We understand that each and every day is important in the life of your
child, and that’s why we are dedicated to excellence in every aspect of our service to the children in our care. We are
committed to providing the most up to date curriculum and the most thorough training for our staff. Our most important job,
however, is to make sure that your little sailors receive lots of loving attention and that they enjoy every minute they spend
here with us.
We truly believe that Ship’s Ahoy is different. We
are not baby sitters who warehouse children, but a group of caring professionals who understands the needs of children at
different ages. Our role is to provide a well-rounded program that stimulates your child’s emotional, social, intellectual,
and physical development. We enrich the learning experience by making each child feel safe and secure.
We hope
you will take a moment to familarize yourself with our policies and procedures, and if you have any questions please don’t
hesitate to ask.
Ships Ahoy Child Care Ctr
Ships Ahoy Child Care Ctr – Care.com Coweta, OK Child Care Center
Costimate™
$156
per week
Ratings
Availability
Costimate™
$156/week
Ratings
Availability
At Care.com, we realize that cost of care is a big consideration for families. That’s why we are offering an estimate which is based on an average of known rates charged by similar businesses in the area. For actual rates, contact the business directly.
Details and information displayed here were provided by this business and may not reflect its current status. We strongly encourage you to perform your own research when selecting a care provider.
Offering a secure, clean, and stable atmosphere, Ships Ahoy Child Care Center in Coweta, OK assists the students during the critical time of their development. They provide quality care for the children by offering an activity-based learning environment. This child care organization also nurtures the students to enhance early motor and social skills while learning.
In business since: 2011
Total Employees: 2-10
Care.com has not verified this business license.
We strongly encourage you to contact this provider directly or
Oklahoma’s
licensing
department
to verify their license, qualifications, and credentials.
The Care.com Safety Center
has many resources and tools to assist you in verifying and evaluating
potential care providers.
Monday :
6:00AM – 6:30PM
Tuesday :
6:00AM – 6:30PM
Wednesday :
6:00AM – 6:30PM
Thursday :
6:00AM – 6:30PM
Friday :
6:00AM – 6:30PM
Saturday :
Closed
Sunday :
Closed
Type
Child Care Center/Day Care Center
Program Capacity:
86
Costimate™
$156/week
At Care.com, we realize
that cost of care is a big consideration for families. That’s
why we are offering an estimate which is based on an average of
known rates charged by similar businesses in the area. For
actual rates, contact the business directly.
We appreciate you contributing to Care. com. If you’d like to become a member, it’s fast, easy — and free!
Join now
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Join now
Stay-N-Play
13789 S Hwy 51
,
Coweta,
OK
74429
C A R D INC
122 N Bristow Ave
,
Coweta,
OK
74429
Gods Little Kingdom Christian Preschool
523 S Broadway
,
Coweta,
OK
74429
Kid Country Learning Center, LLC
13600 S 285th East Ave
,
Coweta,
OK
74429
Miss Gloria’s Angel Care Incorporated
2401 E Fort Worth St
,
Broken Arrow,
OK
74014
By clicking “Submit,” I agree to the Care.com Terms of Use and Privacy Policy and allow
Care.com to share this information with all similar local businesses.
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Any other information, including awards and accreditation, hours, and cost, were provided by this business and may not reflect its current status.
We strongly encourage you to verify the license, qualifications, and credentials of any care providers on your own. Care.com does not endorse or recommend any particular business.
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Child Care / Daycare / Daycare in Coweta, OK / Ships Ahoy Child Care Ctr
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Scenario of the sports and musical entertainment “Raise the Sails” with older children
Teachers in caps and jackets stand in front of the children.
– Guys, look who came to visit you today. How did you guess that we are sailors? That’s right, only a cap with ribbons is called a peakless cap, and a striped collar for sailors is a guy.
We came to you from another city. Our ship landed so quickly that we did not have time to consider what city it was. Tell me where did we go? What is the name of your big river? Guys, maybe you even know who came up with the idea to build such a beautiful city on the Neva? Since you know everything, then help us. We heard that the city of St. Petersburg is called the sea capital, but we didn’t see any sea in your city, we even looked specifically on the map – we didn’t find it. Tell me, what’s the matter here? We have come to you for a holiday. What holiday did the city recently celebrate? Yes, it’s Navy Day. Do you guys want to be sailors? What can sailors do? Young sailors in the navy are called cabin boys, and we will now check whether you are ready to test yourself in order to become real sailors. Do you agree?
Then tell me, where do the ships live when they are not at sea? (at the port)
What does each ship have? I’ll give you a riddle:
So that a strong wave could not move the ship,
We quickly throw the chain overboard, what do we release on it?
(Anchor)
– You quickly answered all the questions, but do you know what command the captain gives so that the ship can start moving?
(Raise anchors)
Now we will try to raise the anchors. I suggest you split into 2 teams, choose a captain and come up with a name for your team.
Excellent. Now the team “Storm” and “Wave” will show their skills: who will raise the anchor faster. Line up in 2 lines.
Captains ahead of the team. At the signal “Begin!”, the captain begins to raise the anchor, then passes the wand – the winder further to the sailors of his team. (The game is played 2 times).
Raise Anchors
A sailor is sailing on a ship,
He does not yearn for the earth.
He is friends with the wind and the wave,
After all, the sea is his home.
Guys, you passed the first test perfectly. The anchor is up and the ship can go to sea. Only ship can en route
lie in wait for danger. Which? And most importantly, that the ship does not run aground or on pitfalls. To do this, the pilot chooses a safe route for his ship. It’s called a fairway.
Your teams will also pave the safe way for the ship by sea to the lighthouse (skittles). The safe path is the hoops that you can step into to advance to the lighthouse. You return back to your team by running and betray the hoops to the next crew member.
Fairway Game
Sometimes there are strong storms and storms at sea, which are dangerous for the ship and its crew. Then from the ship that is in distress, a signal for help “Save our souls” – SOS is transmitted. This signal is heard on all ships that are in the sea nearby, and they rush to help. Are the teams “Storm” and “Wave” ready to help the sinking ship and save people? Then, teams, line up at the finish line (at sea), and the captains in turn must transport the crew of the sinking ship to their ship.
Lifebuoy
– Hooray! The crews of the ships have been saved! Thanks to the brave captains.
Captains boldly lead ships across the oceans
It is interesting for them to swim along the blue roads.
Day and night, day and night.
The course is laid accurately and anchors are dropped
In the oceans and seas,
The sea loves the smart, the brave,
If you manage to prove your intelligence and courage,
You can become a captain.
We guys love the sea, the seas and the waves.
We are on combat patrol, here today, and there tomorrow.
The captain will order sternly, give the machines full speed.
Hello blue road, our ship is on its way.
Peakless cap and vest, and anchors on ribbons.
There is a large buckle on the belts, the sailor was given it for a reason.
Are teams ready for new challenges? Then prove how friendly and strong you are, because only together you can cope with such a difficult task as tug of war.
Pull the Rope
– Guys, you are friendly, strong and dexterous and cope with all difficult tasks. But sailors must know everything about the sea. We want to test your knowledge as well. Everyone stand in one big circle and pass the ball to each other to the music. With the end of the music, the one who had the ball calls the sea word. Ready?
Name the sea word game
– Guys, do you know that sailors have their own sailor dance? What is it called? To become real sailors, you need to be able to dance it, because sailors do not always work and keep watch, they still have fun. Repeat after me the movements of the dance “Apple” and we will also have a fun rest.
Apple Dance
– You guys are dancing great. Tired? Let’s take a break and guess the sea riddles. After all, there are many different inhabitants in the sea, it is also important for every sailor to know them.
Sea Mysteries
1. On the sea goes, goes
And it will reach the shore,
This is where it will disappear. (Wave)
2. Amidst the sea depths lives Long-tailed Miracle Pancake. He accumulated a considerable amount of electricity . If dissatisfied with something
The current is very painful. (Scat)
3. What a miracle! That’s so amazing!
Umbrella burns like nettles.
An umbrella floats in the water.
If you touch – be in trouble. (Medusa)
4. A block shot up over the water –
This is a very angry fish.
Showed her flipper
And again disappeared in an instant. (Shark)
5. You already, my friend, of course,
Heard something about me:
I am always five-pointed
And I live at the very bottom. (Starfish)
6. A rumor spread about him: eight legs and a head.
To make it worse for everyone, he releases ink. (Octopus).
You are very good at guessing riddles about marine life, but can you draw them?
The game “The sea is worried”
– Guys, how cool you can turn into marine life. Here the sailors worked, rested and got hungry. And who prepares dinner for sailors? What is the name of the ship’s cook? We need to help the cook catch fish for dinner, let’s see whose team can do it faster.
Catch the fish
Teams, line up behind your captain. Near each crew there is a bucket, which must be filled with fish, and the fish should be caught in the sea (a hoop in front of each team) and brought to the bucket with a fishing rod. Is the mission clear? Then, let’s get started!
– Guys, when you mentioned the difficulties that lie in wait for a ship at sea, you mentioned pirates. And who are these pirates? Do you want to compete with the pirates in dexterity and cunning? Then you need to free the captives from pirate captivity.
Pirate and sailors game
The sea is a platform outlined in chalk, and in the center of the sea is an island with captives (circle). The pirate vigilantly guards his captives, and your task is to pull them out of the circle, to lead them through the sea to the shore.
– Well done, sailors, rescued all the captives. And you didn’t forget that we sailed to you for a holiday, for a parade of ships. Tell me, how are the ships decorated for the parade? Of course, the flags. Only these are not just beautiful flags, these are encrypted messages. Each square flag in the nautical alphabet stands for a letter, and the triangular flag for a number, and you can make words or greetings. (The teacher shows the children sheets with the marine alphabet). You also have a beautiful ship on the lot, only it is not decorated. Are you willing to decorate it?
Artistic and creative activities of children
Then tasks for the teams: Team “Storm” will make the word “Hi” from the flags. The “Wave” team will make the word “Sailors”. Each team will attach the flags with clothespins to the mast of the ship in the correct order. Take places at tables where there is everything you need for creativity, and decide which of the team members will draw which letter. Now our ship is ready for the parade.
– Well done, guys, you coped with all the tasks and brave sailors will grow out of you. And the friendly and skillful guys in the hold of our ship are in for a surprise. Find him and eat.
A prize has been found in the hold! Hooray!
The game is over!
“Who works at sea” – My kindergarten
Compiled by: Schmidt E. P., kindergarten “Rodnichok”
Purpose: To consolidate children’s ideas about people working at sea, about the significance of their work. Names of machines, mechanisms, instruments, equipment necessary for work at sea.
Demonstrative material: pictures from the “Fishing” series “Ships and ships”, a fishing rod for the game “Catch a fish”
Course of the lesson.
1.-Guys, I really want to read this poem to you.
Who irons the sea?
Water after a storm Always in disarray: Seen everywhere Wrinkles and creases. To level the sea Near and far, Iron it all the time Ships.
V.Orlov
2. What is this poem about?
(Answers of children) – about the seas and ships.
-Exactly. And today we will talk with you about the people who work on these ships.
3. Surprise moment.
The teacher says that the kindergarten, the children of the older group, received a letter from the captain of a fishing ship that sails in the Barents Sea.
4. The teacher reads the letter.
– Dear guys, I, the captain of a large fishing vessel, and all of our friendly crew, send you a huge hello from the Barents Sea. A fishing vessel is called a trawler.
– Guys, tell me, please, why do trawlers go to sea?
(Children’s answers) – to fish.
-That’s right.
The teacher reads the letter further.
– Our trawler has a crew of the most experienced fishermen in the fleet. People of various professions work on our ship.
– Sasha, please tell us what the fishermen do on the ship?
(child’s answer) – the fishermen are fishing.
-Dima, can you answer us in order to catch a lot of fish at once, what do we need for this?
(child’s answer) – networks are needed.
That’s right, the teacher says. These nets are called trawls.
Please repeat this word after me. Trawl.
Children repeat in chorus, memorize.
-Here, listen to what the captain writes next.
On a trawler, fishermen no longer need to get wet in the wind for hours. Smart devices indicate fish schools, control the casting of the trawl (net), show the fullness of the net and signal that the trawl is full of fish and it is time to pull it out.
-Guys, where do you think they put the caught fish?
(Children’s answers)
– The fish is closed in jars. Salted in barrels.
-Katya, please tell us where to put the fish so that it stays fresh longer?
(Katya’s answer) – put the fish in the refrigerator.
-That’s right, the teacher says. The ship has freezers that store fresh fish.
– What names of fish do you know?
(Children’s answers) – cod, herring, mackerel.
– Guys, can we say that the fishermen do a very important job on the ship?
(Children’s answers)
-What do we thank them for?
(Children’s answers) – the fishermen catch the fish that we eat.
-That’s right, because fish is a very useful and important product.
-Maxim, who cooks food on the ship?
(Child’s answer) – the cook prepares food on the ship.
-Yes, the teacher says, only the cook on the ship is called a cook.
-Danya, tell us, please, who controls the ship?
(Child’s answer) – the captain controls the ship.
-That’s right, but for the ship to move on water…
Who else should be on the ship?
(Answers of children) – sailors.
– You guys see how many people of different professions work on the ship.
Let’s repeat together with you, who works on the ship?
Sasha, please tell me. (Sasha’s answer)….
Maxim….(Maxim’s reply)…
Kirill….(Cirill’s reply)….
Nastya….(Nastya’s answer)….
-And who do the “smart machines” help on the ship?
(children’s answers)
-How do they help?
(ask 2-3 children)
– What is the name of the net used to catch fish on a fishing boat?
(Ask 2-3 children)
– Well done guys. You know everything. Would you like to become brave sailors?
Let’s play the game “Say what”
5. Game “Say what” to activate the dictionary.
Purpose: to activate children’s speech with adjectives. Learn to choose words that characterize the qualities of a person.
Fisherman (what)..strong, brave..
Captain…cook….sailor..
6. Physical education for a minute.” Catch a fish”
Purpose: to exercise in speed of reaction, in coordination of movements.
7. Didact. Game “Who needs what for work”
Purpose: to consolidate knowledge of subjects necessary for professions; fisherman, sailor, cook, captain.
8 . The teacher praises the children and says that he will definitely convey the greetings from the guys to the captain of the fishing vessel. And he will certainly say that the children of the older group can also become the most courageous and courageous, captains.
