Download ppt - Cd 38 chapter 5 pp.ppt revised sept 2016

Chapter 5: Leading and Managing

PersonnelPlanning and Administering Early Childhood ProgramsTenth Edition

Nancy FreemanCelia A. DeckerJohn R. Decker

Prepared by:Nancy K. Freeman

Tere HolmesKris Curtis

Adapted By Katy Kelley

Freeman/Decker/Decker, Planning and Administering Early Childhood Programs, 10e© 2012, 2008, 2005, 2001, 1995 by Pearson Education, Inc. All Rights Reserved

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The staff is the biggest influence on program quality

•The best programs have:○Highly qualified employees○Low turnover


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criteria that helps determine program quality & job satisfaction:

•Staff must meet minimal qualifications

•Staff understand and agree with the program’s vision and mission

•Staff accept personal ownership and responsibility for the program


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Challenges to recruiting & retaining quality staff

•Low compensation – similarly qualified personnel in other fields often earn more

•High job stress – long hours, noisy & busy classrooms, physically demanding work

•Inadequate training – teachers often bring little specialized training

•Lack of administrative support – directors often have little specialized training


Effective Interviewing One critical factor in having high quality staff is being able to effectively screen applicants during the interview process.

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Reflection Exercise• When I think about going on an interview, I

feel…………..• The thought of interviewing someone else,

makes me feel……………………

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Activity-Interview Exercise If you could only ask 5 interview questions (for a

lead teacher position) what would they be? Please write down the 5 questions. The questions

should be brief, clear and provide you the most essential information that you like obtain from your applicant.

Next, find a partner and take turns being the Director and the applicant.

Give each other feedback regarding the experience. Were the questions & answers clear, specific, etc.?

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The Director’s Role•Leadership – working with people: i.e., planning, mentoring, guiding, advising•Management – organizational duties: i.e., implementing regulations, abiding by contracts, personnel services


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Are most directors prepared?•Fewer than 20% of directors planned a career in administration

•90% of directors come from the ranks of teachers

They learn on the job!


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Personal Qualities of Effective Directors

•Dedicated, focused, organized•Physical & mental stamina•Open to new ideas•Effective communicator •Flexible, cheerful, & warm•Understands own skills & needs •Committed to success, honest•Learns from mistakes


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Directors as Personnel ManagersThey are responsible for hiring and managing •Primary Personnel ○Teachers○Assistant Teachers

•Support Personnel○Dieticians, food service, office staff, volunteers


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Primary Personnel•Role: Work directly with children to support learning and development.

•Responsibilities:○Assume leadership in the program○ Implement program’s vision, mission and philosophy○ Interact kindly & respectfully with children○Communicating effectively & consistently with families○Observe strict confidentiality○Respond effectively to children’s behavior


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Support Personnel•Role: Provide services that support or facilitate the program.

•Responsibilities:○Vary depending on the specific job description of the

individual ○Must meet specific qualifications ○Have age-appropriate expectations ○Can communicate with children & work with adults


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Building a positive work climate•Engage in authentic collaboration•Effectively communicate with all members of the organization

•Provide consistent and ongoing feedback regarding individual strengths and areas of needed improvement


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CollaborationThe following levels of decision-making fostercollaborative work environment:1. Unilateral: The director makes the decisions2. Consultative: The director seeks input before

making decisions.3. Collaborative: The director and others analyze the

problem, generate and evaluate possible solutions, and then decide on action.

4. Delegative: The director provides information, and others make the decision.


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Effective Communication•To communicate effectively employees must have:–Reflective Listening Skills:○Understanding content○ Interpreting body language and tone of voice–Response Skills:○Setting decision-making parameters○Stating one’s reflections of another’s comments ○Sensitive to others’ values○Being self-assertive when necessary


Effective Communication (continued)

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Active Listening ExercisesExercise 1: Face to face repeatYour partner says one short paragraph, you repeat it word for word. If you can’t repeat it word for word, try doing the exercise with a shorter sentence until you can repeat it word for word. Take turns with the other person at doing the "repeat" exercise.Consider this drill a warm up, to prepare you for the next exercises.

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Active Listening Exercises (continued)

Exercise 2: Face to face paraphraseSit face to face with someone else. Your partner says a short sentence, you listen to it, and repeat it back using similar words and sentence structure. Ask the speaker if the message is still the same. Take turns with your partner, practice this paraphrasing exercise until you both feel you are good at paraphrasing a message back.

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Active Listening Exercises (continued)

Exercise 3: Face to face reflect This exercise requires your full concentration and attention.

Sit face to face with a partner. First observe the facial expression, the mood, the gaze of the other person. Then ask your partner to give you a sentence for you to reflect back to him.

Your partner tells you a sentence. You listen, understand, think about it and reflect it back to your partner using your own words.

Ask your partner if you reflected the message correctly. Ask him if you were in tune with his feelings and mood. If you successfully completed this exercise, your (reflective) listening will make your partner feel listened to and understood by you.

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Professional Development•Should continue throughout employees’ careers•Should be based on both formal and informal assessment of performance○ Staff job performance assessments○Needs assessment surveys○ Program evaluation measures (i.e., ECERS, DRDP

Assessments, etc.)


Video Clip-Professional Development for Early Childhood Educators

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Effective Professional Development

All staff development activities should include:•Active learning – i.e., collaborating on a project, debating an issue

•Reflective practice – i.e., think about experiences & adjust behavior based on new insights

• Individualized activities – i.e., responds to participants’ needs & interests


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Opportunities to apply new knowledge & skills

•The most important aspect of professional development is on-the-job support.

•Without onsite support teachers are less likely to implement changes based on typical workshop style training.


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Mentoring - coaching of a protégé (novice staff member) by a mentor

(experienced staff member).Effective mentoring requires:•The best mentors possible•Match the needs of the protégé with the skills of the mentor

•Provide time to collaborate and reflect on practice•Provide stipends or raises for mentors and protégés when possible


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Job Descriptions should include• Job title•Minimum qualifications•Primary duties & responsibilities •Working conditions•Additional duties•Reporting relationships and limits of authority•Physical requirements •Range of benefits & compensation


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Personnel Records include:

•Personal information – i.e., name, address, phone numbers, citizenship status

•Health records•Reports from criminal background checks•Emergency information•Records of education, training, qualifications


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Personnel Records (Continued)

•Records of past employment•Professional & personal references•Records about current employment •Retirement & insurance records (if applicable)• Job performance assessment records

Safeguard employees’ personal information


Review Assignment • Next Assignment-Creating a Mini

Staff Handbook (due on 11/1)

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Follow-up Read Chapter 5 & review this week’s PowerPoint Continue working on the assignment-Creating a

Mini Family/Parent Handbook (due on 10/11) Start working on the assignment-Creating a Mini

Staff Handbook (due on 11/1) Please let me know if you have any questions!

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