Sample Parent Consent Form - FISH€¦ · Web viewAll female F.I.S.H. employees are entitled to 26 weeks' ordinary maternity leave, during which time the contract of employment continues

FISH Normal Operating Procedure Cranbrook

Normal Operating Procedures

(check the collection password if necessary)


What is an Operational Plan?Our operational plan is a live working document often thought of as a ‘handbook’ or ‘user manual’ that supports practice and gives a valuable insight into daily life of FISH. This operational plan enables important information to be collated on how the setting operates such as how the setting is organised, managed, makes best use of resources, meets legislative requirements and demonstrates how the settings provides good ‘Outcomes’ for children.

Background InformationAs parents ourselves we understand the importance of finding quality, affordable childcare that children enjoy, that’s why we started F.I.S.H. (Fun In School Holidays) We opened our first holiday club in July 2008 at Chudleigh Primary School, and were awarded an “outstanding” Ofsted grade. Since then we have opened Breakfast and After School Clubs and have gained a further two more “Outstanding” Inspections.

At F.I.S.H. we like to think outside the tank!! We have listened to what parents want for their children when choosing child care and with this in mind we have organised a comprehensive range of activities and services that help ease the pressures of juggling work life with family in the before and after school and during the school holiday.

Aims and Objectives“To offer affordable child care for parents, where children have a fun and

safe environment to play in and make new friends, improving their confidence and enjoy being a child. We want every child to want to come back to our holiday club instead of being made to by their parents”

Choice and Flexibility - greater choice for parents in how they balance their work commitments and family life through enhanced parental leave and easy access to Fun In School Holidays for all.

Availability - flexible childcare for all families with children aged up to 12 who need it.

Quality - high quality provision delivered by a skilled early years and childcare workforce, with full day-care settings professionally led and a strengthened qualification and career structure.

Affordability - affordable provision appropriate to their needs with substantial increases in tax credit support and child care vouchers

We want to be the leading childcare provision in the area, leading the way for other childcare setting to develop their setting and raising the standards of care and quality for all children in the area.

To create an environment where our employees love to work, look forwards to coming to work the next day, are always happy and feel part of the team (Family).



To create a profitable, sustainable business that is always looking to improve its practice, develop and move with and meet the demands of our customers

Club DetailsSetting Address

F.I.S.HSt Martin Primary school

Young Hayes RoadCranbrook

Exeter

Head Office AddressF.I.S.H.

Unit 1 Crosses BarnHulk LaneThorverton

EX5 5JL

Office Number: 08445 618 847 (lines open 24hrs, with answer phone)Club Mobile: 07702756344Ofsted Number: EYEmail: [email protected]: www.fishkids.co.uk or www.funinschoolholidays.co.uk


http://www.funinschoolholidays.co.uk/

http://www.fishkids.co.uk/

mailto:[email protected]


Hours of OperationBreakfast Club07:30 – 08:30

After School Club15:00 – 18:00

Holiday Club08:30 – 17:30 (6pm*)

*additional £2

Clubs DescriptionFISH is based @ St Martins Primary School (at the above address), registered to commence out-of-school care in September 2012. We operate from St Marting School in the new brand new town of cranbrook. We offer a breakfast, after school and holiday club. The Breakfast & After School clubs runs from our own room which is located in the heart of the school opposite our cookery room. The holiday club will be based in the sport hall. We have use of the sports hall, nursery unit, sports field, nature forest areas, as well as various toilet facilities.

FISH is registered on the Early Years Register and both parts of the Childcare Register for a maximum of 32 children under eight years old. The after-school club operates from 3.00pm to 6pm, during term time only. The Holiday club opens from 8.30am to 5.30pm, with the option to extend the day until 6pm during school holidays.

Our breakfast & after school club is only for the children who attend either St Martins Primary School.

Our Holiday club will open from May 2013 for children who aged between 3 and 12 regardless of what school they do to. We anticipate we will have children attend who go to school in Ottery St Mary, Exmouth, Exeter, Cullompton, Honiton and also some children who are home schooled.


FISH Normal Operating Procedure CranbrookStaff Contact Details

Name QualificationNVQ Level 3

or Above

CRB Number & Exp Date

First Aid (expires)

Food Hygiene

Driving License Number Insured to drive own

car

Insured to drive the FISH

Car (307)

Insured to drive the FISH

Car (Zafira)

other info

Daniel Baxter Level 3 001200759948(23/6/08)

Yes2015

Yes Yes Yes Yes

Sarah Jones Level 3 001203457747 (18/7/08)

Yes2015

Yes Yes Yes

Vicky Matthew Level 4 001200268098 Yes2015

Yes Yes Yes

Claire Yarnell Level 3 001270228108(24/2/10)

Yes2015

No No No



Opening the After School ClubThe after school club is based in the “FISH TANK” room in the school, this room is used occasionally for toddler group, music , arts and crafts lessons.

The after school club manager or designated play worker must conduct the opening checks of the room ensuring that all the equipment is safe and all the fire exits and corridors are clear from obstruction. All staff must arrive 15 minutes before the start of their shifts so that they can be briefed on the day’s activities that are taking place during the session and any extra needs that children may require. All staff must sign in and out at the start and end of their shift.

(Please see our Arrival & Departure Policy)The Breakfast and after school club looks after children who are in nursery/foundation years 1,2,3,4,5, and 6. Children who are in years 4,5, and six must make their own way to the after school club. Children who are in years 3 are collected from there class room during the first term, once they are settled into the after school club routine they can then make there own way to the club.

The designated play worker will ensure that all children who are on the register have arrive before 3:10, if a child is not here by this time they will walk to there classroom and check that they have not been held up. If a child is not in the classroom, the play worker will inform the Manager and check with reception to see if the child was absent from school. If the child is not in the after school club by 3:15 the staff will follow the LOST CHILD POLICY AND PROCEDURE.

The children have a choice of activities such as art & craft, cosy corner, reading books, board games, construction toys dressing up stuff, ipads and television areas. These activities are available for the children to dip in and out of.

The play worker in charge of preparing the snack will ask for some volunteers to help prepare the snack, they must ensure that the children wash there hand and follow good hygiene procedures. Snack is normally served at 4:15. There is a variety of snack on offer for the children each evening from homemade soups, crumpet and mini toad-in-the-hole.

Each evening a designated play worker will lead an activity planned activity, this may be something to fit into the term theme or something that children might not get to do at home. These planned activities include things such as Den building, fire building, and long term projects.Some nights we join the infant and junior after school clubs together and have special nights such as Friday Film Nights, or Monday bouncy castle nights.

Cleaning and Closing the After School ClubAs the session draws to an end we will start to pack away our equipment and start the tidying up procedure, the play manger will complete the activity book so that parents can see the activities the children have taken part in today. Parents are asked to ring the bell to gain access into the holiday club, the play manger will let them into the building and a member of staff will ensure that the children have all their belongings. If there has been any incident during the



sessions that parents need to be informed about this will be logged in the incident book and parents will be informed by the play manger, child’s key worker, or the person who dealt with the incident at the time.

The facilities must be hovered, swept, and all toilets mopped and disinfected at the end of every day, each member of staff must sign their name against the jobs they have completed.

The Manger or Designated key worker will check all the areas, to ensure the building is clear of children, visitors, and staff, check all the windows and door are locked; all cleaning jobs complete. Once the manger or designated is satisfied they will inform the caretaker and he will lock and alarm the building.



Opening the Holiday ClubThe school is unlocked by the school caretaker at 0730, but we have our own set of keys and door card to let us into the sports hall. We may have to unlock, and unset the alarm. Checks of the school is undertaken by the school caretaker and the holiday club manager to check that all the equipment is safe and all fire exits and corridors are clear from obstruction.All staff must arrive 15 minutes before the start of their shift so that they can be briefed on the day’s activities that are taking place during the day and any extra needs that children may require. All staff must sign in and out of the holiday club at the start and end of their shift.

The Holiday Club will not allow anyone into the club until all staff have arrived and all the safety checks have taken place.

(Please see our Arrival & Departure Policy)The door for the holiday club opens at 0830 and parents are encouraged to drop their children off before 0915 so that we can go through the safety briefing with the children such as rules and fire procedures. Children are not allowed to sign themselves into the holiday club, and must be signed in by an adult.

At 0915 the door of the holiday club will be closed and entrance can only be gained by a member of the F.I.S.H team letting you in.

Fire, Health & SafetyAt 0915 the manger will talk with all the children to inform all children of the health & safety in the holiday club, we will talk to the children about our stranger danger policy and we will also run through a fire drill. We will run through this daily as we have different children in each day, we will also ask children who come regularly to lead some parts of this talk.

All visitors to the holiday club must sign in and wear a visitor sticker.

Breaks & Free playFree play and breaks are supervised and are an opportunity for the children to mix with all members of the holiday club and enjoy some fresh air if the weather has been poor. It also gives them the opportunity for them to have a drink and a snack during snack breaks. Activities are not organised by play worker staff during these times. Children must wash their hands before snack and lunch time breaks

Parents are asked to bring a packed lunch in a labelled lunch box with ice pack; children get the opportunity to watch part of a film at the end of lunch and the rest during the collection period.

