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As the Assistant Principal of Preschool you will coordinate all school operations, including financial planning, community outreach, relationship-building, staffing and teacher development.
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We also provide a wide variety of teacher licensure testing services such as test development, administration, and scoring. The Evaluation Systems group of Pearson offers dynamic teacher licensing and performance assessment solutions.
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Performs BCBA services including: IEP listed supervision, FBAs, BIPs, student/class observations, teacher consultation, and staff support, to support business growth as requested by the client/contract.
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Be or have been a teacher educator in a CTC-approved elementary subject matter preparation program; OR. Our custom teacher licensure testing programs are 100 percent aligned to state standards.
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Speech Language Pathologist Assistant (SLPA) at Natomas Unified School District Application Deadline Until Filled Date Posted 5/22/2024 Contact 916-567-5470 Number of Openings 1 Salary Pay dependent on experience Add'l Salary Info Range 20: $26.51 - $40.03 per hour, (includes a 3.5% increase that begins in July 2024) Depending on Experience.
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We are looking for Head Start Substitute Teacher Assistants to provide a variety of educational activities at a program site for the Head Start Program operated by the Sacramento Employment and Training Agency.
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Req ID: 15577 Scoring Assistant- Languages Other Than English (LOTEs) Evaluates responses of teacher candidates in California. have served as a Single Subject Assessments for Teaching scorer in the appropriate language, OR.
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OR have served as a CTC-approved member of the appropriate CSET test development and/or standard-setting panel. OR hold a bachelor's degree and/or master's degree and be a graduate student currently teaching courses in the content field.
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Virtual Reality Job Interviews
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.
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.