MASA Jobsite Online

Minnesota Association of School Administrators

Full Time Secondary English Teacher One Year Only 25/26 School Year

Full Time Secondary English Teacher One Year Only 25/26 School Year

by

Job Title: Secondary English Teacher (Grades 7–12)
Department: English/Language Arts
Reports To: Principal or Department Head
Location: ISD 361 – 1515 11th St, International Falls, MN 56649

Job Summary:
The Secondary English Teacher is responsible for delivering engaging and standards-aligned English Language Arts instruction to students in grades 7–12. The teacher will foster critical thinking, reading comprehension, effective communication, and writing skills through a diverse curriculum and rigorous learning environment. The role involves lesson planning, assessment, classroom management, team collaboration and active participation in the school community.
Key Responsibilities:
●     Develop and implement engaging, grade-appropriate lesson plans aligned with state and national English/ELA standards.

●     Teach literature, writing, grammar, vocabulary, and oral communication across middle and high school levels.

●     Use a variety of instructional strategies and technology to support differentiated learning styles and abilities.

●     Design and administer formative and summative assessments to evaluate student progress and guide instruction.

●     Create a classroom environment that promotes Bronco Pride, respect, responsibility, and a love for literature and language.

●     Provide timely and meaningful feedback to students and maintain accurate academic records.

●     Support students in developing research and analytical skills.

●     Communicate regularly with parents/guardians about student progress, behavior, school attendance and classroom activities.

●     Collaborate with colleagues on interdisciplinary projects, curriculum development, and school-wide initiatives.

●     Participate in professional development, faculty meetings, and extracurricular activities as assigned.

●     Uphold school policies, procedures, and expectations for student behavior and academic integrity.

2025-26 School Psychologist, 1.0 FTE

by

Job Duties and Responsibilities:
1.  Administer, evaluate and interpret results of individual assessment instruments/procedures that measure learning ability and social, emotional, and behavior development; supervise usage
of such instruments and procedures in the school district.
2.  Review data on pupils referred to school problem solving team.  Provide interventions and supports prior to referral for special education assessment.
3.  Conduct personal conferences with parents.
4.  Recommend, develop, and maintain procedures for operation of School Psychological Services implemented through individual case service.
5.  Work with other school personnel in securing support from community resources in assisting pupils and their parents.
6.  Provide pupil counseling and other case services within the limits of time available.
7.  Performs other duties of a similar nature or level.

Specific Responsibilities:
1.  Participate as assigned in district research projects, curriculum studies and pupil personnel service projects.
2.  Recommend to the Executive Director of Student Support Services on matters that will improve school psychological services.
3.  Attend state, regional, national and area professional conferences related to school psychological services.

Knowledge and Skills:
1.  Has demonstrated knowledge in using a variety of behavior management strategies.
2.  Demonstrated ability to apply appropriate skills in performing daily routines.
3.  Demonstrated ability to operate a computer, software and necessary technology.
4.  Ability to develop effective and positive working relationships with students, staff, administrators, parents, and the community.
5.  Maintain professional composure while dealing with a variety of personalities and situations.
6.  Show initiative and function as a self-starter.
7.  Strong communication skills and interpersonal skills as applied to interaction with coworkers, supervisor, the general public, etc. sufficient to exchange or convey information and to receive work direction.

COMPASS Continuous Improvement Coach

by

Job Summary: COMPASS is the Collaborative Partnership to Advance Student Success and is a partnership between the Minnesota Service Cooperatives and the Minnesota Department of Education. The Continuous Improvement Coach is a key member of the COMPASS Regional Teams, focusing on strategic planning, leadership development, and coaching to support schools and districts identified through the Minnesota State Accountability system. This role focuses on providing direct coaching and support to district and school leadership teams, helping to implement evidence-based practices and drive continuous improvement. The Continuous Improvement Coach ensures that school-level efforts are aligned with district-wide goals, promoting coherence across all levels of the education system.

