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Woodgreen Early Education Centre Staff Handbook

Woodgreen Early

Education Centre

STAFF HANDBOOK

This Staff Handbook is designed to assist new staff to settle into their new role within our Centre with as little as possible impact on the care of the children. If your questions are not addressed in this

booklet please feel free to ask the Centre Director or the Approved Provider at any time (Approved Provider’s name is Amani Selim and her mobile number is ------------------). This handbook will remain the property of Woodgreen Early Education Centre . It is staff responsibility to read

this handbook and familiarise themselves with the Centres policy and procedure booklet. On ceasing employment this staff handbook should be handed back to the Director (with keys and uniforms). The policies and procedures booklet provides greater depth into the policies and procedures undertaken by the Centre not only to ensure the safety and well-being of the children but to provide the highest

standard of care to children and offer a rewarding and challenging educational experience.


Introduction

“Motivation is the quality inherent in the child which determines how a child will use the environment, and it is the quality of the environment that has the potential to draw out the child’s involvement”1

Bjorklid and Ulvard (1985)

Centre Philosophy and Goals of the Centre

Centre Philosophy At Woodgreen Early Education Centre we will provide your child with a play based learning environment that nurtures participation, investigation, decision making and risk taking. In order to achieve this we ensure a safe, secure, stimulating, inclusive and caring environment which models equity and builds upon respect for self and others, positive esteem and resilience.

Children’s interests and learning opportunities are built into comprehensive programs recognising the importance of the whole child. Our families are encouraged and supported to become part of our Centre community and to engage purposefully with their child and the Educators in their child’s learning and development. Educators at Woodgreen Early Education Centre recognise the reciprocal relationship that exists between themselves and the families of our children. Our open door policy facilitates this relationship and Educators will work with families to develop a feedback process which strives to accommodate individual needs.

As Educators we build on the culturally valued learning of individual children’s communities. We promote children’s sense of belonging, connectedness and wellbeing. We engage in continual improvement to ensure our knowledge and skills are abreast of any recent changes and meet best practice principles. We adhere to a curriculum based on the Early Years Learning Framework and the latest guidelines and regulations. These are overseen by the Australian Children’s Education and Care Quality Authority.

As part of an active community, we encourage our children and families to engage in excursions, incursions and charitable events. This process introduces the concept of community participation and facilitates a wider understanding and appreciation of our environment. We promote sustainable practices of reduce, reuse and recycle and are continually reflecting on our practices to ensure we are creating a more sustainable future.

Goals of the Centre

At Woodgreen Early Education Centre we provide a safe, caring and happy environment. Our high quality educational programs allow children to play, explore, experiment, imitate and ask questions to further develop their thinking and problem solving skills. We focus on the wholesome development of the individual child in a caring environment, which nurtures each child in acquiring a love for learning. We acknowledge each child is unique and aim to provide an environment where children’s energy and curiosity is fostered, creative thinking is encouraged and children can make decisions with time to reflect and explore, encouraging their sense of self.

At Woodgreen Early Education Centre we….

Serve, engage and inspire our communities.

Promote lifelong learning.

Appreciate our natural environment.


Provide a safe, secure, stimulating, inclusive and caring environment.

Nurture participation, investigation, decision making and risk taking.

Develop each child by providing a wide range of play experiences, embracing their interests.

Provide a happy atmosphere in which the children will be able to express themselves freely and show their individuality.

Guide children in good social values and successful interaction with their friends so they have a sense of belonging, connectedness and hope.

Promote equity, positive esteem, resilience and respect for oneself and others.

Have a focus on literacy where children are encouraged to open and read books.

Endorse an ‘open-door’ policy, encourage a feedback process and invite families to engage purposefully in their child’s learning.

Are driven by continual Quality Improvement, participating in the assessments and ratings process.

Ensure our families can access all parts of the Government’s incentives.

Our aim is to encourage in children:

Confidence and curiosity Happiness and honesty within themselves Interest in the world around them Love and security Development of each child’s individual mind, body and soul Respect for themselves, others and the environment Empower in each child the belief in themselves and their own ability Nurturing independence and identity

Welcome

Firstly welcome to the staff of Woodgreen Early Education Centre. We look forward to a long and mutually rewarding working relationship with you in the Cen t re . Woodgreen Early Education Centre has a small and dynamic team of staff all committed to providing the highest level of childcare possible, as part of this team you will be expected to aim for these same high standards and draw on the knowledge and experience from around to assist you to attain your own personal goals. To assist you in settling into your new role, you will be required to read this Staff Handbook and make yourself familiar with the C e n t r e s Policy and Procedures Handbook (these handbooks include WHS procedures) within two weeks. This will aid you in understanding the requirements of your role. Any questions, concerns or aspects of these documents can be freely discussed with your Centre Director at any time or taken back to a staff meeting for a whole team input.

Our Aim To provide a quality, affordable childcare that meets the developmental needs of each child and family. We aim to provide a safe and caring learning environment that promotes self-esteem and independence.

