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The Behavior Technician is responsible for creating and maintaining a safe and secure campus while providing excellent customer service to students, parents and school personnel and consistently follows routine safety procedures and maintains a high standard of order, discipline and efficiency of safety operations and grounds.
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A qualified candidate must have basic understanding of fast food operations, production procedures, deployment procedures; have ability to master cash control, understand and ensure adherence to Quality, Service, Cleanliness, Hospitality guidelines, basic principles of sales forecasting and scheduling, cost control, inventory, profit and loss statements and personnel administration.
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Under the supervision of the Assistant Superintendent/Vice President of Instruction and Student Services, the Dean of Student Services at Palo Verde College provides administrative leadership and oversight for all services, operations, programs, activities, and personnel within the Student Services Division.
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He/she assists in the orientation of and supervision of nursing personnel, attends to the daily operations of the unit on per shift, unit level, and assumes responsibilities of a leadership role as needed.
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Controls and direct the instructional programs, site operations, and personnel for a middle school; ensures safe and positive learning environment for the students and staff of the middle school.
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Works closely with the school psychologist, homebound teachers, diagnostician, attendance officer, Youth Service Specialist, and all ancillary personnel to help students with specific problems.
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Oversees and manages dining operations where students order prepared foods from a menu. Coordinates and supervises unit personnel regarding production, merchandising, quality and cost control, labor management and employee training.
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High school diploma or GED. Associate or bachelor's degree in business administration or operations management preferred. AMs provide support to their assigned sites for the continual recruitment of top quality service personnel.
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Graduate of DOD AVN Maintenance MOS Producing School OR Graduate of FAA Airframe and Power Plant (A&P) school OR Graduate of the APM BFT-AVN Technician Training Course and 2 yrs direct related experience may be substituted for a DOD Aviation Maintenance MOS or FAA A&P license.
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QUALIFICATIONS/REQUIREMENTS:Be at least 21 years of age with high school diploma or equivalentPossess effective written and oral communication and interpersonal skills with ability to deal with all levels of personnel and the general public in a professional and effective mannerLicensing requirements are subject to state and/or local laws and regulations and may be required prior to employment.
$20 - $22 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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In cooperation with the Head of School & HR Assistant, the Business office ensures compliance with employment laws and regulations and maintains accurate personnel records. Essential Duties and Responsibilities:Financial/Accounting Operations & InfrastructureLead Menaul School’s day-to-day accounting operations and supervise the general accounting, accounts payable, accounts receivable, payroll, and bursar functions.
$85,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Proven skills relating to computer applications such as SAP, project scheduling, budgeting, safety, and industrial hygiene, and an understanding of power plant operations are essential. Write pump repair procedures to ensure work performed maintains personnel safety and equipment reliability.
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Support DST Supervisor in keeping and updating SOPs, process checklists and training guides Qualifications - Education: High school degree preferred. Additional Information Expeditors offers excellent benefits: Paid Vacation, Holiday, Sick Time Health Plan: Medical Life Insurance Employee Stock Purchase Plan Training and Personnel Development Program Growth opportunities within the company Employee Referral Program Bonus.
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Assistant Operations Manager - DLAR Husbandry Work Arrangement: Requisition Number: 237000 Regular or Temporary: Regular Location: Durham, NC, US, 27710 Personnel Area: MEDICAL CENTER Date: Apr 10, 2024 School of Medicine Established in 1930, Duke University School of Medicine is the youngest of the nation's top medical schools.
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The Assistant Manager will assist with management responsibilities and ensure efficiency and quality of all operations within the restaurant. A High School Diploma or GED is preferred. The Assistant Manager will assist with management responsibilities and ensure efficiency and quality of all operations within the restaurant.
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FEATURED BLOG POSTS
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.