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Middle School Humanities for grades 6-8 and either ELA or History or Social Studies for grades 9-12. Reports to: Principal/Head of School. BPS values linguistic diversity and believe that candidates who speak another language bring added value to the classroom, school, and district culture and diversity.
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REPORTS TO: Building Principal, Executive Director – Pupil Services Direct Supervisor: Special Education Classroom Teacher JOB GOAL: To assist with a teacher, group of teachers, or throughout the building to provide a well-organized, smoothly functioning environment in which students can take full advantage of the instructional program and available resource materials.
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Occasional travel to sites for PD within and outside LCPS. SUPERVISIONThis position will report to School Principal or principal’s designeeTIME COMMITMENTThis position is 1.0 FTE (full-time exempt) and follows a 10-month (190 day) work year with significant student-free days for professional learning and collaboration with colleagues and interaction with families.
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Issue cash receipt books as needed to teachers and other individuals authorized by the principal. Review Fundraising Recap Forms to ensure that figures reconcile to the accounting records for the fundraiser.
$21,396 - $29,964Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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REPORTS TO: The athletic director, who provides overall objectives and final evaluation in conjunction with the high school principals SUPERVISES: In several instances, the head coach must advise, coordinate and support a staff of high school assistant coaches and middle school coaches in conjunction with the athletic director and respective principal.
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Under general supervision of the SFMTA School Crossing Guard Program staff, the School Crossing Guard assists elementary and middle school students, children, youth and other pedestrians in crossing various streets and boulevards before school and after school.
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Job DescriptionSummary: Under the direction of the school principal, provides computer science education instruction to students. Lesson plans should follow Curriculum guidelines and requirements of the state, district and school.
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JOB SPECIFICATIONS Education and Experience: ASSISTANT PRINCIPAL Master's degree or higher with at least five years of experience as a classroom teacher and at least two years of experience in public school administration; or equivalent combination of education and experience that provides the required knowledge, skills, and abilities.
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We are proud to include among our 3,034 employees, the 2011 California Teacher of the Year, the 2020 and 2021 California Classified School Employee of the Year and the 2020 and 2021 Sacramento County Teachers of the Year. Our district includes four comprehensive high schools, five middle schools and 27 elementary schools.
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West Valley School District is seeking a candidate to join our Centennial Middle School Nutrition Services team for a long term substitute position from March 20th through June 14, 2024.
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Develops, cultivates, and maintains positive relationships with the principal, school staff, and team clinicians. Services include providing individual, group, and family therapy (as needed) to elementary and middle school level children; collaboration with educational staff; performing intake evaluations, which includes forming diagnostic formulations; providing case management, treatment planning, and therapeutic interventions for children and youth as a member of the multi-disciplinary treatment team.
$70,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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2024-2025 School Year Dean of Students - Middle School Description: The Dean of Students is responsible for setting the vision for achieving and sustaining high levels of student achievement and strategically implementing the school’s mission through effective leadership of all stakeholders, including faculty, staff, student, parents, and the community.
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Responsibilities The Middle School Assistant Principal will be responsible for: Curriculum Development and Instructional Leadership Collaborating with the Principal and Directors of Curriculum and Instruction to develop and implement a comprehensive middle school curriculum that supports academic excellence, social-emotional learning, and prepares students for high school and beyond.
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CLARKSVILLE-MONTGOMERY COUNTY SCHOOL SYSTEMCLARKSVILLE, TENNESSEEJOB DESCRIPTION Job Title: Middle Grade Classroom Teacher Department: InstructionJob Description Date Reviewed: February 2018 Reports To: Building Principal Purpose of JobTo provide instruction to students in a manner that leads to an increase in achievement and mastery of state curriculum standards.
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Valid California School Administration Credential. Are you ready to REJECT exclusionary practices and use an "All hands on deck" mentality to uplift our community? Do you wish to STRIVE to be a data driven leader that embraces the vulnerability that comes from learning alongside those you lead.
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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).
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.