Confidentiality

1.       How was the confidentiality code violated with the mother?  The other school should of spoken with the mother about the transferring of his records. The school should of only transferred records that were legally required to be transferred.  The director and teacher should of not had any conversations without the mother knowing and giving consent.  

2.       How was the confidentially code violated with the mother? The mother was in a public area and overheard personal and confidential information about other children and their parents.

3.       Do you think there should have been a discussion between the two directors concerning Eric’s disability prior to his enrollment? There should have been a discussion with the directors if the mother consented.

4.       Who should have been included in the meeting? The director, mother , possibly the father and any other staff that would be involved in his primary care.

5.       Do you think a conversation with Eric’s classmates would have been helpful? A generic conversation to the children would be helpful when any need student enters a classroom.

6.       List some methods that might have eased Eric’s transition to his new school? The center policies about peanuts, toys and stuffed animals should have been explained to the mother. If the child could not have these items  then the mother could of not allowed the child to bring them in. As the teacher she should of worked with the group of children to ensure that everybody was kind to one another and welcoming to one another.

7.       How do you feel about the teacher’s conversation at the restaurant? This was clearly a violation of confidentially through her employer and early child care education standards.

8.       What if the conversation happened in the staff lounge at the center? The conversation was still of opinion and a violation of confidentially through her employer and early child care education standards.  

9.       As a director, is there anything you could do to rectify this situation?  Immediately implement effective policy that does not allow for these deviations from standards and professional morals that were violated in this situation.

10.   Do you think the mother should leave the child in that school? I think the mother should leave the child in the school if these deviations are immediately corrected. The mother in the situation should of also been more proactive to had conversations and shared what information she wanted the new center to know and any other unique information that the center needed to know about her son.

11.   11. Explain your reasons for not moving Eric again? Mistakes can happen and changing early child care providers is a huge situation for all involved including the child. As a team I think that everybody should work to redirect and make this early child care educational experience the best that it can be for this child and his family. If the negative circumstances are not taken care of immediately then the mother should consider another early child care education replacement for this child.

Staff Meeting agenda

Tara Williss

02/18/2012

Staff Meeting Agenda

 Their time together during these meeting empowers communication and time among one another. These meetings create an environment that builds and shapes their personal professional ethics as well as team work.

Post a date & time for the meeting on the staff bulletin board and have staff members sign to acknowledge that they know the date & time of the monthly staff meeting.

Staff Meeting Agenda

Theme for the center

Due dates for teachers lesson plans to include

Music & Movement

Process Art & Free Expression Art

Bulletin Boards

Puppets

Stories

Games

Manipulative

Blocks

Dramatic Play

Field Trips, Special Visitors, Orientations, Events & Celebrations

Monthly Classroom Observations & Continuing Education Courses

Kudos & General Policy Reminders

Notes

Negative Workplace Communication Ethics

Healthy communication relationships with co-workers are developed by some basic communication manners. We all have a memory or current relationship with a co-worker that thinks or has been allowed to interact with other workers via the cold shoulder treatment, not acknowledging you by your name, will not make eye contact or is always complaining. Being older and in the workforce greater than 25 years I have learned and no longer feel that their treatment is personal. Even if it is personal I no longer become nervous or intimated by their communication manners. I know that my work ethics including my communication with co-workers has not warranted their communication choices. Regardless of their style I feel that I still have every right to acknowledge them by their name, make eye contact, and not be a chronic complainer. I feel that something deeper is making a co-worker not acknowledge me by my name or not making eye contact with me. While I cannot change my co-workers choice I have the choice to treat them kindly. Time and example I feel will be the greatest assest that I can contribute to a co-workers negative communication manners. As a co-worker I feel that it is not my job to disclipine another co-worker unless I am their manager. If I am their manger then a coaching process needs to be implemented that leads to more formal disclipine. I feel that I have to pick your battles and always strive to be an employee that desires to help. A previous manager always told us, be here, be on time and do the best that you can do. I feel that if every employee showed up to work with these three goals just think how much less negative workplace communications would take place.  

The C's of Communication

Learning to deliver consistent messages to others on a professional level is like any other communication skill, practice yields improvement and feeling more comfortable when placed in these situations. Policy and facts when delivered professionally and kindly allow for consistent  messages without directly approaching, accusing or pointing fingers. The goal with consistent communication is to deliver the needed information and implementation of the information with movement forward in a positive direction for all involved.

Flexibility and fairness with staff members will always be a balancing act for directors in early child education. As a director needed schedule changes have to be reasonable. The other side of the coin is that the employees work ethic also is a strong consideration when allowing for schedule deviations, especially if other staff members will be picking up the slack or losing some of their schedule perks. Quality staff members may not always notice or acknowledge all the quality ethics and morals an employer provides, but they will remember when an employer did not treat another staff member with reasonable accommodation.
Direct confrontation should be avoided, but professionally acknowledging to another staff member that they utilized your work is acceptable. Depending on the situation and legal scope of the situation a manager may need to be informed. These gray are never comfortable but the well being of the staff and who they serve should always take precedence over any employees wrong actions.
The skills and techniques to effectively communicate are learned practices that with effective implementation build a foundation in a business that employees enjoy working for and with.