缅北强奸

by the Maryland Child Care Resource Network

Little Creek features programs for children ages six weeks through pre-kindergarten with both nine-month and 12-month options and includes vacation and inclement weather care. The programs are play-based and experiential. Physical, social, emotional, and cognitive growth are stimulated through hands-on, real life experiences and developmentally-appropriate practice is the foundation of the curriculum and daily schedule planning. Phonological awareness, science, and math activities are important aspects of the program and are integrated throughout the day. Little Creek is a part of Radcliffe Creek School and services available to Radcliffe Creek students, including speech and occupational therapy, are also available to Little Creek students. Radcliffe Creek has a long-standing relationship with 缅北强奸 and many 缅北强奸 students work with the Little Creek Program, including teaching the children foreign languages.

Address: 201 Talbot Boulevard, Chestertown, MD 21620

Telephone: 410-778-8150, 410-758-1383

Fax: 410-778-8176

E-mail:  [email protected]

Website: 

A community service organization that works with parents, child care providers, businesses, and community organizations to help promote the availability of quality child care services in the area. For all services please visit the .

LOCATE CHILD CARE is a FREE resource for parents looking for child care for their children.

Call toll free 1-877-261-0060

Monday through Friday 8:30 am to 4:00 pm 

Address: 24133 Chestertown Rd., Chestertown MD 21620

Telephone: 410-778-1862

Hours: Monday to Friday, 7:30 AM - 5:00 PM

Child Care Information: The center accepts children ages of: 2-5 years

Address: 320 Calvert Street, Chestertown MD 21620

Telephone: 410-778-3355

Hours: Monday to Friday, 9:00 AM - 3:00 PM

Child Care Information: The center accepts children ages of: 3-5 years

In a Montessori classroom, the child is given the time and space to master each task at her own pace.  The teachers are aware of the interests and skill levels of each student in the class, and tailor a daily individual lesson accordingly.  Once a material has been introduced, the child may return to it whenever he likes. Each classroom has materials for:  Practical Life, Sensorial, Mathematics, and Language.  In addition, geography, science, art, music, foreign language, and cultural arts are threaded though the curriculum.

Address: 25528 Worton Lynch Road, Worton, Maryland 21678

Telephone: 410-778-5663

Website:  

Child Care Information:

The Pre-Primary program is designed for children ages 2-3.  These are usually children who have not been away from home before, and who may need extra help becoming comfortable separating from their parents.  The Pre-Primary program meets either 3 days (Monday, Tuesday, and Thursday) or 5 days from 8:30-3:30.  It is limited to twelve children.  Three, and sometimes four teachers provide support and guidance throughout the day.

The Primary program welcomes children ages 3-6 and includes our kindergarteners. Students in this class attend school either three or five days each week, from 8:30-3:30 (the State requires kindergartners to attend five days per week.) On average, there are twenty students present with three teachers.

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Cromwell Hall.

缅北强奸      Attn: Office of Human Resources      300 缅北强奸 Avenue      Chestertown MD 21620

Please review theEmployee Separation guidelines. 

Complete aChange of Personal Information formand submit to the Office of Human Resources.

Complete a newand forms and submit to the Office of Human Resources.

Complete a newDirect Deposit Authorization form and submit to the Office of Human Resources.

If you did not do so at the time of hire, add their information to theChange of Personal Information formand submit to the Office of Human Resources. They will be entered in to the system and issued an ID number, and then they will be eligible to obtain a photo ID from Public Safety. 

To access your pay advice, log in to WebAdvisor and follow thesesimple steps. 

Log into , navigate to the Benefits tab and select Benefit Forms & Links.

Log into , navigate to the Information tab > Address and Contact Information.  Edit the information as needed and click Update at the bottom of the page.

缅北强奸 only accepts applications and applicant materials for vacant position as listed on our Employment Opportunities page. Applicants should only apply to vacancies that they qualify for. If a desired position is not listed, the applicant should check the Employment Opportunities page at a later time. 

We no longer accept paper applications/resumes via email, mail or fax. All applications must be submitted through our online applicant portal, Consensus. 

Yes. If you do not have one, you will need to create one. Free email accounts are available from major web-service providers such as Yahoo! (Yahoo! Mail), Microsoft (MSN Hotmail, or Windows Live Mail) or Google (Gmail). 

