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District/School employees are responsible for developing curriculum, planning instruction, evaluating academic and behavior progress, developing goals and objectives, providing day-to-day supervision of the Substitute Teacher, ensuring classrooms are adequately staffed, and communicating progress to parents.
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RESPONSIBILITIES: District/School employees are responsible for developing curriculum, planning instruction, evaluating academic and behavior progress, developing goals and objectives, providing day-to-day supervision of the Substitute Teacher, ensuring classrooms are adequately staffed, and communicating progress to parents.
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In keeping a tradition of excellence, the purpose of the ARI Paraprofessional Special Services is to assist the teacher in maintaining appropriate classroom activities and environment so that students may learn effectively.
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If you do, and you want to be a key player in an organization whose purpose is to fill the world with more music and to develop generations of new musicians then we have a position where you can find your sound.
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Job Title- Substitute Teacher Kelly Education is partnering with the local school districts: Pearl Public Schools in and around Central Mississippi Area Wake up and inspire students every day. Assume duties of the regular districts: Pearl Public Schools classroom teacher promptly and in compliance with school rules.
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The Teacher is responsible for planning and organizing; implementing activities; record keeping and reporting; supervising and guiding; training; and supporting and collaborating to ensure the delivery of comprehensive services to children enrolled in the Head Start program.
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If you do, and you want to be a key player in an organization whose purpose is to fill the world with more music and to develop generations of new musicians then we have a position where you can find your sound.
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Classified - Classified Positions - Assistant Teacher. High school diploma/GED AND WorkKeys Silver Level certification. Classified - Classified Positions - Assistant Teacher. 48 hours of college credit (C or higher.
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As a Teacher and Instructor, you will be responsible for a variety of tasks to help our community, including researching, sharing, and mentoring others to succeed with their side hustles, including hosting online workshops or classes, and creating courses.
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Bachelors degree in Statistics, Engineering, Econometrics, Mathematics, Economics, or a related field. We're hiring a Growth Marketing Manager to spearhead our lead generation efforts through paid channels, focusing on Paid Search and LinkedIn Ads. In this role, you'll drive growth through data-driven experiments and technical implementation, collaborating with our Growth Team.
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The law does not apply to any individual employed at NJIT on a temporary or per semester basis as a visiting or adjunct professor, teacher, lecturer, researcher or administrator. The law does not apply to any individual employed at NJIT on a temporary or per semester basis as a visiting or adjunct professor, teacher, lecturer, researcher or administrator.
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Must be a current student (for the duration of the internship) enrolled in a Doctoral degree program in such fields as economics, psychology, sociology, statistics, computer science, public policy, public health, or other social science related fields.
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Broad experience in health economics and development of models suitable for submission to Health Technology Assessment groups or to support other reimbursement decisions. For example, Operations Research, Mathematics, Economics, Engineering, Biostatistics or related field or a similar program.
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Demonstrated success as a classroom teacher and at least five years of successful experience as a 6-12 professional in the Math content area. Model coaching conversations that support admin with providing effective teacher feedback.
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If you're a qualified teacher who has a passion for teaching, you've found the perfect place! Fixed Student & Teacher pairing. We will be alongside you every step of the way from the application process to our boot camp to your very first student and beyond.
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economics teacher jobs in Brandon, MS
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.