Job Summary

Under the general direction of the Director of the Child and Family Center (CFC), the Lead Teacher is responsible for the educational program for the Infant and/ or Toddler programs in the Child and Family Center, Department of Family and Consumer Sciences.

Key Responsibilities

• Oversees the infant and/or toddler classrooms serving children ages 3 months to 3 years - Maintain classroom ratios. Oversee and maintain a healthy and safe environment for children, all personnel, parents, and families. In the absence of the Director and Center Coordinator, assume responsibility for overall classroom management.
• Responsible for the creation, implementation, and maintenance of the educational curriculum and supports both indoor and outdoor environments.
• Mentors and oversees Instructional Teachers, Teacher Aids, Student Teachers, and Practicum Students daily.
• Coordinates with the Director in designing the classroom environment to meet Licensing and NAEYC Accreditation standards.
• Communicates and collaborates with parents on a daily basis.

Knowledge Skills and Abilities

The ideal candidate possesses comprehensive knowledge of key early childhood assessment and curriculum tools, including the Program for Infant/Toddler Care (PITC), Classroom Assessment Scoring System (CLASS), Environmental Rating Scales (ERS), Ages and Stages, and the Desired Results Developmental Profile (DRDP). They demonstrate strong communication skills, with the ability to read, write, and speak effectively. Their experience includes planning, implementing, and evaluating developmentally appropriate curriculum tailored to children aged 3 months to 3 years. Additionally, they maintain active involvement in professional organizations dedicated to supporting young children and their families, reflecting a commitment to ongoing professional growth and advocacy in the field.

Ability to communicate with an ethnically and culturally diverse campus community.  Ability to follow all university policies, procedures, and guidelines including but not limited to safety, civility, information security, and non-discrimination policies and procedures.  Ability to contribute to a positive university experience for each and every student and assist in achieving the university's commitment to a "vision of excellence."

Education and Experience

• Consistent with the state Child Development Permit Matrix, incumbents who possess an AA degree or higher must have completed the required units of supervised field experience. Incumbents without a degree must meet the specified days of experience within the last four years. This is roughly 6 - 12 months of experience.

• Equivalent to two years of experience performing support services for an instructional program and involving such activities as preparing, producing, dispensing, or storing materials, supplies, and equipment required for children ages 3 months – 3 years old.

• Bachelor’s degree in child development/family studies or related field; master's degree preferred.

• Infant/Toddler college course work units.

• Minimum three years supervisory experience in a childcare setting.

• Teaching experience in an NAEYC-accredited program preferred.

Physical Summary

• Medium work - Job involves lifting heavy-weight objects (20-40 pounds) and/or 20% - 40% of the job involves standing, squatting, kneeling, or walking. May require pushing or pulling objects within the weight limits.

Licenses / Certificates

• Possess or qualify for a Child Development Permit- Site Supervisor Level or higher from the State of California Commission on Teacher Credentialing.  Permit must be in place before start date and must be maintained as a condition of employment.

• Current CPR/First Aid Certification and California Child Care: Preventative Health and Safety Certificate.  Certificate must be in place before start date and must be maintained as a condition of employment.

Department

Family & Consumer Science

Classification

Early Childhood Teacher

Compensation

Salary placement is determined by the education, experience, and qualifications the candidate brings to the position, internal equity, and the hiring department’s fiscal resources.

Hiring Range: The hiring range for this position is $3,827 - $5,000 per month commensurate with candidate's education, experience, skills, and training.

CSU Classification Salary Range: The CSU Classification Salary Range for this position is $3,827 - $5,741 per month.

Time Base

1.0 time-base, 40 hours per week.

Duration of Appointment

This is a temporary position for 1 year with no permanent status granted. Temporary assignments may expire prior to the ending date.

Benefits

Excellent benefits through CalPERS (health, vision, dental), tuition fee waiver, generous vacation and sick leave, and 14 paid holidays each year.

Application Procedures

Click Apply Now to complete the CSULB Online Employment Application.

PLEASE FILL OUT THE APPLICATION COMPLETELY                                                                    

It is important that all sections of the on-line application are filled out completely and accurately. Please include all relevant education and experience. Your application will be used to determine whether you meet the minimum qualifications for this position.

Additional Information

The person holding this position is considered a 'mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 Revised July 21, 2017 as a condition of employment.

A background check (including a criminal records check) must be completed satisfactorily and is required for employment. CSULB will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position.

Due to the nature of this position, current CSULB employees are subject to a criminal record check unless they have successfully completed a criminal background check through CSULB within the past 12 months.

CSULB is not a sponsoring agency for staff and management positions (i.e. H-1B Visas).

California State University Long Beach expects respectful, professional behavior from its employees in all situations. Acts of harassment or abusive conduct are prohibited. Demonstrated appropriate professional behavior, treating others with civility and respect, and refusing to tolerate abusive conduct is expected of all employees.

Equal Employment Statement

Consistent with California law and federal civil rights laws, CSULB provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, national origin, or other protected status. CSULB complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.

Accommodations

We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact StaffHR-Accommodations@csulb.edu.

Out of State Employment Policy

California State University, Long Beach, as part of the CSU system, is a State of California Employer. As such, the University requires all employees upon date of hire to reside in the State of California.

As of January 1, 2022 the CSU Out-of-State Employment Policy prohibits the hiring of employees to perform CSU-related work outside the state of California.