During free play we may take children to the park, if we go off the school site we will secure the front doors and exit via the rear door ensuring that the building is secure. It is the responsibility of the play manger to ensure that the building is locked. Each play worker must ensure that the children they are assigned to are



wearing suitable clothing, have protection from the elements such as wind or sun. A head count and register is always taken before we leave the building, once out a head count is taken every time we leave or move from one area to another.

A sign to inform parents we are outside will be placed at the front of the building including a contact number (F.I.S.H. Phone) they can ring if the are here to collect their child.

Cleaning & Closing down proceduresAs the day draws to an end we will start to pack away our equipment and start the tidying up procedure, both groups will come together for activities. The play manger will set up the signing out desk ready for the collection of children, the play manger will complete the white board informing parents what activities the children have taken part in today. Parents are asked to ring the bell to gain access into the holiday club, the play manger will let them into the building and a member of staff will ensure that the children have all their belongings. If there has been any incident during the holiday club that parents need to be informed about this will be logged in the incident book and parents will be informed by the play manger, child’s key worker, or the person who dealt with the incident at the time.

The facilities must be hovered, swept, and all toilets mopped and disinfected at the end of every day, each member of staff must sign their name against the jobs they have completed.

The Manger or Designated key worker will check all the areas, to ensure the building is clear of children, visitors, and staff, check all the windows and door are locked; all cleaning jobs complete. Once the manger or designated is satisfied they will alarm and lock the premise.

The gate to the car park must be locked every night except for Mondays and Thursday as there is a majorettes group using the sports hall.

Recruitment ProceduresFun in School Holidays has structured recruitment procedures and follows the following four stages set out below


Repeat process if no suitable candidate is found.

Safer RecruitmentAdvertising – invite applications – deter.When designing and advert we will state the following;

1. Standard applications (not CV’s) will be required.

2. Position is subject to an Enhanced CRB check.

Safer RecruitmentApplication FormsAll our applications ask for;

1. Names of previous employers for reference purposes.

2. Signed declaration about any criminal record and one stating that all information given is correct.


Advertising

F.I.S.H. is an equal opportunities employer, to ensure that everyone has an equal opportunity to apply for jobs at F.I.S.H vacancies are advertised in places where all member of the local and wider communities can see them. We advertise on our own website, local community centres and schools notice boards, local magazines, Via the parent email and newsletters, and the job centre and local press.

All the adverts have the following information displayed

1. We welcome applicants from all sections of the community

2. Name of the Holiday club3. Brief description of the vacant position,

including any special skill required 4. Hours and rate of pay5. What training is available or required6. How to apply for the job, description and

specification and application form7. Contact name, address and telephone number8. Closing date for applications

Application Form & Short listing

1. An Application form is used for all applicants2. Each Application form has equal opportunities

monitoring sheet included, this is detached from the application form while short listing and interviewing is taking place, the it will be reattached with the employees personal file.

3. Once the applications are received and the closing date expires, each member of the panel will independently shortlist candidates against the criteria laid out in the job description.

4. One of the holiday club manager will then inform the shortlisted candidates of the date, time, a place of the interview by telephone and confirmation with follow in writing.

5. We will also seek the candidates permission for us to get references to verify there previous employment

6. Unsuccessful candidates will be informed in writing thanking them for their application, but they were unsuccessful on this occasion.


Safer RecruitmentInterview applicantsAll interviewer will;

1. ensure that they have relevant experience interviewing

2. Score in accordance to the person specific

3. Adequate time is made for preparation & planning

4. Ensure in depth probing and exploration

Safer RecruitmentWe will ensure that Robust recording, assessment and decision making on appointment, Ensuring that;

1. Thorough pre-employment checks have been carried out.

2. Follow through on all references.

3. We will never accept an open reference

4. Complete of an induction and probationary periods.


7. All application forms are keep private and confidential and are shredded after they have been used if the candidate is unsuccessful at this stage.

Interview

1. The Managers will agree the framework of questions to be asked to each of the candidates, these will be based around the job description and person specification.

2. At the beginning of the interview, we will invite them to take a drink and introduce ourselves to them. The interview process is then explained to each of the candidates at the beginning. This process is the same for each candidate.

3. There are either two or three member of the management team at the interview and all agree how to score each of the candidates, using a 1 -5 point system for each question.

4. Individual candidates are not discussed until then end of all the interviews; this is to avoid prejudicing the final decision.

5. Having interviewed all candidates, the managers then compares note and scores on each applicant to reach a consensus about who should be offered the post.

Offer

1. The successful candidate is contacted immediately, and offers the position.

2. If She/ he does not accept, the next candidate with the highest score will then be offered the position

3. After offering the position to the successful candidate and after the person has accepted, the appointed person writes to the unsuccessful candidate to let them know the outcome of the interview.

4. If no candidates meet the requirements of the job specification, we would then re advertise and start the process again rather than appoint somebody who is not suitable.

5. Using the process, the panel are clear about the reasons for their decision making it simple to give candidates reasons why they were unsuccessful should they require in writing.

6. Reasons for non-appointment are related to the criteria on the person and job specification and points used.

7. Any discussion of employment issues, is kept confidential(check the collection password if necessary)


8. Unsuccessful applicants’ documents are retained for six months including written reasons for non-appointment (short listing forms/interview record forms) in case a case is brought against the setting under the terms of the Race Relations Act 1976, the Sex Discrimination Act 1975 or the Disability Discrimination Act 1995.

9. The job offer to the successful candidate is put in writing and includes the following:

a. The starting date and rate of pay;b. The offer is subject to verification being taken up c. The offer is subject to references which are satisfactory in the

subjective opinion of the managersd. That any criminal convictions or orders against the candidate which

have been disclosed do not constitute a disqualification.e. A request for written authority to approach the candidates GP for a

reference, where appropriate. When writing to the GP the candidate’s written authority is enclosed and the GP is asked whether they know of any reason why that person should not be employed in the setting

f. The offer is subject completion of a trial period g. The offer is subject to a clear C.R.B Check

Staff retention and continued professional development Procedures

Once staff have been recruited their continued retention and development is vital to the success of F.I.S.H. We ensure that staff retention and professional development through the following procedure:

Induction Training

An Induction programme is implemented, which includes a time scale, the activity to have completed and to be signed off by staff and the training



managers. The programme is broken down into time slots i.e. first day, first week, first month, second month.

Appraisal

An Appraisal is completed at the end of each holiday club by all staff. This identifies the areas of work staff are pleased with, the areas staff would like to improve, reasons that may have prevented staff from performing to their full potential, personal development activities undertaken and impact on role, how staff would like to develop their skills, comments on job description, a review of objectives from last appraisal, further development action plan, and agreed objectives for the coming year.

Supervision

We hold a briefing at the beginning of the day, and a debrief at the end of the day, at these meeting we discuss daily issues and agendas. At the end of the week we hold a staff meeting, at this meeting a supervision record is completed. This includes an agenda for the meeting, any issues arisen from the week, discussion notes, achievements and outstanding goals to celebrate, key tasks to be completed by who and when, and space for comments and general discussion. This is then signed off by the manager. We make all staff aware that we are always here and readily available if they ever need to speak to us on a 1-2-1 basis.We aim to try and keep the recruitment process from advert to offer around 6/7 weeks.

Training

Each member of staff have their own training record kept in their personal file, additionally there is an overview sheet which details all members of staff and there training. The record includes first aid qualification, CRB registration number and date completed. It also sets out dates qualification achieved and date due to expired or renewal. We review the training records every 6 months to ensure they are kept update and this also helps us identify in good time any training that may need to be updated.

Before any member of staff is employed we must see and obtain a copy of any relevant qualifications which will be kept on their staff personnel file. All permanent and temporary staff must have or be willing to work towards a recognised childcare qualification and copies must be kept on staff files. All qualifications are in accordance with person specification for each job role.

We run regular training courses so to ensure that we offer the best quality child care, the continued professional development of staff is kept under review by the managers and are reviewed during appraisals.



We carry out self evaluation at the end of each holiday club, it is this attention to self evaluation that help us see what areas can be improve and how training staff further would help us achieve this. This might be buying new equipment and getting training to offer a wide of inclusive activities.

The staff own interest and individual needs are taken consideration when booking or choosing courses, we also take into account the staff learning ability, needs and the level of support that they may need to complete the course.

Statutory Sick Pay

To be eligible for SSP, employees must on average have earned above the National Insurance threshold for the past eight weeks.

Under the scheme, employees are entitled to payment for the first 28 weeks of sickness although there are some exceptions. These include:

1. Those under 16 or over 652. Those in the maternity allowance period.

In operating the scheme be aware that:1. Statutory sick pay does not apply until the individual has been absent due

to illness for at least three days consecutively.2. The procedure for notifying absence through sickness is a telephone call

to the manager or in their absence the supervisor who can take action required for organising staff cover and to ensure the correct adjustment can be made to wages.

3. Employees can self-certify sickness periods of up to seven days by using inland revenue form ‘ SC2 Employees statement of sickness’

If the absence lasts for up to seven days, the employee must fill in a Department of Social Security self-certification form (SCI). After this we are entitled to ask for a doctor’s certificate.

