Open Positions for DFW Area Application Consortium

Openings as of 10/21/2026

Director - Organizational Effectiveness

JobID: 7616

Position Type:
  Leading District Professional/Director


Date Posted:
  10/15/2026


Location:
  District Service Center


Closing Date:
  10/30/2026


District:
  Fort Worth ISD
  
Director - Organizational Effectiveness

Reports to: Deputy Superintendent
Salary Range: $118,479 - $167,016
Pay Grade: 309
Duty Days: 239
PCN: 26654
FLSA Status: Exempt


POSITION PURPOSE
The Director – Organizational Effectiveness & Employee Engagement provides districtwide leadership for employee evaluation, organizational effectiveness, and engagement systems for central office and other non-campus-based employees outside of Cabinet and Extended Cabinet. The Director leads efforts to strengthen organizational effectiveness and employee engagement by evolving evaluation and feedback practices, building supervisor capacity, gathering and responding to employee feedback, and identifying opportunities to improve the employee experience and central office ways of working. The role develops systems, tools, training, and data-informed practices that strengthen accountability, employee development, engagement, and alignment between individual responsibilities, departmental priorities, and District goals.


ESSENTIAL JOB FUNCTIONS
• Leads the districtwide employee evaluation process for central office and other non-campus-based employees outside of Cabinet and Extended Cabinet, ensuring consistent, timely, and high-quality implementation across departments.
• Establishes and manages the annual evaluation cycle, including goal setting, beginning-of-year expectations, ongoing feedback, mid-year reviews, end-of-year evaluations, documentation, and completion requirements.
• Develops, refines, and maintains evaluation frameworks, competencies, rubrics, tools, procedures, and guidance appropriate for different central office roles and levels of responsibility.
• Builds the capacity of supervisors to establish clear expectations, set meaningful goals, provide actionable feedback, conduct effective evaluation conversations, recognize strong work, and address areas requiring improvement.
• Develops and facilitates required training, calibration, technical assistance, and ongoing support for supervisors responsible for evaluating employees.
• Monitors evaluation timelines, completion, quality, and consistency across departments and establishes systems to identify and address implementation gaps.
• Leads districtwide central office employee engagement efforts.
• Analyzes employee feedback and organizational data to identify trends, strengths, barriers, and opportunities to improve organizational effectiveness and the employee experience.
• Partners with department leaders to develop and monitor action plans in response to employee feedback, evaluation trends, and identified organizational needs.
• Leads efforts to evolve District practices related to employee feedback, recognition, development, accountability, collaboration, and engagement.
• Develops systems and routines that strengthen alignment between individual responsibilities, departmental priorities, and District goals.
• Facilitates cross-functional work streams focused on improving central office effectiveness, organizational practices, employee experience, and ways of working.
• Develops reports, executive summaries, and presentations that provide District leadership with visibility into evaluation implementation, employee engagement, and organizational trends.
• Maintains districtwide calendars, guidance, communications, resources, and tools necessary to support consistent implementation of employee evaluation and engagement practices.
• Partners with appropriate departments to ensure employee evaluation, engagement, professional learning, leadership development, recognition, and other organizational practices are coordinated and mutually reinforcing.
• Identifies opportunities to simplify, modernize, and improve central office systems and practices to strengthen clarity, accountability, responsiveness, collaboration, and employee effectiveness.
• Ensures sensitive employee information and evaluation records are handled with appropriate confidentiality, discretion, and professionalism.
 

PERSONAL WORK RELATIONSHIPS 
• All Fort Worth ISD employees must maintain a commitment to the District's mission, vision, and strategic goals.
• Exhibits high professionalism, standards of conduct and work ethic.
• Demonstrates high quality customer service; builds rapport/relationship with the consumer.
• Demonstrates cultural competence in interactions with others; is respectful of co-workers; communicates and acts as a team player; promotes teamwork; responds and acts appropriately in confrontational situations.
 

OTHER DUTIES AS ASSIGNED
• Performs all job-related duties as assigned and in accordance with Board rules, policies and regulations.  All employees are expected to comply with lawful directives in rare situations driven by need where a team effort is required.
 

