Review the requirements for determining whether the partner of a Head Start grantee is a contractor or subrecipient.
Program directors and human resources managers may use this resource to enhance their search strategies for hiring and retaining qualified staff. This article outlines each phase of an effective search strategy.
All caregivers/teachers and staff in early care and education settings (in addition to any individual age 18 and older, or a minor over age 12 if allowed under State law and if a registry/database includes minors, residing in a family child care home) should undergo a complete background screening upon employment and once at least every five years thereafter. Screening should be conducted as expeditiously as possible and should be completed within 45 days after hiring. Caregivers/teachers and staff should not have unsupervised access to children until screening has been completed. Consent to the background investigation should be required for employment consideration. The comprehensive background screening should include the following:
It's important for an organization to position a new employee for success while supporting the employee throughout the first several months of hire. Program directors and supervisors may use this article to explore a few effective practices that ensure a new employee’s success and retention.
This article presents a brief overview of the issues and legal landscape surrounding workers in family child care settings. Program directors may use this resource to better understand legal issues related to family child care employees and independent contractors.
Hiring is one of a manager's most important responsibilities. Although most organizations recognize the opportunities and consequences involved with talent selection, few are prepared to lead a truly effective interview process. This article will give you a few tips for making the most of your limited time with a prospective employee.
The Civil Rights Act of 1964 “provides that no person in the United States will, on the grounds of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.” Grantees and delegates agencies will find this resource beneficial in developing their personnel policies and procedures.
Program managers need to be aware of the different laws that impact the hiring process, whether it is for full-time or part-time employees, or for staff working under contract. This fact sheet looks at federal policies related to Affirmative Action and employment hiring.