Colorado Springs Christian Schools jobs in Colorado Springs, CO - 21 jobs

Job DescriptionDescription: Founded in 1971, Colorado Springs Christian Schools (CSCS) is one of Colorado's leading Christian educational schools for grades K-12. CSCS is a private, non-denominational school accredited by the Association of Christian Schools International (ACSI) and the North Central Association Commission on Accreditation and School Improvement (NCA CASI). CSCS Mission Statement CSCS exists to provide an excellent education from a Christ-centered, biblical perspective for lifelong service. Spiritual Doctrine Demonstrates a spiritual maturity in attitude, actions and speech; illustrates a consistent walk with Jesus Christ and is sensitive to the spiritual needs of students and parents. Job Overview The part-time recess supervisor is responsible for ensuring the safety, well-being, and positive social interactions of students during recess periods. This role involves supervising playground activities, addressing conflicts, and promoting an inclusive and enjoyable environment for all children Essential Duties, Responsibilities, Qualifications and Skills Monitor student behavior during recess to ensure adherence to school policies and safety guidelines. Observe playground and activity areas to maintain a secure environment and address any potential hazards. Conduct regular safety checks on playground equipment and report any maintenance issues. Ensure students are following appropriate safety practices and intervene in any situations that may pose a risk. Manage and mediate conflicts between students in a fair and constructive manner. Provide support to students experiencing difficulties and offer guidance on resolving disputes. Willing to be CPR certified as well as learn basic first aid skills Report incidents and accidents to the appropriate school personnel. Through effective communication, build healthy, effective relationships with students and co-workers Works cooperatively with Teacher Assistants Other duties as assigned Commits and fully supports the missional and organizational standards including our Core Values, Mission Statement and Doctrinal Statement, and Statement of Faith and Christian Beliefs. This description is not intended to be an exhaustive list of all responsibilities or skills associated with this job. It is intended to be a reflection of the principal job elements for making compensation and employment decisions. Colorado Springs Christian Schools shall comply with applicable laws and regulations prohibiting discrimination of any individual who is otherwise qualified. Requirements: Statement of Educational Mission*Doctrinal Statement*Standards of Conduct Doctrinal Statement: 1. We believe in the Scriptures of the Old and New Testaments as verbally inspired by God and inerrant; there are no contradictions, no historical inaccuracies, and no false scientific information in the original manuscripts (II Tim. 3:16). We believe that the Old and New Testaments not only contain the Word of God, but are the Word of God in their entirety, and are the final authority in all subjects on which they speak (II Peter 1:21). 2. We believe in one God, eternally existing in three persons: Father, Son, and Holy Spirit (Matt. 28:18-19; Mark 12:29; John 1:14; Acts 5:3-4). 3. We believe that Jesus Christ was begotten by the Holy Spirit, born of the Virgin Mary (Matthew 1:20-23), and is true God and true Man (John 1:1-16). 4. We believe that man was created in the image of God (Genesis 1:26), from dust, as a perfectly created individual named Adam, that he sinned and thereby incurred not only physical death but also that spiritual death which is separation from God (Genesis 2:17; 3-6: Romans 5:12); that all human beings are born with a sinful nature, and in the case of those who reach moral responsibility, become sinners in thought, word, and deed (Romans 3:10-23). 5. We believe that the Lord Jesus Christ died for our sins and for the sins of the whole world (I John 2:2), was buried and bodily rose from the dead according to the Scriptures (I Corinthians 15:1-4). We believe that He died as a representative and substitutionary sacrifice, and that all who believe in Him are justified by grace on the basis of His shed blood (John 3:16; Titus 3:5). We believe that those so justified are eternally preserved (e.g., the eternally secure position of the believer in Christ, as opposed to the concept that a believer in Christ, could ever lose his salvation) through the present ministries of our risen, ascended, glorified Lord Jesus Christ and the Holy Spirit (John 10:27-29; Hebrews 7:25). 6. We believe that all who receive by faith the Lord Jesus Christ are born again of and indwelt by, the Holy Spirit and thereby become children of God (John 3:3-14,16-17). We believe that regenerate man must walk in dependence upon the Holy Spirit in order to please God (Galatians 5:16). 7. We believe in "that blessed hope" - the personal and imminent return of our Lord and Savior Jesus Christ (John 14:1-3; I Thessalonians 4:13-18). 8. We believe in the bodily resurrection of the just and unjust, the everlasting blessedness of the just and the everlasting punishment of the unjust (e.g., there is no second chance in hell or the lake of fire for a restoration or universalism in salvation). A person's eternal destiny is set when they die with no hope of a second chance of salvation (I Corinthians 15:51-52; Revelation 20: 11-15). 9. We believe that the Church, composed of all those who truly believe in the Lord Jesus Christ as their Savior, is the Body and Bride of Christ. We believe that Christ is the Head of the Body, the Church (Ephesians 1:22-23); that all believers are baptized into the Body of Christ by the Holy Spirit, and thus having become members of one another, are responsible to keep the unity of the Spirit in the bond of peace (I Corinthians 12:13; Ephesians 4:3) Standards of Conduct: The employees of Colorado Springs Christian Schools are expected to maintain a standard of conduct which demonstrates a life dedicated to the service of our Lord. By choosing to join the staff at CSCS, employees agree to abide by the non-comprehensive Standards of Conduct set forth below and agree to answer questions regarding allegations of behavior inconsistent with these Standards of Conduct. Employees also acknowledge the importance of modeling the lifestyle and ethic the Schools support to demonstrate that it is possible to live consistent with the CSCS Doctrinal Statement, to avoid scandal in the Schools, and to evangelize non-Christians effectively. CSCS considers the prohibitions in the Standards of Conduct as authoritative, unchangeable Biblical instructions concerning living a Godly life (Leviticus 18:22; Romans 1:21-27; I Corinthians 6:9-20). They are to be regarded as minimal examples of the complete, Christ-like standard set for us in the Bible and may be supplemented, but never contradicted, by other express commandments set forth in Scripture. The following behavior is prohibited both on and off the work premises, both during and after normal working hours (including in the private lives of employees). · Sexual relations outside of marriage (defined as a permanent and legal union between one man and one woman), · Drunkenness, or any excessive use of alcohol, · Use or possession of narcotics and illegal hallucinogenic drugs of any kind, · Use or possession of pornographic materials, · Inappropriate cell phone or other electronic transmissions, or · Participating in, supporting, or condoning sexual immorality, sexual activity outside of marriage (as defined above), homosexual activity, bisexual activity, or lesbian sexual activity. Any uncertainty about whether particular behaviors violate a Biblical standard as determined by the Schools should be directed to the Office of the Superintendent. The Bylaws of Colorado Springs Christian Schools, Article II Section 2 state, “Each member of the faculty and staff annually by contract, shall affirm, in writing, his/her commitment to the Doctrinal Statement.

