Aunt B’s Place

Employee Policy

Manual

Our Mission:

Here at Aunt B’s we strive to teach education along with positivity. We want to encourage children to do their best and bring out their

creativity. We want to focus on teamwork and communication to build trust and love. We want

to be more than just a learning center - - We want to be part of your family!

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Aunt B’s Employee Manual

Introduction

Section 1 – Philosophy

Section 2 – Program Goals

Section 3 – Employment requirement

1. Application2. Background investigation3. Health Screen4. Motor Vehicle record5. Employment files6. Staff Qualifications7. Bulletin Boards8. Harassment9. Child abuse reporting10. Evaluations11. Acceptable use policy for internet, email, & other electronic communications12. Internet13. Electronic Mail14. Electronic monitoring

Section 4 – Program Policy

1. Information regarding employee:a. Cell phone usageb. Ratiosc. Personal itemsd. Camera/videose. Food and beveragesf. Shelves and Cubbiesg. Sleeping

2. Information regarding childrena. Confidentialityb. Safety

3. Absent Children

4. Curriculum

5. Classroom management

Section 5 - Pay Grade Assignments, Qualifications, and Waiting Periods

1. Pay grade assignments

Section 6 – Probationary Period2 | P o l i c i e s 1 . 0

Section 7 – performance appraisal

1. Purpose2. At will employment3. Method of evaluation4. Interim performance evaluation5. Performance evaluation appeals

Section 8 – Benefits

1. Vacation2. Sick Leave3. Leave without pay4. Absence without leave5. Holiday leave6. Bereavement7. College Scholarship Program8. Child Care benefits9. Meals

Section 9 – Time and Attendance

1. Clock policy2. Overtime3. Pay schedule4. Wage confidentiality5. Mileage reimbursement6. Resignation7. Off duty responsibilities8. Lay-offs

Section 10 – Shift Coverage

1. Staff absence2. Lunch break3. Unauthorized absences4. Early departure5. Floater Assignment

Section 11 – Dress code and smoking policy

1. Clothing and appearance2. Music and Telephone usage3. Smoking

Section 12 – Training

1. Training requirements

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Section 13 – Staff meetings

Section 14 – Grievance procedure

1. Eligibility2. Procedure

Section 15 - Conduct

Section 16 – Outside employment

Section 17 – Classroom Paperwork

Section 18 – Disciplinary procedures

Section 19 – Emergency procedures

1. Fire2. Bomb3. Medical4. Severe weather

Section 20 – Sanitary Procedures

Section 21 – Changes to this handbook

Aunt B’s StandardsIntroduction

Standard 1 – The child

1. Discipline2. Positive environment3. Emotional needs4. Transitions and changes5. Respect

Standard 2 – New comers and visitors

1. Identification2. New comers

Standard 3 – Daily Programs

1. Daily programs2. Physical needs3. Curriculum4. Chain of command

Standard 4 – Teacher Demeanor

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1. Positive redirection2. Positive reinforcement3. Positive attitude4. Consistency/favoritism5. Confidentiality6. Identify problems

Standard 5 – Management

Aunt B’s Place Company Training ManualIntroduction

Section 1 - Personal and Professional Demeanor

Section 2 - Early Start

Section 3 - Preschool

Section 4 - School Age

Section 5 - Health and Safety

Section 6 - Transportation

Section 7 - Handling Suspected Child Abuse

Section 8 - Sanitation

Section 9 - Food Service

Section 10 - Outside Play

Section 11 - Classroom Management

Section 12 - Developmentally Appropriate Practice

Section 13 - Social emotional

Section 14 - Training

Section 15 - Parent Relations

Section 16 – Management

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Introduction

Welcome to Aunt B’s Place!  We are pleased you have joined us and hope that you will enjoy working

here. This handbook is designed to educate you on our policies, as well as give you a general outline on your

responsibilities as an employee of Aunt B’s Place. Aunt B’s Place is a privately owned by family and managed

by a Director. You should read this handbook carefully and become aware of our current policies, benefits, and

procedures.  This handbook is only a general guide to our policies, and is not intended to be a contract.  All

contents herein are subject to modification if needed or desired by the management of Aunt B’s Place. We are

an equal opportunity employer and do not discriminate on the basis of race, color, religion, sex, age or national

origin. We are committed to providing quality educational services to our community.  Each child attending

Aunt B’s Place is special, with individual needs.  We hope to enhance each child’s development through

nurturing encouragement.  You will play a vital role in our commitment. As an employee, you will be expected

to maintain a professional demeanor and appearance. Your interaction with the families of our children shapes

the community’s view on our learning center.  Your interaction with our children shapes who they will

become. It is therefore vitally important to us that you are fully equipped to handle the responsibility you are

assuming by taking this job. We trust that you will do a fine job. Welcome, and let the journey begin!

Section 1 - Our PhilosophyAunt B’s Place is committed to providing a quality early education to foster the spiritual, physical,

social, emotional, and intellectual growth of young children. 

Space has been designed and Teachers selected with the goal of providing an enriching environment.  Parents

are expected and encouraged to participate in the ongoing activities of the Program. The most significant

variable affecting the quality of education of children is the training, experience, competence and commitment

of the staff.  Proper Job Training is an absolutely integral part of your experience at Aunt B’s Place so that you

are able to carry forward our vision of a high-quality education for the children in our community.  Although

working with children can be very satisfying, the task is intellectually, physically, and emotionally demanding. 

While training is essential, the personal qualities of those people who work with young children are equally

important.

The standards at Aunt B’s Place are intended to provide criteria for selecting Teachers who can provide the

highest quality of education to the children enrolled.

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Section 2 - Program GoalsEach employee will be expected to support the philosophy, curriculum, and operating policies of Aunt

B’s Place, and to adhere to the policies and procedures contained herein.  Aunt B’s Place top priority and goal is

to provide an early learning environment that supports the happy and healthy development of every child we

serve.

Aunt B’s place operates on an equal rights and responsibilities philosophy.  One of our most important rights is

the right to have and give respect.  Every person that works for Aunt B’s Place will be expected to treat the

people around them with respect, and in the same light expect to receive the same respect.  All staff are

expected to contribute to the smooth, cooperative operation of the program.  Staff members are expected to

conduct themselves in a professional manner and to continue training and professional development. 

Employees are expected to resolve conflict peaceably and professionally, and to seek assistance whenever

necessary.

  

Section 3 - Employment Requirements1. Application

Persons wishing to apply for staff positions must submit a resume or employment application to the Director.  Resume’s or applications must include three (3) references with telephone numbers, addresses, and position titles.  References may be contacted before an applicant is selected for an interview.  Complete applications for qualified persons will remain in an active file for one (1) year, and applicants will be considered as positions become available.  When a staff vacancy occurs, the position may also be advertised in local newspapers, career development offices, etc.  If an applicant is still available and interested in a position after one (1) year, a letter may be submitted to reactivate the application.

2. Background InvestigationApplicants must have a background check completed to be employed with Aunt B’s Place. The purpose of the investigation is to determine if the applicant is of suitable character and demeanor to deal with minor children and has not been convicted of any felony or misdemeanor involving children or violence.  Applicants are required to submit any criminal history background information at time of application, and will be required to fill out the necessary documentation for such. No staff will be eligible to start work until a satisfactory background investigation is completed. Aunt B’s Place will cover the $53.00 cost of the background and fingerprint process. Individuals who remain employed with Aunt B’s Place for one year will not be required to pay back the $53.00 fingerprinting fee. If employment ends prior to the one year by any means the $53.00 fee will be deducted from the final paycheck.

3. Health ScreensAll potential employees must obtain a statement of good health and a tuberculosis screen from their doctor or State Health Department.

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4. Motor Vehicle RecordAll potential employees who are candidates for driving a bus must submit a copy of their own MVR, obtained from the local tag agency, to be considered for a driving position.  Candidates whose MVR’s show a questionable driving history will not be considered for a driving position.  They will also be required to receive a Safe Bus Transport Training within the first 30 days of employment, and child passenger safety training within the first 90 days of employment.

5. Employment FilesThe center director will maintain a confidential personnel record on each employee. This file is your confidential employment record and will contain all required forms. You may access this file upon request, however this file and the information contained in this file is the sole property of Aunt B’s Place. Requests to view files and other relevant employment information must be submitted in writing. It is your responsibility to report any changes, which occur in your address, telephone number, and emergency contact names and telephone numbers, etc. to your director.

6. Staff QualificationsStaff qualifications are listed in the job descriptions for each position. Job descriptions are reviewed and agreed upon at the time of hiring.

7. Bulletin BoardsEach teacher is required to maintain a bulletin board to communicate up to date information such as weekly menus, curriculums, and other important information.

8. HarassmentHarassment is considered conduct which is focused on a person or group of persons including, but not limited to physical or verbal abuse, unwelcoming activity of a sexual nature, retaliation, and any behavior or action which interferes with an employee’s ability to perform assignments or which creates a hostile or intimidating work environment. Harassment is prohibited and will not be tolerated.

9. Child Abuse ReportingAll individuals employed by Aunt B’s Place are required to report any suspected or know child abuse immediately. Failure to do so could result in immediate termination. The child abuse report phone number is posted or contact your director.

10. EvaluationsThere will be a 90-day probationary period for all new employees and existing employees in a new position. The employee will receive a performance evaluation at the end of 90 days to determine if a position will be offered.

After completing the 90-probationary period, the employee will be evaluated yearly. The employee will evaluate his or her own performance in writing. The employee’s immediate supervisor and the director will also prepare a written evaluation of performance of the employee. The evaluation will be fully discussed with the employee. The employee will have the opportunity to read the evaluation and to sign it, signifying that he or she has read it. The employee may accept the evaluation or write a statement concerning any points on which he or she disagrees. The evaluation and any statement(s) will become a part of the employee’s personnel file. All staff will be evaluated annually. Evaluations may be used to determine eligibility for wage increases, benefits, promotion, etc.

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11. Acceptable use policy for internet, email, & other electronic communications

All employees are required to review the acceptable use policy prior to using the company IT network and equipment and abide by the terms within.

12. InternetComputer and internet usage should remain at a minimum. While using the company’s information technology, personal use is restricted. Only company or child care related content is permitted.

Company content or related information is restricted from personal internet sites. This includes, but is not limited to: Facebook, Twitter and other public websites. No company related information’s should be used outside of the facility or without written company consent. Company relative information includes, but is not limited to, operation information, parent or child images or information, etc.