Statewide Team Responsibilities:

  • Collaborate with the COMPASS School Improvement Supervisor, Statewide Improvement Coordinators, and Continuous Improvement Leads to support the implementation of federal ESSA school improvement guidelines, documentation, and reporting requirements.
  • Contribute to statewide initiatives by sharing insights and data collected from district and school-level support, informing progress on state and regional school improvement goals.
  • Develop and maintain expertise in school improvement, the MnMTSS framework, and culturally responsive practices through required training and professional development.
  • Engage with state educational partners, including the Minnesota Department of Education, to align district and school-level strategies with broader educational initiatives.

Regional Responsibilities:

  • Collaborate and coordinate support with other regional COMPASS staff to align supports within districts.
  • When applicable, align support with Continuous Improvement Leads to ensure a systematic approach to continuous improvement within districts.
  • Support regional efforts by participating in meetings and collaborating with other team members to address common challenges and share best practices.

District and School-level Responsibilities:

  • Work closely to ensure a systematic approach to continuous improvement within districts where school-level action plans are aligned to district goals.
  • Provide job-embedded coaching to district and school leaders and leadership teams, helping them develop and execute MnMTSS Continuous Improvement Action Plans.
  • Guide districts and schools through the continuous improvement cycle, including conducting comprehensive needs assessments, implementing evidence-based practices, and monitoring progress.
  • Support the development of effective district and school leadership teams, fostering collaborative environments that use data to drive decision-making and improvement.
  • Assist schools in aligning their action plans with district-wide goals, ensuring coherence and consistency across the education system.
  • Collaborate with district and school staff to identify and address specific areas for improvement, providing tailored support and resources as needed.
  • Build capacity of district and school staff, focusing on continuous improvement processes, data-driven decision-making, and the implementation of the MnMTSS framework.
  • Collaborate with district and school leaders to monitor and adjust action plans based on data-driven insights and district-aligned outcomes.
  • Facilitate communication between school and district leadership to ensure consistent understanding and execution of improvement efforts.

Competencies:

  • Extensive experience in K-12 education, with a solid understanding of pedagogy, best practices, and adult learning principles.
  • Strong coaching and facilitation skills.
  • Proven ability to address educational inequities through the effective implementation of evidence-based practices and continuous improvement strategies.
  • Adaptability to diverse district and school contexts, with a collaborative approach to building partnerships with school leaders and educators.
  • Exceptional organizational skills, creativity in problem-solving, and proficiency in both written and verbal communication.
  • Capacity to build open, authentic, and effective relationships with educators and educational partners.

Education and Experience:

  • Required:
    ○ Bachelor’s degree in education or a related field.
    ○ Minimum of five (5) years of experience in a PreK-12 school system.
    ○ Valid MN Driver’s License.
  • Preferred:
    ○ Advanced degree in education or a related field (e.g., school administration, curriculum and instruction).
    ○ Experience in school leadership roles.
    ○ Leadership-related or administrative experience.
    ○ Current administrative license.

Environment & Physical Demands: This role operates in a hybrid office environment, requiring standard office tasks such as using computers and phones, and frequent travel to schools for on-site support and coaching. The position may also involve setting up and tearing down for events, including lifting up to 30 lbs., and standing or carrying items for short distances as needed.

Duty Days and Expected Hours of Work: This 205-day (.8 FTE) position’s working hours are Monday through Friday, 8:00 a.m. to 4:30 p.m. Regular travel to schools, educational events, and occasional events outside of typical work hours are expected.

Other Duties: This job description provides an overview but is not comprehensive. Duties, responsibilities, and activities may evolve and change at any time without prior notice.
Salary and Benefits The salary for this position is $86,886.16.

Benefits include:

  • Health insurance with premiums 100% paid by the agency for single coverage or 80% paid by the agency for family coverage.
  • Dental insurance with single or family premiums paid 100% by Resource.
  • Disability & Life insurance with premiums paid 100% by Resource.
  • PERA/TRA retirement plan contributions
  • Generous vacation, sick, and holidays

Teacher- Science

by

JOB FUNCTION:
To help students master subject matter and skills in a learning environment which allows for the intellectual, physical, emotional, cultural, social and ethical growth of children in a changing world.

