Employment
EMPLOYMENT
Westmark School recruits talented educators and professionals who are committed to educating, empowering, and celebrating students with language-based learning differences. If you are passionate about helping students with distinct learning styles find success, consider joining our team.
Westmark School is an equal opportunity employer and makes employment decisions on the basis of merit and job performance. School policy prohibits discrimination based on race, color, creed, gender, gender identity or expression, religion, marital status, age, national origin or ancestry, physical or mental disability, medical conditions (including genetic characteristics or information), sexual orientation, or any other consideration made unlawful by federal, state, and local laws.
CURRENT OPENINGS
- Lower and Middle School Reading Intervention Teacher | Start Date: January 2024
- Director of Human Resources
- Facilities Crew Member
Lower and Middle School Reading Intervention Teacher | Start Date: January 2024
Lower and Middle School Reading Intervention Teacher
Position Summary:
Westmark School is seeking an experienced Lower and Middle School Reading Intervention Teacher with a start date of January 2024. Our ideal candidate will possess a passion for teaching students with language- based learning differences. In accordance with Westmark’s School’s mission, the successful candidate will be able to differentiate and implement instruction for a wide range of learners while capitalizing on student strengths.
Salary Range:
$62,000 - $90,000 depending on experience
Essential Responsibilities:
- Teach Lower and Middle School Reading Intervention classes to students with language-based learning differences.
- Plan and implement programs using evidence-based reading intervention curriculum and instructional strategies.
- Serve as an Advisor to a group of students and presents Advisory lessons on a weekly basis. Lessons are typically about topics such as social-emotional learning (SEL), Diversity, Equity, and Inclusion (DEI), and executive functioning.
- Apply diagnostic and prescriptive data-informed instruction by using informal and formal assessment data.
- Communicate and collaborate with team members including teachers, Advisors, Reading Coordinator, Division Directors, Instructional Coach, parents ,and outside professionals.
- Work collaboratively with team members to develop individualized student intervention plans.
- Submit weekly lesson plans.
- Integrate technology into the curriculum.
- Maintain class pages and updates the Blackbaud gradebook weekly.
- Create a classroom culture that encourages students to actively participate in their own learning.
- Integrate inclusive teaching practices related to DEI and multiculturalism.
- Engage and support students of varied identities, abilities, cultures, experiences, and beliefs.
- Use positive behavior management systems that are empowering and effective with students with language-based learning differences.
- Model professional and ethical standards when interacting with students, parents, peers, and the community.
- Additional duties, as assigned.
Qualifications:
- Bachelor’s or master’s degree in Reading Literacy and/or Special Education, Reading Specialist, or Educational Therapy certificate and 3–5 years of classroom teaching experience or experience in a reading remediation clinical setting; teaching credential strongly preferred.
- Training in a structured literacy program such as: Orton-Gillingham, Wilson Reading, or Lindamood-Bell.
- Strong desire to teach students with language-based learning differences.
- Knowledge of multisensory teaching methodologies.
- Experience with technology, specifically iPads, IOS.05x Platforms, Google Suite, and SMART Technologies
- Excellent oral and written communication, interpersonal, and presentation skills
- Strong organization and time-management skills
- Commitment to develop professionally by learning new programs and methodologies.
Physical Demands and Work Environment:
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions for the job.Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to sit in on meetings and work on a computer for long periods of time; and is regularly required to walk, reach with hands and arms, balance, stoop, talk, and hear. The employee must occasionally lift and/or move up to 15 pounds. Specific vision abilities required by the job include close vision, distance vision, and the ability to adjust focus.
COVID-19:
Westmark School follows Centers for Disease Control and Los Angeles County Department of Public Health protocols for K–12 schools. All faculty and staff are required to be fully vaccinated for the COVID-19 virus, including any booster shots.
To Apply:
Please send a letter of interest and resume via email to:
Attn: Robyn Bridges, Reading and Assessment Coordinator
careers@westmarkschool.org
Westmark School is an equal opportunity employer and makes employment decisions on the basis of merit and job performance. School policy prohibits discrimination based on race, color, creed, gender, gender identity or expression, religion, marital status, age, national origin or ancestry, physical or mental disability, medical conditions (including genetic characteristics or information), sexual orientation, or any other consideration made unlawful by federal, state, and local laws.