13. Electronic MailThe company explicitly reserves the right to view electronic mail. The electronic mail is to be used solely for company related business. Personal emails should not be read nor sent to the workplace.

14. Electronic monitoringElectronic monitoring of employee restrooms or private offices is prohibited, except in instances where a reasonable suspicion of illegal or immoral conduct exist. Staff is not allowed to conduct any electronic monitoring on the premises, while on duty or when representing the company.

Section 4 – Program PolicyAunt B’s Place employees are expected to act in a professional manner at all times. The following behavior is not allowed and could result in disciplinary action:

1. Information regarding employee:

a. Cell phone usageUsing personal cell phones while on duty or using company cell phones for personal use is prohibited. Using a cell phone while caring for children is considered lack of supervision, we want to ensure that we are watching the children at all times. This is very important to assure we are attentive to the classroom and for the safety of the children. Repeated offenses may result in disciplinary actions or immediate dismissal. Transportation employees are not allowed to use the phone for any reason while driving the van/bus or while taking care of the children in route. This offense will lead to immediate grounds for termination of employment.

b. Ratios Never leave children unattended while supervising them. Teachers are to be in ratio at all times. If at any point, there is a situation that you may become out of ratio immediately contact someone to assist you. We never want teachers and children out of ratio according to the DHS regulations.

c. Personal ItemsPersonal items such as backpacks or purses are not allowed in the classrooms. Personal items must be kept out of the reach of children at all times!

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d. Camera/ video usageUse of personal camera or video or equivalent cellular equipment is strictly forbidden.

e. Food and BeveragesCoffee and other hot beverages are forbidden in classrooms or near children. You should never eat fast food in your classroom or in front of the children. Cups and their contents should be unidentifiable.

f. Shelves and cubbiesNever sit on tables or shelves or other center equipment that is not meant for sitting. We want to make sure all shelves and cubbies are organized and clutter free. The classroom and cleanliness is a reflection on our room and the center.

g. SleepingSleeping at any time while in the classroom or on duty is strictly forbidden.

2. Information regarding children

a. ConfidentialityIt is not in the best interest of the center and those we serve to give out information regarding children and their parents. Information regarding children includes, but is not limited to, contact information, developmental information, images, video or voice recordings, etc. Such information should be held in strict confidence and should not be discussed with anyone outside the center. Inside the center, such information should be discussed only when it would be beneficial to the care we offer to the children and their parents. Refer any inquiries on children, their performance, and parents to your director.

b. SafetyEvery caution must be taken to guard against accidents to children, parents, visitors, and other staff. It is the responsibility of every staff person to correct unsafe conditions such as liquid, food, paper on the floor, or any other condition which could potentially cause an accident. All accidents should be reported in writing and directors notified immediately. Use only approved equipment for climbing to reach high places.

• All children are under direct adult supervision at all times. Be sure that teachers are alert and moving around from area to area, so that children are constantly in view. While outside we are moving around and not sitting or talking with other teachers unless it is part of a specific activity.

• All poisonous substances are stored in a locked cabinet out of reach of all children. Medication is to be stored in Director’s office out of reach of children as well as stored in a separate area from poisonous materials.

• All building exits must remain clear of toys, children and equipment to allow for evacuation procedures to be accessible.

• Be sure that any electrical outlets that do not have safety features are capped at all times.

• Furnace and flammable materials must be kept locked with child safety locks at all times.

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• Electrical appliances are for staff only. If cooking is done as an activity, children are cautioned and activities are done under the direct supervision of staff.

• When we leave the facility, children are to leave the building as a group, they will be required to walk in an orderly fashion and will be accompanied by staff and other adults as deemed necessary.

• Parents are required to bring their children into the building where they can be received by a staff person and parents must pick them up inside their classroom each day. No child is to leave the building or go out to the car alone.

3. Absent ChildrenAll staff should take an interest in the attendance of the children in their classroom. If a child is expected to arrive at the facility and they do not arrive, staff should notify their director. Efforts will then be made to determine why the child has not arrived. Staff should notify their director if a child has repeated absences.

4. CurriculumAll staff are expected to participate in classroom curriculum. Lesson plans are required and must be submitted in writing by Thursday of each week for the following week. Lesson plans must be approved by the center director before implementation. Lesson plans should be well thought and relevant and should include all age appropriate subjects. Staff should also use time outdoors for additional learning opportunities.

5. Classroom managementEach teacher is responsible for the day to day management of their respective classrooms and are expected to complete the following:

a. submitting a monthly supply list and requesting printing needs. Both must be done in a timely manner.

b. Reporting accidents, both employee and children, by correctly filling out the supplied accident/incident report form

c. Reporting incidents, such as biting or bad language from a child, by correctly filling out the supplied accident/incident report form immediately.

Section 5 - Pay Grade Assignments, Qualifications, and Waiting Periods1. Pay Grade Assignments

Employees are assigned a grade assignment based upon their level of education, experience and other relevant factors. Transcripts/ Certificates will be required in order to place an employee at the appropriate grade.  An employee’s progress to higher steps within the grade is dependent upon the employee’s performance and associated evaluations.

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A. Teacher Grade Qualifications and Definitions1. CC-OO: Part-time; working to attain GED or HS Diploma2. CC-01: High School Diploma or GED; working to attain a Higher grade3. CC-02: Competency Certificate4. CC-03: CDA or CCP5. CC-04: Certificate of Mastery or higher

B. Auxiliary Grade Qualifications1. AU-01: Cook; HS Diploma or GED, Food Service Handlers Training2. AU-02: Driver; Age 21 or over, HS Diploma or GED, Good MVR

C. Management Grade Qualifications1. MA-01: Floor Manager; HS Diploma or GED, at least 1 year exp Early Childhood

working to attain CDA or higher2. MA-02: Assistant Director; HS Diploma or GED, 3 yr exp Early Childhood, CDA or

higher3. MA-03: Director; HS Diploma or GED, 5 yr exp Early Childhood, minimally Bronze

certified, Associate Degree or higher.4. D. Levels of Grade Qualifications

Employees pay will be determined by the level of their training, performance, and progress within their Grade.  The progression of levels is determined by Performance Evaluations, training attained, and the Employees individual contribution to the facility.  The progression of Levels is solely at the discretion of the Director.

 

Section 6 - Probationary PeriodEmployees are initially hired for a 30-day probationary period that will consist of a close

observation trial period. This initial probationary period will be observed to make sure the employee is a good fit for the Center and the children. Then there will be a 6-month probationary period.  At 90 days, the employee will receive their first evaluation, at which time they will have the opportunity to correct any shortfalls, and then will be evaluated again at the end of 6 months to determine long term job eligibility. During this 6-month period, the employee’s performance on the job and his/her potential ability will be carefully evaluated to determine his/her suitability to the assigned work.  Factors, including, but not limited to attendance, satisfactory job performance, cooperation with co-workers and management, and adherence to policy, will be considered in this evaluation.  A probationary employee may be terminated during this period without applying the grievance procedures outlined in this handbook.  Successful completion of the probationary period does not change the employee’s “at-will” status.  During the probationary period, employees are not entitled to any benefits or pay raises, and reconsidered part time employees.  At the end of the probationary period, a performance evaluation will be conducted to determine the suitability of the employee to the job performed.  At the end of 6 months, a satisfactory performance evaluation will determine full time employment.

Section 7 - Performance Appraisal1. Purpose

The evaluation of employee’s performance is intended to be a continuous process of communication between employees and the Administration to serve several purposes: 

To evaluate each employee’s effectiveness in performing assigned duties and responsibilities. To identify factors which can improve job performance. To clarify performance standards as they relate to the current job description as defined in the

appendices of this handbook. To assist employees in developing knowledge, skills and abilities to achieve additional

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qualifications. To recognize exceptional performance To document shortcomings or substandard performance to identify training and development needs.

2. “At Will” employment The performance appraisal procedures do not imply nor establish a contract between Aunt B’s Place and the employee.  Aunt B’s Place retains the right to change, modify, suspend, interpret or cancel in whole or in part any of the published or unpublished personnel policies or practices of Aunt B’s Place without advance notice, in its sole discretion, without having to give cause or justification to any employee.  Recognition of these rights and prerogatives is a term and condition of employment and continued employment.  As such, the contents of this handbook do not constitute the terms of an employment with Aunt B’s Place is on an “at-will” basis.  This means that the employment relationship may be terminated at any time, with or without cause, by either the employee or Aunt B’s Place, for any reason not expressly prohibited by law.

3. Method of EvaluationOnce an employee has completed the probationary period, as outlined in the “Probationary Period” section of this handbook, the Administration will evaluate the employee during the month of May each year, on how well they fulfill the duties and responsibilities of the job to which they are assigned.  A rating scale method of performance evaluation is used to determine an employee’s work performance. The rating scale consists of five (5) levels of performance: excellent, good, meets standards, below the standard, and unsatisfactory.  The evaluation factors to which this rating scale will be applied are the critical elements derived from the job description contained in the appendices of this handbook.  A “meets standards” or better on each of the critical elements indicates that an employee is performing at a satisfactory level.  A rating of “below the standard” or “unsatisfactory” on a critical element indicates that an employee is not performing at a satisfactory level, and at the discretion of the Administration said employee may be terminated, or a course of corrective action may be outlined by the Administration defining a specific time frame in which the employee must correct the deficiency.  After the director has completed an evaluation, it is discussed with the employee.  The employee is asked to sign the evaluation acknowledging that it has been discussed.  The employee’s signature on the evaluation report does not mean the employee agrees with the evaluation; only that the employee is aware of, and has been informed of the evaluation. The employee will receive a copy of the evaluation report and the original will be placed in the employee’s file.

4. Interim Performance EvaluationsIn addition to the regular performance evaluations described above, and interim performance evaluation may be conducted, whenever necessary, to recognize noteworthy performance or document poor performance and/or outline corrective action to be taken by the employee. An interim performance evaluation may also be conducted if there has been a major change in an employee’s job description, or an employee has been assigned to a new job, and the Administration determines it is warranted given the changed conditions.

5. Performance Evaluation AppealsEmployees who believe they have received an unfair or inaccurate performance evaluation may prepare a written response to the evaluation and request it is placed in their personnel file.  Employees may also present their concerns as an employee grievance by following the established “Grievance Procedure” described in this handbook.

