156-215.81 candidate - Check Point Certified Security Administrator R81 Updated: 2024

• After all interviews are complete and candidates have been evaluated, the top candidate is selected for employment based on qualifications, knowledge, skills and abilities related to performing the essential functions, duties and responsibilities of the position. Once this candidate has been selected, the hiring supervisor first contacts the head of the Human Resources department to confirm salary and other details of the employment offer.

• Following the confirmation from HR, the supervisor makes a conditional verbal offer of employment to the final candidate. It is imperative to make it clear to the candidate that the offer is contingent upon favorable reference and background check results as conducted by the Human Resources department based on information provided in the Application Form. The hiring supervisor should also inform the candidate that a written offer letter will be provided. The letter will notify the candidate to confirm his/her acceptance within one week of its receipt.

• Upon receiving verbal acceptance from the candidate, the hiring supervisor must notify HR as soon as possible by submitting the Personnel Status Change Form. This form will communicate the selected candidate’s information (i.e., full name, address, title, salary, start date, etc.) to HR.

• Upon receipt of the Personnel Status Change form, HR will use the information provided to prepare and e-mail a standard University offer letter to the selected candidate, with a copy to the supervisor.

• When the selected candidate’s signed offer is returned, HR will send notification to all remaining applicants notifying them that an applicant was chosen and the search is now closed. Alternatively, the supervisor/committee may choose to send a separate e-mail to the candidates who were interviewed but not chosen for the position (see example below). If so, the supervisor/search chair should forward that verbiage and a list of the candidates to HR. All e-mails are stored in AppicantPro for easy tracking.

Employment paperwork will be provided via e-mail to the applicant, and the background investigation will also be initiated at this time. Once the process is complete, the hiring supervisor will be notified. Please note the background check typically takes 10 working days. Per University policy, the selected candidate is not permitted to begin work until it is complete.

Sample e mail communication

Dear Candidate:

Thank you for your interest in Wilkes University and the position of __________. The Search Committee enjoyed meeting with you and appreciate the time you took to visit our campus to discuss this position with us.

We have carefully evaluated the credentials of all of our applicants. While we were impressed with your talents and accomplishments, we believe the strengths and qualifications of the candidate we have chosen more closely match the needs for this position.

I wish you the best in your job search and all future endeavors. Thank you again for your interest in Wilkes University.

Best,

Name
Title and
Chair of the Search Committee

Everyone in the education world is talking about the trouble filling teaching positions. States including Idaho and Arizona have been so challenged that to solve the problem they’ve changed the definition of teacher to “any person with a pulse and a bit of college under their belt.” Most states considered filling teacher positions a full-blown crisis even before the pandemic and The Great Resignation hit.

What we haven’t heard about is trouble finding people to fill positions in school administration.

Anecdotally, some areas report having slimmer pickings for openings that occur. At the moment, actual reported stories of such gaps are few and very local.

But public school administrators generally come from the ranks of classroom teachers, and since those ranks have been thinning, the prospects for future administrators may be a problem as well.

Just as future teachers come from the ranks of students who have twelve years to observe the job, administrator candidates have years to watch the job through the work of their own building administrators. And just as the last few years have diminished the attractiveness of teaching, administrative positions have also suffered. The only major difference is that, unlike teaching, the salaries for administrators in some districts are attractive enough to draw people to the job for all the wrong reason.

After entering the era of high stakes testing, one of my former principals described the job as having “all the responsibility with none of the power.” They have to manage staff and students. They’re responsible for keeping tests scores up. They have had to navigate the pandemic, and they must increasingly deal with a public angry over “critical race theory,” LGBTQ issues, and the books in the school library.

School and district leadership matters. Principals and superintendents on the ground determine what kins of impact state and federal policy will have on classroom teachers. School leadership determines, implicitly or explicitly, what the values of the school will be. It sets a tone for the school culture. It is often the difference between teachers who go and teachers who stay.

The “teacher shortage” developed slowly over time, and policy makers have been slow to react. A failure to recruit and retain top talent for administrative positions will have a debilitating effect on schools. That crisis may be just over the horizon (some teachers suffering under poor administrators will tell you it’s already here), but if nobody is paying attention, it will catch states flatfooted in the face of one more big challenge.

Ron DeSantis is a Republican politician who currently serves as the 46th governor of Florida. From 2013 to 2018, DeSantis previously served in the House of Representatives for Florida's 6th district. He is widely seen as a major conservative political leader and a possible 2024 Republican presidential contender.

Before entering politics, DeSantis was a Navy lieutenant, an advisor for SEAL Team One, and was later deployed to Iraq. In 2008, he was appointed to the U.S. Attorney's Office in the Middle District of Florida to serve as a Special Assistant attorney until 2010. DeSantis received his undergraduate degree at Yale and graduated from Harvard Law School.

During his tenure in Congress, DeSantis gained a reputation as an ardent defender of President Donald Trump by opposing Special Counsel Robert Mueller's investigation. In 2018, he won the Florida gubernatorial campaign against Democratic Tallahassee mayor Andrew Gillum by a thin margin, triggering a recount. DeSantis would go on to win the governorship by a 0.4% margin.

DeSantis's stardom in conservative politics took off partly due to the coronavirus and vaccination policies he implemented in Florida during the pandemic. He prohibited private businesses from enforcing face masks and vaccination requirements. He received praise from conservatives such as Trump but was criticized by those on the left, including Gov. Gavin Newsom of California. In October 2021, Florida recorded the lowest COVID-19 daily average case per 100,000 residents in the United States, according to the state government.

DeSantis also signed a law prohibiting educational instructors from teaching students about sexual orientation or gender identity from kindergarten to the third grade. Critics of the bill have referred to it as the "Don't Say, Gay Bill." After the bill's passage, Disney admonished the Florida government and vowed to help fight the law in court. As a result, DeSantis stripped "Walt Disney World" of its self-governing status in the state. During the 2022 Florida gubernatorial election on November 8th, 2022, Desantis was reelected by nearly 60% of the electorate.