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Good morning!

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Share induction programme for new KCare Staff

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Share induction programme for new KCare Staff

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1. Introduction on the company values.

2. Attachment/Mentoring - Having a senior staff to handhold the new staff.

3. Having a system to gather feedback from the mentee and mentor on the effectiveness of the induction.

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Getting to know the staff

Shadowing the staff for first 3 days

Share dynamics of the class/children

New staff will start with assisting before taking a class

KCS to guide personally

Going through the routine and environment

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Find out what EC knowledge first then provide info.
Safety is an important aspect.

Mentoring / Shadowing the new staff - characteristics of the environment.

Share the dynamic of children. First few days will observe and assist a more experienced staff.

Use of language - respect the children and do not use hurtful words

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New staff will have a briefing session with the KCS on some sops and what is expected of KCare staff. Staff will be given a buddy and a mentor to assist and ease the staff in the routine and environment

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Attachment and Observation sessions (first 2 days)

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Attachment and Observation sessions (first 2 days)

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Induction Activities & Processes:

1. Introduction to staff, environment, SOPs and KCare programme by KCS

2. Observing of Mentors in the homerooms: programme delivery of KCare programme and environment planning

3. Induction typically lasts for a week, however Mentors will continuously check in with new staff for at least a month.

4. New staff will be paired with a Buddy (usually their partners in the homeroom) to guide them as well

Benefits: Alignment, awareness, consistency

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Getting to know the staffs.

Attach to KCS from day 1-2 to familiarise with the SOPs and routines.

Attach to appointed level head from day 3-5 to know about the dynamics of class/children.

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Understanding the strength and weaknesses of the new staff.

Build rapport and bridge the gap in guidance and supporting in any area she is lacking in.

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KCS to receive the new staff on first day, go through SOPs and Guide. Tour of KCare environment and introduce all staff and get familiarise with one another another. Senior staff to mentor her and assess her readiness for a week. Once she is ready, she will be deployed to be in charge of a class. 

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KCS to receive the new staff on first day, go through SOPs and Guide. Tour of KCare environment and introduce all staff and get familiarise with one another another. Senior staff to mentor her and assess her readiness for a week. Once she is ready, she will be deployed to be in charge of a class. 

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Attach to senior staff and have mentor for new staff.

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Time is tight.

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3 years or more

most of the time holding L2 cert (knowledgeable)

Approachable and warmth (willing to embrace new staff)

Having lunch together

regulari sharing

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1. Sharing of KPIs of their individual roles

2. Touring of centre

3. Introduce the new team member to the rest of the team

4. Do a brief kahoot game for a quick recap.

5. Do a induction for 3 days. (half day briefing half day OJT (buddy system with senior PS))

6. New staff will understand the system and ways our KCare centre operates.

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1. Share expectation
2. Build bond

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Centre tour

Share SOP

Assign to senior buddy

Follow arround

Check in with new staff in the week

Buddy+system

Appropriate dressing part of the induction

start from HQ lvl

Things available to them

Culture + history

Attached to senior staff

KCS to go through the the guides to familiarise, routines for transition

Allow staff some time to test so that mentor can observe and correct (if any?)

manager goes through induction with newcomer

Shadow PS/SS

Check in with staff

System pretty much the same

Ask if facing any challenges

Staff trainings during closure dates

Any assigned mentors?

attached to SNR TR for 2 weeks

attached to a dedicated HQ staff

Assigned to partners, AM/PM session to attach and ask questions of any

1 week

starts way before new staff starts in centre

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Read up code of conduct.

Shadow a senior teacher.

SOP

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Informal intro to the team members, share about culture and emphasize on safety.

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Informal intro to the team members, share about culture and emphasize on safety.

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Sharing of SOPs at the centre

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1 - 2 weeks (based on staff's progress)

Welcome & Introduction to the team and company

Tour of facilities, classrooms, activity rooms

Sign in / allocation of lockers, go through the Code or conduct

Attached to a mentor to observe on-going classes and routines

Getting to know the children and building relationships.

Observing arrivals and dismissals to recognise and get to know parents.

Introduction to the curriculum and how the routines work

Benefits: Create a sense of belonging, awareness of shared expections and conduct, work as a team, sharing of knowledge

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It is important to check in that the staff developed understanding during the induction? Quiz will be administered and staff will need to attain a passing mark from quiz.

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It is important to check in that the staff developed understanding during the induction? Quiz will be administered and staff will need to attain a passing mark from quiz.

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First induction session would be carried HQ HR.

Subsequent sessions would be carried out at centre level.

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On boarding Checklist administered for a month (4 weeks). Weekly Check in. Peers observations and sharings. After a month, there will be an evaluation and also engagement with staff to see how to work things better on thr ground. 

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On boarding Checklist administered for a month (4 weeks). Weekly Check in. Peers observations and sharings. After a month, there will be an evaluation and also engagement with staff to see how to work things better on thr ground. 

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Processes

5 days induction programme (theory, on site mentoring)

On Job Training - a week or two

Mentoring checklist

Organization backgrounds

Communications

Expectations and briefing of roles and responsibilities

Duration

Experience of the staff determines the duration of the inductions

Passion of the staff

No specific duration of induction as its an ongoing processes

Activities

Staff bonding - end year holiday trips

Time is very tight for Kcare. Hence during centre closure timing, able to have staff bonding.

Once a month lunch time

Benefits

Gain more confidence

Understand their roles and responsibilities

Able to produce results with strong induction programme

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KCS who is the supervisor to check in daily with new staff, giving them the support and building relationship with the team members. Examples such as asking them out for lunch etc. It is important to let the staff know that they are not alone in this job, but team's effort. 

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KCS who is the supervisor to check in daily with new staff, giving them the support and building relationship with the team members. Examples such as asking them out for lunch etc. It is important to let the staff know that they are not alone in this job, but team's effort. 

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Team bonding - lunch, case study.
Build bond between the KCS and new staff

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Staff Induction Programme for new KCare Staff

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Staff Induction Programme for new KCare Staff

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1. Icebreaking games

2. Mentorship activities

3. Introduction to organisation's mission, vision and structure

4. SOP run-through

5. Find out from new staff why their interest in the KCare industry. With this understanding, the company will be better able to support the staff (well-being, career progression).

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Staff have access to SOPs on the intranet and will go through 4 quizzes to check their understanding on it

Staff goes through code of conduct with KCS on first day of work

Buddy system- attached to a senior teacher for 1-2 weeks

Checklist for observation and monitoring for performance competencies, to know what is expected of her. At the end of every week, KCS will go through with her.

MK shared a set of slides for KCS to share with new staff.

QnA/check in session with the staff to allow them to address any uncertainties