Instructional Assistant - Head Start/Children's Center (12 months)

Job Summary

Under general supervision, performs a variety of instructional and supervised play activities; assists in the conduct of early childhood and / or primary grades learning experiences; and does other related work as required.

Job Description / Essential Elements :

INSTRUCTIONAL ASSISTANT HEADSTART / CHILDREN'S CENTER

DEFINITION

Under general supervision, performs a variety of instructional and supervised play activities; assists in the conduct of early childhood and / or primary grades learning experiences; and does other related work as required.

ESSENTIAL DUTIES

• Assists instructional personnel in the preparation of learning materials and in the conduct of instructional and play activities.
• Works with individual students and small groups of children to reinforce and follow up learning activities.
• Monitors and assists children in feeding, toileting and self-help skill development activities.
• Monitors and interacts with students in practice and study activities as a follow-up to the presentation of instructional concepts by instructional personnel.
• Directs children into safe learning and play activities and functions, and assists in the shaping of appropriate social behaviors.
• Assists in the management of child behavior through the use of positive strategies and techniques.
• Prepares and assists in the preparation of a variety of instructional materials and learning aids for use with individual or small groups of students.
• May maintain a variety of records and files, including student records and child observation information.
• Operates a variety of instructional media machines and equipment.
• May assist in maintaining instructional materials, supplies and equipment.
• Administers routine first aid and requests assistance for non-routine injury or illness.
• Assists in maintaining an orderly, attractive, and positive learning environment.
• May participate in parent conferences, home calls and other student progress report activities.
• May work with parents in the instructional setting.

QUALIFICATIONS

Knowledge of :

Routine record management, storage, and retrieval systems and procedures.

Ability to :

Establish and maintain cooperative working relationships with children and adults.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

Reasonable accommodation may be made to enable a person with a disability to perform the essential functions of the job.

EXPERIENCE AND EDUCATION

Any combination of experience and training that would likely provide the required knowledge and skill is qualifying. A typical way to obtain the required knowledge and skill would be :

Experience :

One year of paid or volunteer experience working with early childhood children, preferably in a Head Start or Child Care setting.

Education :

Equivalent to the completion of the twelfth grade, supplemented by training or coursework in child growth and development, instructional technology, or a closely related field.

CONDITION OF EMPLOYMENT

Requirements / Qualifications

APPLICATION PROCEDURE : Applications with any missing documents not submitted by closing date and time will be disqualified.

1. Please read the job description prior to applying

2. Application

3. Resume

4. Copy of High School Diploma (or equivalent)

5. Proof of six (6) ECE / CD college units completed and enrolled in Pathways or a college program leading to an associate teacher permit

6. Two current letters of recommendation (preferably by a Supervisor dated within the last 12 months)

CONDITION OF EMPLOYMENT

Various schedules available :

Payne 10 : 00 a.m. - 1 : 45 p.m.

Comments and Other Information

AN EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER

The Board of Education is determined to provide district employees, interns, volunteers, and job applicants a safe, positive environment where they are assured of full and equal employment access and opportunities, protection from harassment or intimidation, and freedom from any fear of reprisal or retribution for asserting their employment rights in accordance with law. This policy shall apply to all district employees and, to the extent required by law, to interns, volunteers, and job applicants.

No district employee shall be discriminated against or harassed by any coworker, supervisor, manager, or other person with whom the employee comes in contact in the course of employment, on the basis of the employee's actual or perceived race, religious creed, color, national origin, ancestry, age, marital status, pregnancy, physical or mental disability, medical condition, genetic information, military and veteran status, gender, gender identity, gender expression, sex, or sexual orientation or his / her association with a person or group with one or more of these actual or perceived characteristics.

cf. 0410 - Nondiscrimination in District Programs and Activities)

Discrimination in employment based on the characteristics listed above is prohibited in all areas of employment and in all employment-related practices, including the following :

1. Discrimination in hiring, compensation, terms, conditions, and other privileges of employment.

2. Taking of an adverse employment action, such as termination or the denial of employment, promotion, job assignment, or training.

3. Unwelcome conduct, whether verbal, physical, or visual, that is so severe or pervasive as to adversely affect an employee's employment opportunities, or that has the purpose or effect of unreasonably interfering with the individual's work performance or creating an intimidating, hostile, or offensive work environment.

4. Actions and practices identified as unlawful or discriminatory pursuant to Government Code 12940 or 2 CCR 11006-11086, such as :

a. Sex discrimination based on an employee's pregnancy, childbirth, breastfeeding, or any related medical condition or on an employee's gender, gender expression, or gender identity, including transgender status.

b. Religious creed discrimination based on an employee's religious belief or observance, including his / her religious dress or grooming practices, or based on the district's failure or refusal to use reasonable means to accommodate an employee's religious belief, observance, or practice which conflicts with an employment requirement.

c. Disability discrimination based on a district requirement for a medical or psychological examination of a job applicant, or an inquiry into whether a job applicant has a mental or physical disability or a medical condition or as to the severity of any such disability or condition, without the showing of a job-related need or business necessity.

d. Disability discrimination based on the district's failure to make reasonable accommodation for the known physical or mental disability of an employee or to engage in a timely, good faith, interactive process with an employee, to determine effective reasonable accommodations for the employee, when he / she has requested reasonable accommodation for a known physical or mental disability or medical condition.

Contact Information for the Title IX Coordinator :

Roberto Lopez-Mena

Assistant Superintendent of Human Resources