September, 2011
STAFF MANUAL
....................... SAGE COTTAGE is incorporated as a
non-profit educational organization overseen by The Board of Directors and
operated under the direction of Sandra Sorensen and Cheri Host. Sage Cottage
offers high quality Montessori Play-based and Science education in a warm,
ordered, loving environment for infants through early childhood. Sage Cottage School accepts all children
without regard to ethnic origin, religion, etc.
The policies, programs, and rules of conduct set forth in this handbook
may be changed as circumstances warrant.
Staff will be notified of changes.
No part of this handbook may be interpreted as an employer/employee
contract.
Table of
Contents
Professional Attitude and Code of Ethics
Performance Evaluation Procedure
Office Manager Job Description
Teacher's Assistant Job
Description
Substitute Teacher Job
Description
Aide in
Training (AIT) Information Sheet
Infant
Classroom and Toddler Classroom
Transition
Classroom and Early Childhood Classroom
Conferences & Communication with Parents
Health, Sickness, and Medication
Snow Days - School
Cancellation
Student Admissions and Discharge
Schedule B - State Regulations for Licensed Child Care
Facilities
Schedule C - Staff Orientation Verification Form
Schedule D - Sage Cottage Career Lattice
Schedule E - Job
Evaluations & Development Plans
Administrative
Details
Emphasis must be placed on the fact that we are a team -- a family.
This manual is intended to define the culture of
Organizational Chart
Payroll, Leave & Benefits
New Hires
Employees are hired on a three-month
probationary period during which either party can terminate employment. An
employee will go through an orientation, at which time the Director will run
through the new employee orientation form (see Section C). Upon completion of the three-month
probationary period, an employee may be considered a regular employee of the
school year or continued on another probationary period. Regular employees are eligible for the
following benefits.
Paid time off
Paid leave is based upon a 40 hour work
week. For the first 5 years of
employment leave is accrued at 8-hours per month, after 5 years of employment
leave is accrued at 10-hours per month, After 10 years of employment leave is
accrued at 14-hours per month. Leave hours are accrued every two weeks and are prorated
based upon hours worked.
Substitute teachers do no accrue paid leave.
Accrued
leave is not paid if the employee terminates employment without sufficient (at
least 2-weeks) notice to the Director.
Leave Without Pay (LWOP)
LWOP is discouraged except in illness and
emergency situations. Our school is open
twelve months of the year with two significant breaks and multiple holidays
throughout. To minimize the disruptions to the classroom and the children it is
expected that under normal circumstances LWOP will not be used. Leave without pay must be approved by the
Director.
Holidays
Paid holidays include New Years, The 4th
of July, Columbus Day, and 3 floating holidays.
All other Sage Cottage closures are non-paid. (See Calendar in section
A) Holiday pay hours are accrued based on
average hours worked the month containing the holiday. The floating holidays may be taken for any
scheduled Sage Cottage closure.
Substitute teachers do not accrue paid leave.
Monthly set-up time
Each teacher may be paid for up to 4 hours of
classroom set-up time per month. Work time over the 4 hours is paid at minimum
wage.
Training and Development
Each teacher is expected to obtain 24 hours
of annual training and development as defined later in the handbook. Sage Cottage will provide opportunities to
meet this requirement.
Teachers are given 3 hours with pay during
the school year to observe another early
childhood school. Scheduling of
a substitute must be done in advance and notice must be given to the Director
prior to the observation.
Salaries
All teaching positions at Sage Cottage are
non-exempt (hourly pay rate)) positions.
The rates are determined based upon experience, performance, and value
to the school. The Director position is
exempt (annual pay rate).
Pay periods are 2 weeks, Saturday - Friday. Paychecks are distributed every two weeks on
the Thursday following the end of the pay period,
Health Insurance
Insurance options are provided to full-time
(30+ hours/week) employees should they choose to take advantage of the offering
and agree to pay a portion of the cost.
