CHC50113 Leadership: Leading Wintergrove Education & Care Service

This report provides a comprehensive analysis of leadership practices within Wintergrove Education and Care Service, focusing on compliance, team management, and professional development as part of the CHC50113 Diploma of Early Childhood Education and Care. It includes a statement of philosophy, management structure, staffing requirements, and educator rosters. The report details the role of the Nominated Supervisor in recruitment, induction, and performance review processes, emphasizing adherence to national regulations and quality standards. Furthermore, it addresses strategies for maximizing work performance, including training, workload management, and addressing specific needs of children, along with setting work goals and providing training opportunities. This document contributed by a student is available on Desklib, a platform offering a range of study tools, past papers, and solved assignments for students.

Running head: LEADERSHIP CLUSTER
LEADERSHIP CLUSTER
Name of the Student
Name of the university
Author’s note

1LEADERSHIP CLUSTER
Part 1
Statement of philosophy
I ensure that the center provides a developmentally based education to the children by
developing a caring, respectful and responsive relationship with the children by partnering with
the families for supporting the growth and development of child. The center will provide the
services by providing a dynamic teamwork and collaboration between the management team of
winter grove Education and Care Service (WECS). The management will ensure that children
learns about sustainability of the environment and our service will also reflect renewal and the
care of the environment. We strongly believe, that parental involvement and family values
influences the growth and development of the child, hence our service will collaboratively work
with the families, for the sustainability of the environment and a comprehensive development of
the children.
Management structure
Lines of accountability

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Comm
unication structure
Chairperson
secratary
Nominated
supervisor
Educational
leader
Educators
Administrative
officer
Ancillary staffs
Health
manager
cooks Nurses &
caregivers
Treasurer
Educators Educational leaders Chairman
Parents Educators
Administrative
officer
Secretary Chairman

3LEADERSHIP CLUSTER
Educators
 No. of educators required- At least 10 teachers are required
 Ratio of educators to children- 1:4- 0-2 years
1:7- 2-3 years
1:8-3-5 years
Room 1- 0-2 years – 8 children – 2 educators
Room 2- 0-2 years – 8 children – 2 educators
Room 3- 2-3 years- 20 children- (1:7) - 3 educators
Room 4- 3-5 years- 24 children-3 educators
 Qualifications of educators in each room and overall in the service- The educator would
be of qualification level certificate III (advanced Certificate Course, Montessori education).
have completed the equivalent of at least one year of full time study in a diploma from any
Cook Health manager Nominated
supervisor
Secretary

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Australian registered training organization or the accredited higher education provider
(ACECQA 2017).
 All the board of members should have early childhood education experience usually
necessary. The nominated supervisors should have a Diploma of Early Childhood Education
and Care or equivalent.
 Ancillary staffs – The support staffs should have Certificate III in Children's Services or
Education Support, should have completed a full day responding to Abuse and Neglect -
education and care training. The cooks should hold a certificate in food handling and hygiene
and a certificate in food nutrition approved by RTO (South Australia, Department for
Education 2017). They should have enough knowledge about the current safety skills and
knowledge of current food safety and hygiene practices.
Roster
Monday Tuesday Wednesday Thursday Friday
Room 1 Michelle
(Dip) 6.30 –
2.30
Jenny (Cert
III)
Jane (Cert
III)- 6.30 –
2.30
Joseph (Dip)
first Aid
Michelle
(Dip) 6.30 –
2.30
Jenny (Cert
Maria- (Cert
III)- 6.30-
2.30
Jane (Cert
III)- 6.30 –
2.30
Joseph (Dip)
first Aid

5LEADERSHIP CLUSTER
8.30 – 4.30
Stacey (Cert
III)
10.30 – 6.30
training )-
8.30 – 4.30
Ron (dip)
10.30 – 6.30
III)
8.30 – 4.30
Stacey (Cert
III)
10.30 – 6.30
Elisa (Dip)-
8.30 – 4.30
Susan (cer
III)
10.30 – 6.30
training )-
8.30 – 4.30
Ron (dip)
10.30 – 6.30
Room 2 Jane (Cert
III)- 6.30 –
2.30
Joseph (Dip)
first Aid
training )-
8.30 – 4.30
Michelle
(Dip) 6.30 –
2.30
Jenny (Cert
III)
8.30 – 4.30
Stacey (Cert
III)
10.30 – 6.30
Maria- (Cert
III)- 6.30-2.30
Elisa (Dip)-
(first aid
training)
8.30 – 4.30
Susan (cer
III)
10.30 – 6.30
Cathy (Dip)-
6.30-2.30
Cathleen
(Cer III)- 8.30
– 4.30
Ronita (Dip)
10.30 – 6.30
Elizabeth
(Cer III), 6.30
– 2.30
Rose (Dip)
(first aid
training)-
8.30 – 4.30
Room 3 Elizabeth
(Cer III), 6.30
– 2.30
Cathy (Dip)-
6.30-2.30
Cathleen
Elizabeth
(Cer III), 6.30
– 2.30
Jane (Cert
III)- 6.30 –
2.30
Joseph (Dip)
Maria- (Cert
III)- 6.30-
2.30

