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Lynnette Bonner, owner and manager of esSENtial Early Years, ‘thrives’ for her staff team to feel equipped and valued. This approach begins with an in-depth induction programme that supports new staff to gain the knowledge and skills needed to maintain the special educational needs setting’s high standards. This involves assessing their training needs and ensures certain training is completed, including Makaton, good autism practice and sensory processing. They are also assigned a mentor in their room to support them throughout the daily routine.
Lynnette continues to maintain a supportive role through an open-door policy, supervisions, appraisals and daily chats. She invests heavily in staff CPD and asks staff if there is particular training they would like to attend, along with investing in new initiatives to benefit the cohort of children, for example, story massage.
As well as external training opportunities, staff also receive in-house training and support, when members of the staff team lead staff meetings to share their knowledge from training they have attended. They also implement hands-on training to see how initiatives and interventions may work in practice.
The setting uses peer observations, video reflections, video training, manager spot questioning, quizzes, teambuilding exercises and a mentoring programme to further support team development.
Staff record good practice examples of certain interventions and sessions, such as ‘hello time’ and ‘dough disco’, to share with colleagues. This enables discussion and ensures consistency across the setting. It also supports the celebration of outstanding practice.
Staff wellbeing is prioritised to consolidate a positive team structure through ‘golden ticket’ schemes and acknowledgement and celebration of individual achievements. Equality and diversity are also promoted across the setting, which is reflected throughout its planning and training, including catering to staff of multiple faith, origins and team members with English as an additional language.
Last year, the whole staff team attended a professional development day and gained accredited sensory needs practitioner qualifications. This has resulted in the creation of a movement room full of resources for sensory input, and staff have also designed their own sensory circuit and painted it onto the ground outdoors. All children now have their own ‘sensory diet’ and all staff know how and when to implement this.
HIGHLY COMMENDED
Honey Pot Nursery Group – Liverpool, Merseyside
Recent wellbeing surveys given to the staff team cited that the wide variety of training and support in staff development is one of the reasons they enjoy working for Honey Pot Nursery. Management is ambitious and always looking for ways to develop the team. Their vision for the staff and children is evident in the low staff turnover rates and outcomes for children.
Young Friends Kindergarten – Hove, East Sussex
The leadership team has created a robust, holistic approach to team development where they continually invest in providing ongoing learning and development opportunities to each member of staff. They also emphasise the value of integrating the team’s individual skills and interests into the setting’s activities and environment, which supports a sense of wellbeing and job satisfaction.
CRITERION
Open to early years and childcare services that have built a high-quality staff team through good practice in recruitment and retention, training and career development.
