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GFCCCC

Full FSF Member
  • Content count

    228
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GFCCCC last won the day on November 22 2017

GFCCCC had the most liked content!

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About GFCCCC

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    Feet firmly under the table!

Previous Fields

  • Your interest in Foundation Stage education
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Recent Profile Visitors

341 profile views
  1. Allow staff to baby sit

    Absolutely not, many of our staff have part time jobs in bars or restaurants (I myself do other paid work outside of my role in the organisation) One or two of them even do babysitting jobs for an agency or for friends and family - I have no problem with this as it is totally unrelated to their role as a carer to that family within our setting. We just feel that it is very important that nothing anyone does outside work could have any impact at all on the organisation. We also have some term time only staff who work in holiday schemes in their own child's school during the holidays and we have no problem with that either. And as I said, it is something that they choose to sign up to when they work for us.
  2. Allow staff to baby sit

    No it wouldn't be classed as restrictive practice at all, which refers usually to restricting practice to prevent competition or to reduce output - neither of these apply. Also, this is something that staff are aware of before they start and sign up to in the terms of their contract. This is about the effect it could have on the organisation if anything were to go wrong, because despite the fact that staff would not represent the organisation, it would be hard for anyone to separate the two. Also, it is about the pressure if would put staff under if they witnessed or heard anything in the home of a setting user, which caused them concern as they would be duty bound to report it and it could cause ill feeling between organisation and users.
  3. Allow staff to baby sit

    We don't allow either of these things, under any circumstances. We also don't allow any staff to keep their children in any of our settings and if a relative or friend of theirs brings their child to one of our settings, the staff member cannot work in the same room.
  4. Putting a Tender together

    I have done four. They will all be slightly different depending on the authority and the terms on which the setting is being offered. There is usually a requirement to complete a compliance statement. If the tender document is non-compliant, it cannot be assessed. For each of the settings I bid for, I had to complete an eligibility statement, produce a grid showing compliance and then complete an application which was divided into sections relating to knowledge & experience, ability, how we would meet the requirements of the tender, capacity and sustainability. There were also some detailed scenario questions relating to safeguarding. We had to include a business plan and a three year budget. Questions were marked and weighted and then the LA sent assessors to observe practice and carry out a leadership interview. It was all quite tiring and a bit stressful but I'm glad I did it. The process will be different for all authorities but will all have to meet the EU procurement rules. I still have all my bid documents, if you decide to go ahead and you want to share some of the questions with me and they are similar, I would be happy to share some of our answers/statements etc.
  5. Funding weeks

    The paragraph below is from the Dept for Education guidance to local authorities, so it would appear that it may not be offered over less weeks. However, some LAs are happy for providers to take inset days as they clearly add value to the programme, ours certainly does. However, the school term is 39 weeks and not 38 - so term time staff should be working 39 weeks and therefore should have 5 days to use for training and planning etc. I use both - in all our term time settings, staff work exact school terms so they get 13 weeks off (Feb half term = 1. Easter = 2. Spring bank = 1. Summer = 6. Oct half term = 1. Christmas = 2 TOTAL 13) which means they work 39. When I prepare calendars for the following year, I arrange to break up a day or so before schools so staff get an inset day and the children get 38 weeks. I also still take advantage of the right to take inset days for our all year round settings. Two-year-olds: A child will be entitled to the free hours from the term after if both of the following conditions are satisfied: (1) the child has attained the age of two (2) the child or parent meets the eligibility criteria. The eligibility criteria are set out in the legal annex (see page 39/40). Local authorities are required by legislation to: A1.1 Secure free places offering 570 hours a year over no fewer than 38 weeks of the year1 and up to 52 weeks of the year for every eligible child in their area from the relevant date,
  6. What is your title?

    Oh dear, I have inadvertently shown my age. So who can remember before ofsted when inspections were carried out by 'social services under eights' ?
  7. What is your title?

    Who can remember 'Officer in Charge'? Are there any of them left?
  8. admissions question! HELP!

    That must be really wearing. Trouble is, other settings will have similar policies in place so they will probably stay with you - they probably already know they are pushing the boundaries - some people will just keep doing it.
  9. admissions question! HELP!

    Absolutely not - what could they take me to court for? It is not a crime to refuse to provide a service to someone who has caused a nuisance to the organisation before. Our organisation is also a charity and I would never put it at risk but we have the right to refuse to serve someone, just like other organisations. Also, I would never take someone who had previously upset staff as their feelings matter and it is important to show them their value to the organisation - which is much greater than that of one rude parent. No, I have absolutely no problem telling people when they are not welcome.
  10. admissions question! HELP!

    I'm afraid I would simply tell him that I don't want him there. I have done this before and as far as I'm concerned there is no legal position. I'm running the setting and I am under no obligation to offer a place to a family that have previously been difficult and upset staff. There have been two occasions when people I have turned down have complained to the LA and when they have contacted me I have told them the same - I will not provide a service to anyone who has been unreasonable or been rude to staff in the past.
  11. Snow days- refunds

    We have a bad weather policy which clearly states that we will stay open whilst ever it is safe to do so (haven't closed once in 29 years!). If parents choose not to bring their children, they still have to pay. The contract signed by all parents refers to them having to pay if they don't attend for any reason whether it is illness, holiday or bad weather. They all sign it, and they all get charged.
  12. Not sure if this info is of interest to anyone - it was an issue that came up at our LA Early Years Business meeting recently regarding counting Apprentices in the ratio. It wasn't relevant to me but there were many settings who were unclear. Our LADO contacted Dfe for clarification and has now forwarded this to all settings. "Dear DSL’s, At the Early Years Business Meeting and DSL Network I advised of some new guidance from the Department for Education (DfE) about apprentices working in the Early Years sector. There was a lot of confusion about this and I agreed to clarify the information with the DfE and Ofsted, and I now have a definitive response for you. An apprentice can be counted in the ratios as; An unqualified member of staff if they don’t have a full and relevant qualification providing they are competent and responsible. In the level 2 staff ratios if they have achieved a full and relevant level 2 qualification (this may be the case for apprentices who are undertaking a level 3 apprenticeship) or In the level 3 staff ratios when they have achieved their full and relevant qualification and level 2 English and Maths. Please also note EYFS 3.25 regarding newly qualified entrants requiring PFA certificate within three months of starting work What this means from a staffing point of view is if you have an apprentice working towards either level 2 or 3 and they have no other qualification then they have to be classed as an unqualified staff member. The EYFS 3:23 states that ‘half of the staff must hold at least a full and relevant level 2 qualification’ Many of you operate above the 50% qualified staffing requirement so you won’t need to take any further action. For those of you who do operate with 50% qualified and unqualified staffing, I suggest you review your workforce to ensure you are complaint with the EYFS and the DfE guidance if you do employee apprentices. Both the EYFS and guidance from the DfE need to be adhered to. The info from the DfE can be located at www.gov.uk/guidance/children-and-young-peoples-workforce-apprenticeships I trust that this clarifies things for you. This e mail is also being sent out by Early Years to all of their setting contacts so you may receive this twice"
  13. iwatches and fitbits etc.

    We have asked someone from the LA safeguarding team for guidance but she's not sure so plans to bring it up at their next meeting with Ofsted.
  14. Hello all, Just wondered if anyone has a policy about staff wearing these, I have a few staff that got these items for Christmas and want to wear them at work - to count steps etc.! However, I understand some of them link to the internet and therefore am not sure what rules to put in place regarding their use.
  15. Does anyone know where I can get a table with the top made of whiteboard so that the children can write on the actual table and it can be wiped off - I'm sure I've seen one somewhere but I can't remember where? Thanks
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