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Licensure as a Principal/Assistant Principal or Supervisor/Director Qualifications Preferred: ESL Licensed, SEI endorsed, RETELL trainedExperience as a school administrator. As a member of the Administrative Leadership Team, under the direction of the Program Director and Headmaster, plans and implements: the Quality School Plan, Program Policies, Procedures and Guidelines, Program monitoring adjustment and development, and Staff training and development.
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The Assistant Clinical Program Manager provides evening supervision of direct care staff and and assists the Clinical Program Manager in the day to day operations of an Intensive Behavioral Group Living Environment (IBGLE.
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The Assistant Program Director will be responsible for the management of the direct care staff along with the content, implementation of treatment plans, and provide supervision to clinical staff for licensure.
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Job Summary The Program for Language Equity, under the leadership of Director Dr. Alisa Khan, MD, MPH, is looking for a research assistant to help with the activities of the program, under the supervision of Dr. Khan and a program manager.
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Experience that would not normally be part of the employee's position is creditable when documented by satisfactory evidence (e.g., a memorandum from the manager, human resources director, or official documentation such as SF-52, SF-50 documenting an official detail/assignments, or other comparable documentation.
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Under the supervision of the Deputy Director or designee, the Program Assistant will provide administrative services to BHC's programs, projects, and operations. Provides administrative and program support to the Deputy Director, Operations Manager, the Homebuyer Assistance Unit, and the Homeowner Services Unit, including the Lead Safe Program.
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Under the direction of the Program Director, the Assistant Program Director will assist in planning and managing operations and staff within a specific program.
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In partnership with the Director of Research Compliance, the Assistant Director has primary responsibility for developing and implementing the Quality Improvement Program (QIP) at HBS, a Program that will provide a variety of human research and regulated data support and education to the HBS research community, and will work closely with the Compliance Team to advise investigators throughout the IRB process.
$105,000 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Manages the Curriculum Fellows Program semesterly schedule of events and meetings (journal clubs, workshops, weekly group meetings, one-on-one meetings with the Program Director, and additional events.
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The Assistant Clinical Program Manager contributes to Bay Cove’s mission by ensuring an atmosphere in which Persons can build trusting relationships and engage meaningfully towards greater independence.
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As the Assistant Program Director for Housing & Stabilization, you will play a key role in supervising and managing the Housing & Stabilization Department. You will provide management-level support to the Program Director and ensure the highest quality standards in client services and employee supervision.
$70,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Position Overview: We are seeking a motivated and experienced Assistant Program Director to oversee the Housing & Stabilization Department. Assistant Program Director - Housing & Stabilization.
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Our client, a well-known Higher Education Institution, is seeking a creative and detail-oriented Program Assistant. Work alongside the Chair and Undergraduate Program Director regarding curriculum planning, course scheduling, and special projects.
$60,000 a yearFull-timeExpandApply NowActive JobUpdated 29 days ago
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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 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.
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