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3 Childcare Directors Share Their Secrets to Hiring and Retaining Great Staff - Shared screen with speaker view
Jessica Benefiel
14:37
Looks & sounds good.
Terri Whittemore
14:37
Hi!
Sierra Ellis
14:39
Missouri hears you on this rainy day!
Karen Holt
14:41
Hi from Texas!
Becca Green
14:42
Becca from Charlotte, NC
Erica Rogers
14:43
yes! I'm in Juneau, AK, so snowy and cold 🥶
Emma Harris
14:44
Yes! Hi from sunny Miami
Charlotte Spence
14:46
MN
Stella Cabacungan
14:51
sunny and cold from the bay area
Cherise Lawrence
14:51
Chicago, IL
Stephanie Szajko
14:52
Hi, from Northern Indiana
Helen Onaburekhalen
14:57
Helen From Calgary, Alberta. CanadaLoud and clear
Reena Patel
15:21
Hello from Fremont, California
Ronda Smith
15:50
hello from Garland, Texas
Terri Whittemore
16:00
New Hampshire
Missy Upham
16:05
Loud and clear here in Massachusetts!
Destinee Patterson
16:23
Richmond, Texas
Melissa Buss
18:08
Winona, MN!
Yavette Mitchell
18:30
Hello from Vicksburg MS
Alison Piper
18:48
Southern Indiana!
Karen Holt
22:44
Teachers don't want to hug!!!
Sharon Jackson
23:13
Hiring quality teachers at a reasonable pay
Briana Latham
24:05
Yes. Our unemployment rates went up so much that people were getting paid more to stay at home than to come to work
Daisy McCain
27:19
Sandra, that is one of the biggest things that we look for as well. I cannot teach you compassion and love for children.
Karen Holt
28:32
Community college Jobs Boards
Sonja Pedersen
28:38
The applicants are young and are not dependable right now.
Sonja Pedersen
29:20
All of my classes are full, so I need dependable staff.
Olivia Pate
29:28
We have had success with Indeed and referrals
Jason Gindele
29:37
Has anyone tried to use science-based personality testing to identify the key traits of great teachers who stay?
Angela Shirley
30:31
Yes, Jason! We use the Enneagram assessment to determine great candidates and team placement.
Edith Onaolapo
31:59
Since the salary/compensation is not great, they need to do a second job or have support from home to continue.
Edith Onaolapo
32:15
You could reach out on facebook groups.
Edith Onaolapo
32:41
And I receive call in's a lot and emails sending in their request
Jason Gindele
32:44
Thanks, Angela. I’ll check it out!
Edith Onaolapo
33:18
Before pandemic, I have some people work up to me seeing me with the children at the library storytime
Edith Onaolapo
33:39
I do a small chat right there.
Olivia Pate
33:44
We start with a phone screening before taking the next steps
Karen Holt
33:47
Phone interview 1st
Edith Onaolapo
34:06
Then know if I want to do a phone screen
Denise Madzik
34:08
Zoom interviews
Daisy McCain
34:10
We do a phone interview first, then a zoom interview or in -person
Edith Onaolapo
34:19
Now, we do zoom interviews
Kiran Muhammad
35:09
I use Indeed. Any other sites to post jobs on? We are a Montessori
Charlotte Spence
37:28
True
Rosa Anita Cerda
37:43
I like to pose situations and see how they would handle said situation
Daisy McCain
38:22
If we choose an interviewee, we will have a 'working interview' of 2 hours to see how they interact with the students and other staff members.
Stephanie Szajko
40:15
I've had a working interview b4 but my teaching methods weren't quite a match with the center; I had more schooling than the director of that center
Sharon Jackson
40:16
How are we do in classroom observations when practicing COVID safety
Samantha McCormack
41:37
What's the best supplement for working interviews during COVID?
Sarah Go
41:56
Chat reminder: If you want to send a message to everyone on the line, select “Panelists and Attendees” from the dropdown in the message box!
Brittany Van Treeck
42:19
I also ask what do you think your strengths are and what are your weaknesses?
Stacey Dees
42:19
do you conduct a background check before the 'working interview'? How to do the observations at this time during COVID?
April Kane
42:46
What do you do about fingerprinting? Durring this pandemic, the wait times for the results are averaging 4-6 WEEKS!!! By the time we get the OK from DHHS that they are qualified, the applicant has already moved on!
JOANNA TURNER
43:21
Do you have an onboarding checklist manual available to share?
Jill Sloan
43:23
How many staff members do you have? We have about 38 positions and it is hard to keep the turnover down with the #of staff.
