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Creative Adventures final project

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Creative Adventures final project

  1. 1. 1 Creative Adventures Catholic Daycare Human Resource Management Portfolio January 27, 2015 Aditya Sadh
  2. 2. 2 Creative Adventures Mission Statment To provide a safe, affordable, Catholic based environment for children from infancy to school age. Our Focus will be on developmentally appropriate education to stimulate the children’s social, emotional, physical and cognitive development. Emphasis will be placed on play based learning in order to foster a life -long love of learning. INDEX
  3. 3. 3 Sr. no Contents Page no. 1 Executive summary 5 2 Part 1 a. Job Analysis b. Job Specification c. Job Description d. Recruitment Strategies e. Selection Process 7 11 17 18 20 3 Part 2 a. Orientation program b. Training program c. Performance Appraisal 23 25 26 4 Part 3 a. Pay Structure b. Comprehensive Benefits Package 31 34 5 Part 4 a. Occupational Health and Safety b. Workplace Rules c. Progressive Discipline 39 40 41 6 APPENDIX 1- Recruitment and Selection Process a. Job Analysis Questionnaire b. Job Description  ECE IT  ECE  Administrative office Assistant c. Job Ad  ECE IT  ECE  Administrative Office Assistant 43 44 46 48 50 51 52 7. APPENDIX 2- Selection tools a. Structured Interview questions b. Selection tool: Grading Rubric c. Reference Interview Question d. Observation Grading Rubric 54 55 57 58 8. APPENDIX 3- Orientation and Training a. Before First Day Communication Plan b. New Employee Orientation Checklist c. Lesson Plan 60 61 64
  4. 4. 4 9. APPENDIX 4- Pay Structure a. Pay Structure 66 10. APPENDIX 5- Occupational Health and Safety a. Child Care Wellness/Illness policy b. Child Abuse policy c. Lost Child Policy d. Child Guidance and discipline policy e. Emergency Transportation and Medical Emergency Policy f. Immunization Policy g. Smoking Policy h. Scent Policy i. Emergency Fire Evacuation Policy j. Emergency Preparedness Plan k. Communicable Disease Outbreak Policy 68 70 71 72 73 74 75 75 76 77 79 11. APPENDIX 6- Workplace Rules a. Roles and Responsibilities Policy b. Dress Code Policy c. Staffing Requirements d. Substitute care Provider Policy e. Reortable Incidence Policy f. Communications Policy 81 82 83 84 85 86 12. Refrences 87 Executive Summary
  5. 5. 5 Creative Adventures Daycare is located at 1234 Adolesent Ave in Kamloops B.C, Canada. The Daycare provides profesional child care for children from 0 to 12 years old. The centre is known for its quality in education by implementing a play based environment . The job analysis was conducted for three different positions namely: Early Childhood Educator with Infant Toddler Certificate (ECE IT), Early Childhood Educator, and Administrative Assistant, to help create this portfolio. This project lays down descriptions, specifications, assessment tool to select the right candidate, training and orientation program, performance appraisal system, pay structure, benefits package, occupational health and safety and workplace regulations. The job description includes position title, key responsibilities, reporting relationships, salient working conditions, and an equal employment opportunity clause. The Recruitment and selecion process includes a plan for recruiting individuals into the targeted position by taking cost, efficiency and effectiveness into account. The project describes, in detail, the training and orientation program that will be undertaken by prospective employees before comensing their work. This project also includes a performance appraisal system designed to provide accurate evaluation of their job performance. The pay structure includes the mix of base, performance and indirect play including a benefits package. The occupational health and safety policies along with workplace regulations manual is designed specifically to provide professional child care. All the policies and procedures used in this portfolio comply with the human rights legislation and employment equity.
  6. 6. 6 PART 1 RECRUITMENT AND SELECTION PROCESS
  7. 7. 7 Job Analysis Early Childhood Educator with Infact Toddler (ECE IT) A Job Analysis was conducted on Kerri Hopp, an Early Childhood Educator with Infant Toddler Certificate at The Children’s Centre Daycare. This analysis included a set of specific questions designed to gather information about this job position. (Appendix 1 includes the Job Analysis questionnaire) The answers provided during the interview gave an indepth understanding of the position, duties, and specifications that are required to preform this job. A more thorough break down of the tasks of an Early Childhood Educator with Infant Toddler Certificate is listed below. Position One: Early Childhood Educator with Infant Toddler Certificate Provides care to no more then 4 children (per educator) under the age of 36 months. An ECE IT (Early Childhood Educator with Infant Toddler certificate) will be specifically trained. The educator will be required to care for and handle the specific needs of the very young children on a day to day basis. The days start early and are long. Successful candidates will able to work in stressful and complex situation. Educators are expected to work in collaberation with the child and parent but also remain with-in the limits of licensing regulations at all times. It is not unusual to have to deal with many mixed emotions from both parents and children this can include but is not limited to; anxiety, fear, pressure, and excitability. The educator will be expected to follow a general schedule and allow for flexiblilty all while placing the best interest of the childs health and development as a priority. The completion of truthful and detailed reports is required per child on a daily basis. Attention to detail, compassion for others and time management are all an asset for this position.
  8. 8. 8 Job Analysis Early Childhood Educator (ECE) I conducted a Job Analysis on Judy Warren, an Early Childhood Educator at The Children’s Centre Daycare. This analysis included a set of specific questions designed to gather information about this job position. (Appendix 1 includes the Job Analysis questionnaire) The answers provided during the interview gave an indepth understanding of the position, duties, and specifications that are required to preform this job. A more thorough break down of the tasks of an Early Childhood Educator is listed below. Position Two: Early Childhood Educator Provides care to no more then 8 children (per educator) between the ages of 30 months to school age with no more then 2 children under 36 months. An ECE (Early Childhood Educator) will be specifically trained to care for and handle the specific needs of young children on a day to day basis. The days start early and are long. Successful candidates will able to work in stressful and complex situation. Educators are expected to work in collaberation with the child and parent but also remain with-in the limits of licensing regulations at all times. It is not unusual to have to deal with many mixed emotions from both parents and children this can include but is not limited to; anxiety, fear, pressure, and excitability. The educator will be expected to follow a general schedule and allow for flexiblilty all while placing the best interest of the childs health and development as a priority. The completion of truthful and detailed reports is required per child on a daily basis. Attention to detail, compassion for others and time management are all an asset for this position.
  9. 9. 9 Job Analysis Administrative Office Assistant This job analysis was conducted primarily through reasearching NOC and local job postings with similar positions. The analysis included duties of the position, requirements, and specifications that are required to preform this job. The following provides a detailed breakdown of the specifics that will be required for the person in this position to be sucessful with this company. Position Three: Administrative Office Assistant The Administrative assistant will be required to prepare, key in, edit and proofread child care files. Follow up with parents to maintain adaquet and current correspondence, invoices, medical records, reports and related material. These files will need to be hand written as well as electronically filed. Along with child care files the administrative assistant will be required to maintain, as well as schedule appointments and meeting for the general manager and potential new clientel, greet cilents and guests in an cheerful and approachable mannor, establish a effective office system and maintatin a records sytem for staffing certification renewals so that the company always remains in complinace of all licencing laws.
  10. 10. 10 Chain of Command Director ECE Manager ECE with IT ECEs Administrative Manager Administrators
  11. 11. 11 Job Specification Job Title: Early Childhood Educator with Infant Toddler Location: Kamloops Department: Education Report to: Emma Watson Date: January 27, 2015 Job Summary: Under the Supervision of the ECE Manager, Emma Watson the candidate will be responsible for the care of children between the ages of 1 week to 3 years old, implement and follow a pre- developed nursery program, effectivly supervise and guide children in daily activities, provide education with catholic values, offer guidence and assistance with proper mannors and social skills, and prepair progress reports to be shared with both parents and other staff members. Skills: The successful candidates will require formal qualifications in  Completion of college/CEGEP/vocational or technical training  Early Childhood Education Diploma or Degree with Infant Toddler Certificate  Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate For the security and saftey of children in care all succesful candidates will be required to pass further testing upon job offer such as:  Succesfully pass a criminal records search  Medical doctors clearance; Child abuse registry check  Immunization records; Tuberculosis test Communications: Candidate will require a reasonable level of proficiency in reading, writing and speaking English. Proficiency in one or more languages is an asset.
  12. 12. 12 Effort: Physical Effort: The candidate may be required to do repetitive or physically demanding tasks; including but not limited to a combination of sitting, standing, walking, bending, crouching, kneeling, lifting, reaching, pulling, and pushing. Mental Effort: Continous mental attention provided to the children and parents in an environment that may be loud, stressful, and consumed with lots of activity. Working Conditions: Full time work. Selected candiate will be required to report at 6:45am during weekdays. Some overtime and split shifts may be required. Candidates should be prepared to work indoors and outdoors, in a fast-paced environment with constant activity.
  13. 13. 13 Job Specification Job Title: Early Childhood Educator Location: Kamloops Department: Education Report to: Emma Watson Date: January 27, 2015 Job Summary: Under the Supervision of the ECE Manager, Emma Watson the candidate will be responsible for the care of children between the ages of 30 months to 6 years old, implement and follow a pre- developed toddler and pre kinder programs, effectivly supervise and guide children in daily activities, provide education with catholic values, offer guidence and assistance with proper mannors and social skills, and prepair progress reports to be shared with both parents and other staff members. Skills:  The successful candidates will require formal qualifications in  Completion of college/CEGEP/vocational or technical training  Early Childhood Education Diploma or Degree  Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate For the security and saftey of children in care all succesful candidates will be required to pass further testing upon job offer such as:  Succesfully pass a criminal records search  Medical doctors clearance; Child abuse registry check  Immunization records; Tuberculosis test Communications: Candidate will require a reasonable level of proficiency in reading, writing and speaking English. Proficiency in one or more languages is an asset.