WC Only accepts applications from those candidates who meet the minimum qualifications. All jobs have a minimum qualification section in the description. You should make sure that you meet these qualifications. 

No, application materials must be submitted by vacancy. There are search committees established for each search. 

Upon successful submission of the application, applicants will receive an email from [email protected] with a confirmation number. This confirms that your application was successfully submitted. Keep this number for  reference.

Until the search is closed/position is filled. Application information from one vacancy cannot be used to apply for another vacancy. 

Yes, 缅北强奸 conducts background checks on all potential hires. 

Some jobs are filled quickly while others may take a few months. Many factors go in to creating a timeline such as availability of the search committee members, applicant schedules, room availability, and others. Only applicants selected for an interview will be contacted.

No, only the most competitive applicants will be interviewed for a job. Each applicant pool is different, so you may be extremely competitive in one applicant pool but not another for the same job type because of different applicants in the different pools. Hiring officials will interview those candidates that are most qualified. Those who do not meet the minimum qualifications will not be interviewed. 

You may check the status of the position by visiting the Employment Page. All positions will remain open until filled. If a position is still listed, applications are still being accepted and/or reviewed. If a position no longer appears on the Employment Page, the position has been filled.

A representative from Human Resources will contact new, benefits-eligible employees with information about enrolling in benefits. 

After your employment forms have been submitted they take 48 hours to process. After this period contact theOffice of Information Technology, William Smith Hall, lower level to establish your email and other accounts.

You will need a 缅北强奸 ID card for access to many buildings on campus and for identification. After you have completed your payroll paperwork at Human Resources, you can get your photo ID, parking permit and key to office, if applicable, atPublic Safety, in Wicomico Hall, lower level.

Your WC ID card will permit you access to the s and any other fab-access buildings. You can also use your ID card to charge at the , pay for meals at or coffee and food at any of our (i.e. Java George, Martha鈥檚 Kitchen, Mondo Subs). In addition, your ID card will allow you to check out books from Miller Library. 

Yes, an employee鈥檚 spouse and dependents that are between the ages of 12-18 can be issued a WC ID card. Be sure to list them on your New Employee Information Sheet.pdf.After your paperwork has been processed, they should visitPublic Safetyto obtain a WC ID card.

To access your pay advice, log in to WebAdvisor and followthese simple steps. 

To find out what is going on around campus check out the campus calendar. Please forward events to Campus Events, ext. 7888.

The 缅北强奸 Employee Newsletter, the 缅北强奸 Post, is published monthly during the academic year and twice during the summer break. Please forward submissions, comments and questions to College Relations, ext. 7111.

Visit for information about local businesses, recreation, dining, shopping, arts and entertainment, government and coming events.

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• Ergonomic Risk Factors in the Office
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•  Occupational Safety and Health Administration (OSHA) eTool* illustrates simple, inexpensive principles that will help you create a safe and comfortable computer workstation.
•  Presented by United Health Care! Working at a desk all day can take a toll on your neck, shoulders and other muscles. Breaking up your workday with stretches and other physical activities can help you keep comfortable.
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• Visit the  for more tips, tools, and videos. 

For more information regarding the recruitment and employment of staff members please visit the Recruitment and Employment Procedures page.

Disciplinary Action Form

Disciplinary Action Form (fillable)

Disciplinary and corrective action is a process to help employees overcome poor job performance, strengthen work performance and achieve success. In the case of minor work performance problems a private discussion between the supervisor and the employee is the first step in the positive discipline procedure.

Supervisors should specify the job performance or conduct that is not acceptable and the actions necessary to correct the performance problem. Supervisors may use the Disciplinary Action Form to outline the problem and solutions.

In instances of serious poor job performance or of repeated minor performance issues, written notice will be given to the employee and made part of the employee鈥檚 permanent personnel record that is maintained by Human Resources. Failure by an employee to be responsive to such written warnings will lead to further disciplinary action including suspension without pay and/or discharge.

In the case of alleged serious misconduct, the employee will be suspended immediately (with pay) and required to leave the campus. Serious misconduct generally includes behavior or actions that could threaten the physical or mental well-being of members of the College community or the reputation or standing of the College.

