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Perform other duties as assigned by the Area Coordinator, Student Services or the Director II, School Social Work and Attendance. Participate in professional in-service training programs and staff development activities provided by the Director, School Social Work and Attendance in consultation with the Area Student Services Coordinators in coordination with Human Resources Department.
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JOB TITLE: JV & Middle School Boys Lacrosse Coach. Impeccable reputation in the sport community at all levels (youth, high school, college, etc.) The Lacrosse Coach is responsible for glorifying God mentoring, training, and discipline student-athletes with integrity and excellence.
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Nova Southeastern University (NSU) was founded in 1964, and is a not-for-profit, independent university with a reputation for academic excellence and innovation.
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We are seeking an experienced and passionate Area Supervisor to join our school food service team in the Broward County, Orlando, and Ft. Lauderdale, FL locations. Responsibilities: Oversee the daily operations of school food service.
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You have a high school diploma or GED or equivalent. Becoming an afterschool/summer camp counselor is a great way to gain knowledge and experience in the non-profit field! During the summer you’ll take the kids to fun places like swimming at the pool, the zoo, the movies.
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North Broward Preparatory School in Coconut Creek of Broward County, Florida is a fantastic private school to work at—notable for our strong leadership, academic success, and continually growing community.
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The Certified Teacher of the after school program facility must be at least twenty-one (21) years-old at the time of hire. This could include day-to-day group programming, discipline, direct supervision and management of 15-20 children in the after-school program.
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We are seeking an experienced and enthusiastic Explorer Teacher to plan and implement an ongoing program of activities that promote the social, emotional, cognitive and physical development of each child enrolled in our before and after school program, in accordance with the Primrose Balanced Learning approach to teaching and learning.
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Facilities Supervisor I, II or III will assess employee effectiveness annually with respect to the performance of specific responsibilities in coordination with school administration and Area Director.
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Speech language pathologist, speech language pathology, speech therapist, SLP, speech and language therapy, speech therapy, allied, allied health, school speech language pathologist, school speech therapist, school SLP.
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From speech-language therapy to school psychology, our children deserve the best care possible, and at PDS, we make that happen. ABOUT PEDIATRIC DEVELOPMENTAL SERVICES Pediatric Developmental Services (PDS) provides the nation's public school districts, charter schools, and communities at large with highly qualified pediatric therapists, including speech, occupational, and physical therapists.
$50 - $70 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Our special education services include speech therapy, occupational therapy, physical therapy, sign language interpreting, school psychology, and more. Pre-K, Elementary, Middle, or High School.
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Experience working in Licensed After School program is preferred. An employee in this class is responsible for providing program instruction and supervision in a licensed after school at a City recreational facility.
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Professional license, School Psychology Certification Required. We have become a trusted industry leader, providing quality special education services for our school partners across the United States.
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Make yourself available to youth in a variety of ways (i.e. lunch at school, attendance at extracurricular activities, visitation, times of crisis, etc.) JOB TITLE: High School Ministry Director.
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Title: after school in North Lauderdale, FL
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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.
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.