CODE OF CONDUCT FOR NURSERY STAFF
Parents, children and all stakeholders are entitled to expect the highest standards of conduct from all our staff, and it is regarded as an essential part of the warm welcoming ethos of our nursery. The aim of this Policy is to provide guidelines which will help us maintain and improve standards and protect all our staff from any misunderstandings or criticism.
We expect all our staff to provide high levels of care and if necessary, advice to parents and other members of staff. Staff will be expected, by following agreed procedures and without fear of recrimination, to bring to the attention of the Nursery Manager any deficiency in the standards. If it is the Nursery Manager who is causing the concern, then the Whistleblowing Policy may be followed.
We are a very open democratic Nursery and pride ourselves on open communication; however, when information is necessarily confidential it should only be made available on a “need to know” basis.
The appearance which we present to each other and parents and visitors is important and impacts. Our expectation of all nursery staff is that they conform to standards of dress as befits a profession. Although many styles of dress are acceptable, staff should dress appropriately for their job and give a positive image. Thought needs to be given to length of skirts and cut of tops – particularly when bending over when working with young children. Long hair should be tied back, no jewellery except watches, important rings and studded earrings.
Except for medical reasons, employees must not take any substances that might affect their work. No staff should consume or be under the influence of drink/drugs during their hours of work. No smoking is permitted or premises.
Staff should not accept significant personal gifts from outside suppliers or hospitality that might give rise to suspicion or concern. Offers to attend purely or mainly social or sporting functions should only be accepted when the function is part of nursery/centre life or when the nursery is being represented, or when it is clear that the hospitality is corporate rather than personal. When an outside agency wishes to sponsor an activity, particular care must be taken if dealing with any potential contractor, or when any partner, spouse or relative of a member of staff might benefit.
All staff involved in appointments should ensure that they are based on merit. In order to avoid any possible action or bias, no staff should be involved in an appointment where they are related to an applicant or have a close personal relationship outside work. Similarly, they should not be involved in decisions relating to discipline, or pay adjustments.
Outside Commitments
All staff should consult the Nursery Manager before taking on additional employment. They should be clear about their contractual obligations and make sure their additional employment does not conflict with their nursery interests.
Mobile phones
In relation to use of mobile phones and use of digital equipment, I set out below some best practise guideline.
Social network, such as
Facebook, MSN, Twitter
Social networks should be personal to the staff member, staff shouldn’t comment on their work place, colleagues, Parents or children from the nursery.
Their should never be photos of the nursery or the children who attend the nursery on a staff members profile.
Staff should insure that their profiles are “closed” and not accessible for everyone to see.
Staff should not be friends with parent/Carers from the nursery.
any staff found doing any of the above, will be subject to a disciplinary procedure.
Our staff at Watcombe Children’s Centre Nursery are our strength. How the staff conduct themselves reflects on the whole centre. High standards and expectations are essential in all aspects of our work.
© 2010