Rocky Mountain SER

Receive alerts when this company posts new jobs.

Similar Jobs

Job Details

Instructional Aide - San Luis Valley, CO

at Rocky Mountain SER

Posted: 7/31/2019
Job Reference #: 61953
Keywords: clerical

Job Description

Job Details
Entry
San Luis - San Luis, CO
Undisclosed
High School
$11.35 - $11.35
Undisclosed
Day
Education
Description

We are currently seeking a dedicated and energetic Instructional Aide for our Early Learning Centers in Alamosa, Conejos and Sanford, CO. This position is a regular, school year position. This position is eligible for our matching 401k program and paid holidays.

POSITION SUMMARY:

An Instructional Aide assists other educational staff members (i.e. Teacher and Teacher Assistant) in creating a positive learning environment to facilitate the personal, social, and intellectual development of children. 

Duties & Qualifications

ESSENTIAL FUNCTIONS OF THE ROLE

  • Responsible for the welfare and safety of children during classroom hours, bus and field trips.
  • Assist in facilitating the personal, social, and intellectual development of children.
  • Assist in establishing a positive learning environment and respond to the individual needs of children.
  • Assist teachers in maintaining appropriate order and children conduct in the classroom; observe behavior of children to assure safety; observes and assist in resolving disputes; refer serious discipline problems to the teacher.
  • Models developmentally appropriate behavior and activities in dealing with children, families and staff.
  • Sets up work areas and prepares areas for reading, projects, and other activities; set up exhibits, displays, collections and bulletin boards.
  • Plans and leads developmental activities during the bus ride.
  • Attentively supervises and assists the children as they load, ride, and unload from the bus.
  • Ensures that the children are seated and situated safely during transport Interacts with parents or guardians during pick-up and delivery of children. This may include receiving notes from parents to teachers and notes from the classroom to parents.
  • Assists in ensuring children are dropped off to and picked-up by only authorized contacts on file with RMSER.
  • Ensures they are aware of and can apply fire/tornado/lockdown/active shooter drills and emergency preparedness and response procedures for their center.
  • Assists in ensuring children are escorted from the bus to their appropriate classrooms and signed-in appropriately.
  • Takes an active role in the promotion of RMSER’s programs and participates in community outreach functions that promote child enrollment and recruitment processes (ERSEA).
  • Assists other educational staff members in setting up, promoting and cleaning of family style meals and snacks.
  • Assists in performing general clerical duties related to classroom instruction and activities, such as typing, duplicating, filing and taking attendance.
  • May be required to assist in the classroom to fulfill Teacher Assistant duties in the event a Teacher Assistant is out, and a viable Substitute is not available.
  • Assists in managing emergency situations such as a parent or known guardian not being present during delivery and/or pickup of child.
  • Understands and adheres to health, safety, food handling and sanitation requirements before, during and after meal service.
  • Assists center staff in completing the hearing and vision checks for students as needed.
  • Provides break coverage to educational staff as needed.
  • Attend staff meetings and in-service programs as required.
  • Seeks out continued professional development opportunities so as to keep skills, methods and knowledge of ECE current and relevant.  Must have a current Professional Development plan in place at all times.
  • Other related duties as assigned.

EDUCATION

  • High School Diploma or GED required.
  • Enrollment in a program leading to a Child Development Associate Credential (CDA) required immediately upon hire.
  • Signed RMSER CDA Commitment letter.
  • Possess current First Aid and CPR cards with infant/child/adult CPR OR obtain within 60 days of hire.

EXPERIENCE

  • Minimum of 1-year experience in working directly with preschool age children.

SKILL REQUIREMENTS

  • Intermediate knowledge and application of technology and systems such as of MS Word, Excel and email required.
  • English proficiency (reading, writing, and speaking) is required for all positions. Some areas may require bi-lingual (English, Spanish or other language) based upon parent/student populations.
  • Ability to develop and maintain a nurturing and caring environment/classroom.
  • Must be able to fulfill role as a mandated reporter and follow all rules regarding identification and reporting of possible child abuse and neglect.
  • Knowledge and awareness of Head Start Act, Head Start Performance Standards, and Child Care Center Rules and Regulations.
  • Must be able to follow all safety and security regulations that pertain to children safety and security.
  • Must be able to assist and attend Agency functions after hours and/or on a weekend for functions related to Eligibility, Recruitment, Selection, Enrollment and Attendance (ERSEA), family engagement, children events, and other events that benefit children and families in the community.
  • Ability to multi-task, prioritize and tend to multiple children and parents.
  • Knowledgeable in applying strategies to work with diverse populations.
  • Ability to understand and adhere to strict confidentiality standards, standards of conduct, and maintain boundaries.
  • Must have excellent communication skills (i.e. read, write, and understand written and oral communications).
  • Must be people oriented and demonstrate professionalism, teamwork and positive attitude.
  • Must have strong organizational and time management skills.
  • Must be able to work independently and within a group setting.
  • Ability to read and follow detailed schedules, policies, standards and regulations.
  • Ability to keep calm under stressful or confrontational conditions.