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Section 8 - BenefitsAunt B’s Place offers job benefits that are designed to make your job more enjoyable, more flexible, and

to encourage all to make a long-term commitment to the center. That being said, Benefits are not Entitlements, they are earned benefits for devoted employees.  For the purposes of this section, employment service must be consecutive.  Part-time and Probationary employees do not accrue Annual leave.  Any person, whose employment is terminated, either voluntarily or involuntarily will terminate benefits with said employment. Vacation time will not rollover after your yearly anniversary hire date.

1. VacationFull time employees accrue Annual Leave at the following rates:

1. After 1 year, 40 hours of vacation is granted. After 2 years, 40 hours of vacation is granted.  After 5 years of service, 120 hours of vacation is granted.

2. Usage: Vacation must be scheduled and approved by the Administration in advance.  At the beginning of each year, staff members should identify their planned vacation time.  In the event of duplicate vacation requests are received, seniority will determine the priority that the requests are granted.  In all cases, the approval of vacation time will be based on the staffing requirements for the center.

2. SickFull-time employees accrue Sick Leave at the following rates: Eligible employees can earn 4 hours of leave each month up to a maximum of 40 hours per year. If the employee has perfect attendance, no tardiness, and no employee reprimands. Part-time employees can earn 2 hours of leave each month up to a maximum of 20 hours per year. Sick leave is granted at the discretion of the Director. Sick leave can be accrued up to 80 hours. Any time accrued beyond the 80 hours may be “sold” back at a started variable rate which is determined by the owner.

1. Usage: Sick leave may only be used for absence due to illness of the employee, the employee’s child, or the employee’s parent.  Sick time must be requested at the time of the call in. A health care provider’s note is required when more than two (2) consecutive days of sick leave are used.  A health care provider’s note may be required in other cases as determined by the center director.  Part-time staff is expected to make medical appointments outside of working time.  Full-time staff may use sick leave for such appointments if necessary, and approved by the center director in advance.

3. Leave Without Pay (LWOP)Leave without pay is discouraged and should only be taken in times of emergencies.  Requests for such leave must be submitted in writing and must be approved by the Administration.  In an emergency situation, LWOP will be granted if sick leave is unavailable.  This is at the discretion of administration and must be discussed 30 minutes prior to clock – in time.  Leave without pay is never to exceed 1 day per month before time is accrued.  After sick leave is accrued, it must be used for any absences.  Leave without pay for extended periods may be taken upon the approval of the Administration.  An employee on leave without pay shall not accrue annual sick leave.  An employee on leave without pay shall not receive other benefits as described in this handbook.  Part-time staff that must use leave without pay are allowed 1 day per quarter upon approval of the Administration.  LWOP must be for emergency situations only.  Part-time employees are

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encouraged to take care of personal business outside of business hours.  Failure to comply will result in dismissal.

4. Absent Without Leave (AWOL)Employees absent without leave receive no pay, accrue no leave, receive no benefits, and are subject to immediate dismissal.

5. Holiday LeaveThe Center is closed on some holidays: New Year’s Day, July 4th, Thanksgiving break (Thursday & Friday), Memorial Day, Labor Day, Christmas Eve and Christmas Day .  An employee scheduled to work on the workday before AND the workday after the holiday shall be compensated for the hours that the employee would have normally worked, as indicated by the director. Employees on any form of time off (sick, vacation, annual, bereavement) during either of these workdays are not eligible for holiday leave, and will not be compensated for it. You must be employed for at least 6 months to be eligible for holiday pay.

6. BereavementUp to two days of leave with pay may be authorized when a member of the employee’s or employee’s spouse’s immediate family passes away.  “Immediate Family” is defined as spouse, child, sibling, or parent.  Up to 6 weeks of LWOP may be utilized at the discretion of the Administration in the situation of the death of an immediate family member.

7. College Scholarship ProgramAunt B’s Place contracts with the Scholars for Excellence to provide a college Scholarship program to employees who are interested in long term advancement in Early Education.  Please see the Director for more information.

8. Child Care BenefitAunt B’s Place provides child care to employee’s children.  The Employee will receive a 50% discount on their cost of child care.  If the employee is eligible for State Child Care Assistance, the employee will pay 50% of the Family Share Co pay.  The number of enrollments available for the children of teachers is limited and is determined periodically by the Director.Employees participating in this benefit are expected to remove their children from the center while on leave (annual, sick, or other) unless prior arrangements have been made with the Administration.  Special situations and arrangements are subject to the sole discretion of the center director.

9. MealsTeachers are encouraged to eat with the children during mealtime as a part of family style dining.

Section 9 - Time and AttendanceHourly employees shall record their time and attendance using the Procare Time clock.  Employees

scheduled for 35 hours or more per pay period are considered “Full Time.”  Employees scheduled for less than 35 hours per pay period are considered “Part Time.”  Probationary Employees are considered “Part Time.” Your daily and weekly work schedule will be coordinated by your center director to assure that the children are supervised at all times.

Everyone’s attendance is very important in child care. Having a timely attendance helps maintain relationships with the children as well as ensuring their safety while in our center. There are parents, children, and ratios that come into play with each individual’s attendance making your attendance an important role in your position at Aunt B’s Place.

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If you are unable to attend your shift you need to make sure to notify the Director as soon as possible. The Director will need at least a four hour notice to have time adequate time to cover your shift. Excessive and unauthorized absence and/or tardiness is disruptive to the care of the children and creates a burden on other staff. This can lead to grounds for termination in employment. Excused absences will be approved by the director prior to the absence. The employee must bring a doctor’s note if the absence are longer than two days.

Due to the fluctuation of the Center’s enrollment and the change in business demands, we cannot guarantee the number of hours you will work per day/week, or your classroom assignment. It will be your responsibility to check the work schedule daily in order to be aware of any changes. You will be paid only for the actual number of hours worked. Should enrollment decrease, employees may be asked to take time off until enrollment reaches a normal level. Employees will be asked to take time off based on seniority. The regular workweek for a full-time employee will be 35-40 hours. A part time employee may work as few as 2 hours and as many as 7 hours per day.

1. Clock PolicyYour time report is your responsibility. You must be clocked in and out on a daily basis and clock in and out for breaks and lunches. Employees are expected to clock in within 5 minutes of their assigned time schedule.  If an employee clocks in within 15 minutes after assigned time will be considered tardy. The director will include this information in the employee’s file to be considered during performance evaluations. If an employee receives more than three unsatisfactory marks per quarter for time punctuality, the employee will be dismissed. Clocking in or out for other employees will be immediate dismissal for both employees. Continuous failure to clock in or out could result in disciplinary consequences and a delay in your paycheck. Everyone who works more than 7 hours must take a minimum 30-minute break during their shift and clock in and out for this time. Staff members must not clock in/out more than 5 minutes before or after their actual scheduled work time unless pre-approved by the center director.

2. OvertimeOvertime shall not be worked without permission of Employees Direct Manager. If you have repeated occurrence of unauthorized overtime hours, it will be grounds for disciplinary action up to and including dismissal. Overtime shall be compensated at time and a half.  Overtime is defined as hours actually worked in excess of 40 hours per week.  Holiday or other leave do not constitute actual hours worked and will not count towards overtime.  All overtime must be signed by the Direct Manager to be considered valid. If your replacement has not arrived at the end of your scheduled work hours, notify the center director so that supervision of the children can be arranged. The director may approve and request that you work beyond your regularly scheduled hours or may arrange for other coverage of your classroom. When you are requested to work extra time, you may be given time off the following day to avoid overtime for the week. The work week is considered Monday through Friday.

3. Pay ScheduleEmployees are paid the first and the fifteenth. The first paycheck is hours worked 11th – 25th and the 15th paycheck is hours worked 26th – 10th. New Employees must have submitted all employment paperwork before a check will be issued. (W-4, I-9, Employee Schedule, etc.) All payroll checks will be handled in a private manner so that rate of pay is confidential. Payroll checks will be released only to the individual to whom the paycheck is issued unless written authorization is given to the center director prior to payday.

4. Wage confidentialityAunt B’s Place believes that wages and other related information is private and confidential. At no time is it considered appropriate to discuss this type of information with other staff members. If you have questions pertaining to your wages, you should talk with your center director.

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5. Mileage ReimbursementEmployees will be reimbursed at a fair market rate for expenses incurred while using their vehicle for requested center business. Reimbursements will be made at the end of the pay period. To be considered for reimbursement, you must submit a reimbursement request containing director’s approval.

6. ResignationIf the employee chooses to terminate employment, we ask that you submit your resignation in writing to the center director and to give a two-week prior notice. If you resign (quit) without notice, you forfeit consideration for reemployment and loss of benefits.

7. Off Duty ResponsibilitiesThe nature of our business does not require work to be done after operating hours or while an employee is off duty. Any errands necessary for the center must be done while on duty and must have prior authorization. Aunt B’s Place is not responsible for employee actions while employees are off duty or during non-operating hours.

8. Lay-offsThis term refers to termination of employment initiated by the center due to lack of work or for other non-disciplinary reasons. There are times the center may have a decrease in enrollment such as through the summer, Christmas, and Thanksgiving holidays or other times of the year. These are times that employment will depend on the number of children enrolled in the Center and the number of staff required to care for the children. It may be necessary for some staff to be laid off briefly until enrollment increases sufficiently to require additional staff in the Center.

Section 10 - Shift Coverage1. Staff Absence

Employees who must call in will be permitted to take leave only if there is adequate staffing for the day. If a staff member is running a fever, they will not be permitted to work in the center and required to be fever free for 24 hours. We do not want to spread germs throughout the center and would like to keep it at a minimal. If you have sick time you may request your sick hours with your director. Another absence may be required in the event that headlice has been presented. If you have headlice you will need to make sure you take appropriate treatment requirements so we don’t continue exposing the headlice to other staff or children. Treatments and free of any lice exposure will be required before being allowed to return to working at the Center.

2. Lunch BreakEach employee shall be allowed to take a minimum 30-minute lunch break each day subject to operational requirements.  The employee shall not be compensated during this lunch break.

3. Unauthorized absence(s)Unauthorized absence(s) shall be grounds for dismissal. All compensation or benefit due an employee will cease during the time of an unauthorized absence. This could reduce any time that is due to you toward vacation and other paid time off.

4. Early DepartureShould circumstances arise, such as a reduced facility attendance, that would allow facility staffing to be reduced, an employee may be sent home prior to the end of the scheduled shift.  The employee is not compensated for this time.

