Teacher (Middle School) TOSA Library Technology Educator Colorado Springs School District 11

Position Profile

Position: Library Technology Educator (Middle)

Department/School:Mann Middle School

Reports To:Principal

FTE:1.0

Days/Year:187

Salary Schedule:2025-2026 Teacher/SSP Salary Schedule School Based Positions (Group A)

FLSA Status:Exempt

Position Summary

Teachers at Colorado Springs School District 11 are professional educators who ensure that every student has access to rigorous engaging and equitable learning opportunities. They embody the districts values of innovation inclusion collaboration and excellence and are key contributors to creating a thriving school culture that supports academic and social-emotional success.Core expectations include designing and implementing standards-aligned instruction maintaining inclusive and supportive learning environments using data to inform instruction collaborating with colleagues and engaging families as partners in education. Teachers also serve as reflective practitioners who continuously seek to improve through professional learning and feedback

Essential Job Functions

Provide Instructional Leadership

• Support educators and staff in implementing effective evidence-based instructional practices.
• Facilitate professional learning communities coaching sessions or mentoring programs to build teacher capacity and improve student outcomes.

Coordinate and Support School and District Initiatives

• Assist with the development and implementation of school-wide or district-wide programs focused on instruction curriculum technology integration equity or student behavior.
• Coordinate intervention systems and restorative or behavioral supports to enhance student engagement and academic achievement.

Use Data to Inform Decision-Making

• Collect analyze and interpret student classroom and school data to guide instructional strategies interventions and program development.
• Evaluate the effectiveness of initiatives and provide recommendations for improvement.

Model Best Practices

• Demonstrate exemplary instructional and leadership practices for educators staff and students.
• Share innovative strategies and resources to promote high-quality teaching and learning.

Foster Collaboration and Communication

• Build strong working relationships with teachers administrators staff and families to support student learning and school improvement.
• Communicate effectively to facilitate understanding alignment and engagement across multiple stakeholders.

Support School Culture and Student Engagement

• Contribute to creating a positive inclusive and equitable learning environment.
• Assist in implementing programs and practices that promote student well-being behavior and engagement.
  

Engage in Professional Growth and Reflective Practice

• Participate in ongoing professional development and reflective practice to strengthen personal effectiveness and support school and district goals.
• Remain adaptable and responsive to evolving instructional behavioral and leadership needs.

Knowledge Skills and Abilities

Knowledge of:

• Instructional strategies curriculum design and evidence-based teaching practices.
• Adult learning theory coaching and mentoring techniques to support educator development.
• School and district initiatives related to instruction equity student behavior and technology integration.
• Data collection analysis and interpretation to inform instructional decisions and program improvement.
• Positive behavior supports restorative practices and strategies to promote student engagement and well-being.
• Collaborative leadership practices and effective communication strategies for working with diverse stakeholders.
• District policies legal requirements and ethical standards applicable to education and leadership roles.

Skills in:

• Coaching mentoring and supporting teachers to improve instructional effectiveness and student outcomes.
• Facilitating professional learning communities workshops and collaborative meetings.
• Analyzing data to evaluate student performance program effectiveness and instructional impact.
• Communicating clearly professionally and persuasively with administrators educators staff students and families.
• Leading and coordinating school or district programs interventions and initiatives.
• Implementing strategies that foster positive school culture inclusion and equity.
• Adapting instructional and leadership practices to meet evolving school and district needs.

Ability to:

• Build strong collaborative relationships with educators staff administrators and families.
• Model effective teaching and leadership practices that inspire and guide others.
  Support teachers and staff in applying data-driven instructional strategies and interventions.
• Promote equitable inclusive and innovative learning environments across classrooms and schools.
  Reflect on professional practice and continuously seek opportunities for growth and improvement.
• Manage multiple priorities and projects while maintaining a focus on student success and district goals.
• Uphold ethical standards confidentiality and professionalism in all aspects of work.

Qualifications

• Bachelors degree in education or related field.
• Valid Colorado Teaching License appropriate to assignment.
• Endorsement in content are of assignment (if required)
• Minimum of three (3) years of successful classroom or equivalent instructional experience.
• Preferred qualifications include a masters degree; experience as an instructional coach interventionist or program coordinator; administrative or specialist endorsement; and/or bilingual proficiency (English/Spanish or other district-identified languages).

Working Conditions and Physical Demands

Work is performed primarily in school or district environments and involves frequent interaction with staff students and families. The position requires regular punctual attendance and collaboration across multiple sites with occasional evening or weekend commitments. Duties involve periods of standing walking and movement throughout school buildings with occasional sitting. TOSAs may need to lift and carry materials or equipment up to 20 pounds and perform activities such as bending reaching or climbing stairs. The work requires sufficient manual dexterity vision hearing and verbal communication to effectively engage with students and staff. Occasional evening events may be required. Duties must be performed with or without reasonable accommodation.

Join Our Team!

Join Colorado Springs School District 11 as a Teacher on Special Assignment (TOSA) and help strengthen systems of learning and support across our schools. Your leadership expertise and collaboration empower educators inspire students and advance our shared commitment to excellence for every learner

emperature of objects. The work requires the ability to speak normally to use normal or aided vision and hearing.

Employees in this category will also receive the following for the 2025-2026 school year:

1. Non-Recurring Pay: 6% of base salary in Non-Recurring Pay (distributed as 3% on November paycheck and 3% on May paycheck).
2. Staffing Stability Incentive (Adams Elementary Galileo Middle School and Mitchell High School):
1. All Teachers/SSPs (regardless of FTE) will receive an additional $5000 split over two payments ($2500 in November and $2500 in May). NOTE: This is prorated based off of FTE.
2. Teaching and SSP Staff qualify to receive an additional 10 extra days (beyond the District Calendar) paid at the per diem rate. Five (5) days for USIP design and five (5) days as collaborative flex days. NOTE: SSPs receiving extra days (per the Employee Handbook) are only allowed to work a TOTAL of 10 extra days. For example nurses are allowed to work 3 additional days per the Handbook and are only allowed to work an additional 7 days (for a total of 10).
3. Mitchell High School Only: Teachers/SSPs also receive a one-step increase (paid monthly).

• Pay for Performance (Mitchell High School): All Teachers/SSPs receive a Pay for Performance Bonus that is paid out in the fall (utilizing performance measures criteria from the previous year).

• Additional 10% to Base Pay for the following Hard to Fill positions: OT PT School Nurses Audiologists & School Psychologists

• Additional 15% to Base Pay for the following Hard to Fill position(s): SLP

Base Salary Setting: Employment assignment and salary placement is in accordance with job description requirements. A work history is required to demonstrate job title job duties and time worked in the position. Reference the linked How Your Compensation Is Determined for more details.

Base Salary Setting (New Hires): Any newly-employed Teacher/Special Service Provider (SSP) will be placed on the appropriate lane for their educational background (BA MA etc). according to the official transcripts that are provided. They will be placed at the appropriate step for experience listed on the resume. Teachers will receive credit for a maximum of 14 years for any applicable teaching experience (provided that the experience occurred in the last 15 years).

Base Salary Setting (Rehires): Returning employees who have previously resigned or separated from the District will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job provided step increases were approved by the Board during the years in question.

See Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement) promotions and lateral transfers.

EQUAL EMPLOYMENT OPPORTUNITY

Required Experience:

IC