  14. 14. 14 Effort: Physical Effort: The candidate may be required to do repetitive or physically demanding tasks; including but not limited to a combination of sitting, standing, walking, bending, crouching, kneeling, lifting, reaching, pulling, and pushing. Mental Effort: Continous mental attention provided to the children and parents in an environment that may be loud, stressful, and consumed with lots of activity. Working Conditions: Full time work. Selected candiate will be required to report at 7 am during weekdays. Some overtime and split shifts may be required. Candidates should be prepared to work indoors and outdoors, in a fast-paced environment with constant activity.
  15. 15. 15 Job Specification Job Title: Administrative Office Assistant Location: Kamloops Department: Clerical Report to: Kelly Sharpe Date: January 27, 2015 Job Summary: Under the Supervision of the Office Manager, Kelly Sharpe the candidate will be responsible for maintaining all children’s files including but not limited to; medical records, policies and procedures, personal behavioral plans and payment invoices. The Office assistant will also be required to schedule appointments with potential new clientele as well as quarterly parent educator review meetings. Implement a functional office system or organization, greet guests and clientele in a cheerful and approachable manner. Most importantly ensure that all files and manners pertaining to policies remain in compliance with licensing standards. Skills: The successful candidates will require formal qualifications in  Completion of secondary school is usually required.  Completion of a one- or two-year college or other program for administrative assistants or secretaries  Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate For the security and safety of children in care all successful candidates will be required to pass further testing upon job offer such as:  Successfully pass a criminal records search  Child abuse registry check  Immunization records; Tuberculosis test Communications: Candidate will require a reasonable level of proficiency in reading, writing and speaking English. Proficiency in one or more languages is an asset.
  16. 16. 16 Effort: Physical Effort: The candidate may be required to do repetitive or physically demanding tasks; including but not limited to a combination of sitting, standing, walking, bending, crouching, kneeling, lifting, reaching, pulling, and pushing. Mental Effort: Continuous mental attention to detail in an environment that may be loud, stressful, and consumed with lots of activity. Working Conditions: Full time work. Selected candidate will be required to report at 8am during weekdays. Some overtime may be required. Candidates should be prepared to work indoors and outdoors, in a fast-paced environment with constant activity.
  17. 17. 17 Job Description The Job Analysis’ conducted on all three of the positions was the basis on which a job specification and description was created. Appendix 1.b contains detailed Job Description’s for the three mentioned positions. In order to create an appropriate job description that would effectively fit the company’s culture and policies a series of specific questions were asked, refer to Appendix 1.a for Job Analysis Questions which resulted in the following conclusions: 1. Job Identification: Identifying the job included finding out the specific job position title, location of the job, date of add to be placed and date employment is to commence. As well as directly to whom the candidate is required to report to. 2. Job Summary: The job summary will provide information regarding the general nature of the job as well as the major functions and activities to be performed on a regular basis. 3. Major Functions and Activities: These are the detailed lists of the major duties and responsibilities of each job position. 4. Educational Requirements/ Work Experience: This section provides a list of the minimal amounts of education or experience required by a candidate to be considered for this position. 5. Work Conditions: Provides a glimpse at what environment that the candidates are expected to be able to work in. 6. Performance Standards: Sets clear expectations that the candidate is expected to achieve in each of the three positions. 7. Equal Employment Opportunity Clause: In all solicitations or advertisements for employees placed by or on behalf of the contractor, state that all qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, or national origin. (Law. Cornell, 2014)
  18. 18. 18 Recruitment Strategy Policy: Creative adventures will strive to recruit the most experienced and knowledgeable individuals to fill all positions. This section will include the recruitment plan and selection process for the following positions available within the company at this time; ECE IT, ECE and Administrative Assistant. Philosophy: Creative Daycare proudly complies with 41 CFR 60-1.4- According to which, Candidates will not discriminate against any employee or applicant for employment because of race, colour, religion, sex, or national origin. Responsibilities: It is the director’s responsibility to ensure that employment practices conform to legislation and personnel policies. Procedures: 1. Approval to recruit for the vacant position must be granted by the Director. 2. Review the current job analysis; as per information gathered from interviews and NOC to determine the ideal candidates. This may need to be updated if necessary. 3. Make necessary adjustments to the job specifications and descriptions if required. Through this process it will provide the duties and responsibilities of the ideal candidate as well as the knowledge, skills, abilities and educational requirements that candidates must possess for the specific positions. 4. The job description will then be used to create the job ad. This ad will then be placed internally Refer to Appendix 1.c for Job Ad’s. It will be posted on the staff bulletin board for 10 business days an internal email will also be sent out to all current employees. Applications will be accepted by email (creativeadventures@hotmail.ca), or in person (to be delivered to the Director). All resumes or applications received in this time will be date stamped and forwarded to the hiring manager. All qualified employee’s that meet the minimum job
  19. 19. 19 descriptions and specification will be given an interview. Refer to Appendix 2. a for detailed interview questions and process. 5. Failure to hire from internal applications will then proceed to external hiring. The job ad will be posted to online sources such as; Indeed.ca, workbc.ca, kijiji.ca, Facebook, and LinkedIn. These sights have been chosen due to popularity among candidates seeking jobs. Along with these websites, job ads would also be sent to all local universities and colleges that offer graduating classes with these specialties. These ads will be placed for 30 business days or until suitable candidates can be hired. 6. A pool of candidates will be generated and receive an interview provided that they meet the necessary qualifications listed in job descriptions. See Figure 1 for an overview if the recruitment process.
  20. 20. 20 Selection Process In order to select the best candidates for Creative Adventures daycare the following procedures are proposed. Step 1: From the generated pool of resumes candidates will be short listed according to qualifications specified in job description. In order for candidates to be selected all qualifications must be met. Both internal and external candidates must meet qualifications. Refer to individual job description for specific qualifications for each position. Once candidates are deemed qualified they will be contacted by phone for an in-person interview. Dates selection will be set for a mutually agreeable time for both parties. Candidates will be requested at this time to bring proof of qualifications based on job description as well as two references to the interview. Step 2: Working with children is a highly demanding job and requires a reliable and trust worthy individual. In order to determine the right fit for these positions the majority of the selection process will be weighted on the interview. During the interview, the general manager along with the department manager will be present to interview candidates. The interview will include a series of behavioural and situational questions to examine candidate’s problem solving, multitasking, and quick thinking, analytical and time management skills. Candidates will also be required to present two references at the end of the interview process. The applicants will be graded using a grading rubric to ensure reliability of the process. For the grading rubric please refer to (Appendix 2.b) Step 3: The next step includes a reference check and verification of all medical and criminal records check, doctors’ and child abuse registry clearance, immunization records, tuberculosis test, and First Aid certifications. All documents must come back clear and free of offences or diseases. All references provided by the candidate will be contacted and interviewed by the director or the department manager. Please see Appendix (Appendix 2.c) for interview questions for references.
  21. 21. 21 Step 4: Following the interview, reference and medical checks the top 2 candidates will continue on to the observation stage. During this stage the candidates will get an opportunity to work with the children in a supervised situation. Candidates will be expected to spend 4 hours of paid time on the job work evaluation time. During this time the director and manager will observe their interactions with the children and other staff members. Candidates will be evaluated using a grading rubric. This rubric will be graded on their ability to follow licensing policy, critical thinking, availability, tone, eye contact, and interaction with children. See Appendix 2.d for the full Grading Rubric. Step 5: The final step in the process is the job offer; decided by the director. This will be conducted in person in an interview. During this time the candidate would be provided with the compensation package for all employees at Creative Adventures Daycare. At this time the candidate will then be given 5 days to accept or reject this offer. Step 6: Once an offer for the job has been accepted the employee will begin the training process. Refer to training and orientation guidelines pg. 22
  22. 22. 22 PART 2 Orientation, Training program & Performance Appraisal
  23. 23. 23 Orientation Program New Employee Orientation is an important element for Creative Adventures Daycare. Since the director will play a crucial role throughout the life cycle of the employee and especially during the employee’s first few days on the job ensuring he/she is assimilating well into the team. This Orientation guide can help to ensure a successful transition into the role as well as set the stage for building the employee/manager relationship, and create a positive experience for the new employee through an effective onboarding process. The Orientation program includes a “Before First Day Communication Plan” and a “New Employee Orientation Checklist”. Refer (Appendix 3.a & 3.b) for a sample Plan and Checklist. Before First day Communication Plan There is a critical need to communicate with new employees between the time they accept the offer and their first day on the job. This step will be used to provide information, answer questions, reduce anxiety and allows a smoother transition for the new employee. New Employee Orientation Checklist The new employee orientation checklist will serve as a guide for the director and the new staff. The orientation checklist shall be followed to ensure a smooth transition of the employee as well as a hassle free orientation for both the employee and the director. The orientation checklist will be for a duration of one year, including the probation period. First Discussion Talking points  Orientation training can be overwhelming sometimes and the following point may be referred to by the Director.  Introduce yourself, and talk about your role, how long you have been in this role and your background. You may want to include something personal for example your favourite sport, leisure activity, or hobby.  Discuss how the daycare operates and the purpose for such a schedule  Talk about your personal style as a manager and your expectations for employee’s that work with you (i.e. do you prefer phone calls, emails, or texts. Do you have an “open
  24. 24. 24 door policy”, or do you prefer people to schedule time with you in advance? What is your general managerial style? How can someone best work with you?)  Let the employee know how often you will be meeting to review/discuss work and give feedback and whether it will be informal or formal. Ask them if they have any questions or if they need any resources. Probationary Assessment Do an assessment of the employee’s performance – are they fully engaged and seeing themselves as a valued contributor? Are they meeting performance expectations as outlined? Have they met the required standards of the daycare? Identify on-going training needs and Acknowledge successes
  25. 25. 25 Training Program Creative Adventures daycare provides on the job training to all their new employees. The training program starts on the second day of employment. The first training process that an employee undergoes is the “job instruction training” followed by a three hour coaching session with the director. Job instruction training will take place in three steps: Job Instruction Training Step1: Preparation During the preparation step, the manager will break down the job into small tasks, prepares all the equipment and supplies necessary to do the task, and allocate a time frame to learn each task. Appendix 3.c has a lesson plan that needs to be followed during the training program. Step 2: Instruction The instruction step involves telling, showing, explaining, and demonstrating the task to the trainee.  Break the job into manageable tasks and present only as much as can be absorbed at one time.  Point out possible difficulties as well as safety procedures and Encourage Questions Step 3: Performance During the performance step, the new employee shall performs the tasks under the trainer’s guidance and the trainer will provide feedback and reinforcement.  Try to ensure initial success  Don’t tell how. If possible, ask questions, but try to keep trainees frustration level low.  Provide feedback on performance  Reinforce correct behaviour. Once the Job instruction training is completed. The new employee will be coached by the director. The coaching process will be three hours in length and include discussion about the companies polices, answer any questions or doubts and explain daily routine/ schedule.
