Positions within the Lake Worth Independent School District encompass a wide range of employment opportunities, from instructional roles like teachers and specialists to support staff such as administrators, custodians, and food service personnel. These roles contribute to the overall operation and educational mission of the school district. For instance, a vacancy for a high school math teacher or a need for a bus driver would both be considered employment possibilities within this context.
These opportunities are vital for maintaining a functional and effective educational environment within the Lake Worth community. They provide livelihoods for area residents, bolster the local economy, and ensure that the district can adequately serve its student population. Historically, public school systems have served as significant employers in many communities, and Lake Worth ISD is no exception.
The following sections will provide a detailed overview of how to find and apply for available positions, the types of benefits typically offered, and the overall work environment within the school district.
1. Available positions
Available positions represent the tangible embodiment of “Lake Worth ISD jobs.” The existence of vacancies within the district directly dictates the scope and nature of employment opportunities. A comprehensive listing of openings, ranging from teaching roles to administrative support, defines the immediate prospects for individuals seeking employment within the school system. Without specific, advertised vacancies, the concept of employment within Lake Worth ISD remains abstract. For example, the advertised opening for a bilingual elementary school teacher, or the announcement of a need for a new technology specialist, each signifies a concrete job prospect under the umbrella of district employment.
The accessibility and clarity of information regarding these open positions are crucial for attracting qualified candidates. The district’s website, job boards, and recruitment efforts play a vital role in disseminating this information. A readily available and regularly updated list of vacancies allows potential applicants to assess their suitability for different roles, understand the required qualifications, and prepare their applications accordingly. For instance, if a candidate seeks a counseling position, they must first identify if such a position is currently available within the district. Failure to effectively communicate open positions hinders the district’s ability to attract a strong pool of candidates, potentially impacting the quality of education and support services provided.
In essence, available positions form the foundation of the employment landscape within Lake Worth ISD. They represent the actual opportunities for individuals to contribute to the district’s mission and build their careers. Accurate and timely information about these positions is paramount for both job seekers and the district itself, ensuring a successful matching of talent with need and ultimately fostering a thriving educational environment. Challenges include maintaining an updated and user-friendly job portal and effectively reaching diverse segments of the potential applicant pool. This links directly back to the overall effectiveness of the district’s human resources strategy and its ability to achieve its educational goals.
2. Application process
The application process serves as the gateway to securing “Lake Worth ISD jobs.” It is the structured mechanism by which individuals formally express their interest in available positions and provide the district with information to assess their qualifications. The effectiveness of this process directly impacts the district’s ability to attract and hire suitable candidates. A streamlined and user-friendly application process encourages a broader pool of applicants, while a cumbersome or confusing process can deter qualified individuals from applying. For instance, a requirement to complete an extensive online application, including the submission of transcripts and letters of recommendation, is a standard part of the process. Delays or technical difficulties in accessing or completing the application can lead to a loss of potential talent.
A key component of the application process often involves an initial screening of submitted materials, followed by interviews for shortlisted candidates. This stage is critical for evaluating not only the technical skills and experience of applicants but also their alignment with the district’s values and culture. Background checks and reference checks are also standard procedures designed to ensure the safety and well-being of students and staff. A failure to conduct thorough background checks, for example, could have serious consequences for the district. The district might require a sample lesson for teaching positions, or a practical exam for maintenance positions.
In summary, the application process is a fundamental component of filling roles within Lake Worth ISD. A well-designed and efficiently executed application process is not merely a formality but a crucial element in ensuring that the district attracts and selects the most qualified individuals to support its educational mission. Challenges include balancing the need for thorough vetting with the desire to create an accessible and applicant-friendly experience. The outcome of this process ultimately shapes the quality of personnel within the district, which directly influences the quality of education provided to students.
3. Required qualifications
Required qualifications are intrinsically linked to “lake worth isd jobs” because they serve as the baseline criteria for candidate eligibility. These qualifications, stipulated by the district, state and federal guidelines, determine who is even considered for open positions. Without meeting these prerequisites, an individual cannot proceed through the application process. For example, a teaching position invariably demands a valid Texas teaching certificate, specific endorsements for the subject matter, and potentially a minimum number of years of experience. Failing to possess these renders an applicant ineligible, regardless of other attributes they may offer.
