Our QA7 Strengths
New Team members receive welcome information by email and in hardcopy on commencement and are allocated an existing Team member as a Mentor to enable them to settle into our way of life and feel confident as a new member of our Team.
The Assistant Directors and Owner encourage an open-door policy to new and current Team members to ensure everyone feels comfortable discussing any issues they may have, and feel empowered to put forward ideas and suggestions for our house in general; programming and planning, and how we run our work day.
Our Team running to permanent part time or fixed term contracts are given a fixed roster which includes one day off a week should they be working for more than 24 hours. This rostering decision has proven to be successful in allowing our Team to find a work life balance since their work life doesn’t have them committed to a five day a week roster.
We have developed into a strong Team and ensure we welcome new Team members and all students who are committed to studies in our space, and endeavour to ensure they feel confident, comfortable, and empowered to become a valuable member of our team.
Our free flow environment creates a positive team vibe since we all work alongside each other so are constantly communicating throughout our workday, and whilst negative team issues do arise, in most of the incidences we can solve the issue in the moment, rather than a problem ‘brewing’ and becoming a bigger issue.
Performance Reviews are worked through with each Team member to give them the opportunity to discuss work goals and related professional development, and any personal issues that may impact on their general health and work capacity.
Our programs are developed with ideas from our Team and discussed not only at staff meetings but daily as we work together to run our day and create and have input to our indoor and outdoor learning areas.
Information about NQF and EYLF and how we implement learning outcomes are on display for parents and Team to read at any time. Our News and emailed communication often include related programming information so that parents can glean an understanding of EYLF with relation to our educational program.
All records are confidential and kept up to date electronically and enrolments are printed off as a hard copy to keep filed for Team reference through the day. Any changes to enrolment bookings are recorded on a change of sessions form and passed to Natassja so that she can make changes in Xplor and then filed in the Supervisors folder. Any changes in enrolment information that has been conveyed face to face is written into our Team chat book for everyone to check, including Natassja who is responsible for making sure all the relevant changes have been made in the families Xplor account.
Any grievance and complaints from parents are handled by Natassja and/or Assistant Directors. If Natassja is off site, Management staff are always in communication with her by phone should urgent matters need to be discussed.
Natassja endeavours to foster a vibe of teamwork and positive morale throughout the year by ensuring that we get together away from our workspace as much as we can; getting together throughout the year either for a meal and/or social activity; that we celebrate everyone’s birthdays; acknowledge Educators Day every year, and always book a festive get together at Christmas.
Practice Is Embedded In Service Operations
We have a Small Friends philosophy in place that was developed in consultation with our Team over the years, and the positive aspects related to our work ethic and the way we work as a Team have not changed in the strength of principles we’re proud of since 1996.
Natassja promotes an ‘open door’ policy when it comes to anyone on the Team needing her advice, support and or guidance, Should she be offsite or even on leave she is contactable to all staff at any time especially should they feel the need to discuss a grievance that they do not feel comfortable bringing up with other Management Team members. This aspect of leadership and governance is included in each Team members Performance Review, as they are asked to give their honest feedback on whether they feel supported by Natassja in their work life.
Records and information are stored appropriately to ensure confidentiality, are available from the service and are maintained in accordance with legislative requirements.
Administrative systems are established and maintained to ensure the effective operation of our service. Processes are in place to ensure that all grievances and complaints are addressed, investigated fairly and documented in a timely manner whether they are ‘in house’ or include ECRU notification and input.
Our service practices are based on effectively documented policies and procedures that are available in our foyer for families and visitors to our house to view. Centre policies are reviewed in a timely manner with consultation with our Team, and our Families where deemed appropriate. Changes to policies and/or procedures are ratified at staff meetings and as per all regulations our Work, Health and Safety policies and procedures are in place and followed at all times of operation.
Staff Mentoring is available for to all new staff. All new Educators are expected to read our Code of Ethics and sign our Code of Conduct to show that they understand the routines of our day that make our space unique to others and be open to working in our free flow environment.
Certificates of qualification, Senior First Aid and CPR plus copies off vaccination records and Working With Children Checks are kept in Our Staff Documents folder in our office.
Detailed timetables are drawn up so everyone on our Team know their roles at each time of the day including time off the floor, and Inclusion Support commitments if applicable.
New members to our Team receive a welcome email which includes our To Do’s In Our world document that outlines expectations of themselves and their new colleagues as supportive Team members and the routine and expectations of their work day. They also receive our Educators Dress policy in this welcome message so that they know the standard of personal presentation we expect from their first day of work.
