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Loretto Catholic School Job Description Job Title: Certified Catholic School Teacher Exemption Status: Exempt Job Classifications: Certified Teacher: Has an Arizona Standard Professional Teaching Certificate through the AZ Department of Education that is current and in good standing.
$43,852 - $45,352 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Master of Education, Religious Education, Lynch School at Boston College. Sr. Rayleen Giannotti, RSM, brings more than two decades of education and leadership experience to her role as principal of Mercymount Country Day School.
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Job DescriptionSUBJECT: TEACHER: Special Education - Subseparate AU TeacherREPORTS TO: BUILDING PRINCIPAL As a teacher in the Worcester Public Schools you will be expected to provide rigorous instruction to the diverse population of students in your classroom.
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Categories Admissions Director | Bnai Mitzvah | Campus Engagement | Community Organizing | Community Outreach | Community Planning | Curricula | Director | Director of Community Engagement | Education - Other | Engagement | General Studies Director | Head of School | Hebrew | Jewish Studies Director | Jewish Studies Teacher | Lower School Principal | Membership | Middle School Principal | Principal | Programming | Public Speaking | Religious School Administrator.
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Valid LPN/LVN - School Nurse credential/license or in process in state of practice. 1 year of verifiable, professional experience as LPN/LVN - School Nurse within the last 3 years (may include residency or clinical practicum.
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Job Summary Our Lady of Lourdes in University City is seeking a middle school ELA teacher for the 2024-2025 school year. Our Lady of Lourdes is a growing Catholic school serving over 300 students in preschool – 8 th grade.
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Epic Special Education Staffing is partnering with an exceptional school district who is looking for a contract RN - School Nurse for the 2024 - 2025 school year. Valid RN - School Nurse credential/license or in process in state of practice.
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Epic Special Education Staffing is partnering with an exceptional school district who is looking for a contract Board Certified Behavior Analyst (BCBA) for the 2024 - 2025 school year.
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Grade/Age Levels: Pre-K; Kindergarten; Elementary School; Middle School. Together, we are the Epic Special Education Staffing family and family is how we view each member of this incredible community.
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Job Description:The primary responsibility of the Writing Instructor will be to guide students through the Education Unlimited writing curriculum. 3+ years’ experience teaching writing at the elementary, middle school, or high school level (for middle school programs.
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The Department of Languages and Cultures offers majors and minors in Spanish (including a pre-credential Spanish BA), German, Asian Studies, and Latin American Studies, and minors in Japanese, French, Italian, European Studies, Middle Eastern Studies, and African Studies.
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A Medical School Seeking to Redefine Medical Education Established in , The Donald and Barbara Zucker School of Medicine at Hofstra/Northwell was founded by two equal partners: Hofstra University and Northwell Health.
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Valid School Physical Therapist Assistant credential/license or in process in state of practice. 1 year of verifiable, professional experience as School Physical Therapist Assistant within the last 3 years (may include residency or clinical practicum.
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Substitute School Nurse An ESS substitute school nurse (RN/LPN) assists in providing the fullest possible educational opportunity for students by minimizing absence due to illness and creating a climate of health and well-being in the schools.
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TheWorcester Public Schools provides equal access to employment and the fullrange of general, occupational and vocational education programs. Do you have any relatives employed by the Worcester Public Schools or the School Committee.
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of school department education middle jobs Company: Anchorage Schools
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.
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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.
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.