Creative Adventures final project

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Creative Adventures
Catholic Daycare
Human Resource Management Portfolio
January 27, 2015
Aditya Sadh

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Creative Adventures
Mission Statment
To provide a safe, affordable, Catholic based environment for children from
infancy to school age.
Our Focus will be on developmentally appropriate education to stimulate the
children’s social, emotional, physical and cognitive development.
Emphasis will be placed on play based learning in order to foster a life -long love
of learning.
INDEX

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Sr. no Contents Page no.
1 Executive summary 5
2 Part 1
a. Job Analysis
b. Job Specification
c. Job Description
d. Recruitment Strategies
e. Selection Process
7
11
17
18
20
3 Part 2
a. Orientation program
b. Training program
c. Performance Appraisal
23
25
26
4 Part 3
a. Pay Structure
b. Comprehensive Benefits Package
31
34
5 Part 4
a. Occupational Health and Safety
b. Workplace Rules
c. Progressive Discipline
39
40
41
6 APPENDIX 1- Recruitment and Selection Process
a. Job Analysis Questionnaire
b. Job Description
 ECE IT
 ECE
 Administrative office Assistant
c. Job Ad
 ECE IT
 ECE
 Administrative Office Assistant
43
44
46
48
50
51
52
7. APPENDIX 2- Selection tools
a. Structured Interview questions
b. Selection tool: Grading Rubric
c. Reference Interview Question
d. Observation Grading Rubric
54
55
57
58
8. APPENDIX 3- Orientation and Training
a. Before First Day Communication Plan
b. New Employee Orientation Checklist
c. Lesson Plan
60
61
64

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9. APPENDIX 4- Pay Structure
a. Pay Structure 66
10. APPENDIX 5- Occupational Health and Safety
a. Child Care Wellness/Illness policy
b. Child Abuse policy
c. Lost Child Policy
d. Child Guidance and discipline policy
e. Emergency Transportation and Medical Emergency Policy
f. Immunization Policy
g. Smoking Policy
h. Scent Policy
i. Emergency Fire Evacuation Policy
j. Emergency Preparedness Plan
k. Communicable Disease Outbreak Policy
68
70
71
72
73
74
75
75
76
77
79
11. APPENDIX 6- Workplace Rules
a. Roles and Responsibilities Policy
b. Dress Code Policy
c. Staffing Requirements
d. Substitute care Provider Policy
e. Reortable Incidence Policy
f. Communications Policy
81
82
83
84
85
86
12. Refrences 87
Executive Summary

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Creative Adventures Daycare is located at 1234 Adolesent Ave in Kamloops B.C, Canada. The
Daycare provides profesional child care for children from 0 to 12 years old. The centre is known
for its quality in education by implementing a play based environment .
The job analysis was conducted for three different positions namely: Early Childhood Educator
with Infant Toddler Certificate (ECE IT), Early Childhood Educator, and Administrative
Assistant, to help create this portfolio. This project lays down descriptions, specifications,
assessment tool to select the right candidate, training and orientation program, performance
appraisal system, pay structure, benefits package, occupational health and safety and workplace
regulations.
The job description includes position title, key responsibilities, reporting relationships, salient
working conditions, and an equal employment opportunity clause.
The Recruitment and selecion process includes a plan for recruiting individuals into the targeted
position by taking cost, efficiency and effectiveness into account.
The project describes, in detail, the training and orientation program that will be undertaken by
prospective employees before comensing their work.
This project also includes a performance appraisal system designed to provide accurate
evaluation of their job performance.
The pay structure includes the mix of base, performance and indirect play including a benefits
package.
The occupational health and safety policies along with workplace regulations manual is designed
specifically to provide professional child care.
All the policies and procedures used in this portfolio comply with the human rights legislation
and employment equity.

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PART 1
RECRUITMENT AND SELECTION PROCESS

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Job Analysis
Early Childhood Educator with Infact Toddler (ECE IT)
A Job Analysis was conducted on Kerri Hopp, an Early Childhood Educator with Infant Toddler
Certificate at The Children’s Centre Daycare. This analysis included a set of specific questions
designed to gather information about this job position. (Appendix 1 includes the Job Analysis
questionnaire) The answers provided during the interview gave an indepth understanding of the
position, duties, and specifications that are required to preform this job. A more thorough break
down of the tasks of an Early Childhood Educator with Infant Toddler Certificate is listed below.
Position One: Early Childhood Educator with Infant Toddler Certificate
Provides care to no more then 4 children (per educator) under the age of 36 months. An ECE IT
(Early Childhood Educator with Infant Toddler certificate) will be specifically trained. The
educator will be required to care for and handle the specific needs of the very young children on
a day to day basis.
The days start early and are long. Successful candidates will able to work in stressful and
complex situation. Educators are expected to work in collaberation with the child and parent but
also remain with-in the limits of licensing regulations at all times. It is not unusual to have to
deal with many mixed emotions from both parents and children this can include but is not limited
to; anxiety, fear, pressure, and excitability. The educator will be expected to follow a general
schedule and allow for flexiblilty all while placing the best interest of the childs health and
development as a priority. The completion of truthful and detailed reports is required per child on
a daily basis. Attention to detail, compassion for others and time management are all an asset for
this position.

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Job Analysis
Early Childhood Educator (ECE)
I conducted a Job Analysis on Judy Warren, an Early Childhood Educator at The Children’s
Centre Daycare. This analysis included a set of specific questions designed to gather
information about this job position. (Appendix 1 includes the Job Analysis questionnaire) The
answers provided during the interview gave an indepth understanding of the position, duties, and
specifications that are required to preform this job. A more thorough break down of the tasks of
an Early Childhood Educator is listed below.
Position Two: Early Childhood Educator
Provides care to no more then 8 children (per educator) between the ages of 30 months to school
age with no more then 2 children under 36 months. An ECE (Early Childhood Educator) will be
specifically trained to care for and handle the specific needs of young children on a day to day
basis.
The days start early and are long. Successful candidates will able to work in stressful and
complex situation. Educators are expected to work in collaberation with the child and parent but
also remain with-in the limits of licensing regulations at all times. It is not unusual to have to
deal with many mixed emotions from both parents and children this can include but is not limited
to; anxiety, fear, pressure, and excitability. The educator will be expected to follow a general
schedule and allow for flexiblilty all while placing the best interest of the childs health and
development as a priority. The completion of truthful and detailed reports is required per child on
a daily basis. Attention to detail, compassion for others and time management are all an asset for
this position.

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Job Analysis
Administrative Office Assistant
This job analysis was conducted primarily through reasearching NOC and local job postings
with similar positions. The analysis included duties of the position, requirements, and
specifications that are required to preform this job. The following provides a detailed breakdown
of the specifics that will be required for the person in this position to be sucessful with this
company.
Position Three: Administrative Office Assistant
The Administrative assistant will be required to prepare, key in, edit and proofread child care
files. Follow up with parents to maintain adaquet and current correspondence, invoices, medical
records, reports and related material. These files will need to be hand written as well as
electronically filed. Along with child care files the administrative assistant will be required to
maintain, as well as schedule appointments and meeting for the general manager and potential
new clientel, greet cilents and guests in an cheerful and approachable mannor, establish a
effective office system and maintatin a records sytem for staffing certification renewals so that
the company always remains in complinace of all licencing laws.

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Chain of Command
Director
ECE Manager
ECE with IT ECEs
Administrative
Manager
Administrators

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Job Specification
Job Title: Early Childhood Educator with Infant Toddler Location: Kamloops
Department: Education Report to: Emma Watson
Date: January 27, 2015
Job Summary:
Under the Supervision of the ECE Manager, Emma Watson the candidate will be responsible for
the care of children between the ages of 1 week to 3 years old, implement and follow a pre-
developed nursery program, effectivly supervise and guide children in daily activities, provide
education with catholic values, offer guidence and assistance with proper mannors and social
skills, and prepair progress reports to be shared with both parents and other staff members.
Skills:
The successful candidates will require formal qualifications in
 Completion of college/CEGEP/vocational or technical training
 Early Childhood Education Diploma or Degree with Infant Toddler Certificate
 Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate
For the security and saftey of children in care all succesful candidates will be required to pass
further testing upon job offer such as:
 Succesfully pass a criminal records search
 Medical doctors clearance; Child abuse registry check
 Immunization records; Tuberculosis test
Communications:
Candidate will require a reasonable level of proficiency in reading, writing and speaking
English. Proficiency in one or more languages is an asset.

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Effort:
Physical Effort:
The candidate may be required to do repetitive or physically demanding tasks; including but not
limited to a combination of sitting, standing, walking, bending, crouching, kneeling, lifting,
reaching, pulling, and pushing.
Mental Effort:
Continous mental attention provided to the children and parents in an environment that may be
loud, stressful, and consumed with lots of activity.
Working Conditions:
Full time work. Selected candiate will be required to report at 6:45am during weekdays. Some
overtime and split shifts may be required.
Candidates should be prepared to work indoors and outdoors, in a fast-paced environment with
constant activity.

