Manager I, SBEC Reporting (226 Days)

The Manager, SBEC Reporting directs Human Capital Management (HCM) staff and operations responsible for reporting employee misconduct to the Texas Education Agency (TEA) and the State Board for Educator Certification (SBEC). This position supervises assigned staff, establishes procedures and quality controls, and ensures reports are accurate, complete, and submitted within applicable legal and District timelines. The manager oversees related employee relations functions, advises HCM leadership, and resolves or escalates complex matters.

• Direct the daily review and submission of employee misconduct reports to TEA/SBEC; assign cases, monitor deadlines, and ensure complete and timely reporting.
• Oversee daily reconciliation of employee separations and investigation records to identify reporting obligations, verify prior submissions, and direct any required reports or follow-up.
• Establish quality controls and oversee daily audits of incident submissions for accuracy, completeness, consistency, and timeliness; require corrections and address recurring deficiencies.
• Review and present weekly incident submission reports to HCM leadership and monthly reports to the Superintendent, highlighting reporting timeliness, case trends, outstanding matters, and recommended corrective actions.
• Respond to TEA requests/subpoenas for documentation regarding open or closed incident reports; coordinate with legal counsel and appropriate departments to ensure accuracy, confidentiality, and timely responses.
• Supervise, train, coach, and evaluate assigned staff; set performance expectations, allocate workloads, and ensure reporting coverage during evenings, weekends, holidays, and staff absences.
• Develop and maintain reporting procedures and staff training consistent with applicable state law, TEA requirements, and District policy; monitor changes, implement updates, and escalate compliance risks to HCM leadership and legal counsel.
• Assist with employee relations processes and projects, including administrative leaves and disciplinary actions.
• Guide staff in resolving complex employee relations matters, review recommendations and written communications for accuracy and consistency with District policy, and escalate matters based on risk and organizational impact.