Support Staff/Bus Driver Date Available: 04/06/2026 MANITOU SPRINGS COLORADO VACANCY ANNOUNCEMENT ROUTE/ACTIVITIES DRIVER 405 EL MONTE PLACE MANITOU SPRINGS, CO 80829 REQUIREMENTS: High school diploma or equivalent. Valid Colorado Commercial Driver's License (CDL) with Passenger (P) and School Bus (S) endorsements. Ability to pass a background check, drug test, and physical examination. Current first aid and CPR certification (or ability to obtain). Strong Professional communication and interpersonal skills. Patience, reliability, and a commitment to student safety. Availability to work flexible hours, including evenings and weekends for field trips, extracurricular activities, and athletic events. Previous experience as a bus driver is preferred but not required. REPORTS TO: DIRECTOR OF TRANSPORTATION JOB DESCRIPTION: The following statements of essential functions and responsibilities are intended to describe the general nature and level of work being performed by individuals assigned to this position. These statements are not intended to be an exhaustive list of all duties and responsibilities required of all personnel within this position. Actual duties and responsibilities may vary depending on building assignment and other factors determined with supervisor and/or building principal. DUTIES AND RESPONSIBILITIES: Safely transport students to and from school, following established routes and schedules. Conduct pre-trip and post-trip vehicle inspections to ensure bus safety and proper operation. Maintain order and discipline on the bus, ensuring the safety of all students. Assist students with boarding and exiting the bus, as well as crossing streets safely. Communicate effectively with parents, school staff, and transportation supervisors. Report any incidents, delays, or mechanical issues to the appropriate authorities. Follow all traffic laws, state and federal regulations, and district policies and procedures. Keeps assigned bus clean inside and out on a daily basis, including: cleaning and dusting driver's area, picking up paper, sweeping interior floor, cleaning and checking seats, and cleaning interior/exterior windows Attend training sessions and safety meetings as required. Provide transportation for field trips, extracurricular activities, and athletic events as needed. WORKING CONDITIONS: Exposure to varying weather conditions, including driving in rain, snow, or extreme temperatures. Ability to sit for extended periods while operating the bus. Requires lifting, pushing, or pulling up to 50 pounds, especially when assisting students. Evening, weekend, and holiday hours may be required for activities, athletic events, and field trips. TERMS OF EMPLOYMENT: 176 day calendar SALARY: See salary schedule (on website) FLSA STATUS: Non-Exempt Classified TO APPLY: Please submit an online application packet. Applications available at ************** In compliance with Titles VI & VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act of 2008, and Colorado law, Manitou Springs School District 14 does not unlawfully discriminate against otherwise qualified students, employees, applicants for employment, or members of the public on the basis of disability, race, creed, color, sex, sexual orientation, gender identity, gender expression, marital status, national origin, religion, ancestry, or need for special education services. Discrimination against employees and applicants for employment based on age, genetic information, and conditions related to pregnancy or childbirth is also prohibited in accordance with state and/or federal law. Complaint procedures have been established for students, parents, employees, and members of the public. The following persons have been identified as the compliance officer for handling reports and complaints of unlawful discrimination/harassment. ADA and Section 504 Compliance Officer for Employees & Title IX Coordinator: Human Resources 405 El Monte Place Manitou Springs, Colorado 80829 Telephone: ************ ********************

GENERAL PURPOSE\: The Retail Associate is responsible for ensuring our Customers have a positive shopping experience. The Associate makes eye contact, smiles, and greets all Customers in a courteous and friendly manner, treats fellow Associates with respect, efficiently follows all company best practice standards as outlined in all work centers, and ensures proper merchandise presentation. The Retail Associate is expected to be engaged in these tasks as assigned during all working hours, and will be expected to perform a range of functions in all areas of the Store as business needs require. The Associate may be requested to perform additional tasks in specific situations, if performance of these tasks will help achieve our Customer service and operational goals. ESSENTIAL FUNCTIONS: Understands that safety is the number one priority and practices safe behaviors in everything they do. Maintains a high level of awareness on the sales floor to create a safe and secure shopping environment for everyone. Maintains clutter free, clear egress to emergency exits. Immediately corrects or reports any unsafe conditions or practices to Store Leadership. Treats all Customers and Associates with respect and courtesy; is friendly and professional at all times. Recognizes fellow Associates using Company recognition programs. Assists Customers in any way necessary - is register-trained, assists Customers with merchandise, and answers Customer questions in a polite and knowledgeable manner. Greets all Customers by making eye contact, smiling and saying “hello” throughout the Store as well as saying “thank you” with every register transaction. Provides prompt and efficient responses to Customers at all times. Responds to Customer Service calls immediately. Handles all Customer issues in a courteous and helpful way, calling a member of the Store Leadership when needed. Represents and supports the Company brand at all times. Maintains a professional appearance, and adheres to the Company dress code at all times. Performs daily assigned sizing and recovery per company best practice to ensure a neat, clean and organized store that is well-maintained and efficiently merchandised to standards. Expedites newly received merchandise receipts to the sales floor with a sense of urgency, merchandising all items per company best practice to the monthly presentation guidelines and maintaining merchandise/brand name familiarity within departments to assist Customers. Understands the Loss Prevention Awareness program, the Shortage Highway, the Store Protection Specialist (SPS) position (where applicable), and merchandise protection standards. As a representative of Ross Inc., demonstrates integrity and honesty in all interactions with Associates and Customers. Safeguards confidential information, cash and credit card information, and merchandise. Follows all Mark-Out-of-Stock (MOS) policies, including the identification of MOS merchandise, proper processing of each piece and the notification of Store Leadership to review and approve all disposals. Follows all policies and procedures concerning cash, check, charge card and refund transactions, voids and offline procedures. Maintains a high level of awareness and accuracy when handling bankable tenders. Demonstrates a sense of urgency to efficiently perform their role. Maximizes productivity by executing all Store best practices and minimizing steps and touches in their work flow. COMPETENCIES: Manages Work Processes Business Acumen Plans, Aligns & Prioritizes Builds Talent Collaborates Leading by Example Communicates Effectively Ensures Accountability & Execution QUALIFICATIONS AND SPECIAL SKILLS REQUIRED: Effectively communicate with Customers, Associates and Store Leadership in a friendly, respectful, cooperative and pleasant manner. Ability to perform basic mathematical calculations commonly used in retail environments. PHYSICAL REQUIREMENTS/ADA: Ability to use all Store equipment, including PDTs, registers and PC as required. Ability to spend up to 100% of working time standing, walking, and moving around the Store. Ability to regularly bend at the waist, squat, kneel, climb, carry, reach, and stoop. Ability to occasionally push, pull and lift more than 25 pounds. Ability to use janitorial equipment, rolling racks, ladders and other assigned supplies. Certain assignments may require other qualifications and skills. Associates who work Stockroom shifts\: Ability to regularly push, pull and lift more than 20 pounds. SUPERVISORY RESPONSIBILITIES: None DISCLAIMER This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion. Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company's overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.

Profile Educational Support Professional: School Staff Assistant Department/School: Audubon Elementary Reports To: Principal FTE: 1 Days/Year: 8 Salary Grade: A07 Salary Schedule: This position is based on the 2025-2026 ESP Salary Schedule, School Based Positions (Group B) FLSA Status: Non-Exempt SUMMARY OF FUNCTION Provides general office support to administration and/or staff. ESSENTIAL JOB FUNCTIONS Word-processes correspondence, reports and other documents as needed Copies and distributes as required Monitors and maintains student files and related duties May input data into computer May facilitate drop/enroll procedures Assists students as needed May supervise student assistants, provide information and support Provides first aid assistance as needed May assist in monitoring and maintaining student attendance records and generate related documents and reports May schedule appointments for meetings May collect money and monitor funds May assist with payroll Orders supplies and monitors budget May process textbooks and maintain textbook records Performs data entry daily for attendance monitoring Administers/monitors medication for students; documents all medicine or treatment administered or monitored OTHER DUTIES Performs related duties as assigned KNOWLEDGE, ABILITIES AND SKILLS Knowledge of modern office practices and operation of standard office appliances, including desktop computers, copy machines Ability to operate keyboard devices at moderate speed Ability to perform general office clerical quickly and efficiently Ability to communicate effectively Ability to work cooperatively with others QUALIFICATIONS High School diploma or equivalent Two years office experience Red Cross first aid certificate ORGANIZATIONAL RELATIONSHIPS Reports to appropriate school or department. WORKING CONDITIONS The work is performed in a typical office environment. PHYSICAL DEMANDS The work is mostly sedentary with periods of light physical activity. Typical positions require workers to walk or stand for long periods; lift and carry up to 20 pounds; climb stairs, bend, reach, hold, grasp and turn objects; and use fingers to operate computer or typewriter keyboards. The work requires the ability to speak normally and to use normal or aided vision and hearing. Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Educational Support Professional: Campus Security Officer (High School) Department/School: Security / Doherty High School Reports To: Director of Security and Security Manager FTE: 1.0 Days/Year: 192 Salary Grade: A19 Salary Schedule: This position is based on the 2025-2026 ESP Salary Schedule, School Based Positions (Group B) FLSA Status: Non-Exempt SUMMARY OF FUNCTION Monitor campus or other District property or functions to ensure safety and security of students, visitors and staff. ESSENTIAL JOB FUNCTIONS Monitors and supervises students' activities at assigned locations in the building and/or on the grounds Checks students' hall or parking lot passes Inquires about the nature of the business of non-students entering campus and determines if they require an escort Documents and escorts unauthorized persons off campus and calls for assistance from supervisor in these matters if needed Is familiar with and enforces Student Conduct and Discipline Code and other school rules and regulations Completes necessary reports to document criminal events or discipline code violations Administers warnings to students or refers them to building administrators for disciplinary action Locates students sought by building administration, and escorts students to central office as needed Ensures students, staff, and visitors adhere to School Board policies and regulations while on campus Issues verbal warnings, reports misconduct and requests assistance from appropriate personnel as required Watches for disturbances, fights, unauthorized visitors, or criminal activity Assesses danger and calls for backup or assistance if necessary Intervenes to halt or prevent fights, disturbances or other incidents, and diffuses threatening or confrontational situations between students or others Ensures order is restored and students are unharmed Watches for and reports suspicious activity to appropriate authorities as required Assists students in resolving minor disagreements and coordinates a mutually acceptable agreement Assists in coordination of action to be taken concerning threats of violence on students, and assists in implementation Confers with and assists building administration, District security and police on investigation of criminal incidents or discipline code violations Observes and gathers information about student involvement in gang activities or use of illegal substances Reports incidents to appropriate authorities as required Assists in the evacuation of buildings during drills and actual emergencies Provides student supervision at after school functions and athletics as assigned Renders appropriate first aid to injured persons and follows established protocol for reporting injuries OTHER DUTIES Performs related duties as assigned KNOWLEDGE, ABILITIES AND SKILLS Knowledge of security procedures as applied to the requirements of schools Ability to perform school security and related duties efficiently Ability to communicate effectively Ability to work cooperatively with others Ability to manage conflict Ability to intervene in physical conflict and physically restraint students to protect property or persons QUALIFICATIONS High School diploma or equivalent Experience in security related work or work involving dealing with adolescent behavior preferred Must satisfactorily complete campus security officer training within four weeks of hire Must satisfactorily complete annual re-certification training ORGANIZATIONAL RELATIONSHIPS Reports to and evaluated by the Director of Security and Security Manager. Receives training and other guidance from the Security Manager and Director of Security. WORKING CONDITIONS The work is performed in District schools. PHYSICAL DEMANDS The work is infrequently very heavy, occasionally heavy with the majority of the day requiring light physical activity. Typical positions require workers to constantly stand and walk throughout the day with occasional sitting, lifting and exerting a push/pull force in excess of 100 pounds infrequently, up to 50 pounds on an occasional basis and 10 pounds on a frequent basis, occasionally stooping, kneeling, crouching, overhead reaching, reaching at desk and floor level, firm and simple grasping and fine motor activity. The work requires constant standing, walking, balancing, seeing, hearing, and talking. Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Teacher (Middle School) Special Education Department/School: Holmes 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. Position Summary (Universal Licensed Educator Expectations) Teachers at Colorado Springs School District 11 are professional educators who ensure that every student has access to rigorous, engaging, and equitable learning opportunities. They embody the district's values of innovation, inclusion, collaboration, and excellence, and are key contributors to creating a thriving school culture that supports academic and social-emotional success.Core expectations include designing and implementing standards-aligned instruction, maintaining an inclusive learning environment, integrating technology effectively, using data to inform teaching, collaborating with colleagues, and engaging families as partners in education. Teachers also serve as reflective practitioners who continuously seek to improve through professional learning and feedback. Essential Job Functions Provide Specialized Instruction Design and deliver individualized, evidence-based instruction aligned with each student's Individualized Education Program (IEP). Adapt curriculum materials and teaching strategies to meet diverse learning, behavioral, and social-emotional needs. Develop and Implement IEPs Collaborate with IEP teams to develop measurable goals and appropriate accommodations and modifications. Ensure compliance with all federal, state, and district requirements under the Individuals with Disabilities Education Act (IDEA). Monitor and Assess Student Progress Collect and analyze data on student performance to inform instructional decisions and interventions. Maintain accurate records, progress reports, and documentation to support ongoing evaluation of student growth. Collaborate with Staff and Families Partner with general education teachers, related service providers, and administrators to support inclusive practices and coordinated instruction. Communicate regularly with families and caregivers to share progress, celebrate successes, and address student needs. Promote Inclusive and Supportive Learning Environments Implement positive behavior supports and proactive strategies to foster student engagement and independence. Advocate for equitable access to general education settings and resources. Ensure Legal and Ethical Compliance Maintain confidentiality and adhere to all legal and ethical standards related to special education services and student records. Participate in IEP meetings, eligibility determinations, and compliance reviews as required. Engage in Professional Growth and Collaboration Participate in professional learning communities, training, and development opportunities to enhance instructional practices. Reflect on teaching effectiveness and contribute to school and district initiatives promoting inclusive, student-centered education. Knowledge, Skills, and Abilities Knowledge of: Federal and state laws governing special education, including the Individuals with Disabilities Education Act (IDEA) and Section 504. Principles and practices of individualized instruction, differentiation, and Universal Design for Learning (UDL). Methods for developing and implementing Individualized Education Programs (IEPs), including goal setting, progress monitoring, and documentation. Evidence-based instructional and behavioral interventions for students with a range of disabilities. Strategies to promote social-emotional learning, self-regulation, and independence among students. Assessment tools and data collection methods used to evaluate student learning and inform instructional decisions. Collaborative and inclusive practices that support effective partnerships between general and special education staff. Ethical and professional standards related to confidentiality, equity, and student advocacy. Skills in: Designing and delivering individualized instruction that addresses students' academic, behavioral, and social-emotional needs. Writing clear, compliant, and measurable IEP goals aligned with student strengths and needs. Collecting, analyzing, and interpreting student performance data to guide instruction and interventions. Managing and documenting multiple caseloads, deadlines, and compliance requirements efficiently. Communicating effectively and empathetically with students, families, colleagues, and community partners. Implementing positive behavior supports and proactive classroom management strategies. Using assistive technology, digital tools, and adaptive resources to support student learning and access. Working collaboratively within multidisciplinary teams to ensure cohesive and inclusive support for students. Ability to: Foster a supportive, inclusive classroom environment that promotes respect, engagement, and student growth. Adapt curriculum and instruction to accommodate individual learning differences and cultural backgrounds. Maintain accurate, organized, and timely records consistent with district and legal requirements. Build trusting relationships with students and families to encourage advocacy, communication, and partnership. Apply problem-solving and critical thinking skills to address academic and behavioral challenges. Reflect on professional practice and actively pursue ongoing learning and development. Uphold confidentiality, integrity, and professionalism in all aspects of special education service delivery. Demonstrate commitment to equity, inclusion, and the district's mission to inspire every mind through student-centered education. Qualifications Bachelor's degree in education or related field. Valid Colorado Teaching License with appropriate Special Education endorsement (e.g., Mild/Moderate Needs, Generalist, or equivalent). Preferred qualifications include a master's degree, prior K-12 special education teaching experience, and/or bilingual proficiency (English/Spanish or other district-identified languages). Working Conditions Work is performed primarily in a classroom or small-group instructional setting and requires regular, punctual attendance. The position involves frequent standing, walking, and movement throughout the school building, with occasional sitting. Special Education teachers may need to assist students with mobility or adaptive needs and lift and carry instructional materials or equipment up to 100 pounds. Duties may include bending, reaching, and physically supporting or restraining students in accordance with district policy and training. The work requires sufficient physical ability, manual dexterity, vision, hearing, and verbal communication to effectively support student learning and safety. Occasional evening events may be required. Duties must be performed with or without reasonable accommodation. Join Our Team! Join Colorado Springs School District 11 and help empower exceptional learners to reach their fullest potential. As a Special Education Teacher, your dedication, compassion, and expertise make a lasting impact-creating inclusive classrooms where every student is seen, supported, and celebrated. Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 6% of base salary in Non-Recurring Pay (distributed as 3% on November paycheck and 3% on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): All Teachers/SSPs (regardless of FTE) will receive an additional $5,000 split over two payments ($2,500 in November and $2,500 in May). NOTE: This is prorated based off of FTE. 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). 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

The Cleaning Authority is hiring. WE OFFER THE HIGHEST PAY FOR CLEANING IN THE AREA!Are you tired of retail and fast food hours? Want your nights and weekends back? Would you like to be home during the holidays? You can have them! We clean Monday-Friday from 8 am - 5 pm and we are closed on the major holidays!No experience? No problem. We have a computer based learning system as well as a 2-week training program which includes hands on training with one of our experienced and professional trainers. Requirements:Must be 18 years of age or older Be able to pass a background check Have a great attitude, be a team player, and take pride in your work! A willingness to learn -- everybody can clean, but not everyone cleans like we do! Be able to be on your feet all day with light lifting (less than 15 pounds) -- we won't lie, it's a physically demanding job! Driver's license RequiredWorking vehicle with insurance required. Millage reimbursement.EOEJob Type: Full-time Pay: $13.75 -$15.00 per hour to start. Compensation: $13.75 per hour Are you looking for a career that is both rewarding and fulfilling? Look no further than the housecleaning industry! At The Cleaning Authority, we offer professional housecleaning services backed by more than 25 years of excellence. When you join the team, you'll be trained on our Detail-Clean Rotation System, which has proven effective in more than 20 million cleans across North America. The Cleaning Authority is renowned for providing quality cleans at affordable prices. Founded in Maryland in 1977, The Cleaning Authority was one of the first whole house cleaning services in the region. Our goal is to make our customers' lives better, and we know that starts with our Professional Housecleaners. It's the employees that make The Cleaning Authority great! Each location is committed to hiring only the best and empowering them to become leaders who bring out the best in the people around them. Become a part of a legacy of success and integrity. The Cleaning Authority is looking to hire enthusiastic Professional Housecleaners for full-time and part-time positions. If you enjoy cleaning, giving back to others, and gaining contentment from a job well done, we're waiting for you! This location is independently owned and operated by a franchisee. Your application will go directly to the franchisee, and all hiring decisions will be made by the management of this franchisee. The franchisee will be your only employer. All inquiries about employment at this franchisee should be made directly to the franchise location.

