Bright Horizons | Difference Between Preschool and Pre-K
Many early childhood schools and centers offer both preschool and pre-kindergarten, sometimes called “kindergarten prep” programs. Parents often ask about the difference between preschool and pre-kindergarten, and wonder if pre-kindergarten is really necessary. A quality early childhood education is about providing a well-rounded curriculum that fosters whole-child growth and encourages children to communicate, collaborate, create, and think critically—skills children need that researchers have identified as essential for success in the 21st century.
Both preschool and pre-k curriculums address children’s needs, but pre-kindergarten is distinct and separate from preschool. In this article, we cover the similarities and differences between preschool and pre-kindergarten to help you choose a program that’s right for your child.
How Are Preschool and Pre-K the Same?
Meaningful learning: Both preschool and pre-kindergarten classrooms in a high-quality program emphasize an emergent curriculum and approach: playful learning that is driven by the children’s interests and based on sound, age-appropriate practices. At these ages, children learn best through hands-on experiences, learning, and exploring. A typical day includes rich opportunities for pretend play, music, art, science, reading, and math activities.
Social-emotional growth: Relationships are at the heart of successful classrooms, regardless of the age or stage. A quality pre-k or preschool education requires nurturing teachers who create safe environments where children can thrive. They teach social skills through daily interactions, mentoring, and even direct teaching, when appropriate.
How Are Preschool and Pre-Kindergarten Different?
Ages and stages: One of the main differences between a preschool and a pre-kindergarten classroom is the age of the children and their developmental abilities. What age is preschool? Depending on state licensing regulations and enrollment needs, the preschool age range is typically from 2 ½ to 4 ½ years old; children in a pre-kindergarten class are generally 4 or 5 years old. While each child develops at his or her own pace, in general, children in a pre-kindergarten class engage in kindergarten readiness activities involving deeper learning and more structured skill building.
Focus on school readiness: School readiness skills are addressed in both preschool and pre-k curriculums, typically through group-time instruction and playful activities woven throughout the day. In a pre-kindergarten program, however, children are ready for more advanced learning and organized skill building. For example, in one pre-kindergarten classroom, the children became interested in agriculture after taking a field trip to a farm. With the teacher’s help, they collaborated to create a farm stand in the classroom. They made signs for the stand and used objects, such as pine cones and rocks, to represent produce. After the teacher read the story, “The Little Red Hen,” the children began acting the story out and eventually made simple costumes and put on a play. The children learned about and made a graph of oviparous (egg-laying) animals.
In addition to the learning that took place organically through this project, the children focused on kindergarten readiness by participating in structured pre-reading, writing, and math activities throughout the day.
Why a Pre-Kindergarten Education Is Important
During the early preschool years, children develop vocabulary and language skills, are introduced to a wide variety of materials, and begin to learn skills, such as working with peers and collaborating on projects. By the time they reach the pre-kindergarten classroom, children continue building skills, but they are also gaining the confidence to work independently and use their skills to complete more in-depth projects with their peers.
Imagine their excitement and confidence as they work with peers to conduct science experiments, build bridges, and write and act out stories! Everything they do takes on a richer quality because they’re at the beginning stages of abstract thinking. They can find solutions to problems and take leadership roles in the classroom. Not only does a high-quality pre-kindergarten program prepare children academically for later school success, but it offers opportunities to build social-emotional skills and self-esteem.
Think of pre-kindergarten as an integral bridge between preschool and kindergarten. Both preschool and pre-kindergarten emphasize rich, inquiry-based experiences, but a pre-kindergarten program dives deeper into kindergarten readiness.
More on This Topic
Discover tips and resources for getting your family ready for kindergarten.
Use these tips to help nurture your preschooler’s confidence, build friendships, and curb challenging behavior.
Starting preschool marks the beginning of a new phase in your child’s development. Learn how to prepare your toddler for preschool.
Early Childhood Education / Pre-Kindergarten
Pre-Kindergarten
Pre-K Locations
Waterford Upstart Program
About Waterford
Early Childhood Overview
Personnel
Special Needs Preschool
ECE Family Engagement
Latchkey
2022-2023 Pre-K Enrollment
The Online Registration will open at 8:00 a. m. on February 1, 2022 with the first appointments taking place on April 1, 2022. Columbus City Schools is offering our Pre-K program tuition free for the 2022-2023 school year.
If you have any questions, please contact 380-997-5192 or email [email protected].
Please check the Enrollment page of the district website for documents needed to enroll.
Registration/Enrollment Information
All registration for Early Childhood Education (ECE) will take place at our Central Enrollment Center, by appointment only. Parents and legal guardians can complete the SpeedyPass Online registration form today, located here.
IMPORTANT ENROLLMENT INFORMATION: This year, the Early Childhood Education Program will adhere to the federal title fund guidelines for priority Pre-K enrollment for students/families who meet one or more of the following criteria:
Foster care youth
Families who receive SNAP benefits (food stamps)
Families who are in temporary housing (homeless)
English-language learners
Federal title fund guidelines also include priority enrollment for students who meetboth factors:
Students with challenges in literacy and language (information is collected through an online parent survey)
Students with challenges in social and emotional behavior (information is collected through an online parent survey)
Pre-K is open to ALL qualifying students, not just those who meet criteria for priority enrollment. Families who do not meet these criteria will be placed on a waiting list and if space is available, will be notified after July 7, 2022.
Parent/legal guardian will complete the online registration and meet with the Enrollment Specialist. Once enrollment paperwork has been submitted and the appointment has been held, the parent/guardian will go into the Parent Portal and place their child on up to three (3) waiting lists. If an offer is made, parent/guardian will have 48 hours to accept or decline. If the parent/guardian does not respond to the offer, it will automatically be declined.
Pre-K students must be potty trained and 4 years old by September 30th. If your child will be 5 years old by September 30th he/she is not eligible for Pre-K but is eligible for Kindergarten.
PLEASE READ: Pre-K students enrolled in lottery schools (Columbus Spanish Immersion, Columbus Africentric, Duxberry Park, Ecole Kenwood and Oakland Park) for 2022-2023, will need to participate in the lottery process for Kindergarten enrollment for 2023-2024. There is not priority enrollment for Kindergarten.
Because the need for ECE is so great, students who live outside the Columbus City School District will not be considered for enrollment.
For more information about enrollment, please contact 380-997-5192 or email [email protected].
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REMEMBER: child’s current physical is required to start
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October 5, 2022 – ECE Professional Development Day – No School
September 8, 2022 – All Students Report – first full day of Pre-K attendance
September 6-7, 2022 – Orientation (scheduled by school)
August 8, 2022 – Woodcrest – Students Report – first full day of Pre-K attendance
August 4-5, 2022 – Woodcrest – Orientation (scheduled by school)
Please review the calendar link below for non-attendance Pre-K dates:
**ECE Non-Attendance Dates 2022-2023**
Steps to Complete Enrollment:
1. Gather enrollment documents. 2. Fill out Speedy Pass online registration. 3. Upload enrollment documents. 4. Set an appointment to meet with the Enrollment Specialist. 5. Complete enrollment meeting. 6. After the meeting, go to the Parent Portal. 7. You will be notified of an offer or waitlist number.
You can also view the Pre-K Enrollment Checklist for step by step information.
Pre-Kindergarten | Kiddie Academy
Pre-Kindergarten | Kiddie Academy
Pre-Kindergarten
Ready, Set, Go
At Kiddie Academy®, we know that your 4-year-old is ready for the next challenge. We provide the motivation and guidance to build on their momentum and prepare them for school.
Our Ready, Set, Go program enables learning experiences where your 4-year-old’s creativity can thrive in an environment that encourages curiosity and exploration.
Strict health and safety procedures will be followed
While your 4-year-old is at our Academy, you’ll have the peace of mind knowing that they’re in a healthy and safe environment thanks to Health Essentials, our enhanced health and cleaning initiative based on CDC guidelines to mitigate the spread of the coronavirus.
Your local Kiddie Academy has information about everything from pre-k programs and early pre-k curriculum to tuition, drop-off and pick-up times.
Find an Academy near you
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Life Essentials
®
Preparing your 4-year-old for kindergarten and life
Our Ready, Set, Go program is developed through our Life Essentials® curriculum to provide your 4-year-old with well-rounded learning experiences while receiving positive, nurturing care.
Language Arts & Literacy
Focus: Helping your child become a confident communicator.
We make learning fun and engaging with books, poems, songs and stories – helping your child make connections between letters and words, words and sentences.
4-Year-Old Activities
Reading aloud and discussing rhyming words.
Learning animal sounds by playing animal-sound bingo.
Learning weather words like “sunny” and “rainy” in English and Spanish.
Using a pencil to write out the name of a favorite zoo animal and drawing a picture of it.
Learn On
®
Learning continues beyond the classroom. Here are some easy projects you can do to extend learning into your home.
Read “The Cat in the Hat” and talk about rhyming words.
Play Animal-Sound Bingo to learn about the sounds different animals make.
Have your child write the name of a favorite animal then draw a picture of it.
Mathematics
Focus: Recognizing relationships among numbers, numerals and quantities.
We help your 4-year-old see how things relate to one another by helping them identify and describe attributes and patterns in objects. They start to understand the concept of addition as putting together or adding to, and subtraction as taking apart or taking away.
4-Year-Old Activities
Playing interactive games on the Smart Table to identify number sequences.
Cutting numbers out of magazines, gluing them on poster paper to make a collage, then asking the children to talk about the numbers they found.
Spinning a spinner and saying the number it stops on, then counting out coins and blocks to create a set of that number.
Learn On
®
Learning continues beyond the classroom. Here are some easy projects you can do to extend learning into your home.
Help your child cut numbers out of a magazine, then make a collage and talk about the numbers they found.
Pick a number for your child, then have them count out coins or blocks to create a set of that number.
Science
Focus: Investigating and learning concepts about living things and the environment.
With their teacher’s encouragement, your child will lead the way in learning about people, animals, plants, the Earth and outer space. Teachers also instruct your 4-year-old how to use the appropriate tools and technology in their investigations.
4-Year-Old Activities
Using standard measuring tools to make slime from scratch.
Reading to learn about properties of liquids and solids, then having fun melting ice in various ways.
Experimenting to see what objects are magnetic and non-magnetic.
Learn On
®
Learning continues beyond the classroom. Here are some easy projects you can do to extend learning into your home.
Help your child make homemade slime, using standard measuring tools.
Read “Sid the Kid: Why Did My Ice Pop Melt?” to learn about properties of liquids and solids.
Read “What Makes a Magnet?” then experiment to see what objects are magnetic and non-magnetic.
Social & Emotional Development
Focus: Discovering what’s unique about themselves and others.
We empower your 4-year-old to begin forming friendships and identifying feelings.
4-Year-Old Activities
Working with classmates to put on a puppet show in the Dramatic Play center.
Reading and talking about how friendships are made.
Learn On
®
Learning continues beyond the classroom. Here are some easy projects you can do to extend learning into your home.
Read “Will It Be a Baby Brother?” to learn about the arrival of a baby.
Work with your child to put on a puppet show for family and friends.
Read “The Rainbow Fish” and discuss how friendships are made.
Gross & Fine Motor Development
Focus: Gaining strength, control and coordination as your child’s muscles grow and develop.
We provide your 4-year-old with fun ways to build muscle control, with indoor activities designed to increase fine motor development and outdoor activities focused on movement and balance.
4-Year-Old Activities
Practicing balance, control and coordination while playing with a giant parachute as a class.
Performing fine motor tasks
Playing shadow tag and ring toss on the playground.
Learn On
®
Learning continues beyond the classroom. Here are some easy projects you can do to extend learning into your home.
Play with a flashlight, turning it on and off and taking it apart to see how the parts work together.
Play Ring Toss to help develop coordination.
Play outside so that your child can run, jump and climb.
Health Essentials
Focus: Keeping your 4-year-old healthy and safe.
Health Essentials is a set of CDC-based standard operating procedures that can help mitigate the spread of potential infection throughout our Academy. Health Essentials is a key part of our overall COVID-19 response, expanding upon existing disinfection and health protocols that offer parents and staff peace of mind and demonstrates our commitment to creating a healthy and safe environment for learning and working.
Health Essentials guidelines are focused on four principles designed to cover various preventative, protective and corrective measures that address COVID-19:
1. Wellness Education
The solution starts with an understanding.
Children learn how following proper hygienic practices can keep them healthy
Academy staff receives training and must abide by enhanced health and safety practices outlined by the Centers for Disease Control and Prevention
2. Enhanced Hygiene
Soap and water is the best solution.
Soap and water offer the simplest solution to combat infection
Staff increase handwashing frequency
All children must wash their hands upon entering their room at the start of each day and all recommended times thereafter in addition to following standard Academy handwashing procedures
3.
Healthy Environment
A clean facility keeps families safe.
Academies adhere to advanced cleaning procedures:
Nightly cleaning
Daily laundering of soft items and bedding
Limiting items brought into the Academy
4. Symptom Monitoring
Keeping a watchful eye
Temperature monitoring at the Academy entrance.
Track symptoms using AcademyLink®
Isolate symptomatic children from others immediately upon observation
Contact parents for pickup from the Academy
Daily health check is completed upon arrival
Want to explore more?
Learn how we help your child develop into a thoughtful, caring, and adaptable individuals using our learning approach that exceeds state standards
How Life Essentials is different
Questions? Answers.
Explore some of the most frequently asked questions from parents of 4-year-olds.
Q.
What if my child gets sick?
A.
We’ll call you or a designated adult from your Emergency Information Form so that your child can be picked up as soon as possible from the Academy. While waiting to be picked up, your child will rest quietly, away from other children.
Q.
What policies are Academies required to have in place to address safety?
A.
Our facilities and outdoor play areas are required to have secure entries and exits that are maintained by an electronic entry system. Only individuals authorized by you are allowed to pick up your child from the Academy. All employees are required to have undergone background checks prior to employment.
Q.
Do I need to pack a lunch?
A.
No. We provide an assortment of healthy, age-appropriate meals and snacks for the children to eat each day.
Q.
What if my child has allergies?
A.
Due to the high number of children with peanut allergies, we do not serve peanut products. If your child has a specific allergy, please list them on our dietary restriction letter so that we can make appropriate food substitutions.
Q.
What are teacher qualifications?
A.
All Kiddie Academy teachers must meet or exceed the state requirements for child care providers and are required to receive ongoing professional training annually. We also require background checks through local, county, state and/or federal agencies prior to employment.
Q.
What is your discipline policy?
A.
We do not use physical or verbal punishment under any circumstances. We use positive guidance and re-direction to acknowledge children’s feelings and emotions and provide them with social scripts, problem-solving techniques, self-calming activities and choices and activities geared toward their interests.
Q.
What will my child be doing?
A.
At this age, your child is eager to learn new things and make new friends. Our teachers will encourage your 4-year-old to work at their own pace, taking advantage of opportunities to discover in our learning centers. The child will continue to work on social/emotional development, gross and fine motor development, language arts and literacy, mathematics and science.
Q.
Can I drop in to observe?
A.
Due to the concerns around COVID-19, we are unable to allow drop-in observation by parents or family members. We hope to reverse this rule as soon as it becomes safe.
Q.
Do you have parent-teacher conferences?
A.
Yes. We schedule family/teacher conferences each year to discuss your child’s progress, but you can request a conference with the Director at any time.
Q.
How do you get my child ready for kindergarten?
A.
By use of our pre-kindergarten standards-based curriculum, Life Essentials®, children will be well prepared as they enter kindergarten. We have a commitment to the development of the whole child by concentrating on the development of social and emotional skills setting them up for success in school. Our curriculum encourages children to explore and discover, making learning a fun and rewarding experience that nurtures a lifelong love of learning.
Q.
Do you take the children outdoors?
A.
Yes, weather permitting, we take children outside daily. Children should be dressed appropriately for playing on our playground or taking group walks.
Q.
Do you take field trips?
A.
Occasionally, we will take the children on field trips. You will be notified in advance of any planned trips and will need to sign a permission slip to return, along with any fee, prior to the trip. Transportation for the field trip is provided by or arranged by the Academy.
Q.
How do you use technology in learning?
A.
Kiddie Academy teachers use technology as learning tools and a means of communication. We feel it’s important to teach children how to use devices they will encounter in school, so they are given opportunities to use them for educational play and research. The use of televisions or computers for passive viewing is not part of Kiddie Academy’s curriculum.
Q.
Do you have cameras in the classroom?
A.
Many, but not all, Kiddie Academy locations have classroom cameras that parents can access via mobile or desktop apps. For the most accurate information on classroom cameras, contact your Academy directly to learn about camera availability and policies.
Q.
What is your health and safety policy?
A.
Kiddie Academy® Educational Child Care follows our Health Essentials guidelines, a set of standard operating procedures that can help mitigate the spread of potential infection throughout our Academies. This includes precautions and recommendations for COVID-19 which are specifically focused on social distancing, disinfection, wellness education and symptom monitoring. These protocols may vary based on region and level of outbreak in the area. The goal of Health Essentials is to uphold the highest level of health precautions and cleanliness for proper child care delivery.
Ready to learn more?
Your local Kiddie Academy has information about everything from programs and curriculum to tuition, drop-off and pick-up times.
Find an Academy near you
Welcome tips and insights to the family:
Parenting Essentials
®
The learning doesn’t stop for parents, either. That’s why we created an information resource with helpful tips on everything from enriching our STEM program at home to introducing lifelong healthy eating and fitness habits.
Preschool & Kindergarten Options | Littleton Public Schools
At Littleton Public Schools, we pride ourselves on kindergarten programs that are child-centered and meet the needs of the whole child. Children receive a balanced program to meet their individual needs for cognitive, social, emotional, and physical growth. Our goal is to start our youngest learners on the road to a lifetime of success through a love of learning.
The state of Colorado funds full-day kindergarten programs in its public schools. Because we believe strongly in the importance of early childhood education, all LPS elementary schools provide free full-day kindergarten. In addition, all LPS elementary schools offer tuition-based before- and after-school childcare. Please visit specific school websites for more information.
Students are eligible for kindergarten if they turn five years of age on or before October 1 of the year of enrollment.
FIRST STEPS. .. Kindergarten today is more academic and more challenging than programs of the past. While still based on an atmosphere of inquiry and play, it is the kind of active learning that teaches children to think, solve problems, share ideas, and learn language development skills. As your child’s first teachers, you can help prepare your child for kindergarten.
Creative Expression Children at the kindergarten level need to have their creative skills challenged. Exposure to many types of learning helps to develop the whole child.
Encourage your child’s natural curiosity about his or her world by asking questions and pointing out things to see, hear, touch, taste, and smell.
Encourage painting, use clay, draw with chalk, markers, and crayons.
Encourage dramatic play such as pretending, playing dress-up, setting up housekeeping, playing school, and playing with small objects, such as cars, blocks, etc.
Sing songs, dance, listen to all types of music and play rhythm instruments.
Tell stories or have your child finish a story you start.
Language Arts
Listening, speaking, reading, and writing are all important to your child’s development and success in school.
Talk with your child and listen carefully to what he or she says so you can have meaningful conversations with your child.
Read aloud with your child every day for at least 20 minutes.
Encourage your child to predict what will happen while reading stories and to retell the story.
Play rhyming games with words.
Writing
Help your child practice writing his or her name.
Practice writing notes, letters, and stories, even if your child uses pretend writing or scribble writing.
Allow your child to dictate stories and letters or notes while you write them down.
Mathematics
Kindergarten math builds the groundwork for later mathematical understandings. Working with objects and manipulatives, grouping, sorting, problem-solving, patterning, and estimating are all part of the kindergarten curriculum.
Play counting games.
Sort and group stuffed animals, cereal pieces, candy, rocks, and toys.
Practice address and phone number.
Practice writing numbers to ten.
Create patterns with simple objects.
Kindergarten registration will be held for each elementary school starting on December 1. You can register your kindergartner by completing an online pre-registration form and emailing all documents to the school registrar (link).
STEP ONE:
Families/Students New to LPS
Complete the online pre-registration form
Complete the registration process by submitting all required documents if not uploaded during the pre-registration process to the school registrar (link)
Complete this pre-registration process before January 18, 2023.
Existing LPS Families —
Log in to Campus Portal, (https://littletonco.infinitecampus.org/campus/littleton.jsp).
Click on the “menu” icon at the top left corner.
Choose “More” from the list.
Click on the link “New Student Registration” to open the pre-registration page.
Complete the registration process by submitting all required documents if not uploaded during the pre-registration process to the school registrar (link)
STEP TWO: Attend Kindergarten Information Session for your elementary school before January 18th. Please check your school’s website for dates and times of information sessions.
STEP THREE: Attend your elementary school’s Kindergarten Registration Event in January.
BEGINNING JANUARY 30, 2023: After January 27, Kindergarten Registration will take place by contacting the district registrar at districtregistrar[at]lps. k12.co[dot]us or call 303-347-4360 for further information.
WHAT WILL I NEED TO PROVIDE? To complete the registration process, please complete and email or drop off the online pre-registration form and all documentation to your child’s school of attendance. Documentation to be included:
A printed copy of your online preregistration, which you completed and printed at home
Birth certificate
Immunization records
Proof of residency (house contract, deed, utility bill or lease agreement)
Emergency contact information
Parent Identification, i.e. driver’s license
Click here to review Registration Procedures and learn more!
Pre-k and Kindergarten Registration | Baltimore City Public Schools
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Welcome to City Schools!
Congratulations! It’s time to enroll your child in pre-k or kindergarten!
Children who turn four or five by September 1 are eligible to register for school. City Schools offers two ways to register your student — by visiting your neighborhood school or online.
Registration
As free, all-day-pre-k becomes accessible to more students, there are a few changes this year. Many more families will now qualify for early enrollment to pre-k because of changes to the income requirements. The new income eligibility information and all the details on pre-k and kindergarten are below.
New! Registration dates
April 25 for Priority 1 families
June 27 for Priority 2 families
Proof of Student Identity & Age: Birth certificate or other government-issued document (passport, military ID, birth registration, DHS/DOJ/DOS immigration and refugee resettlement forms)
Proof of Parent/Guardian Identity: Photo ID of the parent/legal guardian (driver’s license, passport, alien/permanent resident card, military ID, employment authorization card, ISAP card, DHS/DOJ/DOS immigration and refugee resettlement forms)
Proof of Address (only two (2) of the following examples are required):
Complete, recent utility bill (gas, electric, water, telephone, or cable)*
Deed or title to a residential property
Fully-executed, property sales agreement
Military housing order
Mortgage settlement sheet
Original, signed (by landlord and tenant) lease agreement reflecting the name(s) of the parent(s)/guardian(s) as tenants
Property tax bill or statement
Recent bank or mortgage statement*
Recent employer pay stub*
Recent homeowner, renter, or medical insurance statement*
Recent letter from Social Security Administration, Social Services, Maryland Vehicle Administration, Internal Revenue Services, or Maryland Judicial System*
*Recent = within the last sixty (60) days
Other Requested Documentation
Academic records (recent report card and/or transcript)
Individualized education program (IEP) or 504 documents (if applicable)
Proof of custody/guardianship (if applicable)
Health records (immunizations and physical examinations)
Applications
Complete the application
Pre-k and K Online Application
English and Spanish
Apply now
Pre-K and Kindergarten Enrollment
Guide with application
Apply now
Household Update & Transfer Application for Current Families
Current Families Only
Important Dates*
• Find your neighborhood school. To find your school, use the school locator feature on the City Schools website. Type in your address under Zoned School, and click Search.
• Complete a pre-K/K enrollment guide – available online or at your neighborhood school.
• Gather the required documents. If you’re completing an online form, you can upload the documents. If you’re completing a paper form, bring them to your neighborhood school.
• After submitting the form, you will be notified about your child’s enrollment within a week. If you don’t hear within a week, please contact the school’s Enrollment Official or the Office of Enrollment, Choice, and Transfers at [email protected] or 410-396-8600.
• Charter schools: Contact the school directly to ask about the registration process. (Note that the application deadline for most charter schools was February 2, 2022).
• Out of Zone School Requests – The window to request consideration for placement outside of zoned boundaries is set to tentatively launch on July 18, 2022. Please visit the ECT office with the required documentation to request transfer consideration.
• Additional support and/or questions: Please contact the school’s enrollment official directly or reach out to the district office team at [email protected] or 410-396-8600.
Every day in pre-k and kindergarten, children learn
a new
math skill
how to
work with others
a new
word
how to
make friends
Can all children go to pre-k? What about kindergarten?
Space in pre-k is limited, so we use a priority system to enroll children. If space is not available at your neighborhood school, school or district staff can help find a place in a school nearby.
For kindergarten, every child who turns five by September 1 must be enrolled in school (according to state law). Any child who lives in Baltimore City can enroll in City Schools.
What is the priority system for pre-k?
Priority 1 children
Are four years old by September 1 and
Are considered income eligible or are homeless or receive special education services
All priority 1 children are eligible for City Schools pre-k. If space is full at your neighborhood school, we will find a place for your child at another location as close as possible to your home. To be considered low income, you will need to provide proof of income dated within the past 30 days.
Priority 2 children
Are four years old by September 1 but
Are not considered income eligible, are not homeless, or do not receive special education services
Priority 2 children can attend where space is available. Enrollment for priority 2 families is on a first-come, first-served basis, so plan to submit your registration early!
Who is considered low income?
This year, many more families will now qualify for early enrollment to pre-k because of changes to the income requirements. More families can register their children earlier—and will know where their child will be going to school sooner. The new income eligibility information and all the details on pre-k and kindergarten
City Schools uses federal guidelines based on the number of family members (including children) and the family’s total monthly income, which includes monthly earnings, TANF, child support, alimony, food stamps, benefits for immigrants, retirement, Social Security, and foster care. When registering, you will need to provide proof of income dated within the past 30 days.
2022-23 Federal Poverty Guidelines Chart (Full Version)
Family Size
Total Annual Income
1
$40,770
2
$54,930
3
$69,090
4
$83,250
5
$97,410
6
$111,570
7
$125,730
8
$139,890
What if I don’t think my child is ready for kindergarten?
You can consider submitting a level-of-maturity waiver to the Early Learning Department. If it is granted, your child can delay starting kindergarten for a year.
Early Learning Supplemental Registration Information for General Education Students
The Let’s Grow Citywide Programs are funded and designed to support 3-year-old children with Individual Education Plans (IEPS) and their non-disabled peers. The program is available at the following elementary schools: Armistead Gardens, Callaway, Walter P. Carter, Dorothy I. Height, Federal Hill Prep, Billie Holiday, Lakewood, and Westport Academy.
Seven openings are available for non-disabled students in each school. These openings are first come, first serve. To apply, please complete the pre-registration form. Filling out the registration form does not necessarily mean a child is enrolled. Based on available openings, you will be contacted by the school to complete the registration process.
If your child has an IEP or an IFSP (Individual Family Service Plan), they are not considered eligible to be a non-disabled peer in the Let’s Grow program and can’t register. Non-disabled children accepted to Let’s Grow who become eligible for an IEP may not remain in the program.
Learn more
What happens in pre-k and kindergarten?
Find out what students are learning and doing in elementary school.
Cedar Hills Kindergarten & Preschool
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Spring Auction 2022 April 3rd-April 9th!
Our cooperative learning community brings together children, parents, and teachers in meaningful play. We develop collaborative relationships and explore environments, experiences, and activities that encourage curiosity and wonder. We value who children are, celebrate their unique gifts, believe in their capabilities, encourage their interests, and honor their feelings and ideas.
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Community
Parents take an active role in the classroom and are involved in all aspects of their child’s learning experience. As a result, the relationship between families and our school extend far beyond the playground. The sense of community between teachers, parents, and children creates a nurturing, caring space for young minds to grow, tender hearts to open and an inspired life to begin.
Learn how parents benefit from cooperative schools
Play-Based Learning
The joy and instinctive sense of wonder and delight that play brings validates it as the most central, natural, and important aspect of childhood. Believing in a play-based philosophy is simply accepting that children naturally engage in and enjoy play as a means of learning on their terms, in their own way, and at their own pace. Part of having a long history in the community means that our adult alumni return with their children. We have some families that have attended CHKP for three and four generations.
Learn why children thrive in cooperative schools
When your child walks into our school, they are free to explore and create in classrooms that are alive with possibility. We provide an experience that nurtures core values such as kindness, friendship and compassion. Creative opportunities in the classroom, garden and playground inspire young spirits. This connection and sense of community gives little learners the security they need to stretch their wings and experience the joy and wonder of childhood.
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Threes
Tuesday, Thursday 9 AM — 11:30 AM or 1 PM — 3:30 PM
We know that children learn best at this age by doing. They are explorers actively interested in learning about the world around them and constructing new understanding through experimentation and play. We support this by providing classrooms with engaging learning environments.
See a Daily Schedule
$180 / month
Fours
Monday, Wednesday, Friday 9 AM — 11:30 AM or 1 PM — 3:30 PM
The preschool years are also a time of tremendous social growth; therefore, much attention is paid to the development of positive social skills. Many activities are designed to encourage social interactions and cooperative play. Caring adults are nearby to help children learn how to get a turn or how to resolve conflicts.
See a Daily Schedule
$235 / month
Kindergarten
Monday — Friday 9 AM — 1 PM
The learning environment of the Cedar Hills Kindergarten invites the children to participate in concrete experiences that help them learn concepts and develop academic skills while encouraging curiosity and exploration. Our program offers a balance of cognitive work and creative play.
See a Daily Schedule
$400 / month
Years together
We’re proud of our reputation as one of one of the most highly-regarded early childhood programs in the Portland area. Our rich history of cooperative learning has been a tradition for over 60 years. Part of having a long history in the community means that our adult alumni return with their children, some of which have attended CHKP for three and four generations.
child to adult ratio
Our cooperative learning community brings together children, parents, and teachers in meaningful play. We develop collaborative relationships and explore environments, experiences, and activities that encourage curiosity and wonder. We value who children are, celebrate their unique gifts, believe in their capabilities, encourage their interests, and honor their feelings.
Our teachers are carefully selected for their training and experience, as well as for their commitment to working collaboratively with parents to enrich the early-childhood years.
Linda
Linda Romanowski is masterful at developing strong relationships with her students, fostering independence and self-regulation, facilitating peer conflict resolution and enabling the children to solve problems. Her kindergarten curriculum is child-centered, academically rigorous and developmentally appropriate. She offers academic opportunities within a playful context, hearing the ideas and passions of her students and creating educational instruction that meets the needs of each child.
Lora
Lora Dierker builds classroom curriculum that draws on her love of music and the outdoors to bond and educate her students, sharing fun and educational music, practicing yoga with the children and utilizing hikes, gardening and outdoor adventures as educational tools. Conflicts in her classroom are met with calm guidance and her focus on teaching conflict resolution leaves her students with solid skills that will benefit them far beyond preschool.
Julie
Julie Miller believes that the cooperative setting is the best possible start for families of preschoolers. In this environment, her curriculum supports the children as they grow their emotional literacy and social skills, teaching them how to make friends, ask questions to support their learning and to enjoy the process. Her focus on collaboration and relationship-building allows her to be mindful that not one approach works for every child.
“A lot of people comment that they can spot a co-op kid in an elementary school classroom because of the confident and respectful way they approach conflict.”
LAURA BRADY
“This place is magical! We love participating in the classroom and being a key part of our child’s learning experience.”
TERESA LAI
“I never expected an early-years school to have such a positive impact on our kids and family life, but our time with the teachers and community at CHKP has been incredible.”
TOM PACYK
“CHKP has been a resource of knowledge and support, and we have benefitted as a family because of our time here. ”
KIMBERLEE BAKER
90,000 Home Page – Kindergarten No. 104 Lipetsk
Municipal Autonomous Educational
Institution Secondary School No. 51 of the city of Lipetsk (preschool level) 9000 9000 9000 9000 9000
Dear parents and legal representatives children!
We draw your attention to the change in the procedure for providing compensation for part of the parental fee. You can learn more about the changes in the Scholarships and other types of material support section.
Hello, dear guests! Welcome to the amazing and magical world of childhood. We are glad to welcome you on our website! Our site is for those who are interested in the harmonious and all-round development of their child, who wish to cooperate with qualified specialists.
Legal address: Lipetsk, microdistrict 9, 42 A Phone: 31-77-35 Electronic address: [email protected] Director: Lenkova Tatyana Anatolyevna Schedule of the head:
Deputy director of the school for preschool education:
Minenko Svetlana Veniaminovna
Senior nurse: Malikova Inna Vasilievna
Site address : http://mdou104lip.ru
The full name of the institution:
Municipal Autonomous Education Secondary School No. 51 of the city of Lipetsk 9000 9000 9000 MAOU secondary school No. 51, Lipetsk
Passenger transport routes: dost. “Sewing Factory” bus No. 24, 17 fixed-route taxi: 321, 317 tram number 1
Office hours:
Monday – Friday from 6:30 to 18:30;
Day off: Saturday, Sunday.
Educational activities in kindergarten are carried out in accordance with the license for the right to carry out educational activities No. 1956 dated November 26, 2020. series 48 L01 No. 0002172.
Structure and number of groups : for children from 1.5 to 7/8 years old 15 groups.
Level of education – preschool education
Normative period of study – 5 years.
Form of education — full-time, remote
Language of education (training) — Russian language
There are 15 groups in the kindergarten: ) Middle — 3 groups (general developmental orientation) Senior — 3 groups (general developmental orientation) Preparatory – 3 groups (general developmental orientation)
Preparatory (speech therapy) 1 group (compensating orientation) Senior (speech therapy) – 1 group (compensating orientation)
The number of pupils as of 09/01/2020 – 458 children.
During the school year, a counseling center operates in the kindergarten to provide qualified psychological and pedagogical assistance to parents (legal representatives) and preschool children who do not attend kindergarten.
Information and educational resources
Information about the founder
Founder:
Department of Education of the Administration of the City of Lipetsk
The Ministry of Education and Science of the Russian Federation prepared a documentary film “A Lesson for Life”.
The film is based on stories about ordinary teachers, educators, whose work, sometimes hardly noticeable, is the key to the future of the nation. The film also talks about the importance of inclusive education.
September 27, 2022
Preschool Worker’s Day
September 1, 2022
“Knowledge Day”
“Knowledge Day” was held in our kindergarten today.
The children gathered after the summer vacation. Everyone grew up, tanned, rested and came to their own kindergarten. A new academic year begins: classes, conversations, holidays that help to better understand the world around us, to learn something.
In our kindergarten, the first day of the new school year was, as always, bright and emotional.
August 30, 2022
“Farewell to summer!”
Today in our kindergarten, with the participation of the folk ensemble “Zen”, Farewell to summer was held. The children sang, danced and participated in competitions. It was fun and educational.
August 22, 2022
“Flag Day”
Every year on August 22, Russia celebrates the Day of the State Flag of the Russian Federation. Our kindergarten is also celebrating this wonderful holiday today. On the eve of the teachers was carried out preliminary work. They introduced the children to the state symbols of Russia: the flag, coat of arms and the Anthem of the Russian Federation; talked about our great country, read poetry, studied proverbs and sayings about the Motherland.
At the festival itself, the children took part in games and relay races.
Pupils of our kindergarten treat the symbols of our country respectfully, grow up as patriots, love their Motherland and are proud that we are all citizens of the great and mighty Russia!
August 17, 2022
“Sand Building Competition”
Today our kindergarten hosted a “Sand Building Competition”.
The children, together with the teachers, built various figures of animals, built castles, realized their fantasies. Summing up the results of the competition, everyone unanimously decided that friendship had won.
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Kindergarten GOU TO Shchekino preschool orphanage in Tula with disabilities “was created on December 25, 1985, was renamed in 2013 into the state preschool educational organization of the Tula region “Kindergarten of compensatory type No. 3”, and in 2015 it was renamed into GDOU TO “Shchekinsky kindergarten for children with disabilities” .
Our institution is a not-for-profit institution, licensed to carry out educational activities as the main activity in accordance with the goals for which it was created. Full official name of the Institution: state preschool educational institution of the Tula region “Shchekinsky kindergarten for children with disabilities.” Organizational and legal form of the Institution: state budgetary institution. Type of Institution: preschool educational institution. The founder and owner of the property of the Institution is the Tula region. The functions and powers of the founder in relation to the Institution are carried out by the Ministry of Education of the Tula Region (Founder), which exercises the budgetary powers of the main manager of budgetary funds.
Objectives of the Institution’s activity are: – creation of conditions for education for students with disabilities according to the adapted educational program of preschool education; – creating the necessary conditions for children with disabilities to correct developmental disorders and social adaptation, provide early corrective assistance based on special pedagogical approaches; – creation of safe conditions for the upbringing and education, supervision and care of pupils, their maintenance in accordance with established standards that ensure the life and health of pupils; – maintenance on full state support, accommodation, supervision and care, upbringing and social adaptation of orphans and children left without parental care; – observance of the rights and freedoms of pupils, parents (legal representatives) of underage students.
The institution carries out educational activities on an adapted educational program of preschool education for students with disabilities. Admission to training and education in the Institution is carried out on the principles of equal admission conditions for all applicants, with the exception of persons who, in accordance with the Federal Law of December 29, 2012 No. admission for training.
If necessary, the Institution accepts: – children with disabilities; – orphans; – children left without parental care; – children taken from their parents by a court decision, children whose parents are deprived of parental rights, convicted, recognized as incapacitated, are on long-term treatment, as well as whose location has not been established; for a period of no more than one year.
Enrollment in the Institution of children of single mothers (fathers), children from large families, families in difficult life situations, as well as children of the unemployed, refugees, internally displaced persons, as well as from families affected by natural disasters and without a permanent place of residence, is made at the request of the parents (legal representatives), and in some cases – by decision of the guardianship and guardianship authorities. Relations between the Institution and parents (legal representatives) are governed by a written contract that includes the mutual rights, obligations and responsibilities of the parties arising in the process of raising, educating, looking after, caring for and improving the child, the duration of stay in the Institution, as well as the main characteristics of education. Children with disabilities are accepted for training in an adapted educational program only with the consent of their parents (legal representatives) and on the basis of the recommendations of the psychological, medical and pedagogical commission. The institution accepts children from the age of 3 until the end of the educational relationship. Admission of preschool children entering the Institution for the first time is carried out on the basis of a medical report, the conclusion of the regional psychological, medical and pedagogical commission, an application and documents proving the identity of one of the parents (legal representatives). GDOU TO “Shchekinsky Kindergarten for Children with Disabilities” implements an adapted basic general educational program of preschool education in compensatory groups, taking into account the peculiarities of their psychophysical development, individual capabilities, which provides correction of developmental disorders and social adaptation of pupils with disabilities.
In total, there are 9 children in Shchekino kindergarten for children with disabilitiesgroups: – Two groups with round-the-clock stay of orphans and children left without parental care with disabilities.
– 2 full-day groups (12 hours stay of parental children) – groups for children with intellectual disabilities: moderate and severe mental retardation;
– 1 full day group (12 hours stay of parental children) – a group for children with a complex defect; – 1 group of round-the-clock stay (parental children) – a group for children with intellectual disabilities: mild mental retardation; – 3 groups of short-term stay of children (5-hour stay) with intellectual impairment. Currently, 61 children aged 3 to 8 attend the kindergarten. In the kindergarten, the activities of all specialists are coordinated: a psychologist, a defectologist, a speech therapist, a social teacher, medical workers, a music worker, educators, a physical education instructor. The institution employs 24 teachers: 14 have higher education, 10 – secondary – special.
The system of work includes independent, but interrelated areas of activity: • health-preserving; • diagnostic-correctional-developing; • educational; • social and personal.
Our children, together with teachers, participate in various competitions. The institution constantly cooperates with the following services: Guardianship (Shchyokino and all departments for guardianship in the region), regional courts, bailiff services, KDN, PDN, KSZN, UPF RF, branch of the Federal Migration Service of the Russian Federation in Shchyokino, branch of the Security Service, regional database. The institution is working to prevent family problems. In the institution we organize informational and educational work with parents (legal representatives) of children, aimed at increasing competence in raising a child with disabilities and providing them with psychological, pedagogical, legal assistance.
Pre-school education – Areas of activity
1. Where to put the child on the waiting list for kindergarten?
An application for placing a child on the waiting list must be submitted to the Department of Education, st. Oktyabrskaya, 52, office No. 3; on the portal of public services.
2. What documents are required to put a child on the waiting list for kindergarten?
Applicant’s passport
Child’s birth certificate
Documents evidencing the right to preferential admission to a preschool educational institution.
3. How many kindergartens can I choose when applying?
The number of selected priority kindergartens is limited by the system to 3. In accordance with the Decree of the Administration of the Plastovsky Municipal District dated March 23, 2015 No. 164 “On Approval of the Regulations on the Procedure for Manning Municipal Educational Organizations Implementing the Basic General Education Program of Preschool Education” and in order to provide citizens with the territorial accessibility of municipal preschool educational institutions, kindergartens are selected in the immediate vicinity from the place of residence of the applicant.
4. What is your desired enrollment date?
This is the date from which the application will participate in the picking. It should be noted that the desired date of enrollment does not guarantee that the child will enter kindergarten on the specified date. Mass enrollment in kindergartens begins annually from June 01, in which applications with the desired enrollment date until September 01 of the current year participate.
5. What should I do if I become eligible for preferential enrollment of a child after submitting an application?
You must contact the Department of Education (Plast city, Oktyabrskaya street, 52, office No. 3) for work with preschool institutions with the original and a copy of the document confirming the right to preferential enrollment of the child. Reception of parents is carried out every Tuesday from 15.00 to 17.00.
6. Do I need to contact a specialist to change the benefit if the benefit disappears while waiting in line?
It is mandatory to report the status of the benefit change to the Department of Education. If your application was allocated to a benefit to which you are no longer eligible, the application will be returned to the queue in the current set.
7. What are the age categories?
The second group of early age (1-2 years)
The first younger group (2-3 years)
The second younger group (3-4 years)
Middle group 5 years old)
Senior group (5-6 years old)
Preschool group (6-7 years old)
8. How are applications divided into age categories?
The child’s age in the system is calculated as of September 1 of the school year. The system assigns the application to a certain age category according to this age. The current academic year ends before the start of mass recruitment in May.
Example: if your child was born on August 31, 2014, then in the 2017 school year, his age corresponds to the second junior group (3-4 years).
9. When does mass grouping take place?
Usually, the issuance of referrals for the new academic year starts from June 01 to August 30. If a parent does not receive a referral by September 01 (for applications with a desired enrollment date by September 01), their place will be considered as vacant and will be offered to another child.
10. How are children recruited into speech therapy groups?
Children are admitted to the speech therapy group only with the consent of their parents (legal representatives) and based on the recommendations of the psychological, medical and pedagogical commission.
11. Can a child be enrolled in kindergarten outside of the enrollment period?
Admission to a preschool educational organization is carried out throughout the calendar year, subject to availability.
12. How much is a referral to kindergarten?
The referral is valid for 1 month from the date of issue. If during this period the applicant has not submitted the referral to the head of the educational institution with a full package of documents required for enrollment, the place is considered vacant and the child is returned to the waiting list. A place in an educational organization is provided to the child when there are vacant places in the corresponding age group during the year.
Upon receipt of the referral, the applicant is familiarized with the rules.
13. What documents are required to enroll in kindergarten?
In an educational organization, when concluding an agreement on education, you need:
Referral issued by the Department of Education
Parent’s passport (original and copy)
Medical report
Child’s birth certificate (original and copy)
Certificate of registration of the child at the place of residence or at the place of stay in the assigned territory
Parents (legal representatives) of children who are foreign citizens or stateless persons additionally present a document confirming the applicant’s relationship (or the legality of the representation of the rights of the child), and a document confirming the applicant’s right to stay in the Russian Federation.
Foreign citizens and stateless persons submit all documents in Russian or together with a duly certified translation into Russian.
14. Can parents transfer their child from one kindergarten to another kindergarten?
All transfers are made only if there are vacancies in kindergartens and there are no waiting lists.
15. The family moved from another city. What to do?
For all questions related to the placement of a child in a kindergarten, you must contact the Department of Education (Plast city, Oktyabrskaya street, house 52, office No. 3), work with parents is carried out on Tuesdays from 15.00 to 17.00.
Preschool educational institutions
12
July
2021
Address:
Kamensk-Uralsky, st. Suvorova, 36a (building 1),
st. Kamenskaya, 95a (building 2)
Phone:
Building 1: 35-82-00 Building 2: 39-96-14
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Website: http://dou1.obrku.ru/
Information about the municipal educational institution
12
July
2021
Address: Kamensk-Uralsky, st. Kirova, 17a
Head: Mikhailova Inna Vladimirovna
Phone: (3439) 31-88-50
E-mail: E-mail address is being protected from spambots. Javascript must be enabled in your browser to view the address.
Website: https://dou2.obrku.ru
Information about the municipal educational institution
E-mail: E-mail address is being protected from spambots. Javascript must be enabled in your browser to view the address.
Website: https://dou3.obrku.ru/
Information about the municipal educational institution
12
July
2021
Address: Kamensk-Uralsky, st. October, 94
Head: Elena Yakushenko
Phone: (3439) 35-10-35
E-mail: E-mail address is being protected from spambots. Javascript must be enabled in your browser to view the address.
Website: http://dou4.obrku.ru
Information about the municipal educational institution
12
July
2021
Address: Kamensk-Uralsky, st. Karla Marksa, 77
Head: Tebeneva Tatyana Nikolaevna
Phone: (3439) 32-72-82
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Website: http://dou5.obrku.ru/
Information about the municipal educational institution
Act of readiness of the Kindergarten No. 5 for the 2022-2023 academic year.
12
July
2021
Address: Kamensk-Uralsky, Victory Ave. 85
Head: Chulikova Lilia Aleksandrovna
Phone: (3439) 36-41-81
E-mail: Email Address is protected from spam-bots . Javascript must be enabled in your browser to view the address.
Website: https://dou6.obrku.ru/
Information about the municipal educational institution
12
July
2021
Address: Kamensk-Uralsky, st. Lermontova, 95
Head: Emelina Marina Gennadievna
Phone: (3439) 38-59-29
E-mail: E-mail address is being protected from spambots. Javascript must be enabled in your browser to view the address.
Website: https://dou8.obrku.ru/
Information about the municipal educational institution
12
July
2021
Address: Kamensk-Uralsky, st. Bazhova, 18
Head: Paramonova Natalya Mikhailovna
Phone: 32-75-63
E-mail: E-mail address is being protected from spambots. Javascript must be enabled in your browser to view the address.
Website: https://dou9.obrku.ru
Information about the municipal educational institution
12
July
2021
Address: Kamensk-Uralsky, st. Prokopieva, 11
Nagovitsina Angelina Petrovna
Phone: (3439) 36-45-46
E-mail: E-mail address is being protected from spambots. Javascript must be enabled in your browser to view the address.
Website: http://dou10.obrku.ru
Information about the municipal educational institution
Kindergarten Readiness Certificate No. 10 for the 2022-2023 academic year.
12
July
2021
Address: Kamensk-Uralsky, st. Ozernaya, 9
Head: Afonaseva Vera Nikolaevna
Phone: (3439) 36-33-66
E-mail: E-mail address is being protected from spambots. Javascript must be enabled in your browser to view the address.
Website: https://dou11.obrku.ru/
Information about the municipal educational institution
Preschool Portal of Chunsky District
Digital Hygiene for Children and Adolescents project: “Check what your child is doing online!”
The Ministry of Education of the Irkutsk Region informs that the platform “Russia – a Land of Opportunities” has launched the project “Digital Hygiene for Children and Adolescents”: “Check what your child is doing online!”
Target. ..
Thematic week “Autumn” in the senior group. Kindergarten №53
The last two weeks of September in our kindergarten were devoted to the theme “Autumn” in order to expand children’s knowledge about autumn, its signs and phenomena; give elementary…
Exhibition of children’s drawings “Colors of autumn” Kindergarten №53
Who said that autumn is a boring time? How many bright colors she gives us! This wonderful time of the year, although considered the time of wilting, manages to charge everyone…
“Road alphabet with kids” Kindergarten No. 2
It is very important at preschool age to form the skills to follow the rules of behavior on the street, on the road. Traffic makes the roads more and more dangerous for children. Of all the participants …
Autumn brings miracles. Kindergarten №53
It has already become a tradition in our kindergarten to organize an annual exhibition on an autumn theme. And this year was no exception. During September in the lobby…
Self-Government Day 2022. Kindergarten No. 53
Any pedagogical system without the participation of parents will not be viable. It is important to find such a form of communication with parents, in which mutual understanding and mutual assistance in solving problems of education are possible…
Surprise from graduates. Kindergarten №53
A real surprise on the day of the preschool worker for the employees of the kindergarten was the visit of our graduates, now students of the 11th grade of school No. 90. The guys came to congratulate the staff of the children’s…
Happy preschool worker’s day. Kindergarten №53
On the day of the preschool worker, many pleasant surprises awaited the employees of our kindergarten. These are congratulations from the parents of pupils and colleagues at work, children. And also became. ..
Happy Day of Preschool Education Workers! Kindergarten №2
There are many glorious dates in the world, wonderful traditions, amazing discoveries and wonderful holidays. On September 27, all preschool education workers are congratulated all over the country. Kindergarten…
Excursion to the museum of school No. 4, r.p. Lesogorsk. Kindergarten №14
“Today is a solemn and strict day. The door is open, the museum welcomes guests, In the walls of its incoming welcomes, It is only worth crossing its threshold.”
Now the problem of education of patriotism is too topical…
Postcard for preschool workers. Kindergarten №3
In our kindergarten No. 3 p. Oktyabrsky, the children of senior and preparatory groups congratulated all employees on their professional holiday dedicated to the “Day of Preschool Education Workers”. This…
Education of patriotic feelings through the knowledge of the small Motherland.
Kindergarten №14
The problem of patriotic education in the modern world is relevant and complex.
Do kids have a sense of citizenship and patriotism? Based on many years of experience, we can give an affirmative answer: preschoolers, …
Report on the competition of crafts from natural and waste materials “Autumn Motifs” Kindergarten No. 22
Autumn is a wonderful time. Children in kindergarten meet her with special trepidation. Because this is the time for new meetings, new knowledge and new beginnings. In this…
Summer is the land of eternal childhood. Kindergarten №2
Summer, sun, friendship – that’s what children need! Summer is a ray of sunshine, Warm rain from under the clouds, Summer is bright flowers of unusual beauty, Summer is a warm river, A flock of clouds in the sky. Summer!
“Autumn birch” in the technique of plasticineography. Kindergarten №16
Autumn! A wonderful time, which fascinates with its beauty and bright colors.
As part of the thematic week, the children of the preparatory group of kindergarten N16 depicted a white-trunked autumn beauty using the technique …
“Autumn Tree” Kindergarten No. 48
Today, with the guys, we made our autumn tree, which will delight us in the group with its beauty for a very long time. The goal was: to acquaint children with the view of productive…
“Visiting autumn!” Kindergarten №48
Purpose: to expand children’s ideas about autumn, about seasonal changes in nature, to highlight the characteristic signs of autumn.
Tasks:
• give an idea of autumn as a season;
• to form a careful attitude to nature;
•fix…
Don’t interfere with our work. Kindergarten №53
Preschool age is the beginning of labor education of the child. It is in this period of life that he first begins to feel the need for independent activity.
Many children of the senior group show liveliness. ..
Autumn. Kindergarten №44
Purpose: To expand children’s knowledge of the characteristic features of autumn, to participate in an exhibition of autumn natural materials and vegetables.
Autumn has opened its arms to us. This themed week…
My homeland is the Irkutsk region. Kindergarten №53
In September, our region celebrates the 85th anniversary of its formation. This event in our kindergarten in groups of senior preschool age is dedicated to the thematic week “We …
Manual labor “Amanita in the meadow” Kindergarten No.
Manual labor is of great importance in the activities of preschoolers, and it is very diverse. In our work with children, we use such types of labor as: paper construction, …
“Country of Safety” Kindergarten No. 14
The safety of children and adults is one of the main tasks of our society, and a kindergarten is an integral organism, where everyone, from the leader to. ..
Goodbye Summer entertainment
Here comes the summer. It’s a little sad, but we have a lot of vivid impressions of warm summer days. We will remember them with a kind word. Today, all pupils …
“In Search of the Tree of Knowledge” Kindergarten No. 14
An amazing and wonderful holiday Knowledge Day in kindergarten, perhaps not as solemn and exciting as at school, but no less important. Kindergarten №16
It’s time to say goodbye to summer. Summer left us with many pleasant memories.
On the last warm, summer day, physical education was held in the kindergarten for …
“Knowledge Day” Kindergarten No. 48
The holiday dedicated to September 1 was held in MDOBU kindergarten №48 “Kapitoshka” for the children of the senior and preparatory groups. The holiday began with a solemn raising of the Russian flag and hearing…
Anti-terrorist security event.
Kindergarten №3
In order to prevent the commission of terrorist acts in the Municipal Preschool Educational Budgetary Institution Kindergarten No. 3 r.p. Oktyabrsky, employees of the MBU “Cultural and Sports Center” of the Oktyabrsky Municipal …
All-Russian open lesson on the basics of life safety. Kindergarten №53
On the basis of the order of the MUK “Department of Education of the Administration of the Chunsky District” dated February 7, 2022 “On the organization and conduct of open lessons on the basics of life safety”, aimed at forming…
Knowledge Day 2022. Kindergarten No. 53
An amazing and wonderful holiday is the Day of Knowledge in kindergarten, perhaps not as solemn and exciting as at school, but no less important for this. Starting…
Goodbye Summer! Kindergarten №53
Here comes the summer. It’s a little sad, but we have a lot of vivid impressions of summer days. We will remember them fondly.
Today, all pupils of the nursery…
The game “TANGRAM” as a means of developing thinking in older preschoolers. Kindergarten №4
Tangram is an ancient Chinese puzzle. Suitable for children of all ages (both preschool and school). The game is able to develop a variety of skills in children. After all, the main …
National Flag Day. Kindergarten No. 44
On August 22, Russia celebrates the Day of the State Flag of the Russian Federation. Events dedicated to the celebration of the Day of the Russian Flag were held in our kindergarten. The main goal is to tell the children a story…
A quiz is a game united by a common theme. The game is the leading activity of preschool children, so holding a quiz in kindergarten is very important.
In the senior group…
Balloon Day Kindergarten No. 16
August 23 in the senior group MDOBU N16 r. p. Lesogorsk hosted a thematic day dedicated to a balloon.
In the first half of the day, the mischievous clown Tyapa dropped in on the guys…
Seas and oceans. Kindergarten. Kindergarten №48
In the early age group, the week “Sea and Oceans” was held. A lot of games, experiments related to water were held during the week. The final event was the creation of the exhibition “Cheerful …
In the garden, in the garden! Kindergarten №48
In the early age group, a thematic week “In the garden or in the garden” was held. Throughout the week, the teachers, together with the children, equipped the garden. Parents didn’t stay…
Day of the State Flag of the Russian Federation. Kindergarten №48
Under this name, on August 22, kindergarten No. 48 “Kapitoshka” hosted a holiday dedicated to the Day of the Russian Flag in MDOBU. The host was Yu.R. Zinurova, introduced the pupils to a brief history of the holiday. After …
“Day of the State Flag of the Russian Federation” Kindergarten No. 16
White – a big cloud, Blue – the sky is blue, Red – the sun is rising, A new day is waiting for Russia. The symbol of peace, purity is the flag of my country! Introducing children to the state symbols of the Russian Federation is one …
life!” Kindergarten №16
On August 17, 2022, the thematic “Water Day” was held in the senior group of kindergarten 16. From the very morning, the children, together with the teacher, looked at illustrations, pictures according to …
Quest – the game “Magic Forest” Kindergarten No. 16
In MDOBU 16 there was a quest – the game “Magic Forest”. The game was held with the aim of developing ecological culture, uniting the children’s team.
The game started with an SOS alarm. Forest…
Puppet show about real friends. Kindergarten №48
On Friday, August 12, the children of our kindergarten gathered in the music hall for a puppet show about true friends, based on T. Karamarenko’s fairy tale “Goat Bell and …
Summer Olympic Games. Kindergarten №44
Purpose: To maintain a summer, good mood, a sports charge of vivacity.
The rainy weather did not interfere with the children of the younger group. At the physical lesson in the form of a game, they performed fun exercises, then competed.
Gardener’s Day Kindergarten No. 14
For a long time, all people worked on the earth – they planted seeds, dug the earth, watered the plants. And for all their labors, mother earth gave them a harvest (vegetables, …
Little helpers. Kindergarten №48
Summer is a favorable time for solving many problems in working with preschoolers, including cognitive ones. The garden is a living laboratory in the open.
On the territory…
Path of health. Kindergarten №48
The path of health has become an excellent entertainment for our children.
When, if not in the summer, walking barefoot on grass, sand, pebbles is not only fun, but also useful for …
“In search of treasure” – sports and musical entertainment. Kindergarten №48
Every week, kindergarten No. 48 “Kapitoshka” hosts musical and sports holidays and entertainment. Last week, a quest game “In search of treasure” was organized. Guys of middle …
“Summer picture”. Kindergarten №44
Purpose: to give children an idea of \u200b\u200bnatural phenomena. Tasks: to develop a sense of color, to fix the primary colors (red, blue. To cultivate a love for nature. With young children, we conducted an integrated …
“Our Birthdays”. Kindergarten No. 44
Purpose: To bring joy to children.
Birthday is the most wonderful holiday. Especially when it happens in summer. The kids congratulated their friends: they sang “loaf”, gave gifts, everyone had a lot of fun. Parents. ..
Entertainment Portal of the Future. Kindergarten №16
On July 29, 2022, a themed entertainment with elements of a club hour took place: “Portal of the Future”. The guys got into the future on the holiday “Knowledge Day”. The entertainment consisted of a quiz,…
History Week. Kindergarten №16
From July 25 to July 29 in kindergarten N16 r.p. Lesogorsk for children of the senior group has passed a week of history. During the week thematic discussions were held…
Game-journey “Across the country of traffic lights”. Kindergarten №4
Preschool age is a period of formation of necessary life skills, accumulation of information, education of rules of conduct.
A very important and necessary direction is knowledge of the rules of behavior on the roads. …
“Young Ecologists”. Kindergarten №14
Childhood is a joyful time of discovery. In the process of getting acquainted with nature and the surrounding reality, the child learns to speak, think, communicate, masters the norms of social and environmental ethics.
To study…
Weather station – as a means of developing the cognitive interest of young children. Kindergarten №14
In our kindergarten, a weather station with the necessary equipment was built by the hands of employees. Little preschoolers are naturally inquisitive, they constantly strive to find, examine, touch, try something.
Young gardeners. Kindergarten №14
Labor for a small child is an interesting activity. Labor helps the child to assert himself, forms a socially adapted and completely independent personality. The child is overwhelmed with pride for…
Summer through the eyes of children. Kindergarten №4
Summer is not only the time for bike racing, beach holidays and camping trips. It’s also a great time to get creative with the kids. Bright…
About education for the prevention of accidents, injury and death of children
In connection with the increased incidence of injuries and deaths of minors in the Irkutsk region as a result of falling out of windows and the need to take additional measures aimed at educational…
The early group 5 had some outdoor fun. The children sang songs, played various games, carried out research activities with water: they found out which objects floated,…
Matches are not toys for children. Kindergarten №48
A thematic week on fire safety was held in the junior group “Bees”. Children were introduced to fire safety rules in an accessible form. Read the works “Cat’s House”; LN Tolstoy “Fire Dogs”,…
Happy Birthday. Kindergarten №48
Birthday is one of the favorite holidays for children! The kids are looking forward to this big day! We congratulated the children born in June. On this day in…
“Visiting grandma in the village.” Kindergarten №48
On July 1, the “Bees” group hosted a fun and interesting entertainment “Visiting Grandma in the Village”. Entertainment was carried out in order to create a joyful, cheerful atmosphere in …
“Day of Family, Love and Fidelity” in MDOBU d / s 51 r.p. Lesogorsk
On July 8, Russia celebrates a very sincere and deeply conceived holiday – the Day of Family, Love and Fidelity. “Family is a home, it is a world. It’s…
NEPTUNE DAY MDOBU d/s No. 51, s.p. Lesogorsk
Ivan Kupala Day is a holiday of thanksgiving to the sun, the maturity of summer and green mowing. Here is the long-awaited mid-summer. Wonderful time – bright and hot sun, warm…
“Visiting grandma in the village”
On July 1, in the “Bees” group, a fun and interesting entertainment “Visiting Grandma in the Village” took place.
Entertainment was carried out with joyful, cheerful game in the group. Under…
Week of safety in our kindergarten
“Summer is wonderful! Summer is safe!” This was the motto of the week of safety in our kindergarten. The purpose of the week: to expand and consolidate children’s knowledge about the rules of life safety in the summer…
Developing environment in the senior group. Kindergarten №53
It’s raining outside today, so you can’t go for a walk. But this is not a reason for boredom, because a comfortable subject-spatial environment has been created in the group, corresponding to age, …
Summer walks. Kindergarten №53
Today is my short story about how the summer walks of my “Dolphins” go.
All summer life is spent outdoors. In the building of the kindergarten, the guys and I…
Our cheerful garden! Kindergarten №51
We planted a garden, look what is growing! We will take care, We will water, We will watch the sprouts Together! Summer is rest, entertainment, and health improvement. Summer is also…
Happy Ball Day. Kindergarten №53
Today in the middle group from the very morning the guys were waiting for fun games and fun with the ball. Children with great pleasure played with the ball in mobile and …
“Wears a dandelion yellow sarafan” Kindergarten No. 53
Acquaintance of the child with the outside world begins from the first moments of life. Children always and everywhere in one form or another come into contact with objects and natural phenomena: …
Victory Lesson. The bird of peace in defense of the motherland.
June 22 is a special day for those living in Russia. Day of mourning for those who died from the perfidious attack of the fascist invaders. On this day with the children of the senior preschool…
Happy Math Day. Kindergarten №53
June 17 in our kindergarten was the “Day of fun mathematics”. On this day, the guys distinguished color, shape, size, quantity, remembered the numbers. Children enjoyed playing,…
“Summer oh summer” Kindergarten No. 44
So our favorite time of the year has come – the long-awaited summer. In connection with this event, an event dedicated to the “Children’s Day” was held. In this we…
Balloon Festival. Kindergarten №4
All children are very fond of balloons, soap bubbles. And what delight they experienced when they took part in relay races and games with these balls! This opportunity we…
“Paper panel with drawing elements” for the Day of Russia. Senior preparatory group Kindergarten No. 16
On June 12, an important holiday for all citizens of our country was held – Russia Day. Celebrations were held throughout the country. And in our garden today we also remembered and…
Day of the reading person. Kindergarten №53
The book is a sign of a literate, intelligent person, intelligent and educated. It is no coincidence that the most civilized countries in the world are fighting for the status of “the most reading country in the world.” Instill a love of reading…
Journey into the world of fairy tales
In our kindergarten from June 6 to 10, a thematic week called “Fairytale Games” was held. During the week, the teachers read fairy tales to the children, sculpted and…
“I live in Russia!” – musical and sports entertainment. Kindergarten №4
Each holiday is congratulations, gifts, funny games.
Our festive entertainment, dedicated to such an important date – the Independence Day of Russia, began with the words of congratulations in the form of a game: …
“Unusual boats” Kindergarten №53
Developing curiosity in children, the educators of the “Why” group use the method of experimentation. This method visually helps children to get acquainted with the properties of objects and substances. This time guys…
Russia – My homeland. Kindergarten №53
On the eve of the holiday – Independence Day of Russia, a thematic day “Day of Russia” was held in our garden. During the day, conversations were held with preschool children, viewing …
ABC of the Pedestrian. Kindergarten №53
On June 7, in the middle group, educators Maltseva O.N. and Ablets E.N. prepared and carried out activities aimed at preventing road traffic injuries and reducing accidents with the participation of…
Graduation ball. Kindergarten №22
Graduation ball in kindergarten is the most touching, the most unforgettable of all holidays.
Graduation ball is a symbol of the end of a beautiful garden time. And this holiday should…
Pushkin Day. Kindergarten №53
June 6 is Pushkin’s birthday in Russia. The literary work of Alexander Sergeevich Pushkin accompanies us throughout our lives. We are also in our kindergarten…
“Petrushka came to visit us.” Kindergarten №53
The puppet theater “Yellow Suitcase” visited the children. Young actors under the direction of Larisa Mikhailovna presented the performance “We came to visit with Petrushka” to the attention of the children.
Alumni Alley. Kindergarten №51
A new and wonderful tradition appeared in our kindergarten No. 51, Lesogorsk district this year – “Alumni Alley”.
Every person, even a small one, wants to leave something about himself…
Graduation in Kindergarten No. 51
Graduation ball in kindergarten is a special event for every child and his parents, this is the first step into adulthood. On the one hand, it is joyful,…
CHILDREN’S DAY. Children’s sal No. 51
Summer is the most favorite time for all children on our planet. This is a fun holiday, hiking in nature, swimming in the river and many different entertainments and. ..
Hello, summer! Hello sun! Kindergarten №4
June 1 is the most favorite holiday for children. Day of children’s joy, fun and interesting events.
Everything for them is congratulations, gifts, entertainment.
And even the weather did not disappoint -…
Children’s Day in senior and preparatory groups. Kindergarten №2
Joyfully and brightly, warmly and colorfully passed the main holiday of childhood – Children’s Day in our kindergarten. On this day we tried to create a festive…
Children’s Day. Kindergarten №2
Children’s Day was invented in order to remind us, adults, of the purity, sincerity and naivety of the child’s soul. That children need…
The first day of summer in the middle group. Kindergarten №2
On June 1, in the middle group of kindergarten No. 2, a holiday dedicated to Children’s Day was held. The weather made it possible to hold a holiday on the street where the children met. ..
The first day of summer. Kindergarten №2
On June 1, in the junior and middle groups of our kindergarten No. 2, a holiday was held dedicated to the first day of summer and Children’s Day. Guys during the holiday…
Hello summer! Kindergarten №53
By tradition, on June 1, many pleasant surprises awaited the pupils of our kindergarten. These are brightly decorated groups and walking verandas, fun games, competitions and entertainment.
Preschool children…
International Children’s Day. Kindergarten №48
Childhood is me and you!
Childhood is us!
On June 1, on International Children’s Day, a festive performance was held in kindergarten No. 48 “Kapitoshka”.
On the landing in front of…
Graduation in kindergarten №29
On May 30 at 17-00 in MDOBU 29 graduation was held!
Kids congratulated our graduates, as well as parents! Leaving kindergarten, our graduates say goodbye. ..
Good luck to you, graduate of 2022! Kindergarten №16
Graduation in kindergarten is the first independent summing up, awareness of achievements and exciting anticipation of upcoming events, at the same time a joyful and a little sad event. This and…
“The magical world of emotions!” Kindergarten №44
Emotions help to perceive reality in a certain way, to react to it. The ability to sincerely rejoice, understand the feelings and emotional states of people, clearly express one’s desires and communicate with people -…
World Dandelion Day. Kindergarten №16
May 3rd is World Dandelion Day. The guys from the older group went to observe this little sun. When you look at a lot of dandelions in a clearing, this sight inspires…
Victory rings through the years! Kindergarten №48
Children of the senior group visited the children’s parade “Victory rings through the years!” The parade was held on Victory Square. The preschoolers held flags in their hands, caps on their heads.
Children’s Victory Parade dedicated to the 77th anniversary of the Victory in the Great Patriotic War
May 13, 2022 in rp. Chunsky hosted an event for children dedicated to the celebration of Victory Day. Everything, as in adults – words of greeting, banners, solemn …
Formation of skills of safe behavior on the road in young children. Kindergarten №2
Creating conditions for the formation of safe behavior skills on the road (street) in young children is one of the most important tasks of the teacher. After all, it is at an early age…
Electronic registration for preschool institutions
Dear parents!
Putting children on the waiting list to get a place in a preschool educational institution is carried out only through Portal of state and municipal services of the Voronezh region at www. svc.govvrn.ru.
On the Portal of State and Municipal Services of the Voronezh Region, it is possible to submit an electronic application and attach copies (scanned copies) of the documents required to receive municipal services for placing a child on the waiting list in municipal kindergarten urban district city of Voronezh.
Using a computer with access to the Internet, you can at any time familiarize yourself with the conditions for the provision of the municipal service by the administration of the Voronezh city district “Acceptance of applications, registration and enrollment of children in educational institutions that implement the basic general educational program of preschool education (kindergartens )”, submit an electronic application and the necessary documents for receiving municipal services converted into electronic form, monitor the progress of the provision of the municipal service (during the provision of the service, the service provider sends information about the stage of the service to the applicant’s personal account), and also receive results in electronic form.
To receive municipal services in electronic form, the applicant must register on the Unified Portal of State and Municipal Services (www.gosuslugi.ru).
In addition, we inform you that the registration of children in need of a place in a kindergarten is also carried out by the Department of Education and Youth Policy through specially created commissions for the acquisition of kindergartens, created in the education departments of the districts of the urban district of the city of Voronezh .
To register a child for a place in a kindergarten through commissions, a parent (legal representative) can personally apply to the relevant district commission during reception hours and submit the following documents with copies (photocopies):
– birth certificate of the child;
– passport of one of the child’s parents;
– a document confirming the right to place a child on a preferential line (if the family has such benefits under federal law).
List of district commissions for the recruitment of kindergartens (DOO) of the urban district of the city of Voronezh
Commission name
Legal address (location)
Operating hours
Telephone information
1
Commission for the recruitment of preschool educational institutions of the Zheleznodorozhny district
394021 Voronezh, st. Griboedova, 5
Monday, Wednesday: 14:00 – 19:00
Chairman of the Commission: (473) 220-60-08;
Members of the Commission: (473) 222-94-04
2
Commission for the recruitment of preschool educational institutions of the Kominternovsky district
394026 Voronezh, Moskovsky prospect, 19a
Monday, Wednesday: 14:00 – 19:00
Chairman of the Commission: (473) 228-31-42;
Members of the Commission: (473) 228-31-45
3
Commission for the recruitment of preschool educational institutions of the Levoberezhny district
394033 Voronezh, Leninsky prospect, 93
Monday, Wednesday: 14:00 – 19:00
Chairman of the Commission: (473) 249-42-86;
Members of the Commission: (473) 254-78-72
4
Commission for the acquisition of preschool educational institutions of the Leninsky district
394018 Voronezh, st. Kukolkina, 21a
Monday, Wednesday: 14:00 – 19:00
Chairman of the Commission: (473) 277-78-04;
Members of the Commission: (473) 277-65-14
5
Commission for the recruitment of preschool educational institutions of the Soviet district
394051 Voronezh, st. Domostroiteley, 30
Monday, Wednesday: 14:00 – 19:00
Chairman of the Commission: (473) 263-17-88;
Members of the Commission: (473) 263-78-01
6
Commission for the recruitment of preschool educational institutions of the Central District
394036 Voronezh, st. Nikitinskaya, 8
Monday, Wednesday: 14:00 – 19:00
Chairman of the Commission: (473) 228-32-04;
Members of the Commission: (473) 228-31-75
Also, parents (legal representatives) can put their child on the waiting list for a place in kindergarten through the autonomous institution of the Voronezh region “Multifunctional center for the provision of state and municipal services” (AU “MFC”):
Location of AU “MFC” (Central Branch):
394026, Voronezh, st. Druzhinnikov, 3b.
Reference phone number of AU “MFC”: (473) 226-99-99.
The official website of the MFC on the Internet: mfc.vrn.ru.
To create our salary estimates, Zippia starts with data published in publicly available sources such as the U.S. Bureau of Labor Statistics (BLS), Foreign Labor Certification Data Center (FLC) Show More
$19.00 hourly
Entry level Salary
$29,000
yearly
$29,000
10 %
$39,530
Median
$52,000
90 %
How much does an Employment Specialist make?
Employment specialists make $39,530 per year on average, or $19.0 per hour, in the United States. Employment specialists on the lower end of that spectrum, the bottom 10% to be exact, make roughly $29,000 a year, while the top 10% makes $52,000.
Location impacts how much an employment specialist can expect to make. Employment specialists make the most in Hawaii, California, Virginia, Alaska, and New York.
Highest Paying State
Hawaii
Highest Paying City
Washington, DC
Highest Paying Company
University of California, Berkeley
What Am I Worth?
Highest Paying State
Hawaii
Highest Paying City
Washington, DC
Highest Paying Company
University of California, Berkeley
What Am I Worth?
Highest Paying States For Employment Specialists
The darker areas on the map show where employment specialists earn the highest salaries across all 50 states.
State View
County View
Average Salary:
Employment Specialist average salary by State
Rank
State
Avg. Salary
Hourly Rate
Job Count
1
District of Columbia
$61,417
$29.53
187
2
Hawaii
$50,659
$24.36
99
3
Delaware
$43,745
$21. 03
111
4
Alaska
$45,408
$21.83
68
5
New York
$44,829
$21.55
1,026
6
Oregon
$42,747
$20.55
288
7
Georgia
$41,908
$20.15
714
8
Massachusetts
$42,351
$20.36
655
9
Virginia
$45,821
$22.03
563
10
Rhode Island
$43,673
$21.00
72
11
Arizona
$39,471
$18.98
448
12
Michigan
$39,429
$18.96
531
13
California
$46,477
$22.34
1,818
14
North Dakota
$37,747
$18.15
71
15
Texas
$40,998
$19.71
1,213
16
Alabama
$39,636
$19. 06
270
17
Maryland
$42,035
$20.21
485
18
New Jersey
$44,278
$21.29
434
19
Washington
$42,710
$20.53
431
20
Illinois
$40,690
$19.56
749
21
Wisconsin
$37,975
$18.26
359
22
New Hampshire
$38,593
$18.55
119
23
Vermont
$38,017
$18.28
62
24
Iowa
$35,932
$17.27
323
25
Maine
$37,730
$18.14
91
26
Wyoming
$35,716
$17.17
58
27
Pennsylvania
$37,361
$17.96
746
28
Florida
$37,544
$18.05
1,213
29
Nevada
$36,641
$17. 62
154
30
Colorado
$40,176
$19.32
358
31
Mississippi
$36,041
$17.33
141
32
Connecticut
$39,565
$19.02
200
33
Ohio
$36,030
$17.32
606
34
Arkansas
$34,559
$16.61
183
35
New Mexico
$36,722
$17.65
121
36
Louisiana
$34,731
$16.70
224
37
Indiana
$35,144
$16.90
407
38
Kansas
$34,790
$16.73
204
39
North Carolina
$34,392
$16.53
711
40
South Carolina
$36,319
$17.46
228
41
Tennessee
$33,953
$16.32
383
42
West Virginia
$33,692
$16. 20
98
43
Minnesota
$34,633
$16.65
440
44
Nebraska
$32,027
$15.40
193
45
Montana
$31,251
$15.02
90
46
Idaho
$33,272
$16.00
106
47
South Dakota
$33,741
$16.22
61
48
Kentucky
$33,394
$16.05
212
49
Utah
$32,629
$15.69
194
50
Missouri
$32,646
$15.70
353
51
Oklahoma
$32,388
$15.57
177
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Highest Paying Cities For Employment Specialists
Rank
City
Avg. Salary
Hourly Rate
1
Washington, DC
$61,414
$29.53
2
San Luis Obispo, CA
$47,496
$22.83
3
New York, NY
$45,126
$21.70
4
Vancouver, WA
$43,833
$21.07
5
Roanoke, VA
$43,355
$20.84
6
Albany, OR
$42,993
$20.67
7
Brockton, MA
$42,697
$20.53
8
Baltimore, MD
$42,231
$20.30
9
Atlanta, GA
$41,741
$20.07
10
Chicago, IL
$40,789
$19.61
11
Denver, CO
$40,195
$19.32
12
New Haven, CT
$39,723
$19.10
13
Miami, FL
$38,714
$18.61
14
Philadelphia, PA
$37,821
$18. 18
15
Madison, WI
$37,725
$18.14
Employment Specialist Salary Details
Average Employment Specialist Salary Graph, Trends, and Summary
What is an Employment Specialist’s Salary?
Percentile
Annual Salary
Monthly Salary
Hourly Rate
90th Percentile
$52,000
$4,333
$25
75th Percentile
$46,000
$3,833
$22
Average
$39,530
$3,294
$19
25th Percentile
$33,000
$2,750
$16
10th Percentile
$29,000
$2,417
$14
Average Salary By Related Titles
Job Title
Annual Salary
Monthly Salary
Hourly Rate
Job Openings
Staffing Coordinator
$44,302
$3,692
$21. 30
29,520
Human Resources Coordinator
$44,074
$3,673
$21.19
53,322
Recruiting Coordinator
$45,459
$3,788
$21.86
56,602
Recruiter
$51,374
$4,281
$24.70
37,954
Technical Recruiter
$62,499
$5,208
$30.05
96,164
Self-Employed
$34,734
$2,895
$16.70
6,215
Here are the five companies hiring the most now:
Texas Jobs (37)
AARP Jobs (180)
Pathways Jobs (39)
Catholic Charities Health and Human Services Jobs (34)
Maximus Jobs (62)
Which Companies Pay Employment Specialists The Most?
The highest paying companies for employment specialists are University of California, Berkeley and University of California according to our most recent salary estimates. In addition, companies like Research Foundation For Mental Hygiene Inc and Catholic Health East report highly competitive wages for employment specialists.
How Much Do Employment Specialists Make In Different Industries?
Here are some examples of how much an employment specialist salaries can based on different industries:
The professional industry pays employment specialists an average salary of $40,645
The government industry pay $40,510
The lowest paying industry for employment specialists is the non profits industry. Employment specialists in this industry earn an average salary of $37,412
Highest Paying Industries For Employment Specialists
Rank
Industry
Average Salary
Hourly Rate
1
Professional
$40,645
$19.54
2
Government
$40,510
$19.48
3
Hospitality
$39,884
$19.18
4
Health Care
$38,402
$18.46
5
Non Profits
$37,412
$17. 99
High Paying Employment Specialist Jobs
Employment Specialist Salary Trends
The salary for an employment specialist can vary depending on the years of experience that a person has, from entry level to senior level. Data on how experience level affects total compensation is provided by the Bureau of Labor Statistics (BLS) as part of their National Compensation Survey, which is based on factors such as knowledge, complexity, contacts, and environment.
Entry Level
Senior Level
Average Employment Specialist Salary Over Time
Compare salaries for individual cities or states with the national average.
Recently Added Employment Specialist Salaries
Employment Specialist Salaries FAQs
What state pays Employment Specialists the most?
Hawaii pays Employment Specialists the most in the United States, with an average salary of $61,417 per year, or $29.53 per hour.
How do I know if I’m being paid fairly as an Employment Specialist?
You know if you are being paid fairly as an Employment Specialist if your pay is close to the average pay for the state you live in. For example, if you live in Hawaii you should be paid close to $50,659 per year.
What type of Employment Specialist gets paid the most?
Senior Technical Recruiter gets paid the most. Senior Technical Recruiter made a median salary of $88,314. The best-paid 10 percent make $106,000, while the lowest-paid 10 percent make $73,000.
Have more questions? See all answers to common business and financial questions.
Search For Employment Specialist Jobs
Updated August 22, 2022
Employment Specialist Salary Hawaii, United States
Average Base Salary
Average Hourly Rate
$21.65 (USD)/hr
Average Bonus
$923 (USD)/yr
Compensation Data Based on Experience
The average employment specialist gross salary in Hawaii, United States is $45,028 or an equivalent hourly rate of $22. This is 9% higher (+$3,657) than the average employment specialist salary in the United States. In addition, they earn an average bonus of $923. Salary estimates based on salary survey data collected directly from employers and anonymous employees in Hawaii, United States. An entry level employment specialist (1-3 years of experience) earns an average salary of $33,531. On the other end, a senior level employment specialist (8+ years of experience) earns an average salary of $54,603.
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This page is a promotion for SalaryExpert’s Assessor Series and is not intended for professional use.
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ERI’s compensation data are based on salary surveys conducted and researched by ERI. Cost of labor data in the Assessor Series are based on actual housing sales data from commercially available sources, plus rental rates, gasoline prices, consumables, medical care premium costs, property taxes, effective income tax rates, etc.
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Estimated Salary in 2027:
$50,204 (USD)
5 Year Change:
11 %
Based on our compensation data, the estimated salary potential for Employment Specialist will increase 11 % over 5 years.
Processes records
50%
Uses computer
50%
Combines data
33%
Maintains records
33%
Provides reports
33%
This chart displays the highest level of education for: Employment Specialist, the majority at 100% with high schools.
Typical Field of Study: Human Resources Management/Personnel Administration
See how education can impact your salary
London
11.6 %
Denver
2.8 %
Salt Lake City
13. 5 %
Ohio
12.2 %
North Dakota
12.9 %
Washington
1. 5 %
Czech Republic
198.8 %
Indonesia
372.2 %
Philippines
846. 1 %
Taiwan
107 %
Russian Federation
461.6 %
Hawaii, United States
The cost of living in Hawaii, United States is 54% more than the average cost of living in the United States. Cost of living is calculated based on accumulating the cost of food, transportation, health services, rent, utilities, taxes, and miscellaneous.
View Cost of Living Page
Hawaii ( (listen) hə-WY-ee; Hawaiian: Hawaiʻi [həˈvɐjʔi] or [həˈwɐjʔi]) is a state in the Western United States, located in the Pacific Ocean about 2,000 miles (3,200 km) from the U.S. mainland. It is the only U.S. state outside North America, the only state that is an archipelago, and the only state geographically located within the tropics.
Hawaii comprises nearly the entire Hawaiian archipelago, 137 volcanic islands spanning 1,500 miles (2,400 km) that are physiographically and ethnologically…
Sourced from Wikipedia
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Assists a diverse population of clients in obtaining and maintaining employment that is consistent with their vocational goals. Assesses client’s education, work experience, skills, abilities, qualifications, and job interest; and attempts to match them with available employment, training, or other opportunities or services. Engages, builds trust with, and advises clients. Conducts job development and job search activities directed toward positions… that are individualized to the interests and uniqueness of the clients; keeps current on the local job market and identifies appropriate job placement and training opportunities.
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account_balance Child and Family Service
location_on ‘Ewa Beach
SUMMARY OF DUTIES Under the direct supervision of the Program Supervisor or Program Administrator, the EmploymentSpecialist is primarily responsible for employability assessments, pre-employment …
account_balance Patriot Enterprises LLC
location_on Schofield Barracks
Military Personnel Specialist Duties and Responsibilities: * Provide exceptional customer service . .. All qualified applicants will receive consideration for employment without regard to race, color …
account_balance FCH Enterprises Inc.
location_on Honolulu
Maintain awareness of current trends, technologies, and changes in State/Federal/Local Employment … Three to five years of experience as HRIS or HR generalist or specialist experience. * System …
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Quickly search for salaries in other careers and locations in our salary database.
Job Title
City, State, Country or US Zip Code
This page is a promotion for SalaryExpert’s Assessor Series and is not intended for professional use.
Professionals should subscribe to SalaryExpert’s Assessor Platform.
ERI’s compensation data are based on salary surveys conducted and researched by ERI. Cost of labor data in the Assessor Series are based on actual housing sales data from commercially available sources, plus rental rates, gasoline prices, consumables, medical care premium costs, property taxes, effective income tax rates, etc.
Processes records
50%
Uses computer
50%
Combines data
33%
Maintains records
33%
Provides reports
33%
See how skills can impact your salary
London
11. 6 %
Denver
2.8 %
Salt Lake City
13.5 %
Ohio
12. 2 %
North Dakota
12.9 %
Washington
1.5 %
Czech Republic
198. 8 %
Indonesia
372.2 %
Philippines
846.1 %
Taiwan
107 %
Russian Federation
461. 6 %
Learn About Our Products
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How Much Should You Be Paid?
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The average Employment Specialist Salary in The United States is $82,500 per year. Salaries range from $40,200 to $102,700.
The average Employment Specialist Hourly Wage is $42.00 per hour. Hourly wages range from $13.00 to $60.00.
Salaries and wages depend on multiple factors including geographic location, experience, seniority, industry, education etc.
What is the
Average Annual Salary of Employment Specialist in The United States?
$82,500
/ year
Avg. Salary (USD)
82.473k
Salary
Annual Compensation
Highest Salary
of Employment Specialist in The United States
$102.7k
Average Salary
of Employment Specialist in The United States
$82.5k
Lowest Salary
of Employment Specialist in The United States
$40. 2k
What is the
Average Hourly Wage of Employment Specialist in The United States?
$42.00
/ hour
Avg. Hourly Wage (USD)
Wage
Hourly Compensation
Highest Hourly Wage
of Employment Specialist in The United States
$60.00
Average Hourly Wage
of Employment Specialist in The United States
$42.00
Lowest Hourly Wage
of Employment Specialist in The United States
$13.00
Where do
Employment Specialists earn more in The United States?
Where do
Employment Specialists earn more in The United States?
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benefits and compensation specialist salaries in los angeles, california
job summary: Make a splash at this fast-paced and rapidly growing biotech start up! Here, you will contribute your talents in a purposeful way that impacts the lives of patients around the world. You will be supporting the development and manufacturing of cell and gene immunotherapies for the treatment of cancer and rare diseases, in a state of the art facility. The QC Microbiology Lab Specialist will assist in the method transfer and validation studies, support commissioning new equipment, support revising and editing Quality system procedures, assist continuous improvement initiatives, and support QC on project teams for clinical and commercial products. Working with QA, manufacturing, and analytical development groups, the QC Microbiology Specialist will be responsible for meeting QC timelines related to deliverables such as method transfer reports, test methods, change controls, and validation protocols and reports. Hours: 8:30 AM – 5:00 PM location: Arcadia, California job type: Permanent salary: $70,000 – 83,000 per year work hours: 9 to 5 education: Bachelors responsibilities: Assist the transfer and validation of test methods in support of drug substance release and stability testing.Revise test methods, validation protocols and reports, Quality system SOPs, and other supporting documents.Support equipment onboarding and validation lifecycle, including operation and maintenance procedures and software systems. Assist initiating change controls, support investigations, CAPAs, and continuous improvement initiatives to successful completion.Represent QC Microbiology on project teams for clinical and commercial products with primary responsibility for validation of Drug Substance release assays.Support performing validation of microbiological assays and assist provide training related to in-process and drug substance testing, equipment, environmental and utility monitoring to include Bioburden, Endotoxin, Growth Promotion testing, etc.Assist and support to perform environmental and utility monitoring of the cell and gene therapy production facility according to written procedures while fully gowned including operational monitoring and personnel monitoring during aseptic processing, and aseptic filling. Assist and support to perform routine environmental monitoring, as needed to meet schedules.Read environmental and utility monitoring plates by counting microbial colonies. Fill out appropriate reports and forms contemporaneously. Assist to perform microbial identification like gram stains, gene sequencing. Track all data and complete in a timely manner. Perform all activities in compliance with cGMP regulations.Assist preparation and presentation of quarterly and annual reports, trend investigations, statements of quality, and other applicable reports to management.Support onboarding and qualification of laboratory equipment and GMP software systems.Generate and write SOPs and protocols related to test methods involving product lot release.Draft technical documents including test methods, validation documents, and deviations.Assist implementation of change controls, support investigations, and complete CAPAs in support of GMP operations.Assist in purchasing all necessary supplies, needed for QC Microbiology. Assist to receive supplies, log-in and store appropriately following written procedures. Assist to perform growth promotion analyses on all microbiological media lots received. Report results on appropriate forms. Inspect and clean the laboratory and its equipment on a regular basis. Perform laboratory and equipment cleaning, preventative maintenance and calibration as described in written procedures. Follow written procedures for cleaning. Record all necessary information and maintain current, accurate, legible records of all work performed. Report problems to management in a timely manner and support finding creative solutions to resolve them.Ensure compliance to all quality requirements to meet audit standards and regulatory compliance.Maintain lab equipment, reagents inventory, and documentation to ensure accurate, timely, and cost-effective analysis of materials and products.Assist creating training materials and training staff on methods and related SOPs.Support implementation and qualification of current and new pharmacopoeia methods to ensure compliance with cGMP’s and other regulatory requirements.Assist analyzing and summarizing data into reports and certificates of analysis with attention to details. Participate in risk assessments such as HAZOP’s and FMEA’s.Assist proposing corrective and preventive actions and improvements identified through investigations and audits and assist performing effectiveness checks of CAPA’s.Perform sample management tasks, including labeling, shipping to external labs, inventory, and disposal of samples.Participate in collaboration meetings with external clients, contractors, and vendors.Participate in internal audits and external audits and support providing responses and implementation of actions related to observations.Other duties as assigned by management. qualifications: Bachelor’s degree in Microbiology, Molecular and Cell biology, Biology or related field required. In lieu of this requirement, work experience may be consideredMinimum of 5 years of work experience in the Pharmaceutical, Life Sciences industry with cGMP, GLPA strong background in method development, qualification and validation is highly desired. A background in quality control testing related to Biopharmaceuticals is required. Experience with problem solving methods such as DMAIC or other similar Root Cause Analysis ToolsStrong knowledge of cGMP and ICH guidelines. Other regulatory agencies experiences preferredBasic knowledge of Compendial (i.e., USP, EP, JP, etc.) requirements and standardsExperience with electronic Laboratory Information Management Systems (LIMS)Strong understanding of Microbiology related to drug substance or drug product manufacturing.Experience with relevant microbiology laboratory equipment and software Knowledge, Skills & Abilities: Demonstrated in-depth knowledge of Microbiological methods across a wide range of technologies.Proven scientific and technical ability to design and execute method development and validation experiments; analyze and present data; author and review protocol and reports, in support of regulatory submissions.Demonstrated deep knowledge and experience of cGMP and the regulatory requirements for pharmaceuticals.Must be a highly motivated and self-driven individual with the ability to work independently, and multi-task under aggressive timelines to support department and business objectivesVery good analytical, technical writing, communication, and data management skillsDemonstrated expertise with a range of Microbiological test methods including Bioburden, Endotoxin, Environmental and Critical Utility Monitoring, Growth Promotion, Water analysis. Knowledge of cGMP, ICH, pharmacopoeia, and regulatory requirements for testing and validation pertaining to the pharmaceutical industry is required.Experience in the qualification of cell therapy equipment a plusKnowledge of pharmaceutical, manufacturing and laboratory systems and equipmentWorking knowledge of Deviations, Change Controls, and CAPAsStrong written and verbal communication skillsVery good interpersonal and teamwork skills with experience dealing with all levels within the companyWillingness to collaborate internally and with clients while following regulationsStrong multi-tasking ability in conjunction with proven organizational and record keeping skillsAbility to organize assigned tasks in a high paced environment and monitor tasks / assignments that may impact timely completionAbility to effectively manage multiple tasks and activities simultaneouslyProficient computer skills in Microsoft Office Suite – Word, Excel, PowerPoint, and Outlook. Innate ability to learn new software, such as corporate intranet and enterprise business Core Competencies: Strong communication skills in small and large group settingsStrong team player, able to meet deadlines and changing prioritiesStrong Organizational and Time Management SkillsUnderstanding of cGMP regulations, preferably with Cell Therapy Working Conditions: Laboratory EnvironmentMust wear PPE due to safety requirements in designated lab areasMay be required to work in controlled or clean room environmentsMust be able to read, write, and converse in English Travel: Occasional. Less than 10% Physical Requirements: Occasional stooping, bending, stretching, pushing, pulling, reaching and/or lifting up to 25lbs.Ability to sit, stand, walk, and move within workspace for extended periods.Ability to perform repetitive tasks including hand to finger manipulations, grasping, pushing, and pulling. Environmental Conditions: Primarily GMP process clean room environment but will be required to enter laboratory areas donning proper gowning / lab coats or PPE such as safety glasses, gloves, face masks and shoes.Ability to work safely and effectively when working alone or working with others skills: Cell Biology, CAPA, Biology, GLP (Good Laboratory Practice), ICH Regulations, GMP (Good Manufacturing Practice) Equal Opportunity Employer: Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National Origin, Age, Genetic Information, Disability, Protected Veteran Status, or any other legally protected group status.At Randstad, we welcome people of all abilities and want to ensure that our hiring and interview process meets the needs of all applicants. If you require a reasonable accommodation to make your application or interview experience a great one, please contact [email protected]. Pay offered to a successful candidate will be based on several factors including the candidate’s education, work experience, work location, specific job duties, certifications, etc. In addition, Randstad offers a comprehensive benefits package, including health, an incentive and recognition program, and 401K contribution (all benefits are based on eligibility). Qualified applicants in San Francisco with criminal histories will be considered for employment in accordance with the San Francisco Fair Chance Ordinance. We will consider for employment all qualified Applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance. For certain assignments, Covid-19 vaccination and/or testing may be required by Randstad’s client or applicable federal mandate, subject to approved medical or religious accommodations. Carefully review the job posting for details on vaccine/testing requirements or ask your Randstad representative for more information.
Supported Employment Specialist Salary: What You’ll Make and Why
According to various salary aggregate websites, a supported employment specialist’s salary in the US ranges between $38,129 and $69,477, with an average salary of $45,692. As of July 2022, the base salaries for supported employment specialists are listed as follows:
Payscale
ZipRecruiter
Indeed
Salary.com
Glassdoor
$39,771
$38,512
$42,572
$38,129
$69,477
Keep in mind: Salary aggregate websites typically rely on data submitted anonymously by individuals using their site. Some websites may have received larger amounts of data of either higher or lower than average salaries, which may affect the site’s calculated average.
Read more: What Is a Supported Employment Specialist? How to Become One
What influences a salary?
The salary of a Supported Employment Specialist is determined by a number of factors, including education, experience, and job location. In this article, we will take a closer look at how these factors impact salary.
Years of experience
Salary increases are generally tied to your experience level. In general, the more years you spend working as a supported employment specialist, the more you can expect to earn. Here’s how experience can impact your supported employment specialist salary, according to the Bureau of Labor Statistics and the National Compensation Survey.
Level of experience
Salary
Entry-level (less than 1 year)
$31,061
Early career (1 to 4 years)
$35,100
Mid career (5 to 9 years)
$43,036
Experienced (10 to 19 years)
$54,335
Late career (20+ years)
$71,861
Location
Where you live can also impact how much you can make as a supported employment specialist. Typically, working in a large metropolitan area correlates to a higher salary, as well as a higher cost of living.
Here is a list of some major cities with their corresponding average supported employment specialist salary according to the Bureau of Labor Statistics.
City
Average Salary
New Orleans, LA
$58,885
San Francisco, CA
$56,703
Dallas, TX
$56,203
Denver, CO
$54,683
Boston, MA
$54,477
Miami, FL
$42,109
St. Louis, MO
$41,501
Omaha, NE
$40,448
Tampa Bay, FL
$39,611
Phoenix, AZ
$38,569
How does this compare to similar jobs?
Here’s how a supported employment specialist’s salary stacks up against similar jobs.
Related Jobs
Average Salary
Career Counselor
$53,274
Vocational Rehabilitation Counselor
$47,810
Employment Coordinator
$34,330
Case Manager
$40,577
Transition Specialist
$41,070
Employment Specialist
$37,416
Supported Employment Coordinator
$39,876
Job Coach
$27,545
Vocational Evaluator
$37,338
How to increase your supported employment specialist salary
Now that you have a better idea of what you could expect to earn as a supported employment specialist, let’s look at ways to boost your salary.
1. Strengthen your skills
Pursuing and improving in-demand skills could make you more competitive for promotions and higher-paying positions. These skills include:
Individualized Job Development: Understand how to assess an individual’s skills, interests, and needs to identify potential job opportunities
Workplace Accommodations: Advocate for workplace accommodations, such as assistive technology or flexible job hours
Benefits Counseling: Educate individuals on how employment may impact their benefits, such as Social Security or Medicaid
Disability Awareness: Increase understanding and acceptance of people with disabilities in the workplace
job coaching: Provide one-on-one support to individuals with disabilities to help them succeed in their jobs
2. Maintain a consistent performance
If you want to earn a raise, it’s important to maintain a consistent level of performance at work. This means meeting deadlines, impressing clients and always being professional. If you can show that you’re consistently going above and beyond, you’ll be in a strong position to ask for a raise when the time comes.
3. Negotiate your job offer
When you’re offered a job, be sure to negotiate your salary. This is especially important if you’re offered a job that’s lower than your current salary. Be prepared to talk about your experience and why you deserve a higher salary. If you’re not comfortable negotiating, there are plenty of resources available to help you learn how.
Article Sources
1. US Bureau of Labor Statistics. “National Compensation Survey, https://www.bls.gov/ncs/.” Accessed July 2, 2022.
2. US Bureau of Labor Statistics. “Occupational Employment and Wages, https://www.bls.gov/oes/current/oes211015.htm.” Accessed July 2, 2022.
Job Profile : Classification and Compensation : Human Resource Services Division : State of Oregon
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Analytical department for promoting the employment of graduates – TsOPP of the Moscow region
Council No. 1. The study is just beginning.
It is often said “forget everything you were taught at the institute”. So this phrase is somewhat inaccurate. Most likely, a very small part of the subjects is really useful in practical work. In fact, your studies are just beginning. At least in the first few years of operation, be prepared to rush into a fairly large amount of technological and methodological knowledge. The more you have to learn during this time, the more correct your understanding of IT will be and the greater your value as an IT specialist in the future.
Tip #2. Choose your career.
