Core French

Halton District School Boards; Oakville; On-site; CAD 52,000 - 68,000; Full time

Job summary

Halton District School Board is hiring for an Elementary Long Term Occasional opportunity for the 2026/2027 school year. The 1.0 Core French position runs September 8, 2026 to November 6, 2026 and is split between two Oakville schools: James W. Hill PS (0.67) and Joshua Creek PS (0.33).

Applicants must have FSL Part 1. The board emphasizes inclusive hiring practices and will communicate with shortlisted applicants via email through Apply To Education or HDSB accounts.

Qualifications

• 1.0 Core French position
• FSL Part 1 qualification required

Skills

Core French

Education

FSL Part 1

Job description

ELEMENTARY LONG TERM OCCASIONAL OPPORTUNITY

2026/2027 SCHOOL YEAR

LTO Term: September 8, 2026 to November 6, 2026

1.0 Core French

Qualification Requirements: FSL Part 1

Please note that this a 1.0 Core French position split between two schools in Oakville.......0.67 Core French at James W. Hill PS and 0.33 Core French at Joshua Creek PS

We thank all applicants for their interest in opportunities with the Halton District School Board. Contact will be made with applicants whose experience and qualifications most closely match the requirements of the position. Communication with short-listed applicants will ordinarily be made through email addresses provided on applicants' Apply To Education profile page or through applicants' HDSB email addresses. Please ensure that contact information provided at the time of application is current.

First consideration for posted vacancies will be given to qualified applicants from the employee group in which the vacancy occurs.

Memo - AI Use in Interviews

Applicant Self Identification Questions:

As part of the recruitment and selection function, the HDSB will collect voluntary self identification data from applicants in accordance with the Ontario Human Rights Code, HDSB’s Teacher Hiring Practices Administrative Procedure, and Ontario’s Anti Racism Data Standards:

Personal information on this form is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56. In accordance with HDSB’s Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce. It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process. Encouraging diversity of the workforce in the school board is vital because the workforce should be reflective and representative of the community.

Although hiring policies must adhere to the qualification requirements set out in applicable Regulations (eg. Regulation 298, “Operation of Schools – General”) and any applicable collective agreement provisions, the Board recognizes the importance of the following when developing its selection and evaluation criteria:

• valuing applicants’ additional experience, lived experience, skills, backgrounds and perspectives;

• granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.

We encourage you to complete our voluntary applicant self-identification questions. This data will inform our understanding of the diversity of our applicant pool as well as the progress of applicants throughout the hiring process. This data will inform our goals, strategies and actions and our progress towards creating and sustaining an equitable workforce. Be advised that any information that you provide in response to these questions may be referred to during the hiring process for this position, and may be shared with the hiring manager and/or committee members responsible for the hiring process.

The section includes questions from Ontario’s Anti-Racism Data Standards (Standards, 2017). The Standards were established to help identify and monitor systemic racism and racial disparities within the public sector. The Standards establish consistent, effective practices for producing reliable information to support evidence-based decision-making and public accountability to help eliminate systemic racism and promote racial equity (adapted from Ontario’s Anti-Racism Data Standards, 2017).

Questions about this collection may be directed to Dixon Mohammed, Manager of Staffing and Recruiting at [e-mail].

Accommodation:

Upon request, we will provide reasonable accommodations for candidates who have temporary or permanent disability, or who otherwise require accommodations based on the protected grounds highlighted in the Ontario Human Rights Code in respect to the recruitment and selection process.

Wellness:

The HDSB is committed to providing a respectful and healthy work environment.