LatinX
Child Care Resource & Referral Mount Hood Community College
4.3 Rockwood, OR Job Details Full-time $73,602
$101,883 a year 3 hours ago Benefits AD&D insurance Paid holidays Disability insurance Health insurance Dental insurance Employee assistance program Vision insurance Life insurance Qualifications Culturally responsive teaching (DEI initiatives) English Driver's License Cultural competency Leadership equity initiatives Working with students from diverse cultural backgrounds Driving Inclusion support Classroom experience Teaching experience with young children Classroom Teaching Working with individuals from underserved communities Full Job Description Salary $73,602.

$101,883.

00 Annually Location Rockwood Market Hall, OR Job Type Full-time Job Number 2025-00126 Division Administration Department Child Care Resource and Referral Opening Date 06/26/2026 Job Summary and Responsibilities/Duties For best consideration, please submit application materials by July 14, 2026. To be considered for this role, please submit a complete application including Employment History, Resume & Cover Letter. In your Cover Letter, please tell us how your education and experience prepares you to meet the goals of this position. Eligible for a 5% bilingual differential for English and Spanish bilingual skills that meet department and/or community needs. Job Summary Provides regular reflective and relationship-based coaching to teachers and instructional leaders working in early childhood programs. Partners with teachers and administrators to meet classroom and program goals, best-practice standards and increase the level of job-embedded professional development. Partners to establishes a mindset of continuous quality improvement. Essential Duties Establishes and maintains ongoing collaborative relationships with early education programs and a range of educators to develop the most conducive environment for learning, reflection, and coaching. Integrates racial justice and equity principles into coaching strategies while conducting regular coaching sessions with educators and instructional leaders Partners with administrators and teachers to facilitate goal setting, data evaluation, and observation feedback. Collaboratively establishes action steps and identifies available resources through engaged data dialogues and reflective conversations. Supports continuous quality improvement in practice with a focus on program goals, standards and early childhood inclusive practices. Conducts regular direct observations of coachee in practice using formal and informal tools and provides feedback. Uses technology when appropriate to support programs and coachees through video review, feedback, and resource sharing. Provides mentorship, modeling, consultation and training when appropriate to strengthen practice implementation and reach collaborative coaching goals. Serves as a resource in identifying appropriate research-based strategies and interventions to improve outcomes for children and families. Uses coaching data to help inform training and technical assistance plans and goal setting. Coordinate and support networks and communities of practice for educators. Provides training for early childhood providers. Participates in coach mentoring and ongoing coaching professional development opportunities. Additional Duties Attends professional development trainings and events as appropriate. Performs all other duties as assigned.

Minimum and Desired Qualifications Minimum Qualifications Education:

Bachelor's degree in early childhood education, human development, child and family studies, social work, sociology, psychology or related field; OR a Step 10 on the Oregon Registry and coursework in age three to five development; OR Associate's degree WITH the ability to obtain a Bachelor's degree in early childhood education, human development, child and family studies, social work, sociology, psychology or related field within four (4) years of hire

Experience/Training:

Minimum (5) years of experience teaching in, coordinating, or coaching in an early childhood program, including at least two (2) years of experience in leadership role Teaching experience will only count for a maximum of three (3) years of experience Current driver's license, insurance, and access to reliable automobile during work hours for transportation to off-campus sites. Must have at least t (3) years of driving history Experience incorporating diversity, equity, and inclusion practices into teaching and coaching methods Advanced knowledge of and experience working with the LatinX communities demonstrated by knowledge of the traditions, values, and customs of LatinX communities as well as the ability to identify specific examples of experience working directly with individuals and families who identify as Spanish Bilingual skill with oral and written fluency in English and Spanish At the college's discretion, additional education/experience above may be substituted for experience/education on a year-for-year basis.

Other Qualifications:

Possession of, or ability to obtain, an Oregon Registry Master Trainer Certification within one (1) year of hire Must be able to travel throughout the county and to other required opportunities, including overnight and/or on weekends on occasion and with ample notice Must be able to enroll in the Oregon Central Background Registry prior to beginning employment and enrollment must be maintained throughout employment Must complete required Oregon Department

Education Early Learning Division Self-Study Trainings within 30 days of hire Preferred Qualifications Experience using or training in Practice Based and/or Transformational Coaching in early childhood settings Training in Practice Based and/or Transformational Coaching in early childhood settings.

