(Preschool Teacher) Child Development Specialist (Substitute) - SC

Saddleback College

Mission Viejo, CA

ID: 7055648 (Ref.No. NBU013119)
Posted: January 31, 2019
Application Deadline: Open Until Filled

Job Description


Location
20-Saddleback College
Summary Description:

The District’s goal as an academic community is to sustain a working environment that is welcoming to all, fosters and celebrates diversity, and promotes and rewards excellence. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff and students to live, work, and contribute to a global society.

This position is a short-term, temporary, Non-Bargaining Unit assignment not to exceed 160 days during each fiscal year. The assignment is on an as needed basis, and may be shortened or extended.

You will be contacted should the hiring department/division be interested in scheduling an interview with you to discuss your qualifications and skills. Please do not call the Human Resources Office regarding the status of your application. The most current status of all applications will be available for you to view on our website.

This Position is a short-term, hourly, non-bargaining unit position. This recruitment is open until filled or withdrawn. You will be contacted should the hiring department/division be interested in scheduling an interview with you to discuss your qualifications and skills. Please do not call the Human Resources Office regarding the status of your application. The most current status of all applications will be available for you to view on our website.

Under general supervision from assigned supervisory or management staff, performs a variety of duties involved in planning and implementing instructional and recreational activities appropriate for the developmental needs and skills of children enrolled at an assigned Child Development Center; communicates effectively with parents, other staff members, and other professionals regarding health, safety, physical, social, emotional, and cognitive issues affecting each child; and ensures a safe, nurturing learning environment.


Knowledge of:

Basic operations, services, and activities of a full service child development center.
Principles and applications of child development theory.
Principles and practices of curriculum planning.
Age appropriate and emergent curriculum.
Methods and techniques of instructional and recreational program development.
Appropriate activities for children of various age and skill level to develop each child socially, emotionally, intellectually, creatively, and physically to his/her fullest potential.
Socialization techniques.
Child development assessment techniques.
Principles of basic first aid and CPR.
Potential safety issues within a group care setting.
Basic nutritional requirements for young children.
Principles and procedures of record keeping.
Pertinent federal, state, and local codes, laws, and regulations governing the operations and activities of a child development center.


Ability to:

Learn and apply the policies and procedures of the Child Development Center.
Plan, prepare, and implement daily, weekly, and monthly curriculum.
Define and interpret curriculum goals and objectives.
Participate in planning, preparing and implementing daily, weekly, and monthly curriculum.
Develop and implement instructional and recreational activities according to the needs of the children and Center policy.
Instruct and supervise children of various ages involved in Child Development Center activities.
Observe, evaluate, and record child development.
Recognize and define present and potential behavioral and learning problems of children.
Apply appropriate disciplinary action.
Prepare for and conduct parent conferences.
Serve as a mentor teacher to students enrolled in the Early Childhood Development program.
Apply and ensure adherence to pertinent rules and regulations governing the operation of a child development center.
Work with and exhibit sensitivity to and understanding of the varied racial, ethnic, cultural, sexual orientation, academic, socio-economic, and disabled populations of community college students.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.


Education and Experience Guidelines:

Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying.


Education/Training:

Equivalent to two years of college level course work in early childhood education, child development, education, or a related field.


Experience:

One year instructional experience in a child development center.


License or Certificate:

Possession of, or ability to obtain, an Early Childhood Education Certificate.
Possession of Fingerprint clearance from the Department of Justice.
Possession of, or ability to obtain, an appropriate, valid Child Development Permit.
Possession of, or ability to obtain, an appropriate, valid C.P.R. Certification.
Possession of, or ability to obtain, an appropriate, valid basic First Aid Certification.
Possession of, or ability to obtain, a valid California driver’s license and proof of insurability may be required for some positions to drive a District or personal vehicle.


Conditions of Employment:

The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.


Work Environment:

Work is performed in a child development center; exposure to communicable diseases; subject to noise from children and equipment operation; frequent interruptions and contact in person with children, parents, students, staff, and others. At least minimal environmental controls are in place to assure health and comfort.


