Special Services jobs in schools nationwide

My last post indicated that we were "fattening up" our schools division by creating a new department to handle positions such as Sign Language Interpreters (SLI), Teachers of Visually Impaired (TVI), Orientation and Mobility Specialists (OMS), Deaf Educators (DHH) and School Pyschologists.

I'm happy to report that the department has started the year with a bang, and the jobs are pouring in.  This will now allow these specialists to work as "travelers" http://www.specialeddishin.blogspot.com/2011/01/what-is-traveler.html as do therapists and nurses around the country. 

If you have the credentials to work as any of the above, please take a look at our current list of openings and give me a call at 866-874-7390 or if you know someone who might be interested, please pass me along!  Hope everyone is finding a way to stay cool in the hot, hot summer!

TVI             Denver, CO
TVI             South GA        
TVI/SLI      Wichita, KS
DHH           Berksire, MA (part time)
SLI              near WI border
TVI/OMS   coastal NC
DHH/SLI    northern, NE
TVI/OMS   Santa Fe, NM
DHH           Tacoma, WA

Special Services Professionals

Most of the work that comes through my office has been for contract therapists, Occupational, Physical and Speech.  We've discovered over the past few years that there are so many other facets to a Special Ed Department that we are creating an entire new division to seek out those types of positions and place those professionals as contractors.

We have been dipping into this aspect of staffing for quite some time.  We have placed sign language interpreters, educational diagnosticians, school psychologists, deaf educators, ABA specialists and VI & OM professionals and all kinds of other "acronym'ed" specialties all across the country.  It seems that there are so many different experts in these arenas that we have put together a team to study and research the different degrees, certifications and state licensures required, and to start calling into the Special Services departments of schools to ask about what vacancies they may have for the upcoming school year.

If you are a special services professional or if you know someone who may be looking for work or looking to make a change, please pass along my number.  Perhaps I can assist in their search for employment and learn a new aspect of special education.  The number to my desk is 866-874-7390.

Summer/Fall jobs and "dancing in the Twilight Zone"

Many of you are asking about work for the upcoming school year and for the summer. This time of year is a recruiter's "Twilight Zone".  The schools are working on budgets, waiting to see who will turn in a resignation and who will return next year, trying to find district hires and trying like the dickens not to use a contract service!  We see this happen every year; and typically, if you are already working in a school system and are interested in returning as a contractor, you will usually be asked to return, but they won't commit until nearer to the end of the school year, and sometimes not even until close to the start of the new year.

New grads are especially anxious and, unfortunately, the story for you is similar to the one above.  We do get, and already have, some positions for the upcoming school year, but limitations for your placement will also add the need for a supervisor if you are an SLP, so sometimes our first orders will be for SLP/ccc.  New grad OT's don't have the issue of a required supervisor, but are usually more comfortable in a situation where there is team  with which to collaborate.  Most of the positions that are already in for schools are either in very large districts that can anticipate their upcoming needs or in those "out of the way" locations that always have trouble finding help. 

I addressed the "SLP grads looking for work in a medical setting" issue and how difficult that can be through a contract service in: http://specialeddishin.blogspot.com/2011/01/speech-language-pathology-as-career.html

For those of you who ARE interested in a medical setting, I need to let you know how that "dance" works.  Most skilled nursing facilities, hospitals and clinics submit their needs to several contract services (and by "several" I mean over 100...really), and whichever service finds the "right fit" first wins!  Most of these facilities do not want to consider a candidate any more than a month away from their start date.  So, if your last day of work is mid-June, they will not want to see your resume until mid-May.  An "already licensed in that state" status would put you ahead of the line.

Summer work is rare for SLP's...maybe a little more abundant for OT's. Your flexibility in settings, locations and times opens more windows of opportunity than someone who is available for only 6 weeks, only in an outpatient setting and only 10 miles from their home....;-}!  And, think about it; the SLP's working in schools are all cut loose about the same time looking for summer work.  Make sense?  And then, of course, if you're interested in moving to another state for a position, licensure is always an issue.  We'll help you with that if we can, and as always, will reimburse you for that expense if you take a placement through our service in that state.

I hope this wasn't all-bad-news-all-the-time, but just want to give you an honest view from what I see from my side of the desk!  Anyway, feel free to call me (866-874-7390) with your requests, concerns or questions and I will address them as well as I am able.