Head Start – Early Childhood Learning Center of Greene County
Child Applications & Employment Applications
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CFO position available (pdf)
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About Us
Head Start
Special Education Services
Special Education Services
Head Start is a comprehensive child development program of early childhood education including health (physical, dental, mental), nutrition and social services. Federally funded program for low-income preschool children (3 & 4 year olds) in Greene County.
Special Education Services
Special Education Services
Special Education Services
Special Education services available through CPSE to 3 & 4 year old children. Services include related services of occupational services, speech therapy.
Our Mission
Special Education Services
Our Mission
We believe that parents are the primary educators of their children. Parents and teachers work together in partnership to address the needs and holistic growth of each child so that learning will be supported in the home and school reflecting and honoring the lives of children, their families, and their communities.
Working for the Early Childhood Learning Center of Greene County provides employees with the opportunity to make a difference and the satisfaction that they can help children grow in positive ways. Whether it is working with parents to empower them in their communities or being part of a child’s development to encourage and stimulate their learning, seeing a young child smile and grow before our eyes is the most rewarding part of our job. This opportunity is available every day. You can make a difference in a child’s life.
Our career opportunities include a variety of roles that contribute to educating young children. ECLC is staffed by:
Teachers & Special Education Teachers
Teacher’s Aides, One-to-One Aides & Health Screeners
Cooks, Cook Assistants & Aides
Managers, Program Directors, Fiscal & Secretarial Staff
To be considered for a position, please fill out the Employment Application and/or the Substitute Application located in the Forms section. Please then mail application to PO Box 399, South Cairo, NY 12482.
Executive Director
The Early Childhood Learning Center of Greene County (ECLC) is a private, non-profit program chartered by the NYS Board of Regents to provide the following programs to children from birth to five years old (up to school age):
ECLC operates all Head Start programs in Greene County. Head Start is a federally funded program for income eligible three and four year olds.
Special education and therapy services through the Committee on Preschool Special Education (CPSE) to three (3) and four (4) year old children such as speech therapy, occupational therapy, and center-based classes in an inclusive setting for children with developmental delays (5 hours per day). These services are available to those children who qualify based on a delay in development as determined by the CPSE committee and may be provded in the home, school, or center-based classroom program in Head Start depending on the child’s needs.
HISTORY
Early Childhood Learning Center was founded in 1978 by parents of preschool children who needed specialized therapy to help their children overcome some developmental delays. At the time, programs were only available in Albany or Kingston. The parents, who did not want their children to travel such a distance to receive therapy, started their own program in Greene County.
The agency first began under the auspices of the Early Childhood Learning Center in Albany. In a year’s time, it was mutually decided that ECLC would be an independent program chartered by the NYS Board of Regents. In 1982 an absolute charter was granted. In 1999 the agency became the grantee for the Head Start Program in Greene County. Since then the agency has grown considerably. Today ECLC serves more than 150 children. Currently, ECLC meets the needs of Head Start children and children with developmental delays from birth to five years of age.
Reopening Information
Dear ECLC Community,
We have been busy preparing for our “new normal 2020-2021 school year”. Our number one focus throughout this process has been on the health and safety of our children, families and staff.
We will be following the guidance set forth from NY Special Education Dept, NY Dept of Health, Office of Children & Family Services, and Office of Head Start. These guidance documents outline safety measures that must be followed in order to assure all our children, families and staff are safe.
The following plan describes the 3-phase opening and the safety protocols that will be in place.
Phase 1– Virtual Classroom – (September 14th to October 31st) Students will attend class virtually.There would be regular substantive interaction between teachers and students which would be delivered remotely.
Phase 2– Hybrid Model – (November 1st to December 31) All sites will be fully open for part day onsite instruction.Class size will be limited to 10 children per class.Each class of 10 children would be separated into 2 cohorts of 5 children.Hours of operation for children would be 8:30 am to 11:30 am.
Phase 3– Resumption of full day program – (January 2021) Programs will be ready to resume full operation.Hours of program for children will be 8:30 am to 2:30 pm.
We look forward to welcoming you to our school year.
ECLC phase opening letter (pdf)
Download
Early Childhood Learning Center Reopening Plan September 2020 (pdf)
Download
ECLC Testing & Tracing Protocol (pdf)
Download
Greene County Public Health Testing & Tracing Protocol (pdf)
Download
Early Childhood Learning Center of Greene County
Early Childhood Learning Center of Greene County – Care. com Cairo, NY
Costimate™
$208
per week
Ratings
Availability
Costimate™
$208/week
Ratings
Availability
At Care.com, we realize that cost of care is a big consideration for families. That’s why we are offering an estimate which is based on an average of known rates charged by similar businesses in the area. For actual rates, contact the business directly.
Details and information displayed here were provided by this business and may not reflect its current status. We strongly encourage you to perform your own research when selecting a care provider.
A non-profit organization, Early Childhood Learning Center of Greene County in Cairo, NY believes that the parents are the primary educators of children. They provide programs for low-income households as well as families with developmentally delayed children. The teachers and parents work together in partnership to promote the holistic growth of children.
Total Employees: 1
Care.com has not verified this business license.
We strongly encourage you to contact this provider directly or
New York’s
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to verify their license, qualifications, and credentials.
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potential care providers.
Type
Child Care Center/Day Care Center
Preschool (or Nursery School or Pre-K)
Costimate™
$208/week
At Care.com, we realize
that cost of care is a big consideration for families. That’s
why we are offering an estimate which is based on an average of
known rates charged by similar businesses in the area. For
actual rates, contact the business directly.
We appreciate you contributing to Care. com. If you’d like to become a member, it’s fast, easy — and free!
Join now
No thanks, not right now
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Join now
Honey Tree Day Care
561 Route 20
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Cairo,
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12413
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The Growing Tree Preschool
284 County Route 406
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Greenville,
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12083
By clicking “Submit,” I agree to the Care.com Terms of Use and Privacy Policy and allow
Care.com to share this information with all similar local businesses.
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Any other information, including awards and accreditation, hours, and cost, were provided by this business and may not reflect its current status.
We strongly encourage you to verify the license, qualifications, and credentials of any care providers on your own. Care.com does not endorse or recommend any particular business.
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Child Care / Preschools / Preschools in Cairo, NY / Early Childhood Learning Center of Greene County
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Greene County Early Learning Center | Jefferson, IA
Program areas at Greene County Early Learning Center
Providing educational daycare services to the residents of the community.
Who funds Greene County Early Learning Center
Grants from foundations and other nonprofits
Grantmaker
Grantmaker tax period
Description
Amount
Grow Greene County Gaming Corporation
2020-12
Capital Expenditures
$500,000
Community Foundation of Greater Des Moines
2019-12
Grant Distribution
$12,850
Community Foundation of Greater Des Moines
2019-12
Grant Distribution for Building Fund for Greene County Early Learning Center
$200
Personnel at Greene County Early Learning Center
Name
Title
Compensation
Date of data
Donna Sutton
Secretary / President
$0
2020-01-31
Jacque Andrew
President / Director
$0
2020-08-10
Cindi Daubendiek
Vice President / Treasurer
$0
2017-01-31
Ces Brunow
Treasurer / Director
$0
2017-01-31
Michelle Fields
President
$0
2015-09-11
. ..and 1 more key personnel
Financials for Greene County Early Learning Center
Revenues
Expenses
Assets
Liabilities
Revenues
FYE 01/2020
FYE 01/2019
% Change
Total grants, contributions, etc.
$39,515
$65,363
-39.5%
Program services
$401,266
$440,093
-8.8%
Investment income and dividends
$1,776
$449
295.5%
Tax-exempt bond proceeds
$0
$0
–
Royalty revenue
$0
$0
–
Net rental income
$0
$0
–
Net gain from sale of non-inventory assets
$0
$0
–
Net income from fundraising events
$0
$0
–
Net income from gaming activities
$0
$0
–
Net income from sales of inventory
$0
$0
–
Miscellaneous revenues
$0
$0
–
Total revenues
$442,557
$505,905
-12. 5%
Form 990s for Greene County Early Learning Center
Fiscal year ending
Date received by IRS
Form
PDF link
2020-01
2020-08-10
990
View PDF
2019-01
2020-01-14
990
View PDF
2018-01
2018-12-22
990
View PDF
2017-01
2017-12-01
990
View PDF
2016-01
2016-10-13
990
View PDF
…and 6 more Form 990s
Organizations like Greene County Early Learning Center
Organization
Type
Location
Revenue
West Grove Area Day Care Center
501(c)(3)
West Grove, PA
$336,691
Hobe Sound Early Learning Center
501(c)(3)
Hobe Sound, FL
$1,273,213
Burlington First Presbyterian Church Child Development Center
501(c)(3)
Burlington, NC
$716,651
Lemay Child and Family Center
501(c)(3)
Saint Louis, MO
$1,364,025
Elizabeth’s Early Learning Center
501(c)(3)
Lynchburg, VA
$1,822,024
Berlin Community Day Care
501(c)(3)
Berlin, WI
$484,013
United Child Care Center of Lake Geneva
501(c)(3)
Lake Geneva, WI
$426,192
Smart Start of Yadkin County
501(c)(3)
Yadkinville, NC
$463,426
The Childrens Place of Buffalo and Erie County
501(c)(3)
Buffalo, NY
$385,616
First Baptist Preschool of Labelle
501(c)(3)
Labelle, FL
$386,542
Data update history
April 5, 2022
Received grants
Identified 1 new grant, including a grant for $500,000 from Grow Greene County Gaming Corporation
August 22, 2021
Posted financials
Added Form 990 for fiscal year 2020
April 28, 2021
Posted financials
Added Form 990 for fiscal year 2019
March 30, 2021
Received grants
Identified 1 new grant, including a grant for $12,850 from Community Foundation of Greater Des Moines
September 23, 2020
Updated personnel
Identified 5 new personnel
Nonprofit Types
Human service organizationsYouth service charitiesCharities
Issues
EducationHuman servicesChildren
Characteristics
Fundraising eventsState / local levelTax deductible donations
General information
Address
204 W Madison
Jefferson, IA 50129
Metro area
Des Moines-West Des Moines, IA
County
Greene County, IA
Phone
(515) 386-3158
IRS details
EIN
20-2206687
Fiscal year end
January
Taxreturn type
Form 990
Year formed
2005
Eligible to receive tax-deductible contributions (Pub 78)
Yes
Categorization
NTEE code, primary
P33: Child Day Care
NAICS code, primary
624410: Child Day Care Services
Parent/child status
Independent
Blog articles
Impact of COVID-19 on Nonprofits
Private Foundation Excise Taxes on Undistributed Income
Foundation Grants to Individuals
COVID-19 Grants to Nonprofits
Gifts from Private Foundations to Donor Advised Funds
Free account sign-up
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Create free Cause IQ account
Early Learning Resource Center – Region 4
Early Learning Resource Center – Region 4
TOLL FREE: (800) 548-2741
Fayette, Greene, Washington and Westmoreland Counties – Region 4
Telephone
Toll Free: (800) 548-2741
Local: (724) 836-4580
FAX: (724) 836-5415
Email: ELRCRegion4@pa. gov
Direct Extensions:
Case Managers:
Hannah 141
Levi 111
Kathy 127
Kelly 112
Nathan 113
Eligibility Supervisor:
Chris 134
Provider Quality Support Staff:
Heather A 142
Heather C 140
Melissa 143
Diane 130
Provider Quality Support Director:
Lisa 126
Invoicing:
Jennifer 115
Accounting:
Jim 132
Applications and Resources:
Bobbie 129
Westmoreland County
4893 State Route 30
Suite 1
Greensburg, PA 15601
Hours:
8:30AM to 5:00PM
Monday – Friday
Washington County
New Location
Coming Soon!
Hours:
9:00AM to 4:00PM
Monday – Friday
Fayette County
84 W Fayette St.
Uniontown, PA 15401
Hours:
9:00AM to 4:00PM
Monday – Friday
Greene County
Co-locating at Career Link
200 Greene Plaza
Waynesburg, Pennsylvania 15370
Hours:
9:00AM to 4:00PM
The second Tuesday of each month.
Call (800) 548-2741 for Immediate Service
Monday – Friday 8:30AM to 5:00PM
Telamon | Tennessee | Head Start
Skip to content
Early Childhood & Family Supportdev2022-05-25T21:21:28+00:00
Tennessee
Early Childhood & Family Support offers families exemplary childcare services that ensure children start school ready to learn and succeed.
As children grow and prepare to succeed in school, parents are encouraged to actively participate in their education and strengthen family bonds.
Now accepting new applications for TN Head Start Programs!
Learn More Today
English
Spanish
HEAD START PROGRAMS
Receive high-quality early childhood education at your centers or in your home.
Tennessee’s Early Childhood & Family Support program provides services to eligible families with children ages 6 weeks to 5 years in Head Start centers across the state.
Head Start is a comprehensive program that offers quality early education in and out of the home, parenting education, health and social-emotional wellness services, nutrition education, and family support services.
While we guide the very young as they learn and play, we also share our expertise with parents. By actively participating in their children’s early education, parents enhance their development and create strong family bonds.
In Tennessee, Telamon offers:
Early Head Start (childcare for children 0 to 3 years old)
Migrant and Seasonal Head Start: Childcare and preschool for children of eligible farmworkers ages 0 to 5 years old
Center-Based Services
Each child receives a personalized educational program at the Head Start centers based on their specific strengths and needs. Through structured learning activities, play, and group learning experiences, children enter kindergarten with learning and social skills that rival that of their classmates.
PARTICIPATE IN A RESPECTED HEAD START PROGRAM.
Head Start, created in 1965, is a federally funded school readiness program rooted in the idea that parents are their child’s most important teachers. All centers offer:
Education: Plan interactive learning experiences to help children grow intellectually, socially, and emotionally. Children learn and play through activities they initiate on their own.
Health: Provide vital services such as immunizations; dental, medical, mental health, and nutritional services; and early identification of health problems. The earlier a disability is detected, the better a child’s chances of succeeding in school and in life.
Parent Engagement: Encourage parents to participate in programs and workshops, serve in leadership roles, and volunteer with activities. Parents must be active partners in their child’s education.
Family Support: Seek to provide assistance if families have additional needs. By tackling challenges in a family’s life, we pave the way for success.
The programs are supported by funding from the U.S. Department of Health and Human Services, Administration for Children and Families.*
Download the Tennessee Head Start Annual Reports:
ENROLL IN OUR FAMILY-FOCUSED PROGRAMS.
If you’re looking for a quality early childhood center for your child, Telamon might have an opening for you. Our centers accept new families year-round — applying is as easy as knowing your A-B-Cs.
Apply to a Head Start center in your community.
