Founding School Principal at Power Public Schools

School

Power Public Schools

Description

Power Public Schools is a public charter school opening August 2027 in Mableton, Georgia (South Cobb County), serving grades 6–12. We are built on the community-designed POWER 5 Innovation Model, integrating Georgia Standards of Excellence with personalized AI-powered academic mastery, project-based learning, and robust early college pathways. We operate with a tech-forward, high-support, startup mindset to close historic opportunity gaps and ensure every scholar is college-ready. Our founding team includes experienced educators, entrepreneurs, and community leaders committed to redefining what public education can be.

This is a high-ownership, systems-building role working closely with the Founder & Executive Director and Director of Operations to architect the instructional vision, culture, and operational foundation of a school from the ground up.

ROLE AT A GLANCE

Title: Founding School Principal

Level: 5+ years instructional leadership experience (Principal, AP, Academic Director) in K–12 setting

Type: Full-Time, 12-Month, Exempt

Reports To: Founder & Executive Director

Location: Mableton, GA; Hybrid-during launch, 5 days/week on-site after school opening

Stage: Founding school launch year; all systems designed before day one

WHY THIS ROLE EXISTS

We are launching Power Public Schools in August 2027 with a cohort of scholars in a new community. Our founding principal will build the school from the ground up — designing instructional systems, hiring and developing teachers, closing equity gaps from day one, and establishing the operational and cultural foundation we scale from.

You are not managing an existing school. You are building one. You will work closely with the Founder & Executive Director (who leads strategy, fundraising, and facility development) and the Director of Operations (who manages compliance, budget, logistics, and daily operations). This partnership frees you to focus laser-like on the instructional vision and the people who bring it to life.

Compensation Structure:

• $100,000 base salary annually
• Comprehensive medical, dental, vision, fertility and life insurance
• Employer-matched retirement contributions
• Tuition reimbursement for leadership development and instructional credentialing
• Executive coaching through the BES Fellowship and access to national leadership networks
• Paid leave aligned with school calendar plus additional 12-month role closure dates

WHAT YOU’LL OWN

1. Design the Instructional Vision and Literacy Foundation

• Architect the School Literacy Framework. Before hiring a single teacher, you will design the literacy blueprint for Power Public Schools. Define what excellent reading and writing instruction looks like across all grade levels and content areas. Create the literacy protocols, assessments, intervention tiers, and professional learning structure that will be non-negotiable from day one.
• Define Personalized Learning and Differentiation Protocols. Co-create the school model for personalized learning pathways, project-based application, and differentiated instruction. Document how teachers will use data (NWEA, DIBELS, formative assessments) to identify student strengths and design individualized learning plans. Make this operational, not theoretical.
• Build the Professional Learning Architecture. Design the weekly collaborative learning model, instructional coaching cycles, and professional development calendar that will shape your founding teacher team. Create protocols for data analysis, lesson co-design, and feedback. This is your opportunity to build a learning culture from the ground up.
• Recruit and Select Founding Teachers. Partner with the Executive Director to recruit teachers who embody our mission: literacy excellence, collaborative mindset, curiosity about AI, commitment to personalized learning, and high standards. You will conduct interviews, observe teaching (where possible), and build your founding team with intention.
• Chart the AI Learning Journey. Stay curious about how Power Learning AI can support personalized instruction and reduce teacher workload. Define the rollout plan: which grade levels and subjects will pilot first, how teachers will use AI for diagnostics and feedback, and how you will measure impact. Be a learner and guide your team through this together.

2. Build MTSS and Special Populations Infrastructure

• Design the MTSS Framework. Before students arrive, you will design the Multi-Tiered System of Supports: screening protocols (NWEA MAP, DIBELS, classroom observations), tier entry/exit criteria, intervention menus, frequency and duration, and staff roles. Document the data review process and communication protocols for escalating concerns.
• Plan Tiered Interventions. Design and resource the Tier 2 and Tier 3 intervention blocks. Identify high-leverage interventions (Math 180, Just Words, Wilson Reading System, TouchMath, etc.). Create the staff model: who delivers interventions, how many students per group, staffing requirements for launch.
• Establish Special Education and 504 Infrastructure. Work with the Director of Operations to build the systems and documentation templates for Child Find, Section 504 referral, IEP eligibility, and progress monitoring. Create a compliance calendar. Identify who will coordinate evaluations and facilitate meetings. Ensure we are set up to serve students with disabilities with rigor and care from day one.
• Architect English Learner Support. Design the EL program, including language proficiency screening, SIOP implementation expectations, daily ELD instruction, and progress monitoring. Define roles: who leads EL instruction, how mainstream teachers support multilingual learners, and how we celebrate language as an asset.