Prolonged absence/health restriction

If an employee is absent for a long time (more than 4 weeks) or has a health restriction imposed on her/his work activities, the management may wish to obtain from doctor more detailed information about the employee’s condition. Before the doctor is approached, the employee’s consent will obtained. We are likely to ask the Doctor the following questions:

1. Is the employee likely to be fully fit for work in the foreseeable future? If so when?

2. Is the employee likely to be fully fit for work in the next 6 months? If so when?



Statutory Maternity Entitlements

Maternity Pay

You are entitled to receive statutory maternity pay from Fun In School Holidays.

To qualify for this, you must:1. Have been continuously employed for at least 26 weeks continuing into

the fifteenth week before the baby is due.2. Have average weekly earnings of at least the lower earning level.3. Give medical evidence to the manager at least 21 days before the

maternity absence is due to start.4. Have actually stopped working to have the baby

Standard Maternity Leave

All female F.I.S.H. employees are entitled to 26 weeks' ordinary maternity leave, during which time the contract of employment continues. (For babies due on or after 5 October 2008 these contractual benefits, e.g. holiday pay entitlement, continuous service, redundancy rights, continue throughout the maternity leave period.) Although the woman has a right to all of the ordinary contractual benefits of employment she does not have to be paid her basic salary, although she may be entitled to statutory maternity pay (SMP). All women must take 2 weeks' compulsory maternity leave after the birth.

Fun in School Holiday and the employee can make reasonable contact during the maternity leave, and an agreement can be made setting out what kind of contact will be made. An employee on maternity leave is not obliged to do any work but if both parties agree she can do up to ten days work during the maternity leave known as 'Keeping in Touch' days. Such days must be after the first two weeks after the birth.

An employees will qualify for SMP if she has been continuously employed by Fun In School Holidays for 26 weeks into the 15th week before the week her baby is due (Expected Week of Confinement - EWC). The manager will request proof of the EWC in the form of a MAT B1 Maternity Certificate issued by your doctor or midwife. The 26-week maternity leave may not commence before the eleventh week before the EWC.

Additional maternity leave/right to return



Female employees with 26 weeks service at the beginning of the fifteenth week before the expected week of confinement have the right to 26 weeks' additional maternity leave, and the right to return to work up to 52 weeks following the birth of the baby. The employee is not required to give her employer notice of her return. She may simply return to work on the first day after the end of the 52-week period. Employees who wish to return to work early must give 8 weeks’ notice in writing of their intention to return. Additional Maternity Leave (AML) is usually unpaid (after the first 39 weeks of SMP and AML) unless there are contractual rights stated in the contract. Further information can be obtained from www.tiger.gov.uk

Time off for antenatal careAll pregnant employees, regardless of their length of service or hours of work, are entitled to paid time off for antenatal appointments. However, the timing of these appointments may be discussed with the pregnant employee to ensure that appropriate cover is maintained in the After School Club.

Protection against unfair dismissal on maternity - related groundsIt is unlawful for an employer to dismiss an employee, or to select her for redundancy in preference to other employees, on the grounds that she is pregnant or has recently given birth. This right applies regardless of the employee's length of service or hours of work.

Paternity leave

Fathers are entitled to either one or two consecutive weeks' paternity leave paid at the Statutory Paternity Pay (SPP) flat rate during the weeks immediately following childbirth.

Employees will need to satisfy the following conditions in order to qualify for paternity leave. They must:

Have or expect to have responsibility for the child's upbringing;Be the biological father of the child or the mothers husband or partner;Be the adopter's spouse or partner; andHave worked continuously for their employer for 26 weeks leading into the 15th week before the baby is due or the week in which the adopter is notified of being matched with a child.

Paternity leave must be completed within 56 days of the actual date of birth of the child or the child's placement.During their paternity leave, most employees will be entitled to Statutory Paternity Pay (SPP). The rate of SPP will be £117.18 from 6th April'08 or 90% of


http://www.tiger.gov.uk/


their average weekly earnings whichever is lower.Employees will be required to inform the manager of their intention to take paternity leave by the fifteenth week before the baby is expected or within seven days of the adopter being notified by their adoption agency that they have been matched with a child (unless this is not reasonably practicable).

Parental leave

The statutory right to unpaid parental leave came in on 15 December 1999.

An employee will have a right to parental leave if he or she has one year's continuous service with the employer and:

1. is the parent (named on the birth certificate) of a child born after 15 December 1999 who is under five years old;

2. or has adopted, after 15 December 1999, a child under the age of eighteen. The right lasts for five years from the date on which the child is placed for adoption, or until the child's eighteenth birthday, whichever is the sooner;

3. has acquired formal parental responsibility for a child born after 15 December 1999 who is under five years old;

4. or between 15 December 1994 and 14 December 1999, had a child or adopted a child under the age of 18.

The amount of parental leave provided by the employer must be at least thirteen weeks for each of the employee's children born after 15 December 1999 who are under five years old. In the case of multiple births 13 working weeks must be provided for each child. 18 weeks parental leave is allowed for each disabled child up to the child's 18th birthday.

In the case of people who work part-time the leave will be in proportion to the time worked, so someone who works 2 days a week will be entitled to 26 days° leave.

The employee will remain employed while on parental leave but will not be paid and will not be bound by any contractual terms except terms relating to good faith -and confidentiality, which also bind the employer.

After taking parental leave the employee must be given her/his job back, or a job that has the same or better status, terms and conditions as the old job.The employer must not take away any of the seniority and pension rights which the employee has built up before taking the leave. And if the employer is making people redundant, the employee on parental leave must be treated as if he or she was working normally.

The leave can be taken in blocks of a week. The employee can take more than one week at a time, and is limited to four weeks a year. But part of a week



counts as a week, so if a full-time employee takes three days' parental leave and then returns to work, one week of the thirteen weeks' entitlement has been used. If your child is disabled you can take time off in days rather than full weeks.

A minimum of three weeks' notice is required. If an employee wants to take more than two weeks at a time he or she must give the manager notice of double the amount of time of the leave - e.g. eight weeks' notice for four weeks' leave.An employee must give notice of the exact day on which parental leave will start except for fathers who want to take leave straight after the baby is born, or prospective adoptive parents who want to take leave straight after a child is placed with them for adoption.

The manager will respond to the request for leave within a time equal to the amount of leave requested. So if an employee gives four weeks' notice of two weeks' leave, the manager will tell the employee within two weeks whether s/he can have the leave or whether it is to be postponed.

The leave can be postponed by the manager for no more than six months from the date on which the employee wanted to start parental leave. The manager and employee should try to agree a suitable time but if they cannot reach agreement the manager becomes responsible for guaranteeing that the employee can take the leave at a time, no more than six months ahead, which best fits the needs of F.I.S.H and the needs of the employee. If this means that leave is postponed beyond the five-year limit, the parent still has the right to take it.

The management may ask for reasonable proof of a child's age. However, it will not be necessary each time leave is requested nor will the management ask for documents other than the usual ones, such as birth certificate, which the employee can easily get hold of.

Dependents' Leave

Under the Employment Relations Act 1999, all employees have the right to take a reasonable period of time off to deal with an emergency involving a dependant, and not to be dismissed or victimized for doing so. Circumstances where an employee can take time off include:

1. When the dependant is unexpectedly ill, gives birth or is injured or assaulted (including mental illness);

2. To make care arrangements for a dependant who is ill or injured;3. When a dependant dies;4. When the school or nursery is unexpectedly closed; and5. When care arrangements are unexpectedly withdrawn.



A dependant is a person (adult or child), who regularly and continuously relies on the employee to provide the sole or principal care required. The employee need not be related to the dependant and must live in the same household. In cases of illness or where arrangements breakdown, or the employee is the principal carer or is relied upon in an emergency, then the dependant need not live in the same household.

Statutory Redundancy Entitlements

What is redundancy?

Redundancy is defined by the Employment Rights Act 1996 as a dismissal attributable wholly or mainly to:

1. the fact that the employer has ceased, or intends to cease, to carry on the business for the purposes of which the employee was employed, or has ceased, or intends to cease, to carry on that business in the place where the employee was so employed, or

2. the fact that the requirements of that business for employees to carry out work of a particular kind, or for employees to carry out work of a particular kind in the place they were so employed, have ceased or diminished, or are expected to cease or diminish.

3. Redundancy therefore occurs most frequently when an employer relocates his or her business or suffers a cut back in business, necessitating a reduction in the workforce.

4. Where redundancy is based on diminution of requirements for employees for work of a particular kind, it must be shown that it is the nature of the work that has changed rather than, for example, the standard that the employer expects the employee to meet.

This section is intended to give a very basic outline of the statutory arrangements. The legislation is complex so professional advice will always be sought before going ahead with any redundancies.

Eligibility for statutory redundancy pay

Employees will only qualify for redundancy payments if they have a minimum of two years' continuous service with F.I.S.H.

The total amount you should be paid for redundancy will be based on how long you have been continuously employed for, your age, and your weekly pay up to a legal limit of £330.

