Projects & Publications

Projects

This information was last updated on February 1, 2013 prior to the CCHRSC’s dissolution. For more information, please see the message from the Board. 

Our projects produced research and developed strategies and tools to meet the needs of the child care workforce and achieve related goals. Click on the titles of our projects for more information.

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The Mountain from TSO Photography on Vimeo.

Generational Differences in the Workplace

To keep good employees, you must meet their needs and expectations, and understand what keeps them inspired. Employee needs and expectations vary from one person to the next. They also vary depending on a variety of factors including the generation of the workers.

Additional information - Ontario

 

Recognized post-secondary ECE programs in province - Saskatchewan

 

HR Metrics

The purpose of this section of the toolkit is to provide directors and others working in early childhood education and care (ECEC) with a general introduction to HR metrics, which are simply a unit of measurement of human resources. Here you’ll find ready-to-use tools and templates that employers can use to begin collecting and tracking their organization’s HR metrics.

Board

The work of the CCHRSC is governed by a volunteer Board of Directors who work in: national and provincial child care or labour organizations; child care centres, nursery and preschools, or their own homes as early childhood educators or employers; post-secondary training institutions; and government.

Nunavut

Nunavut Arctic College, Igloolik
ECE Program:
Early Childhood Education 
Prerequisite: Grade 10

Certification process - Saskatchewan

 

A Note on Terminology

Language used in ECEC can vary depending on the governance model or province/territory in which you work. Throughout the HR Toolkit, the term “organization” is used to denote a variety of early learning and child care settings – nonprofit, public or commercial. Sometimes the words “centre” “agency” or “facility” are also used. Several sections relate and refer to “boards of directors”.

Discipline

Clear expectations, appropriate supervision and feedback on a day-to-day basis are the best ways to avoid the necessity of implementing a discipline process as outlined below. However, when problems with behaviour or performance occur, discipline is necessary.

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