Profile Educational Support Professional: Charter Kitchen Assistant Department/School: Food and Nutrition Services Reports To: Elementary or Secondary Kitchen Manager or to Production Center Manager FTE: Varies by location Days/Year: Varies by location Salary Grade: A05 Salary Schedule: This position is based on the 2025-2026 ESP Salary Schedule, School Based Positions (Group B) FLSA Status: Non-Exempt Applicants must be legally authorized to work in the United States. ESSENTIAL JOB FUNCTIONS Demonstrates positive customer service attitude at all times Assists in the preparation of food for school meals May prepare hot and/or cold food items for service May be required to maintain accurate production records Assists in the service of prepared food to students and staff May serve on food line or as cashier to collect tickets and/or monies for payment Cleans and disinfects work area and facilities Cleans ovens, sinks, floors, counters and serving trays Rinses and cleans dishes and utensils Returns utensils to proper storage place after cleaning Stocks supply shelves and monitors kitchen supplies as needed Follow procedures regarding dating and labeling items placed in storage areas May take money in serving line and record meal counts for paying school faculty/staff, student payments and reduced student payments May be responsible to maintain accurate meal counts for kitchen records OTHER DUTIES Performs related duties as assigned. Performs duties of Elementary Manager in their absence KNOWLEDGES, ABILITIES AND SKILLS Knows and practices positive customer service skills Knowledge of general kitchen work and sanitation practices Ability to perform general kitchen duties Ability to communicate effectively Ability to work cooperatively and effectively with others QUALIFICATIONS High School diploma or equivalent. Basic computer knowledge and skills preferred. Basic cashiering knowledge and skills preferred. ORGANIZATIONAL RELATIONSHIPS Reports to Elementary or Secondary Kitchen Manager or to Production Center Manager WORKING CONDITIONS The job duties and work is performed in a kitchen and/or dining area. PHYSICAL DEMANDS The work is regularly active. Typical positions required workers to walk or stand for long periods; lift and carry up to 50 pounds from floor to waist and 25 pounds to shoulder height; climb ladders; bend, kneel and crouch; reach, hold grasp and turn objects; feel the temperature of food items; and use hands/fingers to operate kitchen equipment, computers and typewriter keyboards. The work requires the ability to speak normally, to use normal or aided vision and hearing, and to detect odors. FLSA STATUS Nonexempt Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Educational Support Professional-Instructional (School Year 25-26) Department/School: Guest Staff Office Reports To: Guest Staff Coordinator and School Principal Salary: 16.82/hour to 17.57/hour FLSA Status: Non-Exempt SUMMARY OF FUNCTION Assist Special Education/Regular Education teachers to meet the needs of children with special needs with academics, behavior modification, personal hygiene and /or physical/emotional conditions. Educational Assistant Assist Special Education/Regular Education teachers to meet the needs of children with special needs with academics, behavior modification, personal hygiene and /or physical/emotional conditions. (Physical required and ability to lift 50 pounds) Study Hall Supervisor Supervises students assigned to study hall and in other areas. Teacher Assistant/Non Certified Assists classroom teachers by working with students and by preparing materials. Assist Special Education/Regular Education teachers to meet the needs of children with special needs with academics, behavior modification, personal hygiene and/or physical/emotional conditions. ESSENTIAL JOB FUNCTIONS Provide information and support to students Create a positive classroom environment which upholds and enforces the school rules and is conducive to learning Demonstrates punctuality, good attendance, good attitude Develops and maintains professional working relations with other District employees Substitutes are expected to observe the same ethical codes as all District employees Attire should reflect the professional position of the employees Pupil records of any description are confidential and must be treated as such Responsible for the proper use and care of classroom books and office materials Supervises students in classroom, playground, lunchroom and other areas Assist with toileting, including diapering and personal hygiene care Always check in at the office upon arriving at the building to receive information regarding room assignment, lesson plans, duties, mailbox and materials for the day Always check out at the conclusion of the day to leave keys, etc Leave room area neat and in order Must comply with all District and school guidelines and protocols related to COVID-19 in the completion of all duties. OTHER DUTIES • Perform related duties as assigned. KNOWLEDGE, ABILITIES AND SKILLS •Knowledge of modern office practices and operation of standard office equipment, including desktop computers, copy machines and faxes •Knowledge of classroom routine and general school procedures •Knowledge of disabilities •Knowledge of media materials and their use •Ability to perform general office clerical quickly and efficiently •Ability to operate keyboard devices at moderate speed •Ability to assist users of a media center or computer lab •Ability to supervise students in study hall •Ability to work effectively with children with disabilities •Ability to relate well with children •Ability to communicate effectively •Ability to work cooperatively with others •Ability to effectively use District's technology to include the SFE (telephone and online) system QUALIFICATIONS High School diploma or equivalent Physical required; ability to lift 50 pounds (Educational Assistant position only) Fingerprints ORGANIZATIONAL RELATIONSHIPS Reports to assigned teacher or supervisor WORKING CONDITIONS The work is performed in a school classroom or office PHYSICAL DEMANDS Study Hall Supervisor, Teacher Assistant: The work is mostly walking and standing with periods of sitting. Typical positions require workers to lift and carry up to 20 pounds; climb stairs, ladders or scaffolding; bend and crouch, reach, hold, grasp and turn objects: use fingers to operate computer or typewriter keyboards. Occasionally stooping, kneeling, crouching, overhead reaching and fine motor activity, frequently sitting, balancing, reaching at desk and floor level, firm and simple grasping. The work requires constant seeing, hearing and talking. The work requires the ability to speak normally, to use normal or aided vision and hearing, and to detect odors. Educational Assistant The work is occasionally heavy with the majority of the day requiring light physical activity. Typical positions require workers to alternate between sitting, standing, and walking throughout the day lifting up to 50 pounds on an occasional basis and 10 pounds on a frequent basis, occasionally stooping, kneeling, crouching, overhead reaching and fine motor activity, frequently sitting, standing walking balancing, reaching at desk and floor level, firm and simple grasping. The work requires constant seeing, hearing, and talking. 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: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Educational Support Professional: Building Manager (Elementary) Department/School: Fremont Elementary School Reports To: Area Custodial Supervisor FTE: 1.0 Days/Year: 260 Salary Grade: A11 Salary Schedule: This position is based on the 2025-2026 ESP Salary Schedule, School Based Positions (Group B) FLSA Status: Non-Exempt SUMMARY OF FUNCTION Manages all maintenance and minor repairs in school complex, supervises staff performance, completes staff performance evaluations and performs work assignments. Monitors safety and security of buildings, assets and grounds. ESSENTIAL JOB FUNCTIONS Unlocks building to begin the school day Opens inside doors and turns on lights Conducts walk through inspections to determine cleaning and repair needs for the day Inspects for vandalism Conducts general cleaning and minor repairs Cleans sinks, floors, sweeps and vacuums and dusts Cleans restrooms and drinking fountain, checks boiler and air handling units and monitors utility units Sets up tables prior to lunch Cleans and removes tables after lunch, wet mops floor and removes trash from kitchen and lunch area Supervises building technician(s) in daily activities Makes work assignments and review work for completion Responds to special request for assistance from building administration, staff and students Maintains positive public relations with parents and community Maintains inventory of cleaning supplies Orders materials and supplies as needed Monitors expenditures to ensure compliance within budgetary constraints Conducts other cleaning and maintenance responsibilities as needed Includes/lawn care, playground equipment checks, notifying central maintenance/of necessary repairs and conducts outdoor and seasonal maintenance as needed OTHER DUTIES Performs related duties as assigned KNOWLEDGE, ABILITIES AND SKILLS Knowledge of building and grounds operations and maintenance as applied to the requirements of an elementary school Ability to direct all building operations of an elementary school Ability to supervise others in the work Ability to perform building operations work efficiently Ability to communicate effectively Ability to work cooperatively with others Skill in using the tools, equipment and materials of the trade QUALIFICATIONS High School diploma or equivalent Completion of district required courses Three years of building custodial experience with at least one year of experience in a school district ORGANIZATIONAL RELATIONSHIPS Reports to Area Custodial Supervisor. Supervises technical and support staff within school building. WORKING CONDITIONS The work is performed in an elementary school. Subject to rotational movement at the need of the District and the discretion of the Area Custodial Supervisor, Custodial Foreman or the Facilities Operations & Maintenance Manager. PHYSICAL DEMANDS The work is regularly active with periods of heavy exertion. Typical positions require workers to walk or stand for long periods; lift and carry up to 100 pounds; climb stairs, ladders and scaffolding; bend, kneel, crouch and crawl; reach, hold, grasp and turn objects; feel the size, shape and temperature of items; and use fingers to operate computer or typewriter keyboards. The work requires the ability to speak normally, to use normal or aided vision and hearing, and to detect odors. Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Educational Support Professional: Building Mechanic Department/School: Physical Facilities Reports To: Building Manager FTE: 1.0 Days/Year: 260 Salary Grade: A10 Salary Schedule: This position is based on the 2025-2026 ESP Salary Schedule, School Based Positions (Group B) FLSA Status: Non-Exempt SUMMARY OF FUNCTION Inspects mechanical and operating equipment for district facilities. Performs related minor mechanical repairs. ESSENTIAL JOB FUNCTIONS Opens and unlocks building for daily use Turns off alarms, raises flags, unlocks parking lots and turns on necessary lights Checks major building mechanical facilities Performs tests on boiler room equipment, swimming pool, ventilation equipment, etc. Performs preventative maintenance as needed Inspects temperature control units in building Insures proper room temperature throughout the building Repairs and adjusts major and minor mechanical equipment as needed Changes light bulbs; fastening and tightening fixtures; repairing door closures, lockers; repairing furniture, chalk boards and other items Reports mechanical issues to supervisor Actively participates in all phases of maintenance including routine cleaning of all areas of building and other required maintenance Responsible for pool water quality control to include proper dispensing and storage of pool chemicals; system component maintenance to include chemical dispensing equipment, pumps, filters, etc.; verification of daily inspection and preventative maintenance checklists as well as following written procedures and standards OTHER DUTIES Performs related duties as assigned KNOWLEDGE, ABILITIES AND SKILLS Knowledge of the operation and maintenance of building mechanical equipment and systems Ability to maintain and make minor mechanical repairs to building mechanical equipment and systems Ability to supervise others in the work Ability to communicate effectively Ability to work cooperatively with others Skill in using the tools, equipment and materials of the trade Ability to read and understand MSDS sheets, work orders, invoices, etc. QUALIFICATIONS High School diploma or equivalent Applicant must possess or be eligible to obtain a Certified Pool Operator (CPO) certificate within 6 months of employment ORGANIZATIONAL RELATIONSHIPS Reports to Building Manager and leads the work of technical staff. WORKING CONDITIONS The work is performed in District buildings. PHYSICAL DEMANDS The work is regularly active with periods of heavy exertion. Typical positions require workers to walk or stand for long periods; lift and carry up to 100 pounds; climb stairs, ladders and scaffolding; bend, kneel, crouch and crawl; reach, hold, grasp and turn objects; feel the size, shape and temperature of items; and use fingers to operate computer or typewriter keyboards. The work requires the ability to speak normally, to use normal or aided vision and hearing, and to detect odors. Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Emergency Substitute (1 & 3 Year Authorization) Department/School: Guest Staff Office Reports To: Guest Staff Coordianator and School Principal Salary: $170.00 per full day, $85.00 per half day (Monday through Friday) FLSA Status: Non-Exempt The Emergency Substitute Teacher provides short-term instructional supervision and support in classrooms when a licensed teacher or authorized substitute is unavailable. This position ensures student safety, continuity of learning, and adherence to school expectations during emergency staffing situations. Emergency Substitute Teachers support students by maintaining a structured, respectful, and positive learning environment. They follow provided lesson plans or school guidance, supervise student activities, and communicate clearly with school staff. While instructional delivery may be limited, Emergency Substitute Teachers play a critical role in maintaining stability and continuity within the school. This role requires professionalism, flexibility, reliability, and the ability to work effectively with students, staff, and administrators in a fast-paced school environment. ESSENTIAL JOB FUNCTIONS Supervise students during instructional time and assigned school activities. Follow lesson plans, schedules, and instructions provided by school staff when available. Maintain a safe, orderly, and respectful classroom environment that supports learning. Provide basic instructional support and assistance to students as appropriate. Take and report student attendance as directed. Uphold and enforce school rules, procedures, and expectations. Demonstrate punctuality, dependability, and a professional demeanor. Maintain confidentiality of student information and records. Use classroom materials, equipment, and technology appropriately and responsibly. Check in at the school office upon arrival to receive assignments, materials, and daily instructions. Check out at the conclusion of the assignment, returning keys and materials and providing any required feedback. Leave classroom and work areas clean, organized, and ready for the next instructional day. Comply with all district and school safety guidelines and protocols. OTHER DUTIES Emergency Substitute Teachers may be asked to perform additional school-related duties as needed, including but not limited to: Covering classes during a teacher's planning period. Supervising students during lunch, recess, hallway transitions, or other non-instructional times. KNOWLEDGE, ABILITIES, AND SKILLS Ability to supervise and manage groups of students effectively. Basic classroom management and student engagement skills. Understanding of appropriate professional boundaries and conduct in a school setting. Ability to communicate clearly and respectfully with students and staff. Strong organizational skills and attention to detail. Ability to follow written and verbal instructions. Willingness to learn and use district technology systems as required. Ability to remain calm, flexible, and professional in emergency or changing situations. QUALIFICATIONS Emergency Substitute Authorization issued by the Colorado Department of Education OR Eligibility for a 1-Year, 3-Year, or 5-Year Substitute Authorization. High school diploma or equivalent required. Experience working with children or youth preferred. Ability to successfully complete district background checks and onboarding requirements. ORGANIZATIONAL RELATIONSHIPS Reports to the School Principal or Designee. Works collaboratively with teachers, administrators, and school staff to support daily operations. Follows direction provided by school administration during assignments. WORKING CONDITIONS and PHYSICAL DEMANDS The work is performed in a school setting, including classrooms, hallways, cafeterias, playgrounds, and other school environments. The position involves standing and walking for extended periods, with occasional sitting. Duties may require lifting and carrying up to 20 pounds, bending, reaching, and moving about the school campus. The position may require physical intervention with students only in emergency situations and in accordance with district training and policies. The ability to speak, hear, and see (with or without accommodation) is required. EQUAL EMPLOYMENT OPPORTUNITY School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Teacher (Middle) ELL Department/School: Mann 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 Position Summary (Universal Licensed Educator Expectations) Teachers at Colorado Springs School District 11 are professional educators who ensure that every student has access to rigorous, engaging, and equitable learning opportunities. They embody the district's values of innovation, inclusion, collaboration, and excellence, and are key contributors to creating a thriving school culture that supports academic and social-emotional success. Core expectations include designing and implementing standards-aligned instruction, maintaining an inclusive learning environment, integrating technology effectively, using data to inform teaching, collaborating with colleagues, and engaging families as partners in education. Teachers also serve as reflective practitioners who continuously seek to improve through professional learning and feedback. Essential Job Functions Plan and Deliver Instruction Design and implement engaging, standards-based lessons aligned with Colorado Academic Standards and District 11's instructional vision. Utilize a variety of instructional strategies, technologies, and resources to promote student engagement, critical thinking, and creativity. Differentiate Instruction Adapt teaching methods and materials to accommodate diverse learning styles, abilities, and cultural backgrounds. Provide appropriate interventions and supports to ensure all students have equitable access to learning opportunities. Assess and Monitor Student Learning Use multiple assessment tools and data sources to evaluate student progress and inform instruction. Maintain accurate and timely student records, grades, and documentation in accordance with district policies. Create and Maintain a Positive Learning Environment Establish and maintain a classroom culture that fosters respect, collaboration, and high academic expectations. Implement effective classroom management strategies to ensure a safe, inclusive, and supportive learning environment. Collaborate and Communicate Effectively Work collaboratively with colleagues, administrators, and support staff as part of professional learning communities. Communicate regularly with students, families, and caregivers to share progress, celebrate success, and address challenges. Engage in Professional Growth and School Improvement Participate in professional development, reflective practice, and continuous learning to enhance instructional effectiveness. Contribute to school and district initiatives focused on improving teaching, learning, and student outcomes. Model Professionalism and Ethical Practice Uphold ethical