The first job after graduation means a lot, especially if there was no work experience in the specialty before. In fact, you are now choosing your career for many years to come: Go to the assistant system administrator – become a CIO. Assistant sales manager – grow to commercial director. Choose a career as a programmer – in a few years you are expected in the offices of Microsoft, Google and other industry giants.
Etc. There are a lot of specializations in IT that absolutely do not correspond to what is written in the diploma. Try to understand what you want to do, and only then look for a job. Maybe IT is not your way at all?
Tip #3. You are not yet a professional.
Be adequate. The presence of a diploma, from the point of view of the employer, is absolutely not a confirmation of professionalism. Unfortunately, every year employers are more and more skeptical even of the diplomas of the most prestigious specialized universities. The maximum of what is valued is the ability to quickly learn new things. By the way, getting some kind of entry-level professional certificate can be a big plus. For example, to obtain a Microsoft Certified Professional certificate, you need to pass only 1 exam (although it is somewhat more difficult than a typical university exam). Get ready for the fact that in the coming year you will definitely not be perceived as a professional. Try to understand why such an attitude of colleagues is quite reasonable and try to bring your skills and knowledge to the minimum required level as quickly as possible. Jobs that are ideal for you contain the words: assistant, assistant, junior, etc.
Tip #4. Don’t chase paychecks.
If your parents helped you during your studies at the university, it’s okay if they support you a little next year. If you can get your first job with a big paycheck, then you (or your parents) have good social connections or some really unique talents. Very often, young professionals send their resumes to vacancies with a large starting rate, which require some work experience. Then they say that they don’t hire anywhere without work experience. Choose vacancies that suit your skills or slightly exceed them. In the latter case, agree (or even offer yourself) for a salary less than in the vacancy. An internship program in large companies can serve as a very good start. (In most cases, interns are not paid a salary at all, and for some internships they are even asked to pay extra).
Tip #5. Summary.
Writing a resume is a great exercise. You can really appreciate your skills. You should not write down in your resume all the courses you took during your studies, a huge list of products, operating systems and programming languages. Only what you really worked with and what you actually more or less know. You can indicate in the resume the topic of the diploma or various kinds of student work and development, if they advise the vacancy for which you are applying. Participation and especially victory in competitions and olympiads can also be your plus. Just don’t expect Alena Vladimirskaya to call you right away.
Tip #6. Social networks.
Remove any defamatory information from your social media accounts – photos of student drinking, xenophobic and radical statements, excessively harsh criticism of everyone around you, etc. Add some positive attitude to life, pretend that you are interested in industry news and professional communities. By the way, in such professional communities as Smartsourcing, they really write a lot of useful and interesting things. You shouldn’t delete accounts – it’s hard to imagine an IT person who doesn’t have social media profiles – this will end up hurting you. So, please register somewhere.
Tip #7. Job sites.
You only need a resume for one single purpose – to fill out questionnaires on job sites and start applying for all the suitable companies. Don’t get carried away. Do not apply for high positions. Write a cover letter explaining why you want to work for this company and in this position. Change the cover letter, and if necessary, the summary for each vacancy. Carefully read the vacancies and try to bring your resume in line with their requirements.
Tip #8. Dream company.
Do not limit yourself to existing vacancies. Make a list of your dream companies and send your cover letter and resume to them. You can look for old vacancies, you can search on company websites and on social networks for direct addresses of personnel services. At the initial positions, there is a very high turnover in all companies, so it is quite possible that you will be lucky.
Tip #9. Get ready to talk to people.
Read interview articles and typical interview questions. Prepare your answers – you may not need them, but they will give you confidence. Treat every interview like a workout.
Tip #10. Get ready for a lot of hard work.
Finding a job is a fairly simple task. It will be much more difficult to work every day at this job for 8, and sometimes for 12 hours. You will have to work a lot, and not always you will be given “good” grades for your work. Most often, your efforts will not be noticed, the work you have done will seem useless to anyone. The authorities will scold you for what you did not do and appropriate your achievements. Colleagues will sit up and dump their work on you. But in principle, everything will gradually improve. In IT companies, in most cases, great people work.
Tip #11. How not to become a victim of “employers”-fraudsters?
Sadly, there are many fraudulent job offers on the Internet – alas, not all “employers” have good intentions and honestly look for performers for understandable tasks. What forms of deception exist and how to protect yourself from losses and disappointments from such employment – we analyze in this article.
Tip #12. How to find a job while studying or immediately after high school?
Thoughts about future work disturb many students. They think that due to lack of experience they will have to accept grassroots vacancies, “pull the strap” in uninteresting, low-paying jobs. Or, on the contrary, they believe that their soft skills are so high that they can immediately apply for a responsible position.
Let’s find out in this article.
Tip #13. How to find your first job: useful tips for those who want a lot at once!
Young applicants dream of finding an interesting and well-paid job. One that makes you want to work on it, grow as a person and professional, and feel like you belong.
Let’s find out in this article.
Tip #14. Risk or Chance: Should You Change Jobs in an Unstable Economy?
“Freeze, run, fight” – the basic instinctive reactions of the psyche, which are activated in difficult times. Similar tactics can be seen today in the labor market. Someone frantically sends a resume in fear of being completely unemployed, someone takes on an additional load to be needed, someone cannot concentrate on business and endlessly scrolls the news feed. .. Continued in this article.
Tip #15. Smart fight: why does a job seeker know his competitors?
It is not uncommon for job seekers in the process of a protracted job search to start asking themselves the questions “What is wrong with me?”, “Why am I not invited to interviews?”, “Why am I being rejected?”. These self-defeating situations and questions can be avoided if you enter the market after studying your competitors… Continued in this article.
Tip #16. Successful summary: 10 (not) obvious points
Most applicants are well aware of the basic principles of creating a resume: it must be written correctly and in a business style, and the volume should not exceed one page. However, in addition to the basic rules, there are other important points. We talk about ten tricks that will help make your resume even better …. Continued in this article.
Tip #17. It’s time to recharge: what is emotional burnout and how to deal with it
Lost the desire to go to work? Is it harder to get out of bed in the morning? Workdays take more and more strength and resources? Do not rush to scold yourself for laziness and lack of motivation – perhaps you just “burned out” … Continued in this article.
Tip #18. Remote work: find and not give up
Today, the online learning market offers a huge number of courses for product and project managers, developers, UX designers, Data Scientist and others. The idea of mastering a digital profession in a few months and starting to work remotely attracts many. However, not everyone who decides to change their lives 180 degrees understands how not to step on a “rake” when passing interviews and adapting to a remote work format. We share not instructions, but tips on how to find and maintain yourself and your efficiency remotely…. Continued in this article.
Tip #19. Overtime pay: what an employee needs to know
Overtime is one of the negative trends in the modern employment market. According to the hh.ru study, more than 70% of employees are forced to stay late at work, and in half of the cases the employer also leaves such delays without payment. We tell you how it should be according to the law… Continued in this article.
Video job tips
A STEP TO A SUCCESSFUL JOB 2020 06 25
WAYS TO SEARCH A JOB 2020 07 14
A specialist’s view of employment in the UK / Habr
Imagine that a man or a woman will come to you for an interview in an hour, and you don’t even know it how old is he or she?
Employment in the UK is fundamentally different from Russian and Eastern European and is anonymous up to a certain point.
This is because there are agents whose work resembles the agents of writers, artists and actors. I’ve never been inside the agency process, but I’ve been on both sides of the job and occasionally have a drink with an agent I know.
What does it look like if you are looking for a job?
Two types of employment are common – permanent work (permanent) and contract, the same freelancer (contract). In any case, you will have to deal with agencies. Agents that could be hired to look for a job for you are one. No one wants to take on this work, besides, the cost of the services of such an agent is beyond the reach of an ordinary specialist.
Specialists look for vacancies themselves. Vacancies look extremely stereotyped and contain a minimum of information. It is often difficult to even understand what exactly you have to do.
Advertisement example
C# developer, London, £400 per day
I am looking for a C# developer on a contract basis for my web development client. You will be working on a number of future products to improve their existing systems and sites, as well as new solutions as they become available. Requirements:
– Extensive experience in C# development
— Good understanding of OO design and development
– ASP.net MVC (2 or 3 preferred)
– DevExpress desirable
– nHibernate
— Subversion
– Javascript or jQuery
This is a 6 month contract in Central London. £350-400 per day. If you are looking for a job and are ready to start soon, please send your contacts _name_agent_ to _name_agency_.
Original
Such announcements are the dominant majority. It is sometimes difficult to distinguish one from the other. If you call an agent, then he will most likely give out a 10-minute dialogue about the company, from which it will be impossible to learn anything useful.
I deliberately left an error that is present in the original. “Javascript or JQuery” – this clearly demonstrates that the agent does not understand a damn thing in the area in which he works. And there is. Agents are not specialists, very often they don’t even speak English very well. Therefore, it is important that during the contact you exactly match the list of requirements. The same goes for the resume. An exact match is required. Something is named wrong or just a typo and the chopper will have a banquet.
What you should pay attention to
Salary is the main criterion. On these wonderful islands, it says better than anything about what level of specialist is being sought. The ad might say in the abstract that they are looking for a talented C++ architect, but £20k a year will say that they are looking for a graduate who knows something about C++.
List of requirements – it would be nice to understand everything. If 1-2 practical knowledge is missing, but there is an idea of what it is, you can lie and learn a little before starting work.
Place of work – London is very big, and England is even bigger. Trains run frequently and on schedule, you can ride a bike comfortably all year round, but it’s still worth estimating travel time wisely.
First contact
Usually sending a resume or a call. It is better to write a resume without prettiness, as many use automatic scanning systems. If the resume fits, the agent will call within 48 hours. They have never called foreign numbers in my practice, but uraven was lucky to talk to them while in Ukraine*. It is also good to have an insurance number and a bank account. Their presence serves as proof of legal stay in the country.
After the first contact, the agent will disappear for a couple of days or forever. If the applicant was considered worthy, then the agent will go out of his way these days to coordinate the interview. Further, depending on the company, the specialist may be asked to complete a task or test. More often on the site, less often invited to the office. There is no point in cheating, as the results and solutions will be discussed in detail at the next interview.
Interview
The first interview is the most important. During it, the specialist meets or talks on the phone with future colleagues or his potential direct boss. Usually technical issues are raised and this is the first moment when you can find out what kind of company it is, what it is called (until this moment it is hidden!) and what you have to work on.
An interesting fact is that the employer until this moment only knows about the specialist that he is suitable according to the agent and sees the results of the test / task. During the interview, you cannot exchange personal contacts.
All conspiracy due to agent’s commission. A year ago, a friend of mine went to the same company twice in three days. To the same position!
Mandatory call
It is very important to call the agent after the visit. This demonstrates interest and the opportunity to express your opinion about the interview. If something went wrong and the specialist messed up or did not know something, during the call you can assure the agent that these gaps will be filled.
You must also give up your position with this call. Unfortunately, often agents praise companies and lie about them in order to attract more specialists.
In some companies they invite 2-3 times for interviews, which are not much different from each other. For example, during the first interview, someone on the development team was sick or working from home, but approval from everyone is required to be hired. This is bad form and a planning flaw, but some people neglect it and torment applicants.
Offer
If the specialist likes the position and the employer is interested in it, then an offer is made to the agent. The agent gives it to the applicant. It’s usually short and descriptive: “£80k a year, 28 days of paid vacation, possible bonuses, health insurance, pension and train pass. ” Verbal consent is legally binding, so if you suspect that a better offer will come soon, you should ask for a couple of days to think. Bargaining is appropriate, but rarely brings results. You can opt out of health insurance in favor of some increase in cash income.
Why is everything the way it is
I am often asked this question. I don’t know the answer, but I think that this is due to the lack of developers and the fact that the agent’s time is a couple of times cheaper than the time of the technical staff.
Two reservations.
Google and others like it (in size) are present on the labor market with their own agents who do not hide information and know the field of activity well.
An agent who has successfully found a specialist for a permanent job receives about 10% – 20% of the specialist’s annual salary in the form of a commission.
Graduate Employment Center
Views: 2812
DEAR GRADUATES, FOR EMPLOYMENT PROMOTION, PLEASE CONTACT THE HEAD OF THE INDUSTRIAL TRAINING DEPARTMENT 8(343)85 7-46-48
ORDER on the establishment of a center to promote the employment of graduates Read more →
Regulation on the Center for Assistance to Employment of Graduates Read more →
How to undergo an interview when applying for work Read more →
Recommendations for the search for work Read more CZN Serov read more →
Dear graduates of the 2020-2021 academic years!
Get additional professional skills for free!
The program for graduates of educational institutions of the 2020-2021 academic years at risk of unemployment and citizens at risk of dismissal or in search of work after March 1, 2020 can be found at the link:
In total, the program will present 84 professional competencies , and training will be conducted in full-time and distance formats – you can choose a convenient form of training, regardless of where you live.
How to participate: leave an application on the website express.worldskills.ru
Detailed information on the website express.worldskills.ru or call the Center for Advanced Professional Training of the Sverdlovsk Region +7(383)379 -90
GRADUATE EMPLOYMENT
MIDDLE MANAGEMENT
SKILLED WORKERS
2017
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2018
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2019
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2020
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EXAMPLE list of publicly available employment resources INTERNET:
N
NAME
REF
1.
Ministry of Education and Youth Policy of the Sverdlovsk Region
https://minobraz.egov66.ru/site/section?id=905
2.
JSC Federal Corporation for the Development of Small and Medium Enterprises
https://corpmsp.ru
3.
Universarium
(Project by Kursarium LLC)
https://universarium.org
4.
20.35 NTI University
https://2035.university
5.
National project “Small and medium-sized businesses and support for entrepreneurial initiative” of the Ministry of Economic Development of the Russian Federation
https://mybusiness. rf
6.
All-Russian database of vacancies of the Federal Service for Labor and Employment
https://trudvsem.ru
7.
WorldSkills Academy Russia
https://www.worldskillsacademy.ru
8.
HeadHunter group of companies
https://hh.ru
9.
Neuvoo. Online resource for job search
https://neuvoo.ru
10.
Job aggregator Jooble in Russia
https://ru. jooble.org
11.
IT service for job search and recruitment
https://www. superjob.ru
12.
Job aggregator
https://www.trud.com
13.
Job aggregator
https://www.rabota.ru
14.
Job aggregator
https://russia.zarplata.ru
15.
Public service vacancies
https://gossluzhba.gov.ru
16.
Recruitment agency
https://ancor.ru
17.
Portal of the State Employment Service of the Republic of Tatarstan
https://kazantrud.ru
18.
Company “FutureToday” – work for students and graduates
https://fut.ru
19.
Yandex Academy
https://academy.yandex.ru
20.
Project to promote student employment during the coronavirus pandemic (studrabota.rf)
https://studrabota. spb.ru/main
21.
Vacancies and practice for students and graduates from the official website of the Employment Center of the Sverdlovsk Region
In this section we post current vacancies that we receive directly from employers – our partners.
If you are looking for a job, but applied for the first time to the ROOI Perspektiva, you should familiarize yourself in detail with the procedure for providing our employment services. And also be sure to read the information about the initial admission.
What is it for? We send employers the data of only those candidates who have been registered in the ROOI Perspektiva database.
Stay up to date with new vacancies on our VKontakte page.
Remote manager, remote construction materials estimator, architect Published: 1305 days ago0005
Salary (excluding tax): – ₽ per month
Place of work: g. Saint-Petersburg, AT DOMU
Organization name: Construction company
Call center operatorPublished: 1305 days agoFull-time
Industry, type of activity: Secretariat, AHD (Administrative staff)
Salary (excluding tax): 10000 – ₽ per month
Place of work: g. Saint-Petersburg
Company name: Call-center
Assistant cook (root worker)Published: 1305 days agoFull-time
Industry, type of activity: Tourism, restaurants, hotels
Salary (excluding tax): 20000 – ₽ per month Saint-Petersburg, village Metallostroy, m. Rybatskoye, Lokomotivny proezd
Organization name: Motor-vagonnoe depot
0127
JOB.RU
The Job.ru site is one of the oldest job search sites – it has been operating since 1996. Applying here, the applicant gets the opportunity to find a job on the territory of the Russian Federation and the countries of the former CIS, and the bank of vacancies is more than 100 thousand offers, updated daily. In addition, on the site you can learn how to correctly compose a resume, how to properly interview with an employer, find a lot of useful materials related to labor law and career. All resumes coming into the database from applicants are carefully moderated, so that requests from job seekers meet the conditions of employers as much as possible.
HEADHUNTER.RU
The HeadHunter.ru (hh.ru) resource occupies a leading position among the resources working in the field of job search. The site contains over 300,000 current job offers and over 13 million resumes of job seekers. Each job seeker is offered the opportunity to use a very convenient search engine, find out about news on the labor market, get acquainted with an updated catalog of salaries, get expert help online, create a professional resume, as well as learn about various training and professional development courses and visit the research section. Among other things, this site is very useful for employers.
RABOTA.RU
The site “Rabota.ru” is a portal that offers job seekers over 180 thousand job offers in the regions of the Russian Federation and the countries of the former CIS, and employers – more than 3 million resumes. Job search on this site is very convenient, fast and accurate, and its specialists are in touch 24 hours a day. A student, a storekeeper, a manager, a manager, and a specialist in any field can find a job for themselves here. However, the resource has a rather strict regulation for posting resumes and vacancies, which is done to avoid dubious publications, repetitions and spam. In addition, the site has both a mobile version and a special application that can be installed on a smartphone or tablet.
SUPERJOB.RU
The database of the Superjob.ru portal contains over 220 thousand vacancies from companies of various sizes and formats, both domestic and foreign. But the main activity of the site is not only the provision of job offers, but also useful materials and the most up-to-date information in the field of the labor market, salary reviews, career guidance tests and even assistance from specialists in compiling professional resumes. In addition, applicants have the opportunity to get a list of recruitment agencies, learn about various thematic events and find courses for training, advanced training or professional retraining.
ZARPLATA.RU
The website “Zarplata.ru” has been working in the field of employment for 12 years and cooperates with the popular and well-known publication “Job and Salary”. The resource offers users to get acquainted with a huge number of offers – there are more than 40 thousand in total, and the number of people visiting the site daily exceeds 100 thousand. The site is equipped with a functional, fast and convenient search for vacancies that are updated every day, sections of news, reviews in the field of the labor market and analytical data, as well as the ability to post resumes and subscribe to updates. Moderation of all incoming resumes allows you to quickly find vacancies that meet the specified parameters.
RABOTA.MAIL.RU
The Rabota. Mail.Ru portal is very well known to Russian job seekers and employers. Every day on the site you can find a lot of fresh job offers in all regions of Russia. Almost everyone can find suitable offers here, regardless of their specialization – there is work for everyone, from handymen and housewives to managers and specialists. In addition, site visitors have the opportunity to get acquainted with labor market news and all kinds of analytical data, and students can use a special section that contains very good and promising offers for people without work experience and who want to combine work with education.
FREE-LANCE.RU
The Free-Lance.ru resource is very well known among Internet users and people who are specifically interested in remote work. Most of all, this site is suitable for people specializing in copywriting, translating texts, writing articles, infographics, web design, photography, programming, etc. By and large, the presented resource is one of the most popular also for the reason that it allows offline employees to present their works and creations for sale and opens up a very wide scope for anyone to work and creativity with the possibility of receiving a good financial reward.
VAKANT.RU
The Vakant.ru website offers applicants high-quality services and a convenient search for vacancies, the total number of which exceeds 170,000. Users can add their resumes to the database and search for a job, both on the employer’s premises and remotely. The resource has been operating since 2000, and is currently considered one of the best. What distinguishes it from the mass of others is fast registration, the ability to post a resume and the availability of internal mail, which simplifies the interaction between job seekers and employers. In addition to this, one can note the possibility of creating your own archive of vacancies, subscribing and getting acquainted with the latest news in the field of the labor market.
GORODRABOT.RU
One of the youngest job search sites, GorodRabot.ru, is already in the Top 7 most popular job portals on the Runet. More than 8 million users choose GorodRabot.ru every month. There are almost 1.5 million vacancies here. The portal contains vacancies from 150 verified sources, including the most famous job search sites in Russia. Employers can post vacancies on GorodRabot.ru for free. Plus, there is a database of candidates from 1.3 million resumes and services for a quick search for employees. It also has salary statistics, indexation calculator, latest news, useful articles, comments and expert advice.
PROHQ.RU
Prohq.ru is another professional job search service. It is also another of the most popular sites specializing in legal freelancing offers, which is why you can find a lot of great performers and many worthy customers here. In addition to the ability to search or offer a job, you can create a personal account on the resource, which is easy to link to a current account. There is also a service for issuing electronic documents necessary for registering an individual entrepreneur, which is very popular among some freelancers.
AVITO.RU
The Avito.ru website is a very functional resource that offers job seekers over 720,000 vacancies and over 300,000 resumes for employers. To get the most out of the resource, it is recommended to create an account, enter all the information about yourself, as well as place a resume and photo. After posting, all data is moderated, and employers see a new applicant in the database, and here it’s not far from job offers. However, site administrators recommend some caution, because. scammers often register on the site for the purpose of deception.
Thus, you have at your disposal a dozen of the best job search sites, and if you are currently a job seeker, then do not postpone your job search for later, and follow the links indicated.
WORK FOR YOU: Surely you have heard more than once that work should bring not only income, but also pleasure. But in order for it to bring pleasure, you need to understand what kind of work is suitable for you, and what kind of work is not recommended. In other words, to find a job you like, you need to go through career guidance. And today you have the opportunity to do this without leaving your home and without turning off your computer – we invite you to take our specialized course on self-knowledge, which has a special section on career guidance, as well as a lot of materials that will help you learn about your personality, which is useful not only in finding a job, but in life in general.
JOBSORA.COM – job aggregator site for job search in Russia. The main and only task of which is to help in finding a good job. On Jobsora you will find current vacancies throughout the country. Every day we receive fresh vacancies from more than 250 job sites and direct employers in Russia. The number of vacancies throughout the Russian Federation is more than 3 million. All you need to do is enter a request and indicate the location where you are looking for a job. If necessary, you can always change the query or use filters to get the most accurate results. In order to quickly learn about fresh vacancies, you just need to subscribe to the mailing list about new vacancies at the specified request.
We wish you success in self-discovery and in finding your life’s work!
Employment
“I have great respect for the Specialist. And I look very carefully at those people who go through me on the crust of a Specialist.
Why? This is, for example, an accountant who came to upgrade his experience to the next level, to teach IFRS, to teach some other such things. He learned it and at the same time began to apply it in his work. This is a person who either wants to grow or wants to keep up. The courses make sense for you if you are over 25 years old (I’m not talking about a hobby, not about education, but about your capitalization as a specialist), and if you can apply this knowledge at work. Or do you have a case in these courses that you will go through with your hands”
Moscow, June 25, 2020
Alena Vladimirskaya
“Chief Hunter of Runet”
More than 35,000 Russian companies entrust the training of employees to the Specialist Training Center.
Our corporate customers are actively replenishing the pool of burning vacancies for graduates, because in practice they are convinced of the high quality of education at the Center.
The Employment Service of the Specialist Center will help you get closer to your dream job. The Center has an Expert Council of Employers: through it, companies turn to us for talented personnel. We always have interesting offers for the best graduates!
trusted by employers – the most effective help in finding a job. More than a million of our graduates work in the best companies in Russia and the world. The fact that you have documents confirming your training at the Specialist Training Center is an indicator of the highest quality of your training and professional level!
Oksana Ryabenko – Head of the Alumni Employment Service of the Specialist Training Center. Oksana is a profession choice and career development consultant with 7 years of experience. Together you will create an individual educational trajectory for professional retraining and advanced training programs. Oksana will help you build an interview strategy, prepare for a conversation with any HR, cope with stress and get the most attractive offer. Its main task is to help our graduates find their place in the best companies in Russia
will help you build a strategy for behavior during the interview
prepare for a conversation with HR
tell you how to deal with stress
understand your career goals and understand how to achieve them
select channels for job search
write an attractive and competent resume
write a cover letter
receive an invitation to an interview
correctly build communication at the interview
Free
consultations
Free individual consultations* are held for graduates of the Specialist Training Center. The consultation takes place online (Skype) by appointment.
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Author
Sazonova Irina Vladimirovna
Diploma program
Data analyst
A couple of months before graduation, I applied to the employment service of the Specialist Training Center. Together with the employment manager Oksana Ryabenko, we discussed how to present yourself favorably at the interview, how to talk about your achievements. Within a couple of days, the responses began. I attended four interviews and passed three of them. In the end, I chose the place where I liked the most.
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Yuliya Drozdova
Course
1C: Accounting 8 (version 3.0). Level 1.
I successfully studied at the 1C: Accounting course, I was looking for a job for two months, I sent my resume, but I rarely received an invitation for an interview. I decided to take advantage of a free individual consultation at your Center. Thanks to the employment service, I received useful recommendations for finalizing my resume.
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Vasilyeva Natalya Nikolaevna
Diploma program
HR specialist
I am very glad that I found your center for my professional development.
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Ivanov Alexey Evgenievich
Course
Software tester
I am really delighted with the result of your work! How everything has changed dramatically! Recruiters call me all day. Interviews are scheduled for each day until Wednesday next week. I do a lot of test questions. The world came alive and sparkled. This means that knowledge can and should be refreshed and improved, otherwise working for the basket is very dreary. So you have created a little happiness for me and for this you once again THANK YOU SO MUCH!!
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Sukhinina Elena Alexandrovna
Diploma program
HR specialist
Found a new job during the graduation program. But I really liked it, so I will definitely buy courses in the future. Thanks to all the staff! Thank you After adjusting my resume, I found a job the next day. Special thanks to Olga Pichugina and Nikolai, always in touch, everything is correct, friendly and to the point. Well done! I wish your center success and prosperity!
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Khromova Marina Vyacheslavovna
Course
Settlements with personnel for wages
Found a job. At the moment I’m working, getting used to the new environment. Thank you for your assistance. In any case, we remain in touch and I am glad that I can contact you if necessary.
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Sorokin Ilya Viktorovich
Course
Visual C++ Programming
Hello, I wanted to write to you, but for the last 1.5 months I haven’t gotten around to it. I made a resume according to your advice, and in general, it probably gave me some kind of rethinking inside, that I became more confident in talking at interviews. I found a job as a programmer, as I wanted, the tasks are interesting and varied. I want to thank you for your help!)
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Ivan Peregudov
Diploma Program
Business Analyst
Thank you for your advice. Thanks to your advice, I significantly accelerated the job search stage, a sufficient number of interviews were scheduled so that I could choose. I chose an invitation with a move to another city and the provision of housing. The work is still in the mining industry, but already in the 5/2 mode and, most importantly, in the direction where my skills are most applicable. I was also able to assess my chances for a job in consulting… Literally one short entry in the resume greatly increased the number of responses. The effect was pleasing. I already have a result at a new place of work, I am exclusively engaged in building up business processes, calculating the economic and technical effect. I am happy that I realize my talents. The offer was very valuable. Thank you!
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Anna Pavlyut
Course
Personnel work. Internal audit of personnel documents
Good afternoon! I want to thank you for the advice on writing a resume and drawing attention to what needs to be corrected. For the direction of thought in the way the employer thinks and chooses. For a competent approach to compiling their competencies. And a professional and kind attitude during the conversation.
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Olga Samohodkina
Course
Microsoft Excel 2019/2016. Data analysis and visualization
Good afternoon! The consultation was carried out at the highest level: clearly and competently. Special attention was paid to my questions, on which I received valuable advice, which helped me to write a competent resume for further employment! I am very glad to meet and cooperate with such a professional!
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After graduating from the institute, I realized that the education I received was “not mine”. I decided to retrain to the programmer, the specialist’s courses I knew I knew …
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Profession
I worked as an officer, I worked for myself … I decided to learn something new and the choice fell on graphic programs) when I first came to study with you, for a Photoshop course, I was very inspired and I decided to demonstrate my new skills at work as soon as possible.
The staffing industry can look simple on its face, but it’s actually quite complicated. If you contact one professional staffing group, they might be miles apart from what you’re really seeking.
It’s important to know the ins and outs of professional staffing groups, and you should contact the executive recruiters who can truly add value for your specific needs. Here’s what you need to know about recruitment and staffing.
Table of Contents
On average, staffing companies usually have a 55-70% markup for important temporary hires. A professional staffing group is a firm that generally specializes in providing skilled employees to fill specific short-term needs on a temporary basis. Often employers’ needs for workers ebb and flow depending on seasonal demands or fluctuations in markets.
Since it is not economical to keep a large staff at the ready for sporadic staffing needs, savvy employers turn to staffing agencies to quickly provide the workers who are able to add immediate value. The percentage that a staffing company takes more than pays for itself when you make a quality hire.
What is staffing?
Staffing is simply the concept that a staffing agency can provide a list of any number of workers with similar job skills and a desire to work on short-term assignments to fill the needs of an employer or multiple employers. For example, a company could need to hire a temporary Chief Financial Officer for four months while the current CFO is out on maternity leave. Or another example is if your current company is about to put itself up for sale, and you temporarily need an accounting consultant to help get your books in good order.
Who is the best staffing agency?
Staffing agencies often have specific industry capabilities such as medical, high tech, human resources or finance so there is no one best overall. That said, there are certainly industry leaders.
Clay Burnett Group can offer guidance on how to connect with the right agency. One other idea is to leverage keyword searches in Google including your geographical area of need. Here’s an example, Google: Executive Search Firms Los Angeles OR Headhunters Los Angeles.
Is a Staffing Agency a good idea?
Using a qualified staffing agency to recruit the talent you need is an excellent idea. There is always an advantage in finding a pro to manage your hiring needs. Let’s say you’re a C-Suite hiring manager with limited internal resources to attract an ideal candidate. Would you rather place an advertisement for a particular position and end up receiving 100 resumes with 2 candidates worth interviewing or hire a staffing agency that will find you 10 candidates worth interviewing?
There’s a strong likelihood the professional staffing group that finds you 10 candidates will end up saving you a lot of money in the long-run. Making the wrong hire is quite often very expensive. Let the staffing industry professionals do what they do best and that is by finding you hires who will be true difference makers. Turn to frequently asked questions for more.
Often staffing agencies serve as the actual employer of the skilled workers they contract to supply to individual companies. They price their services using their knowledge of current industry salary ranges and then add a fee for becoming the employer of record, managing payroll, benefits, new hires, terminations and more. Expect to be in the 55-70% markup territory for staffing services.
How do staffing agencies get clients?
Staffing agencies find clients in a wide range of industries where the need for qualified workers ebb and flow according to the volume of their workloads. Retail is an excellent example of an industry that is impacted by surges in the need for qualified workers. Clients actually find staffing agencies via referrals, search engines, social media sites, advertisements, and proactive business development strategies.
What is a staffing example?
Let’s say your company is putting itself up for sale but your accounting and finance team needs assistance preparing your accounting books for would-be purchasers. Would it help if you had a hands-on Controller level consultant helping the team to make sure you are properly prepared? The answer should always be an unequivocal yes. A professional staffing group will then find you the perfect accounting consultant for your specific needs so you’re set up for success.
What is the difference between recruitment and staffing?
Recruitment agencies contract with employers to find employees who fit a specific description of job requirements. Executive recruiters will often provide several candidates meeting the job description for the employer to hire. Staffing agencies conversely can serve as an employer, providing skilled individuals available to work on assignments with a defined and undefined length of time.
Furthermore, staffing agencies will put the employee on their payroll vs. the client’s payroll. While recruitment agencies often find the talent but the client will pay the employee directly once hired. Recruitment can also signify long-term intent while staffing signifies short-time.
What are the types of staffing?
There are three types of staffing. 1) Interim/temporary, 2) temp-to-hire, and 3) direct-hire. Notoriously, staffing implies most of all: interim/temporary. A company’s staffing needs can vary depending on its size, industry, and financial viability.
What is the largest staffing company in the world?
According to Statista, Randstad is the largest with The Addeco Group a close second.
Globally Randstad remains the largest followed by The Adecco Group, ManpowerGroup, Recruit, and Allegis Group.
Is the staffing industry growing?
Yes! The way the United States and the world for that matter works and organizes companies to provide services is rapidly changing and staffing agencies provide employers great flexibility to experiment with their employment needs before committing to long-term hires. Everyone knows about the growing gig economy, but there’s also a growing flex economy for employers wherein they will leverage headhunters in the staffing industry to provide them with 1099 or W2 employees who the headhunters will put on their own payroll. Learn more: what is a headhunter?
Who is the largest staffing company in the US?
According to Bullhorn, here are the top 5 largest staffing companies in the US (based on 2018 revenue estimates): 1. Allegis Group. 2. Randstad Holding. 3. Adecco. 4. Robert Half International. 5. Kelly Services.
How do staffing agencies make their money?
Staffing agencies contract with employers to provide qualified, trained workers who work for specific periods of time. They pay fair wages to the employees and charge a percentage fee to the employers. This is a value add situation for companies aka employers because they’re effectively outsourcing their hiring needs to a professional staffing group that operates in the company all day every day.
Recruiting both executives and staff level employees is a time consuming endeavor. Job placement services are true assets to companies who know how to leverage this industry.
What is the difference between a staffing agency and a temp agency?
Generally, they are the same. Firms that fall into these descriptions provide the same kinds of services. They provide employees for a fee and often assume the responsibility of becoming the employer of record. The main difference often proves to be that staffing agencies can at times be more used for facilitating direct-hires while temp agencies core (and often purpose) is for temporary hires.
Depending on your company’s needs, you may want to contact a staffing agency because they can provide mores services often than say a temp agency that really likely has one core service.
Why are recruiters bad for your career?
They are actually absolutely great for your career! When recruiters are searching for potential candidates to meet a client’s job description, they often approach individuals who may not even be considering a job change. If you get approached “out of the blue”, take a listen, you may find a new opportunity. Because recruiters are constantly watching social media sites to discover new talent it’s imperative that you keep your professional online profile up to date.
At a bare minimum, most people in the workforce would benefit from keeping an updated LinkedIn profile. This is the best professional network. Opportunity often knocks when you least expect it.
Are staffing agencies a waste of time?
Not at all! Every day staffing agencies assist companies with finding and hiring critical employees and, and they help job seekers locate career opportunities.
That said, not all staffing agencies were created equal. Make sure you partner with the firm that has the experience and ability to help with your specific needs. How do you know if a particular professional staffing group is a fit for you you may ask? Research their website. If a particular staffing group looks up your alley for your needs, contact them via their website. Or simply pick up the phone and call them or send them an email. The best time to reach out when you have a need is today.
What are the benefits of using a staffing agency?
Staffing agencies and other job recruiters save clients time and money because of the specialized services they offer. Regardless of whether an employer has a small or large HR department they often lack the resources to stay on top of current market trends, the ability to track salary levels, and the time to monitor existing pools of available talent etc.
Now that many professional staffing groups have changed their business models to accommodate distance workers, the number of potential good hires has expanded, making it even more important to outsource hiring to skilled and up-to-date recruiters.
Whether employers make the right hire or the wrong hire, a business’s future will be impacted regardless. Contact a professional staffing group, when choosing the right hire is critical.
How do I choose a staffing agency?
You know what kind of workers you want to hire so do an online search to find the names of staffing agencies that list the specific job expertise you need. Next, contact the staffing agencies who meet your specifications and see how fast they respond to your outreach. Speed matters because it’s an indication of how much they value your business. If you like the person you talk to, give them a try.
A professional staffing group quite often works on a contingency basis. The primary immediate risk in the employer and staffing agency relationship is a particular staffing agency’s time. The staffing industry normally only gets paid when an employer has green-lighted the hire of a specific qualified candidate who they believe fits their needs.
How do I get out of a staffing agency contract?
Read the contract carefully BEFORE signing it in the first place! If you anticipate any problems, negotiate the terms you prefer in advance. If in the end, you want out, you may face a penalty in a worst-case scenario. All that said, most respectable professional staffing groups, work on a contingency basis especially if they’ve never engaged with your company before.
Once a hire is made, if an employer wants to get out of a staffing agency’s contact, there should be a buyout clause. Also on the flip side, placements aka candidates (while likely not contractually married to a staffing agency) have the right to request to switch their employer of record to the client. In that scenario, the client and the staffing agency will have to discuss buyout terms (which again should have been pre-negotiated).
How long can a company keep you on as an agency?
As long as the contract terms allow. If a company doesn’t want to keep using a staffing agency, they will likely buyout the contact(s) of existing staffing agency hires. Companies aren’t obligated to use an agency forever, especially when contract terms don’t stipulate a specific time period.
That said, if a company has a worker who is on the staffing agency’s payroll, it should not be expected that eventually the company can merely hire the worker themselves. There’s likely a financial commitment that will have to be honored to buy out the contract.
Is owning a staffing agency profitable?
Staffing agencies are profitable when they are run by professionals who understand the businesses they serve. Typically staffing agencies are started by individuals who have considerable experience in the industries they serve such as medicine, law or accounting & finance, operations, information technology, human resources etc.
When a staffing agency thinks short-term vs. long-term in how they interact with their clientele, this business can quickly become unprofitable. The agencies who think long-term, work-hard, and treat everyone with respect, will have a great chance of being profitable.
What is markup in staffing?
Staffing agencies charge by adding a service fee to the salary paid to the employee. The fee is often computed as a percentage of the salary and includes the costs of recruitment, payroll, insurance costs etc. throughout the tenure of the worker’s length of employment.
For example, let’s say Company A wants to hire Jane Doe as an Interim Chief Financial Officer. The pre-agreed upon markup is 65%. If Jane’s pay rate is $100, the temp agency’s bill rate will then be $165. The markup equates to this $65 delta.
What is the average direct hire fee?
Fees for direct-hires are often computed as a percentage of the employee’s annual total compensation inclusive of signing and discretionary bonuses. Employers can expect to pay between 20% and 30% on average for a respectable executive search firm.
Mom and pop shop type recruiters can charge as low as a 10% fee. And serious, respected executive search consultants quite often charge a 1/3 fee by default. When considering options, 25% is a very reasonable fee for any recruiting company who delivers on promises.
When does the employer instead of the employee pay the fee to an employment agency?
Employers pay the fees associated with a new hire nearly 100% of the time because it is the employer who contracts with the agency to recruit potential workers.
As a candidate, if a professional staffing group asks you to pay a fee, you should run and disassociate yourself with this particular staffing group.
Employment agencies as a cost of doing business could see a reason to charge a candidate/future employee for helping out with that particular job seeker’s resume. Aside from that, never pay a employment agency when you’re on the employee side.
How do staffing agencies negotiate salary?
Professional Staffing Groups track industry trends in specific labor markets and have up to date information on the supply and demand for workers so they can calibrate their salary offers on real-world data.
Staffing agencies should negotiate in good faith on behalf of both the candidate and the company. Win-win situations exist in every legitimate hiring situation. There’s middle ground when candidates and companies are reasonable about acceptable terms.
If there’s no middle ground, a professional staffing group should vocalize the different goals between the two sides. If a resolution is still not found at this point, an ethical staffing agency recommends other options to both the candidate and the company. A bad salary fit, is a lose-lose situation and must be avoided.
How much money do you need to set up a recruitment company?
A recruitment company can be started with a small investment, however, there are important needs to consider for long-term success. Software is needed to manage on-going searches, a website is helpful for contact/marketing purposes, researchers are important to locate and evaluate potential candidates, legal advice is necessary for creating contracts, and accounting advice is needed to manage cash-flow and tax structure.
Once you have all your ducks in a row, you can expect to have started your professional staffing group with as little as $10,000. Get working. You will need to start earning placement fees as soon as possible if you don’t have a rainy day savings account to protect you from going into debt without any income.
How does the staffing industry work?
The best way to think of the staffing industry is the old proverb – “Find a need and fill it”. The staffing industry is constantly evolving, watching as industries change to meet the very fast-changing economic reality.
Executive recruiters thrive in the staffing industry when they’re matching talent with opportunity. A successful recruiter recommends the talent who can immediately add value at a specific company. This can happen within the first 24 hours from the onset of an executive search beginning. Quality recruiters should be able to present multiple qualified candidates to their clients within two to three weeks on average.
How do you build a successful staffing agency?
Attention to detail is the best advice if you want to build a successful staffing agency. Personal service is a key component and the most necessary skill for a professional staffing group. The includes the ability to listen to a client’s real needs and to respond as ethically and quickly as possible within 24 hours notice. Every time.
Attentive service to clients is the time-proven path to success. Treat every company and future employee relationship as long-term vs. short-term, and your chances of success will go up exponentially. If you don’t value other people’s time, your staffing group has a chance to never be profitable. Repeat business and referrals are critical if you want to build a successful staffing agency.
Professional staffing group conclusion
A professional staffing group is a firm that takes its mission seriously, carefully listening to the needs of its clients for highly trained professional workers who can complete job assignments with skill and dedication. Using their deep knowledge of industry trends, a professional staffing group is able to provide up to date advice because they are in constant contact with a fast-changing labor pool. For workers looking to advance their career goals, staffing agencies provide them with exposure to a wide range of employers and opportunities to find short-term and long-term satisfying jobs dependant on the workers interests.
Everything You Should Know About Staffing Agencies
A staffing agency acts as a middleman between employers and workers, helping to match qualified candidates with companies that have job openings.
If your business needs additional labor, working with a staffing agency can save your company time, and it offers other benefits as well, including flexibility and reduced legal risks.
Staffing agencies charge a markup that typically ranges from 25% to 100% of the hired employee’s wages.
This article is for business owners and hiring managers who want to know how staffing agencies work with companies.
Hiring for a small business is not an overnight process. Reviewing applications, interviewing candidates and determining salaries take precious time away from a business owner’s regular obligations, which may end up hurting the company in the long run. That’s why some employers partner with staffing agencies, which take a lot of the time and effort out of the search for candidates by providing workers for open roles.
Using a staffing agency isn’t the right choice for every business, but if you’re considering working with one to meet your hiring needs, here’s what you need to know about the process.
What is a staffing agency?
A staffing agency recruits employees for businesses that are seeking to fill certain positions. They help companies hire for different types of jobs: temporary (an assignment with a set start and end date), temp to hire (an assignment that’s initially temporary but is used to help an employer determine the temp worker’s long-term fit with the company) and direct hire (a permanent position in which the staffing agency acts as a recruiter).
If the agency doesn’t have a readily available and suitable candidate in its talent pool, it will typically advertise the position on job boards like Indeed and other places where job seekers would likely look. The agency can also reach out directly to suitable candidates through professional platforms like LinkedIn, which allows them to filter search results by keyword, job function, location, industry and more. This approach is particularly effective when hiring a niche specialist with a specific skill set.
The agency will then accept applications and conduct interviews and a background check if required, just as any other employer would. Once the right candidate is found, that person is hired as an employee of the agency (except in the case of direct-hire positions). The worker’s paycheck and benefits, if offered, are issued by the staffing agency, but the length of employment is determined by the business. [Check out the best background companies. ]
Key takeaway: taffing agencies help fill temporary, temp-to-hire and direct-hire positions by matching existing workers who are well suited for the role or advertising the role to qualified job seekers.
What is the staffing agency process?
Finding qualified talent remains challenging for many small companies. In fact, according to ManpowerGroup’s research, 69% of global employers – a 15-year record high – are struggling to find workers with the right mix of technical, soft and personal skills. A staffing agency can help your business overcome that challenge.
When you need new staff and choose to work with a staffing agency, the process typically goes as follows.
The employer contacts the staffing agency. First, you’ll reach out to a staffing agency that specializes in your industry, specifying information like the job responsibilities, the number of workers needed, the timeline to hire new workers, and the hourly wage or salary.
The agency creates the job description. The staffing agency then writes a job description and advertises it for your business. It might also reach out to a potential candidate individually if there is someone who is a good fit for the job.
The agency vets candidates. Once candidates begin applying for the open position, the staffing agency reviews their experience and qualifications before scheduling and conducting interviews. They then choose the most qualified individuals to introduce to the hiring manager at your business.
The employer makes the final decision. The hiring manager or business owner can interview the staffing agency’s top candidates before making a final hiring decision. This saves you and your staff hours that you would otherwise spend sorting through countless applicants.
The agency takes care of the paperwork. Most staffing agencies handle all the paperwork associated with new hires, like contracts, taxes and other payroll tasks.
How much does a staffing agency charge?
Staffing agencies typically charge 25% to 100% of the hired employee’s wages. So, for example, if you and the staffing agency have agreed on a markup of 50% and the new employee earns an hourly wage of $10, you will pay the agency $15 per hour for their work.
In addition to the markup you’ll pay, you may be expected to cover additional fees for filling the position or contract buyout fees if you hire a temporary worker permanently.
What are the advantages of using a staffing agency?
As employers increasingly turn to part-time, freelance and temporary workers to fill their workforce gaps, staffing agencies have become a valuable resource for finding talent quickly and efficiently. Below are just a few of the many benefits the right staffing company can offer your business.
Fast hiring
The job market has changed considerably over the past several years, and the hiring process is longer and more difficult than in previous decades. Working with a staffing agency makes it quicker and easier.
“Great talent becomes harder to find, and it becomes extremely time-consuming for managers to review résumés and conduct interviews, all while still being responsible for their day-to-day operations,” said Matthew Rowles, senior manager of talent acquisition operations at Coca-Cola Consolidated. “Turning to a trusted staffing partner can save time and money. A staffing firm can prescreen and qualify candidates to ensure the manager is always interviewing candidates that are a fit for the role.”
Reduced team workload
One of the upsides of employing the services of a staffing agency as opposed to assigning hiring responsibilities to a member of your team is that it frees that individual to concentrate on critical role-specific tasks. A staffing agency can focus on the hiring process; that is its main function, after all. But if your employees have to dedicate some of their work time to vetting and interviewing numerous candidates, it might disturb their day-to-day routine and reduce productivity. A staffing firm solves that problem.
Did you know?: A staffing agency can take on most of the time-consuming tasks involved with the hiring process so business owners and managers can allocate their efforts elsewhere.
Flexibility
AJ Brustein, co-founder of on-demand staffing platform Wonolo, said that many companies are holding back on hiring for full-time positions for several reasons. A focus on leaner operations has a lot to do with it.
“Companies are trying to be more productive and only have workers when they are absolutely needed,” Brustein said. “They need to find ways to make sure every dollar they spend is going to help the business. Temp staffing allows them to only have people when they need them, and those people are being productive.”
Jason Leverant, president and COO of national staffing franchise AtWork Group, said that employers have come to realize the value of having a fluid workforce that can be dynamically adjusted to meet their hiring needs on an ongoing basis.
“The flexibility [of using a staffing agency] became the primary driver in the push to bring on a workforce that can adapt with the ebb and flow of a client’s business demands,” Leverant said.
Specialized hiring
According to Monster’s Future of Work Report 2022, more than 9 out of 10 employers are struggling to fill a position due to a skills gap. If you’re looking to hire a niche worker with specific skills, a specialized staffing firm can make the process more painless.
For example, some agencies solely focus on recruiting employees in the tech or legal fields. They have the necessary connections, resources and accumulated pools of passive candidates looking for new opportunities, allowing them to locate a perfect fit for your role. Additionally, their extensive knowledge of area-specific salary ranges and market history, and their ability to spot red flags during the screening process, can save you money in the long run.
Reduced risk
There are a lot of legal responsibilities involved with being an employer, like covering certain taxes, providing health insurance coverage and following labor laws. From a financial and operational standpoint, hiring employees also comes with financial risks, especially if someone new has to be fired or unexpectedly leaves. When you use a staffing firm, the agency assumes many of these liabilities for you.
“Staffing firms are generally considered the employer of record when it comes to the temporary associates that are placed, so … [staffing firm clients] appreciate the fact that, for the most part, the staffing firm maintains full responsibility for the employees while they are on assignment,” Leverant said. [Read related article: Business Liabilities Every Owner Should Know]
What are the disadvantages of using a staffing agency?
While there are plenty of benefits when using a staffing agency for simplifying and accelerating your hiring process, it’s important to be aware of the potential risks and downsides.
Additional hiring costs
There is no getting around it: Using a staffing agency comes with, on average, a 15% to 25% annual salary fee that varies depending on the industry and other factors. On the other hand, Zippia research shows that having an in-house HR team can increase a company’s hiring costs by more than 50% when you factor in those team members’ annual salaries. It’s also worth considering the productivity, time and resource investment that comes with handling hiring internally. Each company has to ask itself which is the real disadvantage.
Wide culture gap
While a good staffing agency takes time to get to know your business and its values, it will likely lack deeper insight into your company’s culture. This means that its proposed candidates, while possessing relevant skills and experiences, might end up clashing with the rest of your team when it comes to ethics and attitude. However, this can be mitigated by introducing an internal culture screening process in addition to the agency’s vetting procedures.
Reduced team bonding
The traditional in-house hiring process usually involves several rounds of interviews conducted by different team members. This method allows the staff to get to know the prospective candidate and form a certain bond with them before they become an employee. Using a staffing agency to primarily fill the role of interviewer means that a new hire often comes to your business as a complete stranger and will require additional time to build relationships. This downside can become even more problematic with temporary workers, who might be unfairly perceived as inferior to permanent employees.
Reputation consequences
Establishing a stellar internal hiring process can help strengthen your company’s reputation with both prospective and current employees and become an integral part of your culture. Even if a candidate doesn’t receive a job offer, they can still spread the word about their positive experience with your organization. But if you decide to use a staffing agency, you are relying on its established brand, reputation and professionalism. In that case, if a candidate has a poor hiring experience when interacting with the agency, it can reflect poorly on your own business.
Did you know?: The best online reputation management services can help ensure your company’s reputation remains positive despite negative reviews from past, current or prospective employees.
What are common misconceptions about staffing agencies?
Though there are certain disadvantages of employing the services of a staffing agency, some perceived cons can, in fact, be blessings in disguise. Here are rebuttals to two common misconceptions about outsourcing your hiring.
Too expensive
One of the most widespread, albeit inaccurate, beliefs about hiring a staffing agency is that it’s too expensive to be worth it. Why pay extra in recruiting fees when you could hire someone yourself? However, while you might think you’re saving money upfront, using a staffing agency might save your company more in the long run.
“Many companies will only look at the agency’s fees to determine the cost, but typically fail to realize the value and savings they can provide as well,” Rowles said. “Time to hire is an important factor when it comes to how much an open position can cost a company. The longer a position is open, the higher the cost, due to a loss in productivity and diverting resources. Working with a staffing firm can help decrease the time to hire and help decrease a loss in productivity.”
Lower candidate quality
Some companies may believe that workers who come through staffing agencies are only available because they couldn’t get hired anywhere else. That’s not necessarily the case; in fact, temporary employees are often overqualified for the jobs they’re doing, Brustein said.
“These workers decide to work temp jobs because they value flexibility or they are trying to get into a different field, or maybe they just want a big change and temp positions are often easier to land initially than permanent ones,” he said. “We often see MBAs doing entry-level temp work because it helps them get a better sense of businesses at the field level.”
Tip: Some managers lack recruiting skills and experience, leading to a less efficient hiring process and increased stress for your employees. A staffing agency eliminates those issues.
How do you start working with a staffing agency?
Ready to hire a staffing firm? Here’s expert advice on kick-starting the relationship.
Find the right agency.
Before you can rely on a staffing agency to find quality employees, you have to choose a firm that’s right for your business. Leverant emphasized the importance of selecting a company with a stellar reputation for abiding by sound business practices.
“Make sure you’re working with a reputable firm that takes pride in the employees it sends,” he said. “That includes making sure that their employees have all of the proper credentials verified, including, but not limited to, reference checks being conducted. You also want to make sure that they are carrying the proper insurances, including general liability and workers’ compensation insurance.”
As with all business relationships, a staffing firm needs to provide value to you to be worth the investment.
“Sit down with a staffing firm and truly find out if they can bring value to your organization,” Rowles said. “As a small business, each employee’s importance and cost associated with recruitment is amplified, so … find a firm that treats [your organization] as a business partner, not just a client.”
Similarly, if you decide to use an on-demand staffing platform instead of a traditional staffing firm, check reviews and make sure the site is trusted by other business owners and workers before you sign up or make any payments.
Be clear about your needs.
Good staffing agencies want to help you find the best workers for your organization, but they won’t be able to do that if you don’t communicate clearly and thoroughly about your company, your position and the type of person you want for the job. Beyond discussing the basic responsibilities and required skills for the role, specify any business policies (dress code, hours, breaks, etc.) to give the staffing firm representative an idea of your corporate culture and what kind of professional would succeed at your company.
Once you’ve clearly defined your needs, let the recruiter know so they can start the search. If at any point your needs and preferences change, be sure to update the agency so they can adjust their search accordingly.
Check the legal aspects.
Depending on the positions a staffing firm is helping you fill, check that employment-related legal details, like worker classification and payroll taxes, are taken care of. For temporary and temp-to-hire roles, the staffing agency is the official employer for tax purposes, so they should confirm that the workers you use are in fact employees and not independent contractors, Leverant noted.
“Additionally, you want to review the contracts to ensure that there are proper provisions in place regarding indemnification, preferably a ‘dual indemnification’ clause, which protects both parties from issues that may arise,” Leverant said.
Maintain a good relationship.
Finding the right staffing agency for your business may take some trial and error, but once you’ve identified one that provides high-quality service and well-qualified workers, stick with it and give feedback along the way. Discussing new workers’ performance with your agency representative can help both you and the firm with your future talent searches.
“Whether you tap into on-demand staffing solutions for unpredictable needs or traditional staffing solutions for predictable needs, always ensure you have staffing agencies who have proven themselves to be reliable so you can focus on growing your business,” Brustein added.
How much should you rely on a staffing agency?
Whether or not you should solely rely on a staffing firm in your hiring process depends on your business’s needs, the urgency of filling the role and the budget. While some agencies offer full-cycle recruitment support from the initial job brief to the new employee’s onboarding, you might consider including at least one internal vetting stage.
For example, you can have an informal chat or a final interview with the prospect and their future direct line manager or an executive team member. This can help ensure the potential employee is a culture fit and would give the candidate an opportunity to ask questions that an agency might not be able to answer.
Some companies choose to use a staffing agency solely for initial screening purposes to sort through the vast number of incoming applications. Those businesses then opt to handle everything else themselves. In contrast, others also rely on external firms to help with interview scheduling or job placement and advertising. Businesses can even choose to continue in-house recruitment efforts in conjunction with staffing agency services to get the best of both worlds, so to speak.
Is a staffing agency a good choice for your business?
Using a staffing agency can help accelerate your hiring process, reduce the workload for your current employees, offer flexibility regarding the type of hires and mitigate legal risks. At the same time, its services come with an additional fee that can be as high as 100% of a worker’s annual salary, and they are less likely to be a suitable culture fit.
It can be a good idea to combine an agency’s efforts with additional internal vetting to ensure the optimal fit. If you decide to solely use a staffing firm, make sure to carefully assess your business needs, goals and budget; conduct an extensive reference and reputation check; and clearly communicate your hiring requirements.
As an alternative to using a traditional staffing agency, you can sign up for on-demand hiring platforms like Upwork, Freelancer.com and Wonolo, which give you access to independent professionals who are ready to work, usually remotely. These platforms operate a bit differently in that workers who come through these sites are considered independent contractors, so you’re responsible for paying them directly and issuing a 1099 tax form at the end of the year. However, as with staffing agency employees, you are still relieved of official employer obligations (payroll taxes, benefits, etc.) when using these workers, assuming they are properly classified.
Ultimately, it’s up to you to determine the extent of a staffing agency’s involvement to maximize efficiency and suitability for your organization’s particular needs.
Nadia Reckmann and Sammi Caramela contributed to the writing and reporting in this article. Source interviews were conducted for a previous version of this article.
Staffing Agencies | Employer Engagement and Career Design
In addition to providing income during your job search, a professional staffing agency can help you:
Network for a full-time job
Become familiar with different companies and industries
Meet and network with people in your field
Build your skills with free training
Try out a particular employer
Enhance work experience and add skills to your resume
Fill in the gap between graduation and full-time work or between jobs
Decide on a career path
Types of job placements:
Temporary or contract, where you work on an interim basis
Temp-to-perm or temp-to-hire, where you work on a trial basis to determine if the job is a good fit
Direct hire or permanent, where you are recruited by the staffing firm and then hired by its customer
Health Care: Physicians, dentists, nurses, hygienists, medical technicians, therapists and home health aides
Professional: Accountants, bookkeepers, attorneys, paralegals, managers, advertising and marketing execs
Communications Collaborative (a subsidiary of Pile & Company)
179 Lincoln Street, Suite 400 Boston, MA 02111 Phone: 617-536-3700
Specialties: marketing, advertising, and communications Website: www. communicationscollaborative.com
The Creative Group: A Robert Half Company
125 High Street High Street Tower, 20th Floor Boston, MA 02110 Phone: 617-526-8899
Specialties: Graphic designers, production artists, web production artists, presentation specialists, proofreaders, web designers, web developers, marketing & communication managers, desktop publishers, copywriters Website: http://www.roberthalf.com/boston-manchester/creative-marketing
Dana Associates, Inc
353R Huron Avenue Cambridge, MA 02138 Phone: 617-661-0779
Specialties: specialize in placing sales and marketing professionals in the software, hardware, internetworking, telecommunications, business services, sales, management Website: www.danaassociates.com
The Talent Group
28 Tremont Street Boston, MA 02129 Phone: 617-242-5624
The great majority of employers are honest, but for those employers who are not, be aware of these security tips:
Never pay a recruiter or an employer for a job
Never supply bank account, social security number or credit card information
If the job sounds too good to be true, it probably is (examples, “no experience necessary” “ earn money fast”)
When you are in doubt, ask a career counselor in the Career Development department or Google the company name with the word “scam.”
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“My company used Nelson Connects for staffing services. We were transitioning the business from 1099 contractors to W-2 employees over a 12-month period. I honestly didn’t know how many of the employment laws and regulations worked and needed a solution. The Nelson Connects team made it easy! They educated me, set all the employees up and created a simply way to track time for payment. My team loved the simplicity and mostly the direct deposit connection versus the paper checks we had used. I recommend Debi and her team at Nelson Connects if you want staffing solutions that work.“
“Dear Elke, I want to thank you again for finding me the perfect job. I am so happy. This placement is perfect. I am forever grateful“
“It has been a pleasure to work with Nelson Connects. We appreciate their professionalism and responsiveness. Our Business Development Manager, Suzanne, invests the time to understand the needs of our organization, job requirements for open roles and what we are looking for in candidates and future employees. She has provided us great talent that fit both technically and culturally.“
“Nelson Connects staff are truly wonderful! My recruiter Brandon took the time to listen to my needs and within a week they presented me with opportunities that matched up with my skills as well as my need to work remotely due to medical reasons. He also took the time to continue to reach out after I started my assignment to assure that I was happy. I have worked with other staffing agencies in the past and Nelson Connects is by far the best!“
“I have been working with Nelson Connects for many years now. Their team is an amazing group of talented individuals that know my industry and what type of people I’m looking for. They have always gone above and beyond to provide excellent service. I value their input and enjoy working with the whole team!“
“I can’t say enough good things about my time with Nelson Connects. My experience has felt more like family, than co-workers. Every single member of the staff I’ve had the pleasure of interacting with have been caring and compassionate. They have always made sure to make me feel valued and respected, while maintaining a thorough and informative approach. I’m incredibly fortunate to be associated with this team and commend them on their incredible and well-deserved success. “
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Top Recruiting & Staffing Agency
Full-Service Recruiting & Staffing
National Brand. Personal Focus.
Full-Service Recruiting & Staffing
National Brand. Personal Focus.
MJ Morgan Group is a full-service recruiting firm based in Maryland and serving metro areas from central Pennsylvania to south Texas. Our comprehensive staffing services are designed to help companies fill specialized positions and assist workers in finding a job they’re qualified for. If you run a company in the United States, or you’re looking for professional or light industrial work, we can assist you!
We assist with the hiring needs of companies across numerous industries. To ensure successful placements, we delve deeply into our customers’ needs and ask detailed questions about the type of employees required. We specialize in many areas, including:
Accounting and finance
Administrative and clerical
Engineering
IT
Light industrial
Operations
Sales and marketing
And many others!
Our Services
Contract-to-hire staffing services: This is an effective way to test out job candidates before investing in salary, benefits, and training. Then, if it’s a good match, you can transition your contracted workers into full-time employees.
Direct-hire staffing services: Bringing on a new hire is an investment in your company’s most important assets — your people! MJ Morgan Group gets to know your company as well as our candidates, allowing us to recommend new hires we truly feel will add value to your team.
Payroll services: Concentrate on growing your business and let MJ Morgan Group handle the back-office employee paperwork. We simplify everything from weekly payroll check preparation to quarterly payroll tax returns to yearly W-2 processing.
Temporary employment services: Why pay for labor year-round when you don’t really need it? If your industry has a busy season, we can help you recruit the right temporary employment to keep up with demand. This service provides you with the flexibility you need to remain successful in a competitive business.
Don’t see the service you need? Contact us today, and we’ll do our best to help.
Professional & Light Industrial Staffing
If you’re searching for a fulfilling career, MJ Morgan Group can help you find the right fit. It’s easy to apply online for any position you’re interested in. Look for a job through us, and we’ll help you every step of the way, from providing resume and cover letter tips to suggesting ways to nail your interview.
We staff employees in two different styles of work — professional and light industrial.
Professional jobs consist of accountants, financial analysts, technicians, and other positions that largely involve working at a desk. If you’re qualified for this type of employment, we can help you jump-start your career.
Light industrial jobs include electricians, forklift operators, commercial vehicle drivers, and other occupations that put both your mind and body to work. Some of these jobs are entry-level positions, while others require years of experience. We’ll help you find the right fit for your qualifications.
People Built. People Strong.
We’re proud of our reputation as one of the Mid-Atlantic’s leading staffing agencies, and we earned it because we focus on the people we serve. Whether you’re an employer or a job seeker, your needs and your strengths are our top priority. Click to get started today.
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specialized expertise
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Temp, part-time, full-time: We’ll help find your perfect match.
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5629 Columbia Pike Falls Church, VA 22041
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5332 Mount View Rd., Ste. B Antioch, TN 37013
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7676 New Hampshire Ave., Ste. 104 Takoma Park, MD 20912
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9300 Forest Point Cir., Ste. 129 Manassas, VA 20110
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1007 North Front St., Ste. 410 Harrisburg, PA 17102
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8647 Wurzbach Rd., Unit G San Antonio, TX 78240
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From the DC metro area to the heart of Texas, we specialize in matching employers with job seekers. We do the hard work of hiring. From part-time jobs to payroll services to long-term consulting, we have a service that meets your needs.
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205 Harborview, Dr. Baltimore, Maryland
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3799 East-West Highway Hyattsville, Maryland
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5629 Columbia Pike Falls Church, Virginia
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5332 Mount View Rd., Ste. B Antioch, Tennessee
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7676 New Hampshire Ave., Ste. 104 Takoma Park, Maryland
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9300 Forest Point Cir., Ste. 129 Manassas, Virginia
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1007 North Front St., Ste. 410 Harrisburg, Pennsylvania
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8647 Wurzbach Rd. , Unit G San Antonio, Texas
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From the DC metro area to the heart of Texas, we specialize in matching employers with job seekers. We do the hard work of hiring. From part-time jobs to payroll services to long-term consulting, we have a service that meets your needs.
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New Haven County Staffing Agencies
June 16th, 2017
As you apply for a new position, you’ll probably be asked to supply a resume that documents your previous job titles, and you may be asked to furnish references who can speak candidly about your character. Your prospective employers can use these details– plus any information they find online—to assess your readiness for the role. But most employers don’t want to stop there; they’d like assurance that you can do the job, but they also want to know how much your services will cost. And to make that assessment, prospective employers may ask some challenging questions. Will you be ready to answer? Keep these tips in mind.
Your previous salaries are (usually) your business and your business alone.
Prospective employers do not have a right to your salary history. If you’re asked what you earned at your last job, you’re under no obligation to answer honestly, or at all. Many job seekers don’t recognize this, and when faced with a firm question from a panel of serious-looking hiring managers, they feel pressured to respond. As a result, they’re often presented with an offer that’s equal to or just above whatever they were making in previous roles, and over the long term, this can seriously limit their earning potential and financial growth. Think about it: if you make a negotiating mistake while landing your very first job, this mistake could haunt you for life…but fortunately, it doesn’t have to. Past jobs are in the past, and unless your salary history is publicly available online, it’s nobody’s business but your own.
Answer by providing your preferred range.
Instead of answering with: “I made $52,000 per year, plus benefits,” you can say “My salary was in the fifties.” Even better, you can say: “I’m looking for a salary between $60,000 and $65,000 per year.” It’s what you want and what you’re willing to negotiate for that matters. Be sure the lowest end of your range still falls within the amount you can accept. And keep in mind that an offer at the lowest end of your preferred range sends a message about how much your work is valued and how much this company can afford. Either could indicate a red flag, so keep your eyes open.
Salary history and public employment.
If you work or previously worked in a government role, your salary history may be made public, so recognize this before you attempt to negotiate for an offer that’s vastly above your past earnings. Keep your expectations reasonable, and be ready to provide a clear list of all the reasons why you’re worth what you’re asking for.
For more on how to set the opening stage for your salary negotiation, contact the job search and career management experts at Merritt.
Tags: Answering Salary Questions New Haven County, Employment Opportunities in Stamford, New Haven County Staffing Agencies, Staffing Firms in Stamford, Staffing Services in New Haven County, Stamford Employment Agencies Posted in
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October 28th, 2016
As a nervous, hopeful candidate stepping into your scheduled interview, you might think you’re here to answer questions, not ask them. You might imagine that you’re in the interrogation seat, and your employers are the ones who have something to gain by learning as much about you as possible. But that’s only half true. Your interviewers need to gather the facts so they can make a smart hiring decision, but you also have a decision to make. To find out if this job is right for you, turn the tables during your session and make sure you get some answers to these key questions.
Where can I go from here?
You want this job, but of course you don’t plan to settle into this position and keep it until you retire. After retirement, you can also get help from Tomes Law Firm, PC serving Freehold for other legal advices. You have long term career plans that will eventually take you beyond this role, and ideally, you want to work for a company that can help you reach your destination. Can this organization provide opportunities, exposure, training, and room for a promotion—or several? Will your managers coach you and support your plans, or will they work to keep you in your chair? Now is a great time to find out.
How would you describe this company’s culture?
Culture matters, and the atmosphere and energy in this office can influence your job satisfaction, your health, and of course your career growth. Don’t lead the interviewer as you ask; just encourage him or her to speak from the heart and describe this workplace in their own words. Read between the lines as they answer, and know what you’re looking for. What kind of culture will best help you thrive and contribute?
What kinds of qualities will I need to demonstrate in order to succeed here?
Will this job require excessive travel, social interaction, solitude, public speaking, repetition, or constant disruption? What kinds of traits will help you accomplish your daily tasks and form strong relationships with your coworkers and clients? Will your competitive edge help you, or will a more collaborative attitude serve you well as you work to find a place for yourself here?
What will I need to accomplish right away?
Starting on day one, what kinds of problems will you be solving and what kinds of challenges will stand in your way? Will you have a clear set of goals for your first day, week, or six months? If you don’t, that’s okay; you’ll just have to set your goals on your own.
For more on how to make the most of your interview and land the job that’s right for you, reach out to the professional staffing team at Merritt.
Tags: Accounting Staffing Agencies Hartford, Employment Opportunities Fairfeld County, Hartford Financial Staffing Agencies, Hartford Temporary Employment, New Haven County Staffing Agencies, Temporary Staffing New Haven County Posted in
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November 13th, 2015
You have a vacancy on your accounting team and you need to staff the position before your remaining team members become overburdened. Or maybe you’ve never needed an in-house accountant before, but now you do, and you want to find someone who can help your growing company make smart financial decisions. In either case, an established, reputable staffing firm can help. And in the meantime, there are several winning moves that you can make on your own. Keep these tips in mind.
Sourcing matters.
As you look for places to publish your post and cast your net, your decisions can have long-term consequences for the success of your accounting department. Don’t just post your position anywhere. Do some research first, and recognize that large national websites will attract one kind of candidate, while small, local, industry-specific sites will attract another. Think about the kinds of students or job-seeking professionals who frequent your chosen outlet. Are these the ones you want?
Don’t engage in adverse selection.
Hiring managers often make a damaging mistake: They set up barriers to entry, like thorns around a forbidden castle. They create a tedious application process, they treat candidates rudely, they conduct harsh, off-putting interviews, and they let candidates sit in the dark for weeks before providing updates. They often believe they’re “weeding out” losers and the uncommitted, but they’re actually doing the opposite. Talented candidates are in demand; they don’t have to put up with nonsense. After the tenth round of adversarial interviews, only the most desperate applicants will still be waiting in line.
Look for thought leaders.
At networking events and industry gatherings, ask for recommendations. If you hear the same name multiple times, track this person down. Look them up online and find out more about them. Sometimes it’s better to pursue passive candidates than wait for active seekers to come to you. If you discover a talented, local, ambitious potential employee somewhere within your professional community, reach out. You have nothing to lose.
Don’t miss opportunities.
Are local universities in your area sponsoring job fairs or career days? Find out and get involved. Have you visited veteran job placement offices in your area? Are you connected with university career placement services? Does your company have a prominent profile in the community? The candidate search is mutual; recognize that your best candidates are searching for you just as you search for them. Raise your profile and they’ll be more likely to see you.
Get help.
Again, your best and most efficient resource will be professional staffing and recruiting experts that can help you source, target, and pursue the accounting talent you need. Call the team at Merritt and arrange a consultation today.
Tags: Administrative Staffing Firm Bridgeport, Bridgeport Accounting Staffing Partner, Hiring Top Accounting Talent New Haven County, New Haven County Staffing Agencies, New Haven County Staffing Partner, Staffing Agencies in Bridgeport Posted in
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October 9th, 2015
Your employees work hard for your company. They give their absolute best, one hundred percent of the time, which challenges you to dig deep and give your best in return. Usually, this leads to an upward spiral; you draw inspiration from them and set a high bar for yourself, and they follow your example and do the same. Your customers reap the benefits, and your company grows and grows. But while your orders flow in and you observe this cycle of success, keep one important thing in mind: everything comes at a cost, and every employee has limits. Keep the cycle going by protecting your employees from burnout.
Pay attention.
Watch out for signs of stress. Ironically, the hardest working employees may also work hard to hide the signs of burnout and overload. A cheerful smile and a little extra makeup go a long way, but don’t be fooled. Keep an eye on the loaded plates of each individual employee, and before you assign new tasks, think about the projects they’re already dealing with. If you need to redistribute workloads, don’t wait for your employees to tell you so directly; they probably won’t.
Encourage the use of sick time.
Never encourage your employees to come to the office when they’re sick. This includes both physical and mental health issues, and when they feel anything from a cold to a case of generalized exhaustion, don’t just let them leave, send them home. Even subtle gestures and word choices can inadvertently encourage a culture of “heroism”, which can spread germs, low morale, and disengagement throughout the office.
Recognize different personalities and work styles.
Sometimes a case of burnout can be held at bay with fun activities that help your teams relax, socialize and de-stress. But think carefully. A mandatory weekend retreat in the mountains, a non-optional mini-golf tournament, or expecting every employee to show up at five for a sponsored happy hour at a local bar can actually make the problem worse, not better. Respect the needs of employees who recharge their batteries in their own way. Instead of group fun, consider surprising your teams by letting them leave early on a Friday. Tailor your program to your people and your specific culture.
Listen and respond.
In the meantime, keep your door and your ears open. Some employees may hide their stress, but others will let you know what they need. And when they do, you’ll be wise to listen. If they need better resources or extended deadlines, take action immediately and let them know they can count on you to help them do their jobs.
For more on how to work hard for your employees so they can keep working hard for you, reach out to the Westchester County staffing experts at Merritt.
Tags: Accounting Staffing Agency Westchester County, New Haven County Staffing Agencies, New Haven County Staffing Partner, Protecting Your Team From Burnout, Staffing Agencies in New Haven County, Westchester County Administrative Staffing Agency Posted in
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September 11th, 2015
When talented potential candidates research your organization online, what do they find? And how do these findings influence their decision to choose your company over the competition? As you launch your next candidate search, keep in mind that the selection process moves in two directions, and your best candidates will be scrutinizing you just as carefully as you scrutinize them. Keep these considerations in mind as you move forward.
Put yourself in your candidate’s shoes.
Place yourself in the position of your candidate and run your company’s name through a search engine like Google. Review the items that appear at the top of the list and try to interpret these items the way your ideal candidate might. Do these articles, blogs, social media sites and reviews make your company look interesting, hip, successful, and ethical? Do they make the company seem financially stable? Based on your first impression of the information you find, would you want to work here? Why or why not?
Know where top candidates are looking as they search for information.
Keep in mind that most savvy candidates don’t stop after a quick Google search. Sites like Glassdoor and Salary.com can provide more information about your company culture, what it’s like to work here, how former employees would describe the experience, and of course, how your salary offers line up with others in the marketplace. Keep in mind that your candidate will be seeking out unbiased sources of information that are not sponsored by the company, and your glossy brochure or slick website can’t compete with an unbiased source that provides conflicting information.
Flood the airwaves.
If you don’t like what you find, take action. Establish a social media presence for your organization if you don’t have one already, and make an effort to encourage positive information that can change your message and your reputation for the better. While you’re at it, get ready to defend or explain some of the details that are circulating in the world if your candidate decides to ask about them during the interview process. For example, if your candidate asks you for more information about a recent bankruptcy hearing, an ethical scandal, or a pending merger, don’t be caught off guard. Have your answer ready.
Be proactive.
Before your online reputation becomes a concern, make sure plenty of positive information is published an available. Encourage your current employees to praise the company on social media if they’re happy here. Offer incentives for positive Tweets and posts. You may even consider providing hiring bonuses and rewards for those who actively promote the company to potential employees among their social media connections.
For more on how to attract talented candidates and keep your reputation strong, contact the experienced staffing team at Merritt Staffing.
Tags: Accounting Staffing Firm in Norwalk, Administrative Staffing New Haven County, Boost Your Online Reputation, Bridgeport Staffing Agencies, New Haven County Staffing Agencies, Norwalk Staffing Partner, Staffing Firm in Bridgeport Posted in
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HR policy ULK Group of Companies
Human Resources Department of ULK Group of Companies
ULK Group of Companies Anisimova Anastasia Konstantinovna +7-921-499-10-33, [email protected]
Plesetsk LPH Ostrizhnyuk Victoria Alexandrovna +7-921-479-96-70, [email protected]
Ustyansk thermal power company Falaleeva Victoria Anatolievna05 + 7-90 921-414-44-82, 8-818-55-5-16-52, [email protected]
Bear Mikheevskaya Alexandra Vladimirovna +7-921-670-60-09, [email protected]
Development Corporation Ustyan Butorina Elena Anatolyevna +7-931-409-95-71, ok.ber@kry29. ru
Ustyany Publishing House Koshutina Anna Sergeenva +7-931-402-07-98, [email protected]
Today, 5290 people of various professions and specialties work at all enterprises of the Group.
The ULK Group provides its employees with a high level of wages – above the industry average in Russia. As a responsible employer, it provides all employees with safe, comfortable working conditions, social guarantees, and the opportunity for professional and career growth.
The company introduced a percentage bonus to the wages of employees for length of service. Free transportation of employees within the district, to the place of work and back was organized. Travel for non-resident employees is paid, free hostel is provided, free meals are organized.
For employees of the ULC, there is a provision on the allocation of material assistance for the birth of a child, awards and distinctions have been established. The enterprise organizes professional and sports competitions, corporate holidays for all employees.
Excellent living conditions have been created for loggers. Working in the forest on a rotational basis, operators live in mobile houses equipped with bedrooms, kitchens and locksmith rooms. The forest trailers have gas, electricity, TV and the necessary minimum of amenities.
The amount of wages directly depends on the results of work. The company guarantees the most transparent terms of payments when achieving performance indicators. The company has created conditions for professional growth and advanced training in the training center.
The company strives to raise the prestige of the lumberjack profession to the highest level, attracts the best personnel to the team. The Group is the organizer of the annual Russian Championship “Lumberjack of the XXI century”, which is attended by Russian teams of lumberjacks working on high-performance equipment.
Professional recognition and the level of prizes motivate employees to achieve ever higher performance indicators, make it attractive to work in the company for young and ambitious professionals.
Work in production
The timber industry complex is a modern high-tech production. The scale and ambition of the tasks facing the company requires the involvement of qualified employees who can work in a team and achieve their goals.
On the territory of the complex, the construction of a comfortable hostel for 232 people with free accommodation, a round-the-clock dining room with home cooking, and modern showers are equipped in each production workshop. Beautiful and comfortable overalls are issued free of charge. The bus of the complex delivers employees to the place of work and back to the district center.
The complex is an enterprise with a high culture of production. The organization has introduced an internship system that every new employee goes through before starting work. The ability to adapt to new working conditions allows the employee to understand the principles of teamwork, the requirements for quality and discipline.
Work in the thermal power industry
The heat and power company, which is part of the Group, belongs to the sphere of housing and communal services. The created production is not only high-tech, but also fully automated. The company is in demand for specialists with various work experience and professional level – from working with the end user of services (the public) to maintaining the most complex information systems.
Comfortable and modern workplaces for the company’s employees are located at the head office in the Oktyabrsky village and on the territory of the boiler house. The company has introduced a transparent system of labor motivation, which depends on the achieved indicators. This allows not only to increase the amount of wages, but also to develop professionally for all employees.
Personnel policy – INK
Personnel policy – INK
Working at INK is:
Stability
Decent earnings
Career prospects
Self-realization
Friendly team
Mutual understanding and support
Comfortable working conditions
High level of corporate culture
Join the team of professionals!
A close-knit team of professionals is the main asset of the INK group of companies, therefore, priority direction personnel policy INC is the introduction of the most modern methods of recruitment, training and development of personnel.
Personnel training and development
For the professional growth of employees, advanced training courses are provided, as well as the opportunity to receive higher or even second higher education in various educational institutions of the country, taking into account the production needs and the specifics of training. More than a third of the total number of INC employees annually take training, retraining and advanced training courses. In 2014, INC created a corporate training center that has a license for educational activities dated 06/03/2015 reg. No. 7825, according to which INK has the right to implement educational programs for vocational training, additional vocational education and additional education for children and adults: vocational training – “Slinger”, additional vocational education – “Ensuring environmental safety when working in the field of hazardous waste management” and additional education – “Fire-technical minimum”. INC also has Regulations on staff rotation, personnel reserve, young professionals, which allow creating a favorable environment for self-improvement of employees and career advancement.
Social responsibility
The INK group of companies cares about the material and social well-being of its staff, encourages employees to work long-term and conscientiously, ensuring their professional growth. The company has developed and operates a provision on guarantees and compensations. INC assumes increased obligations to fulfill the guarantees of labor rights and freedoms of citizens established by the state, to create favorable working conditions. INC has a system of material motivation for employees. All the necessary social infrastructure has been created at production facilities: comfortable hostels, canteens, baths, gyms, sports grounds, rest rooms. Specialists working on a rotational basis are provided with a full set of workwear, which, in turn, is purchased exclusively from certified manufacturers.
Each INK employee is insured against an accident at work, can receive medical services and spa treatment under voluntary medical insurance, and also undergo a full medical examination annually at the expense of the company.
Feedback
Improving the working conditions of personnel remains a priority in the personnel policy of INC. For this, feedback mechanisms are actively used. The management regularly travels to work sites in order to meet with employees on the ground, to listen to their wishes and suggestions. In addition, INC’s CEO hosts a personal meeting: employees can meet with senior management face-to-face, make a phone call or write a message. The staff is provided with ample opportunities to make a personal contribution to improving working conditions. The most interesting ideas are noted at the corporate competition “I suggest!” and are brought to life.
According to the results of research by Superjob (the largest recruitment portal in Europe) among more than 850 thousand companies, for six years in a row, the Irkutsk Oil Company has become one of the most attractive employers in terms of job seekers.
KAMAZ garbage truck driver
Municipal road vehicle driver
Leading specialist in geology
Metrology technician (INK-SERVIS)
Commissioning engineer (INK-SERVIS)
Lead Geology Specialist
Metrology Technician (INK-SERVICE)
Commissioning Engineer (INK-SERVICE)
All vacancies
September 28, 2022
Marina Sedykh became an honorary citizen of the Irkutsk region
26 September 26, 2022
In Ust-Kuta, the Center for Career INC
23, 2022
INC Stands at the Tyumen Oil and General Forum visited more than 5 thousand people
9 9000
September 21, 2022
Head of INC Yakov Ginzburg and chief engineer Ruslan Salikhov met with students of specialized specialties in Tyumen
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Job description for payroll accountant: duties, functions, requirements
chief accountant
6 minutes to read
10.2019″> October 14, 2019
Author:
Elena Zakirova
Payroll project manager 1C-WiseAdvice
Contents What is the peculiarity of the payroll section What the payroll accountant should know: basic requirements The functions of the payroll accountant Job responsibilities of the payroll accountant The rights of the payroll accountant Job description of the payroll accountant – sample 2019 Responsibility for errors in accounting
Payroll is a responsible area of accounting. Mistakes in accruals always lead to conflict situations and financial losses for the company. 1C-WiseAdvice experts share their professional secrets on how to select candidates and build an effective payroll system in a company using job descriptions.
For the mistakes of the accountant of the settlement group, his leaders are paying. Therefore, the calmness of the chief accountant and the director of the organization depends on the professionalism of the calculator.
Based on the experience of many companies, 1C-WiseAdvice specialists have seen that correct and timely payroll increases employee loyalty. Frequent miscalculations, on the contrary, can significantly reduce staff motivation.
The competencies and skills of a payroll accountant should be consistent with the profile of the company. For example, the principles for calculating the salaries of shift workers and employees of medical companies are different. And this means that a payroll accountant is required not only to have general knowledge, but also to understand the industry subtleties and nuances.
The quality of an accountant’s knowledge in the payroll area directly affects how an employee copes with job responsibilities. Decisions made by a specialist in his current activities should be based on legal and industry regulations.
The main list of professional knowledge of an accountant-calculator:
Understanding the legal requirements for payroll. It is necessary to understand the peculiarities of calculating the salaries of employees working in various modes, be able to work with sick leave, take into account industry-specific legislative and all the subtleties of settlements with personnel.
Knowledge of the mechanisms for the preparation of tax reporting related to wages, compliance with the deadlines for its submission.
Application of formulas, methods and methods for verifying the correctness of the calculation of wages.
Understanding the mechanisms of workflow, the rules for archiving and storing documents in this area of accounting.
Possession of information on how payroll transactions are reflected in the accounts of analytical and synthetic accounting.
This is the minimum amount of knowledge. An accountant-calculator must not only possess them, but also be able to put them into practice. A full-time accountant often combines several areas of work, so he simply has no time to comprehend any nuances of a separate specialization. So, the calculations are carried out in a primitive way.
In 1C-WiseAdvice, each employee has his own profile of activity. Our clients know that their salary is calculated by a professional who takes into account all the industry specifics of this process.
The functional responsibilities of the payroll accountant depend on how accounting is set up in the organization. Sometimes such a specialist has to combine several sections or personnel records. 1C-WiseAdvice experts, while conducting an audit of companies, noticed a simple pattern. Highly specialized workers have a significant advantage. The wider the functionality of an accountant, the greater the likelihood of error.
The required minimum skills that an accountant should have:
Work with primary accounting documentation (orders, timesheets, etc. ).
Reflection on the accounts of accounting operations for accounting wages.
Calculation of payments and deductions, calculation of taxes and contributions arising in the area associated with payroll.
Control of mutual settlements with personnel.
Preparation of tax reporting, monitoring compliance with deadlines and correct execution.
Collection and analysis of information data at the request of the company’s management.
Assisting other employees in obtaining information or reference information about their wages and other accruals and deductions.
The skills and competencies of a specialist are best fixed in the job description in the form of duties. This will help the employee understand what the employer expects from him. And the company’s management will always have the opportunity to assess the professional qualifications of an accountant.
The job description (JD) of the payroll accountant should describe in detail all the duties of the employee. Such a document avoids controversial issues and regulates the relationship between a specialist and an employer.
The duties of an accountant must include control of the primary documentation used in the calculation of wages, the reflection of these operations on accounting accounts. The employee must prepare certificates in the form of 2-NDFL, calculate social contributions, and generate reports. It would be useful to oblige the employee to improve their knowledge of labor legislation in the field of accrual and payment of benefits, the provision of benefits to certain categories of employees.
The specificity of this area of work is that the accountant has access to a large amount of personal data of employees. Therefore, it is necessary to include a clause on compliance with the legislation on the protection of personal data and confidential information in his job responsibilities.
There is always a section in the job description that is devoted to the rights of a specialist in charge of payroll. They are mainly related to obtaining information and improving existing business processes on the site.
For example, an employee has the right to receive inside information, including information that has the status of “trade secret”, if it is related to the solution of current tasks.
An accountant can make decisions within the limits of official authority, suggest ways to optimize work or increase the informatization of internal payroll reporting.
1C-WiseAdvice experts recommend annually reviewing the provisions of job descriptions. Accounting and labor legislation is very changeable. Functionality that was effective last year may change significantly next year.
Sample job description for a payroll accountant, relevant in 2019
It is important not only the competent content of the job description, but also its correct design. The organization must issue an order that puts the instruction into effect. One copy of the instruction is issued to the employee against signature, the second remains in the employee’s personal file.
The requirements of the legislation regularly make adjustments to the duties and scope of responsibility of specialists. The emergence of new special regimes, changes in wage conditions – all this often leads to errors or incorrect performance of duties by an employee. As a result – fines, penalties, inspections by regulatory authorities.
As a rule, in an organization, the responsibility of a full-time specialist is limited by labor legislation, and the owner of the business or the chief accountant has to bear the main monetary and reputational losses. In 1C-WiseAdvice, this problem is solved differently.
We fully compensate financial losses to outsourcing clients if they are caused by errors through our fault. It is possible to receive a payment even for those who have already ceased cooperation with us. The statute of limitations for reimbursement is 3 years from the date of submission of the last report.
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Personnel policy of NaftaGaz: personnel growth, salary increase and educational programs
Moscow, October 25 – Neftegaz. RU news agency. A clearly defined personnel policy, with defined goals and objectives, is one of the components of the effectiveness of any enterprise. It is aimed at identifying the potential of specialists, creating an organized workflow and, of course, increasing production indicators.
For industrial companies whose activities are mainly concentrated in hazardous facilities, a personnel management strategy is especially important. It must ensure a high level of responsibility of its employees, their qualifications, the creation of decent working conditions and much more.
Question of priorities
One of the largest independent oilfield service companies in Russia, NaftaGaz, divides the personnel management strategy into 7 major blocks:
personnel needs planning,
training and development,
complex system of motivation,
social support,
employee performance management,
corporate culture development,
organizational development.
Work is underway in accordance with these directions. If necessary, the strategy is updated and updated. For example, according to its latest version, in the next 2 years it is planned to focus on such items as working with young professionals, creating a personnel reserve, developing innovative areas in personnel management, social support programs and motivation systems.
Bigger and better
Despite certain crisis phenomena in the industry, NaftaGaz not only retained its staff, but also increased the number of employees. In 2021, the company actively increased its production staff, next year it is expected to grow by 20-25%. Such a big “plus” is associated primarily with the volume of contracts, which entailed significant investments in fixed assets and the creation of new jobs. At the same time, in order to optimize, it is planned to attract more local personnel – residents of the city of Noyabrsk, since it is there that the company conducts its main activities.
During 2021, as a result of market analysis, wages were increased for certain categories of employees, including for drivers and support staff. And since October 1, the indexation of wages has already affected all employees.
Learning is light
Now the company faces a huge layer of work in terms of cooperation with universities and attracting young professionals. The task is not as simple as it might seem at first glance. In its solution, one has to face a “wall” that grows from the requirements of the customer: the terms of reference often do not allow attracting young specialists, work experience is required.
“We have decided that we will incur additional costs and train young specialists mainly in production professions. You can constantly look for ready-made specialists on the market, but now our company has grown, has entered a new stage of development, and we are ready to actively work with young people,” says Dmitry Zakharov, NaftaGaz Deputy General Director for Human Resources.
At the first stage of the development of such cooperation, student practice will be carried out simply. For example, back in the summer of 2021, the Naftagaz-Drilling division entered into a tripartite agreement with the administration of Noyabrsk and the Noyabrsk College of Professional and Information Technologies. The main goal is to improve the quality of education and professional training of personnel.
“Already in November, we will start student practice and long-term cooperation. With the Noyabrsk College of Professional and Information Technologies, we are only planning an internship. But then we will also attract graduates to work with us. In addition, we plan to build such cooperation with the Tyumen Industrial University, Tomsk Polytechnic University, Ufa Technical University , – says Alexander Maksimov, Deputy HR Manager at Naftagaz-Burenia.
The company has always paid special attention to training. The result was the organization of the Naftagaz-Razvitie Training Center for employees of NG-Drilling and NG-Service and the receipt of a state license for educational activities this summer. Initially, the Center will implement corporate training programs. And then he will be able to engage in advanced training in a variety of areas:
drilling of oil and gas wells,
motor transport services,
tower building,
supervising,
labor protection,
industrial safety,
environmental safety,
fire-technical minimum,
first aid,
protective winter driving,
development of safe work skills for inexperienced workers.
At least 2,000 people a year will be trained at the Center. Groups are planned to be organized during the shift shift period. Such training lasts on average 2-3 days, at most a week, and ends with an exam. By the way, online training will also become available to employees in the near future.
“According to the requirements of the customer, we must train our craftsmen. This is an expensive task. To solve it, we are currently accrediting our Training Center through Western associations. Serious investments are needed, in particular, for the purchase of simulators that simulate drilling. I think that during 2022 we will implement the idea. We also plan to organize training in those programs for which a very small number of centers train in Russia. For example, in such a direction as winter extreme driving. Without such training, the customer does not let the worker into the fields. And there are very few providers who train in this area and are accredited by Gazprom Neft and Rosneft – about 10 in Russia” , – explains D. Zakharov.
By 2022-2023 the company plans to almost 100% cover its needs for staff training. “This will not work in several areas. For example, training welders. In this case, it is impossible to train their employees by their own training center. We need a controlling organization” , – notes A. Maksimov.
However, this will in no way prevent the expansion of a promising project, namely the entry of the NaftaGaz – Development Training Center into the foreign market and the training of third-party organizations. According to the strategy, this could also happen as early as 2023.
NaftaGaz’s experience once again proves that the company’s productive work largely depends on such criteria as the number of specialists, their qualifications and the motivation of team members. Without proper attention to them, the activity of the enterprise runs the risk of “crumble”. This means that a detailed elaboration of personnel policy, which is part of the overall development concept, is, without exaggeration, the key to success.
1C: Payroll and personnel management (full course)
Topic
Abstract
Acc.
1 Module – Theory of personnel records.
Normative regulation of labor relations.
Civil and Labor Codes of the Russian Federation as the basis of labor relations.
Overview of documents required for hiring employees.
Procedure for documenting labor relations.
Registration of a personal file.
Requirements for the execution and storage of personnel documents.
1
Introduction to the program. Interface.
Characteristics, purpose, functions. Program capabilities. Interface.
3
Internal local documents of the enterprise regulating labor relations
Collective labor agreement.
Regulation on remuneration and bonuses for employees.
Job descriptions.
Staffing .
Work schedules: Five days, Six days, Shift
Time sheets.
3
Personnel accounting theory
Legislative requirements when concluding an employment contract.
Features of concluding a civil law contract (GPC).
Similarities and differences between an employment contract and a GPC agreement.
Personnel documents for the admission, registration of the movement of employees, changes in salaries / tariffs.
Labor book – rules for maintaining, storing and issuing.
Overview of reasons for leaving employees:
optional,
for violation of labor discipline,
by agreement of the parties,
due to downsizing,
as a result of liquidation of the company.
Documentation of dismissal of employees.
Consequences of applying various grounds for dismissal of employees.
3
Salary payment
In cash (from the cash desk), through a bank (to personal accounts of employees). Deposition of wages.
1
Employers’ liability
Composition of supervisory bodies.
The procedure for conducting checks.
Responsibility for not concluding an employment contract.
Responsibility for late payment of wages.
1
TOTAL 1 MODULE
12
2 Module – Accounting for wages
Salary
Overview of wage systems :
Salary
Tariff
Piecework
Piece-rate premium
2
Basic employee benefits
Basic principles of payroll.
Composition of payments in favor of employees.
Basic accruals:
Salary/tariff
Award
District coefficient allowance
Northern allowance.
Regulatory regulation of surcharges for the Republic of Kazakhstan and SN
3
Additional charges
Overview of additional charges:
for harmfulness,
night,
party
overtime.
2
Payroll
Payroll for hours worked
Time sheets.
3
Personal income tax
Regulatory regulation of the calculation and payment of personal income tax
Personal income tax payers – legal entities, individual entrepreneurs and individuals.
Features of determining the tax base.
Non-taxable amounts.
The moment when the tax base appeared. Payment terms.
Personal income tax rates 13%, 15%, 30%, 35%. Personal income tax deductions:
standard,
social,
property,
professional.
Personal income tax accounting documents
Composition of reporting – 2-NDFL, 3-NDFL, 4-NDFL, 6-NDFL
Terms and methods of reporting.
Features of the calculation of personal income tax at a rate of 35%.
5
Accruals on average earnings
Payments for days spent on a business trip.
Payments for hours not worked:
Sick leave (due to illness and maternity leave)
Holiday pay (main and additional holidays)
Travel allowances
4
Insurance premiums and premiums from NS and PZ
Regulatory regulation of insurance premiums
Composition and structure of insurance premiums.
Base for calculating insurance premiums and non-taxable amounts.
Insurance premium rates and benefits.
Payment procedure and reporting deadlines.
Composition of reporting – 4-FSS, Calculation of insurance premiums
Contributions from accidents and occupational diseases: base, rates, risk groups, reporting.
5
Deductions from wages 9039one
Holds:
under writ of execution,
repayment of loans,
payment of shortage.
2
Wage payment
Procedure and terms of salary payment.
Regulatory regulation of the timing of payment of wages.
2
TOTAL 2 MODULE
28
3 Module – Formation of reporting on payments with payroll
Personal income tax reporting forms
Generating reports in the program:
2-personal income tax for employees
Help form 182-n
2-NDFL for reporting to the IFTS
6-NDFL
4
Insurance premium reporting forms
Generating reports in the program:
SZV-M
Calculation of insurance premiums
4-FSS
4
TOTAL 3 MODULE
8
Test
4
Total
52 acc. hours
Chief accountant’s salary
In this article, experts in the field of finance and personnel management explain what the salary level of the chief accountant is connected with and what will help to increase it.
How much does a chief accountant earn: conditions of vacancies on job sites
What do chief accountants get paid for: recruitment agency statistics
What affects the salary of the chief accountant: the experience of a financial expert
What is the reason for the increase in the salary of an accountant: the answer of the director of an accounting outsourcing company
Chief accountant salary: main components
On specialized forums, there are periodic complaints about the average salary of accountants, which does not correspond to the workload and the assigned responsibility. Particularly striking is the comment (author’s style retained):
“If an accountant is bad, then there is nothing to thank him for. If an accountant is too good, then they forget about him and it seems like he is not needed. They don’t call the tax office. The rest of the warehouses and the manager will be able to withdraw. The secretary will calculate the salary. And he’s a freeloader. If you cut it, you can add a salary to a manager with a secretary.
We decided to find out which chief accountants are appreciated and noticed by managers, for which they are ready to pay a high salary.
How much does a chief accountant earn: job conditions
If you study vacancies on hh.ru and group them by salary level, you get the following picture:
S/n
Company level
Experience as chief accountant
Required skills and knowledge
500–1000$
Manufacture or import and sale of highly specialized goods, eg furniture, tools.
Often looking for an accountant and chief accountant in one person
from 3 years old
economic education;
experience in programs 1C Accounting, ZUP, etc.;
knowledge of tax, accounting and labor legislation;
the ability to competently respond to the requirements of tax authorities, etc.;
efficiency.
1000–2000$
Chain stores, national corporations
from 5 years old
higher specialized education;
experience in the program 1C, ZUP, etc.;
experience and knowledge of tax and accounting;
knowledge of labor, personnel and tax legislation
successful experience of passing external audits;
the ability to work quickly with large amounts of information.
Above $2000
B2b services,
international corporations
from 7 years old
higher specialized education;
excellent knowledge of 1C programs, ZUP, etc.;
excellent knowledge of all taxation systems;
excellent knowledge of the legislation governing accounting;
the ability to analyze financial and economic activities, successful experience in cost optimization;
successful experience of passing tax and audit checks; experience of positive audit reports, experience of cameral and field audits of the tax inspectorate;
ability to multitask and work under tight deadlines;
team management experience;
analytical skills, systematic thinking, high level of responsibility, communication skills, initiative, flexibility;
exactingness, ability to delegate authority;
excellent understanding and experience in building all business processes in the accounting department;
availability of additional professional qualifications, professional certificates.
The following conclusions can be drawn from the data in the table.
1. The salary requirements for the chief accountant in the low and medium price range are almost identical. These are specialized skills and education. The difference in salary depends on the size of the company itself, which is looking for an employee.
There is another difference in the requested experience. But, most likely, if you show possession of relevant skills, then this item will not be decisive.
