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Luzerne County Head Start, Inc. - Employment Opportunities |
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-- Current Openings -- |
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Employment Opportunities E-Mail: LCHSHumanResources@hsweb.org |
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Please scroll down (or click here) for actual job listings.
| To All Prospective Employees | ||
| RE: Employment Requirements | ||
| Once a bonafide offer of employment by the Interviewing Committee, and subsequent acceptance by the approved applicant, has been made, the following are conditions of employment at Luzerne County Head Start, Inc. ("LCHS"): | ||
| I. Post-Offer Pre-Employment Physical Examination | ||
| A Post-Offer/Pre-Employment Physical Examination and TB Mantoux (PPD) Test must be completed prior to the employee's first day of hire. The approved applicant/employee is mailed a "New Employee Packet" of information outlining the details of the process and the required forms to be used during the exam. There is no cost to the applicant/employee for this initial physical examination and TB Mantoux Test. | ||
| II. ACT 33 Clearance; ACT 34 Clearance | ||
| The Child Protective Services Law requires that the child abuse history of an applicant to child care programs be verified within 30 days from the date of hire. As a requirement of employment at LCHS, all employees must provide an original, unaltered "PA Child Abuse History Clearance" (ACT 33 clearance) certification and a signed/certified "PA State Police Request for Criminal History Check" (ACT 34 clearance). Application forms are provided to prospective/newly hired employees by mail or are made available at the LCHS Administrative Offices. A $10.00 fee (payable by money order only) is required for each clearance. This cost is strictly at the expense of the applicant/employee. | ||
| Please Note: | ||
| (a) | It is the policy and practice of the Parent Policy Council of LCHS to reimburse a prospective employee considered a (Head Start) parent whose child(ren) has/have participated in the program (within a 2-year time frame). The $10.00 fee(s) will be reimbursed once the certified clearances have been accepted by the agency and appropriate receipts of payment have been submitted. | |
| (b) | If you are a Community Work Experience Program participant, you will be exempt from payment for the $10.00 fee(s). You must take the form(s) to the official County Assistance Office as proof of such. | |
| III. FBI Criminal Record Check - Fingerprint-Based Clearances | ||
| Effective July 1, 2008, per ACT 72 of 2007 amending the Child Protective Services Law, all employees are required to complete a fingerprint-based federal criminal record check through the Federal Bureau of Investigations (FBI). A $40.00 fee (payable on-line or via money order payment) is required at the time of registration and is strictly at the cost of the employee hired in all positions at LCHS, with the exception of those hired as a "Classroom Substitute". [* LCHS will pay the $40.00 fee for employees hired in the position of Classroom Substitute, only.] Detailed information specifically relating to FBI fingerprint process will be mailed to approved applicants/employees upon hire in a "New Employee Packet" of information. Verification of an official record is due within 30 days from date of hire. | ||
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(Click on Title below for more information) Title |
Date Posted |
Last Revision |
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ACCEPTING APPLICATIONS FOR EMPLOYMENT; Positions start Aug for 08-09 School Yr |
06-04-2008 |
06-04-2008 |
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06-04-2008 |
06-26-2008 |
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06-04-2008 |
06-24-2008 |
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06-04-2008 |
06-04-2008 |
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06-04-2008 |
06-26-2008 |
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06-05-2008 |
06-09-2008 |
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The following information is the policy of Luzerne County Head Start, Inc., regarding recruitment and vacant positions within the agency. All policies are intended for informational purposes only and are subject to change. |
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B Staff Recruitment LCHS attempts to employ people who are the best qualified. Employment
will be on the basis of proven competence or potential ability as indicated by scholastic and/or vocational training,
personal attitude, and prior work experience in accordance with the qualifications and essential job functions
listed on the job description. The
employment of all persons is contingent upon the approval of the Board of Directors and Policy Council. In
order to be considered for a posted position, an applicant must: h Meet
the minimum qualifications for the posted job. Note: A High School Diploma or G.E.D. is a
minimum requirement by all applicants to be considered for employment at LCHS. h Be able to perform the essential functions of the posted job with or without reasonable
accommodation. h Submit a written application on the agency designated form to be completed at the time
of specific opening and prior to the designated closing date. Applicants
are also required to submit verification/documentation of minimum qualifications. Completed job applications and
verification of qualifications must be returned to the Human Resources Manager at 23 Beekman Street, P.O. Box 540,
Wilkes-Barre, PA 18703-0540. Job Posting LCHS, has established an official policy of internally posting all job vacancies to notify employees
and Head Start parents of the vacancies so that qualified persons with an interest in the posted position(s) may
apply:
Job postings will include
the job title, minimum eligibility requirements, essential job functions, duties and responsibilities, immediate
supervisor, salary range and closing date for applications. The
job posting will be posted in all agency locations for an appropriate time frame or sent to staff members, i.e.,
during the Summer months when centers are closed. The
announcements and the position description will also be posted on center bulletin boards for volunteers and parents
to review.
Whenever possible the
agency will post openings for a period of at least five (5) working days before the closing date. LCHS, reserves the right to externally advertise posted positions in order to seek applicants from
outside the agency simultaneously with the internal posting, regardless of whether applications from employees
have been received in response to the posting. This
posting program is designed to ensure that current employees have the first opportunity to apply for positions
that are subject to the posting requirement. It
does not create an obligation on the part of the agency to fill any position with a current employee unless the
current employee is the best-qualified applicant for the job. The agency actively recruits current and former Head Start parents on an on-going basis and Head Start
parents will receive preference for employment vacancies for which they are qualified. For position vacancies occurring in the two (2) week period before the start date of the school year,
the agency reserves the right to advertise externally only, if necessary. This
will allow the Specialist and Administrative staff to fill position(s) in a more timely manner during this critical
time. Vacancies will also be posted on the agency=s electronic bulletin board/Internet, which can be accessed as follows: http://www.lchs.hsweb.org. It is the employee=s and/or Head Start parent=s responsibility to check agency bulletin boards and to fully complete and timely return
an application for any job that they want to be considered. Neither
LCHS, nor any of its supervisors have any obligation to notify employees when jobs for which they might qualify
are posted on the board.
LCHS reserves the right to accept applications/resumes submitted for position vacancies once a job
posting is made either internally or through newspaper advertisement. Additionally,
unsolicited applications and/or resumes will be accepted by the agency. Applications
from prospective employees will be retained as required by law, up to one (1) year. Promotional Opportunities It is the belief of LCHS that promoting employees from within benefits both the agency and its employees. Transfers can be made if the move is in the
best interest of the agency, with approval from the Executive Director. Employees
will be given consideration for work performance, years of service/seniority, ability, efficiency, conduct and
attendance record. Should
more than person apply for a position, an interview process may be necessary to further determine a result in hiring.
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