Amount of statutory redundancy pay



This depends on age and length of Continuous service. For each year of service:

Over the age of 41 - one and a half week's pay;between 22 and 40 - one week's pay;below the age of 22 - half a week's pay

To calculate the continuous service it is necessary to work backwards from the effective date of dismissal. Only complete years count and any year during part of which the employee was in a higher age group counts towards service in the age group immediately below. For instance, an employee with twelve and a half years' service before age 41 and five and a half years after 41 will be entitled to receive 5 x 11/2 weeks' pay plus 13 (121/2 + 1/2) x 1 weeks' pay = 201/2 weeks' pay. it should be noted that "a year" means a year of 12 calendar months.

Consultation

The law obliges Fun In School Holidays to consult, with a view to reaching agreement, any staff representatives before making any redundancies if more than twenty people are involved.

Note that the consultation period can run concurrently with the notice period. However, before consultation can legally be considered to have begun, the employer must disclose in writing to staff representatives:

1. The reasons for the redundancies;2. The numbers and descriptions of employees whom it is

proposed to make redundant;3. The total number of employees of that description;4. The selection procedure to be used;5. The proposal for how the redundancy dismissals are to be carried out,

including the time scale;6. Information about the proposed method of calculating the amount of

redundancy pay.

Fun In School Holidays must also notify the Secretary of State for Employment, if more than 20 people are involved, and give a copy of this notice to the staff representatives. During consultation Fun in Schools Holidays is obliged to consider and reply to any representations made. Consultation must be a way of:

1. Avoiding the dismissals;2. Reducing the number of employees to be dismissed;3. Mitigating the consequences of the dismissals.

The length of consultation required depends on the number of staff who are



being made redundant:1. 100 or more redundancies requires a minimum of 90 days of consultation;2. 20 to 99 redundancies require a minimum of 30 days of consultation.

An employee is legally entitled to one week's notice in their first two years with the F.I.S.H and thereafter a week's notice for each year that they have been with the up to a maximum of 12 weeks. If their contract of employment stipulates a longer period of notice than the statutory minimum then this must take precedence over the statutory arrangements.

Written record of redundancy entitlement

An employer must give to an employee who is eligible for a statutory redundancy payment a written statement showing how the payment has been calculated.

Fair selection criteriaF.I.S.H must be able to show that the criteria they have used to make selections for redundancies have been fair. Employees' claims based on unfair selection have succeeded where the employer failed to follow an agreed procedure on redundancies or failed to operate a "last in first out" rule where this was customary. Employers ultimately have managerial control over whom to select and employment tribunals would not normally question their decision unless there are good grounds for doing so.

Time off to look for workAn employee under notice of redundancy is entitled, during the notice period, to a reasonable amount of paid time off during working hours for the purposes of looking for new employment or to make arrangements for training for future employment. The training need not be for the same type of work from which the employee is being dismissed. This right is only available to employees who have two years or more of continuous employment at the date on which the notice of dismissal is due to expire.

Suitable alternative employmentEmployers can avoid liability to redundancy payments by making an offer of suitable alternative employment to redundant employees. An offer to re-engage an employee under a new contract of employment, or to renew his or her existing contract, must be made either by the original employer or an associated employer, and must contain sufficient information to enable the employee to decide whether or not to accept the



offer and to illustrate the differences between it and the original employment. The offer must be made before the end of the original contract and take effect within four weeks of the end of that contract.

Trial periodWhere an offer of alternative employment has been made which involves a different type of work or different terms of employment, the employee is entitled to a four-week trial period in the new job commencing from the start of the new contract. Where the new contract necessitates retraining, this period can be extended by written agreement between the parties. The agreement must specify the date on which the trial period is to end and the terms and conditions that will apply thereafter.

Disciplinary Procedure for Fun In School Holiday Employees

Minor disagreementsMinor disagreements among F.I.S.H staff, or between staff and mangers, can usually be resolved at the regular staff management meeting or informally by discussion.

Disciplinary procedureA more serious situation arises when a dispute cannot be resolved, or when the manager is dissatisfied with the conduct or activities of an employee.

Any disciplinary matter will normally be dealt with using the following procedure.

At every stage the employee should be given reasonable notice (five days) that a disciplinary hearing is due to take place to give him/her the opportunity to prepare his/her case, and s/he should be offered the opportunity to be accompanied by a colleague or union representative if s/he wishes. The disciplinary panel consists of the Owners of F.I.S.H. Holiday Club (Daniel Baxter and Sarah Jones) and the manager of the site, who should ensure that confidentiality, is maintained within the panel.

Procedure

The procedure will consist of the following three steps.

1. Details of grounds for action and invitation to meeting.



The manager must prepare a statement of the employee's alleged conduct or characteristics, or other circumstances, which have led to the contemplation of dismissing or taking disciplinary action against the employee.

The statement and date of the disciplinary meeting must be sent to the employee prior to the meeting.

The employee should be provided with a reasonable amount of time to consider their response to the statement.

1. The disciplinary meetingA disciplinary meeting must take place before action is taken, (except where the disciplinary action in question consists of suspension). At the meeting, the owners and managers should ensure that the circumstances of the complaint against the employee are discussed.The manager must write to the employee to explain the conduct or capability, which may result in dismissal or other disciplinary action.

The outcome of the disciplinary meeting must be confirmed in writing, to include the employee right of appeal against the decision.

2. Appeal

At each stage of the disciplinary procedure the employee must be told s/he has the right to appeal against any disciplinary action, and that the appeal must be made in writing to the chair within five days of a disciplinary interview.

The employee will have the opportunity to appeal against any penalty issued at the disciplinary meeting. If the employee wishes to appeal then s/he should submit their appeal in writing within a set time period (5 days), of receiving the letter confirming the outcome of the disciplinary meeting, giving full details of their grounds of appeal.



Modified statutory procedure

In very exceptional circumstances it may be necessary to dismiss an employee without holding a disciplinary meeting i.e. where instant dismissal is justified and necessary. Such cases will be rare (because even in most cases of gross misconduct, investigation is usually justified coupled with suspension) and will normally only apply to cases of gross misconduct, where the conduct or breach of duty brings the organization into disrepute.

In such circumstances the following procedure will apply:

1. Statement of grounds for actionThe Manager must set out in writing the employee's alleged misconduct which has led to the dismissal, what the basis was for thinking at the time of the dismissal that the employee was guilty of the alleged misconduct, and the employee's right to appeal against dismissal within a limited time period (five days). This statement or a copy of it should be sent to the employee.

2. AppealIf the employee does wish to appeal, s/he must inform the Fun In School holidays in writing.

If the employee informs Fun In School Holidays of their wish to appeal, the manager must invite her/him to attend a meeting. The employee must take all reasonable steps to attend the meeting. After the appeal meeting, the manager must inform the employee of his final decision.

Disciplinary penalties

Fun In School Holidays can issue a range of penalties depending on the circumstances of the case. However, an employee should not be dismissed for a first offence unless it constitutes gross misconduct.First formal warning

1. The employee will be interviewed by the disciplinary panel who will explain the complaint.

2. The employee will be given full opportunity to state his/her case.3. After careful consideration by the disciplinary panel, and if the

warning is considered to be appropriate, the employee needs to be told:The nature of their failings;



What action should be taken to correct the conduct or performance;That s/he will be given reasonable time to rectify matters;What training needs and / or support have been identified, with timescales for implementation;What mitigating circumstances have been taken into account in reaching the decision;That if s/he fails to improve then further action will be taken;That a record of the warning will be kept; andThat s/he has a right to appeal against the decision.

Second Formal written warning

If the employee fails to correct his/her conduct and further action is necessary, or if the original offence is considered too serious to warrant an initial oral warning.

1. The employee will be interviewed by the disciplinary panel (owners and manager) who will explain the complaint and given the opportunity to state his/her case. (Reasonable time must be allowed for the employee to prepare his/her case).

2. If a further formal warning is considered to be appropriate, this will be explained to the employee and a letter confirming this decision will be sent to the employee.

3. The letter will:a) contain a clear reprimand and the reasons for it;b) explain what corrective action is required and what reasonable time

is given for improvement;c) state what training needs and / or support have beend) make clear what mitigating circumstances have been taken into

account in reaching the decision;e) warn that failure to improve will result in further disciplinary action

which could result in a final written warning and, if unheeded, ultimately to dismissal with appropriate notice; and

f) Explain that s/he has a right to appeal against the decision.

Final written warning

If the employee fails to correct his/her conduct and further action is necessary, or if the original offence is considered too serious to warrant any initial warnings.

1. The employee will be interviewed and given the opportunity to state his/her case. (Reasonable time must be allowed for the employee to prepare his/her case).



2. If a final warning is considered to be appropriate, this will be explained to the employee and a letter confirming this decision will be sent to the employee.

3 . The le t ter w i l l :a) contain a clear reprimand and the reasons for it;b) explain what corrective action is required and what reasonable time is

given for improvement;c) state what training needs and or support have been identified, with

timescales for implementation;d) make clear what mitigating circumstances have been taken into

account in reaching the decision;e) warn that failure to improve will result in further disciplinary action

which could result in dismissal; andf) Explain that s/he has a right to appeal against the decision.