2. To qualify for a salary above the market average, in addition to mastering core skills to perfection, managerial competencies, understanding of business processes and a range of soft skills are required. As well as love for self-development in the profession, which is confirmed by additional professional qualifications and certificates.
The skills required for a chief accountant are described on the international site Glassdoor as follows:
a bachelor’s degree in accounting, finance, or a related discipline, or an equivalent combination of education, training, and experience;
2-5 years of experience in accounting/finance;
Intermediate or advanced knowledge and experience in Excel and other Microsoft Office applications;
strong analytical and problem solving skills;
experience with accounting software;
excellent interpersonal skills for effective company communication;
sound knowledge of accounting and reconciliation;
high attention to detail.
Salary level of the chief accountant according to data collected on the Glassdoor platform
What a chief accountant is paid for: recruitment agency statistics
We would divide the criteria that raise wages into two large groups: diplomas and experience.
Skills themselves, not confirmed by a diploma, have little effect on the level of salary. Accountants who want to get more, strive to document all their skills with some kind of diploma. If earlier it was important for employers to have a certificate of chief accountant, now they are looking more at an IFRS diploma and similar qualifications.
An accountant is a profession where you need to constantly develop: read specialized websites, follow the law. But if a specialist wants a salary increase, he goes to courses and gets a “crust”.
Knowledge of English can increase the salary, Intermediate level is enough. It is not only about the technical translation of documentation, but about the ability to speak a foreign language. According to our calculations, this gives an increase of up to 30% . We emphasize that knowledge of the language must be confirmed.
For example, at the moment the salary of a chief accountant in production is on average $1,700. And if this specialist is with knowledge of English, then the salary will increase to $ 2000-2400.
Now for the factors that have more to do with experience.
1. Initiative. Those specialists who are ready to take on more responsibility and close all sites are valued. Able to work with a large flow of information. This is usually an accountant in the singular in small or medium-sized companies, who, for example, calculate salaries and taxes, and prepare reports.
2. Experience in optimizing accounting processes. When an accountant can present specific cases and examples to simplify some functions, sections, reporting, unloading or 1C.
3. Management accounting skills . These specialists partly combine the functions of an accountant and a financial director, communicating with business owners and keeping records in accordance with IFRS. They see the realities of business, they can give an economic forecast.
Chief accountants also receive more in large companies where the accounting department is quite large. Then the applicant is expected to have relevant managerial experience and the ability to build the work of the department.
Additionally, let’s say that the salary of the chief accountant depends on the industry. More than others are received by specialists from oil and gas companies, financial institutions, and pharmaceutical firms. But employers are looking for specialists from the same industry and a company of similar size. And a radical transition is impossible. If an accountant wants to change direction, it will take a long time to move to another industry.
Dependence of the average salary of the chief accountant on the scope of the company, data from the KAUS-finance website
If the company in which the chief accountant works develops and grows, then salary growth is possible in the same place. But often, to increase income, you have to move to a new company. And those who conduct foreign economic activity, IFRS reporting, open new representative offices pay more.
According to our information, a chief accountant in a foreign company operating in Russia can claim a salary of about $4,200.
What affects the salary of a chief accountant: the experience of a financial expert
Galina Veryasova, an expert in tax and accounting law, 25 years of experience in finance, accounting and taxation
Let’s see what adds value to a chief accountant.
1. Diploma. Of course, those accountants who have diplomas, certificates confirming the relevance of knowledge in the field of accounting, tax and management accounting receive an advantage in interviews.
This is a profession that requires deep theoretical knowledge and a strong academic background, which is almost impossible to get on your own. Therefore, the diploma definitely has a positive effect on the amount of wages. And the higher the level of the university in which the accountant received knowledge, the more preferable this candidate will be in a situation of choice and, accordingly, his remuneration for work may be higher.
2. Experience. Of course, experience is very important. Today, however, employers have slightly changed the tactics of selecting candidates for financial positions. Many of them can turn a blind eye to the lack of professional experience of an accountant if he has a spark in his eyes and a desire to immerse himself in work.
Today, an ambitious chief accountant with burning eyes, fresh ideas and a desire for professional development is 2 times more likely to get a prestigious, well-paid job than a non-initiative conservative candidate, albeit with many years of experience.
3. Knowledge. The knowledge of the chief accountant is simply necessary, but they work only in conjunction with skills and abilities. Yes, they affect the level of wages, but to a lesser extent. University graduates with good knowledge are less likely to get high-paying jobs than accountants with practical skills.
At the same time, it is important to take into account that for an accountant – and especially for a chief accountant – refresher courses are extremely important. The legislation is constantly changing from rates and reporting forms to the emergence of new forms of doing business. Ideally, for the chief accountant to take such courses quarterly.
As for international certification, for example, an ACCA diploma, especially coupled with knowledge of a foreign language, is a self-sufficient basis for hiring a candidate for a job in a large company, where he can count on a salary that is an order of magnitude higher than a good salary in the industry.
4. Skills. Professional skills and abilities clearly affect the level of remuneration of an accountant, especially when it comes to skills in narrow areas of activity.
For example, the ability to keep accounting records in NCOs, in the banking sector, in companies that have gone public. Here is a completely different level of income. But here not only professional skills influence, but also non-professional ones: communication, managerial skills, the ability to work with a large amount of information, experience in major audit and tax audits, decision-making, control over changes in legislation, etc.
5. Achievements. In the realities of our time, achievements are also an important component of a successful accountant. Implemented projects, passing field tax audits, accounting automation, working with foreign companies, entering the international market, reviews of former employers – all these are not just beautiful words in a resume, but an accountant’s fully justified claim for a higher level of remuneration.
To summarize: if you, as an accountant, want career growth and salary increases, then your goal is continuous professional growth: Advanced training, development of narrow niche skills, quick adaptability to innovations in the automation market and in the legislative sphere, the ability to analyze the market and identify its needs, as well as the manifestation of communication, management skills, initiative and interest in one’s business.
What is the reason for the increase in the salary of an accountant: the answer of the director of the company for outsourcing accounting services0003
The chief accountant is the right hand of the director, and he has access to the full cycle of the company’s cash flow. This is an employee who can be one of the first to see a decrease in the company’s profitability and suggest methods to improve them. Therefore, the salary of the chief accountant is commensurate with his tasks and responsibilities.
The presence of a diploma does not always indicate the presence of knowledge. The level of the university is not as important as the baggage of knowledge and experience, responsibility and desire to work. Now, to become a good accountant, it is enough to have a certificate (certificate) of course completion, to be responsible and organized, to have a desire to work hard. “Crust” indicates the presence of special knowledge, for which, in fact, you are hired. But if you plan to become a chief accountant, then a diploma from a higher educational institution should be.
One of the key factors that increases your value in the labor market is work experience. And to count on the fact that, having received a diploma or certificate in your hands, you can ask for a salary above the average, it will not be logical and not right. You need to understand: the higher the salary, the higher the level of responsibility – and not every manager will risk his business by hiring an accountant without work experience.
To become a highly paid accountant, everyone must go through a “survival school”: brush their eyes and memory to automatism and grow themselves and their name “from scratch”, work hard and improve their knowledge by constantly learning.
We live in a dynamic world and it is impossible to work only on the knowledge that was laid in the university. You need to keep abreast of all the changes, attend thematic conferences, listen to webinars, read thematic media and apply innovations in your work.
An accountant with a desire to occupy a managerial position with a high salary must also have knowledge of international standards. To do this, you need to take the appropriate course. For example, ACCA DipIFR or CAP/CIPA. In the modern world, these international certificates are indispensable if a specialist is interested in the growth and prosperity of the enterprise, professional advancement and promotion. The presence of such a certificate confirms that you are able to work hard and hard, that you are a highly educated, purposeful, disciplined person with considerable knowledge, not only of national standards, but also of international ones.
In addition to all of the above, the value of any specialist increases when he responsibly treats his duties, shows initiative, and is not afraid to take responsibility for his words and actions. The labor market will always value “far-sighted” people who are interested in business development, and not just in the execution of their job description.
Salary of the chief accountant: main components
Here are the main factors affecting the level of remuneration of the chief accountant:
regular professional development;
international certifications;
knowledge of a foreign language;
managerial experience and analytical skills;
soft skills: time management, delegation, communication, flexibility, willingness to take responsibility.
Curtiscare Child Development Program | CARSON CA INFANT CENTER
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About the Provider
Description: CurtisCARE Is licensed by the State of California(198013662) and vendored by South Central Los Angeles Regional Center to serve infants and toddlers with developmental disabilities. The facility is located in Downey California and represents a diverse cultural, linguistic and ethnic environment. Two sessions are operated Monday-Friday 9am-12pm and 12:30-3:30pm.
The center-base nursery school program (HX0376) is designed to meet the developmental needs of children eighteen months to three years of age under the California Early Start Program guidelines. Families can schedule a visit or be referred to CurtisCARE by local Regional Centers, family practitioners and community organizations.
Program and Licensing Details
License Number:
198016591
Capacity:
12
Enrolled in Subsidized Child Care Program:
No
Type of Care:
DAY CARE CENTER; INFANT CENTER;
District Office:
L. A. EAST REGIONAL OFFICE
District Office Phone:
(323) 981-3350 (Note: This is not the facility phone number.)
Location Map
Inspection/Report History
Where possible, ChildcareCenter provides inspection reports as a service to families. This information is deemed reliable,
but is not guaranteed. We encourage families to contact the daycare provider directly with any questions or concerns,
as the provider may have already addressed some or all issues. Reports can also be verified with your local daycare licensing office.
Type
Inspection Dates
Reports/Citations
Inspection
2020-02-27
FACILITY EVALUATION REPORT
Inspection
2018-11-07
FACILITY EVALUATION REPORT
Other
2018-02-14
FACILITY EVALUATION REPORT
Inspection
2017-08-29
FACILITY EVALUATION REPORT
Summary
02/27/2020, 11/07/2018, 08/29/2017
No Citation
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Curtiscare 20920 Chico St, Carson, CA 90746
Accepted Insurance
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Specialties
Curtiscare has not yet specified any specialties.
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Services/Products
Mental Health Services
Neighborhood
Carson
AKA
Curtis Care
Other Links
http://curtiscare.com
https://curtiscare.com
Category
Mental Health Clinics & Information
Other Information
Services: Mental Health Services
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Details
Phone: (310) 604-4404
Address: 20920 Chico St, Carson, CA 90746
Website: http://curtiscare.com
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Direction
246
San Pedro – Point Fermin
VIEW
2
2 Avalon – Central to Csudh
VIEW
4
4 West Carson St to Del Amo Station
VIEW
1
1 West Del Amo Blvd to Del Amo Station
VIEW
205
PCH – Vermont
VIEW
Questions & Answers
What are the closest stations to Curtiscare?
The closest stations to Curtiscare are:
Avalon / 213th is 441 yards away, 6 min walk.
Avalon & 213th SW is 442 yards away, 6 min walk.
Carson & Civic Center NW is 447 yards away, 6 min walk.
Del Amo / Tillman is 938 yards away, 12 min walk.
More details
Which Bus lines stop near Curtiscare?
These Bus lines stop near Curtiscare: 1, 2, 205, 246, 3.
More details
How far is the bus stop from Curtiscare in Carson?
The nearest bus stop to Curtiscare in Carson is a 6 min walk away.
More details
What’s the nearest bus stop to Curtiscare in Carson?
Avalon / 213th, Avalon & 213th SW and Carson & Civic Center NW are the nearest bus stops to Curtiscare in Carson.
More details
What time is the first Bus to Curtiscare in Carson?
The 246 is the first Bus that goes to Curtiscare in Carson. It stops nearby at 3:34 AM.
More details
What time is the last Bus to Curtiscare in Carson?
The 246 is the last Bus that goes to Curtiscare in Carson. It stops nearby at 2:49 AM.
More details
How much is the undefined fare to Curtiscare?
The undefined fare to Curtiscare costs about $1.75.
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Curtis Care Management · Curtis, Linda · 110 Long Pond Rd, Rhinebeck, NY 12572-3216, USA
Address: 110 Long Pond Rd, Rhinebeck, NY 12572-3216, USA
Curtis Care Management (SAM# VY7ZRN5K7Rh4) is an entity registered with U.S. General Services Administration (GSA), System for Award Management (SAM). The registration date is May 27, 2020.
Overview
Curtis Care Management is an entity registered with the U.S. General Services Administration (GSA), System for Award Management (SAM). The corporation number is #VY7ZRN5K7Rh4. The business address is 110 Long Pond Rd, Rhinebeck, NY 12572-3216, USA. The point of contact name is Linda A Curtis.
Entity Information
SAM ID
VY7ZRN5K7Rh4 Unique Entity ID by SAM
CAGE Code
8LTX9 Commercial and Government Entity (CAGE) Code by NATO Codification System
Legal Name
CURTIS, LINDA
DBA Name
CURTIS CARE MANAGEMENT
Company Division
CURTIS CARE MANAGEMENT
Physical Address
110 Long Pond Rd Rhinebeck NY 12572-3216 USA
Mailing Address
110 Long Pond Road Rhinebeck NY 12572 USA
Congressional District
19
Corporate URL
https://www. curtiscaremanagement.com
Entity Structure
2J – Sole Proprietorship
Incorporation State
NY
Business Type
27 – Self Certified Small Disadvantaged Business 2X – For Profit Organization 8W – Woman Owned Small Business A2 – Woman Owned Business
Primary NAICS
624120 – Services for the Elderly and Persons with Disabilities
NAICS Code
621330 – Offices of Mental Health Practitioners (except Physicians) 624120 – Services for the Elderly and Persons with Disabilities 624190 – Other Individual and Family Services North American Industry Classification System (NAICS)
PSC Code
G005 – Social- Geriatric (Social Services) G099 – Social- Other (Social Services) R499 – Support- Professional: Other (Management Advisory Services) Product and Service Code (PSC)
Registration Date
May 27, 2020
Expiration Date
April 24, 2022
Update Date
April 24, 2022
Activation Date
April 26, 2021
Business Start Date
September 27, 2016
Fiscal Year End Date
1231
Record Status
Expired
Registration Purpose
Z2 – All Awards
Credit Card Usage
Y
Debt Subject to Offset
N
Disaster Response Registry
County – NY027 County – NY039 County – NY111 Metropolitan Service Area – 0160 State – NY
EVS Source
D&B Entity Validation Service
Points of Contacts (POC)
Electronic Business POC
Title
OWNER
Officer Name
LINDA A CURTIS
Address
110 Long Pond Road Rhinebeck NY 12572 USA
Government Business POC
Title
OWNER
Officer Name
LINDA A CURTIS
Address
110 Long Pond Rhinebeck NY 12572 USA
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CURTIS CARE SOCIAL WORK, LMSW, PLLC · 110 Long Pond Road, Rhinebeck, Ny 12572
Address: 110 Long Pond Road, Rhinebeck, Ny 12572
CURTIS CARE SOCIAL WORK, LMSW, PLLC (DOS ID 6523173) is a corporation registered with New York State Department of State (NYSDOS). The initial filling date is June 28, 2022.
44 West Market Street, P.o. Box 151, Rhinebeck, Ny 12572
2022-06-06
PV APARTMENTS, LLC
584 Ackert Hook Road, Rhinebeck, Ny 12572
2022-06-03
BUCKY’S AG & TRUCK INC.
187 East Market St, Ste 202, Rhinebeck, Ny 12572
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STONEY CLOVE CREEK LLC
329 Wurtemburg Rd, Rhinebeck, Ny 12572
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6 CHESTNUT RB LLC
19 Chestnut Street, Rhinebeck, Ny 12572
2022-05-27
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linda anne curtis, member
110 Long Pond Road, Rhinebeck, Ny 12572
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A courtesan is not just a girl or a woman of easy virtue. Unlike a prostitute, she, as a rule, was the mistress and kept woman of a nobleman, famous poet or politician. But she could easily spin several novels at once. Sometimes courtesans turned out to be real spies. Of the thousands of courtesans who have lived for several centuries in Europe, “Amateur” has chosen for you the 5 most famous.
Diane de Poitiers (1499 – 1566)
Diane de Poitiers – the most influential courtesan of the Middle Ages
The most influential courtesan of the Middle Ages became the mistress of Henry II of France, despite the difference in age – she was 20 years older than the monarch. When he took the throne, she actually turned into an unofficial queen, eclipsing his lawful wife Catherine de Medici. Diana remained a faithful friend and adviser to the king until his death at the tournament. After that, she was demanded to leave the yard.
Tullia d’Aragona (1510 -1556)
Tullia d’Aragona’s mother was also a courtesan
Her mother was also a courtesan, and Tullia herself was called a child prodigy. The girl did not meet the beauty standards of that time. Thin and tall, narrow lips, a hooked nose – an atypical appearance did not prevent her from winning the hearts of men. She had other tools of seduction in her arsenal: refined manners, a pleasant voice, and, of course, intelligence. Tullia d’Aragona moved around her native Italy all her life. Her literary gift allowed her to go down in history not just as a mistress, from whom her fans went crazy, but also as a famous writer of the Renaissance.
Veronica Franco (1546 – 1591)
The courtesan Veronica Franco was a member of the most prestigious literary circles
For many of her admirers, being in the company of the Venetian courtesan Veronica Franco was more important and more pleasant than sharing a bed with her. A philosopher and poet, she was a member of the most prestigious literary circles in the city, communicated with the great thinkers of her time, played the lute. In addition, she lived in wealth. I almost fell under the court of the Inquisition. Proceedings were avoided not without the intervention of her longtime patron Domenico Venier. The tarnished reputation and the death of her old friend played their part. Interest in Veronica Franco began to fade. She died in poverty.
Marquise de Pompadour (1721 – 1764)
Marquise de Pompadour conquered French secular society at the age of 20
The father of Jeanne Antoinette Poisson was a financier, but went bankrupt and left his family. It is difficult to say how the fate of the girl would have developed if it were not for her foster father, who gave her an excellent education. Thanks to her natural beauty and intelligence, at the age of more than 20, she conquered the secular society of France, but most importantly, the king himself. Louis XV made Jeanne Antoinette his official favorite, giving her the Pompadour estate and “thanking” her lawful spouse, who was given a profitable place. The marquise quickly delved into all state affairs, surrounded the ruler with people devoted to her, and even when the king found a younger replacement for her, she continued to influence the country’s domestic policy.
Mata Hari (1876 – 1917)
Mata Hari – the highest paid courtesan of the early 20th century
Mata Hari is the highest paid courtesan of the early 20th century. In her work book, she could have written “performer of oriental dances.” Contemporaries and viewers might call her the most famous stripper of her time, and historians might call her the most famous spy. Her real name is Margaret Gertrude Zelle, and her pseudonym means “sun”. She was born and raised in Holland, married an officer, with whom she went to Indonesia. Having absorbed Eastern culture, the future star divorced her husband and returned to her homeland, from where she began to conquer Europe, taking advantage of the growing interest in everything Eastern. The espionage activities she engaged in during the First World War killed her. Becoming a double agent of the German and French special services, she was eventually identified and shot.
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Courtesan, reviews, schedule and tickets for the performance, production Moscow Operetta Theater, Moscow – Afisha-Teatry
The 16th century, the wonderful world of Venice of the Doge era. The passionate love story of one of the most famous courtesans, Veronica Franco, and the heir to a noble noble family, Marco Venier. Love that can go through wars, plague, inquisition trials, betrayal and remain the most sincere and main feeling in the lives of heroes. The performance intertwines historical events and romantic adventures, and the music recreates the image of beautiful Venice, with its canals and palaces, the image of a city filled with enchanting melodies, sunlight and human passions.
The best reviews about the play “Courtesan”
4
alla shestakovskaya
1 review, 1 rating, rating 0
9Bravo to the artists! Bravo MAESTRO!
Liked it! The music of our Soviet composers cannot but be liked, and Alexander Zhurbin is a maestro, the one who still continues to bring Art to the masses !!! The production was “for an amateur”, but the performer of the main character Veronica Franko was irresistible and, if the other performers of the action, having performed their arias, having performed very worthily, stepped aside, then Natalya Bystrova continued her parts with her fiancé, and with the banker, and with her cousin. All the characters were good, but the whole performance was “dragged” by the main character! Having taken your evening watching the musical, you will not waste time in vain. I want to especially thank the orchestra conducted by conductor Arif Dadashev, they were all equal participants in the performance, my eyes ran wide, whether to look at the stage or look at the conductor, how magnificent he was – expression, energy! And the clarinetist, against the conductor, was not inferior to any of the actors in the performance! Thanks to everyone who gave a good evening and a great mood! BRAVO!!!
February 22, 2021
Elizaveta Efremova
192 reviews, 193 estimates, rating 17
Very good performance
The performance was arrested for beauty
9,0003
The new theater season I opened the operetta at the Moscow Theater “Kartesanka “. Yes: if anyone suddenly doesn’t know, then at the Operetta Theater you can watch and listen not only to classical operettas, but also to performances staged in a more modern and fashionable musical genre. What is the fundamental difference between an operetta and a musical, I, perhaps, cannot clearly explain, but intuitively I feel this difference. To make a good musical, first of all, it must have a suitable story at its core. We need a play written in rich language and with good humor, with a fascinating plot, vivid images and interesting events. It’s good if the action takes place in a famous romantic place. Playwrights Vladislav Starchevsky and Sergei Plotov wrote just such a play, it contains Venice, love, parting, betrayal, revenge, and newfound love. Then you need good music. Actually, the composer Alexander Zhurbin only knows how to write good music, so you don’t have to worry about this point. Next, the director gets down to business. Alina Chevik, director of the musical, knows how to put on very spectacular, beautiful, interesting performances. “The Courtesan” is the third production of her that I saw and this work is as good as the previous two. I, like every ordinary spectator, like it when everything looks beautiful on the stage. And the stage designer Sergei Novikov truly surprised us by building a little Venice for us. Gondolas even floated across the stage. And indeed – what is Venice without gondolas. And the costumes created by Victoria Sevryukova were truly magnificent. I think a real Venetian carnival smokes nervously in the corner. And if it’s a carnival, it means dances and dances. The choreographer Irina Korneeva is responsible for them. In my opinion, the very soul of Venice is revealed in her bright, inventive choreography. And then it’s up to the actors. God! What wonderful actors in the Operetta Theater. All. From soloists to corps de ballet. And from the choir to the soloists. Julia Goncharova. The role of the poetess and courtesan Veronica Franco suits her very well. To the face, to the figure, to the voice, to the plasticity. You believe her every moment, every minute, at every turn of the plot. And what a beauty! Don’t take your eyes off. It is not surprising that all the men of Venice are stacked in rows at her slender legs. And the first among them is a young noble Venetian Marco Venier – Maxim Katyrev. Appearance, become, voice – it seems that this actor simply has no flaws, everything he does on stage is close to perfection. Surely the entire female part of the auditorium with bated breath watched the fate of his hero, envying the beautiful Veronica in her heart, whom such a man fell in love with. And for the audience to be interested, the action of the performance is rapidly unwinding like a compressed spring, forcing the audience to get excited. We, along with the heroes, are either raised on a wave of joy, or thrown into the abyss of misfortune. But, thank God, everything ends with a happy ending, a holiday, a carnival, love. And the audience leaves the theater in an upbeat and joyful mood, having received a charge of optimism, which is so necessary in our difficult time.
September 3, 2022
Anastasia Loiko
26 reviews, 26 assessments, rating 0
10 Heading musical
“Curtain” Operetta Theater
while the children are busy, I will tell you about the interesting musical for adults.
Music by Alexander Zhurbin, stage director Alina Chevik. This play about the love of Veronica Franco and Marco Venier is based on the story of real characters from the 16th century.
Veronica Franco (Yulia Goncharova) – a girl from a poor family who fell in love with a rich young man of noble family. Marriage was impossible, and the young maiden made a difficult decision. In a few years she became a “pious courtesan”, a friend of high-ranking people, brilliant and educated. In addition, she managed to become a famous poetess and the most famous woman of the Renaissance. In the performance, she is assigned the role of the savior of all Venice, however, she will be charged with the inquisition … The role is performed excellently, an amazing transformation from a modest girl into a seductive seductress. Here and beauty, and voice, and outfits, and performance.
Her lover Marco Venier (Maxim Katyrev) is a senator of Venice. The nobility of the family and social duty did not allow him to marry the woman he loved. He listened to his parents, but he could not find family happiness. This wonderful man (practically a prince), with a wonderful voice, shows us such suffering that the viewer has no doubts about the correctness of his decision – to have a relationship on the side with the famous courtesan.
At that time, women were only an attachment to their husbands, they lived in their shadow, and they got married more often by calculation. They were closed even to the city libraries. At the same time, Venice was the capital of Love, famous for its courtesans, who, on the contrary, could afford anything: study, sing and dance, print books, earn money and be independent. And the hostages of the “system” were not only girls, but also men. An interesting topic for discussion, don’t you think?
The performance is bright, colorful and captivating. The atmosphere of ancient Venice with floating gondolas and vociferous gondoliers. Incendiary dances, with Italian choreography and magnificent costumes, flickering in the spotlight. We will complement the incredible beauty with the voices of the performers and a live orchestra right in front of you. A real fairy tale with a happy ending.
September 1, 2022
Olga Eliseeva
9 reviews, 10 ratings, rating 00003
10Sexy, strong, goosebumps!
It was my first time in the Moscow Operetta Theatre. Large hall, carved tiers, amazing chandelier, live music. I would like to share my opinion about the musical Courtesan. From the very first notes, from the first “pas”, from the moment when the curtain was raised, it is impossible not to fall in love. VENICE of the 16th century appears before the viewer. A city on the water, gondolas floating along the canals. Here I want to ask the decorators “HAAAK ?!” Thanks to the effect of smoke, and the built-in mechanisms (are they?), the gondolas really floated. The visual is unique. The sets are arranged in such a way that they rotate through 360° to represent different scenes. The costumes impress with their details. Finishing, fabrics, sequins: the costumes on each hero looked special. The scenography is impeccable. The choreography for me was revealed in the scene showing the courtesans to the king of France. This is a special BODY MAGIC. It’s sexy, playful and strong. But half the success of a musical is MUSIC! What about her? Firstly, live music in itself is capable of touching the most hidden strings of the soul, and in combination with strong vocals, it turns out like this, to goosebumps, to shiver. By the way, ABOUT THE VOCAL. We were lucky with the team. Yulia Goncharova, who played the ROLE of VERONICA FRANCO, has a velvety voice. So tender in the first act, she transforms into a femme fatale in the second. I love these metamorphoses. Just believe me: at the end of the musical, I was DYING with her. So convey on stage all the love and pain! And standing on the edge, stay true to yourself. At some point, I resigned myself to the fact that this was the end. I believed in what was happening so much that I let tears roll down my cheeks. The part of the protagonist, MARCO VENER, went to Maxim Katyrev. At first, he captivated all the girls in the hall with his charisma, charm, strength. He was hated and idolized. He was different. But the hero revealed himself only at the end, exposing his soul. Beautiful, strong, noble. His stage father, Yuri Vedeneev, is simply a masterpiece! People’s Artist of the RSFSR. His final “I stood up” made the whole hall applaud. WHAT IS THE MUSICAL ABOUT? About love! About the passionate love of one of the most famous courtesans, Veronica Franco, and the heir to a noble noble family, Marco Venier. Love that is able to go through the plague, the courts of the Inquisition, betrayal and remain the most sincere and main feeling in the lives of heroes.
April 28, 2022
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Costume as an artistic image.
The film “The Honest Courtesan” I won’t say that I liked the film itself, but even in the credits I read that the costume designer is Gabriella Pescucci, which means that at least the pleasure of the costumes is guaranteed to me. And so it happened, and Gabriella also made me think about the topic: “what is the talented stylization of the era.”
Pescucci is one of the most sought-after and famous Hollywood costume designers, I have written about her more than once. Gabriella, like all Italian costume designers known to me (and she is Italian by birth and educated in Italy), is distinguished by her excellent knowledge of costume history and virtuoso work with textures. I already admired this talent of hers in my little post – the announcement about the series “Borgia”.
promotional photo for the series “Borgia”
If the director wants it, then Pescucci can make costumes that are indistinguishable from the original, you can see this by watching the film “The Age of Innocence” by Martin Scorsese. For this amazing work, the artist was awarded an Oscar.
costumes from the movie “The Age of Innocence”
The movie “The Honest Courtesan” is not authentic. Weakly correspond to the era of hairstyles, faces, plasticity of actors. Including costumes. Obviously, this was precisely the task set for the filmmakers: to tell the story in a language accessible to contemporaries.
frame from the film “The Honest Courtesan”
Nevertheless, all this stylization does not go into the eyes, does not irritate or strain. If you are not a specialist in the field of Italian Renaissance costume, then you will not even notice the substitution. Recall other films where the desire to “modernize” made the film flat. Why didn’t this happen with The Honest Courtesan? Because everything here is done with talent and taste.
frame from the film “The Honest Courtesan”
Let’s talk about the costumes of the main character.
A lot of information has come down to us, what the famous Venetian courtesans of the “upper class” looked like, who were called “honest courtesans” or cortigiane oneste . The end of the 16th century left us a legacy of a huge number of paintings, among which are portraits of noble ladies and those same courtesans.
Portrait of a woman with lapdog, 1570s, Veronese. Note the very low neckline at the bodice.
This is how the “honest courtesans” were depicted:
Domenico Robusti, c 1590s Portrait of a Courtesan Venice. The action of the film begins in 1583, which means that this is how his heroine Veronica Franco could dress.
And here is a portrait of the real Veronica Franco, you can read about her on Wikipedia http://ru.wikipedia.org/wiki/Franco,_Veronica
Veronica Franco. Portrait by Tintoretto (?), ca. 1575
Renaissance Venetians dressed differently from other Italian cities. Once Venice was the main city of the Venetian Republic, which for a long time was under the control of Byzantium, a port on the Adriatic Sea, through which trade routes to the eastern countries passed. Fernand Braudel wrote: “this is how Venice grew because it was fed by the markets, the weakening Byzantium, on which it imposed its services … After the neutralization of Genoa in 1381, Venice becomes the mistress of trade in the East, that is, the international trade of that era.”
still from the film “The Honest Courtesan”
From here, amazing architecture and amazing fabrics (luxurious patterned velvets, brocade, embroidered with stones and pearls) in the design of which one can clearly feel the oriental or Byzantine influence.
Domenico Robusti Tintoretto Portrait of a Lady in White Private Collection ca. 1580
Women’s dresses of the late 16th century were heavy and static. Despite the fact that the Venetian women did not follow the Spanish fashion and did not wear tight corsets and metal hoops under the skirts, all the same, in their costume there was a bodice stretched over the Venetian metal corse and puffy skirts to the floor. The bodice did not repeat the shape of the body, but created an artificial case for it. Because of this, the ladies seemed larger than they really were. (Source: M.N. Mertsalova “Costume of different times and peoples. Vol. 1 ) of Fine Arts
Steel corset, from the second part of the 16th century Museo Stibbert, Florence (http://aneafiles.webs.com/renaissancegallery/stays.html). It does not perfectly match the Venetian fashion of the late 16th century, but the essence of the metal corse is just that.
This design was covered with fabric and worn over an undershirt.
Paolo Caliari Veronese. Portrait of a Woman Holding Gloves. National Gallery of Ireland, Dublin ca. 1560
I have already drawn your attention to the fact that the bodice of the late 16th century had a very low neckline. Something white, airy with a collar – this is the top of the undershirt. As a rule, it and the cuffs of the dress were trimmed with unique Venetian lace.
Francesco Montemezzano. Portrait of a Venetian Lady. Gemäldegalerie Alte Meister, Dresden, Germany ca. 1600
frame from the film “The Honest Courtesan”
But there was no peplum. Perhaps her appearance on the dresses in the film is dictated by the inconvenience of the long angle of the corset. And the undershirt was always there, but it would also interfere with the artistic solution of the costume.
Venetian women were very fond of shoes Zoccoli (from the Italian word Zocco , meaning a stump or wooden block), which increased their height and made their figures even more monumental.
Velvet, wood and leather pianelle with gilded silver braid and bobbin lace, Venice, Italy, about 1600. (http://www.vam.ac.uk/content/articles/r/clothing-and- jewelery/)
Courtesans went even further (or higher) – their coturnes (English version Chopine ) had a high platform, sometimes reaching up to 70 cm in height, in which it was often impossible to move independently.
Venetian Woodcut showing a courtesan.
These undated chopines were worn by women in the 16th century according to artwork of the time.
frame from the movie “The Honest Courtesan”
frame from the movie “The Honest Courtesan”
If everything in the film were reproduced authentically, we would lose active action, because the main character in such dresses would not be able to run, ride a horse, or fence. And it would not have been possible to reveal the character of the heroine – a living, active, intelligent, passionate, courageous woman.
still from the movie “The Honest Courtesan”
This costume from the movie is based on the original clothes of the courtesans of that time:
Venetian Woman with Moveable Skirt, late 16th century Italian school engraving
In addition, Pescucci needed to show her transformation from a simple townswoman into an expensive prostitute in the heroine’s costume.
At the beginning of the film, we see Veronica wearing chaste dresses, almost closed to the neck, made of simple fabrics with uncomplicated trimmings.
a frame from the film “The Honest Courtesan”
Then there are frank dresses made of silk, embroidered with gold thread, pearls and precious stones.
still from the film “The Honest Courtesan”
At the end of the film, the rough fabric and the blind cut of the dress make clear the difficult situation of the heroine.
still from the film “The Honest Courtesan”
Through light fabrics, more often, delicate, pastel colors, Gabriella Pescucci showed us the fragility and grace of Veronica. Fluttering light, long sleeves give it airiness and ephemerality.
frame from the film “An Honest Courtesan”
These textures look especially impressive next to the rough, heavy textures of men’s suits, usually in dark shades. The heroine looks like a delicate one-day butterfly, a dragonfly with iridescent wings, flying into the darkness of a damp palazzo.
a shot from the film “The Honest Courtesan”
The conventionality and figurativeness of the costumes look artistically perfect due to Pescucci’s “crown technique” – a combination of a large number of different finishes and complex color nuances in one dress. Therefore, the costumes look voluminous and lively, and not a flat remake, as in the films “The Other Boleyn Girl” and “The Tudors”. To justify other costume designers, I will say that such talent is not given to everyone. Most often, it is Italian designers who distinguish themselves by this, apparently due to the fact that before their eyes there are always examples worthy of imitation: beautiful textures of medieval cities and Renaissance frescoes and paintings.
Full or partial quoting of my blog articles is allowed only if there is a link to http://la-gatta-ciara. livejournal.com/
Links:
download movie http://rutracker.org/forum/viewtopic .php?t=3171923
portraits of 16th century Venetian women http://starlightmasquerade.com/PortraitGallery/Closed-Bodice-Venetian/invenetianclosedbodice.htm
Beautiful Otero: how a Parisian courtesan drove the whole of Europe crazy age and vagrancy. Such stories rarely have a happy ending, but Otero was able to break out of the vicious circle and become one of the most famous and wealthy women in France.
Augustina de Carmen Otero Iglesias was born on November 4, 1868 in the province of Pontevedra in Spain. Her mother, Carmen Otero Iglesias, raised her daughter and four more children born from different fathers, alone – for the sake of livelihood, the woman traded herself, rarely was at home, and therefore the children were completely left to their own devices. Karolina, as she called herself, actually grew up on the street, spending days on end with local petty hooligans and begging in garbage cans for clothes and leftovers.
At the age of ten, a girl was raped and severely beaten by one of the inhabitants of her small town – her life was saved by two women passing by, who frightened off the criminal with their screams. The investigation into the case came to a standstill, the culprit was never found, and Carolina restored her physical and mental health for a long time. This terrible event completely changed her life – after recovery, the girl promised herself that at any cost she would achieve a better life for herself. And, I must say, her purposefulness could only be envied.
At the age of 14, Carolina Otero ran away from her hated home and went to Lisbon with her friends and a young man named Paco. There, the girl was engaged in prostitution and performed on the stages of small music bars – she was a talented dancer, and soon the local public began to consider her a real star. But Carolina had much more ambitious plans for her future and a few years later went to Barcelona to conquer new horizons.
Karolina liked life in the big city, besides, the men, subdued by her beauty and charm, were supportive of the beginning dancer, and in every possible way helped the Beautiful Otero to build a career and break into the Olympus of fame.
In 1888, the girl met a wealthy and powerful man in Barcelona, who sponsored her performances and helped Caroline gain fame. He moved in bohemian circles and often invited the girl to social events, where he introduced celebrities, artists, musicians, and politicians. It was then that she came up with the idea of a new stage image, which allowed her to gain fame in the future – Carolina began to introduce herself as an Andalusian gypsy, and also took a new pseudonym – Beautiful Otero.
People around noted the incredible beauty and grace of Carolina – the girl looked so harmonious on stage that the audience instantly fell in love with her, and her appearance inspired writers, artists and architects around the world. Built in 1913, the two domes of the Inter Continental Carlton Cannes are rumored to have exactly the shape of the beautiful Otero’s chest.
A few years later, Caroline moved to Paris and began performing on the stage of the famous Folies Bergère variety show – the girl was a resounding success, and every resident of the French capital dreamed of seeing her famous dance numbers in luxurious expensive costumes embroidered with shining crystals.
It is quite natural that such a bright and attractive woman was the object of passion of many noble men of that time – among her lovers were Emperor Wilhelm II of Germany, Prince Albert I of Monaco, Grand Dukes Peter Nikolaevich and Nikolai Nikolaevich Romanov, Duke of Westminster Hugh Grosvenor and the King of Great Britain Edward VII.
According to those who knew her, Carolina’s charm was so strong that her attention more than once became an occasion for a duel between men, and six of her rejected admirers even committed suicide, unable to endure love suffering.
But women, unlike men, vehemently hated Carolina Otero. Her beauty and success were the subject of black envy, and rumors of her promiscuity and unworthy behavior were regularly spread by her rivals throughout Paris, which often became the cause of serious conflicts.
True, Karolina herself was not much bothered by idle talk – her goal was to achieve fame, recognition and earn money for a comfortable life, and she succeeded perfectly. Otero was considered a symbol of the Belle Epoque, she was inspired, she was loved, and by 19In the 00s, she had already made her considerable fortune and could afford a luxurious life in the rays of her own glory.
In 1918, Caroline bought herself a huge mansion in Nice and settled there, spending a lot of money on luxury goods. However, Beautiful Otero had one pernicious passion that eventually led her to poverty – gambling. Carolina lost fabulous sums in the famous casino in Monte Carlo, and when the funds for the game ran out, she pawned her expensive jewelry, which her fans gave her – according to contemporaries, Marie Antoinette’s necklace, black pearl beads of the Empress were kept in the boxes of the Beautiful Otero Eugenie, wife of Napoleon III, and a special gift from the jewelers of the Cartier house – a bolero necklace made of diamonds and white gold.
But even the high value of these gifts could not stop Karolina’s addiction to gambling – she continued to come to the casino, time after time leaving huge sums and her priceless jewelry.
Carolina Otero, 1965
In 1948, having spent almost all her savings, Carolina was forced to sell all her real estate and move into a modest one-room suite at the Novelty Hotel in Nice. According to one version, the Monte Carlo casino sent the woman a monthly allowance – this was a kind of gesture of respect for one of the most beloved visitors. According to another version, until the end of her life, Carolina was kept by an unknown admirer who could not forget his beloved even years later.
Otero died in 1965 in the same hotel room, leaving a memoir entitled Les souvenirs et la vie intime de la belle Otero.
Maria Felix as Caroline Otero in La Belle Otero, 1954
Caroline’s fate has inspired many writers and directors to dedicate several books and films to her story. In particular, the Uruguayan writer Carmen Posadas spoke about her life in the book “Beautiful Otero”, the French cinematographer Richard Pottier made a film of the same name about the fate of Carolina with the Mexican actress Maria Felix in the title role, and the Russian artist Mikhail Vrubel immortalized Otero in one of his paintings in 1896 years old, forever preserving her image in the memory of people.
Photo: Getty Images
Daria Chernova
Courtesan or feminist? | Musical life
And it was on this, not the easiest, path that the Moscow Operetta Theater gained its most notable successes of recent seasons. Suffice it to mention such productions as “Anna Karenina” by R. Ignatiev, “Jane Eyre” by K. Breitburg, “Profitable Place” by G. Gladkov, “King Arthur” by G. Shaidulova. Now they have been joined by A. Zhurbina’s The Courtesan, the theater’s first premiere after the quarantine lockdown.
Alexander Zhurbin is not a new author for the Moscow Operetta: his musical “Caesar and Cleopatra” was staged with great success on the stage for the anniversary of the People’s Artist of Russia Gerard Vasiliev, who played the title role. In total, the score of Alexander Borisovich’s written (and staged!) works in this genre has exceeded the fourth decade, which gave full reason to call Zhurbin “Mr. , and symphonic works, then the interest in his work of musical theaters is understandable. All these qualities were fully manifested in the musical “Courtesan”.
As Zhurbin says, “I wrote this music with pleasure, the plot gave me a wide stylistic and emotional range as a composer.” And Zhurbin, indeed, easily and tastefully plays with styles, genres and rhythms. The music of The Courtesan is truly polystylistic, melodic, melodious and danceable. Particularly successful, in my opinion, were the mass choral episodes, starting with the very first – the Venice gondoliers choir. Here it is appropriate to say that the plot of the musical creates the possibility of creating a score that shines with all colors: here is the magnificent 16th century, and the marvelous city on the sparkling Adriatic with its palaces and canals, here are love passions, political intrigues, betrayals and betrayals.
The plot is based on the fate of the real-life Venetian poetess Veronica Franco. The librettists Vladislav Starchevsky and Sergei Plotov, of course, did not particularly adhere to historical accuracy, however, in addition to the main romantic love line of Veronica and Marco Venier, the real events of those old years also found a place in their play – “pestilence”, that is, a plague epidemic, pressure inquisitions, social problems and state civil strife. Against their background, a love triangle unfolds between Veronica, Marco and his cousin Maffio, a poet who is also in love with a charming Venetian and harasses her by any means.
Veronica is depicted in the musical as one of the first feminists who defends the equality of men and women, considers it her right to discuss state affairs and give advice in love affairs. Of course, from the point of view of morality, her occupation is doubtful, but Veronica is primarily a woman who wants to be loved and happy. Love, the authors believe, can justify many actions. And the young actress Natalia Bystrova, by her performance of a complex role, achieves the sympathy of the audience, understanding her heroine and justifying her actions. She is sincere in prose scenes and in vocal episodes. She has good duets with Marco, a “poetic duel” with Maffio.
The performer of the role of her lover Marko Maxim Katyrev is charming, truthful in conveying the experiences of his hero. An even more difficult task faced Vladislav Kiryukhin – Maffio. The complex image of an impoverished Venetian nobleman, an unlucky poet and a contender for the love of the beautiful Veronica, who was rejected and became a vile informer of the Inquisition, is played by the artist authentically and temperamentally.
I remember Svetlana Krinitskaya in the small role of Paola, Veronica’s mother. Paola, as it turns out, is also a former courtesan; in a monologue, she, defending herself, provides a “theoretical base” for her profession, and the actress does this sincerely and convincingly. She convinces not only her daughter, but also the audience …
Alexander Babik – King Henri
Only one episode of such a character as the French King Henri (Henry III), but Alexander Babik makes it perhaps the most memorable, drawing a vivid image of a kind of narcissistic “Gallic rooster”. Struck by the charm of the courtesan Veronica provided to him, the French monarch exclaims with such genuine delight: “I give you a hundred ships!” – that it causes an applause of a hall. One more vividly played episodic character is remembered – Bishop de la Torre. The artist Alexander Kaminsky, who plays him, although deprived of the opportunity to demonstrate his “signature twine” in this role, still achieves a comic effect.
For director Alina Chevik, The Courtesan is not the first musical staged by her on the stage of the Moscow Operetta Theatre. But this performance is perhaps the most integral in all its components. It has many staging successes, starting with the spectacular and beautiful scenery created by set designer Sergei Novikov and used by the director inventively, dynamically and with humor. A good find is a string of gondolas, creating a specific “Venetian” flavor and moving to the rhythm of musical numbers. The “Venetian palazzos” are also moving, creating in various combinations either the squares or the alleys of the captivating city or opening the inner chambers of the palaces. Dynamics is inherent in both mass scenes staged with scope and temperament, and solo and duet numbers. In dances and backup dances, choreographer Irina Korneeva skillfully used the movements of the infectious tarantella and other dances from the rich Italian dance folklore. The Venetian costumes and carnival masks created by Victoria Sevryukova, as if descended from the canvases of the great Venetian artists, add color. By the way, one of them, Paolo Veronese, became one of the episodic characters in The Courtesan. Unfortunately, he is deprived of a musical number and any intelligible role.
It is common knowledge that the fate of a musical is largely in the hands of the conductor. In this case, one of the most significant successes of the performance is its musical side, directed by the chief conductor of the theater Konstantin Khvatynets.
Childcare Fees & Assistance Programs | Center for Children and Families (CCF)
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ACH for daycares and preschools, a better payment method
As a daycare owner, how do you typically accept payments from parents? If your daycare is like most childcare facilities, chances are you currently take cash or check payments. A typical strategy of many daycare centers is to collect a pile of post-dated checks at the beginning of the school year. Doing this requires you to run to the bank every month and deposit a bunch of checks (while hoping that parents still have money in their account). There is an easier way to get paid – and get paid on time. We’re talking about ACH for daycares.
What is ACH?
ACH payments involve transferring money directly from one bank account to another. These payments are made over the ACH network, which stands for the Automated Clearing House. This network is managed by operators who send electronic payments in several batches throughout the business day, right from one bank to another.
These type of payments are not the same as credit card payments, which involve middlemen like Visa, Mastercard, Discover, or American Express. They’re not the same as checks either, which also have a middleman (usually a federal reserve bank).
Instead, ACH payments are sent electronically and usually take 3-5 days to settle. That’s a little bit longer than the 2-3 days it takes a credit card transaction to settle, but ACH payments have a lot more benefits over credit cards – and over cash and check as well!.
There are two types of ACH payments: credits and debits. Debits involve taking funds from a customer’s account, such as collecting a tuition payment. Credits involve depositing funds into an account, such as a direct deposit paycheck.
Why do you need ACH?
ACH payments will create a better payment experience for your parents. It’s already enough of a hassle for parents to bag up lunch and drop the kids off, let alone having to remember to bring a check along too. With ACH payments, parents can place tuition payments on autopilot, instead of turning the house upside down for a check before morning drop-off.
Collecting a pile of post-dated checks can also be inconvenient for parents. First off, they have to spend time filling out however many checks you need. They may also dislike having paper checks floating around with their account and routing number. Collecting ACH payment info to be stored in a secure encrypted place creates a better payment experience.
Another great benefit of automated child care payments is that you will get your money on time. There’s no worrying about late checks from parents or envelopes of cash stuffed into a child’s backpack that then get lost. With ACH payments, tuition payments are debited from the parent’s bank account and credited into your merchant account.
Another great perk of ACH for daycares is that you will also end up saving lots of money, especially if you currently take credit card payments. Credit card companies charge fees for the privilege of taking plastic, and these fees run anywhere between 2% up to 4%. For example, if you charge a parent $1,000 per month for childcare, $40 of that will be paid to card issuers. That’s $400 per year for a ten-month school year! Wouldn’t you rather pay just $0.29 per ACH transaction?
You may be saying to yourself that the discount afforded by ACH payments isn’t relevant if you accept cash, but cash has its own drawbacks. By accepting cash, you are relying heavily on a parent to remember the cash on time. Not to mention that cash is also easier to lose.
Can ACH payments save you money if you take checks? Of course. Many banks charge fees for cashing and/or processing checks. The ACH network can also save you some money on the back end as well. If you are using paper checks to compensate your employees, you’re likely paying anywhere between $4 and $20 per check.
The first step to accepting ACH payments at your daycare is to make an ACH agreement part of your onboarding process for new parents. This is as easy to do as putting an ACH authorization form into the tuition agreement.
This part of the agreement can spell out the date on which the ACH payment will be debited from the parent’s account, how many months that will occur, and the amount to be debited each month. You will also need to collect written authorization from the parents, such as a signature.
When you present the payment structure like this, there won’t be any opportunity for parents to pay you with cash, check, or card. Pre-authorized, automatic daycare payments are just part of the procedure. Most parents will happily go along with this plan since it saves them the hassle of having to bring you a check, or a pile of checks, or remember to make a credit card payment every month.
As far as setting up ACH payments goes, you will need to collect information from the parents such as a bank account number and routing number. If you choose to use a third-party payment processor (TPPP) they have ways of requesting and storing this sensitive information. A payment processor can collect the banking information for you, store it in a secure encrypted place, screen for fraud, and set up automated recurring payments. The only thing you need to do is direct your parents to the payment portal of your website, where they can find the ACH authorization form – in most cases, also provided by your TPPP
If you are using accounting software like Quickbooks or invoice management software like Xero, these types of software can be integrated with a TPPP, helping you get everything totally automated.
Conclusion
Over 2,000 small businesses are using Rotessa to accept ACH payments, and some of those small businesses are daycares and child care facilities. These institutions have eliminated the hassle of having to chase down checks or bring a post-dated check to the bank every month. They’re not paying exorbitant credit card fees either. Instead, they are collecting automated payments every month, on time, using the ACH network. In the meantime, they are able to focus more on the daily operation of running a childcare facility and enjoy saving more of the tuition they receive.
Child care centers and school-aged care
Child care centers and school-aged care
Table of Contents
Priority access to in-center and school-aged care
School-aged care through KinderCare
School-aged care through Right at School
Tuition discounts
UW CareLink child care specialists
Community resources
It takes time to find care you care trust, especially when you have children of different ages. UW employees and students benefit from several programs and services to help it easier to identify options that work for your family.
Priority access to in-center and school-aged care
PEBB-eligible UW employees and UW students are eligible for priority access at all Bright Horizons centers and select KinderCare centers on a first-come, first-served basis. Priority access does not guarantee placement, but it will move you up their wait pool as a UW priority.
Visit Bright Horizons or call 877-624-4532 to locate centers in your area and receive information on tuition rates and potential wait pool. All necessary registration and tuition fees are the responsibility of the family. Once you have decided on your desired Bright Horizons location, you will need to present your most recent Workday pay slip or confirmation of current course enrollment as proof of eligibility. As a UW employee or student, your Bright Horizons application fee will be credited to your first month of tuition if your child enrolls in the center.
KinderCare offers a 10% tuition discount at all their centers and priority access at following locations:
Bothell
Harbour Point
Northgate
South Seattle
Wallingford
Woodinville
Yarrow Bay
Champions before and after-school programs for school-age children in the Central Kitsap, Federal Way, Impact Public Schools, Kent, Northshore, South Kitsap and Tacoma school districts
Visit KinderCare or call 888-525-2780 to receive information on tuition rates and potential wait pool. You will need to present your most recent Workday pay slip or confirmation of current course enrollment as proof of eligibility.
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School-aged care through KinderCare
PEBB-eligible UW employees and UW students receive enrollment priority and a 10% tuition discount at KinderCare Champions before and after-school programs for school-age children attending school in the following school districts:
Central Kitsap
Federal Way
Impact Public Schools
Kent
Northshore
South Kitsap
Tacoma
Before and after-school programs are also available for school-age children at select KinderCare locations.
Visit KinderCare or call 888-525-2780 to receive information on location availability, tuition rates and the potential waitpool. You will need to present your most recent Workday pay slip or confirmation of current course enrollment as proof of eligibility.
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School-aged care through Right at School
Right at School offers before- and after-school programs on-site at elementary and middle schools across the country. Students attend daily Right at School programs in the same school they attend for daytime instruction without the need for transportation to an off-site location. Right at School also offers summer camps in many of their partner districts.
Right at School is open in the following districts in the Puget Sound region:
Auburn
Bellevue
Bethel
Dieringer
Edmonds
Enumclaw
Federal Way
Fife
Highline
Kent
Lakeside Montessori
Orting
Puyallup
Renton
Steilacoom
PEBB-eligible UW employees and UW students receive up to a 20% discount at Right at School, which cannot be combined with other Right at School discounts. To access your benefit, visit the Bright Horizons UW website and click on Find Before- and After- School Care. This will take you to a special Right at School webpage, where you can click “Find Your Program” to see if the programs are offered at your child’s school and redeem your UW discount through Bright Horizons. When registering your child, you will need to create a Right at School account that is separate from your Bright Horizons login or UW NetID.
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Tuition discounts
KinderCare provides a 10% tuition discounts at all of their centers. Visit KinderCare or call 888-525-2780 to receive information on tuition rates. You will need to present your most recent Workday pay slip or confirmation of current course enrollment as proof of eligibility.
Bright Horizons provides a tuition discount of up to 10% for full-time care at select partner centers in their child care network. Visit and click on the Secure Full-Time Care in a Quality Child Care Center link under the Bright Horizons Care Programs for Your Family section. This will bring you to the Preferred Enrollment and Tuition Discounts site, where you will be able to use the center search locator to find center options in your desired area.
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UW CareLink child care specialists
UW CareLink family care specialists are available to UW employees and their family members. They listen to your family’s needs and provide a list of child care providers, camps and/or tutors that align with your preferences and that have space available. Please call for assistance: 866-598-3978.
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Child Care Resources works with families, caregivers and early learning professionals, and collaborate with community partners to ensure that every child has a great start. Child Care Resources offers a child care finding service that will connect you with open spaces in child care centers that meet your family’s needs.
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Child Care Teacher or Assistant – Immediate Opening! job at KinderCare\u002FKnowledge Beginnings in North Reading, MA 01864
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Job description
Child Care Teacher or Assistant – Immediate Openings! Child Care Teacher/Teacher Assistant – Immediate Openings! Be a HERO and support a HERO!
Join our team of teachers and provide childcare for some of our communities most essential workers during this difficult time. Our first responders, medical providers and military members need you more than ever to keep our communities running.
KinderCare Education is looking for dynamic and passionate teachers who want to make a difference and impact the lives of the children in our essential centers.
As a Teacher you will have the freedom to act silly, create adventures, and teach children lifelong lessons that go beyond the classroom.
What you’ll do:
· Implement KCE’s curriculum in a way that is consistent with the unique needs of each child
· Create a safe, nurturing environment where children can play and learn while following coronavirus health and safety measures and more.
· Partner and communicate with parents, with a shared desire to provide the best care and education for their children.
· Cultivate positive relationships with families, teachers, state licensing authorities, community contacts and corporate partners.
·
Why KinderCare:
· Voted by Gallup as BEST PLACE to WORK 3 years in a row!
· Growth Opportunities – we have recently expanded to more than 1,500 learning centers nationwide providing endless opportunities for growth.
· KCE Kids Benefit — All employees receive a 50% discount on each child’s tuition and their weekly tuition fees will not exceed $105 per child!
· Tuition Assistance — We will pay for you to complete your ECE degree! Receive up to a $1,500 annual benefit.
· Earn your CDA for free through our online program!
Eager to learn more? Apply to Connect with a recruiter today & love what you do tomorrow!
Eager to learn more? Apply to Connect with a recruiter today & love what you do tomorrow! KinderCare Education is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, age, sex, religion, disability, sexual orientation, marital status, military or veteran status, gender identity or expression, or any other basis protected by local, state, or federal law.
Job Types: Full-time, Part-time
Pay: $15.15 – $19.55 per hour
Benefits:
401(k)
401(k) matching
Dental insurance
Employee assistance program
Employee discount
Flexible schedule
Flexible spending account
Health insurance
Health savings account
Life insurance
Paid time off
Professional development assistance
Referral program
Retirement plan
Tuition reimbursement
Vision insurance
Schedule:
10 hour shift
4×10
8 hour shift
Day shift
Monday to Friday
COVID-19 considerations: Check out all the Health and Safety Precautions we are taking https://www. kindercare.com/lp/safety-first
Ability to commute/relocate:
North Reading, MA 01864: Reliably commute or planning to relocate before starting work (Required)
License/Certification:
CPR Certification (Preferred)
Child Development Associate Certification (Preferred)
Work Location: One location
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After School Teacher- Brand New Program job at Kindercare Learning Centers: Champions in Hacienda Heights, CA 91745
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Job description
Brand New Champions After School Program at 5 Hacienda Heights Elementary School Locations. Part Time Teachers Needed: Will Train!
We are currently hiring for several new site locations throughout the Hacienda Heights area for the September opening of our new After School programs. As a part of this brand new Hacienda team, we can offer immediate hire opportunities to provide onboarding and training. Champions is the leader in before and after school programs and is expanding in cities throughout California. We have promotional opportunities for our energetic compassionate educators who delight in marveling with children and introducing the world to them!
Get to know us and take a peek!
www.discoverchampions.com
Why KLC Champions:
Voted by Gallup as BEST PLACE to WORK 6 years in a row!
Growth Opportunities – we have recently expanded to more than 1,500 elementary schools nationwide providing endless opportunities for growth.
Our staff discount — All employees receive a 50% discount on each child’s tuition within any brand and their weekly tuition fees will not exceed $105 per child!
When You Join Our Team as a Teacher, You Will:
Implement Champions curriculum in a way that is consistent with the unique needs of each child
Create a safe, nurturing environment where children can play and learn while following coronavirus health and safety measures and more.
Partner and communicate with parents, with a shared desire to provide the best care and support in their child’s education.
Required Skills and Experience:
A love for children and a strong desire to make a difference every day.
Ability to build relationships with families and coworkers and create a dynamic environment where play and learning happens.
Outstanding customer service skills, strong organizational skills, and the ability to multi-task and manage multiple situations effectively
Must Meet CA State Specific Guidelines for the Role:
Fully Qualified Teacher
* 12 core semester units in early childhood education/development
* 6 months experience in a licensed childcare center or comparable group child care program
OR
* 6 completed semester units in early childhood education and enrolled in at least 2 units at a college until fully qualified
Assistant Teacher
*18 years old, H. S diploma or GED
Job Types:
Part Time (1:30pm-6:00pm)
Pay Range: $18-$24
Benefits:
Dental insurance
Employee discount
Health insurance
Health savings account
Paid time off
Parental leave
Professional development assistance
Referral program
Vision insurance
Apply online at:
KCECareers.com
Job Type: Part-time
Pay: $18.00 – $24.00 per hour
Benefits:
401(k)
Dental insurance
Employee discount
Health insurance
Life insurance
Paid time off
Parental leave
Professional development assistance
Referral program
Vision insurance
Schedule:
After school
Monday to Friday
No weekends
COVID-19 considerations: Our highest priority has, and always will be, to keep our employees, children, families, and communities as safe and healthy as possible. We will require COVID vaccinations or weekly COVID testing for all unvaccinated employees.
Education:
High school or equivalent (Required)
Experience:
Childcare: 1 year (Required)
Work Location: One location
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What services in kindergarten are paid
Education Act
preschool education
273 fz
Kindergarten
kindergarten payment
parental fee
kindergarten fee
educational organization
parental fee for kindergarten
kindergarten services
Explanation
Ministry of Education of Russia : Who sets the list and amount of parental fees for kindergarten
In accordance with the legislation in force in our country:
citizens of the Russian Federation have the right to public free pre-school education.
article 43 of the Constitution of the Russian Federation; article 5 “The right to education. State guarantees for the realization of the right to education in the Russian Federation” Federal Law No. 273-FZ of December 29, 2012 (as amended on March 6, 2019) “On Education in the Russian Federation”
Educational services:
as part of the implementation of the main general educational program of preschool education in state and municipal educational institutions of preschool education (kindergartens),
provided by free of charge .
An agreement on education with a kindergarten
The legislation on education stipulates that:
the basis for the emergence of educational relations is the administrative act of the organization carrying out educational activities,
and in the case of admission to study in educational programs of preschool education, the issuance of an administrative act on the admission of a child to study in an organization engaged in educational activities is preceded by a conclusion educational agreement with kindergarten .
Article 53 “Establishment of educational relations” of the Federal Law No. 273-FZ “On Education in the Russian Federation”
Parental payment for supervision and care
An agreement on education with a kindergarten may include:
The agreement on education with the kindergarten is regulated by:
relationship between educational organization (kindergarten) and parents,
mutual rights, duties and responsibilities of the parties arising in the process of education, training, development, supervision, care and rehabilitation of children,
duration of the child’s stay in kindergarten.
Parental fee for additional paid educational services
Parental fee may also be charged:
for additional paid educational services,
who find themselves in state and municipal educational organizations
in accordance with the appendix on the provision of paid educational services to the specified agreement on education.
Any kind of sponsorship of the kindergarten by parents – financial or material:
is strictly voluntary ;
while additional funds are transferred by parents to the account of the kindergarten;
if the principle of voluntariness is violated and there is a forced collection of funds, then this indicates the illegality of the actions of the head of the educational organization (kindergarten).
Letter of the Ministry of Education and Science of the Russian Federation dated May 14, 2001 No. 22-06-648 “On strengthening control over the implementation of the legislation on education of the Russian Federation in educational institutions”:
to the executive authorities of the constituent entities of the Russian Federation that manage education,
recommendations were sent on strengthening control over the implementation of the legislation on education of the Russian Federation in educational organizations (kindergartens).
If you have any questions about the violation of your rights, or you find yourself in a difficult life situation, then the online lawyer on duty is ready to advise you on this issue free of charge.
RIGHT TO PRESCHOOL EDUCATION
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Forward
What does the parental fee for kindergarten include and who sets its size
Free and paid services of preschool educational institutions
Kindergarten fees: Conditions and fees for kindergarten
MBDOU kindergarten No. 10 – Documents0026
On state accreditation
The internal routine of pupils (EDP)
Rules for the internal labor schedule of MBDOU Kindergarten No. 10 (copy)
The internal labor regulations of MBDOU MBDOU No. 10 (ECP)
Collective agreement
Report on the results of self-examination of the MBDOU kindergarten No. 10 for 2020 (EDS)
Report on the results of the self-examination of the MBDOU kindergarten No. 10 for 2021 (EDS)
Orders of the bodies exercising state control (supervision) in the field of education – about there are no changes to the Rules
admission to study in educational programs of preschool education
Rules for admission to study in educational programs of preschool education in MBDOU kindergarten No. 10 (in accordance with the Order of the Ministry of Education of the Russian Federation dated May 15, 2020 No. 236 “On approval of the procedure for admission to study on educational programs of preschool education”) (EDS)
On amendments to the rules for admission to study on educational programs of preschool education (from 01.03.2022)
Regulation on mode classes pupils (EDS)
Forms, frequency and procedure for ongoing monitoring of progress and intermediate certification of students (EDS)
F Forms, frequency and procedure for current monitoring of progress and intermediate certification of students (copy)
Procedure and conditions for the transfer of pupils from MBDOU kindergarten No. 10 (EC P)
termination of educational relations (EDS)
Local regulations of an educational organization on the main issues of organization and implementation of educational activities
On amendments to the Decree of the Administration of the MO Kanevskaya District on the establishment of the parental fee for kindergarten (No. 1072 dated 06.07.2022)
Decrees on establishing parental fees for kindergarten (No. 1734 dated October 27, 2021)
Decree of the administration of the municipality of Kanevskoy District on establishing parental fees for kindergarten (12 February 2021)
Resolution on the consolidation of the territory of the municipality of the Kanevskaya district for educational organizations of the municipality of the Kanevskaya district (dated 14. 03.2022)
Order of the head of the MBDOU, kindergarten No. 10 on the rules for amendments to the rules education (parental fee for kindergarten) (No. 46 of 07/06/2022)
d) (copy)
Order of the head of the MBDOU kindergarten No. 10 on amending the rules for admission to education garden) ( 10/01/2022)
The form of the contract for training in educational programs of preschool education
Form of agreement on education for adapted educational programs of preschool education
Application form for admission to preschool educational institution
Application form for admission to the compensating group
Decree on approval of the Regulations on the procedure for recruiting children of preschool age to an educational organization of the municipality of Kanevskaya district, implementing the PEP DO.
Order of the Ministry of Education of the Russian Federation dated January 21, 2019 No. 30 “On Amending the Procedure and Conditions for Transferring Students”
Order of the Ministry of Education of the Russian Federation dated May 15, 2020 No. programs of preschool education (with amendments and additions)
9003 preschool № 2B “Kindergarten 2B No. 2M1
“. Official site
Kindergarten “Merry Dance” thanks you for visiting the website of our institution.
Perhaps you will choose our institution to gain experience of communication in a children’s team and the first education of your baby. Here you can ask questions that concern you and get qualified answers from all specialists and the administration of our kindergarten, get acquainted with the interior of the groups, find out the news and get the necessary information about topical issues of education and development of children in kindergarten.
The organization of work in a preschool institution is built taking into account the individual characteristics and capabilities of the child, including children with speech disorders.
There are 13 groups in the kindergarten:
early childhood groups
speech therapy and general developmental groups
groups for preparing children for school
Kindergarten strives to be a place where children can have fun and be happy.
Our Mission – assistance and support to the family in the upbringing and development of the child.
information about the educational organization
On October 1, certificates and golden badges of the Ready for Labor and Defense Sports Complex were presented as part of the All-Russian Festival Little GTOshka.
9 pupils – graduates of the MB preschool educational institution “Kindergarten N 237” (now schoolchildren) can be safely called our pride!
Keep it up guys!
all news. ..
October 1, 2022, Saturday
On September 28, in the kindergarten for pupils of preparatory groups for school, an entertainment “Every little child should know!” was held, in order to form knowledge of safe behavior among children on the streets of the city. Characters came to visit the guys: Scattered from Basseinaya Street, Interference-Numecha. The characters made riddles, solved various situations on the road, repeated road signs, played with children.
all news…
Friday 30 September 2022
Independent assessment of the quality of education (IQE) – an assessment procedure that is aimed at obtaining information about the educational activities of organizations engaged in educational activities, about the quality of training students and the implementation of educational programs, providing participants in relations in the field of education with relevant information about the level of organization of work on the implementation of educational programs based on publicly available information and improving consumer awareness of the quality of work of educational organizations.
more…
Monday 5 September 2022
The traditional exhibition “Pebble painting” is organized in the foyer of the first floor of the Kindergarten “Merry round dance”. Interesting and extraordinary works are presented at the exhibition – joint creativity of parents with children! This exhibition will not leave anyone indifferent!!! Thanks to the participants of the exhibition for their creative approach and personal discovery in each work!
all news…
August 27, 2022, Saturday
On August 22, the Day of the State Flag of Russia was celebrated in the kindergarten “Merry Round Dance”. We pay tribute to the official state symbol of Russia, which, along with the emblem and anthem, marks its sovereignty and independence, affirms the continuity of many generations of the country’s multinational people.
all news…
August 22, 2022, Monday
August 19 for children of middle, senior and preparatory groups were entertainment “Goodbye, summer!”.
Heroes came to visit the children: Leto, Masha and the Bear. They played games with the children: “Jam”, “How are you?”, “Find your flower” and “Fun fishing”. They also sang and danced.
all news…
Monday 22 August 2022
August 10, 2022 for children of preparatory groups for school, a quiz was organized on the rules of the road. Teams of pupils: “Pedestrians”, “Traffic Light”, “Road Signs”, – showed their knowledge in solving traffic situations, guessed riddles, made split pictures, determined an extra picture (the game “The Fourth Extra”), played outdoor games, watched training cartoons “On the road”, “Bicycle”, “Fasten your seat belt”.
The character Iriska came to visit the children. Children taught her the correct behavior on the streets of the city.
all news…
Saturday 13 August 2022
Municipal budgetary preschool educational institution “Kindergarten No. 237” (MB preschool educational institution “Kindergarten No. 237”) is located at:
Information about the educational organization – Education
The subject of activity of the preschool educational institution is educational activities in educational programs of preschool education, additional education for children and adults, child care and supervision.
– an adapted educational program for children with disabilities.
Scholarships and other types of financial support education, approval of the methodology for calculating, the procedure for collecting parental fees for childcare and care in municipal educational organizations of the city of Khabarovsk implementing the educational program of preschool education, and providing benefits for the payment of parental fees “, a benefit is provided for the parental fee , charged from parents (legal representatives) with three or more minor children; for the supervision and care of disabled children, orphans and children left without parental care, as well as children with tuberculosis intoxication studying in municipal educational organizations (institutions) that implement the educational program of preschool education:
BENEFITS ARE PROVIDED FOR THE PAYMENT OF PARENTAL FEES FOR CARE AND CARE OF A CHILD IN MUNICIPAL EDUCATIONAL ORGANIZATIONS OF THE CITY OF KHABAROVSK, IMPLEMENTING THE EDUCATIONAL PROGRAM OF PRESCHOOL EDUCATION, REFUNDED FROM THE BUDGET OF THE CITY OF “KHOROVSKOY GAR”
2
3
4
1.
Rod, or children, the remaining without a care of
9028.
2. A copy of the identity document of the parent (legal representative).
3. A copy of the document confirming the registration in the system of individual (personalized) registration, including in the form of an electronic document, of the child.
4. A copy of the document confirming the registration in the system of individual (personalized) accounting, including in the form of an electronic document, of the parent (legal representative).
5. A document confirming the status of a guardian (certificate, if it is not available as temporary documents: guardianship order, foster family agreement (when the right to benefits) and further as documents are reissued for a new term
100
2.
Parents (legal representatives) with disabled children, children with tuberculosis intoxication
1. A copy of the child’s birth certificate.
2. A copy of the identity document of the parent (legal representative).
3. A copy of the document confirming the registration in the system of individual (personalized) registration, including in the form of an electronic document, of the child.
4. A copy of the document confirming the registration in the system of individual (personalized) accounting, including in the form of an electronic document, of the parent (legal representative).
5. A copy of the certificate, the conclusion of a medical institution of the established form (annually).
6. Decree on the establishment of guardianship, other documents confirming the legal status of the legal representative of a minor (upon the occurrence of the right to a benefit), then as the documents are reissued for a new period
100
1. Copies of birth certificates for children.
2. A copy of the identity document of the parent (legal representative).
3. A copy of the document confirming the registration in the system of individual (personalized) registration, including in the form of an electronic document, of the child.
4. A copy of the document confirming the registration in the system of individual (personalized) accounting, including in the form of an electronic document, of the parent (legal representative).
5. Certificate of full-time education of the child (children) in an educational organization (provided if the family has many children, taking into account children under the age of 22 studying full-time in educational organizations).
6. A document confirming the status of a “large family” (certificate of a large family upon the occurrence of the right to a benefit), then annually – an application with originals and copies of birth certificates, with the original certificate of the child (children) studying full-time in an educational organizations (provided if the family has many children, taking into account children under the age of 22 who study full-time in educational organizations).
Mt. Carmel KinderCare | Daycare, Preschool & Early Education in Hamden, CT
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Mt. Carmel KinderCare
Welcome to Mt. Carmel KinderCare
Welcome to Mt. Carmel KinderCare, located east of Town Center Park in Hamden, Connecticut! We are a family community of caring and knowledgeable teachers and managers. Furthermore, our center is bright, clean, inclusive, and inviting. To show our appreciation for our families, we reward referrals to our center with a $200.00 credit on the fifth week of enrollment. Every day, our staff nurtures a warm, welcoming, and supportive classroom for children of all abilities, backgrounds, and experiences.
Our classrooms are places to thrive! In our safe and healthy classrooms, your child will be engaged in learning experiences that meet them where they are, both socially and academically. With fun daily activities, passionate teachers, and great friends, a lifetime of confidence starts here. Contact the center director to learn more about our child care options and schedule a tour!
Meet Roxann Dimaio, Our Center Director
Meet Roxann Dimaio! She is the Center Director at Mt. Carmel KinderCare in Hamden, CT. Roxann has earned a Child Development Associate credential and is currently working on her Center Director’s credential. She has been with KinderCare since 2011. “Teachers who love teaching, teach children to love learning.” Outside of work, Roxann enjoys going to the beach and spending time with her family.
Mt. Carmel KinderCare Programs
Our Teachers
Family Stories
FAQs
AMERICA’S MOST ACCREDITED
We’re so proud!
Nationally only 10% of daycares are accredited – nearly 100% of our learning centers are. That’s a big difference,
and that means KinderCare kids are getting the very best. Here’s why.
SCHOOL-READY
What Learning Looks Like
Our talented early-childhood teachers set kids down the path toward becoming lifelong learners in a positive, safe, and nurturing environment.
Mt. Carmel KinderCare Programs
Infant Programs (6 weeks–1 year)
Leaving your baby in someone else’s care is a big step. Everyone at our
centers—most importantly, our naturally gifted infant teachers—will work with
you to make sure the transition goes smoothly. When you step into our infant
classroom, you’ll see how much we want your infant to feel safe, loved, and
ready to explore their world.
Toddler Programs (1–2 Years)
Everything in our toddler classroom is designed for little explorers. That’s
because a lot is going on at this age. When your child is wandering all over the
place, that means they’re learning and discovering new things every day. We’ll
help them explore their interests (and find new ones!) as they play and learn.
Discovery Preschool Programs (2–3 Years)
This age is filled with so much wonder and curiosity. That’s why we offer a ton
of books and toys and bring artwork down to kids eye level. Children in
discovery preschool also begin to learn how we all work together in a
classroom. Simple math and science, pretend play, and group play help them
get used to a more structured school setting.
Preschool Programs (3–4 Years)
This age is all about expression, when kids really start to form their own ideas
about what they want to play and how they want to create. Every day in our
preschool classroom, your child will explore science experiments, create
artwork, and play pretend—all the skills needed for their big next step:
kindergarten!
Prekindergarten Programs (4–5 Years)
When you walk into one of our pre-K classrooms, you’ll see artwork and
writing displayed around the room. Labels are everywhere to help kids connect
letters with words. You’ll also see pictures on the walls that reflect the families
in our community. Your child will also deepen their knowledge in language,
math, science, Spanish, and social skills.
Before- and After-School Programs (5–12 Years)
You can count on us to provide reliable care for your school-ager while you’re
at work, with safe transportation from our center to your child’s school and
back! Whether your child wants to start a drama club, build a volcano, or
create a comic book, they will have a place to follow their dreams. Your child
will start and end the day with a whole lot of fun!
School Break Programs (preschool, prekindergarten, and school-age)
Winter break, spring break, summer break—when school’s out (but you still need to work), you
can count on KinderCare to provide a safe and supportive learning environment that’s focused
on fun. We welcome children ages 5–12 during school break times and make sure they have a
sensational, screen-free experience they won’t forget.
Participating Child Care Aware Center
KinderCare partners with Child Care Aware® of America to offer fee assistance for
Active Duty military families and flexible support to fit their needs when care at a Child
Development Center on the installation is not available.
Learning Adventures – Enrichment Program
Cooking Academy™ (3 – 12 Years)
In Cooking Academy, kids learn new recipes from cultures around the world and
develop a healthy relationship with food. They’ll whip up everything from Southwest
rainbow lettuce wraps to pumpkin muffins, building their skills in STEM, communication,
and more along the way. And yes—little chefs get to eat their culinary creations!
Music Explorers™ (2 – 4 Years)
KinderCare families are already giving a standing ovation to our newest Learning
Adventures program: Music Explorers! Kids will learn to sing, move, listen, play
instruments, and even create their own tunes. Our original curriculum blends math,
science, social studies, literacy, and mindfulness (think yoga!) for a uniquely KinderCare
way of learning the foundations of music.
Phonics Adventures® (2 – 4 Years)
Learning how to read is a whole lot of fun at KinderCare! We help kids grow to love
books and words (and get ready for kindergarten) in our Phonics Adventures program.
From discovering the basics of vowels to practicing poetry, kids learn all about letters
and sounds in small-group lessons made just for their age group. (Bonus: Kids who
attend our phonics program are more prepared than their peers for school—and we
have the data to prove it.)
STEM Innovators (3-8 Years)
You’ve probably heard a lot about how important STEM education is for your child, but
what does that really mean? Our STEM Innovators program takes kids’ natural ability to
make sense of the world and applies it to robotics, chemistry, coding, geology, and
more. While your child experiments, they’ll discover how to use technology to do
amazing things!
Our Teachers
We’re the only company in early childhood education to select teachers based on natural talent. Being a great educator isn’t enough though.
KinderCare teachers are also amazing listeners, nurturers, boo-boo fixers, and smile-makers. Put more simply,
we love our teachers and your child will, too.
Meet just a few of our amazing KinderCare teachers!
A KINDERCARE TEACHER WITH
An Artist’s Heart
“My classroom is full of art!” says Mary Annthipie-Bane, an award-winning early childhood educator at KinderCare. Art and creative expression, she says, help children discover who they really are.
We put our best-in-class teachers in a best-in-class workplace. We’re so proud to have been named one of Gallup’s 37 winners of the Great Workplace Award.
When you put great teachers in an engaging center, your children will experience
an amazing place to learn and grow.
Family Stories
Don’t take our word for it. Hear what our families have to say about our amazing center!
The teachers are very attentive and great us by name. The teachers are always courteous and creative. My older daughter enjoyed the summer camp! I also have an Infant and her teachers are the BEST! I immediately felt a connection with all three of her teachers.
Courtney G. – KinderCare Parent
We have had the most wonderful teachers without exception, our teachers have taken great care of our kids, showing them love and respect everyday. We are always greeted with smiles and no question (no matter how silly) goes unanswered no matter how many times the parents ask. Our kids love to learn and most importantly they are happy. What more can parents hope or ask for?
Beatrice U. – KinderCare Parent
My son has been part of the KinderCare family for two years. We have been so happy with the care he has received! We believe it is the curriculum that sets KinderCare apart from all other centers! My son is thriving in the Preschool Classroom. His teacher is loving and caring and always makes learning a wonderful experience.
Nancy F. – KinderCare Parent
My family has loved our experience at KinderCare. Prior to having a child I never thought of myself as a “daycare person”, but I now strongly recommend it to others. The center is clean, vibrant and staff are always available and welcoming. My child loves playing with her friends, singing songs, doing art and playing outside. The daily progress notes and frequent conversations with her teachers make me feel my daughter is safe, secure and cared for.
Trisha P. – KinderCare Parent
Share Your Story
If you have a story about your experience at KinderCare,
please share your story with us
.
Who Are KinderCare Families?
They hail from hundreds of cities across the country from countless backgrounds, and proudly represent every walk in life. What our families have in common,
though, is the want to give their children the best start in life. We are so proud to be their partner in parenting.
Hear from just a few of our amazing KinderCare families.
A Globe-Trotting Family Finds A
Home in Houston
Four young children, four different passports, two languages, two full-time jobs…oh, and a few triathlons thrown in for good measure.
Meet the globe-trotting Colettas—a family on the go.
Frequently Asked Questions
What accreditations does KinderCare have?
We are your trusted caregiver. Our centers are state-licensed and regularly inspected to make sure everything meets or exceeds standards, including child-to-teacher ratios and safe facilities. Our centers aren’t just licensed—most are accredited, too! Find out more.
Do you offer part-time schedules at Mt. Carmel KinderCare?
Everybody’s schedule is different. We’re happy to offer quality, affordable part-time and full-time childcare. Drop-in care may also be available. Reach out to your Center Director to learn more.
How does naptime work at Mt. Carmel KinderCare?
Our teachers meet every child’s needs during naptime. Our teachers know how to get babies to nap. In fact, they are pros at getting children of any age to nap. Visit our article on “10 Ways We Help Kids Get a Great Daycare Nap” to learn more.
Do you support alternative diets?
We strive to be as inclusive as possible. To that point, we provide a vegetarian option at mealtime, take care to not serve common allergens and can adapt menus based on your child’s food sensitivities. If your child has additional needs, we’ll work with you to figure out a plan.
Are meals included in tuition? Can I choose to send my child with lunch?
We provide nutritious meals and snacks developed by a registered dietician to meet the needs of rapidly growing bodies and minds. If your child has special dietary requirements and you would prefer to bring in their lunch, please make arrangements with the center director.
Does my child need to be potty-trained?
Every child begins toilet learning at a different age. Until your child shows an interest in toilet learning, we’ll provide diaper changes on an as-needed basis. When your child shows an interest, we’ll discuss how to work together to encourage toilet learning.
Mount Carmel KinderCare – Care.com Columbus, OH Camp
Mount Carmel KinderCare – Care.com Columbus, OH Camp
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State license status: CONTINUOUS LICENSE
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Mount Carmel KinderCare 5959 E Broad St, Columbus, OH 43213
Hours
Regular Hours
Mon – Fri:
Sat – Sun
Closed
Places Near Columbus with Day Care Centers & Nurseries
Blacklick (4 miles)
Reynoldsburg (4 miles)
Brice (7 miles)
Summit Station (8 miles)
Groveport (12 miles)
New Albany (12 miles)
Pickerington (13 miles)
Etna (14 miles)
Pataskala (15 miles)
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More Info
Schedule a tour of your local KinderCare today!
General Info
Mount Carmel KinderCare located at 5959 E Broad St in Columbus, OH is designed with your child’s fun, health, safety, and childhood education in mind.
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Thank you, Providers! – AFC
Action for Children would like to thank all of the child care providers, both center-based and FCC, who took the time to fill out the surveys we’ve been sending out to collect data on pandemic child care. The answers you gave us helped us put together a report for lawmakers that outlined your financial needs to continue offering care during the pandemic. This report lead the City of Columbus to dedicate $6.2 million in federal CARES Act funding to supporting child care providers. It also lead to Franklin County dedicating another $2 million of CARES Act funding. Your voice matters and can make a difference for your business, the families you serve, and the child care industry as a whole. THANK YOU!
Below is a list of all of the providers who submitted their data to at least one of our surveys through the Central Ohio Critical Child Care Network:
A Little Piece Of Heaven Learning Center A Place To Grow A Step In The Right Direction Literacy Learning Center A+ Academy Child A+ Child Care And Learning Center A+ Kids Learning Center Lavonna M Abbington ABC Learning Center Ability Child Care Milagros Abreu Agape Academy Agape Learning Center/Keyna M. Neff Veronica Agee Agora’s Little Gems Early Learning & Childcare AJ’s Learning Center Fahima A Ali All In A Day Childcare Center All Star Academy Learning Center Theresa Alls All-Star Preschool Franciz Almonte Almost Home Daycare Amanda Hensley Amazing Kids Academy Amazing Kids Learning Academy Center American Learning Center Artisseia Williams Trina Averette Baby Steps Enrichment Center Kacy Baker Balanced Family Academy Of Clintonville Balanced Family Academy Of Dublin Dannette T Banks Joi Barrow Vivian Beard Beautiful Home Daycare Bexley Play & Learn Early Learning Center Bexley United Methodist Preschool Renee Binford Birdies Learning Pad Angela Blake April Blue Bonita’s Selena Boysaw Stella Braide Bridgeway Academy Bright Beginnings Childcare Bright Star Academy Bright Start Brightpath Active Learning Brightside Academy Ohio | Livingston Ave Debra Brittman Broad Street Achievement Programs Of BSPC Brooksedge Day Care Center Krystal D Brown Ronda K Brown Building Blocks Daycare Annie D Burden Barbara Burden Lucia Calzado Cambridge Daycare Center Capital Royal Child Care & Learning Center Caring Mother Child Care Home Carpenter, Angela Casey’s Kids Shoney Cattling CDCFC St Agnes Head Start Charo Hargrove Lonnita Cheatham Child Etiquettes Child Of God Preschool Childcare Academy Children Achievers Faith Academy Children First Inc. 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Part Time Early Childhood Teacher WILL TRAIN job at Rangeline KinderCare Learning Center in Carmel, IN 46032
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Job description
Our Teachers bring warmth, patience, and understanding to the classroom every day, encouraging children to learn and grow. They inspire children to be lifelong learners using our nationally recognized curriculum that promotes social, physical, verbal, and cognitive development. Our Teachers are committed to making their center successful and know that creating meaningful relationships with children, families, and their team play a crucial role in that success.
As a member of our teaching staff, you will:
Create a safe, nurturing environment where children can play and learn
Partner with parents with a shared desire to provide the best care and education for their children
Support your center’s success by partnering with center staff and leadership to achieve goals around enrollment, accreditation, and engagement
Cultivate positive relationships with families, teachers, state licensing authorities, community contacts and corporate partners
Implement KCE’s curriculum in a way that is consistent with the unique needs of each child
The benefits our career professionals enjoy:
Medical, dental and vision
Childcare benefit
Paid time off
Education assistance and reimbursement
Medical expense reimbursement/ Life insurance/Disability benefits/ Health and wellness programs
401(k) savings and investment plan with employer match
Qualifications Desired Skills and Experience:
CPR and First Aid Certification or willingness to obtain
Active Child Development Associate (CDA) Credential (or willing to obtain)
Completed 12 core ECE Units Infant/toddler OR BA Degree in Child Development
Must be physically able to use a computer with basic proficiency, lift a minimum of 40 pounds, and work indoors or outdoors
Ability to assume postures in low levels to allow physical and visual contact with children, see and hear well enough to keep children safe, and engage in physical activity with children
Read, write, understand, and speak English to communicate with children and their parents in English
All center staff applicants must meet state specific guidelines for the role
Our highest priority has, and always will be, to keep our employees, children, families, and communities as safe and healthy as possible. Starting October 18th we will be requiring COVID vaccinations or weekly COVID testing for all unvaccinated employees.
KinderCare Education is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, age, sex, religion, disability, sexual orientation, marital status, military or veteran status, gender identity or expression, or any other basis protected by local, state, or federal law.
Job Type: Full-time
Benefits:
401(k)
401(k) matching
Dental insurance
Employee discount
Flexible schedule
Health insurance
Life insurance
Paid time off
Referral program
Tuition reimbursement
Vision insurance
Schedule:
Monday to Friday
Education:
High school or equivalent (Preferred)
Experience:
Early Childhood Education: 1 year (Preferred)
Childcare: 1 year (Preferred)
License/Certification:
CPR Certification (Preferred)
Child Development Associate Certification (Preferred)
Work Location: One location
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Siege of Mount Carmel, David Koresh and the Branch of David: swinopes — LiveJournal
Siege of Mount Carmel Davidov Ranch 14 km from the city of Waco in Texas by the Federal Bureau of Investigation and the US National Guard, which lasted from February 28 to April 19, 1993. During the events, 82 members of the sect[1] died, including more than 20 children, as well as 4 agents of the ATF Bureau.
Residents of Mount Carmel were suspected of violating gun laws. During the raid on the ranch, a shootout ensued, in which 10 people died. The FBI initiated a siege that lasted 51 days and ended with an assault using armored vehicles and helicopters. During the assault, a fire broke out in the estate, about the causes of which there are various versions. Arson was the cause, according to a government investigation. Critics of the official version, including some survivors, argue that there is not enough evidence for this, and the fire could have broken out due to the Lilac tear gas used during the assault.
The events in Waco were one of the motives for the terrorist attack in Oklahoma City on the second anniversary of Mount Carmel.
David Koresh (August 17, 1959 – April 19, 1993) was an American religious leader. Leader of the Branch of David sect. Koresh died in 1993 during the siege of the Mount Carmel estate by FBI agents.
August 17, 1959, David Koresh was born – the leader of the destructive sect “Branch of David”, whose members practiced sex with minors, traded weapons and prepared for the end of the world.
What happened in the winter and spring of 1993 in Texas is today called one of the biggest failures of the American intelligence agencies.
It all started as a completely ordinary special operation, but grew into an almost two-month confrontation and full-fledged combat operations involving armored vehicles, helicopters and hundreds of fighters. All of them tried to smoke out the sectarians who had settled there and armed to the teeth from the estate. As a result of the siege, assault and fire, 86 people died.
In 1959, a sect separated from the Seventh-day Adventist Church and took the name of the Branch Davidian. At first, they were rather harmless freaks, waiting for the inevitable onset of the Last Judgment.
The Waco tragedy was one of the biggest and bloodiest failures of American intelligence agencies in the history of the country. Tanks, helicopters and hundreds of armed men were allocated to the military operations against the cultists, but, nevertheless, the siege of “Mount Carmel”, the fortress of the “Branches of David”, lasted 51 days and claimed the lives of more than 90 people.
A strange cultist declared himself the messiah, locked his supporters in a huge house in the middle of the desert, began to rape girls, and then, when he was demanded to surrender, decided to burn the followers alive and kill as many FBI agents as possible. The prophet was able to correctly interpret the Bible, founded a completely voluntary community of believers and tried to save their immortal souls; then the FBI came, began to poison everyone with gas, and then wound them on the tracks of tanks, shot them and burned them. These are two interpretations of the same story – the confrontation between the followers of the religious teachings of the “Branch of David” and the US authorities, which resulted in the death of 86 people. The battle for “Mount Carmel” – the name of the cultists’ hideout – was a milestone in US history, highlighted the problems of rampant state violence and even inspired the largest terrorist attack of the 20th century.
The fractious sect that remained at Mount Carmel ranch was united by a young and energetic preacher, Vernon Howell, who took on the pseudonym David Koresh. In 1981, he met the widow of a former church leader and managed to impress the elderly preacher. Koresh had undoubted talents as an orator and, apparently, really believed in his own mission. People who communicated with the leader of the sectarians noted his insane religious fervor and ability to win over people. The newly appeared prophet knew the Bible almost by heart and spoke with ardor and fury. As for himself, Koresh had no doubts: he is Jesus Christ and at the same time the biblical King David.
In the 1930s, the Seventh-day Adventist Church, which began in the first half of the 19th century, suffered a schism that split off from the Seventh-day Davidic sect. After the death of the newly-minted “prophet” of the Davidians Viktor Khutev (Bulgarian by birth), another division occurred among his followers, in which the preacher Ben Roden created the religious organization “David’s Branch”.
The Mount Carmel Ranch, located in Texas, a dozen and a half kilometers from the city of Waco, became the center of dwelling for the followers of this religious movement.
After Rodin’s death, leadership of the sect passed to his widow Louise. The woman herself was not young and was looking for a successor. The main contender was her son George, but his mother considered him not charismatic enough for this role.
Despite the separation from the Seventh-day Adventist Church, strife and disagreement did not stop within the Branch Davidian. In the early 1980s, the young and daring Vernon Howell joined the sect, later taking the pseudonym David Koresh (the name David is in honor of King David, the surname Koresh is in honor of the Persian king Cyrus). 19-year-old guy became the lover of the elderly head of the sect and seriously counted on the position of leader among the sectarians. This was followed by a conflict with George Rodin, the son of the leader of the Branch Davidian. The young man, however, was soon sent to a psychiatric hospital for threatening to infect government officials with herpes and, along the way, hacked to death with an ax one of the sectarian followers who declared himself the messiah.
Vernon Howell was born in Houston, Texas in 1959. The illegitimate son of 15-year-old Seventh-day Adventist Bonnie Clark, he was a troubled teenager who clashed with his mother, dropped out of school in the ninth grade and decided to become a rock musician. But music did not submit to him, and Howell decided to conquer the world with a word. They say that at the age of 11, Vernoy memorized the New Testament, and when he appeared at the Mount Carmel ranch, among the poorly educated and zatyuk adherents of the Branch of David, he looked the most intelligent and energetic. Given Lois Roden’s enthusiastic attitude towards him, the chances of leadership were very high.
True, Lois’ 40-year-old son George wanted to stop him. He tried to shoot Vernon, and a shootout ensued between them. This duel was won by George, and Howell had to leave the community. But after the death of Lois, the struggle resumed, and as a result, Vernon managed to become the new leader of the community and proclaim himself “the son of God.” Soon he changed his name and now became known as David Koresh.
Soon the newly-appeared “son of God” went into all serious trouble. He demanded that all women be his wives, began cohabiting with underage girls and took all the income of the community into his hands. Members of the sect lived from hand to mouth, wore the same clothes, rarely bathed and constantly thought about spiritual salvation. Koresh taught them that only one thing in the world makes sense – the coming apocalypse and spiritual growth. Those who are steeped in sin cannot be saved.
Thus, by 1990, David Koresh became the sole ruler of the sect. At first glance, the 30-year-old man had no objective reasons to subdue the minds and will of dozens of people. At school, he studied poorly, was distinguished by pathological illiteracy, read and wrote poorly. According to some reports, David, who lived in a dysfunctional family, was raped by a group of schoolchildren as a child.
The success of the new leader was hindered only by the son of the founders of the sect, George Roden. He believed he should inherit the leadership of the church and led a group of renegades. He, too, was not mentally healthy. One fine day, Roden invited Koresh to determine which of them was truly marked by God’s grace. To do this, Rodin dug up the remains of one of the dead sectarians from the grave and declared that the one who manages to resurrect her is the true leader of the sect. Koresh, however, has demonstrated a surprisingly pragmatic approach to power struggles. He did not resurrect the deceased, but turned to law enforcement agencies with a statement about the desecration of the grave.
He put the community under his strict control and established iron discipline, frightening with the imminent onset of Armageddon, from which only he supposedly can save. One of the sermons said: “If the Bible is right, then I am the Christ.” Howell tormented his followers with grueling training sessions starting at 5:30 a.m. and the hard work of rebuilding the complex. At the same time, he himself got up no earlier than 2 o’clock and was engaged only in sermons. At the same time, he sometimes preached for 15 hours in a row. Those who fell asleep were considered traitors and were punished. Further, Koresh forced all women to wear long skirts and forbade them to cut their hair. For all women in the sect, a strict diet of fruits and corn was established (to maintain a figure). Of these, he chose 19wives with 10 children. Howel argued that they would rule in the coming Kingdom of God. In August 1989, Howel went even further and declared that only he could have wives. All other marriages were annulled. Several couples then left the sect, but most remained. Two of his wives were only 12 years old. Howell began to have obvious mental deviations on sexual grounds. He, in particular, stated that all the women of the world should belong to him, since he is “the son of God.” Justifying his irrepressible lust, he said that he needed to become a “sinful Jesus” in order to be able to more easily forgive sinners on the Day of Judgment.
In 1959, Florence Houteff, the widow of Victor Guteff, announced that the second coming of Jesus Christ would take place on April 22 of this year, and ordered all Davidians to gather in anticipation of this event. Many of the cultists who arrived at Mount Carmel built their own houses there, the rest lived in tents and trailers. Most of them sold their property. After the prophecy did not come true, Florence Guteff lost the trust of the Davidians, the leadership of the sect passed to Benjamin Roden, and after his death at 1978 – to the widow – Louise (Lois). According to Louise, her own son George was not very suitable for the role of the prophet of the sect, and therefore she began to cultivate another successor. They became Vernon Howell (Vernon Howell), who later took the name “David Koresh” (David Koresh). In 1984, a split occurred in the sect, as a result of which some of the adherents, calling themselves “Davidian Branch Davidians” (“Davidian Branch Davidians”), sided with Howell, others joined George Roden. Roden expelled Howell and his supporters from Mount Carmel, who were forced to move to Palestine, Texas.
Then, on February 28, 1993, representatives from the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF) visited the community.
The day before, they had received reports that Koresh physically abused children, promoted polygamy, and illegally possessed and used firearms. According to unconfirmed reports, he even set up a methamphetamine laboratory within the walls of Mount Carmel.
The reason for possession and use of firearms was sufficient for the ATF to intervene. On the 28th, the bureau received a search warrant.
The chain of events that ended in a fire, which was seen on television by tens of millions of people around the world, began on February 28, 1993, when 75 heavily armed law enforcement officers in steel helmets and body armor drove up to the commune of sectarians in cattle vans and began to break on the door .
The county sheriff was lukewarm and said he saw no reason to intervene. However, Koresh did not let up. He and a group of comrades entered the room where the deceased lay in order to photograph her and, with the help of the police, neutralize the competitor. Rodin began to shoot at them with the machine gun he had in store, but Koresh’s supporters did not come empty-handed either. Soon the shooters were neutralized by the police, but due to lack of evidence, no one went to jail for a long time.
During his leadership of the sect, David Koresh destroyed most of the settlement’s buildings and erected a huge building from plywood sheets – an estate in which the sectarians lived and performed worship. Here, the head of the “Branch of David” declared all the women of the sect to be his wives and raped girls aged 10 to 14 years. But law enforcement agencies were not interested in this fact. They began to look closely at the community after its members were suspected of converting semi-automatic weapons into automatic ones. The very fact that the Branch of David was filled to the brim with firearms didn’t bother anyone. The sect quite legally made money on the purchase and subsequent resale of semi-automatic rifles at local fairs. But their conversion into automatic weapons was strictly prosecuted by law.
Members of David’s Bemwie at the Mount Carmel ranch near Waco. In May 1992, employees of the American Bureau of Alcohol, Macaco, Firearms and Explosives (BATFE) learned of the possession of weapons on the meppumopuu ranch. 25 February 19In 93, the Bureau received a warrant to search the ranch. On February 28, an attempt to search ended in a crossfire, as a result of which 10 people died. The FBI and the US National Guard came to support BATFE. Mount Carmel was surrounded. The siege of the ranch lasted 51 days. During the marking of the whole time, the FBI agents tried to enter into negotiations with Koresh and convince him to let the sect members out of the house. However, Koresh considered attempts to convert the agents to his faith. It all ended on April 19, 1993, when the FBI officers began the assault on Mount Carmel using helicopters and armored vehicles. A fire broke out in the ranch, in which four BATFE agents and 82 members of Bemva Davydova died, in my number 20 members and David Koresh himself.
The exact cause of the fire is still unknown. According to a government investigation, it was arson, according to another version, the fire broke out due to the use of tear gas. There is a theory that members of the Branch Davidians committed self-immolation when the assault began. It is known that David Koresh considered the siege of “Mount Carmel” a preparation for the Apocalypse.
