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TLC Development Centers Employee Record

For Office use only: Full Time Part Time On Call DOH: _____________

Select only one Position: ________________________________

Driver Current DL on File? YES NO DOT: ______________ Employee Information: Name: __________________________________________________________________________ Address: _______________________________ _______________________________________ Street City, State and Zip Phone: __________________ ______________________ ______________________ Home Cell Other Emergency Contact: Name: __________________________________________________________________________ Address: _______________________________ _______________________________________ Street City, State and Zip Phone: __________________ ______________________ ______________________ Home Cell Other I have not had an arrest or a substantiated referral to a child protective services agency & I would not be disqualified as a direct provider of care under the most current version of the Background Checks & Employment History Verification provisions pursuant to 8.8.3 NMAC. I have received and reviewed the Disaster Plan policies and procedures This declaration must be signed annually. Disposition of any arrests must be documented. Upon Hire: _________________ _____________________________________________ Date Staff Signature 1st anniversary: _________________ _____________________________________________ Date Staff Signature 2nd anniversary: _________________ _____________________________________________ Date Staff Signature 3rd anniversary: _________________ _____________________________________________ Date Staff Signature

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Employee File Order: 1st Clasp: Bottom to top:

1. Criminal Record Check Info: 1. Copy of Cogent Registration Receipt 2. Copy of Employer Statement 3. Copy of Employee Statement 4. When letter comes in, it goes on TOP of all this!

2. Any Administrative Action Forms (employee write ups) go BEHIND CRC letter AFTER it is uploaded to Procare.

2nd Clasp: Bottom to top:

1. Check ALL docs for signatures!!! 2. Application for employment – This includes employment history 3. Job Description 4. Reviews / Professional Development Plans (NOT THE NEW HIRE ONE) 5. COMPLETED New Hire Packet 6. Current SIGNED Employee Record. This MUST be signed EACH anniversary date!

3rd Clasp: Bottom to Top:

1. High School Diploma (or equivalent) 2. Higher educational degree or license 3. CPR/1st Aid Certification 4. 45 Hour Certificate (or equivalent)

4th Clasp: Bottom to top:

1. All training certificates in chronological order. Most recent on TOP. 2. Training Log – Must have a NEW LOG EVERY ANNIVERSARY DATE! Most current on TOP

Note: Be sure to have employee fill out I-9 and W-4. These MUST be scanned and uploaded to Procare BEFORE FIRST PAY PERIOD!

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TLC Development Centers

Employee Orientation Verification Form Employee Name:_________________________________________________________ Date of Hire:__________________ Subject of Training Date Rc’d Staff Initials

Program goals, scope of services, activities Facility’s procedures for emergencies or accidents

and disaster plan

Recognition of childhood illness Indicators of child abuse and reporting requirements Fire prevention measures and emergency evacuation Review of licensing regulations Review of all policies: personnel, parent, health care,

Etc.

Sanitation procedures Handling of blood borne pathogens and body fluids Personnel handbook Parent handbook Names, ages of children and parents Facility tour and staff introductions Parent introductions I, __________________________________________, have reviewed all of the above listed materials and understand that I responsible for following all of the above policies and procedures. I also understand that it my responsibility to keep all information concerning children, parents and our program confidential.

Acknowledgement of Personnel Policies / Employee Handbook I, __________________________________________, acknowledge that I have received and read the Personnel Policies / Employee Handbook and discussed any questions that I may have with my Supervisor. _______________________________________________ _________________ Employee Signature Date _______________________________________________ _________________ Supervisor Signature Date

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Acknowledgement for the Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act (FLSA), also known as the Federal Wage and Hour Law, regulates minimum wage, overtime, equal pay, recordkeeping, and child labor for employees of enterprises engaged in interstate or foreign commerce and employees of state and local governments. The FLSA applies in all states, but states are permitted to develop their own laws and regulations to provide even greater protection for their workers than is provided under federal law. In cases in which the two laws conflict, the law most beneficial to the employee prevails. Therefore, it is essential that employers understand both the state and federal laws. For more information on the Fair Labor Standards Act and how it applies to daycare centers and preschools, read the documents located at the following links listed below:

• 17a Exemption for Executive and Administrative: Fair Labor Standards Act http://www.dol.gov/whd/regs/compliance/fairpay/fs17a_overview.pdf

