Wates Family Enterprise Trust’s Post

🌟 Exciting Opportunity to Shape the Future of Direct Service Professionals (DSPs) Training in North Carolina! 🌟 We are thrilled to announce a collaborative statewide research initiative between Asheville-Buncombe Technical Community College (A-B Tech), Stanly Community College, Forsyth Technical Community College, and the North Carolina Department of Health and Human Services (NC DHHS). This project aims to gather valuable insights from those directly involved with individuals with intellectual and developmental disabilities (I/DD). We are conducting focus groups to identify critical training topics and skills for Direct Service Professionals (DSPs). These focus groups will provide a platform for sharing your experiences and perspectives, helping to shape the future of DSP training programs. We’re looking for participants who fall into one of these categories: 🟢 Individuals with intellectual or developmental disabilities (I/DD) 🟢 Direct Service Professionals (DSPs) 🟢 Parents/guardians/family members of a person with I/DD Why Participate? Your insights are crucial! By contributing, you will play a direct role in enhancing training programs for DSPs, ensuring they have the skills and knowledge needed to provide the best possible care and support to individuals with I/DD. Key Participation Details: ✅ Participation is completely voluntary, and you can opt out at any time. ✅ All discussions are confidential, and your identity will remain anonymous in any reports. ✅ The focus groups will be recorded for transcription purposes, but recordings will not be shared outside the research team. If you or someone in your network is interested, we invite you to sign up by completing the form linked below, which includes available dates and times for the focus groups. 🔗 Complete the Focus Group Participation Survey: https://lnkd.in/e8Cp5Fkf For more information or any questions, please feel free to reach out to: 📧 Dr. Kara Finch: [email protected] 📧 Porscha Orndorf: [email protected] 📧 Betsey Zook: [email protected] Thank you for helping us shape the future of DSP training and make a meaningful impact in the lives of individuals with I/DD. Your voice matters! #DirectServiceProfessionals #DisabilitySupport #IDDSupport #Research #CommunityCare #TrainingInitiative #NorthCarolinaResearch Porscha Orndorf, M.A., CPSS Betsey Zook

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❓ 𝐔𝐧𝐟𝐢𝐥𝐥𝐞𝐝 𝐯𝐚𝐜𝐚𝐧𝐜𝐢𝐞𝐬 𝐟𝐨𝐫 𝐒𝐞𝐩𝐭𝐞𝐦𝐛𝐞𝐫? ❓ With the current data around teacher recruitment, it's no surprise that many vacancies within schools remain unfilled or that schools are forced to hire staff without the required qualifications, experience or expertise. Working with a wide range of candidates means we have access to some of the most talented, qualified and experienced education practitioners on the market. If you have an unfilled vacancy that you have struggled to fill, act now and reach out to one of our consultants to hear about the options available when working with us. Reaching out could lead you to a great candidate that you wouldn't have otherwise! All our consultants are qualified teachers, so you can guarantee that the specific duties and experience required of a role are acknowledged, and that the nuances of your teaching, support and leadership positions won’t go unnoticed. Get in touch to hear how we can work together to support you with staffing for September 💫 📞 0121 759 2888 📧 [email protected] Register a vacancy: https://lnkd.in/eJ5taYC3

How to Streamline the Teacher Recruitment Process To read more - https://eduxhire.com/nxln Streamlining the teacher recruitment process is vital for schools to attract and retain top talent. As educational demands evolve, it’s crucial to refine hiring strategies, prioritizing communication skills, pedagogical understanding, and cultural fit over mere subject expertise. A well-rounded recruitment process, including multiple interview rounds and a focus on long-term commitment, ensures that schools hire teachers who align with their vision and can contribute positively to the learning environment. Partnering with experts like EduXhire can further enhance this process, helping schools secure the best candidates and foster a thriving educational community. To read more - https://eduxhire.com/nxln

School support staff applications are down by 50% since Covid. This taken from data of 150,000+ candidate applications at MyNewTerm since 2020. 2020 & 2021 - 7.5 applicants / support role 2022 & 2023 - 5.0 applicants / support role A 50% decline in average applications 📉 The positive to take is there has not been sustained a decline - the average has been stable for the past two years. The bad news is speaking with schools and MATs up and down the country, it has become a huge challenge for many. Site agents, teaching assistants, midday supervisors - even admin, finance or exam invigilation - positions many schools will regularly say pre-covid they would have been inundated with applications. Times have changed. There are lots of factors at play, some national, some localised, many of which are outside a schools control. In a competitive recruitment market, now more than ever, it is important schools look internally at what they can control: 👉 their marketing, branding & external communications; 👉 job advert descriptions, careers pages & benefits; 👉 providing a seamless application process; 👉 timely correspondence with ALL applicants, including those unsuccessful; 👉 interactions and communications with parents and the local community. 2.2 miles is the median distance candidates applying for support vacancies - engaging with the local school community is key. These challenges aren't going away anytime soon. Control the controllables - this is all any school or MAT can do. Employers who focus on this, given time, will see a difference.

All too often, when we hear about the challenges with recruitment and retention in education, the focus is on teachers. No one could deny the need to recruit, train and retain first class teachers. It's easy to forget that the same must apply to support staff, who should be seen as professionals too.

Ensure your business knows how it can make itself attractive to new young employees.

We are often asked what makes us different to other recruitment agencies and why teachers and teaching assistants should choose us. Being teachers ourselves really sets us apart. Working for a teacher supply agency run by teachers can offer several advantages: Understanding of Educational Needs: Agencies run by teachers often have a deeper understanding of the educational landscape and the specific needs of schools and teachers. This can result in better matches between schools and educators. Quality of Support: Teacher-run agencies may offer more personalised support and professional development opportunities tailored to educators' needs. We understand the challenges teachers face and can provide more relevant assistance. Camaraderie and Collaboration: Being part of an agency run by fellow teachers can foster a sense of community and collaboration among educators. This can lead to a supportive work environment and a stronger professional network. Empathy and Advocacy: Teacher-led agencies will prioritise educators' rights and well-being, advocating for fair treatment and better working conditions. We can empathise with teachers' experiences and work towards addressing your concerns effectively. Shared Values: Working for an agency run by teachers means aligning with a shared passion for education and a common understanding of the profession. This can lead to a more cohesive and fulfilling work experience. Overall, working for a teacher supply agency run by teachers can provide a more enriching and supportive environment for educators, allowing for greater professional growth and job satisfaction. #teacherrecruitment #supplyteachers #teachervacancies #educationjobs

Please join us today for a great session to learn: Overview of EEOC Laws Rights and responsibilities under EEOC Laws Recognizing uncommon ways that workplace discrimination occurs How to avoid the pitfalls of workplace discrimination #socialwork #nasw #eeoc #eeo #lmsw #lcsw #lbsw #msw #bsw #lgsw