Your local program will provide the required forms and answer your questions. It will tell you what documents you need to apply.
Be
prepared.
Take a copy of one of these documents to your enrollment meeting:
• Award letter (amount received) for Temporary Assistance for Needy Families (TANF) or Supplemental Security Income (SSI)
• W-2 form or 1040 tax information
• Two recent pay stubs
• Unemployment statement
You’ll also need to provide a copy of at least one of the documents listed below:
• Certified birth certificate
• Hospital birth certificate
• Health department birth certificate
• Medicaid card
Check
your eligibility.
Eligibility is based on family income at or below the poverty level. Families in other situations — including homelessness, children in foster care, or receiving SSI or TANF — are also eligible. Discuss your situation with a local center coordinator.
*In accordance with federal civil rights law and U.S. Department of Agriculture (USDA) civil rights regulations and policies, this institution is prohibited from discriminating on the basis of race, color, national origin, sex (including gender identity and sexual orientation), disability, age, or reprisal or retaliation for prior civil rights activity.
Program information may be made available in languages other than English. Persons with disabilities who require alternative means of communication to obtain program information (e.g., Braille, large print, audiotape, American Sign Language), should contact the responsible state or local agency that administers the program or USDA’s TARGET Center at (202) 720-2600 (voice and TTY) or contact USDA through the Federal Relay Service at (800) 877-8339.
To file a program discrimination complaint, a Complainant should complete a Form AD-3027, USDA Program Discrimination Complaint Form which can be obtained online at: https://www. usda.gov/sites/default/files/documents/USDA-OASCR%20P-Complaint-Form-0508-0002-508-11-28-17Fax2Mail.pdf, from any USDA office, by calling (866) 632-9992, or by writing a letter addressed to USDA. The letter must contain the complainant’s name, address, telephone number, and a written description of the alleged discriminatory action in sufficient detail to inform the Assistant Secretary for Civil Rights (ASCR) about the nature and date of an alleged civil rights violation. The completed AD-3027 form or letter must be submitted to USDA by:
mail: U.S. Department of Agriculture Office of the Assistant Secretary for Civil Rights 1400 Independence Avenue, SW Washington, D.C. 20250-9410; or
Telamon TN Greene County Early and Migrant & Seasonal Head Start • 100 Erin Lane, Bulls Gap, TN 37711 (map) • 423-235-9301
Unicoi County
Telamon TN Unicoi Early and Migrant& Seasonal Head Start • 551 Mocking Bird Court, Unicoi, TN 37692 (map) • 423-473-2028
State Administrative Office
Telamon TN Early Childhood and Family Support — 4713 Papermill Drive NW #203, Knoxville, TN 37909 (map) • 865-212-4011
CONTACT US TO SEE HOW WE CAN HELP YOU TRANSFORM YOUR LIFE.
First Name:*
Last Name:*
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Verification
Top 5 Best Greene County Public Preschools (2022-23)
For the 2022-23 school year, there are 6 public preschools serving 2,460 students in Greene County, OH. The top ranked public preschools in Greene County, OH are Parkwood Elementary School, Eastmont Elementary School and Fairborn Primary School. Overall testing rank is based on a school’s combined math and reading proficiency test score ranking.
Greene County, OH public preschools have an average math proficiency score of 59% (versus the Ohio public pre school average of 58%), and reading proficiency score of 60% (versus the 57% statewide average). Pre schools in Greene County have an average ranking of 2/10, which is in the bottom 50% of Ohio public pre schools.
Minority enrollment is 24% of the student body (majority Black), which is less than the Ohio public preschool average of 37% (majority Black).
Best Greene County Public Preschools (2022-23)
School (Math and Reading Proficiency)
Location
Grades
Students
Rank: #11.
Parkwood Elementary School
Math: 85% | Reading: 76% Rank:
Top 20%
Add to Compare
1791 Wilene Dr Dayton, OH 45432 (937) 429-7604
Grades: PK-5
| 509 students
Rank: #22.
Eastmont Elementary School
Math: 50% | Reading: 54% Rank:
Bottom 50%
Add to Compare
1480 Edendale Rd Dayton, OH 45432 (937) 542-4490
Grades: PK-7
| 360 students
Rank: #33.
Fairborn Primary School
Math: 46% | Reading: 51% Rank:
Bottom 50%
Add to Compare
63 W Funderburg Rd Fairborn, OH 45324 (937) 878-3961
Grades: PK-2
| 1,112 students
Rank: n/an/a
Beavercreek City School Preschool
Add to Compare
3038 Kemp Rd Dayton, OH 45431 (937) 458-2360
Grades: PK
| 189 students
Rank: n/an/a
Mad River Early Childhood Center
Add to Compare
801 Old Harshman Rd Dayton, OH 45431 (937) 259-6603
Grades: PK
| 78 students
Rank: n/an/a
Xenia Preschool
Add to Compare
425 Edison Blvd Xenia, OH 45385 (937) 562-9706
Grades: PK
| 212 students
[+] Show Closed Public Schools in Greene County, OH
Greene County Public Schools (Closed)
School
Location
Grades
Students
Black Lane Elementary School (Closed 2005)
700 Black Ln Fairborn, OH 45324 (937) 879-0511
Grades: K-6
| 315 students
East Sixth School (Closed 2006)
100 Lincoln Dr Fairborn, OH 45324 (937) 878-6108
Grades: 4-6
| 404 students
Greeneview North Elementary School (Closed 2005)
1795 S Charleston Rd Jamestown, OH 45335 (937) 675-9921
480 W Funderburg Rd Fairborn, OH 45324 (937) 879-0600
Grades: K-6
| 265 students
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Early Childhood Development Centers in the Central Administrative District
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Education
Centers for early child development
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1. School-studio “Sound Media Kids”
Creative children’s learning and development from 4 to 12 years old
+7 (499) 254-28-71
soundmediakids.com
m. Barrikadnaya – 0.7 km,
11 min. on foot
Open until 20:00
Closes after 8:40
1 news
2. iBaby
Network of children’s development centers
+7 (495) 118-44-51
ibaby-centr.ru
m. Exhibition – 1 km,
16 min. on foot
Open until 20:00
Closes after 8:40
3. Golden cockerel
aesthetic education center for children
+7 (495) 625-51-49
www.zolotoypetushok.com
metro station Chkalovskaya – 0.3 km,
5 minutes. on foot
Open until 20:00
Closes after 8:40
4. Children’s development center “PROChildren”
Children’s Center for Additional Education.
+7 (495) 760-26-26
center.prokinder.ru
m. Elektrozavodskaya – 0.8 km,
12 min. on foot
Open until 20:00
Closes after 8:40
1 news
5. “Umizumi”
Home kindergarten
+7 (965) 182-15-05
8172.maam.ru
m. Elektrozavodskaya – 0.9km,
14 min. on foot
6. Children’s club “PM 13 Kids Club”
Educational activities for children
+7 (495) 669-59-14
pm13-kidsclub.ru
m. Street 1905 years – 0.9 km,
14 min. on foot
Open until 20:00
Closes after 8:40
Be the first to review
7. “Jusimas”
unique mental development program
+7 (495) 740-30-67
www.ucmasru.com
m. Red Gate – 0.8 km,
12 min. on foot
Open until 18:00
Closes after 6:40
Be the first to review
8. Own trails
evo club
+7 (926) 278-03-39
www. evoklub.ru
m. Polyanka – 0.3 km,
5 minutes. on foot
Open until 23:00
Closes after 11:40
Be the first to review
9. Kindergarten “LUCHIK” on Ostozhenka
Educational services
+7 (495) 120-04-50
ostozhenka.luchik.ru
m. Kropotkinskaya — 0.3 km,
5 minutes. on foot
Open until 20:00
Closes after 8:40
3 news
Be the first to review
10. Personal development center for the whole family “Millennium”
Personal development center for the whole family
+7 (925) 493-03-93
www.millenium-development.ru
m. Pushkinskaya – 0.1 km,
2 minutes. on foot
Open until 22:00
Closes after 10:40
Be the first to review
11. ITEC Intellectual Academy
ITEC Intellectual Academy – a unified developmental space for children
+7 (495) 419-01-51
itec-academy.ru
m. Street 1905 — 0.5 km,
8 min. on foot
Open until 20:00
Closes after 8:40
Be the first to review
12. Trilingual children’s club “Metland Kids”
Classes are held in English, Spanish and Russian with native speakers for children from 3 months. up to 12 years old. Groups up to 8 children.
+7 (499) 403-19-48
metlandclub.ru
m. Barrikadnaya – 0.4 km,
6 min. on foot
Be the first to review
13. Child Development Center on Neglinnaya
Programs focused on the comprehensive development of the child, taking into account his age.
+7 (926) 221-80-05
razvitie-child.pro
m. Kuznetsky most — 0.4 km,
6 min. on foot
Open until 22:00
Closes after 10:40
Be the first to review
14. “Source of Development” Luzhniki
Organization of children’s parties
+7 (929) 560-77-15
www.istochnikrazvitiya.ru
metro station Luzhniki – 0. 7 km,
11 min. on foot
Open until 22:00
Closes after 10:40
Be the first to review
15. Children’s development and socialization center
+7 (499) 766-73-18
educcentre.ru
m. Barrikadnaya – 0.6 km,
10 min. on foot
Open until 18:00
Closes after 6:40
Be the first to review
16. “AMAKids” on Taganskaya street
Academy of Intellect Development
+7 (800) 500-39-79
amakids. ru
m. Marksistskaya – 0.5 km,
8 min. on foot
Open until 21:00
Closes after 9:40
Be the first to review
17. “Planet of Joy”
Creative Development Center
+7 (495) 922-93-74
planeta-joy.ru
Taganskaya metro station – 0.8 km,
12 min. on foot
Open until 21:00
Closes after 9:40
Be the first to review
18. “Park Novoslobodsky”
Culture and Leisure Center
+7 (499) 978-38-63
novoslobodsky-park.arts.mos.ru
Savelovskaya metro station – 0.6 km,
10 min. on foot
Open until 22:00
Closes after 10:40
Be the first to review
19. Pampa Green
kids club
+7 (495) 621-03-60
www.pampagreen.ru
m. Turgenevskaya – 0.3 km,
5 minutes. on foot
Open until 22:00
Closes after 10:40
Be the first to review
20. “New Acropolis”
Philosophical school
+7 (917) 973-11-63
www.newacropolis.ru
m. Sukharevskaya – 0.3 km,
5 minutes. on foot
Closed until 18:00
Be the first to review
21. Fairyland
children’s developing club
+7 (495) 971-50-19
www. vs-club.ru
Proletarskaya metro station – 0.6 km,
10 min. on foot
Open until 20:00
Closes after 8:40
Be the first to review
22. “Friendship”
Leisure center
+7 (499) 255-64-46
www.clubdruzhba.narod.ru
Krasnopresnenskaya metro station – 0.3 km,
5 minutes. on foot
Closed until 12:00
Be the first to review
23. Mosaic
children’s creative center
+7 (499) 713-80-82
www.dc-mozaika.com
m. Serpukhovskaya – 0.4 km,
6 min. on foot
Open until 21:00
Closes after 9:40
Be the first to review
24. “Spring”
Educational activities for children
+7 (916) 587-76-78
rodnichok-msk.ru
m. Street 1905 — 0.3 km,
5 minutes. on foot
Open until 19:30
Closes after 8:10
Be the first to review
25. Baby club on Taganka
Early Childhood Development Center.
+7 (499) 677-57-99
www.babycl.ru
Proletarskaya metro station – 0.8 km,
12 min. on foot
Open until 20:00
Closes after 8:40
Be the first to review
26. Innovation for children
Interactive complexes for preschool education
+7 (495) 118-41-76
playstand. ru
Orekhovo metro station – 1.5 km,
23 min. on foot
Open until 18:00
Closes after 6:40
Be the first to review
27. Mousematics near the Park Kultury metro station
Mousematics is Zhenya Katz’s original technique for teaching mathematics.
+7 (910) 455-63-07
janemouse.com
Smolenskaya metro station (Arbatsko-Pokrovskaya line) – 0.9 km,
14 min. on foot
Open until 18:00
Closes after 6:40
Be the first to review
28. Lalaland
Children’s creative club
+7 (977) 100-01-91
lalaland.club
m. Profsoyuznaya – 1.1 km,
17 min. on foot
Open until 20:00
Closes after 8:40
Be the first to review
29. Solar circle
education and upbringing center
+7 (499) 246-53-50
www.sunnycircle.ru
metro station Frunzenskaya – 0.7 km,
11 min. on foot
Open until 20:00
Closes after 8:40
Be the first to review
30. Ladybug
Full Day Kids Club
+7 (904) 567-45-24
joelclub.com
metro station Novoslobodskaya – 0.3 km,
5 minutes. on foot
Open until 19:00
Close in 7:40
Too many companies found in Centers for Early Childhood Development in the Central Administrative District (66), select a city below to narrow your search
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Center for early development in Khoroshevsky district, Moscow — 12 centers for early development of children 🎓 (addresses, reviews, photos, rating)
— 12 places
We have compiled a rating of 12 early development centers in the Khoroshevsky district;
The best early development centers: price level, reviews, photos;
Early development centers on the map: addresses, phone numbers, opening hours;
1 review •
Aircraft designer Mikoyan, 14k4, Khoroshevsky district
• 8 (495) 585-97-80
• daily from 10:00 to 19:00
A great place to study with children, excellent teachers who lead many different classes for every taste. The children feel good here and they ask…
1 review •
Khodynsky boulevard, 9, Khoroshevsky district
• 8 (800) 100-20-24
• Mon-Sat from 09:00 to 20:00
Website of the Baby Club on Khodynka: http://www.baby-club.ru/clubs/moscow/hodynka/
Khodynsky boulevard, 5k4, Khoroshevsky district
• 8 (495) 646-50-07
• weekdays from 09:00 to 20:00; weekend from 10:00 to 20:00
An English children’s club is waiting for kids, registration is open in Moscow. Interesting events and games in “5 GREEN”
English kindergarten 5 GREEN is an elite…
Birch Grove passage, 8, Khoroshevsky district
• 8 (905) 526-76-14
• Sat from 10:30 to 12:30
Network of game gymnastics centers for children and parents
Khodynsky boulevard, 19, Khoroshevsky district
• 8 (925) 026-04-24
• Mon–Sat from 10:00 to 19:00
Birch Grove passage, 12, Khoroshevsky district
• 8 (916) 829-36-64
Bilingual kindergarten Discovery on Khodynka invites children from 1. 8 to 6 years old to plunge into the fascinating world of learning English and our…
Aviaconstructor Mikoyan street, 14k4, Khoroshevsky district
• 8 (915) 310-70-70
• weekdays from 07:30 to 20:00
Super Kids Kindergarten offers help to all parents whose fidgets are older and ready to get acquainted with independent life. Kindergarten specialists. ..
