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Serve as investigator or subject matter expert on externally funded projects focusing on areas of preventive care (e.g., immunizations, cancer screening and follow-up, care plans), wellness (e.g., smoking cessation, weight and nutritional management), pediatrics (e.g., infants, children, youth, young adults) and maternal child health.
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Back-up child & elder care to help with care disruptions for your family. Our service lines include assisted living/skilled nursing/rehabilitation, home health, home infusion/pharmacy services, home medical equipment, hospice and palliative care, Program of All-Inclusive Care for the Elderly (PACE), personal home services/private duty care and supportive housing.
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Child Psychology Degree or Specialty Certification(s) in child services required. Children’s Services Oversight: This position provides consultation and, when needed, direction to clinical staff within the Center regarding treatment of children and adolescents, including assessments, differential diagnoses, psychological testing, psychotherapy, parent and family involvement in treatment, and referrals to other community resources, including Child Protective Services and Youth Services.
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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.
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As part of Alexandria's System of Care, coordinates closely with youth, families, their natural supports and colleagues in child advocacy, child welfare, juvenile justice, and education to ensure that integrated services are trauma informed and prioritize family and youth voice and choice, cultural influences and equity, outcome-based work, and collaboration.
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The Family Support Worker is responsible for providing advocacy and support services to the families to promote maternal and child health, reduce toxic family stressors, and promote strong parent/child bonds.
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Referral services for child, elder and pet care, home and auto repair, event planning and more. Additional options for dental and vision benefits, life and disability coverage, flexible spending accounts, supplemental health protection plans (accident, critical illness, hospital indemnity), auto and home insurance, identity theft protection, legal counseling, long-term care coverage, moving assistance, pet insurance and more.
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Completion of an approved psychiatric mental health nurse practitioner program with hands-on experience in child and adolescent psychiatric care. Commonwealth Center for Children and Adolescents is seeking a qualified Psychiatric Mental Health Nurse Practitioner II (PMHNP) to provide direct care under Psychiatrist supervision for our patients.
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The resulting project will focus on increasing private health sector contributions to advancing voluntary family planning and other health outcomes, including maternal, newborn and child health, malaria, TB, and HIV/AIDS. FHM's activities will work to strengthen local health markets leading to systematic and effective engagement with the private sector.
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GW Hospital is growing, with plans to open a new hospital in 2024, along with free-standing emergency centers, urgent-care centers, and outpatient procedural care. GW Hospital is a 395-bed tertiary care, academic medical center located in downtown Washington, DC, next to the Foggy Bottom metro.
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A professional caregiver will have previously worked in one of the following jobs: non-family member babysitter; private nanny; elementary school teacher/assistant; pediatric nurse; daycare; c church or other child related work.
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Must be comfortable caring for medically complex children hospitalized at tertiary care center and managing newborn care (no delivery responsibilities) In collaboration with the Kaiser Foundation Health Plan of the Mid-Atlantic States, we provide high-quality, patient-centered health care.
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Daily oversight of the Bright Start Care Management team providing clinical direction, organization, and monitoring of all care management services for pregnant members in Washington DC.
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Locations: Northern DC/VA Job Category: Backup Care Nanny and Sitter Position On-Call COVID-19 considerations Job Type: On Call Eligible Professional Experience: Pay: $23 per hour Babysitter (Non-family member only) Bonus: $300 Private Nanny-Au Pair/School Educator Daycare worker/Camp worker/Church Care Pediatric Nurse High School Graduate.
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The manager will collaborate with the Director of Child Life and Integrative Care Services to support the plan, development, implementation and evaluation of all Creative & Therapeutic Arts and Special programs.
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child care jobs Title: floater Company: Rite Aid in Washington, DC
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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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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.
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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.
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.