19 SepEureka Community Kindergarten Association’s Proactive Workforce Strategies: Preparing for the Pre-Prep Rollout
By: Leanne Rodriguez, Edited by: Yao Cheng
Eureka Community Kindergarten Association (ECKA) is a not-for-profit Early Years Management (EYM) organisation that plays a crucial role in supporting early childhood education in the Central Highlands. Since its establishment in 2003, this Ballarat based organisation has expanded from managing six services to operating 29 early childhood services across five Local Government Areas (LGAs).
With around 212 staff members, including 30 casual employees, ECKA operates a wide range of services, some accommodating fewer than 18 enrolments, others enrolling up to 150 families. ECKA’s primary goal is to ensure that families in rural areas have access to quality early childhood services.
ECKA’s Workforce Planning and the Rollout of Pre-Prep
ECKA has historically implemented proactive workforce strategies, such as supporting staff without formal qualifications to obtain a Certificate III in Early Childhood Education and Care. The organisation also implemented traineeships, allowing educators to pursue a Diploma in Early Childhood Education and Care whilst continuing to work in ECEC, covering the costs associated with these traineeships, including practical placements.
More recently, it has further invested in its workforce by supporting 22 diploma-qualified educators to gain Bachelor level qualifications through various modes, including fast-tracked, online, and traditional methods.
Navigating Workforce Challenges
The sector is currently experiencing a temporary gap in the workforce. As many educators with Certificate III qualifications enter the workforce, those with Diploma qualifications are upskilling to become Early Childhood Teachers (ECTs), creating a shortage of Diploma-qualified staff.
Additionally, delays in the rollout of Pre-Prep in some areas have meant that many educators who have upskilled to become ECTs (Early Childhood Teacher) may not yet have suitable teaching positions available. This misalignment of timing creates added complexity for workforce management, but ECKA remains committed to overcoming these hurdles and preparing for the future.
Key Components of ECKA’s Workforce Plan
To address these challenges and ensure a well-prepared workforce for the Pre-Prep rollout, ECKA’s workforce plan focuses on several key areas:
- Expansion of HR Team: ECKA is expanding its HR team to enhance staff retention through effective wellbeing and career progression strategies. This initiative highlights the need for the expansion to support the organisational need around staff recruitment and retention.
- Professional Development: The plan emphasises ongoing professional development to ensure that staff can continually improve their skills.
- Efficient Systems and Processes: Enhancements in HR and payroll systems, for example, upgrading relevant software programs are being implemented to streamline operations and ensure job efficiency.
- Pedagogical Leadership: ECKA remains committed to maintaining high educational standards, ensuring that child learning and development are prioritizsed even as workforce dynamics shift.
- Managing Workloads: With the VECTEA 2020 allowing for an additional hour for nominated supervisors, ECKA is developing strategies to manage increased workloads effectively. This includes exploring additional funding and optimising time management for service leaders.
Supporting Educator Wellbeing
ECKA recognises that a well-supported workforce is key to a successful service delivery. The organisation has placed a strong emphasis on educator wellbeing with several initiatives:
- WorkSafe Grants: These funds are used to support workplace safety and enhance staff wellbeing.
- Mental Health Resources: Access to resources from the Black Dog Institute and R U OK is provided.
- Employee Assistance Programs (EAP): Both government-funded and privately funded EAPs are available, giving staff the choice of service provider.
- Values-Based Recognition: Since 2021, ECKA has introduced values such as Compassion, Respect, and Collaboration, with a peer-nominated awards system to recognise staff achievements.
- Team Building Activities: ECKA regularly funds activities like coffee gatherings, ten-pin bowling, and end-of-year celebrations foster team cohesion and create a positive work environment.
- Wellbeing Checks: The organisation conducts biannual pulse checks assess staff wellbeing.
By focusing on these key areas, ECKA is ensuring that its workforce remains resilient, engaged, and well-equipped to deliver high-quality early childhood education through the Pre-Prep transition and beyond.
If you would like to share your journey or need any support planning for and implementing change, contact Leanne Rodriguez, Best Start Best Life Reform and Engagement Advisor membersolutions@elaa.org.au