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Job Specification
Job Title: Early Childhood Educator Location: Kamloops
Department: Education Report to: Emma Watson
Job Summary:
Under the Supervision of the ECE Manager, Emma Watson the candidate will be responsible for
the care of children between the ages of 30 months to 6 years old, implement and follow a pre-
developed toddler and pre kinder programs, effectivly supervise and guide children in daily
activities, provide education with catholic values, offer guidence and assistance with proper
mannors and social skills, and prepair progress reports to be shared with both parents and other
staff members.
Skills:
 The successful candidates will require formal qualifications in
 Early Childhood Education Diploma or Degree
For the security and saftey of children in care all succesful candidates will be required to pass
 Succesfully pass a criminal records search
Communications:

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Effort:
Physical Effort:
Mental Effort:
Continous mental attention provided to the children and parents in an environment that may be
loud, stressful, and consumed with lots of activity.
Working Conditions:
Full time work. Selected candiate will be required to report at 7 am during weekdays. Some
overtime and split shifts may be required.
constant activity.

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Job Specification
Job Title: Administrative Office Assistant Location: Kamloops
Department: Clerical Report to: Kelly Sharpe
Job Summary:
Under the Supervision of the Office Manager, Kelly Sharpe the candidate will be responsible for
maintaining all children’s files including but not limited to; medical records, policies and
procedures, personal behavioral plans and payment invoices. The Office assistant will also be
required to schedule appointments with potential new clientele as well as quarterly parent
educator review meetings. Implement a functional office system or organization, greet guests and
clientele in a cheerful and approachable manner. Most importantly ensure that all files and
manners pertaining to policies remain in compliance with licensing standards.
Skills:
The successful candidates will require formal qualifications in
 Completion of secondary school is usually required.
 Completion of a one- or two-year college or other program for administrative assistants
or secretaries
For the security and safety of children in care all successful candidates will be required to pass
 Successfully pass a criminal records search
 Child abuse registry check
Communications:

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Effort:
Physical Effort:
Mental Effort:
Continuous mental attention to detail in an environment that may be loud, stressful, and
consumed with lots of activity.
Working Conditions:
Full time work. Selected candidate will be required to report at 8am during weekdays. Some
overtime may be required.
constant activity.

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Job Description
The Job Analysis’ conducted on all three of the positions was the basis on which a job
specification and description was created. Appendix 1.b contains detailed Job Description’s for
the three mentioned positions. In order to create an appropriate job description that would
effectively fit the company’s culture and policies a series of specific questions were asked, refer
to Appendix 1.a for Job Analysis Questions which resulted in the following conclusions:
1. Job Identification:
Identifying the job included finding out the specific job position title, location of the job,
date of add to be placed and date employment is to commence. As well as directly to
whom the candidate is required to report to.
2. Job Summary:
The job summary will provide information regarding the general nature of the job as well
as the major functions and activities to be performed on a regular basis.
3. Major Functions and Activities:
These are the detailed lists of the major duties and responsibilities of each job position.
4. Educational Requirements/ Work Experience:
This section provides a list of the minimal amounts of education or experience required
by a candidate to be considered for this position.
5. Work Conditions:
Provides a glimpse at what environment that the candidates are expected to be able to
work in.
6. Performance Standards:
Sets clear expectations that the candidate is expected to achieve in each of the three
positions.
7. Equal Employment Opportunity Clause:
In all solicitations or advertisements for employees placed by or on behalf of the
contractor, state that all qualified applicants will receive consideration for employment
without regard to race, colour, religion, sex, or national origin. (Law. Cornell, 2014)

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Recruitment Strategy
Policy:
Creative adventures will strive to recruit the most experienced and knowledgeable individuals to
fill all positions. This section will include the recruitment plan and selection process for the
following positions available within the company at this time; ECE IT, ECE and Administrative
Assistant.
Philosophy:
Creative Daycare proudly complies with 41 CFR 60-1.4- According to which, Candidates will
not discriminate against any employee or applicant for employment because of race, colour,
religion, sex, or national origin.
Responsibilities:
It is the director’s responsibility to ensure that employment practices conform to legislation and
personnel policies.
Procedures:
1. Approval to recruit for the vacant position must be granted by the Director.
2. Review the current job analysis; as per information gathered from interviews and NOC to
determine the ideal candidates. This may need to be updated if necessary.
3. Make necessary adjustments to the job specifications and descriptions if required. Through
this process it will provide the duties and responsibilities of the ideal candidate as well as the
knowledge, skills, abilities and educational requirements that candidates must possess for the
specific positions.
4. The job description will then be used to create the job ad. This ad will then be placed
internally Refer to Appendix 1.c for Job Ad’s. It will be posted on the staff bulletin board for
10 business days an internal email will also be sent out to all current employees. Applications
will be accepted by email (creativeadventures@hotmail.ca), or in person (to be delivered to
the Director). All resumes or applications received in this time will be date stamped and
forwarded to the hiring manager. All qualified employee’s that meet the minimum job

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descriptions and specification will be given an interview. Refer to Appendix 2. a for detailed
interview questions and process.
5. Failure to hire from internal applications will then proceed to external hiring. The job ad will
be posted to online sources such as; Indeed.ca, workbc.ca, kijiji.ca, Facebook, and LinkedIn.
These sights have been chosen due to popularity among candidates seeking jobs. Along with
these websites, job ads would also be sent to all local universities and colleges that offer
graduating classes with these specialties. These ads will be placed for 30 business days or
until suitable candidates can be hired.
6. A pool of candidates will be generated and receive an interview provided that they meet the
necessary qualifications listed in job descriptions. See Figure 1 for an overview if the
recruitment process.

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Selection Process
In order to select the best candidates for Creative Adventures daycare the following procedures
are proposed.
Step 1:
From the generated pool of resumes candidates will be short listed according to qualifications
specified in job description. In order for candidates to be selected all qualifications must be met.
Both internal and external candidates must meet qualifications. Refer to individual job
description for specific qualifications for each position. Once candidates are deemed qualified
they will be contacted by phone for an in-person interview. Dates selection will be set for a
mutually agreeable time for both parties. Candidates will be requested at this time to bring proof
of qualifications based on job description as well as two references to the interview.
Step 2:
Working with children is a highly demanding job and requires a reliable and trust worthy
individual. In order to determine the right fit for these positions the majority of the selection
process will be weighted on the interview.
During the interview, the general manager along with the department manager will be present to
interview candidates.
The interview will include a series of behavioural and situational questions to examine
candidate’s problem solving, multitasking, and quick thinking, analytical and time management
skills. Candidates will also be required to present two references at the end of the interview
process. The applicants will be graded using a grading rubric to ensure reliability of the process.
For the grading rubric please refer to (Appendix 2.b)
Step 3:
The next step includes a reference check and verification of all medical and criminal records
check, doctors’ and child abuse registry clearance, immunization records, tuberculosis test, and
First Aid certifications. All documents must come back clear and free of offences or diseases. All
references provided by the candidate will be contacted and interviewed by the director or the
department manager. Please see Appendix (Appendix 2.c) for interview questions for references.

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Step 4:
Following the interview, reference and medical checks the top 2 candidates will continue on to
the observation stage. During this stage the candidates will get an opportunity to work with the
children in a supervised situation. Candidates will be expected to spend 4 hours of paid time on
the job work evaluation time. During this time the director and manager will observe their
interactions with the children and other staff members. Candidates will be evaluated using a
grading rubric. This rubric will be graded on their ability to follow licensing policy, critical
thinking, availability, tone, eye contact, and interaction with children. See Appendix 2.d for the
full Grading Rubric.
Step 5:
The final step in the process is the job offer; decided by the director. This will be conducted in
person in an interview. During this time the candidate would be provided with the compensation
package for all employees at Creative Adventures Daycare. At this time the candidate will then
be given 5 days to accept or reject this offer.
Step 6:
Once an offer for the job has been accepted the employee will begin the training process. Refer
to training and orientation guidelines pg. 22

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PART 2
Orientation, Training program
&
Performance Appraisal

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Orientation Program
New Employee Orientation is an important element for Creative Adventures Daycare. Since the
director will play a crucial role throughout the life cycle of the employee and especially during
the employee’s first few days on the job ensuring he/she is assimilating well into the team. This
Orientation guide can help to ensure a successful transition into the role as well as set the stage
for building the employee/manager relationship, and create a positive experience for the new
employee through an effective onboarding process.
The Orientation program includes a “Before First Day Communication Plan” and a “New
Employee Orientation Checklist”. Refer (Appendix 3.a & 3.b) for a sample Plan and Checklist.
Before First day Communication Plan
There is a critical need to communicate with new employees between the time they accept the
offer and their first day on the job. This step will be used to provide information, answer
questions, reduce anxiety and allows a smoother transition for the new employee.
New Employee Orientation Checklist
The new employee orientation checklist will serve as a guide for the director and the new staff.
The orientation checklist shall be followed to ensure a smooth transition of the employee as well
as a hassle free orientation for both the employee and the director. The orientation checklist will
be for a duration of one year, including the probation period.
First Discussion Talking points
 Orientation training can be overwhelming sometimes and the following point may be
referred to by the Director.
 Introduce yourself, and talk about your role, how long you have been in this role and your
background. You may want to include something personal for example your favourite
sport, leisure activity, or hobby.
 Discuss how the daycare operates and the purpose for such a schedule
 Talk about your personal style as a manager and your expectations for employee’s that
work with you (i.e. do you prefer phone calls, emails, or texts. Do you have an “open

