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In our out-patient, non-hospital, based clinic we are able to foster a personal and professional connection between the child, parent and therapist. The Therapy Spot is seeking to hire a full-time Speech Language Pathologist to service the clients of our Outpatient Pediatric Clinic.
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Provide transportation for parent and/or children to and from locations for supervised visitation. For families or emancipated foster children in the housing program the FSS locates housing, jobs and other community supports for living independently.
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Observe all interaction between parents and children during visits parent and redirect if needed. In this job, you will assists families in crisis through DCFS programs including: Family Habilitation Services, Visitation and Housing.
$0.54 per mileExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Addus Home Care DCFS division strives to support outcomes of safety, permanency, and well-being for children and their parents, and other family members serviced by DCFS. Supervised visitation / Unsupervised visitation.
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Client Engagement: Engage with clients in various settings, from golf tournaments to dinner meetings, to foster strong relationships and promote our offerings effectively. Our team consists of FAA Licensed Pilots, Sensor Operators, and Data Analysts in close collaboration with the technology division of our parent company, Legacy PSG, Inc.
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Our services include parent education classes, Foster Care, Parents As Teachers, Behavioral Health, and Nurse-Family Partnership Program Job Summary The Child & Family Therapist is responsible for clinically evaluating and assessing situations of culturally diverse families.
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Provide weekly individual and /or couples’ counseling to parents whose children are in foster care, as well as therapeutic visits for the parent and child. Services provided are individual/couple’s counseling, parenting psychoeducation group, and supervised visitation.
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Miami University prohibits harassment, discrimination and retaliation on the basis of age (40 years or older), color, disability, gender identity or expression, genetic information, military status, national origin (ancestry), pregnancy, race, religion, sex/gender, status as a parent or foster parent, sexual orientation, or protected veteran status in its application and admission processes, educational programs and activities, facilities, programs or employment practices.
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Leading events: Experience with supporting program activities, including room reservations, securing donations of supplies and/or services for foster parents and foster children, assisting with foster parent recognition and retention activities.
$21.5 - $22.6 an hourFull-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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What we are looking for: A Foster Parent Recruiter to develop and implement creative strategies and activities that lead to the identification and engagement of qualified new resource families statewide for the Treatment Foster Care program.
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Flexible family care, parental leave, new parent ramp-up programs, subsidized back-up childcare and more. Foster a highly collaborative, motivated team environment and partner with hardware engineers, suppliers, manufacturers, quality engineers, project managers, embedded system engineers, embedded software developers, and embedded software quality assurance engineers daily.
Full-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Associates degree or 2 years of child welfare experience is required. Now offering DAILY PAY for select positions! Must have a dependable automobile, a valid driver's license, and proof of auto insurance.
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Six (6) weeks and two (2) days of paid Parental Bonding Leave for birth, adoption, placement of foster child – regardless of gender of parent, or way family is formed (surrogacy, egg/sperm donor, etc.
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Parent Advocate will provide concrete support to parents as they engage with the agency to plan for their children in foster care. Parent advocates will be assigned to a caseplanning unit and report to the unit supervisor in one of four agency foster care offices.
$40,000 - $44,000 a yearFull-timeExpandUpdated 8 days ago - UpvoteDownvoteShare Job
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The agency is licensed by the New York State Department of Health as an Article 29-I Voluntary Foster Care Agency (VFCA) Health Facility. Bachelor's degree and three years applicable experience in children's mental health, addiction, and/or foster care/child welfare/juvenile justice or other related human services field.
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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.
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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.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.