Retirement
Sage Cottage provides a Simple IRA program,
available to employees with at least one year of continual service at Sage
Cottage. This program is pre-tax savings
and includes monthly employer contributions.
Employees may also elect to contribute to the plan.
Professional Attitude and Code of Ethics
Standards
of ethical behavior in early childhood care and education are based on
commitment to core values that are deeply rooted in the history of our
field. We have committed ourselves to:
·
Appreciating
childhood as a unique and valuable stage of the human life cycle
·
Basing
our work with children on knowledge of child development
·
Appreciating
and supporting the close ties between child and family
·
Recognizing
that children are best understood and supported in the context of family,
culture, community and society
·
Respecting
the dignity, worth and uniqueness of each individual (child, family member and
colleague)
·
Helping
children and adults achieve their full potential in the context of
relationships that are based on trust, respect, and positive regard
A
teacher is entitled to his/her private life while not at school. However, a
teacher must maintain a manner of conduct that does not negatively impact Sage
Cottage’s integrity or reputation or his/her ability to perform his/her
job. If a teacher uses alcohol to excess
or drugs and the teacher’s ability at school is affected, it becomes a
problem with which the school must be concerned. A teacher will be sent home without pay if
there is evidence of substance abuse or for any other reason that prevents
him/her from performing assigned duties and protecting the children’s
safety. If substance abuse continues
after being sent home, this is grounds for dismissal.
Stealing
is a serious matter at Sage Cottage.
Stealing is defined as misuse, borrowing, or taking of anything that is
the property of the school or children at school. Theft of any kind is prohibited. Examples of stealing are: Taking of school
supplies for personal use, taking food from a child’s lunch, willfully
misusing the time clock or not clocking out during non-paid breaks, making long
distance phone calls on the school’s account, copying personal matter on
the school’s copier, etc. An employee caught in an act of theft will be
dismissed.
Reliability
and promptness are important characteristics of a teacher. Children depend upon the staff to be there
consistently and on time. Excessive, habitual and unauthorized absence and
tardiness are disruptive to the care of the children and create a burden on
other staff members. Every staff member
has a defined schedule and is expected to maintain it. There are circumstances such as illness and
emergencies that warrant the teacher’s absence. Under these circumstances, it is the
employee’s responsibility to notify the Director who will secure a
substitute from the approved list. It is not acceptable to leave a phone
message for someone to discover later in the day. Make contact with the Director prior to the
start of your shift. If tardiness or
attendance becomes regular in a staff member’s performance, it will be
addressed with the employee and a change will be expected immediately. Should the identified change in behavior not
happen, this is grounds for dismissal.
A
teacher may resign her position at any time from
School
affairs MUST NOT be discussed with clients (parents) of the school, nor should
personal family information be discussed with personnel of the school. This is
grounds for dismissal. This information is confidential and should only be
discussed with the appropriate person involved. Never discuss a child’s progress in
front of the child when talking to staff or parents. It is contrary to the interest of the school
and the children we serve to give out information regarding children, parents,
or staff. Such information should be
held in strict confidence and should not be discussed with anyone outside of
the school. Inside the school, such information should be discussed only when
it will benefit the care we offer the children and the parent. Refer any inquiries on children, their
performance, and parents to the Director. The following are considered
confidential school affairs.
1)
Teacher’s salaries, schedules, work expectations, and working conditions.
2)
Student progress, ability, emotional development, or any area of concern
related to school, home, and family.
3)
School related decisions regarding staff, children, and school. These issues are not to be discussed outside
the school until the Executive Director or Board makes a public announcement.
When a
group of people are working together, it is necessary to have common rules of
conduct so that the actions of one individual will not be detrimental to other
staff persons or the children. The
purpose of these rules is to define and protect the rights of all who work
here, and to assure that all staff work under the same conditions. In addition
to other matters discussed earlier in this chapter, RULES INCURRING IMMEDIATE DISCHARGE ARE:
1
Striking
or abusing a child (emotionally or physically), endangering the life of a
child, humiliating a child, or withholding food from a child as punishment.