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door policy”, or do you prefer people to schedule time with you in advance? What is your
general managerial style? How can someone best work with you?)
 Let the employee know how often you will be meeting to review/discuss work and give
feedback and whether it will be informal or formal. Ask them if they have any questions
or if they need any resources.
Probationary Assessment
Do an assessment of the employee’s performance – are they fully engaged and seeing themselves
as a valued contributor? Are they meeting performance expectations as outlined?
Have they met the required standards of the daycare? Identify on-going training needs and
Acknowledge successes

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Training Program
Creative Adventures daycare provides on the job training to all their new employees. The
training program starts on the second day of employment. The first training process that an
employee undergoes is the “job instruction training” followed by a three hour coaching session
with the director. Job instruction training will take place in three steps:
Job Instruction Training
Step1: Preparation
During the preparation step, the manager will break down the job into small tasks, prepares all
the equipment and supplies necessary to do the task, and allocate a time frame to learn each task.
Appendix 3.c has a lesson plan that needs to be followed during the training program.
Step 2: Instruction
The instruction step involves telling, showing, explaining, and demonstrating the task to the
trainee.
 Break the job into manageable tasks and present only as much as can be absorbed at one
time.
 Point out possible difficulties as well as safety procedures and Encourage Questions
Step 3: Performance
During the performance step, the new employee shall performs the tasks under the trainer’s
guidance and the trainer will provide feedback and reinforcement.
 Try to ensure initial success
 Don’t tell how. If possible, ask questions, but try to keep trainees frustration level low.
 Provide feedback on performance
 Reinforce correct behaviour.
Once the Job instruction training is completed. The new employee will be coached by the
director. The coaching process will be three hours in length and include discussion about the
companies polices, answer any questions or doubts and explain daily routine/ schedule.

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Performance Appraisal
Performance management is highly valued at Creative Adventure Daycare and is used as a tool
for continuous assessment of the company’s goals and objective. This step helps Creative
Adventure Daycare differentiate itself in a highly competitive market by enhancing the
effectiveness and quality of its employees. The following steps may be undertaken to ensure
successful performance management
Performance expectations:
Through the Orientation package Creative Adventure Daycare may provide performance
expectations for its employees and the rewards attached to it. The orientation package shall make
sure that performance goals align with individual goals and the goals of the organization at large.
Performance Appraisal Methods:
1. A graphic rating scale will be used to measure performance of each employee. Since
Creative Adventure Daycare is a small business with 10 employees, this method will
provide accurate and reliable results. Assessment shall be made on the basis of a grading
rubric. The Managers will be responsible for conducting the performance reviews for
their sub ordinates using a grading rubric. The Director will be conducting performance
review for the managers.
2. See Performance Appraisal Grading Rubric on the following page.

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Performance Appraisal Grading Rubric
Outstanding
(5)
Exceeds
Expectations
(4)
Meets
Expectations
(3)
Needs
Improvement
(2)
Does not meet
Requirements
(1)
Quality of
work
(20%)
Quality of
work was
exceptional
resulting in
increased
clientele
Quality of
work was
good resulting
in increased
clientele
Quality of
work was
average
resulting in a
few increased
clientele
Quality of
work was poor
resulting in no
clientele
increase
Quality of
work resulted
in clientele
loss.
Creativity
(15%)
Candidate
displayed
exceptional
level of
creativity
that
positively
affected the
organization
Candidate
displayed
good level of
creativity that
positively
affected the
organization
Candidate
displayed
average level
of creativity
that positively
affected the
organization
Candidate
displayed low
levels of
creativity
Candidate did
not display
any level of
creativity
Attendance
(30%)
Candidate
was on time
and showed
up for all
working
days
(22/30days)
Candidate was
on time and
showed up for
most of the
working days
(18/30days)
Candidate was
usually on
time and
showed up for
most of the
working days
(17/30days)
Candidate was
rarely on time
showed up for
some working
days
(16/30 days)
Candidate was
never on time
and took more
days off then
permitted
>15/30days
Ability to
follow
policies
and
procedures
(35%)
Candidate
did not
violate any
policy and
procedure
during the
course of
the year
Candidate
unintentionally
violated one
minor policy
or procedure.
The effect of
which were
minor
Candidate
unintentionally
violated a few
minor policy
or procedure.
The effect of
which did not
cause a lot of
harm
Candidate
unintentionally
violated a few
policy or
procedure. The
effect of
which cause a
certain level of
harm
Candidate
unintentionally
violated a few
policy or
procedure. The
effect of
which cause a
severe level of
harm

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 Each variable is awarded a weight that determines the importance of that variable. The
final value is rounded up to the closest whole number. If an employee obtained 5 on
policies and procedures, 5 on creativity, 4 on quality of work and 3 in attendance. The
final score will be as follows.
(4 x .20) + (5 x .15) + (3 x .30) + (5 x .35) = 4.2 / 5 = 4/5
 The Director will then review all the performance reviews and conduct a formal appraisal
discussion with the employee to determine the necessary course of action after the
performance review. I.e. provide rewards or register for a training program to improve
performance.
 All performance reviews are considered confidential and will be stored with the director.
 The result on the performance review determines special incentives and merit raises for
that particular year.
Performance Pay
Performance pay is calculated with the combination of merit raises and special incentives. A
Graphic Rating scale is used to determine the performance levels. Performance pay shall be pay
in the next payment cycle (usually in the month of august), not exceeding more than 16 days
from the date of completion of appraisal interviews. A Merit raise will not change the pay range
but simply act as a bonus on top of base pay. Merit raise will be calculated as follows:
Performance Level Merit Increase Range
Outstanding 11%
Exceeds Expectations 9.5%
Meets Expectations 7%
Needs Improvement 3%
Does not meet Requirements 0%

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Appraisal Interview (Formal Appraisal Discussion)
Performance appraisals shall be conducted in the first week of July every year. The director is
required to conduct a formal appraisal interview within 7 working days, from the date of
completion of performance reviews. The purpose of this interview is to provide guidance to the
employee in order to improve organizational performance and not the opposite. The interview
may follow the following steps:
1. The interview shall begin with direct and specific questions regarding absence, quality of
work, creativity etc.
a. Compare the person’s performance with the standard.
b. Avoid making comparisons between two employees
2. The second part should be designed to make the person talk. This step can help to gain
crucial information.
a. What can we do to make you perform better?
b. Do you require any training in this field?
c. Is there anything that is causing you stress?
3. The last part will be to discuss the rewards using the performance pay grid and decide a
course of action if the performance is low. e.g. a training program.

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PART 3
PAY STRUCTURE
&
BENEFIT PACKAGE

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Pay Structure
In designing a compensation system, Creative Adventure Daycare has adopted a compensation
mix that includes base, performance and indirect pay. The pay structure is designed to provide a
competitive base pay that matches the market. In addition, majority of the pay structure is
designed to provide indirect pay such as mandatory benefits, health and life insurance, paid time
off and sick leaves. The pay structure for all three positions are the same to maintain internal
equity. Appendix 4.b will show a diagrammatic representation of the pay structure. The
following break up will provide an in depth understanding of the pay structure for Creative
Adventure Daycare.
Base Pay:
Base pay is calculated on the basis of unit of time worked. The base pay comprises of 70% of the
total pay structure. Salaries are paid on a bi- weekly basis. Wages earned in a pay period will be
paid within eight days after the end of the pay period. The following is the base pay calculations
for the three positions which includes market pricing and paid breaks:
Base pay calculation for a 30 day month not exceeding 40 hours/ week:
a. Market price: $15/hr + paid break = 30 minutes / 15 minutes
 In case of an 8 hour shift : ($15 x 8hr) + ($15 x .5hr) (30 days/ 2) = $1,912.50
 In case of a 4 hour shift: ($15 x 4hr) + ($15 x .25hr) (30days/ 2) = $956.25
 In case of over time: $22.50/ hr not exceeding 4 hours of overtime.
Performance Pay:
Performance pay is calculated with the combination of merit raises and special incentives. A
Graphic Rating scale will be used to determine the performance levels. A Merit raise will not
change the pay range but simply act as a bonus on top of base pay. Merit raises will be calculated
as follows:

32
Performance Level Merit Increase Range
Outstanding 11%
Exceeds Expectations 9.5%
Meets Expectations 7%
Needs Improvement 3%
Does not meet Requirements 0%
Indirect Pay:
Indirect pay comprises of 25% of the total pay structure which includes health and life insurance,
paid time off, paid sick leave, employee services, family discounts and mandatory benefits.
Indirect benefits are fixed in nature and are paid out on the next pay cycle from where it occurs.
The indirect pay is calculated as follows:
Health and life insurance: Employees will be provided with external health, dental and employee
assistance program after 3 months, from the date of employment through Chamber of Commerce
Group Insurance Plan. Employees are further entitled to Life insurance benefits of up to $15,000
after the lapse of 5 consecutive years, with an increases to $25,000 after 10 years.
Paid Vacation: 4% of previous year’s earnings (period of one year) this increases to 6% after 5
consecutive years of employment.
After completing one year of employment an employee is entitled to two weeks’ vacation. After
five years, an employee is entitled to three weeks’ vacation. Vacation must be scheduled in
periods of one or more weeks, unless the employee requests otherwise. Vacation must be taken
within 12 months of being earned.

