- UpvoteDownvoteShare Job
- Suggest Revision
Meets the requirements for a School Age Care Child Care Center "Program Aide" (called SAC Staff in BVSD) as established by Colorado Department of Human Services Code of Regulations (7.712.
$16.77 - $18.15 an hourExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Spring Education Group’s Early Childhood Education Division includes nearly 150 schools offering services from infant care through Pre-K/K programs, as well as summer camp and after-school programs.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Report any incidents or conflicts to the After School Director. Under the supervision of the After School Director, and in conjunction with other After School teachers, the Teacher will create a supportive and collaborative classroom environment and use classroom management skills to run and support an energetic classroom of children.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
After-School Program Facilitator | Youth Mentor/Coach. All applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, disability, age, or veteran status.
Part-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
1560 clock hours of experience in a recreational program or licensed day care Center serving school-age children or alicense exempt school-age child care program operated by a public or private school, and six semester hours (or nine quarter hours) of credit from an accredited college or university related to school-age child care, child development, elementary education, physical education, recreation, camping or other related fields; or.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Our locations span a nationwide geographic footprint and a diverse array of pedagogical approaches — including our proprietary that draws from the collective expertise of renowned early-age educators such as Dewey, Piaget and Vygotsky; Montessori schools that embrace both accredited Montessori methods – (Association Montessori Internationale ) and (American Montessori Society); and progressive language immersion programs in Mandarin and Spanish.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
OR School Age Child Care Credential or other Office recognized credential specific to the school-age developmental period AND two years direct experience working with children less than 13 years of age AND least one year in a supervisory capacity in a child care program or related field of work.
$17.8 - $18.3 an hourPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
As an Assistant School Age teacher, you will be responsible for supporting and assisting the lead school age program manager with the coordination of classroom operations, including the implementation of our proprietary curriculum for school age children in our after school program.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Job DescriptionJob DescriptionPOSITION SUMMARY:Under the leadership and supervision of the School Age Child Care Director, Child Care Director or Site Director, the School Age Child Care Counselor will provide guidance and secure safety for all of the children in the After School Program.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Experience implementing educational programming and working with students as a teacher, educational aide, after school care aide, and/or daycare operator or assistant. After school care aide.
TemporaryExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The Site Director is responsible for operating a School Age Out of School Time program through the school year (September-June), Vacation Care Program (December, February, and April School vacation weeks) along with Summer Camp during the summer (June-September.
ExpandUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
If you are looking to jump start your career in child care, join Lakeville Area Schools as a Kid Zone Special Education Paraprofessional for our before and after school programs! Possibility to work before school, after school, or all-day program.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Responsible for the planning, development and implementation of all the before and after school activities under the guidelines of the YMCA School Age Curriculum. The Group Leader position is responsible for assisting the School Age Child Care Director/Site Director/Senior Group Leader in the daily operations of the program.
$150ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Assist the After School Program Director with record keeping for student attendance and registration in the program. Maintain a disciplined schedule of the activities, games, and lessons created by the After School Program Director.
Part-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Arrow Senior Living serves and employs individuals of all faiths, regardless of race, color, gender, sexual orientation, national origin, age, or handicap, except as limited by state and federal law.
Starting at $35 an hourFull-timeExpandApply NowActive JobUpdated Today
age after jobs Title: school care Company: Ymca Of Greater Toledo
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.