Job description
PRIMARY JOB FUNCTION(S):
- Provides full speech and language assessment and evaluation, direct and consultative services, as mandated through the IEP process and directed by the local school jurisdiction.
- Follows COMAR as it relates to services, documentation, licensure and billing requirements. (school)
- Develops IEP goals and objectives that meet the individual needs of the student or client
- Participates in state testing practices.
- Maintains in compliance regarding required documentation standards
- Provides feedback, direction and staff training in regards to the use of assistive technology and audiological services in collaboration with the associated system.
- Consults with parents and other professionals to guide and collaborate speech and language related needs
- Consults with other staff in the development and implementation of programs for remediation as needed.
- Provides yearly audio metric, Individualized Educational Plan (IEP) screenings for students at Chimes School.
- Participates as a member of the Team Meeting as required.
- Attends and participates in inservice training, staff meetings, and other activities to facilitate professional development.
- Attends work regularly according to assigned work schedule and in accordance with Agency policy.
- Works cooperatively with others including all staff, supervisors, administrators, co-workers, individuals served, community professionals, customers, vendors and the public.
- Follows instructions.
- Is a positive role model for individuals served and Agency staff.
- Contributes to a work atmosphere in a manner which is positive, enthusiastic, respectful and courteous.
- Uses technology for the completion of specified job duties.
Assumes other duties, responsibilities and special projects as needed
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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)
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