Cabinet-Level Executive (Area Superintendent)

Salary Range: $00 Per Year

Position:Cabinet Level Executive - Area Superintendent

School/Department:Central Administration

Reports To:Superintendent

FTE:1.0 (8 hours per day)

Days/Year:260

Salary Grade: Contract

Salary Schedule: 2025-2026 Executive Professional Salary Schedule Non-School Based Positions (Group C)

FLSA Status:Exempt

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

Why You Will Love Working Here

Working with D11 offers the opportunity to make a meaningful impact in a diverse dynamic school community committed to student success and continuous improvement. As one of the largest and most established districts in Colorado Springs D11 values innovation collaboration and professional growth empowering staff to lead learn and grow in their practice. Employees benefit from a supportive environment that prioritizes strong leadership high-quality instruction and a shared commitment to excellence for every student. Joining D11 means being part of a mission-driven organization that invests in its people while working to shape the future of education for the community it serves. We would love to have you join our team!

Position Summary

The Area Superintendent serves as a key instructional leader within the district responsible for ensuring that every school establishes and maintains the conditions necessary for high-quality teaching and meaningful student learning. Reporting to the Superintendent this role provides strategic oversight support and accountability for school principals and site leaders to promote safe and productive learning environments ensuring rigorous academic learning.

Essential Job Functions

Instructional Leadership & District Strategy

• Champion a shared vision of teaching and learning aligned to district strategic goals.
• Work with the Academic Director to ensure rigorous standards-based instruction in every classroom and monitor student achievement data to identify trends gaps and targeted supports.
• Promote continuous improvement cycles grounded in data and research.
• Ensure consistent implementation of the districts strategic objectives across all assigned schools.
• Translate district priorities into clear actionable expectations for principals and school leadership teams.
• Monitor fidelity of implementation of district initiatives and instructional frameworks.
• Identify implementation challenges and proactively coordinate cross-departmental support.
• Provide feedback to the Superintendent and Cabinet on progress barriers and needed adjustments to strategy.
• Promote coherence by aligning resources to strategic priorities.

Conditions for Learning

• The Area Superintendent ensures that every school establishes the foundational structures and environment necessary for effective teaching and sustained student achievement.
• Oversee implementation of the Districts ABC (attendance behavior cell phones) policies.
• Use leading indicators (discipline rates attendance classroom observations) to proactively identify and address emerging concerns.
• Support principals in building collaborative professional cultures among staff.
• Ensure structures for teacher collaboration and professional learning are in place.
• Promote accountability clear communication and shared responsibility for student outcomes.

Leadership Development & Principal Supervision

• Supervise coach and evaluate school principals.
• Build principals capacity to lead instructional improvement and positive school culture.
• Provide professional development aligned to improving conditions for learning.
• Foster leadership pipelines and succession planning.

Accountability & Continuous Improvement

• Conduct regular school visits focused on instructional quality and learning conditions.
• Use qualitative and quantitative data to inform decisions.
• Support schools in developing and monitoring improvement plans.
• Ensure compliance with district state and federal regulations.

Family & Community Engagement

• Build strong partnerships with families and community organizations.
• Ensure transparent communication regarding school performance and improvement efforts.
• Represent the district at community meetings and events.

Knowledge Skills and Abilities

Knowledge of

• Extensive knowledge of public education systems governance structures and school district operations.
• Deep understanding of strategic planning organizational leadership and large-scale systems management.
• Federal state and local laws and regulations governing public education including compliance requirements relevant to the assigned division.
• Budget development fiscal management and resource allocation within complex organizations.
• Understanding of data-driven decision-making practices including performance measurement evaluation systems and continuous improvement models.
• Organizational change management and innovation practices within large dynamic institutions.
• Familiarity with access-centered leadership practices and strategies that promote inclusive and student-centered learning environments.
• Effective communication strategies stakeholder engagement and public sector leadership.

Skills in

• Strategic leadership skills to develop and implement long-term organizational strategies that align with district priorities and Board goals.
• Executive decision-making skills including the ability to analyze complex information and make sound timely decisions.
• Organizational leadership skills to guide large divisions and align multiple teams toward shared outcomes.
• Budget and resource management skills to effectively oversee large-scale financial operations and ensure fiscal responsibility.
• Communication and presentation skills to clearly convey complex information to diverse audiences including the Superintendent Board of Education staff and community stakeholders.
• Collaboration and relationship-building skills to foster partnerships across departments schools and community organizations.
• Change management skills to lead large-scale initiatives and guide organizations through transformation.
• Conflict resolution and problem-solving skills to address complex organizational challenges with professionalism and diplomacy.
• Data analysis and interpretation skills to evaluate program effectiveness and guide strategic improvements.

Ability to

• Translate district vision and strategic priorities into actionable plans and measurable outcomes.
• Lead and inspire diverse teams while building leadership capacity across the organization.
• Manage multiple complex initiatives simultaneously while maintaining focus on district priorities and student outcomes.
• Collaborate effectively with executive leadership school administrators staff and external stakeholders.
• Navigate political organizational and community dynamics with professionalism and sound judgment.
• Maintain confidentiality and exercise high levels of ethical leadership and integrity.
• Analyze complex data and information to guide strategic decision-making.
• Communicate with clarity transparency and influence in high-stakes environments.
• Foster a culture of innovation accountability and continuous improvement across the organization.

Qualifications

• Required Masters degree in education business administration or a closely related field.
• Minimum of ten (10) years of progressive professional experience including five (5) or more years of principal experience with a rating of effective or highly effective.
• Demonstrated expertise in strategic planning team leadership and data-driven decision-making.
• Experience leading organizational change resulting in positive outcomes for students.
• Required Colorado Administrator License

Working Conditions & Physical Demands

Work is primarily sedentary with periods of light activity. Essential functions may include walking or standing for extended periods; traveling to district schools and facilities; lifting and carrying materials up to 20 pounds; climbing stairs; bending; reaching; handling objects; and operating a computer and standard office equipment. The role requires effective communication and the ability to receive and process information through normal or aided vision hearing or other assisted means.

Work is performed in a professional office setting with frequent meetings presentations and collaborative work sessions as well as occasional evening or extended-hour commitments. Duties may be performed with or without reasonable accommodation.

Join Our Team!

Join Colorado Springs School District 11 as an Area Superintendent and help shape the future of education in our community. Your leadership vision and commitment will empower staff inspire students and ensure D11 remains a model for innovation and excellence.

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

1. Non-Recurring Pay: 8% of base salary in Non-Recurring Pay (distributed as 4% on November paycheck and 4% on May paycheck).
2. Professional Development Fund (PDF): EXEC Pro employees will be allocated $1500 annually towards a Professional Development Fund (PDF) to be used for professional growth opportunities. Amount allocated will be prorated based upon date and length of hire.

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.

Salary Setting (New Hires): Newly-employed Executive Professionals will be placed on the twenty (20) step system. Each step represents two years of experience based upon equivalent experience. Beginning in July 2025 The maximum number of years of experience granted is 14 which is equivalent to placement on step seven (7). Steps are determined by experience listed on the application and resume.

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.

Employees with experience in the District who have left the District and then returned to the same position shall be hired at the same pay grade (refers to the EXEC Pro placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employees application and updated resume.

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

EQUAL EMPLOYMENT OPPORTUNITY