Education Week - October 28, 2015 - 26

DIRECTORS/MANAGERS/
COORDINATORS

MULTIPLE

International School of Minnesota (SABIS)

Director

International School of Minnesota, located in Eden Prairie,
seeks an individual with visionary leadership with strong
administrative skills and previous private school experience
preferred. The salary will be in the range of $100,000
- $110,000 plus an excellent comprehensive benefits
package. The final salary for the successful candidate will
be negotiated and determined based upon proven experience
and meeting qualifications.
POSITION SUMMARY
* Promotes and applies the SABIS® educational system
and methodology.
* Responsible and accountable for the proper, efficient
and successful operation of the school in all areas,
with particular emphasis on: academic achievements,
enrollment, operational and financial efficiency, and
external relations and compliance.
* Inspires staff and teachers to excel in their jobs.
* Assumes responsibility for the supervision and
evaluation of school employees (direct or as ultimate
on-site authority).
* Motivates students to achieve their highest potential.
* Achieves success with the support of the SABIS®
organization, requesting support as needed, and
ensuring a good working relationship between SABIS®
and the school.
* Makes sure the SABIS® philosophy, systems, policies
and procedures are properly implemented and adhered
to.
* Key representative of the school for parents, children
and the community at large.
* This is a calendar year exempt position.
Recommended Qualifications:
* Minimum: Master's degree
* Previous private school experience is preferred
* Experience in school management is preferred
* Leadership and team management skills
* Interpersonal and communication skills
* Organizational and self-management skills; Ability to
handle multiple responsibilities effectively
* Goal orientation; Planning and execution skills
* Problem solving abilities
* Dependability; Readiness to go above and beyond
when necessary to reach goals
Employment Requirements:
Must meet all employment requirements including, but not
limited to, country and local education and certification
requirements, reference checks, and criminal background
checks
Interested candidates may apply online at
http://www.rayassoc.com
Ray and Associates, Inc.
Ph: 319/393-3115 E-mail: glr@rayassoc.com
Application Deadline:
Open Until Filled - Apply Immediately
Please do not contact the School directly.

Get
Career

Advice
Are you looking for insights on how to
better navigate your education career?

Submit your questions online.

visit
www.TopSchoolJobs.org
under Career Resources click Get
K-12 Career Advice

26 | EDUCATION WEEK | October 28, 2015 | www.topschooljobs.org

An Equal Opportunity Employer

Current Superintendent Vacancies:

Accomack County Public Schools, VA
Blue Valley School District 229, KS
CCSD 62, Des Plaines, IL
CCSD 89, Glen Ellyn, IL
Los Angeles Unified School District, CA
Minooka CHSD #111, IL
Montgomery County Public Schools, MD
Orinda Union School District, CA
Public Schools of the Tarrytowns, NY

5,200
22,000
5,268
2,000
640,000
2,700
154,000
2,500
2,900

Other Vacancies:

DeKalb County School District, GA
Chief Academic & Accountability Officer
Chief Legal Officer

102,000

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PK-8 students
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9-12 students
PK-12 students
K-8 students
PK-12 students

PK-12 students

East Coast 101 Hudson St., Suite 2100, Jersey City, NJ 07302 201.633.6522 | West Coast 530 Lytton Ave., 2nd Fl., Palo Alto, CA 94301 831.295.0982
Home Office 5600 N. River Rd., Suite 180, Rosemont, IL 60018 847.318.0072

For a full listing of active searches and to apply, please visit www.hyasearch.com

TOP SCHOOL JOBS's K-12 TALENT MANAGER

How BIG Data Can Inform and Innovate
HR in K-12 Education
In today's data-rich, technology-driven world, being
a "data nerd" is cool. Even Harvard Business Review
has said that "data scientist" is the sexiest job of the
21st century. Are we surprised? From who we engage
with on social media to what clothes we purchase online to the music we download, people around the
world are collecting and analyzing massive amounts of
data every day. The exponential growth and availability of data is often described as "big data"-- and it has
become a critical tool for businesses, governments,
and other organizations. Why? As SAS® explains,
"More data may lead to more accurate analyses. More
accurate analyses may lead to more confident decision
making. And better decisions can mean greater operational efficiencies, cost reductions, and reduced risk."
For example, data can help doctors to better diagnose
illnesses to save lives. Grocery stores use the data
they glean from various sources to reduce internal
foot-traffic jams. Marketing departments use data to
target products to customers based on their buying
history. Police departments use data to uncover evidence that may help solve cold cases. Even the airline
industry uses big data to provide piece-of-mind that
your baggage will make it to your destination on time!
Big data doesn't necessarily mean more data. It's
about being able to analyze non-relational data and
draw conclusions upon which to strategically act. If
used in appropriate ways, HR data can teach us a
great deal about an individual's drivers and behavior,
performance, needs, and their potential.
There is tremendous potential for using big data to
help HR departments be proactive in hiring candidates
who fit the organization's culture, identifying the best
benefit package to meet employees' needs, managing
employee absences, and more.

If you're wondering how to assess the maturity of your
own big data use in HR, Bersin and Associates has built
a maturity model to support your analysis. They
describe four levels of maturity:
* Reactive
* Proactive
* Strategic Analytics
* Predictive Analytics
The youngest stage is the Reactive stage--where organizations create reports for measuring efficiency and
compliance. This is where many HR departments in
K-12 education sit. We believe this is due to the availability of HR data and integrated technology management systems in K-12 organizations.
The next stage in maturity is the Proactive stage. This
is where reporting is done, and data are collected for
benchmarking and decisions making. Some
organization use dashboards to assist in these efforts.
A handful of K-12 organizations use scorecards and
dashboards to drive change and improvement.
The next step-up is Strategic Analytics. This is where
statistical analysis is done to identify root causes, commonalities, and correlations.
Finally, Predictive Analytics means the organization
uses big data and algorithms to create predictive models, complete scenario planning, and mitigate risk. This
level of sophistication requires the right data, technology, leader, strategy, and a data analytics team...
To read the complete blog post, visit http://blogs.edweek.org/
topschooljobs/k-12_talent_manager/.
The opinions expressed are strictly those of the author and do
not reflect the opinions or endorsement of Editorial Projects in
Education.

http://www.hyasearch.com http://www.rayassoc.com http://www.TopSchoolJobs.org http://blogs.edweek.org/topschooljobs/k-12_talent_manager/ http://blogs.edweek.org/topschooljobs/k-12_talent_manager/ http://www.topschooljobs.org

Education Week - October 28, 2015

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