The establishment of required qualifications stems from a need to ensure competence and maintain standards within the educational system. These stipulations are not arbitrary; they are intended to safeguard the quality of instruction, student well-being, and the district’s overall performance. Consider the requirement for bus drivers to hold a Commercial Driver’s License (CDL) with specific endorsements. This ensures they possess the necessary skills and knowledge to operate large vehicles safely, directly impacting student safety. Furthermore, administrative positions often mandate specific degrees or certifications in educational leadership, reflecting the complexity of managing educational institutions.
In essence, required qualifications represent a critical control mechanism that dictates the pool of potential employees for Lake Worth ISD. They ensure that individuals entering district employment possess the fundamental skills, knowledge, and credentials necessary to perform their duties effectively and ethically. Challenges arise in balancing stringent requirements with the need to attract a diverse and qualified applicant pool, particularly in fields facing workforce shortages. The effectiveness of these requirements directly impacts the quality of education and support services provided to students within the district.
4. Employee benefits
Employee benefits are a critical component of total compensation associated with jobs within Lake Worth ISD. The availability and quality of these benefits directly influence the attractiveness of employment opportunities. A comprehensive benefits package can serve as a significant incentive for attracting and retaining qualified personnel. For example, access to affordable health insurance, including medical, dental, and vision coverage, addresses fundamental needs for employees and their families. Retirement plans, such as participation in the Teacher Retirement System of Texas (TRS), provide long-term financial security, demonstrating the district’s commitment to employee well-being beyond their active employment. Furthermore, paid time off, including vacation days, sick leave, and holidays, enables employees to maintain a healthy work-life balance, reducing burnout and fostering a more productive workforce. The absence of competitive benefits, conversely, diminishes the allure of employment opportunities within the district.
Beyond the standard benefits, Lake Worth ISD may offer additional perks to enhance employee satisfaction. These could include life insurance, disability insurance, employee assistance programs (EAPs) providing mental health and counseling services, and opportunities for professional development. Access to professional development opportunities, such as workshops and conferences, empowers employees to enhance their skills and advance their careers, contributing to both individual growth and the overall improvement of the school system. Likewise, tuition reimbursement programs incentivize employees to pursue further education, creating a more knowledgeable and skilled workforce. Without adequate benefit structures, a high turnover may cause a deficiency in the districts staffing.
In summary, employee benefits are not merely an add-on to compensation, but a crucial element in the overall value proposition associated with employment at Lake Worth ISD. A robust benefits package attracts qualified individuals, fosters employee loyalty, and contributes to a positive work environment. The challenge lies in balancing the cost of benefits with the need to remain competitive in the labor market, while also ensuring that the benefits offered meet the diverse needs of the employee population. Effective management and communication of these benefits are essential to realizing their full potential in attracting and retaining top talent, ultimately supporting the district’s educational mission.
5. Salary schedules
Salary schedules are fundamentally linked to employment within Lake Worth ISD. These schedules establish the compensation framework for all positions, impacting recruitment, retention, and employee satisfaction.
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Transparency and Predictability
Salary schedules provide a transparent and predictable system for determining employee compensation. Typically structured around years of experience and educational attainment, they ensure that individuals in similar roles receive equitable pay based on objective criteria. For instance, a teacher with five years of experience and a master’s degree will be compensated according to a predetermined point on the schedule. This transparency fosters trust and reduces perceptions of unfairness, thereby improving employee morale and minimizing disputes related to compensation.
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Attracting and Retaining Talent
Competitive salary schedules are essential for attracting and retaining qualified professionals within Lake Worth ISD. The district must offer compensation that is comparable to or better than that of neighboring districts to secure the best talent. A salary schedule that lags behind competitors can result in difficulty filling positions and increased employee turnover, which negatively impacts the continuity and quality of education. Offering competitive salaries enables the district to recruit experienced and highly qualified educators, administrators, and support staff, which directly benefits students.