Birch Grove passage, 8, Khoroshevsky district
• 8 (495) 509-28-20
• daily from 10:00 to 22:00
Family club “Wonderland” – Holding holidays. Classes for children and adults
Family club “Wonderland” | Holding holidays. Lessons for…
Ostryakova, 6, Khoroshevsky district
• 8 (499) 157-46-66
• weekdays from 08:00 to 19:00
Eco private kindergarten in Moscow allows you to organize the development and socialization of kids. Ecological kindergarten practices a special approach to creating…
Khodynsky boulevard, 11, Khoroshevsky district
• 8 (495) 978-78-16
• weekdays from 09:00 to 19:00
“Kiki-Riki” will awaken your child’s unique talent! We offer you a modern, comfortable and effective development of children!
Kiki-Riki – Kids Club -…
Birch Grove passage, 6, Khoroshevsky district
• 8 (499) 762-69-95
• weekdays from 09:00 to 20:00; weekend from 10:00 to 20:00
Network of development centers
Aircraft designer Mikoyan, 14k2, Khoroshevsky district
• 8 (499) 340-06-39
• weekdays from 08:30 to 20:00
The educators of the children’s center “SUPER KIDS” are attentive to the development of individual abilities and talents of children.
Inquiry to institutions – order a service, check the price
Send a request – receive all offers by mail:
Don’t want to call a bunch of establishments?
Interesting facts
Most often, people are looking for “early development center”, but there are other formulations,
for example:
early childhood development centers
early childhood development centers
The most popular features of the found places: learning English, decorating holidays, speech therapist, vocal training, organizing holidays.
Khoroshovsky District is a district in Moscow, located in the southwest of the Northern Administrative District. The district corresponds to the intracity municipality Khoroshevskoye.
Add Early Development Center – Free Advertise your organization on HipDir.
UmNyasha – developing children’s center
Why you should bring your child to us
We have been working since 2000
5000 of our graduates entered the best schools in Moscow. Prepared 120 teachers. We use the best techniques that have stood the test of time.
Corporate university for teachers
We allow only those teachers who have undergone serious training and successfully passed exams to children. We train teachers not only for ourselves, but also for other children’s centers.
Micro groups from 3 to 8 people
We combine an individual approach and the advantages of working in small groups. Classes are interesting, productive and help the child to socialize.
Convenient schedule
Morning or evening classes to choose from. You can choose the time so that the child attends 2 programs at once. You can bring 2 children in parallel groups and save time.
We provide teaching materials
Each child receives a folder with study materials, a success diary and specially designed homework (on programs where they are provided).
Trial Introductory Session
At the trial lesson you will get acquainted with the teacher and methodology, learn the level of knowledge and skills of your child, see how our classes suit him.
See what parents say about us
All reviews
Our teachers are our pride!
Baybekova
Olga Aleksandrovna
Leading methodologist
Gorlenko
Margarita Ivanovna
Speech therapist teacher
Korchagina
Taisiya Yurievna
Do you want to develop
intelligence of your child?
Come to a trial lesson
in the nearest children’s center UmNyasha
Please choose the centerUmNyasha on Grina street (North Butovo)UmNyasha on Yuzhnobutovskaya street (South Butovo)Online classes
We will contact you, select a program, convenient time and answer all questions
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Get your first subscription and start classes in Umnyash0003
Frequently Asked Questions
Did you enjoy studying when you were little? And at school? And now? We guarantee that your children will be interested in studying with us. After studying at UmNyash, the guys bring their interest in learning and craving for knowledge into their school life.
In our children’s centers, children will develop and learn faster than anywhere else. Why are we so sure of this? Because we have been working since 2000, and over the years have created a system of education and development of children that guarantees results .
Thousands of our students have studied according to this system, entered the best schools, and the first students have already entered the best universities in Moscow.
We train not only children, but also parents, teachers, methodologists and heads of other children’s centers. The students of our leading methodologist work all over the World (from Siberia to Australia).
We select and train teachers for our children’s centers almost like astronauts. The best people really work for us.
It is very easy to teach a child to read, count, write. Develop his memory, attention, thinking, speech and imagination. Easy on one condition, the child should enjoy the lessons. You need to instill a love of learning from an early age, and then success is guaranteed.
Our goal is to give as many children as possible a chance for a happy and successful future.
Developmental programs are interconnected, we adhere to the principle of continuity. Growing up, the kid moves from one program to another, deepening and improving his skills and knowledge. The UmNyasha children’s center has a block of basic and additional programs. The main programs are built according to the principle from simple to complex, the child, as it were, steps up the stairs, moving from one level to another. In fact, this is a single program, divided into several stages.
The main block of developing classes.
stage: 1-3 years: Malyshok Early Development Program.
stage: 3-4 years: Program for the integrated development of children Hare.
stage: 4-5 years: Lomonosov Comprehensive Development Program
stage: 5-7 years: Comprehensive Preparation for School (Zaitsev’s method).
Block of additional lessons.
Letter for children aged 5-7.
English for children aged 3-11.
Creative workshop (art studio) 3-7 years old.
Speech therapist for children aged 3-11.
Neuropsychologist 3-11 years old.
Literacy (Russian) 7-11 years old.
Emotional intelligence 4-11 years.
Independent programs
Mini kindergarten 3-7 years old.
Tutors for elementary school children.
The benefits of our early childhood development system are best appreciated by attending the class, talking to the teacher and other parents. We know that developmental activities at preschool age open up maximum opportunities for the child in the future, allow you to see his talents and develop his potential as early as possible. A properly laid foundation will bear fruit for your baby for a lifetime.
Over the long history of children’s centers, we have learned how to create programs that really take children to a new level. They differ significantly from their peers in their skills, knowledge, but most importantly, in their ability to think for themselves, make decisions, reason, be brave in order to invent their own games and involve others in them.
Part-time kindergarten (short stay group)0592 Mini kindergarten.
In fact, this is a group of short-term stay of children (GKP) or, in other words, a part-time kindergarten. It passes in the first half of the day. Part-time kindergarten is a very convenient format: a mother can free up a few hours of free time for herself and be calm that her child is engaged in one of the best developmental programs for preschoolers at this time.
Our part-time garden includes 5 full development programs. Despite the fact that this is a short stay group, children go through a lot of interesting things: the basics of reading and mathematics, study the world around them, conduct experiments, develop their emotional intelligence, undergo adaptation and socialization before school in role-playing games, engage in creativity – draw, sculpt, engage in other types of children’s fine arts.
The foundation of our developmental studies is the methodology of Academician N.A. Zaitsev. Many years ago, he led a seminar with some of our first students, demonstrating what children could be taught with the right approach.
Later, having trained the first thousand students, our methodologist began to add additions to developmental classes, deepening the achievements of Academician N.A. Zaitsev. The world does not stand still, children change, so even the most universal system requires adaptation and updating.
At the developmental classes at the UmNyasha children’s center, we pay great attention to the development of children’s cognitive skills. We focus on the development of attention, memory, thinking, imagination and speech. This is the foundation, this is the base, this is a strong thread on which the child will continue to string the beads he needs on his own: both at school and later in adulthood.
In our classes, we first of all set the task of developing the child’s brain. From 1 to 7 years old, the brain grows in the truest sense of the word. The number of new neural connections increases many times every day. At the same time, the ability to absorb information decreases the more we get older. Therefore, it is so important not to miss this age.
At the developmental classes at the UmNyasha children’s center, we also teach applied skills. Teaching reading, counting, the world around is one of the key areas. Children not only learn to read easily, but also understand what they read, moreover, they themselves reach for a book, and not for a phone. Children easily and fairly quickly learn to count (forward and backward), they will solve examples, problems, compare numbers and much more.
During the year, children study from 60 to 90 topics of the world around them, each of which consists of 20-30 words. Imagine how much a child’s vocabulary is enriched in our developmental classes!
Additional programs of the children’s center “UmNyasha” Butovo
Additional – does not mean secondary – e is the very case when 1 + 1 gives much more than the sum of the terms. Additional programs help to significantly accelerate the development of the child’s cognitive functions, significantly strengthen its potential in the future. with people when they don’t understand you. That’s why classes with a speech therapist are so important just before school, before the wrong motor pattern is finally fixed. A speech therapist helps with various problems in sound pronunciation. The UmNyasha children’s center has special diagnostics to determine how to build program just for your child.0003
English lessons for preschool children is an opportunity to establish 2 language centers in the brain. A second language greatly expands your baby’s picture of the world. English classes at preschool age are one of the best gifts for your child. Indeed, at preschool age, children have an absorbing consciousness: what at school he will have to cram for several months, here, in our classes, the child will master in a very short time and in the same natural way as he once learned his native language. It will be easy for him at school, he will retain his love for a foreign language, knowledge of which is already the norm in the modern world. People who do not know English automatically find themselves in a less advantageous position: both in work and in business, and access to the most relevant information.
Creative workshop or art studio in the children’s center “UmNyasha” is something more than just drawing, modeling and appliqué. These are developmental activities in which children improve their fine motor skills, learn to feel the boundaries of the sheet and develop spatial thinking. And these are the basic skills for beautiful handwriting and writing skills in the future. Children learn to realize their fantasies, they do not just make a carbon copy – they create their own work on the proposed topic. Our experts will help the child express his idea – they will tell you how to draw a mother, how to mold a house, how to create a composition from a variety of materials. In the classes of our art studio, children go through more than 80 techniques of applied art. They develop their creative thinking, learn to embody their ideas and at the same time enrich their horizons. Creative classes in the art studio of the children’s center “UmNyasha” are joy in its purest form and the disclosure of the potential of your child.
Writing skill is very important . The ability to write by hand will inevitably be needed in school. The success of learning as a whole largely depends on how quickly and easily the child will write. Indeed, in order to complete a task in any subject, it must be written down, or sketched, or drawn up. This requires the correct positioning of the hand and the development of the small muscles of the hand. If you hold the pen incorrectly, the load on the hand, the arm as a whole and even the spine increases many times over. It is very important to learn how to write even before school and in capital letters, not printed ones. Continuous writing is a separate skill that needs to be trained. It takes time to learn how to write without taking the pen off the paper. This skill is not formed quickly. And at school, you will have no time to do this, because the ability to write is just a tool for mastering other subjects. With a good tool, i.e. with good writing technique, your child will be able to pay much more attention to the direct study of a particular subject.
The leading activity of a child at preschool age is play. Therefore, the task of a competent methodologist is to compose developmental activities for children in such a way as to wrap all the necessary skills into a game. So that the guys just play, and at the same time, in this game, they easily and imperceptibly acquire the necessary knowledge and skills. It is in this way that the developmental classes in the children’s center “UmNyasha” are composed. Our methodological department develops programs taking into account the characteristics of modern children, collecting the best of more than 20 years of work in preschool education. Teachers of the children’s center go through a serious selection, compulsory training and pass an exam. And then they constantly improve their skills in advanced training programs for our teachers, which are also held at the UmNyasha children’s center.
We pay great attention to ensuring that the children in the classes at our children’s center are really interested. We do not force or force the guys to do anything. We captivate them, we interest them. That is why every lesson at the UmNyasha children’s center is an exciting quest or performance where children play the main role, participate in magical adventures, go through amazing trials and, as a result, come out as winners.
We are committed to the principle that every child is a success. We know for sure that any answer is correct if it can be substantiated. We do not scold for mistakes, but on the contrary, we consider it as an experience, as an opportunity to repeat and consolidate the material even better. In our developmental classes, we pay great attention to the psychological comfort of our students. After all, in the end, our task is to preserve the desire to study this world, to explore ourselves and everything that surrounds us. After all, the natural curiosity of children, their innate curiosity – these are the qualities that largely determine the well-being of a person throughout life. 9The 10 best hotels close to 0003
Lewden Green Park, Newark, United States of America
Stars
5 stars
4 stars
3 stars
2 stars
1 star
Review score
Excellent: 9+
Very good: 8+
Good: 7+
Fairly good: 6+
Our recommendations
Lowest price at the beginning
Number of stars and price
Rating + number of reviews
Four Points by Sheraton Newark Christiana Wilmington
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Hotel in Newark
(0.7 miles from Lewden Green Park)
Four Points by Sheraton Newark Wilmington is located in Newark, a 3-minute drive from Interstate 95. It features a fitness center and a spa and wellness centre.
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8
Very good
263 reviews
Price from
€134
per night
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Hilton Wilmington/Christiana
Hotel in Newark
(2.7 miles from Lewden Green Park)
The Hilton Wilmington Christiana is located off Interstate 95, close to tourist attractions and several conference and banquet facilities.
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8.6
Fantastic
427 reviews
Price from
€142
per night
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Holiday Inn Express & Suites Wilmington-Newark, an IHG Hotel
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Hotel in Newark
(2.9km from Lewden Green Park)
Holiday Inn Express & Suites Wilmington-Newark, an IHG is located in Newark, 7 km from tennis courts.
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9.1
Superb
242 reviews
Price from
€144
per night
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Staybridge Suites Wilmington-Newark, an IHG Hotel
Hotel in Newark
(2.1 miles from Lewden Green Park)
Located just off Interstate 95 in Newark, Delaware, this all-suite hotel makes you feel right at home in rooms with fully equipped kitchens.
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8.1
Very good
194 reviews
Price from
€ 158
per night
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TownePlace Suites Wilmington Newark / Christiana
Hotel in Newark
(1. 9km from Lewden Green Park)
Located off Interstate 95 and 24 km from downtown Wilmington, TownePlace Christiana offers spacious, well-lit rooms with fully equipped…
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7.9
Good
30 reviews
Price from
€149
per night
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Comfort Inn & Suites Newark
Hotel in Newark
(2.8 miles from Lewden Green Park)
The Comfort Inn & Suites of Newark, DE is 7.4 km from the University of Delaware. It offers free Wi-Fi and a seasonal outdoor pool.
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8.4
Very good
524 reviews
Price from
€ 116
per night
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Hyatt Place Wilmington Riverfront is located in Wilmington, less than 1 km from Delaware Contemporary Art Center. It offers a restaurant, free private parking, a fitness center and a bar….
I liked the executive setting and the overall professionalism of the staff.
