Section: Construction, Property Vacancy 1471

Post:Chief Education Officer / Chief Learning Officer

Salary contractual

Requirements and conditions

Age:

Has no value

Gender

Has no value

Education:

Work schedule:

Has no value

Work place:

London

The announcement text:

We are looking for a Chief Education Officer who seeks to become a global change agent in education by joining our education holding company which seeks to catalyze change across entire educational ecosystems by incorporating global best practices within schools. We have an active acquisition pipeline of schools which we anticipate buying and within which we will drive change/reform plans. We require a Chief Education Officer to join our "C-suite" group of executives who will be involved in most major decisions for the company – both educational and commercial. Your primary responsibility will include identifying existing global best practices in education (we are focused on K-12 schools and learning support centers) and working with our operations team in developing change/implementation plans to incorporate these best practices within each school in our network. You will also be responsible for creating and monitoring performance management and improvement systems for all professionals within the firm, for monitoring and implementing our program for continuing to drive positive innovation throughout our school networks and optimizing stakeholder engagement within each school (students, parents, teachers, administrators and local communities). You will also have significant oversight and accountability to our government relations function - particularly as we will be working with multiple governments.

Ideal candidates will have at least 10-15 years of aggregate experience - ideally both in policy roles and as educators and will have achieved significant levels of success in driving reform agendas. More importantly, candidates must be enthusiastic, committed to driving positive change in education while retaining the intellectual flexibility to allow education plans to be driven by evidence-based measures, comfortable dealing with uncertainty and committed to good corporate governance and consensus within the C-Suite after intense debate. Individuals with personal agendas, poor commercial sense, an inability to work with others in an intellectually charged climate and/or an aversion to conflict will not be successful. References will be required and rigorous background checks will also be conducted.

We are seeking to re-write how education is done globally and if you do have ambitions to be a global change agent in a positive, energetic environment, we look forward to having you join our team. We offer below a very brief synopsis of our firm and are very happy to discuss further with candidates whom we identify for an interview. Kindly note that, while we would like to get back to every candidate, it is likely that we will only be replying to candidates whom we would like to interview.

Interested candidates are requested to provide a CV, complete with references, and an anticipated timeline for being able to join our firm.

FIRM OVERVIEW

Our firm is an education holding company founded by several Harvard alumni which seeks to catalyze change across entire educational ecosystems by incorporating global best practices within schools. We are in the process of closing our first round of funding which we is expected to be done by the end of the first quarter of 2010 (current commitments from identified anchor investors range between US$100 and US$150 million, depending on term sheet negotiations). As a company, we are separated into three distinct divisions: Our business and management team (which includes our M&A team), our education/curriculum team (which you will lead) whose sole job it is to identify global best practices and work with our third division, our operations team (which you will also be a part of), on how to implement said best practices in each of our schools. The operations team will also include administrators in each of our schools. Our education model involves buying and reforming existing K-12 international schools throughout Asia and the Middle East (our current acquisition pipeline has schools in Malaysia, Turkey, Dubai, Bahrain, Kuwait, Saudi Arabia and Qatar). Our intent in owning and running these schools is to aggregate global best practices, with a significant focus on empowering teachers and incentivizing positive innovation. Whereas twenty years ago, this may not have been possible because of the dearth of rigorous research on what determines educational outcomes, today we believe we are substantially further along in defining many of the “core” issues, even as research continues at an extraordinary rate. Perhaps more crucially, we also believe that educational reform is a non-negotiable aspect to economic development and conflict prevention.

ANTICIPATED EDUCATIONAL PRINCIPLES

To the extent it may be helpful, we thought it may be useful to identify the key principles we currently believe to be crucial to a next-generation education. Many of these issues were identified for us by the private sector, which has delineated key concerns about its incoming pool of human capital in a number of studies, and by academics who have conducted research we have found persuasive in terms of its rigor, integrity and outcome. Our current thinking on key principles for reform (or inclusion), include:

1. Teacher Empowerment and Performance Incentivization: Teacher effectiveness is fundamental to the success of any school. We are spending an enormous amount of our time on what specifically we are trying to measure in determining “success” in teacher performance and are now struggling with “who” ought to do the measuring (students, parents, administrators and other teachers all have implementation considerations). What is clear, however, is the need to focus on giving teachers the room and incentives to engage in positive innovation while also installing rigorous measurement metrics to assess what/who is (and isn’t) effective.

2. Problem-Solving Abilities: Focus on experiential learning which improve skills and approaches to define and resolve “life-like” problems.

3. Leadership Skills: This involves not so much making everyone a “leader” as much as it is encouraging a proactive approach wherein problems are addressed without needing to be told that they need to be addressed.

4. Group Skills: As collaboration becomes increasingly important in the globalized workplace, group work will likely be emphasized. The form this takes will fall within your purview as Chief Education Officer.

5. Optimization Rather than Maximization: Whereas in many cases, extending school days and giving teachers more classroom time will be required, wherever possible we seek to focus on optimizing what is available in existing time and resources and avoid unnecessary additional time/resource burdens. (Note: This is also partially driven by our motivation to develop best practices which can be universally applicable – even outside our own network and in schools with limited resources).

6. Managing Technology: For many in the current generation of students, technology is ubiquitous in all that they do: Between computers (particularly the internet), television, mobile phones and game systems, an enormous amount of time is dedicated to USING technology. We seek to also empower kids with skills on how to MANAGE technology to improve personal effectiveness without having technology consume your life need to be incorporated. This inevitably involves incorporating technology throughout the curriculum.

7. Financial Literacy: Given the amount of time spent dealing with money in our lives, existing financial literacy regimes are woefully inadequate (if they exist at all). The basics of understanding money and investing will be taught which may ultimately extend into a full-fledged entrepreneurship development program; and

8. Incorporating Ethical Constructs: Without taking a position on what is right and wrong, TriMillenium is committed to asking students to at least THINK about what they themselves believe to be right and wrong.

Dependent upon the evidence provided, the above list is by no means exhaustive (or even sacred). If it is better to incorporate other factors (or to remove/modify one or more of the above considerations) we are happy to engage in that conversation as well.

Hiring Organization: Name withheld until interview.

Location: Global School Network-Likely Boston Base

Compensation: Dependent upon experience. Likely base of US$120,000 with significant additional performance incentives.

Principals only. Recruiters, please don`t contact this job poster.

Please, no phone calls about this job!

Please do not contact job poster about other services, products or commercial interests.

Contact information

Employer:

Агентство "Светлана "

Email:

libertytaxstamford@hotmail.com

Phone:

360-71-15,8-093-50-999-29

Publication date: 2009-12-28 00:32:53

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Section: Construction, Property Vacancy 1471

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Section: Construction, Property Vacancy 1471

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