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Budgeting and Financial Planning
Salary schedules are critical for the district’s budgeting and financial planning processes. They provide a clear understanding of personnel costs, which constitute a significant portion of the overall budget. By knowing the salaries associated with different positions, the district can accurately forecast expenses and allocate resources effectively. This predictability is essential for managing taxpayer dollars responsibly and ensuring that the district can meet its financial obligations. Changes to the salary schedule, such as cost-of-living adjustments or merit-based increases, must be carefully considered in light of the district’s financial constraints and strategic priorities.
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Incentivizing Professional Growth
Well-designed salary schedules can incentivize professional growth and development among employees. By offering higher compensation for advanced degrees, certifications, or specialized training, the district encourages educators to continuously improve their skills and knowledge. This not only benefits individual employees but also enhances the overall quality of instruction within the district. For example, a teacher who earns a National Board Certification may be eligible for a salary increase, recognizing their commitment to excellence in teaching. This approach fosters a culture of continuous improvement and supports the district’s efforts to provide students with a high-quality education.
In conclusion, salary schedules are integral to the employment ecosystem within Lake Worth ISD. They impact employee satisfaction, district competitiveness, financial stability, and the overall quality of education. Careful development and management of these schedules are essential for achieving the district’s strategic goals and serving the needs of its students and community.
6. Department locations
Department locations within Lake Worth ISD are intrinsically linked to employment opportunities. The geographic distribution of these departments across various campuses and administrative buildings directly influences where specific roles are situated and available. Understanding these locations is, therefore, crucial for individuals seeking employment within the district.
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Accessibility and Commute Considerations
Department locations impact the accessibility and commute for employees. Depending on the role, individuals may be assigned to a specific school campus, the district administration building, or various support facilities. The geographic location of these sites affects the daily commute, potentially influencing job satisfaction and retention. For example, a teacher assigned to a school on the outskirts of the district might face a longer commute compared to one working at a school closer to the city center. Similarly, support staff in maintenance or transportation might be based at a central facility serving the entire district. The practicality of the commute is a significant consideration for prospective employees.
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Role-Specific Assignments and Team Dynamics
The location of a department often defines the nature of the role and the team dynamics involved. Employees working at a school campus will interact primarily with students, teachers, and school administrators, fostering a close-knit educational environment. In contrast, those based at the district administration building will likely collaborate with colleagues across different departments, focusing on district-wide initiatives and policies. For example, a curriculum specialist located at the administration building will work with teachers from various schools, while a special education teacher will be embedded within a particular school’s special education team. The location thus shapes the daily interactions and professional collaborations of employees.
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Resource Allocation and Facility Infrastructure
Department locations are indicative of resource allocation and facility infrastructure within the district. Certain campuses may have more modern facilities, specialized equipment, or dedicated spaces for specific programs. For example, a high school with a well-equipped science lab or a state-of-the-art library offers different working conditions compared to a school with limited resources. Similarly, the administration building might house advanced technology infrastructure to support district-wide operations. Understanding these differences allows potential employees to assess the available resources and infrastructure relevant to their role. The availability of such resources can significantly impact an employee’s ability to perform their duties effectively.
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Community Engagement and Stakeholder Interactions
The location of a department influences community engagement and stakeholder interactions. Schools serve as hubs for local communities, providing opportunities for employees to interact with parents, community organizations, and local businesses. Employees working at school campuses are often directly involved in community events and initiatives. In contrast, those based at the administration building may interact primarily with district-level stakeholders, such as school board members, government agencies, and philanthropic organizations. This variation shapes the scope of external engagement for employees. A school counselor, for example, will engage with parents and local community groups, while a district superintendent will interact with policymakers and funding organizations. The nature and extent of community involvement are thus location-dependent.
In conclusion, department locations within Lake Worth ISD are not merely administrative designations but critical factors shaping the nature of employment opportunities. Considerations of commute, role-specific assignments, resource allocation, and community engagement all contribute to the overall attractiveness and suitability of a position. Therefore, understanding the geographic context of employment is paramount for individuals navigating the landscape of jobs within the district.