  26. 26. 26 Performance Appraisal Performance management is highly valued at Creative Adventure Daycare and is used as a tool for continuous assessment of the company’s goals and objective. This step helps Creative Adventure Daycare differentiate itself in a highly competitive market by enhancing the effectiveness and quality of its employees. The following steps may be undertaken to ensure successful performance management Performance expectations: Through the Orientation package Creative Adventure Daycare may provide performance expectations for its employees and the rewards attached to it. The orientation package shall make sure that performance goals align with individual goals and the goals of the organization at large. Performance Appraisal Methods: 1. A graphic rating scale will be used to measure performance of each employee. Since Creative Adventure Daycare is a small business with 10 employees, this method will provide accurate and reliable results. Assessment shall be made on the basis of a grading rubric. The Managers will be responsible for conducting the performance reviews for their sub ordinates using a grading rubric. The Director will be conducting performance review for the managers. 2. See Performance Appraisal Grading Rubric on the following page.
  27. 27. 27 Performance Appraisal Grading Rubric Outstanding (5) Exceeds Expectations (4) Meets Expectations (3) Needs Improvement (2) Does not meet Requirements (1) Quality of work (20%) Quality of work was exceptional resulting in increased clientele Quality of work was good resulting in increased clientele Quality of work was average resulting in a few increased clientele Quality of work was poor resulting in no clientele increase Quality of work resulted in clientele loss. Creativity (15%) Candidate displayed exceptional level of creativity that positively affected the organization Candidate displayed good level of creativity that positively affected the organization Candidate displayed average level of creativity that positively affected the organization Candidate displayed low levels of creativity Candidate did not display any level of creativity Attendance (30%) Candidate was on time and showed up for all working days (22/30days) Candidate was on time and showed up for most of the working days (18/30days) Candidate was usually on time and showed up for most of the working days (17/30days) Candidate was rarely on time showed up for some working days (16/30 days) Candidate was never on time and took more days off then permitted >15/30days Ability to follow policies and procedures (35%) Candidate did not violate any policy and procedure during the course of the year Candidate unintentionally violated one minor policy or procedure. The effect of which were minor Candidate unintentionally violated a few minor policy or procedure. The effect of which did not cause a lot of harm Candidate unintentionally violated a few policy or procedure. The effect of which cause a certain level of harm Candidate unintentionally violated a few policy or procedure. The effect of which cause a severe level of harm
  28. 28. 28  Each variable is awarded a weight that determines the importance of that variable. The final value is rounded up to the closest whole number. If an employee obtained 5 on policies and procedures, 5 on creativity, 4 on quality of work and 3 in attendance. The final score will be as follows. (4 x .20) + (5 x .15) + (3 x .30) + (5 x .35) = 4.2 / 5 = 4/5  The Director will then review all the performance reviews and conduct a formal appraisal discussion with the employee to determine the necessary course of action after the performance review. I.e. provide rewards or register for a training program to improve performance.  All performance reviews are considered confidential and will be stored with the director.  The result on the performance review determines special incentives and merit raises for that particular year. Performance Pay Performance pay is calculated with the combination of merit raises and special incentives. A Graphic Rating scale is used to determine the performance levels. Performance pay shall be pay in the next payment cycle (usually in the month of august), not exceeding more than 16 days from the date of completion of appraisal interviews. A Merit raise will not change the pay range but simply act as a bonus on top of base pay. Merit raise will be calculated as follows: Performance Level Merit Increase Range Outstanding 11% Exceeds Expectations 9.5% Meets Expectations 7% Needs Improvement 3% Does not meet Requirements 0%
  29. 29. 29 Appraisal Interview (Formal Appraisal Discussion) Performance appraisals shall be conducted in the first week of July every year. The director is required to conduct a formal appraisal interview within 7 working days, from the date of completion of performance reviews. The purpose of this interview is to provide guidance to the employee in order to improve organizational performance and not the opposite. The interview may follow the following steps: 1. The interview shall begin with direct and specific questions regarding absence, quality of work, creativity etc. a. Compare the person’s performance with the standard. b. Avoid making comparisons between two employees 2. The second part should be designed to make the person talk. This step can help to gain crucial information. a. What can we do to make you perform better? b. Do you require any training in this field? c. Is there anything that is causing you stress? 3. The last part will be to discuss the rewards using the performance pay grid and decide a course of action if the performance is low. e.g. a training program.
  30. 30. 30 PART 3 PAY STRUCTURE & BENEFIT PACKAGE
  31. 31. 31 Pay Structure In designing a compensation system, Creative Adventure Daycare has adopted a compensation mix that includes base, performance and indirect pay. The pay structure is designed to provide a competitive base pay that matches the market. In addition, majority of the pay structure is designed to provide indirect pay such as mandatory benefits, health and life insurance, paid time off and sick leaves. The pay structure for all three positions are the same to maintain internal equity. Appendix 4.b will show a diagrammatic representation of the pay structure. The following break up will provide an in depth understanding of the pay structure for Creative Adventure Daycare. Base Pay: Base pay is calculated on the basis of unit of time worked. The base pay comprises of 70% of the total pay structure. Salaries are paid on a bi- weekly basis. Wages earned in a pay period will be paid within eight days after the end of the pay period. The following is the base pay calculations for the three positions which includes market pricing and paid breaks: Base pay calculation for a 30 day month not exceeding 40 hours/ week: a. Market price: $15/hr + paid break = 30 minutes / 15 minutes  In case of an 8 hour shift : ($15 x 8hr) + ($15 x .5hr) (30 days/ 2) = $1,912.50  In case of a 4 hour shift: ($15 x 4hr) + ($15 x .25hr) (30days/ 2) = $956.25  In case of over time: $22.50/ hr not exceeding 4 hours of overtime. Performance Pay: Performance pay is calculated with the combination of merit raises and special incentives. A Graphic Rating scale will be used to determine the performance levels. A Merit raise will not change the pay range but simply act as a bonus on top of base pay. Merit raises will be calculated as follows:
  32. 32. 32 Performance Level Merit Increase Range Outstanding 11% Exceeds Expectations 9.5% Meets Expectations 7% Needs Improvement 3% Does not meet Requirements 0% Indirect Pay: Indirect pay comprises of 25% of the total pay structure which includes health and life insurance, paid time off, paid sick leave, employee services, family discounts and mandatory benefits. Indirect benefits are fixed in nature and are paid out on the next pay cycle from where it occurs. The indirect pay is calculated as follows: Health and life insurance: Employees will be provided with external health, dental and employee assistance program after 3 months, from the date of employment through Chamber of Commerce Group Insurance Plan. Employees are further entitled to Life insurance benefits of up to $15,000 after the lapse of 5 consecutive years, with an increases to $25,000 after 10 years. Paid Vacation: 4% of previous year’s earnings (period of one year) this increases to 6% after 5 consecutive years of employment. After completing one year of employment an employee is entitled to two weeks’ vacation. After five years, an employee is entitled to three weeks’ vacation. Vacation must be scheduled in periods of one or more weeks, unless the employee requests otherwise. Vacation must be taken within 12 months of being earned.
