Resume Drop Note: We review Assistant Principal resumes on a rolling basis to build a long-term talent pipeline. This is not an active vacancy, and submitting your resume will not initiate an immediate interview process. Our team periodically reviews submissions to identify potential future matches and will reach out if/when there’s alignment with a posted opening.

Together | A Future Without Limits

KIPP New Orleans Schools (KNOS) is a non-profit network of 13 college/career-preparatory, public charter schools serving approximately 5,000 elementary, middle, and high school students, and over 2,000 alumni.  While each of our schools is as unique as the community to which it belongs, we are united around a shared promise: To build academically excellent schools that create unlimited opportunity for all students. For 20 years, we have a proven track record of preparing students for success in college, career, and beyond.

At KIPP, you have the freedom to innovate and the support to grow. You never stop learning, and you’re part of a national network that’s leading the way in getting students from underserved communities to and through college, and beyond. As the largest charter school management organization in New Orleans, we serve nearly 15% of the city’s students, so we need passionate teammates to join us to make their impact at KIPP. Where will YOU take us?  Click here to learn more about teaching and working at KIPP!

The Assistant Principal’s job is to support the school in driving academic and culture outcomes for students and staff as a key member of the school’s leadership team. At KIPP, Assistant Principals lead both instruction and school culture, and are also to be able to develop leadership in the school’s emerging leaders.

 As a KIPP New Orleans Assistant Principal, your core responsibilities include:

Model and support implementation of the school’s vision and goals:

• Supports development of School Leader’s school-wide vision and takes an active role in investing and mobilizing teachers to achieve the collective goals of the school; owns the implementation of select school priorities in support of the school-wide vision

• With guidance from the School Leader, leads the planning and goal setting for the grades/departments that he/she coaches and ensures alignment with school-wide goals

Contribute to school-wide planning and prioritizes time to accomplish goals:

• Provides input into the school-based strategic planning including and identifies what the school’s strategic plan means for his/her own leadership and people that he/she manages

Develop emerging leaders with School Leader’s guidance:

• Supports the School Leader in identifying and developing emerging and teacher leaders (Department Heads and/or Grade Level Chairs) through goal setting, coaching and providing feedback

Model strong staff and student culture and manage school-wide character development and behavior management systems:

• Supports teachers in understanding process and roles in student support and intervention and develops systems and structures to ensure that limited time is spent on reactive student discipline

• Manage parts of the daily school operations (e.g. arrival/dismissal, lunch/recess, school trips)

• Acts as the first Leadership Team contact on student intervention and parent engagement hierarchy; determines next steps for issues that rise above the teacher/grade level/department chair

Collaborate with School Leader on hiring diverse, highly-effective teachers and school staff

Build own and direct reports’ instructional knowledge of standards, content and instructional methods: 

• Content (Standards, Curriculum, and Assessment): 

  • Develops deep mastery over the academic standards in the subjects/grades for which he/she coaches, and strong understanding of academic standards for all subjects/grades. Understands the implications of standards on what a student should know and be able to do, connect teachers with relevant resources to improve their content knowledge, and therefore what a teacher needs to know and be able to do to facilitate student mastery

  • Studies curriculum and assessment content and further develops understanding of how assessments map to content mastery, and what is required of students and teachers to accomplish mastery on the assessments 

  • Teaches teachers how to assess for both student mastery and growth towards college readiness and insists that assessments are used to inform teacher instruction 

• Research-based Instructional Practices (Methods and Time):

  • Develops own and teacher’s knowledge of best practices in instructional methods and teaches teachers how to match particular strategies to gaps in student mastery

Develop teachers to provide rigorous and high quality instruction and support School Leader in planning and implementing enabling systems of the Academic Strategies Pyramid:

• Data Analysis (Data-driven Instruction and Progress Monitoring):

