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Standards of Practice

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  1. Standard 1: Family Centred Approaches
    4 Sections
  2. Standard 2: Family Support, Education and Referrals
    7 Sections
  3. Standard 3: Encourage Family Connection through Child-Led Play
    5 Sections
  4. Standard 4: Cultural Competency and Cultural Safety
    6 Sections
  5. Standard 5: Professional and Ethical Conduct
    6 Sections
  6. Standard 6: Early Learning and Play-Based Programming
    4 Sections
  7. Standard 7: Evaluation & Quality Improvement
    5 Sections
  8. Standard 8: Design, Function, Safety and Hygiene of Physical Environment
    8 Sections
  9. Standard 9: Partnerships and Collaboration
    6 Sections
  10. Standard 10: Governance
    5 Sections
  11. Standard 11: Planning, Administration and Information Management
    6 Sections
  12. Standard 12: Finance and Risk Management
    6 Sections
  13. Standard 13: Human Resources
    6 Sections
Lesson 13, Section 3
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13.3 Recruitment and Development

John McLeod May 11, 2020
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FRP recruits and hires staff and volunteers according to established procedures.  

Benchmark Quality Indicators

  • FRP maintains a staff complement that is adequate to run the FRP and ensure the safety of participants.
  • When planning a staff complement, FRP takes into account a balanced skill set, including expertise in:
    • working with parents, infants, and pre-schoolers
    • working in bilingual or multicultural settings
    • planning, research and evaluation
  • FRP hires staff who are knowledgeable about the community and the needs of the families who participate.
  • FRP hires staff with an appropriate combination of postsecondary education in a relevant field and professional and life experience.
  • FRP establishes and follows a plan for volunteer recruitment, orientation, supervision and evaluation, training, retention, supervision and on-going professional development.
  • When FRP engages students, there is a written agreement and feedback with the educational institution.
  • FRP orients new staff and provides ongoing training and professional development opportunities for all staff.

Innovation and Promising Practices

  • The strategic plan or annual plan is reviewed to determine what knowledge and skills may be required to implement new FRPs or initiatives to reflect on lessons learned.
  • FRP invites the development of all employees and volunteers to co-operatively create professional development goals.
  • All volunteers are given regular opportunities to offer and receive feedback.
  • Orientation is a process rather than an activity; depending on the position, orienting a new employee may take up to a year.
  • FRP or host agency has an annual budget for employee training and development making a demonstrable commitment to supporting staff learning and development.