33
Paid sick leave: Short Term Illness and Injury Plan will be a benefit for employees who are
unable to work due to illness or injury.
Mandatory benefits (EI and CPP): EI and CPP will be deducted from the paycheck of the
employees as per Canada Pension Plan and Employees Standards Act. EI 1.88% maxed out at
$930.60 and CPP 4.95% maxed out at $2,479.95
Pay raise Structure: Employees are entitled to a raise in the base pay on the basis of the
following tier system. However, performance and indirect benefits will be calculated on tier one
pay rate scale.
If an employee earns $15.00 an hour. The base pay increase will be as follows:
Tier Base pay increase (%) Base pay rate No. of years
5 3.5% 16.45% 15 years
4 1.0% 15.90% 10.0 years
3 3.0% 15.75% 5.0 years
2 1.0% 15.3% 3.0 years
1 1.0% 15.15% 1.0 years
Termination Clause: Termination pay will be paid out as follows:
For each week of notice an employee is entitled to, the amount obtained by totaling the
employee's weekly wages, at the regular wage, during the last 8 weeks in which the employee
worked normal or average hours of work and dividing the total by 8.

34
Comprehensive Benefits Package
Creative Adventure Daycare believes strongly in providing exceptional benefits to its employees.
The benefits package is included in the pay structure. This benefits package includes benefits
such as life insurance, sick leaves, vacation leave, and mandatory benefits. Each benefit is made
in accordance to the Employees Standards Act. The policies and procedure for the benefits
package adopted by the company for full time positions is explained below:
Health and Life Insurance benefits:
Employees will be provided with extended health and dental benefits and employee assistance
program after 3 months, from the date of employment through Chamber of Commerce Group
Insurance Plan. Employees are further entitled to Life Insurance Benefits of up to $15,000 after
the lapse of 5 consecutive years, which increases to $25,000 after 10 consecutive years of
employment with the company.
Employee benefits after 3 months
EXT HEALTH E40 $0 Ded- 80 %( NAT) - 50% Drugs ($1000 Max.)/80% other (A)
DENTAL D8 $25/ $50 Ded. - 80% Basic/ 80% E&P
E.A.P. AI Employee Assistance Program.
E.H.C $35/ month
DENTAL $45.00/ month
E.A.P. $3.50/ month
_________________________________________
$ 83.50/ month

35
Employee benefits after 5 years
LIFE LVX Management and Employees: $15,000
LIFE $3.12/month
E.H.C $35/ month
E.A.P. $3.50/ month
____________________________________________
$ 86.62/ month
Employee benefits after 10 years
LIFE LVX Management and Employees: $25,000
LIFE $5.20/ month
E.H.C $35/ month
E.A.P. $3.50/ month
____________________________________________
$ 88.70/ month

36
Sick Leave: The Short Term Illness and Injury Plan (STIIP) is a benefit for employees who are
unable to work due to illness or injury.
All regular full time employees are covered. Employees on sick leave must:
 Submit a doctor’s certificate when asked.
 Remain under the care of a medical doctor and fully participate in any treatment they
recommend.
 Participate and cooperate with rehabilitation planning and return-to-work planning.
 Not be engaged in any work for profit.
 STIIP benefits are set according to your length of service and employee type.
Regular Full Time Employees
 With less than 3 months of service (Stage 1) - maximum of 6 days per calendar year
at 75% regular rate of pay
 With 3 to 6 months of service (Stage 2) - maximum 15 weeks* at 75% regular rate
of pay for first 6 days (or remaining portion of the 6 days listed above), 66% for
days thereafter
 With 6 months or more of active service (Stage 3) - maximum 6 calendar months at
75% regular rate of pay (2.gov.bc.ca)
Paid Vacation: 4% of previous year’s earnings (period of one year) this increases to 6% after 5
consecutive years of employment.
After completing one year of employment an employee is entitled to two weeks’ vacation. After
five years, an employee is entitled to three weeks’ vacation. Vacation must be scheduled in
periods of one or more weeks, unless the employee requests otherwise. Vacation must be taken
within 12 months of being earned.

37
A regular full-time employee/appointee who has received at least 10 days’ pay for each calendar
month shall have an annual vacation entitlement as follows:
1 to 5 years of service : 1 week
5 years of service : 2 weeks
6 to 10 years of service : 3 weeks
Mandatory benefits: EI and CPP will be deducted from the paycheck of the employees as per
Canada Pension Plan and Employees Standards Act. EI 1.88% maxed out at $930.60 and CPP
4.95% maxed out at $2,479.95

38
PART 4
OCCUPATIONAL HEALTH AND SAFETY
& WORKPLACE RULES

39
Occupational Health and safety
Creative Adventures has adopted the occupational health and safety procedures to promote a safe
and healthy working environment. The main purpose of adopting these measures is to protect our
employees and other persons present at the workplace from work- related risks to their health,
safety and wellbeing. Appendix 5 lays down all important health and safety policies adopted
by Creative Adventures Daycare.
Employees are trained on the following mentioned policies to ensure a safe and healthy learning
environment.
Childcare wellness policy
Communicable illnesses are very common in a child care setting. Here at Creative Adventures
Daycare we strive to keep the children safe and healthy, therefore we must adhere to a strict
illness policy. Appendix 5.a refers to the wellness policy adopted by Creative Adventures
Daycare
Child Abuse
Any person who has a reason to believe a child is being abused emotionally, physically or
sexually has a legal duty to report it. The duty to report applies to everyone including service
providers, family members and the general public. Appendix 5.b refers to the child abuse policy
adopted by Creative Adventures Daycare
Lost child policy
Losing a child is something Creative Adventures Daycare takes all precautions to prevent.
However, a lost child policy is very important in order to know what steps will be taken to locate
the lost child. Appendix 5.c refers to the lost child policy adopted by Creative Adventures
Daycare
Child guidance policy
This policy serves as a guideline for Creative Adventures Daycare and will be followed to assist
children in developing self- control, self- confidence and ultimately self- discipline and
sensitivity in their interactions with other. Appendix 5.d refers to the child guidance policy
adopted by Creative Adventures Daycare
Other policies
Creative adventures daycare also has in place an Emergency transportation and medical
emergency policy, Smoking policy, Scent policy, emergency fire evacuation, emergency
preparedness plan and communicable disease policy. Refer Appendix 5 for all the occupational
health and safety policies.

40
Workplace Rules
Creative Adventures has adopted the workplace rules to promote a safe and healthy working
environment. The main purpose of adopting these measures is to protect our employees and other
persons present at the workplace from work- related risks to their health, safety and wellbeing.
Appendix 6 lays down all important workplace policies adopted by Creative Adventures
Daycare.
Employees are trained on the following mentioned policies to ensure a safe and healthy learning
environment.
Roles and responsivities
The parents and caregiver must work together for child’s daycare experience to succeed and for
the children to learn the best they can. Appendix 6.a refers to the roles and responsibilities that
needs to be followed at creative adventures daycare.
Dress code
Creative adventure daycare staff work directly with children as a result the children look up to
the educators. Therefore, a strict dress code is enforced. Appendix 6.b refers to the dress code
responsibilities that needs to be followed at creative adventures daycare.
Communications policy
Creative adventure daycare promotes an open-door communications policy with both staff and
clients. Appendix 6.f refers to the communications policy that needs to be followed at creative
adventures daycare.
Other policies
Creative adventures daycare also has in place a reportable incidence policy, staffing
requirements and substitute childcare providers. Refer Appendix 6 for all the workplace rules of
creative adventures daycare.

41
Progressive Discipline
Creative adventures daycare uses a five step progressive discipline procedure to correct
employee performance problems or failure to follow licencing policy. Here is the five step model
used by creative adventure daycare for progressive discipline:
Oral reprimand:
As soon as a Director perceives a worker’s performance problem either through direct
observation or through performance appraisal procedures, he or she should issue an oral
reprimand. The director may ask the employee whether there are any long-term problems or skill
deficiencies that need to be corrected. Have the manager keep detailed notes or prepare a memo
to file about the conversation, in case further action is necessary.
Written Warning:
If the problem persists or more problems emerge, the Director should provide the employee with
a written warning detailing the objectionable behavior, along with the consequences. The
director must explain the standards that will be used to judge the employee. Specify time frames
for performance improvement, and state that continued failure will result in termination. A copy
of the memo may be placed in the employee’s personnel file. The employee must sign a copy to
acknowledge receipt.
Final Written warning:
If performance does not improve, a final written warning must be delivered indicating specific
areas in which the employee must improve and specify the time period within which the
worker’s behavior or performance must be corrected.
Termination review:
If problem persists, the director may take the necessary action of termination keeping in mind the
job description, company’s policies, human rights legislations and employee’s standard act. If
after the verification, the employees is in the wrong a notice of termination shall be given to the
employee. The notice of termination must be given at least two weeks before termination, where
the period of notice depends on the period of service.
Termination:
After successfully completing all the above mentioned process. The employee may be terminated
and the entire process must be documented and placed for at least 2 years from the date of
termination.
Employees are also expected to bring any workplace related issue to the attention of the director.
Once the workplace issue is brought to the attention of the director. Action must be taken within
seven working days. The action procedure will go through the five steps mentioned above.

