Ea Posting

Permanent Ad #2

EDUCATIONAL ASSISTANTS

HDEAA - ELEMENTARY and SECONDARY EDUCATIONAL ASSISTANTS

NOTICE OF PERMANENT VACANCIES FOR THE 2024/2025 SCHOOL YEAR

The internal postings below are only open to Surplus Educational Assistants, Voluntary Surplus Educational Assistants and Permanent and Probationary Educational Assistants wishing to change assignment or location. Mobility opportunities through the posting process are only available to an Educational Assistant once per school year if successful in that posting. They are not currently available to Occasional Educational Assistants. If you are a part time 0.5 Educational Assistant you are not currently eligible to increase your allocation to 1.0.

Monday, June 9, 2025 at 4:00 P.M.

REGIONAL ITINERANT EA - Multi-Disciplinary Support Team

Qualifications:

- Behaviour management skills required
- BMS trained or willing to take the course
- Working knowledge of the concept of Collaborative Problem Solving
- High degree of professionalism with respect to the needs of children and families
- Must be able and willing to move frequently from school to school to support a variety of students needs

A vehicle and driver’s license is required for this position as the incumbent will be traveling between schools.

Manager: Bojana Gligic

Schedule: 1.0 fte PERM Vacancy - 7 hrs/day

Start Date: September 2, 2025

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. 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.

The section includes questions from Ontario’s Anti-Racism Data Standards (Standards, 2017). The Sta