In February 1993, the authorities tried to check the building, but the sect members refused to let them in. The confrontation began. The building was surrounded by the FBI, who tried to force the cult members to leave the building, using psychological means of influence. In particular, they used loudspeakers, through which loud music and other sound stimuli were transmitted twenty-four hours a day. The siege lasted twenty-one days and ended tragically. 19On April 1993, the FBI broke into the building and released gas inside. The building was instantly engulfed in flames, killing seventy-four cult members and several FBI officers.
“Five-hour tank attack on the residence of the Branch of David and filling the house with tear gas was called a “child protection operation.” What a blasphemous, insane train of thought! If the American people silently swallow all this and do not express indignation at what the government has done in Waco, I am afraid we will have to admit that our nation is in a deplorable state. Robert McCurry
The American people not only swallowed and did not rebel, but unanimously supported their native government. According to a public opinion poll, the actions of the federal authorities to smoke out the followers of the Christian sect The Branch of Davidov from the residence were supported by 73% of the US population, and the blame for the death of 76 people, including two pregnant women and 21 children, was blamed entirely on the leader of the sect David Koresh 93% Americans.
The siege of the residence of the Branch of David, located on Mount Carmel in the vicinity of the Texas village of Waco, lasted 51 days. The assault on the 19thApril 1993, as a result of which the building was rammed in several places by tanks, thousands of gallons of gas were pumped inside. There was a fire, and everyone inside, with the exception of nine people who miraculously managed to escape, were burned alive. Including children whom the government saved from the corrupt influence of pseudo-Christian obscurantism. According to a good tradition – saved by fire.
The operation was supposed to come as a complete surprise to the sectarians. But she didn’t. The Davidians began to prepare to repel the assault since January, when they uncovered undercover agents. During this time, David Koresh prepared three hundred pistols, rifles, machine guns and machine guns, as well as almost half a million rounds of ammunition. On the morning of February 28, a couple of hours before the start of the assault, local media learned about the operation. One of the journalists got lost on the way to the estate and did not find anything better than to ask the postman passing by for directions. The peddler of letters and parcels, who turned out to be a Davidian, asked the unlucky operator everything that he knew about the impending assault, and hurried to Mount Carmel. The sectarians had enough time to warn their own people and arm themselves.
Despite the fierce resistance of the sectarians, the ATF officers in charge of the operation decided to continue the assault. A group of agents managed to get close to the building and climb onto the roof. However, as soon as one of the security forces tried to enter the house through the window, the sectarians opened fire. A shootout ensued, during which four agents and six sectarians were killed. Another 16 intelligence officers were injured, among the Davidians there were also victims of bullets, David Koresh himself was wounded in the wrist and in the pelvis.
During negotiations, the agents were allowed to pick up wounded and killed colleagues from the estate. At the same time, there was no question of giving up. The Davidians were firmly seated at Mount Carmel and were ready to die.
During the first weeks of March, the FBI urged the sectarians to stop resisting and surrender. Particular attention was paid to children. There were about 50 minors on the estate who were treated as hostages. During the negotiations, 14 adults surrendered to the operatives, and 21 children were released along with them. There are about 9 left at Mount Carmel0 people, one third of whom were children. At some point, even David Koresh spoke about the possibility of ending the confrontation, but the very next day he announced that he obeyed not the government, but God, who ordered him to stay put.
List of schools in Thamside
This is the list of schools in the Metropolitan Borough of Thamside in the English county of Greater Manchester.
Content
1 Public schools
1.1 Primary schools
1.2 Medium schools
1.3 Special and alternative schools
1.4 Further education
2 Independent schools
2.1 Elementary schools
2.2 Senior and secondary schools
2.3 Special and alternative schools
9009 9009 References
Public Schools
Elementary Schools
There are 35 elementary schools in the Tameside area.
Wild Bank Community Elementary School, Stalybridge
Yew Tree Community Elementary School, Duckinfield
Longdendale High School, Hollingworth
Mossley Hollins High School, Mossley
Reiner Stevens High School, Duckinfield
St. Damian’s RC College of Science, Ashton-under-Lyne
St. Thomas More College West 09095 Hill School Day, Stalybridge
Special and Alternative Schools
Cromwell High School, Duckinfield
Endeavor Academy, Hyde
Hawthorns School, Odenshaw
Oakdale School and Acorn Nursery, Duckinfield
Samuel Laycock School, Ashton-under-Lyne
Thomas Ashton School, Hyde
Further Education
There are 3 colleges in the Tameside area.
Ashton Sixth Form College, Ashton-under-Lyne
Clarendon Sixth Form College, Ashton-under-Lyne
Tameside College, Ashton-under-Lyne
Elementary Schools
9019 Prep & 1
Preparatory School Grafton House, Ashton-Ander-Line
Senior and secondary schools
School of Ashley House, Denton
Trinity
9 9009
9.
Greater Manchester Alternative Supply, Ashton-under-Lyne
Lime Meadows, Ashton-under-Lyne
used literature
List of Schools Tameside Council
Ofsted
Top 30 attractions in Haifa and surroundings: photos, descriptions, addresses
Bahai Gardens
The luxurious landscape complex of the Bahai Gardens was created on the northern slope of Mount Carmel. The central axis of the park is a kilometer-long staircase of 1500 steps leading to the top of the hill, where the temple-mausoleum was erected. Streams with waterfalls murmur on both sides of the stairs, fountains adorn the lower terrace. On an area of 200,000 sq. m planted exotic trees, evergreen shrubs, broken flower beds. Complex symmetrical forms are given to well-groomed lawns, paths and decorative areas sprinkled with multi-colored gravel and marble chips.
The landscape structure of the gardens contains a sacred meaning encoded in geometric shapes and the hidden meaning of numbers. Thus, 18 terraces correspond to the number of the first disciples of the Iranian messiah Baba, who brought a new religious teaching into the world. The central 19th platform, on which the tomb rises, personifies the very founder of the Baha’i spiritual movement. In 2008, the Bahai Gardens were included in the list of UNESCO World Heritage Sites.
Shrine of the Bab
On the slopes of Mount Carmel, there is a garden and park complex, embodying harmony, brotherhood, love – the main postulates of the monotheistic religion of the Baha’is, which originated in Persia. The path to it in the 19th century was pointed out by Seyid Ali Muhammad Shirazi, better known as Bab, which means “Gate”. Today, more than 5,000,000 people around the world profess the Baha’i religion, and pilgrims continuously flock to the temple where the ashes of the executed Bab rest.
Temple-mausoleum, crowned with a golden 40-meter dome, is located on the middle terrace of the Bahai Gardens, descending to the seashore of Haifa. The appearance of the building combines the features of eastern and western architecture. On the first level of the octagonal building, there is an ornate arcade with light pink granite pillars. At night, the temple of the Baba is spectacularly illuminated.
Religious ceremonies are not held within the walls of the shrine, this is a place of quiet prayer and meditation. The Baha’i teaching excludes the mediation of priests in the conversion of believers to God.
Address: Shrine of the Báb
World House of Justice
The impressive building of the Universal House of Justice, erected near the Temple of the Bab on Mount Carmel, resembles a classical ancient Greek building. Here is the residence of nine members of the supreme governing body of the Baha’i religious communities operating in many countries of the world. Spiritual leaders are elected every five years by an electoral college representing all national assemblies of the followers of the faith.
Solemn facades of the palace made of snow-white marble are surrounded by slender columns of the Corinthian order. Six additional columns support the frieze of the projecting portico. The structure is crowned with a marble dome, its appearance is borrowed from Persian architecture. Underneath is the meeting room. The building also houses secretariat offices, a conference center, a library, and archives. The galleries contain sacred artifacts.
Address: Coordinates: 32°48′42″N 34°59′15″E
Grottoes Rosh HaNikra
On the steep Mediterranean coast in the Western Galilee is an impressive natural formation – the grottoes of Rosh Ha-Nikra. Caves in limestone rocks washed out by the sea surf. The length of the suite of dungeons reaches 200 m.
For a long time the picturesque grottoes were accessible only from the water. In 1968, a 400-meter tunnel was cut through to them, and in 1987 a cable car was built, claiming to be the most extreme in the world. Her carriages slide along the steep slope of a 70-meter cliff.
The area around Rosh Ha-Nikra grottoes has been declared a national park. The reserve includes caves, a beach and several islets in the coastal waters of the Mediterranean Sea. Bus tours are organized here from Haifa, Jerusalem and other cities. Lighting has been provided in the caves, a restaurant accepts tourists, changing rooms and toilets are equipped on the beach. There is a small hall in the tunnel where video films are shown. Entrance to attractions is paid.
Address: Coordinates: 33°05′35.24″N 35°06′17.16″E
Armageddon Valley
31 km southeast of Haifa, at the foot of the Carmel mountain range, lies the biblical valley of Armageddon. Two thousand years ago, St. John the Theologian described his terrible vision, in which he saw a future battle between the bright forces of the Kingdom of God and the army of Satan. The epic battle was to take place in the vastness of this particular valley.
The main attraction of the plain is the ruins of the ancient city of Megiddo, mentioned in the papyrus scrolls of the Egyptian pharaohs. Archaeologists have unearthed 26 cultural layers in a 60-meter hill, marking the stages of the city’s history. The oldest structures date back to the 4th millennium BC. e. The ruins are included in the territory of Megiddo National Park. The archaeological site is included in the UNESCO World Cultural Heritage List.
Address: Coordinates: 32°44′12″N 35°11′29″E
The main attractions can be seen on your own on a walk, but the trip will be much more exciting if you go on a sightseeing tour of Haifa with a local guide.
Promenade Louis
In Haifa’s Merkaz HaCarmel tourist center, there is a lovely panoramic alley called the Promenade, or Taelet Louie. Her device was paid for by the Goldschmidt couple. So they decided to capture the memory of their dead son Louis.
The romantic 400-meter Louis Promenade stretches on one of the slopes of Mount Carmel above the upper terrace of the Bahai Gardens. The alley is bordered by shady trees, wide lawns, pergolas. At the western tip is a monument to the German Emperor Wilhelm II. From the Louis Promenade, views of the Haifa Bay, the Galilee Mountains, and the surrounding towns open up. On a clear day, the snow-capped peaks of the Hermon massif can be seen from here. At night, the entire alley is illuminated by lanterns, turning into a magical corner.
Address: Promenade Louis
Shikmon Park
Not far from the Haifa Ocean Research Center is the entrance to the Shikmona National Park. The reserve stretches along the sea coast and includes the Tel Shikmon archaeological zone, where cultural layers from the late Byzantine period to the 15th century BC have been excavated.
The rocky coastal zone is cut by flat rocky reefs that form ponds, bays, lagoons inhabited by fish, crabs, oysters. Sometimes there are sea turtles here. The rocky surfaces of the reefs are plastered with sinuous shells “built” by snails. Lilies of the valley, yellow-green sea chrysanthemums grow along the coast. There are places for bird watching in the park, fishing with a bait is allowed.
Address: Coordinates: 34°57′15″N 49°10′32″E
Thumb Cave
Carmel National Park is cut by hiking trails. Two of them lead to the Finger Cave. You can go to the grotto along a 2.4 km long circular route or along a short 700-meter track. The entrance to the karst cave is similar to a giant finger, stone steps lead to it. One of the legends tells about a giant with a sweet tooth, who stuck his finger into a narrow crevice in search of honey. After a bee sting, the giant’s finger swelled up. Pulling it out with great effort, the giant destroyed the rock. This is how the Finger Cave (Mearat Etsba) was formed.
Three spacious halls hide few and rather simple stalactites. It is known that in the prehistoric period the grottoes were inhabited. Archaeologists have found here stone vessels and bone fragments from the Neolithic and Paleolithic periods.
Address: Coordinates: 32°42′41.55″N 34°58′25.2″E
Nesher Park with suspension bridges
Nesher Park stretches on the northern slope of Mount Carmel. It is located near the city of the same name, about 9 km from Haifa. The park is famous for its two suspension bridges spanning the seasonal Katia Creek, which cuts through a narrow mountain gorge. There are several hiking trails of different lengths and difficulty levels on the territory. The trails lead to viewing platforms, along which there are picnic areas, playgrounds, gazebos.
Bridges cross various areas of the park, and during walks one has to cross shaky crossings more than once. A 15-minute walk from the parking lot is the first 70-meter bridge built in 2004. The second transition is twice as long. The mountain gorge is not too deep, but because the bridges sway, many tourists move along them with caution. The more daring guests of the park enjoy admiring the panoramas of the mountains overgrown with trees that open before them.
Address: HeHaruv St, Nesher
Mount Carmel
The precipitous mountain range in the northeast of Israel is called Mount Carmel, which means “the vineyard of the Lord.” The rock mass stretches for 39 km from the city of Benjamin to the flourishing Jordan Valley.
The streets of Haifa’s residential areas run up the slopes of Mount Carmel. At the highest point (546 m) a steel TV tower was built. Above the cliff overlooking the sea, there is a lighthouse. Next to it is the station of the 330-meter cable car rising from the Bat Galim embankment. Nearby is the research center and student campus of the University of Haifa. The monastery Stella Maris, belonging to the Catholic order of Carmelites, was built on the mountain. One of the slopes is decorated with the Baha’i Gardens, a world-famous landmark of the city. Mount Carmel National Park adjoins Haifa from the south.
The Carmelit funicular runs from the city center to the upper quarters. The cars run in an inclined tunnel, punched in the depths of the mountain. Its length is 1.8 km, 6 underground stations are equipped along the way. The upper one is located near the zoo.
Address: Coordinates: 32°40′21″N35°01′23″E
Zoo
Haifa Zoo is located in Merkaz Ha-Carmel. The 35,000 sq. m is located in a shady botanical garden on the slopes of Mount Carmel. About 100 species of animals and birds live in the enclosures. Among them are Persian tigers, African lions, Syrian bears, lemurs from the island of Madagascar. The Israeli fauna is represented by wolves, wild boars, fallow deer, which are found in the Judean Desert and Mount Carmel Biosphere Reserve. In a closed room with climate control equipped with a terrarium.
There is a prehistoric museum on the territory of the zoo. The exposition presents artifacts found in caves where ancient people lived, finds of underwater archaeologists. Adjacent to the Haifa Zoo is the small Gan Ha’Em (“Mother’s Garden”) park. Playgrounds, attractions, cafes are arranged on the alleys.
Address: Ha-Tishbi St 124
Israel Maritime Museum
The National Maritime Museum was established in the port of Haifa in 1953 from the collections of private collectors. At 19In 72, a special building was built for the museum on Allenby Street in the Bat Galim area. The exposition tells about the history of shipping in the Mediterranean Sea between the countries of the Middle East and Southern Europe.
The tour begins in the hall dedicated to the sea deities, mythical seafaring heroes. It is followed by a section on Mediterranean pirates. Guides talk about outstanding sailors and military admirals, historical naval battles. Thematic expositions present the finds of underwater archaeologists. The showcases display ceramic vessels used to transport olive oil, wine and other products. The oldest amphorae with paintings were made in the 7th century BC. e. The exposition is complemented by a collection of coins minted in the ancient coastal kingdoms, anchors raised from the bottom of the sea, models of merchant and warships. Of particular value are ancient navigational charts and navigational instruments.
Address: Derech Allenby, 198
Museum of Illegal Immigration and the Navy
In 1969, the Museum of Illegal Immigration and the Navy opened in Haifa. Its collections complement the collection of the National Maritime Museum, located nearby. The exposition is divided into two thematic blocks reflecting the key moments in the history of the country.
The secret immigration section covers the period from the mid-1930s to 1947. At that time, Palestine was under British control. For political reasons, Jewish settlers were forbidden to enter their historical homeland. Documents and photographs tell about dramatic ups and downs. In the open area in front of the building, a ship carrying illegal immigrants was installed.
The period of formation of the naval forces after the proclamation of the State of Israel is reflected in the second part of the exposition. Visual illustrations are the INS Mivtach missile boat and the Gal submarine cruiser. Tourists have the opportunity to board warships.
Address: Derech Allenby 204
Montfort Castle
A whole chain of crusader fortresses stretched out in the Upper Galilee region. The most important fortification, Montfort Castle, is located 15 km from the coast on top of a sheer cliff, where a hiking trail leads. The scenic area is part of the Nahal Kziv National Park.
Montfort was founded in the middle of the 12th century by the French nobles de Milly, who captured a small Galilean estate. Initially, the building was a fortified farm. In 1229, it became the property of the Knights of the Teutonic Order and turned into a fortress – the residence of the Crusaders. Soon, the troops of the Mamluk Sultan Baybars I reached its walls. After the siege, the knights capitulated, and the winner ordered the castle to be destroyed.
From the end of the 13th century, Montfort stood abandoned, archaeologists began research only in 1926 year. Nowadays, excavations are carried out every summer. In the castle, the ruins of the tower, the defensive wall and the Knights’ Hall, buildings at the foot of the fort, are available for inspection.
Address: Coordinates: 33°02′41″N 35°13′34″E
Stella Maris Carmelite Monastery
In the 11th century, several mendicant hermit monks settled in caves on the slopes of Mount Carmel. According to the Old Testament tradition, the prophet Elijah once lived in one of them. In 1209, the Patriarch of Jerusalem blessed the creation of the monastic order of the Carmelites. Mount Carmel gave the brotherhood its name. The full Latin name also contains one of the sacred titles of the Virgin Mary – Stella Maris (Star of the Sea), mentioned in the hymn Ave maris stella.
The modern architectural ensemble of the Stella Maris Carmelite Monastery was formed in the 19th century. In the center of the complex, above the grotto of Elijah, a cathedral church was erected, resembling a fortress. The windows are decorated with stained-glass windows, the interiors are painted with frescoes. The complex includes cells, a refectory, household services. A rich library of spiritual and secular literature is collected here. There is an archaeological museum, which presents artifacts found during the construction of the monastery. An organ is installed in the temple, music and a choir sound during religious services. Organ concerts are sometimes held in the basilica.
Address: st. Derech Stella Maris
Museum of Science, Technology and Space
The National Museum of Science, Technology and Space, known as MadaTech, is located on the northern slope of Mount Carmel near the Baha’i Gardens. The three-story building with a high arched portal and battlements on the walls resembles Muslim madrasahs.
Galleries with interactive exhibits present the history of the development of world science. In the courtyard of the museum there is a park divided into several locations. The inventions of the great scientists of the past are clearly presented here – from Archimedes and Pythagoras to Leonardo da Vinci and Newton. Androids and other cyber creatures “live” in the robotics section. The CinematriX 3D cinema shows stereoscopic films. Spectators are offered special glasses and remotes that provide interaction with the characters. The effect of presence is provided by moving chairs, smells, air currents, and illumination.
There is a souvenir shop and cafe on the ground floor of the main building. Amusements are arranged in the park, there is an open amphitheater for 400 spectators.
Ursula Malbin Sculpture Park
The steep Sderot street rises up near the entrance to the Bahai Gardens. From here, follow the signs to the small Ursula Malbin Sculpture Park. It opened to the public in 1978. On its territory there are 29 bronze figures created by the sculptor Ursula Malbin at the age of 82. Her earlier works adorn many parks around the world and are highly valued by collectors.
The realist sculptures donated by Ursula Malbin to the city of Haifa depict adults, children and pets. The compositions organically fit into the surrounding landscape. The second name of the garden “Place of Peace” reflects the atmosphere that reigns in this green corner on the slopes of Mount Carmel. Paths are laid in the park, benches with views of the sea and Lower Haifa are installed on the observation deck in the shade.
Address: st. Zionut, 114
Gecht Park
Between the oceanographic center of Haifa and Dado Beach, Hecht Park is spread over 7 hectares. The landscape consists of extensive lawns, picnic areas, Mediterranean vegetation. A hiking trail stretches along the coast. The park has seasonal swimming pools, a mini-football field, a skating platform, paths for cycling, rollerblading, and scooters. Near the southern parking lot there is a huge children’s area. Here, vacationers expect a zipline over the beach. There are various swings on the lawns. Many of them face the sea, which allows you to admire the wonderful scenery. A pedestrian tunnel leads from the park to the coast.
Address: HaHagana Boulevard
Dado Beach
One of the best beaches in Haifa is located in the south-west of the city next to the railway station Hof Ha-Carmel. It bears the name of David (Dado) Elazar, a military leader, a participant in all the iconic battles that have shaken Israeli soil since 1947.
Dado Beach, covered with golden sand, well landscaped. There are free changing rooms, showers, toilets, a children’s pool. Wooden gazebos are located along the shore, where you can hide from the sun. A promenade stretches above, where cafes, restaurants work, a dance floor is arranged. The walking public is entertained by street musicians. Folklore ensembles perform on the beach during the season. There are parking lots near the coast.
Address: Old Town, Dado Zamir beach
Hecht Museum
In 1984, a museum was opened at the University of Haifa, which also serves as a research base for students and teachers. The museum is named after its founder, Ruben Hecht, an Israeli industrialist and one of the founders of the university’s board of trustees. From a young age, Hecht was interested in archaeological research in the Middle East. His private collection of finds, dating from the Canaanite to the late Byzantine period, formed the basis of the museum’s collection.
The Hecht Museum presents the history of the land of Israel in chronological order. Semitic seals, Jewish coins, jewelry, stone vessels are displayed here. A separate hall is dedicated to ancient trades and crafts. In addition to artifacts, the founder of the museum donated to the university a collection of paintings, including works by the Impressionists, artists of the Barbizon school, and Jewish masters. Among the authors are Claude Monet, Vincent van Gogh, Amedeo Modigliani, Isaac Levitan, Max Lieberman.
Address: Hecht Museum, University of Haifa, Mount Carmel
Tel Shikmona
Off the coast of Haifa, not far from the cape of Mount Carmel, is the Tel Shikmona archaeological site. The word “tel” means “hill”, “mound”, “barrow”. Tel Shikmona is first mentioned in the treatise of Josephus Flavius ”History of the Jews”. Excavations have been carried out at this site since the 1960s. The discovered artifacts shed light on the ancient history of Tel Shikmon. It turned out that the first settlement on this site arose in the 15th century BC. e. and served as a military base for the Egyptians.
In other cultural layers, the remains of a city wall, ceramics of the Israelite period, Phoenician residential area, where stone vessels, weapons, jewelry survived, were found. The archaeological site includes traces of the Greek, Roman, Byzantine periods. The latest finds date back to the 6th-7th centuries. In 2008, Tel Shikmona and the adjacent coastal area were declared a National Park.
Address: West Haifa, Shikmona Beach, Shaar HaAlia
Carmel Beach
On a narrow strip between Mount Carmel and the Mediterranean Sea, the Hof Ha-Carmel plain stretches. One of the beaches located in this area of Haifa is called Carmel. There is a motorway about 500 m from it. Carmel Beach is accessible to everyone, it is covered with soft yellowish sand, the entrance to the sea is gentle.
Stationary shelters from the sun, changing rooms, showers, toilets, a cafe-bar are installed on the beach. A volleyball court is organized for fans of outdoor activities. The beach is very popular among the townspeople, it is crowded during the high season. At this time, lifeguards are on duty on the towers.
Address: Almog, 15
Flea market
Flea market is located near the port of Haifa. At a colorful flea market, you can find a lot of interesting things hiding in a chaotic pile of goods. Among the obsolete pots, chairs, worn-out shoes, vintage jewelry, spectacular retro-style sunglasses, old-fashioned handmade sweaters, vinyl records await their buyer. At the market, you can buy antique sets, cute interior items, and take pictures inside the atmospheric shops. A notable local store is Bon Bon Vintage. There is a small coffee shop at the entrance to it. On Saturdays Flea market is open from 06:00 to 16:00, on other days the market opens at 09:00.
Address: Kibbutz Galuyot St 8
Prophet Elijah Cave
According to the Old Testament Book of Kings, the pilgrim Elijah, a prophet now revered by three world religions, once found shelter in a grotto on the Mediterranean coast. According to legend, the Lord addressed him here, and then “in a whirlwind of fire” he lifted the righteous man to heaven. Today, the cave of the prophet Elijah is hidden under a building erected at the foot of Mount Carmel.
On the walls of the dungeon, about 14 meters long, one can see ancient sacral inscriptions in Hebrew and ancient Greek. The entrance is divided into two parts – for women and men. Menorah candles are burning in both halves. Believers can leave notes with their innermost desires in a deep trough carved into the rock. In Haifa, there is another cave of Elijah, and even his tomb. These shrines are located in the monastery of Stella Maris.
Address: Derech Allenby 227
Art Museum
The Haifa Art Museum is located in the prestigious Wadi Nisnas area. The expositions are housed in a historic building lined with light sandstone. The museum has one of the largest collections of modern fine art in Israel.
The galleries feature more than 7,500 paintings and sculptures by Israeli and foreign artists. Among them are the works of Marc Chagall, Yechiel Shemi, Mordechai Ardon. The fantastic canvases of the French painter Andre Masson, the paintings of the German impressionist Max Lieberman, the frescoes of the Mexican master Diego Rivera attract attention. A collection of photographic works is exhibited.
The museum has an interactive educational center, lectures, seminars, concerts, traveling exhibitions. Innovative computer equipment allows visitors to look into the virtual worlds of digital video art.
Address: Shabbetai Levi Street, 26
Tikotin Museum of Japanese Art
Collector and philanthropist Felix Tikotin studied the culture of Japan for many years and collected works of artists from the Land of the Rising Sun. At 19On the 59th, he bought a mansion in Haifa and a year later, the Tikotin Museum of Japanese Art opened within its walls.
Over time, the collection has grown significantly, and today the collection includes 8500 items. Among them are paintings on linen screens, calligraphic texts, samurai blades, lacquered boxes, and painted vases from the 17th-19th centuries.
In 1982, Japanese businessman, politician, philanthropist Ryuichi Sasakawa donated $1,500,000 to build a new museum building. The spacious building housed exhibition galleries, a concert hall, a cultural center with a library. The store offers Japanese souvenirs, books, albums.
Address: Ha-Nassi Blvd 89
Thomas Lemay Gallery
Artist and muralist Thomas Lemay, a native of the US state of Michigan, came to Israel in the 60s of the last century. He is known for his avant-garde metal art. He lived for many years in the moshav (village) of Beit Lehem HaGlilit, 30 km east of Haifa. In the buildings of the former dairy farm, the master created his own art center – the Thomas Lemay Gallery, where his works are displayed.
Connoisseurs of contemporary art admire cast sculptures and bas-reliefs, wrought iron furniture, interior design. In addition to the works of the master himself, the exhibition areas of the Thomas Lemay Gallery exhibit works of young talents – Lemay’s students. Tourists are given the opportunity to watch the work of artists, some of the sculptures are put up for sale.
The village itself deserves attention. Take a look at the local bazaar where seasonal fruits, vegetables, cheeses, and spices are sold. Medieval buildings built by the Crusaders have been preserved on the streets. Israeli families still live in them today.
Address: Coordinates: 32°44′12″N 35°11′29″E
Pelerin Castle
13 km south of Haifa is one of the most spectacular historical monuments of Israel – the Pelerin Castle. It is also called “Atlit” or “Pilgrim’s Castle”. The fortress was erected on a rocky ledge of land, crashing into the sea. The Cape, built by the Templars in 1218, was their last mainland stronghold in the Holy Land and the only one never captured by the enemy. At the end of the XIII century, the knights left the castle, heading for the shores of Cyprus.
The Mamluks who replaced the crusaders did not destroy the Pelerin. It remained in good condition until an earthquake struck in 1837. Later, the damaged walls were partially dismantled for construction in Acre.
The picturesque castle ruins can only be admired from afar. Since 1950, the peninsula and the fortress have been administered by the IDF navy. Access to the territory by civilians is prohibited, since Pelerin Castle has the status of a secret base for a commando unit.
Address: Coordinates: 32°42′19″N 34°56′02″E
Church of the Multiplication of the Loaves and Fishes
The Church of the Multiplication of the Loaves and Fishes is located in the biblical area of Tabgha. The modern building was erected in 1982 on the ruins of the Byzantine basilica of the same name. Her description is preserved in a diary written in the 4th century by the Spanish pilgrim Egeria.
Here, according to the Gospel, the miracle of the multiplication of loaves and fishes took place, with which Jesus fed thousands of hungry poor people. The basis of the church altar is a stone block. They say that it was on it that Jesus laid out his divine food. The main attraction of the temple is the restored mosaics of the 5th century.
Address: Coordinates: 32°52′24″N 35°32′55″E
Haifa Port
Since the 2nd century, the harbor in Haifa Bay has been known as a safe haven for passing ships. In ancient times, representatives of many Mediterranean civilizations found refuge here. In the early 12th century, the Crusaders turned the deep-water harbor into an important port on their way to Tiberias, the capital of the Galilee. But after the destruction of Haifa by the Mamluks, it was forgotten for a long time.
In the 20s of the last century, the British, who controlled Palestine, realized the strategic importance of the bay, and began to build port facilities. The port opened at 1933rd. When Israel achieved independence, Haifa’s sea gate acquired a special value. During the war with neighboring Arab countries, the land borders of the young state were closed, and the port of Haifa became its only connection with the world.
Today Haifa is the largest port in Israel, it receives large-capacity sea vessels from all over the world. The passenger terminal serves cruise liners and ferries. Duty-free, a souvenir shop, a cafe work in this location, and there is an underground funicular station nearby.
School of Good Hope
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Content
1 History
1.1 Graph
2 School mission
3 houses
4 See also
5 Recommendations
History
History. garden on Waterloo Road. Good Hope is a Catholic school run by Missionary Sisters of the Immaculate Conception (MIC). It was founded in 1954. In 1955, an elementary school opened at its current location. The high school admitted the first students of the first class at 1957: These students passed the HKCE exam in 1962.
A new wing was opened in 1963 to accommodate the growing number of students. Eventually, Good Hope’s middle section grew to its current size of 36 classes in 1975. In 1978, the High School Section was fully subsidized by the Hong Kong Department of Education. The Delia Wing was opened in 1985. Although Good Hope has closed kindergarten, the school is proud of the fact that the majority of students remain Good Hopers throughout their elementary and middle school years. The original part was demolished in 2005 and rebuilt in 2008. The kindergarten was also reopened in 2010.
Schedule
School of Good Hope was founded by a group of VPK sisters from Canada. It originally opened at 125 Waterloo Road, Kowloon.
1954
Started Kindergarten and Primary
1955
1955
Primary section moved to NKKoon, Water1 Water8.
1957
Good Hope Middle School accepts students in grades I and II
1960
Secondary education section became private school with support
1962
Secondary school students passed the Hong Kong Educational Test.
1964
Construction of the Secondary Section at NKIL 4192 (T-shaped building) – Wings of Our Lady, St. Joseph and Science is completed.
1974
The first 6 art classes (2 classes) opened in the middle section.
1975
The first sixth grade of arts and the sixth junior grade of science are opened in the high school section.
1976
The first students of the 6th grade in humanitarian specialties handed over to level “A”
1
The first 6 senior jackets of natural sciences passed to level “A” 9061
School of Good Hope began to phase in the transition to DSS (Direct Grant Scheme)
Completion of the SIP (School Improvement Program) building located at the back of the T-shaped building – Sacred Heart and Our Lady of Lourdes Wings.
Completion of the library with sky canopy occupying part of St. Joseph’s playground.
The reconstruction of the primary department has begun
2004 – 2009
Redevelopment of the Primary Section
2007
Another floor added to the SIP building.
GHS celebrated its Golden Jubilee with the following events:
The Open Days were opened by Professor Arthur KKL, Secretary of Education and Human Resources.
Golden Jubilee Opening and Closing Mass (GHS / Immaculate Conception)
2009
The elementary section has been renovated and is now a full-time school.
Good Hope School Kindergarten Completion and Call for Applications K1 to K3 for the 2010-2011 Academic Year.
2012
The elementary school and kindergarten section was registered as Good Hope Primary School and Kindergarten
Good Hope School
Good Hope School Campus (11-2010)
School Mission
Good Hope School emphasizes the Christian values of love, hope, joy and Thanksgiving. As part of a whole school approach, the school strives to unlock the potential and instill in each student a sense of uniqueness. In addition, it also provides all Good Hopers with an equal opportunity to develop their spiritual, moral, intellectual, physical, social, emotional, and aesthetic aspects. The school also embraces the call to help shape graceful, thoughtful young women who have a global vision and are aware of their civic responsibility and their ability to make a difference.
Houses
Secondary hopper houses are named after trees.
Hazel (榛木) (yellow)
Oak (橡樹) (Grey)
Pine (松樹) (green)
Elm (榆樹) (Blue)
9紅樹 (pink red) (redwood)
Sandal (檀香木,白檀木) (orange)
Primary hopper houses are named after flowers.
Holly (冬青) (red)
Orchid (蘭花) (Purple)
Pansy (三色堇) (yellow)
Edelweiss (雪絨 花 花 花) (green)
Rose (玫瑰
external link
Official homepage of Good Hope School
Official homepage of Good Hope School (Secondary School Section)
Official homepage of Good Hope School (initial part)
Official homepage of the School of Good Hope (kindergarten section)
List of schools in Tasmania
This is the list of Tasmanian schools. Schools in the public education system include 138 elementary schools (kindergarten to grade 6), 57 high schools (grades 7 to 10), and 8 colleges (grades 11 to 12). The public education system is administered by the Tasmanian Department of Education.
Of the secondary schools, 26 are district (or district) secondary schools, where in rural areas the primary and secondary schools are located on the same campus. There are also 8 auxiliary (or special) schools, 4 pre-school education centers, 1 kindergarten and distance learning.
The largest public education institution in Tasmania is the University of Tasmania, with main campuses in Newnham (in Launceston) and Sandy Bay (in Hobart), and with a northwestern center in Burney.
There are many non-public schools and colleges in Tasmania. Non-state schools usually have a religious affiliation, although their strength varies by school. There are 70 registered non-public schools in Tasmania.
CONTENTS
1 Public schools
1. 1 Colleges
1.2 Secondary schools
1.3 District schools
1.4 Primary and preschool
1.5 School support
1.6 Preschools
2 non-state schools
2.1 Catholic schools
2.1.1 High school, college and schools K-10/12
2.1.2 Primary schools K-6
2.2 Independent schools
2.2.1 High school and K-12 school
2.2.2 Primary schools
3 closed schools
3.1 Public schools
3.1.1 Secondary schools
3.1.2 Primary and district schools
3.2 Non-public schools
3.2.1 Catholic schools
3.2.2 Independent schools
4 See also
5 links
6 External links
Public Schools
See also: Department of Education (Tasmania)
Colleges
Claremont College
Don College
Elizabeth College
Hellyer College
Hobart College
Launceston College
Newstead College
Rosny College
Universities
Bayview Middle College (7–12)
Burney High School (7-12)
Brooks High School (7-10) – 7-11 year renewal in 2021
Clarence High School (7-12)
Cosgrove High School (7-10) – 7-11 renewal in 2021
Deloraine High School (7-12)
Devonport High School (7-12)
Exeter High School (7-10) – 7-11 year renewal in 2021
Huonville High School (7-12)
Federation of Jordan River Studies – High School (7-12 years old)
Kings Meadows High School (7-12)
Kingston High School (7-11 years old) – 7-12 years renewal in 2021
Latrobe High School (7-12)
Montrose Bay High School (7-10) – 7-11 Renewal in 2021
New Norfolk High School (7-12)
New Town High School (Boys – co-ed in 2022) (7-11 years old) – 7-12 year extension in 2021
Ogilvie High School (girls – will study together in 2022) (7-11 years) – 7-12 years extension in 2021
Parklands High School (7-12)
Prospect High School (7-12)
Queechy High School (7-10) – 7-11 renewal in 2021
Rhys High School (7–12)
Riverside High School (7-10) – 7-11 renewal in 2021
Rose Bay High School (7-12)
Scottsdale High School (7-12)
Smithton High School (7-12)
Taron High School (7-10)
Ulverston Middle College (7-12)
Wynyard High School (7-12)
District schools
Bothwell County High School (K-10) – 2021 7-11 Extension
Bruny Island District School (K-6)
Campania County High School (K-12)
Campbell County High School (K-12)
Cressy County High School (K-12)
Dover County High School (K-12)
Flinders Island County High School (K-12)
Glenora County High School (K-12)
King Island County High School (K-11) – 2021 7-12 Extension
Lilydale County High School (K-12)
Mountain Heights School (K-12)
Oatlands County High School (K-12)
Uze District School (K-6)
Penguin District School (K-12)
Port Dalrymple School (K-12)
Rosebury County High School (K-12)
Sorella School (K-12)
Sheffield School (K-12)
St. Helens County High School (K-12)
St. Marys County High School (K-12)
Tasmanian Area High School (K-12)
Triabunna District High School (K-12)
Vinnali County High School (K-12)
Woodbridge School (K-10) – 7-11 year extension in 2021
Yolla County High School (K-12)
Primary and Children’s Schools
School Support
Ashley School – expansion to 11 in 2021
Northern Support School – Newstead Heights Campus
North Support School – St. George’s Campus
Northwest Support School – Bernie
North West Support School – Devonport
South Support School (also known as Timsbury Road School)
Early Learning Schools
Early Education Tasmania Bernie
Early Education Tasmania Devonport
Early Education Tasmania Hobart
Early Education Tasmania Launceston
Non-government schools
Catholic schools
Middle, College and Schools K-10/12
Dominic College, Glenorchy (K-10)
Guildford Young College, Hobart/Glenorchy (11-12)
MacKillop College, Mornington (K-10) – expansion to 12 in 2023
Marist Regional College, Burney (7-12)
Mount Carmel College, Sandy Bay (K-10 Girls, K-2 Boys)
College of the Sacred Heart, New City (K-10)
St. Aloysius Catholic College (K-10) – Expansion to 12 in 2023
St. Brendan Shaw College, Devonport (7-12)
St. James College, Cygnet (K-10)
St. Mary’s College, Hobart (Girls K-12, Boys P-2) – All Girls Transition
St. Patrick’s College, Launceston (7-12)
St Virgil’s College, Hobart/Austins Ferry (K-10) – expansion to 12 in 2023
Star of the Sea College, Georgetown (K-10)
St. Francis Flexible Learning Center, Chigwell (7-10)
Primary schools K-6
Corpus Christi School, Bellerive
Holy Rosary School, Claremont
John Paul II School, Rokeby
Immaculate Heart of Mary Catholic School, Lena Valley
Larmenier Elementary School, Launceston
Our Lady of Lourdes School, Devonport
Our Lady of Mercy School, Deloraine
Sacred Heart School, Giveston
Sacred Heart School, Launceston
Sacred Heart School, Ulverston
Stella Maris School, Bernie
St. Brigid’s School, New Norfolk
St Brigid’s School, Wynyard
St. Cuthbert’s School, Lindisfarne
St Anthony’s School, Riverside
St. Finn Barr Catholic School, Invermay
St. John’s School, Richmond
St. Joseph’s School, Queenstown
St. Joseph’s School, Roseberry
St. Patrick’s School, Latrobe
St. Paul’s School, Bridgewater
St. Peter’s Catholic School Chanel, Smithton
St. Teresa School, Muna
St Thomas More School, Newstead
Independent schools
High schools and K-12 schools
Calvin Christian School (K-12)
Capstone College (alternative)
Circular Head Christian School (K-12)
Eastside Lutheran College (P-10)
Emmanuel Christian School (K-10)
Fahan School (K-12)
Geneva Christian College (K-12)
Herrick Presbyterian Covenant School (1-10)
Hilliard Christian School (K-10)
John Calvin School (K-10)
Lambert School (K-10)
Launceston Christian School (K-12)
Launceston Church Grammar School (K-12)
Leighland Christian School (K-12)
Newstead Christian School (K-12)
Northwestern Christian School (K-10)
Oakwood School (1–12)
Seabrook Christian School (K-12)
Scotch Oakburn College (K-12)
Southern Christian College (K-12)
St. Michael’s Collegiate School (K-12)
School Tarremach Steiner (K-10)
Friends School, Hobart (K-12)
Hutchins School (K-12)
Primary schools
Christian School Canal, Margate
Devonport Christian School, Devonport
Northern Suburbs Christian School, Bridgewater
Peregrine School, Nichols Rivulet (K-8)
Tamar Valley School Steiner
Cottage School, Bellerive
Launceston Preparatory School, Launceston
Closed schools
Public schools
Universities
Bridgewater High School merged with Jordan River Learning Federation High School/Jordan River Learning Federation High School in 2011.
Claremont High School – merged into Montrose Bay High School
Galeston Bay High School – Closed December 2013.
Penguin High School – merged with Penguin District School in 2014.
Ravenswood High School Day
Rokeby High School – renamed Bayview Middle College
Rosetta High School – merged with Montrose Bay High School
Primary and District Schools
Abbotsfield Primary School – merged with Austins Ferry Primary School and Windermere Primary School
Acton Elementary School – Merged with Romen Elementary School in 2011.
Branksholm Elementary School – Merged with Winnalee County High School in 2011.
Brent Street Elementary School – merged into 9 Glenorchy Elementary School0095
Bridgewater Elementary School – Merged with East Derwent Elementary School and Greenpoint Elementary School in 2011.
Brooklyn Elementary School – Merged with Romaine Elementary School in 2011.
Claremont Elementary School – merged with Austins Ferry Elementary School and Windermere Elementary School
Elizabeth Street Elementary School
Inglis Elementary School – was renamed Table Cape Elementary School (Bowick Street Campus) in 1998.
Levendale Elementary School – Closed December 2018 and is currently used as Levendale Community Center.
Mayfield Elementary School – Merged with East Tamar Elementary School in 2013.
Mornington Elementary School – now campus of Mackillop College
Mount Falkener Primary School – merged with Austins Ferry Primary School and Windermere Primary School
Penguin Elementary School – Merged with Penguin District School in 2014.
Paluna Public School – closed in 1929 due to poor attendance caused by bad weather. Since 1930, students have attended Melrose Public School.
Rocherlea Primary School – Merged with East Tamar Primary School in 2013.
Roseneath Elementary School – merged with Austins Ferry Elementary School and Windermere Elementary School
Table Cape Elementary School (Bowick Street Campus) – merged with Table Cape Elementary School (Gibbons Street Campus) 2009
Upper Burnie Elementary School – Merged with Romaine Elementary School in 2011.
Waratah Elementary School – merged into Ridgley Elementary School 2009 (?)
West Somerset Elementary School – merged with and remained Somerset Elementary School, while Somerset Elementary School closed the other location in 2010.
Wynyard Elementary School – was renamed Table Cape Elementary School (Gibbons Street Campus) 1998
Non-government schools
Catholic Schools
Holy Name College – now part of Dominic College
Marian College – now part of St. Patrick’s College
Mary McKillop College – sister schools with Dominic
Our Lady of Help for Christians Catholic Elementary School – now part of St. Finn Barr Catholic Elementary School
Sacred Heart College, Launceston – now part of St. Patrick’s College and Sacred Heart School, Launceston
Savio College – now part of Dominic College
Shaw College, Devonport – merged with St Brendan College to form St Brendan-Shaw College
St Brendan’s College, Devonport – merged with Shaw’s College to form St Brendan’s Shaw College
St. Joseph’s College, Hobart – now part of Mount Carmel College
St. Peter’s School, Hobart – now part of St. Virgil’s College
St. Thomas More College – now part of St. Patrick’s College and St. Thomas More School
Independent Schools
Broadland House, Church of England Girls’ Grammar School – now part of Launceston Church Grammar School
Clemes College – now part of Friends School
Horton College – parts used for Hutchins School and Scotch Oakburn College
Launceston Steiner School
Methodist Ladies College/Oakburn College – now part of Scotch Oakburn College
Scotch College – now part of Scotch Oakburn College
How the branch of David religious sect was destroyed In 1959, a sect separated from the Seventh-day Adventist Church and took the name of the Branch Davidian. At first, they were rather harmless freaks, waiting for the inevitable onset of the Last Judgment. On the appointed day, the Davidians sold their property and gathered at the secluded Mount Carmel ranch near Waco, Texas, in order to meet the end of the world in a circle of like-minded people. However, to their great disappointment, the fire did not descend from heaven, and the world did not die. It would seem that this is the end of the story. However, in reality, everything was just beginning.
The fractious sect that remained at Mount Carmel ranch was united by a young and energetic preacher, Vernon Howell, who took the pseudonym David Koresh. In 1981, he met the widow of a former church leader and managed to impress the elderly preacher. Koresh had undoubted talents as an orator and, apparently, really believed in his own mission. People who communicated with the leader of the sectarians noted his insane religious fervor and ability to win over people. The newly appeared prophet knew the Bible almost by heart and spoke with ardor and fury. As for himself, Koresh had no doubts: he is Jesus Christ and at the same time the biblical King David.
The success of the new leader was hindered only by the son of the founders of the sect, George Roden. He believed he should inherit the leadership of the church and led a group of renegades. He, too, was not mentally healthy. One fine day, Roden invited Koresh to determine which of them was truly marked by God’s grace. To do this, Rodin dug up the remains of one of the dead sectarians from the grave and declared that the one who manages to resurrect her is the true leader of the sect. Koresh, however, has demonstrated a surprisingly pragmatic approach to power struggles. He did not resurrect the deceased, but turned to law enforcement agencies with a statement about the desecration of the grave.
The county sheriff was lukewarm and said he saw no reason to intervene. However, Koresh did not let up. He and a group of comrades entered the room where the deceased lay in order to photograph her and, with the help of the police, neutralize the competitor. Rodin began to shoot at them with the machine gun he had in store, but Koresh’s supporters did not come empty-handed either. Soon the shooters were neutralized by the police, but due to lack of evidence, no one went to jail for a long time.
Rodin himself resolved the issue of leadership in the sect. Another devout believer declared that he was the messiah, and Rodin hacked the new prophet to death with an ax during a theological debate. The court recognized the sectarian as mentally ill and sent him to a psychiatric hospital for compulsory treatment.
From there, the former preacher ran away several times, each time putting on the ears of the sheriff and the Texas Rangers, and eventually died of a heart attack during another escape attempt.
And Koresh strengthened his power in the sect. Rodin ran into debt, and Mount Carmel was going to be put up for auction, but “King David” managed to raise money to buy the ranch. With his sermons, he successfully persuaded neophytes to give their property to charitable causes, so that the required amount quickly ran up. Now no one could interfere with the sole power of the preacher over the sect. Koresh, according to tradition, announced the imminent end of the world and began to actively prepare the flock for it.
A strict daily routine has been established in the sect. The sectarians built a church and other structures, continuously trained in handling weapons. Dozens of people joined the sect, they willingly donated property to their guru, ate poorly and limited their needs to prayer and the simplest needs, so that the sect had some money. Koresh used them to buy weapons. The cultists diligently practiced with this constantly replenished arsenal, since the laws of the state of Texas allowed them to buy very powerful weapons, up to large-caliber sniper rifles.
In his spare time from endless sermons, the leader of the sect did not get bored: he gathered a harem of sectarians, including minors. Koresh generally believed that he should have all the women in the world, but so far he managed with two dozen available.
To explain the apparent dissonance between the declared role of the Savior and the real licentiousness, Koresh announced that he must become a “sinful Jesus” – they say, it will be easier for him to forgive at the Last Judgment.
However, the love of weapons and comrades-in-arms in the sect eventually killed the self-proclaimed prophet. At 19In 1993, the sect was reported to the Bureau of Alcohol, Tobacco and Firearms Control. Koresh was accused of cohabitation with underage girls, which was true, but not under the jurisdiction of the Bureau, and illegal possession of weapons, which was not true, but was within the competence of this body. The ATF Bureau began investigating the Branch Davidians in the summer of 1992. At that time, its employees received initial information that a certain religious group, based a few miles southeast of Uzko, Texas, was engaged in the production of hand grenades. As further ATF investigation showed, this religious group was also engaged in the illegal conversion of semi-automatic weapons into automatic weapons. In addition, there have been reports that members of the sect regularly conduct practice firing using automatic weapons. As the investigation proceeded, ATF officials began to receive more and more information that members of this religious association are engaged in the production of drugs, and their spiritual leader, Verna Wayne Howell, was seen sexually harassing young women from his sect. Most of this information came from operational interviews with people who left the sect after Verna Wayne Howell, aka David Koresh, took the place of the old leaders of the said religious association, Louis and George Rodin, in 1987.
From Online Information: “David Koresh, born Vernon Wayne Howell, was born to a 15-year-old mother. A weak student with learning problems and poor attendance, he left school in the ninth grade. In 1979, at about the age of 19, he was expelled from the Seventh-day Adventist Church as a troublemaker and a bad influence on young people. In early 1980, Howell joined the Branch Davidian sect led by the Roden family. This religious sect was one of the offshoots of the Seventh-day Adventist Church, its members considered themselves followers of David, just as Christians consider themselves followers of Christ. Through manipulation, Howell managed to wrest control of the sect by tricking and outmaneuvering the leader, George Rodin. After that, Howell led the cult and changed his name, declaring himself David Koresh. After seizing power in the sect, Koresh devoted himself to recruiting new members and launched construction. Under his leadership, the members of the group dismantled their small buildings and built one large, enclosed building. The religious sect had another address: a place called Mag Bag was between 249 Elk Road1 and the main highway passing through the town of Uzko. All mail sent for members of the Branch of David sect was sent to the specified address. In a damaged parcel to the specified address, the courier of the postal delivery service noticed parts of hand grenades, which he reported to the ATF.
To continue the investigation, additional measures were taken: ATF officers rented a house near the ranch from which they carried out surveillance, and introduced their operative, Robert Rodriguez, into the immediate environment of D. Koresh. However, the conspiracy during the operational-search activities was not up to par. So, ATF employees, conducting “outdoor”, pretended to be college students, but at the same time there was no furniture in the house, the “students” were under forty years old, they drove around in new cars and constantly replaced each other. So from the very beginning it was clear to the locals: “Who is who.” In addition, Koresh quickly figured out the source introduced to him, but did not take any action, because, relying on a missionary gift, he expected to re-educate the ATF employee with his sermons. Surveillance revealed that Koresh spends a lot of time in the camp, but he regularly runs around it, and often visits the city of Uzko, where he buys or sells weapons. However, information about Koresh’s activities outside the camp was ignored by the ATF leadership. In this connection, an unmotivated decision was made to arrest Koresh in the camp itself, instead of detaining him jogging or in the city, where he was alone and, as a rule, unarmed. A sensible idea to lure Koresh out of the ranch and arrest him ran into a bureaucratic problem: the social service, which had contacts with the sect, refused to participate in the operation, and the search warrant would soon expire. So the leaders of the Bureau decided not to wait, but to act. In addition, in parallel with the ATF, the local newspaper Uzko Tribune began to conduct a journalistic investigation against D. Koresh using all the same methods of surveillance. At the same time, despite repeated requests from the ATF, “not to get in the way” and not to give the case a wide public resonance, the newspaper began a series of publications about the new messiah. As a result, D. Koresh was well aware that he was being hunted, however, as if nothing had happened, he continued to come to Uzko and trade in weapons.
From the incident report: “The ATF Task Force decided to storm the camp on the morning of February 28, 1993. During the preparations for the assault and the arrest of David Koresh, ATF representatives notified the local emergency medical service of the possible arrival of victims. One of the ambulance workers reported this to the local press. A group of journalists immediately headed for Koresh’s camp, well ahead of the arrival of the ATF task force. At the same time, one of the journalists lost his way and began to ask the correct way from the local postman David Michael Jones, who was a close relative of Koresh. During the conversation, the correspondent told Jones about the impending assault. He, in turn, warned his relative by calling him on the phone. At the time of the announcement, Koresh was holding a regular Sunday service for his flock, among which was ATF agent R. Rodriguez. Upon learning of the impending arrest, D. Koresh informed Rodriguez that 75 ATF agents were on their way and suggested that he stay with David’s followers or “go back to the Beast.” Rodriguez left the camp and alerted the ATF task force, who arrived at the scene two hours after Koresh learned about the impending operation. However, the head of the operation decided to continue the event, despite the loss of the element of surprise. The consequences of the assault were catastrophic. Members of the Branch Davidian sect were heavily armed, and an attempt to arrest Koresh was unsuccessful and provoked a shootout. When the federal agent vans approached Mount Carmel, they did not see a single Davidian. According to agents, this was a bad sign. The transport, as planned, stopped in front of the front of the estate. The fighters were the first to get out of the wagons, who were supposed to scare off the Davidian dogs using fire extinguishers. One of the agents opened the gate, and another used a fire extinguisher on the dogs. At the same time, the agents who were in the second van began to leave. At that moment, David Koresh appeared on the threshold of the front door and shouted: “What’s going on?” Law enforcement officers introduced themselves, said that they had a search warrant, and shouted: “Stop! To the ground!” But Koresh jumped into the house, slammed the door behind him, and immediately, according to representatives of the Bureau, the Davidians opened fire, shooting through the front door. Then they began shelling from almost all the windows located on the front of the building. The agents retreated for cover. A group of eight agents approached the building. One of them provided cover, seven climbed onto the roof, where they were supposed to separate. Conway LeBleue, Todd McKeegan, Kenny King, and David Millen were to infiltrate Koresh’s bedroom in the building’s west wing. Bill Buford, Keith Constantino, and Glen Jordan were supposed to enter through a window into a room (presumably a weapons storage room) located in the east wing. As soon as the agents reached the roof, heavy fire was immediately opened on them. Special Agent Millen managed to move to the eastern sector of the roof, and take up a position near the “weapon room”. Special Agents LeBleu and McKeegan were killed. Special Agent King was hit six times by bullets before he rolled off the roof and into the backyard.
As a result of his injuries, King was unable to move independently, and repeatedly called for help via radio. Attempts by agents to help the wounded King were thwarted by Davidian fire. While in the armory, Agent Buford was shot twice in the thigh. Agent Constantino provided cover fire for Buford and Jordan, who stepped back to the window, jumped onto the roof, and dropped to the ground. Immediately after agents Buford and Jordan left the premises, the shooting in the “armory” ceased. While Constantino was considering whether to retreat or remain in his position, a Davidian entered the “armory” and fired two or three shots at the agent from a combat rifle. Constantino returned fire and the Davidian fell. Constantino ran to the window, but, jumping out of it, hit his head on the frame – his helmet flew off and he dropped his weapon. The agent, in a state of disorientation, rolled off the roof and fell to the ground, suffering multiple fractures. Two agents carried Constantino to safety. Two more Special Agents, Steven D. Willis and Robert J. Williams, were killed during the firefight while providing fire support to agents operating on the rooftop and in the armory. As a result, before the ceasefire was declared, four ATF agents were killed, eighteen were wounded and another twelve were injured to varying degrees. In total, ATF losses amounted to 43 percent of the strength of the entire task force. “Branch of David” lost 6 people killed; the number of wounded is unknown.
According to Sheriff’s Office records, at 9:48 a.m., 911 received a call from a Davidian named Wayne Martin. The call was taken by Deputy Sheriff Larry Lynch, who began negotiating a ceasefire. At the same time, Lynch tried to make contact with the officer responsible for the interaction between the Sheriff’s Office and the Bureau, but he turned off the radio, because he planned to participate (if necessary) in the work to detect and neutralize explosive devices. However, Lynch managed to establish radio contact with another Bureau officer. Thus, the representatives of the Bureau negotiated with the Davidians through Lynch. The latter offered Martin a bilateral ceasefire. At 10:34, Martin informed Lynch that someone else at Mount Carmel wanted to talk to him. At 10:35 am, Lynch (on the second line) received a call from Koresh. Now Lynch was talking on multiple lines to various police and Bureau officers. James Cavanaugh (Special Forces Unit Commander) – Phoned the Davidians directly. Steve Schneider, David Koresh’s first assistant, answered his call. According to Kavanaugh, Schneider was extremely hostile, and it took some time to calm him down. Kavanaugh then put forward a proposal for a ceasefire, to which Schneider reacted positively. Despite the agreement reached, the shooting stopped only after a few minutes, since Schneider had to go around the building and give the appropriate command to his fellow believers. Cavanaugh, in turn, gave the command to the commanders of the units to cease fire by radio, and they passed it on to their fighters.
Negotiations resumed after the shooting stopped. This time the theme of the withdrawal of the federals and the transportation of the dead and wounded was discussed. Schneider insisted on the unconditional retreat of the agents. To this Cavanaugh replied that they would not leave, leaving behind their dead and wounded comrades. Schneider continued to push for the immediate withdrawal of the Feds. The most pressing issue of the negotiations was the transportation of Agent King, who fell from the roof into the backyard of the building. At first, Schneider was categorically against the fact that the feds carried out the wounded King, but in the end Kavanaugh persuaded the Davidian. After an agreement was reached, the federal agents slowly moved away from the building, where the Davidians were seated, with their hands up and avoiding sudden movements. Around 11:34 a.m., four agents went to the backyard to carry out the wounded King. Once in the backyard, they began to look for their friend. Suddenly, a Davidian aimed a rifle at a female agent who was part of the four and began shouting racist insults at her. The Bureau employee ignored the actions of the Davidian and continued to search for King. Agent King was soon located and, using the ladder as a stretcher, was taken to an ambulance for medical attention. At 11:46 Cavanaugh persuaded Schneider to allow the removal of all of the corpses of agents and all of the wounded from among those who stormed outside of Mount Carmel. Negotiations for the withdrawal of the federals finally ended at about 13:00. Kavanaugh and Schneider agreed on the following: the feds do not attempt to enter Mount Carmel territory, and the Davidians, in turn, do not try to leave it.
An analysis of the operation to capture the Branch Davidian camp conducted by the ATF allows us to note the following. The two main problems during the conduct of the special operation were related to the insufficient use of intelligence data and the inability to prevent outsiders from entering the incident area. ATF employees also did not take into account important information provided by a source in the sect. Koresh and his followers knew about the planned assault and had time to prepare properly. Moreover, it was not possible to maintain the inviolability of the outer perimeter of the incident zone. Representatives of the media, following the ATF agents, entered the camp and filmed the firefight that ensued…”
AFTER such a “mini-war”, the FBI took over the operation, organizing the siege of the ranch and attracting heavy armored vehicles, including tanks.
From incident report: “Special negotiation teams and an FBI hostage rescue team arrived on the scene from Quantico, Virginia. The command of the operation was entrusted to a local FBI representative, who, like the head of the ATF, was appointed on the basis of the territorial principle, but by no means taking into account his training, experience and professional qualities. During the siege of the camp from February 28 to April 19, 1993, up to 720 representatives of US law enforcement agencies and intelligence agencies were daily in the incident zone. Among them were 136 ATF representatives, 248 FBI representatives (including 25 negotiators), and more than 300 Texas police and national guardsmen. Negotiators and a special designated agent for the state of Texas, who was appointed to lead the operation, controlled the situation from a Texas National Guard helicopter that was six miles from the scene. The Hostage Recovery Task Force command post was located just across the road from the camp in a house that had previously housed an ATF observation post, as well as a nearby house owned by the Spoons family.
In conducting the siege, the FBI had one main goal: to arrest and detain Koresh and other members of the group responsible for the shootout and other violations of the law, while trying to avoid loss of life. With a few exceptions, the FBI did not rotate its personnel based in Uzko. Agents and service personnel who arrived in the incident area remained there for the entire duration of the operation. All lines of communication connecting Koresh’s camp with the outside world were soon cut. Earlier, from intercepted telephone conversations, it became known that several dozen women and children were with Koresh, and the camp had a supply of food for two years and an autonomous source of drinking water. Moreover, during the negotiations, a large number of listening devices were installed in the camp. With their help, they regularly received very valuable intelligence information. At first, the negotiating tactics chosen by the FBI proved to be effective. So, initially, the FBI managed to rescue two children in exchange for a promise to broadcast a short sermon by Koresh on the local radio. In the future, every time his sermon was heard on the local radio, Koresh released two children. By March 1, 1993, fourteen children had been released in this way. After that, it was decided to speed up this process by offering Koresh conditions that, as it was believed, he could not refuse. In doing so, an agreement was reached that a local Christian radio station would air Koresh’s one-hour sermon in exchange for each hostage released. Koresh initially accepted these conditions, but later stated that the voice of God did not allow him to let anyone go. A certain line has begun to be traced in the actions of the head of the operation. He met with representatives of the negotiating team to discuss the strategy and outcome of the negotiations, as well as possible proposals. He also approved or rejected the proposed tactics. He held similar meetings with tactical officials at his command post six miles from the scene of the incident. However, the leader of the operation never held joint meetings with representatives of both groups. As a result, while the negotiating team struggled to rescue a few hostages, tactical officials cut off the power supply or destroyed buildings, cars, motorcycles and boats of members of the religious group with tanks, which irritated Koresh. At the same time, representatives of the negotiating group often learned about the actions of the tactical level not from the head of the operation or directly from the leaders of the tactical group, but from the members of the “Branch of David” in the process of negotiations. Moreover, the decision to use loud music and other actions designed to disorient the members of the sect was made without prior agreement with representatives of the negotiating group.
The head of the operation believed that the siege could last no more than 10 days. After this period, he considered himself entitled to use as much force as needed. However, the emergency management literature does not contain references to such a rule, but the leader was a supporter of forceful actions and whenever negotiations ended in failure, and there were enough such cases, he considered it a personal insult. The FBI repeatedly tried to obtain permission from Attorney General Janet Reno to conduct an assault. However, the latter objected to this, as she feared for the fate of the many children who were in the camp. On March 15, 1993, face-to-face discussions were held between FBI Representative Byron Sage and Uzco Sheriff Jack Harwell on the one hand, and Deputy Koresh’s Deputy Steve Schneider and cult member attorney Wayne Martin on the other. The talks were held in a calm atmosphere and proved to be very productive. However, in the future, Koresh banned their holding. Koresh himself did not participate in the negotiations. Their efforts usually involved Koresh lecturing members of the negotiation team about the Bible. Most of the negotiations were conducted by FBI agents and other representatives of the law through Schneider. The total duration of the talks was 215 hours, and 54 people took part in them. At the same time, 117 telephone conversations with Koresh were conducted with a total duration of 60 hours and 459 telephone conversations with Schneider with a total duration of 96 hours. In addition, negotiations were held with the parents of the released children to convince the former to join their children. In most cases, this tactic has been unsuccessful. Finally, after 50 days of negotiations, the patience of the members of the negotiating team, who were constantly in the area of the incident, ran out. A whole tent city had already gathered around the ranch, where hordes of onlookers and reporters lived.
Despite warnings from meteorologists that strong winds of 35 miles per hour were expected on the morning of April 19, 1993, and information that members of the sect were wearing gas masks, at six o’clock in the morning an order was given to use tear gas to target to force the sectarians to leave their fortification. To pump gas, as armored bulldozers and to cover agents, the FBI decided to use the arsenal needed more to defeat the fortified area: tanks, infantry fighting vehicles and military engineering vehicles. The armored vehicles did not fire, but the cultists put up a desperate resistance: when the cars with gas tanks and the feds following them approached the ranch, a shower of bullets fell on the agents. The sectarians converted part of the civilian rifles for automatic fire and did not save ammo. When this attempt failed, the FBI decided to destroy the fortification, using tank barrels as wall-piercing guns. When the supply of tear gas in the cylinders came to an end, the camp began to bombard the camp with tear gas, which continued for 6 hours.
The first fire was noticed at 12 noon. In the next two minutes, the fire spread to neighboring parts of the building. Within eight minutes, the fire engulfed the entire building, aided in no small part by strong winds that rendered tear gas ineffective throughout the morning, blowing it towards the FBI agents. The fire brigade was called and arrived at 12.20. Since the fire was accompanied by explosions of ammunition available in the camp, firefighters were not allowed inside until 12.40.
After the fire broke out in the camp, nine adult members of the sect managed to escape the burning building. The bodies of more than 70 sectarians were found after the fire was extinguished. A forensic examination showed that 30 people suffocated from smoke, two died as a result of injuries caused by blunt objects, and another 20 people were killed from firearms. Among those killed in the fire were 28 children. Of the nine survivors, seven managed to get out through the holes pierced before by the gun barrels of the tanks. Once on the street, some of them tried to go back to the burning building, but were stopped as a result of the selfless actions of the fighters of the task force to free the hostages, who, risking their own lives, prevented the suicide of the sectarians…”
As a result, despite the statement of the American authorities that the sectarians had committed an act of self-immolation, some American journalists recognized this version as untenable. Moreover, about 200 relatives of the deceased members of the sect filed a lawsuit against the FBI, accusing him of malicious actions aimed at destroying the sectarians. At the same time, they managed to obtain materials indicating that during the assault on the building complex in Uzko, incendiary bullets were used, which caused the fire. Against the background of Uzko, other facts of the brutal actions of the FBI officers surfaced. In particular, another scandal was inflated by journalists when, during the detention of a member of one of the right-wing extremist groups, who was accused of killing a policeman, his wife and child were allegedly accidentally killed by an FBI sniper in Ruby Ridge, Idaho, on the threshold of the house. Subsequently, it turned out that the extremist was not involved in the crime. Other facts of the illegal use of weapons and abuse of official position by the FBI were revealed.
All this led to serious criticism of the work of the FBI by the American public, increased control over the activities of its employees, including during hostage rescue operations. Accordingly, to the development of clear instructions, the violation of which is fraught with the onset of serious consequences for police officers and American intelligence services.
Be that as it may, among those outraged by the excessive use of force was a young man named Timothy McVeigh.
Employee reviews are an evaluation of an employee’s performance, usually conducted by the employee’s manager8 min read
1. What Are Employee Reviews? 2. Employee Reviews 3. Tips for Creating Effective and Successful Employee Performance Reviews 4. Separate Reviews for Pay Increases from Conversations About Professional Development 5. Be Honest 6. Put Down the Forms 7. Shift the Review to the Employee 8. Come Prepared 9. Reviews Shouldn’t Be the First Time You Provide Feedback 10. Set Goals 11. Make the Employee Evaluation Performance Clear 12. Do Not Only Focus on Recent Events 13. Solicit Feedback 14. Spend Plenty of Time on the Positive Aspects
What Are Employee Reviews?
Employee reviews are an evaluation of an employee’s performance, usually conducted by the employee’s manager. Employee reviews are an uncomfortable yet necessary part of a company’s hiring and employee retention process. For many, these meetings seem arbitrary, a corporate requirement with no real intent or value. However, when used properly and performed well, employee reviews can help mold long-term employees into members of the team.
Employee Reviews
A common joke made among people in the human resources industry is that employee reviews are like fruitcakes because they come once a year whether you want them to or not. Just like a fruitcake, reviews are most common during the holidays—the time when the work has been piling up, employees are most focused on their bonuses, and their last vacation seems so far away.
Much of the stress of reviews could be avoided if, as experts in the field suggest, employees were reviewed earlier in the year, and more frequently overall. This would result in positive changes not just for the individual, but for the company as a whole. It is generally recommended that reviews take place at least twice per year—once at the midway point, and then as an end-of-year review which would cover possible raises or bonuses.
Performance reviews are critical for employers. They provide an opportunity for the employer to give constructive feedback to make sure their business is operating at peak efficiency. The process also allows employers to praise employees for a job well done, give them guidance for what they might be doing wrong, and let’s both parties engage in an open discussion about the future of the company as well as what potential exists for employee growth. Performance reviews are rarely a fun experience, but they can be an effective way to create more loyalty among employees when done well.
Tips for Creating Effective and Successful Employee Performance Reviews
Performance review methods might differ from company to company, but there are universal principles about how to discuss work performance with an employee. Whether you’re conducting a performance review, implementing a performance improvement plan (PIP), or negotiating a salary adjustment, there are core strategies you can employ in any situation.
The following are a few tips for ensuring that your performance review process is as effective as possible. Keep in mind that these tips can enhance your relationship with your employees/co-workers, improve the overall performance of your organization, and enhance the company’s employee-manager communication significantly (which is a huge win for customers and work relationships). You should also find many applicable in everyday conversations with employees. Follow these tips, and you’ll find more efficiency in your reviews, and have more productive employees after a successful meeting.
Separate Reviews for Pay Increases from Conversations About Professional Development
A major reason why you will want to arrange a midyear meeting with every employee is, so you can separate the session when you discuss an employee’s performance from one where compensation is determined. According to the chairman of management consulting firm TruePoint, Michael Beer, it is extremely difficult to have anyone focus on feedback about their performance if they know that salary or bonuses will be discussed during the meeting.
Be Honest
Everyone says that “honesty is the best policy,” but in this case, it is actually true. Paul Falcone, an HR export, has stated that many employers try to avoid confrontations with their employees by overinflating their positive feedback. While this tactic prevents argument, it won’t help employees grow, and will make the termination process more difficult in the long run. Remain open-ended in the conversation, allowing the employee time to respond to feedback in the room. Make the conversation about the issues, not the person.
Put Down the Forms
Some managers give a performance review by just running down the company’s required employee feedback form point by point, simply spitting out grades or remarks for each. This process is actually the worst way possible to conduct such an evaluation, because it leaves no room for discussion. These meetings can be far more productive once the form has been set aside, or at the very least waiting until after the meeting to fill it out.
A better strategy than using the form at all would be just to have a conversation about the employee’s performance since the last review, including any problems that have come up and how they were resolved. Once everything has been discussed, you are better equipped to formulate strategies for improvement, and set up an even more productive process when the time comes for the next review meeting.
Shift the Review to the Employee
One of the best strategies for a successful, open discussion or review is to switch around the roles in the conversation and have the employee do the reviewing. Managers are better positioned to motivate employees when they let the employee assess his or her own work. You can open up the session to productive discussion by asking the employee to review their supervisor’s performance in addition to their own. Try asking an employee four core questions during the review:
How do you feel you’ve performed this year?
What can I do as your supervisor to build your skills?
What are your goals for the next year?
What are some measurable outcomes of those goals?
Roughly 70 percent of your employees will be successful with this assignment, while 10 percent might not even respond. However, 20 percent of your employees will take these questions to heart and walk away highly motivated. In general, these are the people who become the company’s top performers.
Come Prepared
To create an effective employee review, it is crucial to gather as many specific examples of good and bad behavior as you possibly can. You should also gather objective information on the employee’s performance. This should not wait until just before a performance review; rather, achievements and mistakes must be tracked throughout the year. On the day of the review, create an outline of all desired discussion topics and set forth ground rules for a productive conversation.
Do the work ahead of time to prep for the discussion with an employee. Never go into a performance review without being fully prepared. You could miss key opportunities for feedback or improvement. Further, the employee won’t feel any encouragement about their successes. The records you keep during a performance review period serves to prepare you for an employee’s performance review.
Practice various approaches with human resources staff, your colleagues, or a manager as needed. Write down notes with your primary points of feedback. Make sure to include some bullet points to illustrate the points you plan to make to that employee. The more often you can identify patterns and provide clear examples, the better the employee will be able to understand and act upon your feedback. After a meeting, do not forget to follow up and summarize the discussion. Begin observations for that employee’s next review immediately.
Reviews Shouldn’t Be the First Time You Provide Feedback
The employee should not hear about positive performance or performance in need of improvement for the first time at your formal performance meeting unless you have new data or insight. An effective manager discusses positive performance alongside areas that can regularly be improved, not just twice a year. Managers should work hard to make a performance review discussion more of a re-emphasis of vital points.
When a manager understands the value of regular, consistent feedback, performance reviews stop being an annual occurrence. Many successful employers prefer quarterly meetings for monitoring performance reviews. The semiannual meetings are specifically for long-term planning and evaluation. In this system, you are discussing an employee’s career and evaluating performance at least four times each year.
Set Goals
Regardless of the specific components of a given performance review process, the first step will always be goal setting. The key to this process is that the employee understands exactly what is expected of their performance. Your periodic talks about performance should be focused on these major aspects of the employee’s job. If you don’t have a written agreement and shared vision of the employee’s career goals, it will be difficult for them to succeed.
Make the Employee Evaluation Performance Clear
During the goal setting and preparation phase, you should clarify how you will evaluate the employee’s performance. Take the time to describe specifically what you are looking for from them and exactly how you will assess their performance. Discuss the employee’s role in their own evaluation process.
Your organization’s performance review process may include an employee self-evaluation. If so, share the form with the employee and discuss what a self-evaluation entails. Share the performance review format with the employee in detail so they won’t be surprised at their next review. One of the most important parts of this evaluation discussion is sharing with employees how your organization will assess their performance.
Any employee should understand that if they do what is expected of them, they will be considered a well-performing employee. On a five-point scale, you should consider an average employee to be a three. An employee should do more than just perform their regular tasks to be considered as an outstanding employee.
Do Not Only Focus on Recent Events
Rather than judging the employee’s ranking performance based on recent events, you should be responsible for making note of positive occurrences like completed projects alongside any negative occurrences like a missed deadline, over a full-time period that the performance review covers. Many organizations call the documenting of an employee’s positive and negative occurrences a “critical incident report.” Be sure to ask your employee to also keep meticulous records so together you can develop a complete look at their overall performance during that time.
Solicit Feedback
Ask for feedback from colleagues who have worked closely with any employee with whom you’re about to meet. Soliciting feedback from colleagues who work closely with them is referred to as 360-degree feedback. This is because you are collecting feedback from everyone surrounding that employee: their boss, co-workers, and all reporting staff. Then, you will use that feedback to broaden the performance information provided in the review. Begin the process with informal discussions to better obtain feedback information. Think about developing a consistent, simple format, so the feedback is easier to digest and share with the employee’s manager.
If your company is going to use a form that must be filled out in advance, give the full performance review to the employee ahead of the meeting. Giving them their performance review in advance allows them to digest its contents before the discussion. Further, giving the performance review to an employee early may remove some emotion or outbursts from the actual meeting.
Spend Plenty of Time on the Positive Aspects
When you meet with an employee, take care to spend time on several positive aspects of their performance. This discussion about positive components should be longer than the conversation about any negative issues.
Giving positive feedback and discussing how the employee might be able to grow their performance should be the majority of your discussion. This makes the review a more motivating and rewarding experience. You shouldn’t have any employees with only negative performance. If you do, the problem is with your training and termination process, rather than the review process. That said, you should not neglect any areas which need improvement. If an employee is underperforming, be direct and address the issues. Make the importance clear, and take the time to ensure that they understand your feedback.
Performance reviews are often a manager’s least favorite part of their job. Without proper training and preparation, the process is uncomfortable and often counterproductive. Fortunately, implementing these simple strategies will allow managers to look forward to their reviews as simply a part of the process of growing the company’s success.
If you need help with employee reviews, you can post your legal need on UpCounsel’s marketplace. UpCounsel accepts only the top 5 percent of lawyers to its site. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies like Google, Menlo Ventures, and Airbnb.
How Negative Employee Reviews Affect Business
We use online reviews for everything these days. What happens when a negative review pops up about your business, or even worse, the review is from a current or former employee?
We use online reviews for everything these days. From picking a trendy restaurant to applying for a new job, it’s the first place we often look for helpful information.
Importance of a negative employee review
It’s easy to relate a negative review’s impact on customer purchases. If a customer sees a bad review, they may decide to take their business elsewhere. On the other side of a negative review, especially if it’s from a current or former employee, is how your employee hiring can be affected. All it can take to alter your reputation is one upset former employee to make a quick online post. After that, people could start seeing your business differently. Which shows why it’s important to always maintain a consistent brand message everywhere online.
According to an Indeed survey, 83 percent of people looking for jobs, usually search for online reviews before applying [1]. Also, HR technology company, CareerArc, found that 55 percent of job applicants would stop the application process if they found a negative employee review for that company [2]. The biggest take away from these stats is that people want to work in comfortable and enjoyable environments. A negative review can quickly show what it’s really like to work at a specific business, making the applicants’ decision even easier.
Hiring remains one of the top challenges for companies, which is also why these stats are so important. Businesses who are hiring today can automatically lose out on the best candidates without ever knowing them. Combating and preventing negative reviews can go a long way when it comes to hiring the most ideal candidate.
How to find negative reviews
So where do you find any negative employee reviews in the first place? It may be easier than you think! These reviews are often where your customers already leave reviews. In the instance of employee reviews, there are additional places online to consider searching. Here are the common places for employees to leave reviews.
Social media – You can find reviews on either an employees’ personal social media page or on your actual business social media page. This can include Facebook, Twitter, Instagram, and even LinkedIn.
Hiring websites – Some of the most common hiring sites to allow employee reviews include, Indeed, Glassdoor, ZipRecruiter, and Monster.
Common review sites – These sites include anywhere customers can leave a review, like Google, Yelp, and Trip Advisor.
Create Social Media Response Policy
If you found a negative review, it can be easy to want to defend your company. However, that may not always be the wisest decision. Instead, take time to calmly develop an action plan for the review. You’ll want to present your company in the best light possible. Create an online response policy that guides each response you make. A helpful response model to use, even for non-employee responses, goes like this:
Illustrate how you take the feedback sincerely and seriously.
Provide a solution for the employee.
Include insight from the company perspective without a defensive tone.
Learn from the review
A key takeaway from a negative employee review is to truly reflect on the comment made. Are your employees unhappy? Did that person have valid reason for the negative review? Or is there a bigger issue you need to address? Sometimes deciding the answer to the issue isn’t straightforward but figuring out a solution is important. Make it clear to your current employees that their opinions are valid, and you are addressing the negative review. Also, take time to share how your company has progressed from this event, and created a desirable place of employment.
Try to remove the review
While it’s important to learn from the review, it’s equally important to try and get the negative review removed. This is not an easy task, depending on which platform someone left the review. Each platform has its own rules and ways to remove unwanted posts. Fake or slanderous reviews are the easiest to remove, according to ReviewTrackers [3]. These reviews often violate the platform review policies, which are in place to protect a company’s reputation. Other instances may require you to reach out to the individual and personally ask them to remove the comment. Often, that can be an easier route than working with the online platforms.
Make it clear why someone should apply
If a potential applicant is looking at an online review to aid their decision, they will probably look elsewhere for more information. Make the process easier by having inviting and helpful information about why your business is a great place to work. Create a page on your website about why people should apply to your business. On that webpage, be sure to include:
What the company environment is like.
Company benefits and perks.
Testimonials for why current employees work there.
Pictures from events and employees working.
Easy access to apply for a job.
You can also extend this information past your website onto social media, and through community outreach. The goal is for your company to become a desirable place to apply and work. You can do all of this by simply showing you care about your employees, and your employees enjoy working for you.
Sources:
[1] Resources, insights, and tools for employers, Indeed
[2] CareerArc 2017 Future of Recruiting Study, CareerArc
[3] How to delete a Google review, ReviewTrackers
How Negative Employee Reviews Hurt Your Employer Brand – and How to Stop Them, RecruiterBox
Addressing Negative Online Reviews From Disgruntled Former Employees, Mimeo
How to Handle Negative Online Reviews from Former Employees, Insperity
How to Improve Employee Reviews on Glassdoor
Glassdoor has a significant influence as one of the top job sites in the U.S. Some 45 million job seekers access company data from their site each month, researching jobs from internships to executive positions. Needless to say, negative Glassdoor reviews about your company can affect your employment brand and the quality of your new hires.
Glassdoor reports that 72% of job seekers share their encounters online after bad experiences with employers, with 55% of job seekers admitting they avoid certain employers after finding negative reviews online.
This research also indicates that 54% of executives believe they can improve revenues by reducing negative search results, including negative reviews. While they may be talking about product or service reviews, the same is true for your employees. There is no magic wand to wave and remove bad reviews. However, HR and PR teams can proactively ensure a company’s overall employment brand reputation keeps improving.
Determine the Extent of the Damage
The first step is to determine the kind of reputation you have on Glassdoor. If your reputation is bad, don’t lose hope. The average company Glassdoor rating currently stands at 3.5/5 – and this includes companies with plans in place to manage their Glassdoor ratings.
Low ratings are typical because people are more likely to write reviews about negative experiences than positive ones. Disgruntled former employees use anonymous review sites to vent or get ‘revenge’ or ‘justice’. Contented employees are just that; they see no reason to review.
Check how many reviews you have and how you are rating. If a large percentage is negative, you must examine and improve your workplace culture. There is no shortcut to positive Glassdoor ratings: you must be a good employer.
The Complete Guide to Employee Feedback Programs
Optimize Your Profile
Create a free employer account.
Most HR professionals won’t care about their profiles unless there is a problem, but this can be harmful to the business. Start by creating a free employer account, enabling you to update necessary information on the company, review analytics, and respond to reviews.
The basic version has everything you need to optimize your profile.
Ask current employees for reviews.
Asking for reviews is more than just putting out a memo or making it mandatory (NEVER do that!) Motivate employees to voluntarily leave reviews by:
Demonstrating how it helps the company
Assuring them of anonymity
Allowing them to do it in their own time and way
Asking at the appropriate time and place
Explaining the process of leaving the review
Some companies use external agencies to side-step the conflict of interest in asking employees for reviews. Happy current employees can help to counteract the negative reviews of disgruntled (ex-) employees. Your HR/PR team or external agents can plan how to ask employees to leave positive reviews.
When you ask is just as important: it would look highly suspicious if you have a sudden influx of positive reviews followed by a lull. Ensure that positive reviews trickle in at the same rate as negative ones to ensure negative reviews stay buried. Perhaps a handful of reviews every week, depending on the size of your workforce.
Perfect timings include 60- or 90-day review meetings, at exit interviews, or after annual performance reviews. You can also ask for employees of a specific department to add reviews to support hiring efforts in that department.
Avoid bribery and dishonesty.
You should not incentivize the review process, nor should you request employees to lie about their experience in your company. Honest reviews will help you to gauge the actual employee sentiment and highlight areas that need improvement. Incentivizing reviews is not only unethical, but it can also be illegal.
How to Mitigate the Risk of Reputational Damage and Employee Litigation
Respond to all reviews.
Take time to respond to all reviews, both good and bad. Start by thanking the reviewer for taking the time to leave a comment. A Glassdoor survey showed that 62% of users had an improved perception of a company upon seeing a response from the employer.
Avoid arguing, disparaging, or acting unprofessionally in your responses. You can put together a team from HR and marketing to draft appropriate responses. If you can, outline how the reviewer can address the issue they brought up (if you think that he/she is a current employee).
Glassdoor is a trusted employee review site with a massive following – you can’t afford to ignore it if you’re serious about reputation management. Always work proactively and use negative reviews to improve your employees working conditions – this is the best way to improve perceptions and employee sentiment. After this, a continuous plan to encourage positive reviews by employees can raise your average rating over time.
How AllVoices Can Help
When someone is frustrated enough to leave a negative public review on Glassdoor, they’re already causing damage to your company. Giving employees a way to safely speak up–whether through all-hands meetings, culture surveys, or feedback platforms–is a great way to manage HR proactively. A best practice is to provide a safe communication line so you can learn of issues before employees are overly frustrated and end up harming your company’s public perception and your ability to recruit new talent.
At AllVoices, we provide a safe, anonymous way for your employees to report issues directly to company leaders. Please reach out to our team to learn how we can help you access real transparency into what is happening in your company.
How To Handle Negativity In Former Employee Reviews Online
It’s great to receive glowing feedback about your company. Unfortunately, no business is immune to negative internet comments that can plague online reviews. And former employee reviews can be especially hard to take, particularly if they feel unwarranted.
Learning how to navigate this part of managing your employer brand is important not only for your company’s reputation but also to help you minimize negative online chatter in the first place. (And although this article focuses on online reviews by former employees, many of the strategies apply to reviews by negative current employees, too.)
Understanding why former employee reviews happen
When you discover a former employee has reviewed your workplace negatively, you may feel shock or embarrassment. Anger may rise up, too. The remarks may feel like a betrayal by one of your own – like dirty laundry laid bare for anyone on the internet to see.
Negative employee reviews commonly target and criticize a company’s:
Management
Culture
General working conditions
Flexibility and work-life balance
Pay
Benefits
Quality of assignments and projects
Opportunities for growth and promotions
Why do former employees feel compelled to post negative reviews?
Because they feel wronged in some way – whether their grievances are legitimate or not – and want to get back at your organization. This is their form of revenge for:
Being treated in a way they didn’t like
Not getting something they wanted
Make no mistake – these former employees want to do harm to your organization. Their goals are often to:
Warn prospective job applicants against joining your company
Turn off customers from your company
Impair your company’s reputation
In truth, these reviews do have the potential of accomplishing these goals. Depending on how the review is written and the nature of the complaints that are raised, a negative review may sway the opinion of job candidates, prospective clients or even otherwise neutral third parties. Others may think, “Well, this former employee no longer works for the organization and has nothing to lose. There’s a good chance they’re speaking the truth, and I don’t want to be associated with this organization.”
Yet handling negative reviews from former employees in such a public forum as the internet poses certain challenges and questions, including:
Should you respond?
What should you say?
What if the former employee counters back?
Who will other people believe?
How many people currently working for your organization feel the same way as the negative reviewer?
These questions are important. You may have other considerations, too, depending on your field or community. And each individual comment may trigger new concerns.
Still, there are some essentials to bear in mind when tackling this problem, including planning ahead so that you aren’t caught wholly unprepared.
Follow your response policy
If you already have a response policy in place, then you’ll have established guidelines for responding to negative employer reviews. Typically, this won’t be its own separate policy. It’s often part of a larger brand-management policy or a policy governing social media and internet use.
When you’re in the heat of the moment dealing with a negative review, however, you don’t want to be thinking about this type of policy for the first time. Having a response policy in place helps minimize the risks related to taking rash actions that can inflict more harm on your business.
When it comes to monitoring and responding to online comments, you always want to have a proactive, rather than a reactive, mindset. Even if your business hasn’t received a negative review yet, it’s likely you’ll receive one at some point. Indeed, as your business grows and your employee population increases, it’s almost inevitable. And that’s one more reason why it’s wise to create a response policy.
Your policy should identify who – or which job title – is responsible for crafting responses. Typically, responders may include:
Someone with experience in media relations, brand management, social media management or customer service
A senior-level manager
Human resources (HR) staff member(s)
You could also have a response team comprising professionals from HR, management and/or one of the areas of expertise referenced above. In this type of partnership, HR can act as an advisor.
The important thing is that this person, or people, can be unbiased when evaluating the statements made in negative reviews. In other words, the person who evaluates and makes a response shouldn’t be directly involved with the complaint or at risk of allowing emotions to impact their response.
Clarify whether responses should be posted under the company’s name or the specific responder’s name. Although using a company name makes it clear that it’s an official response, it can also look impersonal and anonymous.
Having an actual person respond using their own name can appear more personalized and vulnerable – in a good way. It’s putting a name and face on the individual who’s taking a stance on behalf of your organization and demonstrates transparency and commitment. If you go this route, just be sure to have responders reference the name of the company and their job title, and make it clear they’re responding on behalf of your organization.
Delineate between scenarios that require a response versus a mere acknowledgement. You shouldn’t ever completely ignore a bad review from a former employee, lest someone else think your silence means that an allegation is true or your company just doesn’t care.
But not every review requires a full public response. For instance, maybe a response could put your organization at a disadvantage in a legal proceeding, or a former employee’s complaint is so insignificant and minor that it probably won’t cause serious harm to your organization and isn’t worth spending much time on. Define those circumstances in which a full response should be mostly taken offline.
List and describe the precise steps that should be taken prior to responding. This may include:
A decision tree or other tool to help determine when some comments warrant additional consideration (e.g., matters that may require legal counsel)
Outline of how internal investigations on matters raised in reviews should be carried out
Clarifying steps can also help staff who might need to step in for the designated responder due to vacation, illness or job vacancy.
Establish standards for professionalism in responses. We’ll discuss this in greater detail later, but it’s important to set the right professional tone to manage the company’s reputation and prevent negative conversations from escalating further.
Establish a desired timeframe for responding to former employee reviews. You don’t have to respond to every negative review in a rush, before you have all the information you need to write an appropriate and effective response. In fact, it’s probably better not to respond immediately – in any way other than “we acknowledge your concerns and are investigating” – to allow yourself time to cool off and organize your thoughts.
But you don’t want to wait too long either and, again, allow other readers to think the reviewer’s allegations are true or your company doesn’t care.
Monitor the internet continuously
Be aware of all the major sites on which your company could be the target of former employee reviews and maintain a company profile on them.
The most popular sites for reviewing companies include:
Glassdoor.com
Indeed.com
Careerbliss.com
Additionally, Google Reviews and Facebook are both growing in prominence as a place for former employees to review workplaces.
But these sites just scratch the surface of where your company could be a topic of discussion online. That’s why you should set up Google Alerts so that you receive notifications when your company is mentioned in the news or in blog posts – including within the comments section.
It can also be a good idea to monitor your competitors’ reviews to gain more insight into what resonates with your target employee market – and know what mistakes to avoid.
Investigate the problems raised
If a negative review uncovers potential issues you weren’t aware of and they’re sufficiently concerning, find out what’s going on within your organization and uncover the root causes before you compose a response.
A few good practices to keep in mind:
Rely on your company’s complaint resolution process or grievance policy as you carry out your internal investigation.
Have someone who’s neutral and unbiased lead the investigation. In some cases, it can be helpful to insert additional objectivity by bringing in an outside HR specialist, professional employer organization (PEO) or employment lawyer.
Consult with HR or legal specialists, especially if allegations from former employees involve discrimination or harassment, or any other ethical or legal breaches.
If the claim proves true, you want your response to be well informed and meaningful in the sense that you can explain the steps you’re taking to control and remedy the situation. You also want to make sure you’re not unintentionally exposing your organization to adverse legal action.
Respond professionally and maintain positivity
Once you’ve had time to examine the complaint and decide on a course of action to address it, you’re ready to craft your response.
You don’t want to let a bad review sit unaddressed on the internet for too long. A good rule is to respond to former employee reviews within two weeks. (It’s also acceptable – and encouraged – to respond immediately to let the reviewer and wider internet audience know that you’re taking the complaint seriously, are investigating and will report back in a timely manner with a more detailed response. )
No matter how angry or annoyed the former employee’s review made you, remain professional and adopt a measured tone. Some tips:
Don’t get defensive.
Don’t engage in back-and-forth arguments.
Convey empathy and respect for the former employee.
Be transparent.
Stay objective.
Offer a solution, if one exists, or express a commitment to improve.
Be personal – don’t stick to a canned script that you’ll use over and over again, because it appears disingenuous.
Thank the former employee for offering helpful feedback (if appropriate).
Invite the former employee to contact your company to discuss their concerns in greater detail, and provide a point of contact.
If you get aggressive or combative in your response, it will make you and your organization look worse than the negative review itself. It certainly won’t stop the former employee from continuing to badmouth your company, and it will lead others to conclude that there are deeper problems within your organization if that’s how you engage with others online. Don’t prove the negative reviewer right.
Instead, you want all readers of this online interaction – including the negative reviewer – to get the impression that your company:
Cares enough to listen
Takes the time to investigate issues
Is humble enough to admit mistakes, if they’ve been made
Is willing to fix problems
As you respond, try to shift your attitude from “This is a hassle and a terrible thing” to “This is an opportunity to obtain insight into our employee relations and identify problems within our organization before they get bigger, as well as engage in good PR and impress third parties with how we handle conflict.”
In short, stay positive. After all, “bad reviews” aren’t necessarily all “bad.” And no company is perfect.
Resist enlisting current employees to counteract negative reviews
It’s tempting to think that if only you could ask current employees to add more positive reviews of your company online, they’d drown out the other negative reviews and make everything better.
But that’s not always the case. In fact, that can be a risky move.
Sure, positive reviews are great. More positive reviews may help your overall “score” on review sites. But directly asking current employees to post positive reviews is generally a bad idea. Why? For starters:
Suddenly flooding your company’s profile on review sites with effusive praise can make it look like you’re tampering with your profile in desperation. It’s pretty obvious to everyone else when a review is genuine versus over the top, fake or forced.
You don’t want your current employees to feel coerced into leaving a positive review, as though they have no choice and they’ll face retaliation for not complying. It’s a tricky situation to ask them to leave a positive review and have them not feel pressured to follow through and perhaps uneasy about the request.
You could offer more subtle encouragement for employees to leave reviews, such as posting a link to your company’s Glassdoor profile on the home page of your company Intranet. But this introduces the risk of inviting more negative reviews. Who’s to say whether your employees would leave a positive or negative review? When it comes to posting reviews, the negative voices are always loudest and most eager to speak up.
It’s best to let employees who want to post positive reviews do so voluntarily.
Be proactive about preventing negative reviews
Enhance your workplace culture to focus on and be responsive to employee needs. One way to do this is to engage in more two-way communication and keep a pulse on the climate of your organization so that you can address any issues earlier and not get caught surprised. You want your people to feel heard in the present so that they’re less likely to vent on a public forum later on.
Have a process in place to enable employees to share their thoughts and feedback on an ongoing basis – including anonymously, if that makes them more comfortable.
Conduct more formal annual employee surveys to gauge their satisfaction levels and identify any concerns.
Maintain an open-door policy with employees, in which they know they can always come to you or their direct manager with any issues related to the workplace.
Any time an employee resigns from your organization, take steps to make sure they leave on a high note and avoid burning bridges with soon-to-be-former employees.
Before employees depart from your organization, conduct an exit interview. To make it worthwhile and better your chances of obtaining more honest, valuable feedback, consider using a PEO or external consultant to facilitate the interview. You can also allow the employee to write down their thoughts on their own time versus engaging in a live, face-to-face discussion that could be potentially awkward.
Summing it all up
Handling negative former employee reviews comes with clear do’s and don’ts.
DO:
Monitor your company’s presence on review sites and in online discussions.
Have a response plan.
Investigate claims made by reviewers.
Stay professional, objective and empathetic.
Offer a solution or commit to improve.
Focus on your workplace culture and employee relationships.
DON’T:
Get defensive or argumentative.
Miss the learning opportunity or overlook the positive outcomes that negative reviews can provide.
Push current employees for positive reviews.
Want to find out how to further reduce your chances of becoming the subject of a former employee’s rant? Download our free magazine: The Insperity guide to being a best place to work.
19.7M Company Employee Reviews for Sentiment Analysis
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company employee review data
Parsed, clean & accurate data
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Reviews, pros/cons, overall rating, and other data points
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19.
7M review data records
Always fresh, updated data
What is company review data?
Company employee review data is information about the internal environment of a company. It consists of data points such as review summary, author title, company pros, company cons, overall rating, and many others. With this data, you can generate investment signals and conduct market research.
Main data fields of company reviews
Here are some examples of the data fields you will find in our company employee review data.
Information
Description
Example values
review_summary
Summary of the personal review on the company
I enjoy working with talented people and great clients!
author_title
Position title of the review author
Current Employee – Consultant
company_pros
Pros of working in the company as input by the author
I had great opportunities with this company and I’ve worked with pretty awesome clients. There are many bright and intelligent poeple who work there and many people that have been with the company for 5+ years.
company_cons
Cons of working in the company as input by the author
The company as a whole is small and there is a very high turnover rate. I believe the only reason for that is because a lot of people out of college take it as an entry level job – a stepping stone – for what’s next.
rating_overall
Average overall rating of the company
3.4
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Real company employee reviews
Take a look at the company’s internal environment by analyzing what the employees who worked there think about the company. Find its pros and cons and identify whether it would be a good investment opportunity.
All company sizes & industries
This data includes company reviews across all industries. From restaurants to IT companies, you can find employee reviews data for any big or small companies out there. Compare what industries tend to have the best working conditions and enable data-driven insights.
Identify potential investment risks
Negative reviews could indicate that the company does not provide the necessary environment for employees to strive in. If the employees are not happy or motivated, it signals that the company might not be the best investment opportunity.
Review data use cases
Investing
Screen internal company sentiment to identify underlying risks. An increasing number of negative reviews might be an early sign of escalating internal problems.
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Market research
Find companies that offer the best or worst working environment. If the work culture in a company is poor, it can render the investment useless.
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First, we discuss your specific needs. Optionally, we can offer a sample dataset. Then, you can either request the full dataset or data specific to selected countries and regions.
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The requested data is then uploaded in CSV or JSON formats as a web link or a file, directly to your preferred data storage.
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Outdated data loses relevance. With Coresignal, get monthly or quarterly data updates.
Why Coresignal?
Company internal risk data
Identify at-risk companies further by analyzing employee reviews and checking the working conditions.
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Find what management and company culture traits tend to receive the worst feedback and could be improved.
Company rating data
Find the best rated companies with over 19M company employee review records
Track employee sentiment
See how the sentiment data changes over time. Does the company work on improving working conditions?
VC due diligence
Employee reviews of companies might indicate some risk signals in a seemingly perfect investment opportunity.
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Analyze workplace environment ratings and see how similar companies compare in terms of company culture.
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Frequently asked questions
How is company employee review data collected?
We collect company employee review data from various public web sources and put it into several company employee review databases. Different data sources have separate datasets of respective company employee review records.
Who uses company employee review data?
Coresignal’s company employee review data is mostly used by investors.
What can you do with company employee review data?
You can conduct data analysis. However, the angles of analysis differ between use cases. For investment intelligence, you can find companies with excellent internal environment that are not going to crumble due to poor work culture. For market research, you can find companies with good and bad work cultures for comparative analyses.
How secure is the data?
Data security is one of the main priorities. We store data in a protected dataset to avoid breaches and leaks of sensitive information.
How to find employee reviews of a company?
Employee reviews are often found in company overview pages along with other key information about the company.
33 Employee Review Questions You Should Be Asking
Every organisation has reviews.
They are important for several reasons including gauging the productivity and well-being of employees. Whether it is performance reviews, salary adjustment meetings or a quarterly review, managers should always handle them in such a way that they are productive and motivational.