42
APPENDICES 1
RECRUITMENT AND SELECTION PROCESS

43
Appendix 1. a
Job Analysis Questionnaire
JOB ANALYSIS QUESTIONNAIRE
Job title: Location:
Department: Date:
Prepared by:
1. Purpose of Job
. What is the purpose of the job? Why does the job exist?
2. Major Responsibilities and essential functions
. What are the responsibilities? . Why is the activity performed?
. How are they done? . What is the measure of success?
. Percentage of time?
3. Knowledge
. What technique and/ or practices are necessary? Why?
. List specific education requirement(s)
. List experience requirement (s) and number of years required in each.
. List required licences or certificates.
4. Problem solving and decision making
. List how the job holder solves problems
5. Skills of persuasion
. Describe the communication skills required in this job? Are contacts inside or outside?
. Any other skills required to perform the job? . Who is communicated with?
6. Any Health and safety hazard related to the job?

44
APPENDIX 1. b
Job Description’s
Creative Adventures Daycare
Position: Early Childhood Educator with Infant Toddler Certificate
Location: Kamloops
Reports to: Emma Watson (ECE Manager)
Date: January 27th
, 2015
Start Date: February 28th
, 2015
Job Summary:
Under the Supervision of the ECE Manager, Emma Watson the candidate will be responsible
for the care of children between the ages of 1 week to 3 years old, implement and follow a pre-
developed nursery program, effectively supervise and guide children in daily activities,
provide education with catholic values, offer guidance and assistance with proper manners and
social skills, and prepare progress reports to be shared with both parents and other staff
members.
Duties and Responsibilities, including but not limited to:
 Bathe, diaper and feed infants and toddlers
 Conduct and monitor activity programs designed for young children
 Guide children in development of proper eating, dressing and toilet habits
 Serve snacks and meals
 Observe children and report on observations to supervisor
 Discuss progress and problems of children at staff meeting
 Ensure that the centre remains within compliance with licensing regulations at all times
Performance Standards:
 Accurate attendance records of each and every child must be maintained daily
 Educator/child ratios must be adhered to
 Child reports must be completed daily
 Children must be supervised at all times

45
 Compliance regulations must be followed
 All accidents either minor or serious must be reported with an incident report
Educational Requirements/Work Experience:
 Early Childhood Education Diploma or Degree with Infant Toddler Certificate
Salient Working Conditions:
 Ability to stand or sit for long period of times
 Work in an environment that may be loud, stressful and consumed with lots of activity
 Provide continuous mental attention to children for long periods of time
 Lift and/or carry children for multiple hours during the shift
Other Related Requirements Due to the Sensitive Nature of Working with Vulnerable
Age Group:
 Provide 2 letters of reference at time of interview
Interested Candidates may apply with resume at indeed.ca, workbc.ca or by email to Emma
Watson at creativedaycare@hotmail.com. Drop in resumes will also be accepted at Creative
Daycare located at 1234 Adolescent Ave, Kamloops BC V2B 1B7. Last date to submit
applications is February 10, 2015. Only selected candidates will be contacted.

46
Position: Early Childhood Educator
Location: Kamloops
Reports to: Emma Watson (ECE Manager)
Date: January 27th, 2015
Start Date: February 28th, 2015
Job Summary:
Under the Supervision of the ECE Manager, Emma Watson the candidate will be responsible
for the care of children between the ages of 30 months to 6 years old, implement and follow a
pre-developed toddler and pre kinder programs, effectively supervise and guide children in
daily activities, provide education with catholic values, offer guidance and assistance with
proper manners and social skills, and prepare progress reports to be shared with both parents
and other staff members.
• Conduct and monitor activity programs designed for young children
• Guide children in development of proper eating, dressing and toilet habits
• Serve snacks and meals
• Observe children and report on observations to supervisor
• Discuss progress and problems of children at staff meeting
• Ensure that the centre remains within compliance with licensing regulations
at all times
• Prepare craft materials and assist children to use them
• Provide compassion and empathy to multiple children throughout the day
• Accurate attendance records of each and every child must be maintained
daily
• Educator/child ratios must be adhered to
• Child reports must be completed daily

47
• Children must be supervised at all times
• Compliance regulations must be followed
• All accidents either minor or serious must be reported with an incident
report
• Completion of college/CEGEP/vocational or technical training
• Early Childhood Education Diploma or Degree with Infant Toddler
Certificate
• Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate
• Ability to movie from various positions of standing or sitting multiple times
during the day
• Work in an environment that may be loud, stressful and consumed with lots
of activity
• Provide continuous mental attention to children for long periods of time
• Lift and/or carry children for multiple hours during the shift
Age Group:
• Provide 2 letters of reference at time of interview
• Successfully pass a criminal records search
• Medical doctor’s clearance; Child abuse registry check
• Immunization records; Tuberculosis test
Interested Candidates may apply with resume at indeed.ca, workbc.ca or by email to Emma
Watson at creativedaycare@hotmail.com. Drop in resumes will also be accepted at Creative

48
Position: Administrative Office Assistant
Location: Kamloops
Reports to: Kelly Sharpe
Date: January 31th, 2015
Start Date: March 1, 2015
Job Summary:
Under the Supervision of the Office Manager, Kelly Sharpe the candidate will be responsible
for maintaining all children’s files including but not limited to; medical records, policies and
procedures, personal behavioral plans and payment invoices. The Office assistant will also be
required to schedule appointments with potential new clientele as well as quarterly parent
educator review meetings. Implement a functional office system or organization, greet guests
and clientele in a cheerful and approachable manner. Most importantly ensure that all files and
manners pertaining to policies remain in compliance with licensing standards.
 Maintain all children’s files including but not limited to; medical records, policies and
procedures, personal behavioral plans
 Issue payment invoices to clientele
 Schedule appointments with potential new clientele as well as quarterly parent
educator review meetings.
 Implement a functional office system or organization
 Greet guests and clientele in a cheerful and approachable manner
 Most importantly ensure that all files and manners pertaining to policies remain in
compliance with licensing standards.
 Work with Simply Accounting system, Microsoft excel, Microsoft Office, Access
 Accurate attendance records of each and every child must be maintained daily

49
 Educator/child ratios must be adhered to
 Child reports must be completed daily
 Reports submitted by staff meet compliance regulations
 No child’s records can be incomplete
 All non or late payments must be reported to Administrative manger
 Completion of secondary school is usually required.
 Completion of a one- or two-year college or other program for administrative assistants
or secretaries
 Ability to movie from various positions of standing or sitting multiple times during the
day
 Work in an environment that may be loud, stressful and consumed with lots of activity

Age Group:
 Provide 2 letters of reference at time of interview
 Child abuse registry check
Interested Candidates may apply with resume at indeed.ca, workbc.ca or by email to Kelly
Sharpe at creativedaycare@hotmail.com. Drop in resumes will also be accepted at Creative

50
APPENDIX 1. c
Job AD
Main office: 1234 Adolescent Ave Kamloops BC, V2B 1B7
www.creativedaycare.com Email: creativedaycare@hotmail.com
Phone: 250-377-1654
Early Childhood Educator with Infant Toddler Certificate
Creative Adventures Catholic Daycare is currently seeking a full time ECE IT Educator for
our infant toddler room. We are seeking a fun energetic individual with a passion for
teaching in a fast paced and active environment to join our team.
Duties may include but are not limited to:
 Bathe, diaper and feed infants and toddlers
 Guide children in development of proper eating, dressing and toilet
habits
 Discuss progress and problems of children at staff meeting
 Ensure that the centre remains within compliance with licensing
regulations at all times
Qualifications:
 Early Childhood Education Diploma or Degree with Infant Toddler
Certificate
Creative Adventures
Catholic Daycare

51
JOB AD
Phone: 250-377-1654
Early Childhood Educator
Creative Adventures Catholic Daycare is currently seeking a full time ECE Educator for
our 2.5 years to 5 years old room. We are seeking a fun energetic individual with a passion
for teaching in a fast paced and active environment to join our team.
 Guide children in development of proper eating, dressing and toilet
habits
 Ensure that the centre remains within compliance with licensing
regulations at all times
 Prepare craft materials and assist children to use them
 Provide compassion and empathy to multiple children throughout the
day
Qualifications:
 Early Childhood Education Diploma or Degree
Creative Adventures
Catholic Daycare

52
JOB AD
Phone: 250-377-1654
Administrative Office Assistant
Creative Adventures Catholic Daycare is currently seeking a full time Administrative
Assistant for our front desk. We are seeking a fun energetic individual with a passion for
teaching in a fast paced and active environment to join our team.
 Maintain all children’s files including but not limited to; medical
records, policies and procedures and personal behaviour plans.
 Issue payment invoices to clientele
 Schedule appointments with potential new clients
 Implement a functional office system
 Greet guest and clientele in a cheerful and approachable manner
 Most importantly, ensure all files and manners pertaining to all policies
remain in compliance with licensing standards.
Qualifications:
 Completion of college/Administrative Office Assistant
 Working Knowledge of Simply Accounting, Microsoft Excel, Office
and Access
Cardiopulmonary Resuscitation (CPR) Certificate; First Aid Certificate
Creative
Adventures Catholic
Daycare

53
APPENDICES 2
SELECTION TOOLS

54
Appendix 2. a
Structured Interview Questions
Introductory Questions:
 Tell me about yourself?
 What are your strengths and weaknesses?
 Where do you see yourself in 5 years?
 If you could be a toy what toy would you be?
 Why do you want to work for this company?
Behavioural and Situational Interview Questions:
 Give an example of a situation where you handled a conflict between two children.
 Tell me about a difficult day in a daycare setting and how did you handle it?
 Time management is important for policy adherence at the centre. What strategies
would you use to ensure your time is managed efficiently?
 During the afternoon you have a child that is fussy and needs your attention and at the
same time you also have a parent that walks in and is in a rush to pick up her child to
take them to an appointment. How do you handle this situation?
 Tell me about a time that you had to work in a team setting?
 Tell me about a time that you had a conflict with a co-worker or boss and how did you
handle it?

