Recruitment Policy Document

Date: February 24, 2025

Purpose

1. Fast Chat Interview Pattern:

The initial interview will follow a structured format to efficiently gather essential information. The interviewer will begin by confirming the candidate’s name and contact phone number. Educational background will be explored, including the college attended, graduation date (as this date is important for verification), and ECE registration number. This number will be verified through the public registry.

The candidate’s work history will be reviewed, starting from their first position after college, with details requested for each role held. The reasons for leaving previous employment will be discussed (e.g., layoff, supply work, commute distance), and the interviewer will observe the candidate’s demeanour to assess the veracity of their responses.

The candidate’s current residence and transportation arrangements will be discussed to understand their commute to the childcare centre. The status of their vulnerable sector police check will be ascertained, including the date of the last application. Confirmation of CPR certification and immunization records (including two-step TB and MMIR) will be required. The candidate’s status in Canada will be confirmed, along with information regarding express entry points and their expiration date.

The interviewer will clarify whether the candidate is currently employed and their desired employment status (full-time or part-time). Availability for opening and closing shifts will be discussed. If the candidate indicates maternity leave, childcare arrangements will be explored, including potential interest in a spot at the centre. Salary expectations will be addressed.

Following this initial interview, a decision will be made regarding whether to proceed with a practical teaching demonstration. Candidates deemed suitable will be invited for a second interview or practical teaching session.

2. Practical Teaching Demonstration:

The practical teaching demonstration will allow candidates to showcase their skills. This in class observation time unpaid. Optional timings include 9am-12pm, or 2pm-5pm. Candidates will be asked about their expectations for the practical teaching session. The interviewer will observe their ability to manage transitions and their planned activities, including stories or songs. The demonstration will ideally take place in a stable classroom environment. The interviewer will be looking for candidates who are coachable, enthusiastic, trainable, and inquisitive, as well as presentable in terms of punctuality, manners, and appropriate attire. Ideal candidates have at least one year of full time experience not including their placements.

3. Probationary Period:

The probationary period is a time for new hires to learn, grow, and understand the Little Bloomers philosophy. Monthly performance reviews are mandatory during probation. If a candidate’s performance is not satisfactory, there is no benefit to extending the probationary period to the full three months. Training is considered essential, and current training patterns will be reviewed and improved. Supervisors are expected to actively support new staff through regular communication and guidance. A documented plan outlining how supervisors will encourage, motivate, and develop new hires into effective staff members is required. The probationary period may be extended up to six months in certain circumstances. Significant investment in training, encouragement, support, and motivation will be provided to new hires. (Fernanda will define the specific actions, timelines, and methods for implementing this support.)

4. Onboarding Process:

The onboarding process will be standardized across all three Little Bloomers sites. The current onboarding training presentation will be reviewed and updated. The process will include:

• Classroom orientation presentation.
• Review of policies and procedures
• Verification of educational credentials
• Vulnerable sector police check verification
• CPR and immunization check
• Offer letter issuance
• Policy handbook review/Employee handbook

A comprehensive company-wide onboarding plan is required. Online verification of credentials will be conducted through:

• College websites
• Ministry websites
• Reference checks

Little Bloomers Childcare Centre Employment Procedure and Policy Checklist

1. Fast Chat Interview Checklist:
2. Candidate’s name and contact phone number confirmed.
3. Educational background explored:
   1. College attended. 
   2. Graduation date.
   3. ECE registration number obtained and verified through public registry.
4. Work history reviewed (from first position after college):
   1. Details requested for each role.
   2. Reasons for leaving previous employment discussed and demeanor assessed.
5. Current residence and transportation arrangements discussed.
6. Vulnerable sector police check status ascertained:
   1. Date of last application.
7. CPR certification confirmed.
8. Immunization records confirmed (two-step TB and MMIR).
9. Candidate’s status in Canada confirmed.
10. Express entry points and expiration date (if applicable).
11. Current employment status clarified.
12. Desired employment status (full-time or part-time) clarified.
13. Availability for opening and closing shifts discussed.
14. Maternity leave plans discussed (if applicable):
    1. Childcare arrangements explored.
    2. Potential interest in a spot at the centre.
15. Salary expectations addressed.
16. Decision made regarding practical teaching demonstration.
17. Practical Teaching Demonstration Checklist:
18. Candidate’s expectations for the session discussed.
19. Ability to manage transitions observed.
20. Planned activities, including stories or songs, observed.
21. Demonstration conducted in a stable classroom environment (ideally).
22. Candidate assessed for:
    1. [ ] Coachability
    2. [ ] Enthusiasm
    3. [ ] Trainability
    4. [ ] Inquisitiveness
    5. [ ] Punctuality
    6. [ ] Manners
    7. [ ] Appropriate attire

3-. Probationary Period Checklist:

1. Monthly performance reviews conducted during probation.
2. Training patterns reviewed and improved.
3. Supervisor support plan documented:
4. Supervisors encourage, motivate, and develop new hires.
5. Specific actions, timelines, and methods
6. Probationary period potentially extended up to six months (if necessary).
7. Significant investment in training, encouragement, support, and motivation provided.

4. Onboarding Process Checklist:
5. Onboarding process includes:
   1. [ ] Offer letter issuance.
   2. [ ] Classroom orientation presentation.
   3. [ ] Review of policies and procedures binder.
   4. [ ] Verification of educational credentials.
   5. [ ] Vulnerable sector police check verification.
   6. [ ] CPR and immunization check.
   7. [ ] Employee handbook review.
6. Online verification of credentials conducted:
   1. [ ] College websites.
   2. [ ] Ministry websites.
   3. [ ] Reference checks.