DismissalIf the employee still fails to correct his/her conduct, then:

1. The employee will be interviewed as before; and2. If the decision is to dismiss, the employee will be given notice of

dismissal, stating the reasons for dismissal and giving details of the right to appeal. if the progress is satisfactory within the time given to rectify matters, the record of warnings will be removed from the employee personal file.

Suspension

If the circumstances appear to potentially warrant dismissal or the circumstances of the case are considered to constitute gross misconduct, an employee may be suspended with pay while investigations are being made. These should consist of obtaining written statements from all witnesses to the disciplinary incident, and from the employee who is being disciplined. Obviously these investigations should be carried out within as short a time as possible.

Hearing appeals

The appeal hearing should be heard, if possible within 10 days of receipt of the appeal. Another manger from another site and the owners - not, if possible, those involved in the initial disciplinary procedures - will serve as an appeals panel. If this is not possible, the appeal group may consist of the same people as the original panel, and they must make every effort to hear the appeal as impartially as possible. The employee may take a work



colleague or trade union official to speak for her/him.

1. The employee will explain why s/he is dissatisfied and may be asked questions.

2. The manager will be asked to put his/her point of view and may be asked question.

3. Witnesses may be heard and may be questioned by the appeals committee and by the chair.

4. The new panel will consider the matter and make known its decision. 5. A written record of the meeting will be kept.

Time scales

Each step and action under the disciplinary procedure must be taken without unreasonable delay. Consideration should be given to timings and locations of meetings to ensure that the employee and their representative are able to attend. For cases that result in dismissal two reasonable attempts by F.I.S.H to arrange a meeting will normally be sufficient if they prove abortive because of the employee's non-attendance. If an employee is not able to attend the first disciplinary meeting arranged then s/he will be required to provide an alternative date to take place within 5 days of the original date given by F.I.S.H.

Grievance Procedures for F.I.S.H Employees

Grievance procedure

If an employee is dissatisfied s/he must have the opportunity for prompt discussion with her/his immediate line manager. For the “Manager” of F.I.S.H. this would normally be the owner (Daniel Baxter or Sarah Jones. For other F.I.S.H employees it would be the manager. If the grievance persists, a management panel should be set up for the purpose of further discussion, at which the employee may, if s/he wishes, be accompanied by a work colleague or trade union representative.

The aim of the above procedure is to settle the grievance fairly and as near as possible to the point of origin. It is intended to be simple and rapid in operation. There must be a right of appeal, to the mangers or owners of F.I.S.H. At this level also, the employee's work colleague or trade union official may be present.

Employees are entitled to be accompanied at all stages of the grievance procedure.



Standard statutory minimum procedure

Fun In School Holidays must ensure that the following statutory minimum procedure is always followed when grievances have been raised by employees. The procedure consists of the following three steps.

1. Statement of grievanceThe employee must set out the grievance in writing, and the basis for it, and send -the statement or a copy of it to the After School Club.

2. MeetingThe After School Club must invite the employee to attend a meeting to discuss the grievance.

The meeting must not take place unless the employee has informed F.I.S.H what the basis for the grievance is when s/he made the statement under step 1, and the manager on behalf of Fun in School Holidays has had a reasonable opportunity to consider her/his response to that information.

The employee must take all reasonable steps to attend the meeting.

After the meeting, Fun In School Holidays must inform the employee of its decision as to its response to the grievance in writing and notify her/him of the right to appeal against the decision if s/he is not satisfied with it. The employee should be notified of the decision within 5 days of the meeting. Any appeal must be submitted within 5 days of the date of the decision letter.

3. AppealIf the employee does wish to appeal, s/he must inform the Fun In Schools Holidays to:

F.I.S.H. ManagerUnit 1 Crosses Barn

Hulk LaneThorvertonEX5 5JL

If the employee informs F.I.S.H of her/his wish to appeal, the manager must invite her/him to attend a further meeting.

The employee must take all reasonable steps to attend the meeting.(check the collection password if necessary)


After the appeal meeting, the manager must inform the employee of its final decision.

Hearing the appeal

The appeal hearing should be heard, if possible within 15 days of receipt of the appeal. The Manager and one owner (Daniel Baxter or Sarah Jones) - not, if possible, those involved in the initial grievance meeting - will serve as an appeals Panel.

If this is not possible, the appeal group may consist of the same people as the previous panel, and they must make every effort to hear the appeal as impartially as possible.

A written record of the meeting will be kept.

Modified statutory procedure

A modified procedure will apply in the following cases:1. The (former) employee is no longer employed by Fun in School Holidays;2. The standard grievance procedure had not commenced or, if it had been

commenced, had not been completed before the last day of the employee's employment; and

3. The parties have agreed in writing, after the After School Club became aware of the grievance that the modified GP should apply in relation to that grievance.

In such c circumstances the following procedure will apply:

1. Statement of grievanceThe employee must set out in writing the grievance and the basis for it, and send a copy of it to manger or owners of F.I.S.H. If the employee wishes for the modified procedure to be followed after the employment has ended, then s/he must include this in their statement at step 1 of the process. Fun in School Holidays can decide whether to accede to the employee's request to have the employer respond in writing or .to insist that a meeting takes place in line with the standard grievance procedure.

2. ResponseThe owners or manager set out in writing her/his response and send the statement or a copy of it to the former employee.

Time Scales



Each step and action under the grievance procedure must be taken without unreasonable delay. Early meetings to resolve grievances will help to facilitate resolution of issues. Consideration should be given to timings and locations of meetings to ensure that the employee and their representative are able to attend. Two reasonable attempts by the F.I.S.H to arrange a meeting will normally be sufficient if they prove abortive because of the employee's non-attendance. If an employee is not able to attend the first grievance meeting arranged then s/he would be required to provide an alternative date to take place within 5 days of the original date given by F.I.S.H. Failure to do so will normally result in the grievance processes being aborted.

Equal Opportunity Policy

We believe that our clubs should be open to all children and families, and to all adults committed to their welfare. We aim to ensure that all who wish to work in our clubs have an equal chance to do so regardless of their racial origins, religions, sex, age cultures and languages. All F.I.S.H staff and helpers must value and respect the different racial origins, religions, cultures and languages of our society. Each child, Parent, and Staff will be treated positively as an individual without influence of racism, sexism or any form of stereotyping.

We recognise that certain individuals and groups in our society can be discriminated against. Accordingly we are strongly committed to positive action to remove/and or counter discrimination in all aspects of our work in our practice as employers in the way we work with other organisations and in all our work with children, families and others.

Each person will be valued equally and affirming the positive value of different skin colours, cultural and family backgrounds or disabilities. Children will be invited to join in activities of their choice regardless of age; gender or ability and activities will encourage children to understand different cultures. We will ensure children and staff is kept up to date on relating issues on a regular basis and welcome parents/carers views on our policies.

Equal opportunities will be considered in all aspects of the service the Club provides. This will be reviewed regularly and monitored for effectiveness. Language or behaviour designed to be offensive to individuals or groups is unacceptable and will not be tolerated in our club.

Admissions

The club is open to every family in the community. Children from this school or other schools may attend. Our setting is open to all members of the community.

We advertise our service widely.We provide information in clear, concise language, whether in spoken or written form.We base our admissions policy on a fair system.



We ensure that all parents are made aware of our equal opportunities policy.We do not discriminate against a child or their family, or prevent entry to our setting, on the basis of colour, ethnicity, religion or social background, such as being a member of a travelling community or an asylum seeker.We do not discriminate against a child with a disability or refuse a child entry to our setting because of any disability.We ensure that people with disabilities can participate successfully in the services offered by the setting and in the curriculum offered.We take action against any discriminatory behaviour by staff or parents. Displaying of openly racist insignia, distribution of racist material, name-calling, or threatening behaviour are unacceptable on or around the premises and will be dealt with in the strongest manner.

Employment

We will appoint the best person for each job and will treat fairly all applicants for jobs and all those appointed.

Posts are advertised and all applicants are judged against explicit and fair criteria.Applicants are welcome from all backgrounds and posts are open to all.We may use the exemption clauses of the Race Relations Act and the Sex Discrimination Act where this is necessary to enable the service to best meet the needs of the community.The applicant who best meets the criteria is offered the post, subject to references and checks by the Criminal Records Bureau. This ensures fairness in the selection process.All job descriptions include a commitment to equality and diversity as part of their specifications.We monitor our application process to ensure that it is fair and accessible.All employees will be treated fairly and equally. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and abilityEvery employee is entitled to a working environment, which promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated.

TrainingWe seek out training opportunities for staff and volunteers to enable them to develop anti-discriminatory and inclusive practices, which enable all children to flourish.We review our practices to ensure that we are fully implementing our policy for equality, diversity and inclusion.

FamiliesWe recognise that many different types of families successfully love and care for children we support them in the following ways:

We welcome the diversity of family lifestyles and work with all families.