Director of Human Resources
Director of Human Resources
Position Summary:
Westmark School is currently seeking a forward-thinking Director of Human Resources (HR) to support the School’s strategic initiatives in alignment with mission-driven practices. The Director of HR partners with senior leadership and manages HR initiatives including compensation and benefits, recruitment, performance management, employee relations, employment policies and procedures, compliance, and employment laws. The Director will possess a knowledge base and passion for recruiting and retaining a talented workforce, preferably in an independent school environment.
The successful candidate will build relationships across all levels and clearly communicate and interpret HR policies while maintaining confidentiality and handling sensitive situations with solid judgment and discretion. The Director of Human Resources reports to the Director of Finance and Operations and communicates regularly with the Head of School and the senior administration team.
Salary Range:
$110,000–$125,000 depending on experience
Essential Responsibilities:
- Serves as a strategic partner by collaborating with senior leadership to understand the School’s short- and long-term goals and strategy related to staffing, recruiting, engagement, and retention.
- Plans, leads, develops, coordinates, implements, and enforces policies, procedures and training and initiatives to support the School’s HR compliance and strategic needs, including onboarding, separation, and off-boarding. Recommends new and creative methods for retention and succession planning.
- Collaborates with the Business Office to prepare faculty and staff employment agreements and offer letters.
- Partners with Division Directors and supervisors to develop and execute recruitment plans.
- Recruits for all open positions by posting jobs, screening resumes, conducting phone interviews, scheduling in-person interviews, consulting with supervisors about leading candidates, checking references, issuing employment offer letters and employment agreements, and following up on such offers and agreements.
- Arranges for temporary staffing needs.
- Creates, updates, and maintains job descriptions for all positions.
- Oversees employee benefits programs and the annual open enrollment process by scheduling information meetings and coordinating preparation of materials. Works closely with brokers and benefit providers, as needed.
- Performs and assists with benefits administration, including claims resolution, status changes, and communicating benefits information to employees. Responds to benefit questions and supports employees with special and unusual circumstances.
- Assists in the administration, interpretation, application, and periodic review of personnel policies and procedures. Reviews and updates the Employee Handbook, generally every other year.
- Leads investigation of employee complaints and work-related issues.
- Consults with outside legal counsel on employment law matters, as necessary.
- Develops and communicates staff performance review timelines and materials ensuring completion of documentation by supervisors. Ensures supervisors deliver performance reviews to their direct reports.
- Manages the processes for workers’ compensation claims and leaves of absence.
- Manages outsourced vendor relationships of the School’s benefits and retirement plans.
- Maintains knowledge of trends, best practices, and regulatory changes at the local, state and federal levels.
- Demonstrates commitment to and participation in the Diversity, Equity, and Inclusion program.
- Maintains personnel records and compliance training for all employees.
- Seeks to continuously improve HR processes and systems.
- Acts as an advisor on employee relations matters, leaves management, and payroll matters.
- Promotes a school culture that fosters collaboration, open and frequent communication, teamwork, and trust steeped in the mission of Westmark School.
- Additional responsibilities, as assigned.
Qualifications:
- Bachelor’s degree or higher and 7+ years of progressively responsible HR management experience.
- Effective and clear verbal and written communication, interpersonal, and presentation skills.
- Strong leadership and management skills; proven expertise solving problems.
- Accuracy and attention to details. Ability to independently set priorities and handle competing priorities.
- Ability to maintain strict confidence about personnel matters.
- Comfortable working in a fast-paced environment. Ability to work outside the job description in assisting the Director of Finance and Operations when unanticipated challenges arise.
- Experience with MS Office Suite and Google Docs required.
- Experience with Benetrac, Paychex Flex and Docusign preferred.
Physical Demands and Work Environment:
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions for the job.Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to sit in on meetings and work on a computer for long periods of time; and is regularly required to walk, reach with hands and arms, balance, stoop, talk, and hear. The employee must occasionally lift and/or move up to 15 pounds. Specific vision abilities required by the job include close vision, distance vision, and the ability to adjust focus.
COVID-19:
Westmark School follows Centers for Disease Control and Los Angeles County Department of Public Health protocols for K–12 schools. All faculty and staff are required to be fully vaccinated for the COVID-19 virus, including any booster shots.
To Apply:
Please send a letter of interest and resume via email to:
Attn: Douglas Gardner, Director of Finance and Operations
careers@westmarkschool.org
Westmark School is an equal opportunity employer and makes employment decisions on the basis of merit and job performance. School policy prohibits discrimination based on race, color, creed, gender, gender identity or expression, religion, marital status, age, national origin or ancestry, physical or mental disability, medical conditions (including genetic characteristics or information), sexual orientation, or any other consideration made unlawful by federal, state, and local laws.