Brief Background Woodgreen Early Education Centre is a privately owned extended hours Centre catering for (--) children aged between 0-6 years of age. Running on extended hours of operation from 7.00am to 6.00pm, a fully programmed curriculum is in place to ensure that each individual child’s educational


and social needs are met. With a full compliment of staff, all with diverse talents and a team approach to the education of the children in our care.

Our Centre is an equal opportunity employer. When a position becomes vacant, the position will be advertised in the local papers – and interviews conducted. Where people have shown initiative and dropped off their resume, their resume will be kept on a locked file for a later date should a permanent, part-time or casual/relief position become available.

General topics (in alphabetical order)

Accident, Incident and Illness Reporting While theC e n t r e undertakes every possible precaution, accidents do occur. Children can be involved in an accident or incident while attending ourC e n t r e . To ensure proper and adequate reporting of such events theCentre has an Accident/Illness Report Form, which needs to be filled out by a staff member. The report will contain a description of the accident or the illness (should a child become ill while in our care) and the injury as well as the treatment given, and be required to be signed by the staff member that witnessed and treated the event, these forms are to be signed by the parent/guardian when the child is collected. If the staff believes the child will need extra treatment or is more seriously injured, a parent/guardian will be notified immediately by Director or Certified Supervisor. A small note saying ‘please see staff’ is to be written on attendance sheet and highlighted for parents to notice. This will ensure that no staff forgets to inform parents at the end of the day. If the staff that have witnessed the accident leave on an earlier shift it is there responsibility to inform the late shift staff so they can personally inform parents.

If a head or eye injury occurs staff are to notify Director or Certified Supervisor where a courtesy phone call needs to be made immediately. These forms are legal documents and need to be filled out accurately and completely then scanned on the office computer after the parents have signed these forms, this will ensure confidentiality with the records.

Assessment and Rating Our Centre currently has a meeting rating under the new National Quality Framework, which aims to provide children in Centre, based child care throughout Australia with high quality care that best promotes their learning and development in the vital early years. The broad objective of the NQF is to ensure that children in long day care have stimulating, positive experiences and interactions that foster all aspects of their development. It does this by defining quality childcare and providing a framework for measuring quality in a childcare setting.

As our Centre strives for the highest standards (on a regular basis), all staff are required to be fully familiar with this process and to have an understanding of its requirements. All new staff will be provided with an NQF factsheet, which they will be required to read if they are not familiar with the process. Any questions arising from this should be directed to your mentor or the Centre Director.

Administering of Medication Policy Staff are requested to be particularly familiar with the Administering of Medication Policy which outlines all the necessary procedures for the administration of medicine to children within care at our Centre. Briefly there is to be 2 staff members administrating medication at all times. No over the counter medication i s to be given. Trainees a r e n o t t o give medication to children under any


circumstances due to them still being in a training position. Casuals and relief staff are also not permitted to administer medication to children under any circumstances.

Annual Leave Annual Leave is currently 4 weeks per annum (year) in accordance with your Award. A 17½ % (seventeen and a half percent) annual leave loading will be paid during the Christmas annual leave period.

All annual leave must be applied for in advance on the Leave Form, which is available in the kitchen and must be signed by management before leave is taken. As theCentre closes for approximately 2 weeks over the Christmas and New Year period, all staff will be asked to take annual leave on those days (other than public holidays) that theCentre is closed over this period. Public Holidays taken over the Christmas and New Year’s period are paid for like any other public holiday taken through the year.

Management requests that all annual leave (not including Christmas closure time) be taken within the year; provided the day-to-day functioning of theCentre is not compromised and that casual staff is available.

Centre Staffing TheCentre is staffed by a core body of nine permanent staff they are as follows:

Approved provider – Owner Director – Early Childhood Teacher Two Diploma trained Educators Two Certificate III trained Educators ISS workers – with minimum of certificate III training One Trainees (If possible) (Trainees are only employed for 12 months)

Casual/Relief Staff From time to time theCentre needs to use relief/casual staff. Every effort is made to call upon familiar people to provide security and continuity of care. This also assists permanent staff because; familiar relief/casual people will know the routine and duties therefore less time will need to be spent training people.

Preschool Educator Orientation If not already undertaken prior to commencement or after being interviewed, the Director will provide you with a full tour of the Centre introduction to other educators and where possible offer any relevant information regarding theC e n t r e and provision of our service. Operational use of any equipment, e.g. Photocopier, Security System, etc. that the staff member may be required to use will be undertaken at this time. Every opportunity will be taken during the first days of employment to introduce you to as many of the children and their parents.

If possible you will be ‘teamed’ with an experienced staff member (mentor) who will be responsible to oversee your interactions with children and families. You will be assisted and given ongoing peer support by the director or mentor in making you feel as comfortable as possible in showing you where to find policies, forms and child/family information, also going through theCentre routine will make you feel more confident.

My advice is just ‘relax and give it time’ for you to get to know people and theCentre routine, it won’t happen overnight but, it will happen and the day will come when you will feel part of a


motivated and dedicated team where we hold high standard of communication between each other.

