Katalin Cserhalmi’s Post

🌟Empowering Early Years Professionals: Overcoming Recruitment Barrier🌟 In the dynamic landscape of Early Years education, we understand the obstacles that can hinder recruitment efforts. From funding constraints to staff retention challenges, these barriers can impede the professional growth of aspiring educators and seasoned professionals alike. At Education and Skills Training & Development, we're committed to transforming challenges into opportunities. We believe that every individual passionate about nurturing young minds should have access to top-notch training and development. That's why we're excited to introduce a solution that revolutionises Early Years courses. 🔍 Understanding the Issue: Funding limitations often deter prospective candidates from pursuing qualifications. Staff retention struggles leave Early Years settings stretched thin, impacting quality of care. 💡 Our Innovative Solution: You can attain a recognised qualification while actively working in your nursery. With options to access government funding or leverage a levy transfer for financial support, we ensure that financial barriers never hinder your professional journey. Plus, our minimal 5% contribution option expedites enrolment, making it easier than ever to kickstart your career or upskill in the field. 📚 Our Comprehensive Courses Include: Level 2 Early Years Practitioner Level 3 Early Years Educator NEW! Level 3 Early Years Educator with SEN Level 5 Early Years Lead Practitioner ✨ Additional Benefits: Enjoy the convenience of on-site training; there's no need for day releases, ensuring minimal disruption to your busy work schedule. 🌈 Join us in breaking down barriers and building brighter futures in Early Years education! Let's empower educators to make a lasting impact on the lives of young learners. Reach out today to learn more about our courses and how we can support your professional growth journey. #EarlyYears #Education #ProfessionalDevelopment #CareerGrowth

In my current educator role, I was hired three days before the start of the school year to cover an emergency medical leave. While I had previous teaching experience, I still faced a significant challenge, but knew I could adapt well under pressure by employing several essential skills and strategies: Curriculum Development: First, I would need to quickly familiarize myself with the school's curriculum, policies, and procedures. This involved actively seeking out resources provided by the school, such as curriculum guides and handbooks, and reaching out to colleagues for support and guidance. Documentation & Organization: Next, I needed to efficiently organize their classroom space and materials, ensuring that everything is ready for the first day of school. This involved setting up desks, arranging learning materials, and preparing lesson plans for the initial days of instruction. Communication & Transparency: Additionally, I prioritized building positive relationships with students, parents, and colleagues from the outset. This involved introducing myself to students and parents through welcome letters and phone calls, attending school year events and orientations, and seeking opportunities to collaborate with other teachers and staff members. Adaptability: Throughout this process, it was essential for me to remain flexible and adaptable, as unexpected challenges arose. I was prepared to adjust my plans and strategies as needed to meet the needs of their students and navigate any unforeseen circumstances. The temporary role I initially assumed ended up transitioning into a permanent position, allowing me to fully immerse myself in the teaching role for an entire academic year. Throughout this time, both the students and I experienced significant growth and achievement, fostering a positive and productive learning environment. Reflecting on this experience serves as a reminder and testament to my ability to thrive under pressure, demonstrate resilience, and a commitment to excellence in the face of challenging circumstances. I will remember these skills as I move forward in my job search journey. What skills are you bringing with you from teaching? #teachertransition #letsconnect

Higher Education needs to find a way to better value and compensate for the skillsets of academic advisors. Today I saw a social media coordinator role (entry level, bachelors only, no experience) posted for the same salary as a Director of Advising (master required, doc preferred, 5-7 years administrative experience) for the exact same salary at the same institution. Far too often I see advising tapped as the unit to address x, y, or z issue due to the high student contact. Never do these other duties come with addition compensation and existing duties are never scaled back. Caseloads keep climbing, systems getting more complex, and demands ever increasing. It is no wonder that we see 2 year turnover and high rates of burnout among those who are tasked with helping students navigate college and degree requirements, monitor student wellness, design interventions, and support holistic student success. #acadv #academicadvising #highered

"Contracts are like hearts; they're made to be broken." Work, I feel anyhow, is a lot like a marriage. In that: you truly ought to give your whole heart to it. And if, ultimately, you find that you cannot invest yourself that much: it probably wasn't worth doing to begin with. Indeed, at the end of the day--as in a marriage also--you can't make your employer love you back. No matter how dedicated you are: you can't make something value you that's preprogrammed not to. It either does or it doesn't--also to begin with! This is a list of 34 jobs I have applied to--where I already work! And understand that I did this--applied to each of these positions--because: A) they paid a living wage (while my current position does not); and B) I genuinely felt I could perform any one of these tasks well. Why? Because: I care about what I'm doing, regardless of what; my programming, at least, is to give a damn. 1) Department Assistant Applied: 09/01/2024 2) Testing Technician Applied: 07/31/2024 3) Success Bound Program Manager Applied: 07/18/2024 4) Associate Director, Marketing Applied: 07/09/2024 5) Student Records Evaluator Applied: 05/15/2024 6) Coordinator, Corporate Education & Training Applied: 05/09/2024 7) Outreach Recruitment Manager Applied: 05/01/2024 8) Assistant Veteran Specialist Applied: 04/30/2024 9) Coordinator of Military & Veterans Services Applied: 01/23/2024 10) Student Records Evaluator Applied: 12/09/2023 11) New Brunswick Center Coordinator Applied: 07/07/2023 12) Senior Laboratory Coordinator Applied: 05/31/2023 13) Instructor, Work First NJ Programs Applied: 04/20/2023 14) Instructor-Education Applied: 12/02/2022 15) Department Assistant Applied: 10/15/2022 16) Director of Acad.,Career,&Transfer Advising Applied: 09/16/2022 17) Temporary Student Success Advisor Applied: 07/17/2022 18) Department Assistant Applied: 05/14/2022 19) Instructor, Work First NJ Programs Applied: 04/26/2022 20) Director of Lifelong Learning Applied: 03/25/2022 21) College Connection Onsite Coordinator Applied: 02/20/2022 22) Administrative Assistant to President Applied: 11/10/2021 23) Department Assistant - Facilities Applied: 07/02/2021 24) Part-Time Research Assistant Applied: 05/18/2021 25) New Brunswick Center Coordinator Applied: 04/27/2021 26) Temporary New Brunswick Center Coord. Applied: 02/07/2020 27) Departmental Assistant Applied: 01/30/2020 28) Warehouseperson II Applied: 12/17/2019 29) Custodian Applied: 12/17/2019 30) Library & Learning Center Assistant Applied: 12/13/2019 31) Assistant Director, eLearning Applied: 12/08/2019 32) Basic Needs Coordinator Applied: 11/04/2019 33) Executive Dean, Student & Enrollment Serv. Applied: 10/07/2019 34) Academic Advisor Applied: 11/28/2018 Of these, exactly 2 resulted in an interview. And that, even in spite of any contractual obligation (Article 6: Section E). Of course, given the track record--of contracts also being like toilet paper, where I work--that should come as no surprise.

Dear school administrator, I know you're already preparing for a new session but I'd like to offer some advice on the type of teachers you should consider bringing into your team. Drawing from my extensive experience as a school administrator who initiated and successfully expanded a school, I can confidently tell you this for free that the caliber of teachers a school employ significantly influences its success. To elevate your school and establish a reputable name, it's crucial you recruit exceptional teachers. Don't just focus on credentials. In addition to their qualifications, here are some qualities to prioritize: ➡️ Go for teachers who exhibit genuine passion and enthusiasm for the job. These teachers are likely to invest more than just their time, exceeding expectations and going beyond the call of duty. ➡️ Look out for teachers who possess supplementary skills. Beyond their academic credentials, talents like baking, crafting, music or entrepreneurial abilities can contribute diversity and enrichment to your school environment. ➡️ Prioritize teachers who demonstrate a willingness to learn and adapt. Teachers who are open to constructive feedback and personal growth not only improve themselves but also inspire their students to love learning. ➡️ Consider meticulous teachers who have a keen eye for details. Their attention to the finer points of education ensures a thorough and comprehensive learning experience for students. ➡️ Opt for teachers who can effectively communicate complex concept on a child's level. Teachers capable of patiently guiding children through challenging subjects are invaluable for nurturing understanding and confidence. Now imagine hiring teachers with these qualities, your school potential for excellence would be boundless. PS: Best of luck with your teacher recruitment process What other qualities would you like to add? #Schoolgrowthstrategist #schooladministrator #newsession