55
Appendix 2. b
Grading Rubric
Weightage – 70%
Skills/rank 1 2 3 4
Education/
knowledge
The candidate
displayed poor
knowledge
regarding child
care
environment
The candidate
displayed fair
knowledge
regarding child
care
environment
The candidate
displayed good
knowledge
regarding child
care
environment
The candidate
displayed
excellent
knowledge
regarding child
care environment
Problem Solving
skills
Candidate
demonstrated
poor problem
solving ability
Candidate
successfully
demonstrated
fair problem
solving ability
Candidate
successfully
demonstrated
good problem
solving ability
Candidate
successfully
demonstrated
outstanding
problem solving
ability
Team work/
Group setting
Candidate
displayed poor
flexibility and
was
uncomfortable in
a group
environment
Candidate
displayed
average
flexibility and
was hesitant in
a group
environment
Candidate
displayed good
flexibility and
was comfortable
in a group
environment
Candidate
displayed
excellent
flexibility and
was comfortable
in a group
environment
Quick Thinking,
multitasking and
analytical skills
Candidate
demonstrated
poor
multitasking,
quick thinking
and analytical
skills
Candidate
demonstrated
fair
multitasking,
quick thinking
and analytical
skills
Candidate
demonstrated
good
multitasking,
quick thinking
and analytical
skills by
providing real
life instances
Candidate
demonstrated
excellent
multitasking,
quick thinking
and analytical
skills by
providing real life
instances and
examples
Communication
skills
Candidate
demonstrated
poor English
skills
Candidate
demonstrated
average English
skills
Candidate was
good in English,
Both speaking
and writing
Candidate was
fluent in English,
both speaking
and writing

56
The Grading rubric is divided into 2 parts: the first one lays a detailed structure, from point 4 to
1. Four being the best. This rubric segregates candidates based on their knowledge and skills
required to perform the task. Weightage 70%
The second table grades candidate based on their performance at the interview. This table is
divided into several small segments each holding a certain percentage. For instance, the accuracy
of the information provided will be graded out of 10, whereas their problem solving skills will be
graded out of 3 and so on. Higher weightage is given to communication skills as it is one of the
major skills needed to perform the task of a customer service representative.
Rubric 2
Interview Grade/Percentage (30%) Grade
Obtained
Interview 10% (includes accuracy of information (5%), problem solving
skill (3%), critical thinking skills, multitasking (2%)
Individual
Grading
20% (15% for communication skills, 5% for confidence)
Final Grade: Rubric 1 : /70 + Rubric 2: /30 Total: /100

57
Appendix 2. c
Reference Interview Questions
Introductory Questions:
 How long have you known the applicant?
 How do you know the applicant?
 How long did the applicant work for you?
 Is that applicant eligible for rehire? Why or why not? What was his or her reason for
leaving?
 What would be the applicant’s greatest strengths and weaknesses?
Behavioural and Situational Interview Questions:
 Can you tell me about a time when the employee solved a problem amongst their co-
workers or bosses?
 Would you describe the employee as punctual?
 Was the employee and team player? Describe an instance this was evident?
 Is there anything else I should take into consideration before I hire this candidate?
 Can you describe the applicant’s ability to communicate with children?
 Please complete this sentence” If there is one thing that I could change about the job
candidate it would be ….

58
Observation Grading Rubric
Skill/rank 4 3 2 1
Interaction
skills
Candidate showed
outstanding
interaction skills by
creating a warm
and friendly
learning
environment
Candidate
showed good
interaction skills
by creating a
warm and
friendly learning
environment
Candidate showed
fair interaction skills
by creating an
average level of
warm and friendly
learning environment
Candidate showed poor
interaction skills by creating
an environment unsuitable
for learning.
eye contact Candidate met
child’s eye level.
Candidate usually
met child's eye
level
Candidate
occasionally met
child’s eye level
candidate never met child's
eye level
Tone Candidate used a
very friendly and
polite tone to
address the children
Candidate used a
friendly and
polite tone to
address the
children
Candidate tone
lacked the
friendliness and
politeness needed to
address the children
Candidate tone lacked was
not polite and friendly
towards the children.
Availability Candidates showed
outstanding level of
alertness and
provided the
needed attention to
children whenever
required
Candidates
showed good
level of alertness
and provided the
needed attention
to children
whenever
required
Candidates showed
fair level of alertness
and provided the
needed attention to
children when asked/
requested
Candidates showed poor
level of alertness and did not
willingly provided the
needed attention to children
whenever required
Critical
Thinking
Candidate
displayed
outstanding critical
thinking abilities
and handled every
tasks with superior
level of efficiency
Candidate
displayed good
critical thinking
abilities and
handled most
tasks with high
level of
efficiency
Candidate displayed
fair critical thinking
abilities and handled
tasks with low level
of efficiency
Candidate displayed poor
critical thinking abilities and
did not show any level of
efficiency in handling tasks
Ability to
follow
licensing
policy
Candidate did not
violate any policy
and procedure
during the
observation process
of selection
Candidate
unintentionally
violated one
minor policy or
procedure during
the observation
process of
selection. The
effect of which
were minor
Candidate
unintentionally
violated a few minor
policy or procedure
during the
observation process
of selection. The
effect of which did
not cause a lot of
harm
Candidate unintentionally
violated a few policy or
procedure during the
observation process of
selection. The effect of
which cause a certain level
of harm

59
APPENDICES 3
ORIENTATION AND TRAINING

60
APPENDIX 3. a
Before First Day Communication Plan
Timing Initiator Messages Communication
Method
After Employment
offer is accepted
Director  Welcome
 Introduce yourself
 Explain upcoming new
employee process (
SIN number, other
necessary personal
information) and set
expectations
 Provide basic
information for the
first day (e.g. parking,
dress attire, start time,
places to eat lunch)
 Answer any questions
 Provide Contact
information
Phone call with
follow-up email

61
APPENDIX 3. b
New Employee Orientation Checklist
Name Start Date:
Position Director:
Phone Number: Manager:
Tasks Status
BeforeFirstDay
Send welcome package with important information and welcome letter (via
email)
□
Assign and prepare workspace and provide basic office supplies □
Obtain an Employee Identification Id prior to their first day. □
Send an email to all employees announcing the new employee □
Arrange your schedule to be able to spend some time with the new
employee on their first day
□
Develop a training plan and schedule as needed □
Develop a work plan for the first day and first few weeks □
Employee Signature
Firstday/orientation
Welcome the new employee and show them their space □
Review confidentiality of information, health and safety checklist,
procedure guidelines, alarm procedures, and the guide to responding to
emergencies
□
Review hours of work, schedule, pay schedule, overtime policy, and
vacation planning
□
Discuss procedures for scheduling time off and unexpected absences □
Review proper attire for workplace □
Review workplace policies for cell phone, personal calls and other
workplace policies
□
Provide the employee with keys, fob, security pass □

62
Tour of the department and/or building (washrooms, lunchroom/coffee
machine, vending machines, closets, emergency exit, first aid kit)
□
Meet with the new employee at the end of the day to answer any questions □
Employee Signature
FirstWeek
Review department’s mission, strategy, values, functions, policies and
procedures; organization of the department; critical members of the
department; departmental staff directory, department calendar
□
Review job description, responsibilities, competencies, and expectations □
Review performance feedback and appraisal process □
Review key general policies (including but not limited to: accommodation
in the workplace, conflict of interest and harassment)
□
Review departmental health and safety policies /Emergency
procedures/First Aid
□
Provide a list of key contacts who can address the new employee’s
questions on a variety of issues
□
Gather feedback about the orientation program from new employee □
Ensure that the Director welcomes the new employee □
Employee Signature
DuringProbation
Review and discuss the employee’s performance objectives □
Develop a plan to assess development and performance throughout the
probationary period.
□
If success in the probationary period is reached, meet with the employee to
confirm and congratulate them on successful completion.
□
Continue to clarify roles, responsibilities and expectations as needed and
provide regular ongoing coaching and feedback during your regular
meetings.
□
Employee Signature

63
FirstYear Review performance objectives and progress □
Discuss training completed and training planned for the future □
Review objectives from the previous year, and set objectives for the
coming year with employee
□
Employee Signature

