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A rare opportunity has become available for an experiences Early Childhood Professional to join the team at our Community Kindergarten. Our two-unit Kindy provides a programme for four groups of children attending either a 2-day or 3-day a week programme. We are proud of our beautiful natural environment and extensive indoor and outdoor resources that allow us to provide a high quality educational experience. We believe that all children are unique capable individuals. We value every child’s right to play; to feel safe; to be loved, nurtured, accepted and included; and to speak and to be heard. We foster an appreciation for the environment as an integral part of early childhood education.

Yeronga Park Kindergarten is affiliated with C&K and is administered as an incorporated association by a committee of volunteer parents. At our Centre, all children and families are respeced and valued. They are treated with integrity and compassion. Our warm, caring environment ensures that all children and families feel welcome.

About You:

We are looking for a passionate early childhood educator to join our team. Previous experience as a Director/Nominated Supervisor is preferred. As the Nominated Supervisor for the service, you will be responsible for managing the operation of an affiliate Kindergarten service in accordance with YPK and C&K standard and policies. You must be a approachable leader amongst the community of families, children an employees; with a hands-on-approach in managing the service operationally.

As the Teacher, you will have the ability to document and assess children’s learning behaviour and development using C&K’s Curriculum Approach, the Queensland Kindergartn Learning Guidelines and the Early Years Learning Framework. You will have a passion for diversity and inclusion, treating all children with dignity and respect, embracing each child’s unique family and background, maintaining an environment that is inclusive and respectful of child and family cultures, values and differences.

What we will require from you as a Teacher/Nominated Supervisor:

Part Time Position – Monday to Wednesday (Teaching) plus Nominated Supervisor non-contact time

Commencing 16th January 23. Children’s attendance is based on Queensland State School terms

Ideal Applicants will have:

• Bachelor’s Degree in Early Childhood or equivalent (recognized by ACECQA as an early childhood teaching qualification)
• Current registration with the Queensland College of Teachers
• Prior experience in an early childhood setting, experience in a community kindergarten an advantage
• Knowledge of National Quality Framework and Standards (“NQF” and “NQS”), the Early Years Learning Framework (“EYLF”)
• Ability to plan and implement a quality, educational and child centre proramme
• Ability to meet the needs of individual children and the group using the QKLG
• Experience working with and planning for children with inclusion support needs
• An enthusiasm and passion for the care and education of children in a play-based learning environment
• Skills to build strong relationships within our community of families
• Demonstrated leadership ability
• Demonstrated experience managing, mentoring and supporting an early childhood education and care service to deliver high quality outcomes, and in building a capable and engaged workforce
• Current working with children check (Blue Card)\
• Current First Aid, CPR, Asthma and Anaphylaxis Management Certificates

Applications should include a brief cover letter outlining the skills, experience and personal qualities you would bring to the role, and a resume outlining you qualification, experience and two work related references. Please direct any applications or enquires to Yvonne Jones via email to admin@yerongaparkkindy.com.au by no later than 11th November 2022.

Induction and opportunities to meet with children and families will be discussed with the successful applicant on appointment.

What can we offer employees?

• Well above award salary packages
• Opportunity to work within a highly reputable Early Childhood setting with a dedicated, long term team of educators
• Professional development and training opportunities

YPK is committed to an inclusive workforce and we strong encourage applications from Aboriginal and Torres Strait Islander people and people from culturally-diverse background. All YPK employees are required to undergo background checks which include police checks. Please note the advertising closing date is indicative only. We reserve the right to close the advertisement before this date is reached. Therefore, it is encouraged that you submit your application as soon as possible.

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Term Time employees are engaged to work during term periods only and therefore any period of school holidays, or other period not within “school term dates” are unpaid.  The Queensland Government has gazetted term two of 2022 to commence from Tuesday 19 April and conclude on Friday 24 June.  Therefore, any days prior to 19 April do not form part of Term 2 and are not paid.  This includes Easter Monday (18 April).  However, any public holidays that fall within those term dates ARE paid if the Term Time Employee is normally rostered to work on the day a public holiday falls (such as Queens Birthday and ANZAC Day).

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Download the back to school plan below

back-to-school-plan

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All financial Members as at 31st May 2024 will have received an email from the AEC advising them of the election and seeking nominations for positions on the Board of Management.

Only Financial Members at of 31st May 2024 are eligible to put forward a nomination.

Refer to the following attachments

Formal Election Notice

Nomination Form

Link to AEC Election Portal

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Casual Conversion – Federal Employer only

**Does not apply to P&Cs**

All large employers (those that employ 15 or more staff) are required to communicate with casual employees every 12 months to advise whether or not they are offering to convert that employee to full time, or part time employment.

Section 66B of the Fair Work Act 2009 (Cth) (the Act) requires that an employer make an offer to convert a casual employee to full time or part time employment if:

• A casual employee has been employed by the employer for a period of 12 months beginning the day the employment started; and
• During at least the last 6 months of that period, the employee has worked a regular pattern of hours on an ongoing basis which, without significant adjustment, the employee could continue to work as a full time employee or a part time employee (as the case may be).

If you are able to make an offer to convert the employee to full time or part time employment, you may use one of our template “Change of Circumstance” documents to reflect this offer.  Please note that your employee is not obligated to accept this offer of conversion.  If they refuse the offer, they must continue to be employed on the same basis as previously.  Employers are not permitted to terminate an employee, or otherwise harm them in their employment because they have rejected an offer of conversion.

If you are not able to make an offer to convert such an employee because you cannot employ that employee on the same (or similar) hours without significant adjustment over the following 12 months, you do not have to convert them.  However, your refusal must be put in writing and provided to the employee no later than 21 days after the anniversary date of their employment as a casual employee.

In any event, all large employers (again, those with 15 or more employees) must provide this advice to their casual employees before the 27^th of September 2021.  We have prepared a template for your consideration and use for this purpose which is available from our website.

You may either use the wording in that template, or amend it to suit your particular circumstances, however please seek advice before forwarding an amended version to your employee to ensure you have complied with your statutory obligations.

Small employers (those with fewer than 15 employees) are not required to make the above offer to their staff, however, if an employee requests conversion, they must be provided with written reasons for any refusal in the same way as a large employer.  We have prepared a template which may be of assistance in these circumstances and it is available from our website.  Again, please seek advice before making any amendments and forwarding to your staff.

Finally, all employers are now required to provide a “Casual Employment Information Statement” to any staff employed as casuals.  This must be provided in addition to the “Fair Work Information Statement” which is already a requirement.  We have links to the appropriate documents on our website.

If you have any queries regarding the Casual Conversion provisions, or our templates, please contact the ER Team.

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All services may operate as usual on these days.  This means that employees are required to attend work as normal on these days in these areas and they will get their usual rate of pay for performing work.  Employees may not refuse to work on these days unless they have a lawful reason (such as sick leave or other scheduled leave).

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