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5. Floater Assignment“Floater” employees do not have a regular classroom assignment, and may be either full or part time.  The Center Director may change the shift and classroom assignment for floaters at any time, depending on operational requirements.  ALL employees are subject to floating if staff requirements dictate.

Section 11 - Dress Code and Smoking Policy1. Clothing and Appearance

All employees shall be required to wear an Aunt B’s Place shirt, apron or scrub top.  Management should wear professional attire, at the minimum business casual or a staff shirt, apron or scrub top.  We will provide your first 2 shirts; any additional shirts may be purchased yourself. Please get with your director about additional shirts. Employees may choose their own pants, capris or shorts, either navy, khaki, or denim.  Shorts must be no more than 6 inches above the knee, fit comfortably and be in good taste.  Pants or capris should fit comfortably and be in good taste. 

Your personal appearance is an important aspect of your overall effectiveness and is a reflection on your success as a child care professional. You should choose work clothing that is clean, neat, and will allow you to move freely and comfortably while actively working with children. Professionalism can be deemed through your appearance. Employees are expected to be well groomed and odor free. If you do not meet these standards, you may be counseled concerning your appearance. Apparel should be appropriate for an early child care setting. No obscene or inappropriate tattoos or clothing are allowed. Clothing that advertised alcohol, drugs, or tobacco products will not be tolerated. Any other advertisement is up to the discretion of the management as to the appropriateness of the clothing. Management has final say in all dress code issues.

No large earing (children could tear them out), excessive jewelry, excessively long fingernails, short shorts (must be past your fingertips when standing with arms by your side). All shoes must have closed heel or heel strap when working with children (no open toe shoes in the kitchen). Body tattoos must be covered. Pierced earrings or studs are permitted, but employees may not display other body piercing jewelry.  The Administration is the intended interpreter of the provisions of this paragraph, and has the authority to send an employee home without pay for non-compliance.  In the event an employee has a continuing difficulty with the concepts defined in this paragraph, the Employee may be disciplined or dismissed.

 2. Music and Telephone Usage

Employees are prohibited from wearing portable electronic devices such as pagers or cellular telephones. Classroom radios are for the use of music in the children’s curriculum.  The center’s transporting vehicle radios may listen to Disney or K-love.  Music volume must be below room level.  Cellular phones may be stored in classroom locking cabinets and only used during an employee’s assigned break.  All personal calls shall be made on breaks.  Employees that receive personal calls during work hours will be given a message and allowed to return said call during their assigned break.  It is the responsibility of the employee to answer all phones in a professional manner while using the business phone.  Failure to comply with the above will be considered grounds for discipline and or dismissal. Employee’s should not be on social media sites or browsing the web. It is important for our employees to have their undivided attention on their classrooms and students. It is important for the students to know they have your attention as well as importance of safety for the children.

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3. Smoking PolicySmoking is prohibited in all areas of the building, the playground, and the picnic table outside.  Employees wishing to smoke should do so away from Aunt B’s property not visible to any child or parent, during an approved break.  Employees must change from center shirt, apron or scrub top during smoking so as not to expose children to second hand smoke. You must also wash your hands and be productive at cleaning the smoke smell.

 

Section 12 – TrainingThe Center will provide staff with training on various topics throughout the year.  Training dates will be

announced as soon as they are determined.  Some training will be conducted outside normal center hours of operation, and may be considered mandatory. 

A. Training Requirements Most trainings mandated by DHS are not compensated.  Any compensation will consist

of payment of the course, whenever possible.  Upon hiring, employee must complete a facility orientation.  All employees must attain ELCCT training within the first 30 days of employment.  CPR/First Aid training is mandatory and must be obtained within the first 90 days of hire

date.  CDA coursework must be started within 1 year of hiring (after probationary period.) 

Employees are allowed up to 18 months to complete a CDA.  All employees are encouraged to attain (minimally) a Certificate of Mastery. 

All training and scheduling of training is the responsibility of the individual employee.  Please see the Center Director for help in locating suitable training.

Section 13 - Staff MeetingCenter directors are required to hold regular staff meetings. Attendance at staff meetings are

mandatory.  If staff meetings occur outside normal center hours of operation, the meeting time will be compensated. Failure to attend could result in disciplinary actions up to termination.

 

Section 14 - Grievance Procedure1. Eligibility

Employees who are issued a performance appraisal rating lower than “Meets Standards”, or who have been terminated, demoted, or issued any other disciplinary action by the Center Director may utilize the grievance procedure described in this section.  Nothing in this section changes the “at-will” employment status of the employee.

 2. Procedure

Eligible employees have a right to appeal a decision of the Center Director to the Owners by presenting the appeal in writing within 5 days of the evaluation.

 

Section 15 – Conduct

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Employees of Aunt B’s Place are expected to accept certain responsibilities, adhere to acceptable business principles in matters of personal conduct, and exhibit a high degree of personal integrity at all times.  This not only involves sincere respect for the rights and feelings of others, but also demands that in both your professional and personal life, you refrain from any behavior that might be harmful to you, your co-workers, the children, or Aunt B’s Place or that might be viewed unfavorably by current or potential customers, or by the public at large.  Whether you are on duty or off, your conduct reflects on Aunt B’s Place.  You are, consequently, expected to observe the highest standard of professionalism at all times.There is certain conduct, however, that will result in an employee’s immediate termination.  Such conduct includes, but is not limited to, the following:

Making a false statement about a relevant fact in the application for employment, and/or information required for a background investigation.

Causing Aunt B’s to violate any law by the employee’s continued employment. Being convicted, given a deferred sentence, granted a conditional discharge, or sentenced to probation

for an offense that would make it unsuitable for the employee to continue employment at Aunt B’s Place.

Insubordination (open disrespect towards a manager.) Yelling at management or direct supervisor or other inappropriate behavior toward management.

Corporal punishment of a child. Physical, verbal, or emotional abuse of a child. Striking or abusing a child, humiliating a child,

endangering the life of a child, withholding food from a child as punishment or forcing a child to eat. Leaving a child or group of children unattended. Disorderly conduct (fighting, working under the influence of alcohol or drugs) Unprofessional behavior relating to parents or coworkers, including language and subject matter that is

not suitable to be discussed in the presence of children. Endangering the health or safety of a child or coworker. Abuse of leave. Misuse, destruction, or theft of property. Failure to report child abuse, exploitation, neglect, or illegal activity. Retaliation against any person who, in good faith, reports child abuse, exploitation, neglect, or any

illegal activity. Behavior not conducive to good teaching: sleeping on the job, using bad language around the children,

yelling at the children, physically disciplining a child, talking or texting on the phone while attending a group of children, leaving a classroom unattended, disrespectful attitude towards other staff, parents, management, children, etc.

Discussing individual pay in any context. Disparagement (I.e. badmouthing facility, coworkers, families, etc.) Confidentiality agreement Unauthorized removal of property Unauthorized removal of records or unauthorized divulgence of parents’, children or center confidential

information Refusal to perform assigned work or follow instructions Lack of supervision or leaving children unattended Coercing or inciting others to limit work performance or engage in any illegal activity.

Section 16 - Outside EmploymentEmployees are prohibited from outside employment in professions that are not consistent with the high

standards of an Educator.  This includes, but is not limited to, employment in bars and liquor stores, and

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employment at any “adult entertainment” establishment, and or selling adult entertainment products.  All employees are prohibited from outside employment that would interfere with their abilities to provide high quality care or interfere with responsibilities involving the Food Program, Curriculum, or required paperwork.

Section 17 -Classroom PaperworkEach Lead Teacher will be responsible for maintaining all classroom paperwork, including Lesson

Plans, Environment Change Sheets, Attendance, Health Screens, Meal Counts, Individual Child Profiles and Observation Portfolios, Daily Sheets, Incident Reports (as required), Transfer Sheets, Maintenance Requests (as needed), etc.Teacher’s Assistants will work with the Teacher to ensure that a daily written report is given to each parent, and that all parents are greeted in a friendly manner at arrival and departure. 

Section 18 - Disciplinary ProcedureFull Time Employees who have violated any conduct requirements, but are not terminated may be

subject to disciplinary Measures.  The Disciplinary Chain is as follows:1. 1 verbal warning2. 1 written warning, can include: counseling, 6 months’ probation, suspension, decrease in pay, up to and including termination3. Termination

In all instances, every effort possible will be utilized to avoid applying the Disciplinary Chain.  However, if an Employee is unable to follow the guidelines within this handbook, there would be adequate grounds for termination and therefore the utilization of the Disciplinary Chain would and should be considered a privilege reserved for staff that are considered to have tremendous potential or have been considered a major asset in the past.  Even these status’ would end up at termination should policies continue to be ignored or conduct be inappropriate.

Section 19 - Emergency ProceduresIn the event of an evacuation, the lead teacher of each class shall secure the daily attendance record, and

account for each child under his/her supervision.  Infants and Young Toddlers are normally placed in cribs and rolled out while being evacuated.  All other children walk, with one teacher leading the group and one teacher following the group.  After the children arrive at a designated meeting place, a check is made of all sign-in sheets, and attendance taken.  Children not accounted for will be reported to Administration/Director.

1. FireIn the event of a fire or fire alarm, everyone should proceed to the nearest exit, and meet up outside the building depending on your emergency plan destination.  Teachers must verify all children are present with red/green sign.

2. Bomb ThreatIn the event of a bomb threat, all classes shall evacuate behind the storage building on the NW side of the school age playground, and await further instructions.

3. Medical EmergencyIn the event of a medical emergency, follow your CPR/First Aid training. If necessary, call 911.

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4. Severe WeatherSevere weather watches and warnings are received on channel 9 via television and 96.1 via radio.  When a Severe Thunderstorm or Tornado Watch is received, the Director will notify all staff members.  We will act according to the severity of the situation and follow the following preparation and evacuation procedures. Once under a tornado warning – clear emergency evacuation areas to make adequate room for children. Keep all shoes on children while under warnings. Have mats and blankets by door ready to use.In the event of tornado: be sure sirens are sounding. Teachers will take children to their bathrooms with blankets.  If we are under a tornado warning we will evacuate to the restroom or smaller central areas with no windows with blankets, mats, etc. Position your body over them, cover yourself, talk soothingly, sing gently, and help them stay calm.

Please note the posted Emergency Plans.  Memorize your classroom emergency escape route!!!

