Employment Opportunities

Applicants are encouraged to use the online School Spring system for applications Applicants for substitute positions at www.schoolspring.com.
Application for Employment:
Whitman-Hanson Employment Application (PDF) teaching jobs

For Substitutes:
The Whitman-Hanson Regional School District substitute teachers must hold an Associate's or Bachelor's degree.  Substitute teachers do not have to be certified in the field of education.

The Whitman-Hanson Regional School District prefers substitute aides to hold a high school diploma or equivalent.

Substitute candidates are to complete an application for and submit to the Central Administration Offices along with one letter of reference and any qualifications, credentials or transcripts required.  Once all paperwork is provided and reviewed, an interview will be scheduled for qualified candidates to meet with an administrator for an interview.  Upon hire, the substitute will be contacted by the Human Resources Department to complete human resources and payroll paperwork.

If you are interested in the prospect of substituting in the Whitman-Hanson Regional School District, or if you have any questions about it, call Central Office at 781-618-7412.  The Central Office is located at the Whitman-Hanson Regional High School, 600 Franklin Street, Room 200, Whitman, MA  02382.




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Applicants are encouraged to use the online School Spring system for applications. If you are unable to use this system, you may complete our MS Word or PDF application form. Please print out and complete the application form. Application for Employment: Whitman-Hanson Employment Application (PDF) Applications should be sent to: Mr. Jeffrey Szymaniak Superintendent of Schools Whitman-Hanson Regional School District 610 Franklin Street Whitman, MA 02382 or by email to: Michelle Lindberg .  The Whitman-Hanson School District does not discriminate on the basis of race, color, religion, national origin, gender, gender identity, disability, homelessness, or age in programs, activities, or employment.  All employees are required to have criminal offender records information (CORI) background investigation completed, the results of which may affect the District’s employment decision.  Fingerprinting is required under the new background checks law.

 

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