Recreation Leader (College for Kids)(Summer Only)(SC)

Saddleback College

Mission Viejo, CA

ID: 7050788 (Ref.No. NBU041218)
Posted: April 12, 2018
Application Deadline: Open Until Filled

Job Description


Classification Title:
Recreation Leader
Department:
Administration (SC-031-000)
Salary Schedule:
Click here for current Salary Schedules
Pay Rate:
$11.50-$20.00/hr
Hours Per Week:
Varies as needed
Summary Description:

is a short-term, hourly, non-bargaining unit position to last from May 15th until approximately August 20th. This position is open until filled or withdrawn. You will be contacted should the hiring department/division be interested in scheduling an interview with you to discuss your qualifications and skills. Please do not call the Human Resources Office regarding the status of your application. The most current status of all applications will be available for you to view on our website.

Under supervision, the person conducts and supervises recreation programs for children from 5 years to 12 years of age.


Representative Duties and Responsibilities:

- Provides quality leadership in the assigned sport.
- Leads fundamentals classes for children.
- Follows all Saddleback College policies, rules, regulations and procedures, including emergency and safety procedures.
- Administers first aid and artificial respiration as necessary.
- Attends mandatory meetings and training sessions as scheduled.
- Represents Saddleback College for Kids Program in a positive, professional manner to the community.
- Performs other related tasks as assigned.


Assignment Type:
Non-Bargaining Unit Short Term Temp
Knowledge of:

- American Red Cross CPR and first aid techniques.
- Must be able to Lead and demonstrate skills as required for class content.


Ability to:

- Lead sports classes and activities; must be able to lead and demonstrate skills as required for class content.
- Work with young children; maintain order and discipline in classes. – Provide a positive environment
- Demonstrate respectful, courteo


Education and Experience Guidelines:

- Must have completed 10th grade by July 1st. Prefer High School Diploma or equivalent.
- Experience working with and teaching young children highly desirable.
- Current, valid American Red Cross CPR/First Aid required. Certification will be available


Education/Training:

- Must have completed 10th grade by July 1st. Prefer High School Diploma or equivalent.
- Experience working with and teaching young children highly desirable.
- Current, valid American Red Cross CPR/First Aid required. Certification will be available


License or Certificate:

Current, valid First Aid and CPR certification.


Conditions of Employment:

Employment is contingent upon verification of employment history, Live Scan fingerprinting, ability to meet I-9 requirements, and approval by the SOCCCD BOT. USCIS I-9 documentation (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a valid Social Security card must be presented at the time of hire. Upon successful completion of the Human Resources (HR) NBU pre-employment process, NBU employment will be on an “if and as needed” basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. NBU employees are limited to working in a single position in one department/site. The NBU pay period runs from the 15th of one month to the 14th of the next and is paid the month after on the 10th (once per month). NBU positions do not offer benefits or pay for holidays or time not worked. Failure to successfully complete any of the steps in the hiring process will nullify any conditional job offer received. Live Scan (DOJ) fingerprinting is required for all employees over 18. DOJ clearance must be received prior to the first day of work. Applicants under the age of 18 must submit an application for a work permit at the time of interview. An original work permit, GED, or HS diploma must be on file with HR prior to the first day of work for all applicants under 18. Copies of First Aid and CPR certifications must be provided to HR prior to the first day of work.


Work Environment:

Employees work outdoors and are exposed to variable weather conditions, including extreme heat or cold. May be exposed blood and body fluids while rendering first aid and cardiopulmonary resuscitation.


Additional Position Information:

Contingent/conditional job offer: Any NBU job offer that is received is contingent upon successful completion of the Human Resources pre-employment process, as well as approval by the Vice Chancellor of Human Resources or Board approval. The Human Resources hiring process may include, but is not limited to, successful completion of Live Scan fingerprinting, background checks, reference checks, TB testing, as well as completion of new hire paperwork. It is the employee’s responsibility to incur the cost of any testing required for the position (approx. $50), and there will be no reimbursement for this expense. Failure to successfully complete any portion of the hiring process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment paperwork may result in withdrawal of any conditional job offer or termination of employment.

NBU at-will employment: After successful completion of the requirements of Section A, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an “if and as needed” basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at anytime. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated.

Single worksite restriction: NBU employees are limited to working in a single position in one department/site. Interpreters and models are exceptions to single site employment.

Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times.

160 day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. It is the employee’s responsibility to monitor and track the amount of days that they work to ensure they do not exceed the 160 day limit. It is the employee’s responsibility to notify their supervisor and Human Resources immediately if they are approaching the 160 day limit. NBU positions are not part of the Classified service and that by working less than 160 days of a college year, NBU employees are not entitled to any employment.

Substitutes: Substitutes may work for a permanent Classified employee who is on leave, or a vacant Classified permanent position. Substitutes in a vacant Classified position may work a maximum of 90 working days in the position during the recruitment process. NBU employees who substitute for Classified positions may not necessarily meet the minimum qualifications for the position and may, or may not, assume all of the job duties and responsibilities of the position. By substituting for a vacant Classified position, there is no guarantee that the substitute will be selected to interview for the vacant permanent position if posted, or selected for the position if interviewed. Substituting for a Classified position also does not entitle a NBU employee to any future consideration for the same or other positions. Substitutes must complete the online application process during the specified time frame to apply for any permanent Classified position at www.socccdjobs.com.

Rate of Pay: NBU employees must inquire with their supervisor as to the rate of pay that they will receive. They must have agreed to the rate, prior to accepting and beginning any current or future NBU assignment. Questions regarding rate of pay must be directed to their supervisor. NBU employees are paid according to departmental budgets, the skill set/level of expertise required for the assignment as determined by the supervisor/department/division, and various other factors, not longevity.
Classified substitutes will be paid at the first step of the Classified Salary Schedule range of the position that they are substituting for. Exceptions may be paid for previous Classified employees. Holidays/Jury Duty: NBU employees are not paid for holidays or other time not worked (i.e. Jury Duty).
California Sick leave: NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 will be sent to all new hires after the new hire paperwork session. Overtime: Time and one-half is paid for all hours worked over 40 in one week, per FLSA guidelines. Shift pay does not apply to NBU employees.

Retirement information: NBU employees may not work more than 960 hours from June 15th – June 14th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees’ Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. The exception to this requirement is that if a NBU employee is currently contributing to PERS from another agency, they will be required to contribute to CalPERS while employed at SOCCCD. Once an employee joins CalPERS, all future assignments will also have CalPERS deducted. It is the employee’s responsibility to inform their supervisor of their CalPERS status for current and future assignments.

Administrative termination: NBU employees who have not worked in a six month period will be administratively terminated due to inactivity. In order to be rehired, the employee must recomplete the hiring process.

Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request.

Mandated reporter: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Mandated reporters include faculty, district leadership staff, and classified staff, including Non-Bargaining Unit (NBU) employees.



Applicant Documents
Required Documents
Optional Documents
  1. Resume / CV
  2. Cover Letter
  3. Other Doc




 

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