REPORTS TO:
Building principal or person designated by the district administrator.

SUPERVISES:
Students, student teachers or others as assigned.

JOB RESPONSIBILITIES:
The classroom teacher shall:
1. Make provisions in the classroom utilizing the philosophy that all children can learn as per mission statement.
2. Teach curriculum as per scope and sequence and/or department curriculum.
3. Modify curriculum as appropriate and as needed in the curriculum review cycle.
4. Provide an appropriate opportunity for students to master the Wisconsin Model Academic Standards.
5. Provide in a timely fashion the necessary documentation for completing the materials adoption process when appropriate.
6. Develop, implement and evaluate personal and professional instructional goals with the assistance of the building principal as part of ongoing staff development.
7. Identify and provide a program of study that meets the individual needs, interests and abilities of students.
8. Prepare for classes assigned and provide written evidence of preparation per building procedures.
9. Guide the learning process toward the achievement of curriculum goals, consistent with the district’s philosophy, and establish clear objectives for all lessons, units, projects and communicate these objectives to students.
10. Strive to implement, by instruction and action, the district’s educational philosophy and instructional goals and objectives.
11. Create a classroom environment that is conducive to learning and appropriate to the maturity and interests of students.
12. Encourage students to set and maintain standards of classroom behavior.
13. Develop reasonable rules for classroom behavior and related procedures.
14. Maintain order in the classroom in a consistently fair and just manner.
15. Employ a variety of instructional techniques, instructional media and assessment tools.
16. Assess the accomplishments of students on a regular basis, provide timely feedback to students, and provide progress reports as required.
17. Assess student progress towards mastery of the Wisconsin Model Academic Standards as appropriate.
18. Identify any learning and behavioral difficulties of students on a regular basis, seeking the assistance of district specialists and the Individual Education Team meeting.
19. Take necessary and reasonable precautions to protect students, equipment, materials and facilities.
20. Maintain accurate and complete records as required by law, Board policy and administrative regulation.
21. Assist the administration in implementing Board policies and rules.
22. Encourage parent/guardian involvement by taking an active role and being available to students and parents/guardians for education-related purposes when required or requested to do so under reasonable terms.
23. Maintain effective lines of communication among staff, parents/guardians and supervisors to assist in the education of each child.
24. Serve as a role model by demonstrating a positive attitude, appropriate dress, timeliness, proper preparation and strong work habits.
25. Be responsible for students in his/her charge and for any and all students of the school during the school day and during school functions.
26. Work cooperatively with all staff, promote interdisciplinary collaboration and be supportive of other building/district programs.
27. Take responsibility for staying professionally current.
28. Attend all building faculty, department and Individual Education Plan (IEP) staffings and meetings as required or upon request.
29. Assume all other responsibilities and perform all other duties as assigned by the building principal or person designated by the district administrator.

Staff and Performance Management Coordinator

by

Position Type:
Administration-Nonlicensed/Coordinator

Location:
Educational Service Center

Closing Date:
07/06/2025

Position Summary

The Staff and Performance Management Coordinator supports Osseo Area Schools’ mission—to inspire and prepare each and every scholar with the confidence, courage, and competence to achieve their dreams; contribute to community; and engage in a lifetime of learning—by collaborating with school leaders, departments, and staff to promote a high-quality, diverse, and well-supported workforce.

The Human Resources Staff and Performance Management Coordinator plays a key role in supporting the district’s mission by overseeing effective staffing strategies, performance management systems, compensation practices, and employee relations practices. This position provides direction and supervision of six (6) team members and is responsible for ensuring first a high touch customer service environment.

This coordinator oversees the operational direction for recruitment and onboarding, position management, employee training & development, K-12 staffing allocation and administering employee performance processes. The Coordinator also provides guidance and conducts investigations related to employee conduct, including policy adherence, and performance issues. The Coordinator has experience interpreting and administering bargaining agreements and ensures consistent enforcement of district policies, bargaining agreements, and applicable laws to promote a fair, equitable, and high-performing workplace.

