Assistant Superintendent and Director of Human Resources

:

December 5, 2025

VACANCY ANNOUNCEMENT

JOB TITLE : Assistant Superintendent of Human Resources & Operations Central Services Office

REPORTS TO: Superintendent of Schools

MINIMUM TRAINING Master's degree in education administration or a closely related field. Prefer

AND EXPERIENCE: candidates with five or more years of experience in administration and supervision

or any equivalent combination of training and experience which provides the

required knowledge, skills, and abilities.

TERM OF EMPLOYMENT : 12 MONTHS

SALARY: NC State Salary Schedule plus Local Supplement.

AVAILABLE DATE: January 2, 2024

POST CLOSING DATE: December 15, 2024

APPLICATION PROCESS: To apply for the position, submit an application, three references,

college transcripts , cover letter, and resume, please use the link

• Current JCPS employees, please email a Letter of Interest and Resume to the Superintendent of Schools.

Contact: Human Resources Dept.

Jones County Public Schools

320 West Jones Street

Trenton, NC 28585

252-448-2531

An Equal Opportunity Employer

Attachment: JCPS

GENERAL STATEMENT OF JOB

This position is responsible for developing the vision, mission, goals, and objectives for human resources, in collaboration with other district leaders, to ensure the Jones County Public Schools recruits, maintains, develops, recognizes and rewards a high quality workforce that can manage ongoing change successfully while meeting the diverse needs of students, parents and the community. Under limited supervision, the executive director performs a variety of supervisory and administrative tasks in directing and carrying out the Jones County School system personnel administration policies and procedures including a wide variety of human resources programs and activities. The work involves directing the development and/or coordination of programs and policies in such personnel components as recruitment, staffing, operation services, employee relations, employee benefits, insurance, and managing local, state and federal personnel budgets. The executive director is responsible for interpreting existing personnel ordinances, policies and procedures; addressing employee complaints or concerns; and acting as liaison to outside organizations and agencies involved in school personnel matters.

The Assistant Superintendent also oversees all auxiliary operations including, maintenance, transportation, school construction, and other operational divisions of the school district as assigned and is the direct supervisor of the directors for these services.

SPECIFIC DUTIES AND RESPONSIBILITIES/ ESSENTIAL JOB FUNCTIONS

• Creates and executes plan for human resource and organizational development in alignment with the district's strategic plan and financial resources.
• Organizational development includes but is not limited to identifying current and future needs of the organization and aligning various processes and procedures such as recruitment, selection, orientation, on-boarding, career development and pathways, professional and leadership development/training, evaluation, and retention/recognition/reward strategies.
• Directs the planning, development, coordination, and evaluation of operations of the personnel department including establishing department goals and objectives
• Directs the administration of the school system's compensation and performance evaluation programs, including s, salary surveys and position reclassifications
• Oversees department's advice, support, and assistance functions in interpreting policies and procedures and in counseling directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures
• Determines the HR training needs throughout the school system; develops and plans training programs to meet the established needs
• Develops and revises school calendar.
• Assumes leadership role on the Superintendent's Cabinet; assist with long-range strategic planning; assists with developing system-wide budget, plans, policies and activities; performs various duties assigned by the superintendent.
• Supervises and conducts personnel administration duties for direct report subordinates, including hiring and terminating, evaluating, assigning special projects, monitoring attendance and travel reports, and granting leave.

Attachment: JCPS

Pg. 2

• Stays abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjusts plans, policies and procedures accordingly; is well-informed regarding current local, state and federal laws regarding human resources management and development; stays abreast of state and federal public policy changes that could impact JCS
• Supervises the constituent departments and offices of the Operations Division
• Directs the summative and formative evaluation of the operations directors in accordance with policy and procedure
• Advises the Superintendent on operations matters of the district; acts as liaison with the Board, other divisions of the school system, and other agencies and organizations on matters related to facilities, construction management, transportation, and maintenance
• Keeps aware of emerging developments in auxiliary functions management through participation in workshops, conferences, seminars, and reading
• Completes and files the necessary reports for local, state and federal agencies
• Perform any specific duties designated yearly in any of the operations areas' delineation of responsibilities or action plans.