2
Any act,
willful or otherwise, that jeopardizes the physical and emotional well being of
a child.
3
Leaving
a child unattended or a group of children out of child/staff ratio (phone calls
are a particular circumstance creating this type of situation).
4
Abuse or
inconsiderate treatment of staff or visitors.
5
Unauthorized
removal or use of school property.
6
Unauthorized
removal/misuse of records or unauthorized divulgence of parents, children, or
school confidential information.
7
Misrepresentation
of qualifications or credentials.
8
Refusal
to perform assigned work or follow instructions (insubordination).
9
Gross
carelessness or negligence.
10 Willful destruction of property.
11 Sleeping during working hours.
12 Coercing or inciting others to limit work
performance or engage in any practice in violation of school rules.
13 Unauthorized phone (including texting) use
while with the children.
Sage
Cottage is a professional workplace and it is expected that employees’
behavior will reflect this. The
following commonsense rules of behavior will minimize hurt feelings,
disagreements, and disruptions to our valued children:
1. Do not talk behind someone’s back. If you have an issue with someone, be courageous
and discuss it with that individual in a polite but honest manner. If the complaint cannot be resolved through
informal dialog, the employee should document the problem and bring it to the
attention of his/her supervisor.
2. If the employee does not feel a resolution
has been reached the problem should be documented and a meeting scheduled with
the Director.
3. There is no job at Sage Cottage that is below
another; treat everyone with respect.
Disrespect will drive away people and destroy the unity we are trying to
achieve and foster for a fertile learning environment.
4. If there is ever a question of character of
another staff member, notify your supervisor immediately.
5. Put your positive attitudes into the school
and bring negative aspects to the Director.
Positive attitudes transmit positive feeling to the children, parents,
and staff members. NEGATIVE ATTITUDES
DETERIORATE WORKING RELATIONSHIPS AND ARE PICKED UP BY THE CHILDREN.
Dress Code & Appearance
The school staff will maintain a professional
appearance. It is expected that
employees will wear comfortable, neat and clean clothing. Clothing shall be in good
condition and not have holes or tears in them.
Tops and tank tops must have straps measuring at least one inch –
no spaghetti straps. Please wear
appropriate undergarments. Shorts are
permissible during the warmer months, but they must be fashioned in good taste
– no short shorts or cut-offs. Sandals are acceptable in the summer as long
as they do not impede movement in an emergency.
Your midriff, chest and lower back are to be covered
at all times. This means that any shirt
you wear must cover you completely (especially when you are wearing low riding
pants). A good way to test this is to
stand in front of the mirror in the morning, raise your hands as far as they
will go over your head. If any part of
your stomach or back is showing, your shirt is too short or your pants are too
low.
Inappropriate clothing, personal hygiene, or general appearance
is grounds for excusing a staff member from class to make the correction. We
are models for the children as well as professionals to the parents and we must
have our appearances reflect it!
Harassment Policy
Any employee who believes he or she is being discriminated against or harassed based on any of the grounds stated above should report it immediately to his or her direct supervisor or the director. This should be followed up with a written report from the complainant. The Sage Cottage Executive Director or Board will investigate the complaint (which may include outside professional involvement), make a written determination of its conclusion and when appropriate, prepare a plan of action to correct the problem and prevent reoccurrence. The Executive Director of Sage Cottage shall inform the complaining employee of its determination. CYFD will also be informed of the incident.
Under no circumstances will an employee be penalized for reporting what the employee believes in good faith to be harassment under this policy. If you believe that you are being retaliated against for bringing a complaint of harassment or discrimination, you should report such conduct immediately to your direct supervisor or the director of Sage Cottage. Any supervisor or director who retaliates against an employee for making a complaint shall be subject to disciplinary action up to and including termination.
