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Evaluate and determine suitability for foster home licensing in accordance with DCFS Rule 402, the Child Care Act, agency policies/procedures and other applicable rules and procedures; this includes ongoing monitoring of existing foster/adoptive homes to ensure ongoing compliance with standards and quality care for children.
$55,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Our clients are seeking CWEL licensed Foster Care Case Managers/Child Welfare Specialists throughout the Chicago area. Delta-T Group's mission is to provide cost-effective, reliable, and innovative referral solutions for the social services, behavioral-health, allied-health and special-education fields, for the betterment of those needing care and support.
Part-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Back-up Child Care, Elder Care, and Tutoring. Medical, Dental, Vision, Life/AD&D, Long Term Care, and Short and Long Term Disability. The Senior Manager, Public Relations & Communications will provide ongoing PR and communications support, playing a key role in the day-to-day management of the firm’s media relations and acting as communications counsel for a number of assigned practice areas.
Full-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Sales Manager- (B2B - Performance Additives) Beauty and Personal Care, NAM. Paid parental leave for the birth of a child; adoption and surrogacy reimbursement. Our vast product portfolio is made up of advanced silicones and specialty solutions that play an essential role in driving performance across a multitude of industries, including agriculture, automotive, aerospace, electronics, energy, healthcare, personal care, consumer products, building and construction, and more.
$132,550 a yearFull-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Brightpoint and El Hogar Del Niño believe that family is the most important asset for child and youth wellbeing, which is rooted in each organization’s commitment to early childhood care and education.
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Submits monthly Child Care Food Program reports. Coordinates the Head Start health component with Head Start site staff and managers, assures services of medical and dental providers, serves as a liaison to two Head Start programs and participates as a member of the Child Care Program management team.
Full-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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Follows the Department of Human Services Maternal and Child code requirements. Conducts outreach, advocacy, assessments, care plan, home visitation, and EMR data entry. Bachelor's Degree required in social work, child development, community health, or related field is required.
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You will be responsible for the overall operation of the child care centers including, but not limited to: recruitment and development of staff, management of policies and procedures, child safety, environmental health/hygiene, NAEYC accreditation standards, state licensing, and other internal company policies.
Full-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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Social well-being benefits like subsidized back-up child/elder care and tutoring. Capgemini Government Solutions (CGS) LLC is seeking highly motivated and experienced Program Manager to join our team to support our government clients.
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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 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
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