Delaware 4-H Club issued the following announcement on Feb. 11.
Assist in the day-to-day planning and management of Delaware County 4-H and youth program. Work with youth, volunteers, and other staff to plan, implement, and evaluate a progressive series of educational programs and experiences that work toward multiple life skill outcomes. This position is up to 40 hours per week and average of 30 hours per week for 11 weeks, up to total maximum of 300 hours. Some occasional evening hours may be required.
Qualifications for Employment
Must be age 18 or older and possess valid driver’s license. Familiarity with Delaware County fair activities and 4-H youth program required. Must be able to be approved under ISU Extension child protection policy and background check. Basic computer skills including word processing and data entry required; text layout and design experience preferred. High school diploma required; post-secondary studies in youth development, public relations, or related fields preferred.
View the full Summer Youth Program Assistant Job Description here.
E-mail cover letter, resume, job application and 3 professional references to Jade Hargrafen at firstname.lastname@example.org.
No applications or inquiries by phone, please.
Application deadline is March 14, 2019.
Iowa State is an Affirmative Action / Equal Opportunity Employer
Non-Discrimination & Affirmative Action Statement
All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity, genetic information, national origin, marital status, disability, or protected veteran status and will not be discriminated against. Inquiries can be directed to the Office of Equal Opportunity, 3410 Beardshear Hall, 515 Morrill Road, 515 294-7612, email email@example.com.
Iowa State University 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)
Original source can be found here.