  33. 33. 33 Paid sick leave: Short Term Illness and Injury Plan will be a benefit for employees who are unable to work due to illness or injury. Mandatory benefits (EI and CPP): EI and CPP will be deducted from the paycheck of the employees as per Canada Pension Plan and Employees Standards Act. EI 1.88% maxed out at $930.60 and CPP 4.95% maxed out at $2,479.95 Pay raise Structure: Employees are entitled to a raise in the base pay on the basis of the following tier system. However, performance and indirect benefits will be calculated on tier one pay rate scale. If an employee earns $15.00 an hour. The base pay increase will be as follows: Tier Base pay increase (%) Base pay rate No. of years 5 3.5% 16.45% 15 years 4 1.0% 15.90% 10.0 years 3 3.0% 15.75% 5.0 years 2 1.0% 15.3% 3.0 years 1 1.0% 15.15% 1.0 years Termination Clause: Termination pay will be paid out as follows: For each week of notice an employee is entitled to, the amount obtained by totaling the employee's weekly wages, at the regular wage, during the last 8 weeks in which the employee worked normal or average hours of work and dividing the total by 8.
  34. 34. 34 Comprehensive Benefits Package Creative Adventure Daycare believes strongly in providing exceptional benefits to its employees. The benefits package is included in the pay structure. This benefits package includes benefits such as life insurance, sick leaves, vacation leave, and mandatory benefits. Each benefit is made in accordance to the Employees Standards Act. The policies and procedure for the benefits package adopted by the company for full time positions is explained below: Health and Life Insurance benefits: Employees will be provided with extended health and dental benefits and employee assistance program after 3 months, from the date of employment through Chamber of Commerce Group Insurance Plan. Employees are further entitled to Life Insurance Benefits of up to $15,000 after the lapse of 5 consecutive years, which increases to $25,000 after 10 consecutive years of employment with the company. Employee benefits after 3 months EXT HEALTH E40 $0 Ded- 80 %( NAT) - 50% Drugs ($1000 Max.)/80% other (A) DENTAL D8 $25/ $50 Ded. - 80% Basic/ 80% E&P E.A.P. AI Employee Assistance Program. E.H.C $35/ month DENTAL $45.00/ month E.A.P. $3.50/ month _________________________________________ $ 83.50/ month
  35. 35. 35 Employee benefits after 5 years LIFE LVX Management and Employees: $15,000 EXT HEALTH E40 $0 Ded- 80 %( NAT) - 50% Drugs ($1000 Max.)/80% other (A) DENTAL D8 $25/ $50 Ded. - 80% Basic/ 80% E&P E.A.P. AI Employee Assistance Program. LIFE $3.12/month E.H.C $35/ month DENTAL $45.00/ month E.A.P. $3.50/ month ____________________________________________ $ 86.62/ month Employee benefits after 10 years LIFE LVX Management and Employees: $25,000 EXT HEALTH E40 $0 Ded- 80 %( NAT) - 50% Drugs ($1000 Max.)/80% other (A) DENTAL D8 $25/ $50 Ded. - 80% Basic/ 80% E&P E.A.P. AI Employee Assistance Program. LIFE $5.20/ month E.H.C $35/ month DENTAL $45.00/ month E.A.P. $3.50/ month ____________________________________________ $ 88.70/ month
  36. 36. 36 Sick Leave: The Short Term Illness and Injury Plan (STIIP) is a benefit for employees who are unable to work due to illness or injury. All regular full time employees are covered. Employees on sick leave must:  Submit a doctor’s certificate when asked.  Remain under the care of a medical doctor and fully participate in any treatment they recommend.  Participate and cooperate with rehabilitation planning and return-to-work planning.  Not be engaged in any work for profit.  STIIP benefits are set according to your length of service and employee type. Regular Full Time Employees  With less than 3 months of service (Stage 1) - maximum of 6 days per calendar year at 75% regular rate of pay  With 3 to 6 months of service (Stage 2) - maximum 15 weeks* at 75% regular rate of pay for first 6 days (or remaining portion of the 6 days listed above), 66% for days thereafter  With 6 months or more of active service (Stage 3) - maximum 6 calendar months at 75% regular rate of pay (2.gov.bc.ca) Paid Vacation: 4% of previous year’s earnings (period of one year) this increases to 6% after 5 consecutive years of employment. After completing one year of employment an employee is entitled to two weeks’ vacation. After five years, an employee is entitled to three weeks’ vacation. Vacation must be scheduled in periods of one or more weeks, unless the employee requests otherwise. Vacation must be taken within 12 months of being earned.
  37. 37. 37 A regular full-time employee/appointee who has received at least 10 days’ pay for each calendar month shall have an annual vacation entitlement as follows: 1 to 5 years of service : 1 week 5 years of service : 2 weeks 6 to 10 years of service : 3 weeks 11 to 15 years of service : 4 weeks 16 to 25 years of service : 5 weeks Mandatory benefits: EI and CPP will be deducted from the paycheck of the employees as per Canada Pension Plan and Employees Standards Act. EI 1.88% maxed out at $930.60 and CPP 4.95% maxed out at $2,479.95
  38. 38. 38 PART 4 OCCUPATIONAL HEALTH AND SAFETY & WORKPLACE RULES
  39. 39. 39 Occupational Health and safety Creative Adventures has adopted the occupational health and safety procedures to promote a safe and healthy working environment. The main purpose of adopting these measures is to protect our employees and other persons present at the workplace from work- related risks to their health, safety and well- being. Appendix 5 lays down all important health and safety policies adopted by Creative Adventures Daycare. Employees are trained on the following mentioned policies to ensure a safe and healthy learning environment. Childcare wellness policy Communicable illnesses are very common in a child care setting. Here at Creative Adventures Daycare we strive to keep the children safe and healthy, therefore we must adhere to a strict illness policy. Appendix 5.a refers to the wellness policy adopted by Creative Adventures Daycare Child Abuse Any person who has a reason to believe a child is being abused emotionally, physically or sexually has a legal duty to report it. The duty to report applies to everyone including service providers, family members and the general public. Appendix 5.b refers to the child abuse policy adopted by Creative Adventures Daycare Lost child policy Losing a child is something Creative Adventures Daycare takes all precautions to prevent. However, a lost child policy is very important in order to know what steps will be taken to locate the lost child. Appendix 5.c refers to the lost child policy adopted by Creative Adventures Daycare Child guidance policy This policy serves as a guideline for Creative Adventures Daycare and will be followed to assist children in developing self- control, self- confidence and ultimately self- discipline and sensitivity in their interactions with other. Appendix 5.d refers to the child guidance policy adopted by Creative Adventures Daycare Other policies Creative adventures daycare also has in place an Emergency transportation and medical emergency policy, Smoking policy, Scent policy, emergency fire evacuation, emergency preparedness plan and communicable disease policy. Refer Appendix 5 for all the occupational health and safety policies.
  40. 40. 40 Workplace Rules Creative Adventures has adopted the workplace rules to promote a safe and healthy working environment. The main purpose of adopting these measures is to protect our employees and other persons present at the workplace from work- related risks to their health, safety and well- being. Appendix 6 lays down all important workplace policies adopted by Creative Adventures Daycare. Employees are trained on the following mentioned policies to ensure a safe and healthy learning environment. Roles and responsivities The parents and caregiver must work together for child’s daycare experience to succeed and for the children to learn the best they can. Appendix 6.a refers to the roles and responsibilities that needs to be followed at creative adventures daycare. Dress code Creative adventure daycare staff work directly with children as a result the children look up to the educators. Therefore, a strict dress code is enforced. Appendix 6.b refers to the dress code responsibilities that needs to be followed at creative adventures daycare. Communications policy Creative adventure daycare promotes an open-door communications policy with both staff and clients. Appendix 6.f refers to the communications policy that needs to be followed at creative adventures daycare. Other policies Creative adventures daycare also has in place a reportable incidence policy, staffing requirements and substitute childcare providers. Refer Appendix 6 for all the workplace rules of creative adventures daycare.
  41. 41. 41 Progressive Discipline Creative adventures daycare uses a five step progressive discipline procedure to correct employee performance problems or failure to follow licencing policy. Here is the five step model used by creative adventure daycare for progressive discipline: Oral reprimand: As soon as a Director perceives a worker’s performance problem either through direct observation or through performance appraisal procedures, he or she should issue an oral reprimand. The director may ask the employee whether there are any long-term problems or skill deficiencies that need to be corrected. Have the manager keep detailed notes or prepare a memo to file about the conversation, in case further action is necessary. Written Warning: If the problem persists or more problems emerge, the Director should provide the employee with a written warning detailing the objectionable behavior, along with the consequences. The director must explain the standards that will be used to judge the employee. Specify time frames for performance improvement, and state that continued failure will result in termination. A copy of the memo may be placed in the employee’s personnel file. The employee must sign a copy to acknowledge receipt. Final Written warning: If performance does not improve, a final written warning must be delivered indicating specific areas in which the employee must improve and specify the time period within which the worker’s behavior or performance must be corrected. Termination review: If problem persists, the director may take the necessary action of termination keeping in mind the job description, company’s policies, human rights legislations and employee’s standard act. If after the verification, the employees is in the wrong a notice of termination shall be given to the employee. The notice of termination must be given at least two weeks before termination, where the period of notice depends on the period of service. Termination: After successfully completing all the above mentioned process. The employee may be terminated and the entire process must be documented and placed for at least 2 years from the date of termination. Employees are also expected to bring any workplace related issue to the attention of the director. Once the workplace issue is brought to the attention of the director. Action must be taken within seven working days. The action procedure will go through the five steps mentioned above.