Communication At our Centre I am very proud to say that we have a very high standard of communication between staff to staff, staff to management, management to staff and staff to parents. This is an area that I feel very strongly about and hold as highly important. You will be expected to continue with this standard.

The Centre currently has the following forms of Educator/Educator and Educator/Parent Communication:-

Firstly a high standard of verbal communication between each staff member (to be done at an appropriate time).

Verbal and written communication between staff and parents.

Regular staff meetings, room meetings and educational leader meetings, communication/reflection diaries in each room

A diary that is kept in the office where all phone or verbal messages are written.

Accident/Illness Booklet in each room and outdoors.

Day Journal for parents to read about their child’s day.

Weekly shopping requirements are written on a sheet in the kitchen.

Allergy lists are in the kitchen and a list is kept in each room.

Building and equipment maintenance requirements, equipment breakages,

Arts and crafts supply requirements and equipment wish lists are written in a separate folder located in the staff room.

It is the employee’s responsibility to read and contribute where appropriate to these forms of communication in a timely manner. A listing of each child’s specific allergies, health requirements, dietary restrictions, protection requirements and any other relevant information required to provide the child with their individualised care requirements are gathered on enrolment and this information is passed on to each staff member in each room, copies are kept in each child’s file located in the office and in each room in a filing cabinet. New staff will be shown the location of the above mentioned documents by director or mentor, as each staff member may be required to access these files.

Confidentiality Confidentiality is paramount to our clients and to our staff for the smooth running of our Centre. Please remember that you are bound by professional Confidentiality requirements set by our Department of Education and Communities regulations at all times, both at work and outside work hours, any breach of this can lead to serious consequences such an instant dismissal or even criminal action being taken against you.

Dress Should be comfortable, modest dress appropriate to the professional environment you are working in!

Employer would appreciate fashion adornments kept to a minimum. E.g.: tattoos discretely covered, body piercing restricted to studs for your safety. No stilettos and no offensive language/slogan on T- Shirts. T-Shirts/Tops should not be midriffs preferably waist length. Bucket or broad brim hat to be worn outdoors all the time, winter and summer.


Grooming and personal hygiene is essential E.g.: shower daily, clean brushed/combed hair, long hair to be tied back neatly (to reduce risk of contracting head lice and in order to keep hair free from children’s food).

Employment Staff are employed under the following awards: -

Educational Services (Teachers) Award 2010 Children’s Services Award 2010

Within this pack you will also receive a copy of the 10 National Employment Standards Copies of the award can be found in the office or you can access them at www.fairwork.gov.au

Fire and Emergency Evacuation The Centre has a Fire and Emergency Evacuation Policy in place. Staff can view the Fire and Evacuation Plan, which is located in each room near the fire extinguishers Staff are asked to review this policy and be completely familiar with it as in accordance with National Regulations, emergency procedure practises will be undertaken on a routine basis to ensure that staff and children are comfortable and understand the procedures. These ‘practises’ will be recorded and evaluated. The safety of the children and the staff will always remain the key focus in an emergency situation.

Grievance Policy We are committed to dealing with all grievances quickly, positively and effectively. It is the right of any parent/guardian or staff member to air a grievance without fear of unfair treatment or services being withheld. All grievances will be treated with privacy and confidentiality; this will be maintained at all times. The grievance policy/procedure is for extremely important problems or situations that can’t be dealt with through normal avenues of communication. If you wish to give feedback, ideas or general comments either anonymously or with your identification place it in the fees box (parents can also use the fees box).

One key to remember with any grievance/s that may arise is that all parties should attempt to communicate concerns before misunderstanding and tension occurs. In most instances through good communication, most grievances can be resolved with a minimum of bother. In the event it is felt the grievance cannot be resolved by this means, a Grievance Form should be completed by the relevant party and submitted to the Centre Director. If the grievance involves the Centre Director then the complaint form should be directed to the Approved Provider of the Centre (Amani Selim contact on mobile number …..). All unresolved complaints can escalated to the local Regulatory Authority on 1800 619 113. Before it gets to the stage of involving the Regulatory Authority another avenue is to get an independent person to help with mediation and that person could also be the Certified Supervisor in the Centre.

A set process of dealing with grievances will be followed as outlined in the Grievance Policy. Where possible, the grievance will be overseen by someone within the organisation who was not involved in the matter that led to the grievance. If the grievance is not able to be resolved internally with the Centre, a Children’s Service Officer’s assistance will be sought and his/her advice acted upon. A detailed explanation of the process is available in the Grievance Policy.

Immunisation Any personal Immunisation records that you have on your Immunisation Status should be copied and given to the Centre Director. Any additional vaccinations such a Hepatitis B, Tetanus etc. should also be included. These details will remain on file and remain completely confidential. We encourage

http://www.fairwork.gov.au/


all staff working in an Early Childhood Service to look at becoming immunised. This is an individual choice and the Centre will not pressure anyone to do so.