 

Primary Responsibilities

Staffing and Recruitment – 25%

Coordinate and collaborate with the HR leadership team for recruitment, selection, and hiring processes for all licensed and non-licensed staff.
Partner with school and department leaders to ensure timely and strategic staffing aligned with enrollment, budget, and programmatic needs. And provide training and guidance to hiring managers.
Oversee a fair and equitable hiring process including job postings, applicant pools, pre-employment requirements, and hiring communications adhering to policies and state and federal regulations.
Knowledge of hiring and recruiting technology applications sufficient to develop efficient workflows, make recommendations for process improvements, administer the application and train others.
Partner with the Workforce Development Coordinator to analyze recruitment metrics and to develop recruiting strategies and solutions.
Oversee vacancies and long-term substitute placements to ensure continuity of services. Analyze reports Oversee onboarding and orientation programs for new employees. Survey new employees and stakeholders to improve workflow and new hire experience.
Collaborate with HR leadership to support outreach, talent pipeline development and increase workforce diversity in alignment with department and district goals.
Employee Relations and Support – 25%

Serve as a resource and subject matter expert (SME) for administrators and staff on HR policies and performance-related and organizational matters.
Support administrators with  addressing performance concerns, supporting coaching and documentation efforts.
Contribute to developing and implementing professional growth and retention strategies.
Serve as a partner to address concerns and lead supervisors through progressive performance management. Conduct employee investigations providing support and leadership to supervisors in partnership with union and unit leaders.
Assist with creating, updating and enforcing workplace policies and ensure policies align with employment/labor laws and district values.
Promote a healthy work culture through engagement and support initiatives.
Ensure the organization complies with employment laws and regulations.
Track trends in employee satisfaction, turnover, and complaints and use of data to recommend improvements to HR strategies.
In partnership with HR leadership, develop and implement workforce plans to support the continued success of the organization including succession plans, retention plans and training within the employee groups.
Performance Management – 25%

In partnership with HR leadership, lead the performance management programs and provide oversight and support the employee evaluation process for licensed and non-licensed staff, in alignment with district policies and collective bargaining agreements.
Provide training and support for evaluators and staff on performance management in alignment with district expectations and best practices.
Oversee proactive auditing and monitoring evaluation completion and compliance; follow up with leaders, as needed.
Create, maintain and analyze reporting metrics for performance management and recommend new strategies for improvements.
Provide work direction to the HR subject matter expert (SME) for technical support and the technical development group.
Monitor and maintain the performance management section of the district website.
In collaboration with the SME for technical support, recommend process improvements for effective use of technology applications to create efficiencies, implement changes and improve user experience.
Position Management – 10%

Develop, establish and coordinate a process of organizational planning that evaluates structure, job design, resource forecasting and succession throughout the organization.
Oversee and train supervisors and staffing team to develop accurate job descriptions using best practices methodology.
Evaluation of job classifications of new positions and re-classification requests.
Ensure thorough evaluations of the knowledge, skills and abilities necessary for successful performance of a position that serves as a foundation for performance appraisal and employee growth.
Develop, establish and coordinate standardized training and development strategies, policies, procedures and improvement plans based on identified organizational needs, changes in culture, procedures or services.
Oversee maintenance of accurate staffing records and FTE allocations in coordination with district leaders, finance, and payroll.
Salary Placement and Compensation Review – 10%

Oversee initial salary placement for new hires in alignment with salary schedules and collective bargaining agreements.
Conduct compensation reviews for internal equity, contract compliance, and step/lane movement.
Collaborate with the Executive Director and Personnel Director on equity reviews related to compensation and Coordinate with HR and Payroll teams to implement.
Respond and resolve escalated compensation inquiries related to non-supervisory staff.
Other Duties – 5%