  • Lead data-driven instruction. Help teachers: determine how data aligns to end-of-year goals (what is being assessed and how it maps to standards); break-out data to analyze how different student groups are performing; determine what data is saying about areas of student mastery and growth; and identify specific instructional actions and adjustments to fill students’ knowledge and skill gaps and a timeline to do so 

• Teacher Instructional Development (Instructional Coaching, Content Teams, and Workshops): 

  • Provide high-quality instructional coaching with frequent and scheduled teacher observations, actionable and bite-sized feedback, and accountability for adjustment in practice

  • Coach emerging leaders on their instructional coaching practice

  • May lead or coach others who lead department/content/grade-level meetings that focus on planning for and norming on instruction and culture, practicing instructional strategies, and progress monitoring the department/content/grade level 

  • Recommend to the School Leader what school-wide professional development will be the highest leverage in improving student results; lead engaging, actionable, adult-learning workshops; and hold staff accountable for implementation of the workshop practices

Prioritize Assistant Principal’s own success and sustainability by engaging lifelines and renewing to get stronger

The following are required of all KIPP New Orleans Assistant Principals:

• Bachelor’s degree.

• At least 3 years of effective K–12 classroom teaching with clear evidence of student growth.

• 1–3 years of formal or informal school leadership (e.g., Grade Level Chair, Department Chair, Dean, Instructional Coach, RTI/MTSS lead) supporting adults through observation/feedback, data meetings, and PD cycles—preferably in public, urban, or charter settings; demonstrated contribution to improved results on state/interim proficiency or growth, attendance/chronic absenteeism, discipline disproportionality, and/or teacher effectiveness/retention.

• Strong understanding of standards-aligned curriculum & assessment; MTSS/RTI; effective literacy and math practices; IDEA/504, ELL supports, behavior systems, and assessment security; commitment to school culture systems that are identity-affirming, safe, and consistent.

• Demonstrated data fluency with SIS/LMS and assessment tools (e.g., PowerSchool/Infinite Campus, Illuminate, NWEA/MAP) and productivity suites (Microsoft Office/Google Workspace) to drive instructional and culture decisions.

The following are strongly preferred for all KIPP New Orleans Assistant Principals:

• Master’s degree in Education, Educational Leadership/Administration, or related field; in-progress or current administrator/principal license.

• Prior success as an Assistant Principal, Dean, Instructional Coach, or teacher-leader (e.g., Grade Level Chair, Department Chair) leading team- or grade-level initiatives across instruction, culture, and/or operations.

• Demonstrated impact improving student outcomes and/or school culture in urban, open-enrollment schools, particularly for historically marginalized students.

• Compensation is competitive and commensurate with experience, and we routinely engage in compensation analysis for all roles across the organization to ensure that we remain competitive in the market.
   
• 403(b) retirement plan – KNOS matches 100% of employee contribution up to the first 5% of salary and any bonuses. Vested immediately in 403(b).
   
• KNOS employees are eligible for health and wellbeing benefits starting the first day of the month following their Date of Hire.
   
• Comprehensive, customizable health coverage, including disability, life insurance, hospital indemnity, FSAs for health and dependent care, and free dental and vision for employees.
   
• KNOS employees are provided ~30 paid holidays and additional paid time off.
   
• Opportunities for on-going professional development.

Disclaimer:

• Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

• This job description shall not constitute or be construed as a promise of employment or as a contract between KNOS and any of its employees.

KIPP New Orleans Schools is an Equal Opportunity Employer:

At KIPP New Orleans Schools, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and employees without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, disability, sexual orientation, gender identity and/or expression, marital status, veteran service, genetic information, family or parental status, or any other status in accordance with applicable federal, state and local laws. KNOS expressly prohibits any form of unlawful employee harassment based on any of the characteristics listed here. Improper interference with the ability of KNOS employees to perform their expected job duties is absolutely not tolerated.

KNOS complies with applicable state and local laws governing non-discrimination in employment in every location in which the KNOS has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Contact Us:

Please contact our regional Talent Team at [email protected] with any questions.