PHYSICAL DEMANDS

  • The physical demands described here 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 functions. Such accommodations require an interactive discussion with the Human Resources Department before such accommodations can be made.
  • While performing the duties of this job, the employee is frequently required to sit; stand; stoop; walk; use hands to finger, handle, or feel objects, reach with hands and arms; climb or balance; and talk or hear. Depending upon the position the employee may be required to use tool or controls relevant to the role.
  • Most employees must frequently lift and/or move up to 10 pounds, occasionally lift 20 pounds, and in some positions (such as Facilities or Center Staff) may occasionally lift and/or move up to 50 pounds.
  • Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

DRIVING SAFETY

  • All staff driving a personal vehicle for any RMSER related business shall maintain a valid driver’s license, insurance, and must operate the vehicle in a safe manner at all times.
  • Driving records must remain within the insurance carrier’s guidelines for continued employment or assignment in positions with driving duties. Employees and volunteers who do not maintain acceptable records will not be allowed to drive their personal vehicle on [nonprofit] business.
  • All employees and volunteers driving on [nonprofit] business must maintain a valid driver’s license and insurance on all vehicles they drive. Any change in the status of their driver’s license or insurance must be reported to their supervisor immediately and prior to driving on [nonprofit] business.
  • Employee/volunteer insurance serves as primary coverage with [nonprofit]’s insurance being secondary. [Nonprofit]’s insurance would be excess only for liability. Physical damage to an employee/volunteer vehicle while driving on official [nonprofit] business, is not covered by [nonprofit]’s auto insurance.
  • The personal vehicle used must be properly maintained and in safe mechanical condition as required by law.
  • The driver and all passengers must wear seat belts at all times. No vehicle should be operated when the number of occupants exceeds the number of passenger restraints available.
  • Drivers shall obey all applicable traffic and parking regulations, ordinances, and laws.
  • Employees and volunteers who incur parking or other fines while on RMSER business are personally responsible for payment of such fines
  • Employees who are issued citations for any offense while driving on RMSER business must notify their supervisor or Human Resources immediately when practicable, but in no case later than 24 hours. Failure to provide such notice may be grounds for disciplinary action.
  • An employee who is arrested for or charged with a motor vehicle offense for which the punishment includes suspension or revocation of the motor vehicle license while on RMSER business, must notify his or her supervisor or Human Resources immediately when practicable, but in no case later than 24 hours. Conviction for such offense may be grounds for loss of privilege to transport and/or further disciplinary action.
  • Any employee who is involved in a motor vehicle accident while on agency business involving personal injury to any party shall notify his/her supervisor immediately. If the accident involves property damage only, the driver shall notify his/her supervisor upon return to the work location.
  • Employees who are driving shall not talk on his/her cell phone, text message or operate any electronic equipment while driving the vehicle. If the driver receives a call or needs to make a business call, he/she shall park the car in a safe location to receive or make a cell phone call. However, if hand’s free equipment is available it may be used if necessary, to talk on a cell phone when driving. It is always preferred that the driver park the car in a safe location to receive or make cell phone calls.

TRAVEL REQUIREMENTS

  • May have to work at other sites within the organization.  
  • Ability to travel to the designated location and attend the RMSER Annual Conference.  

WORK ENVIRONMENT SAFETY

  • The noise level in the work environment is usually moderate, however can become sudden, and loud at certain times of the day when students are arriving or leaving and during student activities.
  • Everyone is a “mandated reporter” for child abuse and neglect and must report any incidences immediately to the Center Supervisor or Designee. Incident reports must be submitted as appropriate.
  • As a Mandated Reporter, all staff must be knowledgeable, and know how and when to reference licensing websites.  In addition, all staff must maintain a safe and secure environment for children in the classroom, on the school premises, on playgrounds, and be attentive that no child is left alone or unsupervised.
  • All staff abided by the program’s standards of conduct ensuring staff do not maltreat or endanger the health and safety of children, including, at a minimum, that staff do not use corporal punishment or use any form of emotional abuse, including public or private humiliation.
  • Everyone on staff, whether at their assigned site or off-site, is responsible to assist and/or intervene in situations in which a child has left the safety of adult supervision or runs away from adult supervision.
  • Everyone contributes to the safety of self and others by reporting any repairs needed, environmental and weather concerns, and promptly participating in safety drills.
  • Staff must not transport in their vehicle or another vehicle, another staff person in need of medical attention. Proper safety includes calling 9-1-1 and adhering to the advice of medical personnel regarding transport recommendations.

