Volume 24 Issue 1

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- Advertisers in this Issue
First Premium Placement: Harris Communications
Second Premium Placement: The Bionic Ear Experience
Third Premium Placement: NAD
Classified Section: Eight Employment Opportunities

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Contact information and disclaimers are at the end of this newsletter.
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- Article 1: DeafAndHardOfHearing - Part one of many parts
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My request for definitions of "DeafAndHardOfHearing" produced several interesting responses, but none was what I was really looking for ;-)

I use the run-on word to indicate a phrase that people speak as if it were a single word, and without thought to the implications of using the term. In this case, the word "DeafAndHardOfHearing" is meant to illuminate the tendency to group two distinct groups (Deaf people and hard of hearing people) together as if they were a single group. The term slides off the tongue with bewildering ease; we've all said it so many times that we no longer even think about what it means. And there's the rub!

We've reported that some members of the OHL (oral hearing loss) community have started to change the phrase a bit. Some are saying "Hard of Hearing and Deaf" to indicate that HOH people outnumber Deaf people by about 100 to 1. Others are using "Hard of Hearing or Deaf" to proclaim not only the relative numbers, but also to indicate that a particular individual is one or the other - either Deaf or hard of hearing - but not both.

I applaud both efforts as a simple way to begin to expose reality, and I've been trying to use the phrase "Hard of Hearing or Deaf" where appropriate. But I sometimes slip back into the oh-so-familiar "DeafAndHardOfHearing". The term is insidiously entrenched!

But the main problem with "DeafAndHardOfHearing" is far more serious than being simply linguistically inaccurate. The term is oppressive to hard of hearing people and other members of the OHL community. Stick with me here, because I need to establish a couple of premises before giving you the opportunity to arrive at that conclusion yourself.

While Deaf people and OHL people have some common interests (e.g. movie captioning) they are two distinct groups with very different characteristics and very different needs. We'll be expanding on this concept throughout this series of articles, but here are a few of the crucial differences:
- OHL people want to remain in the hearing world, while Deaf people want to remain in the Deaf world.
- OHL people prefer spoken language as their primary means of communication, while Deaf people prefer ASL.
- OHL people consider hearing loss to be a curse and will do whatever they can to reduce its effects, while Deaf people consider Deafness to be a cultural difference.

The fact is that Deaf folks and OHL folks comprise two distinct and separate groups.

The second premise is that Deaf folks control virtually all of the services available to the DeafAndHardOfHearing. This includes service agencies, the DeafAndHardOfHearing sections of state vocational rehabilitation programs, telecommunications relay services, state DeafAndHardOfHearing councils, etc. Examples of this are legion, and I'm sure each of you could create a long list off the top of your head. We've published some examples in previous newsletters and will publish more over the course of this series of articles.

The third premise is that bundling services for OHL people with services for Deaf people generally makes no more sense than bundling services for OHL people with services for people in wheelchairs. There are isolated commonalities between any two of these three groups, but the needs of each are generally quite distinct.

"That's all well and good," you say. "But why is the term 'DeafAndHardOfHearing' oppressive?"

It's oppressive because it's a primary contributor to the lack of services for OHL people. The term implies that the two groups are really the same, and that a single agency or service or program meets the needs of both groups. The people who run the agencies that serve the "DeafAndHardOfHearing" make those claims all the time, and they have gone pretty much unchallenged.

The fact is that the vast majority of the agencies that claim to serve the "DeafAndHardOfHearing" really serve Deaf people, primarily or exclusively.

"Well, yeah, we all know that!" you say. "It's a lousy system. But I'm not sure even that is oppressive."

Agreed! But consider for a moment what will happen when YOU try to get funding to provide services for OHL people. (Please stop here and really think about it for a minute.)

tick

tock

tick

tock

Did you come up with something?

That's right! You did get it!

The funder believes that Agency X, which serves the DeafAndHardOfHearing population, is already providing the services you want to provide! So your proposal is redundant and is denied!