standards, confidentiality, and equitable practices in all aspects of professional work. Demonstrate reliability, cultural competence, and commitment to the district's mission of inspiring every mind. Knowledge, Skills, and Abilities Knowledge of: Colorado Academic Standards, curriculum design, and effective instructional practices. Principles of differentiated instruction and strategies to support diverse learners, including English Language Learners and students with disabilities. Assessment methods, data analysis, and progress monitoring to inform instructional decisions. Classroom management techniques that promote positive behavior and student engagement. Current educational technology tools and digital learning platforms that enhance teaching and learning. District policies, ethical standards, and legal requirements related to public education. Skills in: Designing and delivering engaging, student-centered lessons that promote critical thinking, creativity, and problem-solving. Effectively integrating technology and digital resources into classroom instruction. Using formative and summative assessment data to guide instruction and improve student outcomes. Communicating clearly and professionally with students, families, and colleagues. Managing time, priorities, and documentation with accuracy and attention to detail. Collaborating in professional learning communities to share best practices and support school improvement. Ability to: Foster an inclusive and respectful classroom culture that supports academic and social-emotional growth. Adapt instruction and materials to meet the needs of students with varying learning styles, backgrounds, and abilities. Build and maintain positive relationships with students, families, and staff. Reflect on professional practice and seek continuous improvement through feedback and professional learning. Maintain confidentiality and uphold ethical standards in all professional interactions. Demonstrate reliability, flexibility, and a commitment to the district's mission to inspire every mind through innovative and inclusive education. Qualifications Bachelor's degree in education or related field. Valid Colorado Teaching License appropriate for assigned subject/grade level. Demonstrated knowledge of effective instructional practices, assessment, and classroom management. Preferred qualifications include a master's degree, prior K-12 teaching experience, and/or bilingual proficiency (English/Spanish or other district-identified languages). Working Conditions and Physical Demands Work is performed primarily in a classroom or school environment and requires regular, punctual attendance. The position involves frequent standing, walking, and movement throughout the school building, with occasional sitting. Teachers may need to lift and carry instructional materials up to 25 pounds and perform physical activities such as bending, reaching, or climbing stairs. The work requires sufficient manual dexterity, vision, hearing, and verbal communication to effectively engage with students and staff. Occasional evening events may be required. Duties must be performed with or without reasonable accommodation. 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: Non-Recurring Pay: 6% of base salary in Non-Recurring Pay (distributed as 3% on November paycheck and 3% on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): All Teachers/SSPs (regardless of FTE) will receive an additional $5,000 split over two payments ($2,500 in November and $2,500 in May). NOTE: This is prorated based off of FTE. 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). 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Educational Support Professional Substitute-Clerical (School Year 25-26) Department/School: Guest Staff Office Reports To: Substitute Coordinator and School Principal Salary: 16.33/hour FLSA Status: Non-Exempt Performs high level secretarial tasks and administrative assistance to the principal/supervisors to ensure the successful operation of the program. ESSENTIAL JOB FUNCTION Provide information and support to students Create a positive classroom environment which upholds and enforces the school rules and is conducive to learning Demonstrates punctuality, good attendance, and professional attitude Develops and maintains professional working relations with other district employees Substitutes are expected to observe the same ethical codes as all District employees Attire should reflect the professional position of the employees and meet the dress code Pupil records of any description are confidential and must be treated as such Responsible for the proper use and care of classroom books and materials Performs clerical and organizational tasks such as typing correspondence, order forms, status reports and recordkeeping Maintain office files and inventory list Supervises students in classroom, playground, lunchroom and other areas Always check in at the office upon arriving at the building to receive information regarding room assignment, lesson plans, duties, mailbox and materials for the day Always check out at the conclusion of the day to leave keys, etc. Leave room areas neat and in order OTHER DUTIES Perform related duties as assigned KNOWLEDGE, ABILITIES AND SKILLS Knowledge of modern office practices and operation of standard office equipment, including desktop computers, copy machines and faxes Knowledge of classroom routine and general school procedures Knowledge of disabilities Knowledge of media materials and their use Ability to perform general office clerical quickly and efficiently Ability to operate keyboard devices at moderate speed Ability to work effectively with children with disabilities Ability to relate well with children Ability to communicate effectively Ability to work cooperatively with others Ability to effectively use District's technology to include the SFE (telephone and online) system QUALIFICATIONS High School diploma or equivalent Fingerprints ORGANIZATIONAL RELATIONSHIPS Reports to assigned Teacher, Supervisor, Principal or Building Administrator. WORKING CONDITIONS The work is performed in a school classroom or office. PHYSICAL DEMANDS Clerical Substitute: The work is mostly walking and standing with periods of sitting. Typical positions require workers to lift and carry up to 20 pounds; climb stairs, bend and crouch, reach, hold, grasp and turn objects: use fingers to operate computer or typewriter keyboards. Occasionally stooping, kneeling, crouching, overhead reaching and fine motor activity, frequently sitting, balancing, reaching at desk and floor level, firm and simple grasping. The work requires constant seeing, hearing and talking. The work requires the ability to speak normally, to use normal or aided vision and hearing, and to detect odors. 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: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Job DescriptionDescription: Founded in 1971, Colorado Springs Christian Schools (CSCS) is one of Colorado's leading Christian educational schools for grades K-12. CSCS is a private, non-denominational school accredited by the Association of Christian Schools International (ACSI) and the North Central Association Commission on Accreditation and School Improvement (NCA CASI). All courses are taught and sports are coached from a Christ-centered, biblical perspective by a committed and caring staff. CSCS Mission Statement CSCS exists to provide an excellent education from a Christ-centered, biblical perspective for lifelong service. Spiritual Doctrine Demonstrates a spiritual maturity in attitude, actions and speech, showing a consistent walk with Jesus Christ. In all work, is sensitive to the spiritual needs of students and parents, and co-workers. All employees are viewed as ministers of the Gospel; duties such as leading devotions, prayer, Scripture reading, and integrating biblical truths in daily job responsibilities are integral to all employment positions. Essential Position Duties and Responsibilities: Provide efficient and effective maintenance support to all property maintained by CSCS Complete maintenance request items in a timely manner; ability to prioritize tasks effectively Perform minor & major repairs / maintenance of all buildings, vehicles, equipment, and grounds Assist with grounds maintenance, to include mowing, fence repairs, etc., as needed Complete preventative maintenance as needed Maintain / repair / replace interior and exterior lighting Complete / assist with site evaluations to identity facility needs and prioritize Complete / assist with remodeling projects to include drywall, painting, etc. Move office and classroom furniture as requested Provide efficient and effective support for all facility and event requests Position will require occasional travel to the Woodland Park campus to assist with maintenance/facility events Assist with winter snow removal Able to communicate effectively and build positive relationships As a member of the Operations team, ability and interest to assist in student transportation and school safety needs Possess a CDL with P endorsement or interest in obtaining a CDL (Min Class C with P1 endorsement). Commits and fully support the missional and organizational standards including our Core Values, Mission Statement and Doctrinal Statement, and Statement of Faith and Christian Beliefs Additional duties as assigned Minimum Requirements: Education: High School Diploma or equivalent Valid Driver's License; CDL, or interest in obtaining a CDL, preferred Must be able to lift min 50lbs and stand for long durations Knowledge, Skills, and Abilities: Communicate professionally, able to identify and resolve problems effectively, attention to detail, ability to work both independently and with coworkers collaboratively, knowledge of safety and environmental regulations, able to multi-task and meet deadlines This description is not intended, and should not be construed, to be an exhaustive list of all responsibilities, skills, efforts, or working conditions associated with this job. It is intended to be an accurate reflection of the principle job elements essential for performing this job. Requirements: Statement of Educational Mission*Doctrinal Statement*Standards of Conduct Doctrinal Statement: 1. We believe in the Scriptures of the Old and New Testaments as verbally inspired by God and inerrant; there are no contradictions, no historical inaccuracies, and no false scientific information in the original manuscripts (II Tim. 3:16). We believe that the Old and New Testaments not only contain the Word of God, but are the Word of God in their entirety, and are the final authority in all subjects on which they speak (II Peter 1:21). 