We anticipate beginning interviews in mid-to-late February 2026 and the full process concluding by April 2026, with July 2026 start dates. Applications received after February will be considered on a rolling, and as-needed basis.
Assistant Principals are the primary driver of instructional outcomes for a specific grade level or content area, spending over 75% of their time on leadership that accelerates student achievement. Ideal candidates are former high-impact teachers with proven results in adult management and coaching. APs empower high-performing educators, develop new staff, and manage teacher performance through a dedicated equity lens. They are strategic decision-makers responsible for a subset of the school's student and teacher population, fostering a community of continuous growth.
Here’s what you’ll be doing:
Instructional Leadership
- Strong Content Knowledge: Knows essential content, rigor of standards, and highly effective teaching strategies well enough to establish and maintain a standard and coach it; is able to readily adapt to leverage resources across less-known or more nuanced subject areas
- Develops the capacity of teachers in achieving results through observations, walkthroughs, real time coaching, and data analysis through O3s focused on student data and coaching towards goals
- Collaborates with Achievement Directors and other Teaching & Learning TEAMmates to monitor achievement data and IP and inform the instructional leadership development of teachers
- Audits, analyzes, and progress monitors data weekly to inform strategic decisions and priorities
- Designs and leads high quality professional development such that it results in improved teacher effectiveness
- Ensures there’s an effective testing environment, investment, and procedures for testing
Student Culture
- Consistently reinforces high expectations for all students all the time
- Actively develops school culture where students find joy in learning and where students are joyful and engaged
- Creates a culture in which teachers build strong and lasting relationships with students, especially the most challenging students
- Builds an inclusive student environment, ensuring that all student voices are heard and incorporated
- Speaks to violations of culture and holds staff accountable to values / professional infractions with interactions with kids
Staff Culture
- Celebrates and shows appreciation regularly for teammates
- Actively develops school culture where teachers find joy in teaching and student learning
- Consistently models and reinforces high expectations for all staff all the time
- Develops clearly articulated systems for how the staff culture will function (e.g., coaching, department meetings, etc.)
Community Engagement
- Engages families and community stakeholders proactively and productively as partners in school goals. Works with families who have concerns and helps address them.
- Creates a culture and expectation that teachers reach out to parents and enlist their proactive support in their child’s long-term success
Talent Management
- Ensures each direct report has a high quality performance management process including regular observations, assignment of microgoals, and thoughtful, written evaluations
- Identifies top performing teachers at regular points throughout the school year and works strategically to retain them
- Manages struggling performers through goal setting and increased support. Manages out low performers when necessary