And that's the oppressive part. The label "DeafAndHardOfHearing" prevents the funding of services for OHL people.

So what's the solution?

It's time to recognize that Deaf people and OHL people represent two distinct populations and that a single organization that attempts to serve both populations can't provide optimal services for either. It makes no more sense to bundle OHL services with Deaf services, than it does to bundle OHL services with services for people in wheelchairs.

As always, we solicit your responses to this article. Tell me where I'm all wet! Or agree with these ideas! Or offer yet another interpretation! My goal here is to promote an open and honest dialog about meeting the needs of the OHL community.

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- Article 2: Justification for Specific Hearing Aid Technology - A WSD Workshop - Part 2
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Scot Frink presented this workshop at the Western Symposium on Deafness (WSD) Conference in April 2005 in San Diego. Scot provided a good overview of hearing aid technology and how a consumer should go about choosing an appropriate hearing aid.

I know some of you will have comments about this article, so please do send them to larry@hearinglossweb.com. This is part two of two parts.

The fourth consideration in selecting a hearing aid is the importance of tolerance issues. Some people may have reduced tolerance for loud sounds, while others may need sound to be quite loud for them to understand anything. Tolerance issues can be dealt with by using compression and/or multi-channel technology. Compression reduces the variation in the output sound volume, so that soft sounds can be amplified and loud sounds reduced. Multi-channel technology allows the sound spectrum to be divided into multiple parts that can be processed separately, so that sounds in a certain frequency won't be overwhelmed by other sounds in other channels.

The fifth selection consideration concerns background noise and how it's dealt with. The most effective technology for improving understanding in background noise is a directional microphone, which provides an improvement in signal to noise ratio (SNR) between 3.5 and 12 dB. Directional microphones are not available on the smallest aids, and may not be available on all hearing aid models.

So how do you know how much of a problem background noise is for you? You probably have some idea based on how well you hear in noisy situations, but your audiologist can give you a test to provide a more objective measure. The most practical and current clinical test is called the QuickSIN; it consists of three sets of six sentences per ear. Within each set of six sentences, the sentences become progressively harder to understand, as the noise level is increased. Patients listen to each sentence and try to repeat it. A score is calculated based on the number of sentences that are correctly understood.

The rule of thumb is that people who perform moderately well on this test would generally benefit from technology that reduces the effect of background noise. People who perform very well do not have a problem in noise, so have no need for assistance. People who perform very poorly on this test would probably not receive enough benefit from noise reduction technology to make it worthwhile. Noise reduction technology will generally help those in the middle.

The final consideration in aid selection is specific individual needs, including:
- How active is the person's lifestyle?
- How often is he in a noisy environment?
- What hearing aid style does he prefer?
- Are there hearing issues in the workplace?
- What is the frequency and nature of the person's telephone use?

Finally, Scot presented a Needs Assessment Schedule that provides an estimate of the type of hearing aid best suited to an individual, based on scores achieved in each of five selection criteria (the last five of the six criteria considered - degree of hearing loss is not considered in this assessment.) A score of zero to five is assigned to each area, which results in a cumulative score of zero to 25.

For the Hearing Loss Configuration criterion, a flat hearing loss receives a score of zero, a steep slope gets a score of three, and an odd configuration gets a score of five.

The Progressive Hearing Loss criterion assigns a score of zero for no progression to a score of five for a very rapid progression. Also, BTEs are recommended for people with very rapid progression.

The score assigned in the Tolerance criterion is based on a person's average dynamic range (ADR - the difference between the loudest sound a person can tolerate and the softest sound he can hear). People with at least 35 dB are assigned a score of zero, while those with less than 15 db are assigned a score of five. People whose ADR varies greatly with frequency should get a digital, multi-channel hearing aid.

A person who is never in noise receives a zero on the Noise criterion, while a person who is in noise more than four hours a day gets a five. Increasing noise exposure indicates larger aids, directional microphones, and possibly an FM system.