Where our family calendars allow, we endeavour to connect socially outside of our house to commit to fostering positive Team morale and Natassja is always ready to support us a Team and cover the cost on anything we plan. A get together for us can be as simple as catching up for coffee and cake, through to an organised creative event that has a Team building vibe. Then of course we always catch up around Christmas to celebrate our year; exchange Secret Santa gifts and receive an individual festive gift from Natassja and Duncan.
Practice Is Informed By Critical Reflection
Our Working Day During our first week back each year a Team Meeting is held where we discuss job roles, assign tasks and timetable events for our new year that we then work into each term program over the course of the year. Meetings are held regularly through the year, at which time our program and practice is discussed. Ongoing planning, reflection and evaluation of children’s learning evident at our Team Meetings and in our daily evaluations.
We pride ourselves on consistent communication between all of members of our Team, and our Management Team always pass on information and training that we deem helpful to maintain secure relationships with our Small Friends and their families, and to assist our Team in extending their professional skills in all areas.
We are always open to giving feedback if at any time miscommunication occurs and we need to get something back on track, and since we work so closely together, often negative ‘hurdles’ we come up against are often worked through quickly.
Daily notes are recorded in our Team chat book which is to be read for everyone before their shift starts to ensure the continuity of service delivery and relationships with our Small Friends, each other and our families.
Positive performance management processes are in place with Performance Reviews being run at least once a year around July. Once each staff member completes an online review form they have a one on one meeting with Natassja, a meeting in which time Natassja will give praise for work done, and constructive criticism and guidance on areas of improvement if applicable. Everyone on our Team is open to participating in training and development, and are committed to improving their skills and knowledge to understand all aspects of their workday and the impact they have on our Small Friends.
Our QIP This detailed Quality Improvement Plan has been written by Natassja and after each update is reviewed by everyone on our Management team, all of whom are encouraged to give feedback and/or criticism of this document so that all in a management role have input to the evolution of our QIP.
Of course, the opinions of children are regularly asked on matters pertinent to themselves and their life in our house. Our learning spaces can change almost daily when our children decide they need a change, and everyone on our Team feels supported to access of resources we have available to ensure that our Small Friends are always engaged in our space. Our program is reviewed daily. Any major changes to how we feel our program needs to run, will always be a point of reference in our QIP.
With regard to family input, we update our QIP should relevant feedback and/or criticism be given that creates the need for us to review, and where applicable update related sections of the document. Village feedback is requested in the form of questions sent in emails or questionnaires to gain extensive cross section of parent opinion, and we pride ourselves on the fact that our Management Team are role models for what building positive relationships with families looks like when it comes to face to face interaction. As a collective Team we value these relationships in helping us to gain the opinions and ideas of families through the conversations our Management team have with our families. Any major changes regarding our family engagement will always be a point of reference in our QIP.
All educators participate in training and development and are committed to improving their skills and knowledge to increase student learning outcomes. Educators have a Performance Management folder where they keep information and documents about their own performance goals, targets, record performance development and feedback received.
Our Team As a Team who have the privilege of working alongside each other throughout our day we are lucky to have plenty of opportunity to celebrate success together which includes our Small Friends achieving milestones in our world, and how we’re managing our day to ensure the children in our care and each member of our Team feels confident and comfortable in our house. At any time should we feel that our positivity is lacking we check in with each other to see what can be done to change our mindset.
Granted the privilege of working alongside each other, means we never shy of giving out a thank you or words of encouragement to our Teammates.
Practice Is Shaped By Meaningful Engagement With Families, And/Or Community
Our Village Our practices are based on effectively documented policies and procedures that are available for families in our village to view at any time in our foyer, and we are open to families, suggestions and or opinions of our policies and procedures. Any suggestions are to out in writing via email to Natassja for review by herself and our Team as a collective. Our policies are reviewed in a timely manner as a Team with changes ratified either at Team Meetings or in the moment is we believe a review needs to be completed immediately. In this instance the reviewed policy is presented to all members of our Team to be read and signed off on.
Family input is invited through Our News, emails, notices on our village noticeboard and/or formal questionnaires when deemed appropriate. Any feedback is asked to gain a cross section of our families opinions.
Processes are in place to ensure that all grievances and complaints are addressed, investigated fairly and documented in a timely manner. Process for raising a concern or complaint is displayed in our foyer and details are in our Information Booklet.
Our Team We make sure we celebrate every Team members birthday with everyone bringing a plate for morning tea and putting in for a gift, and on of us volunteering to do the gift shopping. Natassja also gifts each of us a beauty voucher for us to book into our Team Beautician Toni, owner of the local salon Amansuria Beauty.
On the spare of the moment, or when we have a training day we also like to sort a bring a plate lunch, or Natassja will shout lunch and/or coffee and cake. At these times we always support local and over the years have developed relationships with local restaurants and cafes such as Falcon Bay Beach Café, our local Subway and Seven Trees Roasting due to our repeat patronage.