Directors will determine the need to evacuate and post notices on doorTake emergency binder, attendance list and emergency bag with you when leaving the building

Section 20 - Sanitary ProceduresAunt B’s considers sanitation a very high priority.  To prevent the spread of illness and to maintain a

clean atmosphere, sanitation measures must be strictly adhered to. For classrooms under age 3, employees must post each child’s name and the person responsible for them.  This person is required to keep a diaper changing chart, and diapers must be changed, (or potty training children taken to the bathroom) a minimum of every 1 ½ hours.  Children must also be kept sanitary, i.e. clean hands and faces, clothes covered with smocks during messy activities, etc.  Hand and face washing must be done with disposable wipes or running water.  Children should be encouraged to participate in this process, to help teach autonomy, personal hygiene, and responsibility.  Tissue boxes should be kept within children’s reach and children should be taught the proper usage.  In all cases, any staff member changing a diaper shall wear latex gloves provided by the center.  A new pair of gloves shall be worn for each child changed.  The changing area shall be disinfected with a light mist of Clorox Anywhere after each child is diapered.  A 45-second hand wash is required after diapering children.  Make sure that you are following the guidelines posted on diaper changing areas.

Any staff member tending to a child or staff member with blood visible shall wear latex gloves at all times.

Teachers serving food in rooms that participate in “family style” meals shall perform a 45-second hand wash before serving food.  Any intervening childcare duties require that sanitary procedures be repeated prior to serving food.  After each meal service, the tables and floors shall be cleaned and sanitized.

Any employee or child who shows signs of infectious disease must be immediately removed from the classroom to avoid the exposure of others to the illness.  An illness report should be filled out and that person sent home until they are symptom free, without Tylenol, for 24 hours.

All employees are responsible for bathroom cleanup.  This means maintaining cleanliness and notifying the manager immediately of any problems. This approach is to ensure that the bathroom does not get unsanitary.  Morning bathroom staff is responsible for their bathrooms until 1:30 pm.  Afternoon bathroom staff is responsible for the bathrooms until 6:00 pm.  Classrooms with their own bathrooms must clean and sanitize their bathrooms at nap time and at the end of the evening shift.   Laundry, dishes, and the employee’s bathroom are a group responsibility.  Everyone shall work together to ensure these things stay done. 

Section 21 - Changes to this HandbookThe purpose of this handbook is to convey information about center policy.  The contents of this manual

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may be changed unilaterally at any time by the Owners at their sole discretion without advanced notice.  When changes are made a change description sheet and updated replacement pages will be provided for each employee.  It is your responsibility to maintain an updated copy of the handbook with any subsequent changes. All company policies and procedures are reviewed annually. We welcome any input from our staff. Comments can be made in writing to the facility director or private owners.

       

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Aunt B’s Place

Presents  

Standards  

For Operational Procedures        

  

Here at Aunt B’s, we the teachers, families, and management of Aunt B’s Place agree to adopt the standards contained herein, to honor them, to uphold them, to communicate them, to enforce them, to put them

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into action in a way that establishes and maintains a consistent quality operation. We will not compromise these standards for convenience, circumstances, or people.  These standards have been established to maintain quality throughout the child care day, they therefore cannot be compromised, as the compromising of these standards would affect children in a harmful way. Standard 1: The Child

There are times that discipline can be difficult or more of an issue in large groups. It is important that every child and their parents are customers. Many times, children will “test the rules” in the classrooms. One thing to remember is children do this to see if there is security for him or her. It is important to understand the stages of development of children whom you work and you will become comfortable with that age group. Discipline is a learning situation and every opportunity should be taken to help children understand what types of behavior are appropriate.

If a child needs discipline, there are appropriate ways to handle these situations.

We have guidelines to help you conduct yourself in an appropriate manner.

1. DisciplineFirst and Foremost: We will do no harm. There will be no physical punishment at any time. This includes no spanking, no shaking, no physical confining or threat. This includes your own children and other staff children as well. As well as never place a child out of your sight. This could be unsafe for the child and other children in the center.

2. Positive environment

We will create a happy environment for each individual child and treat each child as an individual person. The stress within ourselves and the center will reflect on the children and the center. We need to make sure we are being positive, role models, creating friendly environment, and our words and actions reflecting these expectations.

3. Emotional NeedsWe will make decisions for each child based upon what will best meet their INDIVIDUAL needs.  Emotional needs take much higher priority than convenience.  Therefore, we will not move a child out of their own classroom except for scheduled morning and afternoon shift changes.  During these transition periods, each child will be asked if they would like to go play in the new area.  We will explain to the child where they will be going, for how long, etc.  We will make every effort to make the transition slow and steady, explaining the process as we go.

4. Transitions/ChangesAll transitions and changes will be explained to the child PRIOR to the change.  Children will be treated as INDIVIDUALS, in the way that we ourselves would want to be treated.  We will speak to them at their level, make eye contact, and speak in a way that they understand.

5. RespectWe will treat them with absolute respect.  At the same time, we will require of them respect.  We will teach them to respect each other, to respect their equipment, and to be kind.  We will build their respect by establishing a relationship with them.  This relationship will be built upon trust, love and consistency.  They will trust us because they will know that they can count on us- to respond quickly to their cries, to protect them from aggressive behavior, to meet their physical needs, to be emotionally available, to listen and respond, etc.  They will love us because we will

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love them, as our OWN children.  We will hug them, touch them, rock them, sing to them, play with them, and let them know that they are special.  Our consistency will maintain their respect as we teach them right from wrong, as we show them the right way.  Our consistency will be established by maintaining a schedule that meets all of their needs, and by our steady and consistent responses to their behavior.

Standard 2: Newcomers and Visitors

1. IdentificationWe will make every effort to give all newcomers a proper introduction to our program.  Newcomers will be welcomed and make to feel welcome.  Visitors will show their ID, state their purpose for visiting and be given Visitor badges. All unfamiliar faces will be questioned and will not be given any access to children until their ID is verified in our system.

2. NewcomersAll newcomers will participate in an interview to assess their “fit” within our program.  All newcomers will receive a program orientation, that will explain their individual roles, responsibilities, and rights.  All Newcomers will receive a tour of the facility and at least 1 hour, or until the newcomer feels safe, of mentor/safe introduction.  Parents will be required to orient their child with a minimum of an introduction to the teacher, children, and classroom sit in (minimum 15 minutes.)All participant of our program will make every effort to assure a good fit for our newcomers.  We will give them extra, positive attention as they adjust to their new surroundings.

 Standard 3: Daily Programs

1. Daily ProgramsDaily Programs will operate in a manner that promotes proper development. We the teachers will receive individual instruction in working with our particular age group.  We will understand our age groups important developmental milestones, and will keep track of each child’s developmental progression in an individual portfolio.

2. Physical NeedsWe will prioritize the proper meeting of all physical needs.  We will take group bathroom breaks at least every 2 hours, and will encourage individual toilet training as the child shows signs of readiness.  We will encourage children’s autonomy by never doing for them what they are able to do themselves.  We will keep tissue at their level, and encourage them to wipe their own noses and faces, to learn to button and tie, etc.

3. CurriculumWe will plan our curriculum and addendum to meet the needs of our individual children.  We will maintain a weekly lesson plan, daily reports, and regular outings. We will keep our classroom well equipped with a base of toys, as well as adding the components of our addendum weekly.  We will follow the Standards of the Stars for room arrangement, labeling, interactive parent area (newsletter, bulletin board, etc.)We will engage in creative art, and will emphasize the process, not the product.  We will not use “cookie cutter” curriculum, but will encourage learning through creative exploration.

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Executive Director reports to owners Co-director reports to Executive director Master teachers report to the Co-Director Classroom teachers report to Master Teacher Assistant teachers report to the classroom teacher Cooks, bus drivers, additional staff reports to appropriate CO-Director or Executive

Director

If you need to communicate with someone start with the appropriate chain of command. If you are not satisfied with the results take the next step of command. Always know that communication is key! If we need to address situations, we want them resolved. Make sure to take the appropriate steps to get them resolved, but always know there is additional steps to continue with if you feel like the issue still needs attention.

Standard 4: Teacher DemeanorTeachers will use Positive redirection and Positive Guidance. Watch your group to redirect negative

behavior before it happens and there will be no need to call attention to the behavior that you want to avoid.

1. Positive redirectionTeachers will redirect the child’s attention from the activity that you want stopped to the closest acceptable activity.

For example, suppose a child is throwing a block. You should redirect the child by saying, “blocks are for building. If you need to throw something, here are some bean bags you can throw into that square.”

Another example, when a child is climbing on the equipment, you should say, “shelves are for toys and book. We climb only the toys when we go outside, let’s work on a puzzle now.”

If a child is showing behaviors that show hitting, we want to address the hitting by saying, “hitting hurts people. Here is a pillow that you can hit.” “Let’s use our words when we are mad.”

2. Positive ReinforcementThis is addressing means to notice and appreciate acceptable behavior. It is likely that other children will imitate the successful behavior to earn your praise for themselves. Here are some examples of positive reinforcement:

“Suzy is sitting quietly. I can see she is ready for circle time.”

“Johnny is putting away the puzzle, that looks really nice.”

When we continue communicating with children what a great job they are doing, they are more likely to live up to your expectations. Just remember, we need to repeat things many times for children and always in a friendly, acceptable voice. This will help them understand and remember how to behave in a socially acceptable manner.

Children need lots of time to practice learning cooperation and independent care skills. They remember what they practice and what they see us do (modeling), not what we “tell” them to do. Our job includes helping children learn to be successful.

3. Positive attitudeWe, as teachers, will support our program by having a good attitude, a smile, and a flexible

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demeanor. We will use calm, steady tones of voice to convey messages to our children.  We will not label or stereotype our children.  We will use professionalism in all aspects of our demeanor.  We will never disparage our facility, coworkers, managers or families. We will maintain a positive and cheerful approach to teaching, including daily reading and music, remembering that we set the tone not only for the children in our classroom, but also affect their family dynamic based upon the type of day they’ve had. The importance of you having a happy heart and leading others to the same cannot be understated.

4. Consistency/favoritismWe will apply consistency to all of our interactions with our children.  We will treat all children fairly and equally, never showing favoritism.  We will never discuss children’s problems in front of them, or within their hearing range.

5. ConfidentialityWe will maintain the confidentiality of our coworkers and families by only discussing issues with them. We will do our best to refer families to resources within our community to help them meet their family’s needs.  We will call in our manager’s assistance whenever help is needed.

6. Identify problemsWhen we identify problems, we will work together to achieve solutions, never blaming one another, but always focusing on improving our quality through quantitative change.