  42. 42. 42 APPENDICES 1 RECRUITMENT AND SELECTION PROCESS
  43. 43. 43 Appendix 1. a Job Analysis Questionnaire JOB ANALYSIS QUESTIONNAIRE Job title: Location: Department: Date: Prepared by: 1. Purpose of Job . What is the purpose of the job? Why does the job exist? 2. Major Responsibilities and essential functions . What are the responsibilities? . Why is the activity performed? . How are they done? . What is the measure of success? . Percentage of time? 3. Knowledge . What technique and/ or practices are necessary? Why? . List specific education requirement(s) . List experience requirement (s) and number of years required in each. . List required licences or certificates. 4. Problem solving and decision making . List how the job holder solves problems 5. Skills of persuasion . Describe the communication skills required in this job? Are contacts inside or outside? . Any other skills required to perform the job? . Who is communicated with? 6. Any Health and safety hazard related to the job?
  44. 44. 44 APPENDIX 1. b Job Description’s Creative Adventures Daycare Position: Early Childhood Educator with Infant Toddler Certificate Location: Kamloops Reports to: Emma Watson (ECE Manager) Date: January 27th , 2015 Start Date: February 28th , 2015 Job Summary: Under the Supervision of the ECE Manager, Emma Watson the candidate will be responsible for the care of children between the ages of 1 week to 3 years old, implement and follow a pre- developed nursery program, effectively supervise and guide children in daily activities, provide education with catholic values, offer guidance and assistance with proper manners and social skills, and prepare progress reports to be shared with both parents and other staff members. Duties and Responsibilities, including but not limited to:  Bathe, diaper and feed infants and toddlers  Conduct and monitor activity programs designed for young children  Guide children in development of proper eating, dressing and toilet habits  Serve snacks and meals  Observe children and report on observations to supervisor  Discuss progress and problems of children at staff meeting  Ensure that the centre remains within compliance with licensing regulations at all times Performance Standards:  Accurate attendance records of each and every child must be maintained daily  Educator/child ratios must be adhered to  Child reports must be completed daily  Children must be supervised at all times
  45. 45. 45  Compliance regulations must be followed  All accidents either minor or serious must be reported with an incident report Educational Requirements/Work Experience:  Completion of college/CEGEP/vocational or technical training  Early Childhood Education Diploma or Degree with Infant Toddler Certificate  Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate Salient Working Conditions:  Ability to stand or sit for long period of times  Work in an environment that may be loud, stressful and consumed with lots of activity  Provide continuous mental attention to children for long periods of time  Lift and/or carry children for multiple hours during the shift Other Related Requirements Due to the Sensitive Nature of Working with Vulnerable Age Group:  Provide 2 letters of reference at time of interview  Successfully pass a criminal records search  Medical doctors clearance; Child abuse registry check  Immunization records; Tuberculosis test Interested Candidates may apply with resume at indeed.ca, workbc.ca or by email to Emma Watson at creativedaycare@hotmail.com. Drop in resumes will also be accepted at Creative Daycare located at 1234 Adolescent Ave, Kamloops BC V2B 1B7. Last date to submit applications is February 10, 2015. Only selected candidates will be contacted. Creative Daycare proudly complies with 41 CFR 60-1.4- According to which, Candidates will not discriminate against any employee or applicant for employment because of race, colour, religion, sex, or national origin.
  46. 46. 46 Creative Adventures Daycare Position: Early Childhood Educator Location: Kamloops Reports to: Emma Watson (ECE Manager) Date: January 27th, 2015 Start Date: February 28th, 2015 Job Summary: Under the Supervision of the ECE Manager, Emma Watson the candidate will be responsible for the care of children between the ages of 30 months to 6 years old, implement and follow a pre-developed toddler and pre kinder programs, effectively supervise and guide children in daily activities, provide education with catholic values, offer guidance and assistance with proper manners and social skills, and prepare progress reports to be shared with both parents and other staff members. Duties and Responsibilities, including but not limited to: • Conduct and monitor activity programs designed for young children • Guide children in development of proper eating, dressing and toilet habits • Serve snacks and meals • Observe children and report on observations to supervisor • Discuss progress and problems of children at staff meeting • Ensure that the centre remains within compliance with licensing regulations at all times • Prepare craft materials and assist children to use them • Provide compassion and empathy to multiple children throughout the day Performance Standards: • Accurate attendance records of each and every child must be maintained daily • Educator/child ratios must be adhered to • Child reports must be completed daily
  47. 47. 47 • Children must be supervised at all times • Compliance regulations must be followed • All accidents either minor or serious must be reported with an incident report Educational Requirements/Work Experience: • Completion of college/CEGEP/vocational or technical training • Early Childhood Education Diploma or Degree with Infant Toddler Certificate • Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate Salient Working Conditions: • Ability to movie from various positions of standing or sitting multiple times during the day • Work in an environment that may be loud, stressful and consumed with lots of activity • Provide continuous mental attention to children for long periods of time • Lift and/or carry children for multiple hours during the shift Other Related Requirements Due to the Sensitive Nature of Working with Vulnerable Age Group: • Provide 2 letters of reference at time of interview • Successfully pass a criminal records search • Medical doctor’s clearance; Child abuse registry check • Immunization records; Tuberculosis test Interested Candidates may apply with resume at indeed.ca, workbc.ca or by email to Emma Watson at creativedaycare@hotmail.com. Drop in resumes will also be accepted at Creative Daycare located at 1234 Adolescent Ave, Kamloops BC V2B 1B7. Last date to submit applications is February 10, 2015. Only selected candidates will be contacted. Creative Daycare proudly complies with 41 CFR 60-1.4- According to which, Candidates will not discriminate against any employee or applicant for employment because of race, colour, religion, sex, or national origin.
  48. 48. 48 Creative Adventures Daycare Position: Administrative Office Assistant Location: Kamloops Reports to: Kelly Sharpe Date: January 31th, 2015 Start Date: March 1, 2015 Job Summary: Under the Supervision of the Office Manager, Kelly Sharpe the candidate will be responsible for maintaining all children’s files including but not limited to; medical records, policies and procedures, personal behavioral plans and payment invoices. The Office assistant will also be required to schedule appointments with potential new clientele as well as quarterly parent educator review meetings. Implement a functional office system or organization, greet guests and clientele in a cheerful and approachable manner. Most importantly ensure that all files and manners pertaining to policies remain in compliance with licensing standards. Duties and Responsibilities, including but not limited to:  Maintain all children’s files including but not limited to; medical records, policies and procedures, personal behavioral plans  Issue payment invoices to clientele  Schedule appointments with potential new clientele as well as quarterly parent educator review meetings.  Implement a functional office system or organization  Greet guests and clientele in a cheerful and approachable manner  Most importantly ensure that all files and manners pertaining to policies remain in compliance with licensing standards.  Work with Simply Accounting system, Microsoft excel, Microsoft Office, Access Performance Standards:  Accurate attendance records of each and every child must be maintained daily
  49. 49. 49  Educator/child ratios must be adhered to  Child reports must be completed daily  Reports submitted by staff meet compliance regulations  No child’s records can be incomplete  All non or late payments must be reported to Administrative manger Educational Requirements/Work Experience:  Completion of secondary school is usually required.  Completion of a one- or two-year college or other program for administrative assistants or secretaries  Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate Salient Working Conditions:  Ability to movie from various positions of standing or sitting multiple times during the day  Work in an environment that may be loud, stressful and consumed with lots of activity  Other Related Requirements Due to the Sensitive Nature of Working with Vulnerable Age Group:  Provide 2 letters of reference at time of interview  Successfully pass a criminal records search  Child abuse registry check  Immunization records; Tuberculosis test Interested Candidates may apply with resume at indeed.ca, workbc.ca or by email to Kelly Sharpe at creativedaycare@hotmail.com. Drop in resumes will also be accepted at Creative Daycare located at 1234 Adolescent Ave, Kamloops BC V2B 1B7. Last date to submit applications is February 16, 2015. Only selected candidates will be contacted. Creative Daycare proudly complies with 41 CFR 60-1.4- According to which, Candidates will not discriminate against any employee or applicant for employment because of race, colour, religion, sex, or national origin.
