Casual Educational Assistants
Usually half (3.5 hours) and full (7 hour) days on an ‘as needed’ basis. Number of hours per week may vary, dependent on need.
The Board requires qualified casual educational assistants to be available, often on short notice, on an ‘as needed’ basis, to replace permanent educational assistants (EAs) during their absences. Applicants must have regular availability to accept assignments.
Casual EAs must have a community college diploma in a related discipline (i.e. educational assistant, developmental service worker or child and youth worker) and experience working with school-aged special needs students. In addition, the following are preferred:
- Current certification in Behaviour Management Systems (BMS)
- First Aid Training
- Autism intervenor course or experience working with children with autism
- Ability to build rapport with challenging students, to work collaboratively with staff and students, and to implement student programs as directed by the teacher
- Knowledge of the factors that influence student behaviour, and appropriate strategies to prevent, manage and de-escalate student behaviour
- Ability to implement Applied Behaviour Analysis (ABA) strategies
- Understanding of program accommodations and modifications to meet the diverse needs of students with learning and behaviour challenges
- Responsibilities may include lifting, toileting, feeding, managing student behaviours, and preparation of learning materials
Positive attitude and commitment to excellence will make you an ideal candidate for this position
Please submit your application, marked “personal and confidential”, which includes a complete resume, cover letter (one document if submitted electronically) with the names and telephone numbers of at least three professional references; your current supervisor must be provided as a reference.
Human Resources Services
The Grand Erie District School Board
349 Erie Avenue, Brantford, Ontario N3T 5V3
Fax (519) 759-5362 or Email firstname.lastname@example.org
Applicants with a disability that requires an accommodation to enable their participation in the interview process should advise the Board when contacted for an interview. Any assessment and selection materials and processes used in the interview process can be made available in an accessible format, upon request in advance.
All new employees are required to provide an original Police Record Check (which includes a “vulnerable sector search”) acceptable to the Board prior to the commencement of employment.
All submissions are subject to a screening process and some applicants may not be granted an interview.
We thank all applicants for their interest but only those considered for interview will be contacted