Special Education Instructional Assistant II - Maxson, Parkview

APPLICATION PROCEDURE: Applications with any missing documents not submitted by closing date and time will be disqualified.

PLEASE MAKE SURE TO ATTACH THE FOLLOWING DOCUMENTS: 1. Please read the job description prior to applying 2. Application 3.

Resume 4. Copy of valid First Aid and CPR certificate 5. Copy of valid California Driver's License 6.

Copy of High School Diploma (or equivalent) 7. College Transcripts (48 semester units) OR copy of A.A. degree 8. Two current letters of recommendation (preferably from a Supervisor dated within 12 months) CONDITIONS OF EMPLOYMENT:

Must pass District Proficiency Test All employment offers are conditional, based upon the successful completion of the following: Drug screening, fingerprint/background clearance, and a tuberculosis clearance.

EXPERIENCE AND EDUCATION: Any combination of experience and training that would likely provide the required knowledge and skill is qualifying.

A typical way to obtain the required knowledge and skill would be: Experience: Three years of paid or volunteer experience working with children of various age levels or requiring a specialized learning environment. Education: Equivalent to the completion of the twelfth grade, preferably with training or coursework in child growth and development, special education, instructional technology, or a closely related field.

NCLB Requirements: a minimum of 48-semester units or an A.A. Certificate Requirement: Possession of a valid and current First Aid Certificate and CPR certificate, desired. LICENSES AND OTHER REQUIREMENTS: • Valid First Aid and CPR certificates issued by an authorized agency. • Valid California Driver's license. • Crisis Prevention Institute - Nonviolent Crisis Intervention (to be provided by the District within 6 months of employment).

Comments and Other Information

AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER The Board of Education is determined to provide district employees, interns, volunteers, and job applicants a safe, positive environment where they are assured of full and equal employment access and opportunities, protection from harassment or intimidation, and freedom from any fear of reprisal or retribution for asserting their employment rights in accordance with law. This policy shall apply to all district employees and, to the extent required by law, to interns, volunteers, and job applicants.

No district employee shall be discriminated against or harassed by any coworker, supervisor, manager, or other person with whom the employee comes in contact in the course of employment, on the basis of the employee's actual or perceived race, religious creed, color, national origin, ancestry, age, marital status, pregnancy, physical or mental disability, medical condition, genetic information, military and veteran status, gender, gender identity, gender expression, sex, or sexual orientation or his/her association with a person or group with one or more of these actual or perceived characteristics. (cf. 0410 - Nondiscrimination in District Programs and Activities) Discrimination in employment based on the characteristics listed above is prohibited in all areas of employment and in all employment-related practices, including the following: 1. Discrimination in hiring, compensation, terms, conditions, and other privileges of employment. 2. Taking of an adverse employment action, such as termination or the denial of employment, promotion, job assignment, or training. 3.

Unwelcome conduct, whether verbal, physical, or visual, that is so severe or pervasive as to adversely affect an employee's employment opportunities, or that has the purpose or effect of unreasonably interfering with the individual's work performance or creating an intimidating, hostile, or offensive work environment. 4. Actions and practices identified as unlawful or discriminatory pursuant to Government Code 12940 or 2 CCR 11006-11086, such as: a. Sex discrimination based on an employee's pregnancy, childbirth, breastfeeding, or any related medical condition or on an employee's gender, gender expression, or gender identity, including transgender status. b.

Religious creed discrimination based on an employee's religious belief or observance, including his/her religious dress or grooming practices, or based on the district's failure or refusal to use reasonable means to accommodate an employee's religious belief, observance, or practice which conflicts with an employment requirement. c. Disability discrimination based on a district requirement for a medical or psychological examination of a job applicant, or an inquiry into whether a job applicant has a mental or physical disability or a medical condition or as to the severity of any such disability or condition, without the showing of a job-related need or business necessity. d. Disability discrimination based on the district's failure to make reasonable accommodation for the known physical or mental disability of an employee or to engage in a timely, good faith, interactive process with an employee, to determine effective reasonable accommodations for the employee, when he/she has requested reasonable accommodation for a known physical or mental disability or medical condition.

Contact Information for the Title IX Coordinator: Roberto Lopez-Mena Assistant Superintendent of Human Resources