QUALITY

The extent to which contemporary and generally recognized standards are met and exceeded, and desirable outcomes achieved.		  
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  PERSONNEL

The people responsible for carrying out the program's tasks. For purposes of after school program recognition, the term "personnel" covers both full-time and part-time employees, as well as volunteers who perform the same duties as personnel and have a regular, ongoing role at the program.

Unless otherwise noted, standards related to the provision or oversight of direct services generally apply only to personnel who: (1) work with children and youth, (2) supervise personnel who work with children and youth, or (3) are responsible for overseeing the program. For example, COA would not expect personnel providing clerical services to receive the same training provided to those who work with children and youth.

  
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  PRACTICE

Established actions or ways of proceeding in the regular performance of program duties. Policies and procedures often guide practice.		  
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  EMPLOYEE

Paid member of a program or organization.		  
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  GRIEVANCE

See COMPLAINT		  
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  WORKLOAD

The amount of work assigned to or expected from a person within a specified period of time. 		 
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  EXPERIENCE

In the context of human resources, related experience includes work with school-age children or youth in a setting similiar to that of an after school program. Settings may include, but are not limited to: recreation centers, child care homes or centers, camps, schools, fine arts programs, or social service agencies. One year experience means full time (2,080 hours of work). The total number of hours can be from a combination of positions. See the ASP-HR Related File “Personnel Qualifications and Responsibilities” for more information. 		 
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  SUPERVISION

Assumption of responsibility for directly overseeing and evaluating the work of personnel.		  
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  TRANSITIONS

Times when individuals or groups move from one place in the program to another. Transitions take place: (1) when individual children or youth enter or exit the program; (2) when a child or youth has finished an activity and chooses to move on to another; (3) when children and youth clean up or rearrange space to prepare for a new activity; and (4) when children and youth move from one area of the program to another (e.g., when moving from the cafeteria to the gym).		  
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ASP-HR 5: Positive Work Environment

 
The program provides a positive work environment and promotes a high level of personnel satisfaction and retention.

ASP-HR 5.01

 
The program provides a workplace free from harassment and discrimination and complies with applicable laws and regulations governing fair employment practices.
related ASP-AM 1.02
Interpretation: Programs are expected to review and monitor their compliance with federal, state, and local laws and regulations. Typically, state or local law or regulation, when more stringent, supersedes federal regulation.

ASP-HR 5.02

 

The program:

  1. employs only those persons who are qualified according to the job description and selection criteria for the positions they occupy;
  2. prohibits preferential treatment; and
  3. addresses nepotism with regard to hiring, supervision, and promotion.
Interpretation: This standard does permit the hiring of relatives, provided that relatives are qualified. Whenever possible, relatives should not work within the same hierarchy of supervision. However, COA does recognize that in some cases this may not be possible (e.g., if the program is a small, family-owned business).

ASP-HR 5.03

 

The program promotes open communication and collaboration by:

  1. holding regular staff meetings;
  2. giving personnel ample time to discuss their ideas for and concerns about the program; and
  3. providing feedback to personnel about their suggestions and recommendations.

ASP-HR 5.04

 
In an effort to promote quality programming and compensate personnel for their time and energy, personnel are provided with paid time to plan, organize, and set up program activities and events.
related ASP-PS 5

ASP-HR 5.05

 
The program encourages initiative, creativity, and innovation and rewards and recognizes the contributions of personnel.

ASP-HR 5.06

 
The program has a plan in place to offer the best possible wages and working conditions in an effort to reduce staff turnover, and personnel who work full-time receive benefits, including health insurance and paid leaves of absence.

Interpretation: Examples of ways to demonstrate implementation of this standard include, but are not limited to:

  • Compensation takes education and experience into account;
  • Wages are above the minimum hourly wage and are competitive with other human service jobs;
  • If possible, the program provides dental insurance, life insurance, disability insurance, retirement benefits, and subsidized child care; and
  • Personnel are compensated for time spent in training and professional development activities.
Research Note: The turnover rate in this field is high, and some research suggests that this is due to low wages. Accordingly, increases in wages and access to benefits might help to stabilize the workforce, advance the profession, and promote program quality.

ASP-HR 5.07

 
The program annually measures personnel satisfaction and the rate of personnel turnover, and takes action to address identified satisfaction and retention concerns.
Note: COA does not require a certain retention ratio, but expects the program to define a desired ratio and strive to meet it.

ASP-HR 5.08

 
The program establishes a formal mechanism through which employees can express and resolve grievances.

ASP-HR 5.09

 

Employee workloads support the achievement of positive outcomes for children and youth, are regularly reviewed, and are based on an assessment of the following:

  1. the qualifications, competencies, and experience of personnel, including the level of supervision needed; and
  2. the work and time required to accomplish assigned tasks and job responsibilities.

ASP-HR 5.10

 

Personnel work well together, and:

  1. cooperate with each other;
  2. are respectful of each other;
  3. provide role models of positive adult relationships; and
  4. communicate with each other while the program is in session to ensure that the program flows smoothly.

Interpretation: Examples of ways to demonstrate implementation of this standard include:

  • Personnel are flexible about their roles;
  • Personnel pitch in to help each other with children and youth, as needed;
  • Work appears to be shared fairly;
  • When problems occur, personnel discuss their differences and work toward fair solutions;
  • Long or complicated discussions are saved for times when children and youth are not present;
  • Respect is shown to all;
  • Personnel communicate about their needs in a way that promotes cooperation;
  • Personnel are aware of how their tone and demeanor convey respect;
  • Personnel manage tense situations in a way that shows respect for other staff members;
  • Personnel check in with each other and stay in touch throughout the day;
  • Personnel model positive adult interaction through cooperation, caring, and effective communication;
  • Personnel notice and respond supportively to non-verbal cues and gestures;
  • Personnel check with each other to make sure all areas are supervised;
  • Conversations about personal matters are brief and do not interfere with transitions and activities; and
  • Personnel adhere to the rules established for children and youth, when appropriate (e.g., rules related to chewing gum, drinking sodas, wearing hats , etc).
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PURPOSE: A stable, qualified, trained, and supported workforce contributes effectively and efficiently to the delivery of quality after school programming that promotes positive child and youth development.

  
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