Keys and Alarm Codes Shortly after commencement, you will be issued with a Centre Key and a Personal Access Code. The Centre key includes front door and gate key. A demonstration on how to operate these locks will be undertaken on commencement. The Centre has a fully operational monitored alarm, you will be issued with a personal PIN number and a demonstration on how to set and disarm the alarm. With this code you will be able to have access to the building at all times, any entry to the building outside normal operating hours is fine but please remember these entries are monitored through the alarm record system so please be courteous and phone the owners before entering, phone on Amani Selim.

Long Service Leave All employees shall be entitled to long service leave in accordance with the relevant legislation in the State of New South Wales as amended from time to time.

Mentor/Buddy System On commencement or shortly afterwards, you will be assigned a mentor or buddy to help you settle into your role. The purpose of this role is to give you an initial point of contact for any little questions or concerns that may arise in your first weeks. Of course you may approach any member of staff, but as with every role there are a number of ‘little’ titbits of information that generally gets over looked, to avoid repeated telling or something being overlooked it is best to nominate one person to assure that all areas are covered. Your mentor will also continue to assist you with child and parent introductions. Do not hesitate to talk to the Director. I will always make myself available to you if it’s possible or another time will be arranged.

Maternity Leave The employee shall be entitled to maternity leave in accordance with the relevant legislation in the State of New South Wales as amended from time to time and in accordance with the relevant award under which the employee is covered.

Workplace Health and Safety All staff are responsible for aspects of the implementation, running, evaluation, and monitoring of an WHS system. The system that is in place at the moment is that all staff needs to be aware and remove, repair or report any potential risk of harm in our maintenance book or WHS folder. Any child that has been injured or became ill whilst at the Centre needs to be documented. Any staff that have been injured or became ill needs to be documented.

Workplace Health and Safety will be a regular discussion in our staff meeting until all potential risks are managed, ongoing monitoring of WHS issues will still be discussed at each meeting as well as ongoing evaluation of our practices in managing risks.

Out of Hour’s Commitment As caring professionals, it is assumed, that where possible staff support functions that are held out of hours e.g. parent nights, fundraising activities, etc., it is a part of our commitment to early childhood that we attend these functions to form good relationships between other staff, parents and children.


Outdoor Supervision Outdoor Supervision is one of the most vital parts of childcare, yet the most overlooked. It is frightening when an extremely large proportion of all serious accidents that happen in an early childhood setting occur in the outdoor playground. Outdoor supervision is paramount to providing a safe environment for the children within our care and should provide an essential source of observations. In line with this, the Centre has an Outdoor Supervision Policy, which must be adhered to at all times. Please ensure you are completely familiar with this policy. This is a huge risk area for potential WHS issues. You will be held legally responsible if an accident occurs and you were not meeting the documented responsibilities of this policy.

Parent Interaction Parent Interaction is an extremely important part of your role at ou rCentre. It is essential to remain professional at all times and to remain aware of what you are saying to the parents. If you are unsure of what to say, unsure of a correct answer, or unsure of a procedure, PLEASE follow up with another staff member before offering the WRONG INFORMATION. Parents will appreciate your honesty rather than being given false information.

In the event that a parent has a grievance or complaint, always remain courteous to parents, document any relevant information, forward the parent onto the Centre Director without seemingly to be seen ‘passing the buck’. If the Centre Director is unavailable, please take the relevant contact details and advise the parent that they will be contacted as soon as possible. Contact the Centre Director or Approved Provider yourself as soon as possible.

Policies and Procedures As previously mentioned, all staff are expected to have a sound knowledge of the Centre Policies and Procedures, as these are the bible to which we follow, any questions or differences of opinions regarding procedures can be resolved by sourcing from the relevant policy or procedure. A number of copies of the Policy Handbook are available from the Centre Director and can be borrowed at any time. These policies will be continually updated and revised to reflect the changes in the care we provide or a departmental regulations change. As a staff member your input will be invited and expected as part of this process, we all bring different knowledge, ideas and experiences from other places we have been in our lives and it’s a wonderful feeling to share and listen to these ideas.

All staff are also expected to have an understanding of the Regulations in line with the position held within the Centre. A copy of the Regulations will be available at all times in the office.

Position Specification/Responsibilities or Job Description On commencement or shortly afterwards you will be provided with more detailed and specific Role Responsibilities or Job Description. As some shifts are rotational, the responsibilities are linked to that particular shift to ensure a smooth flow with the Daily Routine and to ensure nothing is overlooked. It is your responsibility to ensure that the tasks assigned to your shift are completed in the recognised timeframe. There are also duties and responsibilities within each room, please ask a staff member that is within your room to go through these with you.

Public Holidays In addition to the annual leave entitlements, each employee is entitled to be paid leave on those days appointed as public holidays by the State of New South Wales or the Commonwealth of Australia.


Resignations All staff shall make resignations in accordance with Award conditions. Notice in writing to the Owner must be made.

Review and Feedback Just prior to the completion of your probation period a meeting will be arranged with the Centre Owner/Management to review your initial period at our Centre. This will be an opportunity for both parties to offer feedback, praise and critique. This opportunity should be fully utilized. Following your probation, an informal meeting will be arranged approximately every six or twelve month’s period to continue the feedback loop. Any feedback, criticism or suggestions you may have on improving the C e n t r e and the Service that we offer are most welcome. Please do not be afraid to approach any member of the management team.