Brenda Cubero
43:27
The one time I hired on the spot, she was not a good fit once she started working for us. She was a great interview and resume but could not handle the children being children. We are also not able to do working interviews. We ask them to come up with a lesson to share with us in a second interview. We also have some conventual questions like what was your favorite childhood game, how do you feel about superhero play, and If you had a group of children interested in rocks, how would you foster that interest?
Michelle Arriaga
44:13
Great suggestions! I like the pairing them up with a mentor
Michelle Arriaga
44:26
That's a good idea, have them create a lesson plan!
Lolita Davis
44:34
So how long is your onboarding or Pre-service training?
Kelsey Liwosz
44:36
Brenda - we do a 90 day probationary period that is very clear with all new hires. We do 1 observation a month along with a meeting and if they are not meetin expectations, we let them go.
Angela Shirley
44:59
Onboarding begins with Director of HR and Director of Finance, followed by a new employee orientation with me (Director of ECE). Then we establish 2-3 "shadowing days" where they have an opportunity to work, observe and ask questions in the classroom. After the onboarding process is complete, they will officially begin their first day. All new employees are connected with a Mentor to ensure a successful transition into our community.
Michelle Arriaga
45:03
We do 90 day probation as well and we do about a week of onboarding with training and also include in class training
Charlotte Spence
45:51
Great Information
JOANNA TURNER
46:07
Childcare employee handbook?
Daisy McCain
47:20
We also do a 90 day period. I have a 3 day training breakdown of getting through the handbook, manuals, procedures, etc. Then all the pre-service hours. I then pair them with teachers to observe, ask questions, and work in the room. We have recently signed up with CCEI which will take place of a lot of our paper training manuals to read through.
Nathanael Conner
47:56
We close on a few bank holidays a year and have Professional Development Days. This counts for up to 8 hours of training
JOANNA TURNER
47:58
CCEI?
Kelsey Liwosz
48:01
do you offer free child care or discounted child care? do you allow room for negotiations for this or is it black and white that's it?
Daisy McCain
48:51
CCEI is ChildCare Education Institute. It has a multitude of courses for training and also counts towards ceu hours if a staff member needs that.
Brenda Cubero
48:54
We can't afford to offer free childcare due to limited slots. We offer discounts and if you sub you get free care for your child.
Elizabeth Shephard
49:18
does staff receiving free child care get paid same as staff not needing childcare?
Brenda Cubero
49:27
CCEI, is there a cost for this?
Lisa Hicks
49:35
We offer free childcare but require that they complete a program eligibility application so if we can get financial support first, if eligible
Kelsey Liwosz
50:04
Brenda - same as us. I recently created a policy to ensure it is fair for all staff. the longer they are there, the cheaper the care is to encourage them to stay longer
Daisy McCain
50:28
Yes, there is a cost for it. It is $499 for the year for up to 20 users. It averages out to about $35 per staff member per year
Betsy Taylor
50:36
There is a cost for CCEI. We paid $500.00 for up to 20 employees for a year of training. Worth it!!
Elizabeth Shephard
50:55
CCEI has awesome training! It has a cost, but you can buy center membership which allows all of your staff unlimited training at no cost to them.
gertrude mcknight
50:58
Grow Together that's excellent! We set annual goals and celebrate accomplishments.
Daisy McCain
51:03
Yes it is Betsy!
Angela Shirley
51:06
All lead teachers and assistants should be participating in a professional growth and development plan each year. Director of ECE, Asst. Director, and each Campus Manager are involved in the growth process to support our 70+ staff members and provide accountability. We provide in-house education as well as paying for registration for outside opportunities. We also provide 50% tuition for higher education for full-time employees.
Katie Channell
51:51
We offer 1/2 off childcare and pay for trainings when we can.
Aneta George
52:06
What do you do to interest people in joining your team? in our area we are very limited on calls or emails seeking employment.
Stephanie Szajko
52:07
simplek12 can also is B used for bachelors degree educated teachers
Elizabeth Shephard
52:42
I just assigned a specific CCEI class to all of our staff with Feb 26 due date. That way they can do it as they have time.
Stephanie Szajko
53:08
I have an Associates in Early Childhood and a Bachelor's in Elementary Education
Lolita Davis
53:24
What is the minimum wage in your areas?
Kelsey Liwosz
54:13
Aneta - it is very difficult. I struggle with this as well. minimum wage here is 7.25 hourly. we pay 11 hourly as our minimum and it increases from there based on experience and education
Daisy McCain
54:29
minimum wage in Texas is I believe $7.25-7.50 an hour. We start our teachers between 12-15 an hour depending on experience and education.
