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Highline Academy does not discriminate in admission to, access to, treatment in, or employment in its services, programs and activities, on the basis of race, color, national origin, sex, disability, age, ethnicity, sexual orientation, gender expression, religious practice, ancestry, athletic performance, special need, proficiency in the English language or a foreign language, or prior academic achievement in accordance with all federal, state and local laws.
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Must be a minimum of 21 years of age, ability to obtain and maintain certifications and proficiency in all job related required areas such as intoxilyzer and PPCT, proficiency in firearms and self defense tactics, and good health and fitness levels.
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Exposure to classroom environment, firearms range, driving, physical agility for self-defense and arrest control, and exposure to adverse weather conditions. Are you or will you be 21 years of age or older by time of appointment.
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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.
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Mapleton Public Schools, Adams County District #1 does not unlawfully discriminate on the basis of race, color, creed, sex, sexual orientation, religion, national origin, ancestry, age, genetic information, marital status, or disability in admission or access to, or treatment or employment in, its educational programs or activities.
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Did you apply AND TEST within the last 6 months for either the Police Officer Recruit or Police Officer Certified/Lateral for the City of Arvada? Preferred Qualifications: Experience with local jurisdictions in Jefferson or Adams County and/or the Denver/Boulder metro region is preferred.
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Provide district, school leadership, parents and classroom teachers with pre- and post-assessment data, student progress reports and supporting compliance documentation as required. Nelnet is an Equal Opportunity Employer, complies with Executive Order 11246, and takes affirmative action to ensure that qualified applicants are employed, and that employees are treated during employment, without regard to race, color, religion/creed, national origin, gender, or sex, marital status, age, disability, use of a guide dog or service animal, sexual orientation, military/veteran status, or any other status protected by Federal or State law or local ordinance.
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Duties include providing direction, guidance and assistance to students; effectively handling student discipline situations; ensuring student safety and security; communicating with parents, staff, teachers, site director and site leader; opening, closing and securing school building; preparing snacks; may include feeding and diapering; cleaning classroom areas; recording attendance; assisting sick or injured students; and creating new activities.
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ESS Diversity Statement ESS continuously works to create an environment where all its employees - regardless of race, ethnicity, religion, gender, sexuality, age or abilities - can work to the fullest of their potential in a fair and welcoming space.
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After the initial classroom training and field training totalling four weeks paid at $21.20 / hour , employees will be transitioned to being paid on a piece work basis which allows most of our employees to earn in excess of $25 / hour.
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Assists classroom teacher with the development of weekly lesson plans. Completes clerical duties as assigned by the classroom teacher. More than two years of experience in working with children ages 3 months through 5 years of age desired.
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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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