Rosters and Rotational Shifts Full time employees are on a rotational roster, which is planned every 4 to 6 weeks ahead of time. It is your responsibility to know what your shift is and what roster you are on. The Roster is displayed on the wall of the staff room/kitchen. If a staff member wishes to arrange a change or swap of a roster with another colleague, please check with the Centre Director/Management prior to making any arrangement. While we are happy for changes to occur, we need to ensure that the level of care isn’t compromised and that all applicable regulations are satisfied.

Rostered Days Off (RDO) As childcare has a high fatigue rate, staff are encouraged to take their RDO’s once a month. TheC e n t r e will accumulate a maximum of two (2) RDO’s for special circumstances on consultation with management. RDO’s are worked out at the beginning of each year due to shortage of good, reliable casual workers and also to make sure that all staff take some well deserved time off to minimise burn- out before the end of the year. RDO’s are worked out as fairly as possible. There is a high demand from all staff wishing to tie in RDO’s to long weekends again these are allocated as fairly as possible.

RDO’s can be swapped but I ask to provide notification of intention to swap these days as far in advance as so not to compromise the day-to-day running of the Centre and again this will be due to availability of casual staff.

Sick Leave All employees will be entitled to the sick leave outlined in their relevant Award. To ensure sick leave records are up to date, you are required to fill out a Leave Form on your return to the Centre of any days taken off due to illness. These forms need to be handed to the Director. A medical certificate must accompany any period of sick leave exceeding one (1) day. A medical certificate needs to accompany any day taken off after a long weekend or on a Monday and a Friday (as per Department of Industrial relations recommendation). If a medical certificate is not produced for a prolonged period of illness, this time will be deemed as leave without pay.

Sign In and Sign Out Sheets All staff are required to sign in and out on the attendance sheets. Please ensure that these reflect your shift responsibility. Please remember that these sign in and sign out sheets are legal documents and extremely important in ensuring correct ratios are maintained. Also they are a legal document for insurance purposes failure to constantly sign these documents may result in a written warning.


Smoking Smoking is not permitted in any area of the Centre, as it is a “Smoke free zone”.

Staff Meetings and Other Meetings Attendances at Staff meetings are optional. All staff was informed about our regular staff meetings during their interviewing process and a view on their stance to attend these meetings were documented at this period of time. If you have prior commitments or do not wish to attend it is totally your choice but remember if discussions are made and it was your choice not to attend you would need to stick to the unanimous decisions. If you are on leave or have a valid reason for not attending, decisions will not be made without informing you and gaining your opinion on the matter.

All efforts are undertaken to minimise the impact these meetings may have on your personal life, but they are a vital part in ensuring the running of the Centre. Your input and involvement into these meetings is greatly encouraged as part of the ongoing improvement process. At other times, there may be additional meetings called, such as Accreditation Meetings. Where these are held outside working hours, other non-compulsory meetings such as Parent Evenings are often held. Attendance at these meetings is totally discretionary. If at any time you attend any of the above meetings, you are asked to remain professional and any badgering, harassment or ill feelings about being present that is displayed towards Director or persons running the meeting due to negative feelings about being present will result in a formal counselling session and you will be documented as a disruptive influence.

Staff Training All staff are encouraged to attend workshops/in services that are being held within the community (TAFE, Community College, Private Training Organisations, and Universities) or run by the Centre to further develop their knowledge and to keep up-to date with Early Childhood practices.

The C e n t r e Management will pay for two workshops per year, per staff member (amount is at managements discretion), however staff are strongly encouraged to attend as many workshops as they wish to attend that they are interested in.

Trainees / Students and Volunteers At any time, trainees, students and volunteers ARE NOT:

1. To give medication to any child 2. To answer the phone 3. To give parents any behavioural or developmental information verbally or in writing

Working with Children Check All staff are required by law to undergo certain screening tests a part of the Young People and Children’s Protection Act. Your position is conditional on a successful completion of these tests. You will also be asked to sign a Prohibited Persons form. Please be aware that the Centre has the right to undertake all the necessary screening tests that it is required to do so and disclosure of all relevant and necessary information is required by law from the employee. Reference/Sources Children’s Services Regulations 2004 Department of Community Services License for A Centre Based Children’s Service Early Childhood Australia (ECA). (2005). The Code of Ethics. http://www.earlychildhoodaustralia.org.au/code_of_ethics/

early_childhood_australias_code_of_ethics.htm (21 June 2010) National Childcare Accreditation Council (2006). Quality Improvement and Accreditation System handbook. NCAC, Sydney NSW Department of Industrial Relations http://www.industrialrelations.nsw.gov.au/Home.html Occupational Health and Safety Act 2000 Occupational Health and Safety Regulation 2001C e n t r e Management, Families and Parents