2. We believe in one God, eternally existing in three persons: Father, Son, and Holy Spirit (Matt. 28:18-19; Mark 12:29; John 1:14; Acts 5:3-4). 3. We believe that Jesus Christ was begotten by the Holy Spirit, born of the Virgin Mary (Matthew 1:20-23), and is true God and true Man (John 1:1-16). 4. We believe that man was created in the image of God (Genesis 1:26), from dust, as a perfectly created individual named Adam, that he sinned and thereby incurred not only physical death but also that spiritual death which is separation from God (Genesis 2:17; 3-6: Romans 5:12); that all human beings are born with a sinful nature, and in the case of those who reach moral responsibility, become sinners in thought, word, and deed (Romans 3:10-23). 5. We believe that the Lord Jesus Christ died for our sins and for the sins of the whole world (I John 2:2), was buried and bodily rose from the dead according to the Scriptures (I Corinthians 15:1-4). We believe that He died as a representative and substitutionary sacrifice, and that all who believe in Him are justified by grace on the basis of His shed blood (John 3:16; Titus 3:5). We believe that those so justified are eternally preserved (e.g., the eternally secure position of the believer in Christ, as opposed to the concept that a believer in Christ, could ever lose his salvation) through the present ministries of our risen, ascended, glorified Lord Jesus Christ and the Holy Spirit (John 10:27-29; Hebrews 7:25). 6. We believe that all who receive by faith the Lord Jesus Christ are born again of and indwelt by, the Holy Spirit and thereby become children of God (John 3:3-14,16-17). We believe that regenerate man must walk in dependence upon the Holy Spirit in order to please God (Galatians 5:16). 7. We believe in "that blessed hope" - the personal and imminent return of our Lord and Savior Jesus Christ (John 14:1-3; I Thessalonians 4:13-18). 8. We believe in the bodily resurrection of the just and unjust, the everlasting blessedness of the just and the everlasting punishment of the unjust (e.g., there is no second chance in hell or the lake of fire for a restoration or universalism in salvation). A person's eternal destiny is set when they die with no hope of a second chance of salvation (I Corinthians 15:51-52; Revelation 20: 11-15). 9. We believe that the Church, composed of all those who truly believe in the Lord Jesus Christ as their Savior, is the Body and Bride of Christ. We believe that Christ is the Head of the Body, the Church (Ephesians 1:22-23); that all believers are baptized into the Body of Christ by the Holy Spirit, and thus having become members of one another, are responsible to keep the unity of the Spirit in the bond of peace (I Corinthians 12:13; Ephesians 4:3) Standards of Conduct: The employees of Colorado Springs Christian Schools are expected to maintain a standard of conduct which demonstrates a life dedicated to the service of our Lord. By choosing to join the staff at CSCS, employees agree to abide by the non-comprehensive Standards of Conduct set forth below and agree to answer questions regarding allegations of behavior inconsistent with these Standards of Conduct. Employees also acknowledge the importance of modeling the lifestyle and ethic the Schools support to demonstrate that it is possible to live consistent with the CSCS Doctrinal Statement, to avoid scandal in the Schools, and to evangelize non-Christians effectively. CSCS considers the prohibitions in the Standards of Conduct as authoritative, unchangeable Biblical instructions concerning living a Godly life (Leviticus 18:22; Romans 1:21-27; I Corinthians 6:9-20). They are to be regarded as minimal examples of the complete, Christ-like standard set for us in the Bible and may be supplemented, but never contradicted, by other express commandments set forth in Scripture. The following behavior is prohibited both on and off the work premises, both during and after normal working hours (including in the private lives of employees). · Sexual relations outside of marriage (defined as a permanent and legal union between one man and one woman), · Drunkenness, or any excessive use of alcohol, · Use or possession of narcotics and illegal hallucinogenic drugs of any kind, · Use or possession of pornographic materials, · Inappropriate cell phone or other electronic transmissions, or · Participating in, supporting, or condoning sexual immorality, sexual activity outside of marriage (as defined above), homosexual activity, bisexual activity, or lesbian sexual activity. Any uncertainty about whether particular behaviors violate a Biblical standard as determined by the Schools should be directed to the Office of the Superintendent. The Bylaws of Colorado Springs Christian Schools, Article II Section 2 state, “Each member of the faculty and staff annually by contract, shall affirm, in writing, his/her commitment to the Doctrinal Statement.

Profile Library Technology Educator (Middle) Department/School: Mann 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 Position Summary Teachers at Colorado Springs School District 11 are professional educators who ensure that every student has access to rigorous, engaging, and equitable learning opportunities. They embody the district's values of innovation, inclusion, collaboration, and excellence, and are key contributors to creating a thriving school culture that supports academic and social-emotional success. Core expectations include designing and implementing standards-aligned instruction, maintaining inclusive and supportive learning environments, using data to inform instruction, collaborating with colleagues, and engaging families as partners in education. Teachers also serve as reflective practitioners who continuously seek to improve through professional learning and feedback Essential Job Functions Provide Instructional Leadership Support educators and staff in implementing effective, evidence-based instructional practices. Facilitate professional learning communities, coaching sessions, or mentoring programs to build teacher capacity and improve student outcomes. Coordinate and Support School and District Initiatives Assist with the development and implementation of school-wide or district-wide programs focused on instruction, curriculum, technology integration, equity, or student behavior. Coordinate intervention systems and restorative or behavioral supports to enhance student engagement and academic achievement. Use Data to Inform Decision-Making Collect, analyze, and interpret student, classroom, and school data to guide instructional strategies, interventions, and program development. Evaluate the effectiveness of initiatives and provide recommendations for improvement. Model Best Practices Demonstrate exemplary instructional and leadership practices for educators, staff, and students. Share innovative strategies and resources to promote high-quality teaching and learning. Foster Collaboration and Communication Build strong working relationships with teachers, administrators, staff, and families to support student learning and school improvement. Communicate effectively to facilitate understanding, alignment, and engagement across multiple stakeholders. Support School Culture and Student Engagement Contribute to creating a positive, inclusive, and equitable learning environment. Assist in implementing programs and practices that promote student well-being, behavior, and engagement. Engage in Professional Growth and Reflective Practice Participate in ongoing professional development and reflective practice to strengthen personal effectiveness and support school and district goals. Remain adaptable and responsive to evolving instructional, behavioral, and leadership needs. Knowledge, Skills, and Abilities Knowledge of: Instructional strategies, curriculum design, and evidence-based teaching practices. Adult learning theory, coaching, and mentoring techniques to support educator development. School and district initiatives related to instruction, equity, student behavior, and technology integration. Data collection, analysis, and interpretation to inform instructional decisions and program improvement. Positive behavior supports, restorative practices, and strategies to promote student engagement and well-being. Collaborative leadership practices and effective communication strategies for working with diverse stakeholders. District policies, legal requirements, and ethical standards applicable to education and leadership roles. Skills in: Coaching, mentoring, and supporting teachers to improve instructional effectiveness and student outcomes. Facilitating professional learning communities, workshops, and collaborative meetings. Analyzing data to evaluate student performance, program effectiveness, and instructional impact. Communicating clearly, professionally, and persuasively with administrators, educators, staff, students, and families. Leading and coordinating school or district programs, interventions, and initiatives. Implementing strategies that foster positive school culture, inclusion, and equity. Adapting instructional and leadership practices to meet evolving school and district needs. Ability to: Build strong, collaborative relationships with educators, staff, administrators, and families. Model effective teaching and leadership practices that inspire and guide others. Support teachers and staff in applying data-driven instructional strategies and interventions. Promote equitable, inclusive, and innovative learning environments across classrooms and schools. Reflect on professional practice and continuously seek opportunities for growth and improvement. Manage multiple priorities and projects while maintaining a focus on student success and district goals. Uphold ethical standards, confidentiality, and professionalism in all aspects of work. Qualifications Bachelor's degree in education or related field. Valid Colorado Teaching License appropriate to assignment. Endorsement in content are of