Performance Evaluation Procedure
The Director and employee will get together on an annual basis to review the employee’s performance and discuss a development plan. The appropriate evaluation form found in Section E of this manual will be used as a guide. An employee may be evaluated sooner if a new employee is being evaluated after 90 days, due to behavior, or if the employee requests it.
During the school year, employees will be monitored for exemplary work as well as problems. The career lattice for moving from one job position to another can be found in Section D of this Manual.
Criteria for a successful employee evaluation include, but are not limited to:
On time attendance
Following
Maintaining a positive, professional attitude
Following Sage Cottage guidelines and Sage Cottage Job
Descriptions
Teaming and getting along with other Sage Cottage staff
Putting the needs and safety of the children FIRST
General
Work
time is for work. Any conduct that
interferes with the work time of a staff person is not acceptable. Personal phone calls and visitors are
distractions and are discouraged during school hours. Also, staff is not permitted to leave work or
do personal business (i.e. running personal errands, making or receiving
personal phone calls that are not emergencies, tardiness returning from lunch)
during paid work hours without consulting the Director.
Smoking
is strongly discouraged. If an employee
must smoke, it is to be done outside of work hours and clothing and person
should not smell of smoke.
The
school telephone is for business purposes.
Excessive use of the school phone for personal business is not
acceptable. Personal phones shall be kept in ones car or in the “phone
parking lot” in the kitchen. Phones shall not be used while you are on
the playground or while you are responsible for children in the classroom. In general, the school office will take
messages on all personal phone calls unless there is an emergency or a family
member needs to speak to you.
Staff
is permitted to have drinks in the classroom but they must be in an appropriate
container and kept out of reach of children.
The
school maintains a personnel file on each of its employees. Each employee file
will have at minimum the following:
1) Application for employment.
2) Employment History and References Staff
Records - The school uses this form to verify employment for the past three
years and check character references.
3) Criminal fingerprint verification
letter. If a new investigation is
required, the
4) Documentation of training taken. Obtain 24 hours of training annually. The
State of
5) Child Abuse Statement.
6) Teacher emergency information form.
7) W-4 form.
8) I-9 Form.
9) NM New Hires reporting form.
10) Copy of HS Diploma and if applicable, College
transcripts, diploma, and certifications
Job Descriptions
Director
Job Description
Summary of
Job: The Sage Cottage Director must be
professionally prepared and adept as a leader of the early childhood program
and administrator of the school. The Director shall be experienced in the
fields of early childhood development, Montessori education, school
administration and small business management; and must be a sensitive, loving,
mature individual who is able to relate well with children, staff, and parents. The Director works closely with the Office Manager
to ensure all duties are accomplished.
Requirements: Must have proven experience
leading and managing an Early Childhood program.
Should have an Early Childhood degree, Montessori Certification,
CDA, or equivalent, and must maintain the annual state continuing education
requirements.
Work Schedule: As determined by children’s schedules and Executive
Director
Major Duties: Major
duties include, but are not limited to:
Personnel
- Be diligent and proactive in the recruitment of new
staff.
- Maintain a list of qualified and available substitute
teachers.
- Keep employee files complete and current.
o
Check
and document employment for previous 3 years for new employees.
o
Ensure
new employees have completed a W-4 form and examine credentials.
o
Ensure
the Child Abuse form is signed and dated prior to a new employee having contact
with children
o
Make
sure employee has completed and signed an application for employment.
o
Confirm
completion of Emergency Form.
o
Place
a copy of employee’s job description (excerpted from this handbook) in
the file.
o
Place
the employee’s current work schedule in the file.
- Follow school’s 90-day probation period with new
employees.
- File criminal background check fingerprint cards with
Department of Public Safety.
- File NM
New Hire reports.
- Perform
an orientation with each employee before they start in the classroom.
- Review and approve employee hours from time clock
system prior to paychecks being issued for payroll periods.
- Serve as agent to the NM Department of Labor regarding
unemployment issues.
- Respond
to claims for unemployment.
- Serve as agent for NM Workman’s compensation
insurance.
o
If
an accident occurs on the job, file a report with Workman’s compensation
insurance company.
- Collaborate with Board on the annual raises, changes to
salary and rate schedules.
- Report to the Board issues that require action or
assistance.
- Promote an internal organization that permits
effective communication.
Teacher/Staff Relations
- Maintain personal contact with employees to foster
good relations and communications, promote high morale, and identify
personnel problems as early as possible.
- Establish daily staffing schedules that include breaks
and planning time and minimize overtime.
- Ensure teacher/child ratios are in compliance with
State regulations.
- Perform annual performance review and development
planning with each employee.
- Promote
a safe/accident-free work culture through staff training and
policies/procedures.
o
Arrange
for an annual CPR/First Aid training.
o
Arrange
for appropriate staff trainings and workshops, and conferences.
- Schedule
and lead monthly staff meetings, and ensure Lead Teachers schedule and
hold monthly LT meetings.
Parent Relations
- Implement enrollment during March of each year for the
new year beginning September 1. Coordinate
enrollment and maintain a waitlist to optimally fill all classes
throughout the entire year.
- Provide school program information and school tours to
prospective clients and visitors.
- Ensure new clients are given a warm welcome and
provided a school orientation.
- Work with Lead Teachers to schedule, plan, and
implement parent/teacher conferences at least 2 times per year (Fall and Spring).
- Serve as
coordinator for special conferences related to behavior issues.
- Gather
input from staff and publish the Newsletter by the first week of each
month.
- Schedule
and coordinate special Parent and Family school events. (e.g. Open House/Parent Orientation,
Family Nights,
Operations
- Hold general operating responsibility for the
safety and well being of all students and staff. Safety is a priority.
- Maintain an aesthetically attractive environment.
- Print and distribute student sign-in sheets on a
weekly basis.
- Keep children’s schedules current in the Sage
Cottage database and provide input to billing.
- Renew
- Renew
licenses of Sage Cottage 60 days before expiration.
- Issue & account for keys (keys are stamped and
numbered).
- Maintain compliance with CYFD (State Licensing)
regulations and report reportable matters to CYFD.
- Support
the annual inspection of Sage Cottage.
- Support
audits and investigations.
- Train and supervise teachers and children in the
execution of fire drills.
- Hold
fire drills at least once each month.
- Arrange
for annual fire inspection.
- Implement and follow policies and procedures in staff
manual.
- Keep the Board informed of school matters, issues, and
problems.
- Understand and exhibit a professional manner and
appearance.
- Always document anything that concerns you. This will protect the Director and the
school.
- Report to the Board, physical deficiencies and
improvements of the grounds that need to be made to maintain desired
standards of appearance, safety and adequacy.
- Coordinate regular facility maintenance. (e.g. sprinkler
system, swamp coolers, heaters, pest control,…)
Financial
- Maintain purchases within a monthly budget. Contact Board for Capital purchases >
$5,000.
- Input expenditures and receipts to the financial
database.
- Issue biweekly employee paychecks.
- Work with Board to develop an annual budget.
- Work with Accountants to develop annual financials and
tax returns.
- Ensure bills are paid on-time.
- Issue monthly statements to parents and collect
tuition and fees.
Programs
- Ensure that the environments and materials are changed
out at least monthly.
- Ensure that curriculum schedules are developed, posted
and followed.
- Work with Teachers to design and continually improve
student programs and services.
- Encourage and help coordinate field trips. Ensure that authorization forms are
signed and returned by each parent prior to student participation in the
field trip.
Child Protection
- Ensure that the discipline policies of the school are
being followed.
- Inform
the Board of all situations and circumstances that pertain to the well being
of children in the care of the school.
This includes any suspicion of physical or sexual abuse. Contact
CYFD to report even a suspicion of child abuse.