Responsibilities of the Approved Providers/ Employer

http://www.earlychildhoodaustralia.org.au/code_of_ethics/

http://www.industrialrelations.nsw.gov.au/Home.html


The Approved Provider of the service shall: Be aware of the statutory requirements of the Children (Care and Protection) Act 1987 Ensure that the conditions and requirements of the Act and the Education and Care Services

National Regulations are met at all times by ALL staff; Employ a Nominated Supervisor in accordance with the requirements of the Regulation. It is

recommended that consultation take place with Children’s Service Officer with regard to the qualifications and suitability of persons being considered, prior to the applicant’s appointment;

Ensure that the Nominated Supervisor is responsible for the day to day operation of the programmes and supervision of staff and children;

Employ suitable staff to meet the needs of the services and verify that those staff are of good character;

Make sure all staff complies with department regulations and the C e n t r e ’ s policies and procedure handbook.

Organise for the staff-to-child ratios to be met at all times, taking into account the number and ages of the children in attendance;

Provide adequate staff facilities and facilities for storage of materials and equipment; Arrange for the maintenance of the premises (both indoors and outdoors); Ensure that fire extinguishers are maintained and checked every 6 months, and that staff

members are knowledgeable about fire drills and evacuation procedures; and that the Nominated Supervisor conducts fire evacuation practice at least every 3 months for 1 full week. Make sure Nominated Supervisor documents and evaluates evacuation practices.

Ensure that the ground, building, equipment and amenities comply with the licensing standards. Arranging weekly staff wage payments are done Ensure that the ground, building, equipment and amenities comply with the licensing standards Ensure effective and efficient management of the service Ensure that proper records relating to the service are maintained Effect and maintain public liability insurance in relation to the service Advice the Department when the Nominated Supervisor leaves, and completes an application

for the variation to the licence. Forward copies of staff qualifications to the Children’s Services Adviser as appropriate Advise the Department, in writing, if any member of staff is charged with, or convicted of, a

criminal offence. Maintain all documentation required by the taxation office Maintain all record and documentation requirements for Family Assistance Office

Job Descriptions


Director Nominated Supervisor Early Childhood Teacher

Responsible to: Approved Provider /Manager

QUALIFICATIONS

Degree in Teaching Early Childhood or equivalent with twelve months post experience

First Aid Certificate

Child Protection

DUTIES OF THE POSITION

A. In respect of the Administration of the Service

To be responsible in the day to day management and administration of the Service.

To provide sound management, administrative and child care policies.

To have the overall supervision of the provision of the service as per the Education and Care Services National Regulations 2011.

To provide professional advice and support as required.

To provide written reports, as required by State and Federal Government Departments.

To develop and monitor the Service's budget.

To enrol children in accordance with Service policy.

To implement and maintain a high quality standard according to Accreditation principles.

To meet Child Care Benefit and licensing requirements.

To ensure the keeping of all forms in the correct manner.

Ensure effective enrolment procedures and bookings

To collect, document and store parent’s fees in accordance to the agreed model for fee collection.

Have a knowledge of child care benefit and child related funding.

Participate in the development of the Annual Service Budget.

Monitor service’s financial performance and make necessary adjustments to ensure compliance with service’s financial plans.

Closely monitor utilisation rates and ensure vacancies are addressed immediately.

Prepare reports and attend meetings as directed.

Be aware of and develop skills pertaining administrative functions within the service.

B. In respect to the Staff

Demonstrate strong leadership skills and the ability to contribute effectively to a team environment

Support and supervise all service staff and ensure daily organisation of staff.

Promote a healthy team environment and develop positive channels of communication to ensure a smooth running service.

Lead, guide and support staff to plan, implement and evaluate programs suitable to the individual needs and interests of children


Lead, guide and support staff to create a safe, supportive, stimulating and educational environment for the children

Lead, guide and support staff to maintain ongoing records of the child’s development and daily information

Participate in ongoing professional development and training programs and supervise staff through this process.

To participate in the selection and dismissal of staff when required.

To implement the agreed grievance procedure of the Service when required.

Convene and lead staff meetings, family meetings and management meetings as required

C. In respect to the Service

Work according to the Education and Care Services National Regulations 2011 under the Education and Care Services National Law Act 2010 as determined by the NSW Department of Education and Communities.

Have a commitment to Quality Improvement and Accreditation System, the service philosophy of education and care and NSW Curriculum Framework

Supervise the implementation of developmentally appropriate programs for children

To develop a co-operative relationship with all members of staff, to ensure a smoothly operating service and a consistently caring, secure and active environment for all the children at all times

Provide ongoing support and assistance to the Approved Provider and/or Manager in all areas of administrative procedures, curriculum development, parent and community liaison, staff professional development and training, and any other areas as the need arises.

Ensure the Approved Provider and/or Manager is informed of any problem arising, which would affect the children or the smooth running of the service.

Ensure effective use of Information Technology

Comply with the policies and procedures of the service

Resource the service with appropriate equipment, and ensure the team maintain it at a high standard.