Hope you are all looking forward to the end of the school year or your upcoming graduation and that it isn't too crazy for you!

Mysteries of online job postings

I'm sure all of you have spotted a job from a contract service that would be just perfect for you.  However, when you call the recruiter, the job is no longer available.  There are several reasons why this happens over and over again to all of you. 

First of all, the world of contract jobs moves at the speed of light.  Most facilities (both schools and medical settings) send their open jobs to (literally) hundreds of staffing services.  It is a game of first come (with the most qualified candidate) first serve.  Sometimes, by the time we receive your resume and contact your references, the job has been filled.  The more prepared you are to move quickly, the better your chances of snatching that job you've seen.

Another reason is that contract services are often considered as a last ditch solution.  We may have a call from a facility, go to work posting the job on line, make 80-100 calls a day for a week to find someone for the position only to find out that the facility had someone walk through their door and take the position.  AND......they never told us that the job was no longer available!  So, we often share your frustration.

The third reason (and it's not one that I am proud to put in print), but there are recruiters (through the magic of computer data bases) who NEVER take off a job posting once they've gone through the effort to post it; they just keep re-posting it with no regard to whether that job is open or not.  There is a recruiter in my
office who has over 1,000 jobs posted, and I bet only 5 of them are current.

Advice......call and find a recruiter who will be honest with you and tell you the truth about current jobs.  Now, having said that, it doesn't mean that we can't get on the phone and be proactive in finding you a position in the location/setting that you are most wanting.  I think that is the plan for those who keep the same postings on line FOREVER! 

Feel free to contact me and I will tell you what is current or if an area is a poor market for us or if your qualifications don't quite meet what our clients look for in a candidate.  And, I hope that my honestly moves you forward to your dream job, or a spot that will eventually lead you to that ideal situation.

NOTICE: Error on last post "Rules of Conduct, etc."

My apologies to Jennifer whose post I borrowed in my blog over this past weekend.  She is Jennifer Chelenyak, not Jennifer Knepper.  So much for thinking that I can be clear-headed on an early Saturday morning!  ;-}

Rules of conduct/courtesy for recruiters and candidates

I belong to the network Linked in and must admit that I don't participate in the site very often. However, the following two posts caught my eye, and I thought it worthy of posting with permission from both authors. It deals with follow up and follow through, something all recruiters struggle with on a daily basis. I've mentioned in a previous post how many people we deal with each week (we are required to make between 40-75 outbound calls daily) and how a great candidate can easily get lost in the mix.

On the flip side, all of you job seekers also talk to countless recruiters every day/week and I'm sure it's easy to lose track of who is with which recruiting service and who is seriously working behind the scenes on your behalf. You find numerous job postings on line and surely can't keep track of which company posted that job or even if the job is still around. (I'll make that a subject in a future post.)

So, here are notes from both sides of the fence:

Declining a position when you have multiple opportunities - Don't just disappear!  Jennifer Knepper

Nothing aggravates a recruiter more than working with a candidate for several weeks - screening, submittal, and multiple interviews - and then getting to the offer stage, and the candidate just disappears.

If you are working with a recruiter, we understand that you have multiple opportunities that you are pursuing. We understand that sometimes, an offer you receive might be better that what we or our client can provide. We get that you need to do what is best for you. What we don't get is why, when we are so late in the game, you would suddenly disappear. You avoid phone calls, don't respond to e-mails; when you have been responsive at every other stage of the process.

If you're going to decline an opportunity, that happens. However, at least have the courtesy to let your recruiter know that you are no longer interested. We have put a lot of time and effort in to get you this opportunity, many times, behind the scenes work that you may not be aware of. It only takes a few seconds to let us know that something else has come up. And, you never know when you might find yourself out of work again - it is never a good idea to burn bridges.

Then, this response appeared, and I thought it fitting and a worthy reminder to remind all of us that it does work both ways.



Christopher Knepper • It bears mentioning that the same applies to the recruiter. Once a candidate has applied for a position, they deserve to be kept up to date. So, to paraphrase your own post...

Nothing aggravates a candidate more than working with a recruiter for several weeks - screening, submittal, and multiple interviews - and then getting close to the offer stage, and the recruiter just disappears.