Before we get into the employee review questions managers should ask, let’s look at the structure of a performance review meeting. It should be:
conversational, with input from both parties;
scheduled such that both parties have ample time and notice to prepare for it;
documented to remind both parties about resolutions made and what they spoke about;
goal oriented, with clear and specific time-based objective, and;
balanced to highlight both positives and negatives.
A review will typically require managers to ask questions. But if the questions are wrong, the review will leave the employee feeling like it was a waste of time. Or worse, leave them feeling confused and directionless. To combat that, try these 33 effective employee review questions.
How are you today?
Obvious but not often asked, this question will help break the ice before wading into more serious territory.
Is there anything you want to say before we start?
This review question often comes up at the end. But putting it at the start gives the employee a chance to say something they might not say after the review is done. Based on how the review goes, an employee might change their mind about asking that question.
What are the key success drivers in the company?
Do employees know what the success drivers in the company are? This is one way to find out and to reinforce them or explain why they are used if the employee is unaware.
Which of our organisational goals do you feel is more aligned with personal goals?
You will learn if the employee feels connected with the organisation and if not, why.
Is there something about your role you would change?
This is an important employee review question. The manager can learn the pain points of the employee and see how they can be fixed.
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How do you like to receive feedback?
People are different, and while an email might work for one, a chat might be better for another.
Do you feel that your team is working well together?
You’re not looking for dirt on the employee’s team members, rather for ways that team efforts can be improved.
How are you coping with the corporate culture here?
People make culture but management plays a crucial role in directing it. This review question will help a manager assess if the corporate culture needs to be amended and if not, if the employee needs some tips and assistance learning to navigate it.
What can I do to make your job easier or more fun?
It can be great for motivation when employees have fun at work.
What are your ideal working conditions?
Sometimes it might be something as easy as moving someone’s seat away from a window.
What strengths do you have that you feel we are under-utilising?
This employee review question will help a manager understand what sort of responsibilities they need to give an employee.
Do you have everything you need to do your job?
If an employee could use new software in order to do their job well, this is the time for them to ask. If it’s not possible to make it happen right away, the manager should schedule a check in to relay the progress of the same.
Do you have any questions related to your future at the company?
Employees want to know that management cares about them and not just the company. This question will show that while helping management learn what they can do to help an employee achieve their long term goals.
What has been your most challenging part of the job so far?
This is a different way to ask “what are your weaknesses?” Nobody wants to talk negatively about themselves, this makes that conversation easier.
How have you been able to overcome that challenge?
If this is a business problem, a manager might learn that it is ongoing and take steps to solve it or learn what skills the employee used to sort it out.
Is there a part of your job you would do differently?
Sometimes employees have solutions but no forum to raise them. This review question gives them a chance to share.
Image: Unsplash
What are your plans for next year?
Quarterly plans are great, but it is good to know what the employee wants to achieve later on.
What challenges do you foresee in trying to achieving those plans?
What could be standing in their way? Maybe they need to learn a new skill to achieve that next level of growth. Management can offer support.
What changes would you make in the company if you were able to?
Top management can be unaware of the day to day lives of lower level employees. A review question such as this allows them to have that insight.
What would you do differently if you were in my position?
This is a different way for a manager to ask “What can I do better?” A manager needs to be ready to get this sometimes not easy to hear feedback.
What would you like to accomplish this quarter?
What position in the company would you like to move to next?
Understanding what career path an employee would like to take is a great way to help motivate and mentor them towards their goal.
Where do you feel there is room for you to improve?
People with great self reflection will have no pause in answering this one. For others, it may be more difficult, however this review question encourages them to reflect.
Where do you feel there is room for us as a company to improve?
This is a good way to say ‘What can we improve?’ in a non judgmental way, that encourages an honest answer.
What accomplishments are you proud of this quarter?
This gives your employee a chance to share what they are most proud of, in a way that doesn’t come across as boasting.
What motivates you to get your job done?
Understanding people’s motivations can really help manage them better. Knowing what drives them is key to get the best performance.
Which part of your job is your favourite?
This, along with the next question, will help you frame what the employee is most passionate about, and shows you where their interests are best held.
What kind of work comes easiest to you?
Knowing what tasks are easiest, versus harder is a good way to frame their skill set and interests.
Were you given enough constructive feedback in the past quarter?
Giving and receiving regular feedback is a sign of a high performing team. You should be doing what you can to encourage this regularly.
Do you think there is any part of the company that could be more efficient?
This reflection on the overall business often gleans a very insightful answer from your employee review questions.
How do you feel about this (new change that was implemented in the company)?
If you are currently managing changes, it is always smart to ask the employees that are most affected, either negatively or positively, by these changes.
What type of rewards do you prefer when you do a good job?
What motivates one person may not encourage the next. Knowing what rewards they enjoy helps you as the manager.
Do you have any questions for me?
This is one of our favourite open ended employee review questions, which often gets some interesting insights.
In Summary
Management should remember that the review process is in place to better the company. They should ensure that employees feel comfortable enough to give honest answers to their questions. By asking employee review questions that lead to dialogue, are non-judgmental and constructive, the review process can be enlightening for both managers and employees.
when reviews of former employees do not help you get a job in a good company – Rabota.ru on vc.ru
Job seekers are very often interested in real employee reviews when applying for a job, everyone wants to be in a stable company with a friendly, non-toxic team and growth opportunities. According to a survey of the Job service. ru, 63% of respondents said they trust information in vacancies only after reading reviews about the employer.
3298
hits
To increase the transparency of the service, at Work. ru in the “Companies” section there is an opportunity to leave real feedback on interaction with employers. You can do this on the website and in the Jobs mobile app. RU. Through objective assessments of candidates, companies will be able to strengthen their employer brand and compete for the best employees.
Yulia Sanina
Director of Human Resources and Organizational Development at Rabota.ru
Most often, real feedback and comments from employees help to navigate and give preference to that one and only dream job. However, reviews should be trusted with caution. Yulia Sanina, Director of Human Resources and Organizational Development at Rabota.ru, told what points you should pay attention to when monitoring comments and how not to become a victim of misinformation.
Where do bad reviews come from?
There may be several reasons for the appearance of bad reviews about a company where a person once worked:
Real problems. Not all employers have an impeccable reputation and decent working conditions. Therefore, part of the claims from employees can be justified. As a rule, such comments describe specific disadvantages of the company, name problematic departments or managers with whom there were difficulties.
“You got it all wrong” . This is the case when the applicant at the interview stage was not told the whole truth about the working conditions (“gray” wages, unpaid sick leave or vacation, irregular working hours). When such an employee is faced with an unacceptable truth for him already at the workplace, this causes a sharp surge of negativity.
“ We don’t fit together” . This also happens. An employee may not work well with one of his colleagues or with management, which will leave a person with an unpleasant aftertaste. He might want to share it online. Especially if he does not have an understanding that circumstances just happened and this is not the fault of former colleagues.
“I’m just that kind of person” . A former employee may write bad reviews unreasonably, due to their difficult nature. Even with a positive experience in the company, the employee will find the disadvantages and point to them. There are rarely consequences for commenting online. This feeling of impunity provokes negativity on various platforms with the opportunity to leave feedback.
Competitor order . This is not uncommon when a company that competes with the organization where you plan to find a job gives you the task of creating an unfavorable image of the employer on the network. Authors of negative comments, as a rule, receive money for this.
If you follow the reviews about the company when applying for a job, you should not believe everything that is written. There are several nuances that you need to pay attention to when making a decision.
Anonymity, emotions, statute of limitations
If you analyze the reviews of employees online, you can see that most of them are anonymous. This may be due to the fact that the employee fears some kind of revenge from the former manager. But there is another interpretation: when a specific person is not behind the words, there is no certainty that this person exists at all and that he really worked in this company. This could be a bot or a review paid for by competitors.
The second point that should make you think is too emotional reviews. If a former employee describes in detail the injustice that was committed at his workplace in this company, but does not provide specific facts, it may well turn out that he is simply offended. Or maybe he himself is to blame for this incident.
Third, the employer checks the reviews of former employees and works with the negative. This suggests that the company is not indifferent to its reputation, it plans to be present on the market for a long time and compete for qualified personnel. But analyze how the answers are written: these are automatic unsubscribe messages, a negative response, or attempts to understand the situation.
And finally, pay attention to how old the comments are. It often turns out that 3-5 years have passed since the last angry review was written, which means that the situation in the company could change. That is why the flow of negative reviews has stopped – good ones are usually taken for granted, and they do not write about it on review sites.
By the way, the reverse situation should alert you – if you found too many positive messages and enthusiastic words on the employer’s page.
And what besides reviews?
In order not to fall for the tricks of fraudulent employers or simply in a dysfunctional company, there are more objective ways to check than testimonials from former employees.
Tax check
If you suspect that the employer is a fraudster, you can check it with official sources. For example, request an extract from the Unified State Register of Legal Entities or EGRIP on the website of the Federal Tax Service. The extract will indicate the date of registration, information about the owner of the company and the types of economic activity that the company or individual entrepreneur can engage in. Draw conclusions based on the data obtained. If the company appeared 2 weeks ago, deals with everything at once, this is a reason to think.
Also, when studying the employer, you can contact the Unified Register of Bankruptcy Information and the website of the Prosecutor General’s Office. It stores information about inspections in relation to this company, their causes and results, as well as information about whether the organization is in the process of bankruptcy.
Blacklists and unscrupulous lists
Now many jobboards are implementing similar functions so that at the stage of viewing a vacancy, the applicant understands who is offering this job: a trusted company or an employer with a dubious reputation.
Job seekers can find all open information about employers on the website and in the Rabota.ru mobile application in the “Companies” section: date of registration, number of employees, status of the organization, inclusion in registers, availability of enforcement proceedings, amount of revenue, etc. Also, companies separately there are negative factors that should be taken into account. This helps job seekers to find work in reliable and trusted companies.
Interview questions
If employee feedback doesn’t help you make a decision, it’s best to talk to the potential employer in person. Go to the interview and ask questions about the conditions that interest you. Based on the answers of a company representative at a meeting with you, it will be possible to form your opinion about the organization and make a decision on employment. It is better to record priority or controversial points for yourself in a notebook, return to them in a calmer atmosphere and analyze.
Checklist: 10 Must-Have Interview Questions
1. How do you see the ideal candidate for this position?
2. What goals and objectives will be set for a specialist of this position in the next 2 / 3 / 5 years?
3. What KPIs are used in your company to evaluate the work of a specialist in this position?
4. What are the growth opportunities for this position?
5. Why did this vacancy appear? Why did the person who held this position leave?
How often do employees work overtime? What is the reason for processing and how are they paid?
How would you describe the company culture?
How, to whom and with what frequency are performance reports submitted?
What results do you expect from me after the probation period / first 3 months / half a year of work?
What amount of wages will be specified in the contract?
Employee ratings and reviews about Greenatom for 2021 – Habr Career
December 30, 2021. Current employee
Interesting tasks
Modern technologies
Adequate salary
Social package
Comfortable working conditions
Career growth
Relations with colleagues
recognition management
Communication with top management
The company makes the world a better place
And now, specifically, without emotions, the assessment is given from the premise that this is the most important and professional company in the country. BUT. There is a gradation of employees in the company, a grade according to their territorial location: if you are lucky and you are in a branch that is located in a ZATO / monotown or formally transferred from an enterprise to a branch of a green atom, then you have many social security privileges (loan compensation, non-stressful work, sanatoriums, additional contributions to the NPF, etc.), for the Moscow branch, these are all kinds of additional payments and individual incentive allowances increased at times and the percentage of the annual bonus (as they say, kindergartens, etc. are expensive). They are not afraid to say that they saved a lot by transferring their main production activities. The salary of specialists does not correspond to the scope of work and the level of responsibility, there are few real pros, most of them go away from what they see, having gained some extra experience and having seen enough of the schizophrenia of the leadership, they are unlikely to stay here. The price tags for clients are Moscow ones, and the RFP of employees does not have to be reviewed. There is a catastrophic shortage of professionals, their salary is below the market, working conditions are very vague, but there is an abundance of eff. managers, rubbish of managerial managerial personnel. There is a whole department there that makes sure that no matter how people are overpaid annual bonuses and how to deprive them, as a result, the cost of their maintenance is higher than the benefits from their work. Of the pluses, this is the salary on time and it is all white – but this is not the merit of management, VMI is formal, poor, and it is almost impossible to use it. It is customary in the greenatome to always do everything at the very last moment, not to think, not to plan, not to analyze, as in the army – under the visor and under the tank, because. management is preparing for the last war. And most importantly, this is not Rosatom. And there is an explanation for this. Often we are surprised: how do people who do not differ in intelligence, ingenuity or moral-volitional qualities end up in high positions? And there is nothing strange here: the law of negative selection simply came into play in their case. The management here has not only not heard about such a concept, it has just heard and purposefully puts such a carrion in commanding positions. “The desire to rule is one of the types of neurotic insanity that comes from a feeling of helplessness and fear of the outside world, the desire for power is based on such a pathological phenomenon as an” inferiority complex “. An artificially pursued personnel policy, once successfully tested by special services. In In the practice of special services, the method of planting an agent “on the hook” has long been used, when the latter is presented with compromising evidence, and with it methods of manipulation. The presence of compromising evidence makes him manageable and obedient. It is hardly possible to speak of the moral or professional qualities of such a of the lower hierarchy. The mind and nervous system of many people cannot withstand enormous stress. Degradation can only be resisted by having strong convictions and moral principles. But if a person has no moral standard, there are no ideas about rights and norms, what then can keep him from neglect interests others? Nothing.” They do not work out the values of Rosatom, they do not fulfill their official duties. Kurginyan said well about such people: “And here, in fact, there can be two ways out of the crisis. Either the control subsystem abruptly begins to become more complex and pulls the system out with it, or it collapses. But there is, however, another option: to dramatically simplify the system. Recall Gref, who said that in no case should you have a lot of educated people, otherwise they cannot be manipulated, and so on. And it turns out that in this case, for the successful functioning of the becoming not very developed control subsystem, the way out is : to make society even dumber. That is, such a scheme, so to speak: dumb and even dumber. But the fact is that a society built on the principle of “dumb, even dumber” is a very easy prey for external forces. And in this sense, such “dumb-ass dead ends” work, in fact, whether they want it or not, for an external force that will certainly take advantage of this.” In the end. the level of delirium has long exceeded the level of work of such a company thanks to their own efforts. And yes, for current employees: until now, until you ask them questions and give high ratings to management (at the same time, rating 1 will be discarded) on regular surveys, nothing will budge. I would like to say something good about them, but so far there is nothing special, their dream is round-the-clock work of people and preferably for a penny under the sign of Rosatom, a good right idea has been turned into feces. The path of degradation has been chosen and no one is going to leave it, the Titanic is sinking to the fanfare and slogans of corporate scoundrels. “It’s hard to change without changing anything, but we will.” It’s about them. (M.M. Zhvanetsky).
Feedback from employees about work and employers. Reviews of clients about companies
Site of reviews about companies and employers
On the review site work-info.name we tried to collect the most complete and extended database of reviews about companies in Russia, Ukraine, Belarus and other CIS countries. Perhaps you have already seen some of the reviews on other similar resources. This is not plagiarism. We do not steal reviews from other sites.
Our site was originally created as a employer review aggregator . This means that we not only accept reviews from people and post them on our website, but also collect reviews on the Internet. This is done in order to provide you with the most complete information about the company and give you the opportunity to view the most complete list of reviews on one resource.
Agree, it is very inconvenient and time-consuming to search for reviews about the company on different resources. After all, the number of resources that specialize in reviews of companies and employers is very large and is growing every day. Therefore, we did it for you and created our resource to save your time and effort.
Since many sites of this kind are created for commercial purposes, even if you found some reviews about the company you are interested in today, it is possible that tomorrow these reviews will not be there. Or they will be edited in order to denigrate or whiten the reputation of the firm. For this segment and category of sites, this is standard practice.
Here you have the opportunity to see reviews that are not edited or changed. They appear on the site in the form in which they were originally created. And if they passed our check for authenticity, then they will definitely appear on our website. Whether they are positive or negative.
Negative feedback about the company
On our site you can see a large number of negative reviews about the company and at the same time a low number of positive reviews. Why is that?
The human essence is such that if a person is satisfied with everything in his work, then he will not even think about finding a site of the corresponding subject and leaving a positive review. Another thing is when a person is not satisfied with his work or he was deceived by the employer. There may be many reasons, but the truth is one – if a person is hurt, the likelihood that he will “complain” on the Internet is much greater than vice versa.
Faced with rudeness, rudeness, fraud and unscrupulous employers, people try to warn others and leave negative reviews about the company . Therefore, such reviews about surpass in quantity on our resource.
We do not write negative reviews about employers on our own to denigrate and slander them. On the one hand, this would be dishonest, but on the other, it is simply physically impossible. Since there are more than 20 thousand companies on the site, purposeful writing of even short reviews would take many months of work.
We try to check every review, but sometimes that just isn’t possible. Therefore, we proceed from a position of trust and believe that every review is true until proven otherwise. But do not forget that often negative reviews about the company or partners can be written by people in a state of fever. When the problem itself in the company is not as big as people describe it in the reviews. Therefore, when reading such reviews, consider the factor that the employee himself may be unscrupulous.
Positive feedback about the company
If you see only positive reviews about the company , this does not mean that the company is really so good and honest. Perhaps employees are paid extra for writing positive reviews, or they are generally forced to do this. And this is not a joke and not a product of a heightened fantasy. We often encounter this when company employees admit that they are voluntarily forced to leave positive feedback about their place of work and employer.
But don’t think that everything is so bad and all the positive reviews are a hoax. Now many companies are already changing their attitude towards employees and are trying to create good working conditions and a friendly atmosphere for them. After all, the performance of the team and, as a result, the success of the company depends on this. It is in such cases that many positive reviews about the employer and the company as a whole appear.
Reviews of employees about companies
In the reviews tab, you can read the reviews of both former employees about the company and current ones who work in it at the moment.
Checking and moderating reviews about the employer
We try to determine how true the review is by a number of signs and try to check it for relevance. Since it often happens that people leave reviews about a company from their past experience, and at the moment these reviews may no longer be relevant.
If there are no reviews about the employer
You can subscribe to reviews to receive new reviews about the company and if a review about the company appears, you will definitely receive it in your email. But if you do not have time to wait or you are not sure that someone will leave reviews about the company you need, then you can use the “Company Check” service. And our employees will collect the information you need about the company. More details can be found on the services page.
Leaving negative reviews unprocessed is like entrusting the future of the company to their authors: former employees, competitors, and scammers whose anonymous comments shape job seekers’ opinions about the company.
Delete employee reviews
Welcome! We are Digital Sharks, an agency that removes negative reviews, articles, videos and slander from the internet. The statistics are as follows:
More than 60% of applicants carefully study the employer’s reputation.
Almost 100% pay attention to the negative first.
About 70% form an opinion about a brand by studying the reaction of official representatives to negative employee reviews.
Reputation is an indicator of trust. 5-6 negative reviews about the employer are enough for candidates to give up the idea of getting a job in a company that is famous for violating labor laws and does not value its own HR brand. Job seekers are confident that an organization that can keep its reputation clean will be able to take care of its own employees, giving them confidence in the future and career prospects.
Our case: we were contacted by a company specializing in the extraction of raw materials in remote regions of Russia. On the eve of departure, another watch handed over the tickets and terminated the contractual obligations with our client. The reason for the unexpected departure was the negative feedback from a former employee. His responses led to disruption of the work schedule, downtime of expensive equipment and shortages, which had to be closed in an emergency mode. We identified the negative person and, after negotiations, achieved the removal of reviews about the employer. Our client’s reputation has been restored.
Consequences of the negative
If you do not remove the reviews of former employees who believe that they were fired undeservedly, the company will face a reputation crisis.
Consequences of the crisis:
Difficulty recruiting. A firm that lets its reputation develop on its own is in danger of starvation.
Layoffs. Reputational problems contribute to the growth of tension within the work team and staff turnover.
Lost battle for talent. Narrow specialists and professionals will not work for a company with a bad name.
Lack of development. Outdated negativity slows down progress.
HR headache. Time after time, company representatives will have to answer tricky questions from applicants and make excuses for misunderstandings caused by anonymous authors of negative reviews about the employer.
Our case: the client is a financial consultant. Dismissed assistants published scandalous “revelations” about the former boss that got into the top search results. The influx of visitors dried up, and it was not possible to find new assistants for a long time. Our experts have negotiated with the owners of sites that posted negative reviews from former employees and proved the existence of a conflict of interest. The negative was removed, and our client received recommendations on how to properly answer uncomfortable questions and talk about resolved reputational problems.
Types and ways to neutralize negative feedback
Types of negative feedback about employers:
“I’m tired!” The review was written under the influence of feelings and does not contain reasonable criticism. The essence of the review: “The company is bad, because I decided so.”
Claim. Reflects the real state of affairs in the company and contains information confirming the facts of violation of the rights of employees.
Fake. The recall is based on a biased attitude towards the brand. Contains criticism and unfounded claims.
Emotionally based real employer reviews are easy to work through by giving the author time to resolve the issue that caused the outrage. A fake can be refuted by requiring evidence from the author. And in order to work out the claim, it is necessary to work on the mistakes and convey to the author that the company listened to his opinion.
The dialogue allows you to distinguish between a real author and a fake one, neutralize the negative and achieve the removal of reviews about employers. You should communicate without rudeness and insults, without getting involved in emotions and remembering that applicants will read the correspondence. An adequate, competent answer is the best way to refute the arguments of the negative person, and the legal removal of reviews will help eliminate especially toxic content.
How to delete employee reviews yourself
Ways to legally remove negative feedback from employees:
Negotiate. Having worked through the claim and achieved the loyalty of the author, you can find a compromise that will suit both parties.
File a complaint. To remove feedback from former employees, you can contact the owners of sites with negative information and provide evidence that the review contains irrelevant information or was created at the request of competitors.
Go to court. Seek legal removal of employer reviews by paying for the services of a notary, lawyer and language experts.
Legal mediation. Send a pre-trial claim to the owners of the site with a negative, explaining what responsibility awaits them for publishing slander and asking the question “How to delete employee reviews?”
Under the law, the use of black PR to undermine the reputation of a business competitor is an offense and is punishable by a fine. But since the institution of reputational protection in Russia is still being formed, many companies do not hesitate to manipulate other people’s ratings on popular reviews and anti-job resources.
How to protect your reputation
Simple but effective ways to improve your HR brand:
Identify key platforms. Create business accounts on authoritative resources and regularly monitor content updates. The most popular sites among applicants are: orabote.xyz, pravda-sotrudnikov.ru, antijob.net, dreamjob.ru, etc.
Strengthen positions. Add a section with testimonials from current employees to the corporate website. Loyal employees are able to play the role of a brand advocate and, on their own initiative, defend the honor of the company, refuting the arguments of the negative ones.
Register on map services. Profiles on Yandex.Maps, 2GIS and Google Maps should be used to strengthen the employer’s reputation and create a favorable impression for applicants.
Study search results. Regularly check the cleanliness of the brand information field using the query “company name employee reviews”.
What should you never do? Respond to offenders with the same coin. A company that puts psychological pressure on a former employee will lose the respect of the audience. Only legal methods of reputational self-defense will help to get out of a delicate situation with dignity and without scandals.
Online reputation management
The main methods of strengthening the employer’s online reputation:
Deindex — hiding provocative materials that can tarnish a brand’s reputation from search results.
AORM – creating content that raises the status of the company. Expert articles, employee success stories, and interviews with brand representatives should be placed on sites with impressive traffic.
Removing — removal of especially toxic negative by legal means. This is the only way to find the “pain points” of the parties and remove employee reviews without negative consequences.
There are a lot of sites on the net that specialize in collecting negative information and break records in traffic, because negative reviews about employers are in demand. Based on them, blacklists and anti-ratings are formed. We do not recommend responding to letters from the administration of such resources marked “I will remove employee reviews for a fixed fee.” These are fraudulent earnings schemes, since there are no guarantees that the deleted negative will not appear on the Web again.
The world is going crazy, but it’s not too late to fix it. Subscribe to the SecLabnews channel and do your part to prevent the cyber apocalypse!
How to properly respond to feedback from employees?
Feedback in the company plays an important role not only in work processes, but also greatly influences recruiting. 80% of candidates read employee reviews when choosing a job. To form an opinion about a company, job seekers look at at least 7 reviews.
But even if not all reviews are positive, this is not a reason to give up. You must learn how to properly respond to employee feedback in order to improve the perception of the company in the eyes of candidates: statistics show that 65% of job seekers feel better about companies if they see that they openly respond to employee feedback.
In a new article, we will tell you how to respond to employee reviews in a way that makes people want to work for you. We will also share a useful cheat sheet that will come in handy in the work of your HR specialist.
Core Principles
To properly respond to employee feedback, use the three E’s:
Awareness. Often, the authors of negative reviews need you to understand the problem, and not just get off the duty “we apologize for the inconvenience”. Be transparent: explain why the situation is the way it is and what you intend to do to solve the problem. In turn, if the feedback is positive, do not leave it unattended. In addition to the usual “thank you,” note that positive feedback helps the company grow.
Justification. If the feedback is negative, don’t let your emotions take over: use only facts to justify your position. Provide the reviewer with statistics or research results.
Discussion. Remember that your response is not only for the reviewer, but also for other readers, such as the aforementioned applicants.
Helpful Hints
Here are some helpful hints to help you make your answers more accurate and useful:
write a draft answer in a text editor such as Word or Google Docs to check the text for errors and set the tone of the answer correctly;
specify the title of the author to better respond to the problem;
start your response by thanking for the feedback – even if it’s negative;
write honestly – do not hide or dissemble anything, you should not have secrets from your own employees;
do not use corporate jargon;
offer to discuss the problem in person.
How to respond to different types of reviews?
We have learned the basic principles, but this is not enough: after all, each situation is different, and it is unwise to apply the same approach. We have collected several typical situations and provided examples of how to properly respond to employee reviews.
Salary and Benefits Reviews
Review: The company offers an excellent work-life balance and many career opportunities. However, the salary is below average both for the region and compared to other companies in the industry where I have worked.
Response #1: Thank you for your feedback! At the moment, we do not plan to change the amount of remuneration and the set of privileges. An analysis of competitors and other companies in our region showed that salaries in our company are indeed below average, but we consider this level to be fair. If you want to continue the discussion, write to [email protected].
Answer #2: Thank you for your feedback! We analyzed competitors and other companies in our region and came to the conclusion that we really need to raise the level of remuneration and expand the range of privileges so that our employees feel more comfortable working. The HR department will report the results. If you want to continue the discussion, write to [email protected].
Corporate Policy Testimonials
Testimonial: I am so glad to work in our company! Great team, always learn something new from colleagues. It’s embarrassing that maternity leave is given only to mothers. When my son was born, I did not want to go on paid vacation or take time off at my own expense.
Response #1: Thank you for your feedback! The fact is that most of our male employees use paid leave after the birth of a child to be with their family. Therefore, we decided not to introduce a separate concept of maternity leave for men. However, if you want to continue the discussion, write to [email protected].
Response #2: Thank you for your feedback! We are closely monitoring employee feedback and have already started working on the terms of maternity leave for men. I don’t want employees to lose motivation to be with their families at such an important time! If you want to know more about the new terms, please write to [email protected].
Reviews of the management of the company
Review: The company offers an excellent set of privileges and reasonable vacation conditions. However, I do not like that the company’s management makes important decisions without asking employees whose work these decisions may noticeably affect. And vice versa: many proposals that would greatly improve the workflow remain “at the top” and are not implemented – and we do not even know about them.
Response: Thank you for your feedback! When a company’s management makes decisions like this, we take into account many factors. One of the most important is how this decision will affect employees. Often you have to make long-term decisions that may seem unwise in the short term.
Now our company is developing, and such solutions are needed, so we just need to wait out the difficult period – we are sure that after that the whole company will feel a positive effect.
We will be happy to discuss with you the specific actions of the management that caused you negative – write a letter to [email protected].
Helpful Hint: If your review mentions a specific employee (or their position), ask them to write a response on their behalf.
Culture Reviews
Review: The company offers great career opportunities, but team spirit is lacking in my department. Here everyone is for himself, even though we were divided into teams. There is a lot of work, there is no time to consult with colleagues or combine efforts – and so you have to work on weekends in order to meet the deadline. And I’m the only woman in the department – can not do without harassment!
Head of Department 1: Thank you for your feedback! Of course, each employee has their own style of work, but we want to encourage employees to work together more often. For example, in the IT department, we plan to launch a hackathon (intensive brainstorming in teams). If you have suggestions, please send them to [email protected], let’s discuss.
Department Head Response #2: Thank you for your feedback! We’re developing ways to convince employees to “unplug” from work on weekends and outside the office in general. Such changes will begin with managers. If you have suggestions, please send them to feedback@company. ru, let’s discuss.
HR department response: Thank you for your feedback! We take such complaints from our employees very seriously. Please write an email to [email protected] and share the details.
Minimalist Reviews
Positive Review: I love working for this company! The best place on the planet! I don’t even know what the downsides are.
Answer: Thank you for your feedback! We appreciate your attention and are glad to hear that you enjoy working with us. If you have something to discuss, write to [email protected].
Negative: Can’t say enough good things about it. Stupid company, I regret every day that I worked in it.
Answer: Thank you for your feedback! We would like to know in more detail what did not suit you – this will help our company to become better. Please write to us at feedback@company. ru.
Let’s consolidate what we have learned
And now let’s check how well you have learned the lesson. Come up with a response to the review below and write in the comments.
Feedback: I like working for the company. I have excellent colleagues and a decent salary. Only one thing is confusing: it is not clear why employees are not compensated for transportation costs. I have to travel a lot, I would not like to do it at my own expense.
True Employees (Uncensored) – Testimonials from current and former employees and job seekers about employers
Would you like to leave a review?
Share information about the company that will help applicants decide.
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SberMarket
“today I went for an internship as an order picker, they left me alone, I came on the first day, there are no phone numbers for the senior shift or other pickers…”
Medex, NPK
« Worked in the company for about 2 years. The first and obvious company is heading towards bankruptcy, no talk of a transparent KPI system, planning … »
RED Express
« Non-payment of salaries – since the beginning of summer, St. Petersburg couriers have been trying to get their salaries, since this shitty office does not want to pay at all. Head…”
Chain of stores Verny
“in our store, Moscow region, the city of Lobnya, Krasnopolyanskaya street 46, a certain administrator Morozova Olga works, she is rude to customers and rude to…”
NeftetransService
“After passing several interviews in this office, I received positive feedback from the HR regarding my candidacy, and…”
Sibur Holding
“The director of the Sibur-South CSC in Anapa is a bribe-taker and a swindler! He works on kickbacks, scams contractors for money, feels like the owner of a boarding house, threatens . .. “
Petersburg Metro
“This city …… works at 17a Lesnoy Prospekt …. Nina Petrovna Gaponenko. Like a foreman, this is h …… do not come to section 3 of Lesnoy pr-kt 17a … “
Shop&Show
“There are no pros in this company. At the moment it is falling apart, people refuse to cooperate with them. Management is dishonest, neglects…”
Moscow Cargo
“OOPiKO sucks. A rotten team, based on lickers and informers like Bogatyryov, Smirnov and others like them.
Galina Shiroyobova, so-called … “
RAUM group of companies
“Disgusting chop. Every month someone gets fired.
Kidalovo on… »
Yar, hotel
“I expected to receive 20 tr for half a month worked, received 6 tr.
If you were not given an Employment contract on the first day, or the minimum wage was prescribed there, . .. »
Moriart
“Martial law in the country showed the true face of the head of the company.
Wishing you good luck is not…”
Lukoil
« 1. At the gas station, a rest room – it is also a locker room, it is also the manager’s office – 1 * 2 in size with cameras, for a minute, everyone changes clothes there, from … ”
Entexy
“Scammers
I ordered the application in August 2020 from Yutenom LLC. Photo editing application. Paid 100% (the amount is measured in…»
Mercury
« The company itself is stable, fundamental – it has no equal in terms of power in its designated segment. The only thing is regular salaries, and sometimes even…”
Krka Rus
“Requisitions from district managers. For a successfully completed plan, the district manager Smykova A. Voronezh takes a percentage of the salary. Or is it in all…”
IP Orlov A V (heating system)
“Before you work in this organization, you must answer yourself how acceptable it is for you when:
1. Throw money
Regardless of your…”
FAU RosKapStroy
“I am writing for those who see many vacancies on nn.ru with a salary of 150-180. This is naedalovo clean water. You will sign a maximum of 130-150 minus taxes … “
Premium tobacco
“The announcement states that the training is on-site, under the guidance of experienced foremen. In fact, they tell you what to do. And do as you please. Can… »
Tara.ru
“communication with the management was enough to understand that I could not work with such…”
FOGSTREAM
« I got a job as a Middle Frontend developer in a company. At first, everything seemed good, although I heard bad reviews about the company from acquaintances.…”
Company MOON
“When I joined the company 4 years ago, I could not even imagine that such a large, stable company would turn into…”
CHOP Pharaoh
“Guys don’t go to work in Pharaoh’s private security company, the security service refuses without explanation, half of the people who want to come for an interview with them …”
Ventatekh
“That’s all they’ll give you, you can’t beg for the rest like snow in winter, they don’t need a store, there’s a construction site and they treat managers like Tajiks, they don’t work well, …”
Chain of stores Bristol
“Terrible store, I do not advise anyone to get a job there. First, there is ALWAYS a lack of staff. Secondly, a mountain of duties for which you .
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#166 Best Public Elementary Schools in California
Morgan Hill, CA•
Public School•
K-8
#166 Best Public Elementary Schools in California.
Charter School of Morgan Hill
Public School,
MORGAN HILL, CA,
K-8,
Overall Niche Grade: A,
Students: 649,
Student-Teacher Ratio: 19 to 1,
San Jose, CA•
Public School•
K-8
•
Rating 3.67 out of 5 3 reviews
Parent: My family has attended Discovery Charter School 2 Falcon Campus for the last 5 years.
Teachers are able to follow the childrens’ lead for curriculum, and present opportunities to engage in hands-on activities including many field trips. One concern I had about specific academic needs not being met was swiflty addressed and adaptions were made, with the support of teachers and the director.
Social and emotional needs are supported at the school, and everyone is on the same page, responding to the children using Positive Discipline techniques.
Discovery provides the opportunity to stay with teachers for multiple years (looping).
Most of the parents regularly volunteer, and you can really create a village here.
My children are excited to go to school. Learning is fun and curiosity is encouraged. I am excited my children are enjoying their education, as their experiences there will likely result in life-long, engaged learners. I highly recommend you check D2 out!… Read 3 reviews
Discovery Charter II
Blue checkmark.
Public School,
SAN JOSE, CA,
K-8,
3 Niche users give it an average review of 3.7 stars.
Featured Review: Parent says My family has attended Discovery Charter School 2 Falcon Campus for the last 5 years. Teachers are able to follow the childrens’ lead for curriculum, and present opportunities to engage in hands-on activities including many field trips. One concern I had about specific academic needs…Social and emotional needs are supported at the school, and everyone is on the same page, responding to the children using Positive Discipline techniques. Discovery provides the opportunity to stay with teachers for multiple years (looping). Most of the parents regularly volunteer, and you can really create a village here.My children are excited to go to school. Learning is fun and curiosity is encouraged. I am excited my children are enjoying their education, as their experiences there will likely result in….
Read 3 reviews.
Overall Niche Grade: A minus,
Students: 574,
Student-Teacher Ratio: 22 to 1,
San Jose, CA•
Public School•
K-5
Rocketship Rising Stars
Public School,
SAN JOSE, CA,
K-5,
Overall Niche Grade: A minus,
Students: 616,
Student-Teacher Ratio: 36 to 1,
Morgan Hill Unified School District, CA•
K-5
•
Rating 5 out of 5 1 review
Senior: I loved the environment at Nordstrom. The teachers here seemed genuinely interested in helping their students reach their highest potential…. Read 1 review
Nordstrom Elementary School
Morgan Hill Unified School District, CA,
K-5,
1 Niche users give it an average review of 5 stars.
Featured Review: Senior says I loved the environment at Nordstrom. The teachers here seemed genuinely interested in helping their students reach their highest potential..
Read 1 reviews.
Overall Niche Grade: B+,
Students: 649,
Student-Teacher Ratio: 27 to 1,
Morgan Hill Unified School District, CA•
K-5
Paradise Valley Engineering Academy
Morgan Hill Unified School District, CA,
K-5,
Overall Niche Grade: B,
Students: 380,
Student-Teacher Ratio: 24 to 1,
Morgan Hill Unified School District, CA•
K-8
•
Rating 1.5 out of 5 2 reviews
Jackson Academy of Music & Math (Jamm)
Morgan Hill Unified School District, CA,
K-8,
2 Niche users give it an average review of 1. 5 stars.
Read 2 reviews.
Overall Niche Grade: B,
Students: 634,
Student-Teacher Ratio: 26 to 1,
Morgan Hill, CA•
Public School•
K-8
Voices College-Bound Language Academy at Morgan Hill
Public School,
MORGAN HILL, CA,
K-8,
Overall Niche Grade: C+,
Students: 363,
Student-Teacher Ratio: 28 to 1,
Morgan Hill Unified School District, CA•
K-5
El Toro Health Science Academy
Morgan Hill Unified School District, CA,
K-5,
Overall Niche Grade: C+,
Students: 469,
Student-Teacher Ratio: 26 to 1,
Morgan Hill Unified School District, CA•
K-5
Barrett Elementary School
Morgan Hill Unified School District, CA,
K-5,
Overall Niche Grade: C,
Students: 394,
Student-Teacher Ratio: 23 to 1,
Morgan Hill Unified School District, CA•
K-8
San Martin/Gwinn Elementary School
Morgan Hill Unified School District, CA,
K-8,
Overall Niche Grade: C minus,
Students: 668,
Student-Teacher Ratio: 23 to 1,
Morgan Hill Unified School District, CA•
K-5
P.
A. Walsh STEAM Academy
Morgan Hill Unified School District, CA,
K-5,
Overall Niche Grade: C minus,
Students: 402,
Student-Teacher Ratio: 24 to 1,
San Jose, CA•
Public School•
K-8
Alpha: Jose Hernandez Middle School
Public School,
SAN JOSE, CA,
K-8,
Overall Niche Grade: C minus,
Students: 378,
Student-Teacher Ratio: 22 to 1,
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Morgan Hill Unified School District – California
Report Card
Academics
grade B
Diversity
grade A
Teachers
grade B minus
College Prep
grade A minus
Clubs & Activities
grade C
Administration
grade C
Sports
grade B minus
Food
grade C
Resources & Facilities
grade D+
editorial
Morgan Hill Unified School District is an above average, public school district located in MORGAN HILL, CA. It has 8,245 students in grades K-12 with a student-teacher ratio of 24 to 1. According to state test scores, 39% of students are at least proficient in math and 49% in reading.
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Morgan Hill Unified School District Rankings
Niche ranks nearly 100,000 schools and districts based on statistics and millions of opinions from students and parents.
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Academics
Percent Proficient – Reading
This is the percentage of students that scored at or above proficiency levels on their state reading/language arts assessment test. Because states implement these tests differently, use caution when comparing this data to data from another state.
49%
Percent Proficient – Math
This is the percentage of students that scored at or above proficiency levels on their state math assessment test. Because states implement these tests differently, use caution when comparing this data to data from another state.
39%
Average Graduation Rate
This is the percentage of 12th graders who graduated. Because states calculate graduation rates differently, use caution when comparing this data to data from another state.
84%
Average SAT
Average SAT composite score out of 1600, as reported by Niche users from this school.
1180
595 responses
Average ACT
Average ACT composite score out of 36, as reported by Niche users from this school.
26
126 responses
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Students
Diversity
grade A
Based on racial and economic diversity and survey responses on school culture and diversity from students and parents.
Students
8,245
Free or Reduced Lunch
This is the percentage of students who are eligible to receive free or reduced price lunch. Not all eligible students exercise this option, especially at non-traditional schools like online schools.
36.5%
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Teachers
Student-Teacher Ratio
Student-Teacher Ratio may not be indicative of class size. It is calculated using the reported number of students and full-time equivalent teachers.
24:1
National
17:1
Average Teacher Salary
$77,649
Teachers in First/Second Year
9.7%
Finances
Expenses Per Student
$0
/ student
National
$12,239
Instruction
61%
Support Services
36%
Other
3%
Cost of Living
grade D+
Good for Families
grade B+
Housing
grade D+
Median Household Income
$128,373
National
$64,994
Median Rent
$1,836
National
$1,096
Median Home Value
$886,300
National
$229,800
Morgan Hill Unified School District Reviews
Rating 3. 68 out of 5 28 reviews
Selecting a category below will take you to another page
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The Morgan Hill School District has succeeded in the teaching and education of its students from kindergarten to senior year of high school. I feel like I was taught enough throughout my classes to be at least somewhat prepared for college, and I also feel that I’ve gained some important life skills along the way as well. Something I think could be done more effectively in the future is to better prepare for the lack of teachers due to personal circumstances, and the influence of irrevocable teacher behavior at times as addressed by students and other faculty. Overall, the MHUSD is a great district to enroll in and a place where students can thrive in most aspects of their scholarly careers.
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My overall experience from K-12, Id say was great. Most students don’t really get to experience what I got to. The size of my town shapes the schools by bringing everyone closer. As of today, I am still friends with nearly half of my class from kindergarden. With not many options to separate schools, We all thrived along each other at the only two high schools there is. The students of MHUSD were treated with respect and the best days. I attended Jackson Elementary all the way until 8th grade when it tranformed into a Academy giving my the option to complete middle school there. I loved it, although I didnt get to meet new people attending Britton middle school, I still involved myself with activities our schools had which brought us together. Now Im in highschool, still friends with the students I didnt go to school with. MHUSD brings people together, with the events sponsored, the dances, and Sport Games. The small town of Morgan Hill thrives together.
Throughout my experience in the Morgan Hill Unified school district Ive never felt like they could be doing more. Specifically the student life at sobrato feels very safe and welcoming to everyone. The teachers are all very respected and take their profession very serious. I feel other staff and counselors really care about my future and want the best for my education. School board meeting are productive and very up to date on current events. Public schools are greatly maintained and clean. Extra curricular opportunities such as sports and clubs are very popular at Ann Sobrato high school. Wide ranges from golf to hockey are provided for students participation therefore it really feels like everyones interests are thought of. Clubs are supported by staff,
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Top 10 Best Morgan Hill, CA Public Schools (2022-23)
For the 2022-23 school year, there are 12 public schools serving 7,381 students in Morgan Hill, CA (there are 8 private schools, serving 1,497 private students). 83% of all K-12 students in Morgan Hill, CA are educated in public schools compared to the CA state average of 90%. Morgan Hill has one of the highest concentrations of top ranked public schools in California.
The top ranked public schools in Morgan Hill, CA are Charter School Of Morgan Hill, Nordstrom Elementary School and Paradise Valley Engineering Academy. Overall testing rank is based on a school’s combined math and reading proficiency test score ranking.
Morgan Hill, CA public schools have an average math proficiency score of 46% (versus the California public school average of 40%), and reading proficiency score of 54% (versus the 51% statewide average). Schools in Morgan Hill have an average ranking of 7/10, which is in the top 50% of California public schools.
Minority enrollment is 70% of the student body (majority Hispanic), which is less than the California public school average of 78% (majority Hispanic).
Best Morgan Hill, CA Public Schools (2022-23)
School (Math and Reading Proficiency)
Location
Grades
Students
Rank: #11.
Charter School Of Morgan Hill
Charter School
Math: 78% | Reading: 79% Rank:
Top 5%
Add to Compare
9530 Monterey Rd. Morgan Hill, CA 95037 (408) 463-0618
Grades: K-8
| 649 students
Rank: #22.
Nordstrom Elementary School
Math: 62% | Reading: 67% Rank:
Top 20%
Add to Compare
1425 E. Dunne Ave. Morgan Hill, CA 95037 (408) 201-6440
Grades: K-5
| 649 students
Rank: #33.
Paradise Valley Engineering Academy
Math: 60% | Reading: 58% Rank:
Top 30%
Add to Compare
1400 La Crosse Dr. Morgan Hill, CA 95037 (408) 201-6460
Grades: K-5
| 380 students
Rank: #44.
Ann Sobrato High School
Math: 49% | Reading: 69% Rank:
Top 30%
Add to Compare
401 Burnett Ave. Morgan Hill, CA 95037 (408) 201-6200
Grades: 9-12
| 1,476 students
Rank: #55.
Jackson Academy Of Music And Math (Jamm)
Math: 52% | Reading: 62% Rank:
Top 30%
Add to Compare
2700 Fountain Oaks Dr. Morgan Hill, CA 95037 (408) 201-6400
Grades: K-8
| 634 students
Rank: #66.
Voices College-bound Language Academy At Morgan Hill
Charter School
Math: 50-54% | Reading: 40-44% Rank:
Top 50%
Add to Compare
610 Jarvis Dr. Morgan Hill, CA 95037 (408) 791-1700
Grades: K-8
| 363 students
Rank: #77.
Live Oak High School
Math: 32% | Reading: 54% Rank:
Top 50%
Add to Compare
1505 E. Main Ave. Morgan Hill, CA 95037 (408) 201-6100
Grades: 9-12
| 1,147 students
Rank: #88.
Lewis H. Britton Middle School
Math: 36% | Reading: 41% Rank:
Bottom 50%
Add to Compare
80 W. Central Ave. Morgan Hill, CA 95037 (408) 201-6160
Grades: 6-8
| 695 students
Rank: #99.
El Toro Health Science Academy
Math: 35-39% | Reading: 35-39% Rank:
Bottom 50%
Add to Compare
455 E. Main Ave. Morgan Hill, CA 95037 (408) 201-6380
Grades: K-5
| 469 students
Rank: #1010.
Barrett Elementary School
Math: 21% | Reading: 34% Rank:
Bottom 50%
Add to Compare
895 Barrett Ave. Morgan Hill, CA 95037 (408) 201-6340
Grades: K-5
| 394 students
Rank: #1111.
P. A. Walsh Steam Academy
Math: 18% | Reading: 27% Rank:
Bottom 50%
Add to Compare
353 W. Main Ave. Morgan Hill, CA 95037 (408) 201-6500
Grades: K-5
| 402 students
Rank: #1212.
Central High (Continuation)
Alternative School
Math: ≤10% | Reading: 11-19% Rank:
Bottom 50%
Add to Compare
85 Tilton Ave. Morgan Hill, CA 95037 (408) 201-6300
Grades: 10-12
| 123 students
[+] Show Closed Public Schools in Morgan Hill, California
Morgan Hill, California Public Schools (Closed)
School
Location
Grades
Students
Burnett Elementary School (Closed 2010)
85 Tilton Ave. Morgan Hill, CA 95037 (408) 779-5241
Grades: K-6
| 296 students
Encinal Elementary School (Closed 2004)
9530 N. Monterey Rd. Morgan Hill, CA 95037 (408) 779-5221
Grades: 5-6
| 161 students
Silicon Valley Flex Academy (Closed 2021)
Charter School
610 Jarvis Dr. Morgan Hill, CA 95037 (408) 659-8088
Grades: 6-12
| 232 students
Junior Reserve Officers Training Corps or JROTC
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Educatius | morgan-hill-unified-school-district california usa
California, USA
Homestay Accommodation
$ $ $
Public
School Facts
School Description
The Morgan Hill Unified School District’s two high schools accepting international students serve about 3,300 students. The curriculum offers over 20 AP options and various unique art courses as well as honors courses and competitive athletic programs.
FACILITIES Campuses include classroom buildings, theaters, auditoriums, aquatic centers, and athletic centers with full sized gymnasiums. One of the high schools has recently undergone major renovations and technology infrastructure upgrades. New facilities include a theater and amphitheater area, locker rooms, and a new digital marquee.
SPORTS AND ARTS The schools’ sports teams including girls soccer and volleyball have won many championships in recent years. State regulations in California can cause some restrictions for international students playing Varsity-level sports at their school. Please contact us for details. The district’s Drama Guild has earned repeated recognition from the American Musical Theater’s Honors program. Students can also take unique courses such as floral design and culinary arts.
COMMUNITY INFORMATION Morgan Hill is 25 minutes from the culturally diverse city of San Jose in the southern part of Silicon Valley, a globally recognized technology hotspot. Located less than an hour from the scenic Pacific Coast, the region’s pleasant weather allows students to enjoy the beach, hiking, bike riding, and other outdoor activities year-round.
Educatius Public School Profile PDF: Morgan Hill Unified School District Profile PDF Visit School Site: Morgan Hill Unified School District Visit City Site: Morgan Hill, California
9, 10, 11, 12
Grades at School
Diploma Year Offered?
No
Student Population
CoEd – School for both genders
SAT Average
1160
English as Second Language (ESL) Support Available
Yes
French Immersion
No
Sports
Archery, Badminton, Baseball, Cheerleading, Diving, Football, Golf, Hockey, Softball, Tennis, Track and Field, Water Polo, Wrestling
Arts
Ceramics, Photography, Studio Art – 2D Design, Studio Art – 3D Design, Studio Art – Drawing, Theater, Theater
Music
Choir, Jazz Band, Marching Band, Music Theory
Advanced Courses (AP, A-Levels)
Biology, Calculus AB, Calculus BC, Chemistry, Computer Science A, English Language and Composition, English Literature and Composition, Environmental Science, Physics 1, Physics 2, Statistics, US Government and Politics, US History, World History
Languages
French, Spanish
Clubs and Extracurricular
Art Club, Black Student Union, Chess Club, Future Business Leaders of America (FBLA), Future Farmers of America (FFA), Gay-Straight Alliance (GSA), Interact Club, Math Club, Red Cross, Robotics Club, Table Tennis Club, Theater Club, Women in Motion
Accepting Students in Grades
10, 11, 12
Ages Accepted
15-17
ELTiS Minimum
206
TOEFL Minimum
40
Other – Eligibility Requirements?
School uses trimester system also; Another TB Test required AFTER arrival in California even if the student has conducted the test in the home country. Honorary Diploma for Academic Year Students only. Applications deadline June 15. All students must take California state English exam (CELDT) upon arrival
More School Photos!
Real Stories from Real Students:
Being an exchange student here was the most life changing experience of my life. I am so grateful for having this opportunity and I learned and grew so much as a person. I think that every single second here will be unforgettable for me, I met so many wonderful people. The friends I made here were amazing and they will be in my heart forever. America has truly changed my life for the better!
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Blogs and News!
by Benedetta from Italy
Italian Student Benedetta at Ann Sobra High School in California
Public School
SELECT
Student
USA
“If I could choose to go back (to Italy) or not, I will definitely choose to stay here forever. Because I feel home.” – Benedetta from Italy
16/08/2016 | USA
by Emma from Austria
Enjoying Every Moment – My Year Abroad
Student
USA
Public School
SELECT
“Enjoy every moment like it is your last.” That phrase was my motto I lived by this past year.
10/09/2019 | USA
Teja from Slovenia
Family Trip Easter and Planning for College
SELECT
Student
USA
It is impossible to believe March is coming to an end. With that being said, just a small reminder that Graduation is less than two months away and not to mention Prom is next month!!! Time truly flies when you are having a good time and when you are far away from home.
25/10/2020 | USA
by Hairou from China
My Four Tips for Living with an American Host Family
USA
Student
Public School
It’s a great challenge for international students to leave their home and comfort zone. But living with an American host family will leave you with a lot of good memories. Today let me share with you my tips from living with host families for three years in American high schools!
30/09/2019 | USA
by Educatius Group
AP Courses vs IB program
USA
SELECT
Canada
What is the most important factor for international students when selecting a US high school to apply to?
06/02/2019 | USA
Rena from South Korea
5 American Foods You Need to Try
SELECT
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Food is important when studying abroad. Today, I will give you an introduction to American foods you need to try while abroad.
18/03/2020 | USA
Similar Schools
(3)
Gilbert Public Schools
Arizona, USA
Gilbert Public School District has five high schools accepting international students in grades 9-12. The district leads the state of Arizona in testing due to its strong emphasis on the core academics. Gilbert Public School District high schools offer Advanced Placement courses and nearly 20 different clubs and activities.
FACILITIES
Outstanding facilities include state-of-the-art classrooms, auditoriums, lecture halls, gymnasiums, athletic stadiums, practice fields, tennis courts, cafeterias and outdoor food courts.
SPORTS AND ARTS
Gilbert Public School District is recognized for its outstanding programs in athletics, offering sports such as golf, swimming, and volleyball. State regulations allow international students in grades 9-11 to participate in any Junior Varsity (JV) sports teams
Gilbert Public’s high schools have a diverse arts program offering courses in metals and jewelry, concert orchestra, and more.
COMMUNITY INFORMATION
Gilbert, Arizona is located in the metropolitan
Read More
Public
Georgiana Bruce Kirby Preparatory School
California, USA
Georgiana Bruce Kirby Preparatory High School is located 2 hours south of San Francisco. The school offers honors and Advanced Placement courses, including four intensive paths in art, science and technology, humanities, and languages.
FACILITIES
The campus features a printing press for book making, an audio engineering lab with recording studios, and a photography dark room. It also has large music and art rooms as well as dance, drama, and ceramics studios.
SPORTS AND ARTS
Students can participate in both traditional and non-traditional sports like mountain biking, surfing, sailing, and Ultimate Frisbee. Georgiana’s fine arts program aids students in their creativity whether they join fine arts courses or clubs after school. State regulations in California can cause some restrictions for international students playing Varsity-level sports at their school. Please contact us for details.
AWARDS AND ACCOMPLISHMENTS
In 2006, Georgiana Bruce Kirby Preparatory High School was named the
Read More
Private
Hamilton High School
Arizona, USA
Established in 1998, Hamilton High School is a strong academic, extra-curricular, and athletic contender in the Phoenix area. It is recognized as one of the top AP scholar schools in the state and has over 30 AP courses.
FACILITIES
Hamilton High has a beautiful campus with large classrooms. On campus facilities include a library, auditorium, gymnasiums, a football stadium and a state-of-the-art heated swimming pool.
SPORTS AND ARTS
Hamilton is a Division 1 member of the Arizona Interscholastic Association (AIA), with many championship awards in various sports. State regulations allow international students in grades 9-11 to participate in any Junior Varsity (JV) sports teams.
The arts department consistently receives recognition. Supported by outstanding facilities, students have many course offerings to perfect their talents.
AWARDS AND ACCOMPLISHMENTS
The class of 2015 had 12 National Merit Finalists and 12 National Commended Scholars. Additionally, they had 44 National AP Scholar
Read More
Public
Morgan Hill, 95037 public school ratings and districts
Morgan Hill Unified School District
15600 Concord Cir.
Morgan Hill, CA 95037
8,245
Students enrolled in District
13
Schools in District
24
Students Per Classroom
(State average is 23)
District
Quality
Compared to U.S.
(10
is best)
Better than
of U.S.
school districts.
GET FULL REPORTS FOR ANY SCHOOL IN THIS DISTRICT
SEE ALL SCHOOLS
60
50
40
30
20
10
0
44%
45%
49%
51%
39%
39%
Proficiency in Reading and Math
Proficiency in Reading
Proficiency in Math
District
State
School
Grades
Ann Sobrato High School
401 Burnett Ave.
Morgan Hill, CA, 95037
09-12
Barrett Elementary School
895 Barrett Ave.
Morgan Hill, CA, 95037
KG-05
Central High (continuation) School
85 Tilton Ave.
Morgan Hill, CA, 95037
10-12
Elementary School Toro Health Science Academy
455 E. Main Ave.
Morgan Hill, CA, 95037
KG-05
Jackson Academy Of Music And Math (jamm) School
2700 Fountain Oaks Dr.
Morgan Hill, CA, 95037
KG-08
Lewis H. Britton Middle School
80 W. Central Ave.
Morgan Hill, CA, 95037
06-08
Live Oak High School
1505 E. Main Ave.
Morgan Hill, CA, 95037
09-12
Los Paseos Elementary School
121 Avenida Grande
San Jose, CA, 95139
KG-05
Martin Murphy Middle School
141 Avenida Espana
San Jose, CA, 95139
06-08
Nordstrom Elementary School
1425 E. Dunne Ave.
Morgan Hill, CA, 95037
KG-05
SEE MORE SCHOOLS IN THIS DISTRICT
Ethnic/racial Groups
This District
This State
White (non-hispanic)
29.3%
23.3%
Black
1.5%
5.4%
Hispanic
55.9%
57.5%
Asian Or Pacific Islander
12.3%
12.7%
American Indian Or Native Of Alaska
1.0%
1.0%
Economic Groups
This District
This State
ECONOMICALLY DISADVANTAGED
38.0%
58.7%
FREE LUNCH ELIGIBLE
34.5%
52.3%
REDUCED LUNCH ELIGIBLE
3.5%
6.4%
For
This District
Per Student
Total
% Of Total
Instructional Expenditures
$7,100
$58,773,800
42. 8%
Support Expenditures
Student
$583
$4,826,074
3.5%
Staff
$519
$4,296,282
3.1%
General Administration
$188
$1,556,264
1.1%
School Administration
$938
$7,764,764
5.7%
Operation
$1,054
$8,725,012
6.3%
Transportation
$355
$2,938,690
2.1%
Other
$571
$4,726,738
3.4%
Total Support
$4,208
$34,833,824
25.3%
Non-instructional Expenditures
$5,294
$43,823,732
31.9%
Total Expenditures
$16,601
$137,423,078
100. 0%
For
The State
Per Student
Total
% Of Total
Instructional Expenditures
$8,356
$50,163,077,615
48.9%
Support Expenditures
Student
$884
$5,306,242,206
5.2%
Staff
$863
$5,178,254,236
5.0%
General Administration
$215
$1,291,487,537
1.3%
School Administration
$923
$5,541,916,109
5.4%
Operation
$1,311
$7,872,234,116
7.7%
Transportation
$303
$1,818,082,742
1.8%
Other
$665
$3,989,805,237
3.9%
Total Support
$5,163
$30,997,440,957
30. 2%
Non-instructional Expenditures
$3,580
$21,494,994,026
20.9%
Total Expenditures
$17,099
$102,656,107,113
100.0%
For
The Nation
Per Student
Total
% Of Total
Instructional Expenditures
$7,549
$372,153,103,143
49.7%
Support Expenditures
Student
$792
$39,020,154,935
5.2%
Staff
$618
$30,487,652,661
4.1%
General Administration
$258
$12,720,931,842
1.7%
School Administration
$730
$35,978,592,512
4.8%
Operation
$1,169
$57,607,988,317
7. 7%
Transportation
$527
$26,002,463,553
3.5%
Other
$459
$22,633,739,814
3.0%
Total Support
$4,553
$224,451,138,461
30.0%
Non-instructional Expenditures
$3,074
$151,519,765,183
20.3%
Total Expenditures
$15,176
$748,124,887,521
100.0%
Stratford School – Morgan Hill in Morgan Hill, CA
Home
California
Morgan Hill
Stratford School – Morgan Hill
Private School 410 Llagas Rd Morgan Hill, CA 95037 Santa Clara County (408) 776-8801
Religious Affiliation Nonsectarian
Co-Ed Status Coed
Stratford School – Morgan Hill Information:
Enrollment, Ranking, and Statistics
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Stratford School – Morgan Hill Enrollment, Ranking, and Statistics
Stratford School – Morgan Hill Students by Grade
PK
64
K
30
1
16
2
17
3
16
4
11
5
8
6
0
7
0
8
0
9
0
10
0
11
0
12
0
Stratford School – Morgan Hill is a private elementary school located in Morgan Hill, CA and enrolls 162 students in grades Kindergarten through 8th.
Stratford School – Morgan Hill is the 819th largest private school in California and the 6,659th largest nationally.
It has 11.0 students to every teacher.
Total Students: 162 Pupil/Teacher Ratio: 11:1 Full Time Teachers: 8
Enrollment Rank Nationally: 6,659th out of 16,344 Enrollment Rank in California: 819th out of 1,686 Student/Teacher Rank in California:
803rd out of 1,686 Full Time Teacher Rank in California:
956th out of 1,668
Find Former SS-MH Alumni
Find Stratford School – Morgan Hill alumni at Classmates.com®
The form below lets you find Stratford School – Morgan Hill alumni info and Stratford School – Morgan Hill students.
Silicon Valley Second Harvest works with diverse groups at the local, state, and federal levels so that anyone in need of a healthy diet can get it. These partnerships allow us to distribute food, connect people to food resources in their area, and strengthen programs and policies that help create a hunger-free community.
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Walkthrough Silent Hill – Silent Hill Memories
Navigation
Intro 00. Arriving in Silent Hill 01. Old Silent Hill 02. Midwich Elementary School 03. Alternative School 04. Old Silent Hill (part 2) 05. Central Silent Hill 06. Alchemilla Hospital 07. Alternative Hospital Alchemilla 08. Central Silent Hill (part 2) 09. Alternate Central Silent Hill 10. Sewerage (to resort area) 11. Silent Hill resort area 12. Sewerage (to amusement park) 13. Amusement park 14. Nowhere
Introduction
The following marks are used in the walkthrough: flashlight – items gun – weapons health drink – supplies map of Old Silent Hill – maps save pad – save points
00.
Arrival at Silent Hill
After a video in which the main character Harry Mason (Harry Mason) comes to his senses after the accident, he discovers that his daughter Cheryl (Cheryl) is missing. Run forward a little and a cutscene will start with
participation of Cheryl. Harry calls to her, but she runs off into the mist. Follow her. Eventually you will reach the alley. Wrap it up and go through the gate at the end of the alley. Run further, go into another gate. Suddenly darkness descends all around. Harry will be surprised
ignite the lighter. Keep going forward until you find strange figures hanging from the fence. After the scene, monsters with knives will appear and kill Harry – there is no escape.
01. Old Silent Hill
Video plays: Harry wakes up in a cafe – was it just a dream? Officer Cybil Bennet approaches him. After the conversation, it turns out that Sybil came to Silent Hill on a call from the neighboring city of Brahms. She says that something strange is going on in Silent Hill: there is not a single person on the streets, there are rubble everywhere … Harry asks about Cheryl, but Sybil did not see her. Then she leaves the cafe, giving up before that the gun – the first weapon in the game. After that, we explore the cafe. On the counter will be a flashlight, 2 health drinks, another weapon – a kitchen knife, a map of Old Silent Hill, and a save pad. After that, try to leave the cafe – a scene will follow: the radio will suddenly start making noise and a flying monster will burst into the cafe. Kill him (it’s safer to use a gun) and then take the pocket radio. Its noise will alert you to monsters nearby. Get outside.
After leaving the cafe, Harry thinks it would be a good idea to check out the place where he last saw Cheryl and mark this place on the map. Then turn left and run to the end of the street. On the way, you may come across flying monsters – it is best to run past them without wasting strength and ammo. On the left side you will soon see a large store “Queen Burger”. There will be a healing drink on the window display. We return back along the street. On the right, right after the door of the cafe where you came from, there will be 2 packs of cartridges for the pistol. Keep running forward to the end of the street. Run through the intersection and turn a little to the right until you see a store (Convenience store 8). Run into it – inside on the shelves you will find 3 healing drinks and a first aid kit. There is also a notepad to save.
After leaving the store, run north along Bachman Street to the blockage – there in Harry’s broken car there will be a healing drink. Then look at the map and go to the alley marked on the map. There will be a couple of dogs in the alley – you can deal with them or run. We go through the gate, run to the end and again through the gate. Along the way, you will come across 2 packs of ammo for the pistol. We reach a dead end littered with stones. On the ground there will be a note “To school”, a steel pipe, as well as Cheryl’s album. After reading the note, Harry will mark the school on the map – this is your next goal. Now go back down the alley. Now you need to get to Matheson Street. Once you reach it, run west until you reach a cliff. Next to him, pick up the note “Doghouse”, which will say “Doghouse. Levin st.”. After that, run along Levin Street in a southerly direction – on the right side on the porch of the house there will be a healing drink. Following the note, we run back north along Levin Street and look for a house with a bloodied booth in front of it. A couple of dogs will also roam in front of the house. In the booth
take the house key and, after opening the door with it, enter the house next to the booth.
In the house on the right, pick up the first aid kit. Going further, pick up 2 packs of handgun ammo on the table and on the counter with a notepad and a health drink in the kitchen. You can save in notepad to save. Going even further, we find a locked door with three locks. A map with notes will hang on the wall next to it – this is a hint for finding three keys. After redrawing the notes, leave the house back.
We run along Matheson street and turn into the first alley on the right – there we find a first aid kit. Then again we run along the street to the east and again turn into the alley on the right. In the alley you will find some dogs and 2 packs of handgun ammo. Now head north to the alley marked on the map. Run along it and find a steel wire gate – go inside. There, on the basketball court, you will find the Lumberjack’s key and a healing drink. Exit and head north. Turn right and run along Finney Street to the cliff. There, in the trunk of the police car, you will find the Lion’s key. Next to the car is a pack of pistol cartridges. Now head south down Ellroy Street to the end. Near the cliff on the right, a wooden board will be thrown – we get to the steps of the house along it. Take the Scarecrow Key from the mailbox. There will also be a healing drink on the steps of the house. Having received all three keys, we return to the house on Levin Street and unlock the door.
You will come out into a small garden. Suddenly, darkness descends on the city and Harry
lights up the flashlight. In the garden on the table you will find 2 health drinks. After that, exit through the gate. Before heading to the school, head north to Finney Street, turn left, run to the end, and at the foot of the destroyed bridge, pick up a healing drink and handgun ammo. Now turn south and run down Midwich Street, ignoring the monsters. On the way, we turn into the alley between Matheson and Bloch streets and pick up a healing drink and pistol cartridges. We return to Midwich Street and continue to run south. Before reaching the school, get on the parked school bus. Inside you will find 2 health drinks and a save pad. Get off the bus and run to the school.
02. Midwich Primary School
Right after entering the lobby you will find a map of the school. Take it and head to the door. Turn right and enter the first door on the right to the Infirmary. There you will find a health drink in a locker and a first aid kit on the bed. You can also save the game in a save notepad. Exit back to the corridor. Now turn left and go into the Reception. On the counters you will find 3 bloody notes that will tell you what to do next:
10:00 “Alchemy Lab”
Gold in the palm of an old man. The future is hidden in his fist. Exchange for sage water.
12:00 “A place filled with songs and sounds”
Silver badge covered with lost tongues. Opening according to the prescribed order.
5:00 “Darkness that brings suffocating heat ”
The flame conveys silence, awakening the hungry beast. Open the doors of time to lure the victim.
After reading, enter the door behind the reception area. There you will find a pack of pistol ammo. Draw your attention to an interesting picture. Now go back to the corridor and exit to the school courtyard. There will be a couple of evil kids that killed Harry at the beginning of the game. Now they will constantly come across to you at school. Against these monsters, it is best to use a steel pipe. Although you can shoot a couple of times, if there are several of them. Then find on the right
tower clock with a small door and two recesses. Look at the time – it is related to the time in the notes. The clock shows 10:00, so now we need to go to the Chemistry lab on the 2nd floor. Exit through the opposite doors. In the corridor, go into the room directly opposite you. Inside, the radio will make noise, but looking around you don’t seem to find any monsters. Looking closely, you will notice an indistinct silhouette – this is the shadow of small children. It won’t do you any harm, just as you won’t be able to do anything with it. These shadows will
meet from time to time in the classroom. Just take a pack of pistol cartridges and head back to the corridor. Exit through the double doors to the west corridor and go up the stairs to the 2nd floor.
On the 2nd floor, first turn right and enter the first classroom. Inside you will find a healing drink. Exit the classroom and head down the corridor. Go to the girls’ bathroom – inside you will find a couple of kids and a pack of pistol cartridges. Get out of the toilet. When you enter the boys’ toilet, you will hear someone crying, but no one is there. Back in the hallway, enter through the double doors into the south hallway. Turning into the music room (Music room), you will find a piano there, but for now you do not need it. Go into the next locker room (Locker room). Inside, you will hear the sound of the rattling door of one of the drawers. Check it out for a little “nice” surprise ;). Scary? And it was just a cat…) There is nothing else here – go back to the corridor. Exit through the double doors to the east corridor. Go to the first class – there will be a pack of pistol cartridges inside. Now head up the corridor to the Library. There you will find a first aid kit – take it. Go through the fund
libraries (Library reserve) and exit into the northern corridor. In the corridor, run into the laboratory pantry (lab equipment room) and take a bottle of chemical on the shelf. After taking the bottle, head to the nearby chemical laboratory (Chemistry lab). On the table you will see a hand squeezing something. Pour the chemical on it and get a gold medallion engraved with a clock tower. Just to the left of the table, you will also find a pack of handgun ammo. Now return to the east corridor, run down the map and go down the stairs to the 1st floor.
In the east corridor, run up the map and enter the northeast classroom. Inside on the table you will find a pack of cartridges for the pistol. Return to the corridor and run back south. Unlock the door to the south corridor and go through it to the patio. Approach the tower clock and insert the gold medallion into the corresponding recess in the base of the clock to the left of the door. Look at the clock now – the time has changed to 12:00. We remember the second bloody note – “A place filled with songs and sounds.” It looks like a music room on the 2nd floor, so head over there. When you get to the place, you will find that the piano lid is now open and there is a rhyme hanging on the wall:
“The story of the birds without a voice”
Greedy Pelican came first, Hungry for reward, Waving white wings.
Then the silent Dove appeared, Flying further than the Pelican As far as it could go.
Raven flew in, Soaring above the Dove Just to show that he can.
The swan fluttered, To find a peaceful place Next to another bird.
The Crow came last, Flying quickly and sitting down, Yawning and then dozing off.
Who will show the way, Who will be the key, Who will lead To the silver reward.
Approaching the piano keys, you will see that 7 white and 5 black keys are stained with blood – we need them. A rhyme on the wall – a clue what
keys and in what order to press. So, we have 7 playing and 5 non-working keys. Let’s start with the fact that you should press the inactive
keys – the rhyme is called “A story of birds without a voice.” They are marked with letters in the screenshot next to them.
The rhyme describes 5 birds corresponding to these 5 silent keys. Color
the keys – white or black – depend on the color of the bird, and its position can be found in the corresponding passage. So:
1) Greedy Pelican flew first, Hungry for reward, Waving white wings.
Pelican – white. He flew first – accordingly, the second white key from the left is B.
2) Then the silent Dove appeared, Flying further than the Pelican As far as he could.
Dove – white. He flew as far as he could – so it will be the second white D key from the right.
3) Raven flew in, Soaring above the Dove Just to show that he can.
Raven – black. He flew a little higher than the dove – accordingly, this will be the first black E key from the right, directly above the D key.
4) The swan fluttered, To find a peaceful place Next to another bird.
Swan – white. He sat next to another bird – it will be the third white C key from the right next to the D key.
5) The Crow came last, Flying quickly and settling down, Yawning and then dozing off.
Crow – black. She flew for a very short time – she gets the first black key A from the left.
As a result, the key combination will be B-D-E-C-A. After pressing the correct combination, a silver medallion will fall from the wall to the floor. Pick it up and head down to the patio. When you get there, insert
silver medallion into the corresponding recess in the base of the clock tower to the right of the door. The time on the tower clock once again changed – 5:00. The third bloody note said something about “darkness that brings suffocating heat. ” This will be the boiler room (Boiler room) in the basement of the school. We head to the eastern stairs and go down. Enter the boiler room and press the red button right in front of you – this will open the clock tower door in the courtyard. Return to the patio to the clock and go through the door. You will find yourself in a narrow corridor – go down the stairs, run forward and go up the stairs again. In the corridor you will hear the muffled sound of sirens – this does not bode well. Exit the door at the end of the corridor and you will find yourself in the same patio of the school. Although, not exactly the same. A strange symbol appeared in the center of the yard and suddenly it began to rain…
03.
Alternative School
So, you ended up in an alternative school. It’s still the same school, only instead of floors there are now gratings, rust, blood and God knows what else. Very uncomfortable. ..
Run out of the courtyard through the northern doors. Go to the left door in the northern corridor – storage warehouse). Inside, take the pink rubber ball. Go back to the corridor and go into the middle room. In the room you will see a huge fan – another feature of the alternate world. Take a first aid kit, a pack of pistol cartridges and go out. Now you go in the right door – hall (Hall). Inside you will meet a new monster – giant cockroaches. This enemy is weak – one or two shots from a pistol, depending on the level of difficulty. come out
through the door to the east corridor. The corridors are now separated by bars – you have to go through the classes. Go to the first classroom. Take a card with a picture from the big table. Three black squares are depicted on one side of it, and a key on the other. Through the connecting door we pass into the next class and go out into the corridor. In the hallway, on a bench, you will find a healing drink. Head to the southern corridor. In the corridor, go to the infirmary. Inside there will be a first aid kit, a health drink and, as before, a save pad. Go out into the corridor and go into the lobby (Lobby). Take the ampoule from the wheelchair. You won’t be able to get out through the main entrance now – go back to the corridor. Go to the reception room. There, pick up a pack of pistol cartridges and look at the place where the painting used to be – now there is a door with square cutouts. After checking the door, you will find a recess. Use the card with the picture on the door and you will open it. Exit to the western corridor. You will be in front of the toilets. Enter the girls’ toilet and you will find that it works like a teleporter – you will find yourself on the 2nd floor. Go to the Boys’ Toilet and get 2 Pistol Ammo and a Shotgun Ammo. Go back to the girls’ bathroom and you’re back on the 1st floor. Go into the adjacent boys’ toilet and check the cubicle door – it will open and inside you will find some deformed body on the wall. At the bottom you will find a shotgun.
Go out into the corridor and go into the lower teacher’s room (Teacher’s room) and through it you pass into the upper one. Grab a pack of handgun ammo and head to the exit. When you try to get out, the phone will ring. This is Cheryl begging her father to help her. After the conversation breaks off, exit the teacher’s room and go up to the 2nd floor.
On the 2nd floor in the east corridor, take a health drink from the bench, then go into the upper classroom. Take a pack of pistol cartridges from the chair. Go to the lower class and take a pack of shotgun shells from the chair. Exit to the western corridor and enter the southern corridor through the double doors. The music room is closed, so head to the locker room. And again there the door of the box trembles. Check it again – nothing this time. But as soon as you turn around and want to leave, a corpse will fall out of the next box. Fuuuf … . That was scary … Pick up the key to the library fund that fell out of the floor along with the body. Return to the stairs in the western corridor and enter the northern corridor. There, head to the library fund (Library reserve) and unlock the door with the received key. In the fund on the shelf on the left you will find a first aid kit. Also there you will find a book with an excerpt about the poltergeist, which you can read only after reading the inscription in the toilet. Exit the fund to the library (Library). Take a pack of pistol cartridges from the table and find and read an excerpt from another book on another table. This passage will be of great help to you in the near future.
Exit through the other door to the east corridor. The door to the classroom on the left will be locked – you need a key. Therefore, go up the western stairs and exit to the roof. On the roof you will find a drain with two holes. The key is stuck in one of them. You cannot pull it out. Turning the valve next to the drain, you will see that the water does not reach the hole with the key, falling down through another hole. Plug this hole with a rubber ball and turn the valve again. The water will wash the key down.
Now we need to find out where the washed-down key ended up. Go down to the 1st floor and exit into the courtyard. The key will be in the drain
near the north door. This will be the classroom key on the 2nd floor next to the library. Get up there and unlock the door. Move on to the next class. There, take a healing drink on a chair and go out into the corridor. In the corridor on the bench you will find another healing drink. Go down the stairs to the 1st floor. Now you can unlock
door to the southern corridor and save in the first-aid post, because soon you will have a fight with the first boss. Go back to the stairs and go down to the basement. Go to the Storage and get 2 packs of shotgun shells and an ampoule. Exit and enter the boiler room. There are two valves here, which must be turned so that the passage is freed from the iron bars. To do this, turn the right valve to the left twice and the left valve to the right once. The passage is free. Harry will pass forward and go down the elevator.
Boss #1: Split Head
You will enter the arena, where the first boss is already waiting for you – a giant lizard. At first, the lizard will only ram Harry. Get your shotgun and start shooting at him while running in circles. After a while the lizard will start
open mouth. It’s time to remember a book from the library: the throat is the weak point of the lizard. A couple of shots in the mouth are enough to deal with it. So let her get close and when she starts
open your mouth in front of you, step back and shoot at the same time in the mouth. Depending on the complexity, you may need to repeat these steps several times. Eventually the lizard will fall and you will hear the siren sound again.
After the fight, you’ll see a cutscene of the same girl Harry met on the road on his way to Silent Hill. After the cutscene, you will find yourself back in the boiler room. The school is back to normal. K. Gordon’s key will be lying on the floor. Climb the stairs to the 1st floor. Harry will hear the church bell ring and mark the Balkan Church on the map, thinking there might be someone alive there. After examining K. Gordon’s key, the key fob reads “K. Gordon. Old Silent Hill. Southwest block.” (“C. Gordon. Old Silent Hill. Southwest Quarter”). At the school reception, check the diary on the counter. Harry will find K. Gordon’s address and mark the location on the map. C. Gordon’s house is at a dead end between Midwich and Levin streets. After that, leave the school.
04. Old Silent Hill (part 2)
Fog has returned to the streets of the city. You need to get to K. Gordon’s house, because there is still no other way to the church – all roads are blocked by abysses. Run down to Bradbury Street and then east to the first lane. Roll into it. In the alley, find a bloodied door with a K. Gordon sign next to it. That way. Go to the garden of the house and then open the door to the house with the key found in the school. Inside you will find 2 packs of handgun ammo, as well as a save pad. Exit through the other door and turn left. Run along Levina Street until you reach the failure on the right side – on the steps of the house you will find a healing drink. Run back to Bradbury Street and turn east. On the left side on the bench there will be a healing drink. Turn into the alley. On the right side there will be a pack of pistol cartridges. Once on Bloch Street, turn right and keep running east until you reach the church.
In the church we will find an elderly woman – Dahlia Gillespie. A strange conversation will follow between her and Harry, from which it turns out that our next goal is a hospital in a neighboring area of \u200b\u200bthe city. Afterwards, Dahlia leaves, leaving Harry a few items in the church. From the altar, pick up the flauros and the drawbridge key. Also near the door through which Dalia came out there will be a healing drink. There is a notepad on the table for saving – use it if necessary. There will also be a newspaper on the table – try to read it. Nothing will come of this, but in the future it will come in handy. After that, exit the church.
Run along the right side of Bloch Street in an easterly direction to a gas station. Go through the open garage door. In the garage you will find a pack of handgun ammo. There you will also find a notepad to save.
After exiting the garage, run south along Ellroy Street and turn right into the alley with the truck. At the end of the alley will be a stack of handgun ammo and a stack of shotgun ammo. Go back along Ellroy Street and turn to the bridge. On the way to the right, turn onto the broken stairs and pick up a first aid kit and a pack of shotgun shells. Get back on the road and keep running east until you see the Bridge control room on the right. Climb up the stairs to the booth. Inside, on the chair, pick up the map of Central Silent Hill, as well as the healing drink on the control panel. Then use the drawbridge key on the panel – the bridge will lower. Save the game to your save pad, exit the booth and head across the bridge to Central Silent Hill.
05. Central Silent Hill
So, you are in Central Silent Hill. You need to get to the Alchemilla Hospital in the southern part of the district. Run along the left side of Sagan Street. Near a small house, take a healing drink on a barrel. Move to the opposite
sidewalk. Turn onto the broken stairs leading down and pick up a pack of pistol cartridges there. Keep running towards the police station on Sagan Street. Near the site you will meet a new enemy – an ape-like monster. He is quite strong, and it is better to bypass him and run away. Come into the police station. Inside, grab a pack of Shotgun Ammo from the bench and 2 packs of Handgun Ammo from the counter. Now go to the left door. There you will find a Pistol Ammo Pack and a Shotgun Ammo Pack, as well as a save pad.
Read the record of Officer Gucci’s death on the table and the notes on the board, then exit the police station. Run down Crichton Street to the hospital. Having run along Kuntz Street in an easterly direction, in the right lane
near the intersection with Simmons Street you will find a health drink and a pack of handgun cartridges. Directly opposite the alley on the table will be another healing drink. After picking up all the items, head to the hospital and go into the courtyard.
06.
Alchemilla Hospital
Before entering the hospital, you will hear two shots.
Deal with the dogs in the yard if you like and enter the building. There is a notepad on the counter for saving. Then go forward and to the left. You will hear another shot. Enter the first door on the left. You will see a video – a man is sitting with a gun in his hands. Near his feet is a dead monster. Then comes the scene. The man shoots at Harry, mistaking him for a monster, but luckily misses. This is Dr. Kaufmann. The Doctor doesn’t know what’s going on in the city either. He didn’t see Cheryl. After talking to Harry, he takes his suitcase and leaves.
After the scene, go through the next room to the reception desk. Take the first aid kit and the hospital map from the wall. Head back to the Examination room and enter the Medicine room. In the room, try to read the newspaper with the articles cut out and exit through the other door into the corridor. Go to the Doctor’s office and take a map of the hospital basement there. Then go to the adjacent Conference room and take the basement key on the table. Return to the corridor. Go to the kitchen and take the plastic bottle and the health drink on the stove. Exit the kitchen and enter the director’s office. On the floor near the table you will see a puddle of some liquid. Look at it and use the plastic bottle on it and you will get an unknown liquid. Go out into the corridor again, go through the next door and go down to the basement. In the basement, go to the generator room (Generator room) and turn on the generator. Now the hospital has electricity and you can use the elevator. Enter the basement elevator. Climb up to the 2nd floor. The door to the corridor does not open. Go up to the 3rd floor and make sure the door is also locked there. Return to the elevator and you will see that the button for the 4th floor has appeared from somewhere. Press it. At this moment, a video will be shown in which a girl already familiar to us enters some kind of antique store…
07.
Alchemilla Alternative Hospital
The hospital has changed in the meantime. Grids underfoot again. Rust all around. You already know what to prepare for… On the 4th floor, all the doors are broken, so just run through the double doors forward and go down the stairs to the 3rd floor. On the 3rd floor, meet a new kind of local bestiary – nurses. Deal with them with handy cold or firearms, when there are several of them, with weapons. On the 3rd floor, you can enter room 301, but there is nothing in it except an empty birdcage. Room 302 contains a save pad, a pack of shotgun shells, and a TV with a VCR you’ll need later. In room 304 you will find a health drink and a screwed plate. For now, you can’t remove it. Go also to the men’s room and take the “Turtles” sign from the windowsill. After that, go to the east corridor through the double doors. There, go to the storage room (Storage room), where pick up a pack of cartridges for a pistol, a first aid kit and a bag of blood. Go out into the corridor and go into room 306 to pick up the “Cat” sign from the wall. After that, go through the north door to the elevator and go straight down to the 1st floor (the door on the 2nd floor will be locked).
On the 1st floor, you can go to the vending machine near the elevator and get as many as 3 health drinks from it. Now go to the corridor. On the 1st floor of the hospital, instead of nurses, doctors will come across. In the east corridor of the 1st floor, go first to the Director’s office and take the “Queen” sign from the table. There is also a save pad on the table. Exit the office and go through the next door to the kitchen (Kitchen), where you can pick up another healing drink. Then head to the office (Office) and from the table take a pack of cartridges for the pistol. On the 1st floor, you can still go into the Medicine room, but there is nothing in it and the other door is still locked, so immediately head through the double doors to the western corridor and go up the stairs to the 2nd floor.
In the west corridor of the 2nd floor, first go to room 201 and take the lighter from the bed. You can’t enter rooms 202 and 203. In room 204, on the wall, you will find the last tablet, but the tentacles block the path to it. To approach the tablet, you need to use a bag of blood on the tentacles – Harry will spill the blood to the side and the tentacles will reach for it, freeing the passage. After receiving the “Hatter” sign, head down the corridor to the nurse’s station (Nurse center). There a riddle awaits you:
Sign puzzle
In the room, the door to the east corridor is locked and there are square holes for signs on it, and a rhyme hangs on the wall next to it: Clouds float over the hill. The sky on a sunny day. Bitter tangerines. Lucky four-leaf clover. Violets in the garden. Dandelions along the road. Inevitable sleep time. Fluid flowing from a cut wrist.
In order to open the door, you need to insert 4 found tablets into the holes in the correct order and the rhyme will help to do this. Each plate has its own color and each line in the rhyme also symbolizes a certain color:
Clouds passing over the hill – white Sky on a sunny day – blue Bitter tangerines – orange Lucky four-leaf clover – green Violets in the garden – purple Dandelions along the road – yellow Inevitable bedtime – black Fluid flowing from a cut wrist – red
Having dealt with the colors, look at the door and you will see that four colors are already there. You need to add the remaining four in the same order as in the rhyme. You need to do this clockwise starting from white. So: blue sign “Turtles” – in the upper right corner green “Hatter” plaque – to the lower right corner yellow “Cat” plaque – to the lower left corner red “Queen” plaque – to the upper left corner
The door to the west corridor is open. There, go into the operating prep room and through it go to the operating room, in which on the operating table you will find the key to the basement warehouse. Return to the hallway and enter the Intensive care unit. Take the bottle from the table
disinfectant alcohol. Returning to the corridor, you can still go into room 206 to take a first-aid kit, then unlock the doors to the elevator locked on this side and go down to the basement on it.
In the basement morgue (Morgue) you will find a healing drink and an ampoule. In the generator room (Generator room) you will find a new powerful melee weapon – a hammer. Having taken all these items, head to the warehouse (Storeroom) and open the door to it with the received
key. On the shelves of the warehouse you will find a pack of handgun ammo and a pack of shotgun ammo. There is a cabinet in the corner of the warehouse, looking at it, you can see scratches on the wall, which means that it was moved. Approach the cabinet from the side and move it. Behind the closet is a door – go through it. This room has a trapdoor in the floor, but the grate is overgrown and therefore won’t open. Pour over the thickets
disinfectant alcohol and light it with a lighter. Now you can go down the stairs.
You will find yourself in a corridor that is not marked on the maps of the hospital. Run forward and go through the door. In this corridor, only the door on the left opens. Enter it and you will enter the last corridor with six doors. In the first room on the left there is nothing – only the sound of broken glass is heard from time to time. In the first room on the right you will find a video cassette. The only remaining door in this corridor that can be opened is the last door on the left. In the room on the bed you will find the key to the research room. After looking at the photo, you will find out that the mysterious girl, who has already come across you several times during the game, is called Alessa.
Return along the corridors to the basement to the elevator.
You can now go up to the 3rd floor and enter room 302 to watch the videotape (but this is optional). The recording on the cassette is very illegible and leaves new questions. After watching the tape, go down to the 1st floor. Enter the medicine room and unlock the locked door with the key you received in the basement room. A cutscene will start in which Harry will meet a new character – the frightened nurse Lisa (Lisa), which you have already seen on the videotape. During a conversation with her, Harry passes out and wakes up in a normal version of the research room. Dahlia is also present in the room. She tells Harry about the other church and, leaving the key on the table, leaves. Pick up the antique shop key from the table. Now remember the cutscene before Harry got to the 4th floor of the hospital, in which Alessa went to the antique shop. This is your next goal. You can save the game in the waiting room and exit the hospital.
08. Central Silent Hill (part 2)
To find an antique shop, you can go to any phone booth and look through the phone book and Harry will mark the shop on the map. The antique shop (Antique Green Lion) is located in the northernmost part of Central Silent Hill on Simmons Street. The easiest way is to go back along Crichton Street to the police station, then east on Sagan Street and then north again on Simmons Street. The antique shop will be on the right side after the mall. You will easily notice the open door. Go down the stairs and after unlocking the door with the key left by Dahlia, go into the store.
The shop has a save pad if you need to save your game. There is a closet near the wall – move it by going to the side. There is a hidden passage behind the closet. Immediately after this, Sybil will enter the room and a conversation between her and Harry will follow. Sybil wants to go into the passage first, but Harry insists that he go first. When will he return to you
control, run forward to the next passage. You will find yourself in a small room with an altar. It seems that this is the very “other church”. After examining the altar, you can take the ax from the wall and head towards the exit. Trying to get out, the altar will suddenly light up. This is followed by a scene in which Cybil follows Harry into the same room, but does not find him there. Harry finds himself in the hospital with Lisa. From the dialogue with her, some details about the drug common in the city are revealed. After talking with Lisa, Harry finds himself back in the antique shop. Only now it’s an alternate reality.
09.
Alternate Central Silent Hill
Exit the store after saving as needed. Going out into the street, you will see an alternative city: darkness, iron bars under your feet, modified monsters. Based on the map, head to the nearby shopping center (Silent Hill Town Center). Head towards the escalator. A cutscene will follow with TVs showing Cheryl. Take the escalator up to the 2nd floor. On the 2nd floor, go left and turn into a jewelry store where you can find 2 packs of shotgun ammo. After leaving the store, go further and soon a metal grate will collapse under Harry and he will fall down, where there will be a meeting with the second game boss – a giant
caterpillar.
Boss #2: Two-Face
Once on the battlefield, immediately pick up a hunting rifle, which you can use against this boss as well. The caterpillar crawls underground, occasionally emerging behind Harry and spitting acid. In combat, act like this: stand still until you hear the caterpillar begin to crawl out. Take a few steps to the side to get away from the spit, and shoot the creature crawling by. Repeat this until the fight is over. After the fight, the caterpillar will crawl away from the arena. You have yet to meet her in a different guise.
Go outside. You need to return to Alchemilla Hospital. There will be a lot of monsters along the way, so try not to waste time and ammo on them, just dodging. Head to the police station first. Once inside, you’ll find a pack of shotgun ammo on the right and a pack of pistol ammo on the left. After leaving the site, run straight to the hospital along Crichton Street. Enter the building and go to the Examination room where you met Lisa for the first time. Liza will tell you how to get to the lakeside resort area – through the sewer, the entrance to which is located near the school. After the scene, exit the hospital after saving in the lobby.
After leaving through the main gate, you will find that the road is cut off on both sides. You have no choice but to cross the street and climb the metal stairs to the roof of the neighboring building, where you will meet the 3rd boss – a caterpillar that has reincarnated as a giant moth.
Boss #3: Floating Stinger
The moth, like the caterpillar, spits acid, and also stings its own sting. In a fight with him
use shotgun or gun. Constantly changing your location, hit the monster 1-2 shots at a time. Try to stay away from the monster by running from corner to corner and after about 20 shots it will be finished. Forever this time.
After defeating the moth, the already familiar sound of sirens will be heard and the city will return to its foggy reality again. Go down the stairs and
head to Old Silent Hill across the bridge. As soon as you cross the bridge, automatically
the map will open and Harry will be transported to the entrance to the sewers. The entrance is surrounded by a fence with a lock, but after examining it, Harry will notice that the lock is weak and can easily be knocked down with something. Knock down the castle with any heavy melee weapon or by shooting it with any firearm. Go down the stairs to the sewer.
10. Sewerage (to the resort area)
In the sewers you will encounter a new type of enemy – the scratcher. Most often, they cling to the ceiling and suddenly hang down when Harry walks over them. They are quite difficult to see in this position. Moreover, the radio does not respond to them and cannot warn of their appearance. Therefore, it is easiest to rely on the auto-aim of firearms – walking all the time with a prepared weapon, Harry will aim at those places where the scratcher is hiding. After a few shots, the scratcher will fall off and can be finished off with a cold
weapons.
After descending into the sewer, turn right and run forward through the narrow tunnel. After leaving the tunnel, turn left and run forward along the path to the end and then turn left again around the corner. Run along the path straight to a dead end, where you can pick up a pack of shotgun ammo. Go back to the grate through the channel and go to the other side, turn left and run again to a dead end. Take a pack of shotgun shells, a pack of handgun shells, and a health drink. Turn around and run along this path until it ends. Follow the path to the other side and keep running in the same direction until you reach a locked door. Go back to the grate, go to the other side and run to the door on that side. Go through it and just keep running forward. There will be no branches here. In the end, you will reach a fenced-off room with a desk. On the table is a sewer map and a save pad. Take the sewer key from the stand next to the table. Run to the right of the table and enter through the now unlocked door. Focusing on the map, return to the southern part of the sewers. Run through the tunnel to the grate. Unlock the door in the grate with the sewer key, pick up the first aid kit at the end of the tunnel and climb the stairs to the 2nd sewer level.
Immediately to the left of Harry you will find a first aid kit. Take it and run forward through the tunnel. When it ends, turn left into a narrow long tunnel and run through it. At the exit of the tunnel straight ahead you will find a health drink and a pack of handgun ammo. wrap up
to the right and run along the tunnel towards the second stairs. The door to the stairs is locked, so turn around and run down the south tunnel, passing through three bars along the way. When you get to the end, you will notice blood near the water. After looking, Harry will find the key to the sewer exit in the water. As soon as he picks up the key, several scratchers will descend to him. Dodge them and run back down the tunnel to the stairs. Unlock the door with the found key, you can save in the save notebook and get out of the stairs from the sewers to the resort area of Silent Hill.
11. Silent Hill Resort Area
After getting outside, immediately go into the ruined building and pick up a first aid kit, a pack of pistol cartridges and a pack of rifle cartridges in one of the corners. After that, run forward until you see a stand with a map of the area. Take the map of the Silent Hill Resort District from the pocket. You can now head straight to the dock or complete the side mission first. If you want to skip this mission, skip to the next section.
Kaufmann Side Mission
This side mission and it is not required to complete the game. However, completing it is necessary to get good endings.
Locate “Annie’s” bar on the map and head there. Inside you will see a scene of Kaufmann fighting a monster. Harry will help the doctor by shooting the monster, after which Kaufmann immediately leaves the bar. Go to the place of the fight and on the floor you will find a wallet dropped by the doctor, from which you will receive Kaufmann’s key and a bill with a number written on it. Also in the bar you can find 2 health drinks on the bar and a notepad for saving. Exit the bar and run down Craig Street to the Indian Runner store. The door to it is locked with a combination lock. To
open, you need to enter the code from the recipe – 0473. Inside the store at the end of the rack, pick up a pack of shotgun cartridges. From the drawer of the nightstand behind the counter, pull out the key to the safe on the shelf on the side of the counter. Go further behind the counter. On the counter to the left, you will find a healing drink and a shop owner’s diary. Under the counter is a safe, which is opened by the key found in the nightstand. Inside the safe you will find drugs. On the wall to the right of the safe, you’ll find a note mentioning that the back door code is 0886. Nearby is a picture of the motel labeled “Norman’s Big Opening.” After that, exit the store and head down Viver Street to the “Haerbey inn” motel. Find the door to the motel with a combination lock nearby and enter the code from the note 0886. Inside, pick up a magnet on the couch. Also on the table you can read an interesting article (the article will not be available if you did not read the newspaper in the hospital) and the motel owner’s diary, from which new details about drugs in Silent Hill are revealed. Now go into the room on the left. Inside you will find an old motorcycle, the gas tank of which nevertheless seems to be new and, moreover, it is locked. Grab the Shotgun Ammo and Health Drink from the room and head back to the previous room. Now go further through the passage to another part of the room, where you will find a save notebook. Exit the room through another door – you will enter the patio of the motel.
Now if you examine Kaufmann’s key, you will find that it is from the 3rd number. Find number 3 and unlock the door. Inside, first pick up a healing drink in the bathroom of the room and go back to the room. Check the chest of drawers in the room and you will find scratches on it, as if it had been moved. Move it to the side and in the crack under it you will find the key, but you can’t get it with your bare hands. Use the magnet here and get the motorcycle key. Return through the patio to the room with the motorcycle, open the gas tank and inside you will find an unknown liquid. Kaufmann will immediately enter the room, rudely takes the bottle from Harry and advises him not to poke his nose into other people’s business, after which he leaves the motel. Additional mission completed.
Once you reach Sandford Street, run west. To the left after the traffic light, go down the stairs and pick up a pack of shotgun shells and a health drink. Keep running west. When you get to the bridge, the scene of the new transformation of the city into an alternative will follow.
After transforming, keep running in the same direction, ignoring the monsters if possible. On the way, turn into the alley on the right, where you can get a pack of shotgun shells and a health drink. Run past the garages and turn left onto the pier. In the end
At the end you will reach a small ship. Come inside. In the cabin, a meeting with Sybil and Dahlia will follow. After the conversation, Sybil will go to the amusement park, and Harry needs to get to the lighthouse. In the cabin, take a pack of pistol cartridges, a pack of rifle cartridges and a healing drink. Also here you will find a notepad to save.
Exit the cabin through the other door and run to the lighthouse at the end of the dock. Along the way, you can pick up a first aid kit in one cul-de-sac. When you reach the lighthouse, go inside. Right at the door you can save in a notebook for saving. Climb up the spiral staircase. Having got out, you again happen to see Alessa.
After the scene, go down and exit the lighthouse. Run a little ahead and you will be transported back to the boat where Harry was supposed to
meet Sybil, but she won’t be there. Harry follows her to the amusement park. On the map of the resort area, Harry will mark the entrance to the sewers leading to the park. It is located on the western end of Sandford Street. Head there, find the broken fence and go down the hatch. After descending, you will see a scene in which someone attacks Sybil from behind…
12. Sewerage (to amusement park)
After descending, immediately grab the Amusement Park Sewer Map from the wall on the left, then run straight south. At the end of the tunnel, turn right and run to the end of this tunnel. At the dead end, pick up a healing drink. Go back a little and turn into the southern dead end, where you can get another healing drink and a pack of handgun ammo. After that, turn around to the north and run through the tunnel until you see a turn to the left. Turn into this tunnel and run to the end. Climb up the stairs and you will find yourself in an amusement park.
