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Many of the young people we serve have had involvement in the foster care, criminal justice system, and/or homelessness systems. Minimum two years of experience working with teens or young adults in employment, foster care, group care, housing, education, juvenile justice, anti-poverty, vocational support, mental health, chemical dependency and/or homelessness fields.
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The Police Chief position requires certification, or ability to obtain certification, as a police officer as required by the Washington State Criminal Justice Training Commission. A master’s degree in criminal justice, public administration, or a comparable degree is preferred.
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This is an exciting opportunity to be involved with an organization focused on lowering the barriers to a successful reentry for returning citizens, racial justice, and diversity, equity and inclusion.
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The team operates within the King County adult jails and they collaborate with multiple partners including the Department of King County Adult and Juvenile Detention, criminal justice organizations, and other government and community healthcare organizations.
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Outreach to those in need including Social Justice ministry, St. Vincent de Paul and Safe Parking, refugee program, and All Parish Service Day. Outreach to those in need including Social Justice ministry, St. Vincent de Paul and Safe Parking, refugee program, and All Parish Service Day.
$70,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Or one full year of graduate level education in a field of study related to law enforcement (e.g., criminal justice, homeland security, justice studies, law enforcement, courts and judicial systems, forensic technology, forensic psychology, or corrections and rehabilitation) from an accredited college or university within 9 months from the closing date of this announcement.
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The Forensic - SUD Clinician is part of a specialized team that provides multidisciplinary treatment for people who are involved in the criminal justice system and have co-occurring behavioral health diagnoses of Mental Health and Substance Abuse.
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In compliance with Federal and State laws as the successful candidate, you will be required to pass a Criminal Justice Information Services (CJIS) criminal history background check.
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Bachelor's degree in criminal justice, security management, public administration, or business management with seven years of experience on a corporate security team with progressive management roles.
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Interns work with King County Parks & Recreation Division staff at multiple Parks locations to better understand the breadth and depth of environmental justice, ecological restoration, and parks and recreation management practices.
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A deep understanding of HR through racial equity and social justice lenses. our Human Resources Manager JOB ANNOUNCEMENT Climate Solutions is offering an exciting new opportunity for an HR and Payroll Manager who has strong value in centering a positive employee experience and who has an excellent understanding of human resources through a racial equity lens.
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Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances.
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Axon is uniquely positioned to tie together every aspect of an incident in order to help law enforcement agencies better prepare for what might happen, respond efficiently and effectively, deliver justice, ensure the well being of their officers, and increase the safety of their communities.
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This investigation includes but is not limited to a criminal, civil litigations and regulatory review, employment, education, and credit review (role dependent). Certifications: Certified Financial Planner / CFP Issuing Authority, Series 07 - FINRA, Series 63 - FINRA, Series 66 - FINRA.
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LCSNW partners with individuals, families and communities for health, justice and hope by providing support services in key areas such as behavioral health, child welfare, refugees, and support to aging adults and people with disabilities to live independent lives.
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criminal justice jobs Title: marine in Seattle, WA
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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 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
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