Build effective networks with relevant community organisations and government

Any other duties, within the scope of the position, as specified by the Licencee and/or Manager

D. In respect to Programming

To be responsible for the planning, implementation and evaluation of the daily program for the children in their care. To provide a range of activities and experiences designed to enhance the social, intellectual, cultural and physical skills of each child as well as special programs for children with disabilities and other special needs.

To oversee for planning and preparing the environment and setting up interest services.

Keep up to date with current developments in the Early Childhood field.

E. In respect to the Families

To be available to parents as a resource person and for discussion of problems and advise or refer as required.

To welcome and farewell parents when available and/or ensure other staff members do the same.

To encourage involvement of parents at the Service.

By regular contact with parents, personal contact, monthly newsletters, notice boards, parent meetings etc., keep parents informed of activities, change and development within the Service.

To maintain and update parent notice board.

To establish the Accreditation Committee.


To respect all parents' individual rights and cultural background.

To maintain confidentiality at all times.

F. In respect to Child Protection

To assist the head of agency to comply with child protection in the workplace – responding to allegations of reportable conduct against employees

Inform the head of agency of all allegations or convictions of a child protection nature against an employee, of which you become aware

Ensure the recruitment process includes the compliance with the Working with Children Check Guidelines.

Ensure compliance as a mandatory reporter, which requires reporting to DECS, where there is reasonable grounds to suspect that a child is a risk of harm

G. In respect to WHS

Ensure policies and procedures are implemented. Investigate workplace hazards and ensure corrective actions are implemented.

Ensure areas of responsibility comply with WHS legislation and injury management policies and procedures.

Provide a consultative process for communication of WHS information allowing employee input into WHS issues.

Ensure staff are appropriately trained in WHS, standard work method statements and risk assessment.

Ensure standard work method statements are reviewed annually.

Provide advice and assistance on WHS issues within the service and ensure workplace inspections are carried out.

Monitor contractor performance within service.

H. In respect of Themselves

To conduct oneself in a professional manner.

Solve problems promptly and decisively.

Be enthusiastic, positive and productive at all times.

To dress neatly at all times.

To maintain personal hygiene.

Sign on and off each day, read staff communication book. Maintain and update staff notice board.

Delegate duties necessary to the function of the Service.

To be punctual.

To ensure ongoing professional development by:

o Attending relevant in services, courses, workshops, conferences. o Seeking advice and support as required from a network of other professionals such as

other teachers, workers, specialists.

Evaluating own work as an Authorised Supervisor.

Keeping abreast of research and new developments in the field of Early Childhood Services.

I. In respect to the Community

Distribute information to assist families to access resources within our community

Be an advocate for high quality services for children in our community

Build social capital by promoting our community participation in decision making

Participate in excursions and experiences with children which promote awareness of our community


J. In respect to Students

To provide a supportive learning environment for all students working in the Service.

To communicate freely with students, regarding their progress and advise and help as required.

To liaise with training Institutions, staff and schools regarding students.

K. In respect to Volunteers

To communicate the aims of the Service and the services provided.

To welcome interested people to the Service.

To act as a resource person to groups within the community.

To ensure that the Service is providing services which meet child and family needs.

L. In respect to Maintenance

To monitor and share (if available) in cleaning responsibilities to ensure safety and hygiene of the service environment and equipment.

To ensure that the Service is maintained and in good repair.

To be responsible for ensuring the equipment is maintained in working order.

To purchase new equipment, order materials, consumable and supplies.

To consult with parents and staff and other relevant bodies.

To follow housekeeping practices, which ensures that the building is maintained at an optimal level throughout the Service.

To develop, and keep up to date, a written emergency evacuation plan and ensure that staff practice emergency procedures with children at least once every 3 months.

Diploma in Children’s Services

Responsible to: Approved Provider/Manager Nominated Supervisor

QUALIFICATIONS

Diploma of Children’s Services or equivalent



A. In respect to Programming

To be responsible for the planning, implementation and evaluation of the daily program for the children in their care. To also plan for the long and short term needs of each child.

To treat each child with dignity and respect, taking into consideration any cultural, socio- economic or other differences that may arise.

To be responsible for planning and preparing the environment, setting up interest services, preparing and clearing away materials and supplies.

To create a friendly, secure and stimulating interactive learning environment for children at all times.

Responsible for ensuring that the records are maintained accurately for each child in their care

Have an actively anti-bias approach which is reflected in interactions with children, families and staff

Keep up to date with current developments in the Early Childhood field


Develop, implement and evaluate daily care routines


Respect and support colleagues, developing positive channels of communication to ensure a smooth running centre

Contribute toward a healthy team environment

Collaborate with staff to ensure that the program is continually improving. Also, to provide professional support, input and resources for other staff, students and volunteers.

Responsible to management for the supervision of students on placement C. In respect to the Service


In charge of a group of children in the age range from birth to 12 years.

Have a commitment to National Quality Framework.


To share cleaning responsibilities in ensuring safety of the service environment and equipment

Be aware of government regulations, guidelines pertaining to children’s services and be competent and prepared to assist the Nominated Supervisor

Comply with the policies and procedures of the centre

Attend staff meetings, although optional, to keep abreast of the centre and its programs and management.

