Early Years Setting Management
4,219 topics in this forum
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- 1 follower
- 13 replies
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I wonder if anyone can advise. One of our practitioners is due to complete her level 3 soon. Can we use her in our level 3 ratios as soon as she has been signed off by her tutor or do we need to wait until the official certificate comes through? From a financial point of view, if anyone pays level 3s more than level 2s or unqualified staff, did you immediately increase wages once the college course was complete or wait until the certificate arrived? I know pay rates and increases in wage will depend on the policy in individual settings, but we are currently reviewing wages and would be grateful for any advice or opinions. Thanks Dennie
Last reply by AnonyMouse_23379, -
Tax free childcare scheme
by Guest- 4 replies
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Does anyone know if we have to do anything with regards to this as providers. I can find lots of information for parents but nothing for providers. Thank you
Last reply by AnonyMouse_12960, -
- 34 replies
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Hello all, l recently put up a post ''l am fed up'', moving on from there l am seriously thinking of selling up l had someone come and value the nursery on Tuesday or reducing hours to pre school term time only, as l am still relatively young in my late 40s , can't afford to retire and l not sure regarding career change or what else l can do. This is for lovely ladies running pre-school term time, do you think it will still be as stressful as full day nursery, or the same, any information or advise will be appreciated.
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PEER OBS HELP! (Please)...
by Guest- 1 follower
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Hi, If possible would anybody mind sharing their practice around peer observations and how you plan and do them between staff. This was one of our Ofsted recommendations and need to start it this term! We are only a small pack away pre-school we have 5 staff members, any help is much appreciated. Thanks :1b
Last reply by AnonyMouse_19762, -
National Living Wage 1 2
by Guest- 1 follower
- 30 replies
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So, anyone else panicking at the thought of affording the new national living wage from next April? We have one member of staff (out of 6) on minimum wage who this will apply to, but if we increase her wage, surely we have to increase everyone else's to maintain the pay structure we have in place now? We've just increased our fees for September, so goodness knows how we will afford it, especially as funding is not increasing...
Last reply by AnonyMouse_665, -
Nursery Head teacher interview
by Guest- 13 replies
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Hi I have an interview on Monday for a head teacher post in a Nursery. As part of my interview I have to '' engage with the children during free-play, extending children’s interests and developing their understanding. Some current interests within nursery are snails / minibeasts, superheroes, cats and pirates. '' Any ideas x?? :mellow:
Last reply by AnonyMouse_28434, -
Nursery action plan
by Guest- 12 replies
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I am now thinking about the nursery action plan to write for sept for based nursery I'm just wondering if there are any present hot topics I should be adding to it It's a bit trickier this year as I'm leaving the nursery at the end of October but have to produce something.
Last reply by AnonyMouse_12960, -
- 7 replies
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Hi, I really hope one of you can help me with this:I currently work in a term-time only preschool. I had an interview for a reception post at a lovely near-by school and got offered the post to start in September. My contract has quite a long notice period of 8 weeks, but I gave notice yesterday, so should b free to start on 3rd September. So far so good. However when I handed in my notice, my supervisor said we would need to investigate the notice period, as it should be 8 working weeks during term time. She said even if it doesn't say so in the contract this was implied. Now my husband thinks this is rubbish. What should I do? I look forward to your replies. Poppy
Last reply by AnonyMouse_19920, -
Bullying in the workplace
by Guest- 1 follower
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Hi all We have uncovered widespread bullying and harassment from a member of staff in our baby room. This is not a first offence from this person who has lately been cautioned about inappropriate behaviour, rudeness to colleagues and generally not pulling her weight. She has been suspended pending an enquiry, but we have been advised to allow her back and into the same room where she has been bullying several members of staff. I cannot believe this should have been allowed, particularly since she had been suspended on full pay! Any thoughts?
Last reply by AnonyMouse_11396, -
- 27 replies
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Hi We are currently calculating holiday pay pro rata for the hours our staff work during term time as stated in the following link.... http://eyfs.info/for...attach_id=20366 I am currently calculating that for every hour an employee works, they get 7.26 minutes holiday entitlement which is paid in August to avoid having no pay. This year I have an employee who will be on maternity leave from September to March 2016 and she will obviously be receiving maternity pay during this time. My query relates to calculating the August 2016 holiday pay. Since she will be on maternity leave for most of the year her hours will be dramatically reduced and hence her…
Last reply by AnonyMouse_13453,
