Summer Student
2 weeks ago
The Halton District School Boards' Staffing & Recruiting team supports 105 schools in the Halton Region (Halton Hills, Milton, Burlington and Oakville).
We ensure that all schools are fully staffed, contributing to a supportive learning environment where more than 65,000 students learn, grow and succeed.
Position:
Summer Student, Network Operations
Location:
J.W. Singleton Centre
2050 Guelph Line, Burlington, ON
Term:
May 1, 2023 up to and including August 25, 2023
Hours: 7 hours per day, 5 days per week
Pay Rate:
$ $20.50 per hour plus 4% vacation pay
DESCRIPTION:
Network Operations team is seeking responsible summer student for various 'maintenance' activities, including; updating documentation, migrating inventory from web based site to boards IT Service Management System, general cleaning duties of network equipment, cabling consolidation, and clean up.
Individuals must be able to work well in a variety of environments, and with school based staff, as well as IT personnel.
Must be able to self manage, and meet deadlines. Individual, as well as team work is a requirement of this role.QUALIFICATIONS:
Must be enrolled in post secondary education and reut
Travel between sites requires a vehicle
Excellent communication skills, both written and verbal
Must be able to follow, and create instructions
post secondary studies in an Information Technology related field an asset
Requirements:
Will be returning to school in the Fall of 2023 on a full time basis
Job Code#
Applications submitted directly to the Human Resources Department or the School will not be considered or processed.
First consideration for posted vacancies will be given to qualified applicants from the employee group in which the vacancy occurs.
Equity:
The Halton District School Board recognizes that, consistent with the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), the Ontario Human Rights Code and the Canadian Charter of Rights and Freedoms, employment practices and procedures at all levels should reflect, demonstrate understanding of and respond to a diverse population.
In our efforts to ensure an inclusive, diverse and representative workforce, we will:
value, promote and encourage the hiring of staff from under-represented communities;
grant first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.
Where a collective agreement or terms and conditions govern the hiring or promotional process, this will be done in a manner that is consistent with the School Board's obligations.
Applicant Self Identification Questions:
As part of the recruitment and selection function, the HDSB will collect voluntary self identification data from applicants in accordance with the Ontario Human Rights Code, HDSB's Teacher Hiring Practices Administrative Procedure, HDSB's Employment Equity Policy and Ontario's Anti Racism Data Standards:
Personal information on this form is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56.
In accordance with HDSB's Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce.
It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process.Encouraging diversity of the workforce in the school board is vital because the workforce should be reflective and representative of the community.
Although hiring policies must adhere to the qualification requirements set out in applicable Regulations (eg.Regulation 298, "Operation of Schools - General") and any applicable collective agreement provisions, the Board recognizes the importance of the following when developing its selection and evaluation criteria:
valuing applicants' additional experience, lived experience, skills, backgrounds and perspectives; and
granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.
This data will inform our understanding of the diversity of our applicant pool as well as the progress of applicants throughout the hiring process.
This data will inform our goals, strategies and actions and our progress towards creating and sustaining an inclusive and equitable workforce.
Any information that you provide in response to these questions will be referred to during the hiring process for this position, and wi-
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