 Standard 5: ManagementWe, as managers, will do our best to support our program by our loving support and availability.

We will apply organizational management to every aspect of our program to ensure the smooth operation of the facility.

We will use professionalism in every aspect of our demeanor, by remaining confidential and positive, by dressing professionally, by upholding our programs’ reputation, by referring families and staff to appropriate resources, etc.  We will keep the facility always ready for regulatory evaluation, upholding all regulatory and accreditation standards to ensure continued quality care.

We will run a purposeful program that continually evolves with the needs of the families in our community. We will prioritize the physical running of the facility and will build relationships appropriate to strong teamwork. We will support our staff by pointing them to appropriate resources and helping them become independent in the classroom, but never by doing their work for them. We will hold weekly staff meetings to get feedback and address problems.

We will use lists to ensure the proper prioritization of paperwork responsibilities. We will utilize our time very wisely, so that we are able to respect our own family and personal needs by finishing, and leaving our work at work. We will build a strong parent network by greeting parents daily, enlisting their opinions in program decisions, and interacting with them regularly. We will schedule parent meetings and conferences twice a year to ensure continued program growth. We will survey all programs participants at least yearly and set goals from these surveys.

We will give regular feedback to our employees regarding their classroom performance, and will formally evaluate their performance at least yearly. Through these formal evaluations, we will help them set training and development goals.

Above all, we will communicate well. We will devote ourselves to cooperative relationship building and principle driven behavior to ensure a high-quality operation.

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Aunt B’s Place  

Presents

 

Company Training Manual           

Introduction29 | P o l i c i e s 1 . 0

This training manual is designed to be a supplement to other required trainings, to include Orientation to Center Requirements, Entry Level Child Care Training, CPR/1st Aid, and Master Teacher Training. Thhis manual will also provide an easy to reference summary of your training options, required classroom paperwork and postings, and company philosophy on the performance of the job you have been hired to do.

This philosophy has been very briefly summarized in the company policy manual, however, to fully understand the expectations this facility expects you to adhere to, you must fully participate in the above trainings, and make a commitment to ongoing development. We make a commitment to provide ongoing support (emotional, financial, and physical) to you on this endeavor, and we set an expectation that you will maintain a positive attitude, will seek assistance when needed, and will keep communication with management, coworkers, and customers open and constructive.

You will notice as you go through this manual that many of our age groups overlap.  This is a necessity of the program, to be able to provide services to best meet the needs of individual children. Children often operate at a wide range of developmental skills, and we usually base classroom placement on maturity levels.

We trust that you will take this training to heart, that you will seek to implement these practices into your daily actions and routines.  These practices are based upon years of research about best practices for the healthy development (physical, social, emotional) of children.  It takes a very special person to work with young children, and your decision to help mold their lives into something meaningful is to be commended.

There are many important aspects of caring for each individual age group and performing your job well, many of which will be covered in ELCCT and individual age group training.  The following are areas that are either unique to our program or are considered a big priority to the execution of our philosophy.  Section 1 - Personal and Professional Demeanor

Attitude is Everything!  Working with children is a very demanding line of work.  We believe that teaching children is like playing tennis, you have to keep moving and stay on your feet.  There will be times, particularly in the Early Start rooms, when it is necessary to sit down a lot, to hold and rock infants, to snuggle as needed.  You must train yourself to easily move from this mode into movement- diaper changing, preparing meals, filling out assessments, etc.

Keeping a positive attitude during your work will determine what type of experience you have while working.  If something goes wrong, maintain your demeanor. A deep breath goes a long way, and your Manager is paid to help solve problems and support you in your work.  Seek their assistance as needed.

While at work, your personal demeanor is very important.  Although it is often tempting to discuss weekend plans or personal issues with your coworkers, it is necessary that you keep your demeanor at the highest level of professionalism- i.e. that the majority of your conversations are with your children, and that all conversing with coworkers involves constructive communication about the program, your classroom, or planning. The way you carry yourself will determine the level of respect you will command.

When conflict arises, you are expected to apply the Standards and company philosophy to the problem.  If applying these guidelines to your problem does not resolve it, you need to seek the assistance of your manager.  In all areas of conflict, you are expected to maintain the utmost in cooperative professionalism.

We operate an interdependent environment.  This means that we cooperate in such a way that we are able to support each other, and make one another’s lives better.  One of your most important jobs is to support the other people- i.e. coworkers, management, families, and primarily the children-of our program.

We understand that there will be times when you are stressed, when you are tired, when life is too much.  We all experience that.  You will still be expected to perform your job, pull yourself up by your bootstraps, and keep pushing through- however, we do want you to know that we are available to help you seek solutions to these problems.   In the same way, you will be in a position to offer valuable resources, insight, and support to the families in our program.  Maintaining a resource file is very important to you being able to help the people around you.

It is also very important that if you make the commitment to work at this facility, you understand that the children are here every day.  They will bond to you, and will expect to see you every day.  It is very stressful for children to bond to a teacher, and then be transferred around because their teacher hasn’t shown up to work. 

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It is therefore necessary that our company policies regarding time and attendance be strictly adhered to.

Section 2 - Early StartOur Early Start program serves newborns to 36 months. We place these age groups together in an early

care style called mixed ratio, which is heralded as the best way for a young child to develop and form a bond with their teacher and other children. Many long term positive outcomes are associated with mixed ratios, including later better school performance, better emotional intelligence, and better social skills. During the first 3 years, the most important parts of a child’s personality are forming. The child’s social emotional development is crucial during these first few years. The phrase Trust vs. Mistrust is a psychological phrase that means our children are learning to trust (seek help when needed, turn to others for love etc.) or mistrust (cry, hide/internalize problems and not seek help). It is very important for the child’s entire life to learn trust, as this leads to later emotional health. This means that as a teacher you must make a major effort to quickly respond to the child’s cries, as they are not yet able to tell you what is wrong, but crying is an attempt to communicate. If you cannot immediately attend to them, verbally assure them that you will tend to them as quickly as possible.  It also means that you have to pay attention to their cues, and seek to meet their needs, even if that need is only to be warm and held. Holding them will not spoil them, rather it will teach them to be more trustful, which will later lead them to be more independent.

Another part of the young child’s development is their cognitive and language development. They are learning to connect what you are saying to what happens, and how to say and enunciate words. Therefore, it is important that you talk to them frequently, explaining the routines they are going through. Ex.: “Let’s get up here on the changing table so we can change your diaper. Okay, let’s take the diaper off. Now we will get a fresh one.” Your pleasant tone and touch will teach the young child to relax during routines, and will also increase their ability to communicate faster. Remember, never turn your back on a child on the changing table!

Another viable option is to use sign language. Several important phrases, such as more, eat, milk pick me up etc. can be taught to infants as small as 8 months and will decrease crying. Remember, each young child is a person. They have likes and dislikes, and command the same respect as you do. Another source of crying comes from immobile infants that want to move. Frequently changing their positions, from tummy, to back, to sling to holding, will help them stay entertained. Floor time is very important for the pre-mobile infant.   They need to be able to learn to control their own bodies, and frequent floor time accomplishes this. As we do mix ratios, take precautions to ensure the safety of your young infants. Setting up an infant center that partially blocks bigger toddlers, and making the toddlers area exciting and interesting, will decrease the chance of a toddler hurting an infant. When you have both groups moving about, position yourself with the infants and guard them carefully, reminding your toddlers to use gentle touches.  Biting is another source of stress.  The most common reason for biting is the child is still in the oral stage, and so the child uses biting to communicate: aggression, affection, etc. The best solution for biting is giving the child things he can frequently place in his mouth, and that require a lot of chewing: granola bars, frozen bagels, fruit snacks, chew toys, cold rag, or a teething ring. Carefully shadow the biter so that you can prevent the biting and so that you can figure out the reason behind the biting. Once you do this you can better work on resolving the issue. (See biting handouts)Do not keep a strict schedule. Set up general routines, but be very in tune with the children’s individual needs. Young children should nap as they are tired, for as long as they like; should eat when they are hungry, until they are full, etc. and have their diaper changed or go potty regularly. You should never send a child to the restroom alone. Read to your young children frequently, always in small groups or individual situations.  You will need to carefully record your care of the young child, recording feeding and diapering on daily sheets. You will also need to record feeding of infants on our CACFP infant sheets. Remember that young children are in the oral stage- they are putting everything in their mouths. After a child mouths a toy, pick it up and put it in a sanitation bucket so that another child will not put it in their mouth and transfer germs.During the toddler stage (approx. 18-48 months) many important things are happening, such as the recognition that they are their own person, separate from the people around them. They particularly like new phrases like no, myself, and leave me alone. This is just the toddler’s way of expressing their new-found independence.

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Don’t take offense at this seeming rebellion. If a rule must be followed, firmly but lovingly state the rule and assist the toddler with completing it. Consistency and follow through are very important here. If you say it, mean it. Their new independence is often confusing, and creating comfort for the overwhelmed toddler is very important. Allowing security objects in the classroom as the child needs them is equally important. Some children this age are still using bottles or pacifiers, and this is okay. Anything that helps them feel safe will lessen their aggression; use this to your benefit.

As your toddlers are becoming autonomous, they are learning their actions get results, good or bad. They are learning who they are through the interactions they are receiving. It is important that you use positive guidance to help them develop a positive self-image. A positive self-image will help them make better choices and be more cooperative.

Never do for a child what they can do for themselves! At this age they can wipe their own noses, clean up their own spills, pull their pants up and down for toileting, etc. Praise them at their attempts, and help them finish their job as needed. This will help them feel accomplished, which will boost their self-esteem and make them easier to deal with. If they make a mess, encourage, and help, them to clean it up. Dumping and filling are a very important part of the toddler’s developmental stage. Have baskets available that they can place small toys in to dump and refill. Encourage every dumping to be followed by refilling, this will make the job of cleanup easier later on.

This particular age group is beginning potty training. This is one of your most important jobs. Stress to the parents the importance of sending pull-ups, not diapers; of sending them in pants they can easily pull up and down; and of reinforcing toilet training at home. However, NEVER force a child to sit on the toilet. If they are not comfortable with using the toilet, wait until they are ready. Forcing them can cause delays in potty training and emotional damage.