We encourage children to contribute stories of their everyday life to the setting.We encourage parents/carers to take part in the life of the setting and to contribute fully.For families who speak languages in addition to English, we will develop means to ensure their full inclusion.We offer a flexible payment system for families of differing means and offer information regarding sources of financial support.

The ActivitiesAll children will be respected and their individuality and potential recognised, valued and nurtured. Activities and the use of play equipment offer children opportunities to develop in an environment free from prejudice and discrimination. Appropriate opportunities will be given to children to explore, acknowledge and value similarities and differences between themselves and others. The activities offered in the setting encourage children to develop positive attitudes about themselves as well as to people who are different from them. It encourages children to empathise with others and to develop the skills of critical thinking.We do this by:

making children feel valued and good about themselves;ensuring that children have equality of access to learning;making appropriate provision within the curriculum to ensure each child receives the widest possible opportunity to develop their skills and abilities;positively reflecting the widest possible range of communities in the choice of resources;avoiding stereotypes or derogatory images in the selection of books or other visual materials;creating an environment of mutual respect and tolerance;helping children to understand that discriminatory behaviour and remarks are hurtful and unacceptable;ensuring that the activities offered are inclusive of children with special educational needs and children with disabilities;ensuring that children learning English as an additional language have full access to all activities and are supported in their learning; andensuring that children speaking languages other than English are supported in the maintenance and development of their home languages.

ResourcesThese will be chosen to give children a balanced view of the world and an appreciation of the rich diversity of our multi-racial society. Materials will be selected to help children to develop their self-respect and to respect other people by avoiding stereotypes and derogatory pictures and messages about any group of people.

Special Needs(check the collection password if necessary)


We recognise the wide range of additional needs & support of children and families in the community, and will consider what part we can play in meeting these needs. Planning for activities will take into account the needs of people with disabilities.

Discriminatory Behaviour/RemarksThese are unacceptable in our clubs. The response will aim to be sensitive to the feelings of the victims and to help those responsible to understand and overcome their prejudices.

Food. Medical, cultural and dietary needs will be met.

Fun In School Holidays is committed to the principles and practice of equal opportunity. F.I.S.H. is dedicated in proving equal opportunities to all in employment, irrespective of their gender, race, ethnic origin, disability, age, nationality, national origin, sexuality, religion, marital status and social class.

We oppose all forms of unlawful and unfair discrimination.

All employees will be treated fairly and equally. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability.

Our CommitmentEvery employee is entitled to a working environment, which promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated.

The commitment to equal opportunities at F.I.S.H is good management practice and makes sound business sense.

Breaches of F.I.S.H’s equal opportunities policy will be regarded as misconduct and could lead to disciplinary proceedings.

This Policy is Fully Supported by the managers and owners of Fun In School Holidays



FISH Organisational Structure



PLAYLEADER/MANAGER LADYSMITH INFANT & JUNIOR SCHOOLJob Description

Purpose of Post1. The day to day management of the Settings, including staff management,

marketing, bookings, finance and administration;2. To oversee a successful, high quality childcare provision, ensuring that standards

are met and children receive excellent quality care and education;3. Supervision of and support to the other personnel within the Setting therefore

implementing high standards of quality practices;

Key Areas1. Staff Management, Team Building and Development;2. Business Development, Marketing and effective business administration3. High Standards of Care and Education of the Children;

Responsible to1. Owners (Sarah Jones & Dan Baxter)

Hours of Work1. Monday - Friday 7.15am – 9.15am & 3.15pm – 6.15pm (Term Time)2. 2 hours planning time per week to be flexible hours

Pay1. As Indicated on Contract of Employment

Duties and ResponsibilitiesStaff Management, Team Building and Development

1. To assist in recruiting, inducting, supervising and appraising all setting staff as appropriate, and in accordance with setting policies, procedures and standards;

2. To ensure that all staff working in the Setting on any basis are carefully referenced and CRB checked prior to commencing employment;

3. To update and maintain Setting policies and procedures, and the Operational Plan as needed, ensuring that documents are easily accessible;

4. To co-ordinate/ chair termly staff meetings as appropriate, including preparation of agendas, training and planning sessions, with minutes;



5. To manage staffing levels within the Setting to comply with required ratios, including planning and organisation of staffing schedules and holiday rotas;

6. To manage parent rota/ volunteer staff, ensuring they are properly inducted, supported and trained within the Setting;

7. To maintain an accurate and effective personnel management system, ensuring all necessary paperwork is securely retained on each staff member, and that such files are kept up to date;

8. To actively promote and facilitate relevant staff training and development opportunities;

9. To oversee the supervision and training of student placements within the Setting;10.Maintaining staff awareness of key practices within the Setting, eg. health and

safety, food hygiene, administering of first aid, fire drill procedures, in accordance with the code of practice;

Business Development and Effective Business Administration1. To actively promote the Setting to ensure that vacant places are filled, and its

services are marketed and advertised as necessary to ensure the Setting runs to its full capacity.

2. Be aware of and act in accordance with current legislation, policy and procedures;3. Being responsible for the collection, recording and banking of fees together with

administering a petty cash budget;4. Being responsible for all administrative duties associated with the management of

the facility, eg child registration, creation/ maintenance of relevant records, ordering equipment, maintaining an inventory, keeping personnel records up to date;

5. To manage the development and implementation of systems to monitor and record child development;

6. To promote the aims and objectives of the Setting;7. To promote the high standards of the Setting at all times to parents/carers, staff and

visitors;8. To liaise with Deputy Manager in showing parents/carers around the Setting

facilities and sending out information;

High Standards of Care and Education of the Children;1. To ensure staff comply at all times to the Setting’s policies, procedures and

standards including health and safety, health and hygiene, inclusion, confidentiality, etc;



2. Liaise with parents/carers, other family members and staff to help ensure that the particular needs of children are met and that parental choice is considered in terms of care given;

3. To plan and implement appropriate objectives and policy for the Setting;4. To ensure that a high standard of quality care and education is provided at all times;5. To lead a team of professional workers and to ensure good practice at all times;6. To manage the quality of resources within the Setting, including maintenance of

materials and equipment;7. Establishing and maintaining effective communications links with the Local Authority

and other professional bodies associated with the Setting;Equality and DiversityFISH staff are required to commit to the FISH equality and diversity statement which states that we believe that excellence will be achieved through recognising the value of every individual. We aim to create an environment that respects the diversity of staff, students and other members of the local community that come into contact with FISH.FISH acknowledges the basic rights to all staff, children and visitors:To be treated with respect and dignityTo be treated fairly with regard to all procedures, policies and choicesTo receive encouragement to fulfil their full potentialTo be provided with a safe, secure and welcoming environment for staff, students and visitors.

Other1. Working in partnership with parents/carers / carers and other family members;2. Overseeing the efficient upkeep of the building, furnishings and fittings;3. Co-ordinating with appropriate agencies regarding student/trainee placements and

supervising accordingly;4. To liaise with outside agencies as required;5. To ensure the efficient upkeep of the building and maintenance/stock of equipment,

furnishings and fittings, to be supported by appropriate policies for stock checking and assessing the safety of equipment and resources within the Setting;

This job description works alongside those of all other personnel. The manager’s responsibility is to ensure that the staff team are working to their full potential.



MANAGERPerson Specific

DEPUTY / SUPERVISOR


Essential Skills, aptitude, knowledge and experience

Experience in managing staff, motivating teams and recruiting new staff membersExperience of staff induction, supervision, and appraisal processesPrevious experience of caring for, or working with children aged 4-12 in a voluntary or paid capacityA commitment to the provision of high quality childcare with an interest in the care, learning and development of young childrenKnowledge of the EYFS for the regulation of Childcare provisionKnowledge of safeguarding children

Personal QualitiesEnthusiasm for giving children the highest quality care and education opportunities Good organisational, record keeping, planning skillsExcellent written and verbal communication skills, with colleagues, parents, carers and childrenA positive approach to inclusive practice, with children, colleagues, parents and carersPunctuality, patience, reliability and trustworthiness

Qualifications

Completion of a recognised Level 3 Playwork qualification, or be working towards completionA positive approach to gaining further qualificationsSome understanding of the importance of Health & Safety and Food Hygiene in the workplace

Desirable

Experience in Line Managing staff, including involvement in induction, supervision, and appraisalsInterest in the care, learning and development of young childrenAn understanding of the EYFS

Flexibility – occasionally working hours might be changed, eg. if the setting hosts a Parent’s EveningAble to work in small teams

Health & Safety certificateFirst Aid certificateCompletion of other relevant courses

This post requires a CRB check as there may be periods of unsupervised access to children. An Enhanced CRB and satisfactory references would be obtained prior to commencement of employment.


Job Description

Purpose of Post1 To work under the direction of the manager and deputise for him/her as and

when required;2 To support the aims and objectives of the Setting and assist the manager in the

organisation of a high quality establishment for children from birth to 5 years;3 To provide high standards of childcare and education – to include the monitoring

and reviews of Setting, this includes providing a safe, caring environment to enable the emotional, social and educational development of children, through individual attention and group activities;

4 To direct and support staff as agreed by the Setting manager.

Key Areas1. Work with Children;2. Lead the team 3. Liaise with Parents/carers.