As assigned by the Director of Human Resources.
Required Qualifications

Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a closely related field.
Minimum of 5 years of progressively responsible experience in either human resources or K-12 operations including employee relations, performance management, staffing, onboarding and compensation.
At least 2 years of experience in a public sector, unionized, or education environment.
Demonstrated experience leading a team, providing coaching and development.
Experience conducting workplace investigations and interpreting employment laws and labor agreements.
Strong knowledge of federal and state employment laws, labor relations, and HR best practices.
Demonstrated ability to handle employee relations matters with discretion, fairness, and professionalism.
Experience with performance management systems and supporting supervisory staff through evaluation cycles.
Ability to interpret and apply collective bargaining agreements and district policies.
Strong analytical skills, including ability to evaluate data and make informed recommendations.
Proficiency in HRIS systems, Microsoft Office Suite, Google Workplace, and ability to manage web-based content.
Strong written and verbal communication skills, including facilitation and training.
Ability to collaborate across departments and lead through influence and relationship building.
Preferred Qualifications

Experience coordinating and/or overseeing K-12 license staffing processes.
Master’s degree in Human Resources, Education Administration, or a related field.
Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
Experience in a K–12 public school environment.
Essential Competencies

Collaboration: Works together with others, sharing ideas, and contributing to a collective effort.
Communication: Effectively shares information, pays attention and responds thoughtfully.
Adaptability and Flexibility: Willing to adjust to different situations and team dynamics; adapts to changing circumstances and initiates new approaches to address evolving needs.
Problem-solving: Identifies challenges and works together to find solutions.
Respect and Empathy: Values others’ contributions and understands their perspectives.
Reliability: Dependable and meets commitments.
Open-mindedness: Receptive to different ideas and ways of working.
Active listening: Pays close attention to what others say and understands their meaning.
Conflict resolution: Addresses disagreements constructively and find mutually agreeable solutions.
Accountability: Takes responsibility for one’s actions and contributions.
Willingness to help: Offers assistance to the team.
Proactive Engagement: Seeks opportunities to contribute and don’t wait for someone to assign tasks.
Independent Action: Starts working on tasks without needing explicit instructions or encouragement.
Leadership and Influence: Leads others and inspires them to act.
Executive Functioning: Planful, organized, and manage time efficiently & effectively.
Work Environment and Physical Demands
These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Staff and Performance Management Coordinator job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the job.

While performing the responsibilities of this job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel and to manipulate keys on a keyboard. The employee is occasionally required to stand, walk, reach with arms and hands, and to stoop, kneel, or crouch. Vision abilities required by this job include close vision to read documents and computer monitor screen.

A typical working environment is an office setting.
Travel between school sites or events with occasional evening events.
Subject to K-12 and administrators’ needs, this position may work a hybrid schedule and arranged in coordination with the HR Personnel Director.
Standard core hours with some flexibility required for events or meetings.
Salary: $124,360 to $149,232 annually
Job type: Full-time, 260/261 days per year
Bargaining unit: Directors and Confidential Managers
Benefits: Medical, dental, life insurance, long term disability,  employee assistance program, PERA Pension and 403b (tax sheltered annuity) employer match program

The application deadline for this position is July 6, 2025. Interviews will take place during the second and third week of July. This position has an anticipated start date of Monday, July 28, 2025.

Osseo Area Schools offers:

Meaningful and impactful work
Opportunities to grow professionally
A variety of benefits
Summer opportunities
and more
Equal Employment Opportunity Statement:

Osseo Area School District ISD 279 is an Equal Opportunity, and veteran-friendly employer.

Osseo Area School District ISD 279 ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation or disability. Osseo Area School District is committed to a workforce that reflects the diversity of the district and strongly encourages persons to apply who can strengthen our diversity. For more information, view the District’s Equal Opportunity and Prohibition Against Discrimination, Harassment and Violence Policy.

Veteran’s Preference: If you are an eligible veteran, please submit a legible copy of your DD214 with your application.

Accommodation: If you have a disability that requires an accommodation during the selection process, please email Human Resources at [email protected] or call 763-391-7007.

Background Check Upon Conditional Offer:

Background checks are conducted upon receiving a conditional offer. Employees must complete a background check and are responsible for the background fee. A passing background is required.  Criminal convictions are reviewed on a case-by-case basis.