The final criterion, Unique Needs of the Patient, is a judgment call, with no guidelines provided.

The scores for the five criteria are added to produce a total score between zero and 25, and a hearing aid type is estimated according to the following chart:

0 - Linear
1 to 3 - Compression
4 to 6 - Entry Programmable
7 to 12 - Entry Digital
13 to 16 - Mid Programmable
17 to 20 - Mid Digital
21 to 25 - Elite Digital

One final recommendation - a telecoil should be included in any hearing aid in which it will fit. [Editor: HORRAY!]

Q. If digital aids aren't the best for everyone, why are the manufacturers phasing out analog aids?
A. Digital aids do work at least as well as analog aids for virtually everyone. Some people like the sound of analog aids better than digital aids. But research indicates that it's really what you're used to. People who have digital aids tend to prefer their sound over that of analog aids.

Q. Which hearing aid manufacturers have the highest quality?
A. I'd say the top ten or so manufacturers all do a good job on quality. Some may focus more on entry level aids, while others focus more on higher end aids, but I think they all produce quality products.

Q. What are your thoughts on over-the-counter (OTC) hearing aids?
A. I've seen many OTC aids come and go. Songbird is just the most recent to fold. Also, $40 a month is really pretty expensive if you add it up. The recent petition to the FDA to allow OTC aids was denied, and I think for good reason.

Q. Do you think consumers should be able to program their own hearing aids?
A. Sure, I'd be happy to sell you a HIPRO box and give you the software.

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- Article 3: 'Modifier Gene' Makes Some Hearing Loss More Severe
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Editor: Scientists currently believe that about half of all cases of congenital or childhood-onset hearing loss are due to genetic mutations. Now they have verified that additional mutations can intensify the hearing loss caused by other mutations. Here's the press release from the National Institute on Deafness and Other Communication Disorders (NIDCD).

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Scientists have identified a genetic mutation in humans that affects the severity of hearing loss caused by a mutation of another gene. National Institute on Deafness and Other Communication Disorders (NIDCD) scientists Drs. Julie Schultz and Andrew Griffith and co-authors at NIH* and the Mayo Clinic Foundation reported their findings in the April 14 issue of The New England Journal of Medicine.

Genetic mutations are estimated to cause at least one half of all cases of congenital or childhood-onset hearing loss. Individual variations in the severity of hearing loss are common and typically attributed to environmental factors and modifier genes - genes that alter the clinical expression of a mutation in another gene.

In the current study, five adult siblings from the same family were found to possess a mutant form of the gene that encodes for the protein cadherin 23, which is required for the development of hair cells in the inner ear. However, the degree of hearing loss among the siblings varied. While three of the five individuals had severe to profound deafness, the other two had hearing loss only in the higher frequencies. This variability suggested the action of a modifier gene.

NIDCD scientists, led by Drs. Thomas Friedman and Konrad Noben-Trauth, had previously discovered that mutations of the cadherin 23 gene cause hearing loss in humans and mice. Dr. Noben-Trauth and his co-workers had also shown that alterations of another gene, ATP2B2, can affect the severity of hearing loss caused by a cadherin 23 mutant gene in mice. ATP2B2 encodes for a key cellular protein, known as a plasma-membrane calcium pump, that is thought to be important for regulating calcium concentrations both around and within hair bundles of hair cells. On the outside of the hair bundle, calcium is required to maintain the correct structure of the hair bundles and on the inside it may act as an important signaling or regulatory molecule.

In this study, Dr. Schultz and her co-workers found that a mutant form of the human ATP2B2 gene, called V586M, accounted for the more severe hearing loss in the siblings who were profoundly deaf. The two siblings with better hearing were found to have normal copies of the gene. About 1 in 20 Caucasians are carriers of V568M.