13.
Amusement park
You will not have a map of the park and it will be quite difficult to navigate. There will be shadows of kids in the park that won’t hurt you, as well as a couple of regular kids. From where you spawned in the park, run to the left and you should find a yellow pavilion with a save pad on it. Save and run on. You need to find a working carousel – music will play on it. After finding it, climb onto the carousel through the gate. On the carousel you will meet Sybil. But she doesn’t seem to be all right…
Boss #4: Possessed Sybil
There are two outcomes in this battle: good and bad, on which the ending of the game will also depend (the ending will be with or without a plus).
Option A is bad You can kill Sybil. First, she fires her gun. Don’t run too far away from her and fire your gun. When Cybil is ready to shoot, run in different directions, trying to dodge the bullet. When she runs out of ammo and throws away her gun, keep firing the gun. Sybil moves slowly and you won’t have any trouble staying away from her. Eventually the fight will end with Sybil’s death.
Option B is good You can save Sybil. If you picked up a bottle of an unknown liquid in a hospital, now is the time to use it. Run close to Sybil and
use bottle. You will see that some creature crawls out of Sybil and she becomes normal again. This will be followed by a conversation in which Harry
tells Cybil that Cheryl is not his real daughter. He and his wife found her near the road.
Anyway, after the fight, Harry finds Alessa in the park. He cannot approach her, as she is protected by a protective barrier. But then the Flauros taken by Harry begins to act and Alessa loses her strength. Dalia appears. She used Harry to find her daughter and takes her away, while Harry is back in the hospital in the room with Lisa. After talking to her, Harry wakes up in
really strange place. ..
14. None
You will be taken to a room from the Alchemilla Hospital, but it’s actually a completely different place. This “Nowhere” is a place woven from memories. You can save in notepad to save. Exit through the unlocked door, go forward and enter the opened elevator, which will take you to the first floor, identical to the first floor of the hospital. Run straight and to the left – in the corridor you will meet the running ghost of little Alessa. She won’t harm you. Run down the corridor and enter the last door on the right. Go down the stairs and get into the classroom. You can read the cutouts on the desk. After that, run to the left and go into the room. There is a screwdriver and pliers on the table. Take them and return to the 1st floor. Gently – now the nurses appeared in the corridor. Run along the corridor straight and to the right and enter the door on the right side. This turns out to be a shower room. When examining the crane, it turns out that the key is stuck in it. Use the pliers to pull it out and get the “Ophiel” key. After that, exit and enter the room directly in front of you. There will be a locked birdcage with a key inside, but you don’t have the key to it yet. On the bunk, pick up the cartridges for the pistol. Exit and go along the corridor and on the right side find an unlocked door right after the Faleg door. You will find yourself in a room that looks like a room from an antique store. Examine the clock – you will see that there is a square recess in the dial, and one of the clock hands is a key, but you cannot take it because of the glass. Leave him for now. The room has a save pad on the chest of drawers, as well as a first aid kit and shotgun shells. Exit and head to the penultimate door on the right side – the door of “Ophiel”. Unlock it with the key obtained from the tap and you will enter another hospital corridor. We go into the second door on the left. There we have to solve a riddle.
Astrological riddle
On the sides on the walls you will see 4 pictures with numbers below them:
Fish
Scales
Aries
Cancer (crab)
Going a little further you will find 3 more pictures, but instead of numbers, there are buttons with numbers under each one.
Sagittarius (centaur)
Taurus
Gemini
To understand which numbers you need to press, you need to carefully look at the pictures with numbers on the side walls. We can come to the conclusion that the number under the picture indicates the number of limbs of an object or creature: fish – 0 scales – 2 aries – 4 crab – 10
Then you need to press the numbers corresponding to the number of limbs under 3 pictures: centaur – 6 calves – 4 twins – 8
Correctly pressing the numbers, we get the stone of time. We leave the room. All other doors on the left do not open, so we head to the end of the corridor and solve another riddle.
List of the dead
We read the text on the plate:
Names inscribed on the plate. List of the dead.
Yes, the number is set Young and old, lined up Depending on age
Then the way will be opened Waiting for them crazy Rumble, feast of death!
Now go back down the corridor and turn left. There you will find a locked door with a combination lock. Look at the sign next to it:
List of the dead
35 Lydia Findley 60 Trevor F. White 18 Albert Lords 45 Roberta T. Morgan 38 Edward S. Briggs
Based on the previous text, you need to mentally arrange the names of people in the list by age:
18 Albert Lords
35 Lydia Findly
38 Edward C Briggs
45 Roberta T Morgan
60 Trevor F White
After that, you need to enter the first letters of their names in the received order into the code lock of the door – ALERT. The door is open.
Go through the room and enter another door. Go ahead and take Solomon’s amulet off the wall. Come back. There you will find Lisa, between whom and Harry there will be a strange conversation. Lisa says that she understands why she stayed here – she is just like all the other monsters in this world. Lisa asks Harry for help, but Harry pushes her away, followed by a cutscene of Lisa starting to bleed and Harry running out of the room in horror. After that, you can return to the room – Lisa will not be there, but on the floor we will find her diary. Then leave the room and return to the first
the corridor. There, go to the room with the clock and use the time stone on them – the clock will break and you will receive the Hagith key. Then go out into the corridor and head to the double doors (where there was an elevator in the hospital) and unlock them with the received
key. Take the elevator up to the 2nd floor. On the second floor, go through the door on the left, run straight in the corridor and go into the very last door on the left. In this room that looks like a mall jewelry store,
take Mercury’s Rod, Link Ring, and Shotgun Ammo. Since all the other doors in the hallway won’t open, run through the double doors to the other half of the floor. The first 2 doors do not open, but the 3rd one, having now opened, will lead you to the 1st floor. Now you can use this door to move from the 1st floor to the 2nd and back. Then go to the end of the corridor on the 2nd floor and enter the last room. On the wall you will find a screwed plate. After unscrewing the screws, you will see that the key was hidden behind it. But it also has live wires around it, so you can’t take it yet. Once out, head through the only door on the other side.
corridor. There, pick up the camera from the table and the cartridges for the pistol. Exit and head to the elevator. Climb up to the 3rd floor. There you will see little Alessa praying in front of the altar – then she will disappear again.
Riddle with light
Going forward you will find 2 paintings on the wall with captions:
Light to the future.
Light that illuminates darkness.
Judging by the signatures, they need light. Use the camera on both pictures and symbols will appear on them:
These symbols are to be displayed on the panels of the side doors in the room. First, enter the symbols on the door on the left. Inside, on a chair, you will find the key to the birdcage. Exit and head to the door on the right. Enter characters:
Left
Right
In the room on the locker we find a healing drink and a botanical book, which is not always possible to read. There is also a newspaper on the table, but it is not always possible to read it, like a book.
Take the elevator down to the 1st floor and run straight and left to the last door on the left – to the birdcage room. We unlock it with the key and get another key – the Faleg key. We leave and unlock the door “Falega” on the left. We find ourselves in a corridor that looks like a secret basement of a hospital. There will be demonic children here, but now they are also invisible, so be careful. We go into the first door on the right. This will be the kitchen. We approach the refrigerator and pick up Melchior’s dagger, and be sure to fasten the broken chain with a connection ring. If this is not done, when you try to leave the room, tentacles will come out of the refrigerator and a sad end to the game will come. After leaving the kitchen, turn into the second door on the right. This will be the warehouse. On the shelves you’ll find a health drink, a pack of handgun ammo, and a Betora key inside a candy bag. Now you can go through the double doors to another room – there will be a VCR. On it you can watch a videotape from the hospital, while the image and sound will be clear and legible. Return back to the corridor. Enter the door directly opposite – the second door on the left. There we will see another scene with the ghost of Alessa sitting in the corner. On the wall we find and take the ankh. Now we go into the last door on the left. We will find ourselves in the children’s room – this is Alessa’s room. There will be a notepad on the table in the room to save. Go to the door – there will be a text on it:
you need them to protect your soul perform five rituals discover your destiny
You can also see 5 recesses for items on the door. Obviously, here you need to insert 5 ritual objects found in nowhere. 4 you already have: the amulet of Solomon, the rod of Mercury, the dagger of Melchior and the ankh. We insert them. Exit the room and head to the first door on the left – Betor’s door. Unlock it and you will find yourself in the generator room. We turn off the generator – now we can take the key on the 2nd floor – the one that was energized. But the elevators won’t work either. But thanks to the door that allows you to move from the 1st floor to the 2nd floor, we get there. There will now also be invisible kids here. Run to the chamber with the key, take it and get the Aratron key. Go back to the 1st floor in the secret corridor and unlock the last door on the right with the key you received. You will be shown a ghostly scene involving
deified Alessa and 4 people gathered around her, two of which are Dahlia and Kaufman. After watching the dialogue, pick up the last ritual item – the disc of Ourboros and head to Alessa’s room. There, insert the last item into the door, but before you go through it, be sure to save – the final battle will follow the door. After saving, exit through the door and watch a cut-scene with Dahlia and Alessa. Dahlia drags Alessa somewhere, but Alessa
rests. Dahlia wants to borrow Alessa’s power, but the girl just wants to be close to her mother.
After the scene, run further and go down the stairs. The further scene depends on your actions in the game: – Did you kill or save Sybil during the fight with her – Did you complete the side mission with Kaufmann in the resort area or not
Total endings 4: Good, Good+, Bad, Bad+. Depending on the endings, you will have to fight one of two final bosses. In good endings, you will have to fight the Incubus (Samael), in bad endings, you will have to fight the Incubator (Alessa).
Final Boss: Incubus / Incubator
Incubus (Samael)
This is the strategy for this boss. Shoot him with a gun until you hear the crack of lightning that the monster is about to launch at you. As soon as you hear this sound, start running in a circle, dodging the discharge. When he stops attacking, keep shooting him with your gun. On easy difficulty levels, or if you managed to collect a large amount of healing supplies, you can do otherwise: just stand in the corner and shoot non-stop at the boss with a gun, healing from time to time as needed.
Incubator
Alessa attacks in the same way as Samael, but slightly lighter than him. The strategy in battle with her is basically the same as with Samael. Shoot, run in a circle, dodging lightning, shoot again.
After defeating the final boss, enjoy the resulting ending, as well as a funny cutscene with the characters of the game. At the end, you will see your rating, as well as the items that you managed to open and which you can use in the newly launched Next Fear Game. Save the game – you will need this save for a new game if you want to unlock the secrets. That’s all.
Where is Silicon Valley in America
Maria Guryeva
tutor and education consultant in the USA
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Silicon Valley in America is the world’s leading IT corporation headquarters including such giants as Apple, Google, Facebook, Electronic Arts, Intel, Hewlett-Packard (HP) and others. Living and working here is the dream of many IT professionals who strive to make a brilliant career and provide a comfortable life.
Silicon Valley: where is
Most people have heard the name of the world technology center, but not all of them know what city Silicon Valley is located in and what living conditions are there.
Silicon Valley in America extends south of San Francisco, California. Before the region became the center of IT-technologies, this place was called the Heart’s Delight Valley and was famous for its magnificent gardens. The Mediterranean climate, beautiful landscapes, the proximity of the ocean and the mountains, which reliably protect from the winds, have made Silicon Valley one of the most comfortable places to live in the United States.
Silicon Valley: cities
If you search for the location of Silicon Valley in the USA, you will not find the countries of this region on the map, since the name has no official status and implies the following territories:
north of the valley Santa Clara;
northeast San Francisco Bay;
northwest of the San Francisco peninsula separating the bay from the Pacific Ocean.
The largest cities in Silicon Valley are:
San Jose is a million-plus city with the status of an unofficial capital;
Fremont;
Redwood City;
Mountain View;
Cupertino;
Milpitas;
Morgan Hill;
Palo Alto;
Sunnyvale;
Santa Clara;
Saratoga.
History
33 years old The impetus for the opening of high-tech enterprises in Silicon Valley, where there were mainly fruit-growing farms, was the creation of a naval station at Sunnyvale Air Force Base. Around the station, where military airships were based, technology companies began to open one after another to serve its needs.
Over time, the Naval Station was redeployed and replaced by NASA’s predecessor, the National Advisory Council for Aeronautics, which specialized in aviation research.
A powerful impetus for the opening of high-tech enterprises was the creation after the end of the Second World War of the Stanford Industrial Park (scientific and industrial territorial complex). So that Stanford University graduates can find employment near their alma mater, preferential rental rates have been offered to high-tech companies.
The name “Silicon Valley” was assigned to the region in the 1950s, when Shockley Semiconductor Laboratory was founded in Mountain View by Nobel laureate William Shockley, developing technology for using silicon in the manufacture of transistors. Due to the complex nature of Shockley, 8 employees left the laboratory and founded their own company, Fairchild Semiconductor, which mass-produced silicon integrated circuits and became one of the world leaders in the electronics field.
Features of life
Towns of the Valley, where all the conditions for a safe, comfortable and happy life are created, consist of offices, cozy streets, green squares and plazas (areas where there are many shops, shopping malls, cafes and restaurants), as well as private houses and townhouses. Around you can see the mountains covered with forest, and an hour’s drive is the Pacific coast. The average temperature in summer is 25-29°C, in winter 13-15°C.
Most of the Valley residents are interesting, motivated, highly educated people who graduated from US universities, as well as talented people from other countries who were invited to work in American companies. Every third person of working age is an IT worker. The region ranks first in the world in terms of density of IT specialists. The region also leads in terms of income, which significantly exceeds the national average. Here are located 20 of the 25 American corporations that pay their employees the highest salaries. The average salary in such companies is 133-171 thousand dollars a year.
Institutions of higher education
The most famous institution of higher education in the Valley is Stanford University. This university is rightfully considered one of the best in the world, and its graduates are the founders of leading corporations in the IT industry, including Hewlett-Packard, Google, Yahoo!, Nvidia, Electronic Arts, Sun Microsystems, Cisco Systems, Silicon Graphics and others.
Quality education is also available at the Universities of San Jose, Santa Clara, and the University of California, which offer a variety of undergraduate degrees and strong research programs.
Moving to California is real!
For young people from Russia who want to live in Silicon Valley and build a successful IT career, the easiest way to settle in California is to get an education in the US.
If you want to enter an American university and get a quality education that will open any door for you and allow you to find a well-paid job, please contact our company. We will provide you with advice on all issues of interest, telling you in which city Silicon Valley is located, what are the living conditions in this region, and which university diploma will give you the most chances for employment.
We can also help you get into university. Over the years, our company has assisted many young Russians who were able to enter American institutions of higher education, including the prestigious Stanford University. Our main achievement is a 100% result upon admission. All our clients were able to become students of American universities.
Read also: Success story of a Study America alum who works in Silicon Valley
If you have any questions, sign up for a free consultation with a Study America expert as part of the consultation, we will help you determine the stage for admission, deal with the timing, determine the admission calendar and choose the appropriate preparation method.
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Film Festivals: Blog
SHORT FILM BREAKS is the only film festival hosted by public, non-profit and commercial organizations in an effort to offer smart break opportunities while promoting the independent film industry worldwide.
–
Description of the festival
For our 9th edition we are waiting for your films to compete in the following categories:
– Best International Short Film:
One of the two main categories, we accept short films of any genre , up to 30 minutes, from all over the world, except Romania.
– Best Romanian Short Film:
Main category. We accept short films of any genre, up to 30 minutes, shot in Romania or around the world, but with Romanian as the only (or main) language of dialogue.
– Best feature film
We accept feature films of any genre and length, from all over the world.
– Best Animated Film:
We accept animated films, up to 20 minutes, from all over the world.
– Best Documentary:
We accept documentaries, up to 20 minutes, from all over the world.
– Best Experimental Film:
We accept experimental films, up to 20 minutes, from all over the world.
– Best Music Video:
We accept music videos up to 20 minutes from all over the world.
– Best Film Without Dialogue:
We accept short films of any genre, up to 30 minutes, without dialogue or speech, from all over the world.
– Best Short Film Human Rights We accept short films of any genre, up to 20 minutes, produced worldwide, with a theme or story related to human rights, environment and ecology, activism, citizenship and community mobilization, local development, minority rights, migration, global justice, etc.
– Best Mental Health Short Film
We accept shorts of any genre, up to 20 minutes, from around the world with a mental health theme or story.
– Best 1 Minute Film
We accept short films of any genre that are less than or exactly 1 minute long.
We look forward to your films!
Every year we discover new gems that we fall in love with!
–
Mission of the festival
Created by filmmakers and HR professionals, Short Film Breaks has been from the beginning its goal to create a bridge between hard-to-distribute films (especially independent shorts) and hard-to-reach audiences (employees and beneficiaries of our partner companies and NGOs and people who living in remote villages around the world).
During the first nine years of operation, we were able to select over 600 films for an audience of about 50,000 people from 7 countries.
History of the festival
We started our work in 2013 with three months of screening of 1000 Ipsos employees in Bucharest and Brasov. Since our first edition, we have organized special events and questions and answers with guests from the Romanian film industry such as Tudor Giurgiu, Adrian Sitaru or Tom Wilson.
For our second edition we collaborated with NexT IFF (www.nextfilmfestival.ro), the most important short film festival in Romania. We again hosted weekly screenings for three months and special events with guests such as Florin Piersik Jr., Vivi Dragan Vasile, Joana Flora, Dana Bunescu and Gabi Suchu.
During our third edition, we continued our collaboration with NexT IFF and added a new one with Alter-Native (www.madisz.ro), the most important Hungarian language film festival in Romania. This meant that for three consecutive months, Ipsos employees watched short films during their breaks.
In 2016, we took it to the next level and added a competitive dimension to the festival, on top of our non-competitive partnerships with Next IFF and Alter-Native, by launching a new partnership with Kathmandu-based Onion Films. (http://onionfilms.com.np).
Of the films presented in 1985, we selected 7 in the Best Romanian Short Film category and 26 in the Best International Short Film category.
We also organized the first public event, “White Night” at J’ai Bistrot Bucharest (https://bit.ly/2LaRPNS), which continued in 2017 with a second edition (https://bit.ly/2NbPend) and will continue in 2020 with a third.
2017 was the year we first organized our amazing Kathmandu Short Film event and together with our screenings from Ipsos we started collaboration with Zitec and UBIS Club both in Bucharest and Iasi (https://bit. ly/2uhWU0b).
We have also opened our doors to a new range of films and cinematographers. Out of a total of 2403 films received across all platforms, we have accepted 118 films.
What’s more, we’ve added an online festival, i-Say Short Film Breaks, to our live screenings! The first edition was won by HISTORY 90 MONT, while the 2018 edition was won by TIME 2 SPLIT (http://i-say. co/iSaySFBplaylist).
2018 was a big year for us. We have almost doubled the number of submissions received to 3851 and we have increased our prizes FIVE times to $1500 and DXC Technology, Casa Pariurilor and eFortuna have also joined our partner list where we host weekly screenings during the festival!
In 2019 we DOUBLED prizes, reaching a record total prize of $3,000. This is ten times more than the prizes we started with back in 2016!
And after several years of testing, screening films in 19 communities from 7 countries (Nepal, Indonesia, Kenya, Tanzania, Romania, Senegal and Guatemala) in 2019 we launched our Patreon page (https://www.patreon.com/ shortfilmbreaks) to create recurring films in 50 communities in 17 countries.
We also organized an event for the Romanian mental health community in front of a full house, in partnership with the Estuar Foundation and Mental Health Europe in ARCUB Bucharest (http://bit.ly/estuar2019).
And cherry on top, for the first time in history, we hosted a 5364m film screening at Everest Base Camp in October (http://bit. ly/SFBatEverestBaseCamp2019)! Most likely the tallest films ever shown!.
International Festival
Short Film Festival
Feature Film Festival
Feature Film Festival
Documentary
Animation
Fantasy
terror
Others
experimental
Clip
Channing Tatum biography, photo, height and weight, personal life, wife and children 2022
Biography of Channing Tatum
Channing Matthew Tatum is an American actor, producer and model. Widely known for the films “Step Up”, “Rise of the Cobra”, two parts of the comedy “Magic Mike”, “Macho and Nerd” and its sequel, “The Oath”, “Kingsman: The Golden Circle”, etc. Winner of the “MTV Movie Awards” ”, a four-time winner of the Teen Choice Awards.
Hollywood actor Channing Tatum (Tatum)
Childhood and youth
Channing Tatum was born April 26, 1980 in Cullman, Alabama. His father, Glenn Tatum, was a construction worker, and his mother, Kay Tatum (nee Faust), worked for an airline. The actor is quite secretive about everything related to his family: according to some reports, he was one of eight children, but only one of his sisters, Paige Tatum, is known for certain, a model and actress, as well as his half-brother Christopher Anderson, an actor and singer.
Channing Tatum as a child
When Channing was 6 years old, the family moved to the suburbs of Pascagoula – a city in Mississippi on the Gulf Coast – and the boy grew up in rural conditions on the Mississippi River. As a child, he suffered from attention deficit disorder and dyslexia, so he studied at school with difficulty. To help the child learn, the doctor gave him a drug that made him feel like he had “no soul.” Subsequently, in an interview, the actor said: “I will never do this with my child.”
Like many actors, Channing Tatum suffered from dyslexia as a child
To channel Channing’s physical hyperactivity in the right direction, his parents actively involved him in sports: he attended sections of football, baseball, athletics and kung fu.
Channing was a very athletic child
A few years later, the Tatums moved again, this time to Tampa, Florida. Here, Channing studied at the local Gaither School, and then his father gave him a choice – he could go to a military school or to the senior classes of a private school. The young man chose a private Catholic school in the city of Tampa and successfully graduated from it at 1998, winning the honorary title of the best athlete of the year and receiving an athletic scholarship to study at Glenville State College in West Virginia. However, soon after starting college, Channing became disillusioned with his studies, returned home and began to try to find himself, taking various jobs.
Channing Tatum with parents
In less than two years, the young man managed to try himself as a roofing builder, mortgage manager, assistant veterinarian and clothing salesman, and then got a job as a striptease dancer in a nightclub, taking his stage name Chen Crawford. After that, he tried to start a professional career as a dancer and in 2000 was cast and starred in Ricky Martin’s “She Bangs” video.
In his youth, Channing Tatum worked as a stripper in a nightclub
Model
After a successful performance on the set of the video, Channing was noticed and invited to work in the fashion industry as a model for shows, and immediately for such eminent clients as Giorgio Armani and Abercrombie & Fitch, as well as for Men’s Health magazine.
Channing Tatum in Ricky Martin video
This was followed by work in television advertising, and he was especially famous for a series of commercials for the Mountain Dew and Pepsi lemonade campaigns.
Before becoming an actor, Channing Tatum worked as a model
In 2001, the young man was included in the list of “50 most beautiful faces” according to Tear Sheet magazine. Between 2000 and 2005, Channing was involved in a variety of projects, including advertising campaigns for Nautica watches, the legendary Dolce & Gabbana, American Eagle Outfitters clothing brands and Armani’s daring Emporio clothing line. He appeared on the pages of Vogue, Out, Elegance, Citizen, worked under a contract with major modeling agencies in Miami, Milan and New York.
Pepsi commercial with Channing Tatum
“When I started modeling, it made my life and my family’s life much easier. Before that, I had no idea what profession I would like to choose, and now the family finally did not have to worry about me anymore. ”
Film career
Channing Tatum made his film debut in 2004 on the popular TV series C.S.I.: Miami Crime Scene Investigation, where he starred in an episode. This was followed by several more small roles – in the films “Coach Carter” (2005), “Supercross” (2005), “Crazy” (2005).
Channing Tatum’s very first role (“C.S.I.: Miami Crime Scene Investigation”)
At this time, the young man became seriously interested in cinema and decided to leave his modeling career. And he did not lose: soon he was invited to the main male role in the youth comedy She’s the Man (2006) based on William Shakespeare’s play Twelfth Night.
The subsequent role of a hip-hop dancer in the super-successful musical melodrama Step Up (2006) is considered Tatum’s breakthrough work, thanks to which he became famous. In this picture, the natural charm of Tatum, and his skills as a dancer, and even flared romantic feelings for shooting partner Jenna Dewan, came in handy. The producers noted with delight that Channing was “fluid like water” in the dance, and called him “one of the best self-taught street dancers.”
Channing Tatum in Step Up
In the same 2006, the young actor also starred in a “serious” film – the drama “How to Know Your Saints”, where Robert Downey Jr., Shia LaBeouf and Dianne Wiest became his partners. The picture was shown at many film festivals, including the largest American independent film festival Sundance, where it received a special jury prize for the best ensemble cast.
Step Up: Channing Tatum and Jenna Dewan
In addition, Channing personally received several awards and nominations for the best supporting role at various festivals. The next successful film in which he starred was the sequel Step Up 2 (2008), but Channing had only a small role in it – his character from the first film appeared only in an episode.
He then played one of the main roles in the film Forced War (2008), but the picture failed at the box office, despite positive reviews from critics who called it “deep and sincere.”
Still from the movie “She’s the Man”
More successful was the dramatic thriller “Fight Without Rules” (2009), in which Channing also played the main role. And after that, the young actor played a minor character in the crime blockbuster Johnny D. (2009) starring the charismatic Johnny Depp and featuring Christian Bale and Marion Cotillard.
Ultimate Fight: Channing Tatum as Sean MacArthur
A new breakthrough for Channing was the male lead in the sci-fi action movie Cobra Rush (2009).), where the temperamental actress Sienna Miller acted as his partner. The film was a great success with the public and collected more than three hundred million dollars at the box office, although many film journalists were not satisfied with it:
The characters are all like plastic, like dolls . .. and Tatum is completely wooden
And one critic noted that Channing’s character “… seems more alive in those frames where his movements are transmitted by computer graphics than in those where he is played by Tatum.” (However, it is not entirely clear whether he meant by this to criticize the actor or, conversely, to praise the picture for its technical special effects.)
“Rise of the Cobra” – one of the most famous films with Channing Tatum
Channing Tatum received the Teen Choice Award for Choice Action Movie Actor for this performance, and overall, Cobra Rush received three more Teen Choice Award nominations and six nominations for the Golden Raspberry Anti-Award, winning one of them. In 2013, the sequel Cobra 2 was released, in which the character of Tatum became a supporting figure, and Dwayne Johnson and Bruce Willis starred in the lead roles.
In 2010, the actor played a duet with Amanda Seyfried in the romantic drama Dear John. This touching story about a young soldier and the love he carried through years and difficult circumstances resonated with viewers and brought in almost $115 million at the box office. Channing was nominated for MTV Movie Awards and Teen Choice Awards. According to the actor, it was only from this picture that he truly fell in love with the art of dramatic acting and began to put it above dances, fight scenes and other “ways of showing his body.”
On the set of Dear John
In 2011-2012, the actor also starred in several films that were received rather coolly: Dilemma (2011), Dangerous Quarter (2011, featuring Al Pacino, Tracy Morgan, Juliette Binoche and Katie Holmes), Eagle of the Ninth Legion (2011), Knockout (2012, featuring Michael Fassbender and Ewan McGregor).
Still from the film “The Eagle of the Ninth Legion”
But at the same time, the wonderful romantic drama 10 Years Later (2011), in which he again starred with Jenna Dewan, and the box office successful melodrama The Vow (2012), where Rachel McAdams became his partner, also appeared on the screens. It was also an achievement that Tatum’s performance in “The Vow” was recognized by critics as “surprisingly cordial”, and the actor was again noted by nominations for the MTV Movie Awards and Teen Choice Awards, as well as for the People’s Choice Awards.
Channing Tatum in Pink’s “Beautiful Trauma” video (2017)
In his next film – the action comedy “Macho and Nerd” (2012) – Tatum for the first time not only played one of the two main roles (of course, it was the role of “macho”, Jonah Hill played the nerd), but also tried himself as a producer.
Macho & Nerd: Channing Tatum & Jonah Hill
The film was acclaimed both by audiences, which earned it over $200 million at the box office, and by critics, who praised it as “an intelligent and entertaining satire with ’80s nostalgia and a parody of youth cinema.”
“Macho and Nerd”. Trailer
In the wake of the success of this picture in 2014, the sequel “Macho and Nerd – 2” was filmed, which grossed $ 331 million at the box office. According to journalists, the second film turned out “not as groovy as the first, but certainly smarter and more soulful.”
In the same 2012, another Tatum film was released, which became his kind of “calling card” – a comedy from the life of a stripper “Magic Mike”. The actor again successfully proved himself as a leading actor and at the same time a producer. Actors such as Alex Pettyfer, Matthew McConaughey, Cody Horne were also busy in the picture.
“Magic Mike” Channing Tatum’s calling card
This work was especially dear to Channing, because its plot was based in part on the personal experience of the actor himself at the time when he worked as a dancer in a strip club. And the audience praised the “sensual direction, subtle script and strong acting” in this film. Three years later, the sequel Magic Mike XXL (2015) was released, which also collected a good box office, but in general turned out to be slightly less successful than the first picture.
Magic Mike XXL. Trailer
Despite the general rise of Tatum’s cinematic career, the following years were also marked by several less significant films, including the psychological thriller Side Effect (2013, starring Jude Law and Catherine Zeta-Jones), the comedy The Passion of Don Juan (2013, a small role, the film starred Joseph Gordon-Levitt, Scarlett Johansson, Julianne Moore), the sports drama Foxcatcher (2014, with Steve Carell, Siena Miller and Mark Ruffalo), the comedy Hail Caesar! (2016, starring Josh Brolin, George Clooney, Tilda Swinton, Scarlett Johansson, Dolph Lundgren and others), comedy Logan’s Luck (2017, Tatum starred and produced).
Idol of millions of women
In the same period, the actor began to participate in the dubbing of the Lego cartoons. The Movie (2014, the role of Superman), The Lego Movie: Batman (2016) and The Book of Life (2014, the role of Joaquin Mondragon).
Another prominent role of the actor was the title role in the action movie The White House Down (2013), after which the critics wrote: broken fight scenes.
Shot from the film “Storming the White House”
Another memorable work was Lana and Lily Wachowski’s science fiction action movie Jupiter Ascending (2015), in which Channing Tatum starred alongside the charming Mila Kunis. Critics did not appreciate this space opera too highly, but the younger generation liked the flying handsome hero with pointed ears. As a result, the actor received nominations immediately for the Kids’ Choice Awards, Teen Choice Awards and the Golden Raspberry anti-award.
“Jupiter Ascending” received a cool
In December 2015, Quentin Tarantino’s detective western The Hateful Eight was released, in which Channing played along with Samuel L. Jackson and Kurt Russell.
The actor sought this role for a month: he scribbled Tarantino’s e-mails and threatened to beat any actor who was taken to this place. Quentin joked that he would soon ban Tatum and other applicants in the same room, and the only one who would get out of there alive would get the role.
Of all the films with his participation, this picture collected the most prestigious prizes, including an Oscar and a Golden Globe for the film score, written by the famous composer Enrico Morricone. However, there are also many who consider The Hateful Eight to be the worst of Tarantino’s films – “a sluggish craft without a drop of imagination, evil and not at all smart.”
Channing Tatum in Quentin Tarantino’s The Hateful Eight
Tatum’s undoubted success was his participation in the spy thriller Kingsman: The Golden Circle (2017), where he joined a great ensemble cast with such stars as Colin Firth, Julianne Moore, Halle Berry and Jeff Bridges. The film grossed over $400 million at the box office and was rated higher by critics than the first film, Kingsman: The Secret Service (2015), which was also very popular.
In “Kingsman 2” Tatum played the head of the American secret service
At the end of the 2000s, Channing Tatum founded the production company 33andOut Productions, and in 2010 she released the documentary Earth Made of Glass, dedicated to the 1994 genocide in Rwanda. The picture was shown at the Tribeca Film Festival and had a great public outcry.
In January 2018, Harper’s Bazaar named Channing Tatum one of the “50 Sexiest Men of All Time”.
In 2019, the blockbuster Gambit, a superhero film based on Marvel Comics’ X-Men comics, was supposed to be released. Channing was cast in the lead role of a mutant gambler named Gambit. However, the film was canceled due to 21st Century Fox’s merger with Disney. Perhaps the film will see the light of day, but most likely without Tatum. In the same year, The Lego Movie 2 was released, in which Channing voiced Superman.
ChanningTatum was supposed to play Gambit from X-Men
In 2020, the comedy cartoon America: The Motion Picture was expected to be released on the screens, in the creation of which Tatum also took part, but nothing is known about his fate.
Channing Tatum’s personal life
While filming his breakthrough film Step Up, Channing Tatum began dating co-star Jenna Dewan (born December 3, 1980). At the dawn of their romance, Channing made no secret of the fact that he had no plans to commit himself to a serious relationship, and Jenna told him: “If you want to date others and be free, then I don’t mind at all, but then we will not spend time together, watch movies and etc”. After three days of cheeky parties, Channing came to her and confessed: “You know, I tried to be free, but I didn’t stop thinking about you all the time.”
Channing Tatum and his wife Jenna Dewan
On July 11, 2009, after three years of happy relationship, the couple got married in a beautiful wedding in Malibu. In the summer of 2017, one of the journalists asked Channing what the secret of their love and fidelity with Jenna was, and he replied: “Relationships change all the time … One year you need one thing, and then the next you need something else … Not all and it’s not always perfect, but you have to be willing to solve that equation all the time.”
On May 31, 2013, a daughter, Everly Elizabeth Mayzell Tatum, was born in the family. A few days after that, Channing posted on his blog a picture of a dozing Jenna with her daughter and wrote: “I watched her become a mom in those early days and it changed my life. To the last line, she remained the same beautiful, sexy, funny and incredible girl that I fell in love with. But the prism turned, and I saw in it a completely new light, which I had never imagined before – the light of motherly love.
Spouses raise daughter Everly
Their marriage seemed like an unattainable ideal, but in April 2018 it became known that Channing and Jenna were getting a divorce. “We still love each other the same, but love is a wonderful adventure that is currently taking us on different roads,” Jenna posted a joint statement on her Instagram.
Six months after the divorce, Channing began dating singer Jessie J (singer of the hit “Price Tag”). The fact that the actor introduced his new lover to his daughter spoke more eloquently than any words about the seriousness of their relationship, and they got along.
Channing Tatum and Jessie J
A year passed, and the couple broke up due to constant separation. Both have busy schedules, in addition, Tatum cannot leave Los Angeles for a long time, because his daughter lives there, and Jesse does not like the States, preferring rainy London to hot California. However, in January 2020, they were again spotted together on the streets of Los Angeles. They were holding hands and talking sweetly
Channing and Jessie
But in the summer of 2021, it became known that Channing Tatum was dating Zoe Kravitz, actress and daughter of musician Lenny Kravitz. Where their feelings will lead, only time will tell.
Channing Tatum and Zoe Kravitz
Channing Tatum is now
Recently, Channing Tatum appears on the screens much less frequently. In his plans – to be in the director’s chair. The role of an action star is not what makes him want to go down in Hollywood history.
The release of the third part of the comedy “Macho and Nerd” is still expected. At the beginning of work on the film, Tatum expressed doubts about his fate: “I’m not sure that the same joke will work a third time, but we’ll see.”
In 2021, Channing appeared in the comedy The Lead with Ryan Reynolds. The role was small – the avatar of one of the highest rated players in the online game Free City – but self-deprecating: Tatum parodied his character from Step Up and danced a dance from the game Fortnite.
Channing Tatum in The Protagonist
Also in 2022, the premiere of the family comedy “Lulu and Briggs” was expected, in which it was not Channing who stole the audience’s love, but a German shepherd who played a service dog named Lulu.
Description: We are a nonprofit community-based organization—our mission is to enhance and enrich the lives of children with special needs and adults with intellectual and developmental disabilities, including autism, cerebral palsy, epilepsy, and similar conditions. Toward that end, we provide direct services and advocacy to assist those we serve in achieving their highest level of personal independence and self-sufficiency.
We are family based—Contra Costa ARC was founded by parents and family members of people with intellectual and developmental disabilities. Their vision guides everything we do. Family members serve on our Board of Directors, and individuals receiving services elect representatives to a Board Advisory Committee. Much of our support comes from families and friends of people with intellectual and developmental disabilities.
We are experienced doing what we do, and we do it well—Contra Costa ARC was incorporated in 1965, and since then we’ve become a leader in the field, supporting people with intellectual and developmental disabilities. We are known for providing high quality, cost-effective services. We serve over 1,000 children and adults in Contra Costa County every day.
We provide a wide range of opportunities for people with intellectual and developmental disabilities. Our array of early intervention services includes a unique and highly respected program for children on the autism spectrum. We support hundreds of individuals to access their communities every day. We are the largest employer of people with intellectual and developmental disabilities in the East Bay.
We are a financially responsible nonprofit organization—we stretch our budget as far as it can be stretched. We don’t cut corners on the quality of our services, but we cut back expenses wherever they can be cut, and we make every dollar of every contribution count.
We work hard to be as self-sufficient as possible—we operate our own assembly, packaging, and direct mail business through our Commercial Support Services program, and we generate substantial support from our Good Stuff Thrift Shop in El Cerrito. Every dollar of revenue directly supports our programs.
Contra Costa ARC is a partnership between the public and private sectors—much of our funding comes from government sources, but a significant part is self-generated or comes from our friends in the community. In fact, we depend upon support from the community to continue operating. We invite you to become a part of that support.
Program and Licensing Details
License Number:
73405039
Capacity:
30
Enrolled in Subsidized Child Care Program:
No
Type of Care:
INFANT CENTER; SCHOOL AGE DAY CARE CENTER;
District Office:
BAY AREA REGIONAL OFFICE
District Office Phone:
(510) 622-2602 (Note: This is not the facility phone number.)
Inspection/Report History
Where possible, ChildcareCenter provides inspection reports as a service to families. This information is deemed reliable,
but is not guaranteed. We encourage families to contact the daycare provider directly with any questions or concerns,
as the provider may have already addressed some or all issues. Reports can also be verified with your local daycare licensing office.
Type
Inspection Dates
Reports/Citations
Other
2019-08-22
FACILITY EVALUATION REPORT
Other
2019-08-19
FACILITY EVALUATION REPORT
Inspection
2019-07-19
FACILITY EVALUATION REPORT
Inspection
2018-03-28
FACILITY EVALUATION REPORT
Other
2017-11-29
FACILITY EVALUATION REPORT
Inspection
2017-11-15
FACILITY EVALUATION REPORT
Summary
07/19/2019, 03/28/2018, 11/15/2017
No Citation
If you are a provider and you believe any information is incorrect, please contact us. We will research your concern and make corrections accordingly.
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George Miller Center – Concord Adult Day Care in Concord, CA
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3020 Grant Street Concord, CA 94520 Phone: (925) 646-5710
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Nearby Hospitals
John Muir Behavioral Health Center Type: Psychiatric Ownership: Voluntary non-profit – Private Has an ER: Yes
John Muir Medical Center – Concord Campus Type: Acute Care Hospitals Ownership: Voluntary non-profit – Private Has an ER: Yes
Contra Costa Regional Medical Center Type: Acute Care Hospitals Ownership: Government – Local Has an ER: Yes
5 miles
John Muir Medical Center – Walnut Creek Campus Type: Acute Care Hospitals Ownership: Voluntary non-profit – Other Has an ER: Yes
6 miles
Kaiser Foundation Hospital – Walnut Creek Type: Acute Care Hospitals Ownership: Voluntary non-profit – Private Has an ER: Yes
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Reviews
Overall Rating 4.8 / 5.0 ★★★★★
Julie H.
★★★★★ 3 years ago
I love this preschool program! Great staff yo student ratios and they allow community support service providers to provide therapies for kids on the autism spectrum or with various developmental disabilities. The staff are so dedicated and so actively promoting the development of the kids that are in their care all the time!!
mini mouse
★★★★★ 3 years ago
Awesome place for special needs people to go each day. Loving, caring people work with them. They learn different skills, go on outings, play and have fun. I drive for Keolis transportation, pick up at home, take to program and home again. The staff is the greatest. Keolis is looking for drivers. I’ve been driving them for 28 years and love watching the excitement and smiles when they arrive at their program.
metals recy
★★★★★ 4 years ago
nice place for day care. nice teachers
Kira Van Stralen
★★★★★ 3 years ago
my son goes here, he loves it
Yvonne Feldman
★★★★★ 3 years ago
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Balboa 1001 So. 57th Street Richmond, CA 94804 (510) 374-7025, 7026, 7028 Fax: (510) 374-7024 Site Supervisors: Marilyn Doss & Tana Reed
Bayo Vista 2 California Street Rodeo, CA 94572 (510) 374-7492 & 7491 Fax: (510) 374-7512 Site Supervisor: LaTonya Suacer
Contra Costa College, Infant/Toddler Center 2600 Mission Bell Drive, Rooms 118 and 121 San Pablo, CA 94806 (510) 235-1277 Fax: (510) 235-1224 Site Supervisor: Desiree Garland
Crescent Park 5050 Harnett Ave. Richmond, CA 94804 (510) 374-3701 Fax: (510) 374-7411 Site Supervisor: Michele Freeman
George Miller 3068 Grant Street Concord, CA 94520 (925) 646-5646, 5652 Fax: (925) 646-5054, 5860, 5815 Site Supervisors: Jennifer Kirby & Averyl DeVera
George Miller III 300 South 27th Street Richmond, CA 94804 (510) 374-3526, 3562, 3563 Fax: (510) 374-3553 Site Supervisor: Ruth Hunter & Karla Villarpando
Lavonia Allen 94 ½ Medanos Avenue Bay Point, CA 94565 (925) 427-8270, 8271 Fax: (925) 427-8355 Site Supervisor: Vicki Carr-Lee
Los Arboles 240 Las Dunas Avenue Oakley, CA 94561 (925) 427-8930, 8931 Fax: (925) 427-8935 Site Supervisor: Entesar (Sarah) Ebeid
Los Nogales 321 Orchard Drive Brentwood, CA 94513 (925) 427-8531, 8601 Fax: (925) 427-8594 Site Supervisor: Shawn Powers
Little Angels Country School 1816 Hillcrest Ave., Antioch, CA 94509 (925) 759-2204 Director/Teacher: Estella Sierra Admin. Assistant: Michelle Venegas Nevarez Mailing Address: P.O. Box 3232, Antioch, CA 94531
Martinez Early Childhood Center 615 Arch Street, Martinez 94553 (925) 229-2000 / Fax: (925) 229-2088 Executive Director: Cassandra Campbell
Richmond College Prep Mailing Address: PO Box 2814, Richmond 94802 Physical Address (does not accept mail): 217 South 11th St. , Richmond 94804 (510) 232-4004 / Fax: (510) 778-1334 Classroom Phone: (510) 620-9977 Program Director: Peppina Liano Family Advocate: Tana Monteiro Office Manager: Connie Anderson
San Ramon Valley Unified School District 699 Old Orchard Dr., Building C, Danville 94526 (925) 552-5032 Director: Nadine Rosenzweig Education Services: Cathy MsSweeney
SRVUSD Site #1 – Walt Disney 3250 Pine Valley Rd., San Ramon 94583 (925) 479-3900 Program Director: Rhea Murphy Site Supervisor: Sarah Weeks
SRVUSD Site #2 – Live Oaks 5151 Sherwood Way, San Ramon 94583 (925) 803-3100 Program Director: Nadina Rosenzweig
We Care 2191 Kirker Pass Rd., Concord 94521 (925) 671-0777 / Fax: (925) 681-1614 Executive Director: Pete Caldwell Program Director: Darcie Azzolini (ext. 226) Office Clerk: Sherry Mullin (ext. 223)
YMCA of the East Bay Administrative Offices / EM Downer Family YMCA 263 South 20th St., Richmond 94804 (510) 412-5647 / Fax: (510) 215-0198 Assoc. Excutive Director: Melanie Mueller (510) 809-2261 / Fax: (510) 412-5650 Area Manager: Kim Bonnema (510) 837-6970 ERSEA Manager: Kathy Anderson (510) 837-6974 / Fax: (510) 412-5650
YMCA Site # 1 – Richmond CDC 485 Lucas Avenue, Richmond 94801 (510) 412-5641, 5640 / Fax: (510) 215-5659 Site Supervisor: Shannon Dillon
YMCA Site # 2 – 8th Street 445 8th Street, Richmond 94801 (510) 412-3559 / Fax: (510) 232-1880 Site Supervisor: Karla Sparks-Hunter
YMCA Site # 3 – Rodeo 200 Lake Ave. , Rodeo 94572 (510) 313-0337 / Fax: (510) 215-5659 Site Supervisor: Pamela Williams
YMCA Site # 4 – Giant Rd. 919 Lake Street, San Pablo 94806 (510) 412-5640 / Fax: (510) 235-1894 Site Supervisor: Jody Walker
First Baptist Administrative Offices 3890 Railroad Avenue, Pittsburg 94565 (925) 473-2000 / Fax: (925) 526-8600 Interim Executive Director: Brenda Phaye Battle (ext. 108) Assistant Director/Family Services Manager: Brenda P. Battle (ext. 101) Fiscal manager: Alexandra Poltinova (ext. 110) Family Services Specialist: Irene Medina (ext. 102) MH/Disabilities Manager: Antionette Edwards (ext. 105) Food Service Specialist: Deana Caranto (ext. 106) Education Manager: Makesha Henderson (ext. 103)
First Baptist Site #1 – Fairgrounds 1203 West 10th Street, Antioch 94509 (925) 427-8690, 8740 / Fax: (925) 427-8742 Site Supervisor: LaRonda Levias
First Baptist Site #2 – Kid’s Castle 55 Castlewood Drive, Pittsburg 94565 (925) 473-2027 / Fax: (925) 473-1071 Site Supervisor: Brenda W. Battle
First Baptist Site #3 – Lido Square 2131 Crestview Lane, Pittsburg 94565 (925) 473-2030 / Fax: Site Supervisor: Rosa Valero
First Baptist Site #4 – Odessa 204 Odessa Avenue, Pittsburg 94565 (925) 473-2021 / Fax: Site Supervisor: Marisol Moreno
First Baptist Site #5 – Belshaw 2801 Roosevelt Lane, Antioch 94509 (925) 473-2000 / Fax: Site Supervisor: Maria Arroyo
First Baptist Site #6 – East Leland Court 2555 East Leland Court, Pittsburg 94565 (925) 473-2035 / Fax: (925) 427-1837 Site Supervisor: Ramona Acosta
First Baptist Site #7 – Lone Tree 1931 Mokelumne Dr. , Antioch 94531 (925) 779-7484 / Fax: Site Supervisor: Patricia Taylor
CocoKids 1035 Detroit Ave., Suite 200 Concord, CA 94518 (925) 676-5442 / Fax: (925) 676-8311 Director: Margaret Wiegert Jacobs Program Manager: Monica Joseph (ext. 3126) Coach: Maria Cruz (ext. 3212) Coach: Regina Alexander (ext. 3526)
CLASS TITLE:SPECIAL EDUCATION ASSISTANT II/CLASSROOM
DEFINITION: Under general supervision and evaluation by the site administrator, performs work of moderate difficulty in providing specialized instructional support services in various pre K-12 and adult emotionally disturbed, autistic, behavioral, bilingual, full inclusion or assistive technology special education settings; and performs other related duties as required.
EXAMPLES OF DUTIES:
· Communicate regularly with other members of the instructional team regarding daily performance of the students
· Under supervision works with students in a group or on an individual basis assisting with specific instructional tasks and accommodating the special needs of individual students
· Assist students with special needs in learning or using special equipment of instructional media
· Assist students with special needs in learning or using special tests
· Assist students with special needs in the development and maintenance of appropriate social behaviors through the use of a variety of positive reinforcement techniques, activities and/or materials
· Encourage and assist students with special needs in communicating and engaging in social activities such as field trips and extra curricular activities
· Supervises students with special needs in snack and lunch activities and outdoor/campus activities
· Assist students with special needs in learning gross motor skills and teaching independent mobility
· Support students of diverse levels and types of disabilities, gender, ethnic and cultural backgrounds
· Maintain and prepare records and performs clerical duties related to special education programs
· May lift and move students with special needs
· Assist in teaching students’ self-feeding skills and grooming and dressing skills
· Assist in the toileting of students frequently involving lifting and cleaning of students, diapering; supervises teenage students in the use of sanitary supplies
· May assist with community based instruction
· May be required to travel from location to location
DESIRABLE QUALIFICATIONS:
Training and Experience: A combination of training and experience equivalent to high school graduation and one year experience working with students or the completion of one year of college-level coursework in a field related to the particular assignment. Successful completion of the Instructional Assistant Proficiency Examination and/or hold appropriate certification for the position.
Knowledge of:
· The appropriate subject matter, program and special instructional or communication procedures
· The individual differences in children
· Correct English usage, spelling, grammar, punctuation and mathematics
· General classroom procedures, practices and equipment
· General needs relative to students who are physically challenged and/or severely emotionally disturbed students
· Techniques of learning reinforcement and behavior modification for students
· Diverse academic, socioeconomic, cultural and ethnic backgrounds of students with special needs
Skill in:
· Applying special instructional or communication procedures
· Following oral and written directions
· Communicating clearly both orally and in writing
· Recordkeeping
· Establishing and maintaining cooperative working relationships with school staff, students and parents
· Reading, writing and arithmetic
· Keeping school and student matters confidential
· Understanding and appropriately responding to the needs of all students and to posses a genuine liking for students
Ability to:
· Perform the duties of the position with or without accommodation
· Learn to interpret rules, policies, regulations and policies
Licenses:
· A valid California Driver’s License may be required.
Certificates and Other Requirements:
Ability to meet proficiency requirements as set forth in applicable state and federal laws and District Annual Notices (i.e. Mandated Reporting, Blood Borne Pathogen). Certification in First Aid and CPR required every 2 years.
MT. DIABLO UNIFIED SCHOOL DISTRICT 11/02
Board Revision: 6/22/15
Requirements / Qualifications
Requirements / Qualifications
POSITION: DEFINITION: Under general supervision and evaluation by the site administrator, performs work of moderate difficulty in providing various specialized instructional support services in various pre K–12 and adult special education settings; and performs other related duties as required
————————————————————
Please see Job Description.
————————————————————
SELECTION PROCEDURE: To qualify for this position applicant must have a high school diploma and official transcripts of at least two years of college (48 units) or an AA degree or pass our proficiency exam (will accept CBEST in lieu of). Areas covered on the written exam are math, reading, and writing. Please provide copies of your official transcripts or proof of CBEST along with the application. Those candidates successful in the above areas will be invited to interview. All material to be reviewed by the screening committee must be submitted with the application.
EXAMINATION INFORMATION:
LOCATION: District Office, 1936 Carlotta Drive, Concord; Board Room
DATE: Every Wednesday
TIME: 9 a.m. (approximate test time 3 hours). No admittance once the test begins.
PLEASE ATTEND THE ABOVE TESTING DATE AND TIME. (UNLESS YOU HAVE PROOF OF CBEST.)
YOU WILL NOT RECEIVE WRITTEN NOTIFICATION
Answers to Supplemental Questionnaire that can be found by copying and pasting this link:
POSITION: DEFINITION: Under general supervision and evaluation by the site administrator, performs work of moderate difficulty in providing various specialized instructional support services in various pre K–12 and adult special education settings; and performs other related duties as required
————————————————————
Please see Job Description.
————————————————————
SELECTION PROCEDURE: To qualify for this position applicant must have a high school diploma and official transcripts of at least two years of college (48 units) or an AA degree or pass our proficiency exam (will accept CBEST in lieu of). Areas covered on the written exam are math, reading, and writing. Please provide copies of your official transcripts or proof of CBEST along with the application. Those candidates successful in the above areas will be invited to interview. All material to be reviewed by the screening committee must be submitted with the application.
EXAMINATION INFORMATION:
LOCATION: District Office, 1936 Carlotta Drive, Concord; Board Room
DATE: Every Wednesday
TIME: 9 a.m. (approximate test time 3 hours). No admittance once the test begins.
PLEASE ATTEND THE ABOVE TESTING DATE AND TIME. (UNLESS YOU HAVE PROOF OF CBEST.)
YOU WILL NOT RECEIVE WRITTEN NOTIFICATION
Answers to Supplemental Questionnaire that can be found by copying and pasting this link:
REQUIREMENTS: All applicants must possess the knowledge and skills required for successful job performance as follows:
TRAINING & EXPERIENCE:
• A combination of training and experience equivalent to high school graduation.
• One year experience working with students or the completion of one year of college-level coursework in a field related to the particular assignment.
• Successful completion of the Instructional Assistant Proficiency Examination and/or hold a CBEST.
• Commitment to complete two required training courses or in-services within the first six months of being hired.
KNOWLEDGE OF:
• The appropriate subject matter, program and special instructional or communication procedures
• The individual differences in children
• Correct English usage, spelling, grammar, punctuation, and mathematics
• General classroom procedures, practices, and equipment
• Diverse academic, socioeconomic, cultural and ethnic backgrounds of students with special needs
SKILL IN:
•Applying special instructional or communication procedures
•Following oral and written directions
•Communicating clearly both orally and in writing
•Recordkeeping
•Establishing and maintaining cooperative working relationships with school staff, students and parents
•Reading, writing, and arithmetic
•Keeping school and student matters confidential
ABILITY TO:
•Perform the duties with or without accommodation
•Learn and interpret rules, policies, regulations, and procedures
LICENSES:
• A valid California Driver’s License may be required. Current certification in cardiopulmonary resuscitation (CPR) and First Aid required
NONDISCRIMINATION: The Mt. Diablo Unified School District prohibits discrimination, harassment, intimidation, and bullying based on actual or perceived ancestry, age, color, disability, gender, gender identify, gender expression, nationality, race or ethnicity, religion, sex, sexual orientation, actual or potential parental, family, marital status, or association with a person or a group with one or more of these actual or perceived characteristics. Questions, concerns or complaints regarding compliance with Title IX student issues, please contact the Title IX Compliance Officer, Wendi Aghily, Chief of Pupil Services and Special Education, at 1936 Carlotta Drive, Concord, CA 94519, by phone (925) 682-8000, or email at [email protected]. Questions, concerns or complaints regarding compliance with Title IX employee issues, please contact the Chief of Human Resources, John Rubio, at 1936 Carlotta Drive, Concord, CA 94519, by phone (925) 682-8000, or email at rubioj@mdusd. org. Questions, concerns or complaints regarding harassment, discrimination, intimidation and bullying, please contact the Equity Compliance Officer, Jennifer Sachs, Executive Director of Instructional Support, at 1936 Carlotta Drive, Concord, CA 94519, by phone (925) 682-8000, or email at [email protected].
George Washington: Life Before the Presidency
On February 22, 1732, Mary Ball Washington gave birth to the first of her six children, a boy named George. George’s father, Augustine, had been married once before and had three older children from his previous marriage. Over the next several years, the large family moved a few times, before settling at Ferry Farm on the banks of the Rappahannock River near Fredericksburg, Virginia.
When George was eleven, his life changed radically. His father died, and George’s older brothers inherited most of Augustine’s estate, including Little Hunting Creek Plantation, which later became Mount Vernon. George inherited one of the smaller estates and ten enslaved individuals who worked the farm.
Without a large inheritance, George relied on his family and connections to make his way in the world. Unlike his older brothers, he did not have the opportunity to study at a university. He spent his teenage years learning how to manage a plantation from his mother and mastering the science of surveying with the assistance of his neighbor, Colonel William Fairfax.
In 1751, George accompanied his favorite older brother, Lawrence, on a trip to Barbados. While in the Caribbean, George came down with smallpox. He survived and left the island with lifelong immunity, but the disease probably left him unable to father children and with a firsthand conviction about the dangers of the disease.
The trip to Barbados was also formative for Washington’s future. He toured the military structures on the island and was increasingly interested in a military career. Initially, George wanted to join the British Navy, and Lawrence promised to help secure him a position. Mary, George’s mother, had strong reservations about the physical abuse her son might receive in the navy and the limited possibilities for advancement. She was probably right, as life in the navy was often brutal and short-lived.
With his dreams of naval glory dashed, Washington looked west.
Early Career
By George’s seventeenth birthday, he received his first official commission to survey Culpeper County. He had learned the skills under the supervision of Colonel William Fairfax, his neighbor and one of the leading figures in Virginia. Just a few years later, Washington had completed almost 200 surveys of more than 60,000 acres.
In 1752, George’s older brother Lawrence died, and Washington appeared to lose interest in surveying as a profession and pursued a military career instead. In October 1753, he offered his services to Lieutenant Governor Robert Dinwiddie of Virginia, who planned to send an emissary to meet with the French in the Ohio Valley. The governor accepted Washington’s offer, and he headed west. Over the next few months, Washington became convinced that the French were planning a large military force to attack the British. Eager to warn Dinwiddie, George left the protection of the expedition and made his way on foot with one guide for company. After nearly drowning, freezing, and starving, he arrived in Williamsburg on January 16, 1754.
For his daring service, Washington was promoted to lieutenant colonel and ordered to raise men for an upcoming mission to drive the French out of the Ohio Valley. On his way to the Monongahela River, Washington encountered a French scouting party and determined that they had to be stopped before they revealed his location. He met up with Tanacharison, a local Native American chief, and they made their way to a French camp at Jumonville Glen. According to Washington’s later retelling of the events, when Washington intended to accept the French surrender, the Native American forces attacked and scalped many French soldiers. During the attack, the French commander, Sieur de Jumonville, was killed.
After the attack, Washington hastily built a small defensive enclosure he named Fort Necessity. On July 3, 1754, French forces surrounded the fort, and by the end of the day, Washington asked for terms of surrender. The French allowed the British forces to leave the fort in return for admitting to the assassination of Jumonville, an official ambassador. The terms were written in French, which Washington could not read. Washington never accepted this explanation, insisting that the French forces were spies and that the terms were unclear. The attack marked the start of the Seven Years’ War.
After the debacle at Jumonville, Washington joined Brigadier General Edward Braddock’s official family as an aide-de-camp. He accompanied Braddock on his march out west to capture the French Fort Duquesne (now Pittsburgh). French and Native American forces attacked the British line, killing most of the British officers and inflicting horrific casualties during the Battle of Monongahela. Washington won acclaim and promotion for his courage under fire and his efforts to manage an unruly retreat. For the next several years, he served as commander of the Virginia colonial forces before returning his commission at the end of 1758.
Mount Vernon
After leaving the military, Washington had a new position, a new fiancé, and a new home that demanded his attention. He won election to the Virginia House of Burgesses and took his seat in February 1759—one month after his wedding to the wealthy widow Martha Custis. The marriage was advantageous for George’s prospects, but also appears to have developed into a love match, or an amiable partnership at the very least. They wrote and spoke of each other with affection and desired each other’s company.
After their wedding, George and Martha resided at his plantation, Mount Vernon, which he had inherited when Lawrence’s widow died in 1761. Washington had grand plans for his new endeavors as a plantation owner. Over the previous several years, he had purchased dozens of enslaved individuals, and Martha brought 84 of the 300 enslaved laborers she owned to Mount Vernon, which added more manpower for the house and fields. Washington planned to expand the land and the house and revolutionize the farming practices. He began by purchasing lands surrounding the original 3,000 acres of the Mount Vernon estate, starting in 1757. By the time of his death, he owned nearly 8,000 acres.
Washington also quadrupled the size of the original house, from a one-and-a-half story, four-room house, to a 11,000-square-foot mansion, and he updated all the finishings and furnishings. Martha’s wealth funded the improvements, and she likely contributed to the décor and design decisions.
As Washington expanded his home to reflect his elite status, he also reformed his farm’s operations. He was one of the earliest plantation owners to recognize that tobacco damaged the soil. Spurred on by the falling prices, Washington ordered his enslaved laborers to switch over to grains, and he experimented with the latest techniques of fertilization and crop rotation methods.
Although Washington employed overseers to monitor the daily work of the enslaved workers in the field, he also assumed an active role in plantation supervision. He demanded regular reports of worker productivity and rode a large loop on horseback every day to check on the far corners of his estate.
Revolutionary War
Despite the Washingtons’ wealth, they found themselves in debt to British merchants due to the mercantilist system which governed the British Empire. The British government forced colonies to buy from and sell to British merchants, and the distance across the Atlantic Ocean exacerbated the inequalities within the system. For example, Washington sent his tobacco to a British merchant, who offered a low price. But by then, the tobacco was already in port, and Washington had no leverage. Similarly, he ordered fine goods like clothes, shoes, and jewelry from retailers in London, who supplied the goods and the bill. Again, Washington was forced to accept their prices. Washington was very sensitive about his status and honor and chafed at his inferior economic position.
These tensions boiled over when the British Parliament passed a series of taxation measures to pay down the debt accrued during the Seven Years’ War. From the British perspective, they had spent a fortune defending the colonies from the French. They believed that the colonists should contribute to these expenses. Additionally, colonists’ taxes were quite low—a fraction of what citizens in England paid.
But many colonists saw the taxes as confirmation that Britons viewed them as second-class citizens. The colonists had contributed to their own defense during the Seven Years’ War, and now Parliament demanded they contribute yet again.
Washington was not known for his oratory skills, but he encouraged the House of Burgesses to resist the taxation measures, and he personally abstained from purchasing British goods as part of a non-importation agreement. Colonists in Massachusetts went one step further. On December 16, 1773, a group of colonists boarded ships carrying East India Tea and dumped 342 chests of tea into the harbor. In retaliation, the British Parliament passed the Coercive Acts, also known as the Intolerable Acts. The acts closed the port of Boston and revoked self-government in Massachusetts until the colony paid restitution for the damaged tea.
These extreme measures appeared to punish the entire colony for the actions of a few unruly rebels, and they reminded the colonies that they were subjected to the whims of the British government. To formulate a unified response, the colonies agreed to send representatives to a Continental Congress. As one of the first delegates from Virginia, Washington agreed to form a Continental Association to manage communication between the colonies about the economic boycott of British goods. The delegates also crafted a petition to the king, imploring him to repeal the Intolerable Acts.
While the colonists waited for a response from the king, which never arrived, events in New England once against accelerated the conflict. In April 1775, British soldiers and local patriot militia clashed in Lexington and Concord, Massachusetts. The war had officially begun.
Commander-in-Chief
On June 14, the Second Continental Congress created the Continental Army. The next day, Thomas Johnson of Maryland nominated Washington as the first Commander-in-Chief. The delegates supported Washington’s nomination because he was one of the most experienced military commanders in the colonies. But his loyalty was also unquestioned, as he was born in North America and had never served in the British Army. Plus, he was a Virginian. Cooperation and unity among the colonies were required if they were going to win the war. Virginians were from the largest state and more likely to support the cause and the army if one of their own was at the helm.
Although Washington accepted the commission with the expected humility, he also welcomed the command. His choice to wear a uniform to the convention was no accident. After accepting the position, he wrote to Martha, “I could not think of departing from [Philadelphia] without dropping you a line; especially as I do not know whether it may be in my power to write again… I retain an unalterable affection for you, which neither time or distance can change. ” He then made his way to Cambridge, Massachusetts, to meet the troops already fighting the war against the British.
Washington was sorely disappointed by the army that greeted him upon his arrival at headquarters. The troops were disorganized, the conditions unsanitary, discipline was in short supply, and the officers were squabbling amongst themselves over their titles. His first course of action was to enforce some semblance of order on the amateur army.
He then turned his attention to the stalemate in Boston. The Americans forces had settled in defensive positions on the hills surrounding Boston, while the British forces were holed up in Boston. Washington sent Henry Knox, one of his favorite generals, to retrieve recently captured artillery from Fort Ticonderoga. Once Knox completed the mission, Washington ordered his forces to install the artillery overlooking the Boston Harbor—in secret, in the dead of night. General Thomas Gage, the British commander, abandoned Boston once he discovered his navy was in the line of fire.
The American victory at Boston validated the cause for independence and proved the Battles of Lexington and Concord were not a fluke. But by the end of 1776, American spirits were suffering. Washington planned one last-ditch effort to boost morale. Many of his troops’ enlistments were about to expire, and nearly half of his army would disappear on January 1. Additionally, Washington knew the fledgling nation needed an emotional victory before the army entered winter camp.
Under the cover of night on Christmas, Washington and the ragged American forces crossed the Delaware River, attacking and defeating the British troops in Trenton, New Jersey. A few days later, General Charles Cornwallis counterattacked, but Washington escaped and marched on British reinforcements at Princeton. With the element of surprise, the Continental Army won back-to-back victories. Although the battles did not alter the course of the war, they offered powerful encouragement to a disheartened people.
Although Washington won important battles, such as Boston, Trenton, and Princeton, he lost more. The British forced him to abandon forts, artillery, and eventually New York City during the summer of 1776. The following year, the British sailed south and captured Philadelphia, forcing Congress to flee west. After enjoying the comforts and entertainment the city had to offer, the British Army abandoned Philadelphia. As they marched back to New York in 1778, Washington attacked the rear of the British line and was defeated at the Battle of Monmouth.
Without the benefit of a navy, Washington could not have held New York City or Philadelphia indefinitely, but strategic errors exacerbated his losses. In New York, he divided his forces and failed to properly reconnoiter the terrain. In Philadelphia and at the Battle of Monmouth, he devised battle plans too complicated for his army to execute.
Despite the mounting losses, the army survived, thanks to Washington’s other leadership strengths. He might not have been a great tactician, but he was a brilliant manager. From the beginning of Washington’s command, he understood his own limitations and surrounded himself with talented subordinates who brought expertise and experience that supplemented his own. He then cultivated good relationships and an esprit de corps among his troops.
Washington remained with the army for the duration of the war and never moved into comfortable winter quarters until his troops had their lodgings established. He refused a salary for the duration of the war and lobbied Congress for the army’s salary and pensions. The troops adored Washington for his commitment to them. Washington also cultivated a family atmosphere every winter. At his insistence, Martha and many of the officers’ wives joined them at winter quarters, where they hosted holiday balls and riding parties to foster a personal connection.
Foreign allies proved to be a critical part of the officer corps. Foreign officers, like Baron von Steuben, offered their expertise on drilling and helped whip the Continental Army into a sophisticated fighting force, while the Marquis de Lafayette brought much-needed funds and served as a diplomatic link to France.
Lafayette’s effective lobbying helped bring the French into the war, which made the conflict an international one and forced British forces to defend the mainland, as well as their holdings in the far east and the Caribbean. No longer could they direct their undivided attention toward their wayward North American colonies.
Washington also showed a willingness to evolve—how he thought about the army, his tactics, and his strategy. From almost the very beginning, Washington struggled to feed, clothe, and arm his forces, let alone find enough men to serve. To meet the demand, many northern states encouraged the enlistment of free and enslaved Black Americans, and many offered freedom in return for service for the duration of the war. Concerns about slave uprisings stymied similar measures in the South, but even southern states allowed free Black Americans to serve toward the end of the war. Black Americans also played an oversized role in the first American Navy, including 150 Black men in Virginia alone.
Initially, Washington opposed enlisting Black men as soldiers. But the shortage of soldiers forced him to reconsider this position, and the valor of Black troops challenged many of Washington’s ideas about race. Prior to the war, Washington showed little compunction about buying and selling enslaved individuals. But as the war progressed, he began to consider the injustices of slavery and the possibility of free Black Americans. After the war, he committed to keeping families together on his plantation and refused to buy or sell additional individuals. This evolution would continue over the course of his presidency and his retirement.
Washington also showed flexibility when it came to the direction of the war. By 1780, the war in the North had settled into a stalemate, and King George III and his ministers believed that the southern population remained loyal to the crown and hoped that Loyalist militias would flock to support a British attack. From December 1778 to the fall of 1781, the British Navy captured Charleston, South Carolina, and Savannah, Georgia, laid waste to ports along the Virginia coast, and invaded deep into the Virginia countryside.
Victory at Yorktown
Washington sent his best general, Nathanael Greene, to conduct a guerilla-style campaign against General Charles Cornwallis in the South. While Cornwallis won many of the skirmishes, Greene extracted a heavy cost and forced Cornwallis to retreat from North Carolina to Virginia to recoup his losses. Cornwallis made camp on the tip of a peninsula, near Yorktown, and waited for the British Navy to arrive with supplies and troops from General Henry Clinton in New York.
While Washington proposed recapturing New York City, the French commanders had other ideas. The French army commander, the Comte de Rochambeau, reported to Washington, but in name only. Washington needed the French Navy, led by the Comte de Grasse, to launch a successful attack on a British position. Both de Grasse and Rochambeau preferred to take on the British in the Chesapeake Bay.
While the combined Franco-American forces marched south, the French fleet sailed from the Caribbean and drove the British Navy from the Chesapeake Bay. The French naval victory at the Battle of the Chesapeake closed off Cornwallis’s means of escape and the ability to supply his forces by water. On September 14, Washington arrived in Williamsburg, Virginia. Over the next several weeks, the French and American artilleries bombarded the British position, while the armies dug trenches closer and closer to the British lines. Finally, on October 17, a white handkerchief of surrender flew over the British wall.
After the overwhelming victory at Yorktown, Washington returned with his army to New York, where they set up headquarters just out of reach of the British, who were still holed up in the city. Although the fighting in North America had mostly stopped, Washington remained on guard against British trickery. He also worked to keep boredom at bay amongst the troops, as a restless and bored army could prove dangerous.
Washington’s concerns came to fruition in early 1783, when a group of officers conspired to challenge the Confederation Congress, an event which became known as the Newburgh Conspiracy. Most soldiers, both infantry troops and officers, were owed months, if not years, of back pay. They worried that Congress might attempt to disband the army without paying its debts when the war came to an end. Washington rushed to defuse the tensions by convening a gathering, where he delivered an address and shared a letter of support from Congress. To read the text, he pulled out his glasses and said to his men, “Gentleman, you must pardon me, for I have not only grown gray but almost blind in service to my country.” This theatrical tug on the soldiers’ heartstrings diffused any plot to overthrow the civilian government.
Six months later, American diplomats signed the Treaty of Paris, ending the Revolutionary War and securing independence for the colonies from Great Britain. In December 1783, Washington traveled to Annapolis, Maryland, and returned his commission to Congress. In the age of dictators, military despots, and monarchs, his voluntary surrender of power was extraordinary.
The American victory in the war was the product of three critical factors. First, Washington quickly grasped that if the army survived, so too would the cause for independence. Second, the American colonies were too large and dispersed to invade and subdue, especially because Britain wanted to wage a war for hearts and minds, but they could not retain good relations with the colonists and suppress a rebellion through force. Finally, French participation forced Britain to wage a war on several fronts, stretching its supply chains across the globe.
New Nation
The United States declared itself independent in July 1776, but the Treaty of Paris transformed that imagined independence into a reality. Congress had incurred considerable debt equipping and feeding the army, purchasing ammunition, and waging war. Now that the fighting was complete, that debt was due. The coffers were empty however, and the economy was in shambles.
European empires and Native American nations lingered in the wings, eager to take advantage of US weakness. Spain denied American ships access to the Mississippi River, which farmers depended on to transport their goods for sale. British forces encouraged Native American nations to defend their homelands from white encroachment and supplied funds and arms for these attacks.
Westerners demanded Congress address their security and economic needs, which placed Congress in a bit of a bind. People in the eastern regions did not share the same concerns, and they refused to pay for an army to defend the western border when settlers were responsible for instigating conflict with Native American nations. They also preferred Congress focus on negotiating treaties that would open Caribbean and European ports to Americans merchants, rather than the Mississippi River. As tensions between different regions increased, European empires encouraged troublemakers to consider seceding from the new country and returning to their protection.
Congress had no ability to address any of these rising tensions because it had no money to pay its existing debts, fund an army to protect western settlements, or pay for diplomacy. The Articles of Confederation did not authorize Congress to collect taxes. Congress could approve requisitions, basically requests, but it had no enforcement power, making the requests optional. By the mid-1780s, the states ignored the requisitions and focused on paying down their own debts instead.
Washington had long foreseen that congressional limitations would be a problem. As he prepared to return his commission in 1783, he wrote a circular to the governors of the states urging them to adopt the requisite reforms to empower Congress to govern. The states did not heed his warning. Even if some states favored reform, it was not an option. Amending the Articles of Confederation required unanimous consent—which states refused to give.
Shays’ Rebellion
In 1786, Congress’s impotency came to a head when a group of farmers, led by Revolutionary War veteran Daniel Shays, shut down the courts in western Massachusetts to prevent the seizure of local farms for overdue tax bills. The Massachusetts government pleaded with Congress to send troops to quell the rebellion, but Congress had no funds to pay for troops and left Massachusetts to its own devices.
The government’s inaction horrified Washington who wrote to his friend Henry Knox, “If government shrinks, or is unable to enforce its laws; fresh manœuvres will be displayed by the insurgents— anarchy & confusion must prevail.”
The revolt was crushed after wealthy Boston merchants raised a private army, but the event convinced many Americans that serious reform was needed. Accordingly, Congress sent out invitations for a convention in Philadelphia in the summer of 1787.
Constitutional Convention
Many leaders understood that Washington’s participation was essential to the convention’s success, and the Virginia state legislature agreed and included his name on the slate of delegates. With much reluctance, Washington departed Mount Vernon on May 9. Official quorum for the convention was reached on May 25, and the delegates elected Washington as president of the Constitutional Convention. As president, Washington attended every single session.
Several debates dominated the discussions at the Convention: the proper balance of federal power versus state power; the balance between executive versus legislative power; the balance between big versus little states; and the role of slavery in all the previous equations.
After rebelling against a king, Americans had been reluctant to create another strong centralized power. However, the Articles of Confederation had demonstrated that a weak federal government would not work either. To address these dueling motivations, the delegates agreed to give key powers to the federal government—like raising funds, organizing a national army, dictating foreign policy, and enforcing the laws—but then also included a specific clause that reserved the remaining powers to the states.
Although Congress agreed on this compromise, many “anti-Federalists,” or those opposed to stronger federal power, still worried about the potential for federal overreach. This criticism later threatened to derail ratification. In response, Madison helped pass the first ten amendments to the Constitution in 1789, known as the Bill of Rights, which guaranteed personal liberties against federal encroachment.
The second debate focused on how authority would be delegated in a strong federal government. The war experience had convinced many that Congress was too inefficient to make many decisions quickly, but a strong single executive resembled a monarchy. The delegates compromised by giving both branches important powers, as well as the ability to check each other through vetoes and impeachment.
The delegates then turned their attention to apportioning power in Congress among the states. Small states, like Delaware and Vermont, worried larger states, like Virginia and New York, would bully them. On the other hand, bigger states wanted their larger populations to provide more voting power. After months of debates, the delegates agreed to base House of Representative apportionment on population, which would give more power to larger states, but each state would receive equal representation in the Senate.
Complicating all these debates was the ever-present specter of slavery. Southerners demanded the enslaved populations in their states count toward the population numbers. While many of the northern states had larger populations and more influence in 1787, the expanding enslaved population in the South threatened to dominate the House of Representatives in the future. Yet, northerners worried if they did not compromise, southern delegates would leave the convention, ending all hope of reform. They compromised and agreed to count enslaved individuals as 3/5 of a white individual for the purpose of representation in Congress.
Even if they had wished to, the delegates could not ignore slavery. Many of the delegates brought enslaved servants to Philadelphia to prepare food, mend clothing, care for their horses, and run errands. Additionally, a large population of free and enslaved Black Americans lived and worked in Philadelphia. Even in a northern city such as Philadelphia, slavery was entwined with every aspect of life.
While the final product was not everything Washington had hoped, he wrote to his friends that he “sincerely believe[d] it is the best that could be obtained at this time.” Washington’s contributions to the convention were twofold: his presence lent the convention credibility and his support helped secure ratification of the proposed Constitution.
On September 17, the convention wrapped its proceedings and submitted the Constitution to Congress for its consideration. Washington penned a cover letter expressing his support and included his signature as an effective endorsement of the project. After returning to Mount Vernon, Washington continued his efforts. He sent copies of the Constitution to his network urging their support. When he read articles or pamphlets that argued in favor of ratification, he forwarded them to editors and encouraged their publication.
The proposed Constitution provided for a single elected executive. Everyone knew if the states ratified the Constitution, then Washington would be the first president. Americans had trusted him with enormous authority once before and believed they could do so again.
Kannapolis, NC
The Kannapolis logo contains the Colonial Williamsburg dome architectural style. [7]
Kannapolis (/kəˈpæpəlɪs/) is a city in Cabarrus and Rowan counties, in the U.S. state of North Carolina, [1] [2] northwest of Concord and northwest of Concord east of Charlotte and is suburb [8] in the Charlotte metropolitan area. The city of Kannapolis was incorporated in 1984. At the 2010 census, the population was 42,625. [9] making Kannapolis the 20th largest city in North Carolina. It’s the home of the Kannapolis Cannons, the Class A baseball affiliate of the Chicago White Sox, and it’s the hometown of the Earnhardt racing family. Downtown is home to the North Carolina Research Campus, a public-private enterprise focusing on food, nutrition, and biotechnology research.
Contents
1 History
1. 1 Name
1.2 National Register of Historic Places
2 Geography
3 Education
3.1 K-12
3.2 Higher education
4 Research campus Northern Carolina
5 Museum
7 Parks and rest and vacations
7 7 Parka 7.2 Private
8 Sports
9 Transport
10 Film
11 Famous people
12 Recommendations
13 further reading
14 external link
History
Name
The town’s early meaning and use was a direct reference to the Cannon Mills Corporation, or James William Cannon himself. Early published variations of the names include “Cannon-opolis” and “Cannapolis”. The widespread origin of the word “Kannapolis” comes from a combination of the Greek words kanna (reed, not loom) and polis (city), which some believe meant “City of looms”. [10] Dr. Gary Freese, Catawba College Chair of History and Politics, said the Concord Newspaper used the name “Cannon City” in 1906. After factory workers or newspapers named the city Cannapolis, J.W. Cannon asked Cabarrus to be authorized to name the city, but beginning with the letter “K”. Kannapolis historian Norris Dearmon said that the letter K could distinguish the city from its mill village of Concord. Because, as Freese said, “Jim Cannon did not learn Greek,” Cannon did not refer to the city as “the city of the looms.” [11] In 1906, J. Cannon purchased the land that later became Kannapolis and acquired a total of 1,008 acres in Cabarrus and Rowan counties. Approximately 808 acres of farmland purchased along the historic wagon road between Salisbury and Charlotte became the site of a new textile factory, Cannon Manufacture. Cannon Manufacturing began in 1908. In 1914, Cannon Manufacturing became known as the world’s largest manufacturer of sheets and towels. Shortly thereafter, Mr. Cannon opened factories in Rowan County, Concord and South Carolina, employing 20,000 workers. Mill founder J. Cannon’s youngest son, Charles A. Cannon, at 1928 merged all the individual factories into the giant company Cannon Mills.
National Register of Historic Places
The Meek House and Harvey Jeremy Peeler House are listed on the National Register of Historic Places. [12]
Geography
Kannapolis is located on the border of the counties of Cabarrus and Rowan, with most of its territory located in the county of Cabarrus. U.S. Route 29 (Cannon Boulevard) passes through the city east of downtown; USA 29leads northeast 15 miles (24 km) to Salisbury and south 7 miles (11 km) to Concord. Interstate 85 circles the city from the south and east, entry is through exits 54 through 63 (five exits in total). I-85 leads northeast 65 miles (105 km) to Greensboro and southwest 21 miles (34 km) to Charlotte.
According to the US Census Bureau, the city has a total area of 32.5 square miles (84.2 km2). 2 ), of which 31.9 square miles (82.7 km 2 ) is land and 0. 58 square miles (1.5 km 2 ), or 1.73%, is water. [9]
Education
K-12
Kannapolis City Schools is the primary education system in the city. Two additional systems also serve its jurisdiction: Cabarrus County Schools and the Rowan–Salisbury School System.
Faith Christian Academy (FCA) is a private non-profit Christian educational institution operated by the Faith Baptist Church. Faith Christian Academy offers a combination of the A Beka program (K5 – 2ᴺᴰ grade) and the Alpha-Omega Computerized Individualized Education Program (3ᴿᴰ – 12ᵀᴴ grade). FCA was organized at 1982 year.
Franklin Heights Christian Academy (FHCA) is a private non-profit Christian educational institution operated by the Franklin Heights Baptist Church. FHCA was organized in 2009. This school is now closed.
Higher education
Shaw University has a correspondence department in Kannapolis offering bachelor’s, master’s and advanced degree programs.
Christian College Ambassador has a campus in Kannapolis offering bachelor’s and master’s degrees in theology. The school was founded in 2003 by Dr. Keith Slough.
North Carolina Research Campus
David H. Murdoch’s main laboratory at the North Carolina Research Campus
The North Carolina Research Campus in Kannapolis houses a 350-acre (140 ha) research facility. Corporations, universities and healthcare organizations have forged public-private partnerships at the intersection of human health, nutrition and agriculture, focusing on food and nutrition research and biotechnology. Partners include Appalachian State University, the David H. Murdoch Research Institute, Dole Nutrition Research Laboratory, Duke University MURDOC Research, General Mills, JC Med, Monsanto, NC A&T University, North Carolina Central University, North Carolina State University, UNC-Chapel Hill , UNC Charlotte, and UNC Greensboro.
David H. Murdock, owner of real estate company Castle and Cook and former CEO of Dole Food Company, and Molly Corbett Broad, President of Campus 16 The University of North Carolina on September 12, 2005, unveiled plans for a research campus as an economic recovery project covering the area the former Cannon Mills factory and the entire downtown Kannapolis.
Over the next few years, the North Carolina Research Campus was developed by Castle and Cook in collaboration with the University of North Carolina General Administration and several universities in North Carolina, including North Carolina State, UNC-Chapel Hill, and others. In 2008, faculty from NC State, UC Chapel Hill, UC Charlotte, UC Greensboro, NC A&T, NC Central, and Appalachian State moved into the UNC-Chapel Hill Nutrition Research Institute building , and Plants for the Institute of Human Health, operated by NC State. The buildings are owned by Castle and Cooke, which leases the space to the UNC system on a lease-to-own basis.
Funding for research and education at NCRC comes from federal and private research grants and donations that support individual labs, as well as from the state of North Carolina, which covers general operating expenses and the salaries of faculty and support staff. Funding from the Legislative Assembly is paid to individual universities to support their activities in the NCRC.
The David H. Murdoch Research Institute, a nonprofit research institute, operates the Core Lab, which offers genomic sequencing, metabolic profiling, and other research services.
Demography
Historical population
Census
Pop.
%±
1990
29,696
—
2000
36,910
24.3%
2010
42,625
15.5%
2019 (est.)
50.841
[4]
19.3%
The ten -year census of the USA [13]
as of the census [5] 9000 in the city in the city in the city in the city in the city in the city people, 14,804 households and 10,140 families. The population density was 1,236.5 people per square mile (477.4 / km 90,003 2 90,004). There were 15,941 housing units at an average density of 534.0 per square mile (206.2/km 2 ). The racial makeup of the city was: 77.74% White, 16.45% Black or African American, 6.33% Hispanic or Latino, 0.86% Asian American, 0.34% Native American, 0.01% Native Hawaiian or Other Pacific Islander, 3.43% some other race, and 1.16% two or more races.
There were 14,804 households out of which 30.0% had children under the age of 18 living with them, 50.4% were married couples living together, 13.5% were females living with no husband present, and 31.5% don’t have a family. 26.5% of all households were made up of individuals and 11.4% had someone living alone who was 65 years of age or older. The average household size is 2.46 and the average family size is 2.96.
In the city, the population was spread out, with 24.2% under the age of 18, 9.0% from 18 to 24, 30.4% from 25 to 44, 20. 8% from 45 to 64 and 15.6% who are 65 years of age or older. The average age was 36 years. For every 100 women, there were 93.7 men. For every 100 women aged 18 and over, there were 90.0 men.
The median income for a household in the city was $35,532, and the median income for a family was $42,445. Men had a median income of $30,990 compared to $23,277 for women. The per capita income for the city was 17,539dollars. About 7.7% of families and 10.5% of the population were below the poverty line, including 14.6% of those under the age of 18 and 10.7% of those aged 65 and over.
Museums
Curb Music and Motorsport Museum
Parks and Recreation
Public
There are several public recreation areas in Kannapolis. These include parks, sports fields and green paths. One public park in the city, Vietnam Veterans Park (formerly Cabarrus North Park) is maintained and operated by Cabarrus County. [14]
Park of Walter M. Safrita 9007 9007 on Irish Creek (formerly Kannapolis Country Club) [15]
Kannapolis Recreation Park [16]
Athletic
Kannapolis Guns, Chicago C.A.9 Baseball Branch0026
Stuart-Haas Racing, a NASCAR Cup Series team created by Gene Haas
Haas F1 Team, a Formula One team also created by Gene Haas
Transportation
km) northeast of Charlotte.
Concord Kannapolis Area Transit, also known as Rider, offers several local bus routes, the farthest point of which reaches Concord Mills Shopping Center.
The Charlotte Public Transportation System (CATS) provides several transportation options, including bus, van, or carpool. CATS provides a bus stop and parking at the Kannapolis’ Home Depot parking lot.
B The Kannapolis Amtrak Station is located at 201 South Main Street. [17]
Film
In 2004, a silent film about Kannapolis, showing the everyday behavior of ordinary people, which was made in 1941 by itinerant filmmaker H. Lee Waters, was selected by the Library of Congress for listing in the US National Film Registry. as a representative of this type of captured “city portrait”, popular in the 30s and 40s. [18] [19] [20] The film can be seen in the digital collections of Duke University Libraries.[1]
Notable People
Tavis Bailey, Olympic Discus Thrower representing Team USA
George Clinton, Parliament-Funkadelic leader
Dale Earnhardt, former seven-time NASCAR champion
Dale Earnhardt, Jr., owner of the team, NASCAR author, former team owner and NASCAR Analyst on NBC
Kerry Earnhardt, former NASCAR 9 driver0026
Ralph Earnhardt, former NASCAR driver
Carl Ford, member of the North Carolina Senate [21]
Daniel Hemrick, current NASCAR driver
Ethan Horton, former NFL hard-end
songwriter Cameron Marlowe style country music
Glenn McDuffie, retired WWII sailor, item picture VE Day in Times Square
James McDuffie, Senator from North Carolina
Kelly Earnhardt Miller, businesswoman and vice president of JR Motorsports [22]
Melissa Morrison-Howard, track hurdler and winner of two Olympic bronze medals [23]
Mike Morton, NFL linebacker and Super Bowl XXXIV champion with the St. Louis Rams [24] 9002 Ender , NFL offense [25]
Elizabeth Safrit, journalist and Miss World America 2014
Corey Seeger, MLB stop for Los Angeles Dodgers
Kyle Seeger, MLB third baseman for Seattle Mariners 9 Haskel Stanback statistics. Pro-Football-Handbook . Retrieved November 2, 2020.
further reading
Minchin, Timothy J., “He shook this town to the knees”: Pillowtex factory closures in Kannapolis, NC, and the decline of the US textile industry”, Labor History 50 (August 2009) , 287–311
Vanderburgh, Timothy W. Cannon factories and Kannapolis: enduring paternalism in a textile city (University of Tennessee Press; 2013) 255 pages
Kannapolis News Clipping Guide 2006-2008.
3O younger than 3O – Forbes Kazakhstan
photo: Jamel Taupin
Left to right: Trip Adler, Nick Borg, Jamail Larkins, Meg Gill, Lucas Daplan, Shiza Shahid, Nate Levine, Palmer Lucky, Brian Wong, Divia Nag
Energy and industry
Jamail Larkins
Founder of Ascension Air Management
Age: 29
At the age of 12, Jamail made his first airplane journey and immediately fell ill with aviation. As a teenager, the future entrepreneur sold instructions for using aircraft equipment and loved attending air shows. In 2006, Larkins co-founded an aircraft sales business. Today, his company, Ascension Air, generates $8 million in annual profits and is the leading regional distributor for Cirrus Aircraft, the world’s largest manufacturer of piston-powered aircraft. Because the most popular aircraft of its kind costs $850,000 and pilots only fly a few days a month, Larkins mostly sells the aircraft on a fractional basis.
Jury:
Forest Basket, General Partner, NEA
Bre Pettis, Executive Director, MakerBot
Kenneth Madlock, Senior Director, Center for Energy Studies, Rice University Concord” of Air France, a symbol of elite aviation of the 80s.
Vince Alessi | 25
Founder of Covaron Advanced Materials
Miles Barr | 29
Co-founder of Ubiquitous Energy
Eliza Beckton | 29
ReFresh Water co-founder
John Bissell | 28
Co-founder of Micromidas
David Cohen-Tanugi | 26
MIT Ph. D.
Jacob De Witte | 28
UPower Founder
David Duell | 27
Co-founder of ReGreen
Jason Ethier | 26
Co-founder of Dynamo Micropower
Aaron Fairstein | 28
BucketFeet co-founder
Daniel Fong | 26
Co-founder of LightSail Energy
Eden Full | 21
SunSaluter founder
Bryce Goodman | 28
Co-founder of BlueOak Resources
Ben Kaufman | 27
Founder of Quirky
Adam Kell | 25
FlameStower co-founder
Adam Hahn | 29
Founder of Akhan Tech
Isha Hare | 18
Young Scientist Award Winner, Intel International Science and Engineering Fair
Andrew Kryukov | 26
Building Robotics co-founder
Daniel Marin, Andrew Ponets, Darren Howe | 20, 20, 20
Co-founders of Dragonfly Systems
Jessica Matthews | 25
Co-founder of Uncharted Play
Sophie Nee | 27
Takachar co-founder
Bill Remote | 25
Executive Director Pulte Capital/Detroit Blight Authority
Lee Redden | 28
Co-founder of Rice Energy
Raphael Rosen | 29
Carbon Lighthouse President
Allison Lamy Sawyer | 29
Co-founder of Rebellion Photoconics
Austin Stoffers, Jordan Shaw, Michael Fishman, Zach Shaw | 25, 25, 25, 27
PureFix Cycles co-founders
Jessie Vollmaer | 25
FarmLogs co-founder
Devin Walker | 29
COO
Trash 2 Cash-Energy
Taylor Wilson | 19
Nuclear Researcher, Thiel Fellow
Hollywood and entertainment
Olivia Wilde
Actress, social entrepreneur
age: 29
Any philanthropist knows that fundraising is hard work. In order to raise funds for charitable purposes, one has to convince donors over and over again of the significance of their initiatives. Hollywood star Olivia Wilde chose her own way by founding Conscious Commerce. This startup is partnering with brands to help them achieve win-win partnerships in the area of social responsibility. Thus, the profits from the sales of the Anthropologie dress go to finance women’s schools in India, and the limited edition handbags from Alternative Apparel “support” the education system of Haiti.
“I’ve always been an advocate for donations to important causes and have been inspired by the entrepreneurs of my generation who encourage people to spend their dollars wisely,” explains Wilde. In 2013, Conscious Commerce raised $100,000 for New Light, an Indian charity project that aims to support women and children in an impoverished area of Calcutta.
Olivia is also pursuing an acting career in addition to her charity work: her recent role in the film Drinking Buddies has received a lot of positive feedback.
Bing Chen | 27
Head of Global Development & Management YouTube
Ryan Coogler | 27
Director and writer
Lena Dunem | 27
Actress, writer, producer
Megan Ellison | 27
Founder of Annapurna Pictures
Dave Franco | 28
Actor, writer, director, singer
Ian Hecox, Anthony Padilla | 26, 26
Smosh founders
Grace Helbig | 28
Comedian
Stephanie German | 29
Vice President of Casting Twentieth Century Fox Television
Michael B. Jordan | 26
Actor
Anna Kendrick | 28
Actress
Jennifer Lawrence | 23
Actress
Tom Leach | 28
Vice President of Development and Broadcasting One Three Media
Deborah McIntosh | 29
WME Global Agent
Mickey Mayer | 29
JASH co-founder
Kelly Osbourne | 25
TV presenter
Tyler Peck | 24
Ballerina, New York City Ballet
Aubrey Plaza | 29
Actress
Issa Rey | 28
Writer, producer, director
Heather Rainier | 28
Comedy writer
Simon Rich | 29
Writer
Jason Ruse | 28
Animator
Taylor Schilling | 29
Actress
Nev Shulman | 29
Producer
Quvenzhane Wallis | 10
Actress
Andy Vile | 29
VP of Comedy Development Universal Television
Rebel Wilson | 27
Actress, writer, producer
Sport
Maria Sharapova
Tennis player
Age: 26
World No. 4 Maria Sharapova will return to her native Sochi this winter to work as an NBC correspondent during the Olympics. It was not without reason that the American network decided to make the Russian woman its face during the Games, because Sharapova knows how to make money. Last year, she became the highest paid female athlete in the world according to Forbes with an annual income of $29.million, of which $23 million came from off-court transactions.
The four-time Grand Slam winner has in recent years signed long-term advertising contracts with brands such as Porsche, Motorola, Tiffany and Nike (the latter even created a Sharapov-inspired clothing line). In 2013, the athlete opened her first business: Sugarpova sweets appeared on store shelves around the world and have already brought the tennis player about $6 million. “Business has always been my passion. And I’ve always been sweet. After all, a tennis career is just a small part of my life,” Sharapova admits.
Jury:
Peter Guber, co-founder of Golden State Warriors
Joseph A. Bailey, managing director of RSR Partners
Shawn McBride, senior vice president of Ketchum Sport & Entertainment
| 23
Ayasdi Consultant
Jonathan Amuna | 29
Winston & Strawn Partner
Alana Blanchard | 23
Surfer
Michael Bradley | 26
Midfield AS Roma
Drew Cannon | 23
Boston Celtics Basketball Operations Analyst
Sidney Crosby | 26
Pittsburgh Penguins center
Andrew Danes | 27
Preplay Sports co-founder
Mike Disner | 28
Director of Football Administration Arizona Cardinals
Kevin Darant | 25
Oklahoma City Thunder Forward
Brittney Greener | 23
Phoenix Mercury Center
Rob Gronkowski | 24
New England Patriots player
Brice Harper | 21
Washington Nationals Player
LeBron James | 29
Forward The Recruit Scoop, Rivals
Shane Kupperman | 28
Director of Basketball Operations New Orleans Pelicans
Rowry McIlroy | 24
Golfer
Lionel Messi | 26
Forward FC Barcelona
Andy Murray | 26
Tennis player
Kei Nishikori | 24
Tennis player
Megha Parekh | 28
Jacksonville Jaguars Vice President
Derrick Rose | 25
Chicago Bulls Player
Ronda Rousey | 26
MMA Fighter
Maish Simon | 27
Co-founder of Pogoseat
Jonathan Taus | 25
Chicago Blackhawks Center
Mike Trout | 22
Player Los Angeles Angels of Anaheim
Lindsey Vonn | 29
Skier
Darrell Wallace | 20
Nascar Racer
Shawn White | 27
Snowboarder
Carolyn Wozniacki | 23
Finance
Lucas Daplan
Founder of Clinkle
Age: 22
Just a year after graduating from Stanford, Lucas Daplan runs one of America’s most talked about and controversial startups, Clinkle. The company is introducing an innovative model of financial transactions – using a digital wallet on smartphones. Daplan made a splash in Silicon Valley, raising $30 million from entrepreneurs like Richard Branson, Peter Thiel, and venture capital firm Andreessen Horowitz.
Until now, without revealing the details of his service to the general public, Lucas managed to recruit Netflix CFO Barry McCarthy to his team by offering him the position of COO. Blogs, however, are increasingly circulating rumors that key employees are already leaving the startup. Daplan, often ridiculed by journalists with his arrogance, says: “In the end, only one thing will matter – are people using our service? For us, the product is important, not the opinion of the press.”
Jury:
Jim Breyer, Partner, Accel Partners
Anthony Scaramucci, Founder of SkyBridge Capital
Adam Zoya, CEO Glocap
9063 | 29
Investment Research Analyst at Wells Fargo Private Bank
George Bachiashvili | 28
Founder Georgian Co-Investment Fund
Lucy Baldwin | 29
Managing Director Goldman Sachs
Sam Barnett | 24
Founder of SBB Research Group
Ganesh Betanabhatla | 28
Managing Director of Talara Capital
Tracy Britt Cool | 29
Assistant Chairman of Finance Berskshire Hathaway
Rushabh Doshi | 29
Trader DW Investment Management
Lee Drogen | 27
Founder of Estimize
Fred Ersam | 25
Co-founder of Coinbase
Eric Eisner | 29
Vice President Bank of America Merill Lynch Global Banking & Markets
Stephen Ansley | 29
Chapter Hellman & Friedman
Brian Feinstein | 28
Bessemer Venture Partners
Eugene Gohvat | 28
Portfolio Manager BlueCrest Capital Management
Cameron Horwitz | 29
Director of Research U. S. Capital Advisors
Kevin Kaiser | 26
Managing Director Hedgeye Risk Management
Cathy Keenan | 29
Blackstone Group Partner
Eric Chrome | 28
Founder Khrom Capital Management
Maximilian Kuss | 27
Founder of European Media Holding AG
John Lowe | 29
Head of Accel Partners
Karrin McLoughlin | 29
Vice President JPMorgan Chase
Chaitanya Mera | 28
Portfolio Manager Och-Ziff Capital Management
Neil Meta | 29
Founder of Greenoaks Capital
Vivek Ramasuomi | 28
Investment Analyst QVT Financial
Adam Rodman | 29
Founder of Segra Capital Management
Matthew Schonfeld | 26
Morgan Stanley Partner
Sam Shikiar | 28
Vice President of Goldman Sachs
Jeffrey Sun | 29
Managing Director Morgan Stanley
Andrew Silverman | 28
Goldman Sachs Vice President
Chris Yetter | 29
Head of Latin American Investments Falcon Edge Capital
Media
Trip Adler
Co-Founder of Scribd
Age: 29
An avid surfer, saxophonist, and Ph. D. in physics from Harvard, Adler is a versatile man. He believes that readers should broaden their horizons and think first about what to read, not what to buy.
