Champaign Unit Instructional Coach

Champaign Unit 4 Schools Instructional Coach

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Performance Responsibilities:
1. INSTRUCTION
A. Conferences with and sets individual goals with teachers.
B. Co-plans/co-teaches and engages in side-by-side coaching to enhance student learning.
C. Directly instructs whole classes or groups of students to model and demonstrate effective teaching practices while the primary teacher observes the lesson.
D. Conducts classroom observations with the purpose of providing instructional support and program improvement.
2. ASSESSMENT
A. Uses meaningful formal and informal assessments to support differentiation, student engagement, and data-based decision-making across grade levels and disciplines.
B. Has knowledge of designing performance assessments and provides guidance to teachers in the development of performance assessments.
C. Assists teachers in gathering and interpreting student assessment data in order to differentiate within the classroom, to facilitate the Response to Intervention process, and to inform instructional practice.
3. CONTENT
A. Supports teachers in the implementation of District adopted curriculum, materials, and instructional strategies that have proven to increase student achievement.
B. Assists teachers in the development of differentiated lessons with higher-order learning activities.
C. Plans for and supports building and district professional development and instructional initiatives.
D. Provides staff development focused on effective instructional strategies and data-based decision making support to individual teachers, teams, and small and large groups.
4. CLASSROOM MANAGEMENT
A. Assists in organizing and arranging classrooms that facilitate learning.
B. Assists teachers in creating a classroom culture and climate that is conducive to student engagement and learning.
C. Models and demonstrates effective classroom management strategies and techniques.
5. STAFF AND PROFESSIONAL RESPONSIBILITIES
A. Offers feedback and actively engages in work with colleagues, especially novice teachers, around instructional practices and student growth.
B. Maintains the confidence and privacy of individual teachers.
C. Maintains an up-to-date coaching log and shares with coordinators and administrators
D. Gathers data to report successes and challenges of the program to all stakeholders.
E. Advocates for and spotlights growth and success of best practices.
F. Meets regularly with teaching teams and the Principal(s) of their assigned school(s) to discuss the professional learning needs of the building(s) and how these relate to student learning needs and District initiatives.

Qualifications

• Minimum of five (5) years successful classroom teaching experience
• Is well versed in effective, research-basedinstructionalstrategies
• Can effectively model, observe, and conference with colleagues
• Has successful experience working with diverse student populations and with using a variety of resources to meet student needs
• Has the ability to demonstrate knowledge in a variety of content areas, especially math, reading, and writing
• Has knowledge of adult learning theory and its application to practice
• Has knowledge of data collection, analysis, and usage to ensure high fidelity implementation of instruction and intervention
• Has knowledge of and experience using formative and benchmark assessment data to make data informed and data driveninstructionaldecisions to improve student achievement
• Master's Degree or National Board Certification (preferred).

Compensation

• The salary for this position is determined based on the Collective Bargaining Agreement with the Champaign Federation of Teachers, which includes a different level of compensation for positions designated as "hard to fill."The full salary schedule and the Hard to Fill positions list are available on our website.
  
  The District currently gives experienced teachers unlimited experience credit for service outside the District.
  
  New teachers may request up to $2,000 as a salary advance to help with relocation expenses or other needs. 100% of a teacher's contributions to TRS are currently paid by the Board of Education.
  
  The Board currently pays 100% of a teacher's employee-only health, dental, and term life insurance.
  
  There is a minimal employee cost for vision insurance.
  
  There are many opportunities for teachers to earn substantial additional compensation (stipends, differentials, extra duty pay, etc.) during the regular school year and in the summer.
• The District offers an…