  50. 50. 50 APPENDIX 1. c Job AD Main office: 1234 Adolescent Ave Kamloops BC, V2B 1B7 www.creativedaycare.com Email: creativedaycare@hotmail.com Phone: 250-377-1654 Early Childhood Educator with Infant Toddler Certificate Creative Adventures Catholic Daycare is currently seeking a full time ECE IT Educator for our infant toddler room. We are seeking a fun energetic individual with a passion for teaching in a fast paced and active environment to join our team. Duties may include but are not limited to:  Bathe, diaper and feed infants and toddlers  Conduct and monitor activity programs designed for young children  Guide children in development of proper eating, dressing and toilet habits  Serve snacks and meals  Observe children and report on observations to supervisor  Discuss progress and problems of children at staff meeting  Ensure that the centre remains within compliance with licensing regulations at all times Qualifications:  Completion of college/CEGEP/vocational or technical training  Early Childhood Education Diploma or Degree with Infant Toddler Certificate  Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate Creative Adventures Catholic Daycare
  51. 51. 51 JOB AD Main office: 1234 Adolescent Ave Kamloops BC, V2B 1B7 www.creativedaycare.com Email: creativedaycare@hotmail.com Phone: 250-377-1654 Early Childhood Educator Creative Adventures Catholic Daycare is currently seeking a full time ECE Educator for our 2.5 years to 5 years old room. We are seeking a fun energetic individual with a passion for teaching in a fast paced and active environment to join our team. Duties may include but are not limited to:  Conduct and monitor activity programs designed for young children  Guide children in development of proper eating, dressing and toilet habits  Serve snacks and meals  Observe children and report on observations to supervisor  Ensure that the centre remains within compliance with licensing regulations at all times  Prepare craft materials and assist children to use them  Provide compassion and empathy to multiple children throughout the day Qualifications:  Completion of college/CEGEP/vocational or technical training  Early Childhood Education Diploma or Degree  Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate Creative Adventures Catholic Daycare
  52. 52. 52 JOB AD Main office: 1234 Adolescent Ave Kamloops BC, V2B 1B7 www.creativedaycare.com Email: creativedaycare@hotmail.com Phone: 250-377-1654 Administrative Office Assistant Creative Adventures Catholic Daycare is currently seeking a full time Administrative Assistant for our front desk. We are seeking a fun energetic individual with a passion for teaching in a fast paced and active environment to join our team. Duties may include but are not limited to:  Maintain all children’s files including but not limited to; medical records, policies and procedures and personal behaviour plans.  Issue payment invoices to clientele  Schedule appointments with potential new clients  Implement a functional office system  Greet guest and clientele in a cheerful and approachable manner  Most importantly, ensure all files and manners pertaining to all policies remain in compliance with licensing standards. Qualifications:  Completion of college/Administrative Office Assistant  Working Knowledge of Simply Accounting, Microsoft Excel, Office and Access Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate Creative Adventures Catholic Daycare
  53. 53. 53 APPENDICES 2 SELECTION TOOLS
  54. 54. 54 Appendix 2. a Structured Interview Questions Introductory Questions:  Tell me about yourself?  What are your strengths and weaknesses?  Where do you see yourself in 5 years?  If you could be a toy what toy would you be?  Why do you want to work for this company? Behavioural and Situational Interview Questions:  Give an example of a situation where you handled a conflict between two children.  Tell me about a difficult day in a daycare setting and how did you handle it?  Time management is important for policy adherence at the centre. What strategies would you use to ensure your time is managed efficiently?  During the afternoon you have a child that is fussy and needs your attention and at the same time you also have a parent that walks in and is in a rush to pick up her child to take them to an appointment. How do you handle this situation?  Tell me about a time that you had to work in a team setting?  Tell me about a time that you had a conflict with a co-worker or boss and how did you handle it?
  55. 55. 55 Appendix 2. b Grading Rubric Weightage – 70% Skills/rank 1 2 3 4 Education/ knowledge The candidate displayed poor knowledge regarding child care environment The candidate displayed fair knowledge regarding child care environment The candidate displayed good knowledge regarding child care environment The candidate displayed excellent knowledge regarding child care environment Problem Solving skills Candidate demonstrated poor problem solving ability Candidate successfully demonstrated fair problem solving ability Candidate successfully demonstrated good problem solving ability Candidate successfully demonstrated outstanding problem solving ability Team work/ Group setting Candidate displayed poor flexibility and was uncomfortable in a group environment Candidate displayed average flexibility and was hesitant in a group environment Candidate displayed good flexibility and was comfortable in a group environment Candidate displayed excellent flexibility and was comfortable in a group environment Quick Thinking, multitasking and analytical skills Candidate demonstrated poor multitasking, quick thinking and analytical skills Candidate demonstrated fair multitasking, quick thinking and analytical skills Candidate demonstrated good multitasking, quick thinking and analytical skills by providing real life instances Candidate demonstrated excellent multitasking, quick thinking and analytical skills by providing real life instances and examples Communication skills Candidate demonstrated poor English skills Candidate demonstrated average English skills Candidate was good in English, Both speaking and writing Candidate was fluent in English, both speaking and writing
  56. 56. 56 The Grading rubric is divided into 2 parts: the first one lays a detailed structure, from point 4 to 1. Four being the best. This rubric segregates candidates based on their knowledge and skills required to perform the task. Weightage 70% The second table grades candidate based on their performance at the interview. This table is divided into several small segments each holding a certain percentage. For instance, the accuracy of the information provided will be graded out of 10, whereas their problem solving skills will be graded out of 3 and so on. Higher weightage is given to communication skills as it is one of the major skills needed to perform the task of a customer service representative. Rubric 2 Interview Grade/Percentage (30%) Grade Obtained Interview 10% (includes accuracy of information (5%), problem solving skill (3%), critical thinking skills, multitasking (2%) Individual Grading 20% (15% for communication skills, 5% for confidence) Final Grade: Rubric 1 : /70 + Rubric 2: /30 Total: /100
  57. 57. 57 Appendix 2. c Reference Interview Questions Introductory Questions:  How long have you known the applicant?  How do you know the applicant?  How long did the applicant work for you?  Is that applicant eligible for rehire? Why or why not? What was his or her reason for leaving?  What would be the applicant’s greatest strengths and weaknesses? Behavioural and Situational Interview Questions:  Can you tell me about a time when the employee solved a problem amongst their co- workers or bosses?  Would you describe the employee as punctual?  Was the employee and team player? Describe an instance this was evident?  Is there anything else I should take into consideration before I hire this candidate?  Can you describe the applicant’s ability to communicate with children?  Please complete this sentence” If there is one thing that I could change about the job candidate it would be ….
  58. 58. 58 Observation Grading Rubric Skill/rank 4 3 2 1 Interaction skills Candidate showed outstanding interaction skills by creating a warm and friendly learning environment Candidate showed good interaction skills by creating a warm and friendly learning environment Candidate showed fair interaction skills by creating an average level of warm and friendly learning environment Candidate showed poor interaction skills by creating an environment unsuitable for learning. eye contact Candidate met child’s eye level. Candidate usually met child's eye level Candidate occasionally met child’s eye level candidate never met child's eye level Tone Candidate used a very friendly and polite tone to address the children Candidate used a friendly and polite tone to address the children Candidate tone lacked the friendliness and politeness needed to address the children Candidate tone lacked was not polite and friendly towards the children. Availability Candidates showed outstanding level of alertness and provided the needed attention to children whenever required Candidates showed good level of alertness and provided the needed attention to children whenever required Candidates showed fair level of alertness and provided the needed attention to children when asked/ requested Candidates showed poor level of alertness and did not willingly provided the needed attention to children whenever required Critical Thinking Candidate displayed outstanding critical thinking abilities and handled every tasks with superior level of efficiency Candidate displayed good critical thinking abilities and handled most tasks with high level of efficiency Candidate displayed fair critical thinking abilities and handled tasks with low level of efficiency Candidate displayed poor critical thinking abilities and did not show any level of efficiency in handling tasks Ability to follow licensing policy Candidate did not violate any policy and procedure during the observation process of selection Candidate unintentionally violated one minor policy or procedure during the observation process of selection. The effect of which were minor Candidate unintentionally violated a few minor policy or procedure during the observation process of selection. The effect of which did not cause a lot of harm Candidate unintentionally violated a few policy or procedure during the observation process of selection. The effect of which cause a certain level of harm
  59. 59. 59 APPENDICES 3 ORIENTATION AND TRAINING
  60. 60. 60 APPENDIX 3. a Before First Day Communication Plan Timing Initiator Messages Communication Method After Employment offer is accepted Director  Welcome  Introduce yourself  Explain upcoming new employee process ( SIN number, other necessary personal information) and set expectations  Provide basic information for the first day (e.g. parking, dress attire, start time, places to eat lunch)  Answer any questions  Provide Contact information Phone call with follow-up email
  61. 61. 61 APPENDIX 3. b New Employee Orientation Checklist Name Start Date: Position Director: Phone Number: Manager: Tasks Status BeforeFirstDay Send welcome package with important information and welcome letter (via email) □ Assign and prepare workspace and provide basic office supplies □ Obtain an Employee Identification Id prior to their first day. □ Send an email to all employees announcing the new employee □ Arrange your schedule to be able to spend some time with the new employee on their first day □ Develop a training plan and schedule as needed □ Develop a work plan for the first day and first few weeks □ Employee Signature Firstday/orientation Welcome the new employee and show them their space □ Review confidentiality of information, health and safety checklist, procedure guidelines, alarm procedures, and the guide to responding to emergencies □ Review hours of work, schedule, pay schedule, overtime policy, and vacation planning □ Discuss procedures for scheduling time off and unexpected absences □ Review proper attire for workplace □ Review workplace policies for cell phone, personal calls and other workplace policies □ Provide the employee with keys, fob, security pass □
