Director of New Teacher Development

Position: Director of New Teacher Development 

Location: Denver, CO 

Reports to: Executive Director of Leader Coaching 

Salary Range: $85,000 - $120,000 

We are Rocky Mountain Prep, a movement comprised of incredible educators, families, scholars, and advocates who are changing the face of public education in Colorado by democratizing college access and preparation for historically marginalized students and families. On paper, we are a network of twelve college preparatory charter schools in the Denver metro area serving students as young as twelve weeks through twelfth grade.

But we are so much more than this.

Who We Are 

Rocky Mountain Prep (RMP) is a network of high-performing public charter schools committed to educational equity, rigorous academics, and joyful classrooms. At RMP, we ensure that every teacher receives the support, coaching, and development needed to thrive and drive student success. 

New teachers are the foundation of our future leadership pipeline, and they require structured, targeted support to become highly effective educators. The Director of New Teacher Development plays a critical role in retaining and developing new teachers, ensuring they receive the coaching, mentorship, and development necessary to meet RMP’s high expectations and deliver exceptional student results. 

The Opportunity 

The Director of New Teacher Development is responsible for leading RMP’s new teacher support and development strategy, ensuring at least 85% teacher retention and strong performance among early-career educators.

Key Responsibilities 

Developing & Retaining High-Impact New Teachers 

• Oversee the RELAY Teaching Residency program, ensuring a high-quality experience preparing residents for full-time RMP teaching. 
• Support the REACH University program, ensuring classified sta receive the necessary coaching and mentorship to transition into lead teaching roles. 
• Provide weekly 1:1 coaching to a targeted portfolio of new teachers, ensuring they develop strong instructional and classroom management skills. 
• Align coaching and development to RMP’s CORE Teaching Rubric, ensuring all new teachers build competency in lesson execution, student engagement, and data-driven instruction. 
• Facilitate network-wide professional development (PD) for new teachers, focusing on foundational teaching skills, classroom management, and instructional best practices. 
• Lead Fellows practice sessions, ensuring new teachers develop strong execution skills before implementing classroom strategies. 
• Develop and support Fellow Advisors, ensuring they are highly effective mentors who provide structured, data-driven coaching to Fellows. 
• Monitor new teacher retention trends, proactively address challenges, and ensure RMP meets its 85% retention goal. 
• Ensure organizational health is strong among new and early-career teachers, as measured by Culture Amp, by analyzing feedback, identifying trends, and implementing strategic interventions to improve teacher experience and engagement. 

Building a Sustainable New Teacher Pipeline 

• Partner with school leaders and the Talent Team to ensure a seamless transition from residency to full-time teaching roles at RMP. 
• Maintain a new teacher tracking system, ensuring all teaching residents and first-year teachers are progressing to meet performance expectations. 
• Assess new teacher effectiveness and retention trends, using data to inform program improvements and refine support structures. 
• Work with principals and APs to ensure strong mentorship structures for new teachers, aligning coaching and professional development to long-term career pathways. 
• Ensure that all teacher residents and fellows are fully certified and ready for lead teaching roles by the end of their respective programs.

Executing with Discipline & Accountability 

• Implement a data-driven coaching and support system, tracking new teacher progress and ensuring targeted interventions where needed. 
• Conduct classroom walkthroughs and observation cycles, norming with instructional leaders to ensure consistency in coaching and evaluation. 
• Develop and maintain progress monitoring tools, ensuring every new teacher receives clear, actionable feedback aligned with RMP’s instructional expectations. 
• Hold school leaders and instructional coaches accountable for effectively supporting new teachers and ensuring that coaching cycles are implemented with fidelity. 
• Analyze Culture Amp survey data for new and early-career teachers regularly, identifying key drivers of engagement, retention, and areas for improvement. 

Strategic Leadership & Collaboration 

• Serve as RMP’s thought leader on new teacher development, ensuring our programs align with best practices in teacher preparation and support. 
• Partner with Talent, Academics, and School Leadership Teams to align teacher hiring, onboarding, and development efforts into a cohesive pipeline strategy. 
• Lead the continuous improvement of new teacher support programs, refining structures based on data, observation, and feedback. 
• Support principals and instructional leaders in building school-based systems for new teacher coaching, ensuring alignment with RMP’s talent retention goals. 

Who You Are 

• A proven instructional leader with 5+ years of experience as a teacher, instructional coach, or school leader, with a track record of developing and retaining early-career educators. 
• A skilled coach and mentor who can develop new teachers into effective educators who execute instruction at a high level. 
• A systems thinker who can build and scale structured teacher development programs across multiple schools. 
• A data-driven decision-maker, ensuring coaching and support structures yield measurable improvements in teacher effectiveness and student learning. 
• A culture builder who fosters high expectations, disciplined execution, and strong retention strategies for new teachers. 
• Someone who understands how to analyze and act on organizational health data, using it to drive meaningful improvements in teacher experience and retention.

All Network Support Team Staff at Rocky Mountain Prep will:

• Own their outcomes and demonstrate high personal responsibility by setting high expectations, using data to guide their daily actions, maximizing time in service of our students, families, and staff, and demonstrating a commitment to helping us achieve our Big Five goals. 
• Take ownership of your professional growth by actively engaging in regular coaching, being open to feedback, and commitment to continuous improvement. 
• Resist the urge to make excuses when things do not go well and take accountability, particularly regarding our students, families, and staff. 
• Be punctual and prepared for all meetings, presentations, coaching sessions, and other professional obligations, being the model of applying rigor and love to everything we do.
• Build your schedule around the needs of our schools, keeping in mind that NST supports the transformative work happening in our schools daily. Demonstrate an openness to responding and serving the work in our schools, regardless of what team you are on.
• Be able to consistently demonstrate how your daily work improves the quality of our schools and classrooms for all of our scholars, staff, and families. 
• Model and embody RMP’s PEAK values (Perseverance, Excellence, Adventure, and Kindness) in all interactions with scholars, families, and staff.
• Collaborate with colleagues and stakeholders to accomplish the work and build a positive and inclusive culture.
• Operate with an urgency that reflects our ambitious goals as an organization, ensuring that every resource is used to bring us closer to achieving our Concept Essence. 
• Participate in and contribute to network-wide initiatives, professional development, and student and staff recruitment efforts.

Education Requirements: 

• Bachelor’s Degree Required
• We use E-Verify to confirm the identity and employment eligibility of all new hires.

Other Requirements

• 3+ years of experience coaching teachers
• 3+ years of experience managing teachers

Compensation and Benefits 

• Salary: Full-time position with a salary range of $85,000 to $120,000, based on experience and qualifications.
• Benefits: Includes health insurance (medical, dental, vision), disability insurance, life insurance, PERA retirement, and paid time off.
• Professional development opportunities and leadership growth pathways.

Why Join Rocky Mountain Prep? 

• Concept Essence-Driven Leadership – We develop teachers with clarity, execution, discipline, and accountability. 
• Impact at Scale – You will lead RMP's new teacher development efforts, ensuring a sustainable talent pipeline. 
• Leadership Growth – As RMP refines and scales its teacher residency and retention strategy, you will have opportunities to expand your impact. 

RMP is an equal-opportunity employer. We seek applicants of diverse backgrounds and hire without regard to color, gender, religion, national origin, citizenship, disability, age, sexual orientation, or any other characteristic protected by law.

Apply Today 

If you are passionate about developing high-impact new teachers, leading teacher residency programs, and ensuring every early-career educator is set up for success, we encourage you to apply!