assignment (if required) Minimum of three (3) years of successful classroom or equivalent instructional experience. Preferred qualifications include a master's degree; experience as an instructional coach, interventionist, or program coordinator; administrative or specialist endorsement; and/or bilingual proficiency (English/Spanish or other district-identified languages). Working Conditions and Physical Demands Work is performed primarily in school or district environments and involves frequent interaction with staff, students, and families. The position requires regular, punctual attendance and collaboration across multiple sites, with occasional evening or weekend commitments. Duties involve periods of standing, walking, and movement throughout school buildings, with occasional sitting. TOSAs may need to lift and carry materials or equipment up to 20 pounds and perform activities such as bending, reaching, or climbing stairs. The work requires sufficient manual dexterity, vision, hearing, and verbal communication to effectively engage with students and staff. Occasional evening events may be required. Duties must be performed with or without reasonable accommodation. Join Our Team! Join Colorado Springs School District 11 as a Teacher on Special Assignment (TOSA) and help strengthen systems of learning and support across our schools. Your leadership, expertise, and collaboration empower educators, inspire students, and advance our shared commitment to excellence for every learner emperature of objects. The work requires the ability to speak normally, to use normal or aided vision and hearing. Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 6% of base salary in Non-Recurring Pay (distributed as 3% on November paycheck and 3% on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): All Teachers/SSPs (regardless of FTE) will receive an additional $5,000 split over two payments ($2,500 in November and $2,500 in May). NOTE: This is prorated based off of FTE. 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). 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Educational Support Professional: Teacher Assistant (Elementary) Regular Education Department/School: Edison Elementary School Reports To: Principal FTE: .88 Days/Year: 184 Salary Grade: A10 Salary Schedule: This position is based on the 2025-2026 ESP Salary Schedule, School Based Positions (Group B) FLSA Status: Non-Exempt SUMMARY OF FUNCTION Assists classroom teachers by working with students and by preparing materials. ESSENTIAL JOB FUNCTIONS Provides extra assistance to students in small groups and one on one Reinforces skills instruction Prepares instructional materials Performs typing, word processing, data entry, filing and runs copies Maintains student records and files of students' work Participates in planning activities and discussions regarding students' needs and progress Assists with parent involvement programs Supervises students in classroom, playground, lunchroom and other areas OTHER DUTIES Performs related work as required KNOWLEDGE, ABILITIES AND SKILLS Knowledge of modern office practices and operation of standard office appliances, including desktop computers, typewriters and copy machines Knowledge of classroom routine and general school procedures Ability to operate keyboard devices at moderate speed Ability to relate well with children Ability to communicate effectively Ability to work cooperatively with others QUALIFICATIONS High school diploma or equivalent Prior experience working with children ORGANIZATIONAL RELATIONSHIPS Reports to assigned teacher or other supervisor. WORKING CONDITIONS The work is performed in school classrooms. PHYSICAL DEMANDS The work is mostly walking and standing with periods of sitting. Typical positions require workers to lift and carry up to 20 pounds; climb stairs, ladders or scaffolding; bend and crouch; reach, hold, grasp and turn objects; use fingers to operate computer or typewriter keyboards; demonstrate an athletic activity or physical exercise; feel the shape, size and temperature of objects; and physically restrain students. The work requires the ability to speak normally, to use normal or aided vision and hearing, and to detect odors. Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Educational Support Professional: Assistant Building Manager Department/School: Physical Facilities: Holmes Middle School Reports To: Building Manager FTE: 1.0 Days/Year: 260 Salary Grade: A07 Salary Schedule: This position is based on the 2025-2026 ESP Salary Schedule, School Based Positions (Group B) FLSA Status: Non-Exempt SUMMARY OF FUNCTION Performs all maintenance and minor repairs and assists building manager. ESSENTIAL JOB FUNCTIONS •Assists in overseeing maintenance and repairs and supervising building technicians •Acts for building manager in his absence •Assists with lunchroom set up and cleaning •Cleans tables, wet mops and removes trash •Cleans classrooms; vacuums, mops and buffs floors; cleans and re-supplies restrooms •Locks/unlocks building(s) •Checks for needed repairs and maintenance and performs as needed or reports to building manager •Cleans and maintains tools and equipment in working condition •Assists with maintaining tools, equipment and necessary supplies •Responds to special requests from building administration, staff and other users of the facility •Performs outdoor maintenance and repair including mowing, watering, snow removal, playground equipment checks and other seasonal tasks as needed OTHER DUTIES •Performs related duties as assigned KNOWLEDGE, ABILITIES AND SKILLS •Knowledge of building and grounds operations and maintenance as applied to the requirements of a school •Ability to perform all phases of building operations and to make minor building repairs •Ability to communicate effectively •Ability to work cooperatively with others •Skill in using the tools, equipment and materials of the trade QUALIFICATIONS •High School diploma or equivalent •Completion of district required courses •Two years of building custodial experience with at least one year in a school ORGANIZATIONAL RELATIONSHIPS •Reports to Building Manager WORKING CONDITIONS The work is performed in District buildings. PHYSICAL DEMANDS The work is regularly active with periods of heavy exertion. Typical positions require workers to walk or stand for long periods; lift and carry up to 100 pounds; climb stairs, ladders and scaffolding; bend, kneel, crouch and crawl; reach, hold, grasp and turn objects; feel the size, shape and temperature of items; and use fingers to operate computer or typewriter keyboards. The work requires the ability to speak normally, to use normal or aided vision and hearing, and to detect odors. Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R

Profile Educational Support Professional: Paraprofessional-SPED (Middle School) Department/School: Russell Middle School Reports To: Principal FTE: .88 Days/Year: 184 Salary Grade: A10 Salary Schedule: This position is based on the 2025-2026 ESP Salary Schedule, School Based Positions (Group B) FLSA Status: Non-Exempt SUMMARY OF FUNCTION Assist Special Education/Regular Education teachers to meet the needs of children with special needs with academics, behavior modification, personal hygiene and /or physical/emotional conditions. ESSENTIAL JOB FUNCTIONS Works under the direction of a certified teacher to provide instructional support to students Create a positive classroom environment which upholds and enforces the school rules and is conducive to learning Demonstrates punctuality, good attendance, good attitude Develops and maintains professional working relations with other District employees Complies with the same ethical codes as all District employees Attire should reflect the professional position of the employees Assures that all student records of any description and information regarding students and staff are treated as confidential Is responsible for the proper use and care of classroom books and office materials Supervises students in classroom, playground, lunchroom and other areas Assist with toileting, including diapering and personal hygiene care Provide all required documentation for Medicaid reimbursement OTHER DUTIES Performs other duties as assigned. KNOWLEDGE, ABILITIES AND SKILLS Knowledge of modern office practices and operation of standard office appliances, including desktop computers, copy machines and faxes. Knowledge of classroom routine and general school procedures. Knowledge of educational disabilities Ability to work effectively with children with disabilities Ability to relate well with children Ability to communicate effectively Ability to work cooperatively with others. Ability to follow directions and be flexible QUALIFICATIONS High School diploma or equivalent ORGANIZATIONAL RELATIONSHIPS Reports to assigned teacher or supervisor WORKING CONDITIONS Work is performed in office, classroom and /or other educational settings PHYSICAL DEMANDS The work is occasionally heavy with the majority of the day requiring light physical activity. Typical positions require workers to alternate between sitting, standing, and walking throughout the day lifting up to 50 pounds on an occasional basis and 10 pounds on a frequent basis, occasionally stooping, kneeling, crouching, overhead reaching and fine motor activity, frequently sitting, standing, walking, balancing, reaching at desk and floor level, firm and simple grasping. The work requires constant seeing, hearing, and talking. Employees in this category will also receive the following for the 2025-2026 school year: Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 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. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource . Reference the linked How Your Compensation Is Determined for more details. Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). 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 ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's 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 School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator. NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX - Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: ************, FAX: ************ The following Board policies address nondiscrimination in District 11: AC , AC-R , GBA , GBAA , JBB , JBB-R