Veronica Vigil
54:54
Kaitlyn are you able to share the Core Values?
Amanda Carbonneau
55:08
How do you manage raises and promotions?
Reena Patel
55:31
How often do you give staff raises, yearly?
Lolita Davis
55:35
$7.25 here in TX.
Betsy Taylor
55:46
Yes, would love to see the core values.
Kelsey Liwosz
55:49
We do raises yearly in January and/or after their year mark. Additionally, if a staff member is doing an incredible job, I will give a raise based on that.
Alison Piper
56:05
Kaitlyn, can you share your actual evaluation form?
Lisa Hicks
56:09
$14 minimum wage in CA and we do annual performance and wage evaluations
Stella Cabacungan
56:48
yes... would love to see the core values and evaluation form
Daisy McCain
56:57
We may start an asst. teacher at 12 an hour. After their 90 days, we look at how we would like the member to improve or step up more. At that point, we may do a .25 increase or we will wait until their 6 month mark and revisit those areas of growth. At the year mark, they most always get a 3% increase.
Lolita Davis
57:16
Does anyone do a bonus program for leadership connected to enrollment?
Denise Madzik
57:50
Teachers feeling safe is critical right now.
Jason Gindele
58:18
Does anyone use tenure bonuses to boost retention? For example, $1k at the 1-year mark, $2k at the 2-year mark, etc.
Kelsey Liwosz
58:23
Does anyone offer benefits? That's a huge downfall for us. We have a 401k program, paid time off, tuition assistance, but we are unable to offer medical benefits
Lolita Davis
59:31
Yes, medical benefits is something I would love to offer. Does anyone have recommendations?
Katie Channell
59:33
We start at min wage without any education which is 7.25 in WI
Briana Latham
59:51
Yes, Affordable medical would be amazing
Kelsey Liwosz
01:00:07
Yes - I would love recommendations for medical benefits
Rosa Anita Cerda
01:00:52
We can't afford healthcare for employees, but we offer Aflac
Briana Latham
01:01:08
Aflac has been a nightmare for us.
Audra Tsivikas
01:01:14
Minimum wage in where I am in CA is $15, however teachers at my center are on salary and are paid $26.50 per hour.
Audra Tsivikas
01:01:50
We have medical (50/50 split), 401K, free child care for our staff.
Rosa Anita Cerda
01:02:01
We have kindness bags.
Channon Richardson
01:02:14
We offer Aflac which staff have loved, health, dental, vision, 401k, sick time, vacation time. We have really invested in upping our game with benefits and it has helped!
Kelsey Liwosz
01:02:16
Audra - wow! How much is tuition?
Briana Latham
01:02:29
Kelsy- That was my thought as well!
Terry Martorana
01:02:32
It’s the thought that counts!
Brenda Cubero
01:03:35
We have done an escape room get together and an act of kindness race.
Kelsey Liwosz
01:03:38
We do thank you Friday every Friday where I write notes and put little gifts into their mailboxes.We do luncheons as well. We also do employee of the month where the employee can gain an additional paid day off, a gift basket, and a bulletin board made to "honor" them
Jerelyn Weber
01:03:40
Thankful my turnover is great. I have 4 teachers that have been here over 25 years. Our wages are way above average and we offer free health and dental insurance for the employee and all eligible family members. We also get 12 paid days off, plus two weeks at Christmas and a week at Easter.
Rosa Anita Cerda
01:03:57
We do Val Pal, Boo bags, Kris Kringle bags, and Easter Bunny bags with treats they love
Audra Tsivikas
01:04:04
We’re in the SF Bay Area—it’s expensive to live/work here.
Sonja Pedersen
01:04:15
We just did a Mask contest! Most stylish, coordinated, ridiculous, etc
Audra Tsivikas
01:04:20
Tuition is expensive too, but honestly it’s all relative.
Jerelyn Weber
01:04:35
It is rough to live in SF. I am. In Foster City
Audra Tsivikas
01:04:53
Yes, lots of paid holidays. Paid time off between Christmas and New Years,
Audra Tsivikas
01:04:59
Paid vacation
Charlene Krig
01:06:12
Yes, Hannah!
Katie Channell
01:06:16
We celebrate teacher appreciation week and we also have a random acts of kindness jar where we recognize staff who have gone above and beyond to help a coworker out and we draw 3 names at each staff meeting and they can pick a prize.