• Daycare Centers and Preschools Under FLSA http://www.dol.gov/whd/regs/compliance/whdfs46.htm • The Fair Labor Standards Act (FLSA)

http://www.dol.gov/compliance/laws/comp-flsa.htm

These links and information can also be found on the New Mexico Kids Website at www.NewMexicoKids.org under Resources for Caregivers and Educators. I acknowledge that I have read and understand the FLSA (Fair Labor Standards Act) and its implications for myself and all educators at ___________________________________________________________. (Name of FOCUS program)

FOCUS Designee Printed Name: ____________________________________ FOCUS Designee Signature: ________________________________________ Date: _________________________ Educator Signature of Acknowledgement:_______________________________________

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UNIVERSAL PRECAUTIONS ACKNOWLEDGEMENT TLC Development Centers promotes and requires the use of the Universal Precautions for the protections of our staff and children against the spread of blood borne pathogens. Universal Precautions is the preventative process of the self-protection by treating all visible blood and body fluids as if they were contaminated. The process for handling visible blood or body fluids is as follows:

1. Hands and arms must always be washed after contact with blood or body fluid (even when gloves are used).

2. Latex or vinyl gloves are to be worn if a person anticipates any possible contact with blood or body fluids.

3. If needed, safety goggles are to be used to prevent blood from contacting eyes. 4. Latex or vinyl gloves will be used when changing diapers.

I understand and am aware that TLC Development Centers requires the use of Universal Precautions for the safety of the employees as well as the children. I agree to use the Universal Precautions when necessary. ___________________________________ __________________ Employee Signature Date ___________________________________ Employee Print ___________________________________ ________________ Director Signature Date

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SAFETY RULES ACKNOWLEDGMENT FORM

We are very concerned about your safety as well as the safety of the children. You are asked to cooperate in helping to prevent injury to yourself, to other employees, to the children and to visitors by observing the following rules:

1. Keep yourself informed of the current emergency exit plans and disaster plans of your center, where the alarms are located, the drill routine, and what your duties are in case of fire or other disaster.

2. Avoid accidents by being aware of and eliminating any potential hazards indoors and outdoors.

3. Be particularly conscious of safety factors when using electrical equipment, sharp tools, company vehicles or swimming pools.

4. Company vehicles may not be driven by anyone under (21) twenty-one years of age. Proper licensure for vehicle operation in keeping with NM state requirements, driver certification, and sound knowledge of the vehicle and driving regulations are necessary for anyone who operates a company vehicle.

5. The proper handling of strangers and difficult persons is important in order not to endanger or disturb the children. In all cases make such situations known to the center director and to the authorities if necessary. Seek immediate aid from any source available in such situations. Do not use force to deal with this type of situation except in self-defense. To do so may leave you liable for any damage or injury to another person or property. All employees must remain alert to and report any unauthorized person loitering around center grounds or trying to enter the building. Promptly report the presence of any suspicious persons to the center director or local authorities.

6. Everyone entering the center, except parents whom you know, must be asked to identify him or herself with a picture ID and to state why they are here. If you have any reason to doubt the sincerity of an individual’s reason for being in the center contact the center director, if necessary, to determine if that person should enter.

7. The safety of the children must remain our priority at all times.

______________________________ _______________________ Employee Signature Date _____________________________ _______________________ Director Signature Date

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New Hire Information

Date of Hire:____________________________New Hire:_______ Date of Termination:________________________Re-Hire:_______ Personal Information: Name:__________________ _____________________________ _______ Last First Middle Initial

Male □ Female □ Email Address:_______________________________________ Social Security Number: ________-______-__________DOB:__________________ Address___________________________________________________________ City______________________________________State_______Zip___________ Phone:________________Cell Phone or Message Phone________________________ Drivers License Number:______________________________State:____________ Expiration Date:_________________ Race:________________ Select One Are you a qualified individual with a disability? □ Y □ N Are you a Veteran? □ Y □ N Are you a special disabled veteran? □ Y □ N Emergency contact:___________________________________________________ Emergency Contact phone #:____________________________________________ Relationship to employee:_______________________________________________ Employment Information Job Title:__________________________________________________________ Full Time:_______________ Part Time_______________ On Call:______________ Hourly Wage:_________________ or Salary__________________ per__________ Tax Withholding Information Federal Filing Status: □ Married □ Single □ Head of Household (Select one)