64
Appendix 3. c
Lesson plan
Structured Training Lesson Plan
Objective
Employee will be able to effectively perform all the jobs required in a timely manner while
keeping the companies goals and objective in mind.
Trainee: New Hired Employee
Time: 7:30a.m – 4:30 p.m.
Course Outline
7:30- 8:15 Introduction lecture by the manager on nature of the job, key job duties,
performance expectations
8:15- 9:00 Demonstration of the chain of commands and orientation procedure
9:00- 9:15 Breakfast Break
9:15- 10:30 Review the breakup of everyday job duties and the most effective means of
accomplishing each task
10:30- 11:30 Role play scenarios; trainer creates a scenario where the employee has to deal
with an angry parent.
11:30- 11:45 Feedback regarding the role play and videos showing effective means to deal
with specific issues
11:45- 12:30 Review of workplace policies and health and safety policies
12:30- 1:00 Lunch Break
1:00- 2:00 Final review of all the job duties and feedback; end of Job instruction training
2:00- 3:00 Introduction to the coach (director); include employee introductions and an ice
breaker exercise to make employees comfortable.
3:00- 4:00 detailed analysis on the job expected, performance appraisal procedures, pay
structure and other expectations; discussion of real life scenarios
4:00- 4:30 Conclusion of the training session, receiving feedback and answering questions

66
APPENDIX 4. a
Pay structure
Total Compensation Level: MATCH: YES LEAD: LAG:
Proportion of total pay
1. Base Pay 65%
a) Market Pricing 97%
b) Paid Break 3%
2. Performance pay 10%
 Individual performance pay
a) Merit bonuses 100%
3. Indirect pay 25%
a) Mandatory Benefits 30%
b) Health and life insurance 45%
c) Paid time off 20%
d) Paid sick leave 5%

67
APPENDICES 5
OCCUPATIONAL HEALTH & SAFETY

68
Appendix 5
Appendix 5.a
Child Care Wellness/Illness Policy
If there is a concern by the parent about the child’s health, the parent should contact the centre
immediately.
A child with any of the following will not come to the Child Care:
• An unexplained fever
• Vomiting
• Diarrhea
• Sore throat
• Unexplained rash
• Head lice
• Green nasal mucus
• Pink eye
• Any communicable disease or serious illness (parents must inform me immediately if
their child is diagnosed with a serious illness or communicable disease. I will then inform the
parent about the correct procedure). I am required to report certain communicable diseases to
the Interior Health Licensing Office.
A physician’s note will be required for the return of a child to daycare in the case of a serious
or communicable illness. In the case of a less serious illness, the child must be clear of any
symptoms or be on the prescribed medication for a period of 24 hours before returning to the
Child Care.
Parents will be required to complete a medication form for both prescription and non-
prescription medication.
Medication of any kind will NOT be administered at Creative Adventures Catholic Daycare. If
a child requires medication it will be the family’s responsibility to make sure that they receive
the proper dose and at the proper time.
Medications will include but not limited to eye and ear drops, ointments and creams, tablets,
capsules, liquids and asthma and allergy medications

69
If a child becomes ill at daycare, the child will be given a comfortable area to rest away from
the other children. A parent will be contacted to pick up the child immediately and will be
advised as to the return of the child to the Child Care. If the parent is unavailable, the
Emergency Contact will be contacted.
Each child will get several common colds throughout their childhood. If they are able to fully
participate in the program and not infect the other children, the child is welcome to attend the
Child Care. However, staff will monitor the child over the course of the day and if the child
seems too ill to stay, they will contact the parent or Emergency Contact.
To help stop the spread of colds, we will encourage daily hygiene such as frequent hand
washing, nose wiping and toy cleaning.
If a child is away due to illness, the family will still be required to pay their full monthly fee.
If a part time child is away due to illness on a regularly scheduled day, the family will still be
required to pay for that day and will not be able to switch days to make the missed day(s) up.

70
Appendix 5. b
Child Abuse Policy
Any person who has a reason to believe a child is being abused emotionally, physically, or
sexually has a legal duty to report it. The duty to report applies to everyone including service
providers, family members, and the general public.
 It doesn’t matter if you believe someone else is reporting the situation you still have to
report it.
 It doesn’t matter if you are aware that a child protection social worker is already
involved with the child you still have to report the matter
 The legal duty to report over rides any duty of confidentiality
 Tim is of the essence in ensuring the safety and wellbeing of children. Report
immediately
 Do not contact the alleged perpetrator. This is the responsibility of the police.
In the event that there is an allegation of abuse against the caregiver or alternate staff Interior
Health Licensing will conduct a thorough investigation. It may be necessary to close
temporarily or replace the suspected staff members form the centre until the process is
concluded. As a parent of a child in care it is your legal right to keep informed of all the
outcomes once made available.

71
Appendix 5.c
Lost Child Policy
At Creative Adventures Daycare, losing a child is something that we take all precautions to
prevent. However, a lost child policy is very important as it is as equally important to know
what steps will be taken in order to locate a child in the event that a he or she wanders away or
is taken. Below are the steps to be followed in the event a child goes missing:
1. Check all known play areas
2. Contact parents
3. Telephone police after immediate area search has not located child
4. Have emergency contact card readily available
5. Phone Substitute caregiver for back up help for other children
When child is found these procedures will be followed:
1. Make sure child is ok and get medical help if needed
2. Phone Parents and local authorities
3. Issue incident report
These are some of the ways to prevent loss of child:
1. Head count regularly
2. Explain the boundaries of the park or areas that are acceptable for play before play
commences
3. Inform all children not to wander alone or away from the group
4. Keep them in a close area where they are visible at all times
5. Have a buddy system in place at all times
6. Ensure there is always enough staff of to maintain safety of the children
7. Children will all be given an identification band to wear on his or her wrist for field
trips. This band will include their name and phone number of parents as well as
daycare and instructions on what to do if this child id found without an adult.
All Children at Daycare will be taught what to do in case they become separated from the
group:
1. Stay calm
2. Stay where you are
3. Don’t wander

72
Appendix 5. d
Child Guidance and Discipline Policy
Creative Adventures Daycare believes that children should be cared for in a setting that uses positive
reinforcement and guidance, in accordance with the ECEBC Code of Ethics, rather than punishment,
when behavior exceeds the acceptable.
On a daily basis, staff will use the Safe Spaces technique developed by West coast Resources in
Vancouver. This technique teaches children at an early age to understand how their actions have
consequences to themselves, others and their surrounding environment. It also teaches the children
empathy and acceptance of others that are different from themselves.
No form of punishment, including physical, with holding of food, humiliation or isolation, will be used.
Children will be given clear limits, in a positive way, to ensure their safety, the safety of others and
the safety of the surrounding environment.
If a child’s behavior frequently puts the child or others at risk, I will document the behavior and then
arrange a meeting with the parents. At this time we will work together to establish a consistent set of
guidance techniques to help the child change their behavior.
Children will be offered many opportunities to make choices throughout the day and to become
aware of the consequences of their choices.
The 3 R’s
1. Reinforce Positives
2. Redirect negative behavior
3. Remove a child from the situation

73
Appendix 5. e
Emergency Transportation and Medical Emergency Policy:
For children and or staff who require immediate medical attention, staff will call emergency
services to respond.
Procedure:
1. Staff at Creative Adventures Daycare will phone 9-1-1 for emergency transportation and/or
medical attention when they deem it necessary for a staff member, child or children in their
care is in distress.
2. The staff at Creative Adventures Daycare will then call parents or emergency contacts to
inform them.
3. The cost of the emergency transportation will be covered by the staff member or the parent
of the children in care.

74
Appendix 5. f
Immunization Policy:
Creative Adventures Daycare is required by the Child Care Regulations to keep an up-to-date
copy of each child’s immunization record in case an outbreak should occur. As an additional
safety practice it will also keep a record of all staff members’ immunizations. It is required
that all staff members be up to date with immunizations as well as seasonal immunizations for
the health and safety of all children in care particularly the children too young to get
immunized.
Procedure:
1. Upon enrollment or employment to the daycare staff will ask for a current immunization
record for every child and staff members.
2. If a parent has decided not to have their child inoculated, the child will not be accepted into
the daycare.

75
Appendix 5. g
Smoking Policy
Creative Adventures Daycare follows a strict SMOKE-FREE ENVIRONMENT.
Employee’s that do smoke must smoke off property on your own time (breaks and or lunch).
When returning to work from a smoke break employees must wash their hands and if
necessary change into a new uniform shirt so not to bring in the scent to the children. No
employee will be permitted to hold a baby or child up to them if they smell of smoke for
health and safety of the children; as passive smoking is harmful to the children with asthma as
well as young developing lungs.
Appendix 5. h
Scent Policy
Due to the increasing number of allergies to scents and perfumes Creative Adventures Daycare
will adhere to a SCENT-FREE ENVIRONMENT. In an effort to protect staff and children
in care this policy will apply to but not limited to perfumes, aftershaves, deodorant, and body
sprays.

76
Appendix 5. i
Emergency Fire Evacuation Policy
In the event of a fire the rooms will be evacuated as follows:
1. Immediately alert all occupants by remaining calm and radioing all staff members …
Fire! Fire! Fire! Or sounding the fire alarm system located on the alarm panel if accessible.
2. Immediately evacuate all children and staff from the building through the nearest exit,
shutting all doors behind you and grabbing the first aid kit located at the door.
3. Meet at the predetermined location, well away from the building and conduct a head
count of all children and staff. Staff will stay with the children and keep them calm.
4. Contact the Fire Department from this safe location by calling 9-1-1. The ECE
manager will make contact will all parents when safe to do so.
5. DO NOT go back into the building for ANY reason until the “all-clear” has been given
by the Fire Department.
6. The director or staff manager on duty will provide any information to the fire
department on their arrival.