Although V568M does not cause hearing loss, the current findings suggest that V568M may exacerbate hearing loss caused by environmental factors or other genetic influences. Further research is needed to determine the role of V568M and other mutations of the calcium pump in hearing loss associated with advanced age, exposure to loud noise, and mutations in other deafness genes.
*This research was also supported by the National Heart, Lung, and Blood Institute, another component of the National Institutes of Health.

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- Article 4: U.S. Disability Law Covers Foreign Cruise Ships
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Those of you who take cruises (or want to) will be happy to learn that the U.S. Supreme Court has ruled that the Americans with Disabilities Act (ADA) applies to foreign cruise ships in American waters. Under the ADA's public accommodation and public transportation sections, ships must not discriminate against people with disabilities.

The case involved three people in wheelchairs who cruised aboard Norwegian Cruise Line ships in 1998 and 1999. The suit claimed that the plaintiffs were denied access to facilities such as public restrooms, restaurants, swimming pools, elevators and cabins with a balcony or a window, and that this constituted discrimination under the ADA.

The Supreme Court ruling overruled a lower court ruling that the ADA does not apply to foreign cruise ships.

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- Classifieds
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Eight Employment Opportunities appear in this issue. (Ads appear after this brief table of contents.)

Employment Opportunity 1
Director of Outreach Services
Washington School for the Deaf
Vancouver, WA

Employment Opportunity 2
Full-time, Tenure Track or Pre-Tenure Track Position
Department of Social Work
Gallaudet University
Washington, DC

Employment Opportunity 3
Staff Attorney - Telecommunications Advocacy
California Center for Law and the Deaf
San Leandro, CA

Employment Opportunity 4
Assistant Professor-English specialization in teaching Deaf students
Mesa College
San Diego, CA

Employment Opportunity 5
Program Director
Journey, Inc.
Charlotte, NC

Employment Opportunity 6
Program Specialist: Adult Services
Journey, Inc.
Charlotte, NC

Employment Opportunity 7
Program Specialist: Substance Abuse Services
Journey, Inc.
Charlotte, NC

Employment Opportunity 8
Various Opportunities
Maryland School for the Deaf
Columbia & Frederick, MD

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Employment Opportunity 1
Director of Outreach Services
Washington School for the Deaf
Vancouver, WA
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Opening Date: April 15, 2005
Start Date: August 1, 2005
Bulletin #0105-LL-OC
Exempt Position

This twelve-month Outreach Program Director position reports to the Superintendent and is responsible for coordinating outreach activities to serve deaf and hard-of-hearing students throughout the State of Washington. The individual appointed to this position must be willing to travel. Please contact us about this exciting opportunity!

SALARY RANGE: $70,000 - 76,000 per year, depending on experience and qualifications.

PRIMARY DUTIES (including but not limited to):
- Coordinate a full range of educational planning services and activities for deaf and hard-of-hearing students located in school districts throughout the state.
- Supervise and evaluate outreach department staff which includes school psychologists, speech and language pathologists, audiologist, early childhood specialists, communication specialists and more.
- Consult with teachers, school staff, parents and school district personnel to ensure appropriate learning experiences and attend IEP meetings.
- Analyze functional behavioral analysis, behavioral programs and plans. Participate in the admissions process.
- Develop and implement behavioral intervention plans, safety plans and educational programs in collaboration with outreach staff and school personnel to support positive learning environments for students in the classroom.
- Provide case management support.
- Improve professional competence through participation through staff development activities.
- Design and conduct training modules.
- Other responsibilities as assigned by Superintendent.

KNOWLEDGE AND ABILITIES:
- Knowledge of principles, techniques, and methods of developing and implementing behavioral support plans.
- Knowledge of the unique educational needs of deaf and hard-of-hearing students.
- Knowledge of Special Education laws, grant writing, and contracting of services.
- Ability to communicate effectively with teachers, school staff, parents, school district personnel and deaf and hard-of-hearing students.
- Ability to use technology effectively.
- Sound personal and professional judgment and ability to work with little or no direct supervision.

