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Provides one-on-one academic support to exceptional education students (including those with severe and profound intellectual disabilities) at the elementary level. Under general supervision serves as a support to the assigned classroom teacher or instructional area in providing educational opportunities for each student within various disciplines.
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As a Community Habilitation staff member, you will provide one-on-one support to people with intellectual and developmental disabilities. Work or life experience within the intellectual/developmental disabilities field is a plus.
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He contracted with the Chester County Office of Mental Health & Intellectual Disability to operate clustered apartments and community homes to meet the residential needs of several children and adults with disabilities.
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Our primary mission at Kreative Community Services (KCS) is to offer adults with intellectual/developmental disabilities (IDD) person-centered services and supports aiming to achieve community integration and the best quality of life possible.
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Developmental Specialists provide individual and group clinical, developmental and support services for individuals of all ages who have, or who may be at risk for, developmental delays, developmental disabilities, intellectual disabilities or related conditions, and social, emotional, and/or behavioral disorders.
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AnAgency Respite Care Provideris responsible for providing non-medical personal care, assistance and companionship for clients who require supervision for reason of developmental disabilities, intellectual deficiencies, or other health-related conditions.
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View Point Health is a community behavioral health center utilizing a team of psychiatrists, nurses, licensed counselors and social workers, and other professionals to provide services to individuals who need treatment and support to cope with mental illness, substance abuse, and intellectual and developmental disabilities.
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The FT Direct Support Professional position assists people who have Intellectual and Developmental Disabilities. 1 year work experience in the field of Intellectual or Developmental Disabilities.
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Benchmark has grown to become one of the most respected organizations in the country in the areas of intellectual and developmental disabilities (IDD) and behavioral health. Participate in the hiring, training, and supervision of Team Leaders, Supported Living Managers, and Direct Support Professionals.
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To provide behavior supports to clients and staff in the Enhanced Supervision Group Homes, Day Services and larger DDA community as needed. If you’re looking for a rewarding and challenging role supporting people with disabilities become more independent and involved in their community, then Benchmark is the place for you.
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I nternship in Behavior Analysis provides supervised experience in classroom-based consultation for students (age 5-21 years) who qualify for special education under IDEA services to include autistic support, emotional support, deaf and hearing support, intellectual and multiple disabilities, and brain injury support.
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The experience provides the behavior analysis intern with direct supervision in areas approved by the Behavior Analyst Certification Board. Following December of 2014, eligible mentors will have completed 8 hours of continuing education in supervision standards as required by the Behavior Analyst Certification Board.
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O Bachelor's degree in human servicesPrior experience working with children with developmental and/or intellectual disabilities preferredExperience in writing Positive Behavior Support plans and in designing and evaluating behavioral interventions preferredEffective oral and written communication skills and outstanding social skillsSolid reporting skills and impartial assessment skills are essentialSPECIAL REQUIREMENTSRequires Ukeru certification and a valid, acceptable driver's license.
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This position provides Mental Health and Substance Abuse treatment to individuals with Intellectual and Developmental Disabilities. Broadstep has been a leader in providing a continuum of physical, emotional, and mental support for children and adults with intellectual and developmental disabilities (I/DD), mental illness, and co-occurring disorders for over 45 years.
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Dungarvin assists people with intellectual disabilities, developmental disabilities, physical disabilities, autism and/or mental health diagnosis in a variety of programs with a focus on person centered practices.
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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?
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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 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.
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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.