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SpringHill Suites By Marriott Newark Downtown is located in Newark, a 14-minute walk from tennis courts. It offers air-conditioned rooms.
breakfast is included for all. Some hotel only cover 2. The hotel is clean and new.
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9.1
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Holiday Inn Express & Suites Wilmington-Newark, an IHG is located in Newark, 7 km from tennis courts.
very clean, updated, breakfast included, got some complementary water, has a pool.
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9.1
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Staybridge Suites – Wilmington Downtown, an IHG Hotel is set in Wilmington, within 8. 5 km of Delaware Museum of Natural History and 11 km of Old Dutch House.
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9.1
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Situated in Wilmington in the Delaware region, 1 km from Delaware Contemporary Art Center and 3.8 km from Brandywine Zoo, Homewood Suites By Hilton Wilmington Downtown offers air-conditioned rooms with free WiFi.
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Breakfast offered
Fairfield Inn & Suites by Marriott New Castle is located in New Castle. It features an indoor pool, fitness center and free Wi-Fi.
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Hampton Inn & Suites Wilmington Christiana is located in Newark. It features an indoor pool and a fitness centre. Free WiFi is available.
Your breakfast area was one of the best we have ever been to. The food was delicious.
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The Inn at Mendenhall is located in the heart of scenic Brandywine Valley, just minutes from the Chaddsford Winery and Longwood Gardens, some of the area’s most popular attractions.
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Set within 17 km of Delaware Museum of Natural History and 23 km of Old Dutch House, Brandywine Plaza Hotel – SureStay Collection by Best Western offers rooms in Claymont.
I really liked it and this wasn’t my first time staying their either.
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Suresty Plus by Best Western Brandywine Valley is set in Wilmington, 4.4 km from Brandywine Zoo and 6 km from Delaware Contemporary Art Center.
This was the best hotel I had in a 2 week trip to New England.
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This Newark hotel is located across the street from the University of Delaware Stadium and one mile from the main campus of the University of Delaware. It features a fitness center and free Wi-Fi.
Very neat and clean rooms .I have enjoyed each time I stayed.
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From € 94 per night
7.0
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Budget hotel
The Comfort Inn & Suites is less than 10 miles from the Dupont Chambers Works, Salem and Hope Creek, as well as Cowtown Rodeo Park, home of the regular US rodeo.
Need better breakfast options like scrambled eggs
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Budget hotel
The Red Roof Inn & Suites Wilmington – New Castle is conveniently located close to major highways and local businesses and attractions.
I love it there its so clean n the rooms are nicer than the other facilities.
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From € 94 per night
5.8
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417 reviews
Budget hotel
MOTEL 6 Newark is located in Newark, 6 km from the University of Delaware. Rooms are equipped with TVs with cable channels. The front desk is open 24/7.
I didn’t know they serve breakfast
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From € 95 per night
6.4
Review score
257 reviews
Budget hotel
Located in New Castle County, just off Interstates 95, 295 and 495, the Quality Inn & Suites Skyways hotel is located in the center of New Castle County, adjacent to New Castle International Airport (ILG) (ILG). ..
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From € 80 per night
7.3
Good
332 reviews
Budget hotel
This motel is located off Interstate 95 in Elkton, Maryland. It offers rooms with cable TV and extended HBO channels.
The man that worked the front desk was great. He walked around the property and made me feel safe.
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From € 67 per night
4.8
Review score
424 reviews
Excellent location
Located off Interstate 40 in Elkton, Maryland, this hotel is 15 minutes’ drive from downtown Newark.
Clean room, comfortable bed, hot water! The room had recently been renovated and was very nice.
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From € 145 per night
8.8
amazing
137 reviews
Excellent location
Inn at Montchanin Village & Spa features a restaurant, fitness centre, a bar and garden in Montchanin.
Wonderful location and room, extremely helpful staff! Delicious light supper from Krazy Kats.
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From € 233 per night
8.6
amazing
169 reviews
Excellent location
This hotel is just 30 minutes’ drive from the Dover Downs Casino. It features an indoor pool, an on-site fitness center and free Wi-Fi. The distance to the Delaware River is only 17.9km.
Staff were so friendly and I felt incredibly welcome and comfortable during my stay
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From € 155 per night
8.6
amazing
253 reviews
Excellent location
This Newark hotel is 804 meters from the University of Delaware. It features an indoor pool and air-conditioned rooms with cable TV and free Wi-Fi.
Staff was very accommodating, pillows were soft as clouds
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From € 188 per night
8.5
Very well
65 reviews
Excellent location
Located in Elkton, Maryland, this hotel is 9. 7 km from the University of Delaware. It features an indoor pool and a fitness centre. Breakfast is served daily.
Good location, nice clean room with microwave, mini fridge/freezer, desk and couch.
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From € 111 per night
8.5
Very well
360 reviews
Excellent location
Located in the heart of the Riverfront Historic District, this Wilmington, Delaware hotel is just 500 meters from the Chase Center entertainment complex.
Lack of in restaurant dining was disappointing but not unexpected due to Covid restrictions.
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8.5
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Set in an 18th-century building in Chadds Ford, this hotel features a fitness center and a daily continental breakfast.
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8.4
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Just off Interstate 95, Holiday Inn Express & Suites Elkton is located near the Delaware-Maryland border and just 8 minutes’ drive from the University of Delaware.
Great location, nice ,clean and comfy. The breakfast wasn’t half bad either.
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From € 131 per night
8.3
Very well
107 reviews
Home – YaSAM – Children’s Development Center Yuzhno-Sakhalinsk
Sign up for a lesson
YASAM is
The only educational network with programs for the development of children’s brain (Brain Building games)
Each lesson consists of 15 mini-games aimed at developing the child’s brain: speech development, attention, imagination, perception, thinking, sensory development .
Simultaneous activation of all areas of the brain in one session
Formation of 5 habits, skills of the 21st century: motivation, intelligence, curiosity, developed brain habit, active lifestyle FIRO under the Ministry of Education and Science of the Russian Federation
Non-stop release of new educational programs
Own publication of all educational materials for children
Training of teachers by Moscow specialists, weekly trainings and monthly demonstration video audits
Book a class
Learning outcomes according to the patented YASAM methodology
STABLE cognitive interests and cognitive activity (development of attention, formation of auditory and visual concentration, development of visual, auditory, tactile and motor memory, development of imagination)
INTELLECTUAL ACTIVITY classification, etc. )
Sensory perception: colors, shapes, sizes
Mathematical abilities
Visual and motor coordination
speech
All mental processes: attention, memory, thinking, perception, imagination
Your child will play all kinds of educational aids and toys recommended by European manufacturers for your child’s age!
Our team
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videos
Reviews
very few centers work with such kids. – Non-traditional and progressive methods for working with children, affecting various areas (art, creativity, geography, music, language, etc. ). – The child is ahead of his peers if he has an interest in certain sciences, i.e. the child is not hindered by his age, but goes further, and the teacher is not afraid that he will have “nothing to study” further.
Kasina Svetlana
I really like the attitude of teachers towards children – very kind, sympathetic. Lots of toys, well thought out and prepared lessons. Individual approach to each child. I am very glad that my daughter goes to you for intellectual and musical classes. Thank you very much!
Kalabina Svetlana Vladimirovna
It was important for me that the child develops not only intellectually and physically, but at the same time learns to communicate with peers, and thus prepares to go to kindergarten in the future. Coming to the center, the child receives only positive emotions. Noticeable improvement in speech. My main wish is to open my own kindergarten (at least half board).
Gorbatova Lyudmila Petrovna
We visited more than one educational institution before YASAM, but when we came here, we immediately realized that there was no better place to be found. I really like the way our Ira conducts classes – she is very kind, with great attention to each child, every lesson is well prepared. Lots of very interesting toys. Thank you very much for your center. My child is different thanks to you. I am very pleased that my daughter hurries to classes always, like the first time.
Kalabina Svetlana Vladimirovna
Center “YASAM” attracted us by the fact that classes are held with young children. They are taught to communicate with each other, there are a lot of educational toys. Attentive teachers try to work with each child, because there are very small groups, which is very important for children. My child enjoys attending classes. Now she already knows colors and shapes, she begins to speak more and more words.
Karbainova Irina Yurievna
I am satisfied with the training at the YaSAM Center. Progress in various areas is evident, especially in comparison with children who have not attended such classes. Lisa quickly and firmly learned colors and letters. Classes are logically and competently built, a quick change in activities contributes to tirelessness, emancipation, and inextinguishability of interest.
Moiseenko Ekaterina Stanislavovna
Our daughter Elizabeth is 3 years 4 months old. She has been studying at the YASAM center for 6 months. Having previously studied the offers of other children’s development centers, we opted for the YASAM center. The main requirements when choosing – a high-quality and professional approach to teaching children 3-4 years old using traditional and modern teaching methods. Unlike kindergartens, where for financial reasons the number of children in a group cannot be minimally reduced, at the YASAM center, at our request, we study in a group of 5 children. This allows the teacher to give personal attention to each child during the lesson. Education is carried out in a playful way, using developing children’s games, tables, audio recordings and applied art. In order for the child not to get tired, the method of conducting the lesson is thought out. Since children cannot concentrate on any one task for a long time, the tasks smoothly replace each other. Counting, learning letters and syllables turn into a fun relay race with “syllable traces” and rolling down a hill. I would like to note the high level of training of teachers. The teacher prepares for each lesson in advance. One lesson is not the same as another. This is very important, as children get bored with monotony, which can weaken their interest in learning. During the period of study, our child’s vocabulary has significantly increased, memory and concentration of attention have improved, his horizons have expanded, stiffness and excessive timidity have disappeared. I gained confidence in myself and my knowledge. Now she knows the entire alphabet and syllables, begins to read short words, counts up to 20, knows geometric shapes, solves logical puzzles from children’s magazines. Twice a week (individually and in a group) he studies English. She has been studying a foreign language for 3 months, we are satisfied with her success, which was a pleasant surprise for us. And the most important thing to note is that Lisa herself likes to go to classes, she does it with pleasure.
Egarmin Alexey Viktorovich
Sign up for a lesson
YSAM states that “early development” is not a synonym for harmful advance, but it is timely development at an early age, based on a full understanding of its physiology and psychology.
The child’s brain is actively formed up to 5 years. Further development slows down. Therefore, the more impressions, knowledge, skills a child receives during professional developmental classes, the smarter he will become. If this natural gift is not used properly, then the connections in the brain, as well as the muscles, will slowly atrophy. Watch it happen!
Author of the YSAM method
Founder of a network of clubs and author of the method of early development of children “YASAM”;
teacher-defectologist in the third generation, diploma with honors, Moscow;
experimental work on the creation of the method “YSAM” with young children from 1998 to 2000;
President of NPO “YASAM Educational Holding” since 2002;
Author and expert on early development of the magazine “My Child” (Publishing House “Burda”) since 2002;
member of the Confederation of Business Women since 2005;
congratulations and meeting with the President of the Russian Federation Vladimir Putin 2007;
graduate of the Open World Leadership Center Program at the US Congress, which resulted in the study of all educational levels in the US from Child Development Centers from 6 (!) Months to Colleges and Universities, 2007;
initiator of the creation of the section “Additional Education for Children at the World of Childhood – 2016” exhibition at the Expocentre;
There’s nothing like tough homework assignments to create stress and frustration for both you and your child. If your child typically keeps up in class but struggles with homework assignments or new concepts, turn to Sylvan for homework help.
Our homework tutors will help your child lower frustration, boost comprehension and learn how to apply new skills. And this leads to higher scores and better performance in class. (Not to mention, a lot less stress at home!)
With our Homework Help, your child will:
Build confidence and feel fully supported We tailor each session to your child’s individual needs, so concepts really click. Plus, your child can get help in a wide variety of homework subjects.
Improve comprehension and master skills Our homework tutors ensure your child can apply new skills — a deeper level of learning. Unlike other homework tutors, we include structured skill practice to help kids reinforce skills. This reinforcement is the key to getting concepts to stick!
Feel more confident and less stressed To turn frustration into high fives, our homework tutors share instant feedback and recognition for every skill learned. It makes homework a lot less stressful and a lot more fun.
Hone the right skills for school Our homework tutors understand today’s teaching methods, so what your child learns at Sylvan aligns with what’s expected in school. (You don’t have to become the expert!)
Don’t go through another day with homework frustration!
Hear what other Sylvan families have to say about our Homework Help Programs:
“Sylvan is unique because kids get individual attention. All classes are taught in a simple way that kids understand the difficult topic and can complete their homework and get prepared for test. ” – Meera C. on Homework Support
“Very friendly and helpful staff! From now on, Sylvan will be my ‘go to’ when my children have any problems/questions with their school work.” – Mary S. on Homework Support
“I like that the tutor teaches the kids other ways of doing their homework and coming to the same answer. They also have a way of helping them understand how to solve the problems that they might not quite comprehend in class.” – Chanthon N. on Homework Support
How our Homework Help works
Each session will vary slightly depending on your child’s needs.
With that said, your son or daughter can expect to work with one of our homework tutors on the following types of activities:
Working through tough assignments, so your child not only learns the concepts, but also minimizes his or her frustration.
Learning how to apply new skills through structured skill practice.
Developing better study habits and positive attitudes that can inspire greater success at homework time (and in the classroom) every day.
It’s time to boost skills and lower stress
Homework Help is available in a Sylvan center near you. Reach out today!
Christian Daycare, Children Piano Lessons, After School Care |Cordova, TN
To finalize registration please visit the forms section. You will need to print, sign and bring in a copy.
Child Care
Trinity Children’s Learning Center has two locations in Cordova, Tennessee and offer child care services that cultivates academic and moral excellence.
Before and After-School Care
Our before and after-school activities are designed to help young students excel socially, and academically. We provide before and after school care for school age children. We service 6 Elementary schools in the Cordova area which includes Cordova, Riverwood, Chimney Rock, Macon-Hall, Dexter and Memphis School of excellence. Breakfast and PM Snack are also offered. We are also available for days your child may need all day care during school closings ex. Fall Break, Spring Break and Summer Camp. We assist with homework and more.
Our Founders Our Founders are Deborah and Rod Jackson. Mrs. Jackson is a Dedicated Christian wife, Mother and Grandmother who is a Board Member of a Local Day Care Center and Elementary School and has her degree in Electrical Engineering Technology. Mr. Jackson, a proud Father and Grandfather is among the most skilled first responders (fireman/paramedic) with over 30 years of service.