6LEADERSHIP CLUSTER
Rose (Dip)
(first aid
training)-
8.30 – 4.30
(Cer III)- 8.30
– 4.30
Ronita (Dip)
10.30 – 6.30
Rose (Dip)
(first aid
training)-
8.30 – 4.30
first Aid
training )-
8.30 – 4.30
Suzy (Dip)-
10.30 – 6.30
Elisa (Dip)-
8.30 – 4.30
Susan (cer
III)
10.30 – 6.30
Room 4 Maria- (Cert
III)- 6.30-
2.30
Elisa (Dip)-
8.30 – 4.30
Susan (cer
III)
10.30 – 6.30
Jane (Cert
III)- 6.30 –
2.30
Joseph (Dip)
first Aid
training )-
8.30 – 4.30
Cathy (Dip)-
6.30-2.30
Cathleen (Cer
III)- 8.30 –
4.30
Ronita (Dip)
10.30 – 6.30
Michelle
(Dip) 6.30 –
2.30
Jenny (Cert
III)
8.30 – 4.30
Stacey (Cert
III)
10.30 – 6.30
Cathy (Dip)-
6.30-2.30
Cathleen
(Cer III)- 8.30
– 4.30
Ronita (Dip)
10.30 – 6.30

7LEADERSHIP CLUSTER

8LEADERSHIP CLUSTER
Part 2
Recruit
Role of the Nominated Supervisor (NS) in the recruitment process
Initially, the supervisor will have to identify the vacancy and the evaluate the needs. A position
description has to be developed. A recruitment plan has to be devpost a job description about the
early childhood education as per the National regulations. After the interview, the applicants
have to be reviewed and a short list has to be developed. Interview has to be conducted within a
specific time frame.
While recruiting the staffs, a supervisor would first see whether the support staffs and the
educators have an understanding of the child development and have previous knowledge in early
childhood education. It is necessary to ensure that the staffs are warm, loving and possess a
matured and positive attitude towards life and interpersonal relationships. Before recruiting the
supporting staffs, it is necessary to check that the person has an approved diploma level
qualification (Martin, Buelow and Hoffman 2016). The educator would have completed the
equivalent of at least one year of full time study in a diploma or degree course or hold an
approved certificate III level qualification and has one year of experience working with children
below pre-school age.
Furthermore, it is also necessary to screen the participants for any criminal records or
whether the interviewee is under any lawsuit. A relevant criminal record check has to be done, a
check of the relevant Apprehended Violence Orders (AVO’s), a relevant check of any previous
relevant employment proceedings, an assessment of any risk if a relevant record is found. After

9LEADERSHIP CLUSTER
the interview has been conducted, the committee will meet to discuss the interviewees. The best
candidate will be chosen for the selection procedure. Reference checks has to be made such as
online applicant reference checking, phone reference checks. The final step involves the
finalization of the recruitment.
Induction and the orientation procedure
Orientation of the new educators
 Introduction of the educator to all the management members and the staff members
 Informing the educator about the statement of philosophy and the goals, codes of
professional conduct and about the center’s policies (Harwood et al. 2015)
 Education about the facilities or the layout of the day care center
 Information about the occupation health and safety
 Payroll ( wages and conditions, awards , deductions, bank transfer , tax forms)
 Questions (whom to ask , how to ask , confidentiality)/
Inductions of the educators
 During an induction period, the educators would be provided with a Fair work information
statement, in compliance with the fair work Ombudsman.
 All the educators will be allocated with enough time for clarifying any questions and an
educators handbook would be given

10LEADERSHIP CLUSTER
 At least one day should be given to the educator to understand and observe the routines, read
information and become familiar with the child care center (Martin, Buelow and Hoffman
2016).
 After a two weeks period, time should be allocate for the conduction of a follow up meeting
with the director of the center for discussing any issue with the director related to the daily
routine, functions of the childhood educational center, administration and the roles and the
responsibilities.
Induction checklist
Name : Date of
employment:
Department:
Center introduction Trained by Date Remarks
Organization chart/ lines of
communication
Center policy and the rules
Job description
Introduction to the other
educators / area /supervisors
Introduction to health and safety
Health and safety precaution s
Terms and conditions of the
employment
 Contract of the

11LEADERSHIP CLUSTER
employment
 Breaks, hours, payment
method.
 Leave policies
 Probationary period
 Notice period
 Equal opportunity
policies
 Harassment & bullying
policy
 Disciplinary and
grievances
Reviewed by :
Personal documentation &
review completed
Employee sign. Supervisor’s sign: