Establishing an on-site childcare center has been the best alternative to employers seeking to strengthen their operations, which in this instance is the overriding objective at Prime care. In addition, the establishment is meant to take care of the cost of conducting business and as such builds momentum for efficacy. Besides being of ultimate benefit to the employer, the in-house childcare facility is expected to be of ultimate benefit to the employees by providing them an opportunity to explore a reliable childcare facility while incurring reasonable expenses.
With the view to establishing the on-site childcare center, the following aspects would be necessary to put to consideration. These are implemented pursuant to the legal requirements in the Minimum standards for child-care laws; the management personnel for the childcare center, the ratio between the children and caregivers, the available physical facilities, in-door and outdoor space and play equipment and transportation.
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METHOD
While taking to account the most available and appropriate mechanisms of establishing an in-house childcare facility, first, it is important to put to consideration the benefits that both the employers and the employees acquire from that particular establishment. The ‘Business Case for On-Site Child Care’ by the Bureau of Labour and Industries provides a better platform and a commendable outline on what is likely to be the outcome of such an adventure and the benefits that come with the same.
In addition, Lorri Jonson in ‘Effectiveness of an Employer Sponsored Child Care Center’ also provides an in-depth examination into the effectiveness that comes with employers opting to the option of sponsoring their own child care services rather than leaving it to the discretion of the employees. Summarily, despite taking to consideration the utilities that come with on-site childcare facilities, it is also important to consider the provisions of the law that are set to be adhered to. The Texas department of family and protective services provides a detailed outline on such legal considerations to be put in order to as well be confined within the legal requirements.
FINDINGS
The efficacy that come with investing in an on-site child care service reflects in the following benefits that have been established after scouting into the institutions and relying on reports that have generated those outcomes. First, on-site care services come with improved levels of productivity among the human resource that form beneficiaries of the same. This is attributed to the fact that the employees reside in the confidence that their children are well catered for and enjoy the certainty that comes with the fact that the employer is in charge of the facility. This comes in handy where the employer would be called in to incur any liability. This benefit is also attributed to the fact that the employer is reliable to employ sufficient and professional services of childcare givers hence the confidence.
Secondly, the utility that comes with an in-house childcare facility attracts high quality employees who are attributed to being attracted to the employer’s institution that enjoys such privileges as having a childcare facility incorporated within the institution. In addition, this would as well as to the standards of quality the employer commands from the employees due to such additional advantages that come with the institution. The third level of utility that comes with in-house childcare services is the fact that the employees enjoy reduced rates of childcare services. This is established through a comparative approach relative to other child care institutions that operate the same services full-time. Such reduction in costs can also be attributed to the fact that the set up institution does not operate as a profit-making body per se, but as a utility department that serves to add to the standards of the employer’s institution.
Finally, another benefit that the in-house child care facility attracts is the fact that the institution enjoy subsidies and tax incentives which to that effect reduces the employers cost of doing business rather than turning out to become a liability to the employer. With regard to the legal requirements, the following findings were made regarding the legal provisions and requirements that need to be taken to account while setting up the same, lest the employer have difficulty in acquiring license for establishment of the institution. This is attributed to the fact that the in-house child center being established is just similar to any other childcare center and is therefore subjected to the laws regulating the same.
First is the pursuant to Texas’ Minimum Standards for Child-Care, subchapter D that makes the provisions on the professional developments and the responsibilities of the caregivers at the facility. Subchapter E makes provisions relating to the requisite group sizes that should be adhered to beside the confinements that are set for the child/caregiver ratios. Secondly, Subchapter T of the regulations provide for the standards pertaining the physical facilities in the environment within which the facility is established. This includes the requisite indoor and outdoor space requirements, furniture and other equipment. This operates vis-à-vis the indoor and outdoor play equipment provided for under subchapter U of the regulations.
Finally, the other regulation to take to account while establishing the facility would be as provided under Subchapter R of the regulations that makes provisions regarding the health practices required of the childcare facility. This includes provisions on the environmental health that is afforded to the children, diaper changing and other provisions regarding illness and injury.
RECOMMENDATIONS
With a view to implementing the findings above, first it would be important to point out the essence of adhering to the legal requirements that are set in place for the minimum standards expected of the facility. This is pursuant to securing a license from the regulating authorities whose issuance is dependent on compliance with the same. Therefore, in addition to having the extra room in the institution, it is also important to see to it that other outdoor equipment is put in place. For instance, outdoor playing equipment such as swings would come in handy.
In addition, the other essential role that the organization would have to set forth would be the recruitment of staff. Subject to the requirements on the minimum standards, the number of caregivers for the Premier Care would be at least two. This is pursuant to Subchapter E of the regulations that require that within one room the children can be divided into at least two groups with each group subjected to one caregiver. This would also be with consideration that the children can befit the capacity of the room. This would be affordable taking to account that the 27 kids could be divide to two caregivers, which would not be too exorbitant for the available $4000 budget to accommodate.
In addition, the facility would require, in addition to furniture, a modification of the available room to be able to accommodate sanitation facilities such as toilets and sinks. This is in addition to the outdoor and indoor play equipment such as swings that meet minimum safety requirements pursuant to subchapter U of the regulations. This in addition is to take to account the fact that the funding for such extra infrastructure would be catered for by donations from well-wishers and not necessarily befit into Primecare’s budget.
CONCLUSION
It is therefore commendable that Primecare adopts the in-house childcare facility for its utility to the cost of business in the institution and the benefits it attracts to the employees. This is in addition to attracting high quality human resource and increasing the standards of services at the institution.
REFERENCES
Lorri A. Bank, “Effectiveness of an Employer Sponsored Child Care Center”. Appllied H.R.M. Research, 1991, Volume 2. 38-67
Texas Department of Family and Protective Services Licensing Division, Minimum Standards for Child-Care Centers. Texas. 2017, print.
Bureau of Labour and Industries, The Business Case for On-Site Child Care : Best practices to reduce pay inequality in Oregon. Oregon. 2015