Our Teachers
All Lead Teachers have College Degrees or CDA’s. All teachers have gone through a complete Background Check and are CPR and First-Aid Certified. Our Directors and teachers Are Certified through the Tennessee Early Childhood Training Alliance (TECTA).
Who We Are
Watch your kids flourish at Trinity Children’s Learning Center, a Christian daycare center in Cordova, Tennessee. We provide an outstanding curriculum built on a foundation of academic excellence and Christian character training for kids from six weeks to 12 years of age. Our vision is to create an environment where children can succeed and flourish spiritually, emotionally, intellectually, socially, and physically. Our staff provides leadership, wisdom and guidance to our young friends as they grow and develop before entering a traditional private/public school environment. Our lead teachers are well-rounded individuals with CDA’s or college degrees and genuinely enjoy teaching and engaging with our students. We will model, teach and instruct on appropriate behaviors that support parents’s goals in raising Godly Children.
We are devoted to the safety of all children in our care.
Contact us to provide your children with a quality, faith based education.
Proudly Serving the Cordova,Tennessee Community.
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Most of us know that cats come in all shapes and sizes, but changes in their weight and appearance could indicate certain conditions like pregnancy, obesity, and illness.
It’s not always easy to figure out what’s causing some of these changes and there are a few factors to consider. While we all try to be responsible cat parents, things can become confusing, especially for a new and inexperienced owner.
Questions will come up as our kittens mature, questions like:
Is my cat pregnant or just fat? A pregnant cat’s belly will appear bloated halfway from the neck to the tail from above, and from the side slightly round and bulging. Their back won’t look particularly fat and their spine might even be visible while an overweight cat will be fat all over, neck and legs included.
If you want to know more about whether your cat is pregnant or just fat, then keep on reading!
Let’s go!
How To Tell If A Cat Is Pregnant Or Fat?
If you have a male cat or a spayed cat the answer is simple, your cat has simply gained weight, but with female cats that haven’t been spayed, it’s a bit more complicated. We’ve gathered useful information to put you on the right path, but the best way to determine with 100% certainty if your kitty is pregnant or suffering from obesity is by taking them to the vet.
You’ll need the opinion and advice of an expert because both conditions are quite serious with two very different consequences. It’s also important to remember that your cat’s physical changes might be related to sickness despite your best efforts. According to Cornell College of Veterinary Medicine, “even provided with balanced nutrition, vaccines, and a good amount of love and attention, cats can still get sick.”
Of course, there are a few ways of figuring out if your cat is ready to bring her offspring into the world or has simply put on extra weight. The way to do it is to look closely for signs and symptoms that will give you enough information to establish your cat’s situation.
Signs Your Cat Is Pregnant
Cat owners that keep their kitties strictly indoors or if they’ve been spayed are quite unlikely to find that their cat is pregnant. But if your cat has access to the outdoors and they haven’t been spayed then it’s quite possible that you might end up with more than one cat.
The same might happen to those who think that their kitty is still too young to get pregnant, so they let her roam around the yard. It can also happen to indoor cats that managed to slip through an accidentally open door. Whatever the case might be if you find your cat’s body changing then there are a few clues that can tell you if it’s pregnancy-related.
1. A Cat In Heat
For a cat to become pregnant they need to be unspayed and of breeding age. Maybe you’ve noticed your cat’s behavior change, or the change was minor, so you didn’t pay too much attention.
It’s not always easy to spot the early signs of a cat in heat and cat owners might think that their kitty is not ready to be spayed. But according to a review on Breeding and the Reproduction in Cats, published in the Veterinary Manual, “the queen (female cat) can enter her first heat as young as 4 months of age, and she generally has 2 or 3 cycles during the breeding season, typically February to October.”
Most people would consider 4 months old to be a kitten still!
This makes it clear that cats are quite successful at breeding since they are seasonally polyestrous. That means their heat cycles last for a few days and if they don’t manage to become pregnant then the estrus process starts again in one or three weeks.
When the mating season approaches any spayed cat will naturally try to get out of the house. For a cat that has constant access to the outdoors the chances of leaving the house unnoticed and getting pregnant are much higher. Even if your cat stays in the perimeter of your house, there will still be male cats in search of a mate.
Female cats or queens as they’re also called have a very specific way of showing that they’re in heat that might confuse you. According to Veterinary Centers of America, the most notable signs of estrus, are behavioral. This means that your cat will most likely become very affectionate.
So, if you find yourself asking, is my cat pregnant or just fat, try to remember what their behavior was like before the weight gain. Was she searching for more attention than usual, like rubbing excessively against you or other objects around the house? Cats in heat can also become very vocal, and when petted or stroked along the spine they’ll arch their back.
2. Eating Habits
A cat’s nutritional requirements can change throughout her life’s cycle. If your cat is pregnant then their calorie intake will become higher and you might find your cat asking for more portions.
A cat pregnancy can last from 58 to 70 days and according to studies, “a healthy, well-fed queen will experience steady weight gain throughout the pregnancy. ” That’s why it’s important to determine whether your cat is actually pregnant because if you decide to change your cat’s calorie intake you might end up with an overfed cat or an underfed cat.
Noticing your cat’s body changing and gaining weight could be a sign of simply overeating, but what if your cat is pregnant? Both obesity and low weight can lead to unsuccessful or difficult pregnancies. That’s why monitoring your cat’s weight during pregnancy is important and a vet is the best place to get all the help you’ll need to have healthy kitten offspring.
3. Physical Changes:
There are a few changes your cat will go through if they’re indeed pregnant and they’re easy enough to spot. The first physical change you might notice is rapid weight gain. Research shows that “the mother’s food consumption will often reach 50% more than her level before pregnancy.” That’s only natural since she’s eating for more than one cat!
Cats that are pregnant also end up having a distinct body shape as their tummy grows and it’s oftentimes referred to as a “burro” shape because it resembles the belly of a donkey. Still, you might not notice much of a change at first, but after a few weeks, it will become very clear.
You can check out this cat-mama, she’s definitely sporting the “burro” shape!
Apart from the swelling of the abdomen, you’ll notice that the weight won’t be distributed to the rest of their body like the legs and neck. It’s mostly their tummy that grows and if you observe your kitty from the side, you’ll see that they look a little swayback.
Finally, you may notice your cat’s nipples become enlarged, but this could also mean that your cat is simply in heat and not yet pregnant. Usually, at around three weeks into the pregnancy, you might see that your cat’s nipples become bright pink and that they poke through the fur, depending of course on the length. This change is also called, “pinking up.”
4. Nesting Behaviors
Another change you might notice if your cat is pregnant which has nothing to do with their appearance is nesting. This means that your cat “may choose a quiet place and start arranging blankets for a birthing area,” explains veterinarian Dr. Rachel Barrack.
Central Texas Veterinary Hospital also states that “most develop an unusually sweet and loving disposition and demand more affection and attention. However, some may become uncharacteristically irritable.” This usually happens during the final week, and your cat might even go missing because some cats prefer complete privacy.
After you’ve taken your kitty and established that they’re pregnant it’s important to keep them inside the house. Try to find a warm room or an area in your place that’s isolated and safe. Place a large box where your cat and her kittens can all move around freely and make sure she has all the necessities she’ll need, like food, water, and a litterbox.
5. Morning Sickness
This is not as common for most cats, but it can happen in the early stages of your cat’s pregnancy and it’s important to notice it. Finding your cat vomiting and staying away from their food might confuse you and make you think that they’re not pregnant.
This could be a short-term behavior, or you might have to take your cat to the vet if it keeps happening.
It’s also possible that your cat has an ectopic pregnancy, which means that a fertilized egg is growing outside the main cavity of the uterus. Symptoms include vomiting anorexia, urinary problems as well as signs as depression and lethargy. To avoid complications it’s important to pay attention and be observant of these changes in your cat!
6. Changes in Behavior
You might of course observe physical changes in your cat that could make you wonder, is my cat pregnant or just fat, but if your cat is pregnant, you might also find indicative changes in their personality as well.
Of course, all cats are different, and some might even stay the same throughout their pregnancy. Veterinarian Krista Williams also states that “the cat’s behavior alters very little, although some cats become more loving and few become aggressive.”
If seeing your cat’s tummy growing isn’t enough of a sign that she’s going through a significant change you might want to also pay attention to her mood and expressiveness. A cat that shows signs of aggression, as well as a cat that’s purring, might also be in pain, caused by some illness or discomfort.
The Importance Of Spaying/Neutering Your Cat
Spaying and neutering a housecat is important for a number of reasons and their health is number one! According to the Humane Society of the United States, neutered/spayed cats have a longer life span and the risk of certain types of cancers is reduced.
Specifically, “intact female cats and dogs have a greater chance of developing pyometra (a potentially fatal uterine infection) and other cancers of the reproductive system. For male cats, there’s a significantly smaller risk of getting testicular cancer and results in lower rates of prostate cancer.”
Other studies show that “female cats are at significantly increased risk of mammary tumors, and sexually intact cats have a sevenfold higher risk than spayed cats.” And while the health of our kitties should be our number one priority, we’re also responsible for not contributing to the overpopulation of stray kittens.
It’s important to remember that the mating season can be quite dangerous for your kitty. Cats tend to be more aggressive and neutering/spaying your kitty should reduce their natural instincts and the urge to fight. This way you can protect your cat from potential wounds and transmitted diseases.
Make sure you visit your vet and get the right information on when is the best time for your feline companion to be spayed/neutered and the steps you’ll need to take. If you’ve got a cat in heat, you can find a list of low-cost spay/neuter clinics across the globe thanks to PetSmart by clicking here.
Signs That Your Cat Is Overweight
For cat parents that lead busy lives or have a free-roaming feline companion, it might come as a shock to suddenly see their fluffball beauty rocking a curvier look. In fact, studies show that in North America, “obesity is the most common preventable disease in cats.”
So, what if you want to look for symptoms of a cat being overweight first rather than pregnant, where would you start?
Physical changes
In some cats, weight gain might be harder to notice and the process might’ve been gradual enough to elude you. Long-haired cats especially the ones with a robust physique like the Maine Coon and Norwegian Forest cats, for example, could get away with this since the extra fat could be concealed by the extra layers of fur.
To figure out your cat’s condition, you should examine them visually and by touch. Look at your cat from above and look at their waistline which should create a slight dent behind the ribs. If you don’t spot any waist then your cat is quite possibly overweight.
Look at your cat from the side and observe their stomach, if it’s saggy and form a sort of pouch, then this is also another sign. Make sure to also run your hands on either side along your cat’s body. Your cat’s ribs, spine, and hipbones should feel like the back of your knuckles and if you can’t feel them then this means they’re overweight.
According to studies another hint to your cat’s condition is their fur. “If they have greasy patches of hair, matted fur, or flaky skin, they may be overweight and unable to clean that area of their body.” Observing these details will help you understand more about your cat’s physical condition. It should help you compare their current state with how they used to be before the weight gain.
Body Condition Score
McDaniel, VMD, and a lecturer in clinical sciences state that “probably 50% of cats seen at veterinary clinics these days are overweight, if not obese.” She also supports studies suggesting that 5-10% of cats could be considered overweight and 40% obese.
The way veterinary clinics figure out the weight of a pet is by using the Body Condition Score. BCS and Muscle Condition Score help assess the body fat and the muscle mass of your cat. It’s easy enough to find a BCS chart from organizations like the American Animal Hospital Association or other places online, but self-diagnosing shouldn’t be your number one choice when it comes to your kitty’s health.
Being able to consult a chart like that can be of course helpful with your cat’s weight loss journey and it can also be useful knowledge to have if your cat is aging. But you should first consult your vet and ask them to explain how this charting system works so you can keep a better eye on your cat.
Weight Gain
If your cat isn’t suffering from any disease, then it could be a simple matter of overeating and the lack of proper exercise. Cats that are usually spending their lives indoors or have little to no access to the outdoors can have fewer opportunities to exercise. That’s why it’s the cat owner’s responsibility to offer extra activities and regulate their cat’s access to food.
The more you begin to neglect your kitty the more problems will arise and weight gain isn’t the only consequence. Cats can be really stressful creatures and recent changes to your cat’s environment can cause anxiety and even depression. In these situations, there are cats that will lose weight and others might end up overeating. For instance, if you’ve brought another cat into your home, one of them might begin to stress eat and end up gaining too much weight.
How To Maintain A Healthy Cat Weight?
After checking your cat and realizing that they might be overweight the next step would be a vet consultation. There your cat will go through the proper examination that will determine what’s causing their weight gain. And of course, you’ll know how much booty your kitty needs to lose.
It’s not easy to measure how much fat a cat has, and body weight is usually used as a guide to determine whether a cat’s weight is above the ideal. For your kitty to be considered overweight and obese they’d have to be 10% and over 20% heavier than the ideal body weight accordingly.
Once you have all the information you need the important part is sticking to the plan of action! It’s crucial that you don’t push your cat, but you also shouldn’t ignore your cat’s weight. Diabetes, osteoarthritis, raspatory issues, and heart disease are some of the diseases/illnesses caused by obesity.
Make gradual changes, with protein-rich cat food, preferably wet food that is high in protein, and should help maintain your cat’s muscle mass as they grow. In the journal of the American Veterinary Medical Association, Debra L. Zoran, DVM, Ph.D., DACVIM, states that “cats are metabolically adapted to preferentially use protein and fat as energy sources”.
Proper nutrition is essential for your kitty’s health and with wet food, she will get important nutrients, vitamins, and minerals and it’s also highly digestible. Don’t forget to measure your cat’s food portions and keep a strict schedule. An automatic wet food feeder can help your cat enjoy fresh food in smaller portions throughout the day and it can be perfect for the owners that are working away from home.
If you run a multicat household and one of your cats show signs of obesity or one of them is stealing food, then the Surefeed Microchip Pet Feeder might be perfect for you! This feeder will make sure that all your cats are adequately fed and that no one will be able to steal food from each other ever again, thanks to the chip recognition technology.
Try to avoid treats or substitute them with low-calorie snacks instead. Make sure your cat has a cat tree tall enough to climb and jump on. Buy feathery toys and play with your cat as often as possible to keep them fit and don’t forget to add a loving cuddle in the mix!
Keep a close track of the weight-loss progress to make sure there is one. Dr. McDaniel’s advice is to aim for a “gradual weight loss, perhaps one or two percent loss of body weight per week. ” She also suggests that “an owner of a chubby cat purchase a baby scale in order to monitor a cat’s weight at home.”
Visit Your Vet
It might take you only a second to realize that your cat is pregnant or you might mistake the excess weight with overeating, but because pregnancy can be a sensitive condition, it’s important to see your vet.
