Coordinator 2- Performance Management TI (Multiple Positions)

Job Description

The Performance Management TIA Data Systems Coordinator 2 is responsible for the design, implementation, validation, and continuous improvement of all data systems supporting the district's Teacher Incentive Allotment (TIA) program. This role ensures that student growth measures, teacher eligibility determinations, designation models, and funding projections are accurate, scalable, defensible, and compliant with TEA requirements.

Coordinator 2 Performance Management TIA Data Systems - Responsibilities

Responsibilities

• Data Engineering & Integration (Foundational) •Design and maintain longitudinal student-teacher-course datasets using PEIMS, assessment, and HR systems. •Build automated pipelines to integrate and analyze: STAAR and EOC data
• Local and vendor assessments (District Summative Assessments, NWEA MAP, DIBELS, CIRCLE, etc.) PEIMS course/service IDs
• Teacher-of-record and co-teaching assignments •Ensure accurate student-teacher linkage at scale, including shared attribution and weighting. •Conduct large-scale data quality audits to identify missing, invalid, or misattributed records. •Produce internal documentation of all metrics, methodologies, and business rules. •Support TEA submissions with accurate data exports and validation checks.
• Student Growth Measure Development & Validation •Develop and maintain student growth models across tested and non-tested subjects, including:
• Student Growth Percentile models Pre/post and gain-score models
• Rubric- or portfolio-based growth models •Lead expansion of reliable growth measures for non-tested subjects to achieve 95% teacher eligibility. •Conduct reliability, validity, and stability analyses to ensure fairness across campuses, subjects, and student groups. •Maintain TEA-ready technical documentation for all growth methodologies.
• Teacher Effectiveness & Designation Modeling •Integrate student growth and observation data (e.g., Spot) into composite effectiveness scores. •Model and simulate Recognized, Exemplary, and Master Teacher designation outcomes (will add Acknowledged Designation next year). •Perform scenario analysis to test weighting schemes, thresholds, and policy changes. •Support teacher-level reviews, appeals, and exception analyses with defensible data evidence. •Provide regular data briefings to district leadership, principals, and TIA committees. •Support development and maintenance of interactive dashboards (Power BI or similar) for teacher eligibility tracking, campus readiness and risk monitoring, and designation projections.
• Funding & Allotment Forecasting - Cross-functional / Inter-departmental •Build and maintain models projecting TIA allotment revenue under multiple designation and participation scenarios. •Apply campus poverty and rurality multipliers to forecast district and campus-level funding. •Support Finance and HR in modeling compensation distribution strategies aligned to district priorities. •Support TEA
• Continuous Improvement & Strategic Analysis •Identify participation gaps and growth-measure risk areas by subject, campus, or population. •Analyze year-over-year trends to improve measure coverage and stability and correlation between student growth and teacher instruction. •Respond to TEA policy updates and adjust models accordingly. Other duties as assigned.

Coordinator 2 Performance Management TIA Data Systems - Skills

Job Qualifications

• Bachelor's degree in Statistics, Data Science, Economics, Education Research, or related field
• Master's degree preferred

WORK EXPERIENCE

1 to 3 years Preferred Experience

• K-12 education data (assessment, PEIMS, accountability, teacher evaluations)
• Teacher evaluation or growth model development •Experience supporting high-stakes accountability or funding systems •Familiarity with TEA accountability and TIA requirements •Knowledge of educational and human resource data systems (e.g., SIS, LMS, state reporting platforms, Oracle) is a plus •Knowledge of statistical modeling for creation of performance metrics. •Excellent written and verbal communication skills; ability to explain complex data in a clear and actionable way. Soft Skills (Critical) •Ability to explain complex models to non-technical audiences •High attention to detail in high-stakes decision-making •Strong documentation and process discipline •Ability to work independently and manage multi-month analytical projects

TYPE OF SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Microsoft Office Required Technical Skills •Advanced proficiency in R and/or Python for statistical modeling and data automation •Advanced Excel (Power Query, complex formulas, large datasets) •Strong understanding of statistical methods used in education research and evaluation (e.g., descriptive statistics, regression, t-tests, ANOVA, chi-square, confidence intervals, etc.).•

Experience working with large, messy, longitudinal datasets

Preferred Technical Skills •Power BI proficiency (dashboard building, maintenance, data modeling, publishing) •Power Apps proficiency (app creation, workflow automation, integration with data sources •Experience with student information systems (e.g., PowerSchool).

LEADERSHIP RESPONSIBILITIES

No supervisory responsibilities. May provide occasional work guidance, technical advice, and training to staff.

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work is substantially complex, varied and regularly requires the selection and application of technical and detailed guidelines. Independent judgment is required to identify, select, and apply the most appropriate methods as well as interpret precedent. Position regularly makes recommendations to management on areas of significance to the department. Supervision received typically consists of providing directions on the more complex projects and new job duties and priorities.

BUDGET AUTHORITY

No budget development activity is required.

PROBLEM SOLVING

Decisions are made on both routine and non-routine matters with some latitude but are still subject to approval. Job is occasionally expected to recommend new solutions to problems and improve existing methods or generate new ideas.

IMPACT OF DECISIONS

Decisions have moderate impact to the facility/department or division, causing increased satisfaction or dissatisfaction; producing efficiencies or delays; promoting or inhibiting personal intellectual or professional development; and/or contributing to financial gain or expense. Errors may be serious, usually not subject to direct verification or check, causing losses such as improper cost calculations, overpayment or improper utilization of labor, materials, or equipment. Effects are usually confined to the organization itself and is short term.

COMMUNICATION/INTERACTIONS

Collaborate and solve problems - work with others to resolve problems, clarify, or interpret complex information/policies, and provide initial screening/negotiations without approval authority. Interactions are typically with customers, senior level professional staff, and managers.

CUSTOMER RELATIONSHIPS

Regularly assesses and diffuses complex and escalate customer issues. Takes personal responsibility and accountability for solving systemic customer service problems. Regularly explores alternative and creative solutions to meeting the needs of the customer within HISD''s policies and guidelines.

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.