Itinerant Teacher Deaf and Hard of Hearing

Position: Itinerant Teacher for Deaf and Hard of Hearing
ELEMENTARY LONG TERM OCCASIONAL OPPORTUNITY
2026/2027 SCHOOL YEAR
LTO Term:
September 2, 2026 to May 11, 2027
The successful applicant will be a part of an itinerant team that will work to support the language development and academic progress of students who are Deaf or Hard of Hearing, and to build staff capacity in meeting those needs.

Role

Work directly with students, Educational Assistants and Teachers to develop and implement individualized programs

Assess and remediate speech, language, auditory and academic skills

Monitor progress in the classroom and maintain communication with classroom teachers

Support school teams in the development of IEPs

In-service teachers, educational assistants and administrators on the needs of Deaf and Hard of Hearing students, and strategies to meet those needs

Assist with new student intakes and transitions

Liaise with school-based case managers and outside agencies

Monitor and assist with use of specialized equipment for Deaf and Hard of Hearing students

Support requests for equipment for students with Central Auditory Processing difficulties

Qualifications

The Deaf and Hard of Hearing qualifications - as per Regulation 298

The Deaf and Hard of Hearing, Specialist – preferred

Assets

Knowledge and experience in differentiating curriculum for students who are identified as Deaf or Hard of Hearing

Awareness of effective assessment and evaluation tools

Expertise with technology used by Deaf and Hard of Hearing students

Strength in collaborative planning

Demonstrated team and facilitation skills

Experience in facilitating staff development

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.

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.

Requirements
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…