Responsible to2. F.I.S.H Holiday Club Manager3. Owners

Hours of Work3. Monday to Friday, 8.15am – 5:45pm (School Holidays Only)

Pay2. £XXX per hour

Duties and Responsibilities1 To promote the aims and objectives of the Setting;2 To promote the high standards of the Setting at all times to parents/carers, staff

and visitors;3 To assist the manager in showing parents/carers around the Setting facilities and

sending out information;4 To ensure the Setting maintains a high standard of physical and emotional care;5 To lead a team of professional workers and to ensure good practice at all times;6 To assist the manager in setting and implementing objectives and policy for the

Setting;



7 To assist with the planning and organisation of staffing schedules and holiday rotas to ensure adequate staffing levels are maintained in accordance with Local Authority guidelines and Setting procedures;

8 To assist with the implementation of administrative procedures involved with: - registration, place allocation, and other related matters;

9 To assist with the development and implementation of systems to monitor and record child development;

10 To assist with the preparation and maintenance of materials and equipment;11 To be responsible for the Health and Safety standards appropriate for the needs

of young children and ensuring staff compliance and awareness;12 To ensure high standards of hygiene and cleanliness are maintained at all times;13 To ensure the Setting maintains a high quality environment to meet the needs of

individual children from differing cultures and religious backgrounds, and stages of development;

14 To ensure confidentiality of information received;15 To assist with staff development and training;16 To assist the manager in the supervision of the training of students in placement

within the Setting;17 Liaise with parents/carers, other family members and staff to help ensure that

the particular needs of children are met and that parental choice is considered in terms of care given;

18 To liaise with outside agencies as required;19 Assist the manager with the efficient upkeep of the building and

maintenance/stock of equipment, furnishings and fittings;20 Maintaining staff awareness of fire drill in accordance with the code of practice;21 The deputy manager will also be required to take on extra roles which may

include child protection officer, fire office, and health and Safety officer. This would be subject to relevant training or experience in these areas.

22 To attend monthly staff / planning meetings and training sessions outside working hours;

23 To undertake such other duties and responsibilities of an equivalent nature as may be determined from time to time by the Setting manager;

24 To deputise for the manager in their absence.

Team Work

1. Support all staff and engage in a good staff team;2. To attend ALL out of working hours activities, eg training, monthly staff

meetings, parents/carers evenings, summer Party, Christmas party, etc.(check the collection password if necessary)


General1. Contribute to good standards of hygiene and cleanliness in the Setting;2. To undertake such other duties and responsibilities of an equivalent nature, as

may be determined by the trainee’s supervisor from time to time;3. The trainee’s duties must at all times be carried out in compliance with the

Setting’s Equal Opportunities policy;4. Look upon the Setting as a "whole" where your help can be most utilised, be

constantly aware of the needs of children;5. To respect the confidentiality of information received;6. To ensure the Setting is a high quality environment which meets the needs of


7. To be aware of the high profile of the Setting and to uphold it's standards at all times;

8. To be aware of all emergency and fire evacuation procedures;9. To be aware of sections 7 & 8 of the Health and Safety at Work Act 1974;10.To understand that as part of training you will be required to move to other parts

of the Setting.

DEPUTY MANAGERPerson Specific



Experience in managing staff, motivating teams and recruiting new staff membersAn understanding of staff induction, supervision, and appraisal processesPrevious experience of caring for, or working with children aged 0-5 in a voluntary or paid capacityA commitment to the provision of high quality childcare with an interest in the care, learning and development of young childrenKnowledge of the National Standards for the regulation of Childcare provision

Personal QualitiesEnthusiasm for working with young children Good organisational, record keeping and planning skillsExcellent written and verbal communication skills, with colleagues, parents, carers and children

Desirable

Proven administrative experience, including handling confidential staff and child records A positive approach to learning and gaining new skills through teamwork and training opportunitiesAn understanding of the Foundation Stage curriculumAn understanding of the Early Learning Goals

Flexibility – occasionally working hours might be changed, eg. During Parents & Child Social Days

Able to work in small teams

Leadership and management skills


PLAYWORKERJob Description

Purpose of Post1. To contribute a high standard of physical, emotional, social and intellectual care

for children placed in the Setting;2. To give support to other personnel within the Setting;3. To implement the daily routine in the base room.4. To provide a caring, secure environment, through individual attention and group activities,

and to organise appropriate range of leisure activities for children between the ages of 4-12.

Key Areas4. Work with Children;5. Team Work;6. Liaise with Parents/carers.7. Activity Planning;8. Supervision and Care of Children;9. Direct Playwork.10. Staff Supervision




Experience in managing staff, motivating teams and recruiting new staff membersAn understanding of staff induction, supervision, and appraisal processesPrevious experience of caring for, or working with children aged 0-5 in a voluntary or paid capacityA commitment to the provision of high quality childcare with an interest in the care, learning and development of young childrenKnowledge of the National Standards for the regulation of Childcare provision

Personal QualitiesEnthusiasm for working with young children Good organisational, record keeping and planning skillsExcellent written and verbal communication skills, with colleagues, parents, carers and children

Desirable

Proven administrative experience, including handling confidential staff and child records A positive approach to learning and gaining new skills through teamwork and training opportunitiesAn understanding of the Foundation Stage curriculumAn understanding of the Early Learning Goals

Flexibility – occasionally working hours might be changed, eg. During Parents & Child Social Days

Able to work in small teams

Leadership and management skills


Hours of Work1. Please see Contract of Employment

Pay1. £XXX per hour

Duties and ResponsibilitiesStaff Supervision1. Daily management of staff team, including maintenance of personnel files, staff

contracts, managing rotas, and handling absences/ holiday/ sickness2. Recruiting, suitability checking and inducting new staff3. Regular supervision and appraisal of staff4. Leading Team Meetings, planning sessions and cascading training opportunities

Activity Planning1. To lead or supervise safe, creative and appropriate play opportunities for a range

of age groups2. To lead Planning Sessions with staff team to ensure a planned approach to

sessions, including allocation of resources, and liaison with parents/carers about themes as necessary

3. To ensure playworkers have adequate support for preparing activities, organising programmes/ themes and arranging equipment;

4. To ensure that all activities are inclusive for all children to take part in;

Liaison1. To develop and maintain good relationships and communications with

parents/carers to facilitate meeting the needs of each child;2. To encourage parental involvement and support through the development of

effective working relationships;3. To ensure that staff communicate clearly about any matters relating to the

running of the club and the wellbeing of the children, including resources and equipment, health and safety, and safeguarding issues;



4. To consult with the children and involve them in the planning of activities;5. To encourage a close liaison with schools and other related agencies.6. To share good practice with other playworkers as needed, including membership

to local Play Forums;7. To work with and gain support from Devon County Council’s Out of School

Development Workers as required;

Supervision and care of children1. To supervise students/ trainees, visitors and volunteers, delegating any

appropriate tasks to other staff;2. Ensure that activities are carried out in a safe and responsible manner in

accordance with the National Standards for Out of School provision, and other guidance, eg. Health and Safety

3. Where food is provided, to ensure that it is balanced and healthy in accordance with recommended dietary requirements, and that food preparation/ handling is carried out within the guidelines of the Food Safety Act 1990;

4. Ensure that risk assessments are completed prior to commencing activities with children;

Direct Playwork1. Ensure that a wide range of creative and enjoyable activities are offered;2. To coordinate the availability and ascertain the suitability of play resources,

including managing an inventory of stock, and liaising with local Scrapstore and other resource centres as needed

3. Manage the planning of a wide range of creative and enjoyable activities, in conjunction with team members, and consultation with the children;

4. To fully support inclusive practice, and ensure that all children can be involved in the activities offered if they wish;

Equality and DiversityFISH staff are required to commit to the FISH equality and diversity statement which states that we believe that excellence will be achieved through recognising the value of every individual. We aim to create an environment that respects the diversity of staff, students and other members of the local community that come into contact with FISH.FISH acknowledges the basic rights to all staff, children and visitors:To be treated with respect and dignityTo be treated fairly with regard to all procedures, policies and choicesTo receive encouragement to fulfil their full potential



To be provided with a safe, secure and welcoming environment for staff, students and visitors.

Other1. To promote the aims and objectives of the club, and use as a guide for daily

activities;2. Be aware of Staff Policies and Practices;3. To ensure the Setting has a high standard of physical and emotional care;4. To ensure good standards of hygiene and cleanliness are maintained at all times;5. To be responsible for the Health and Safety standards appropriate for the needs

of the children;6. To assist with the preparation and maintenance of materials, equipment;7. Recording accidents in the accident book;8. Ensure child is collected by someone known to the club;9. To ensure the Setting of a high quality environment to meet the needs of


10.To ensure confidentially of information received;11.To be aware of the high profile of the club and to uphold its standards at all

times;12.To be involved in out of working hours activities, eg Training, Staff Meetings,

Summer Fayre;13.To undertake such other duties and responsibilities of an equivalent nature as

may be determined from time to time by the Manager.14.To undertake continuous professional development, including short courses and

qualifications relevant to playwork;15.To promote the aims and objectives of the Setting;16.To understand and adhere to Setting policies, procedures and standards at all

times;17.To ensure the Setting offers the highest standards of physical and emotional

care, health and safety, and food hygiene at all times;18.To assist with the preparation and maintenance of materials and equipment;19.Recording accidents in the accident book;20.Ensure children are collected in strict accordance with the Setting’s Child

Collection Policy;



21.To ensure the Setting offers a high quality, inclusive environment which meets the needs of all children, regardless of culture, religion, and physical or emotional development;

22.To ensure confidentially within the Setting at all times;23.To participate in activities which fall outside of normal working hours as required,

eg. Training, Staff Meetings, fundraising events, etc.