State Filing Status: □ Married □ Single □ Head of Household (Select one)

Additional withholdings: Federal $_________ State $__________

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Experience/Education/Credentials Total relevant experience in child care __________ yrs __________mos Highest level of education completed: HS____ GED____ AS____ AA____ PD_______ CDA______ BA______ BS_______MA________ MS______ Other certificates or training:___________________________________________ ___________________________________________________________________________________________________________________________________________________________________________ Number of clock/credit hours in specific field of study (whether or not degree obtained): Certified Childcare Teacher ______________________Hrs Child Development Associate______________________Hrs State Certified Teacher_________________________Hrs State Certified Kindergarten_____________________Hrs Age group of primary responsibility: ______________________________ Employee Signature____________________________________Date___________ Supervisor Signature___________________________________Date___________

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Employment Contract

I, ____________________________, agree to the following: 1. Participate in any random drug testing. Fees for testing will be taken out of the

employee’s paycheck and reimbursed after 90 days of consecutive employment upon negative results.

2. To have the cost of fingerprints and background check deducted from the employee’s final paycheck if, for ANY reason, the employee no longer works for TLC Development Centers, Inc. within 12 month of hire date.

3. To fulfill the responsibilities of the job based upon the employee’s job description for the position hired – or transferred to.

4. To give a two week notice if change in employment is anticipated. 5. To pay for any and all tuition, co-pay or advances incurred by the employee. Total

balance due to TLC Development Centers, Inc. will be deducted from final paycheck.

I, ____________________________ have never had an arrest or substantiated referral to a child protective agency TLC Development Centers agrees to pay the employee $_________ per __________ Employee Signature:_____________________________________Date__________ Supervisor Signature:___________________________________Date:__________

Professional Development

I understand that as an employee of TLC Development Centers, I am a child care SPECIALIST - NOT a babysitter. To help achieve this status, I agree to the professional development plan of continuing education. I will attend classes on an ongoing basis to include the 45 hour class in early childhood development (or equivalent), and at least two THREE CREDIT hour college courses through CNM or other accredited educational facility. I have a high school diploma or GED, and I will abide by all TLC Development Centers policies and procedures. I will learn the language of discipline that meets the standards of TLC Development Centers; no yelling at children, especially from across the room or playground. Never call a child a name other than their given name or nick name. NEVER tell a child that they are bad.

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Professional Development Plan

Employee Name:_______________________________________ Date:__________________________ Strengths as an Early Child Educator:

1. ________________________________________________________________________________________________________________________________________________________________

2. ________________________________________________________________________________________________________________________________________________________________

Areas in need of growth or improvement: 1. ________________________________________________________________________________

________________________________________________________________________________ 2. ________________________________________________________________________________

________________________________________________________________________________ Professional Goals-MUST BE S.M.A.R.T. (Specific, Measurable, Attainable, Relevant, and have a Time line):

1. ________________________________________________________________________________ 2. ________________________________________________________________________________ 3. ________________________________________________________________________________

How will I accomplish these goals? Include a deadline for completion. 1.______________________________________________________________________________________________________________________________________Date:___________________ 2.______________________________________________________________________________________________________________________________________Date:___________________ 3.______________________________________________________________________________________________________________________________________Date:___________________ What assistance will I need from my supervisor or director to accomplish these goals? 1.______________________________________________________________________________ 2.______________________________________________________________________________ 3.______________________________________________________________________________

You are required to complete 24 hours of training each year. Please explain how you will achieve these training hours in each of the 7 competency areas. Please describe what you are interested in learning, and what classes you will need to take to become more knowledgeable in your field.

1. Child Growth, Development, Learning:___________________________________________________ 2. Health, Safety, Nutrition, Infection Control:____________________________________________ 3. Family Community Collaboration:_______________________________________________________ 4. Developmentally Appropriate Content:___________________________________________________ 5. Learning Environment & Curriculum Implementation:________________________________________ 6. Assessment of Children & Programs:____________________________________________________ 7. Professionalism:____________________________________________________________________

Other comments:________________________________________________________________________ ____________________________________________________________________________________________________________________________________________________________________________ Staff Signature:___________________________ Supervisor Signature:____________________________ Next Review Date: (30 days from date of hire) _____________________ *It is the responsibility of each staff member to ensure their reviews are done on time!

