Student Support and School Community Coordinator (Middle School) Colorado Springs School District 11

Position Profile

This is an INR position for the School Year 2025-2026

Position: Student Support and School Community Coordinator TOSA (Middle School) - Colorado Springs School District 11

Department/School:Galileo 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

Applicants must be legally authorized to work in the United States.

Mitchell High School is a state of Colorado School of Innovation Priority Improvement Status. Through the 25/26 school year additional financial incentives are available to a staff member serving in this position.

OF FUNCTION

The Community School Coordinator serves as the bridge between students families school staff and community partners to ensure that every student is healthy supported engaged and ready to learn. This role focuses on direct student engagementhelping students access wraparound supports mentoring opportunities enrichment programs and leadership development experiences that enhance academic and social-emotional success.

ESSENTIAL JOB FUNCTIONS

Tiered Student Support & Engagement

• Build positive trusting relationships with students and act as a coordinator of in-school and community resources to meet macro-level building needs as well as micro-level needs of individual students.
• Meet regularly with students to identify barriers to attendance engagement and academic success.
• Create and facilitate school based alternative discipline programming social-emotional learning support and Colorado Essential Skill development that prioritizes student agency and self-efficacy.
• Coordinate individualized supports such as mentoring counseling referrals basic needs assistance and enrichment activities for individual and small groups of students.
• Partner with counselors and teachers to align supports through analysis of academic and behavioral goals and other forms of student outcome data.
• Facilitate student voice opportunities such as advisory groups student councils or focus groups to inform school improvement efforts.
• Organize and promote after-school summer and weekend programming that reflects student interests and community needs.

Family & Community Partnerships

• Serve as a liaison between families the school and community-based organizations.
• Help families navigate community resources such as food housing healthcare and mental health supports.
• Collaborate with local agencies businesses and nonprofits to bring new programs and services to the school.
• Plan and coordinate community events that promote school pride belonging and partnership.

Data & Continuous Improvement

• Collect and track data on student participation in supports attendance and outcomes.
• Use data to identify gaps in services and to monitor the effectiveness of interventions.
• Participate in school leadership and student support team meetings.
• Contribute to school improvement planning by providing input from students and community partners.

Equity & School Culture

• Promote a welcoming inclusive school climate for all students and families.
• Ensure that supports and partnerships are culturally responsive and accessible for all students and families.
• Advocate for student voice and equitable access to opportunities.

OTHER DUTIES

• Other duties as assigned

KNOWLEDGE ABILITIES AND SKILLS

• Strong relationship-building communication and collaboration skills.
• Knowledge of local community resources and youth development practices.
• Ability to work effectively with diverse populations and across cultural differences.
• Bilingual (Spanish/English) preferred.

QUALIFICATIONS

• Bachelors degree in education social work psychology community development or related field
• Experience working with youth and families in school or community settings

PREFERRED

• Masters degree in education social work psychology community development or related field

ORGANIZATIONAL RELATIONSHIPS

• Reports to building Principal

WORKING CONDITIONS

• The work is performed in a school classroom and/or district office environment.

Join Our Team!

Join Colorado Springs School District 11 and help inspire a generation of learners. Your dedication creativity and expertise empower students to reach their full potential shaping the future of our community and beyond.

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