BASIC REQUIREMENTS:
- Possession of a Master's Degree
- Ability to obtain Washington state certification as a School Administrator.
- Previous experience with distance learning methods and techniques.
- Fluency in American Sign Language and in written English.
- Desirable qualifications include three years experience as a school administrator and prior experience working with deaf and hard-of-hearing students.
- This position requires travel throughout the state of Washington.

CONDITIONS OF EMPLOYMENT:
- Background inquiries of convictions and pending criminal charges shall be completed on applicants prior to the appointment to positions at the Washington School for the Deaf. Information obtained from background inquiries will not necessarily preclude employment but will be considered in determining the applicant's character, suitability and competence to perform in the position applied for and may result in a denial of employment. Applicants will be required to sign a release authorizing the background inquiry. Failure to do so may disqualify the applicant from employment.
- Applicants must submit official transcripts and copies of credentials to the Human Resources office.
- If claiming Veteran's preference, applicant must submit a copy of DD-214 form.

HOW TO APPLY:
Submit a completed application, official transcripts, letters of recommendation, and copies of credentials to:

Washington School for the Deaf
Human Resources Office
611 Grand Blvd.
Vancouver, WA 98661

Applications are accessible on the internet at www.wsd.wa.gov or by contacting the Human Resources office at (360) 696-6525 ext 4326 (V/TTY) or by email at april.rounds@wsd.wa.gov.

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Employment Opportunity 2
Full-time, Tenure Track or Pre-Tenure Track Position
Department of Social Work
Gallaudet University
Washington, DC
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Gallaudet University serves deaf and hard of hearing students from many different backgrounds and seeks to develop a workforce that reflects the diversity of its student body. Gallaudet is an equal employment opportunity/affirmative action employer and actively encourages deaf, hard of hearing, members of traditionally underrepresented groups, people with disabilities, women, and veterans to apply for open positions.

General Information: The Department of Social Work seeks candidates for a full-time, ll-month, tenure track position for the 2005-2006 academic year. Academic rank is commensurate with experience and qualifications. This contract is renewable based on annual evaluations. To be considered for a tenure track position at Gallaudet University , a candidate must possess a terminal degree; applicants who lack a terminal degree may apply for a pre-tenure track position, renewable up to three years, prior to being awarded a tenure-track position. Appointment date: August 16, 2005 . Position contingent on funding.

Qualifications: Candidates for pre-tenure track must have an MSW degree, five years experience as a school social worker, and must be enrolled in a terminal degree program in social work or a closely related field. Candidates for tenure track must have an MSW, a terminal degree in social work or a closely related field, as well as five years experience as a school social worker. Candidates should possess knowledge and ability to work with diverse groups. Candidates should provide evidence of teaching at the University level, professional activity, and have experience in teaching and curriculum development. Applicants must either be fluent in ASL or must be willing to develop sign communication skills in accordance with the Gallaudet University Faculty Guidelines.

Responsibilities: Candidates should expect to coordinate and continue the development of the School Social Work specialization; teach designated courses related to the Specialization; collaborate with the National Mission Demonstration Program at the Clerc Center in the development of training materials to support the social/emotional well-being of deaf children; fulfill department expectations for scholarship and service. Tenure track faculty are also expected to participate actively in University, school and departmental activities; develop curricula, develop and write grant proposals; perform research activities, publish regularly, and develop student research activities.

Application Procedures: Review of applications begins immediately and will continue until the position is filled. Please send a letter of application clearly outlining your fit with the job description and requirements, evidence of teaching effectiveness, and your personal and/or academic connection to diverse communities. In addition to this letter, please send your curriculum vitae, official graduate transcripts, and three letters of recommendation to:

Office of the Dean
College of Liberal Arts, Sciences, and Technologies
150 Hall Memorial Building
Gallaudet University
800 Florida Avenue, NE, Washington , DC 20002

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Employment Opportunity 3
Staff Attorney - Telecommunications Advocacy
California Center for Law and the Deaf
San Leandro, CA
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California Center for Law and the Deaf has an exciting opportunity for an individual who seeks immediate responsibility and challenge to advance the interests of deaf and hard-of-hearing people to equal telecommunications access.