If you are working with a candidate, we understand that you have multiple candidates with whom you are working. We understand that sometimes, another candidate might be better for a given position. We get that you need to do what is best for you and your client. What we don't get is why, when we are so late in the game, you would suddenly disappear. You avoid phone calls, don't respond to e-mails; when you have been responsive at every other stage of the process.

If we are declined for an opportunity, that happens. However, at least have the courtesy to let your candidate know that they no longer in contention. We have put a lot of time and effort in to get to this opportunity, many times, behind the scenes work that you may not be aware of. It only takes a few seconds to let us know that someone else has taken the position.

Courtesy is a two way street

Struggling with Apraxia by Tori

I have decided that, on occasion, I will ask someone who is much more of an expert in the field of special needs than I am.  My manager and his wife, Tori,  are struggling with their youngest child's diagnosis of Childhood Apraxia.  So she agreed to write the following piece for me:

 

Speech Therapy - It Doesn’t Stop When You Leave the SLP’s Office

The Kaufman cards flash before his wide, blue-green eyes that peer out from his long eyelashes. Miss Kelly, the love of this little man’s life, is down at his level, demonstrating perfect sounds and pulling out all of the skills in her bag of tricks that she uses to help children speak. She is trained in the PROMPT technique and touches his mouth, neck, back, and chest in ways that can make the words fly out like magic, which makes a mother, like myself, get teary in an instant. She uses hand gestures that help him say the sound on the end and whispers “p” and “t” words.

My son, Jake, is three years and five months old and was diagnosed with Childhood Apraxia of Speech the day before his third birthday. Two days a week, on Tuesday and Thursday mornings, he sees an apraxia specialist for 30 minute sessions.

After two months of intensive therapy, his mouth is cooperating more and the sounds are getting easier to pronounce. But, it is still hard for him. His eyes still tell me, ‘Mama, this is hard. No matter how many times I practice these words, no matter how hard I try, it’s still hard to say the words that are screaming in my head. And why, why, could I say this word perfectly yesterday, but today it’s no where to be found?’

When it’s time to leave, Jake gives Miss Kelly a hug goodbye and shouts out a loud, perfect, “Bye!”  He picks out his favorite sticker to take home and then we are off.  After we leave, it is business as usual. Preschool on Mondays, Wednesdays, and Fridays, play dates, taking his brothers to and from school and extracurricular events, grocery shopping, meal cooking, laundry ... all of life’s little distractions rolled into a week that flies by in the blink of an eye. To say the least, reinforcing the words he learns at speech could easily get lost in the shuffle once we leave the SLP’s office.

When we first started this journey, an SLP told me, “You are his mother. You are not his speech therapist. That is my job. Your job is to love and nurture him.” And for a couple of months, I took this advice, breathing a long sigh of relief that teaching him to talk wasn’t my job. But, what I’ve come to realize in this past year, is that if he’s ever going to sing a song, invite a friend over to play, or read a book aloud, I better be there to make sure it’s going to happen.

It takes discipline, hard work, and love, which eventually turns into a habit that feels a lot like normal life. I make him say words for anything that he points to or grunts at throughout the day. I demand that he always gives me his best. I drill him on Kaufman cards on the days he doesn’t have speech therapy. I’ve learned to turn off the television, ignore my household chores, and interact with him by playing games or molding play dough. I research online and talk to other apraxia moms to find out what’s working for their child. I sit with him and play abcmouse.com on the computer as many times as he wants. I read books and point to pictures, hoping one day he’ll be able to mimic the words that I say every night at bedtime. I have found the right therapy when the wrong therapy wasn’t working. Most importantly, I’ve learned to turn speech therapy into an all day, every day challenge and make the most out of every moment I have with him. 

The bottom line is, being the mother of an apraxic child means always doing your best to ensure that one day your child will be able to speak. It’s also about taking a deep breath of patience and then counting to ten to calm your nerves, when he repeats the same word two hundred times in one day because he can’t say the other fifty he was saying the day before. 

But, as our public school SLP told me last year, “Children with apraxia have good days and bad days. The goal is to have as many good days as possible in order to see progress.” Now that we are getting therapy that is designed to beat this frustrating disorder, we are hearing voices up ahead in this silent tunnel we’re trapped in. And I know, if everyone pulls together and works hard, we’ll make it to the end, holding hands, and most importantly ... talking. 

You can read more about Jake at www.jakes-journey-apraxia.com.