Little Jungle was founded in 2011 and is a privately-owned school of early childhood, providing care and education for up to 85 children between the ages of 10 months to 5 years old. Their approach is ever evolving and inspired by many schools of thought; in particular, those of the childhood centres of Reggio Emillia in Italy, famous for their excellence in early years education. At Little Jungle, Education has a strong role to play in establishing values for a positive society.
Background and context
Little Jungle was founded in 2011 and is a privately-owned school of early childhood, providing care and education for up to 85 children between the ages of 10 months to 5 years old. Their approach is ever evolving and inspired by many schools of thought; in particular, those of the childhood centres of Reggio Emillia in Italy, famous for their excellence in early years education. At Little Jungle, Education has a strong role to play in establishing values for a positive society.
The challenge
Little Jungle know that fundamental to developing a rich environment for children is having the right people in place. They specifically look for individuals who possess the creative thinking necessary to recognise and respect children as equal individuals. The organisation is focused on supporting professional development and growing and developing their own workforce.
Developing a sustainable workforce
The approach to recruitment and retention is based on the core beliefs and values of Little Jungle:
- A belief in a children’s rights to a high-quality education.
- A belief that every human being has the right to be heard and feel valued.
- Values of respect, empathy, freedom, democracy.
Also key is having a buffer of staff. At any one time there are three staff who are not counted in the ratios. This gives flexibility for covering sick leave or annual leave if needed or concentrating on added value activities such as attending meetings or peer observation to support ongoing professional development.
Learning: recruit high quality people
- Be innovative in the way recruitment is undertaken – Instagram, career fairs at local secondary school, universities, offer work experience.
- Recruit people with the potential/right ethos – even if they have no qualifications.
- Pay the London Living Wage.
- Raise awareness of the setting through speaking at conferences.
- Develop partnerships and collaborate with academic institutions.
Learning: retention is critical to the delivery of high-quality education
- Support the workforce to demonstrate creative thinking and challenge.
- Ensure staff feel confident to speak up and challenge.
- Offer flexible working arrangements to support with own childcare or pursue other interests, for example voluntary work.
- Hold return from sickness conversations.
- Ensure everyone feels included, including back-office staff, cooks and cleaners.
- Offer staff discounts for childcare.
- Offer a clear career progression route
Learning: invest in people to ensure all staff feel valued
- All new staff attend monthly workshop for the first 6 months to become rooted in the culture and approach of Little Jungle and to provide support for settling in.
- Coaching and mentoring conversations.
- Continuing professional development and opportunities to take part in research.
Contact
Caroline El-Semman – Founding Director [email protected]
www.littlejungle.co.uk Instagram; @the.jungleschool
Disclaimer: the LGA doesn’t promote any specific offer and is sharing this case study as one example of good practice’