Jerelyn Weber
01:06:20
I asked my staff HOW they want to be appreciated…very eye opening
Nancy Adell
01:06:42
are you structured as a non profit or for profit business?
Katie Channell
01:06:42
We also do stay interviews
Sierra Ellis
01:06:42
Here in MO we use ADP
Kelsey Liwosz
01:06:57
We are non profit
Karen Holt
01:06:58
Blue Cross Blue Shield....very expensive
Jerelyn Weber
01:07:13
We use Kaiser or Blue Cross……very expensive for sure
Charlene Krig
01:07:22
We are a nonprofit
Jerelyn Weber
01:07:48
Non profit here
Lisa Hicks
01:08:14
we offer medical benefits but have also have relatively low participation.
Daisy McCain
01:08:21
I use terms of endearment with my staff, I greet them every day and every afternoon, I will tell them thank you, have a great evening etc. I think genuine care for your staff members goes a long way. We do donuts or cookies when it's been a particularly rough week as well. We also went to Axe throwing for our staff holiday get-together.
Haidee Lim
01:08:37
did you need to match the 401 k ?
Lolita Davis
01:08:38
I offer 401K but the insurance is what I need trying to compete with Head Start.
Janice Kiser
01:08:41
What do you do for staff that are burned out.
Audra Tsivikas
01:09:09
Burnout? Try to give that staff person a day or two off.
Jerelyn Weber
01:09:18
I agree Daisy!
Lisa Hicks
01:10:13
Burnout can also be addressed by giving the person a task or project that is different than what they are responsible for day to day. New opportunity can reinvigorate a person
Janice Kiser
01:10:48
Thanks.
Daisy McCain
01:10:52
I had a staff member that worked for me previously at another school. After about a year here, she was visibly flustered every morning. I sat down with her and asked her if she would like to move out of the room and become a floater for a little bit. She lit up to that being an option. We have seen her energy come back and being a floater, she does not always work every day
sandra cotton
01:11:00
This has been very informative. I retired from a corp years ago, but feel most people want to work for the money.
Michelle Arriaga
01:11:18
We do classroom job titles. We stop saying lead and assistant as well. They all have to know what to do in each class.
Ronda Smith
01:11:21
thank you for today..
Alicia Rodriguez
01:11:55
Thank you for all the great ideas
sandra cotton
01:11:58
I mostly use teacher if that is what they do, or activities coach for other things
Norma Abete
01:12:01
Thank you so much for this great info!!!!
Edith Onaolapo
01:12:06
Thank you everyone
Donna Freeman
01:12:13
Wonderful ideas! Thank you
Edith Onaolapo
01:12:14
Thank you Brightwheel
Hannah Alvarez
01:12:18
https://www.mybrightwheel.com/webinar2421
Michelle Arriaga
01:12:25
Thank you! Great webinar
Alison Piper
01:12:26
Fabulous webinar...thank you so much
Sierra Ellis
01:12:36
Thank you so much!!
Denise Madzik
01:12:47
Thank you so much! It is always great to hear from other Administrators!
Stella Cabacungan
01:12:55
thank you to all 👍🏼
Hannah Alvarez
01:12:58
https://www.mybrightwheel.com/webinar2421
Stacey Dees
01:13:02
Thank you
Daisy McCain
01:13:10
Thank you so much!
Betsy Taylor
01:13:13
Thank you!!!
Elizabeth De La Luz
01:13:16
Are slides available?
Ziporah Sophie
01:13:25
thank you
Lisa Hicks
01:13:36
Will we have access to the chat in the video? Lots of great comments in here that I want to look back at
Elizabeth De La Luz
01:13:47
Great information! Thank you!
Charlene Krig
01:13:49
Thank you Hannah, each of the panelists and the chats!
Sarah Go
01:13:49
Follow brightwheel on Facebook for webinar announcements: https://www.facebook.com/mybrightwheel/
Karen Holt
01:13:55
what was the address again
Audra Tsivikas
01:14:18
I’m happy to have directors email me if they want to share ideas…audra@happycampers123.com
Kiran Muhammad
01:14:25
Thank you Hannah and all the panelists
Sonja Pedersen
01:14:59
Thank you all so much!
Lisa Hicks
01:15:04
Thank you everyone!
gertrude mcknight
01:15:05
thank you
Charlotte Spence
01:15:06
Thank you
Sandy Krzes
01:15:12
Thanks to all!
April Kane
01:15:16
Thank you!!!
Hannah Alvarez
01:19:17
https://www.mybrightwheel.com/webinar2421