Director of Educator Leadership & Development

Position Summary The Director of Leadership & Teacher Development is responsible for the design, implementation, and continuous improvement of systems that support the growth and effectiveness of principals, assistant principals, and teachers across the district. Aligned to the district’s New Education System (NES) framework, this role ensures that professional learning, instructional coaching, and leadership development are directly informed by evaluation data and aligned to district instructional priorities and school performance needs. The Director leads a coherent system that integrates principal coaching, teacher development, and professional learning, ensuring that all educators receive targeted, job‑embedded support to improve instructional practice and student outcomes.

This position serves as the district’s central leader for improving educator effectiveness by building capacity, strengthening instructional leadership, and ensuring that development systems are practical, data‑driven, and results‑oriented. Certification Requirements (NJDOE‑Aligned) In accordance with: N.J.A.C. 6A:9B Required: Valid New Jersey Principal Certificate or School Administrator Certificate Preferred / Additional Qualifications: Supervisor Certificate Advanced degree (Doctorate preferred) Qualifications Master’s Degree from an accredited college or university (Doctorate preferred) Minimum: Five (5) years successful teaching experience Three (3) years of leadership experience (school or district level) Demonstrated expertise in: Instructional coaching and teacher development Leadership development for principals and assistant principals Professional learning design and facilitation Strong knowledge of: Instructional best practices across grade levels and content areas Data‑driven instruction and continuous improvement Experience supporting educators in improving instructional practice Core Responsibilities Principal Development and Coaching Design and implement systems to develop strong instructional leaders. Establish and lead principal coaching systems aligned to district priorities Provide direct support and guidance to principals and assistant principals Build leadership capacity in instructional leadership, data use, and school culture Develop leadership pipelines and succession planning structures Teacher Development and Instructional Growth Lead systems that support continuous improvement in teaching practice.

Design and implement teacher development frameworks aligned to district priorities Support targeted interventions for teachers based on evaluation data Promote reflective practice and continuous growth Ensure development systems lead to improved classroom instruction Professional Learning System Design and Implementation Develop and implement a coherent, districtwide professional learning system. Design high‑quality professional development aligned to instructional priorities Ensure professional learning is practical, job‑embedded, and data‑informed Support school‑based professional learning communities (PLCs) Monitor effectiveness and impact of professional learning Instructional Coaching Systems Oversee the design and implementation of instructional coaching models. Ensure coaching is aligned to district instructional priorities Support and supervise instructional coaches Monitor coaching effectiveness and impact on teacher practice Promote consistent coaching practices across schools Integration of Evaluation and Development Systems Ensure alignment between evaluation outcomes and professional learning.

Collaborate with Director of Performance & Evaluation Systems Use evaluation data to identify areas for growth Align development supports to performance outcomes Ensure evaluation results drive improvement efforts Support to School Leaders Partner with Executive Directors of School Performance and principals to strengthen instructional systems. Support principals in developing teachers and improving instruction Provide guidance on coaching, feedback, and professional learning Strengthen school‑based instructional leadership systems Data Use and Continuous Improvement Use data to monitor and improve development systems. Analyze data related to teacher and leader performance Monitor impact of professional learning and coaching Adjust strategies based on evidence and outcomes Cross‑Departmental Alignment (NES Integration) Ensure alignment between Talent, Instruction, and Data systems.

Collaborate with Curriculum and Assessment to align instructional priorities Support integration of data‑driven instruction into professional learning Align development systems with school performance goals Compliance and Policy Alignment Ensure all development systems align with district policies and regulations. Support compliance with professional learning and evaluation requirements Maintain appropriate documentation and reporting Other Duties Perform such other duties as assigned by the Superintendent or designee in accordance with law and regulation. Workflow and Operating Expectations Daily: Support coaching and professional learning implementation Collaborate with schools and instructional leaders Weekly: Monitor coaching systems and professional learning activities Provide support to principals and instructional teams Monthly: Analyze development system effectiveness Report progress and recommend improvements Accountability Measures Improvement in teacher and leader effectiveness Alignment of professional learning to evaluation data Strength and effectiveness of instructional coaching systems Development of high‑quality school leadership Measurable improvements in instructional practice and student outcomes Core Competencies Instructional leadership and coaching expertise Professional learning design and facilitation Leadership development and capacity building Data‑driven decision‑making Communication and relationship‑building Systems thinking and organizational alignment Terms of Employment Twelve‑month position.

Salary, benefits, and conditions of employment shall be in accordance with Board policy and applicable employment agreements. Evaluation Performance shall be evaluated annually in accordance with Board policy, administrative regulations, and district leadership evaluation procedures. Reports To Executive Director of Recruitment, Evaluation & Professional Learning Supervises Instructional coaches, professional learning specialists, leadership development staff, and related personnel as assigned Work Year Twelve (12) Months Classification Director, CCPSA Minimum Starting Salary $106,502.00 Maximum Starting Salary $204,761.00 Residency Requirement Under New Jersey’s "New Jersey First Act" (N.J.S.A. 52:14‑7), all employees of New Jersey public school districts must maintain bona fide New Jersey residency as a condition of employment.

Candidates must already reside in New Jersey or establish residency within the required timeframe after hire. Current employees who were hired on or before September 1, 2011areexemptfrom this requirement and may continue to reside outside the state. In limited circumstances, applicants may request a residency waiver through the state’s Employee Residency Review Committee if they can demonstrate critical need or hardship; approval is not guaranteed.

Equal Opportunity Statement The Camden City School District is an Equal Opportunity/Affirmative Action Employer. #J-18808-Ljbffr