Beginning Teacher Support/Licensure

NATURE OF WORK

To provide material support including licensure assistance to Beginning Teachers. To monitor the lateral entry and provisional teachers' progress and needs. To coordinate the mentor program and supervise the full/part-time mentors. To celebrate and support all teachers through the BT support program, the NBCT program for experienced teachers, the TOY program for master teachers, and the recognition of newly acquired Career Status, NBCT and Retirement status. Interview, recommend and monitor substitute teachers for the district. Be knowledgeable, generally, in all aspects of human resources.

Beginning Teachers

• Organize/Plan New Teacher Orientation
• Meet with administrators and BTs when concerns arise; follow through on action plans if issued
• Demonstration lessons are offered when the teacher, principal or BTS Coordinator feels it is needed.
• Observations are done regularly on BT 1 and 2. If problems are noted, the mentor is contacted and the principal if needed. Meetings are set up to encourage growth. Formal observations are performed if teacher is in jeopardy of position in order to provide more documentation for administrative staff.
• Files are kept on each Beginning Teacher year one, two and three in order to keep all requirements at a central location.
• Weekly to biweekly updates are sent to BTs to keep them informed and to offer resources
• Host social events for beginning teachers.

Attachment: JCPS

Pg. 3

Human Resources

• Lead the Teacher of the Year program including the recognition process for the JCS TOY
• Recruit at universities when needed
• Assist in district interviews when needed
• Issue contracts as needed
• Screen applications for candidacy
• Lead the celebration process of accomplishments of teachers and staff
• Revise Board Policies and make presentations to the Board as Required

Mentors

• Opening year meeting and then school based meetings are held
• Mentor logs are customized and mailed out quarterly. Mentors turn in logs each nine weeks by due date
• Turn in pay log for mentors to finance department semi-annually (Dec and May)
• Oversee that mentees have proper guidance from mentor through individual meetings with BTs, mentors, administration, and logs
• Mentor Training is provided during summer to mentors that are chosen by principal
• Teacher and Principal evaluation training as required
• Manage Peer observations
• Electronic communication letters and tips to mentors
• Supervise the full/part time mentor program as funds provide

Licensure/Renewal

• Meet with all certifiable employees to ensure understanding of NC licensure requirements
• All paperwork associated with licensure is handled
• Use HRMS for licensure forms
• Manage and correct salary exceptions by working to ensure all teachers are in correct position for funding purposes, all teachers are licensed, and coding is correct
• Work to ensure that teachers are coded correctly in SIMS according to licensure area and all experience credit forms are completed for past employees who need verification
• Inform Lateral Entry teachers of Praxis offerings and submit reimbursement requests for praxis offerings

Professional Development

• Assist with the JCS PDS professional development management system as required
• Check CEUs at end of 5 year cycle to make sure employee is ready for renewal
• Keep administrators informed of state requirements with CEUs and licensure changes
• Attend DPI licensure meetings to stay informed

New Licensure Candidates

• Explain licensure letter to candidates when license arrives
• Request plan of study from RALC for those who have not affiliated with university
• Assist candidates in finding courses in order to complete requirements
• Work with candidates to meet 10 day orientation program required by DPI

Serve as Consortium and IHE Liaison

• Work with NCMTEC to keep teachers and paraprofessionals informed of opportunities for coursework at a discount price.

Attachment: JCPS

Pg. 4

• Meet with teachers and paraprofessionals to aid in registering for courses
• Facilitate meetings with teachers and NCMTEC staff
• Attend NCMTEC regional meetings
• Partner with NCCU to keep Master's in C&I for elementary and middle grades teachers revolving

Support Local and State-Wide Teaching Fellows Program

• Chair Local Teaching Fellows committee
• Work with high school counselor to encourage student participation
• Organize interview committee consisting of school members, board member, community leaders, and businessmen
• Submit documentation to state level for evaluation
• Organize Discovery Bus Tour and week-long TF Senior Orientation for Fellows

National Board Coordinator

• Inform teachers of opportunity and deadlines
• Offer seminars on effective teaching practices
• Video tape teachers for portfolio if needed
• Share opportunities from other agencies regarding sessions offered

Substitute Teachers

• Screen applications for eligibility and interview monthly (and as needed); Conduct reference checks
• Distribute information to schools
• Conduct orientation sessions
• Remove substitutes from the approved list with cause. Notify Board of action.