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Teachers are expected to be on campus ready for students by 7:30 am and to stay until 4:30 each day school is in session, including Fridays when we have early release days for students followed by teacher P.D. or planning meetings.
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Academic Goals Elementary: Pre-K Students show 1 year of growth Elementary: Kinder through 2nd Grade Students Grow 1.25 years in ELA and Math Elementary: 40% of 3rd through 5th Grade students meet their Millionaire Goal (1 million words read) Middle School: 40% of 6th through 8th Grade Students meet their Millionaire Goal (2 million words read) High School: 100% College Acceptance Each member of the organization plays a part in achieving these goals.
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Analyze student data to make appropriate instructional decisions for MLs. Work collaboratively with CLDE resource teacher, site-based instructional coach, and other school staff to monitor student progress and determine appropriate instructional supports to have accelerated academic and linguistic growth for ML students.
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Able to align all other school leadership components to the data driven instructional process (professional development, curriculum development, teacher observation/supervision, etc. GRADE LEVEL: Hiring for both middle school and high school positions.
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As a Lead Montessori Teacher, you will develop and implement age-appropriate curriculum following the Montessori pedagogy, plan engaging activities to promote cognitive, social, and emotional development, and assess and documenting your student's progress.
$45,000 - $58,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Senior Underwriter - Middle Market Property. Demonstrate a proficient understanding of the Victor Middle Market Property product and business models. CAT experience to include the perils of Hurricane, Earthquake, Flood, Severe Convective Storm, and Wildfire.
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Completion of CHSAA coaching registration (if qualified certificated teacher not available). Have at least a High School Diploma or equivalent. Teacher Certification is preferred.
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Teach and support the educational goals and objectives of St. James Catholic School, the Archdiocese of Denver Office of Catholic Schools, and the mission of the Catholic Church. More information about our school may be found at Our School St. James Catholic Church (stjamesdenver.org.
$40,000 - $50,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Zurich North America is currently hiring an Underwriting Account Service Associate to join the Middle Markets team! High School Diploma or Equivalent and 2 or more years of experience in the Administrative, Customer Service, Financial Services, Risk Management, or Insurance area.
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We are dedicated to our Vision and Mission, which promote student achievement, staff empowerment, and community engagement.
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Participate in the district School Health Services Program (Medicaid) goals including the documentation of billable services for eligible students. Nursing services also must align with Colorado state guidelines (CDE and CDPHE) and The Board of Nursing requirements, as well as the application of nursing theory and ethics which is utilized as a basis for decision making to support the diverse needs of student populations within the school setting.
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Works with the Director Ski and Ride School, SRS Administrator, SRS Financial Administrator, SRS Guest Services Supervisor, SRS Training Supervisor, and staff to create, refine, and grow the Ski and Ride School programs and products.
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This position requires the special education teacher to work a six-week summer school session in addition to the regular academic school year calendar. Able to work as outlined in the academic school year which includes 180 days and one-six-week summer school session.
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The infant teacher is knowledgeable about Colorado Child Care Licensing and health and safety rules and regulations. As an infant teacher, you will work within a team to support children across all developmental domains by engaging in curriculum planning and implementation, and classroom management strategies, to meet each child's individual needs.
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The School Programs Coordinator is responsible for the administrative support of school programs (both on and offsite) for the History Colorado Center including field trips, History Take-Out classes, artifact kit rentals and teacher professional development.
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Title: middle school english teacher Company: Boston Prep in Arvada, CO
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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.
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.