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TITLE: School Social Worker CLASSIFICATION: Certified REPORTS TO: Director of Social Emotional Learning SUMMARY: Under general supervision and work direction of the Director of Social Emotional Learning social worker should be knowledgeable in the role and duty of a social worker, child development, learning theory, and special education procedures and services.
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Validating and training AI machine learning models with annotated training sets in tuning accuracy of the AI models for CLM use cases;Demonstrating knowledge of machine learning and artificial intelligence workloads and considerations on Azure;Demonstrating knowledge of Azure Blob storage, Azure Service Bus and Azure Key Vault cryptography;Designing solutions for custom applications using the Microsoft.
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Position SummaryAetna is recruiting for a Senior Manager, National Value Based Care (VBC) Development who will support innovative and strategic provider Medicaid relationships as part of the National VBC Business Development team.
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CATALYST, AGCO's global rotational development program, is designed to offer you in-depth career experiences, ongoing mentorship, and targeted training across a range of business areas.
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Under general supervision, this position coordinates institutional assessment initiatives; supports the development and use of assessment platforms, tools and resources; delivers training and support; and contributes to a positive culture of assessment at ASU. This position reports to the University Office of Evaluation and Educational Effectiveness (UOEEE) Associate Director of Assessment.
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Phoenix is the United States sixth-largest city with a population of over 1.4 million, home to 200+ golf courses, MLB Spring Training mecca, daytrip drive to six different lakes, culturally enriches with a plethora of museums, as well as an extensive offering of casual patio dining, destination spas, and upscale shopping.
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Supports development of staff members through training program development, as it relates to PgM.Leverages existing internal systems for communication, tracking and collaboration on programs and owns the development of new supporting tools or systems.
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Civil Engineer - Land Development and Site Planning - Base Salary to 85k/year - Phoenix, AZ Our client is renowned for a strong reputation and integrity with a near 50-year history.
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Learning & Development: LinkedIn Learning access; internal Talent Marketplace with opportunities to work on projects cross-company; Ten Thousand Coffees Thomson Reuters café networking.
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Qualifications To be a Back Up Scan Coordinator at Sprouts Farmers Market you must: Be at least 18 years of age, have a high school diploma or equivalent and 1-3 months related experience and/or training; or acceptable combination of education and experience.
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Leading best-in-class Specialty Clinical Programs that drive value with members, providers, and payors- allowing CWSP to become a valued partner by all stakeholders+ Driving connectivity between the pipeline and manufacturers+ Development and execution of the overall specialty pharmacy strategy, tactical plans, and collaborate with Humana leadership to drive an integrated end-to-end specialty pharmacy experience and overall growth strategy.
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Access to a robust learning management system, full of e-learning modules and training programs to help boost your professional and personal development. Paid on-the-job training & professional development programs.
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Certification in machine learning and deep learning and/or predictive analytics. minimum four (4) years related business experience in analytics, data science, predictive modeling, machine learning, statistical modeling and/or user experience role.
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Our client is looking for a talented and ambitious Preconstruction Manager who is looking to grow with an industry leader that focuses on learning, development, and promotion from within.
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Advanced skills development incorporating practice, reflection and planning for the application of learning to practice. Evidence of continuous professional development to ensure the delivery of the most recent and up to date health coaching provision to the correct quality standard.
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training learning and development jobs Title: preschool teacher Company: Intermountain Healthcare in Phoenix, AZ
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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.
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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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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.