7. District culture
District culture significantly shapes the experience of working within Lake Worth ISD. It influences employee satisfaction, collaboration, and overall effectiveness, thus directly impacting the desirability and performance associated with available positions.
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Values and Beliefs
Core values and beliefs permeate every facet of the district, from classroom interactions to administrative decisions. These values, which may include student-centered learning, community engagement, and continuous improvement, determine how employees interact with each other, students, and the broader community. For example, a district that prioritizes collaboration may foster teamwork among teachers, encouraging shared lesson planning and problem-solving. Conversely, a district that emphasizes individual achievement may lead to a more competitive environment. The alignment of an individual’s personal values with the district’s stated values is a critical factor in job satisfaction and long-term commitment.
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Communication and Transparency
Effective communication channels and a commitment to transparency foster trust and understanding among employees. Open communication from district leadership regarding policies, decisions, and challenges creates a sense of shared purpose and empowers employees to contribute effectively. For example, a district that regularly updates staff on budget allocations and strategic initiatives promotes greater accountability and engagement. Conversely, a lack of transparency can lead to speculation, mistrust, and decreased morale. The availability of clear communication pathways and a culture of openness is essential for creating a positive work environment.
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Leadership Style and Management Practices
The leadership style and management practices employed by district administrators significantly impact employee morale and job satisfaction. Supportive and empowering leadership fosters a sense of autonomy and ownership among staff, encouraging innovation and collaboration. For example, principals who provide teachers with opportunities for professional development and encourage experimentation in the classroom contribute to a more dynamic and engaging learning environment. Conversely, autocratic or micromanaging leadership can stifle creativity and lead to resentment. The perceived quality of leadership directly influences the attractiveness of Lake Worth ISD jobs.
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Professional Development and Growth Opportunities
A commitment to professional development and growth provides employees with the skills and knowledge necessary to excel in their roles. Opportunities for ongoing training, mentorship, and advancement enhance employee capabilities and demonstrate the district’s investment in its workforce. For example, a district that offers tuition reimbursement for advanced degrees or provides regular workshops on innovative teaching strategies fosters a culture of continuous improvement. Conversely, a lack of professional development opportunities can lead to stagnation and decreased job satisfaction. The availability of growth opportunities is a significant factor for individuals seeking long-term career prospects within Lake Worth ISD.
These facets of district culture collectively shape the employment experience within Lake Worth ISD, directly impacting the appeal of available positions. A positive and supportive culture attracts qualified individuals, promotes employee retention, and contributes to the overall success of the district’s educational mission. Addressing cultural factors is, therefore, crucial for effective recruitment and management within the district.
8. Advancement opportunities
Advancement opportunities constitute a significant component of “lake worth isd jobs,” influencing both the attractiveness and the long-term value of employment within the district. The presence, or lack thereof, of pathways for professional growth directly impacts employee retention and the overall skill level of the workforce. For instance, a teacher may initially accept a position within the district. If that individual perceives limited possibilities for promotion to roles such as department head, instructional coach, or administrative positions, they may seek employment elsewhere, leading to turnover and a loss of experienced personnel.
The availability of advancement opportunities provides a tangible incentive for employees to invest in their professional development and contribute to the district’s success. Lake Worth ISD, for example, might offer leadership training programs, mentorship opportunities, or tuition reimbursement for advanced degrees. These initiatives not only enhance the skills and knowledge of employees but also cultivate a culture of continuous improvement within the district. A well-defined career ladder, outlining clear paths for advancement, allows employees to visualize their long-term potential and motivates them to excel in their current roles. Without such a structure, employees may feel stagnant, leading to decreased job satisfaction and reduced productivity.
In summary, advancement opportunities are not merely an optional perk but a critical element of a robust employment package within Lake Worth ISD. They directly influence employee retention, skill development, and the overall quality of education provided to students. Addressing the need for clear and accessible pathways for professional growth is essential for attracting and retaining top talent, ultimately contributing to the district’s long-term success. Challenges exist in balancing the aspirations of individual employees with the organizational needs of the district, requiring careful planning and resource allocation.
