Job Description
JOB SUMMARY Responsible for assisting teachers in maintaining and implementing Montessori philosophy in the classroom.
RESPONSIBILITIES Essential Functions
* Demonstrates a commitment to the mission of Swedish Covenant Hospital and demonstrates a service orientation and adheres to all responsibilities and standards of the Hospital.
1. Manages arrival and dismissal of the children in the Montessori manner.
2. Maintains upkeep of the environment.
3. Makes Montessori materials under guidance of the supervising teacher.
4. Assists teacher during Montessori "work" time to guide children through "work".
5. Organizes snack times, directs some group activities and assists with outdoor activities.
6. Attends staff meetings, in-service meetings, and participates in planning programs for Center.
7. Assists teachers at meal times.
8. Assists children/adults in toilet or diapering procedures.
Other Functions
1. Assists Dietary Aide in distribution of food.
2. Cleans tables, floors, and dishes according to City of Chicago and DCFS Standards.
3. Teacher Assistant II's will periodically be called upon to substitute for a Montessori Teacher or Teacher in their absence. In such instances, the Teacher Assistant II will be only be required to meet minimal DCFS Standards for classroom management and functionality. Teacher Assistant II's will not be held responsible for Montessori Classroom functions. Teacher Assistant II's , when substituting, for Montessori Teachers or Teachers will supervise Teacher Assistant III's in maintaining DCFS Standards.
PATIENT CARE/AGE SPECIFIC RESPONSIBILITIES AND QUALIFICATIONS N/A
QUALIFICATIONS/BASIC JOB REQUIREMENTS 1. Experience in day care or Montessori child care/pre-school preferred.
2. Organizational ability, sound judgment, ability to communicate effectively, and ability to plan and implement classroom programs to achieve institutional goals.
LICENSURE/CERTIFICATION 1. Two years or 60 credit hours of college coursework, 6 credit hours of which are in Child Development OR one year experience in a child care facility with 30 hours college coursework, 6 credit hours of which are in Child Development.
2. First Aid and CPR certification preferred.
GENERAL REQUIREMENTS FOR CHILD CARE STAFF SET FORTH BY DCFS Child Care employees shall be able to demonstrate the skills and competence necessary to contribute to each child's physical, intellectual, personal, emotional, and social development. Factors contributing to the attainment of this standard include:
1) Emotional maturity when working with children
2) Cooperation with the purposes and services of the program
3) Respect for children and adults
4) Flexibility, understanding and patience
5) Physical and mental health that do not interfere with child care responsibilities
6) Good personal hygiene
7) Willingness to have frequent interaction with children
8) Listening skills, availability and responsiveness to children
9) Sensitivity to children's socioeconomic, cultural, ethnic and religious backgrounds, and individual needs and capabilities
10) Use of positive discipline and guidance techniques
MANAGEMENT RESPONSIBILITY Teacher Assistant III (Only when acting as a Teacher substitute)
INTERNAL AND EXTERNAL CONTACT •Staff
•Children
•Parents
•Personnel from various departments
ENVIRONMENT •Primary body positions: sitting 50%, walking 50%
•Lift, carry or move objects: 10%
•Objects lifted: none
•Objects lifted on infrequent basis: children
•Repetitive work: none
•Exposure to environmental conditions:
noise: 90%
heat 0%
chemicals: 10%
blood/body fluids: 50%
airborne diseases: 50%
•Risk factors: none
The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) Swedish Hospital
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