2. First Things First
• It is important to know your role
• The role of the director is to be a leader and a
supervisor
• Leaders show others how to do the job and provide
accurate support – the set the standard
• Supervisors hold employees accountable for
maintaining the standard
3. Have an Attitude of Standard
• It is important that you make the standards clear
• This is done in your program’s mission, vision,
philosophy, and goals
• Then it is shown through your words, interactions,
actions, and expectations
• Employees should never have to wonder if you are
really striving for high quality
• Hold up the standard with integrity – this means that you
don’t cut corners that compromise the quality
• We do what is best all the time not when it is convenient
• Hold yourself accountable to the standards first
4. The next step
• Build a community with the employees and among the
employees
• Do not confuse this with being their friend
• They have friends
• They need a leader and supervisor
• Do lots of connecting activities together
• Get to know them and let them get to know you
• There is more buy in when employees feel cared about
and suppported
5. Supervising -
• Embrace your role
• Teachers feel better about their job when they know
the standard of high quality will be expected and
maintained
• Don’t ignore the little things
• The standard is always the standard
• When the standard is not met, call it to their attention
6. Calling it to their attention
• Stay calm and supportive
• Ask them to come talk with you (always away from the
children)
• I noticed…
• State the standard or ask them to
• Explain why following the standard is important
• Offer support to them to help them meet the standard
7. If it begins to be a pattern
• Call it to their attention again (using the same process
as in the previous slide)
• Remind them of the other times you called it to their
attention
• Let them know if the pattern continues, there will be a
performance conference
• Stay supportive but clear and end again with asking if
there is anything you can do to support them in
meeting the standard
8. If there has to be a performance
conference
• Works the same way as calling it to their attention
• Ends with a signed memo that contains the reason for
the meeting, the expected standard(s), and possible
future consequences
• Both you and the employee sign and date
9. To avoid the need for a performance
conference
• Train and discuss
• Find ways to get everyone on the same page
• Start with policy and memo
• This is often cold and not enough
• Discuss in staff and team meetings when possible
• This is often spread out to far and long and not everyone
hears
• Do mini posted trainings through powerpoint or
brochures
10. Toilet Train Your Teachers
• Post mini training sessions by strategically placing
powerpoints in a place that everyone will see
• This is usually the bathrooms but can also be over the
microwave, in the breakroom, in the office at the time cards
or mailboxes
• Make sure they are attractive and balance writing with
white space so it is not overwhelming
• Make the bullet points specific to actions you want to see
and the teachers can visualize in their minds
• Keep it brief (around 4-6 slides) – 8 max, you don’t want
them in their all day
• Be available to offer clarification if they seek it