77
Appendix 5. j
Emergency Preparedness Plan
In the event a minor or major disaster happens, these are the preparations I have in place.
Please make sure you are familiar with them.
If we have to SHELTER-IN-PLACE due to a hazardous materials spill, a plume of poisonous
vapor or smoke, a release of radioactive materials, etc., we will…
 Go indoors immediately and turn on the radio Close all windows and doors
 Turn off the air conditioner/furnace
 Listen to the radio for local media releases…the information in the media will be
followed whether it is to stay indoors or evacuate (see below).
 Parents are to call 250-318-6191 for information and status of their child(ren) and to
arrange for pick up when it is safe to do so.
If we have to EVACUATE due to the threat of flooding or fire, an earthquake, the situations
listed above or for any other reason we will…
 Ensure the safety of the children and perform any first aid necessary.
 Listen to the radio for any media release and instruction form the Emergency Response
Services
Then…
 If it is safe, we will evacuate to OLPH Church located at 235 Poplar St.
 If it is unsafe to remain where we are we will evacuate to Holy Family Catholic Church
located at 2797 Sunset Dr.
*However, if, in the media release on the radio, the Emergency Response Services suggests
we proceed to an Evacuation Center, these instructions will be followed. It is important to
listen to the radio as we will be to receive the same information. The emergency contact
number to call is 250-318-6191.
Regardless of where we evacuate to, staff will have a Grab and Go Kit that will include food,
water, activities and necessities for 72 hours.
Once we are settled staff will begin to call all the parents that have not made contact, to
arrange pick up or to give them information on our situation and the status of their child(ren).

78
If unsuccessful in reaching parents, the Emergency Contact (please ensure these names and
numbers are up to date) will be contacted. If still unable to reach either the parent or contact,
the child(ren) will remain in care until contact is made.

79
Appendix 5. k
Communicable Disease Outbreak Policy:
In the event that there is an outbreak of a communicable disease the following procedures will
be followed:
1. All parents will be notified to pick up children and sent home with instructions to
follow as sent out by the Interior Health Authority
2. All children not in attendance but registered in care will be contacted and provided
with the same information
3. Child care centre will close
4. Cleaning company will be contacted to come and clean all surfaces and toys in the
centre
5. All documentation will be submitted to Interior Health as per requested
6. Inspections and routine follow ups will be conducted with Interior Health
7. Centre will open only after the centre is deemed safe by Interior Health
8. All children and staff must be cleared by a doctor before returning to care a doctor’s
note will be required

80
APPENDICES 6
WORKPLACE RULES

81
APPENDIX 6
Appendix 6. a
Roles and Responsibility
Policy
At Creative Adventures Daycare, the parents and caregivers must work together for the child’s
daycare experience to succeed, and for the children to learn the best that they can. Below are
some roles and responsibilities of the parents and caregivers.
Parent/Guardian
 Bring any and all complaints, concerns or problems first and directly to caregiver.
 Inform caregiver of any changes in address, phone number, employment, or emergency
information.
 Inform staff of any changes in family situation, custody, access of parents
 Inform staff of any changes in care hours or days needed, or drop-off and pick-up times
 Supply any special food clothing or infant supplies that are required
 Respect the fact that this is a business and has the right to be paid on time.
 Provide that facility with sufficient diaper, clothing and supplies
 Provide the facility with 1 month notice of removing their child from care.
Caregiver:
 Provide a safe environment that promotes health and safety of the child
 Offer adequate play , private spaces and age appropriate equipment
 Ensure that watchful supervision is provided indoors and outdoors
 Communicate with parents about their child’s daily experience in a positive and
respectful manner
 Maintain necessary confidential records of all children in care
 Obtain and maintain liability insurance for the children, centre and vehicles

82
Appendix 6. b
Dress Code
Policy
Creative Adventures Daycare works directly with children as a result the children look up to
the educators. Therefore, a strict dress code is enforced.
Staff are permitted to wear the following:
Pants:
 Dress pants
 Jeans
 Leggings
 Active wear
Shorts: Must not be shorter than 1 hand above the knee
 Jeans
 Dress
 Active wear
Tops:
All employees will be provided with 2 short sleeve t-shirts, 1 long sleeve shirt and 1 hoodie. It
is the responsibility of the employee to make sure their uniforms are cleaned and worn for
work. Each employee will be given a new uniform once every September and February.

83
Appendix 6. c
Staffing Requirements
Policy:
The daycare personnel will adhere to the Community Care Licensing Regulations Division 4 –
Section 37
Procedure:
Care program Maximum group
size
Children per
group
Ratio of employees to children in
each group
Group Child Care
(Under 36
Months)
12, with a
separate area
designated for
each group
≤ 4 One infant and toddler educator
5- 8 One infant and toddler educator
and one other educator
9- 12 One infant and toddler educator,
one other educator and one
assistant
Replacing Staff:
Employee Period of absence Replacement
Educator < 30 days educator or assistant
≥ 30 days educator holding at least the
same certificate
Assistant < 30 days educator, assistant or
responsible adult
≥ 30 days educator or assistant
responsible adult any period educator, assistant or
responsible adult
Manager < 30 days a person qualified to be a
manager under this regulation
≥ 30 days a person qualified to be a
manager under this regulation,
with notice of the appointment
given to the medical health
officer

84
Appendix 6. d
Substitute Childcare Providers
Policy:
Daycare personnel will adhere to CCLR Division 4 – Section 37
Procedure:
Qualified substitute child care staff will be called in when regular staff are away due to
sickness or vacation in order to maintain appropriate staff/child ratio required by Interior
Health licensing protocol.
Consideration:
Child Care Licensees need to update their licenses every 5 years
Exceptions: None
Reference: Community Care Licensing Regulations Division 4 – Section 37

85
Appendix 6. e
Reportable Incidents
Policy
Daycare personnel will adhere to Community Care Licensing Regulations Section 29, 30,
31(a) and 31(b). The Residential Care Regulation lists reportable incidents and their
definitions in Schedule D; the Child Care Licensing Regulation includes this information in
Schedule H.
Note that an incident must be reported in residential care when:
 A reportable incident has occurred
 When abuse or neglect may have occurred or is suspected
 When a person in care has witnessed a reportable incident
This is found in Section 77(1)(a) and (b) of the Residential Care Regulation. Child care
licensees must report when a child is involved or may have been involved in a reportable
incident while in care; this is found in Section 55(1)(b) and 55(2)(a) of the Child Care
Licensing Regulation.
Reportable incidents include but not limited to aggressive or unusual behavior, attempted
suicide, choking, death, disease outbreak or occurrence, emergency restraint, emotional abuse,
fall, financial abuse, food poisoning, medication error, missing or wandering person, motor
vehicle injury, neglect, other injury, physical abuse, poisoning, service delivery problem,
sexual abuse, unexpected illness
Procedure:
The Child Care Licensing Regulation Section 55 requires a licensee to notify a child’s parent
or emergency contact and the medical health officer when a child is or may have been
involved in a reportable incident
How can incidents be reported?
An incident form must be fully completed. The completed form can be faxed, e-mailed or
hand delivered to your local community care licensing office. If faxed, it is not necessary to
send the original form.
Retain a copy of the incident report for your records.
Consideration:
Child care licensees have 24 hours to notify the medical health officer
Exceptions: None
Reference: Community Care Licensing Regulations Schedule H

86
Appendix 6. f
Communication Policy
Creative Adventures Daycare supports an “Open Door” Communication Policy with both staff
and clients.
Procedure:
1. Parents are welcome to drop in and observe the program at any time. If consultation with a
child care provider is desired, advanced notice is required in order to maintain child staff ratios
and safety of the children.
2. Telephone communications is always encouraged.
3. Parents can expect ongoing communication by email as well as bulletin announcements
4. Parents can expect daily communication with regards to
1. Their child’s progress
2. Program activities
3. Centre Operation
5. Parents can expect information regarding community resources to be available to them at
the centre.
6. Parents are asked to make themselves familiar with the Parent Handbook which states the
centre Policies and Procedures which apply to:
1. The care of the children
2. The program
3. The general operation of the Centre
7. Parents concerned with the care of their child, or any incidents at the centre are urged to
speak with the provider in a confidential setting as not to upset other children, and if not
satisfied talk to the manager then speak with the director.

87
Reference
http://babiesintuxedos.tumblr.com/
http://www.livestrong.com/article/152885-various-reasons-a-baby-may-wear-a-helmet/
http://www.123rf.com/photo_7271840_frightened-child-with-yellow-helmet-and-hammer-over-
a-white-background.html
http://financetriggers.com/are-you-financially-ready-to-have-a-baby-5-questions-to-ask-yourself/
http://www.labour.gov.bc.ca/
http://www5.hrsdc.gc.ca/NOC/English/NOC/2011/Welcome.aspx
https://www.interiorhealth.ca/YourEnvironment/ChildCareFacilities/Pages/default.aspx
http://www.dreamstime.com/stock-photo-little-girl-builder-yellow-helmet-screaming-
loudspeaker-image28750570
https://localwiki.org/bloomington-normal/Daycares_for_newborns
http://blogs.wsj.com/juggle/2011/01/05/the-lowly-child-care-worker/
http://www.thefancarpet.com/ActorGalleryPicture.aspx?mga_id=12557&a_id=1631
http://www.matthewjohndaycare.com/
http://www.sheknows.com/parenting/articles/1040219/the-real-cost-of-child-care

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