quality CTE and advanced academics implementation, and building \nthe capacity of the team to drive results at scale.\n\n## MAJOR DUTIES \u0026 RESPONSIBILITIES\n\n1\\. Drive the strategic vision for IBC and CCMR outcomes across campuses, ensuring alignment of assessment systems, interventions, and performance targets with district goals \n2\\. Lead, coach, and hold managers 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 AP/IB/dual credit, IBC attainment, and postsecondary 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, work-based learning, and external business collaborations 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 \nPrevious experience leading a team strongly preferred. Previous experience as a teacher or school administrator strongly preferred.\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-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