Founded by Adler in 2007, Scribd allows users to share content and access unlimited eBook downloads for only $8.99 per month. The service has already entered into more than 100 partnership agreements with publishers, and its library has over 100 thousand titles of books. But the ambitions of the entrepreneur are not limited to this. “We want to be the #1 digital library in the world,” Adler says. With tens of millions of dollars in revenue and 80 million subscribers, Scribd no longer needs venture capital investment. “Now it is important for us to learn how to reinvest our profits in further business growth,” says Adler.
Jury:
Arianna Huffington, co-founder of Huffington Post Media Group
Ben Sherwood, president of ABC News
Shane Smith, co-founder of Vice Media
Pete Cashmore | 28
Founder of Mashable
Kelly Evans | 28
CNBC Anchor
Dan Fletcher | 26
Beacon co-founder
Matt Galligan | 29
Co-founder of Circa
Tavi Gevinson | 17
Rookie co-founder
Axel Hansen, Jonah Varon | 22, 22
Newsle co-founders
Jake Horowitz, Chris Alchek | 26, 26
PolicyMic co-founders
David Karp | 27
Tumblr founder
Ezra Klein | 29
Washington Post columnist
Dan Koch | 28
General Manager HuffPost Live
Chris Laverne, Alex Manin | 25, 29
Founder, COO Thought Catalog
Libby Loeffler | 28
Strategic Partnership Manager Facebook
Uzoamaka Maduka | 26
Co-founder of The American Reader
Claire Mazur | 29
Co-founder of Of a Kind
Brit Morin | 28
Founder of Brit + Co
Matt Mullenweg | 29
Founder of Automattic
Carolyn Penner | 28
Vice President of Communications Twitter
Tiffany Pham | 27
Director of Business Development, Strategic Initiatives and Partnerships CBS
Olenka Polak | 20
Co-founder of MyLingo
Sterling Proffer | 27
Vice Platform Director
Rachel Rosenfelt, 28
Co-founder of The New Inquiry
Melissa Rosenthal | 25
Director of Creative Services Buzzfeed
Kelly Schweitzer | 25
Digital Innovation Director Time
Nikhil Seti, Garrett Ullom | 25, 24
Adapt. ly co-founders
Shane Snow | 29
Contently co-founder
Jason Stein | 29
Founder of Laundry Service
Brian Stelter | 28
Reliable Sources host, CNN
Eric Stromberg | 25
Co-founder of Oyster
Fernando Vila | 28
VP Programming Fusion
Music
Bruno Mars
Musician
Age: 28
Honolulu native Bruno Mars will play at halftime in the Super Bowl, the playoffs of the US National Football League next month. Despite the fact that this is one of the highest-rated events on American TV, the musician does not show any signs of excitement: “Anyway, Hawaii does not have its own team, so I have nothing to worry about – I just hang out there.” Mars is the first artist under 30 in over a decade to be honored to perform at the Super Bowl. However, he is no stranger to this: Bruno was nominated 14 times for the Grammy, and two of his albums went platinum.
Jury:
Kevin Liles, Founder of KWL Enterprises
John Oates, Hall & Oates Musician
Michael Rapino, Executive Director of Live Nation Entertainment
Peter Asbilit
| 29, 29
Songza co-founders
Avici | 24
Musician
Justin Bieber | 19
Musician
J. Cole | 28
Musician
Miley Cyrus | 21
Musician
Donnie Dinch | 29
Founder of WillCall
Drake | 27
Musician
Derrick Fung | 26
Founder of Tunezy
Calvin Harris | 29
Musician
Hunter Hayes | 22
Musician
Kim Kaup | 28
Co-founder of ‘ZinePak
Lady Gaga | 27
Musician
Kendrick Lamar | 26
Musician
Ryan Lewis | 25
Producer
Lord | 17
Musician
Miguelp | 28
Musician
Janelle Monai | 28
Musician
One Direction | 12, 20, 20, 20, 22
Musicians
Wilson Owens | 28
Royalty Exchange co-founder
Jordan Passman | 27
Founder of ScoreAScore
Katy Perry | 29
Musician
Rihanna | 25
Musician
James Sider | 29
Founder of BandPage
Allen Stone | 26
Musician
Taylor Swift | 24
Musician
Sam Tarantino, Josh Greenberg | 27, 26
Grooveshark co-founders
Alex White | 27
Next Big Sound co-founder
Wiz Khalifa | 26
Musician
Zedd | 24
Musician
Food and drink
Meg Gill
Co-founder of Golden Road Brewing
Age: 28
It is believed that beer is a man’s drink. Nevertheless, it turns out that women not only drink it with pleasure, but also know how to produce it. Vivid proof of this is Meg Gill. It seems that she is the youngest woman – the owner of a brewery in America, which, by the way, is experiencing a real beer boom: more than 2 thousand varieties of the drink are already produced in the country. Meg’s Los Angeles-based Golden Road Brewing brewed 15,000 barrels of beer last year alone and plans to double that this year. Gill believes that the atmosphere that surrounds the production process, human relations and brand history is important for success. Before starting her own company, she studied classical literature at Yale: “Latin is like putting the pieces of a puzzle together. The essence of breweries is the same.”
Meg’s business partner is industry veteran and founder of the Mohawk Bend brand, Tony Yanow. Golden Road Brewing sells the beer in four aluminum cans for $7.99. In 2013, the company’s revenue was $10 million. This year, Gill plans to expand his business outside of southern California.
Jury:
Danny Meyer, CEO, Union Square Hospitality Group
Lee Schrager, founder of South Beach and New York Wine & Food Festivals
Alice Waters, founder of Chez Panisse
Elizabeth Alpern, Jeffrey Joskovitz | 29, 29
Co-founders of The Gefilteria
Adam Altneter | 27
Co-founder of Craft Restaurants
Matt Brockman, Ross Brockman, Tyler Mosher | 27, 25, 25
Founders of Downeast Cider House
Boram Cho | 29
Kitchensurfing co-founder
Emily Doubilet, Jessica Halsey | 29, 29
Co-founders of Susty Party
Shore Gregory | 29
Island Creek Oysters President
Eden Grynszpan | 27
Eden Eats Host, Cooking Channel
Luke Holden | 29
Founder of Luke’s Lobster
Yuki Yeto | 29
Pubbelly Sushi Chef
Jesse Katz | 29
Chief Winemaker Lancaster Estate and Roth Winery
Joseph “JJ” Johnson | 29
Chef The Cecil
Vincent Kythirattragarn | 29
Founder of Dang Foods
Oliver Kremer | 27
Co-founder of Dos Toros Taqueria
Adam Lowy | 28
Founder of Move for Hunger
Aditi Malhotra | 28
Founder of Tache Artisan Chocolate
Carlton McCoy | 29
Wine Director The Little Nell Hotel
Jack McGerry | 24
Co-founder of The Dead Rabbit
Leslie Parisot | 28
Deputy Editor Punch
Thomas Pastuzak | 29
Wine Director of The NoMad Restaurant
Alex Pemule | 28
Thirty Acres founder
Jason Pfeiffer | 29
Chef Maialino
Eric Railsback | 28
Co-founder of Les Marchands Wine Bar & Merchant, Lieu Dit Winery
Ali Rosen | 28
Founder of Potluck Video
Erica Shea, Steven Waland | 29, 28
Brooklyn Brew Shop co-founders
Rob Spiro | 29
Co-founder of Good Eggs
Ben Towill, Philip Weinser | 29, 29
Silkstone Group co-founders
Christina Tarly | 29
Director of Sales and Marketing Turley Wine Cellars
Jason Wang | 25
Executive Director Xi’an Famous Foods
Catherine Zamoyski | 29
Marketing Director Pret A Manger
Video games
Palmer Lucky
Oculus VR CEO
Age: 21
Virtual reality is no longer considered science fiction, thanks in part to this 21-year-old video game fanatic. A self-taught engineer, he started designing virtual reality displays while still at school. As a college student, Palmer created the first prototype of the Oculus Rift VR headset. “You put it on,” says Lucky, “and you really feel like you’re in a game, not looking at a monitor.” Gaming legends like Valve’s Gabe Newell and id Software’s John Carmack helped the young talent raise $2.4 million in a 2012 fundraising campaign. Startup Oculus VR raised $9 in one year1 million venture investments and increased the staff to 50 specialists. A demo version of the helmet for video game developers has appeared, and the gadget should go on sale in 2014. Its estimated price will be $300.
Jury:
Martin Ray, President, Academy of Interactive Arts & Sciences
John Romero, Loot Drop Co-Founder
Julie Urman, OUYA Founder
Maria Alegre | 28
Co-founder of Chartboost
Alexander Bruce | 27
Owner Demruth
Anthony Burch | 25
Gearbox Software Lead Writer
Terry Cavanagh | 29
Director Distractionware Limited
Brian Cho | 28
Partner Andreessen Horowitz
Jessie Coombs | 28
Senior Producer Microsoft Game Studios
Matthew Davis | 28
Co-founder of Subset Games
Zach Gage | 28
Game designer
Alexander Garfield | 28
Evil Geniuses CEO
John Graham | 27
Humble Bundle co-founder
Keith Guerrette | 28
Lead FX Artist Naughty Dog
Stephanie Harvey | 27
Game Designer Ubisoft Montreal
Justin Ignacio | 23
Twitch Broadcast Production Manager
Tom Jubert | 29
Narrative Designer
Ludwig Kitzmann | 29
Chief Editor Joystiq
Andrew Kim | 22
Microsoft Industrial Designer
Jadon Lee | 23
Professional gamer
David Lauch | 19
Game designer
Justin Ma | 28
Subset Games co-founder
Matthew Malon | 29
Designer Branch
Alexander Martin|22
Droqen Founder
Matt Nava | 27
Giant Squid Creative Director
John Nesky | 28
thatgamecompany engineer
Sean Plot | 27
CEO Day[9]TV
Amir Rao | 29
Supergiant Games Studio Director
Matt Thorson | 25
Game developer Matt Makes Games
Greg Wohlwend | 29
Aeiowu founder
Justin Wong | 28
Twitch Partnership Director
Davey Wreden | 25
Creative Director of Galactic Café
Education
Nick Borg
Edmodo co-founder
Age: 27
Edmodo is the clear favorite in the highly competitive education startup segment. In 2012 alone, the company raised $25 million in investments. The cumulative volume of investments since 2008 has made $57 million. Edmodo positions itself as “Facebook for an educational class”. Focusing on schoolchildren, their parents and teachers, the service has increased the number of users to 30 million in five years of operation. They represent 210 thousand educational institutions, and more than a million of them are teachers.
Edmodo has become incredibly popular in cities like Chicago and Boston. Without creating content on their own, the platform is a free and secure online platform where all participants in the educational process can share information: discuss curricula, analyze the results of tests and homework. In addition, Edmodo collaborates with developers and offers users more than 600 profile applications, the authors of which share the proceeds with the Borg platform.
Edmodo co-founder says: “Yes, technology has evolved incredibly rapidly in recent years, but this is just the tip of the iceberg. Over time, we will learn how to use technology more effectively to improve the quality of the educational process”
Jury:
Michael Horn, co-founder and executive director of education at the Clayton Christensen Institute
M. Night Shyamalan, director and screenwriter, author of I Got Schooled
Sr. Luyen Chow Vice President of Global Product Strategy Pearson
Eren Bali | 29
Udemy co-founder
Cathy Beck | 27
Director of Operations 4.0 Schools
Katherine Bellinger, Alexis Morin | 23, 23
Students for Education Reform co-founders
Dan Berkovich | 28
Youth Orchestra Manager LA
Tyler Bosmeny, Dan Carroll,
Rafael Garcia | 27, 26, 26
Clever co-founders
Andrew Baer | 28
Director of Operations New York Department of Education
Sam Chodhary, Liam Don | 27, 27
ClassDojo co-founders
Jennifer Chen, Joyce Meng | 27, 27
Givology co-founders
Syamindu Dasgupta | 29
PhD, MIT Media Lab
Kathleen Donnelly, Saad Rizvi | 27, 28
Senior Vice Presidents Pearson
Aaron Feuer, Xan Tanner, David Karel | 22, 22, 23
Co-founders of Panorama Education
Alejandro Gas-Artigas | 25
Founder of the Springboard Collaborative
Brad Hargreaves, Matt Brimer | 27, 27
General Assembly co-founders
Jeremy Johnson | 29
2U co-founder
Jeremiah Kittredge | 27
Founder of Families for Excellent Schools
Garrett Neumann | 25
CollegeSpring co-founder
Greg Rosenbaum | 25
Producer SXSWedu
Alison Johnston Rui | 26
InstaEDU co-founder
Eliot Sanchez | 27
Founder mSchool
Kane Sarkhan | 26
Enstitute co-founder
Beth Schmidt
Wishbone founder
Mandela Schumacher-Hodge | 28
Director Startup Weekend Education
Elizabeth Ratner-Slavitt | 27
Content Enhancement Director Khan Academy
Zakia Smith | 28
Director of Strategic Development Lumina Foundation
Evan Stone, Sidney Morris | 29, 28
Educators 4 Excellence co-founders
Andrew Sutherland | 24
Quizlet Founder
David Tjaden | 26
National Education Association Student Program Chair
Karin Voskuil | 27
School Model Innovation Manager Rocketship Education
Tony Wang | 28
Managing Director EdSurge News
Science and health
Divia Nag
Co-founder of Stem Cell Theranostics and Startx Med
Age: 22
Divia Nag is tackling one of the biggest challenges in modern medicine: the short lifespan of human cells during laboratory testing. Because of this problem, the results of clinical trials of new drugs in 90% of cases are unreliable, and promising developments do not reach patients. The new technology of induced pluripotent stem cells may help to resolve the situation.
Nag Stem Cell Theranostics was created with a $20 million grant from the California University of Regenerative Medicine. The essence of the technology being developed is to transform ordinary human cells into embryonic stem cells, which can serve to create heart tissue. These artificial cells survive better in the laboratory and are more efficient for drug development. In the future, according to scientists, they will become an affordable alternative to heart tissues that die during heart attacks. Stem Cell Theranostics’ customers already include three pharma giants, but profits have so far been modest.
Nag, who published articles in top scientific journals during her Stanford years, left university to pursue her dream. The girl does not regret her choice: “Our technology looked so promising, and I believed in it so much that I didn’t think of anything else. It was absolutely clear that this is what I would like to do all my life.”
Jury:
George M. Church, Professor of Genetics, Harvard Medical School
Mikael Dolstan, President of International Research and Development, Pfizer
Daniel Kraft, CEO of FutureMed
Christina Agapakis | 29
Researcher, UCLA
Lyudmil Alexandrov | 27
PhD student, University of Cambridge
Jenever Allen | 28
Associate Professor of Statistics, Rice University
Greg Alushin | 29
Independent Researcher, National Heart, Lung, and Blood Institute
Jocelyn Brown | 25
Senior Program Partner, Institute for Global Health Technologies
Raghu Chivukula | 29
Massachusetts General Hospital Staff Physician
Paige Cramer | 29
Senior Researcher, Merck Sharp & Dohme
Adam De La Zerda | 29
Associate Professor of Structural Biology, Stanford University School of Medicine
Nicholas Downing | 28
Medical student at Yale Medical School
Richard Guster | 29
CEO Gaster Hall Technologies
Mitchell Gutman | 29
Associate Professor of Biology, Caltech
Daniel Paul Hashim | 27
Founder of Carbon Sponge Solutions
Rachel Horwitz | 28
Co-founder of Caribou Biosciences
Elaine Hsiao | 28
Senior Research Fellow Caltech
Seagall Kadoch | 28
Associate Professor of Pediatric Oncology, Dan-Farber Cancer Institute
Aleksandar Kostic | 29
Postdoctoral fellow, Broad Institute
Anna F. Lau | 29
Clinical Microbiology Researcher, National Institutes of Health
Allison Levko | 29
Associate Professor of Computer Science, Columbia University
Joshua Liu | 25
Co-founder of Seamless Mobile Health
Jonathan Ostrom | 29
Wellspring Biosciences Consultant
Michael Pesco | 29
Associate Professor, Will Cornell Medical College
Surbhi Sarna
Founder of nVision Medical
Josh Sommer | 26
CEO Chordoma Foundation
Zirui Song | 29
Harvard Medical School Medical Student
Mark Succi | 25
Co-founder of AugMI Labs
Livio Valenti | 28
Vaxess co-founder
David Weinberg | 28
Researcher, University of Central Florida
Daniela Witten | 29
Associate Professor of Biostatistics, University of Washington
Luan Yang | 28
Co-founder of Egenesis
Social entrepreneurs
Shiza Shahid
Co-founder of Malala Fund
Age: 24
When Shiza Shahid learned of the Taliban’s attempt on the life of a young Pakistani human rights activist, Malala Yousafzai, in 2012, she immediately flew to help the victim. The girls met three years earlier while working to protect girls’ rights to education. After the assassination attempt, Shiza oversaw the treatment of a colleague in London. “One day when I was next to Malala, she woke up and said, ‘I want to continue my campaign,’” recalls Shahid. As a result, the Stanford graduate quit her career at McKinsey and headed the charitable foundation of 16-year-old Yousafzai. In less than two years of work, the organization received $400,000 in grants from the World Bank and the Brad Pitt-Angelina Jolie couple. This year, the famous documentary filmmaker Davis Guggenheim will release a film about the working days of Yusufzai and Shahid.
Jury:
Randall Lane, Forbes Editor
Cheryl Dorsey, President of Echoing Green
Jeff Skoll, Founder of the Skoll Foundation
Chase Adam | 27
Founder of Watsi
Kamel Al Asmar | 29
Founder of Nakhweh
Ezraa Al-Shafei | 27
MidEast Youth Founder
Mark Arnoldi | 27
Nyaya Health co-founder
Christopher Ategeka | 29
CA Bikes Founder
Seth Bannon, Ben Lamothe | 29, 29
Amicus co-founders
Brian Baum | 24
Co-founder of Prizeo
Clara Brenner | 28
Tumml co-founder
Khalida Brohi | 25
Founder Sughar
Julie Carney | 27
Co-founder of Gardens for Health
Karan Chopra | 29
Gadco co-founder
Dan Friedman | 22
Thinkful co-founder
Khalil Fuller | 21
Executive Director Learn Fresh
Eric Glastrom, Boris Bulaev, Angelica Town | 29, 28, 27
Co-founders of Educate!
Isaac Holman, Josh Nesbit, Nadeem Mahmoud | 27, 26, 28
Co-founders, Medic Mobile
Tevis Howard | 29
Founder of Komaz
Joel Jackson | 28
Founder of Mobius Motors
Lauren Busch-Lauren | 29
Founder Feed
Talia Liman | 18
RandomKid founder
Daniel Marie | 26
Founder of Million Hoodies
Seth Maxwell | 25
Founder of Thirst Project
Kennedy Odede | 29
Founder of Shining Hope for Communities
Krishna Ramkumar | 28
Avanti co-founder
David Schwartz | 27
Co-founder of The Real Food Challenge
Ajaita Shah | 29
Founder of Frontier Markets
Kavita Shukla | 29
Fenugreen founder
Yannick Sonnenberg | 25
Co-founder of elefunds
Malala Yousufzai | 16
Co-founder of Malala Fund
Mohammed Zaazou | 26
Founder of Healthy Egyptians
Law and politics
Nate Levine
Founder of OpenGov
Age: 22
While studying at Stanford, Nate Levine learned one thing: governments can’t effectively organize their work on the Internet. “The government is having a hard time working with its own data, because there are simply no good tools,” he said. In a similar vein, the 20-year-old student co-founded the OpenGov platform, which helps governments make rational decisions and communicate with the public. The startup has already raised more than $7 million and partnered with 50 municipalities, school districts and other local governments, collectively representing more than 7 million Americans. OpenGov is thinking about developing towards the commercial sector, while Levine is focused on creating breakthrough IT tools in the field of information exchange and streamlining the budget process. “Optimizing access to information allows the authorities to focus on the management process itself. It seems to me that this is very important in light of budget cuts and the growing needs of the population,” he says.
Adam Chandler | 29
Prosecutor, Department of Justice
Leif Doch | 28
Deputy Attorney General, California Department of Justice
David Demirbilek | 28
Minority Counsel, Senate Homeland Security and Public Affairs Committee
Audrey Gelman | 26
Vice President SKDKnickerbocker
Jake Geller | 29
Co-founder of Casetext
Solomon Xian | 29
Associate Professor of Public Policy, University of California at Berkeley
Tim Hwang | 27
Partner Robot Robot & Hwang
Christina Jimenez | 29
Managing Director
United We Dream
Nurane Khan | 29
Partner Watchell, Lipton, Rosen & Katz
Derek Khana | 25
Technology law researcher, activist
Eric King | 24
Head of Research Privacy International
Aaron Letseiser | 24
Founder of the Medical Amnesty Initiative
Yihon “Julie” Mao | 27
Attorney, New Orleans Workers’ Racial Equality Center
Blake Masters | 27
Co-founder of Judicata
Jonathan Mayer | 26
Cyber Security Researcher at the Center for International Security and Cooperation
Taryn Norris | 25
Department of Energy Commercialization and Manufacturing Specialist
Cory Owens | 29
Head of Legal Über
Jonathan Fantini-Porter | 29
Head of Human Resources Department of Homeland Security
Jessica Schumer | 29
Head of Human Resources, Council of Economic Advisers, US President’s Executive Office
Aimee Stepanovic | 28
Director of the Internal Oversight Project of the Electronic Security Clearinghouse
Nabiha Sayed | 28
Attorney Levine Sullivan Koch & Schultz
Trevor Tim | 29
Executive Director of the Freedom of the Press Foundation
Rebecca Wallas | 29
Deputy Director of Government Relations National Organization of Social Security Claimants’ Representatives
Heather West | 29
Google Political Analyst
Cody R. Wilson | 25
Founder of Defense Distributed
Lauren Wilson | 26
Free Press Policy Advisor
Daniel Zolnikov | 26
State Representative Montana House District 47
Art and style
Carter Cleveland
Founder of Artsy
Age: 27
In 2008, while studying computer science at Princeton, Carter Cleveland decided to search the Internet for a painting to decorate his dorm room. “I was sure there was a website that had a catalog of world art,” Cleveland recalls. It turned out that there was no such project. This is how the idea of a portal appeared that recommends art content to users based on their interests.
The Carter Artsy project gives users access to 85,000 art objects from 400 private collections and museums (including the National Gallery of Art and the Getty Museum), and 1,400 galleries. Initially, the entrepreneur wanted to create something like an online art repository, but then he discovered that he could earn commissions from sales. Investors such as Twitter co-founder Jack Dorsey, Google chairman Eric Schmidt and cult art dealer Larry Gagosian have poured $14.5 million into the startup.0005
Cleveland does not hide the fact that his idol is Jeff Bezos: “We want to become an analogue of Amazon for the art world.”
Jury:
Jeffrey Deutsch, art consultant
Peter Brant, collector
Isaac Mizrahi, designer
Ahmed Abdel Rahman | 29
Fashion designer, Thamanyah
Jensen Adoni | 24
Shoe manufacturer, Modern Vice
Rosie Assulin | 28
Fashion designer
Michelle Campbell | 28
Jewelry designer
Jan Kolligs | 28
Industrial Designer, Ford Standard
Asher Dunn | 27
Furniture Designer, Studio Dunn
Alan Eckstein | 28
Design Director Timo Weiland
Crystal Ellis, Stephanie Beemer | 29. 29
Furniture designers, Egg Collective
Sarah Flint | 25
Shoe designer
Alex Gartenfeld | 27
Interim Director MOCA North Miami
Wes Gordon | 27
Fashion designer
Nikolai “Niki” Haas, Simon Haas | 29, 29
Furniture Designers, Haas Brothers
Colin P. Kelly | 29
Industrial Designer, Redscout
Aimee Kestenberg | 27
Bag Designer
Jemima Kirk | 28
Artist, actress
Becca McCharen | 29
Fashion designer, Chromat
Leandra Medin | 25
Fashion blogger, The Man Repeller
Shona Miller | 27
Fashion blogger, Penny Chic
Oscar Murillo | 27
Artist
Victo Ngai | 25
Illustrator
Lotta Niminen | 27
Graphic designer
Aaron Poritz | 29
Furniture designer
Eric Singer | 27
Eyewear designer, Shwood
Traves Smoly | 27
Digital Artist
Lucien Smith | 24
Artist
Daniel Schneider | 28
Jewelry designer, Dannijo
Tanya Taylor | 28
Fashion designer
Tori Thornton | 23
Artist
Jacob Willis | 27
Fashion designer, Second/Layer
Marketing and advertising
Brian Wong
Kiip co-founder
Age: 22
Imagine you’ve just completed a 5K run and an app on your iPhone is already offering you a free liter of water from advertisers. Or you have finished a difficult level of your favorite game, and you can download another game for free as a reward. These “incentives” are a big part of the future of advertising. So at least says Kiip co-founder, University of British Columbia graduate Brian Wong.
“We capture and analyze over a billion examples of contextual advertising every month. With its help, brands can participate much more actively in the lives of their audience,” explains the entrepreneur. Over the three years of its existence, Kiip has attracted $15.4 million in investments, having acquired more than 500 major brands as clients. Among them are giants like Procter & Gamble, Pepsi and Disney. As a result, coverage amounted to 70 million users and 1,500 mobile games and applications. This year, according to Wong’s plans, the company should become profitable.
Jury:
Adam Bain, President, Global Revenue Twitter
James D. Furley, Jr., General Vice President, Global Marketing, Sales and Service, Lincoln, Ford Motor. Co
Helaine Spivak, Director of VCU Brandcenter
Katrina Bekessy | 29
Director of Technology and Design R/GA
Mallory Blair | 25
Co-founder of Small Girls PR
Derek Blais | 29
Senior Art Director BBDO Canada
Raymond Brown | 23
Head of LGBT Marketing Google/YouTube
Victor Cheng, Roger Lee | 27, 27
PaperG co-founders
Katrina Craigwell | 28
GE Global Digital Marketing Manager
David Dinetz, Dylan Trussell, Colt Seman | 26, 26, 28
Founders of Culprit Creative
Andrew Damont | 26
Director of Business Development Moz
Whitney Fishman | 29
Director of Technology and Consumer Affairs MEC
Teddy Goff | 28
Co-founder of Precision Strategies
Rich Greco | 28
Head of Design Droga5
Jack Hanlon | 29
Kinetic Social co-founder
Emmy Carr | 26
Designer, Starcom MediaVest Group
Joanna Kennedy | 24
Senior Social Media Specialist RPA
Greg Kimball | 26
L’Oreal Digital Strategy & Communications Manager
Jack Krawczyk | 29
Director of Product Management Pandora Media
Michael Kuzmich | 28
Assistant Director of Graphics Firstborn
Douglas Lasted | 21
Co-founder of Weston Expressions
Jeff McDonald | 26
Creative technologist The Martin Agency
Charles Merritt | 28
Partner 80amps
Mitch Orkis | 27
Customer Development Director Vizeum US
Hoa Phan | 23
Cartoonist
Matthew Rubinger | 25
Luxury Accessories Director Heritage Auctions
Mode Standish | 29
Tarot co-founder
Rachel Typographer | 26
Gap Global Director of Digital and Social Media
Elliott Wiener | 28
Director of Consumer Affairs, Razorfish
Farrin Weiner | 28
Global Director of Digital and Social Communications
Michael Kors Worldwide
Elise Weiner | 28
Marketing and Communications Manager MC10 Inc.
Pranav Yadav | 28
Executive Director Neuro-Insight
Ruslan Sirota
Ruslan Sirota is a Grammy award winning [1] [2] pianist, composer, producer.
Contents
1 Early life
2 Later life and career
3 Discography
3.1 As a leader
3.2 As a helper or guest
4 references
5 external links
Early years
Ruslan was born in Uman, Ukraine on November 4, 1908 into a Jewish family. His father, Yefim, who was an active local guitarist, introduced him to music at an early age. Picking up the guitar at around age four, Ruslan switched to piano around age seven. In 1990, his family moved to Israel, where he continued his piano studies at the Bat Yam Music School. At about the age of 14, Ruslan discovered jazz, showing an instant interest. By the age of 16 he was a “wunderkind” keyboardist for the then popular Israeli jazz fusion band Confusion. He toured Israel with Confusion and performed several times at the Red Sea Jazz Festival. [3]
At 18, Ruslan auditioned for Berklee College of Music, where he received a full scholarship, and moved to Boston in January 2000. During his time at Berklee, Ruslan developed an increasing interest in R&B, funk and soul music, playing with local artists and eventually becoming a resident at Wally’s Jazz Café. [3]
Later life and career
Around 2004, Ruslan joined the Stanley Clark group [4] [5] and moved to Los Angeles, starting his professional career. [6] [7] [8]
Since then, Ruslan has toured, performed and recorded with major artists (besides Clark) such as Asparagus, Kamasi Washington, Print, Josh Groban, Ne-Yo , Thundercat, Chick Corea, George Duke, Marcus Miller, Al Jarreau, Victor Wooten, Eric Benet, Rachelle Ferrell, Larry Carlton, Los Angeles Philharmonic and countless others. Ruslan released his self-titled debut album, which featured Clark, Corea and George Duke as special guests, on October 24, 2011. The album was produced by Ruslan and Clark, recorded at Clark’s production company Roxboro Entertainment Group, mixed by Jan Perchuk at Vibrant Productions, released by Bungalo Records and distributed by Universal Band Distribution. [9] [10]
Ruslan is also a board member of the Magic Music Foundation, a non-profit grant-making organization. scholarships for music students worldwide, regardless of the choice of music teachers and/or schools. [11]
Discography
as leader
2011: Ruslan
2019: for life
as an assistant or guest
1
1998: Customade confusion
2007: Toys men by Stanley Clark
2008: thunder by S.M.V.
2008: Conflict from SE SMIT
2009: Silent Schumikha from the sunrise of Jupiter
2010: Group Clark Stanley Clark (also included in the composition “Soldier” [12] )
2010: Lost in Time by Eric Benet
2011: Platinum Hit: Winning Songs Season 1 9 Wayne, Phil (June 15, 2010). Review of the Stanley Clarke Group. No high frequencies. Retrieved July 8, 2010. “Soldier” Ruslan Sirota opens hearing; a Ukrainian, a former child prodigy, wrote an article to express his concern about the ongoing global conflict.
external links
Ruslan Sirota’s official website
Ruslan Sirota’s YouTube channel
Great performance by JB Chick Corea Band + tour schedule!
Itay Lasky in New Stage.co.il commemorates the music of Confusion (in Hebrew)
Poster in the city of Novokuznetsk – Quick Tickets
Performance “Jester Balakirev” 12+
Performance “Jester Balakirev” based on the novel of the same name by Grigory Gorin.
The plot is based on real events of the Petrine era.
Master class “Rose” 12+
Take a step towards a new, amazing form of creative self-expression – the art of ceramic floristry. In one hour you will create a rose flower – a symbol of love and holiness.
Master class “Gardenia” 12+
A unique workshop on modeling with DECO Japanese clay led by a certified DECO instructor Anastasia Dolgova.
Performance “Whose Ox Meadows?…” 12+
Performance “Whose Ox Meadows?…” based on Anton Pavlovich Chekhov’s story “Proposal”. Directed by Irina Ivanova.
PREMIERE! Peer Gynt 18+
Peer Gynt is a two-act mystery for people and puppets, in which the protagonist, contradictory by nature, travels in different spaces, in search of truth and himself.
Concert LADYNSAX 12+
Big solo concert of saxophonist Anastasia Vysotskaya LADYNSAX in Novokuznetsk.
The play “Blind” 16+
The play “The Blind” performed by the folk amateur group “Pro-theatre” Wings “. Director of the production, head of the theater Yevgeny Shipachev. The very famous play by Maurice Maeterlinck “The Blind” was chosen as the basis for the plot.
Cow 16+
The performance is based on the story “The Cow”, written at 1938, and the letters of Andrei Platonov, in which one can trace the parallels between the fate of his family and the suffering animal in the story. Directors with artists explore feelings of loss, expectation, ignorance, the clash of life and death in their work.
The Cow is an experimental production, originally presented as a sketch at the Electrification laboratory based on the works of Andrey Platonov in January 2021.
The play “Saving the chamber junker Pushkin” 16+
For the first time in a very long time, the theater “SinThesis” turns to modern dramaturgy. The piercing and homerically funny play by Mikhail Kheifets “Saving the Chamber Junker Pushkin”, the winner of the “Golden Mask” as the best of the best plays in 2012, has gained particular popularity.
Office Story Musical 16+
Office Story is a contemporary pop musical. Contemporary music:
bright dance tracks and melodic pop ballads. For everyone who loves
quality contemporary music, live singing performed
professional vocalists.
Lord Golovlev 16+
Saltykov-Shchedrin’s novel, published in 1880, was the result of combining individual stories of an autobiographical nature into one work. Already the first story “Family Court”, written five years earlier, caused not only the approval of readers, but the effect of an exploding bomb. The best writers of the era admired the “history of the dead” of an entire family clan and inspired the author to create a large epic canvas. In addition, in the gallery of immortal characters of Russian literature, there was a lack of such a character as Yudushka Golovlev.
Boys 12+
School student Ilyusha is despised by his peers. His heart, like the hearts of other boys, has a difficult path of growing up. The fragile world of childhood seems empty and dark, turned inside out with its pains and joys.
“Boys” is one of the lines of Fyodor Dostoevsky’s novel “The Brothers Karamazov”. Acquaintance with high school students, an attempt to help them understand friendship and respect educate the soul and the main character of the play – a young novice of the monastery Alyosha Karamazov.
The performance was staged on the eve of the 200th anniversary of the birth of Fyodor Mikhailovich Dostoevsky, which will be celebrated in 2021.
Grandmother for grandfather, grandfather for turnip 0+
A play based on a Russian folk tale tells about the fascinating process of growing a turnip. Elements of buffoonery and interactive games with the audience will give you sincere pleasure.
The play “I call from the abyss” 16+
The play “I call from the abyss” performed by the Theater of Feelings. Director of the production, head of the theater Oksana Panteleeva. The story of Andrey Platonov “Searching for the Lost” was chosen as the basis for the plot.
My man in the north 18+
Love in the ideal representation, in the memoirs of the main character – Varya – this is an unfulfilled dream, the fog of years gone by. The performance represents two parallel layers of time, the boundary between which is only three years, dividing the life of the heroine into two contrasting periods. In the first – the romance of hopes, the formation of relationships, their fading, in the second – the long posthumous life of these relationships in illusions and memories. Tests of love, ideas about love or its absence are prepared for other heroines.
Finest Hour “Borrow the Tenor” 16+
This is a worldwide commercial hit by American comedian Ken Ludwig, ensuring the productions sustained success and intense public interest. The plots of the playwright are invariably dominated by attention and love for ordinary people, not spoiled by fame and by chance suddenly ascended to the creative Olympus.
Shakespeare in Hollywood 16+
This is both a subtle parody of both Shakespeare and Hollywood cinema of the 1930s. There will be everything: the red carpet, censors, critics, camera-motor-stop-shot, movie stars of the last century, true love, and also dances in the style of the era – in the style of jazz.
Krechinsky’s Wedding 12+
“More than a comedy,” says the play’s director Boris Gurevich about Krechinsky’s Wedding. This is the most popular play from the famous trilogy of Alexander Vasilyevich Sukhovo-Kobylin. A real story about a gambler who managed to cheat a pawnbroker and pawn a false diamond inspired the playwright to write a unique story of a failed marriage.
One Day in the Life of Ivan Denisovich 16+
The play “One Day in the Life of Ivan Denisovich” is based on the story of the same name by Alexander Solzhenitsyn, which describes the day (one of many) of a Soviet prisoner (one of many). This one day contains the whole hell of the Soviet repressive system – depersonalizing both prisoners and their guards.
The Executioners 18+
Oscar-winning author of the comedy The Executioners Martin McDonagh is known for his paradoxical plots and dark humor.
Macbeth 18+
The consciousness of modern man is refracted through the images and text of William Shakespeare’s play Macbeth. A real restaurant was built on the stage, New Year’s Eve. The tragedy turns into revelry and orgy of the eternal Russian corporate party.
The Queen of Spades 12+
Alexander Pushkin’s “Queen of Spades” is called a mystical anecdote. In the Novokuznetsk version of the story, the secret of the old countess and her three cards is not solved. What is the main character like us, what is he ready for for the sake of “happiness”, at what moment does he go crazy, what is happiness in the modern world – these are the questions that are being answered in the play.
Zhanna 16+
Encasing herself in bulletproof gloss, Zhanna confidently walks through life. It seems that Jeanne can do everything – buy everything, sell everything, manage time and people. However, she is also not ready to face the banal “money does not buy happiness.”
Leader of the Redskins 6+
“Leader of the Redskins” is a western performance based on the famous story of the American writer O. Henry. The story of baby Johnny Dorset and his would-be kidnappers Billy and Sam will be an interactive adventure for the whole family. Children and parents will find themselves in the Wild West, where they will have to help the young “leader of the Redskins”.
One Flew Over the Cuckoo’s Nest 16+
The protagonist McMurphy almost by accident, by coincidence (he is being transferred from prison) “breaks into” the orderly life of the psychiatric ward. Patients are weak-willed, as if separated by despotic hospital settings from their thoughts, desires, from themselves. The rebel McKmurphy tries to make small revolutions with them every day in the name of one big idea.
Libra 16+
In the waiting room of the maternity ward, men talk about life. They are verbose or, on the contrary, silent. Some of them have been in the fathers’ club for a long time, while others are just getting ready to join it. It seems that it is during these exciting hours of waiting for a miracle – the birth of a new person – that the world reaches a delicate balance.
Lolita 18+
From fear of being discovered to furious persecution. From pathology to love. The story of 37-year-old Humbert Humbert and 12-year-old Dolores Haze gives rise to controversy and the desire to reach a verdict, evokes sympathy or denial. The heroes of Lolita are familiar to many, but few can say that they know them. How does this 12 year old girl feel? A child or a woman who exists only in the plane of male attention? What happens to this man who is aware of his vice?
Adventurers 16+
The four adventurers, fleeing poverty and material problems, are trying to make a profit by carrying out an ingenious plan, some kind of scam. Pursuing quite definite practical goals, our heroes, as it seemed to them, calculated everything and were not going to cause any harm to anyone. However, when it was a stone’s throw before the implementation of their ingenious project, events that were completely unforeseen and undesirable for the heroes took place.
Echo of dates 16+
An interactive performance based on the rethinking of well-known romantic stories from Russian classics.
METALLICA SHOW S&M TRIBUTE WITH SYMPHONY ORCHESTRA 6+
For true fans of the legendary band, the unique METALLICA S&M TRIBUTE show is a tribute to METALLICA’s iconic work with the San Francisco Symphony, a re-creation of that famous 1999 METALLICA concert!
La Terrasse 16+
A comfortable Parisian apartment has a great terrace, but there seems to be no love. While the two sort things out, their house turns into a hospitable ark for the French in search of beautiful views and the meaning of life. Outside the window – a small la fin du monde *, and in the living room – cheese, wine, pate, scrambled eggs, coffee, attempts to understand each other and gentle French humor in the most hopeless situations.
The author of the play, Jean-Claude Carrière, is a world-famous French screenwriter, playwright, writer, winner of the Oscar and the Grand Prix of the Cannes Film Festival.
*end of the world
A foxtrot was playing in grandma’s boot 16+
The fireplace is on fire, the sauna is stoked on Saturdays, whole-grain bread tastings in the supermarket in the morning, Tarmo plays football behind the house, the shelves are lined with paper, Janita is preparing for the test, Uki Heinonen’s father has still a real estate company, people wear woolen socks at home, Aunt Irma seems to be engaged, the lakeside go to school next to the church, everyone loves sugar myron, Sunday is grandma’s birthday.
A story about one prosperous family, where children and parents hear each other with interference.
The play “Notes of a Young Doctor” 12+
A young doctor gets assigned to the remote village of Murino. A little self-confident at the beginning of his thorny path, already upon arrival he is very disappointed in his decision. The first night the doctor spends in nightmares, and in the morning he meets with what he could not even dream of…
Surprise 16+
A comedy of chance meetings, based on the play by A. Galin “Siren and Victoria”
Cast: Marina Fedunkiv, Polina Sibagatullina, Dmitry Mukhamadeev
Andersen’s Tales 6+
There is a name that we immediately remember when talking about fairy tales. This is the name of the Danish writer, the great storyteller, Hans Christian Andersen. “Andersen’s Tales” is a story composed of several stories at once – world-famous as “The Snow Queen”, “The Little Mermaid”, and wonderful discoveries like “Wild Swans”.
Musical “Perfumer” 6+
We will tell you the story of Jean-Baptiste Grenouille, a man with an incredible sense of smell!
Who is he? Genius or crazy? Killer or the greatest perfumer?
Let’s go all the way with him and show all the facets of his tortured soul!
The Greatest Showman Musical 6+
Hedda Gabler 16+
The cold minimalism of the stage, flooded with almost morning northern light, is similar to Hedda Gabler’s relationship with loved ones – she is detached and turns everything into a painful game. Yes or no? There is no role of mother and wife – she did not choose it. There is no substitution of love for a contract. No aunts with vulgar hats. There is no deceived faith. No. The heroine is looking for beauty and freedom, which are not found outside her room. And only to the old piano in this world, emasculated by rules and illusions, Hedda Gabler answers yes.
Watercolor master class “Landscape” 12+
Painting in various watercolor techniques. At the end of the lesson, the work is drawn up in a passe-partout.
What men do 16+
Bamboo island 0+
This is a fairy tale by a young but already well-known playwright Anna Bogacheva.
Its plot and scene are covered with Chinese flavor, but the meaning and motives are the universal human desire for kindness and universal harmony.
A magical spectacle unfolds before young spectators.
Lights of Broadway Musical 6+
MUSICAL
TRAVEL
THE LIGHTS
BROADWAY
THE BEST MUSICALS IN THE WORLD IN ONE
Little Red Riding Hood 12+
Release year: 2022 Duration: 96 min. Director: Alexander Barshak, Artem Aksenenko, Lina Arifulina
Jeepers Creepers: Revived 16+
Release year: 2022 Duration: 88 min. Director: Timo Vuorensola
Excursion “Secrets of the Puppets” 6+
The project of traveling around the Skaz Puppet Theater will allow you to get to know the inner kitchen of the theater, learn the secrets of creating magic and the secrets of the mastery of artists, props, light operators, directors.
Era of Survival 16+
Year: 2022 Duration: 112 min. Director: Cristina Buozhite, Bruno Samper
May Calendar 6+
Year: 2022 Duration: 88 min. Director: Victoria Fanasyutina
The Samurai Dog and the City of Cats 6+
Release year: 2022 Duration: 97 min. Director: Mark Kutsir, Rob Minkoff, Chris Bailey
Exhibition “Watercolor Russia. XXI century – the Volga region” 0+
September 15 at 17.00 in the exhibition hall of the House of Creative Unions (Kuznetskstroevsky, 1) will open the fourth exhibition of the project “Watercolor Russia. XXI century – the Volga region.
Educational program “Assembly of Peter the Great” 6+
Exhibition “Watercolor of Russia. Far East” 0+
September 29 at 17.00 in the exhibition hall of the Siberian Center of Hot Enamel (Novokuznetsk, Kirova st. , 7) will open the fifth exhibition project “Watercolor Russia. XXI Century”. The exposition will include watercolors by artists of the Far East.
Ballet “Giselle” 6+
“Classical National Russian Ballet” – a successful Moscow troupe
classical dance, which includes the best representatives of Russian ballet schools,
talented promising youth and mature honored dance masters. The basis of the ballet
troupes today are graduates of the Moscow Academy of Choreography,
Academy of Russian Ballet named after A.Ya. Vaganova (St. Petersburg) and other famous
ballet schools in Russia.
Duration – 2 hours with one intermission
Quest “Survive at all costs” 12+
Educational and entertainment program for Teacher’s Day
“Survive by any means”
for students of the Kuznetsk Industrial College
(target event)
Venue: Kuznetsk Industrial College (Klimasenko St., 17)
Youth Party “Young-Green” 14+
The Paraskeva Pyatnitsa Center of Russian Folklore and Ethnography hosts youth parties for high school students and students. Kemerovo region Novokuznetsk, st. 25 years of October 2 tel. 74-57-41
Crime and Punishment program 12+
PREMIERE! African fairy tale 0+
This amazing story happened in distant Africa, when such different Rhinoceros and Giraffes met.
Excursion “Folk costume from thread to shirt” 0+
Participants of the classes will get acquainted with the Center of Russian Folklore and Ethnography “Paraskeva Pyatnitsa”, what they can do here. They will also be invited to visit the First Folk Costume Museum in Kuzbass, which contains exhibits from the late 19th and mid-20th centuries: costumes, towels, sewing machines, household items, as well as a collection of dolls in folk costumes from different provinces of Russia. st. 25 years of October 2. tel. 74-57-41 the duration of the event is 1.5 hours.
Big City Life Program 12+
Program participants will learn about the history of Kuzbass, famous people and historical places of the city of Novokuznetsk.
Literary media tour for students, with an in-depth analysis of the work “The Fate of a Man” by M.A. Sholokhov 12+
A media tour of literature will well complement the lesson on the work of M.A. Sholokhov when studying the story “The Fate of a Man”. The story “The Fate of a Man” is considered one of the most poignant literary masterpieces dedicated to the Great Patriotic War. This event, for sure, will encourage children to travel to the literary places of the author. Kemerovo region, Novokuznetsk, t.u.Listvyaga MAU “MKDK Kuibyshev region”, (street Kubinskaya 19b)
Exhibition “Watercolor of Russia. Central Regions” 0+
From October 6 to 30, the exhibition project “Watercolor of Russia. Central Regions” will be held in the House of Creative Unions
Master and Margarita 12+
Performance “Master and Margarita” .
In the role of Woland – Viktor Loginov
October 6, 2022 Drama Theater
Genre of the play: drama about love and betrayal
Directed by: V. Belyakovich
Musical arrangement: S. Manchenko
Duration: 2 hours 30 minutes including 1 intermission.
Concert “Colors of Autumn” 0+
On October 7, 2022 at 19:00 at the Governor’s Jazz Club “Helikon” a concert “Colors of Autumn” will be held with the participation of Denis Merkulov’s trio: Denis Merkulov – electric guitar, Olesya Smertina – acoustic guitar and Ilya Bykov – drums.
Heart of a Dog 12+
Probably, no one imagines how relevant the cult work of Mikhail Afanasyevich Bulgakov is today for the viewer.
Now is a difficult time. Where is the lie and where is the truth? Before our eyes, people are being dehumanized, moral laws are being violated. Genetic engineering flourishes, dangerous experiments are being carried out. And, of course, “humanity, laughing, parted with its past.”
Who is to blame for the story of the charming dog? Professor Preobrazhensky or Commissar Shvonder? And is Sharik himself an evil dog or a small child who is blindly used by both medicine and government officials?!
The answer to these and other questions can be obtained by watching a performance permeated with irony and humor directed by the wonderful director Valery Sarkisov.
Cast:
Igor Livanov, Anton Bogdanov, Vyacheslav Grishechkin, Mikhail Khimichev, Elena Medvedeva, Konstantin Bogdanov, Elena Kibalova.
Concert “We are 35 years old!” 0+
On October 8 at 16:00 at the House of Creative Unions (1 Kuznetskstroevsky Ave.) there will be a concert “We are 35 years old!”
Performance “Snowstorm” 12+
Staged by director Irina Ivanova based on the story of the same name by Alexander Sergeyevich Pushkin from the series “Tales of the late Ivan Petrovich Belkin”.
Geese-swans 0+
A fairy tale with a well-known plot tells how important it is to be kind and attentive to others, to listen to parents.
DIANA ANKUDINOVA 6+
Big solo concert.
My palette 0+
Alexander Mikhailov – “Secrets of happiness” 12+
Novokuznetsk, DK Alyuminshchik – October 11, 2022 at 19:00
Alexander Mikhailov – “Secrets of Happiness”
The long-awaited meeting with the most popular actor of the Soviet screens Alexander
Mikhailov will delight and inspire true fans of theater and cinema.
Fairy-tale musical “Asterix and Obelix-Gods of Olympus” 6+
“ASTERIX and OBELIX – Gods of Olympus”
musical tale based on Greek myths and legends
Performance “It’s hard to be God” 12+
SPACE THRILLER in 2 acts
The performance was created on the basis of the novel “It’s hard to be God” by Arkady and Boris Strugatsky
and their own play “Without Weapons”. The stage version naturally differs from the novel, since
like a theatrical performance has its own laws, but when staging we tried our best
convey the spirit of the work and the goals of the authors.
Dubrovsky 12+
Even in an apartment lost in timelessness there will be a bookcase with the complete works of AS Pushkin. Why? Because Pushkin is our everything, the genius of Russian literature and just a crash. And there will also be a place for storytellers who will take a novel about the Russian superhero Dubrovsky off the shelf and translate it into a modern language. And this story will easily compete with the highest-rated series. Love, death, robots – it’s all there in the classic, but which will win?
Concert “Hello again!” 0+
Dance and vocal groups of the institution are invited to the program dedicated to the opening of the 63rd creative season.
Three Bears 0+
Buffoons as storytellers, transforming decoration in the form of a rotating wheel, and of course, bright dolls will tell a familiar story about Masha and the bears.
Tour! Kolobok. Bakery incident 0+
Tour of the Gorlovka Puppet Theater (Donetsk People’s Republic).
“Palace backstage” 12+
Creative evening
“Thoughts” 12+
Master class in acrylic painting
War and Peace 16+
State Academic Theater named after. Evgenia Vakhtangova
“In the same rhythm” 0+
Young lady-peasant 12+
SCREENING WITHIN THE FIRST INTERNATIONAL THEATER FESTIVAL “SHINING FACETS OF THE THEATER”.
Romantic extravaganza based on the novel by A. Pushkin.
“Space is waiting for us!” 6+
Entertainment and educational program
NAZARETH 16+
The legendary Scottish band NAZARETH will present a new album as part of their 50th anniversary world tour.
Scheherazade and Aladdin 6+
Do you want to stroll through a real oriental bazaar, get lost in the narrow hot streets, plunge into the atmosphere of ancient Persia?
Then you will meet the best storyteller in the world – Scheherazade! She will tell one of her many fairy tales, in which miracles are intertwined with reality.
Open the curtain! 6+
Concert of stage clownery “Open the curtain!” under the leadership of the Honored Artist of the Russian Federation Vasily Yegorovich Trofimov, performed by the stage clownery theater “Buffon”.
On the stage, the guys show the viewer their comic skits and humorous sketches, and, as it were, hint that life should be viewed with humor.
GURUDE (Ruslan Ivakin) “Star Trees” 6+
The Tale of the Fisherman and the Fish 6+
SCREENING WITHIN THE FIRST INTERNATIONAL THEATER FESTIVAL “SHINING FACETS OF THE THEATER”
Where does love lead?
30 years and three years ago, fate brought two young people together. He is a skilled fisherman, she is a spinner.
He is neither short nor tall 0+
Stage director Yury Samoilov.
Performance based on the fairy tale “Teremok” for the little ones.
A performance in which the actors, together with the audience, act out the well-known plot of the fairy tale “Teremok”.
By chance, a hare, a fox and a wolf ended up in one house. All the characters in the performance are kind and sympathetic, and children have the opportunity not only to plunge into the plot of the story, but also to try to revive the character they like.
Age limit 0+.
The duration of the performance is 40 minutes.
Birth of the World rock show CONCORD ORCHESTRA 6+
The world’s first dancing symphony orchestra CONCORD ORCHESTRA presents a new rock show
“The Birth of the World”.
LUBE . By the anniversary of Nikolai Rastorguev 6+
On October 25, 2022, on the stage of the recreation center “Alyuminshchik” there will be an anniversary concert of the Lyube group, dedicated to the 65th anniversary of the permanent vocalist Nikolai Rastorguev.
Serenade 12+
Performance based on the play by Slavomir Mrozhek directed by Yuri Samoilov. Genre – romantic fantasy.
Master class on the basics of modeling “Poinsettia” 14+
Master class on the basics of working with self-hardening clay. You will mold a poinsettia “Christmas star” flower. At the end of the lesson, take your work with you.
“Adagio. Lara Fabian Tribute” 6+
Songs from Lara Fabian’s repertoire will be performed by:
Laureate of International competitions TATYANA SEMERYANOVA (soprano)
PREMIERE! My white-sweet-snow friend 0+
Little Sophie’s life is full of events every day. And she can’t do it alone! One day a white-pale-snowy friend comes to our heroine and helps her take a step into the big world, paint everything around in bright colors.
PREMIERE! Dorofey 0+
Performance-game. Stage director Grigory Goldman, artist Irina Starchak.
Musical “The Man Who Laughs” 6+
Musical Theater “Seventh Morning”
MUSICAL
“THE MAN WHO LAUGHS”
The musical “The Man Who Laughs” based on the novel of the same name by Victor Hugo continues to win the hearts of the audience since 2006.
DIDULIA.New program 6+
Meet in Novokuznetsk!
Didula with a new program!
By popular demand from viewers! On October 30, 2022, the unique multi-instrumentalist Didula will perform in Novokuznetsk with a new concert program on the stage of the Drama Theater!
Concert EGOR SHIP 6+
He is a legend! The most-most crash and idol of millennials. Black Star label artist! October 31 You will see him in person!
Gogol. Metamorphoses 18+
The attempt of the “little man” to realize his place in the world ends with the final loss of a foothold. The authors of the performance invite the viewer into the space of Gogol’s metamorphoses, where reality and fantasy change places, and time ceases to matter.
Lyubov Kazarnovskaya 12+
LOVE KAZARNOVSKAYA Soviet and Russian opera singer
(soprano), teacher, honorary professor of the Moscow
Institute of Economics,
Excursion “Traditional musical instruments: everyone can master!” 0+
Visitors are expected:
– Tour of the exhibition “Russian Folk Musical Instruments”;
– a story about the history of the emergence and development of traditional instruments;
– a conversation about the materials from which tools are made, and craftsmen;
– development of instruments: kalyuk, kuvikly, spoons, rattle, tambourine, flute, harp, balalaika, accordion;
– a block of traditional folk games with the use of musical instruments;
– conversation about spring folk holidays;
– singing and dancing to the accompaniment of folk musical instruments.
Participants will get acquainted with the history of Russian folk musical instruments, try their hand at playing them.
Of particular interest is the gusli – the most Russian instrument with a rich history, capable of awakening gene memory.
We will tell you what harps are, what they were made of, what ways you can play them, and also find out what a person’s “buzzing” is!
Address: 25 years of October 2 tel. 74-57-41 the duration of the event is 1.5 hours.
“TENDERING MAY” 6+
EVGENY YUZHIN. Concert “Masterpieces of the Classics” 6+
Concert by Evgeny Yuzhin
(St. Petersburg)
“Masterpieces of the Classics: Russian Romance and
Neapolitan Songs»
Ballet “The Nutcracker” 6+
Moscow Theater of Classical Ballet “Stars of Moscow”. Ballet in 2 acts
Performance “ANNA KARENINA” 12+
“ANNA KARENINA” In two parts (12+)
The performance comes with one intermission.
Performance duration – 2 hours 20 minutes
Premiere May 16, 2017
Concert “World hits and film music” 6+
With the program “FOUR RUSSIAN SAXOPHONES ONLY WORLD HITS” 6+
Finalists and laureates of the television project of the TV channel Russia Culture
“Quartet 4×4”
Alexey Arkhipovsky Concert 6+
Poganini Russian balalaika.
WARSAW MELODIA 12+
WARSAW MELODIA
Duration: 2 hours 30 minutes. with intermission.
Beginning at 19-00
“The Nutcracker” Ballet 6+
Theater “Old classic ballet” – The old classical ballet presents “The Nutcracker”
Fantastic ballet based on the fairy tale by E.T.A. Hoffmann
Sergey Lazarev 12+
“I’m not afraid!”: the premiere of a new concert show by Sergey Lazarev! and mentor.
When the mother-in-law is a senior warrant officer in rank, suddenly
comes to visit – get ready for any surprises!
Events begin to develop rapidly and unpredictably –
the unreal become real, the impossible become possible, and
insignificant – important. However, a series of unexpected events
becomes an exciting adventure, strengthening relationships
spouses in the family
“Twins” holiday solo concert “I have you” 6+
November 18, 2022 at 18:00 h. at the MAU “MKDK of the Kuibyshev region”, there will be a big gala concert dedicated to Mother’s Day. This evening, the bright vocal group “Twins” will surprise the stage with their talents, and Aleksey Khutoransky and the exemplary group of the dance theater “Antre” will help her in this
Kemerovo region, Novokuznetsk, MAU “MKDK Kuibyshev region” (Makeevskaya st. 6a) tel. 8-951-178-64-08
Eight loving women 18+
Psychedelic absurd nocturne with elements of black comedy
LOVE LETTERS Performance 16+
Cast:
Ekaterina Klimova
Gosha Kutsenko
Musical “Notre Dame de Paris” 6+
Spectators of the musical, young people who have not yet seen the play “Notre Dame de Paris”,
can visit the Seventh Morning Theater and see for themselves
beauty and scale of the performance.
“PICNIC” with the program “Merry and Evil” 12+
The long-awaited concert of the group “Piknik” in Novokuznetsk with a new program “Merry and Evil”! The new Picnic program is called “Merry and Evil”, in fact, like the next numbered album with the same name. And since a bit of healthy anger and fun will not hurt anyone, then the program will be in the same vein. Six new songs will be performed at the concert. Of course, they will not just be played, but according to tradition, each composition will acquire a unique stage life. To do this, they are already designing scenery and sculpting bewitching video sequences. A guitar with as many as three necks will appear on the stage, but the strings on which of them will sound is still a secret.
Comedy “Bride for hire” 16+
MASTER – CLASS for making a rag doll SPIRIDON-SOLNTSEVORT st. 25 years of October 2 tel. All materials and tools are provided.
Musical performance “Tales of the Russian forest. Pianist and composer Nicolas CHELORO” 0+
DECEMBER 3 DK “ALUMINSHCHIK” at 17
Nicolas Celoro
Pianist, composer
0+
Nicolas Celoro – French pianist and composer with Neapolitan and
Andalusian roots, author of numerous musical performances,
which he brilliantly presents with famous actors.
Alexander Novikov with the program “Best and Favorite” 12+
OSMAretro Disco Stars of the 90s 6+
“FALSE NOTE” Performance 12+
PSYCHOLOGICAL DRAMA WITH DETECTIVE ELEMENTS.
Duration: 1 hour 40 minutes without intermission.
Musical “Evenings on a farm near Dikanka” 6+
MUSICAL
“EVENINGS ON A FARM NEAR DIKANKA”
Musical “Evenings on a farm near Dikanka” based on the story “The Night Before Christmas” by Nikolai Vasilyevich Gogol.
The play “Grooms” 12+
The comedy “Grooms” or “How the parents chose the groom’s daughter”
Valery Semin’s concert 6+
folk culture, propagandist of Russian songs and folk instruments, creator and
artistic director of the White Day group.
Notre Dame de Paris Romeo and Juliet 6+
Dmitry Pevtsov and Nikita Vysotsky in the concert program “The Ballad of Vysotsky” 12+
“MR. X” Operetta 6+
Author – Imre Kalman
Libretto – Carl Haffner and Richard Genet
Russian text – Nikolai Erdman and Mikhail Volpin
Moscow artists of the operetta genre present the classical operetta by Imre
Kalman “Mr. X”.
“Room of Tatar life” 0+
Tour of the exhibition
Tad Mosel – Tad Mosel
Tad Mosel (May 1, 1922 – August 24, 2008) – American playwright, one of the leading genre playwrights . teleplay genre live at 1950s. He received the 1961 Pulitzer Prize for Drama for his play All the Way Home .
Content
1 Biography
1.1 Early years
1.2 Career
1.3 Personal life
2 Heritage
3 Bibliography
Biode
Biode
Biode 9001 years
Mosel born George Ault Mosel Jr. in Steubenville, Ohio to George Ault Mosel Sr. and Margaret Norman. Raised as a Presbyterian, he was eight years old when his father’s wholesale grocery business went bankrupt due to the stock market crash and the family moved to suburban New York. In 1931, George Sr. founded a successful advertising company in New York. Recalling his youth in Larchmont, New York, and New Rochelle, New York, Mosel stated:
My brother and I got a sense of security. My brother is four years older than me. We had a nice, wonderful house. I had a wonderful mother and father… I adored my mother and father. They were both wonderful parents. [1]
Mosel’s interest in the theater began in 1936 when he saw Catherine Cornell on Broadway in The George Bernard Show with Saint Joan . He went to Mount Hermon School in Northfield, Massachusetts for one year, graduating from New Rochelle High School. After the attack on Pearl Harbor, Mosel dropped out of Amherst College to enlist in the army. During World War II, he was a United States Air Force Weather Service Sergeant (1943–46) as a weather observer, including one year in the South Pacific. In the post-war years, he completed Amherst and graduate studies at the Yale School of Drama (BA), and then received a master’s degree from Columbia University. He wrote plays while auditioning as an actor, and at 19In 1949 he was on Broadway in a stealing, non-speaking role as a bewildered private in a farce. At war with the army . [2]
Career
His first teleplay was shown on Chevrolet TV-Theater in 1949. In the early 1950s he became a lead writer on live television, appearing in six teleplays for Goodyear Television Playhouse (1953-1954) from two to Medallion Theater (1953-1954) and four to Lodge 90 (1957–1959). He also wrote for Philco Television Theater (1954), Showcase Producers and Studio One . After Eileen Heckart appeared at Harbor (at Philco Television Playhouse ), his 1953 play about a troubled marriage, Mosel and Heckart became friends, and he wrote several screenplays specifically for it, including a 1953 play. Other People’s Homes (at Goodyear Television Playhouse ) is about a housekeeper caring for an elderly father. [2]
In 1997, Mosel recalled:
Paddy Chayevsky, Horton Foote, Sumner Locke Elliott, JP Miller and all the group of writers I knew, we grew up at the same time and our eyes were fixed on the theatre. It was the Emerald City. This was the goal. Now television appeared after the Second World War, and television was a beggar. There was no money. No “self-respecting writer” deigns to write for television. Even drunk screenwriters wouldn’t write for television. So who is left there? It was us. They were kids who worked for 65 cents. And so with a very patronizing attitude, you thought, “Well, if I could make a few dollars off this, I’d have time to write a great American play.” It didn’t take too much experience to realize that television was a medium in itself, and that it was a career in itself and an exciting one. But we stumbled upon it, so to speak, being snobs. They will give anyone a chance. I look back at it and think, “Aren’t we lucky to be there?” Because it was pure luck that we were there… It was the silence before the broadcast, which was so dramatic because everyone was there in sufficient time, but everyone was silent. No one talks, no one moves – hands on the keys but not moving. The only thing that moved was the second hand on the big clock, and when it reached the top, everyone started moving. This peace, this stillness was very dramatic before you got into it. It was a great moving moment and you suddenly fell in love with every actor and you just wished they were all rich and had children and went to happy graves. [1]
Moselle All the Way Home Premiered November 30, 1960 at the Belasco Theater in New York to critical acclaim. In addition to winning the 1961 Pulitzer Prize, the play was nominated for a Tony Award. A stage adaptation of James Agee’s novel A Death in the Family , it dramatizes the reaction of a Tennessee family to the accidental death of their father in the summer of 1915. The play was also shown on television several times – in 1963, 1971 and 1981. In Denmark she was known as I havn and directed for Danish television by Clara Ostö in 1959.
Film adaptation of All the Way Home (1963) was filmed in the same area of Knoxville, Tennessee where Agee grew up. Directed by Alex Segal, it is featured by Robert Preston, Gene Simmons and Pat Hingle.
Mosel wrote the screenplays for the films Dear Heart , starring Glenn Ford and Geraldine Page, with Mosel in a cameo role as the man in the lobby and the popular Up the Stairs Down based on the novel by Bel Kaufman and starring Sandy Dennis.
He was nominated for an Emmy Award for Outstanding Writing in a Drama Series for episode The Adams Chronicles , a PBS drama series based on the lives of Presidents John Adams and John Quincy Adams and their families.
Many of Mosel’s television plays can be viewed at the Paley Media Center in New York and Los Angeles.
Personal life
Mosel’s death at age 86 from esophageal cancer came after 18 years of living in Havenwood Heritage Heights, a retirement community in Concord, New Hampshire, where he lectured frequently. He was preceded by death at 1995 year. Raymond Tatro, McCall magazine graphic designer; they have been partners for over 40 years.
Heritage
Moselle’s $100,000 gift to Havenwood-Heritage Heights was used to fund an auditorium called Tad’s Place for future community speakers. [3]
Bibliography
Mosel, Taed (1956). Other people’s houses; Six television performances . New York: Simon & Schuster. OCLC 232773.9 Margo Sanger-Katz (August 27, 2008). “The Moselle is valued by the community.” Monitor Concorde . Archived from the original on July 28, 2014. Retrieved December 15, 2008.
external link
Tad Mosel on Internet Broadway Database
Tad Mosel on IMDb
Tad Mosel Papers 1395-
Billy Rose Theater Department, New York Public Library for the Performing Arts
Curtain up: All the way home : review by Elyse Sommer
Refuge: “For the Record: Tad Mosel” (Autumn 1998)
American TV Archive: Tad Mosel interview with Michael Rosen
George Condo | Gary Tatintsian Gallery, Inc.
George Condo (1957, Concord, New Hampshire). Lives and works in New York.
George Condo is one of the most influential contemporary American artists, known for his unique style of figurative painting with an emphasis on refractive forms, Picasso’s cubism and distorted images of aggressive illusory reality.
Kondo studied art history and music theory at the University of Massachusetts in Lowell. Starting his career at the Andy Warhol Factory, he moved to Paris in 1985, where he lived for ten years, studying classical painting. Returning to Manhattan in 1995, Kondo began his years-long experiment with the concept of realistic representation of fictional images, which he dubbed “artificial realism.” “I felt like I had to go back to New York with an idea that could stand up to Andy Warhol’s Campbell Soup. Ironically, I turned to the canvases of the old masters.
Throughout his thirty-year career, George Condo consistently interprets historical pictorial traditions and genres through the prism of changing social norms and foundations. It ironically reflects modern American culture and its influence on the development of society’s value orientations and the perception of painting in general.
His art is a bold blend of sensual European school painting with the aesthetics of Pablo Picasso’s Maidens of Avignon, Francis Bacon’s Studies of the Human Body and Willem De Kooning’s female characters with references to kitsch and popular American culture, including Playboy magazine, comics and animation . Critics call Kondo the “missing link” that connects the classics of figurative painting and modern stars: John Carrin, Glenn Brown, Dana Schultz and others.
“I call my work psychological Cubism” – Kondo’s work can be seen as the result of a long study of the multifaceted human nature, expressed through the process of transformation of pictorial language from classical techniques to the absurd images of modern pop culture.
Solo exhibitions of the artist include: George Condo at Cycladic Museum (Museum of Cycladic Art, Athens, 2018), The Way I Think, The Phillips Collection (Washington, 2017), Confrontation (Berggruen Museum, Berlin, 2016-2017), George Condo . Selections from a Private Collection (Heydar Aliyev Center, Baku, 2016), Mental States (New Museum of Contemporary Art, New York, 2012-2011).
The artist’s works are represented in the permanent collections of such museums as: New York Museum of Modern Art (MoMA, New York), National Gallery of Art (Washington), Whitney Museum of American Art (New York), Solomon Guggenheim Museum (New York). York), Tate Gallery (London), Museum of Modern Art (Barcelona), Stedelijk Museum (Amsterdam), Museum of Modern Art (Stockholm), Art Gallery of Ontario (Toronto), Schirn Art Gallery (Frankfurt am Main), Museum of Modern Art Astrup Fearnley (Oslo).
Orgy Composition 2008 Oil on canvas
190.5 x 215.9 cm
Exhibitions
Group show “Naturally Naked”, Gary Tatintsian Gallery, Moscow, August 15 – December 15, 2019.
George Condo. The Lost Civilization, Musee Maillol, Paris: 17 Apr ’09 – 17 Aug ’09
George Condo: Artificial Realism. Gary Tatintsian Gallery, Moscow: 15 May – 14 August, 2008
Publications
Catalog “George Condo. The lost civilization”, Fondation Dina Vierny – Musee Maillol, page 126.
Catalog “George Condo: Artificial Realism”, Gary Tatintsian Gallery, 2008, pages 59-61
The Other Side of Reality 2008 Oil on canvas
190.5 x 215.9 cm
Exhibitions
George Condo: Artificial Realism. Gary Tatintsian Gallery, Moscow: May-Aug 2008
Publications
Catalog “George Condo: Artificial Realism”, Gary Tatintsian Gallery, Moscow. 2008, pp. 96-97
Two Female Figures 2008 Oil on canvas
190.5 x 215.9 cm
Exhibitions
George Condo: The Lost Civilization, Musee Maillol, Paris: 17 Apr – 17 Aug 2009
George Condo: Artificial Realism. Gary Tatintsian Gallery, Moscow: May – Aug 2008
Publications
Catalog “George Condo: The lost civilization”, Fondation Dina Vierny – Musee Maillol, p. 126
Catalog “George Condo: Artificial Realism”, Gary Tatintsian Gallery, 2008, pp. 27-29
Cave painting 2008 Oil on canvas
190.5 x 215.9 cm
Exhibitions
George Condo: Artificial Realism. Gary Tatintsian Gallery, Moscow: May – Aug 2008
Exhibitions
mutated reality. Gary Tatintsian Gallery, Moscow, Russia. 11/27/2015 – 04/02/2016
George Condo. mental state. New Museum, New York, USA. 26.01 – 15.05.2011
George Condo. The Lost Civilization, Musee Maillol, Paris: 17.04 – 17.08.2009
‘George Condo. One Hundred Women’, Museum der Moderne Salzburg, March 12–May 29, 2005. Kunsthalle Bielefeld, June 19–August 14, 2005
Publicated:
Catalog “Mutated Reality”. Gary Tatintsian Gallery, Moscow, 2016.
Childcare is the single biggest expense new parents face before their child starts school. The options can be overwhelming: Day care? Nanny share? Staying at home? Find out what’s best for your situation—and for your wallet.
When I was thinking about having a baby (and during my pregnancy), childcare wasn’t one of my main concerns. Instead I spent a lot of time researching things like:
Miscarriage rates
My company’s maternity leave policy
Weight gain
Baby names
In retrospect, all that Googling was a colossal waste of time.
I should have been more concerned about figuring out what I was going to do with my baby once I went back to work. Instead, I kept telling myself, “I’ll figure it out later.”
I realize now that I was avoiding researching the issue because I was scared about the idea of leaving my child with a stranger.
But you know what else is scary? Realizing how much childcare costs, especially over the long term.
The longer you wait to look into the issue, the scarier it gets.
The sooner you think about your options, the better decision you’ll make – for your family and your wallet.
This article is a good start.
What’s Ahead:
Option #1: In-home nanny
Before I had a baby, my idea of a nanny came from Lifetime movies. I assumed that all nannies lived in your house, tried to seduce your husband, and slowly tried to drive you crazy before making an attempt on your life.
In reality, nannies are more like advanced babysitters and not evil seductresses. I never understood the differences between a babysitter and nanny. According to Care.com, babysitters usually work intermittently, or for a few hours per week on a regular schedule. Their main tasks are playing with kids, feeding them, and putting them to bed.
Nannies do a lot more. “It’s a nanny’s responsibility to create daily schedules and engage in activities to ensure healthy mental, physical, and emotional growth in the children they care for,” says Care. com. “Most nannies will be tasked with preparing meals, helping with household work (dishes, laundry, etc.), driving the children to and from activities, and assisting with homework.”
When I went back to work after having my daughter, we found an in-home nanny. We went this route for a lot of reasons. First, I worked mainly at night, while my husband worked days. We only needed someone for a few hours one or two afternoons per week.
Many day cares, however, require a minimum commitment of at least three days per week. I didn’t really want to pay for more than I needed, especially considering that I didn’t need to send my daughter there for a full eight hours. (Few day cares accept kids for just half a day).
Another perk of in-home care? It’s just easier.
Having someone come into your house is a lot easier than hauling a non-walking kid around, especially in winter.
Some parents, like my friend Charisse Traband, hire nannies to mind their child while they work in another part of the house. “I wanted to be a stay-at-home mom. But I also did not want to give up my career. So I decided working from home and having a nanny would be the best of both worlds.”
Average cost
Of all childcare options, in-home care is the priciest. On average, according to Payscale, an in-home nanny (who doesn’t live with you) earns $13.36 per hour, but this varies wildly by location.
In general, because the cost of living is higher in metropolitan areas, nannies get paid more there.
If you want someone trained in CPR or a nanny with a degree in child education or development, expect to pay more.
In Chicago, where I live, the going rate is $14 per hour.
How to save a few bucks
I was happy to let my former nanny bring her daughter along with her when she watched my daughter. In return, she only charged me $12/hour.
Some people give their nanny room and board—meaning she lives in your home—in return for a smaller paycheck.
But I only know one person who’s ever done this, and she didn’t enjoy the experience. Who wants to tiptoe around their own kitchen? Plus, if Lifetime has taught us anything, it’s to beware live-in nannies. (I kid.)
Something to keep in mind
Most people I know pay nannies under the table, but, technically, that’s illegal.
If you pay your nanny at least $1,800 per year, you’re supposed to withhold Social Security (6.2% of her pay) and Medicare taxes (1.45%) from her paycheck (she’s responsible for paying other taxes). If you don’t withhold these taxes, you can face penalties.
Another reason to keep things legal? You can’t claim any childcare tax benefits on your own income tax return unless you’ve withheld taxes from your nanny’s pay.
Option #2: Nannyshare
A nannyshare it just what it sounds like—two or more families share the service of one nanny.
The nanny can alternate between the families’ houses or apartments, making it easier to get out the door at least a few days per week.
It can work out great for kids, as long as they like each other. They get individualized attention from a nanny, have regular playmates, and will theoretically be exposed to fewer germs.
Average Cost
Like all childcare options, nanny share fees vary by region.
In general, a nanny involved in this type of arrangement might charge a dollar or two more per hour than her usual rate because she’s caring for two more children, but you’ll be splitting that cost with another family.
How to save a few bucks: If the other family has more children than you, they should pay for a larger portion of the nanny’s hourly rate.
If you always have to bring your kid or kids to the other family’s house, it could be argued you should pay a little less.
Something to keep in mind: A friend of mine and I asked her nanny if she’d be willing to nanny both of our kids, but she said no. We were both surprised but her reason totally makes sense.
She said that previous nanny shares she’d been involved with hadn’t worked out. Each set of parents had too many different rules for their kids. Some parents won’t let their kids watch TV; others don’t care. Some parents won’t let their kids eat any sugar; the other set thinks sugar and childhood go hand in hand.
Option #3: Day care
I recently stopped teaching night classes and started working during the day again, meaning my daughter needed care three days per week.
I could have tried to find another in-home nanny (the woman I had been using wasn’t free the days I needed her), but that would have gotten pricey.
More importantly, my daughter is now two, and wants to play with other kids. Or, more accurately, she needs to learn how to socialize with other kids. I decided it was time for day care.
Another plus? Day care is the most economical childcare option. (Besides Grandma babysitting for free!)
For one child, day care is so much less expensive than nannies that you may find yourself sending your child to one right way. “When it was time for me to go back to work, my mom volunteered to watch the baby two times per week and we decided to go with in-home daycare three days per week, basically because it was the cheapest option,” says my cousin, Simona Masini, a teacher. “So how much did money play into that decision? It was mostly based on money. However, that being said, we also liked the idea of our children being in a home with other kids as opposed to being in our house alone with a nanny.”
Don’t be scared about sending your kid to day care. Those horror stories you hear about are very, very rare.
When I started looking at day care places, I was overwhelmed. There are all different types – large day care centers vs. small day cares in a person’s home vs. Montessori. They each come at different prices points, and they each offer different things.
Ultimately, you need to figure out what your priorities are. If, for example, you want a center that’s met the highest national standards, look for one that is accredited by the National Association for the Education of Young Children (NAEYC). On the other hand, if you want a smaller and less school-like environment, look at home-based centers.
In my case, I didn’t want to add too many minutes onto my commute.
But the closest place also didn’t feel right. There were about 20 kids there, and my daughter is fearful of other children.
So I chose a small home day care that regularly texts me pictures of her while I’m at work, and emails me a nightly report.
Other parents have different priorities. I saw one day care that guaranteed my daughter would be bilingual by the time she entered kindergarten. That matters to a lot of parents, but for me, it wasn’t worth the extra cost.
Average cost
For babies and toddlers, the average cost of full-time day care at a center is $972 a month. And that’s average. Depending on your location and the center you choose, prices could exceed $1,500 a month per child for full-time care.
Yes, you read that correctly.
Once a kid hits two, the average price drops to an average of $733 a month.
Home daycares cost less – an average of $646 a month for babies and around $600 for the over-two crowd.
Of course, costs vary wildly, based on where you live and what features the daycare offers.
Things cost more in cities, obviously.
The least expensive daycare I found in Chicago (that was legit) was $50 per full day. Another one I looked at costs $997 per month for three days per week.
The most expensive states for daycare, according to Baby Center, are:
Massachusetts
New York
Minnesota
Colorado
California
Illinois
How to save a few bucks: If you can work something out with your employer, try to work from home at least one day per week.
Most day cares don’t require kids to attend five days per week.
If you and your partner can adjust the times you need to be at work, you may only need to send your child to day care for a few hours per day.
Some day cares – but not all of them – will charge you per hour instead of per day, or have a half-day rate.
Something to Keep in Mind: Daycares usually offer lunch, snacks, and sometimes breakfast.
The bad news? Daycares aren’t babysitters you can easily cancel on.
Most daycares require you to pre-pay each week. If you have a vacation planned or your child gets sick and doesn’t go to daycare, you still need to pay for the days she misses.
Option #4: Either you or your partner quits your job
Don’t choose this option without thinking about how it will affect you in the long run.
I used to think that parents who didn’t work after having kids chose to stay home because they weren’t career-driven.
What a dummy I was!
Sure, some people stay home because they’d rather hang with their kids. After having a child, I totally get that. Kids are mesmerizing – way more rewarding than anything a job job offers.
But often, one parent stops working because the cost of childcare is simply more than (or exactly the same as, or not much less than) the paycheck he or she is bringing home—especially if more than one kid is involved.
Sometimes bringing home a salary you immediately pay someone else feels …. just stupid.
But before you give notice, just remember that kids do eventually grow up and go to school, eliminating your need to pay for year-round, full-time childcare. (There’s still those pesky afternoons and summer breaks, of course.)
Average cost
This option seems free – at first.
But being a stay-at-home parent sadly doesn’t come with any benefits, like a 401(k). As Baby Center notes in their excellent synopsis of the financial and mental repercussions of staying at home to raise children, “Economists estimate that over a lifetime, staying at home could cost several hundred thousand to a million dollars, once you add up lost employment benefits. These include accrued Social Security and, depending on your job, other financial benefits such as matching 401(k) contributions or a pension.”
How to save a few bucks: While you’ll lose one main source of income, it’s easier than ever to master “the side hustle” with things like Uber and Task Rabbit.
Something to keep in mind: Financials aside, I know tons of parents who are thrilled they made the decision to say goodbye to office life.
Sure, sometimes it gets boring. And sure, you and your partner might find yourselves butting heads a little more.
But you never get back your child’s first few years of life. Plus, the less they go to day care, the less often they’ll get the flu.
Whatever route you go, think long and hard about it first.
And of course, if you live close to family, you can always ask your own mom or dad to watch your kid – for free.
But my cousin Christina notes, “If it’s free, you can’t really complain when your mom gives your kids unlimited ice cream at 9 a.m. But hey, I’ll take it.”
Summary
Childcare will likely be your largest cost before your child enters school.
Costs vary wildly by location and type of childcare – in home nannies vs. nanny shares vs. day care vs. becoming a stay-at-home parent.
In-home nannies are the most expensive option.
You’ll make the best choice the longer you allow yourself to research the issue and closely monitor your budget before making a choice.
Read more:
How much does it really cost to have a baby?
Are you financially ready to have kids?
In the daycare vs stay-at-home debate, some costs aren’t obvious
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About the author
Total Articles: 39
Patty Lamberti
Total Articles: 39
Patty Lamberti is a freelance writer and Professional-in-Residence at Loyola University Chicago, where she teaches journalism and oversees the graduate program in digital media storytelling. If she doesn’t know something about money, you can trust she’ll track down the right people to find out. You can learn more about her at www.pattylamberti.com. And if you have any story ideas, or questions about money etiquette that you’d like her or an expert to answer, email her at [email protected]
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Daycare Costs per Week by State and Age Group + How to Reduce Costs
For most parents in the U.S., daycare is one of the largest weekly expenses.
High daycare costs can add up. In the U.S., daycare costs have nearly doubled in the last 25 years.[1]
For families with more than one kid, the amount is sometimes higher than even the monthly mortgage payment. In about half of U.S. states, childcare costs more than tuition.[2]
Policymakers suggest that daycare costs shouldn’t be more than 10% of a household budget — but daycare usually costs parents about 30% of their income.
Why does daycare cost so much? Consider the following factors:
Location
The most important factor is the state and the city in which you live. States with a high cost of living are costly in all aspects, including childcare.
Some of the most expensive states based on our research are New York, Colorado, Massachusetts, California, and Washington.
Child’s Age
Childcare costs for infants and toddlers are the highest as they need constant attention. As a child grows, costs decrease with age.
For babies and infants, the average cost of center-based daycare is $340 weekly.[3]
The average cost of daycare for a 4-year-old/preschool child is $250 weekly — quite a difference. We’ll get into more numbers down below.[3]
Type of Childcare
The type of daycare is an important factor to consider. For example, licensed daycare centers are generally more expensive than those that are non-licensed, and hiring a nanny is the most costly option.[4]
You may also choose to hire an au pair — see our research on how much an au pair costs.
Hours Spent
Understandably, the cost of daycare varies almost proportionately to the number of hours you keep your child under the care of others.
Some centers do offer discounts on the total daycare cost for full-day care or siblings using the same facility.
Daycare Costs per Week by State and Age Group
The following table shows the average full-time, center-based daycare costs per week in different states for various age groups.[3]
State
Infant
Toddler
Preschool-Aged
Alabama
$244
$231
$194
Alaska
$323
$323
$268
Arizona
$347
$283
$265
Arkansas
$275
$275
$233
California
$399
$341
$283
Colorado
$385
$385
$293
Connecticut
$405
$405
$300
Delaware
$334
$293
$248
District of Columbia
$413
$371
$239
Florida
$319
$245
$245
Georgia
$319
$267
$250
Hawaii
$446
$298
$208
Idaho
$198
$175
$118
Illinois
$370
$321
$272
Indiana
$286
$246
$165
Iowa
$320
$320
$253
Kansas
$312
$246
$147
Kentucky
$271
$271
$229
Louisiana
$287
$287
$244
Maine
$358
$309
$209
Maryland
$476
$396
$314
Massachusetts
$471
$381
$218
Michigan
$348
$300
$253
Minnesota
$389
$389
$305
Mississippi
$241
$241
$162
Missouri
$300
$192
$170
Montana
$333
$290
$245
Nebraska
$359
$313
$266
Nevada
$216
$168
$139
New Hampshire
$348
$348
$271
New Jersey
$431
$431
$343
New Mexico
$350
$350
$276
New York
$444
$391
$391
North Carolina
$232
$205
$134
North Dakota
$344
$344
$267
Ohio
$325
$325
$261
Oklahoma
$307
$268
$228
Oregon
$355
$309
$255
Pennsylvania
$300
$230
$173
Rhode Island
$355
$309
$256
South Carolina
$219
$160
$107
South Dakota
$215
$215
$173
Tennessee
$326
$285
$242
Texas
$287
$162
$113
Utah
$287
$197
$161
Vermont
$349
$298
$197
Virginia
$360
$299
$281
Washington
$398
$398
$303
West Virginia
$286
$179
$143
Wisconsin
$276
$175
$141
Wyoming
$335
$276
$259
To see an example of one part-time, before- and after-school program’s cost, see our article on The Goddard School’s tuition.
Suggestions for Reducing Weekly Childcare Costs
Since daycare costs an be very high, we have several suggestions for saving money on childcare:
Visit and get quotes from several facilities to shop around for the best option.
Use a daycare that offers discounts for each additional child, and keep all children at the same center.
Get a daycare that’s either close to home or en route to work. This will save time and fuel money when picking up and dropping off.
Find an in-home daycare that’s relatively new. The prices will likely be lower than established centers, and you won’t have to worry about getting all of your children admitted if it’s not yet popular.
Reach out to family or friends. They may be willing to watch your child for free. You could also exchange childcare; your friend could watch your kids one week, and you could watch them the next.
Dayna’s Daycare Tuition & Hours
TUITION AND HOURS OF CARE: Tuition rates are for normal daycare services. My services will be available Monday through Friday from 7:00AM 5:00 PM. You can arrange earlier drop of times. Discuss needs for care outside these times and I will try to accommodate reasonable requests for a possible additional fee. RATE INCREASE effective 11-15-2022
FULL TIME DAYCARE – Up to 50 hours a week -10 hours a day
Infants – (Birth to 18 months)- $180.00 Week
Toddlers/ Preschool (18 mo. to 4 years)-$135.00 Week
School Age- (5 years and older )- $110.00 Week School days out currently enrolled children only $25 per day not to exceed $110.00 Week
Supply/Enrollment fee $50.00, due on enrollment date with also deposit as in contract.
PART TIME DAYCARE Infants-(Birth to 18 months) – NOT AVAILABLE
Toddlers/ Preschoolers (18 months to 4) $90 per week Up to 25 hours a week
School Age (5 years and older ) 2 meals and or snack- $70 per week Up to 25 hours a week
School age care (5 years and up) 1 meal or snack $40 per week 15 hours or less a week
Yearly supply/Enrollment fee $50/year due on enrollment date with also deposit as in contract.
DROP IN / EMERGENCY DAYCARE Infants ( under 18 month) rarely can take infants as drop in care due to licensing ratios
Toddlers (18 months to 2.5 years old) $45 per full day (Not to exceed 10 hours day per)
Preschool/School Age (2.5 years to 5and up) $30 per full day. (Not to exceed 10 hours day)
I do have brief contract for short term care that need’s to be filled out prior to me caring for your child/ ren. NO SUPPY / ENROLLMENT FEE FOR DROP IN / EMERGENCY Payment must be made at drop off, if care planned in advance you will need to pay to guarantee spot for day needed. If you don’t show on advanced care you will not be refunded!!
Late fees of $ 2 per minute per child will be billed if you are late past the normal pick up time. (This will be filled in the contract.) It will be added to the weekly tuition charge, unless prior arrangements have been made in advance. I realize job pressures, traffic, and weather conditions occasionally affect your ability to arrive on time. However, since a habit of arriving late does affect my family life, I will need to charge late a fee if I feel a pattern of late arrival develops. Please feel free to discuss arrival and drop-off times with me if your needs vary, such as when you or your spouse need to travel .I will attempt to be flexible to meet your needs for occasional early arrival and late pick-up times, but these will need to be exceptions rather than a general rule so as not to unduly impact my own family.
Late fee of $10.00 per day will be charged for late tuition payments.
If you are an DCF contracted client you are responsible for any fees that are not covered by DCF. When you give me 2 week notice I will credit your deposit to the last week’s tuition. If you don’t give me 2 weeks’ notice on termination of my daycare services, I will keep your deposit and you will be responsible for any tuition for the last 2 weeks of daycare tuition. Even if you choose not to have your child (ren) attends the last 2 weeks. As is our daycare contract for my daycare services. Enrollment/Supply Fees
————————————————————-
2022 Schedule & Closings –Page 1 of 2 I will have 10 days of paid Vacation. I will have the 6 days of paid sick/personal leave a year. ******In GREEN FONT are paid vacation days. In RED FONT are paid Holidays The Parent handbook will be completed by January or sooner and effective. I will be also closed on the following major holidays. If holidays fall on weekend, I will take Friday before or Monday after off Check daycare website http://daynasdaycare.com/menu_closings.htmlhttp://daynasdaycare.com/calendar.html ~New Years Day- OBSERVED Friday 1/3/2022
~Memorial Day , Monday 5/30/22 ~ July Forth ,Monday 7/4/22
~ Labor Day , Monday 9/5/22
~ Thanksgiving Day Thursday 11/25/21 the day after Thanksgiving Friday 11/26/21
~ Christmas Eve, OBSERVED Friday 12/23/22
~Christmas Day, Monday 12/26/22 observed
Monday Jan 3rd -CLOSED OBSERVED New Years Day January 3rd to January 7th January 10th to January 14th January 17h to January 21st January 24h to January 28th
January 31st to February 4th February 7h to February 11th February 14th to February 18th February 21st to February 25th
February 28th to March 4th March 7th to March 11th March 14th to March 18th March 21st to March 25th March 28th to April 1st
April 4th to April 8th April 11th to April 15th April 18th to April 22nd April 25th to April 29th V1CLOSED Friday April 29th 2022
May 2nd to May 6th May 9th to May 13th May 16th to May 20th May 22nd to May 27th V2CLOSED Friday May 27th 2022 CLOSED Monday 30th Memorial Day Monday May 30th to Friday June 3rd June 6th to June 10th June 13th to June 17th June 20th to June 24th
2022 Schedule & Closings —Page 2 of 2 June 27th to July 1st V3CLOSED Friday July 1 2022 CLOSED Monday JUL 4th OBSERVED July 4th to July 8h July 11th to July 15th July 18th to July 22nd July 25th to July 29th
August 1st to August 5th August 8th to August 12th August 15th to August 19th CLOSED Aug 15 and Aug 19th August 22nd to August 26th August 29th to September 2nd
September 5th to September 9th CLOSED Monday September 5th Labor Day September 12th to September 16th September 19th to September 23rd September 26Th to September 30th
October 3rd to October 7th October 10th to October 14th October 17th to October 21st October 24th to October 28th
October 31st to November 4th November 7th to November 11th November 14th to November 18th November 21st to November 25th V5-CLOSED Wednesday 11/23 CLOSED Thursday November 11/24 and Friday 11/25 Thanksgiving and Friday after November 28th to December 2nd
December 5th to December 9th December 12th to December 16th December 18th to December 23rd CLOSED Thur, Dec 22nd Christmas Eve Observed and Friday Dec. 23rd Christmas Day Observed December 26th to December 30th V6-Monday 12/26 V7Tuesday 27th v8 Wednesday . 28th V9 Thursday . 29th. V10 Friday . Dec.30st
Check daycare website http://www.daynasdaycare.com/calender.html This is your notice of my planned vacation days for this year .Please find alternative care for these days: Fri Apr. 29th Fri July 1st Wed Nov 23rd Tue Dec 27th Thur, Dec 29th
Fri May 27th Fri Aug 15th and 19th Mon Dec 26th Wed, Dec. 28th Fri. Dec. 30th
CLOSED- January 1s t 2022 observed closing Monday 1/2/22 2023 closings to be announced in 2023 Parent Handbook
Daycare-Warwick, RI- Tender Hearts Child Care & Learning Center
Full Time Tuition Rates – Up to 9 hrs/day
5 days
$285. 00
4 days
$265.00
3 days
$245.00
2 days
$225.00
1 day
Extra Day
$128.00
$30.00 (space available)
Part Time Tuition Rates – Up to 4 hrs/day
5 half days
$212.00
4 half days
$192.00
3 half days
$172.00
2 half days
$152.00
Extra Day
$25.00 (space available)
Effective Date 01/03/2022
When returning your registration packet, please include a $75.00 non-refundable registration fee along with one week’s tuition. All payments are made through direct deposit.
If you need to drop off your child early or pick up after your scheduled time, please notify the office ahead of time and we will do our best to accommodate you. Discounted packages are available for additional hours. A charge of $10.00 per 15 minutes will be applied to your account without a discounted package.
Tuition rates are subject to change.
Hours and Holidays
Hours of Operation The Center opens at 7:00 A. M. and closes at 5:30 P.M. Monday through Friday. To take full advantage of our preschool learning activities, we suggest that you have your child arrive no later than 9:00 A.M. You should escort your child into their classroom and help them get settled. It is necessary for the adult bringing the child into sign-in via the computer located in our vestibule. Parents bringing in an infant may sign in and use the door leading into the Infant Room. These are the only adults permitted to use this entrance.
Holidays Tender Hearts will be closed as follows:
January 1st Memorial Day July 4th Labor Day Columbus Day Thanksgiving Day and the day after Christmas Eve Christmas Day If one of these holidays falls on a Saturday or Sunday, we may be closed on the Friday before or the following Monday to observe the holiday. If your child is enrolled part-time, and a holiday falls on the day your child is scheduled to attend, you are not permitted to substitute another day of care. This is due to ratios of other part-time children in the program.
“A minimum of 1 week’s notice is required to disenroll your child from the program. The normal tuition will be charged for the one week notice period regardless of attendance.”
Snow Days Tender Hearts will make every attempt to be open on snow days, although we may need to delay the opening or stay closed in extreme conditions. Please sign up for text alert through the Rhode Island Broadcasters Association and their website is www.ribroadcasters.com. (Please remember that tuition is due regardless of school closing or holiday.)
Rules for Pick Up
Late Pick Up If a parent is going to be late picking up their child, he /she should notify the school immediately. The following late fees apply if a child is picked up after 6:00 P.M. 6:01 – 6:10 PM – $10.00 6:11 – 6:16 PM – $20.00 6:17 – 6:30 PM – $30.00
Release of Children The safety and security of the children we care for are of paramount importance. That is why we have a strict pick-up policy. No one will be allowed to pick up a child at our facility unless his or her name, address and telephone number appear on the registration form NO EXCEPTIONS. Should a parent /guardian wish to add a name to the form, we will accept a fax sent to us or a written authorization handed to us directly by the parent /guardian. Parents should advise grandparents and family members of our procedures to avoid any potential problems, and remind them to bring picture ID if they are authorized to pick up.
To ensure the security of the children, Tender Hearts staff will adhere to the following pick-up procedures:
Check a photo identification or valid driver’s license to be sure the photograph is of the person presenting it. This includes unfamiliar parents.
Verify the individual is currently listed on the pick-up authorization list.
If the staff believes a child may be at risk, Tender Hearts reserves the right to refuse the release of a child. This includes not having a car seat in the vehicle.
Contact our office at 401-736-8844 for rate information in Warwick, RI.
What is the market price of daycare and preschool?
Former Brookings Expert
Executive Summary
How much do parents spend on center-based daycare and preschool for their young children? In other words, what is the market price of these services? The answer is important for parents, government, policymakers, and providers.
Using nationally representative data from the 2016 Early Childhood Program Participation Survey I calculate hourly and annualized prices for parents who purchase at least eight hours a week of center-based care for a child under five who does not have a disability and do so without outside financial help in paying the fees. The results are analyzed by age of child, region of country, parental education, parental income, and hours of attendance.
For the country as a whole, the median price for a family with the characteristics described above is $8,320 a year and $5.31 an hour. Families spend somewhat more in the Northeast and West, and somewhat less in the South and Midwest.
Spending in absolute terms goes up with family income and education (e.g., a mean of $11,652 for families making more than $150k a year contrasted with $5,900 for families making from $50-60k a year). Conversely, spending as a percentage of family income goes down with rising socioeconomic status (e.g., 7% for families making $100-$150k vs. 12% for those making from $50-60k). Spending is inverse to the age of the child (e.g., $10,400 for infants vs. $6,500 for four-year-olds).
One of the most provocative findings is that infants who are receiving center-based care for at least 8 hours a week, as is the case for older age groups in the sample, are in center-based care for many more hours a week than older children. For example, median weekly hours for such infants is 40, whereas it is 24 for four-year-olds.
Introduction
Questions about cost (how much is being spent) and price (how much is being charged) for the center-based care1 of young children loom large among parents, the childcare industry, policymakers, and government.
Related
This is notably so in efforts by city, state and federal government to expand access to center-based care, which involves fraught decisions about how much should be spent on each enrollee to make possible a quality program. This, in turn, interacts with political and budgetary realities to determine the ages and numbers of children that government decides to serve.
Part of the politics of advocates for expanding taxpayer funded center-based care is including as many families as possible as beneficiaries so as to increase public support. This generates tension between spending what is thought to be necessary for quality programs vs. serving the maximum possible number of families. We see this playing out in public controversies, for example, about whether government is spending too little (about $2,500 a year per child in Florida,2 the nation’s largest state program) or too much (about $16,500 in the District of Columbia).3
For government and other funders, what is the right amount to spend on what type of center-based service for whom? How much of that expenditure should be borne by the parents of the young children receiving services (through, for example, a sliding fee schedule based on family income)? And, for parents seeking to purchase center-based care on their own dime or for government trying to generate reasonable estimates of the costs of expansion of public programs, what are the going rates?
