The RMP Promise
Rocky Mountain Prep is a diverse and dynamic community of educators, families, scholars, and advocates committed to reimagining what excellent public education looks like in Colorado. We are a network of 12 rigorous and loving schools serving children from 12 weeks through 12th grade across the Denver metro area. Grounded in our PEAK values—Perseverance, Excellence, Adventure, and Kindness—we work relentlessly to ensure every student, especially those historically marginalized by systemic inequities, is prepared to thrive in college, career, and life. At RMP, we draw strength from the diversity of our racial, cultural, linguistic, and lived experiences, equity is our commitment, and inclusion is our daily practice. We believe that by combining high expectations with deep belonging, we can create joyful, affirming spaces where every child and adult can realize their full potential.
The Role of the Deputy Chief of Sustainability
Rocky Mountain Prep's Managing Director of Classroom Management and Culture (CMC) plays an integral role in ensuring that RMP’s deans and new teachers build the classroom management practices and culture systems that let rigor and love coexist in every classroom. The Managing Director spends significant time in the field with deans and new teachers — observing practice, modeling RMP’s frameworks, providing real-time feedback, and ensuring strong implementation of RMP’s behavior, attendance, and culture systems. They partner cross-functionally with People, Operations, Academic Services, and School Leadership teams to design and facilitate professional learning anchored to RMP’s Five Commitments: Care, Connection, Customer Service, Competence, and Clarity.
Successful Managing Directors of CMC ensure students are present, engaged, and persisting at high rates; new teachers are developing quickly and choosing to stay; and deans are building the durable skills to sustain strong systems long after the Managing Director has moved on — reflecting RMP’s belief that strong operational systems are the foundation of a strong culture.
Driving Goals with Accountabilities
Family Satisfaction and Student Achievement — 95% Average Daily Attendance (ADA)
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Analyze daily and weekly ADA data by grade level and classroom to identify gaps, trends, and root causes.
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Coach deans to build and run daily attendance routines (morning sweeps, real-time family outreach, late-arrival protocols).
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Coach deans to train and calibrate front-office and culture staff on accurate, timely attendance coding.
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Partner with Operations and Schools teams to resolve systemic barriers to attendance (transportation, scheduling, communication).
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Model and co-facilitate family-outreach conversations for chronically absent students alongside deans.
Family Satisfaction and Student Achievement — 90% Regular Attendance
Analyze regular-attendance trends (students attending
- 90% of school days) to identify early-warning patterns by grade and cohort.
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Coach deans to prioritize coaching and family-engagement supports based on data-driven problem solving.
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Manage design, administration, and analysis of quarterly family and student perception surveys.
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Coach deans to plan and promote school events and routines that build family trust and connection to campus.
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Partner with the regional Schools team to align tracking mechanisms and campus-level regular-attendance strategy.
Student Persistence — 90% Student Persistence
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Analyze enrollment, withdrawal, and re-enrollment data to identify persistence gaps, trends, and patterns by campus and grade band.
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Coach deans to interpret the Code of Conduct, apply consequences consistently, and implement a campus-wide rewards system.
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Coach deans to build and execute tiered behavior support plans for students with the highest persistence risk.
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Track student participation in clubs, extracurriculars, and belonging-building activities as leading indicators of persistence.
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Partner with the Schools team and campus leadership to align persistence tracking and intervention strategy across the network.
Staff Development & Retention — 75% New Teacher Retention
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Coach deans to design and run a structured new-teacher onboarding and check-in cadence through the first 90 days and beyond.
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Coach deans to deliver real-time, in-classroom feedback to new teachers using RMP’s coaching cycle, and to calibrate on what “good” looks like.
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Observe dean–new-teacher check-ins and coach deans on clarity, directness, and warmth of feedback delivery.
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Partner with the People and the Schools team to review new-teacher engagement and retention data quarterly and adjust support plans.
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Coach deans on motivation and influence strategies so they understand what their new teachers need to stay and grow.
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Coach deans to plan events and routines that build connection and belonging among new teaching staff.
Because these four outcomes are delivered through deans and new teachers rather than directly by the MD CMC, dean capability is the primary lever the role manages.
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Partner with campus principals and the Achievement team to sequence dean development priorities and adjust based on data.
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Model classroom management and culture practices in-field, engage deans in the coaching cycle, and assess — with principal input — dean mastery of core levers (e.g., classroom observation and accurate diagnosis, follow-up and coach-to-mastery, monitoring student culture, preventing and responding to misbehavior, building trust and team).