They will also begin to need to learn social cooperation skills, so your help in conflict resolution will frequently be needed. Asking open ended questions, like “How could we both get a turn with the toy?” will help the children resolve problems constructively without losing any power, thus thwarting defiance. Giving then choices also helps the child feel in control, such as “Would you like to play with sand or water in the sensory table?” This presumes the child will willingly do the next thing while giving them the power to decide how it will happen.

They are also learning to sleep independently on mats. Sitting beside a stressed toddler to rub or pat their backs frequently helps. Also, playing soft music (at or below noise level) and creating a soothing environment will help them relax and rest.

Large group Activities are mostly inappropriate for this age group. You should still be reading on an individual level, but you can try introducing group times with very entertaining activities such as finger puppet stories or interactive music activities. Never force a child to stay in a large group activity. Television or movies are inappropriate at this age, although you may supplement your curriculum with exercise or music videos as long as viewing is optional, never mandatory. Section 3 - Preschool

Preschool serves children ages 3 years to 5 years.  The biggest goal in Preschool is school readiness, because many of the children in our program are not in any other type of Preschool program and will be leaving our program to go to Kindergarten.  Having a good school readiness program also reinforces concepts for those of our children that are attending Pre-K.  As a Preschool Teacher, it will be necessary that you devote a large amount of your time, and particularly all of nap time, to plan your program and environment.  At this stage, we move from all learning as play, to most learning is play, with a little “school” structure mixed in- a portion of every day devoted to fine motor skill development and large group activities.  Activities that should be frequent in this age group are cutting with scissors, drawing, writing and dictating, reading, and painting.  Creative Art Work is highly encouraged; “cookie cutter” curriculum is highly discouraged.

This stage is one that we frequently notice developmental delays.  Some of the children are not able to accomplish what many of the other children are.  It is very important that you treat all of the children the same, and work hard to create an inclusive environment (for more on inclusiveness, see the book Developmentally

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Appropriate Practice by NAC publications.)  It is also important that you keep a record of noted delays, and notify the management so that appropriate referrals can be made.

During this age and stage the children learn to work cooperatively with the other children in the group.  This is the age that we introduce group projects- i.e. A cardboard box village or posting new group set rules.  It is important for children at this age to begin to understand individual responsibility- setting up chore and behavior charts, requiring all children to clean up behind themselves, etc. are important ways to stress to children what is required of them in the classroom and teaching them good social behavior.  We are building the blocks now to release them from constant supervision, which will happen when they are school age, so we need to make sure we are teaching them lasting moral values.  Giving choices is now more important than ever.  Allowing the children to vote on a decision teaches them good citizenship and that they have a voice.  Be careful to recognize the losing side during votes with enough attention that they will be encouraged to vote again.

It is very important for future school success that children learn to appreciate reading and books, and interactive reading makes this highly enjoyable for this age group.  Now is the time to begin large group activities, for short periods of time (5-10 minutes.)  Before reading the book, introduce your children to the title, author and illustrator.  You should also teach them to be familiar with the book parts (“This is the cover, this is the spine- it holds the pages in.  The pages are made of paper, that means we must be very careful to turn them gently so we don’t tear them.  That way we have nice books that everyone can read.”)  As you read, pause occasionally to let the children comment on what is going on.  Ask them, “What just happened?” or “What do you think will happen next?”  This develops very important cognitive skills that will help them when they start school.

At this age, some children begin to not want to nap.  After all the children have laid down for approximately 15 minutes, allow those that are wide awake to participate in a quiet activity on their mat, such as reading a book.  If they still do not tire, allow them to get up and do quiet activities at the table- such as puzzles or drawing, until nap is over.  Some children may still have a security object at this age, such as a blanket or pacifier.  Allow the child her security object at naptime, as she needs it.  Do not make issue of it.  As she grows more comfortable with her independence and safety she will eventually put it away. Section 4 - School Age

School Age is our Kindergarten and up children.  As we care for children up to 12 years of age, this is a very wide range of development!  This means that we will generalize a lot, but there are still many things that are very important to the quality of our program in this age range.

Social Behavior is now getting very advanced, children are choosing their friends more carefully, and are frequently forming small social groups- “clubs” that are member exclusive.  It’s now becoming very important that we verbalize our commitment to kindness, and that we reinforce character values such as respect, honesty, perseverance, etc.  We must also stress safety, as many children this age are enjoying their relative freedom by trying out their wings.  This is not a very good idea for the playground piece!

It is appropriate in this age group that the children are given a lot of freedom to choose projects and activities, to work through problems on their own, and allowing children to make as many choices as you can.  Treating the children with respect will teach them to be respectful.  You no longer need to hover over your children, but staying close by and readily available is important, as is paying attention to ensure everyone’s safety.

It is very important now that our children are learning the principles of good citizenship.  Things that we like to emphasize are: self-respect and care, loving one another; using good leadership behavior, never litter, Recycle, Vote (in group activities), treating everyone with respect, respecting your environment and nature, etc.  These items can be accomplished in many ways: a trash can on the playground and encouraging trash pickup, recycle bins, group voting times, treating them with respect and discussing what that looks like, going on nature walks, talking about the humane treatment of wildlife, and our environment, etc.  We only have one earth, and teaching our children to continually respect it will ensure our own survival.

Ensuring that children take responsibility for their own actions is equally important.  It they make a 33 | P o l i c i e s 1 . 0

mess, they must clean it before moving to a new activity, even if that inconveniences you!  If they hurt someone’s feelings, after conferencing with them about the way the offended must feel, require the offender to repair the damage. Having the child write a behavior report with ideas for how to improve his behavior is also a useful way to help him think things through and give better ideas for next time.

It is a great time to have some fun!  Children this age can be trusted to take out frequently, and group field trips will happen frequently with school age.  While planning the field trip with the group’s input, ask them, “What are some of the important rules we will need to remember while we’re out?”  As they come up with ‘hands to ourselves,’ ‘staying together’, etc., write the rules down.  Suggest anything important that isn’t brought up.  Then copy the paper for all field trip participants and hand them out, to remind them of our rules as we go.  This will ensure a smoother ride for everyone.It is also a good time to teach group behavior.  Allowing children to ‘present’ their artwork or project to the group will help them become more confident and receive recognition.  Posting these projects with the children’s names on them will help them feel pride in their work.  It is also a good time to read chapter books- a good Junie B Jones or Bill Wallace book- one chapter per day at a set time for those who would like to participate- will encourage literacy.

Our facility does a group homework time during the school year, and this should be on the schedule for minimally one hour of each day.  Please be ready to tutor your children and help them gain confidence in their abilities. Section 5 - Health and Safety

 Our most important safety rule is total supervision.  That means we know where our children are at all times, that we know which children we are responsible for, and we only let them leave the facility with authorized adults.  You must position yourself in the classroom to always be visible from the classroom entrance.  This ensures yours, and the children’s safety.  Our center has implemented several safety policies to help you with this goal.  We have installed a magnetic door that only allows in people with codes, we keep a person at the front desk to screen new arrivals (they receive an ‘I’m Okay’ badge once cleared to be in the building), and we have a computer system that records all authorized adults for each family.  Only adults with a purpose for being at the facility will be allowed inside and given an “I’m Okay” badge.

The things that you must do to ensure your children’s safety is to keep a constantly updated written head to face count.  This must be on your person AT ALL TIMES.  This is our #1 rule at this facility.  Do not get caught without a written head to face count, your employment could be terminated. This is because each of the children you are caring for are people.  The difference between having 11 or 12 children in a fire would be one life.

Familiarize yourself with our evacuation and emergency plans.  We will practice fire drills once per month, and you will need to be prepared to evacuate properly.  You will need your head to face count board with you outside when we evacuate.  Be sure to flip your paper to green (when your entire class is outside and accounted for) or to red (there’s a problem) once your children have evacuated.  This gives your manager a quick visual of where we are at.

When you take your group outside, you must make sure to bring a few things.  First and foremost, our children should be dressed appropriately for the weather.  You should have your lists for head to face count, a box of tissue or wipes for noses, and your own first aid kits.  Once outside, you should place yourself in the appropriate zones to ensure total playground supervision.  While outside, keep a visual of the total playground.  Watch carefully for any safety hazards- broken toys must be disposed of or placed over the fence for repair.  Larger problems, such as problems with playground equipment or the fence, should be written down and transferred to an Equipment Repair List (see Resource Binder) once inside. Any safety issues must be immediately mitigated, i.e. removed or off limits until fixed.

Any employee or child who shows signs of infectious disease must be immediately removed from the classroom to avoid the exposure of others to the illness and sent to the office.  An illness report should be filled out and that person sent home until they are symptom free, without Tylenol, for 24 hours.

All cleaning supplies, medicines (including sun screen, sanitizers, etc.) must be kept in a locked cabinet.  34 | P o l i c i e s 1 . 0

Keep your key hung high by the cabinet!  All items that state ‘Keep out of the Reach of Children’ must be kept in the locked cabinet.  This includes shaving cream for art play.  Bleach sanitation bottles must be labeled and dated daily with masking tape or labels.

All prescription medicines are turned into the office for lockup and disposal.  If a situation arises where you must handle blood, you must wear rubber gloves.  All blood cleanup should be sealed off and taken to the dumpster.  Blood on the floor, etc. should be cleaned with bleach solution.

When changing diapers, you must wear rubber gloves.  All diapers are to be placed in plastic “Thank you” bags and sealed.  Follow the diaper changing procedures posted at each changing table.  All trash cans should have a lid on them at all times.

You should have your children brush their teeth at least once per day after lunch.  This teaches them good hygiene practices and helps their health.  Spray each tooth brush with bubble gum tooth spray and let them brush away.  Remember to store with caps on the brushes to prevent cross contamination.  All electrical outlets in your classroom must either be in use or covered with a cap.  The refrigerators must have a lock on them at all times.  All cribs or cots must be placed 3 feet apart and have protective cloths on them.  A cot chart must be posted.

Section 6 - TransportationAunt B’s Place Early Learning Centers uses Safe Bus Transportation. This means that we drive buses

that were made specifically to transport children. The buses meet all National Safety Standards for public school transportation, and have an internal structural support to prevent rollover and crushing. To be considered for a bus driving position, you must submit a MVR that shows a safe driving record. You must also attend Safe Transport Training at Eastern Oklahoma County Votech.

