Temporary E-learning Assistant, Linc/esl/fsl

3 weeks ago

Burlington, Canada Halton District School Board Full time

January 22, 2024

Notice of Temporary M.A.S.S. vacancy

**Position**: (Temporary) E-Learning Assistant, LINC/ESL/FSL

**Salary**: $ 30.62 - $ 36.51 /hr

**Location**: Gary Allan Learning Centre - Continuing Education; Burlington Campus3250 New St, Burlington, Ontario

**Work Schedule**: 35 hours/week

**Start Date**: ASAP to August 2024

**Position Summary**:

- and post-training activities, develop and implement program satisfaction surveys and engage in other such tasks to attain desired program outcomes.

**Key Responsibilities**:
Design, implement and support instructional development for instructors and learners through workshops, seminars and individual consultations

Develop short seminars on various Google Classroom widgets and other pieces of LMS add-ons, as needed. Post them on the Instructor website.

Assist Instructors with the implementation of technology in the classroom.

Assist learners, as needed, develop their comfort level with technology.

Assist the program team with various learner-centric activities (placement, transfers, removals, etc.)

Assist program team in developing evaluation tools to measure success and launching frequent surveys in areas that need measurement.

Assist the program team with website updates, improving the program’s social media presence, etc.

Other duties as assigned.

**Qualifications**:
College diploma in a relevant field.

1 year of experience in the provision of technical support in an educational setting.

**Job Category**: Management & Professionals - Job Code # 3665132

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. The Board is committed to providing a workplace environment that is fair and equitable to all.

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.

We encourage you to respond to our voluntary applicant self-identification questions. 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 will be shared with the hiring manager and/or committee members responsible for the hiring process.

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