SCREENING REQUIREMENTS

  • Staff must submit an initial medical statement, signed and dated by a licensed physician or other health care professional, verifying that the employee is in good mental, physical, and emotional health appropriate for their position.  This statement must be dated no more than 6 months prior to employment or within 30 days after the date of employment.
  • Staff must submit a subsequent medical statement every 3 years.
  • Staff must be current for all immunizations routinely recommended for adults by their health care provider.
  • Staff must submit the results of a Tuberculosis Test within 30 days after the date of employment. Subsequent testing requirements must be submitted as required in writing by a physician or other health care professional.
  • Employees are responsible for obtaining the medical statement and TB test results.
  • Employees working in licensed facilities must obtain a finger print card for submission to Colorado Bureau of Investigation within 5 days of employment. The cost for the submission to CBI is the responsibility of Rocky Mtn. SER.  If you have lived in Colorado fewer than 24 months your fingerprints will be sent to the FBI. A criminal record check will be performed pursuant to 7.701.33 of the General Rules for Child Care Facilities for the state of Colorado. Staff whose background check is not in compliance with the regulations will be terminated. Staff must submit a request for review of the Central Registry of Child Protection within 10 days of employment.
  • Any staff who observes or has become aware of a situation that could result in a safety hazard.
  • Driving records must remain within the insurance carrier’s guidelines for continued employment or assignment in positions with driving duties. Employees and volunteers who do not maintain acceptable records will not be allowed to drive their personal vehicle on [nonprofit] business.
  • All employees and volunteers driving on [nonprofit] business must maintain a valid driver’s license and insurance on all vehicles they drive. Any change in the status of their driver’s license or insurance must be reported to their supervisor immediately and prior to driving on [nonprofit] business.
  • Employee/volunteer insurance serves as primary coverage with [nonprofit]’s insurance being secondary. [Nonprofit]’s insurance would be excess only for liability. Physical damage to an employee/volunteer vehicle while driving on official [nonprofit] business, is not covered by [nonprofit]’s auto insurance.
  • The personal vehicle used must be properly maintained and in safe mechanical condition as required by law.
  • The personal vehicle used must be properly maintained and in safe mechanical condition as required by law.
  • The driver and all passengers must wear seat belts at all times. No vehicle should be operating when the number of occupants exceeds the number of passenger restraints available.
  • Drivers shall obey all applicable traffic and parking regulations, ordinances, and laws.
  • Employees and volunteers who incur parking or other fines while on RMSER business are personally responsible for payment of such fines.
  • Employees who are issued citations for any offense while driving on RMSER business must notify their supervisor or Human Resources immediately when practicable, but in no case later than 24 hours. Failure to provide such notice may be grounds for disciplinary action.
  • An employee who is arrested for or charged with a motor vehicle offense for which the punishment includes suspension or revocation of the motor vehicle license while on RMSER business must notify his or her supervisor or Human Resources immediately when practicable, but in no case later than 24 hours. Conviction for such offense may be grounds for loss of privilege to transport and/or further disciplinary action. 
  • Any employee who is involved in a motor vehicle accident while on agency business involving personal injury to any party shall notify his/her supervisor immediately. If the accident involves property damage only, the driver shall notify his/her supervisor upon return to the work location. 
  • Employees who are driving shall not talk on his/her cell phone, text message or operate any electronic equipment while driving the vehicle. If the driver receives a call or needs to make a business call, he/she shall park the car in a safe location to receive or make a cell phone call. However, if hand’s free equipment is available it may be used if necessary, to talk on a cell phone when driving. It is always preferred that the driver park the car in a safe location to receive or make cell phone calls.

STATEMENT OF UNDERSTANDING

This job description is a general description of the essential functions.  It is not intended as an employment contract.  It is not intended to describe all duties that someone in this position may perform.  All employees of Rocky Mountain SER/Jobs for Progress, Inc. (RMSER) are expected to perform tasks as reasonably requested, as related to this position, by management regardless of job title or routine job duties.

 

RMSER is committed to equal employment opportunity and will not discriminate against an applicant or employee based on race, color, religion, creed, national origin or ancestry, pregnancy, sex, sexual orientation, sexual stereotypes, gender identity, marital status, age, disability, veteran or military status, genetic information or any other legally recognized protected basis under federal, state, or local law.

 

Applicants and employees with disabilities may be entitled to reasonable accommodations under the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on RMSER. Please inform the recruiter or a member of human resources if you need assistance completing this application, to otherwise participate in the application process or to perform the essential functions of the position.