Job Specification Ttc Principal

You should be a dedicated and enthusiastic teacher who has previous experience teaching students aged 11-18 years old. working hours will be from 8:00 a.m. to 2:30. The salary is between 1500 - 2000 pound .You will be joining our hardworking and committed team at this successful school.

necessary skills and experience you are seeking and would make a valuable addition to your staff.

I have over sixteen years experience working in the IT field. Working at Beverly Hills Unified has given me a unique opportunity to participate in many projects and task that have typically been performed by someone in a CTO position. I believe that this hands-on experience in the educational space makes me a suitable candidate for the program. For the past six years, I have been working as Senior System AdministratorArchitect for Beverly Hills Unified School District. Beverly Hills Unified and the community at large prides itself on visionary technology plans and I have been fortunate to be apart of this.

This administrator works heavily with guidance counselors and department heads guiding the school’s instructional plan. This administrator’s shortfall would be the classroom experience especially in the subject areas that are heavily tested.

The benchmark positions of accounting specialist, recovery specialist, customer support specialist, and insurance specialist would be non-exempt staff and would fall under one of the three salary bands titled Function Level VI -A, Function Level VI-B, and Function Level VI-C. The positions titled quality center analyst and IT project coordinator would be non-supervisory exempt level staff and would fall under one of the three salary bands titled Function Level V- A (NS), Function Level V-B (NS), and Function Level V-C (NS). The benchmark position titled Senior advocate & communication team leader would be a supervisory staff and would fall under one of the three salary bands titled Level V- A, Function Level V-B, and Function Level V-C. The final benchmark position titled Manager, Title Services and Support would be a section management staff and would fall under one of the three Function Level IV- A, Function Level IV-B, and Function Level IV-C. To review each positions job description, see Appendix A and to review the survey source and point method see

Position Purpose: Coordinate and administers in Human Resources with focus on payroll. The candidate will perform mostly Hr payroll projects, data entry administrative support.

For more than ten years, I have worked in various education settings including a secondary school/academy, Local Authority (LMS team) and recently within the FE sector. I have substantial experience of managing staff and managed various teams including finance, administrators, reception and site staff. I am currently employed as a HR Manager and I manage a team of HR professionals and administrators.

RECRUITMENT & SELECTION PROCEDURE INDEX 1.0 Scope 1.1 Purpose of the Procedure 1.1.1 Legal Requirements Recruitment and Selection Framework 2.1 Overview of the process Recruitment and Selection Provisions 3.1 Review the job and the need for it 3.1.1 Politically restricted posts 3.1.2 Unsupervised access to children or vulnerable adults 3.2 Design Selection Process 3.2.1 Panel Composition 3.2.2 Selection Tests 3.2.3 Interview Questions 3.3 Advertising 3.3.1 Advertising of vacancies 3.4 Short-listing 3.4.1 Short-listing 3.5 Interviewing 3.5.1 Arrangements for interviews 3.5.2 At the interview 3.6 Selection 3.6.1 Decision to Appoint 3.6.2 Checks 3.7 Offers 3.7.1 Offer of employment 3.8 Other requirements 3.8.1 Post interview feedback and

Those who do not meet this requirement will be eliminated at this stage. Other items to check during screening are education background and work experience as stated in the job analysis. As result, the tool is reliable in ensuring misfits will not be able to proceed to the next level. The applications for the position will be received online through recruitment portals and therefore the applications will be screened electronically by the human resource personnel. This tool will be administered by two human resource staff and it will take approximately five hours to execute.

The overview provides the reader with the general description of the positon. As included in the advertisement, the reader understand the primary responsibility is to coach approximately 70 juniors and seniors. This lets the candidate know they will be mostly meeting with students each day to assist with career exploration and career planning. In addition, the position is a full-time opening, which helps the reader to understand they need to have certain qualifications before considering the position. The salary is presented below the overview so that the candidate can know the value of the position. During any job search, it can be frustrating to the candidate if the salary is not presented. When designing any type of position, it is best to be transparent so the candidate can make the best decision and the employer can find the right fit.

The purpose of this document is to provide an executive written justification on the recommendations for selection to backfill two (2) current vacant positions for the Human Resources Specialist, GS-201-12/13 full performance potential GS-14 within Human Resources Management (HRM), Human Resources Office of Operations, Programs and Policy (HROPP), Staffing Policy and Compensation Division, and certificates of eligibles issued on October 15, 2015. Subsequently, on November 16, 2015, this office received notification that an employee, occupying an existing GS-201-14 position was selected for a lateral non-competitive placement outside of HRM. Therefore, a third selection is also recommended from the four (4) certificates, IA-16-KWI-17623SO/ IA-16-KWI-17624SO/ IA-16-KWI-17622SO/IA-16-KWI-17621SO at the GS-201-12/13 levels to backfill from vacancy number IHC-1504749-KWI-MP closed September 29, 2015. Sixty–six (66) candidates were deemed qualified by the IHC hiring center. Ten (10) candidates were scheduled for interviews from the four (4) certification packages between the non-competitive/GS-12 and GS-13 and merit promotion/GS-12 and GS-13 levels.

CIPD DIPLOMA IN HR PRACTICECIPD NO 2317474X3CJA CONTRIBUTING TO THE PROCESS OF JOB ANALYSIS WORD COUNT 1529MARIA DUYA16TH OCTOBER 2012

Identify the job specifications, which include the qualifications, skills and knowledge of the person to be hired for the specific job

Additionally, we render the constellations of the job description dossier as an integral part of career development as will be validated in the theories and model section of this report (Patton & McMahon, 2014). G applied for the job of a teaching assistant at our organisation [The ABC School] with the accreditation of grade L2. The job was available for all persons deemed to have met the criteria

Secondly ,we must explain and describe how employees are recruited and selected by the organization.Anylasis the recrutitment practice of primary schools .The first factor that is reconized in a primary school is the canidate eduction background ,that is reconized first this will decide if the candate will be reviewed further and they review other skills that the canidate has to offer,such as computer skills or bilangua ,what other quifications do they have to offer the orgainization.After reviewing journal it explains the factors that are needed for requrting a primary teacher .They have created eight questions that lays out the factors of requirements for requitment .the first question explains the characteristics of the canidates ,what sets them apart form other teachers ,or what do they have to offer the primary school.The