Facilities Crew Member
Facilities Crew Member
Position Summary:
Westmark School is currently seeking a Facilities Crew Member to perform cleaning, basic repairs, and maintenance. The Facilities Crew Member will ensure that the campus is maintained, clean and free of trash and debris.
This position is full-time and includes generous benefits package for regular full-time employees. The Facilities Crew Member must be available to work weekends and some evenings.
Salary Range:
$19–$21 per hour, depending on skills and experience
Responsibilities:
- Participates in painting and construction projects.
- Handles set-up and break-down for meetings and events.
- Provides breaks/lunch for the Security Officer on duty, as needed.
- Drives to pick-up supplies,;moves cars on campus and to and from events, as needed.
Qualifications:
- High school diploma and 3+ years of experience performing similar duties, preferably in a school environment.
- Clean DMV driving record required.
- Dependable, reliable, flexible; good time-management skills.
- Good customer-service and communication skills required.
Physical Demands and Work Environment:
This position requires working indoors and outdoors, in hot and cool environments. It requires standing, walking, bending, reaching with arms/hands, balance and stooping, seeing (close and distance vision, with ability to adjust focus), talking, listening, and hearing. The Facilities Crew Member must be able to occasionally lift and move up to 50 pounds.
COVID-19:
Westmark School follows Centers for Disease Control and Los Angeles County Department of Public Health protocols for K–12 schools. All faculty and staff are required to be fully vaccinated for the COVID-19 virus, including any booster shots.
To Apply:
Please send a letter of interest and resume via email to:
Attn: Douglas Gardner, Director of Finance and Operations
careers@westmarkschool.org
Westmark School is an equal opportunity employer and makes employment decisions on the basis of merit and job performance. School policy prohibits discrimination based on race, color, creed, gender, gender identity or expression, religion, marital status, age, national origin or ancestry, physical or mental disability, medical conditions (including genetic characteristics or information), sexual orientation, or any other consideration made unlawful by federal, state, and local laws.
AB500: STAFF/STUDENT INTERACTION POLICY
In accordance with Assembly Bill 500 (AB500 - California Education Code 44050), effective January 1, 2018, all schools are required to have a written policy regarding staff and student interactions and publish it on their websites. The purpose of the policy is to provide guidelines for maintaining appropriate boundaries with students. In the course of operating Westmark School, we are committed to enforcing all required local, state, and federal regulations. As always, our students are our first priority, as we ensure their continued growth and progression.
If you have any questions regarding this policy, please feel free to contact Claudia Koochek, Head of School.
View the Policy
Purpose
It is the purpose of this policy to provide additional specificity to the standards of conduct embodied in current School ethics-related rules and regulations so that the staff of the School will better understand the prohibitions and behavior boundaries incumbent upon them.
Some activities may seem innocent from a staff member’s perspective, but can be perceived as flirtation or sexual insinuation from a student or parent point of view. The objective of the following lists of acceptable and unacceptable behavior is not to restrain positive relationships between staff and students, but to prevent relationships that could lead to or may be perceived as sexual misconduct.
Staff must understand their own responsibility for ensuring that they do not cross the boundaries as described in this policy. Disagreeing with the wording or intent of the established boundaries will be considered irrelevant for corrective/disciplinary purposes. Thus, it is crucial that all employees learn this policy thoroughly and apply the lists of acceptable and unacceptable
behavior to their daily activities. Although good-natured, heartfelt interaction with students certainly fosters learning, student/staff interactions must always be guided by appropriate boundaries regarding activities, locations, and intentions.
The rules of conduct set forth in this policy are not intended to serve as an exhaustive list of requirements, limitations, or prohibitions on staff conduct and activities established by the School. Rather, they are intended to:
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Alert staff to some of the more sensitive and often problematic matters involved in faculty/staff-student relationships;
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Specify boundaries related to potentially sexual situations and conduct that is contrary to accepted norms of behavior and in conflict with duties and responsibilities of staff; and
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Provide staff with clear guidance in conducting themselves in a manner that reflects high standards of professionalism.
It is important for the School to maintain a school-wide culture in which students and staff members understand their responsibility to report misconduct without fearing retaliation from students, staff, or administration. In order to prevent abuse and/or exploitation, students and staff must know that the administration will support them when they report possible misconduct.