Related Books
We are a long way from being able to answer questions about appropriate levels of expenditure for quality programs. This is due to the absence of credible research demonstrating causal links between child and family outcomes and levels of spending on center-based care. We can, however, fill in gaps in knowledge about how much is being spent.
That is the question addressed here: How much are individual households spending to send a child to a center-based program when no one is helping them pay, i.e., what is the market price? Of course, price in this case is set in conditions that are far from a free and unfettered market. Government intervenes in numerous ways, including roughly $26 billion in annual spending by the federal government on programs and tax expenditures to support the care and education of young children.4 Some states and cities also have assumed substantial costs to provide free public preschool programs.
Knowledge of the market price for center-based early childhood programs, notwithstanding that it is influenced by government expenditures, can be valuable to parents who are planning to have children and those already paying for services. Market price also provides a useful anchor for discussions and decisions about how much government should be spending. Similarly, information on market price can inform decisions by states or localities on how to set sliding fee schedules or eligibility cutoffs so as to focus state expenditures on families in greatest financial need, while not at the same time driving away families with higher incomes whose children can provide needed socioeconomic diversity in daycare and preschool centers.
Existing data on market price for early childhood programs is surprisingly spotty and uncertain. The primary up-to-date source is an annual compilation by an advocacy organization, Child Care Aware of America.5 It is based on surveys of state-level Child Care Resource & Referral (CCR&R) officials about the prices that licensed providers within their state are charging. These officials, in turn, survey individual providers within their state in order to be able to determine the fees they are charging their customers. 6
The information from providers is valuable but has limitations. Among them are that it is not collected in the same way from state to state; misses center-based programs that fall outside the licensed provider network; does not incorporate corrections for sample bias; and, most critically, does not incorporate information from individual families on their daycare and preschool expenses.
Knowing what licensed centers across a state charge is not the same thing as knowing what parents pay. The price parents pay depends on the number of hours their child is enrolled, the child’s age, the parents’ financial resources, the communities being served, and many other factors. The price paid by parents for center-based care is to the Child Care Aware data as the amount of money that families spend eating out is to a compilation of menu prices of restaurants.
methods
To provide an estimate of parents’ expenditures on center-based case I take advantage of newly released data from the Early Childhood Program Participation Survey (ECPP), which was carried out on behalf of the National Center for Education Statistics by the Census Bureau as part of the 2016 National Household Education Survey. 7 The ECPP was previously administered in 2005.
The ECPP surveys a nationally representative sample of about 5,500 households with children under five years of age.8 Parents answer questions on their children’s participation in early childhood programs, including the hours that children spend in such programs and how much the parents are paying. The ECPP is administered to parents along with other survey questions that generate extensive background information on children and their families, e.g., the family’s total income and the parents’ education.
The present analyses examine the data through different lenses than were used in the NCES report of the data that was released in September of 2017.9 The differences between the present treatment of the data and that of NCES are primarily in the form of selection restrictions. For instance, the NCES report covers children through age five who are not yet in kindergarten, whereas the present analyses include only those households reporting on a child under five years of age – the “age restricted sample. ”
I use a narrower selection window than NCES for age, as well as other variables described subsequently, in order to generate results on market price that are most applicable to the general customer base and policymaking context of center-based programs for young children.
On children’s age, for example, a child’s entry into kindergarten in a public school typically requires that the child have turned five by September of the year of enrollment. The ECPP dataset provides a year-of-age marker for each child based on the child’s age on December 31, 2015. A child who is five at that point and is not enrolled in kindergarten is statistically unusual as well as likely to have characteristics or to be in circumstances that are different from those of the mass of children whose families participate in the market for center-based programs. Including these children in analyses and categorical summaries of usage and price, as NCES does, can be misleading or beside the point. For example, I cannot think of an interesting policy question that would be informed by knowing the percentage of children from three to five years of age who are in center-based care. In contrast, I have trouble thinking of any system-level policy question that would not be informed by knowing the percentage of four-year-olds receiving such services. NCES reports the former, but not the latter.
On the same theme of aligning the analysis and reporting to relevant policy questions, I use a “customer subsample” that further restricts the population being studied to households in which parents purchase, without financial help from others, at least eight hours a week of center-based care for a child under five who does not have a disability. The disability exclusion is in place to avoid generating price estimates that are skewed upward by children who have special and costly needs. The exclusion of families who are receiving help from outside their household in paying fees is in order to determine what families themselves are able and willing to pay. The exclusion of families who are using center-based care for less than eight hours a week is to assure that the results are not distorted by families who are purchasing specialized or incidental services that are unlike in kind or price the typical center-based care on which this report focuses.
In other words, the focus of the analyses that follow is on parents who purchase a significant number of hours of prototypical center-based care out of their own resources for a child under five who does not have a disability.
This customer subsample of parents is, not surprisingly, more educated and affluent than parents who are identically selected except that the costs of their child’s attendance are covered in whole or in part by entities outside the family. For example, families that send their child to a “free” federally funded Head Start program are much more disadvantaged economically than the families in the present customer subsample who are paying the full freight for a fee-for-service center. Again, the goal of the present analysis is to estimate the market price of center-based care. Thus, the selection conditions generate a sample of the customers for centers that charge a fee.
The market price of center-based care is defined here as the amount paid by these self-financed parents. I am able to calculate the fees these parents pay on an hourly basis for an individual child, and then annualize that number based on the hours that the child is reported to attend a center each week.10 I examine how hourly and annualized expenditures by parents vary with a number of characteristics of child, family, and setting.11 Together, the analyses that follow come closer than heretofore to a valid estimate of the market price for center-based care for normally developing young children under five years of age who are receiving such care for a substantial number of hours each week.12
population levels of child participation in center-based care by age of child
The following graph includes all families in the sample who have a child under age five (the age restricted sample), not just those in the customer subsample. It addresses a superordinate and policy-relevant question of the prevalence of center-based care by age of child. The finding is a dramatically increasing participation rate by age, starting with 13% of children from birth to one year of age regularly attending a center-based program and rising to 66% for four-year-olds. The latter percentage is very close to the estimate of 69% I reported in a previous publication based on calculations on an entirely different set of data.13
hourly price, yearly price, and hours of attendance by age of child
The following tables present the hourly and yearly price paid for center-based care by families in the customer subsample (fee-paying, self-financed households with a normally developing child under five years of age attending a center-based program at least 8 hours a week). Because the standard deviation for payments is so large (skewed upward by affluent families) I present the median for payments, along with the mean. The means in the table are lower than those reported by Child Care Aware based on its survey of program providers, but in the same range, e.g., the Child Care Aware average of state averages for the yearly price of infant, toddler, and four-year-old center-based care is $9,697,14 contrasted with $8,933 from the present sample of parents.
Hourly Price for Center Program
Mean
Median
Std. Deviation
$7.26
$5.31
$7.11
Yearly Price for Center Program
Mean
Median
Std. Deviation
$8,933
$8,320
$5,657
Where does the price parents are paying for center-based care for a young child fit in the context of K-12 education? Recent figures indicate that the national average spending per child in public education is about $12,500 a year.15 The school year is roughly 7 hours a day for 180 days. That is roughly $10 an hour. So, K-12 public education costs more than parents are paying for daycare and preschool, which is reasonable given that K-12 education is a more resource-intensive activity, teachers typically make more, and the K-12 dollar figure includes spending on services for students with disabilities. The point is that the estimates in the tables above are in a reasonable range given what one might expect from the Child Care Aware survey and the calculated costs of K-12 education.
Center-based care is thought to cost more for infants and toddlers than for older preschoolers because a larger staff is necessary to care for the needs of the youngest children. In that regard, the National Association for the Education of Young Children recommends no more than 8 infants in a group with 2 teaching staff, whereas the recommended maximum group size rises to 20 for four-year-olds.16
There is an association between the mean values for hourly price by age of child in the following table, but the differences are smaller on an hourly basis than I would have guessed. Further, the only sizable dip in price occurs for four-year-olds compared to younger children, whereas the recommended maximum group size goes up for each age group.
Hourly Price by Age of Child
Child’s Age as of Dec 31, 2015
Mean
Median
0
$8. 02
$5.53
1
$7.90
$5.63
2
$7.17
$5.75
3
$7.41
$5.25
4
$6.53
$4.72
Where the received wisdom on the relationship between age of child and price is borne out is on yearly price, as presented in the following table. We see that the price parents are paying for their infant to attend a center-based program is about 60% higher than parents are paying for their four-year-old.
Yearly Price by Age of Child
Child’s Age as of Dec 31, 2015
Mean
Median
0
$11,417
$10,400
1
$11,650
$10,972
2
$8,890
$7,826
3
$8,179
$7,540
4
$7,053
$6,500
What accounts for the divergence between the hourly and yearly price by age of child? The next table indicates that the underlying factor is the number of hours each week that the child is in center-based care. It is surprising to me that infants who are receiving center-based care for at least 8 hours a week are, on average, spending more time in center-based care than older groups of children (who are, likewise, in center-based care for at least 8 hours a week). Further, a median of 40 hours per week for infants means that half of them are in center-based care for more than 40 hours a week.
Hours Each Week Child Attends Program by Age of Child
Child’s Age as of Dec 31, 2015
Mean
Median
0
35.02
40.00
1
24.17
40.00
2
29.11
35.00
3
26.11
27.00
4
25.52
24.00
My surmise is that parents who are paying for 40 hours a week, or more, of center-based care for an infant are doing so because they need to work, and infant care from another family member is unavailable, as is affordable individual care from an unrelated adult. The much larger group of parents who are purchasing center-based care for four-year-olds, in contrast, includes many families who are voluntarily enrolling their child for less than a full-time preschool experience and have options for the care of their child for the rest of the week, including having a family member care for the child at home.
Family factors that are associated with hourly price
As depicted in the next table, the hourly price that families are paying rises with the educational level of the parents. Graduate and professional families pay more than twice what parents with less than a high school education pay. To the extent that price affects quality and quality affects long-term outcomes for children, this is a concern.
Hourly Price for Center Program by Parental Education
Parent/guardian Highest Education
Mean
Median
Less than high school
$3. 13
$3.13
High school
$6.21
$3.63
Vocational/technical
$5.21
$4.00
College
$7.65
$5.42
Graduate or professional
$7.88
$5.91
Price is also affected by region of the country. As the next table shows, the Northeast and West are more expensive than the South and Midwest.
Hourly Price for Center Program by Census Region
Census Region Where Child Lives
Mean
Median
Northeast
$8.89
$6.39
South
$6.37
$4.76
Midwest
$6.55
$4.98
West
$8.19
$6.25
The strongest single variable in the data in terms of impact on price is family income, as illustrated in the next two graphs. Price rises substantially at the upper end of the distribution of family income. Price falls quite a bit at the lower end of the distribution.17 The overall similarity of the relationship between price and income in the hourly and yearly graphs suggest that it is not primarily differences in total hours of utilization that are driving the results. Rather, as is the case for the previously described relationship between parental education and price, families with more economic advantage are paying more. And, as before, to the extent that price is associated with quality and long-term outcomes, the disparity between affluent and poor families in the price being paid for center-based care is of concern.
A central factor that seems to be driving differences in the price paid by families for center-based care is what economists would describe as the demand curve: the relationship between the price of a good or service and the amount of it that consumers are willing and able to purchase. In that regard, it is obvious that a family whose total annual income is between $10-20k will be very unlikely to pay over $11,000 a year for center-based care (the mean price paid by families making more than $150k a year).
Differences in the demand curve by family socioeconomic status likely play out not only in what families pay but in the characteristics of the centers that serve communities in which most of the customers are within a restricted range of economic advantage. Thus, a center that serves an upper-class community will not only charge more to parents than a center that serves a lower-class community, but also spend more on staff and facilities and materials.
An interesting and policy-relevant question about the demand curve is the proportion of family income that families are willing and able to spend on center-based care. The ECPP obtains reports of family income from parents only in the broad categories used in the two previous graphs, e.g., $60-75k. Using the midpoint of the separate ranges of family income depicted in the graphs, the following graph represents the proportion of family income spent on center-based care for one child conditional on level of family income. The graph excludes the highest category of >$150k (because it does not have a calculable midpoint), as well as the lowest category of $0-10k (because it has only a small number of sample units).
The greater the income of families purchasing center-based care for a young child, the less the percentage of that income is spent on center-based care. At the same time, as made clear by previous graphs, more affluent families are spending more on center-based in absolute terms. In other words, the financial pain of purchasing daycare and preschool services is less for more affluent compared to less affluent families, whereas the absolute price of the service is higher for more affluent families, with likely impacts on quality.
COnclusion
The evidence presented above is descriptive. As such, it does not provide dispositive support for any particular policy positions on the provision and financing of daycare and pre-K. That said, the realities of what families of different income and educational levels are paying for center-based programs are important to framing policy questions. For example, those with a social justice perspective might use the findings here to argue that low-income families should not have to expend more on daycare as a percentage of their total income than middle class families. They could then propose and advocate for particular types of taxpayer supported subsidies to achieve their goal.18 On another side of the policy debate, opponents of the expansion of public subsidies to support responsibilities that families in prior generations handled themselves, could, based on the present findings, argue that a lot of parents across a broad swath of socioeconomic levels utilize center-based care for their young child without having to have government assistance.19
Evidence doesn’t speak for itself, but it gives voice and reason to those who see a problem and want to solve it.
Little Lukes Preschool and Childcare Center
So many creative exercises to keep learning fun. My son loves the added Karate, yoga, ballet and music exercises and really looks forward to going to daycare. ..
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Great communication, very friendly/loving learning environment.
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Affordable and convenient after school care.
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The staff truly cares for the children and it shows. They also do an excellent job communicating with the parents.
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I love that each week has a different theme that engages my child. It makes each day exciting and something new to look forward to.
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We love Little Lukes. Our son began in the infant room in 2012, and now is thoroughly enjoying Preschool. The entire staff has a gentle yet effective way…
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The kids really seem to like the arts and crafts projects. They also love having special guests (karate instructor, fireman, police etc. ).
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The curriculum is outstanding! I love all the neat experiences you bring to the kids like karate, music therapy with Miss Nicolette, Mr. Len, yoga and…
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My son smiles every morning when he sees his teacher! They are kind, patient, and professional.
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We notice the LOVE and CARE that is shown (and felt) the moment my son walks through the door of Little Lukes in the morning! Every person that interacts…
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Our daughter loves her teachers and friends. We are very happy with our experience at Little Lukes. Clean classrooms, excellent crafts, healthy meals.
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In just the few months since he has been attending, my son has shown a great deal of progress.
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My son is well taken care of, well engaged and seems to be well protected. I like the security measures in place.
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My son has improved immensely at Little Lukes. We’re extremely happy with the speech and occupational therapy options that Little Lukes provides.
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I am impressed by the curriculum, the interactive activities, the Brightwheel app, and most importantly the teachers and therapists. A quality program…
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I love all of the welcoming and friendly staff, the fact that preacademics are incorporated early on! My daughter asks to go to school because she loves. ..
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Personalized care and attention.
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The teachers and therapists are amazing with all that they do with the kids. We really appreciate how well informed they keep us on the progress of our…
Jill G., DeWitt Little Lukes View All
The quality of care is amazing and I love all the employees there!
Amanda W., Pulaski Little Lukes View All
This daycare is the best around! We are so thrilled that our little one is able to experience the activities that are provided and the teachers are wonderful…
Sasha D., Radisson Little Lukes View All
My daughter came to Little Lukes at 6 months old, and from that day forward I have fallen more in love with this childcare center every day! It has a very…
Parent, Pulaski Little Lukes View All
Great staff! Fun activities.
Brittney H., Oswego Little Lukes View All
My son has soared with his language and interaction ability. The therapists are great.
Lindsey W., Radisson Little Lukes View All
The staff is trustworthy and gives us the sense of a family environment.
Parent, Radisson Little Lukes View All
Thank you for taking excellent care of my little guy. I appreciate that you always keep me informed about his day
Parent, Fulton Little Lukes View All
There are so many reasons for me to love Little Lukes. My children are treated wonderfully. The teachers and staff members always reach out and try to…
Parent, Oswego Little Lukes View All
I am so grateful that my daughter is at Little Lukes. Her speech rapidly developed within the first month of attending. The smaller class sizes, individualized…
Parent, Oswego Little Lukes View All
Little Lukes has been wonderful for my daughter. She has come so far from where she started. Everyone is friendly and she loves her teachers.
Parent, Pulaski Little Lukes View All
I feel confident my kids are safe and well cared for. They are happy and enjoy being at daycare.
Amber, Oswego Daycare Mom View All
I honestly think you guys are great. The communication is amazing. Love the teachers & staff. You all have helped our son so much.
Matt, Oswego Daycare Dad View All
Communication has been wonderful regarding my son’s care. His teachers and all of the staff at the school seem to genuinely care about him, which is wonderful…
Kimberly, Oswego Daycare Mom View All
Caring for and teaching my child. I know he’s going to be safe there all day and some of the things he learns there help out at home also, like mealtime…
George, Dad with child in Oswego Preschool View All
In just the few months since he has been attending, my son has shown a great deal of progress. I am truly grateful for the wonderful teachers, TAs, and…
Ashley, Oswego Preschool Mom View All
The price is high but it’s worth it for the quality of care my child gets. Every person smiles and genuinely seems to enjoy their job. Love their attitude…
Shelley, Oswego Childcare Center View All
I think the communication between the facility and home are great. If I have any questions or concerns, there is always someone there to answer. I think…
Theresa, Oswego Toddler Mom View All
Everything. I love the personalized service. Everyone knows me by name and the atmosphere is just top notch. Connor loves his teachers, the staff and most…
Connor’s Mom, Preschool in Oswego View All
I can’t thank Ms Kristen enough for the help she has gotten for Connor. I believe she helped set my son up for the success he is having now and also in…
Connor’s Mom, Oswego Preschool View All
The hours work well for what I need and my daughter is learning a lot.
Stacie, Infant Care Oswego View All
She gets on the bus right in front of my house and the drivers are great, she gets to school and everyone goes above and beyond to help my child learn…
Jessie, Preschool in Oswego NY View All
Doing everything possible to give the child everything they could need. Very knowledgeable staff.
Tricia, Preschool Oswego NY View All
Great communication, very friendly/loving learning environment. Everyone is always friendly and willing to assist my family to ensure my child’s needs…
Michele, Parent of Toddler in Oswego View All
Happy you are allowing kids with disabilities in classrooms. You teach kids so much.
Jodi, Oswego Parent of Preschool Child View All
My son is getting excellent care with his therapists at this center. He has come a long way since he’s started and has a long journey yet to come! I…
Kathryn, Baldwinsville Daycare Mom View All
This daycare is the best around! We are so thrilled that our little one is able to experience the activities that are provided and the teachers are wonderful!
Sasha, Mom of Baldwinsville Daycare Student View All
My daughter loves going to school, and the teachers there are outstanding. They really deserve a lot of credit with the time and effort that is given…
Dwyer, View All
I love that you provide a variety of activities, and a learning structure that is documented for us to view the progress throughout the year. The Brightwheel…
Megan, Preschool Mom in Baldwinsville View All
Incredible improvement in my son. The knowledge of the teachers.
Jennifer G, Daycare Radisson View All
I am impressed by the curriculum, the interactive activities, the Brightwheel app, and most importantly the teachers and therapists. A quality program!
Kristi, Baldwinsville Little Lukes View All
I like the overall program..the learning activities are fun and interactive, the therapists are knowledgeable and effective, the teachers are happy, loving…
Kristi M, Radisson Little Lukes View All
My son smiles every morning when he sees his teacher! They are kind, patient, and professional. They encourage him to learn while playing and do many developmentally…
Danielle, Preschool Near Me View All
You have hired passionate lead teachers. Love the special guests.
Amy, Preschool Mom in Baldwinsville View All
I trust my child is learning and preparing for school while getting quality care. Education! The writing and learning! Also the fabulous activities you…
Tiffany, Baldwinsville Preschool Near Me View All
The level of care, communication and commitment make such a deep & lasting impact on so many children & families. There are so many supports & resources…
Meg, Radisson School Age Care Mom View All
The individual attention given to our granddaughter is most impressive. We also like the photos of her activities.
Thomas, Baldwinsville Preschool Daycare View All
The childcare and special needs program is amazing. My child loves coming to school and seeing his teachers every day. The teachers are awesome with my…
Nicole, Syracuse Daycare View All
I am overly satisfied with the Radisson Little Luke’s. The communication is top notch. Pictures and videos every day make not having my son with me so…
Bonnie P, Radisson Daycare Mom View All
I feel my son has benefited most from the integration of his preschool classroom. It’s so great for him to see everyone is different. I also enjoy all…
Mrs. Peterson, Radisson Preschool Mom View All
Courteous and professional staff, daily activities on brightwheel are a plus
Mrs. Watts, Radisson Preschool Near Me View All
Staff seem well qualified and caring towards the children. The staff in purple hippos seem to genuinely care about the kids and they do fun, engaging…
Steve, Baldwinsville Childcare Center View All
The quality of care is great. I am very pleased with all my sons teachers and the services are great. Kindness, Caring, Very helpful.
Suzanne, Baldwinsville Childcare Center View All
Good communication with parents of children with special needs.
Allan, Radisson Daycare Dad View All
Enabling children to be creative and respectful. Clean, great staff, approachable.
Mrs. Barkley, Radisson Little Lukes Preschool View All
Open communication. My kids are excited and happy to go to school each and every day! The teachers all appear to be very nurturing and attentive to each…
Amanda S, Preschool Syracuse NY View All
I love that each week has a different theme that engages my child. It makes each day exciting and something new to look forward to.
Amanda, Syracuse NY Daycare View All
Keeping me posted on my child’s milestones and seeing the excitement in her teachers’ eyes!
Malinda, Daycare Central New York View All
Providing excellent care and education for my son. My son has made tremendous improvements in the special Pre k Class.
Cammeo, Syracuse NY Preschool View All
Energetic, enthusiastic and knowledgeable teachers caring for and educating the kids.
Ryan, Baldwinsville Daycare Mom View All
My son enjoys going to school. It is fun and educational. He also enjoys going to see his therapists. We have had a great experience.
Julie, East Syracuse Daycare View All
The entire staff is really good with our son- everyone knows him and reaches out to him. We love seeing that he is so well cared for!
Jessica, Dewitt Little Lukes View All
Taking such good care of our child and always updating us. My son is so loved and cared for.
Tracy, East Syracuse Childcare Center View All
The teachers and therapists are amazing with all that they do with the kids. We really appreciate how well informed they keep us on the progress of our. ..
Jill, East Syracuse Daycare View All
Programming is balanced: learning, structure, free play time. Also like the developmental screenings.
Mario, East Syracuse Daycare View All
Thoughtful report cards, great/engaged teachers, clean facility, great hours.
Laila, Daycare in E Syracuse View All
I have no worries when my baby is in your care which is priceless ….EVERY teacher and staff member know my little girl by name and she gives ALL of them…
Chris, Dewitt Daycare Center View All
We love all the activities that you plan with the children. The teachers go above and beyond and we really appreciate the care that they provide to each…
Alissa, Dewitt Childcare Center View All
STAFF HAS ALWAYS BEEN EXCELLENT. EVERYONE IS GREAT AND I LOVE THE EDUCATION. EDUCATIONAL PROGRAMMING AND FRIENDLY AND CARING STAFF.
Helen, Syracuse Daycare Near Me View All
From what we can tell the services you provide for our son are amazing. He has grown so much since the fall. Everyone seems to genuinely care about our…
Timothy, Full Time Daycare Dewitt View All
My child always seems very happy to be there. I like the consistency.
Stacy, Daycare in East Syracuse View All
Safe and secure, friendly and welcoming staff.
Matthew P, Daycare Center East Syracuse View All
Teachers are excellent and course work is stimulating. My child is happy. Doing a great job!
Kelsie M, Dewitt Childcare Center Near Me View All
Teaching the kids in fun and active ways! Everyone is always super friendly and willing to help! I like that my son can receive his therapies during his…
Stephanie H, Dewitt Daycare Center near 481 & 690 View All
U guys have helped my son so much and I would not change anything – U are there to help kids with all kinds of disablites and that is amazing I am very.. .
Dennis D., Preschool in Syracuse NY View All
Love the online app. That’s allows communication between parents and teachers and allows working parents (like me) easier access to our childs progress…
Heather Anne, Daycare near 481 and 690 Syracuse View All
I love how amazing the teachers are with the kids it make me feel good about sending my child there daily. I also really like the app and get real-time…
Amy C, Dewitt Daycare Near Me View All
Caring educated staff. Hours, staff, app are all great.
Tracy, Syracuse Childcare Openings View All
The teachers in the classroom are amazing as well as the communication via notebook and the use of brightwheel.
Marlo, Preschool for Special Needs Children View All
Doing well: Individualizing the specific needs, goals and successes for each child’s special qualities and desires. We like: Open communication, specialized. ..
Megan H, Mom of Special Needs Preschooler View All
Little Luke’s is great my child has learned many words and vocabulary since attending Little Lukes.
Xiao , Daycare Dewitt View All
Teachers attention to kids and communications to parents is great.
Winnie, East Syracuse Daycares View All
Staff is always friendly and helpful. We love being updated with pictures throughout the day. Activities are educational and developmentally appropriate.
Stephanie M, Quality Daycare in Syracuse View All
My child was behind with his speech and communication skills and now he can put together small sentences. Everyday learning. I see that he is getting…
Marcus, Syracuse Area Daycare View All
•You have some of the best hours of operation in the Syracuse area
•Your staff/teachers seem to really love the children they care for
• There…
Kali, Toddler Daycare in Syracuse View All
A variety of activities, inclusion of diverse kids, enrichment if kids are accelerated. Affordability, convenient hours, quality teachers.
Joe W, Syracuse Area Daycare View All
Affordability, convenient hours, quality teachers. Kind and caring staff, always available to accommodate children and family needs.
Bonnie R, Preschool programs Syracuse View All
Affordable and convenient after school care. Friendly staff. People are great!
Maria, After School Care J- Dewitt School View All
We especially like teachers who go above and beyond to connect with the kids and ensure they get what they need to progress. They are very personable and…
Danielle S, Syracuse Toddler Daycare View All
You guys are very on top of things and keep the children active.
Quanasia J, Syracuse Childcare Center Openings View All
The staff truly cares for the children and it shows. They also do an excellent job communicating with the parents. I love how close the location is to. ..
Magan M, Pulaski Daycare Center View All
You’re doing well helping my daughter learn how to socialize, use the potty, working on her fine motor skills, and she’s excited to go to ‘school’…
Ashley R, Pulaski Daycare Center View All
We are very happy with the care and attention given to our son. The staff is very friendly and I know he is receiving just as much love as he does at home…
Ally B, Pulaski Preschool Program View All
The curriculum is outstanding! I love all the neat experiences you bring to the kids especially snow shoeing! The location, the hours, and all the outstanding…
Kristy N, Preschool in Pulaski NY View All
I love the brightwheel app. It allows me to feel connected to my son all day and reassured that he is doing well. I like that the kids get outside whenever…
Ashley L, Pulaski Toddler & Preschool Care View All
My child is happy to go to daycare and is learning while he’s there. Can’t get better than that.
Betty, Pulaski Preschool Care View All
Helping my child learn, be more independent, and kind. You are doing a great job.
Graham, Daycare in Pulaski NY View All
Pretty much everything. Little lukes is a place where my kids get to play, learn and develop skills for the future. The staff treat my children like they…
Kelly D, Pulaski Daycare Centers View All
Overall this has been amazing for my son. The communication has been great with the teachers. I like inclusion preschool class that is offered, the therapy…
Norma, Preschool Pulaski View All
I absolutely love everyone at the center. I think it is very professionally ran, and you do hire a very caring and wonderful staff. I love that the staff…
Dennis, Preschool Pulaski NY View All
Activities and reading with the children. There’s always fun project stuff planned.
Gabrielle M, Daycare in Pulaski NY View All
Employees are kind and don’t mind discussing the child and also if parents give a request they do it
Tabathan S, Infant Toddler Preschool Care Pulaski NY View All
Provide great overall care, and exceptional service. Willingness to help when we forget certain necessities.
Melanie, Daycare Pulaski Area View All
Willingness to help when we forget certain necessities.
Gia, Pulaski Daycare Center View All
How well my child is cared for and how professional the staff is. The care of my child and the support of any decision that we make.
Tom, Pulaski Daycare Near Me View All
Kindness and understanding and sincerely loving the children. They really help the children progress.
Shauna R, Preschool Daycare Full Time View All
My son has a very strong relationship with the teachers in his room.
Tonya, Pulaski Preschool Program View All
My son has improved immencely at little Luke’s. We’re extremely happy with the speech and occupational options that little Luke’s provides.
Ashlee, Little Lukes Pulaski View All
The parent communication is great. I never feel in the dark about what’s happening every day. I love that the children get outdoors time nearly every…
Kimberly R, Pulaski Little Lukes View All
The quality of care is amazing and I love all the employees there! The quality of childcare and love that the teachers give to the children!
Amanda W, Best Daycare in Central New York View All
How that make you feel comfortable about the kids going there. Show how caring they are about the kids.
Walker, Pulaski Preschool View All
Attentive to my sons needs and progression in class and therapy’s.
Meghan G, Daycare Openings Near Me View All
Im completely satisfied with my son’s services at the preschool program. I wouldn’t change it. His sensory needs have improved so much in the time he…
Cortney K, Preschool Pulaski View All
The teachers have all been fantastic with my children. They seem to be very understanding and accommodating as my children transition to a new daycare/preschool…
Robin, Pulaski Preschool Center View All
The teachers are amazing people who care so much for the children. I like the individual care given.
Meg, Pulaski Daycare Preschool View All
So much! My little guy thrives at Little Luke’s! Daily updates, tight but friendly regulations on letting people pick up or go into classrooms, willingness…
Sarah F, Fulton Daycare Center View All
I appreciate how willing you have been to adapt to my child’s needs and have facilitated an environment he can thrive in.
Sarah F, Fulton Preschool Full Time View All
The teachers are always friendly and helpful and always greet me upon arrival. If my child is acting shy or sad at drop offs they are always ready to help…
Sarah N, Fulton Daycare Centers View All
Our daughter loves her teachers and friends. We are very happy with our experience at Little Lukes. I like the use of the Brightwheel app. It is a great…
Ashley Y, Fulton Preschool & Daycare View All
Clean classrooms, excellent crafts, healthy meals
Ashley, Fulton Preschool Program View All
Very friendly staff, welcoming, educational. My daughter has grown and learned so much in the 2 years she has been there. My daughter loves it there which…
Danielle T, Daycare Fulton near 481 View All
I appreciate the time everyone takes to encourage my son to complete tasks independently, even when the faster option would be to just do it for him.
The…
Rachel , Daycare Center Fulton NY View All
Convenient hours, fantastic teachers, good communication with parents. Love the use of the Brightwheel app, getting pictures makes my day.
Rachel , Fulton Daycare Program View All
You make it fun to learn and give the kids options 🙂 I LOVE the bright wheel app!! I love how you guys do one on one with the kids to give them special…
DaMara M, Fulton Preschool & Daycare View All
The kids really seem to like the arts and crafts projects. They also love having special guests (karate instructor, fireman, police ect. ) Teacher interaction…
George, Full Time Preschool Program Fulton View All
My son is loved and learning new things everyday. We are just thrilled with his teachers and the progress. I love that he always has new and fun things…
Kami S, Fulton Preschool Program View All
curriculum and play, high staff to student ratio. small class sizes, lots of play
Rita P, Fulton Preschool Daycare View All
The multiple learning programs IE. Speech and physical therapy. We love family oriented stuff.
Shane, Fulton Preschool for Special Needs Children View All
Lots of fun activities and creative learning to prepare for kindergarten
Danny, Daycare in Fulton View All
Communications-letters and verbal
Caring for our child both emotionally and educationally
Kari T, Fulton Preschool & Childcare Center View All
Connection with our kids while they are at the Center. Everyone is really nice, understanding. Communication between the teachers and families. Love how…
Tabatha T, Fulton Preschool Daycare View All
Y’all are doing a great job. Love how well the children are treated. My son has came along way since beginning at little Luke’s. Before he couldn’t even…
Angel W, Fulton Daycare Center View All
So many creative exercises to keep learning fun. My son loves the added Karate, yoga, ballet and music exercises and really looks forward to going to daycare. ..
Jennifer B, Fulton Daycare Openings View All
You take the time with both of my kids to help figure out ways to handle situations. Like how friendly the staff is!
Dawn D, Fulton Childcare Programs View All
Continuing to make sure my son reaches his goals and supporting him all the way! The availability to have all services in one location. Speech therapy…
Tiffany B, Daycare Near Me View All
My daughter has done well with her speech and development in the toddler room.
Chris, Daycare Near Me View All
Ensuring that my child is safe and that his individual needs are attended to.
Amanda, Child Care Openings View All
Rooms are engaging and fun and educational. The teachers do great activities with the kids and kids get personalized attention. The day and room are well…
C. Parker, Pulaski Little Lukes View All
Good teacher-parent communication. Engaging curriculum for the kids, my daughter has learned so much in the pre-k program. She passed her kindergarten…
Kimberly R, Pulaski Little Lukes View All
Wonderful care of my child, great activities and excellent learning materials/school prep – also very trustworthy, kind, and flexible staff!
Elizabeth Z, Pulaski Little Lukes View All
The teachers and staff really care for the students and push the students to be their best personally and academically.
Jackie R, Pulaski Little Lukes View All
The structure at Little Lukes is very much appreciated and the kindness that my son receives from the staff is very heartwarming. We love the amount of…
Cathy, Pulaski Little Lukes View All
I love the updates and photos daily. Gives me a piece of mind that my baby is taken care of. Also love the crafts they bring home and all the things they…
Melanie, Little Lukes Pulaski View All
The people that work at Little Lukes Pulaski love the kids. It shows it their daily actions and the kids love to be there. That can only come from great…
Emily, Pulaski Little Lukes View All
Teaching, patience with the children. You can see that the staff enjoys what they do. Your school and staff are great.
Candice, Little Lukes Pulaski View All
Having patience while we are in the process of potty training. I think you all do an amazing job for my family!
Katrina, Little Lukes Pulaski NY View All
Lots of structure, learning activities, and crafts with the kids.
Ashlee, Pulaski Little Lukes Preschool View All
I like the communication I have with teachers in the room.
Tabatha, Little Lukes Pulaski NY View All
Providing a fun and friendly learning environment for my shy and anxious son! It has been an amazing experience for him.
Crystal W, Oswego Little Lukes Preschool & Childcare Center View All
Communication is phenomenal. When ever there is an issue or concern, it is taken care of promptly. I really like the program.
Candi L, Little Lukes Oswego NY View All
The teachers connect well with the kids. My daughter absolutely loves being in her class and loves her teachers.
Sarah L, Oswego Little Lukes View All
I like the security of checking children in/out.
Kaylee, Oswego Little Lukes Preschool View All
I think that the Oswego Little Lukes is amazing. My son has made a drastic change in just the short time he has been there. He is trying to communicate…
Ashley J, Oswego Little Lukes View All
The brightwheel app is amazing as a parent of an infant to see how much they are eating and sleeping throughout the day puts my mind at ease. The pictures…
Kristin R, Little Lukes Oswego View All
Our child loves going to school and has come so far since he began attending Little Lukes! We could not be more pleased with his progress and your service. ..
N Nicholson, Oswego Little Lukes Preschool View All
You help children open up and grow. You do great things at Little Lukes.
Nichole S, Fulton Little Lukes Preschool View All
The teachers are very kind and patient. My daughter loves going to school and she has learned so much. She will be very prepared for pre-K this fall. Thank…
Ashley Y, Little Lukes Fulton NY View All
I love that the staff is very adaptive when approaching different personalities and learning levels. I love that the center is dependably open despite…
Brittani, Fulton Little Lukes Preschool & Daycare View All
Your communication with the parents is awesome!! My son looks forward to going to school each and everyday.
Cam L, Fulton Little Lukes View All
The services my daughter is receiving has helped her greatly!!
Erica L, Fulton Little Lukes Preschool View All
Communication is great. Between Brightwheel and verbal, we are not missing a thing!!
Serena , Little Lukes Fulton View All
Brightwheel is the best. The teachers in purple hippo are excellent. We are very fortunate to have Miss Rachel who has a teaching degree, she is amazing.
Fran P, Futon Little Lukes View All
Your special education services are excellent.
Jennifer G, Radisson Little Lukes View All
Everything is done well at the Radisson Little Luke’s.
Evan T, Little Lukes Baldwinsville NY View All
Great staff, caring and nurturing, great curriculum, nice facility, love brightwheel app!
Kristi M, Radisson Little Lukes View All
Lots of educational activities presented in a fun, engaging manner – great pre-school prep! We are very pleased with the care our son receives.
Lauren S, Radisson Little Lukes Daycare View All
EVERYTHING, everyone has been so patient, always in good moods, and so understanding with everything. They ALWAYS go above and beyond to make sure my son…
Veronica A, Radisson Daycare – Little Lukes View All
My son had learned many skills like reading, writing, counting and following rules very well.
Mrs. Salamone, Little Lukes Baldwinsville NY View All
We love the structure that the center provides and all of the educational activities. We love everything about the center. The care and education that…
E Barone, Little Lukes Baldwinsville Daycare View All
Very good curriculum that appears to prepare kids for kindergarten
Kidder Family, Little Lukes Radisson View All
Enrichment activities. Preschool program. Great all around.
Ryan N, Radisson Little Lukes View All
Communications and making my daughters transition smooth.
K. H. , Radisson Little Lukes Daycare View All
The constant communication with us about day to day activities and progress towards goals is outstanding. We are very happy.
Thomas C, Radisson Little Lukes Daycare View All
Education program is awesome.
Janie, Baldwinsville Daycare View All
The curriculum my child has. I feel like he knows so much for his age. Kind and caring teachers.
Mueller Family, Baldwinsville NY Daycare View All
Teaching students and giving many opportunities to play and explore!
Bella, Radisson Daycare NY View All
Your staff is highly trained and work great with my son.
Kyle S, Radisson Daycare Center View All
Excellent and supportive staff, communication and including parents and families in events.
Linda K, Baldwinsville Preschool Center View All
The childcare in the Waddler Room is expectional. Our daughter is personally care for.
Stacey K, Radisson Daycare centers View All
My son is in a great place to start school, so he is learning a lot and having fun.
Fults Family, Radisson Daycare Center View All
Communication is excellent! Daily notes and use of Brightwheel. Little Luke’s has been an excellent placement for my son.
Henderson Family, Radisson Preschool Program View All
Our child receives a great education and social skills reinforcement. We are always kept up to date with everything that is going on at her school.
Grimmett Family, Baldwinsville Daycare View All
You are always there for my son when his mom needs coverage. The care and staff are excellent.
Doug T, Dewitt Little Lukes View All
My child’s teachers are wonderful, caring and clearly put in a lot of effort everyday to help him be successful.
Cowen Family, East Syracuse Daycare Center View All
It is clear from the learning and growth I see in my child that the teachers are taking time to work with her and improve her skills.
Sarah P, East Syracuse Preschool Program View All
Very organized facility. Also, great job getting the kids in/out. I bring my son, but am always impressed how they deal with the buses.
Cook Family, Dewitt Daycare Center View All
The everyday update on what my sons doing and the brightwheel app is really nice. My son also loves his school days and always comes home talking about…
Mike F, Dewitt Childcare Center View All
The children do lots of activities, including outside playtime. I also really like the app and the picture sharing.
Danielle F, Dewitt Little Lukes View All
Personable and involved and set my mind at ease that my son is in a good place. So far it has exceeded all my expectations and worries from other people…
Junie, Dewitt Little Lukes View All
Little Luke’s has helped my grandson by leaps and bounds, he now talks, is able to communicate and loves school.
Beckie S, Best Dewitt Daycare Center View All
Little Luke’s has helped my grandson by leaps and bounds, he now talks, is able to communicate and loves school.
Mario D, Syracuse – Dewitt Daycare Center View All
The teachers are amazing. They are great at communicating with us. We love the teachers! They have been absolutely amazing.
S. P. , East Syracuse Preschool Program View All
The staff has always been very helpful and great with my kids. They also always keep me well informed and discuss solutions if there is any problem going…
Helen R, Little Lukes East Syracuse View All
Many things, I think everyone cares so much for the children which is most important.
Jenson Family, Best East Syracuse Daycare View All
Definitely good to have a preschool with a routine. I have seen a huge improvement with my child.
J. D. , Inclusion Preschool E Syracuse NY View All
Yellow elephants teachers show my baby so much love and affection. They send me photos almost daily. It makes me so happy to know these women who are caring. ..
Busch Family, E Syracuse Daycare View All
My son is so happy to go to school everyday and be with his friends and all of your staff. All of you are amazing in every aspect very very pleased
Cayden, Daycare East Syracuse NY View All
Love the different learning activities and love the bright wheel app!
Jeremy M, Dewitt Daycare Center View All
Friendly and attentive staff, washing blankets, offering meals and snacks, organized, only closed a few days per year.
Angela , Dewitt Daycare Center View All
Adaptation to kindergarten. How to avoid mistakes.
5
Mar
Headings: Kids in kindergarten
comments 88
A child can be considered adapted to kindergarten under two conditions:
The child has learned the rules of behavior in preschool, has the necessary self-care and communication skills.
It is psychologically comfortable for the child to stay in kindergarten
Sometimes teachers and parents mistakenly believe that the adaptation process is successfully completed only when the first condition is met. The child is obedient, independent, “comfortable”. Does not demonstrate aggressiveness, conflict, does not cry. And the fact of psychological discomfort is overlooked, although the child is closed, depressed, often sick, not included in games with peers, experiencing a state of anxiety. It’s good when a child, having come to kindergarten, knows how to hold a spoon himself, but more importantly, if he knows how to cope with internal anxiety. For example, a child may develop a special farewell ritual in kindergarten. Or learn the mantra: “Mom will come for me.” Or he will carry his favorite toy to kindergarten …
I have faced the problem of a child’s adaptation to preschool education many times and from different angles: as an educator, as a psychologist, as a mother. More precisely, like a mother twice. With the adaptation of Arseniy, I made many mistakes. Sasha gave me a chance to fix them all.
Typical mistakes of parents during the period of adaptation
Underestimation of the importance of the period of adaptation, a sharp immersion of the child in the preschool environment. This is when a mother, contrary to the recommendations of a psychologist, seeks to leave the child immediately for the whole day and go far away on business. At this time, it is preferable for the mother to be in close proximity to the kindergarten and quickly appear on an urgent call (continuous crying, fever) How long should a child’s first stay in kindergarten last? I don’t have a definitive answer to this question. It all depends on the individual child. It can be one hour of incessant panic crying, or maybe half a day of interesting activities and a surprised childish question: “Grandma, why did you come so early? I still want to sleep with the guys. ”I preferred to focus not on the prescribed norms, but on the psychological comfort of the child.
Violation of the principle of systematicity, consistency (today we will go to kindergarten, tomorrow we won’t go, because we overslept, laziness, mom just doesn’t feel like it, “he’s crying so much today that he’s afraid to leave”) The child is more difficult to get used to such inconstancy.
Sudden disappearance at parting, when the mother tries to distract the child and leave unnoticed, believing that by doing so she avoids the stress of parting. Mom disappears now during breakfast, then during a walk – a distrust of mother, of the world, a fear that mother can disappear at any moment, even at home, is formed. It is best to come up with a farewell ritual that will be repeated every day.
Power mismatch. Some parents feed their children “canned” baby food for a long time. A child who receives only pureed food at home comes to kindergarten with an unformed chewing skill. A child accustomed to eating only pasta and dumplings is likely to push back garden vegetable stew and casserole.
Non-compliance with the unity of requirements at home and in preschool. For example, feeding at home “on the go”, in front of the TV, leads to the child running away from the table in the kindergarten; without focusing on the cartoon, can not sit in one place for a long time. A common situation: a child falling asleep at home only in the process of motion sickness becomes a real problem for caregivers during a quiet hour.
Day mode mismatch. It is necessary to accustom the child to an early rise even before entering the garden. Ideally, the child himself should wake up at the right time – this will help to avoid additional stress, whims caused by lack of sleep and overwork.
It is good to teach a child to take care of himself, but it is not always possible due to age. Teach your child to ask for help and calmly wait for their turn (the teacher hears your request, but first he will help Vanya and Katya)
Inattention to socialization. The child must be prepared in advance for communication with other children and adults, to observe the peculiarities of his behavior (shy, secluded, conflicts, fights or easily finds a common language, contacts with peers, is drawn to communication, relaxed). The child needs to be taught that mom and dad can go away on business, but after some time they will definitely return. Before kindergarten, the child should have the experience of being separated from his mother for at least a few hours.
Wrong attitude of the child to attend kindergarten. Some parents draw the kid some kind of idyll of his stay in kindergarten . Others threaten the child with kindergarten as a punishment for disobedience. It is best to take a position of perceived need. The formation of the wrong mood is facilitated by the expression of negativity by adults, dissatisfaction with the kindergarten and its employees in the presence of the child. You should avoid talking about the baby’s tears with other family members in his presence. But be sure to show the significance of his new status.
The desire to entertain the child in this difficult period for him by going to the circus, zoo, cafe. This puts even more stress on the child’s nervous system. It is better to spend more time in the familiar home environment, playing and talking with the baby.
Overlapping crises when the start of kindergarten attendance coincides with a change in family composition or a move. For example, dad left the family and mom needs to go to work. Or another child was born. It is advisable to send the older child to kindergarten before the baby arrives, so that he does not perceive this as exile, because a new child has taken his place.
Excessive anxiety, preoccupation. If a mother fearfully expects her child to fall ill, he will certainly fall ill in order to justify her hopes. If a mother says goodbye to a child for a long time with a worried expression on her face, and when she comes for him, she anxiously examines for bruises, redness, symptoms of malaise – her anxiety will undoubtedly pass on to the child. First of all, in such a situation, the mother must change her internal state.
Lack of interest in the adaptation of the caregiver. For example, a child is taken to kindergarten by a nanny who has been with him since the age of six months. The longer and more painful the adaptation of the child, the more necessary the nanny will be, and the nanny is financially interested in this. Another example: a grandmother who internally opposes the parents’ decision to send the child to kindergarten, and she herself wants to take care of her grandson.
It happens that a mother, who does not see herself outside the situation of caring for a child, experiences special pleasure when the baby does not want to go to kindergarten, thereby broadcasting to him on a subconscious level her interest in such behavior. I noticed that the children of working mothers adapt more easily.
No need to visit preschool. Parents doubt the expediency of “kindergarten education” and the child uses any hesitation of the parents in order not to go to kindergarten.
Parents’ unpreparedness for a child’s negative reaction to a preschool institution. The child cries, and the parents experience anxiety and guilt, only exacerbating the situation. No matter how strange it may sound, but crying during adaptation is the norm. And the louder the cry, the sooner it will end. The child needs time and the opportunity to “grieve”, to survive the loss of some pleasures of home life.
And once again about expediency. Kindergarten up to 3 years is justified only by the need to release the mother to go to work or other matters. For communication, development and socialization, a kindergarten is needed no earlier than 3-4 years. Well, two-year-olds do not need games with peers. At this age, they still do not play together, but simply side by side. The kid can appreciate all the charm of joint games with friends closer to 4 years. And then, very possibly, he will become happier in the kindergarten than at home.
psychologist Anna Bykova
Experts: Kindergartens built on psychological violence
I would venture to guess that such scenes play out in many families. Adapting to kindergarten is a serious test for both the child and the parents.
Flowers behind barbed wire
– Aachu kaik! – shouts, shedding tears, Misha. Which in translation from his language means “I do not want to go to kindergarten. ” Our timid arguments like “there are children waiting for you”, “there are a lot of toys in the kindergarten” do not produce any effect.
To be honest, you have to convince not only Misha, but also yourself. A worm of doubt gnaws from within. Is the child really psychologically ready to go to kindergarten? How to understand it? What is wrong with adaptation? How to choose a preschool educational institution? And, finally, is it possible to socialize a child outside kindergarten? With these questions, the correspondent of “RG” went to a specialist.
Psychologist Yulia Smirnova holds the view that if it is possible not to take a child to kindergarten, then it is better not to do so. In order to understand the issue as deeply as possible, she suggested turning to history. The very concept of “kindergarten” in the 19th century was invented by the German teacher Friedrich Froebel. According to his plan, this institution was supposed to help reveal the divine potential of the child. Frebel’s motto is: “Love, patience and work.”
– And why exactly the word “garden”? And not a house, for example? – Yulia Smirnova draws attention. “Children are like seeds that we sow and nurture. And each “plant” needs its own approach. Some need more sun, others need moisture, others need to be in the shade.
Everything connected with God was removed from the kindergartens of the times of the USSR, and the resulting void was filled with Soviet ideology. The teacher had to make the children comfortable and obedient. And since there was no love in the ideology itself, our kindergartens began to resemble prison camps. I would like, frankly, to surround them with barbed wire.
According to Yulia Smirnova, everything in kindergartens is based on psychological violence. Toddlers are forced to do things that they are not interested in. And if they instill something useful, it is not with love, but through moralizing. That is why children do not want to go there. They protest against violence.
– There is an opinion that children are socialized only in kindergartens. But this is absurd, she says. – And when the kids are walking on the playground in the yard, is this not a social world? Teach children how to interact with each other. Yes. This is hard. Parents need to work hard. And they are lazy and prefer to fuse the child somewhere.
Children’s revenge
According to Yulia Smirnova, there is a category of children who, in principle, are not fit for kindergartens.
– He cannot “grow” on the same field with others, – the psychologist continues the metaphor. – Well, this is such a plant. He needs to stand alone on the windowsill. But this does not mean that the child does not need communication. Such children are very sensitive to any changes: loud voices, temperature fluctuations in the room and, of course, the psychological atmosphere. They are usually painful. More often such fragile “flowers” are girls. Kindergarten will simply break them. And there are children who, on the contrary, are very active. They should be feared already by the teacher of a preschool institution.
– They are such born warriors, – Yulia Smirnova explains. – Mostly boys. They simply destroy everything around them, they do not know how to control their energy. What if there are two or three? This is a disaster for kindergarten!
The teacher is unlikely to cope with these chieftains, the psychologist believes. These kids need a mentor. They also want to spend as much time as possible in nature: a fire, a tent. In conditions of survival, their energy will find the right channel. And it happens that a son or daughter is simply not ripe for kindergarten.
– There is a physiological birth, and there is a psychological one, – says Yulia Smirnova. – This is when the child begins to realize himself as a person, and not part of the mother. Sometimes this happens by the age of five. And children are sent to kindergarten early, and in this case they receive a serious psychological trauma. They feel like they’ve been abandoned. It is very difficult to live with such an injury. The child begins to unconsciously take revenge on his parents: through illness, depression, bad behavior.
How to understand that a child is psychologically born? This happens when he clearly separates the concepts of “I”, “you”, “we”, pronounces the phrase “I myself”.
However, not everyone can afford to choose: family education or kindergarten. And then, Yulia Smirnova believes, when choosing an institution, you need to rely on parental instinct.
– If there is noise in the kindergarten, laughter is heard – feel free to take the child there, – she says. – If there is dead silence – run away from such an institution.
Education of character
Victoria Kornilova, teacher-psychologist of one of the private kindergartens in Kazan, is not so categorical in her assessments of preschool institutions.
– I did some research in the past, she says. – Compared two groups of children. Some do not go to kindergarten, but attend developmental groups, while others go to the municipal kindergarten. Indeed, the first group of children is more capable of creativity. Less rules, less violence – more freedom and creativity. From this point of view, kindergartens seem to be losing. But, on the other hand, the socialization of children does not occur and their creativity is not embodied in deeds, because they lack character.
And he, according to the teacher, should be formed among peers, and not adults who patronize him. Otherwise, the child does not develop self-confidence, inner strength.
According to Viktoria Kornilova, the best kindergartens are those where socialization is combined with freedom and an individual approach to the child. But private establishments can boast of such conditions.
Meanwhile, an unequivocal answer to the question “Is it worth sending a child to kindergarten?” hard to give. Yes, and it rests not only on ethics, but also on “economics”. At least the author of these lines, after talking with an expert, still takes his son to a regular municipal preschool. Although if there was a financial opportunity, then, probably, I would have found another kindergarten. Obviously, the era has passed when kindergartens were practically inevitable, just like the pioneers and the Komsomol. However, we often take our children there out of inertia.
However, it is not right to place the entire burden of adaptation only on educators. Parents should also help their child. And here we must remember the common truth: the closer the baby’s home daily routine is to the kindergarten regime, the easier it will be for him to get used to a new place.
A very important point is to teach a child to respect the decisions of mom and dad. Even if he is going through a crisis of three years of age.
– Parents need to raise their children according to the principle of justice: your wishes come true, and mine, – says Viktoriya Kornilova. – And you need to take a firm stand, you need to explain that nothing threatens him in kindergarten. It’s good there. The experience of parting, of course, will be. But this is within the normal range.
How to understand that the level of stress that a child experiences in kindergarten has exceeded the norm? It turns out that it is impossible to focus only on his mood. He can experience internally, without expressing emotions. Pay attention to physiological signs. Has sleep, appetite and stool been disturbed? Alarming signals can be excessive excitability at home or, on the contrary, lethargy or sudden emotional swings. Another sign is that the child begins severe and protracted illnesses.
The first weeks in kindergarten: helping the child get used to it
The beginning of kindergarten life is always stressful. And not only for children, but also for parents – they have to go through the child’s adaptation to new circumstances. The task of mom and dad is to support the child at this time, not to overload him, to act firmly and consistently, and, most importantly, to convey to the child their confidence that everything will get better very soon.
Play “kindergarten”
Crying that breaks the heart – many parents can tell about the sorrowful cries of a child who first stayed in kindergarten. To make it easier for the child to adapt, teachers and psychologists advise him to form in advance a positive image of the place where children go every weekday.
Play “kindergarten” with your child. Plush toys can turn into children from the group, your baby into a caregiver. Tell him about interesting games, new toys that are waiting for him, about new friends and walks in the big new playground.
Watch cartoons with your child where the action takes place in a kindergarten, read books about it.
Teach your child to the kindergarten routine
Try to accustom your son or daughter to the daily routine in advance, as in kindergarten. Wake him up at about the same time, feed him breakfast. If a child is used to getting up late, and he suddenly has to get up early every morning and go to an unfamiliar place, this will definitely become stressful.
Sometimes it is difficult for kids to fall asleep during the day in kindergarten if they are not used to it at home. Prepare your child for this ahead of time. You can try to go to bed with him, keeping silence and promising a good mood and a walk after waking up.
First days in kindergarten
In the first days, experts recommend taking children to kindergarten only for 1-2 hours. This is the stage of getting used to the new world. After a few days, the time spent in the garden can be extended up to 3-4 hours – and the child can be taken away before daytime sleep. When the child gets comfortable, leave it for more and more time (it can be increased in small portions day after day). But do not forget to discuss this with the teacher so that there are no conflicts.
Experienced parents testify that adaptation to the garden is easiest in summer, when there are fewer children in groups. At this time, educators can pay more attention to each child.
What addiction depends on
According to experts, on average, the period of adaptation to kindergarten for three-year-old children lasts 2-3 weeks, at senior preschool age – 1 month. The older the child, the longer it takes him to get used to new conditions. But these are average data, of course, addiction depends on the type of nervous system and health status, personality traits, family atmosphere, conditions in kindergarten.
It is more difficult for children with poor health to adapt, who quickly get tired of noise, sleep poorly and eat. It is not easy for children who still know little on their own. It can be difficult for them to take care of themselves on their own – to dress, for example.
Limit the load on the nervous system
When adapting to kindergarten, try to limit the load on the child’s nervous system. It would be good for him to watch less TV, not to appear at noisy, crowded events, to go to bed early. Spend more time with your baby, who is starting to go to kindergarten, in quiet games, reading books.
In no case do not scare a child with a kindergarten (if you behave badly, you will go to the kindergarten): no one wants to voluntarily go to a place that is perceived as threatening. But creating the illusion of a fabulous and incredibly interesting life in kindergarten is also not worth it. The attitude should be calm and “working”.
He immediately started to get sick
Sometimes children who have recently crossed the threshold of a kindergarten start to get sick. This is normal – this is how the body adapts to unfamiliar microorganisms, new microbes and viruses.
However, it may be that the baby is not at all ready for kindergarten, can’t get used to it, no matter how hard you try. The disease in this case is similar to the body’s reaction to great stress. In this case, it is worth picking up the child from kindergarten for a while.
Typical mistakes of parents
Parental inconsistency; there is no system in their attitude to kindergarten: today we will go to kindergarten, tomorrow we will not go, because we overslept, laziness, bad weather. It is more difficult for a child to get used to a new life with such changeability.
Sudden disappearance of the mother when saying goodbye. To avoid tears and stress when parting, the mother disappears either during breakfast or during a walk. As a result, there is distrust in mother, in the world, fear that mother can disappear at any moment, even at home. It would be more correct to come up with your personal farewell ritual, which will be repeated every day.
Power mismatch. Some parents continue to feed their children “canned” baby food even at the age of three. A child who receives only pureed food at home will find it difficult to chew in the kindergarten. And if he is used to pasta and dumplings, he is unlikely to like the usual vegetable stew and casseroles for kindergartens.
Different habits and requirements at home and in kindergarten. For example, feeding at home in front of the TV leads to the child running away from the table in the kindergarten; without concentrating on the cartoon, he cannot sit in one place for a long time. If a child is rocked at home, it will be difficult for caregivers to put him to bed at a quiet hour.
Lack of interest in the adaptation of the caregiver. For example, a child is taken to kindergarten by a nanny who is interested in continuing to work full time in the family. Or the grandmother, accompanying the child, internally opposes the decision of the parents to send the child to kindergarten and wants to take care of her grandson herself.
There is no need to visit the garden. Parents have doubts, and the child uses their doubts to avoid going to kindergarten. It happens that a mother really does not know what to do with herself if the child is in the garden, and unconsciously expects that he will stay at home. If the mother works, the children adapt more easily.
Parents are not ready to endure the child’s negative reaction. They experience anxiety and guilt, only making the situation worse. Crying when adapting is normal; you need to give the child the opportunity to grieve, survive the loss of constant communication with loved ones and the joys of home life, and get used to the new regime and new environment.
In any case, stay calm. The excitement of parents is always passed on to children. Remember: if you prepare, then the child will sooner or later get used to the kindergarten, and later will remember it with joy.
Why do children get sick a lot and what can be done to reduce SARS?
Pediatrician Shulamith Volfson answered the most urgent questions of mothers, exhausted by children’s ARVI, during the series of webinars “How to Survive Autumn”
The child went to kindergarten, two weeks later came down with snot. Cured, returned to the garden – three days later they fell ill again. This time they stayed at home for five days and went out again, and here again the child began to sneeze and cough. What am I doing wrong? Do you need to stay at home longer after an illness in order to restore local immunity?
Unfortunately, preschool children get sick more often than children of other age groups. The immune system “learns” by encountering a variety of viruses and bacteria, local immunity is in the process of maturation, the first contacts with children’s groups – all this contributes to the fact that children often catch colds. By the age of 8–10, the situation will improve, and the child will get sick less often, but for now, frequent colds will have to be taken as inevitable.
As for the timing of the restoration of local immunity, they are completely individual and, most importantly, nothing depends on them. Otherwise, all the children who are kept at home until the snot completely disappears would not get sick three days after the next return to kindergarten. And they get sick, about the same as those who came to kindergarten with a residual runny nose.
In general, it makes no sense to stay at home for a long time after SARS: if the child does not have a fever, he is cheerful, cheerful, he has a good appetite – he can return to kindergarten.
If the child is still sneezing, coughing, does this mean that he is contagious?
It all depends on the virus. There are viruses that an ill child spreads up to six months, for example, adenovirus. And there are viruses that die within a day after the onset of the disease. We will never be one hundred percent sure that the child is not contagious now. But I can say for sure: you should not be afraid of those children who came after an illness with residual snot, but of those who came to the garden today, seemingly healthy, and suddenly fell ill with a temperature tomorrow. It is they who will have time to infect everyone else: 1-2 days before the appearance of a vivid picture of the disease (cough, runny nose, fever), we are all the most contagious.
It is actually normal for children to get sick. They have to get sick now to become strong enough adults: this is part of the development of the body’s immune system.
And how many times a year can you get sick like this with breaks for a week? What is considered normal and what is not?
On average, children get ARVI 4-6 times a year, and this is the norm. If you are the first year in kindergarten, then the child can get sick up to 8 times. In the second year, he will get sick less often.
It is not normal if each viral infection ends with a bacterial complication, if the child has pneumonia more than 2 times a year, if pustular skin diseases are constantly noted. And getting sick with SARS three or four times in a row with short breaks is disgusting, but also normal for a kindergartener.
And if we change kindergarten, will everything start over again?
Not quite new: your child has already acquired some immune memory. Of course, he will continue to get sick, not as much as in the first year, but perhaps not as little as he would have been sick in the same place. In any case, it makes no sense to sit at home and wait for the viruses to pass by along with life.
What is the most important and universal remedy for persistent colds and viruses?
No matter how trite it sounds, the most important thing is to wash your hands thoroughly with soap and water often. Wash off microparticles of dust and drops on which viruses and bacteria live. Wash your hands and face at every opportunity: after a walk, after a clinic, after guests, before eating … Of all the known preventive measures, this is the most important.
Every year at the clinic we are offered to get vaccinated against the flu. Are these vaccinations helpful? And if so, how often?
The flu vaccination is an effective way to protect against the flu. Unfortunately, the vaccine does not protect against other viruses that provoke SARS. You can get vaccinated at any time of the year, but you need to consider: the flu usually comes to Russia in February, and to Europe in November. Immunity is developed 2 weeks after vaccination.
It is really necessary to get vaccinated every year, because the active strains of the influenza virus change every year, and after a year the previous vaccine is no longer effective.
When choosing a vaccine for vaccination, give preference to vaccines without the addition of immunomodulators.
Is it true that children mostly get sick when they get cold? We ate ice cream, walked outside, ran barefoot – and now again a runny nose and a red throat?
Not really. A child is not likely to get sick if he runs barefoot around the house or screams in the cold. He can hoarse, but, rather, not from the cold, but from the very cry. If he ate ice cream, he probably wouldn’t get sick either, because the ice cream warms up pretty quickly in his mouth. The causative agent of infection is not cold, but a virus. Another thing is if the child was always wrapped up, warmed up, he walked around the house only in socks and slippers, and then suddenly took off his shoes. If he always walked in a warm fur coat, and then suddenly jumped out into the street in a light jacket. The task of parents is to practice a healthy lifestyle without overheating, and then the cold is not so terrible. Although, of course, it is not worth running through the streets without a jacket and a hat in a twenty-degree frost. Unaccustomed cold naturally weakens the immune system.
Do not wrap up and swim in cool water – is it hardening?
No, it’s just a healthy habit (if the cold is within reason). Hardening is a completely different story, much more complex and time consuming, for the most patient parents. This is a whole complex of procedures aimed at increasing the body’s resistance to temperature changes. Hardening helps against SARS and other diseases – it’s useful and healthy, but it has nothing to do with trying to suddenly start pouring cold water on children or bathing in an ice hole. Hardening should be systemic. In addition, it should not injure the child and cause him discomfort.
Friends highly praise bronchomunal: they started giving the child during the next acute respiratory viral infection, drank the whole course, and the child has been less sick since then. What is this medicine, how does it work? Should we drink it too?
Bronchomunal belongs to the group of bacterial lysates – preparations that contain antigens from inactivated (that is, actually killed) bacteria. The idea of these drugs is logical: like a vaccination, but without an injection. You drink beautiful capsules for half a year, antigens are absorbed and make your immunity resistant to bacteria. But, firstly, you need to understand that this whole story, by definition, has nothing to do with viruses (a virus and a bacterium are two very different enemies), and secondly, these are prophylactic drugs, so there is no point in drinking them during illness.
To be honest, I have not come across any sufficiently valid studies that would prove the effectiveness of bacterial lysates. Professional publications write that for this group of drugs “the evidence base is small.” That is, it is not known whether they actually work or not. I recommend in this case to adhere to the general rule: if you can do without any medicine, it is better not to take it. In the kindergarten mothers from the parent committee are going to buy an ultraviolet recirculator, a device that kills microbes in the air, and this makes children less likely to transmit infections to each other. Is it worth it? The device is not very cheap, I do not want to spend money in vain.
Yes, now many people are starting to buy antiseptic dispensers, UV lamps, recirculators for schools and kindergartens… All these devices really work, but still I advise you to seriously think before you start using them.
First of all, dispensers and recirculators require constant technical inspection, specialized cleaning, control over the safety of equipment. Will kindergarten staff do all this? Will the mothers who buy the device take it upon themselves?
Further, all these wonderful devices were developed not for schools and kindergartens, but for operating rooms, scientific laboratories, hospital wards, where people with very serious illnesses and very weakened immunity lie … In general, for places where the air really needs to be close to sterile. For snotty children, harsh air cleaning in the room is an extra measure. In addition, it must be remembered that another microflora will always take the place of the killed microflora: the nature of emptiness does not tolerate.
The most important thing is that no devices will save you from the need to observe the rules of personal hygiene. Buying and hanging a lamp on the wall is a simple decision, but how to negotiate with caregivers so that they walk with the children as much as possible? How to persuade them to ventilate the rooms? What can be done to ensure that children wash their hands really well and thoroughly whenever they are told? This is what I urge you to think about and spend your energy on it.
Learn more about how to stop the string of colds and viruses in the series of webinars “How to Survive Autumn”
Adaptation of children
Obviously, somewhere in our subconsciousness it has taken root: once a child is three years old, it means that he needs to go to kindergarten. There he will develop better, he will make friends … Yes, and my mother should go to work. In a word, kindergarten is a necessity, it is one of all the steps of childhood, which must be climbed on time.
Just in time… And you, like everyone else, took your child to kindergarten. Here he walks for a day, a second, a week … Only for some reason you are not happy, but rather preoccupied with this. Your baby is almost unrecognizable, something is happening to him, as if he is suddenly “developing backwards.” He has a regression in everything he has achieved: in speech, skills, abilities, game. And all this in just a week! For any reason of hysteria, Panties can become wet again. He doesn’t eat anything and doesn’t sleep well. And… doesn’t want to go to kindergarten. Every day has excuses. He parted with tears, lamenting that no one loves him anymore, that he promises to be good, if only his mother was nearby. He laments so that his heart aches. Moreover, he grabs your skirt and, praying, looks into your eyes. He still does not make friends with anyone, and does not want to make friends. The teachers are complaining about him. The whole day he sits alone, not even talking to them, all ruffled, like a sparrow, glaring at the front door. Only the door creaks, and he is already rushing towards it with such speed, as if someone is chasing him. She will stand, she will see that it was not her mother who came, and she sits down again, waits again. On the first day, he could somehow be distracted by new toys, but now this does not work either.
Or maybe in the first days your baby was affected by the attractiveness of novelty, the joy of communicating with other children? He was proud to go to kindergarten like older children. Then, perhaps because the child was too quickly left to his own devices or felt lost among so many children, he now assessed his losses associated with entering kindergarten (familiar amenities, a small group of children with whom he was together with a nanny or in a manger, walking with his mother, etc.). And then the real drama is played out at the moment when it was no longer expected.
Why is the kindergarten not so nice? He himself repeated that he was bored, he himself wanted to play with the children. So he was only pretending? After all, in the end, they didn’t change the baby! “Changed” … “Changed” life and circumstances. He is what he should be. Don’t worry, it’s all natural. And of course, soon it will pass. Your child is just adjusting to the garden. He has an adjustment period.
What is adaptation?
Adaptation is the adaptation or adaptation of the body to a new environment. For a child, a kindergarten is undoubtedly a new, yet unknown space, with a new environment and new relationships.
Adaptation is usually difficult with a lot of negative changes in the child’s body. These shifts occur at all levels, in all systems. Only you usually see only the surface part of the iceberg – behavior. And if you knew what is happening in the body and soul of a child when he first goes to kindergarten, you would hardly ever send him to this new children’s team. In it, the baby is constantly in strong neuropsychic stress, which does not stop for a minute. He is on the verge of stress or fully feels stress.
Take a closer look at the child, is he healthy or is he sick? It seems to be neither. Your baby is in a special “third state” between health and illness. You experienced something similar when you were pregnant. But you can’t be in the “third state” all the time. Therefore, today or tomorrow, your child will either just get really sick, or become himself again. If the severity of stress in a child is minimal, you will soon forget about the negative shifts in the adaptation process and what worries you today. This will talk about easy or favorable adaptation.
If the stress is high, the child is likely to have a breakdown and is likely to become ill. A breakdown, as a rule, is a witness to an unfavorable or severe adaptation in a baby.
Let’s still clarify what provokes stress in a child in a similar situation.
To a large extent – separation from the mother. Of course, the baby is inextricably linked with you and the mother is the main thing that he had, or rather, is and will be. And suddenly, his beloved and most beautiful mother in the world left him to the mercy of fate among a terrible new environment and previously unfamiliar children who do not care about him. And in order to hold out in this new environment, he needs to behave here differently than at home. But he does not know this new form of behavior and suffers from it, fearing to do something wrong. And fear supports stress, and a vicious circle is formed, which, nevertheless, unlike all other circles, has an exact beginning – separation from the mother, separation from the mother, doubts about her altruistic love.
So, separation – fear – stress – failure of adaptation – illness… But all this is usually characteristic of a child with a difficult or unfavorable adaptation to kindergarten. With this type of adaptation, the process, as a rule, drags on for a long time and your child adapts to an organized team for months, and sometimes cannot adapt at all. Therefore, children with severe adaptation, which is usually predicted in a child even in a children’s clinic, should not be sent to kindergarten at the age of three, but if possible a little later, as their adaptation mechanisms improve.
By the way, 3-5-year-old boys are more vulnerable in terms of adaptation than girls, since during this period they are more attached to their mother and react more painfully to separation from her.
In addition, remember the crisis of three years, which can accumulate on the child’s adaptation period. At this time, the baby for the first time felt like a person and wants others to see it. And we, others, do not always see this or do not want to see it, it is easier for us to have everything as before. Therefore, the baby is all on the limit, defending his personality in front of us, and his psyche becomes more vulnerable to the effects of various environmental circumstances.
And here you are at the very time when the child is in dire need of you, when you need to spare his weakened nervous system, as if on purpose, in addition to the mental burden of the crisis of three years, you involuntarily place another heavy burden on the child’s shoulders – the burden adaptation to kindergarten, not realizing that all this will “break” him. And some of the children really “tear”, as evidenced by visible changes in the usual behavior of the child.
The degree of adaptation of the child to the conditions of kindergarten
Each kindergarten has its own well-established algorithm for adapting a child. Most often, the baby gets used to a new life according to this scheme:
To make it easier for the child to get to know the teachers and other children, the mother takes him several times for a daytime and evening walk. It is very important that the child sees the parents coming for the children;
the first week the baby is brought to nine o’clock so that he does not see the tears and negative emotions of other children when parting with his mother. It is desirable that the child be fed, because many babies refuse to eat in an unusual environment for them;
the first week, the mother is in the group with the kids so that he feels calmer. After a morning walk, the mother takes the child home;
the second week the baby stays in the group for the same time as in the first, but already without a mother. Mother comes to the end of the morning walk, and the child dine in her presence;
the third and fourth weeks the child can already stay for daytime sleep. Parents can pick him up as soon as he wakes up.
Children can be divided into three main groups according to how children adapt to kindergarten.
Severe degree of adaptation – children who react to a change in the situation with a nervous breakdown, colds are also added to this. This is the most unfavorable option.
Child behavior:
Contact with the child can only be established through the parents (in the worst case, the child cannot be contacted at all). The kid moves from one toy to another, without stopping on anything, he cannot develop play actions, he looks alarmed, withdrawn. The remark or praise of the educator leaves the child either indifferent, or he gets scared and seeks support from his parents. Very often, parents are in merger with the child, they doubt that he will be able to get comfortable in kindergarten. But gradually everything can be settled, and this largely depends on the situation at home.
Remember that a child with a difficult adaptation, in addition to you and caregivers, will only be helped by a pediatrician or a narrow specialist!
Average degree of adaptation – children without nervous disorders fall into this group – they “only” start to get sick often in kindergarten. Still, there is an “exchange” of all kinds of infections. Not all children can endure such a “vaccination” – many develop acute respiratory infections and other troubles. With this type of adaptation, the child’s morbidity can be reduced by a doctor. The sooner he prescribes corrective measures for the child, the less likely it is that your baby will get sick, which means that his adaptation will approach favorable. And this, in turn, will help your child adapt in the future, when he crosses the threshold of the school.
Child behavior:
The child makes contact by observing the attractive actions of the teacher, or through the inclusion of bodily sensations. The tension of the first minutes gradually subsides, the child can make contact on his own initiative, can deploy play actions. Responds adequately to comments and encouragement, may violate established rules and norms of behavior (social experimentation).
With this type of adaptation, the child, on average, adapts to a new organized team for more than a month and sometimes falls ill during adaptation. Moreover, as a rule, the disease proceeds without any complications, which can serve as the main sign of the difference between this type of adaptation and an unfavorable variant.
Easy adaptation – Finally, almost half of the children make up the most prosperous group – they attend kindergarten without much loss, more or less with desire. Usually the adaptation period is 3-4 weeks. There is almost no trouble with such a child, and the changes that you see in his behavior are usually short-lived and minor, so the child does not get sick.
Child behavior:
The child calmly enters the group, looks around carefully before stopping his attention on anything. He looks into the eyes of an unfamiliar adult when he addresses him. The child makes contact on his own initiative, may ask for help. He knows how to occupy himself, uses substitute objects in the game, for example, feeds a doll pretendingly, the mood is cheerful or calm, pantomime is expressive, emotions are easily recognized. The child adheres to the established rules of behavior, adequately responds to remarks and approval, correcting his behavior after them. He knows how to play next to other children, is friendly to them. The polar type for severe adaptation is the type of easy adaptation of the child, when your baby adapts to a new environment, usually for several weeks, most often for half a month.
Every child adjusts to kindergarten in their own way. One child will need only a week to adapt, and the other a whole month. The duration of addiction depends on many factors. It is necessary to take into account the temperament of the baby, his state of health, what is the situation in the family, and even how ready the parents themselves are for this important stage. Some children in the first days show serious aggression: they scratch, bite, throw themselves on the floor, throw the offered toys with fury. Sometimes it’s the other way around: the baby, after parting with his mother, closes in on himself and, being in extreme tension, barely restrains his sobs; sits, buried in one point, without touching either toys or food. So parents should be prepared for anything.
In order to judge this stage in more detail and as objectively as possible, psychologists have specially developed a number of necessary indicators that quite informatively characterize the behavioral characteristics and manifestation of emotions in a child adapting to a new organizational team, and the emotional portrait of a child who first entered a regular kindergarten .
Emotional portrait of a child entering an ordinary kindergarten for the first time
Negative emotions are, as a rule, the most important component that occurs in almost every child who adapts to a new organizational team for the first time.
Usually manifestations are different: from barely perceptible to depression, reminiscent of captivity. With her, the baby is depressed, oppressed and indifferent to everything in the world. He is, and at the same time he is not. He sits as if petrified, all immersed in himself. He doesn’t eat, doesn’t drink, doesn’t answer questions, it’s not worth talking about sleep at all … And suddenly the whole fossil disappears, and he rushes madly around the group, resembling a “squirrel in a wheel”. Like a whirlwind breaks out of the hands of nannies or caregivers and rushes to the exit, conflicting with everyone on the go. She freezes there, and then, sobbing, calls for her mother, choking in her own tears. But suddenly, powerlessly falls silent, again turning into a mannequin. And so several times a day.
Quite often, children express their negative emotions with a palette of crying: from whimpering to constant crying. But the most informative is paroxysmal crying, which indicates that for some time in the baby all negative emotions suddenly recede into the background due to the fact that they are pushed aside by positive ones. But, unfortunately, all this is only temporary. Most often at the time of the orienting reaction, when the baby is in the grip of novelty.
The palette of crying also includes “crying for the company”, with which your child, already almost adapted to the garden, supports the “newcomers” who have come to the group, and makes up a “crying duet” or simply sings along in the choir.
Usually, the longest of the negative emotions in a child is the so-called whimpering, with which he tries to protest when parting with his parents, who run away to work.
Fear is a common companion of negative emotions, their “colleague”, “companion” and “friend”. It is unlikely that you will be able to meet a child who has not experienced it at least once while adapting to kindergarten. After all, your baby, having come to the children’s team for the first time, only sees in everything a hidden threat to his existence in the world. Therefore, he is afraid of many things, and fear follows him literally on his heels. The kid is afraid of an unknown environment and meeting with unfamiliar children, the kid is afraid of new educators, and most importantly, that you will forget about him when you leave the garden for work. The kid is afraid that you have betrayed him, that you will not come for him in the evening to take him home… The kid is afraid… Very often we unwittingly provoke his global fear. And this fear is a source of stress, and its attacks can be regarded as triggers of stress reactions.
Anger: Sometimes, when stressed, a child’s anger breaks out, literally written on the face. At such a moment, your baby, like a small aggressor, is ready to jump on the offender like a panther, defending his innocence. During the period of adaptation, the child is like an “Achilles heel” and therefore so vulnerable that everything can serve as a reason for anger. Therefore, anger and the aggression it gives rise to can flare up, even if there is no spark, as if a powder keg were laid in the child himself.
Positive emotions are the counterbalance to all negative emotions and their main switch. Usually, in the first days of adaptation, they do not appear at all or are slightly expressed in those moments when the baby seems to be “drunk” with an indicative reaction to the “charm of novelty.” The easier your child adapts, the sooner they appear, similar to the first signs, announcing to everyone the completion of your child’s adaptation process. Joy is especially good. In general, a smile and a cheerful laugh are, perhaps, the main “medicines” that cure most of the negative shifts of the adaptation period.
Social contacts. As early as three years old, your baby usually likes to contact people, choosing the occasion for contact. The sociability of the child is a blessing for the successful outcome of the adaptation process. However, in the first days of being in a preschool institution, some kids lose this property. Such children are closed and unsociable, all the time they spend only in “proud solitude”. This “proud non-contact” is being replaced by “compromising contact”, which means that your child suddenly began to take the initiative to make contact with adults.
However, this initiative is illusory. The child needs it only as a way out of the current situation and is not aimed at improving communication with people, especially with peers. At such a moment, the baby usually, crying, runs up to the teacher, grabs her by the hand, tries to pull her to the front door and begs her to take him home. The kid is ready to compromise with the manager or the nanny, he even prays to the nurse … if not home, but only to be taken away from the group, to be taken away as soon as possible from these children who do not know how to behave. No, he does not want and cannot be friends with them. How much easier it was at home when he spent all his days alone.
Once your baby is finally able to establish the necessary contacts in the group, all the shifts in the adaptation period will subside – and this will be an important step towards completing the entire process of adaptation for your child.
Cognitive activity is usually a true “friend” of all positive emotions. Like them, cognitive performance tends to decline and fade away in the face of stress responses. At the age of three, this activity is closely connected with the game. Therefore, the baby, when he first came to kindergarten, is often not interested in toys and does not want to be interested in them. He does not want to get acquainted with his peers, to understand what is happening next to him. Your “why” seems to be in hibernation, and its cognitive activity is inhibited. However, once he wakes up, or eventually you wake him up, the stress activity will be minimal and soon disappear completely.
Social skills. Under the pressure of stress, your baby usually changes so much that he can “lose” almost all the self-care skills that he has long learned and successfully used at home. All this causes frequent ridicule among children and dissatisfaction with educators, who, as a rule, believe that your baby is not at all prepared for the garden. He has to be spoon-fed and washed like a baby. He “doesn’t know how” to dress, undress, and use a handkerchief. Doesn’t know when to say thank you. Well, in a word, a little savage. However, as the child adapts to the conditions of an organized team, he “remembers” the skills he suddenly forgot, in addition to them easily acquiring new ones.
Features of speech. In some babies, against the background of stress, speech also changes, not progressing, but in the direction of regression. The baby’s vocabulary is depleted, and he suddenly drops down a few steps, when talking to you, only using infantile or lightened words. Almost no nouns. Almost no adjectives. There are only verbs. And sentences from polysyllabic became monosyllabic. In response to questions – “telegraph style”. Such speech is the result of hard adaptation. With a mild one, it either does not change at all, or the described changes concern it a little. However, at this time, in any case, the replenishment of his active vocabulary, necessary for the age of the child, is difficult.
Motor activity. During the adaptation process, it rarely remains within the normal range. The child is severely retarded or uncontrollably hyperactive. However, try all the same not to confuse his activity, changed in connection with the process of adaptation, with the activity inherent in the child’s temperament.
Sleep. At first, there is no sleep at all, and in a quiet hour, the baby is like a “roly-poly”. You do not have time to put him down, as he is already sitting, sobbing, on the bed. As you get used to kindergarten, the child begins to fall asleep. But a dream can hardly be called a dream. It is restless, interrupted all the time by sobbing or sudden awakening. Sometimes it seems that the baby is haunted by nightmares. As if he is watching his dream on TV, where he clearly sees what is happening to him. However, the film has only a terrible beginning, the kid is afraid to watch the end. And in order not to really see him, in fright, crying, interrupts sleep. And only when the child adapts to the garden, he will really be able to quietly spend his quiet time and sleep peacefully.
Appetite. The less favorably your child adapts, the worse his appetite, sometimes completely absent, as if the child goes on a hunger strike. Much less often, your baby suddenly falls into the other extreme, and eats no less than Gargantua, trying to somehow satisfy his unmet needs with his “wolf” appetite. Normalization of reduced or increased appetite, as a rule, signals to all of us that the negative shifts in the adaptation process are not increasing, but are declining, and all other indicators of the emotional portrait described above will soon normalize.
Under stress, your child may lose weight, but, having adapted, he will easily and quickly not only restore his original weight, but also begin to recover in the future.
How easy is it for the child to join the group?
It depends on many factors, and above all on how motivated the child is to go to kindergarten and how much parents are not afraid of it. Often, parents almost dissuade a child from kindergarten – and sometimes successfully. It is always difficult for the only children in the family to get used to kindergarten or nursery, especially those who are overprotected, dependent on their mother, accustomed to exclusive attention, and unsure of themselves.
For adults, we certainly recognize the difference in temperaments, the difference in characters, but with the same unconditional war with children when they behave “in their own way.” But it’s obvious: it’s more difficult for choleric and phlegmatic people to adapt to kindergarten than for more balanced, moderately mobile and moderately slow sanguine people. Cholerics, especially boys, do not easily endure the lack of activity and movement in kindergarten, where barracks order sometimes turns out to be the ideal and where unreasonably principled educators make countless remarks. But slow children have the hardest time: they are endlessly driven, hurried, scolded, since they do not keep up with the general pace of kindergarten life, they cannot quickly get dressed, get ready for a walk, eat. And if the teacher does not understand the problems of such a child, then he begins to spur him on even more, while emotional stress acts in such a way that the child slows down even more, becomes even more lethargic, indifferent.
At the same time, we should not forget that the behavior and development of a small child is also affected by the state of his health. A weakened, sickly child can be capricious, irritable, or, on the contrary, lethargic, gets tired quickly. He may lag behind in physical development, have lower indicators in terms of height and weight, and the development of movements. All this is especially evident in the very first days of visiting a kindergarten.
As a rule, weak children have more difficulty adapting to new conditions. They get sick more often, it is more difficult to experience separation from loved ones. It happens that the child does not cry, does not express outwardly negative manifestations, but loses weight, does not play, is depressed. His condition should worry the educators no less than those children who cry, the names of their parents.
Children with a weak type of nervous system require special attention. They are very painful to endure any changes in the conditions of life and upbringing. Their emotional state is disturbed at the slightest trouble, although they do not express their feelings violently. Everything new scares them and is given with great difficulty. They are not confident in movements and actions with objects, they acquire the necessary skills more slowly than other children of the same age. Such children should be accustomed to a children’s institution gradually, and people close to them should be involved in this. At the same time, it is recommended to constantly encourage and encourage children, to help them learn new things.
Ignoring the typological features of the child’s nervous system by the teacher during the period of adaptation to kindergarten can lead to complications in his behavior. So, for example, strict exactingness in insecure, uncommunicative children causes tears, unwillingness to be in kindergarten, a sharp tone of treatment causes excessive excitement and disobedience in excitable children.
Of course, the type of the nervous system is not always clearly manifested. The same baby in different situations can behave differently, especially during the period of adaptation. Even a calm and sociable child, when parting with loved ones, begins to cry and ask to go home, it is not easy to get used to new requirements, and part with some established habits.
The child’s behavior under the influence of established habits also acquires an individual character. If he does not know how to eat on his own, then in kindergarten he refuses to eat, waiting to be fed. If he does not know how to wash his hands in a new environment, he cries; does not know where to get a toy – cries; not used to sleeping without motion sickness – crying; he is used to having a scarf tied in front, and in the kindergarten they tied him in the back – he cries, etc. Therefore, it is so important to know the child’s habits, to reckon with them.
Ignorance of the child’s habits greatly complicates the work of the educator. His pedagogical influences become spontaneous, unfocused and often do not give the desired result.
Conflicts in the family, lack of sociability of parents will also be a complicating factor in adaptation. Children involuntarily learn the negative traits of their parents’ behavior, which complicates their relationships with peers. They behave insecurely and indecisively, worry a lot, doubt, therefore they cannot be accepted in the group.
If you notice that your child is having adjustment problems, try talking to the caregiver. your child needs constant attention and support from his side, because. other children tend to tease and hurt the weaker and more dependent. At the same time, of course, the excessive exactingness and adherence to principles of the educator will be a serious brake.
If adaptation to a nursery or kindergarten has not occurred for 1 year or more, then this is a signal to parents that the child is not all right and you need to contact a specialist.
According to the observations of psychologists, the average period of adaptation in the norm is:
In a manger – 7-10 days;
In kindergarten at 3 years – 2-3 weeks;
At senior preschool age – 1 month.
Another cold
How to treat the objective fact that a child often gets sick in the garden? After all, even a recognized authority – Dr. Benjamin Spock – notes: “It must be admitted that in kindergarten children catch colds more often than at home.” And there are obvious reasons for this. Any change in living conditions that requires adaptation is a strong stressor for the body. Stress, in particular, manifests itself in the fact that the child weakens, his resistance to diseases decreases. In addition, in the children’s team, the probability of infection of the child is much higher than at home. Any healthy baby can be a carrier of microorganisms to which he himself does not react, since they are “their own” for him, and for another they can cause illness. And mothers sometimes think that the child in the garden “has caught a cold.”
The most important thing to keep in mind is that the cause of constant colds and chronic acute respiratory infections is often not medical at all, but psychological. One of the well-known mechanisms of psychological defense is called the flight into the disease. Do not think that the child catches a cold on purpose, dreaming of staying at home. He experiences this desire implicitly, unconsciously, without being aware of it. And the body obeys this hidden tendency: it begins to demonstrate an amazing weakness, easily falls under any negative influence, refuses to resist a cold. Any measures to harden and strengthen the body, of course, are justified and expedient. But no less important are parental efforts to restore the spiritual harmony of the child. Often, having achieved emotional balance, it is possible to overcome the tendency to disease.
What steps can parents take to this end? First of all, you need to make sure that not only your child is “suitable” for kindergarten, but that a particular kindergarten is suitable for your child. After all, it’s no secret that kindergarten is different. Parents should make sure that the atmosphere of the institution they have chosen is quite favorable and comfortable.
In addition, doctors recommend a ten-day course of vitamin therapy during the period of adaptation to prevent acute respiratory diseases. In the next six months, such courses should be repeated every 1.5 months. The positive effect of drugs that improve cell metabolism has been proven to reduce the incidence of acute respiratory viral infections during the period of adaptation.
How should parents behave with a child when he first started attending kindergarten?
Full adaptation of the child to kindergarten is possible not earlier than in 2-3 months. And during this entire period, care must be taken that the child does not feel too keenly the gap between his former and present life. For example, try as often as possible to take him to kindergarten or pick him up from there. If he dine in the garden, you should pay more attention to dinner, and on the day off you can make a menu at the request of the child. Show as much interest as possible in his activities in kindergarten, listen carefully to his stories, save the drawings and applications that he brings; curiosity and the desire for action arise and develop (as well as the ability to talk or walk) with the benevolent and patient participation of adults, thanks to their constant encouragement.
If you want to know more about how your child is doing in kindergarten, play with homemade toys in kindergarten. Let one of these toys be the child himself. Watch what this toy does, what it says, help your child find friends for her and offer a solution to his problem through it, orienting the game towards a positive result.
Do not overestimate the child’s negative experiences. It has been observed that even those children who, with sobs, beg their mother not to leave them in the garden, calm down a few minutes after her departure and join in the games with their comrades. If the child feels that by his protests he managed to sow doubts or even a feeling of guilt in the mother’s heart, then with redoubled persistence he will begin to influence her by all available means. Parents can share responsibilities in such a way that at first the father takes the child to the garden: fathers are generally more sober about the emotional reactions of children.
At first, the child may be very tired in kindergarten: new experiences, new friends, new activities, a large number of people. If a child comes home exhausted and nervous, this does not mean that his adaptation is difficult. It just takes time for the baby to get used to the new routine.
Educators recommend: Set the child in a major way. To inspire him that it is very great that he has grown to the garden and has become so big.
When you leave, part with your child easily and quickly. Of course, you are worried about how he will be in kindergarten, but long farewells with a worried expression on his face will cause the baby to worry that something might happen to him here, and he will not let you go for a long time.
If the child is very hard going through separation from his mother, then it is desirable that the first few weeks of the child were taken away by the father, grandmother or grandfather. Do not leave him in the preschool team for the whole day, take him home as early as possible.
Create a calm, conflict-free climate for him in the family.
Spare his weakened nervous system.
Do not increase, but reduce the load on the nervous system. For a while, stop going to the circus, to the theater, to visit. Significantly reduce TV viewing.
As soon as possible, inform the doctor and caregivers about the personal characteristics of the baby.
Do not wrap your child, but dress him as necessary in accordance with the temperature in the group.
Create on Sundays at home for him the regime is the same as in a children’s institution.
Do not respond to the antics of the child and punish him for children’s whims.
If there is a change in the child’s usual behavior, contact a pediatrician or psychologist as soon as possible.
With severe neurotic reactions, leave the baby at home for a few days and follow all the instructions of the specialist.
Three days in kindergarten – a week on sick leave, or Why a child gets sick in kindergarten
One day, the long-awaited day for parents comes when the child goes to kindergarten. It would seem that, finally, mom can calmly go to work, but very soon, children’s tears of morning separation are added … a runny nose, cough, fever.
After a week or two, the sick leave closes, the child goes to the kindergarten again, but after a few days he “squishes his nose” again. Such a vicious circle can last long enough: pediatricians say from 3-4 months to a year. What are the difficulties of adaptation, how to help the child’s body and avoid complications of the disease – these and other questions are answered by Alla Beganskaya , head of the pediatric department of the ME “Brest City Children’s Clinic No. 1”.
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– When to send a child to kindergarten is more of a pedagogical issue, and yet… What do pediatricians think about this?
– No matter how good the kindergarten is, 80% of children get sick during the adaptation period. And this is absolutely normal. Naturally, parents are alarmed and want to get out of the endless sick leave as soon as possible. But it would be good to think about the upcoming difficulties in advance, even before September. There is no need to postpone the start of visiting the garden for autumn, it is better to go in August, while it is still warm. It is more correct not to leave the child immediately for the whole day, but to increase the time spent in the garden gradually. Now all conditions are being created for soft adaptation: in many kindergartens there are groups for temporary stay of children aged 2 to 3 years, where kids come with their mothers, get used to the new environment and regimen. And this is very correct. Some parents introduce the child to the garden in this way: first they take them for a walk to the territory of the kindergarten, then they show a group where he will play with other children, a bedroom, a dining room, they introduce him to teachers and nannies . .. All this forms a positive perception of kindergarten.
– Parents often say that the child rarely got sick before kindergarten or did not get sick at all. But as soon as he went, illnesses one after another. What is it connected with?
– There are two main reasons: a new way of life and a new environment. The child begins to live according to a new regime. At home, he ate and slept when he wanted, the schedule of walks was different … Once in the garden, the children feel the pressure of the new rhythm of life, and it is natural that their body is under stress. The psycho-emotional state affects physical health and, of course, the immune system – the body’s susceptibility to viruses and bacteria decreases. And in kindergarten, in a new environment, the child is faced with new types of viruses and bacteria for his body. While the child was at home and lived surrounded by relatives, he “got acquainted” with the types of bacteria typical of his family. In contact with other children, he encounters bacteria typical of their families. There is an exchange and, as a result, infection. Most diseases are acute infections, most often viral respiratory (affect the respiratory tract). However, the number of circulating viruses is not infinite. Each transferred disease forms immunity, reducing the probability of the next . It is worse if the child does not get sick in kindergarten: most likely, he will get sick at school, and this is much more difficult. Firstly, he will miss classes, and secondly, diseases, as a rule, are more difficult.
It is also important how quickly a new group fills up with children. If, say, all children gather within 10 days, then the process of exchanging viruses and bacteria goes faster. If 7-10 children go to the group at regular intervals, and then after six months the rest begin to enter, the adapted ones will get sick again. Therefore, it is important to fill the group at the same time.
– Parents often believe that children’s illnesses are the result of neglect of kindergarten workers: sometimes they dressed too lightly, sometimes they dressed too much, there was a draft in the group, or, conversely, heat and dry air … strict sanitary norms and rules developed over the years. Everything is documented to the smallest detail: the temperature in the groups and the bedroom, the schedule for cleaning and airing the premises, the diet, sleep, games, and much more. The Center for Hygiene and Epidemiology strictly monitors compliance with sanitary rules. In addition, there are medical workers in the gardens who are observers and guarantors of high-quality cleaning and compliance with all standards.
To avoid many problems, parents should prepare their child for kindergarten, instill at least minimal self-care skills: teach them how to dress and undress independently, use the potty, hold a spoon in their hands, and, most importantly, be able to listen to the teacher. If the child learns all this at home, and not in kindergarten, where he is already under stress due to new conditions, adaptation will be faster and easier.
– What is the correct treatment tactic: to send the child to kindergarten immediately after recovery or to leave him at home for some time, but thereby stretching out the already difficult adaptation?
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– Usually the question is different – parents are in a hurry to get to work. These are the realities. The child was ill for a week, seems to have recovered, the sick leave has to be closed. And then the child again ends up in the team undertreated, the immune system cannot respond in time to a new disease, and therefore it will be longer and harder than the previous one. If the first time it was enough to rinse the nose, give a warm drink and leave at home for a couple of days, then the next time, the doctor may have to prescribe antibiotics and deal with complications. If the child has suffered severe bronchitis or pneumonia, he is lethargic, the blood test is not very good, then it is imperative to extend the home regimen until complete recovery. You see that the baby eats well, sleeps, wants to go back to kindergarten, so it’s time to go back. Dr. Komarovsky, whom all parents probably know, generally believes that if the child has recovered and can take care of himself (blow his nose, for example), then go to kindergarten. The main thing is a positive attitude.
– Can a child get sick because his mood is not at all positive?
– Of course, this is also an important factor. Every child wants to be close to their mother. Often, after an illness, the thought is subconsciously formed “if I get sick, then my mother will be there” . The body tries by any means to return to comfortable conditions. Yes, and parents make the mistake of overprotecting and pampering the child during illness. Of course, a sick baby is infinitely sorry, but there is no need to create positive associations with the disease and fulfill all the wishes of the sick child. On the contrary, it is worth supporting recovery, not illness, with positive associations.
– How to help a child at home, is it possible to somehow speed up and facilitate recovery?
– If you are talking about a “magic pill”, then there is none. You can not self-medicate and feed the child with immunostimulants, hoping to avoid illness. If it is really necessary, the local doctor will refer you to an immunologist, and he will already decide whether to prescribe medications.
The microclimate of the house plays a very important role: the air temperature is not more than 22 degrees, and preferably about 18 – 20, humid air (especially during the heating season), frequent ventilation. These simple rules will significantly speed up recovery and help avoid complications. And many viruses will completely bypass you: they do not like wet mucous membranes. It’s good to have a humidifier at home, but if you don’t have one, you can hang wet clothes (washed without air conditioning), do wet cleaning more often, spray curtains and plants with water . .. These simple measures are especially good for a runny nose and cough.
– Can I take my child to kindergarten with a runny nose?
– Parents of other children, of course, are against it, but they themselves often take their child to the garden “with snot”. We doctors also would like all children to go to kindergarten in perfect health. But in our conditions it is hardly possible. In addition, toddlers are more prone to runny nose due to the high permeability of the nasal mucosa. If the child feels satisfactory and this is not the beginning of the disease, a runny nose is not a hindrance. But if it is possible to leave the child at home, then leave it. If only because an untreated runny nose is fraught with complications.
We talk a lot about medicine, but I want to talk about the main thing: you need to be able to listen and hear your child. Be attentive to his life, feelings, thoughts, mood and well-being. Do not run away from the kindergarten while the child is playing, distracted.