  62. 62. 62 Tour of the department and/or building (washrooms, lunchroom/coffee machine, vending machines, closets, emergency exit, first aid kit) □ Meet with the new employee at the end of the day to answer any questions □ Employee Signature FirstWeek Review department’s mission, strategy, values, functions, policies and procedures; organization of the department; critical members of the department; departmental staff directory, department calendar □ Review job description, responsibilities, competencies, and expectations □ Review performance feedback and appraisal process □ Review key general policies (including but not limited to: accommodation in the workplace, conflict of interest and harassment) □ Review departmental health and safety policies /Emergency procedures/First Aid □ Provide a list of key contacts who can address the new employee’s questions on a variety of issues □ Gather feedback about the orientation program from new employee □ Ensure that the Director welcomes the new employee □ Employee Signature DuringProbation Review and discuss the employee’s performance objectives □ Develop a plan to assess development and performance throughout the probationary period. □ If success in the probationary period is reached, meet with the employee to confirm and congratulate them on successful completion. □ Continue to clarify roles, responsibilities and expectations as needed and provide regular ongoing coaching and feedback during your regular meetings. □ Employee Signature
  63. 63. 63 FirstYear Review performance objectives and progress □ Discuss training completed and training planned for the future □ Review objectives from the previous year, and set objectives for the coming year with employee □ Employee Signature
  64. 64. 64 Appendix 3. c Lesson plan Structured Training Lesson Plan Objective Employee will be able to effectively perform all the jobs required in a timely manner while keeping the companies goals and objective in mind. Trainee: New Hired Employee Time: 7:30a.m – 4:30 p.m. Course Outline 7:30- 8:15 Introduction lecture by the manager on nature of the job, key job duties, performance expectations 8:15- 9:00 Demonstration of the chain of commands and orientation procedure 9:00- 9:15 Breakfast Break 9:15- 10:30 Review the breakup of everyday job duties and the most effective means of accomplishing each task 10:30- 11:30 Role play scenarios; trainer creates a scenario where the employee has to deal with an angry parent. 11:30- 11:45 Feedback regarding the role play and videos showing effective means to deal with specific issues 11:45- 12:30 Review of workplace policies and health and safety policies 12:30- 1:00 Lunch Break 1:00- 2:00 Final review of all the job duties and feedback; end of Job instruction training 2:00- 3:00 Introduction to the coach (director); include employee introductions and an ice breaker exercise to make employees comfortable. 3:00- 4:00 detailed analysis on the job expected, performance appraisal procedures, pay structure and other expectations; discussion of real life scenarios 4:00- 4:30 Conclusion of the training session, receiving feedback and answering questions
  65. 65. 65 APPENDICES 4 PAY STRUCTURE
  66. 66. 66 APPENDIX 4. a Pay structure Total Compensation Level: MATCH: YES LEAD: LAG: Proportion of total pay 1. Base Pay 65% a) Market Pricing 97% b) Paid Break 3% 2. Performance pay 10%  Individual performance pay a) Merit bonuses 100% 3. Indirect pay 25% a) Mandatory Benefits 30% b) Health and life insurance 45% c) Paid time off 20% d) Paid sick leave 5%
  67. 67. 67 APPENDICES 5 OCCUPATIONAL HEALTH & SAFETY
  68. 68. 68 Appendix 5 Appendix 5.a Child Care Wellness/Illness Policy If there is a concern by the parent about the child’s health, the parent should contact the centre immediately. A child with any of the following will not come to the Child Care: • An unexplained fever • Vomiting • Diarrhea • Sore throat • Unexplained rash • Head lice • Green nasal mucus • Pink eye • Any communicable disease or serious illness (parents must inform me immediately if their child is diagnosed with a serious illness or communicable disease. I will then inform the parent about the correct procedure). I am required to report certain communicable diseases to the Interior Health Licensing Office. A physician’s note will be required for the return of a child to daycare in the case of a serious or communicable illness. In the case of a less serious illness, the child must be clear of any symptoms or be on the prescribed medication for a period of 24 hours before returning to the Child Care. Parents will be required to complete a medication form for both prescription and non- prescription medication. Medication of any kind will NOT be administered at Creative Adventures Catholic Daycare. If a child requires medication it will be the family’s responsibility to make sure that they receive the proper dose and at the proper time. Medications will include but not limited to eye and ear drops, ointments and creams, tablets, capsules, liquids and asthma and allergy medications
  69. 69. 69 If a child becomes ill at daycare, the child will be given a comfortable area to rest away from the other children. A parent will be contacted to pick up the child immediately and will be advised as to the return of the child to the Child Care. If the parent is unavailable, the Emergency Contact will be contacted. Each child will get several common colds throughout their childhood. If they are able to fully participate in the program and not infect the other children, the child is welcome to attend the Child Care. However, staff will monitor the child over the course of the day and if the child seems too ill to stay, they will contact the parent or Emergency Contact. To help stop the spread of colds, we will encourage daily hygiene such as frequent hand washing, nose wiping and toy cleaning. If a child is away due to illness, the family will still be required to pay their full monthly fee. If a part time child is away due to illness on a regularly scheduled day, the family will still be required to pay for that day and will not be able to switch days to make the missed day(s) up.
  70. 70. 70 Appendix 5. b Child Abuse Policy Any person who has a reason to believe a child is being abused emotionally, physically, or sexually has a legal duty to report it. The duty to report applies to everyone including service providers, family members, and the general public.  It doesn’t matter if you believe someone else is reporting the situation you still have to report it.  It doesn’t matter if you are aware that a child protection social worker is already involved with the child you still have to report the matter  The legal duty to report over rides any duty of confidentiality  Tim is of the essence in ensuring the safety and wellbeing of children. Report immediately  Do not contact the alleged perpetrator. This is the responsibility of the police. In the event that there is an allegation of abuse against the caregiver or alternate staff Interior Health Licensing will conduct a thorough investigation. It may be necessary to close temporarily or replace the suspected staff members form the centre until the process is concluded. As a parent of a child in care it is your legal right to keep informed of all the outcomes once made available.
  71. 71. 71 Appendix 5.c Lost Child Policy At Creative Adventures Daycare, losing a child is something that we take all precautions to prevent. However, a lost child policy is very important as it is as equally important to know what steps will be taken in order to locate a child in the event that a he or she wanders away or is taken. Below are the steps to be followed in the event a child goes missing: 1. Check all known play areas 2. Contact parents 3. Telephone police after immediate area search has not located child 4. Have emergency contact card readily available 5. Phone Substitute caregiver for back up help for other children When child is found these procedures will be followed: 1. Make sure child is ok and get medical help if needed 2. Phone Parents and local authorities 3. Issue incident report These are some of the ways to prevent loss of child: 1. Head count regularly 2. Explain the boundaries of the park or areas that are acceptable for play before play commences 3. Inform all children not to wander alone or away from the group 4. Keep them in a close area where they are visible at all times 5. Have a buddy system in place at all times 6. Ensure there is always enough staff of to maintain safety of the children 7. Children will all be given an identification band to wear on his or her wrist for field trips. This band will include their name and phone number of parents as well as daycare and instructions on what to do if this child id found without an adult. All Children at Daycare will be taught what to do in case they become separated from the group: 1. Stay calm 2. Stay where you are 3. Don’t wander
  72. 72. 72 Appendix 5. d Child Guidance and Discipline Policy Creative Adventures Daycare believes that children should be cared for in a setting that uses positive reinforcement and guidance, in accordance with the ECEBC Code of Ethics, rather than punishment, when behavior exceeds the acceptable. On a daily basis, staff will use the Safe Spaces technique developed by West coast Resources in Vancouver. This technique teaches children at an early age to understand how their actions have consequences to themselves, others and their surrounding environment. It also teaches the children empathy and acceptance of others that are different from themselves. No form of punishment, including physical, with holding of food, humiliation or isolation, will be used. Children will be given clear limits, in a positive way, to ensure their safety, the safety of others and the safety of the surrounding environment. If a child’s behavior frequently puts the child or others at risk, I will document the behavior and then arrange a meeting with the parents. At this time we will work together to establish a consistent set of guidance techniques to help the child change their behavior. Children will be offered many opportunities to make choices throughout the day and to become aware of the consequences of their choices. The 3 R’s 1. Reinforce Positives 2. Redirect negative behavior 3. Remove a child from the situation
  73. 73. 73 Appendix 5. e Emergency Transportation and Medical Emergency Policy: For children and or staff who require immediate medical attention, staff will call emergency services to respond. Procedure: 1. Staff at Creative Adventures Daycare will phone 9-1-1 for emergency transportation and/or medical attention when they deem it necessary for a staff member, child or children in their care is in distress. 2. The staff at Creative Adventures Daycare will then call parents or emergency contacts to inform them. 3. The cost of the emergency transportation will be covered by the staff member or the parent of the children in care.
  74. 74. 74 Appendix 5. f Immunization Policy: Creative Adventures Daycare is required by the Child Care Regulations to keep an up-to-date copy of each child’s immunization record in case an outbreak should occur. As an additional safety practice it will also keep a record of all staff members’ immunizations. It is required that all staff members be up to date with immunizations as well as seasonal immunizations for the health and safety of all children in care particularly the children too young to get immunized. Procedure: 1. Upon enrollment or employment to the daycare staff will ask for a current immunization record for every child and staff members. 2. If a parent has decided not to have their child inoculated, the child will not be accepted into the daycare.
  75. 75. 75 Appendix 5. g Smoking Policy Creative Adventures Daycare follows a strict SMOKE-FREE ENVIRONMENT. Employee’s that do smoke must smoke off property on your own time (breaks and or lunch). When returning to work from a smoke break employees must wash their hands and if necessary change into a new uniform shirt so not to bring in the scent to the children. No employee will be permitted to hold a baby or child up to them if they smell of smoke for health and safety of the children; as passive smoking is harmful to the children with asthma as well as young developing lungs. Appendix 5. h Scent Policy Due to the increasing number of allergies to scents and perfumes Creative Adventures Daycare will adhere to a SCENT-FREE ENVIRONMENT. In an effort to protect staff and children in care this policy will apply to but not limited to perfumes, aftershaves, deodorant, and body sprays.
  76. 76. 76 Appendix 5. i Emergency Fire Evacuation Policy In the event of a fire the rooms will be evacuated as follows: 1. Immediately alert all occupants by remaining calm and radioing all staff members … Fire! Fire! Fire! Or sounding the fire alarm system located on the alarm panel if accessible. 2. Immediately evacuate all children and staff from the building through the nearest exit, shutting all doors behind you and grabbing the first aid kit located at the door. 3. Meet at the predetermined location, well away from the building and conduct a head count of all children and staff. Staff will stay with the children and keep them calm. 4. Contact the Fire Department from this safe location by calling 9-1-1. The ECE manager will make contact will all parents when safe to do so. 5. DO NOT go back into the building for ANY reason until the “all-clear” has been given by the Fire Department. 6. The director or staff manager on duty will provide any information to the fire department on their arrival.