Although this policy gives clear direction regarding appropriate conduct between staff and students, each staff member is obligated to avoid situations that could prompt suspicion by parents, students, colleagues, or School leaders. One helpful standard that can be quickly applied when assessing whether your conduct is appropriate is to ask yourself, “Would I be doing this if the student’s family or my colleagues or family were standing next to me?”
Boundaries
For the purpose of this policy, the term “boundaries” is defined as acceptable professional behavior by staff members while interacting with a student. Crossing the boundaries of a student/teacher relationship is deemed an abuse of power and a betrayal of public trust.
Unacceptable Behaviors
The following non-exhaustive list of behavior shall be considered in violation of this policy:
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Giving gifts to an individual student that are of a personal and intimate nature
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Kissing of any kind
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Any type of unnecessary physical contact with a student in either a public or private situation
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Being alone with a student on campus or away from the School unless necessary for educational reasons and no other staff member/teacher is available to join you
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Making, or participating in sexually inappropriate comments
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Sexual jokes, stories, or jokes/comments with sexual innuendo
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Seeking emotional involvement with a student for your benefit
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Discussing inappropriate personal troubles or intimate issues with a student
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Becoming involved with a student so that a reasonable person may suspect inappropriate behavior
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Inappropriate use of social media with or about students
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Excessive attention toward a particular student
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Sending emails, text messages or letters to students of a personal nature if the content is not about school activities
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Failing to keep parents informed when a significant issue develops about a student
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Driving a student in your own car
Acceptable and Recommended Behaviors
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Getting a parent’s written consent for any after-school activity
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Obtaining formal approval to take students off School property for activities such as field trips or competitions
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Emails, text, phone, and instant messages to students must be very professional and pertaining to School activities or classes (and communication should be limited to School technology)
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Keeping the door open when alone with a student
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Keeping reasonable space between you and your students
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Stopping and correcting students if they cross your own personal boundaries
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Keeping parents informed when a significant issue develops about a student
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Keeping after-class discussions with a student professional and brief
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Asking for advice from fellow staff or administrators if you find yourself in a difficult situation related to boundaries
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Involving your supervisor if conflict arises with the student
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Informing your supervisor about situations that have the potential to become more severe
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Making detailed notes about an incident that could evolve into a more serious situation later
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Recognizing the responsibility to stop unacceptable behavior of students or co-workers
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Asking another staff member to be present if you will be alone with any type of special needs student
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Asking another staff member to be present when you must be alone with a student after regular school hours
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Giving students praise and recognition without touching them Pats on the back, high fives, and handshakes are acceptable Keeping your professional conduct a high priority
Duty to Report
When any employee becomes aware of another staff member crossing the boundaries specified in this policy, he/she must speak directly to this staff member if the violation appears minor, and/or report the matter immediately to the School administration. If the observed behavior appears significant, it is the duty of every staff member to immediately report the matter to the
School administration. It is the duty of the School administration to thoroughly investigate and remediate the situation as necessary. Employees must also report to the administration any awareness or concern of student behavior that crosses appropriate boundaries, or where a student appears to be at risk of sexual abuse.
Ten Risky Behaviors
Excerpted from Robert J. Shoop, Educator’s Guide to Controlling Sexual Harassment (March 2006)
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Do not be alone with a student in your classroom outside of the regular school day, without informing your supervising administrator. Do not be alone with a student behind a closed door. If your classroom door does not have a window, request that one be put in.
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Do not purchase gifts for individual students. Do not send students non-school-related email messages.
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Do not make a habit of meeting students outside of school for a meal, a soft drink, or a cup of coffee. Regardless of the motivation, seldom is there justification for such regular contact.
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Do not counsel your students in non-academic matters. Teachers, although well meaning, are not trained counselors. Teachers must consider the potential risk in discussing personal matters with students. If a teacher believes that a student is in some type of trouble, the student should be referred to the School’s “student at risk” team.
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Do not regularly transport students in your own vehicle or allow students to have access to your vehicle.
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Do not give students hall passes to come to your classroom for non-school related business.
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Do not allow students to engage you in conversations regarding their romantic or sexual activities. Don’t discuss your personal problems with students.
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Do not entertain students in your home unless it is a school-sponsored activity.
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Do not make sexual comments, comments about their bodies, or share sexually oriented material with students.
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Do not put your hands on your student in a manner that a reasonable person could interpret as inappropriate. Don’t brush against their bodies, touch their hair, and rub their necks, shoulders, or backs. Don’t tickle, wrestle, poke, pat, punch, or spank students.