Page 3 - DIPAULA

John J. DiPaula, Ph.D.
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WORK EXPERIENCE
Principal, Hammond High School,
Howard County Public School System, MD (Mr. Pat Saunderson, Community Superintendent)
· Increased graduation rate from 90.1% (2017) to 91.3% to (2018)
· Increased average SAT scores from 36 points (2018)
· Decreased suspensions from 122 (2017SY) to 70 (2018SY) to 55 (2019SY)
· Partnered with Celebration Church and began a mentoring program targeting struggling minority students
2017-2020
4950-5 Dorsey Hall Drive, Ellicott City, Maryland 21042 (443) 413-6963 John_DiPaula@hcpss.org dipaulajohn@gmail.com
· Earned highest scores amongst HCPSS high school principals on the HCEA Climate Survey (2018)- which measures teachers’ perceptions of being supported, respected and evaluated fairly by administration
· Strategically diversified our professional staff-
oIn 2018, 7 of 11 newly hired teachers were minority educators
oEncouraged and supporting 5 minority paraeducators in teacher certification programs
· Hammond was Recipient of the Schools of Opportunity recognition (National Education Policy Center) 2018
Supervisor/Director of Human Resources and Employee Relations,
Worcester County Public Schools, MD (Mr. Louis Taylor, Superintendent)
• Chief Negotiator- Successfully negotiated both association agreements 50% faster than prior year
2016–2017
• Recruiting/Hiring- Increased racial/ethnic minorities in professional positions from 3% (2016) to 24% (2017)
• Employee Relations- Interpreted the negotiation agreement, consulted with school system attorney, conducted employee
investigations, placed employees on administrative leave, wrote letters of reprimand/termination and functioned as
superintendent’s designee in all related matters
• Leadership Development- Created, implemented and taught a leadership development program for 35 aspiring assistant
principals. Strategically identified minority educators in succession planning
• Risk Management/Health Care/Wellness-
o Partnered with Atlantic General Hospital- to offer onsite health screenings and physicals for staff at multiple locations/schools
• Strategic Planning- Co-facilitating the writing of the school system’s strategic plan as well as training school administrators around School Improvement Planning and Principal Evaluation
Principal, Burleigh Manor Middle School, 2013–2016 Howard County Public Schools, MD (Ms. Anissa Dennis, Administrative Director)
· Increased our Gallup Staff Engagement scores from 38% to 50% engaged
· Maintained excellence in our daily attendance rate at >97%
· Scored in top 20% of HCPSS middle school principals on the HCEA Climate Survey- which measures teachers perceptions of being supported, respected and evaluated fairly by administration
· Led, trained and evaluated over 80 professional and support staff using the Danielson Instructional Framework, resulting in regionally competitive baseline PARCC scores
· Developed the school improvement plan with team leaders to bring focus to our priorities and to guide our decision making -Increased African American student enrollment in Gifted and Talented classes from 11% to 29%
- Increased community engaged through events, such as Back-to-School Bash, STEM Night, Night at the Museum (student speeches), International Night and community walks
Manager, Teacher Recruiting and Hiring, 2011–2013 Howard County Public Schools, MD (Mr. Kirk Thompson, Director of Human Resources)
· Designed, budgeted and implemented all aspects of a large-scale recruiting plan, which resulted in opening the 2012 school year with 100% of vacancies filled (7,000 applicants, 313 new hires)
· Supervised and led the recruiting and hiring team as well as 70+ part-time recruiters
· Strategically adjusted our recruiting plan to increase the diversity of our staff resulting in 53/331 (16%) new staff being African American, Asian and Hispanic educators