Core HR principles, compliance obligations and the building blocks every early childhood service needs in place.
Attract and hire the right educators. Job ads, interview frameworks, reference checks and offer letters for early childhood roles.
Set new educators up for success from their first day. Checklists, schedules and induction frameworks for your service.
Run the first six months with structure. Week 1, Month 3 and Month 6 check-ins, review scripts, and confirmation, extension or termination letters built in.
Run better one-on-ones, audit your team rhythms, set development goals and build full 70/20/10 development plans that connect each educator's growth to outcomes for children.
Plan the feedback conversation before you walk in. COIN model and Radical Candor, translated for how an educator hears feedback in an early learning service.
Set quarterly goals with OKRs, then run reviews every six months (quarterly if you can). Nothing in the review should be a surprise, just the conversation coming together on paper.
Get pay right so it is not an issue. Run the five-step review against the Children's Services Award or Teachers Award, link the decision to the percentage of goals achieved, and draft a pay change letter plus a team-facing pay and benefits statement.
Culture is what your team actually does, not what you say. Run a culture design session that lands on behaviours you can see in the room, then turn the output into a guidebook educators read in their first week and the whole team returns to.
Stay compliant and protected. Policy frameworks, NES guides and workplace legislation summaries for early childhood services.
Manage departures professionally and compliantly. Resignation processes, exit interviews and final pay guides.
Scenario based training modules and workshop resources designed to build confident, capable Service Managers.