Secondary Lto: French Immersion Food

LONG TERM OCCASIONAL (LTO) SECONDARY CONTRACT OPPORTUNITIES FOR THE 24-25 SCHOOL YEAR

For the 2024-2025 school year, mutual agreement, or a temporary letter of approval may

be considered for applicants who do not hold the minimum OCT qualifications required

and stated on HDSB Secondary Ads.

**LTO Teaching sections available: 1**

(1 = 0.33 FTE, 2 = 0.67 FTE, 3 = 1.0 FTE)

**Vacancy Details**:
**French Immersion Food & Nutrition**

**HFN2O4 - Sem 2, Per 2**

**Intermediate French qualifications preferred**

**Intermediate Family Studies qualification preferred**
- Must provide a Criminal Background Check with Vulnerable Sector Screening prior to employment.
- Must have a valid OCT certificate in Good Standing with the Ontario College of Teachers.

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, HDSBs Teacher Hiring Practices Administrative Procedure, HDSBs Employment Equity Policy and Ontarios 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 HDSBs 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.

The section includes questions from Ontarios Anti-Racism Data Standards (Standards, 2017). The Standards were established to help identify and monitor systemic racism and racial disparities within the public sector. The Standards establish consistent, effective practices for producing reliable information to support evidence-based decision-making and public accountability to help eliminate systemic racism and promote racial equity (adapted from Ontarios Anti-Racism Data Standards, 2017).

Accommodation:
Wellness:
The HDSB is committed to providing a respectful and healthy work environment.