Salary and Benefits -- $39,957 per year depending on experience and skills, plus fringe benefits which include Medical, Dental, Optical and Life Insurance.

This position is funded by the California Consumer Protection Foundation for one year. Refunding for a second year is uncertain.

For more information, please e-mail us at calclad@deaflaw.org.

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Employment Opportunity 4
Assistant Professor-English specialization in teaching Deaf students
San Diego Mesa Community College
San Diego, CA
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10 month tenure track position.
Application deadline: August 11, 2005

For a full job description, information, and application procedures, please visit our Web site www.sdccd.net/employment Click on Current Openings (Academic, Mesa College), Assistant Professor-English with a Specialization in Teaching Deaf Students. Forms and flyer can be downloaded. Must meet minimum qualifications in English or ESL or equivalent. To learn more about California Community College minimum qualifications, please see www.cccregistry.org go to link for minimum qualifications. Additional questions may be emailed to lbailey@sdccd.edu

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Employment Opportunity 5
Program Director
Journey, Inc.
Charlotte, NC
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Journey, Inc. seeks an energetic, self-motivated Program Director to provide leadership to the agency as it initiates its mental health & case management service offerings to the Deaf, Hard-of-Hearing, and Deaf-Blind community. The Program Director is responsible for all aspects of agency mission and management, include finance, human resources, administration/operations, marketing, direct services, managing meetings of the Board of Directors and its committees, records management, and community/agency relations.

In addition to having proven leadership skills and the ability to guide the agency through its initial development phase, the successful candidate must have:

* Ability to create a vision, communicate it to others, and motive others to enlist them in fulfilling that vision
* Ability to multi-task and cope effectively with stress
* Ability to envision and grasp both the "big picture" and able to cope effectively with detail
* Excellent analytical abilities, both operational and programmatic
* Proven ability to select, direct and motivate in teams
* Proven ability to work manage and supervise others
* Familiarity with desk-top publishing software (Publisher, Quark, etc.)
* Thorough understanding of client charting requirements
* Thorough understanding of requirements of third-party and Medicaid billing requirements
* Knowledge of relevant professional codes of ethics
* Fluent in both ASL and English, including written English
* Fully competent in both Deaf and hearing cultures

Qualified candidates must have a master's degree in a related field with 10 years or more of relevant management-level experience, or a bachelor's degree in a related field with 15 years or more of relevant management-level experience. Candidates should also have training and education specific to the field of mental health and case management, especially as it relates to Deafness. LCSW, LPA, LPC, Ph.D., or Psy.D. and NC license preferred but not required.

Journey, Inc. provides mental health and case management services to Deaf, Hard-of-Hearing, and Deaf-Blind consumers in Mecklenburg, Gaston, Lincoln, Cleveland, Union, Cabarrus, Stanly, Rowan, and Davidson counties, NC. Journey, Inc. is based in Charlotte, NC, and is a joint venture of CICS Language Solutions, Inc. in Charlotte and Interpreters, Inc. in Raleigh.

Salary range for the position is $55,000 - $80,000 per year.

Deadline for applications is July 30, 2005. Interested applicants should submit a cover letter and résumé via e-mail to:

John C. Quillin
jcquillin@CICSLanguageSolutions.com

Qualified candidates will be contacted for additional information. No phone calls, please.