Knowledge of early learning quality assessment tools preferred, including: Classroom Assessment Scoring Scale (CLASS™) Environmental Rating Scale(ERS) (specifically, Early Childhood Environmental Rating Scale-3 and Family Child Care Environments Rating Scale Program Assessment Scale (PAS) Knowledge of child assessment and screening tools preferred, including: Teaching Strategies Gold Teaching Pyramid Observation Tool Ages and Stages Questionnaire Ages and Stages Questionnaire-Social Emotional Additional Qualifications and/or Knowledge, Skills and Abilities (KSAs) Knowledge, Skills and Abilities Knowledge of how children birth to five learn within the context of ongoing, meaningful relationships with important adults in their lives Knowledge and understanding of the needs of preschool children, their families, and those who work with them Knowledge of how programs engage families in partnerships Knowledge of effective teaching practices Ability to engage and support families with diverse languages and cultures Demonstrated knowledge and understanding of issues surrounding systemic inequity, systemic racism and the ongoing pursuit of methods to address these both individually and within group process Knowledge of inclusive practices in preschool programs Knowledge of how to best support the early learning workforce in all settings Effective techniques of adult learning and relationship-based coaching practices Ability to plan, organize, and effectively manage time Ability to build collaborative partnerships with stakeholders, and provide services that are culturally competent and appropriate to the needs of the target audience Ability to independently perform the duties of the position efficiently and effectively Ability to communicate formally and informally with a wide range of contacts and demonstrate tact, diplomacy, empathy, and friendliness in dealing with people under stressful conditions, either by phone, through video or in person Ability to work respectfully with individuals of all cultures, backgrounds, perspectives, and abilities Ability to use equipment necessary to carry out job responsibilities such as, but not limited to, computer and virtual training software, cell/telephone, projectors, digital cameras, and video recorders Working Conditions and Important Information Working Conditions This position may be eligible for remote work on a hybrid basis upon approval. Works in a variety of office and classroom settings. As necessary to meet workload demands, works outside of typical schedule, including flexible evening/weekend hours. Work requires travel to off-campus locations and periodic weekend or overnight trips with advance notice. Work is sometimes performed in an emotional and stressful environment Salary Placement Initial salary placement will be based on years of relevant full-time equivalent experience at the sole discretion of the College, per the guidelines in the Collective Bargaining Agreement and in accordance with all applicable state and federal laws. Please include all relevant full and part-time experience (including unpaid and volunteer experience) in your application that you want the College to review towards potential placement. Hired employees will not have an opportunity to update past experience or appeal initial placement after the time of hire. Mt. Hood Community College Classified Employee Benefit Summary The following is a brief description of the benefits offered by Mt. Hood Community, this is intended to be a summary only

any errors or omissions are unintentional.

Please refer to benefit booklets, plan documents, college policy and regulations for more detailed information. Greater detail regarding fringe benefits is available in the Classified Association Bargaining Agreement.

COLLEGE PAID BENEFITS

Health Benefit Options MHCC is a member of the Oregon Educators Benefit Board (OEBB) which administers Medical, Dental, Vision, Life Insurance, Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD) and Employee Assistance Plan (EAP). New employee Fringe Benefits are effective the first day of the month following date of employment. Available medical, dental and vision plans and rates are available on the MHCC intranet, under Human Resources/Benefits. MHCC will only pay the premium portion for medical, dental and vision coverage for your spouse/domestic partner and/or eligible dependents if they are not covered under another policy. If you elect to have double coverage for a spouse/domestic partner or eligible dependent, you will be required to have the premium associated with the double coverage deducted out of your payroll check each month.

