Vermont Child Care Apprenticeship Program
News

What’s working well?

• Professionalism
  
• Courses and materials
  
• Supervisor class
  
• Reimbursement
  
• Connecting with other centers
  
• Teamwork with apprentice/supervisor
  
• Real life/intense
  
• Flexibility-designed to meet your needs
  
• Being part of the future!
  
• Opportunity
  

One supervisor who did not attend the Rutland meeting sent her notes:
"The supervisor course has been excellent training and has provided me with the tools and confidence to hopefully provide clear, supportive feedback to the apprentices. Although initially I was unsure of the paperwork, I now feel it will be very beneficial and hope to conduct more productive evaluations with my apprentices. I have appreciated the time, dedication and patience given by Jan and Jack. The idea that this is a new program and we're all working out the problems together has helped."

What needs improving?

• Need more time (scheduled time needed!!! away from the kids)
  
• Not receiving mailings
  
• Not receiving check (1 apprentice)
  
• Directors not getting mailings
  
• Confusion with documentation-need examples
  
• Class time unrealistic (the Child Development course schedule, along with Planning a Safe,
• Healthy, Learning Environment)
  
• Not enough public awareness
  
• Time commitment-need expectations up front
  
• Connection of courses to Apprenticeship Program and daily schedule
  

Supervisor notes:
"I would like to share some real situations and how other supervisors are approaching problems that arise. This past quarter has been difficult for me to observe and/or meet with my apprentice on a regular basis due to absences and lack of substitutes. However, I have talked with my director and I'm hoping I will have some coverage when it is needed."

Reinforcing Links

• Helping by proof reading and reviewing papers & supervisor helping
  
• Apprentice and supervisor worked together on assignments
  
• Need more center support to complete links, especially directors-set out in the beginning with
• expectation of monthly meeting with supervisor/director/apprentice
  
• Using what you learn in the workplace
  
• Apprentices meeting
  
• Embracing each other-open communication, positive outlooks
  

Personal Action Steps

• Self-development-goal setting-write it down
  
• Sharing more with supervisor
  
• Provide time to get together
  
• MAKE TIME
  

Supervisor notes:
"I am scheduling time each week to do a formal observation and meet with my apprentices, and know where to get coverage for these scheduled times. I hope to explore the idea and become comfortable with communicating on the web pages and/or Internet."

Items for discussion:

Wage Supplement letter
In order to activate the increase in compensation, apprentices need to submit:
1) Affirmation that on-the-job is working from supervisor and
2) a copy of their grade from Champlain College.

These should be mailed to Jan Walker, Child Care Services Division, 103 S. Main St., Waterbury, VT 05691-2901. These could be mailed with the work process forms, which are due by the 10th of each month.

Work process form
The purpose of having the paperwork available is so that Dept of Labor/Dept. of Employment & Training reps can review the paperwork independently, without needing so much of the apprentice’s time on visits. There is no 1 set way to do these, everyone’s day is different, and schedules are different from one day to another. Apprentices and supervisors need to determine which part of the day fits into which category. It is ok to make a template to follow, be sure that all 8 CDA areas are included, if not daily, then on a regular basis. The hours that are on the forms for on-the-job work hours in each area are estimates, and are not absolutes. The day should be broken into hours, not minutes. Examples of what activity fits where are included in the CDA book. If needed on site, one-on-one help is available for either of these pieces, notify Jan and she will pass along the request.

Record of Related Instruction
Paperwork is in the apprentice’s notebooks, broken down by specific classes that will be offered. The apprentice should record each date that a class is attended. It is written verification, which the Dept of Labor/Dept. of Employment & Training reps can review (again, independently), without needing so much of the apprentices time on visits.

CDA paperwork
Each apprentice was mailed paperwork last week, broken into the 8 CDA areas, as well the hours accumulated from the Foundations of Learning class. This is to log the class hours that are being accumulated in each area. Books can be ordered by telephone (with a credit card) by calling 1-800-424-4310. Be specific about which setting you are requesting a book for (Infant/Toddler, or Preschooler). If you will be transitioning to 1 area in the next 6 months, that is the area you should ask for. CDA credentials are only valid to the age group for which they are applied. Training hours from the last 4-41/2 years can be included in this log. (Must be within 5 years from the date of application) Every center should have these books available for staff to use as guidance, or apprentices should go ahead and order the full package ($18.50, or $18.95, call the number above) The books and applications do not expire, so it is ok to go ahead and order them now, even if they will not be completing the process for a year. (Some apprentices may already have accumulated enough training hours to begin the Resource File and Competency Statements. Support for this process is available from the Vermont Child Care Providers Association (657-2529). (Membership is required) Apprentices should read the book and highlight any questions they might have, then seek out a mentor/advisor for help.

Notes from the Directors' Breakout Session

• Supervisors and Directors should meet regularly with apprentices to review class work, help as needed and determine how to incorporate material into classrooms.
  
• Need more information and clarity on entire program before it started.
  
• Need to determine how to share what apprentices and supervisors are learning with the rest of the staff and parents -- newsletters, special time during staff meetings, bulletin boards.
  
• Supervisors' course needs more information of mentoring, i.e., direct supervision.
  
• How to get more centers involved? Use state license as opposed to accreditation to qualify for apprentice program. State license is close to accreditation standards. Participating centers should communicate regularly with local newspapers and radio stations. Look for opportunities to share with community.
  
• Directors should consider how to support apprentices during the next class by reducing their work hours.
  
• The idea of the industry developing scenario assessments in partnership with local technical centers is an excellent idea in order to improve the quality of entry level employees. We also are unsure of the quality of students graduating from colleges. Many have the book learning and are able to answer our questions by rote, but they are lacking practical, classroom application.
• Colleges should consider using performance oriented scenario assessment process.