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Staff Evaluation Form (Example)

Employee Name: Jane M. Smith Evaluation Period: 30 Days Ranking Instructions: For each of the following areas, give the employee a score of 1-5 to indicate how strong you think the employee’s skill is. Use the Comments section to discuss all items which you rank a 3 or lower.

5 – Has mastered this area and could teach others. 4 – Is strong in this area, but could improve. 3 – Is average in this area. 2 – Is below average in this area and could learn more about this. 1 – Need help with this to be more effective.

General Work Habits: __________ Arrives on time __________ Reliable in attendance; gives ample notice for absences __________ Responsible in job duties __________ Alert in health and safety matters __________ Follows the center’s philosophy __________ Open to new ideas __________ Flexible with assignments and schedule __________ Comes to work with a positive attitude __________ Looks for ways to improve the program __________ Remains calm in a tense situation __________ Completes required written communications on time Professional Development, Attitude, and Efforts __________ Takes job seriously and seeks to improve skills __________ Participates in workshops, classes, groups __________ Shows improvement in areas on which they have received training __________ Uses new instructional strategies __________ Reads and discusses informational materials __________ Is self-reflective with goals for ongoing development Attitude and Skills with Children __________ Friendly, warm, and affectionate __________ Bends low for child level interactions __________ Uses a modulated, appropriate voice __________ Knows and shows respect for individuals __________ Is aware of developmental levels/changes __________ Encourages independence/self-help __________ Promotes self-esteem in communications __________ Limits interventions in problem solving __________ Avoids stereotyping and labeling of children __________ Reinforces positive behavior __________ Minimal use of time out __________ Regularly records observations of children Comments: _____________________________________________________________________________ ____________________________________________________________________________________________________________________________________________________________________________

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Attitude and Skills with Parents __________ Available to parents and approachable __________ Listens and responds well to parents __________ Is tactful with negative information __________ Maintains confidentiality __________ Seeks a partnership with parents __________ Regularly communicates with parents __________ Conducts parent conferences on schedule Attitude and Skills with Class __________ Creates an inviting learning environment __________ Provides developmentally appropriate activities __________ Develops plans from observations and portfolio entries __________ Provides materials for all curriculum components __________ Provides an appropriate role model __________ Anticipates problems and redirects __________ Is flexible and responsive to child interests __________ Is prepared for day’s activities __________ Handles transitions well Attitude and Skills with Co-Workers __________ Is friendly and respectful with others __________ Strives to assume fair share of work __________ Offers and shares ideas and materials __________ Communicates directly and avoids gossip __________ Approaches criticism with a learning attitude __________ Looks for ways to be helpful __________ Conversations relate to the children and the work at the center and not personal information __________ Works as a team player, completing job tasks in a timely manner Comments:______________________________________________________________________________ __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ We have discussed and agreed upon this evaluation. Date:______EXAMPLE________________ ________EXAMPLE______________________ ________________EXAMPLE___________________ Supervisor Signature Staff Signature *Fax this form to 505-349-4186. The original is to be placed in the employee’s file. A copy may be given to the employee. *Evaluation periods are 30 days, 90 days, and 6 months after date of hire. After 6 months, evaluations are to be performed each anniversary date.

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ORGANIZATIONAL CHART

COO: Ilene Marchant 573-0918 Administrator/CFO: Teena Dehne 459-3294

Center Directors: ECDC – Ilene Marchant 573-0918

BBCDC – Rosemarie Martinez 730-5405

BBLC – Jamie Tipton 401-3963

JCDC – Jean Herrera 268-5088

PCDC – Tamara Baca 307-9414

LBCDC – Janet Rendon 554-7972

TLCCDC – Peggy Bachicha 934-6533

Grievance Procedures

Procedures for handling complaints:

1. Refer ANY and ALL complaints regarding co-workers, parents, and children to the Center Director. DO NOT refer child complaints to the parents before consulting with the Center Director!