Once driving the bus, there are basic standards that must be met to ensure the safety of the children you are transporting. You must have a head to face count available at all times of the children you are transporting. Before boarding the bus, physically count all children. Upon arrival, check the head to face count, and ensure that all children exit the bus. Once all children have exited the bus, have them line up next to the bus, and walk up and down the aisles to ensure there are no more children on the bus. Cell phones are to be carried by every bus driver. They are only to be used in case of an emergency or to clarify transport information. In the case that they are to be used, you must pull the bus over, put it in park, and then use the phone. You are never to drive and use the phone at the same time.

There is to be an up to date first aid kit on the bus at all times. It is the responsibility of the bus driver to ensure the kit is up to date and kept on the bus. The bus driver is also responsible for the Transportation Log, which records basic transport information- the children’s information sheets, transportation and medical attention permission forms, vehicle maintenance and mileage information, etc. This information must be kept up to date at all times. During every Field Trip, the teacher must bring up to date Resource Binders with the children’s information sheets. Section 7 - Handling Suspected Child Abuse

By working with children, we are in a unique position to detect child abuse/neglect and help families get assistance for the problem.  For this reason, we must all be alert and informed, allowing us to observe and supervise children carefully to enable us to recognize signs of child abuse/neglect.

We have a moral and legal responsibility to report all cases of suspected abuse or neglect.  Our willingness to report suspected abuse or neglect can help everyone deal with family crisis in a constructive manner. When a report is made in good faith you are immune from civil/criminal liability and your name is kept confidential.

A report may be made to any county office of the Department of Human Services or to the 24-hour statewide Child Abuse Hotline, 1-800-522-3511.  If you are ever unsure about a situation, please bring it to your Director’s/Manager’s attention.

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1. Name of the child and parent or guardian name2. Address where the child lives3. Age of the child and the date of birth4. Where the child can be located – at home or at the center5. Injuries or specific information about what you have seen, heard, or observed which cause you to

suspect abuse

What to do if you suspect child abuse:1. Document what you see and/or what you hear the child or parent say. State only facts not what you see

or feel. Make sure that you date and sign all documentation. 2. Anytime a child arrives with bumps, bruises, cuts, burns, and other questionable injuries, document the

incident. Record any comment that children or parents may have made. Have the other teacher be a witness and sign your documentation. Alert the director of any concerns.

3. The director shall immediately contact the child welfare hotline or assign you to contact the authorities. If an investigation is conducted, you will be expected to cooperate fully with the authorities.

4. Show all documentation to the Director and then file in the office. No documentation shall be kept in the room.

Section 8 - SanitationAunt B’s Place considers sanitation a very high priority.  To prevent the spread of illness and to

maintain a clean atmosphere, sanitation measures must be strictly adhered to. For classrooms under age 3, employees must post each child’s name and the person responsible for them.  This person is required to keep a diaper changing chart, and diapers must be changed, (or potty training children taken to the bathroom) a minimum of every 1 ½ hours.  Children must also be kept sanitary, i.e. clean hands and faces, clothes covered with smocks during messy activities, etc.  Hand and face washing must be done with disposable wipes or running water.  Children should be encouraged to participate in this process, to help teach autonomy, personal hygiene, and responsibility.  Tissue boxes should be kept within children’s reach and children should be taught the proper usage.  Toothbrushes and mouth spray should be labeled and used daily.  Bottles and Cups must be labeled and sanitized daily.

In all cases, any staff member changing a diaper shall wear latex gloves provided by the center.  A new pair of gloves shall be worn for each child changed.  The changing area shall be disinfected with bleach solution after each child is diapered. Allow the bleach to stand on the mat for 60 seconds, then wipe off. A 45-second hand wash is required after diapering children- watch your hands and the child’s hands.  Any staff member tending to a child or staff member with blood visible shall wear latex gloves at all times.

Teachers serving food in rooms that participate in “family style” meals shall perform a 45-second hand wash before serving food.  Any intervening childcare duties require that sanitary procedures be repeated prior to serving food.  After each meal service, the tables and floors shall be cleaned and sanitized.

All employees are responsible for bathroom cleanup.  This means maintaining cleanliness and notifying management of any problems. This approach is only to ensure that the bathroom does not get unsanitary.  Morning bathroom staff is responsible for their bathrooms until 1:30 pm.  Afternoon bathroom staff is responsible for the bathrooms until 6:00 pm. Classrooms with their own bathrooms must clean and sanitize their bathrooms at nap time and at the end of the evening shift.   Laundry, dishes, and the employee’s bathroom are a group responsibility.  Everyone shall work together to ensure these things stay done. Trash must be taken up minimally twice daily. Each day, you will be expected to clean and sanitize your classroom during naptime, and then again while closing the classroom.You must wash your sheets weekly, and your children’s blankets monthly, and on an as needed basis. Section 9 - Food Service

Aunt B’s Place participates in a food program called the Child and Adult Care Food Program (CACFP) 36 | P o l i c i e s 1 . 0

that is overseen by the Department of Education. CACFP governs what type of food we serve, the quantity we serve, and many rules for food service. Our food is prepared onsite. Once your food pans arrive, immediately place them in the food warmers and leave them there through the meal service.

Section 10 - Outside PlayOutside play is a great time for creative free play. This is not teacher break time. You must be at your

most vigilant while on the playground. Do not sit down on the playground. You should be up moving around the entire time, supervising play and interacting with the children. This is a great time for games, sporting activities, and messy play. Plan outside activities as a part of your weekly lesson plan, instituting all requirements for outdoor centers.

Section 11 - Classroom ManagementAs a classroom teacher, you are the Manager of your classroom. You are ultimately responsible for what

occurs in the classroom.  Some of the important management aspects of the classroom are making sure that your classroom is always within the correct staff to child ratio. This is an absolute necessity, failure to comply with this policy could result in dismissal. When teaching, your emotional availability, and ‘tuning in’ are essential to a successful classroom experience. You must be very attentive to ensure that your children are safe, healthy, and learning. This is your primary job. You should be walking around the classroom throughout the day to teach, encourage, supervise, and nurture.

It is very important that your classroom be kept neat and orderly. Junk corners and drawers are not acceptable! If your room is chaotic and out of control, you will not be able to effectively teach your children. It is therefore important that you keep your supplies well organized and maintained.

Your changing table should always be kept clean with the necessary supplies readily available. Never place toys, food, or anything besides changing goods on the changing table. You will be required to keep certain paperwork in the classroom, including keeping your classroom Resource Binder up to date, keeping meal counts, daily attendance records, and health checks. There will be periodic paperwork that will be used as needed, such as illness and accident reports. Any time there is an accident, or a child shows signs of illness, this report must be made and handed in to the Center Director.You will also have Daily Sheets that you will be required to complete for each child every day to send home with Parents. This sheet is very important, it tells parents everything they need to know about their child’s school day.

If you are a Lead Teacher, you will be required to plan activities and compile them into weekly lesson plans. You will be expected to observe your children and plan activities according to the children’s developmental level and needs. Section 12 - Developmentally Appropriate Practice

We encourage all of our employees to pick up and read a copy of the NAC publication: Developmentally Appropriate Practice.  Developmentally Appropriate Practice is essentially things you as the teacher do (practice) that is appropriate to the development of the children you care for.  This includes the way you arrange your room with Learning Centers (see the handout- Classroom Profile- available in your resource binder.) Section 13 - Social emotional

It is the philosophy of Aunt B’s Place that the social emotional development of a child is by far the most important aspect of their development. Social Emotional Development shapes the way a child thinks, and develops the emotions that will guide them to problem solve, make decisions, etc. Being emotionally available, intentional nurturing, comforting, developing a ‘safe’ environment, encouraging and promoting language (thinking, reasoning, self-expression) are all important aspects of Social Emotional Development.  We allow and encourage security objects for children that feel they need them, including blankets, pacifiers, soft animals, etc. Children are allowed the use of a security object for as long as they need it, as often as they need it.

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We prioritize sibling placement. This means we intentionally place siblings together in a classroom to promote their social emotional development. This strengthens family bonds and helps establish the feeling of safety that is so necessary for effective Social Emotional Development.  Other important parts of Social Emotional Development are consistently stating, expecting, and enforcing rules, guiding children to appropriate, prosocial behavior, etc.

Hateful or hurtful words, yelling or raising your voice, etc., are completely prohibited, and will be considered grounds for termination. If you need to communicate across the room, get up and walk across the room, and then say it!

What you communicate to your children is helping determine who they will become. For example, if you act annoyed, they will become more annoying. If you tell a child he is bad, he will behave worse. Encourage what you want to see. Teaching children constructive behavior gently will allow and encourage them to become all that they can be. Section 14 - Training

Professional Development is the way you pour back into yourself, making yourself more useful to the Program and revitalizing yourself as an Educator. You will attend much ongoing training, and it will be expected of you that much of this will happen outside of work hours, depending upon your current level of education.  As the level of your education and dedication determine how well you will perform your job, your managers will carefully advise and supervise your professional development. Please see your center Director to develop a Personalized Training Plan. Section 15 - Parent Relations

Besides being a great teacher, student, employee, and coworker, you will also need to be able to give high quality customer service. Remember, parents have a choice! If they are unhappy with the quality of care, they can take their child elsewhere. When parents come in to our facility, they should see happy classrooms, clean hands, faces and bottoms!  Our ability to pay you comes from your ability to satisfy our customers. You should always have a positive attitude toward parents, remember, they are working full time and raising small children. This is a big undertaking, and you will make yourself indispensable to parents by nurturing and loving their children, and being kind and helpful to them. Any time there is a behavioral problem, you are expected to discuss it constructively with the parent, using the sandwich method. Please do not slam them with information and behavior reports when they walk in. Give them a written Incident Report and ask them to call you. Do not overuse this, parents will grow weary of constant behavior reports- it is your job to provide high quality care and education, including appropriate guidance, which will curb behavior problems. Hospitality goes a long way in getting your parents on your team.

You may choose to use a weekly newsletter for parents. This can be handwritten or typed, but please have your director edit it and approve it before sending it out.  This is true of anything you would like to put out in writing to parents.

You will need to plan for 3 yearly Parent Conferences, Spring, Summer, and Fall where you will discuss their child’s progress and developmental screening. This is a good time to get to know parents, and enlist their help and cooperation in running your classroom well.

Section 16 - ManagementThe Management of the facility set the tone for the entire facility.  They generally work more hours, and

frequently must take work home or work evenings or weekends. Although it may appear they got the better end of the deal, until you’ve walked a mile in their shoes…Show them respect and kindness, and it is very likely you will find them to be very helpful in making your job something you love. When you keep your mood in check, and keep the environment upbeat, you encourage and help them to do the same.

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