- Be aware of all unusual or suspicious situations with
the children at the school. Insure
that such situations are documented in the child’s file and it is
indicated that the child is under observation by the staff.
- Ensure that the staff is following the
accident/incident reporting and documentation procedures of the school.
- Serve as a resource and provide support for the
staff. Answer questions teachers
might have about their classroom, philosophy, behaviorally challenging
children, etc.
Record
Keeping
- Assure that parents are signing their children in and
out accurately. Keep student files
current, including immunization records and transportation authorization.
- Keep accurate records of problems or concerns in the
child’s file, including physical or sexual abuse, and all troubling
situations. Accident reports and
medication authorization forms must be kept as part of the child’s
permanent record in the office.
- Ensure
accident reports, incident reports, medication forms, and other paperwork
are being completed.
- Keep an organized notebook of daily events and a
record of operations.
- Maintain the school financial database and employee
time clock data
Health and Medical
- Inform parents when a child in the school has
contracted a contagious illness such as chicken pox, mumps, measles, etc.
- Contact parents when a child appears to have an
illness and needs to be picked up.
Work Habits
·
Have a cheerful, positive, and professional attitude. Set the example!
·
Assume responsibility for the school.
·
Be on time to work and other Sage Cottage events.
·
Follow Sage Cottage policies and procedures.
Work Environment
·
Salary As
determined by the Executive Director
·
Paid
Personal Leave, Holidays 10
days paid leave per year, all Federal
Holidays
·
Health
Insurance Medical and Dental offered
·
Working
Hours As
scheduled
·
Overtime/Compensatory
Time None – Salaried
position
Training Requirements
·
At the minimum, must maintain CYFD continuing education
requirements for a center director position.
Continuing education courses, conferences, and self-study are strongly
encouraged.
Office
Manager Job Description
Summary of
Job: The Sage Cottage Office Manager must be
professionally prepared and adept to manage the daily operations of the school.
The Office Manager shall work closely with the Site Director and Executive
Director in keeping the school running smoothly, and must be a sensitive,
loving, mature individual who is able to relate well with children, staff, and
parents.
Requirements: Must have a High School diploma
or GED and have completed “The 45 hour entry level class” or be
willing and able to complete the class within 6 months. Must be proficient in
working with a computer. An Early Childhood degree or Montessori
Certification is highly desired. Must maintain the annual state continuing education requirements.
Work Schedule: As determined by the Site Director and Executive Director
Major Duties: Major
duties include, but are not limited to:
Personnel
- Maintain a list of qualified and available substitute
teachers.
- Keep employee files complete and current.
o
Check
and document employment for previous 3 years for new employees.
o
Ensure
new employees have completed a W-4 form and examine credentials.
o
Ensure
the Child Abuse form is signed and dated prior to a new employee having contact
with children
o
Make
sure employee has completed and signed an application for employment.
o
Confirm
completion of Emergency Form.
o
Place
a copy of employee’s job description (excerpted from this handbook) in
the file.
o
Place
the employee’s current work schedule in the file.
- File criminal background check fingerprint cards with
Department of Public Safety.
- File NM
New Hire reports.
- Perform
an orientation with each employee before they start in the classroom.
- Review and approve employee hours from time clock
system prior to paychecks being issued for payroll periods.
- Serve as agent for NM Workman’s compensation
insurance.
o
If
an accident occurs on the job, file a report with Workman’s compensation
insurance company.
- Promote an internal organization that permits
effective communication.
Teacher/Staff Relations
- Maintain personal contact with employees to foster
good relations and communications, promote high morale, and identify
personnel problems as early as possible.
- Establish daily staffing schedules that include breaks
and planning time and minimize overtime.
- Ensure teacher/child ratios are in compliance with
State regulations.
- Promote
a safe/accident-free work culture through staff training and
policies/procedures.
o
Arrange
for an annual CPR/First Aid training.
o
Arrange
for appropriate staff trainings and workshops, and conferences.