2. Refer any upper management complaints to Ilene or Teena. Every effort should be made to resolve complaints within the Center. In the event that your complaint is about upper management, please call Teena Dehne at 505-459-3294 or email easterncdc@gmail.com. All grievances/ complaints will be investigated, and will remain as confidential as possible. You will be notified as the investigation progresses. Discipline and Termination The following are examples of conduct that is not permitted and can subject employees to immediate dismissal upon completion of an investigation that confirms the employee engaged in the conduct. Engaging in any of the following types of conduct is considered such a serious breach of responsibility to TLC Development Centers that no prior warning is required for involuntary separation:

1 Leaving a child unattended 2 Negligence or carelessness in caring for children 3 Inappropriate discipline of a child; including isolation, verbal abuse, spanking, pulling hair, or any other

rough or inappropriate handling or inappropriate use of restraints. 4 Possession, sale, or use of alcohol or illegal drugs while on TLC Development Centers property or reporting

to work while under the influence of intoxicating beverages or illegal drugs. 5 Theft, attempted theft, or removal from the premises without proper authorization of TLC Development

Centers property, or property of a customer or another employee.

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6 Acting dishonestly or unfairly by violating policies and procedures or compromising yourself or TLC Development Centers by making decisions that will cause others to question your honesty or integrity.

7 Fighting with or attempting to fight with or to cause bodily harm to another employee or customer. 8 Harassing, name calling, gossiping, or generally creating an unpleasant environment for other employees. 9 Possession of a weapon on TLC Development Centers property. 10 Any act that endangers children 11 Allowing personal visitors in the vicinity of the children entrusted to your care.

A complete Employee Discipline Policy is in your employee handbook. Mission Statement Our mission at TLC Development Centers is to provide high quality child care, incorporating the best research and knowledge of child development and health. Also, to support parents by providing their children with a loving, nurturing environment; by being accessible to discuss their children’s needs; and by offering these services at reasonable prices. The center’s goals are for the children served by the center to develop to their full potential, to exhibit healthy social, emotional, and physical growth; for the parents to feel confident that their children are being cared for in the best possible manner, to promote the natural bonding and friendship among young siblings, to prepare children emotionally, socially, and scholastically for life, to find the center personnel open and easy to communicate with, and to be satisfied with the cost and quality of care their children receive. The Center’s objectives are as follows:

• To carefully screen potential employees and to train employees thoroughly in good child development and health and safety practices.

• To staff the center so that each child’s individual needs will be met. • To develop a policy of frequent parent conferences, newsletters, and other means of

communication. • To instruct teachers to always welcome parent questions and comments cheerfully – to give

serious attention to each comment, and to try to address each comment promptly. • To develop a budget that reflects prudent expenditures and accurate forecasts of income and to

place a priority on careful financial management. The Center’s goals are:

• To see that every child is fed a well balanced diet – and then some. They will be fed when they are hungry. We will never force a child to eat when they say they are not hungry as this can develop into life long bad eating habits.

• Children must feel unique and be allowed to express their feelings openly whether it be anger, sadness, joy, or any other emotions.

• When they are hurt, they will receive hugs and sympathy and we will never tell them they aren’t hurt.

• Each child is a very special human being. A Miracle. The most important child in the world to their parents and family, and they will be treated as such here.

Our Motto: “Building your child’s future starts here!” We are growing with your children from a new center to their home away from home. They are teaching us new things every day! Thank you!