3. Design School Culture, PBIS, and Restorative Foundation

• Architect the PBIS System. Design the Positive Behavior Interventions and Supports framework that will launch with the school. Define the POWER Principles (Perseverance, Ownership, Winning Mentality, Excellence, Reflection) as lived values, not posters. Create: the behavior matrix (what does each principle look like in the classroom, cafeteria, hallway?), the recognition and accountability systems, the tier structure for responding to behavior. Make it intentional from the start.
• Build Restorative Practices Infrastructure. Design the restorative discipline approach: how will the school respond to harm and conflict? Define roles for circles, conferences, and reintegration practices. Create protocols and training plans for staff. Build a culture where accountability and repair strengthen community.
• Establish Discipline and Due Process Systems. Work with the Director of Operations to design the discipline code, tracking system, and documentation procedures. Ensure full due process protections and clear pathways for parental involvement. Define what restorative looks like vs. exclusionary discipline.
• Plan Safety and Crisis Systems. Develop emergency response protocols, crisis intervention procedures, and comprehensive safety plans before students arrive. Coordinate mandatory reporting processes in accordance with Georgia law. Ensure staff and students know what to do.

4. Design High School Pathways and Academic Rigor

• Chart the Graduation Pathway Model. Design how students in grades 9–12 will progress toward college readiness and the Georgia 23-unit graduation requirements. Define the Individual Graduation and Postsecondary Plans (IGPP) process, early warning indicators, and intervention protocols for students off-track.
• Build Dual Enrollment and Career Pathways. Identify and establish partnerships with local colleges, technical schools, and career programs. Design how dual enrollment, career pathways, and experiential learning will be integrated into student schedules and advisory programs. Make college and career exploration visible and tangible.
• Plan Assessment and Accountability Systems. Design how you will use Georgia Milestones, WIDA ACCESS, and formative assessments to track student growth and school performance. Create the testing calendar, staff roles, and communication plan for sharing results with families and staff.

5. Build Family and Community Partnerships

• Design the Family Engagement Model. Plan how families will be partners in the school from the start. Design the Parent & Community Advisory Council structure, roles, and decision-making authority. Create communication protocols, meeting schedules, and processes for family input on policies, curriculum, and student support.
• Establish Inclusive Communication Systems. Design how the school will communicate with families in accessible, culturally responsive ways. Plan for translation and interpretation services, multilingual materials, and multiple channels (in-person, digital, phone). Ensure families feel welcomed and valued.
• Build Community Partnerships. Identify and cultivate partnerships with South Cobb community organizations, local businesses, colleges, and service providers. Design how these partnerships will enhance student learning (mentorship, internships, service learning, guest speakers, field experiences).

6. School Leadership and Launch Vision

• Articulate and Champion the Launch Vision. Work with the Founder & Executive Director and emerging teacher team to articulate what Power Public Schools will be on day one. This is your north star: personalized learning pathways, literacy excellence, restorative culture, high standards, collaborative teams. Be the chief architect and the most visible advocate for this vision internally and in the community.
• Design Cross-Functional Systems and Protocols. Ensure all the systems you are building (instructional, behavioral, special education, EL, family engagement) work together coherently. Define how data flows, how decisions are made, how we communicate across teams. Before students arrive, the machine should be built.
• Partner Actively with the Executive Director and Director of Operations. Work in close collaboration with the Founder & Executive Director (strategy, fundraising, growth) and the Director of Operations (budget, compliance, logistics). Be clear about your respective roles, communicate constantly, and ensure alignment on priorities. You own the instructional vision and culture; they support it operationally and strategically.
• Plan for Launch Day and Beyond. Design the opening ceremonies, staff orientation, student onboarding, and the first weeks of school. Think through the rhythm: how will you monitor systems and make adjustments? Build feedback loops so you learn quickly from launch and adapt as needed.
• Be the Face and Steward of Power Public Schools. You will be the visible leader of the school in the community. Attend community events, build relationships with families and partners, communicate our vision and progress. You embody the school values in everything you do.

7. Recruit and Build the Founding Teacher Team

• Conduct Visionary Recruitment. You will partner with the Executive Director to recruit the founding teacher team. This is not filling positions—it is building a mission-driven community. Define the qualities you are seeking: strong in literacy, builder mindset, collaborative, curious about AI and personalized learning, commitment to high standards and equity. Use interviews, teaching samples, and reference conversations to assess for mission fit and excellence.
• Design Onboarding and Launch Preparation. Create the onboarding program that will prepare teachers for opening day. Include: deep dive into the instructional vision and systems you have designed, training on literacy, MTSS, PBIS, and restorative practices, practice with data dashboards and assessment tools, team-building, and building psychological safety before students arrive.
• Establish the Founding Culture. Be intentional about the adult culture you want to build. Define norms for collaboration, continuous learning, honest feedback, and shared responsibility for student success. Model the behaviors and mindsets you want to see. This founding year sets the tone for years to come.
• Plan Professional Learning and Growth. Design the year one professional development calendar: weekly collaborative learning sessions, book studies, coaching cycles, conference attendance, and micro-credential pathways. Make it clear that growth and learning are expected and supported.
• Champion Wellness and Sustainability. Design systems that prevent burnout from launch: reasonable planning time, clear expectations, support systems (mentors, admin support, technology that reduces workload). Use AI tools thoughtfully to free up teacher time for high-impact work. Show that we value people, not just results.

Requirements

How to Apply

Click here to apply.