- Schedule
monthly staff meetings, and ensure Lead Teachers schedule and hold monthly
LT meetings.
Parent Relations
- Implement enrollment during March of each year for the
new year beginning September 1. Coordinate
enrollment and maintain a waitlist to optimally fill all classes
throughout the entire year.
- Provide school program information and school tours to
prospective clients and visitors.
- Ensure new clients are given a warm welcome and
provided a school orientation.
- Gather
input from staff and publish the Newsletter by the first week of each
month.
- Help
Schedule and coordinate special Parent and Family school events. (e.g. Open House/Parent Orientation,
Family Nights,
Operations
- Maintain an aesthetically attractive environment.
- Print and distribute student sign-in sheets on a weekly
basis.
- Keep children’s schedules current in the Sage
Cottage database.
- Renew County Business license annually.
- Renew
licenses of Sage Cottage 60 days before expiration.
- Issue & account for keys (keys are stamped and
numbered).
- Maintain compliance with CYFD (State Licensing)
regulations and report reportable matters to CYFD.
- Support
the annual inspection of Sage Cottage.
- Support
audits and investigations.
- Hold
fire drills at least once each month.
- Arrange
for annual fire inspection.
- Implement and follow policies and procedures in staff
manual.
- Understand and exhibit a professional manner and
appearance.
- Always document anything that concerns you. This will protect the Director and the
school.
- Coordinate regular facility maintenance. (e.g. sprinkler
system, swamp coolers, heaters, pest control,…)
Financial
- Input expenditures and receipts to the financial
database.
- Ensure bills are paid on-time.
- Issue monthly statements to parents and collect
tuition and fees.
Programs
- Encourage and help coordinate field trips. Ensure that authorization forms are
signed and returned by each parent prior to student participation in the
field trip.
Child Protection
- Ensure that the discipline policies of the school are
being followed.
- Be aware of all unusual or suspicious situations with
the children at the school. Insure
that such situations are documented in the child’s file and it is
indicated that the child is under observation by the staff.
- Ensure that the staff is following the
accident/incident reporting and documentation procedures of the school.
- Serve as a resource and provide
support for the staff.
Record
Keeping
- Assure that parents are signing their children in and
out accurately. Keep student files
current, including immunization records and transportation authorization.
- Keep accurate records of problems or concerns in the
child’s file, including physical or sexual abuse, and all troubling
situations. Accident reports and
medication authorization forms must be kept as part of the child’s
permanent record in the office.
- Ensure
accident reports, incident reports, medication forms, and other paperwork
are being completed.
- Maintain the school financial database and employee
time clock data
Health and Medical
- Inform parents when a child in the school has
contracted a contagious illness such as chicken pox, mumps, measles, etc.
- Contact parents when a child appears to have an
illness and needs to be picked up.
Work Habits
·
Have a cheerful, positive, and professional attitude. Set the example!
·
Assume responsibility for the school.
·
Be on time to work and other Sage Cottage events.
·
Follow Sage Cottage policies and procedures.
Work Environment
·
Salary As
determined by the Executive Director
·
Paid
Personal Leave, Holidays Listed
in Staff Handbook
·
Health
Insurance Medical and Dental offered
·
Working
Hours As
scheduled
·
Overtime/Compensatory
Time 1.5 times salary over
40 hours/week
Training Requirements
·
At the minimum, must maintain CYFD continuing education
requirements for a center director position.
Continuing education courses, conferences, and self-study are strongly
encouraged.
Lead
Teacher Job Description
Summary of Job: A Sage Cottage Teacher must be professionally prepared and adept
as a teacher of young children. The Teacher shall be experienced in the fields
of Early Childhood Development and Montessori education, and must be a
sensitive, loving, mature individual who is able to relate well with both
children and adults.
