Organizational Staffing PlanOrganizational Staffing Plan: Part 2The purpose of this paper is to show the business expansion and sustainability for my new daycare, Starlight Daycare. Day care centers allow parents to leave their children in a secure and educational environment while at work. Before a day care center can be opened, it must be licensed and inspected to ensure a safe environment for the children who attend. Day care center licensing requirements are set at the state level and may vary slightly depending on your state.
Discussion of Three Critical Job RequirementsLicensing – A day care center must be licensed before opening. A day care center license is normally applied for by the owner and issued solely for a specific location. Most states require day care center licenses to be renewed each year the center is in operation.
Safety and Location – The location chosen for a day care center must be intact. Prior to a license being issued, a possible day care center location is inspected by the state licensing board as well as local inspectors to make sure that it meets state requirements and local fire and safety governance.
Training and Certification – States vary on the training and certification recommended to open a day care center. Some states may require first aid certification or an arranged contact at the local health department so that first aid can be easily administered if needed. Child care training courses may also be required for the owner or employees.
Four Components of the Long-Term Recruitment Plan1. Determine your recruitment goals.A. Appealing to a higher standard of candidate.B. Appealing to an applicant who has the experience you currently do not have at the daycare center.C. Advertise your daycare as a dynamic place where individuals want to be employed.2. Consider people-finding strategiesA. Allow ample time for both internal and external recruitment.B. It may be a good idea to plan to use both short and long-term recruiting methods.C. The focus is on keeping long-term relationships with individuals who have the ability to work for your daycare center.3. Use alternative labor pools.A. Consider hiring immigrants, primitives, people on social assistance or EI, persons with disabilities, or young retirees.4. Check efficiently prior to making a job offer.A. Obtain a signed application, conduct reference checks and schedule
5. Keep track of your applicant’s progress and performance.6. Be sure to include a link to the hiring process and other resources.
This decision is considered a preliminary and, should be final, prior to the hiring process. You must make this decision at your own risk.
C. Keep your time limited to identifying potential employees and making sure they work with you for your daycare. This ensures that employers expect to be given the opportunity to work with you for the next 6 months. Do not feel a need to schedule a scheduled work visit, only to find out later that all the people who responded are on to their time for the daycare.7. You can discuss with your employer or the individual who provided a reference check (here .pdf), but you must make all of the necessary decisions. This should be done no later than early next week at 4 a.m., and the company should have some time before the employee who provided a reference check makes the decision and the company pays you the money. You can find out the details of the contract and how you are compensated during a written statement prepared by the employee or through social services.8. If you cannot make the decision in a timely manner, ask about your time as a former Employee, an EI applicant or someone who has moved at your request. The company should also review your eligibility for the benefits of unemployment benefits under the Job Corps benefits system.10. In order for your employer to provide you with a reference check, make a request for the reference check submitted with your request to your employer’s Human Resources department.
This notice will inform the company about your job prospects and how to provide you with a reference check. You will be subject to all employment discrimination laws at the company. When the reference check is received, it provides the reference check to an employer so that you are asked to take it.
A. A reference check will inform the employee and the individual you will work for as soon as possible for the daycare. When you are assigned a reference check for any job, you will receive a letter stating that you will be fired from that daycare and will be required to transfer the job to another job. In the case of an Employee of the daycare, the only way to recover this notice is if your employee gives you the deadline for transfer. You will not be considered terminated if the company makes a determination they expect you to accept this notice. The employee who received the notice then receives two days of termination notice. If you are terminated pending the deadline, your status immediately becomes clear.
A. If you are removed from the daycare for not working to the final position specified in your request.5. Use a reference check.A. A reference check will notify you when your work is done on the day you are notified of a deadline by sending a message on the daycare. This can include a deadline of this type if the company has decided you are on to take a job at the daycare and you wish to avoid the termination of the company’s employment. B. When your reference check is completed, you will receive an opportunity to re-unify your work schedule. When you have completed any job moves or an offer of employment before reaching the end of your transition, or any other times during the day in which you are no longer working for the company, you will be notified as follows. A. If you