According to VCA Hospitals, “a veterinary examination three to four weeks after breeding will usually confirm her pregnancy.” Once the condition of your kitty is certain your vet will explain to you the process of pregnancy your cat will go through and the necessary steps you need to take in order for it to be successful.
Another reason you’ll need to go to the veterinary clinic according to John A. Bukowski, DVM, MPH, Ph.D. is pseudopregnancy or false pregnancy. There’s a chance your kitty might show signs of pregnancy and “this usually begins at the end of estrus and can last for several months.”
Then again when it comes to weight gain the advice of a vet can also help you deal with it properly. A good veterinarian will ask you some important and detailed questions about your cat’s diet, exercise, and general wellbeing. Since cats could show signs of more serious conditions too late, seeing them putting on weight should be enough to visit your local pet clinic.
Your vet should perform a thorough physical examination. Depending on your kitty’s condition they’ll do some blood and laboratory tests. In case your kitty needs treatment, you should listen to your vet and follow their instructions. If you’re not completely sure, you could ask for a second opinion from a different veterinarian.
At the end of the day, even if you’re just wondering, is my cat pregnant or just fat, the best way to get a clear answer is asking the people who know best. They’ll be able to help you further on with your cat’s pregnancy or weight loss journey.
Closing Thoughts
Having a cat comes with a dash of confusion, a pinch of am I doing this right, and of course love! Love oftentimes leads to treats and too many treats are bound to confusion. The kind of confusion that makes you wonder if your cat’s just getting a little chubby…or are they expecting!
To rid yourself of the foggy state of what might be happening take your kitty to the vet!
You could try to observe your cat, look for hints and clues to see if it’s belly fat or kittens, but even if you figure it out you’ll still need to take them to the vet, so just do it!
Have you ever been confused by your cat’s bulging belly? Let us know if your cat turned out to be pregnant or fat?
Is My Cat Pregnant? How to Find Out and When to Expect Kittens
Written by Melanie Winderlich Preis
Reviewed by Amy Flowers, DVM on May 08, 2021
In this Article
Are They Pregnant?
Caring for Your Pregnant Queen
Tips to Prepare for the Big Day
You might have read stacks of books when you were expecting your own bundle of joy. But do you know what happens when your cat becomes pregnant?
Don’t load Fluffy’s bowl with pickles and ice cream. Just treat them like the queen that they are — literally.
The process of a mama cat getting ready to have kittens is called “queening.” A female cat can get pregnant when they are as young as 4 months old, unless they have been spayed to prevent that.
Queens can keep going into heat every 2 to 3 weeks from the spring through the early fall, making them ready to reproduce more often than not.
A cat’s pregnancy lasts about 63-65 days. So, a cat can have kittens when they are only 6 months old.
Are They Pregnant?
The best way to find out is to make an appointment with your vet. They can confirm that kittens are on the way, and get an idea of how many, in a few ways:
Feeling your cat’s belly is sometimes useful but not always accurate.
Ultrasound can confirm a pregnancy after day 16. Ultrasound cannot tell you how many kittens your cat is carrying.
X-rays can determine the number of kittens to expect, but they are not always accurate, and they shouldn’t be done until your cat is at least 42 days pregnant – and generally not recommended until 55 days.
There are a few clues that you may notice, too.
The cat’s belly will get big around 30 days after they mate. Another symptom that appears as the pregnancy continues, 2 to 3 weeks after they conceive, is their nipples enlarge and redden (also called “pinking up”).
Caring for Your Pregnant Queen
It’s rare, but in the earliest stages of pregnancy, your cat may have “morning sickness” that might show up as a lack of appetite or vomiting. If that keeps happening, take them to the vet. With the surge of hormones and changes to their uterus, they may show signs of fatigue. This phase will eventually fade after those first few weeks pass.
Just like many other females in the animal kingdom carrying a bun in the oven (or for a cat, an average of 4 buns per litter), your cat may need extra food and calories while they are expecting.
They’ll eat about 1.5 times their normal diet as their pregnancy draws to a close, so make sure they have constant access to their normal fare. Your vet will probably recommend that you feed your pregnant cat kitten food or food that’s labeled for pregnant and lactating cats throughout their pregnancy and during the period they nurse their young one.
Viruses can spread to kittens before they’re born, so keep up with your cat’s vaccination schedule. If your pregnant cat is due for their regular vaccination and deworming/flea treatment or needs medication, check with your vet first to make sure the treatment is safe for them. It is best to vaccinate prior to breeding, as most vaccines are not safe to give during pregnancy.
Tips to Prepare for the Big Day
Make your home a comfortable place for the impending birth. If you normally let your cat go outside, stop that, to avoid them to go into labor during one of their walkabouts.
About 2 weeks before the due date, you may notice your cat is acting different as they get into nesting mode. To help out, you can scan your home for a good birthing spot for them. Find a medium-sized box with a low opening, and cover it with newspapers, old towels, and soft blankets to create a relaxing area for the mother and their future kittens.
You should place the nesting box in a quiet corner of your house. Let your pregnant cat visit it often, before the birth, so they get used to the area and feel comfortable.
Keep in mind that you can guide your cat as much as possible and set up the ultimate birthing spot, but they are going to do what they are going to do. If they want to give birth in a laundry basket, behind the garbage can, or in the back of your closet, they will.
When you notice that the cat is in nesting mode, take them to the vet for their final prenatal visit. The vet will give you more information about how to prepare for the delivery, check on the mother and kitties’ health, and tell you want to do if there’s an emergency during the birth.
Two clues that the big day is coming: Cats usually stop eating 24 hours before they give birth, and their temperature drops below 100 F. You’ll meet those kittens soon!
Pregnancy in cats | Hills
If you are not planning to have offspring from your cat, it is always best to have her spayed. Pregnancy in cats is a serious event, and if you decide to let a cat give birth, then you are on a gamble.
The mother cat is more than capable of taking care of everything related to childbirth, so it’s best to leave it to her. However, there are a number of things you can do to make this process easier.
Features
There are a number of signs that can tell if your cat is pregnant. The first indicator is a violation of the cycle. Another early sign is that the nipples become more prominent and darker, red in color. A pregnant cat also starts to eat more, in addition, she may have bouts of “morning sickness”. After five weeks, it will become noticeable that the cat’s belly is enlarged, and it will continue to grow until the time of delivery.
You may also notice significant changes in your cat’s behavior. She can suddenly become very affectionate and will want to spend all the time around you. Alternatively, a previously very friendly cat may become withdrawn and angry. Don’t worry, these behavioral changes are normal.
Pregnancy in cats is usually uneventful. If you are concerned about your pet or want to confirm her pregnancy, take her to the veterinarian. By examination or with the help of ultrasound, he will confirm that the expectant mother is completely healthy and really expects offspring.
Getting ready
During pregnancy, you don’t have to do much for the expectant mother, you just need to make sure she gets good, healthy food and enough water.
Once pregnancy is confirmed, you should switch your cat to a premium kitten diet such as Hills Science Plan Kitten (everyday kitty food) to provide additional nutrients for the cat and future kittens. Feed your cat this diet until the kittens are weaned. Don’t be surprised if your cat isn’t enthusiastic about food right after giving birth. She has been carrying kittens and will likely prefer to eat several small meals a day.
As the delivery approaches, the cat will start looking for a quiet, cozy place where she can settle down. Set up a sort of box with towels inside and encourage your cat to use it as a hiding place. But don’t worry if she ends up choosing somewhere else.
The approach of labor is usually accompanied by the separation of milk from the nipples. If you monitor the body temperature of the animal, you will notice that just before birth, it will drop to 38.9 ° C.
When labor begins, your cat may purr loudly and you will see contractions. Remember that in most cases, the cat can handle the birth on its own.
Little by little
On average, there are from 2 to 5 kittens in a litter. Usually between the birth of kittens, the cat takes breaks from 10 minutes to an hour. If more than 3 hours have passed since the birth of the last kitten and you know that there are still unborn kittens, you need to take the cat to the veterinarian.
At birth, kittens are usually free of the amniotic membrane. Usually the mother herself helps them cope with this task. Otherwise, you need to carefully cut it and release the kitten.
Mother cat licks newborn kittens to make them breathe. If she’s too exhausted from labor to do it, or has her next kitten, you’ll have to do it yourself. Gently dry the kitten with a towel in the same way as if the mother were licking it. You must turn the kitten upside down to clear the airways of the fluid.
Placenta removal
After the birth of each kitten, the placenta must pass. If it remains in the cat’s uterus, it can lead to the development of an infectious process. Count the number of afterbirths and compare it with the number of kittens born. Don’t be surprised if a cat eats one or more afterbirths. This is completely normal and safe. If it turns out that there is an afterbirth in the uterus of the animal, it is urgent to take the animal to the veterinarian.
The mother cat usually bites the umbilical cord herself. If she doesn’t, you’ll have to help her. Tie a piece of strong string around the umbilical cord about an inch from the kitten’s body. With another length of thread, tie off the umbilical cord about an inch closer to the mother’s body, and then cut the umbilical cord with sharp scissors between the two ties.
Once newborn kittens have been washed, they should immediately crawl to their mother and start suckling. During this period, it is best to leave your cat and her babies alone in a safe place. Congratulations – you now have a whole cat family!
CAT AND PREGNANT STOMACH | Medical center “GrantiMed”
Back in ancient times, they checked whether a girl became pregnant or not by placing a cat on her stomach. If a woman was expecting a baby, then the cat, having chosen her tummy, would take a nap there. Some people do not believe that cats feel pregnancy, because they are not so strongly attached to the owner. But the opinion of female owners of cats is unequivocal – for sure, the cat pays special attention to the pregnant belly, often lies on it.
Backgammon signs endow cats with mystical and magical properties, both for good and for bad. Most positive superstitions concern tricolor cats. They were called three-haired and rich, considered brownie girlfriends, amulets for the home, “magnets” for good luck and material wealth. Accordingly, such cats benefit a pregnant woman, and an unborn child receives a protector. But there is another, no less common sign: in this way, the animal signals that trouble is about to happen to the fetus or that a child with a bristle on the back will be born. We can say for sure – even a weighty cat will not crush the baby in the uterus, he is very reliably protected by his mother’s belly and amniotic fluid. But pregnancy is still a slightly different state when you need to rely on signs and all kinds of superstitions. With all the mystery of cats, their behavior can be found quite scientific explanations.
1. The cat sensitively notices the slightest changes in the habitual behavior of the owner, her way of life (for example, the woman began to pay a little less attention to her, focusing more on herself, the movements of the owner became more careful).
2. The animal senses the woman’s pregnancy by changing the smell of pheromones and hormones secreted by the woman.
3. Cats are very thermophilic and choose the warmest parts of the human body for themselves. From the moment of conception in the uterus of a woman, rapid development of the fetus unfolds: there is a rapid division of cells, the entire reproductive system is rebuilt. Of course, at the same time, the stomach becomes warmer than usual – and the cat just needed it.
But, of course, they are not so pragmatic as to simply shamelessly use us. Of course, they love us very much and try to express their emotional attachment with the means available to them. A cat always seeks protection and tenderness from her beloved mistress, and when she feels a special state of a woman, she begins to show increased attention to her. It is no coincidence that such behavior is much more often manifested not in cats, but in cats. And on the net you can find a huge amount of evidence about how cats relieve the tone of the uterus, calm the buzzers that were buzzing in the stomach, relieve the emotional stress of hoyaks, positively affect blood pressure and more.
But be aware of the real dangers. which close contact with a pregnant cat can bring.
1. Cats are carriers of infectious diseases and worms. And if the issue of toxoplasmosis, which instills horror in pregnant women, is resolved quickly enough and for the entire pregnancy by passing widely available tests for both the cat and the hostess herself, then the issue with parasites is not resolved “forever” even by regular preventive “runs” or banning the cat from walking on the street. But cats can also carry other dangerous diseases – for example, bartonellosis, “cat scratch disease”.
2. An allergy to feline components may develop during pregnancy. If the expectant mother, when a cat is sleeping on her stomach, sneezes and coughs, puffiness and rashes form, then this situation is really dangerous for the child, and you will have to find a new good home for your pet.
3. You can not abruptly drive the cat off the stomach. It is worth remembering that a cat can be frightened by a scream or sudden movements, and release claws into the stomach. to hold on. Actually, sudden movements and screams are generally undesirable for a pregnant woman.
4. Some cats, sensing the owner’s pregnancy, may behave aggressively, throwing themselves on the stomach, scratching it and even biting it. In this case, it is better for a woman to pay extra attention to herself and her unborn child: not always, but sometimes, the fetus has serious developmental pathologies that the animal feels. Precautions: Wash your hands before eating and after interacting with and caring for cats. Carry out cat litter with gloves. Get vaccinated regularly. Treat cats with flea products regularly. Do not let the cat lick open wounds, your face, dishes. If scratching, drooling occurs, immediately rinse the wound under running water. If signs of inflammation, suppuration, enlargement and soreness of the lymph nodes appear at the site of the bite, scratching, seek medical help. Try to keep cats indoors, exclude the possibility of contact with street animals. Do not let your cat come into contact with rodents. Don’t let cats drink water from puddles. Persons with immunodeficiency states are advised to refuse to communicate with cats.
You can make an appointment with a gynecologist by phone, by contacting the reception in person or online booking http://178.124.222.120/engine/order.php
Making an appointment with a gynecologist on the Kamennaya Gorka metro station
+375 (29) 857-37-83 MTS
+375 (44) 560-10-07 Velcom
metro “Grushevka” +375 (29) 859-09-39 MTS
+375 (29) 663-16 -69 Velcom
Despite the myths and connections with supernatural forces, we still love these beautiful animals.
We all do it. Whether we are booking a holiday, buying a car or the latest smartphone, or looking for a reliable trades person. Reviews matter and we believe them.
But now they’re filtering into the world of work.
The trend for checking reviews before making significant purchases is filtering into the world of work, according to new research by BPS World. It found that jobseekers are increasingly reliant on researching their potential employers online and keen to have a number of job offers on the table before making their decision.
The survey found that more than three quarters of employees (79%) would check out an employer online before accepting a job offer, and 74% of employers doing the same when hiring someone. Facebook ranked the second most likely place a potential employee with LinkedIn and Glassdoor proving less popular choices. Researching potential employers online seems to be a recent trend, with 62% of employees admitting they didn’t check out their current employer before accepting their job offer.