Team Work

3. Support all staff and engage in a good staff team;4. To attend ALL out of working hours activities, eg training, monthly staff

meetings, parents/carers evenings, summer Party, Christmas party, etc.

General11.Contribute to good standards of hygiene and cleanliness in the Setting;12.To undertake such other duties and responsibilities of an equivalent nature, as

may be determined by the trainee’s supervisor from time to time;13.The trainee’s duties must at all times be carried out in compliance with the

Setting’s Equal Opportunities policy;14.Look upon the Setting as a "whole" where your help can be most utilised, be

constantly aware of the needs of children;15.To respect the confidentiality of information received;16.To ensure the Setting is a high quality environment which meets the needs of


17.To be aware of the high profile of the Setting and to uphold it's standards at all times;

18.To be aware of all emergency and fire evacuation procedures;19.To be aware of sections 7 & 8 of the Health and Safety at Work Act 1974;20.To understand that as part of training you will be required to move to other parts

of the Setting.PLAYWORKER

Person Specific



Previous experience of caring for, or working with children aged 4 - 12 in a voluntary or paid capacityAn understanding of the Early Learning GoalsKnowledge of the EYFS for the regulation of Childcare provision

Desirable

Experience in Line Managing staff, including involvement in induction, supervision, and appraisalsInterest in the care, learning and development of young childrenAn understanding of the eyfsKnowledge of safeguarding children


FIRST AIDERJob Description

Purpose of Post5 To ensure efficient & effective day to day procedures are carried out and to

provide first aid expertise in the event of accidents and illness in schoolKey Areas

11.Work with the casualty12.Complete relevant accident forms, R.I.D.D.O.R forms, update risk assessments



Previous experience of caring for, or working with children aged 4 - 12 in a voluntary or paid capacityAn understanding of the Early Learning GoalsKnowledge of the EYFS for the regulation of Childcare provision

Desirable

Experience in Line Managing staff, including involvement in induction, supervision, and appraisalsInterest in the care, learning and development of young childrenAn understanding of the eyfsKnowledge of safeguarding children

This post requires a CRB check as there may be periods of unsupervised access to children. An Enhanced CRB and satisfactory references would be obtained prior to commencement of employment.


13. Liaise with Parents/carers and inform them of the accident and ensure parent sign the relevant paper work.


Duties and Responsibilities1. Provide first aid expertise in the event of accidents and illness in FISH2. Judge if it is appropriate to send a child home and contact parent/carer.3. Arrange/provide transport home as appropriate.4. Record accidents using the FISH accident report forms and any treatment given.5. Administer children medication and ensure FISH administration of medical form

are filled out correctly 6. Liaise with parent/carer/outside agencies re. medication in the setting. 7. Maintain medical supplies throughout the setting, ensuring there is adequate

first aid equipment.8. Maintain records of ‘regular attendees’ and take up with appropriate staff. 9. Complete accident reports 10.Liaise with H&SE as required. 11.Organisation of medical/dental examinations.

FIRE OFFICERJob Description

Purpose of Post1 To ensure a safe and healthful work and play environment and to ensure

compliance with all applicable policies, laws, and standards. This position will plan and carry out an effective fire prevention and protection program.

Key Areas1. Work with school Fire Officer2. Complete relevant risk assesments 3. Liaise with Staff and Line Managers.




Duties and Responsibilities1. Plan and carry out a program of inspecting FISH property for fire hazards,

violations of fire prevention principles and adequacy of fire protection systems and equipment.

2. Take remedial action to remove fire hazards. 3. Instruct FISH Staff and children on fire prevention and use of fire extinguishers. 4. Maintain records relating to the Fire Safety (i.e., inspections, investigations,

equipment inventory, etc.) 5. Organise Fire Training6. Plan and carry out a program of Fire Drills in line with the FISH fire safety policy

SENCO & ADDITONAL NEEDS (1-2-1)Job Description

Purpose of Post1 The key task of a SENCO is to ensure that the SEN provision in FISH is both

efficiently and effectively managed. 2 The SENCO with the support of the club manager takes responsibility for the day-

to-day operation of the provision for children with SEN and provides professional guidance in the area of SEN in order to secure high quality childcare and the effective use of resources.

Key Areas1. Work with Child’s Primary Provider 2. Complete care plan forms3. Liaise with Staff and Line Managers.




3. Parents

Duties and Responsibilities1. Ensure effective systems of communication including feedback about child’s

learning to inform future planning2. Monitoring the quality of SEN support by establishing effective systems to

identify and meet the needs of the children whilst ensuring that the systems are coordinated, evaluated and regularly reviewed.

3. Ensure that the objectives of the SEN policy are reflected in the day to day running of the setting

4. Work with the child’s parent, primary provided and school to ensure consistent care is offered throughout their time with us at FISH

SAFEGUARDING OFFICERJob Description

Purpose of Post1. The safeguarding Officer has the main responsibility for managing child

protection issues within FISH. The role and responsibilities of the safeguarding Officer are detailed below. Specific responsibilities in relation to allegations against members are detailed in the safeguarding policy

Key Areas1. Approachable with friendly manner 2. Good listener 3. Well organised 4. Motivated 5. Prepared to pass on concerns to professional agencies when necessary


Duties and ResponsibilitiesWithin FISH the safeguarding Officer will:

1. Implement and promote FISH’s safeguarding policy and Procedures.2. Act as the main contact within FISH for the protection of children.3. Communicate with members on issues of child and vulnerable adult protection.4. Keep abreast of developments and understand the latest information on data



protection, confidentiality and other legal issues that impact on the protection of children.

5. Establish and maintain contact with local statutory agencies including the Police and Social Work Department.

6. Maintain confidential records of reported cases and action taken and liaise with the statutory agencies and ensure they have access to all necessary information.

7. Organise training for staff.8. Regularly monitor and review the FISH’s Child safeguarding Policy and Procedures.9. Ensure that the child protection procedures are understood and adhered to by all

members.10.Establish and maintain the complaints procedures.11.Be familiar with current child protection legislation and The Children Act 1989.)12.In the event of a complaint being made ensure that the complaints procedures

are met and see the procedures through to the final decision. 13.To assist the club to put in place a child protection policy and plan.14.To assist in putting the policy and plan into action.15.To promote the child protection policy.16.To act as a point of contact for any child protection concerns17.To record child protection cases in an effective and reliable way. 18.To ensure that confidentiality is maintained, and also that information is passed

on where necessary. 19.To ensure that recruitment is safe, and that appropriate checks, such as CRB

checks, references.



What is it like for a child here?

Fish is designed around each child that attends our clubs, we understand that every child has different needs and expectations and our team aims to esure that ever child that comes to FISH has the best time whether they are with us for half an hour in the breakfast club or a whole day in the Holiday Club. We would rather have 30 kids engaging in activities that they would like to do rather than making them do an activities that they don’t enjoy! This is why we involve all the children in the planning and often our planning changes to meet the need of the children attending that session.

When we started FISH our aim was simple:

To offer affordable child care for parents, where children have a fun and safe environment to play in and make new friends, improving their confidence and enjoy being a child. We want every child to want to come back to our holiday club instead of being made to by their parents

And to this day we still are 100% focused in ensuring we meet this aim!



Information for Parents

Having a two way relationship with parents has been the key to our success, we communicate with parents in the following ways;

Termly Newsletter Booking forms sent directly to parent by email or can collect from the club, or school.Notice Boards in School receptions Feedback at the end of each session, and information given verballyConfidential information about the child is shared, through our key worker system.We have a Policy of the Term, which is sent out each term by email and is displayed on the registration table.All of our policies are available to parents by email, and hard copies are at the club.

We also have social events and these are well attended by the parents of our settings, and at Christmas we have a joint Christmas Party with over 200 families attending. Parents are often in a rush to drop off or collect their children so these events enable us to chat with parents on more informal basis.

We also feel that it is important to get feedback from parents as this help us improve our service, but also ensures that our service is catering for the needs of our parents all of this is achieve in the following ways

Questionnaires on bi annually basisDiary Room at Social EventsOpen Evening (annually)FISH for Comments & suggestions Boxes on Signing in & out table.

Sample welcome pack



Registration form

All about me

Sample Timetable

Parents Comments

Kit List

FISH Leaflets


Documents

Sample Parent Consent Form - FISH€¦ · Web viewAll female F.I.S.H. employees are entitled to 26 weeks' ordinary maternity leave, during which time the contract of employment continues