  77. 77. 77 Appendix 5. j Emergency Preparedness Plan In the event a minor or major disaster happens, these are the preparations I have in place. Please make sure you are familiar with them. If we have to SHELTER-IN-PLACE due to a hazardous materials spill, a plume of poisonous vapor or smoke, a release of radioactive materials, etc., we will…  Go indoors immediately and turn on the radio Close all windows and doors  Turn off the air conditioner/furnace  Listen to the radio for local media releases…the information in the media will be followed whether it is to stay indoors or evacuate (see below).  Parents are to call 250-318-6191 for information and status of their child(ren) and to arrange for pick up when it is safe to do so. If we have to EVACUATE due to the threat of flooding or fire, an earthquake, the situations listed above or for any other reason we will…  Ensure the safety of the children and perform any first aid necessary.  Listen to the radio for any media release and instruction form the Emergency Response Services Then…  If it is safe, we will evacuate to OLPH Church located at 235 Poplar St.  If it is unsafe to remain where we are we will evacuate to Holy Family Catholic Church located at 2797 Sunset Dr. *However, if, in the media release on the radio, the Emergency Response Services suggests we proceed to an Evacuation Center, these instructions will be followed. It is important to listen to the radio as we will be to receive the same information. The emergency contact number to call is 250-318-6191. Regardless of where we evacuate to, staff will have a Grab and Go Kit that will include food, water, activities and necessities for 72 hours. Once we are settled staff will begin to call all the parents that have not made contact, to arrange pick up or to give them information on our situation and the status of their child(ren).
  78. 78. 78 If unsuccessful in reaching parents, the Emergency Contact (please ensure these names and numbers are up to date) will be contacted. If still unable to reach either the parent or contact, the child(ren) will remain in care until contact is made.
  79. 79. 79 Appendix 5. k Communicable Disease Outbreak Policy: In the event that there is an outbreak of a communicable disease the following procedures will be followed: 1. All parents will be notified to pick up children and sent home with instructions to follow as sent out by the Interior Health Authority 2. All children not in attendance but registered in care will be contacted and provided with the same information 3. Child care centre will close 4. Cleaning company will be contacted to come and clean all surfaces and toys in the centre 5. All documentation will be submitted to Interior Health as per requested 6. Inspections and routine follow ups will be conducted with Interior Health 7. Centre will open only after the centre is deemed safe by Interior Health 8. All children and staff must be cleared by a doctor before returning to care a doctor’s note will be required
  80. 80. 80 APPENDICES 6 WORKPLACE RULES
  81. 81. 81 APPENDIX 6 Appendix 6. a Roles and Responsibility Policy At Creative Adventures Daycare, the parents and caregivers must work together for the child’s daycare experience to succeed, and for the children to learn the best that they can. Below are some roles and responsibilities of the parents and caregivers. Parent/Guardian  Bring any and all complaints, concerns or problems first and directly to caregiver.  Inform caregiver of any changes in address, phone number, employment, or emergency information.  Inform staff of any changes in family situation, custody, access of parents  Inform staff of any changes in care hours or days needed, or drop-off and pick-up times  Supply any special food clothing or infant supplies that are required  Respect the fact that this is a business and has the right to be paid on time.  Provide that facility with sufficient diaper, clothing and supplies  Provide the facility with 1 month notice of removing their child from care. Caregiver:  Provide a safe environment that promotes health and safety of the child  Offer adequate play , private spaces and age appropriate equipment  Ensure that watchful supervision is provided indoors and outdoors  Communicate with parents about their child’s daily experience in a positive and respectful manner  Maintain necessary confidential records of all children in care  Obtain and maintain liability insurance for the children, centre and vehicles
  82. 82. 82 Appendix 6. b Dress Code Policy Creative Adventures Daycare works directly with children as a result the children look up to the educators. Therefore, a strict dress code is enforced. Staff are permitted to wear the following: Pants:  Dress pants  Jeans  Leggings  Active wear Shorts: Must not be shorter than 1 hand above the knee  Jeans  Dress  Active wear Tops: All employees will be provided with 2 short sleeve t-shirts, 1 long sleeve shirt and 1 hoodie. It is the responsibility of the employee to make sure their uniforms are cleaned and worn for work. Each employee will be given a new uniform once every September and February.
  83. 83. 83 Appendix 6. c Staffing Requirements Policy: The daycare personnel will adhere to the Community Care Licensing Regulations Division 4 – Section 37 Procedure: Care program Maximum group size Children per group Ratio of employees to children in each group Group Child Care (Under 36 Months) 12, with a separate area designated for each group ≤ 4 One infant and toddler educator 5- 8 One infant and toddler educator and one other educator 9- 12 One infant and toddler educator, one other educator and one assistant Replacing Staff: Employee Period of absence Replacement Educator < 30 days educator or assistant ≥ 30 days educator holding at least the same certificate Assistant < 30 days educator, assistant or responsible adult ≥ 30 days educator or assistant responsible adult any period educator, assistant or responsible adult Manager < 30 days a person qualified to be a manager under this regulation ≥ 30 days a person qualified to be a manager under this regulation, with notice of the appointment given to the medical health officer
  84. 84. 84 Appendix 6. d Substitute Childcare Providers Policy: Daycare personnel will adhere to CCLR Division 4 – Section 37 Procedure: Qualified substitute child care staff will be called in when regular staff are away due to sickness or vacation in order to maintain appropriate staff/child ratio required by Interior Health licensing protocol. Consideration: Child Care Licensees need to update their licenses every 5 years Exceptions: None Reference: Community Care Licensing Regulations Division 4 – Section 37
  85. 85. 85 Appendix 6. e Reportable Incidents Policy Daycare personnel will adhere to Community Care Licensing Regulations Section 29, 30, 31(a) and 31(b). The Residential Care Regulation lists reportable incidents and their definitions in Schedule D; the Child Care Licensing Regulation includes this information in Schedule H. Note that an incident must be reported in residential care when:  A reportable incident has occurred  When abuse or neglect may have occurred or is suspected  When a person in care has witnessed a reportable incident This is found in Section 77(1)(a) and (b) of the Residential Care Regulation. Child care licensees must report when a child is involved or may have been involved in a reportable incident while in care; this is found in Section 55(1)(b) and 55(2)(a) of the Child Care Licensing Regulation. Reportable incidents include but not limited to aggressive or unusual behavior, attempted suicide, choking, death, disease outbreak or occurrence, emergency restraint, emotional abuse, fall, financial abuse, food poisoning, medication error, missing or wandering person, motor vehicle injury, neglect, other injury, physical abuse, poisoning, service delivery problem, sexual abuse, unexpected illness Procedure: The Child Care Licensing Regulation Section 55 requires a licensee to notify a child’s parent or emergency contact and the medical health officer when a child is or may have been involved in a reportable incident How can incidents be reported? An incident form must be fully completed. The completed form can be faxed, e-mailed or hand delivered to your local community care licensing office. If faxed, it is not necessary to send the original form. Retain a copy of the incident report for your records. Consideration: Child care licensees have 24 hours to notify the medical health officer Exceptions: None Reference: Community Care Licensing Regulations Schedule H
  86. 86. 86 Appendix 6. f Communication Policy Creative Adventures Daycare supports an “Open Door” Communication Policy with both staff and clients. Procedure: 1. Parents are welcome to drop in and observe the program at any time. If consultation with a child care provider is desired, advanced notice is required in order to maintain child staff ratios and safety of the children. 2. Telephone communications is always encouraged. 3. Parents can expect ongoing communication by email as well as bulletin announcements 4. Parents can expect daily communication with regards to 1. Their child’s progress 2. Program activities 3. Centre Operation 5. Parents can expect information regarding community resources to be available to them at the centre. 6. Parents are asked to make themselves familiar with the Parent Handbook which states the centre Policies and Procedures which apply to: 1. The care of the children 2. The program 3. The general operation of the Centre 7. Parents concerned with the care of their child, or any incidents at the centre are urged to speak with the provider in a confidential setting as not to upset other children, and if not satisfied talk to the manager then speak with the director.
  87. 87. 87 Reference http://babiesintuxedos.tumblr.com/ http://www.livestrong.com/article/152885-various-reasons-a-baby-may-wear-a-helmet/ http://www.123rf.com/photo_7271840_frightened-child-with-yellow-helmet-and-hammer-over- a-white-background.html http://financetriggers.com/are-you-financially-ready-to-have-a-baby-5-questions-to-ask-yourself/ http://www.labour.gov.bc.ca/ http://www5.hrsdc.gc.ca/NOC/English/NOC/2011/Welcome.aspx https://www.interiorhealth.ca/YourEnvironment/ChildCareFacilities/Pages/default.aspx http://www.dreamstime.com/stock-photo-little-girl-builder-yellow-helmet-screaming- loudspeaker-image28750570 https://localwiki.org/bloomington-normal/Daycares_for_newborns http://blogs.wsj.com/juggle/2011/01/05/the-lowly-child-care-worker/ http://www.thefancarpet.com/ActorGalleryPicture.aspx?mga_id=12557&a_id=1631 http://www.matthewjohndaycare.com/ http://www.sheknows.com/parenting/articles/1040219/the-real-cost-of-child-care
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