Important Retirement Information:

Make sure you are enrolled in the medical, dental and/or vision plans you want when you retire. Retirement is not considered a Qualified Status Change (QSC) so you cannot add or change plans at the time of retirement. In order to ensure that a spouse/domestic partner and/or eligible dependent can be covered when you retire you will need to enroll them on MHCC's policy at the open enrollment period prior to your retirement date even though they may be covered under another policy. The College will waive the double coverage premiums when an employee is adding a spouse/domestic partner and/or eligible dependents during open enrollment period prior to the employee's anticipated retirement date for that plan year. Other College Paid Insurances Life Insurance=Coverage = $50,000 Accidental Death & Dismemberment (AD&D) Coverage = $50,00 Long Term Disability (LTD) Approved benefit claims begin after 90-day elimination period. Maximum benefit is 66 2/3 of monthly salary; benefit may be adjusted based on other income received by retirement benefits. Public Employees Retirement Plan (PERS) Consistent with PERS rules, the employee contributes 6% of their gross salary into an Individual Account Program (IAP) with PERS. The contribution is set up automatically. At the time of retirement, based on one of the following programs, a monthly pension benefit is calculated. Please refer the Public Employees Retirement System (PERS) website for detailed information on retirement benefits: http://oregon.gov/PERS/. Public Employees Retirement System

Tier One/Tier Two Hired by a PERS employer before August 28, 2003 and have an active account. Oregon Public Service Retirement Plan
OPSRP Hired on or after August 28, 2003 and do not have active account in the PERS Program.

Tuition Waiver Plan The College will maintain the Tuition Waiver Plan for employees, their spouses, and their dependents through age 23 who qualify as dependents. Employees and their spouse/domestic partner will pay only course specific fees. Instructional fees for work-related classes taken by an employee at the request of the supervisor will be waived. Employee Assistance Program (EAP) MHCC's Employee Assistance Program (EAP) is through Canopy which provides services to help people privately resolve problems that may interfere with work, family, and other important areas of life. The EAP provides FREE (no charge for utilization) and confidential services to employees and their dependents, living at or away from home, and all household members, related or not. MHCC employees, spouses/domestic partner, dependents and their eligible household members have eight (8) free EAP services per new issue, including relationship, family, stress, anxiety, and other common challenges. Employees must get a referral from the EAP for each issue for services to be covered. Find more information about our Employee Assistance Program (EAP) here. Use of MHCC Swimming Pool Full-time employees and dependents have free access to the MHCC swimming pool during open recreation sessions. Swimming classes through the American Red Cross Learn-to-Swim program are not free under the tuition waiver plan or the swim pass. Employees are responsible to pay for the classes. Vacation Scheduling and Use of Vacation Leave Vacation time may be taken only with the prior approval of the supervisor and cannot be granted before it is accrued unless it is to the mutual benefit of the College and the employee. All employees must request vacations to the employee's supervisor in writing not less than two (2) weeks in advance for approval to use more than two (2) days, and not less than one (1) week in advance when requesting two (2) days or less. This advance notice requirement may be waived in the sole discretion of the employee's supervisor.

R evised:

3/21/2025 A department may delineate specific periods during the year when, due to operational need, vacations may not be approved. Outside of those periods, if a vacation request is denied, the employee and supervisor will immediately discuss a reasonable alternative time for vacation. If the delay results in an employee's accrual exceeding maximum limits as defined in the chart below, during the next three months, the employee will be paid forty (40) hours of vacation in their next regular pay distribution. The hours paid will be deducted from the accrued vacation time. Vacation Accruals Vacation time will begin accruing from the first day of employment with the College. Classified employees will accrue vacation on a monthly basis. The vacation accrual rates are as follows for full-time employees who remain employed for twelve (12) months. Employees working less than twelve (12) months or less than full-time will accrue vacation on a prorated basis, based on the percentage of full-time worked or the percentage of the year worked by the employee. An employee's total balance of accrued vacation may not exceed two (2) times their annual maximum accrual rate. Separation from Employment In case of an employee's termination or resignation, accrued vacation pay will be included in the employee's last check except if the employee has not completed their probationary period. Sick Leave At the time of hire, employees will receive eighty (80) hours of sick leave. Thereafter, employees will accrue sick leave at the rate of one (1) day per full month worked. Sick leave will be available to employees as it is accrued. Those employees who are not employed on a twelve (12) month basis will accrue sick leave on a prorated basis of actual time worked. 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