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Maintain accurate records and provide data, research, reports and summaries of graduation-related initiatives to Student Success leadership; responsibilities include accurate record-keeping and analysis of those data.
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As the Director of the School Psychology program, you will be responsible for reporting, data analysis, program improvements, and program updates to maintain current best practices in the field.
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Provide Applied Behavior Analysis (ABA) therapy to clients in a center-based or home-based setting (paid training provided) No direct experience necessary we provide comprehensive onboarding, training, and unwavering support every day from the minute you join our team, whether as a Behavior Technician (BT) or Registered Behavior Technician (RBT.
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Support plant cost reduction and process improvement projects using Quality tools such as process capability, Pareto analysis, and other Six Sigma/Lean tools. Atkore is seeking Engineers to be a part of our two-year rotational program, titled Atkore Leadership Development Program (ALDP), who can work in a team-based environment, have strong leadership capabilities and overall business acumen to include financial understanding, and contribute significant results to strategic objectives.
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The ideal candidate will possess experience in personnel selection and assessment, job analysis, organizational effectiveness, or training/program evaluation. Relevant experience must be in social or behavioral sciences (e.g., organizational development, organizational effectiveness, performance improvement, test development and validation, social network analysis, or systems thinking), some of the experience must be current (i.e., within the past 2 years) and must include performing research and analysis.
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Execute fact finding research and analysis for wage payments, paid out activity, ACH returns and fraud detection, paystub portal inquiry, termination pay, sick pay, vacation pay, labor distributions, retro pay, including state and Federal OT rules, rest or meal break requirements and premiums, wait time penalties, and all other state specific payroll rules and requirements.
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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A Potential TikTok Ban?!
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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.