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Staff Instructions for our Disaster Plan – Updated 3/30/15 Accommodations will be made for children with special needs on a case by case basis. Staff instructions are to keep all children calm and reassured until it is safe to return to the classroom, or their parent arrives for them. In the event of a natural disaster, the following steps should be taken: First and foremost, discuss with your family where to go and what to do to keep them safe so that you will have peace of mind while you are tending to the children that are in your care at the center. Do this BEFORE disaster strikes. Stay calm. Turn on the NOAA radio that is in the kitchen for updates on the situation. There are spare batteries in the drawer in the kitchen and in the office in case of a power failure. In the event that we are instructed to evacuate the building, the radio will tell us the nearest evacuation center. Take the emergency contact list and load the children calmly into the vans and staff cars. Then proceed to the evacuation site designated in your employee handbook. Depending on the severity of the situation, one staff should go through the building and lock the doors and turn off lights. Do not leave the premises unless all staff and children are accounted for. If we are instructed to remain on site, keep all children in the school age room away from doors and windows until help arrives. If the situation could affect the water supply, IMMEDIATELY drain the hot water heater into containers. In the event of a terrorist attack, there is a panic button on the alarm in the office. If you cannot get to that button, dial 911. If the person is in the room, dial 911 and leave the connection open. Try to make conversation that will help the 911 dispatcher know our location. Teach your children to sit on the floor with their knees up and hands over their heads. They need to make as small a target as possible. Our code word is Christmas. If anyone says that word to you - even in a whisper - take your children to the nearest exit and leave the building. If you can, alert the other classes. Take the children to the designated safe zone. Always take your emergency contact list with you if possible. Call 911 when you get to a safe location. In the event we have to evacuate the building, the children will be taken to our center’s designated safe location. We will notify parents if this becomes necessary. Our staff will stay with the children at the safe location, contact each parent individually, and hand off the children to their parents as they arrive. Our policy is to ensure the safety of the children at all times. I ________________ certify that in the event of a natural disaster or terrorist attack, I will care for the children at TLC Development Centers until the last child in my care is safely returned to their parents. I understand that a long term situation could arise and that TLC Development Centers will do their best to relieve the staff with families as soon as humanly possible. I will not desert my post in a crisis. I understand that children with special needs will be accommodated as needed. In the event of emergencies, I am to keep all children calm and reassured until we can safely return to our classroom, or until the child’s parent or legal guardian arrives. Signature_______________________________ Date_______________

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Guidance & Discipline The program’s goals are to promote independence, autonomy, self-esteem, and caring toward others and the physical environment. We prefer to use the ‘time-in’ approach to discipline. This is re-directing the child’s inappropriate behavior toward an acceptable form. For example, if the child is throwing blocks, we would show them a ball, and an appropriate manner and place for throwing it. When ‘time-in’ is ineffective, we use ‘time-out’ – a quiet, relaxed, neutral break; a cooling off period for the child to regain self-control. Time-out is only used when a child is losing control and refuses redirection. For example: acting aggressively, throwing a tantrum, complete defiance. No one is allowed to spank, hit, bite, shake, yell at, grab, threaten, ridicule, lift or pull by arms/legs or cause any physical or emotional harm to any child while on the Center property. This includes staff, other children, and parents. Children cannot be deprived of any service- transportation, field trips, food, etc. The following methods should be used on a daily basis: For Infants and Toddlers:

1. Meet babies’ needs for love and care and build a trusting relationship.

2. Prepare the play space thoughtfully and make child proof.

3. Accept children’s feelings, and provide outlets for them. Example: talking about their feelings, using the quite space for them to relax and breathe - then rejoin the group when ready.

4. Refocus toddlers’ attention before inappropriate behavior occurs.

5. State directions clearly and simply.

6. Be clam and consistent.

7. Allow children time to adjust to transitions.

For preschool children: All of the above PLUS:

1. Arrange classrooms that are comfortable, interesting and encourage children’s self-direction.

2. Help children to express their emotions verbally, and through the art of play.

3. Allow children to resolve their own conflicts when possible.

4. Model and teach children strategies for solving interpersonal conflicts – such as negotiation, compromise, empathy.

5. Help children learn to anticipate logical consequences of their behaviors.

6. Involve children in cooperative projects.

7. Assist children in setting clear, consistent, fair limits for behavior in the classroom.

For School age children: All of the above PLUS:

1. Involve school age children in planning activities.

2. Involve school age children in setting their own guidelines.

3. Allow school age children to suggest consequences when rules are ‘broken’.

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It is not acceptable for adults to administer negative discipline: 1. Inflicting physical pain – suspected child abuse will be reported to the child protection agency; 2. Name-calling, shouting, threatening, ridiculing, etc; 3. Depriving a child of any service – field trips, food, daily attendance; 4. Isolation; 5. Sending a child to the office; 6. Imposing cumulative or delayed consequences.

Employee Signature____________________________________Date___________ Supervisor Signature___________________________________Date___________

Confidentiality It is our policy not to discuss parents, children or family situations in the presence of children or other parents. If you need to discuss issues with a parent, please bring the parent into the office or break room for a private conversation.

Employee Signature___________________________________Date___________

Supervisor Signature__________________________________Date___________

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