9. Contact information
Accurate and readily available contact information is a cornerstone of the employment process within Lake Worth ISD. It serves as the conduit through which prospective employees can seek clarification, resolve queries, and navigate the application process effectively. Without such accessibility, the potential for successful recruitment is significantly diminished.
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Inquiries Regarding Open Positions
Contact information facilitates inquiries about the specifics of available positions. Potential applicants require a means to obtain details beyond the job description, such as clarification on required qualifications, responsibilities, or departmental culture. A dedicated contact person or department ensures that these inquiries are addressed promptly and accurately, guiding candidates through the application process. For example, a prospective teacher may need to inquire about the specific grade level for an open position or the curriculum requirements. Timely responses to such inquiries can significantly influence an applicant’s decision to apply.
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Application Process Assistance
Navigating the application process can be complex, particularly for individuals unfamiliar with the district’s procedures or online systems. Contact information provides a crucial resource for applicants who encounter technical difficulties, require assistance with document submission, or have questions about deadlines. A designated helpline or email address can streamline the application process, ensuring that qualified candidates are not deterred by procedural hurdles. Consider an applicant facing challenges uploading transcripts; readily available contact information allows them to seek technical support and complete their application successfully.
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Follow-Up on Applications and Interviews
Following submission of an application or completion of an interview, contact information enables candidates to inquire about the status of their candidacy. While the district may communicate updates proactively, applicants often seek reassurance or additional information. A contact person or department provides a means for candidates to express their continued interest and gain insight into the timeline for decision-making. For example, an applicant who interviewed for a teaching position may wish to inquire about the next steps in the selection process. A timely and informative response can maintain the applicant’s engagement and demonstrate the district’s professionalism.
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Accessibility for Diverse Applicants
Contact information must be accessible to a diverse range of applicants, including those with disabilities or limited English proficiency. Providing multiple channels of communication, such as phone, email, and in-person assistance, ensures that all candidates have equal access to information and support. Translating key information into multiple languages and offering accommodations for individuals with disabilities can further enhance accessibility. A district that prioritizes accessibility demonstrates a commitment to inclusivity and attracts a broader pool of qualified candidates. For instance, offering TTY/TDD services for individuals with hearing impairments ensures that they can effectively communicate with the district’s recruitment team.
In conclusion, the accessibility and quality of contact information are critical determinants of success in attracting and recruiting qualified individuals to Lake Worth ISD. It serves as a vital link between the district and prospective employees, facilitating communication, resolving queries, and ensuring a smooth and inclusive application process. Prioritizing clear and readily available contact channels is essential for maintaining a competitive edge in the recruitment landscape and building a strong and diverse workforce.
Frequently Asked Questions Regarding Employment Opportunities within Lake Worth ISD
The following section addresses common inquiries pertaining to careers within the Lake Worth Independent School District. These questions and answers aim to provide clarity and guidance to prospective applicants.
Question 1: Where are available positions within Lake Worth ISD typically advertised?
Available positions are primarily advertised on the official Lake Worth ISD website, specifically within the “Careers” or “Employment Opportunities” section. Furthermore, postings may appear on general job boards such as Indeed, LinkedIn, and professional education websites. Checking the district website remains the most reliable method for accessing current openings.
Question 2: What are the standard steps in the Lake Worth ISD application process?
The standard process involves completing an online application through the district’s applicant tracking system. This includes submitting a resume, cover letter, and any required certifications or transcripts. Selected candidates will then be contacted for an interview, which may involve multiple rounds. Background checks are conducted prior to any final offer of employment.
Question 3: What qualifications are generally required for teaching positions within the district?
Teaching positions typically mandate a valid Texas teaching certificate appropriate for the subject and grade level being taught. A bachelor’s degree is the minimum educational requirement, and some positions may require specific endorsements or additional certifications. Prior teaching experience may also be a factor in the selection process.
Question 4: What types of benefits are offered to Lake Worth ISD employees?