Struggling with staff retention? We've got your back. 🛡️ Staff retention in schools is more than just a hurdle; it's a high wall many are trying to scale. With pressures mounting and resources stretching thin, it's a challenge that can seem insurmountable. But what if there was a way to not only climb that wall but to build a bridge over it for a steady flow of dedicated talent? Enter Step Into Teaching. We're not just about filling classrooms; we're about enriching schools with passionate graduates who are eager to make teaching their number one career choice. 🎓✨ Our programme is the support beam for schools facing retention woes. We partner with educational institutions to create long-term placements that are mutually beneficial. For graduates, it's the chance to earn while they learn, gaining invaluable experience in a real classroom setting. For schools, it's the opportunity to nurture and retain the next generation of teachers, all while providing current staff with the bespoke support they need. Imagine having a pool of enthusiastic graduates, teaching subjects they love, and bringing fresh energy to your school community. That's what we offer. Our graduates are not just warm bodies to fill a gap; they're the future of education, trained to deliver focused interventions and foster positive relationships within your school. 🤝 And for the graduates, this isn't just a job; it's a stepping stone to a rewarding career. With Step Into Teaching, you'll get the chance to ignite young minds and discover if teaching is your true calling—all while being paid and supported every step of the way. Don't let staffing retention be the barrier that holds your school back. Let's build that bridge together. Interested in learning more about how we can support your school and staff? Visit our website for more information: www.stepintoteaching.co.uk #TeachingCareers #GraduateOpportunities #StepIntoTeaching

National Survey of Special Needs Assistants (SNAs) Brief Summary: The first national survey of Special Needs Assistants (SNAs) in Ireland, conducted by the Department of Education, reveals key insights and trends within the workforce. With over 21,000 SNAs contributing significantly to student support, this survey garnered 13,465 responses, providing a comprehensive snapshot of the sector. Key Findings: - Workforce Composition: Majority are female (94%), highlighting a gender disparity. - Educational Background: SNAs often exceed the minimum qualification requirements, showing a highly educated workforce. - Work Environment: Most SNAs report good relationships with colleagues and feel supported in their roles. - Professional Development: There is strong participation in training, though access to training opportunities needs improvement. - Inclusion and Diversity: The survey indicates a need for better gender balance and diversity within the workforce. - Recruitment Process: While many find the recruitment process fair, there's a notable portion expressing concerns about transparency. Areas for Improvement: - Training Access and Funding: Many SNAs participate in training but face challenges in accessing and funding these opportunities. - Induction Training: A significant number of SNAs have not received induction training, which is crucial for their initial preparedness. - Support Levels: While some SNAs feel well-supported, a notable portion feels unsupported, indicating a need for enhanced support mechanisms. - Inclusivity in Decision-Making: Efforts are needed to improve inclusivity in decision-making processes within educational settings. - Job Stress: High levels of job stress among SNAs suggest a need for strategies to improve their well-being and productivity. - Performance Feedback: Almost half of SNAs (49%) do not receive any feedback on their performance, indicating a need for more structured performance review systems. 

Webinar: Connecting Aged Care students with employment opportunities   We are excited to extend an exclusive invitation for you to join a 30-minute webinar, hosted by our partners Learning Vault, focusing on how to connect your Aged Care students with a wealth of employment opportunities.   We recognise the daunting task learners face in securing employment after their education and training. Simultaneously, employers are experiencing challenges in finding suitable candidates for their roles, contributing to a growing skills gap, particularly within the care sector.   Learning Vault is addressing this issue head-on with Talent Vault – an innovative digital recruitment platform that intelligently matches individuals' capabilities with available job opportunities in Aged Care.   This is an opportunity for RTOs and industry players in the health and aged care sector to be at the forefront of this initiative. Learning Vault is currently piloting this program, and your participation is welcome at no cost.   Details of the Webinar: Date & Time: 20th March, 12:00 PM – 12:30 PM AEDT Hosted by: Learning Vault Topic: Aged Care Talent Vault Pilot - Connecting Students with Employers   Why should you attend? >> Experience a live demonstration of Talent Vault, the platform designed to align skills with job vacancies. >> Explore pathways that can offer learners direct employment opportunities. >> Gain complimentary access to our pilot program.   Please register your interest today and join us in shaping the future of education and employment in Aged Care.   Register for the Webinar https://lnkd.in/gRrQxuFx   Discover the changing dynamics of the employment landscape and how you, as an educator, can empower your learners in this evolving environment.   We look forward to your participation.

All too often, when we hear about the challenges with recruitment and retention in education, the focus is on teachers. No one could deny the need to recruit, train and retain first class teachers. It's easy to forget that the same must apply to support staff, who should be seen as professionals too.