Amberley O.S.H.C.

Children are our future, We are dedicated to their success!

8.21 Employee Retention

Amberley O.S.H.C recognises the importance of retaining quality employees who demonstrate ongoing commitment to their work with children and families and use professional standards to guide their practice.  The development and retention of quality employees ensures continuity and that the school age care program is responsive to the needs of children as individuals and in groups.

Relevant Laws and other Provisions

The laws and other provisions affecting this policy include:

  • Education and Care Services National Law Act, 2010 and Regulations 2011
  • Relevant Industrial Awards
  • NQS Area:  4.1; 4.2; 7.1.2, 7.1.3; 7.2.2; 7.3.1, 7.3.2, 7.3.5.
  • Policies: 1 – Role and Expectations of Educators, 8.3 – Recruitment and Employment of Educators, 8.4 – Educator Professional Development and Learning, 8.8 – Employee Performance Monitoring, Review and Management, 8.10 – Employee Orientation and Induction, 8.12 – Employee Qualifications – Monitoring Progress.

Procedures

Amberley O.S.H.C will develop clear policies and procedures in relation to employee vacancies to ensure key values, skills and attributes are identified when advertising vacancies.

Amberley O.S.H.C will ensure policies and procedures are developed and implemented in relation to employee orientation and induction with individual checklists completed to ensure all aspects of the employee’s job role are discussed.

Amberley O.S.H.C will develop clear policies and procedures in relation to employee performance reviews with identified strategies in place to manage ongoing learning and professional development.

Amberley O.S.H.C will develop exit interview strategies to ascertain reasons for staff turnover with the intention to develop strategies to promote job satisfaction for existing employees.

Amberley O.S.H.C will actively work towards supporting educators to develop professionally through:

  • Encouraging attendance at workshops;
  • Supporting networking opportunities;
  • Supporting higher education and qualification attainment;
  • Enabling ‘on the job’ development and learning through coaching, mentoring and effective leadership;
  • Providing regular opportunities for team members to come together and share thoughts and ideas enabling critically reflective practice.

Amberley O.S.H.C may provide benefits for employees who demonstrate an ongoing commitment to their role and use professional standards effectively to guide their practice through employee acknowledgement programs which may include:

  • Employee of the month;
  • Appreciation certificates;
  • Career advancement/promotion;
  • Staff fee discount;
  • Other rewards as deemed appropriate by management.

References and Resources

https://www.davidsoninstitute.edu.au/learning-centre/business/articles/developing-a-staff-retention-strategy

http://www.dixonappointments.com.au/-500862/staff-retention

Policy Updated May 2014, Reviewed 13 April 2015


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