KNOWLEDGE, SKILLS AND ABILITIES
• Knowledge of organizational effectiveness, employee engagement, employee evaluation, organizational development, and continuous improvement practices.
• Knowledge of effective goal-setting, feedback, coaching, employee development, recognition, and evaluation practices.
• Knowledge of applicable laws, District policies, procedures, and requirements related to employee evaluation, personnel records, confidentiality, and data privacy.
• Knowledge of employee engagement strategies, organizational culture, change management, and methods for collecting and responding to employee feedback.
• Skill in designing, implementing, and continuously improving employee evaluation systems across multiple job classifications and organizational levels.
• Skill in developing evaluation frameworks, competencies, rubrics, goals, measures, tools, procedures, and implementation guidance.
• Skill in designing and facilitating professional learning, calibration, technical assistance, and resources for supervisors and employees.
• Skill in analyzing quantitative and qualitative employee data, identifying organizational trends, and translating findings into actionable recommendations.
• Skill in designing and facilitating employee surveys, pulse checks, focus groups, listening sessions, and other engagement activities.
• Skill in leading complex, cross-functional work streams involving multiple departments, leaders, priorities, timelines, and deliverables.
• Skill in facilitating difficult conversations, building consensus, navigating organizational challenges, and supporting leaders through change.
• Skill in developing clear executive-level reports, dashboards, presentations, communications, and recommendations.
• Ability to establish and manage districtwide evaluation cycles, timelines, expectations, monitoring systems, and accountability structures.
• Ability to build supervisor capacity to establish expectations, provide meaningful feedback, recognize strong work, support employee growth, and address areas requiring improvement.
• Ability to use employee feedback and organizational data to identify opportunities to strengthen organizational effectiveness and the employee experience.
• Ability to develop systems that strengthen alignment among individual responsibilities, departmental priorities, and District goals.
• Ability to identify, redesign, and simplify organizational practices and processes to improve clarity, efficiency, accountability, collaboration, and effectiveness.
• Ability to lead organizational change and successfully implement new systems and practices across a large, complex organization.
• Ability to communicate clearly and effectively with employees and leaders at varying levels of the organization.
• Ability to establish productive working relationships across departments while maintaining objectivity, credibility, responsiveness, and sound judgment.
• Ability to manage multiple priorities and critical deadlines while maintaining high standards for quality, accuracy, and execution.
• Ability to exercise discretion and maintain confidentiality when handling sensitive employee information, feedback, and evaluation records.
 


TRAVEL REQUIREMENTS
• Travels to school district buildings and professional meetings as required.
 

PHYSICAL AND MENTAL DEMANDS. WORK HAZRDS 
• Tools/Equipment Used:  Standard office equipment, including computer and peripherals.
• Posture:  Prolonged sitting; occasional stooping, squatting, kneeling, bending, pushing/pulling, and twisting.
• Motion:  Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching.
• Lifting:  Occasional light lifting and carrying (less than 15 pounds).
• Environment:  Works in an office setting; may require occasional irregular and/or prolonged hours.
• Attendance:  Regular and punctual attendance at the worksite is required for this position.
• Mental Demands:  Maintains emotional control under stress; works with frequent interruptions.
 

MINIMUM REQUIRED QUALIFICATIONS
• Education: 
  o Bachelor's degree from an accredited college or university required.
  o Advanced degree in organizational leadership, human resources, organizational development, business administration, education, public administration, or a related field preferred.
• Certification:  
  o None
• Experience: 
  o Minimum of five (3) years of progressively responsible experience in organizational effectiveness, employee evaluation, employee engagement, organizational development, human resources, talent development, leadership development, continuous improvement, or district or organization-level leadership required.
  o Demonstrated experience implementing, managing, or improving central office employee evaluation systems and processes across multiple departments, functions, or employee groups preferred.
  o Demonstrated experience leading cross-functional initiatives, managing complex timelines and deliverables, and coordinating implementation across multiple departments or organizational functions required.
  o Demonstrated experience supporting organizational change, process improvement, or the implementation of new systems and practices across a large or complex organization preferred.
 
 
This document is intended to describe the general nature and level of work being performed by people assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.





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