ROLES AND KEY RESPONSIBILITIES
The English Teacher cum Team Leader (ML) is a demonstrativeleadership position in middle management, responsible for overseeing a team of full-time and part-time teachers. This role requires strong organisational, managerial and interpersonal skills to support the organisation’s aim of providing high-quality educational experiences to diverse groups of students. The individual serves as a bridge between educators on the ground and the Management, representing the Management to teachers and vice versa. Consequently, to excel in this role, one must be comfortable asking questions upstream and downstream to push for effective change while maintaining alignment. In this role, one requires agility, adapting to changes that occur during the year while not losing sight of the broad goals set by the Management at the start of the academic year. From onboarding to offboarding, the person in this key appointment plays an active role in coaching and motivating the team.
The English Teacher cum Team Leader (ML) is a demonstrative leadership position in middle management, responsible for overseeing a team of full-time and part-time teachers. This role requires strong organisational, managerial and interpersonal skills to support the organisation’s aim of providing high-quality educational experiences to diverse groups of students. The individual serves as a bridge between educators on the ground and the Management, representing the Management to teachers and vice versa. Consequently, to excel in this role, one must be comfortable asking questions upstream and downstream to push for effective change while maintaining alignment. In this role, one requires agility, adapting to changes that occur during the year while not losing sight of the broad goals set by the Management at the start of the academic year. From onboarding to offboarding, the person in this key appointment plays an active role in coaching and motivating the team.
Key Responsibilities
1) Leadership and Team Management
- Provide guidance, support and feedback to teachers to push for a high-performing team
- Foster a team culture of mutual support and healthy competition
- Conduct monthly team meetings
- Clarify and explain any misalignments to the Management or Company’s organisational standards
- Articulate the career opportunities within the Company and provide insight on how an aspiring teacher might be able to put himself or herself in the running
- Identify strengths and areas for improvements in teachers
2) Team Sales Performance Management
- Achieve company objectives by planning thoroughly, setting sales goals for teachers, analyzing teachers’ performance data on:
- headcount growth and retention
- withdrawals
- trial conversion stats
- Develop skills continuously for training, and leading team members, and ensure that they are using effective lesson delivery and parents communication tactics to meet team sales’ objectives
- Prepare monthly team sales performance reports and present solutions that the team/teachers will be adopting to achieve monthly sales targets at monthly management meetings.
3) Quality Assurance of Client Experience (Students and Parents)
- Educate Teachers on the standards required by the Management
- Conduct Lesson Studies to ensure the quality of lessons promised by the brand is upheld
- Serveas an advisor and solution provider to Teachers facing difficulty with delivering quality experience
4) Individual Performance Appraisal (IPA)
- To accurately and effectively communicate the purpose of IPA (Management’s aim to be transparent about the parameters they are being assessed on which impacts their performance bonus and salary increment)
- To mentor teachers, encouraging them to set intentional and ambitious goals for the year
- Mid-year IPA review
- Conduct IPA Lesson observation and submit the observation report according to the organisational standards
- IPA Closure (conducted with the Assistant Director and the Management)
5) Accountability to the Management through routine reporting
- Red-Flagged students and parents
- Script Accountability (nearing holiday periods)
- 2-way Parent Communication
- EOM Withdrawal Analysis (monthly reporting up till August)
6) Ear-marking high-performing teachers for promotion
- Rely on an evidence-based approach to showcase the DRs strengths while holistically sharing the context of the Teacher (including challenges and AFIs)
7) Manage internal and external feedback, including crisis resolution
- In certain instances, when there is significant feedback, the ML may need to contact a parent to comprehend the situation and work towards a resolution.
- After this, the ML reviews the situation objectively with the teacher involved, identifies any issues, and provides guidance to prevent similar occurrences in the future.
- The ML handles the delicate balance of holding a teacher accountable for his or her actions but also coaches the teacher when it comes to areas of emerging competency or personal blindspots.
8) Lead by example, being an embodiment of the organisational values; D.A.R.T.
- The ML is expected to model the values the organisation preaches.
- W@W as an organisation believes that our values are observed through one’s actions.
9) Ensuring smooth onboarding of new teachers
- To be acutely aware of how a newly onboarded teacher is coping and performing
- To liaise with the various trainers to have good visibility on the teacher’s competencies or areas for growth
- Help new teachers gain alignments with organizational standards and management’s expectations
- Make arrangements for the new teacher’s end-of-probation lesson observation and end-of- probation conference
10) Ensuring smooth offboarding of departing teachers
- Overseeing the proper handover of the departing teacher to ensure staff members taking over can hit the ground running
- If necessary, to liaise across teams to see if a physical/ Zoom meeting is required to do a handover for special cases (i.e. particular students or parents)
11) Any other initiatives/ projects that are in line with the organisation’s vision and mission.
Requirements:
- Must have at least a degree-qualified from a good university.
- Work in the tuition or enrichment industry in Singapore for 3 years, minimally.
- At least 2 years’ experience in a hands-on, leadership position in a tuition or enrichment company.
- Management of multiple outlets with a proven track record is preferred.
- Working days: 4 weekdays + 1 weekend
- Working Hour: 10.20am – 7.20pm (Weekdays); 8.45am - 6.30pm (Weekend)
- Salary range: $4,000 - $5,000
- Location: Travel to all centres / Corporate office at Tiong Bahru, Central Plaza
