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Elementary French Teacher (French Immersion & French Core)

York Region District School Board
Aurora, Ontario (CA)
Closing date
Dec 9, 2023

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School Directory Link: website

At the York Region District School Board we can offer you a challenging and rewarding career in public education. We support teachers in their commitment to ensuring student success. We recognize the key difference that teachers make in the lives of all learners. We are looking for strong, capable teachers who have the desire "to advance student achievement and well-being through public education, which motivates learners, fosters inclusion, inspires innovation and builds community". The skills, talents and dedication that you bring will make the system stronger in its ability to meet the learning needs of students today and well into the future.

By completing the Elementary French Teacher online application, you are taking the first step towards joining an educational community that is committed to ensuring everyone has the opportunity to experience success. This application is for the centralized French Hiring Process for both French Immersion and French Core opportunities. This could include Occasional Teacher (OT), and/or Long Term Occasional (LTO), and/or Contract/Permanent. These opportunities may be effective for this current school year (2023/2024) and/or for the upcoming school year (2024/2025).

This posting may be reactivated at any time throughout the current school year, as hiring is determined by system needs.

If you are currently in the process of becoming qualified with the Ontario College of Teachers (OCT) (i.e. New Graduate, Internationally Trained Educator, etc.) we welcome you to apply to this posting prior to qualifications being confirmed on the OCT website. You would not be eligible to be added to the Occasional Teacher Roster until membership is confirmed.

Candidates are encouraged to review the French Teaching Selection Process page on the Board website for additional information regarding Hiring ProcessResources, and Frequently Asked Questions (FAQs).

Hiring Process Overview

  • French Language Assessment (FLA)
  • English Practicum (Written Submission) & English Interview
  • Reference Checks
    • Three (3) professional, supervisory teaching references (including full name, position title, work location/organization, and email address)
    • References are not contacted prior to the interview
    • Current YRDSB employees must provide current YRDSB supervisor as a reference

Examples of referees could include the following:

  • Principal/Vice-Principal that has supervised you and can speak to your teaching practice in the panel to which you are applying; and/or,
  • Faculty Advisor/Coordinator or Practicum Advisor that has observed and evaluated your teaching practice in a classroom setting; and/or,
  • Host/Mentor Teacher that has supervised you and can speak to your teaching practice in an elementary/secondary setting; and/or,
  • Professional reference who can speak to your teaching practice.

Qualifications and Requirements

  • Members in Good Standing or in the process of becoming Ontario College of Teachers (OCT)
  • French as a Second Language (FSL) or equivalent, based on OCT qualifications
    • Only applicable if hired into a Long Term Occasional (LTO) assignment or contract/permanent with YRDSB
    • French as a Second Language (FSL) AQ or equivalent must be obtained by August 31 of that school year
  • Primary, Junior, and/or Intermediate
  • Intermediate/Senior qualified only and plan to obtain Primary and/or Junior qualifications
  • If you are also applying to the Secondary Occasional Teaching position at YRDSB, you will only be eligible to be on one (1) of the two (2) panels

Centralized French Hiring Process

  • The purpose of this centralized French Hiring Process is to determine eligibility of candidates for French Immersion and French Core vacancies.
  • Candidates with a current satisfactory centralized interview on file, who are in the pool of candidates, will be prioritized for French positions. The pool of candidates is a list of candidates used to fill Occasional Teacher (OT), and/or Long Term Occasional (LTO), and/or Contract/Permanent positions.
  • Should there be no contract/permanent positions available, candidates may be considered for any LTO opportunities that arise.
  • To express your interest, in addition to submitting an application to the centralized French Hiring Process, candidates are required to apply for LTO's and Contract/Permanent positions currently posted on Apply to Education (ATE).

Current YRDSB Teachers

  • To be considered for the pool of candidates, you are required to submit an application to this job posting by May 3, 2024 . Applications submitted and processed after May 3, 2024 may be considered for French positions as they arise.
  • Contract/permanent teachers interested in teaching French should refer to the Regional Staffing Timelines on the internal portal/BWW.

Additional Information

  • If you are a current YRDSB employee (permanent or temporary/term) and are successful through the OT selection process, you will be required to remain in your current position until the next approved natural break (i.e. Winter Break, March Break, End of Term One, End of Semester). Note - this does not apply to LTO teachers being hired into permanent roles.