Requirements: Must have a High School diploma or GED and have
completed “The 45 hour entry level class” or be willing and able to
complete the class within 6 months. An
Early Childhood degree or Montessori Certification is highly desired. Must maintain the annual
state continuing education requirements.
Work Schedule: As determined by
children’s schedules, Director, Office Manager, Teacher, and posted on
the daily work schedule list.
Major Duties: Major
duties include, but are not limited to:
Curriculum
·
Plan, supervise and implement the daily program,
gearing it to the needs of the individual child with concerns for his/her interests,
disabilities, special talents and individual style and pace of learning.
·
Give children a variety of learning experiences.
·
Develop appropriate lesson plans.
·
Keep skills up to date by reading journal articles and books and
attending classes and conferences on practices and theory on early childhood
education.
Children
·
Treat
each child with dignity and respect.
·
Help
each child develop self-worth and a good self-image.
·
Manage
the classroom atmosphere and dynamics.
·
Provide
many opportunities for children to communicate.
·
Maintain
the confidence of the school concerning matters of child relationships.
Environment
·
Manage
the classroom to include maintaining a calm, inviting, supportive environment
for the children and visitors.
·
Care
for and maintain classroom materials
·
Regularly
(at least monthly) rotate and change out classroom materials.
·
Keep the room clean and empty the trashcans each night. Take
laundry to kitchen after afternoon snack.
·
Clean up after snacks,
lunches, and crafts.
·
Care for and feed classroom plants and animals
Parents
·
Encourage
parents to observe and participate in the program.
·
Communicate
regularly with parents.
·
Hold
parent conferences at least 2 times each year.
·
Team
with parents in the education and guidance of their children.
Staff
·
Work
with and communicate appropriately with the entire staff to develop a smooth
educational process and experience for the children.
·
Team
with and mentor Teaching Assistants.
·
Participate
in staff meetings, training programs and other Sage Cottage activities.
·
Refrain
from gossip and keep sensitive matters in confidence.
Health and Safety
·
Ensure for the safety of the children at all times.
·
Inform the Director of any unusual or suspicious situation with
any Sage Cottage student, including suspected physical, sexual, or emotional
abuse.
·
Maintain child-teacher ratios at all times.
·
Follow the Sage Cottage and State safety rules.
·
Be active in identifying and mitigating day-to-day safety issues.
Work Habits
·
Have a cheerful and positive attitude.
·
Assume responsibility for the classroom and the school.
·
Be on time to work and other Sage Cottage events.
·
Follow Sage Cottage policies and procedures.
·
Actively participate in monthly Lead Teacher meetings.
·
Attend all required staff meetings.
Work Environment
·
Salary
As determined by the Directors
·
Paid
Personal Leave,
·
Health
Insurance Medical and Dental offered
·
Working
Hours
As scheduled
·
Overtime/Compensatory
Time 1.5 times salary
over 40 hours/week
Record
Keeping
·
Maintain an ongoing portfolio for each child which
includes written observations, pictures, and developmental checklists.
·
Maintain daily attendance records for the class.
Training Requirements
·
At the minimum, must maintain CYFD continuing education
requirements. Continuing education
courses, conferences, and self-study are strongly encouraged.
Teacher's Assistant Job Description
Summary of
Job: A Sage Cottage Teaching
Assistant must be adept as a teacher of young children. The Teaching Assistant
must be a sensitive, loving, mature individual who is able to relate well with
both children and adults.
Requirements: Must have a High School
diploma or GED and have completed “The 45 hour entry level class”
or be willing and able to complete the class within 6 months. Must maintain the annual
state continuing education requirements.
Work Schedule: As determined by
children’s schedules, Director, Office Manager, Teacher, and posted on
the daily work schedule list.
Major Duties: Major
duties include, but are not limited to:
Curriculum
·
Implement the daily program, gearing it to the needs
of the individual child with concerns
for his/her interests, disabilities, special talents and individual style and
pace of learning.
·
Give children a variety of learning experiences.
·&nbs