If an employee under your supervision commits serious misconduct, please discuss the incident(s) with your department head and the Director of Human Resources. Supervisors must formulate an action plan to include an investigation and interview(s) with the appropriate personnel. All meetings, findings, and outcomes will be documented in the employee鈥檚 personnel record that is maintained by Human Resources. The employee will be given the opportunity to see any written notices reporting disciplinary actions or any evaluations in his/her personnel file.

• Personnel Change Personnel info changes (transfer, title, rate, and status changes, terminations)
• Disciplinary Action Form
• Report of Injury

• Performance Review Instructions
• Performance Review Form

Staff Performance Review Instructions 2015

Staff Performance Review Form:

Printable

Fillable

Word Document

WC鈥檚 Performance Review program provides the opportunity at least annually for an employee and supervisor to engage in a job performance interview which records performance recognition and improvement plans. It assists the supervisors in making decisions about merit increases, promotions and continuing employment. In addition, the appraisal process assists the College and its supervisors in the identification of training resource needs.

Important note: To save PDFs after typing within them, you will need the full version of Acrobat Reader. Contact the LAT Help Desk for more information.

Option 1

Use Acrobat Reader to view, fill-in and print the appraisal forms. It鈥檚 usually included with web browsers, such as Netscape and Internet Explorer, but if you need it, contact the LAT Help Desk.

Option 2

Use a full copy of Adobe Acrobat (Windows or Mac) to view, fill-in, print and SAVE the filled in form. This will allow you to reopen it later to make changes, or to exchange it with someone else for editing. Adobe Acrobat is keyserved鈥攄etailed instructions on using keyserved applications on Macs and PCs are available from the LAT Help Desk.

Option 3

Use Acrobat Reader to view and print the appraisal forms. Fill them out offline, as you would fill out any paper form (ink or typewritten)

is an online training library with detailed videos from professionals on a variety of topics from Conflict Resolution to software solutions. These videos are broken into easy to manage sections, allowing users to drill down to a specific topic and get the answers they need quickly. 

To register for access to Lynda.com, please visitOIT鈥檚 LinkedIn Learning. 

Below are some recommended training courses for Supervisors and Managers. Please note: You must be a registered user to access these courses. 

For more training courses visit the LinkedIn Learning . 

Three Keys to Successful Management

If an employee wishes to resign their position at 缅北强奸, they should submit a letter in writing to you (the supervisor) and a copy to the Director of Human Resources in a timely fashion (normally at least two weeks prior to the last day of work) to permit the replacement process to be undertaken and to provide for an organized transition. A date for departure should be discussed with the supervisor and mutually agreed upon.

An employee who plans to retire must notify you (the supervisor) and the Director of Human Resources as soon as possible. It can require three to four months to plan for the commencement of retirement benefits.

A supervisor or department head may discharge an employee after a recommendation for discharge and documentation of the reasons for recommended discharge have been reviewed and approved by the Director of Human Resources.

If the discharge of any employee has been approved, please schedule a meeting with the employee and the Director of Human Resources to inform the employee of the decision to terminate employment. The employee will be given an opportunity to respond and will be informed of the opportunity to file a written rebuttal with Human Resources.

With your assistance, the Director of Human Resources will provide a Discharge Letter identifying the reason(s) for discharge. If the employee is unavailable to receive the Discharge Letter, it will be mailed to the employee at the address on file with Human Resources. An employee who disagrees with the grounds for termination may submit a written rebuttal to the Director of Human Resources within five days of the date of the Discharge Letter. The employee may also file a grievance with the Chief of Staff.

At the time of voluntary or involuntary termination of employment, the employee should meet with you, and followed by a meeting with Human Resources. You should collect the employee鈥檚 ID, keys and other College property and prepare an Exit Interview Formfor the employee to sign. The employee should also complete an Exit Interview Questionnaire. 

Last, the employee should schedule an Exit Interview with Human Resources that will include a discussion of any continuation of benefits options available to the employee. At the time of the Exit Interview, the Exit Clearance Form must be submitted to Human Resources, all property must be returned to the College, the employee account must be cleared. Human Resources must have completed the exit interview prior to the last day of work so that the final paycheck can be released on time.