Equity, Diversity and Inclusion Statement

The York Region District School Board (YRDSB) believes in giving each and every applicant an equal opportunity to succeed on their own merit and we strive to hire staff that reflect and support the diverse perspectives, experiences and needs of students and communities. We remain committed to upholding the values of equity, diversity, and inclusion in our living, learning and work environments. We know that diversity underpins excellence, and that we all share responsibility for creating an equitable, diverse and inclusive Board-community.

Therefore, in pursuit of the Board’s values, we seek members who will work respectfully and constructively with differences and across the organizational hierarchy in actualizing the Board’s priorities, goals and principles outlined in the Director’s Action Plan. Candidates who have strong racial literacy practices and a commitment to dismantling anti-racism, anti-oppression, and creating identity-affirming spaces, in order to intentionally disrupt racist and hateful acts.

We actively encourage applications from members of groups with historical and/or current barriers to sovereignty, equity, including, but not limited to:

  • First Nations, Métis and Inuit peoples, and all other Indigenous peoples;
  • African, Black and Black Caribbean peoples (in alignment with Anti-Black Racism Strategy);
  • South Asian, East Asian, Southeast Asian, Middle East/West Asian, Latino/Hispanic (in alignment with YRDSB Workforce Census to address disproportionalities identified).
  • members of groups that commonly experience discrimination due to race, ancestry, colour, religion and/or spiritual beliefs, or place of origin;
  • persons with visible and/or invisible (physical and/or mental) disabilities;
  • persons who identify as women; and
  • persons of marginalized sexual orientations, gender identities, and gender expressions.

At YRDSB, we recognize that many of these identities intersect and therefore, equity, diversity and inclusion can be complex. We value and respect the contributions that each person brings to enriching the Board and are committed to ensuring full and equal participation for all in the communities that we serve.

Accessibility and Accommodation Statement

We also recognize the duty to accommodate and foster a culture of inclusion. Consistent with the principles of dignity, individualization and inclusion, we will make any appropriate accommodation based on any of the protected grounds in the Human Rights Code to support candidate participation in the hiring process. When contacted, candidates will be provided with an overview of the various elements of the hiring process, such as skills assessments, written practicum, presentation, interview, etc. If an accommodation is required, requests can be made in advance of any stage of the recruitment process. All information received relating to a candidate’s required accommodation will be addressed confidentially by the Recruitment and Retention Team. Please make this request to or a member of the Recruitment Team. If this position is a school based LTO/Contract Teaching position, please email the Principal directly to request the accommodation to be made at the school in collaboration with Human Resource Services, Disability Management Team.

Important Note for YRDSB Employees: If you have a current accommodation in place through Disability Management, please inform your Disability Management Case Manager to ensure that your accommodation needs can be met in the new role that you are pursuing. If invited to participate in the hiring process, and you are unable to perform the essential/bona fide requirements (e.g. physical, cognitive requirements), please notify the Recruitment Team by emailing to review next steps (in the email please reference the job title you are applying to).


Important Information for CUPE 1734 Members:


LA.11.7 Those twelve (12) month employees filling vacancies as a result of their applying to a job posting are to remain twelve (12) months at their position. Ten (10) month employees are to remain in their position until the end of the school year. This requirement can be waived with permission from the Superintendent responsible for Human Resource Services. This does not prevent employees from applying for a position or from applying for a promotion during the twelve (12) month period.


As a condition of employment, successful external candidates will be required to submit a current original Police Vulnerable Sector Check (PVSC) from the police jurisdiction in which they reside or an Enhanced Police Information Check (E-PIC) through Sterling Backcheck prior to commencing employment with the Board. The PVSC and E-PIC documents are only valid if issued within the last six months. Candidates are not advised to obtain this document prior to an offer of employment. Should you go through the E-PIC process it is the candidates responsibility to download the results and provide a PDF copy to the Board upon instruction. Should you go through the PVSC process, it is the candidates responsibility to provide the results to the Board upon instruction.


Online applications are collected centrally at the Education Centre - Aurora and are monitored by Human Resource Services. All applications will be screened based on the required education, experience and qualifications as noted in the posting and job description and as reflected in the application. Only those candidates meeting these criteria will be eligible to participate in the selection process and only qualified candidates will be contacted.


The personnel file of all internal applicants will be reviewed as part of the selection process.


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