Physical Demands:

Primary functions require sufficient physical ability and mobility to work in a child development center; to stand or sit for prolonged periods of time; to frequently stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate classroom equipment requiring repetitive hand movement and fine coordination; to verbally communicate to exchange information; and to occasionally travel to other offices or locations. Vision: See in the normal visual range with or without correction. Hearing: Hear in the normal audio range with or without correction.


Additional Classification Information:

Documentation according to USCIS I-9 guidelines (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a Social Security card must be presented at the time of hire.

Contingent/conditional job offer: Any NBU job offer that is received is contingent upon successful completion of the Human Resources pre-employment process, as well as approval by the Vice Chancellor of Human Resources or Board approval. The Human Resources hiring process may include, but is not limited to, successful completion of Live Scan fingerprinting, background checks, reference checks, TB testing, as well as completion of new hire paperwork. It is the employee’s responsibility to incur the cost of any testing required for the position (approx. $70), and there will be no reimbursement for this expense. Failure to successfully complete any portion of the hiring process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment paperwork may result in withdrawal of any conditional job offer or termination of employment.

NBU at-will employment: After successful completion of the requirements of Section A, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an “if and as needed” basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at anytime. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated.

Single worksite restriction: NBU employees are limited to working in a single position in one department/site. Interpreters and models are exceptions to single site employment.

Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times.

160 day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. It is the employee’s responsibility to monitor and track the amount of days that they work to ensure they do not exceed the 160 day limit. It is the employee’s responsibility to notify their supervisor and Human Resources immediately if they are approaching the 160 day limit. NBU positions are not part of the Classified service and that by working less than 160 days of a college year, NBU employees are not entitled to any employment.

Substitutes: Substitutes may work for a permanent Classified employee who is on leave, or a vacant Classified permanent position. Substitutes in a vacant Classified position may work a maximum of 90 working days in the position during the recruitment process. NBU employees who substitute for Classified positions may not necessarily meet the minimum qualifications for the position and may, or may not, assume all of the job duties and responsibilities of the position. By substituting for a vacant Classified position, there is no guarantee that the substitute will be selected to interview for the vacant permanent position if posted, or selected for the position if interviewed. Substituting for a Classified position also does not entitle a NBU employee to any future consideration for the same or other positions. Substitutes must complete the online application process during the specified time frame to apply for any permanent Classified position at www.socccdjobs.com.

Rate of Pay: NBU employees must inquire with their supervisor as to the rate of pay that they will receive. They must have agreed to the rate, prior to accepting and beginning any current or future NBU assignment. Questions regarding rate of pay must be directed to their supervisor. NBU employees are paid according to departmental budgets, the skill set/level of expertise required for the assignment as determined by the supervisor/department/division, and various other factors, not longevity.
Classified substitutes will be paid at the first step of the Classified Salary Schedule range of the position that they are substituting for. Exceptions may be paid for previous Classified employees. Holidays/Jury Duty: NBU employees are not paid for holidays or other time not worked (i.e. Jury Duty).
California Sick leave: NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 will be sent to all new hires after the new hire paperwork session. Overtime: Time and one-half is paid for all hours worked over 40 in one week, per FLSA guidelines. Shift pay does not apply to NBU employees.

Retirement information: NBU employees may not work more than 960 hours from June 15th – June 14th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees’ Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. The exception to this requirement is that if a NBU employee is currently contributing to PERS from another agency, they will be required to contribute to CalPERS while employed at SOCCCD. Once an employee joins CalPERS, all future assignments will also have CalPERS deducted. It is the employee’s responsibility to inform their supervisor of their CalPERS status for current and future assignments.

Administrative termination: NBU employees who have not worked in a six month period will be administratively terminated due to inactivity. In order to be rehired, the employee must recomplete the hiring process.

Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request.

Mandated reporter: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Mandated reporters include faculty, district leadership staff, and classified staff, including Non-Bargaining Unit (NBU) employees.







 

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