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LEADERSHIP20AND20MANAGEMENT.pptxTHE LEADERSHIP AND MANAGEMENT PRESENTATION
NAME:
COURSE NO:
INSTRUCTORS NAME:
DATE SUBMITTED:
EFFECTIVE COMMUNICATION
Leadership and management involves the setting up of effective systems of communication that result in high quality experiences for all of children, families and the staff themselves.
As the director/part of board of directors of the childcare centre, I would ensure that communication between the staff and management is at a very high level thus avoiding any errors of miscommunication.
This would be done through the implementation of weekly staff and management meetings where any instructions would be issued. This would be the platform by which management would be addressed.
As the director, I would ensure effective communication between management and staff through weekly meetings whereby the staff are welcome to air their grievances and management provide directions. Alternatively information would be passed to the program heads in charge of various programs who would then pass it to the relevant staff.
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LEADERSHIP AND MANAGEMENT CONT’D
My role regarding family communication will be on a need-only basis only in the case of any complaints, issues or concerns by the families regarding staff or any other matters.
The staff meanwhile are encouraged to communicate as much as possible either daily or weekly with the families ,depending on the age of the children, thus enabling them to gain a better understanding of the children themselves while also learning about the families goals and concerns for the child.
Families and parents could approach me as the director on any matters they see fit to as of concern while the staff should communicate as much as possible with the families thus enabling them to gauge the parents requirements of the training program to teach their child.
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COMFORTABLE AND SUPPORTIVE WORKPLACE
High quality practices cannot happen without clear, consistent policies and procedures put in place (Gadzikowski, 2013). A comfortable and supportive workspace will be ensured by a combination of the following practices put together:
Effective policies which include staff involvement during formulation. These may include touching on matters such as salary scale and conditions, basic rights such as racial & sexual discrimination, maternity leave with pay among others.
A good and clean physical environment with well-maintained and appropriate learning facilities with safety equipment present in case of hazards.
A comfortable and supportive workspace will be ensured by effective policies, a good and safe working environment working minus any sexual, racial etc bias amongst staff. This would be achieved through implementation of strict policies regarding the above that should be adhered to and well communicated to the staff. Additionally, basic rights such as maternity leave, annual leave, proper sanitation among others would be appropriately provided to result in ultimately a harmonious stay.
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COMFORTABLE AND SUPPORTIVE WORKPLACE CONT’D
Benefits and incentives that are offered to staff such as opportunities for career advancement such as professional development opportunities, workplace bonuses, health insurance, annual leaves, retirement benefits among many others.
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CAREER DEVELOPMENT OPPORTUNITIES FOR STAFF
Career development is very essential as it results in highly skilled and more qualified staff leading to better and improved children programs and ultimately better results.
This would be achieved through a rigorous program evaluation process whereby data would be collected on the effectiveness of the program with reference to the program goals.
The potential areas for improval will then be identified and used to plan professional development opportunities for the staff such as skill-based trainings, workshops etc that would result in their development.
A program evaluation process judging the effectiveness of a program would be undertaken and the least effective programs would therefore be eligible for professional development for the staff.
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CAREER DEVELOPMENT OPPORTUNITIES FOR STAFF CONT’D
Professional development efforts take various forms including formal education, credentialing, specialized on the job training, coaching and consultative interactions and college study groups. (Zaslow & Martinez-Beck, 2006).
Therefore, a combination of formal education opportunities, workshops, conferences, in-service presentations and on-the job training programs by experts will be used all with the aim of improving technical skills, social skills, aptitudes and individuals special abilities and attitudes of the staff.
There would also be the implementation of a monthly reward system thus encouraging continuous improvement.
A combination of formal education opportunities, workshops, conferences in-service presentations and on-the job training programs by experts will be used all with the aim of improving technical skills, social skills, aptitudes and individuals special abilities and attitudes.
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CAREER DEVELOPMENT OPPORTUNITIES FOR STAFF CONT’D
A calendar for the professional development activities is as shown below.
| Yellow | Workshops |
| Purple | Conferences |
| Turquoise blue | On the job training |
| Dark blue | In service presentations |
Workshops will be held on the 1st Saturday of every month, with conferences held on the 3rd Saturday of the month in February and May. On the job training will be held on the whole of the 3rd week in January, April, July and October while In service presentations will be held on the 3rd Saturday of the month in March, June and September.
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HIRING AND RETENTION
Hiring of staff will be done competitively on an equal opportunity basis with the candidate that impresses a panel containing senior staff (program heads) selected for the opportunity. There will be several interview rounds in addition to a 1 month probationary period after which if successful the staff will be hired.
Staff retention will be a key priority with all our efforts being made to ensure this. This will be achieved through ensuring offering of a competitive salaries and remunerations package and a conducive working environment among other perks and benefits.
Staff will be hired through a rigorous process in a panel containing several program heads in a process containing multiple interview rounds including practical examinations. Upon approval, they will then undergo an orientation and probation period of 1 month after which they will be hired.
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HIRING AND RETENTION Cont’d
New staff meanwhile will undergo an orientation period under suitably experienced staff until they are satisfied they have learnt the practices that we undertake as a program and only then will they be allowed to carry out a teaching program by themselves.
Veteran staff along with staff that need additional support will be granted advantages and aids such as flexible work hours, user-friendly equipment, pension once they decide to leave, reserved parking lots, ramps, friendly time-allocations among many others.
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REFERENCES
Gadzikowski, A. (2013). Administration of early childhood education programs. YC Young Children, 68(2), 8.
Martinez-Beck, I., & Zaslow, M. (2006). Introduction: The Context for Critical Issues in Early Childhood Professional Development. Paul H Brookes Publishing.
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