Are you passionate about serving students and families in a well established virtual environment? South Carolina Learns, established in 2013, provides fully accredited, top-notch education for grades K-12 through Cyber Academy of South Carolina (CASC) and Heron Virtual Academy of South Carolina (HVASC). We provide an individualized virtual education so students are prepared to enter the workforce or continue with postsecondary education regardless of circumstance.
The Student Attendance Coordinator ensures that school-age children are attending school regularly by following up with students that are new to the school and fail to log into class, communicating with students approaching 10 consecutive days absent, assisting both CASC and HVASC with attendance adjustments and excuses and maintaining incidents and absences in the State Powerschool system for both CASC and HVASC.
ESSENTIAL FUNCTIONS:Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
Coordinates school-wide attendance efforts and absenteeism prevention programming with a two-fold focus: 1) Educating families on the importance of attendance with a focus on prevention and 2) Intervening to fix the underlying issues that lead to absenteeism
Works with Data Analyst and Powerschool Compliance teams to ensure incidents are logged correctly for students and performs regular audits of the attendance for students, addressing errors in reporting.
Works with teachers to monitor student adherence to the school's attendance policies;
Emails, calls, and sends auto-dial notices to targeted student population;
Recommends families to the appropriate administrator for truancy intervention meetings as necessary;
Attends truancy meetings with school administrators
Ensures state compliance guidelines are met for student attendance, progress, and system logins
Ensures school policy and state requirements are met regarding all attendance withdrawals
Produces attendance/truancy reports for the school, county and state, as required
Works with families and teachers to develop individualized action plans to increase student attendance and engagement
Works with the Student Support Administrator, Head of School, and local school board to develop improved procedures that address attendance
Works with families and student support staff to prevent juvenile delinquency
Develops and implements educational workshops related to absenteeism for school staff and families
Assists staff on projects regarding student attendance/truancy
Required Education: High school diploma or GED
MINIMUM REQUIRED QUALIFICATIONS:
Two (2) years of truancy experience OR
Equivalent combination of education and experience
Knowledge of state school attendance laws and other pertinent laws regarding K-12 education
Knowledge of state-specific court procedures regarding truancy
Familiarity with online learning environment
Strong organizational and time management skills
Strong written and verbal communication skills
Microsoft Office Suite (Word, Excel, PowerPoint, Outlook, etc.)
Ability to travel 10% of the time
Ability to pass required background check
Preferred Qualifications:
Three (3) years of experience working with families in similar capacity, enrollment, or truancy
Post-secondary degree especially in Education, Counseling, Human Services, or related field of study.
Non-certified staff are compensated based on a combination of education and relevant experience. We offer state health benefits and retirement through PEBA as well as deferred compensation through Empower and supplemental plans through Colonial Life. Learn more: Working at CASC/HVASC
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
This is a full-time position. Ability to work independently, typically 40+ hours per week is required. Ability to maintain a professional home office without distraction during workday, typically 8-4 or as defined by the school.
The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.
South Carolina Learns is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.
Job Type
Board Employee
The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.
Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.
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)