Maintain the ability to use information technology

Responsible for ensuring a safe environment is maintained for both staff and children

To assist in organising community/parent/educational involvement in the Centre.

To be willing to participate in meetings, conferences and training courses where appropriate.

To develop a good rapport with parents and be open, supportive and approachable. To welcome and farewell all parents when able to do so.

To inform parents about the service’s program and consult with parents about the individual needs of their children.

Any other duties, within the scope of the position, as specified by the Nominated Supervisor

D. In respect to being the Certified Supervisor, in the absence of the Nominated Supervisor.

Assume the responsibilities of the Nominated Supervisor when absent.

Assume some administrative responsibilities at the service.

Collect fees, document and store them in the allocated place.

Assist in the implementation of governing Regulations and Accreditation principles.

E. In respect to the Families

Maintain positive relationships and inclusive practices with families, children

To attend parent meetings

Encourage families to participate in centre decision making and experiences

Advocate for children and families

Create a safe, supportive and informative environment for families

Act as a resource person for families

F. In respect to Child Protection




Ensure compliance as a mandatory reporter, which requires reporting to DECS/ACECQA, where there is reasonable grounds to suspect that a child is a risk of harm

G. In respect to WHS

Report all workplace accidents and hazards to your supervisor. Implement immediate action for identified hazards if able to do so.

Follow all WHS policies & procedures

Maintain a clean and safe work environment

H. In respect of Themselves


To dress neatly and appropriately at all times.


Sign on and off each day, read staff communication book. Check notice boards.

Assume extra duties necessary to the function of the Centre.

To be punctual.

Participate in staff development and training programs

Notify the Nominated Supervisor as soon as possible of any intended absence.

Work at all times towards the centre philosophy and abide by the policies of the centre.

I. In respect to the Community





Child Care Worker

Responsible to: Approved Provider/Manager Nominated Supervisor

QUALIFICATIONS

Certificate III in Children’s Services

No Qualification



A. In respect to Programming

Where childcare workers are being paid for planning, they will be responsible for the planning, implementation and evaluation of the daily program for the children in their care.

To implement the program in a flexible manner that is compatible with the child’s needs and interests.


To be responsible for planning and preparing the environment, setting up interest services, preparing and clearing away materials and supplies.

To treat each child with dignity and respect, taking into consideration any cultural, socio- economic or other differences that may arise.

To create a friendly, secure and stimulating interactive learning environment for children at all times

To be a responsible and a professional role model for the children.

Responsible for ensuring that the records are maintained accurately for each child in their care

Have an actively anti-bias approach which is reflected in interactions with children, families and staff

Keep up to date with current developments in the Early Childhood field

Develop, implement and evaluate daily care routines


Respect and support colleagues, developing positive channels of communication to ensure a smooth running centre

Contribute toward a healthy team environment

Collaborate with staff to ensure that the program in continually improving

Responsible to management for the supervision of students on placement

C. In respect to the Service


Have a commitment to Quality Improvement and Accreditation System, the centre philosophy of education and care and NSW Curriculum Framework


To share cleaning responsibilities in ensuring safety of the service environment and equipment

To share responsibilities in ensuring safety of the Centre’s environment and equipment.

Be aware of government regulations, guidelines pertaining to children’s services and be competent and prepared to assist the Nominated Supervisor

Comply with the policies and procedures of the centre

Attend staff meetings, although optional, to keep abreast of the Centre’s programs and management.

Maintain the ability to use information technology

Any other duties, within the scope of the position, as specified by the Authorise Supervisor

Responsible for ensuring a safe environment is maintained for both staff and children

D. In respect to the Families

Maintain positive relationships and inclusive practices with families, children

To share positive information about the children with their parents.

To develop a good rapport with parents.

To attend parent meetings

Encourage families to participate in centre decision making and experiences

Advocate for children and families

Create a safe, supportive and informative environment for families


Act as a resource person for families E. In respect to Child Protection



Ensure compliance as a mandatory reporter, which requires reporting to DECS, where there is reasonable grounds to suspect that a child is a risk of harm

F. In respect to WHS

Report all workplace accidents and hazards to your supervisor. Implement immediate action for identified hazards if able to do so.

Follow all WHS policies & procedures

Maintain a clean and safe work environment

G. In respect of Themselves


To dress neatly and appropriately at all times.


Sign on and off each day, read staff communication book. Check notice boards.

Assume extra duties necessary to the function of the Centre.

To be punctual.

Participate in staff development and training programs

Notify the Authorise Supervisor as soon as possible of any intended absence.

Work at all times towards the centre philosophy and abide by the policies of the centre.

H. In respect to the Community






Staff Handbook and Policy Agreement

I………………………………………have read and am prepared to abide by the Staff and Print name

Preschool policies and procedures handbook.

……………………... …………………….. Signature of staff Date

……………………….. Name of Staff

Woodgreen Early Education Centre - Strathfield Council · Woodgreen Early Education Centre Staff...

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