Description

The primary purpose of this position is to assist the building principal in providing instructional leadership by
establishing, promoting, and leading efforts that align with the District’s goal of “High quality instruction and
learning for EVERY child, EVERY day, in EVERY classroom and environment”. The middle school assistant
principal will foster an environment characterized by high expectations, data-driven decision making, continuous
improvement, capacity building, and cultural competence. Under the direction of the building principal, the
assistant principal is responsible for leading, supporting, evaluating, and assisting in the supervision of building
staff in the daily operation of the assigned school.

Requirements

ESSENTIAL FUNCTIONS*
The Renton School District is laser-focused on hiring talented leaders to continually drive high-quality outcomes
for students through raising academic achievement and closing opportunity gaps. Essential functions in this section
are all grouped by elements in the Renton Strategies for Highly Effective Principals. These strategies are aligned
with the Leadership Framework developed by the Association of Washington School Principals (AWSP) which
forms the basis for principal and assistant principal evaluation in Renton School District.

Instructional Leadership:
Establishes a mission and vision focused on shared goals and high expectations for all students.
1. Assists in developing and sustaining a focus on a shared mission and clear vision for improvement of
learning and teaching.
2. Promotes an environment which fosters high expectations for students, staff, and self.
3. Assists in the facilitation of collaborative processes leading toward continuous improvement.
4. Supports inclusive programming for students qualified for special education services and those learning
English as a second language.

Implements rigorous standards-based curricula and assessments.
1. Supports high expectations for self, staff, and students in the implementation and delivery of standards based curricula.
2. Assists staff in implementing and aligning curricula to state and district standards.
3. Participates in creating and monitoring systems that ensure teachers utilize formative assessments to adjust
instruction for improved student learning.

Uses relevant data to design, implement, and evaluate an aligned strategic plan that drives continuous
improvement (and ensures effective core instruction and interventions).
1. Participates in data-driven conversations with individuals and groups of teachers to review student level
data, discuss instructional implications, and build the capacity of teachers to lead and perfect their craft.
2. Locates, analyzes, and interprets multiple data sources to inform continuous school-level improvement
efforts.
3. Assists staff in identifying and implementing proven instructional practices that are aligned with state and
district learning goals.
4. Ensures that data reflecting the diversity of students are available for teachers to analyze and use in the
development of appropriate instructional strategies.

5. Assists in providing evidence that reflects student growth and is aligned with the school improvement plan.

Strategic and Organizational Leadership:
Strategically manages resources to support all student learning and staff development priorities.
1. Assists in management of both staff and fiscal resources in support of student learning.
2. Assists in analyzing instructional employees’ knowledge, skills, and abilities as related to the adopted
instructional framework, and provides or directs staff to appropriate professional development
opportunities.
3. Utilizes staffing and scheduling practices in a manner that ensures the school day and school year
maximize instructional time to benefit all students.

Manager of Talent: Increases teacher effectiveness through professional learning and rigorous
supervision and evaluation.
1. Monitors instruction and assessment practices by using the District’s instructional framework to describe,
analyze, and critique teacher performance, and to implement growth strategies where appropriate.
2. Utilizes coaching skills to build capacity in support of the core mission of the District.
3. Supports the utilization of Professional Learning Communities to assist staff in analyzing data that reflect
on current practice and inform improvement.
4. Assists in ensuring teachers receive regular, direct, actionable feedback regarding their classroom practice
to grow professionally and to increase instructional consistency across all classrooms.

Manager of Talent: Recruits, hires, assigns, and retains effective staff.
1. Utilizes knowledge of effective instruction and other attributes of successful instructional staff to assist in
the development of activities and processes that result in the selection of highly qualified instructional staff.
2. Assists in assigning staff to specific positions in a manner that maximizes the application of their
knowledge and experience to desired student outcomes.
3. Deals with employee discipline in a manner that protects an individual’s due process rights while
confronting and responding to unacceptable behavior.
4. Utilizes performance appraisal systems for all staff to recognize outstanding performance and identify and
address substandard performance.
5. Evaluates designated certificated staff using the Danielson Framework for improved instructional practices
and to address substandard performance.

Culture and Equity Leadership:
Develops cultural competence and a commitment to equity in adults and students.
1. Leads for equity toward college and career readiness.
2. Nurtures a school environment that celebrates, respects, and values diversity, where teaching and learning
are made relevant and meaningful to students of various cultures.
3. Publically draws attention to all equity gaps that exist for various groups of students with plans to address
their elimination.
4. Initiates activities and discussions that lead to increased cultural competence of staff, informing and
expanding teaching practices within classrooms.

Community Leadership:
1. Actively identifies communication strategies that articulate the successes of the school to the broader
community, resulting in creation of partnerships to bring additional people and resources into the school.
2. Actively advocates for members of the school community and effectively engages families and community.

WORKING RELATIONSHIPS:
Reports to building principal. Supervises and evaluates assigned classified and certificated staff. Interacts regularly
with Principal, Chiefs of Elementary and Secondary Schools, Assistant Superintendent for Learning and Teaching,
building staff members, other building administrators, human resources staff, business office staff, and other
department administrators. Interacts occasionally with other certificated and classified staff from throughout the
district. Contacts with individuals outside of the district include frequent contact with parents, community members, and staff from other school districts; occasional contact with staff from Washington Interscholastic
Activities Association, Office of Superintendent of Public Instruction, and Puget Sound Educational Service
District.