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SAIC is currently hiring a USMC Regional Intelligence Training Center (RITC) Instructor at Camp Pendleton, CA. The RITC Instructor will be responsible for the development and instructional delivery of intelligence-related curriculum in support of training requirements at the Regional Intelligence Training Center (RITC.
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Serve as a SME on adult learning theory, instructional methods, and compliance requirements to produce analysis reports, design documents, curriculum outlines, instructor courseware and regulatory documentation.
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Establishes and (as necessary) adjusts instructional goals and objectives, to reflect district/school goals, curriculum policies, and the knowledge, skills, progress, and needs of one's students.
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PCG's Education Consulting Service Line works with states, districts, and schools to address a wide spectrum of needs such as curriculum development, instructional resources audits, design and facilitation of professional development and professional learning communities, school improvement, and program reviews.
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Possess knowledge of grade level curriculum, subject content knowledge and developmental needs of students to provide relevant learning experiences. Promote student learning by addressing individual learning differences and using effective instructional strategies.
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Key requirements:Demonstrated understanding of secondary school educator needsExperience setting curriculum strategy and managing the curriculum development and instructional design of engineering and STEM-related curricula using a project-based learning pedagogy.
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Beach Park District 3 Instructional Coach. Coaching is non-evaluative, learning relationship between an instructional coach and a teacher with the goal of learning together, thereby improving instruction and student achievement.
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Proven experience in instructional design, curriculum development, and training delivery. Strong understanding of adult learning principles and instructional design methodologies.
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KNOWLEDGE, SKILLS AND ABILITIES Knowledge of school curriculum and framework, policies and effective instructional practicesThorough understanding of the teaching and learning processAbility to provide instruction that reflects multiple perspectives and multicultural educationAbility to infuse technology into curriculumRespect confidential information and the individual’s right to privacy.
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Qualification Requirements Special Knowledge/Skills: · Working knowledge of curriculum and instruction · Ability to evaluate instructional program and teaching effectiveness · Strong communications, public relations, and interpersonal skills · Ability to work well with a diverse population Physical Demands · Mental Demands/Physical Demands/Environment Factors: · Emotional – Maintain emotional control under stress.
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Follows guidelines for curriculum and/or instructional program development, equipment and implementation. Independently completes specific task activities for curriculum design and development, MST build, credentialing, and optimization tickets/ fixes.
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Hire, onboard, and train instructional and support staff for the program. Intellectual interest in curriculum development, assessment and models of instruction. Demonstrate exceptional instructional and people leadership.
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Knowledge of standards-based reform, curriculum, instruction, and assessment. Strategies for the effective classroom use of instructional technology. Ability to provide instructional support relating to effective teaching strategies for teachers across content areas using instructional technology.
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Complete other duties as assigned by building Administration· Teach district approved curriculum. · Create lesson plans and instructional material. Job Responsibilities· Follows policies of the Board of Education and the terms of the Master Agreement.
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Reporting to the University’s MMFT Program Director, the MMFT Site Director will play a pivotal role in leading and managing the MMFT program around (1) student recruitment, progress, retention, program completion, and career success; (2) faculty recruitment, motivation, development, and retention; (3) curriculum development, instructional excellence, and innovation to meet market expectations; and (4) ensuring the University’s and program’s expectations and goals are aligned for achievement.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).