Lake Worth ISD provides a comprehensive benefits package, including health insurance (medical, dental, and vision), participation in the Teacher Retirement System of Texas (TRS), paid time off (vacation, sick leave, holidays), and potentially life insurance and disability insurance. Specific details regarding benefits eligibility and coverage are available through the Human Resources department.
Question 5: How is the salary for positions within Lake Worth ISD determined?
Salaries are determined based on established salary schedules, which take into account years of experience, educational attainment, and the specific position. The salary schedule is typically accessible on the district website or through the Human Resources department. Salary negotiations are generally limited, as compensation is primarily governed by the schedule.
Question 6: How can individuals with disabilities request accommodations during the application process?
Lake Worth ISD is committed to providing equal employment opportunities and will provide reasonable accommodations to qualified individuals with disabilities. Individuals requiring accommodations during the application process should contact the Human Resources department directly to discuss their needs and request appropriate support.
These FAQs offer a general overview. Individuals are encouraged to consult official Lake Worth ISD resources for the most accurate and up-to-date information.
This concludes the FAQ section. Subsequent sections will provide additional insights into career opportunities within the school district.
Navigating Employment Opportunities
The following tips provide guidance to individuals seeking employment within Lake Worth ISD. These recommendations are designed to enhance the applicant’s prospects and ensure a successful transition into the district.
Tip 1: Thoroughly Review Job Descriptions.
Prior to submitting an application, carefully examine the specific requirements outlined in the job description. Ensure that qualifications, skills, and experience align with the stated needs of the position. Tailor application materials to address these specific requirements directly.
Tip 2: Highlight Relevant Experience and Skills.
Application materials should clearly demonstrate how past experiences and acquired skills relate to the demands of the targeted position. Use specific examples and quantifiable achievements to illustrate capabilities and contributions to previous employers. A resume and cover letter that prominently feature relevant qualifications will capture the attention of the hiring committee.
Tip 3: Research the District’s Mission and Values.
Gain a comprehensive understanding of Lake Worth ISD’s mission, values, and strategic goals. Incorporate this knowledge into application materials and interview responses, demonstrating a genuine interest in contributing to the district’s overall objectives. An understanding of the district’s culture indicates a proactive and engaged applicant.
Tip 4: Prepare for the Interview Process.
Anticipate common interview questions and formulate thoughtful, detailed responses. Practice articulating skills, experiences, and perspectives in a clear and concise manner. Research the interviewers and the school or department to which the position belongs. Preparation enhances confidence and demonstrates a commitment to the opportunity.
Tip 5: Obtain Letters of Recommendation.
Secure letters of recommendation from individuals who can attest to professional skills, work ethic, and character. Request recommendations from supervisors, colleagues, or mentors who possess firsthand knowledge of capabilities and contributions. Strong letters of recommendation provide external validation of an applicant’s qualifications.
Tip 6: Follow Up After Application Submission and Interviews.
Send a thank-you note to the interviewers expressing gratitude for their time and reiterating interest in the position. If a decision has not been made within a reasonable timeframe, follow up with the hiring manager to inquire about the status of the application. Polite and professional follow-up demonstrates persistence and continued interest.
Successful navigation of the employment landscape within Lake Worth ISD necessitates preparation, diligence, and a strategic approach. Adhering to these recommendations will increase the likelihood of securing a desired position.
The subsequent section will conclude the exploration of employment possibilities, offering final considerations for prospective applicants.
Conclusion
This exploration of employment within Lake Worth ISD has encompassed various facets, from available positions and the application process to required qualifications, benefits, salary schedules, department locations, district culture, advancement opportunities, and contact information. Each element contributes to the overall landscape of opportunities and impacts the attractiveness of employment with the district.
Prospective employees are encouraged to utilize the resources and insights provided to make informed decisions and navigate the application process effectively. The success of Lake Worth ISD is intrinsically linked to the quality and dedication of its personnel; therefore, diligent preparation and a commitment to the district’s mission are paramount. The continued pursuit of excellence within the district relies on attracting individuals who share a passion for education and a desire to contribute to the success of its students.