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Schedule monthly performance conversations with the principal and dean to review driving-goal progress.
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Partner with FACE and Achievement Teams to design and facilitate cohort professional learning (e.g., a Dean/New Teacher Coaching Institute) grounded in campus and student data.
Core Mindsets: Live RMP’s Five Commitments
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Care — sees every dean and new teacher fully, including their potential, circumstances, and path forward; treats wellbeing as the foundation of development.
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Connection — builds the relationships with deans, new teachers, and families that make growth and persistence possible.
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Customer Service — honors the trust families place in RMP through every coaching interaction and the systems it strengthens.
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Competence — grounds coaching in data and research-backed practice, and pursues mastery for self and others.
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Clarity — sets clear goals, gives honest and direct feedback, and keeps deans and new teachers moving forward together.
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Is driven by meaningful outcomes and results, and wants to be held accountable for them.
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Has a propensity for action — willing to do, learn, and improve quickly rather than waiting for certainty.
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Works through silos and forges strong cross-departmental relationships in order to achieve outcomes.
Supervisor Responsibilities
Provide coaching to Deans of Culture/Students, Assistant Principals overseeing culture, and new teachers, as assigned.
Competencies
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Mission focus
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Strategic leadership and planning
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Effective management of self and others
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Building strong, trusting relationships
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Designing and facilitating adult learning experiences
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Project management
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Navigating complex partnerships
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Driving results
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Giving and using feedback to improve
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Bias toward urgent action
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Resourcefulness
Qualifications
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Bachelor’s degree required; Master’s degree preferred.
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Teaching experience required; dean, assistant principal, or other school-based culture/behavior leadership experience required; enterprise-level experience required with a record of results
Knowledge and Skills
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Mastery of a classroom management and culture coaching framework (e.g., Leverage Leadership, Get Better Faster, or RMP’s internal equivalent).
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Ability to coach and influence deans and school leaders without direct authority over them.
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Ability to coach new teachers using a developmental, asset-based coaching model.
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Ability to coach deans to establish and run a campus-wide behavior management system.
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Familiarity with the Colorado Department of Education (CDE) accountability framework and School Performance Framework (SPF), including how attendance, persistence, and growth metrics roll up to a campus’s rating.
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Comfortable and skilled at managing others to results through motivation and influence rather than positional authority.
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Exceptional design and facilitation of adult professional learning programs and sessions.
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Successful experience with project planning and execution of multi-session professional development sequences.
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Ability to execute organizational strategy at the campus and network level.
Salary
$120,000 - 170,000 annually. This range reflects the full growth potential of the role over time. Rocky Mountain Prep typically expects to place candidates in the lower- to middle-range, depending on experience, qualifications, and internal equity considerations.
Benefits
At Rocky Mountain Prep, taking care of our team is essential to building joyful, academically excellent schools. We offer a comprehensive benefits package that includes:
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Paid Time Off – including vacation, personal, and sick days
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5 Weeks of Paid Organizational Holidays – including Winter and Summer breaks
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Comprehensive Health Insurance – medical, dental, and vision coverage, with 100% of medical coverage for employee-only plans.
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Retirement Through PERA – Public Employees' Retirement Association of Colorado
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Paid Leave of Absence Options – including parental, medical, and disability leave
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Mental Health & Wellness Support – to help you thrive personally and professionally
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Pre-Tax Accounts – flexible spending accounts (FSA), dependent care accounts, and health savings accounts (HSA)
A detailed list of benefits is here.
Why RMP?
At Rocky Mountain Prep, you won’t just find a workplace, you’ll find a movement grounded in love, excellence, and equity. We believe that every child deserves access to a world-class education and that every adult deserves the coaching, care, and opportunity to grow while delivering it. High expectations and deep belonging define our culture: we celebrate diversity as a source of strength and push one another to create classrooms and teams where everyone can thrive. You’ll be part of a joyful, mission-driven community that balances data with heart, rigor with grace, and ambition with humility. At RMP, we cultivate the curiosity, confidence, and character that fuel lifelong learning and meaningful leadership.
Demonstrate Eligibility to Work in the United States
All employees must verify their identity and eligibility to work in the United States at the time of hire. Rocky Mountain Prep does not sponsor visas at this time. RMP is an equal opportunity employer and welcomes applicants of all backgrounds.
Apply Today!
Join our movement to transform public education in Colorado and prepare every student for college and beyond.
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