Journey, Inc
PO Box 34183
Charlotte, NC 28234-4183
704.532.7446 (voice)
704.532.7429 (fax)
704.532.7430 (tty)
www.JourneyMH.com

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Employment Opportunity 6
Program Specialist: Adult Services
Journey, Inc.
Charlotte, NC
~~~~~~~~~~~~~~~~~~~

Journey, Inc. seeks an independent, resourceful Program Specialist: Adult Services to provide direct services and case management to Deaf, Hard-of-Hearing, and Deaf-Blind consumers. The Program Specialist is responsible for all services directed towards the adult (over 18) population.

In addition to having proven skills, the successful candidate must have:

* Ability to multi-task and cope effectively with stress
* Resourcefulness and creativity required to develop client resources
* Excellent client advocacy skills
* Excellent interpersonal skills, especially with clients and their families
* Excellent attention to detail, with the ability to grasp the "big picture"
* Thorough understanding of client charting requirements
* Thorough understanding of requirements of third-party and Medicaid billing requirements
* Knowledge of relevant professional codes of ethics
* Fluent in both ASL and English, including written English
* Fully competent in both Deaf and hearing cultures

Qualified candidates must have (1) a Masters degree in a related human service field with at least one year of full -time, post-graduate accumulated MH/DD/SAS experience with the population served or (2) a baccalaureate degree in a related human service field with two years of full-time, post-baccalaureate accumulated MH/DD/SAS experience with the population served. or (3) a baccalaureate degree in an unrelated human service field and has four years of full-time, post-baccalaureate accumulated MH/DD/SAS experience with the population served and/or (4) a register nurse who is licensed to practice in the State of NC by the NC Board of Nursing and has four years of full-time accumulated experience in psychiatric mental health nursing. Additionally, training and education specific to the field of mental health and/or case management, especially as it relates to Deafness is preferred. LCSW, LPA, LPC, Ph.D., or Psy.D. and NC license preferred but not required.

Salary range for the position is $30,000 - $55,000 per year.

Deadline for applications is July 30, 2005. Interested applicants should submit a cover letter and résumé via e-mail to:

John C. Quillin
jcquillin@CICSLanguageSolutions.com

Qualified candidates will be contacted for additional information. No phone calls, please.

Journey, Inc
PO Box 34183
Charlotte, NC 28234-4183
704.532.7446 (voice)
704.532.7429 (fax)
704.532.7430 (tty)
www.JourneyMH.com

~~~~~~~~~~~~~~~~~~~
Employment Opportunity 7
Program Specialist: Substance Abuse Services
Journey, Inc.
Charlotte, NC
~~~~~~~~~~~~~~~~~~~

In addition to having proven skills, the successful candidate must have:

Salary range for the position is $30,000 - $55,000 per year.

Deadline for applications is July 30, 2005. Interested applicants should submit a cover letter and résumé via e-mail to:

John C. Quillin
jcquillin@CICSLanguageSolutions.com

Qualified candidates will be contacted for additional information. No phone calls, please.

Journey, Inc
PO Box 34183
Charlotte, NC 28234-4183
704.532.7446 (voice)
704.532.7429 (fax)
704.532.7430 (tty)
www.JourneyMH.com

~~~~~~~~~~~~~~~~~~~
Employment Opportunity 8
Various Opportunities
Maryland School for the Deaf
Columbia & Frederick, MD
~~~~~~~~~~~~~~~~~~~

Behavioral Specialist - Student Life Program/Enhanced Program of Services Columbia Campus -2 Contractual positions (1 full time 10-month contractual position and 1 full time long term substitute contractual position ending January 20, 2006)

Coordinator for Cochlear Implant Program - 10 month contractual position - Part-time (20 hours a week)

Library/Media Specialist - Columbia Campus

Reading Specialist - Frederick Campus

Spoken English Instructor (English instruction, speech therapy, speech reading, etc.)

Teacher - Family Education/Early Intervention Department - 10 month contractual Position

Student Life Counselor, Supervisor - Frederick Campus

Girls' High School Residence Hall

Specific information for each position can be found at www.msd.edu/employment. Email inquires to personnel@msd.edu.

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- Contact Information and Disclaimers
~~~~~~~~~~~~~~~~~~~

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