Simon Conington, Founder and MD of BPS World said:
These findings suggest that the open, consumer-led platform of Facebook is preferred for creating a truer picture of what the potential employer could be like, in a similar way to the ‘traveller’s own photos’ on TripAdvisor. There is an honesty about what people share online that often isn’t reflected in the way a company presents its employer brand.
This research proves just how discerning both bosses doing the hiring, and those applying for jobs now are. Both bosses and employees therefore need to think about how their company and themselves are talked about and presented online, and if there’s anything negative, controversial or inflammatory then they need to get it resolved or removed. Ignoring it could mean companies miss out on hiring a talented team member, or that an employee loses out on landing their dream job.
So how can you make sure your employees say nice things about your company? Here are 4 expert tips for you.
1. Be human
Steve Ward, Talent Attraction Strategist, says:
The greatest way to get authentic employee reviews, is to ensure you have an environment that genuinely allows employees to express themselves, be human, and be key contributors in business progress and exposure projects. When companies recognise the need to consider programmes with ‘bottom-up’ in mind, it engages the people at all levels, and when regular employees are the stars of the show, they demonstrate greater authentic pride, and inclined to amplify positively.
2. Educate and encourage
Shaunda Zilich, Global Employment Brand Leader at GE, says:
Educate employees on what candidates are seeing out there before they walk into the company. Let them know the numbers (traffic, reach, engagement) on reviews (example: over 80% of candidates now look at reviews before making a decision on employment). I am still amazed at how many of our employees are not aware of these sites or don’t realize how popular they are.
Encourage transparency. I don’t solicit for reviews with our employees but I do encourage transparency. This is the reason review sites are so popular and usually the more reviews that are left the more real the story is.
3. Get reviews from current employees
Phil Strazzula, Founder of NextWave Hire, says:
Many times reviews on employee sites are from disgruntled people since there isn’t a mechanism to get reviews from the typical employees in your company (hotels have done a great job of getting their patrons to leave reviews on TripAdvisor by emailing everyone after their stay, so it’s not just the people who had bed bugs). So, my advice to companies is not to over think it, and simply remind everyone in the company every 6-12 months that reviews are a good way to attract talent and if they have a few extra minutes to please take time to write something.
4. Timing is everything
Will Staney is the Founder & Principal Consultant at Proactive Talent Strategies and says:
The idea is to get your employees to review the company around various company milestones. One of the ways I’ve done this in the past as a TA leader is to incorporate Glassdoor into onboarding practices by asking employees in each new hire class to leave a review of their interview experience.
Other ways I’ve done this is while congratulating an employee on their work anniversary (“Congrats on 1 year at ABC Company! Now that you’re a veteran here, do you mind sharing your experience working here on Glassdoor?”) or when someone is promoted (“Congrats on your promotion! As an example of an employee that is truly making an impact and exuding our values, we would love if you’d take a moment to share your experience and what’s made you successful here on Glassdoor).
Finally, as a follow up to a company event you could send an email out encouraging employees to upload photos from the event to the company Glassdoor page. You might find that while they are there, they leave a review as well.
The Surprising Impact Former Employees Have On Glassdoor Ratings
Whether your company is a tech titan or start up, for-profit or non-profit, job candidates are checking out your Glassdoor ratings. Find out the surprising way former employees impact reviews that influence your recruiting efforts.
Topics: Alumni Management, Recruiting
Whether your company is a tech titan or start up, for-profit or non-profit, job candidates are checking out your Glassdoor ratings. According to a 2016 survey, 70% of people now look to Glassdoor reviews and ratings before making any career decisions. Given the importance of Glassdoor to the jobs market and its impact on employers’ brands, PeoplePath decided to take a closer look at the underlying data. What we discovered surprised us. Maybe it will surprise you, too!
Everyone knows that employees can leave anonymous reviews on Glassdoor. What isn’t as widely known is that former employees can post as well. You need to look closely to see that every review indicates whether it was posted by a current or former employee. We wanted to know if you can break a company’s star ratings out by current and former employees? If yes, then you could measure the relative influence of the two groups on the employer brand.
Sample case
Let’s use Amazon as an example. As you can see in the graphic, Amazon has 20,674 reviews posted on Glassdoor as of March 26, 2018. By clicking on Rating Trends, you access a Ratings and Trends dashboard that summarizes topline information. After looking over the dashboard and reading some reviews, it’s likely most job candidates stop here.
In our analysis, we first removed part-time employees, leaving 19,351 reviews. Next, we filtered the reviews for current employees (12,771 reviews or 66%). Logically, the remaining posts are by former employees (6,580 reviews or 34%). Using basic algebra, we calculated the average ratings for both current and former employees.
If we focus on Glassdoor’s three primary metrics – Overall rating, Recommend to a friend, and Approve of CEO, for brevity purposes, it’s apparent there is a significant difference between current and former employee reviews. For a summary of all the ratings, please see the table at the end of this post.
Threat or opportunity?
Are the results for Amazon typical? In short, yes.
We noticed after analyzing many companies’ rankings on Glassdoor that former employees’ ratings are always lower than current employees’. In many cases, like Amazon, meaningfully lower. Intuitively, this makes sense since they are no longer with the company. However, it also presents an opportunity. If you raise the reviews posted by former employees, it boosts the combined ratings posted on Glassdoor that are viewed by millions of interested job candidates.
Continuing this line of thinking, we wondered if formal alumni programs have a positive impact on companies’ Glassdoor reviews. We didn’t have to go too far to find an exemplar company since I started the Microsoft® Alumni Network in June 1995. It was also helpful for our analysis that both companies are headquartered in Seattle, are in the tech sector, and have the same relative number of total reviews, as well as the split between current and former employee reviews.
For Amazon, the split between current and former employee reviews was 66% and 34% respectively; while Microsoft had a 63% for current employees and 37% for former employees. It should be noted that Amazon does not have a formal alumni program and neither company is a PeoplePath client.
Here’s Microsoft’s Glassdoor dashboard before we started our analysis.
After applying Glassdoor filters and doing the math, we arrived at the breakdown between current and former Microsoft employees (see table). The Overall rating is the same for current and former employees, as is the Approve of CEO rating, and there is only a small difference between the willingness to Recommend to a friend. So, one could reason that, at least in Microsoft’s case, having a formal corporate alumni program has had positive impact on its Glassdoor reviews.
Anomaly or trend?
Does the difference between Amazon and Microsoft represent an anomaly or a trend?
An examination of the Fortune 1000 companies that have formal alumni programs reveals that all of them have higher Glassdoor reviews from their former employees, like Microsoft, than their peers without alumni programs, like Amazon.
The table below summarizes the averages for companies with alumni programs and without alumni programs. According to Glassdoor, the average company rating on Glassdoor is 3.5. Companies without an alumni program that we examined have slightly higher reviews than the average for the site. On the other hand, companies with an alumni program have a 17% higher rating than the overall average for Glassdoor.
How to take advantage of the findings
In today’s hypercompetitive world, companies need every advantage they can create to attract and retain the top talent. Having a thriving alumni program communicates to both your current and former employees that you care about them while they’re with you and after they leave. Apparently, that message is heard loud and clear. Are you listening?
Complete Summary of Glassdoor Reviews for Amazon and Microsoft
*Amazon and Microsoft are registered trademarks of the respective parties.
How to Ask Employees for Company Reviews
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When I’m scrolling through the web on my phone, I often land on websites where customers are encouraged to leave reviews. There’s a big reason behind that request: A 2017 survey found that 97% of consumers factor reviews into their buying decisions. It’s called social proof.
Just as consumers want to “try before they buy,” job seekers want to see whether employees like working at a given company before they apply. That’s why they check out employee reviews on the ever-expanding list of rating sites such as Indeed Company Pages. In fact, 95% of U.S. workers in a recent Indeed survey say that when considering a new job, insight into the company’s reputation is “extremely” (62%) or at least “somewhat” (33%) important.
For anyone multitasking at home (or bad at math), that’s only 5% of people who say that an employer’s reputation ISN’T important at all.
But what if your organization is small and has only a handful of reviews, some of which are out of date? Or what if you’re with a large company that has some negative reviews because of a problem that has since been resolved? In situations such as these, it makes sense to pursue new reviews to sweeten that bitter cocktail. But asking for them is tricky. If handled improperly, your efforts can backfire — let’s face it, asking for reviews is usually implicitly asking for positive reviews.
Here’s how to ask for employee reviews in ways that are not only ethical but also likely to garner honest, positive feedback:
1. Never ask for positive reviews.
Directly asking employees for positive reviews is bound to make them feel pressured, angry or suspicious of your motives. Don’t do it. Ever.
Plus, some job-review sites have algorithms and filters designed to automatically detect fraudulent reviews. When discovered, these reviews are immediately deleted.
What you can do is craft a message, via email or another format, that helps motivate employees to post a review — as long as you don’t suggest you’re hoping for a positive one.
For example: “Many job seekers read employee reviews to identify places they’d like to work. Authentic reviews from workers like you, listing the pros and cons, can help us appeal to top candidates in this competitive labor market. Please consider contributing your honest feedback.”
2. Time your requests for reviews strategically.
For obvious reasons, if your company just laid off a dozen workers or its stock market share prices have plunged, it’s not a good time to ask for reviews.
A better bet is to time your request around positive employee milestones and key company moments. Here are a few examples:
Orientation and training: Ask employees in each new-hire class to leave reviews of their interview experiences while they’re fresh in their minds.
Milestones and anniversaries: When an employee hits a work anniversary (we call them Indeediversaries), congratulate them on the milestone and leverage their experience for a review. You might send them an email with a link to a reviews site, such as, “Now that you’ve been here for a bit, would you mind sharing what it’s like to work here from your perspective?”
Promotions: When employees receive promotions, give them kudos. And while you’re at it, let them know they’re a great example of people who make a positive impact at the company. Tell them you’d appreciate it if they’d share their honest career path experience online.
Special events: Did your company just hold a fun event, such as a team-building off-site or sponsor a charitable activity? Ask for employee reviews in the weeks following an event, especially if they were given time off to participate. However, don’t ask during an event, as this could imply that you’re “attempting to lead the witness.”
Positive company moments: Has your company earned an award? Received a positive mention in the media? Rolled out a particularly strong onboarding program? Each of these scenarios presents a golden opportunity to ask for candid employee reviews, as well.
One caveat: The algorithms of some reviews platforms may flag a flood of new, positive reviews as suspicious. When possible, spread out your requests for reviews over time. You can also limit requests to one department or team at a time, rather than asking on behalf of the entire company. Again, the timing should be organic and make sense for the individual employees, not your desire to raise your company rating.
3. Always respond to negative reviews.
No one expects to see all five-star employee reviews; in fact, that could count as a red flag. Every company can expect negative feedback at some point. Instead, what’s critical is if and how you respond to negative employee reviews.
#ProTip: NOT responding to a negative review is, in fact, responding to that review with silence.
When an employee posts a negative review, respond to it right away. The worst thing you can do is ignore it. Others will see that you didn’t respond and may conclude that you simply don’t care, that the reviewer’s criticism was accurate — or both.
On the other hand, authentic, transparent response to an unfavorable review can actually change perceptions of your company from negative to positive. In the aforementioned Indeed survey, 36% of workers say their perceptions of an employer would be “much more positive” if that employer had responded to a negative employee review, and 36.2% say their perceptions would become “somewhat more positive.” Only 19% of respondents say an employer response wouldn’t change their minds.
Responding to reviews may also encourage other employees to post their opinions since they’re more likely to feel their voices are heard.
4. Validate – Empathize – Call to Action
In my opinion, here’s the best way to respond to a negative review.
Thank the reviewer for the honest feedback.
Show them you understand the criticism.
Explain what the company is doing, or plans to do, to correct the problem (without making promises you can’t keep).
Don’t argue with or question the criticism; this can make you look defensive, which is worse than not responding at all.
Ask for more information if you need it. The context isn’t always clear with double anonymous reviews, so reach out if you need to make changes and even provide direct contact options in your response.
Respond to positive reviews, too, by thanking reviewers for taking the time to provide feedback. This further reinforces the message that the company is aware and appreciative of everything employees have to say. I especially like responding to reviews that were clearly written with thought and detail.
5. Above all, show you’re listening
My advice (in case you missed it) is to never ask for positive reviews; time your requests strategically; and respond to all reviews, when possible — but especially to the negative ones.
When it comes to employee reviews, your primary goal isn’t simply to convince candidates to apply (though that’s extremely important). Instead, it’s to keep the talent you already have feeling seen and heard. By encouraging honest feedback, listening to it with an open mind, responding to it thoughtfully and learning from it, you’ll make your workplace even better than before.
Bryan Chaney is a global talent sourcing and attraction strategist. He’s worked at IBM and Twilio and currently leads employment brand for corporate recruitment at Indeed. Bryan has worked in recruitment, technology, and marketing, providing him insights into the marketing of hiring, the importance of technology and the buying process that candidates make when applying for jobs. Bryan is a co-founder of the Talent Brand Alliance and can be found on Indeed Resume and Twitter.
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Company Reviews on Glassdoor: Petty Complaints or Signs of Potential Misconduct?
Corporate scandals often follow a pattern: Whether it’s Theranos and its fraudulent blood testing technology, Wells Fargo and its fake financial accounts, or Volkswagen and its bogus emissions data, a whistleblower eventually comes forward to expose the behavior, and executives are held accountable.
“But what you start to realize is that the problems that have been uncovered have been going on for a very long time,” says Dennis Campbell, a professor of business administration at Harvard Business School. Far from being just a few bad apples, most business improprieties occur within a widespread culture of bad behavior—or at least, a lot of people looking the other way as misconduct is taking place, he says.
“You think about Wells Fargo, and there were thousands of employees engaging in these practices over many, many years,” says Campbell, who specializes in accounting and control. “But even though this stuff can be pretty widespread inside of companies when it occurs, it’s not getting out in a timely way.”
In an attempt to discover whether these problems could be exposed earlier, Campbell conducted an experiment with Ruidi Shang of Tilburg University in the Netherlands. To find upstream indicators of culture gone sour, they scraped employee reviews from Glassdoor. com, a website where employees can leave subjective anonymous reviews about their employer.
Harnessing machine learning to analyze text, they found that the reviews could serve as canaries in the coal mine of corporate misconduct, pointing to cultural factors that might eventually result in scandal earlier than they would otherwise attract attention. In a business environment where ethics are paramount, the findings may offer managers and compliance departments a new way to stop fraud before it starts.
“We show that this aggregation of information is not only a leading indicator of violations of rules and regulations, but it’s even a leading indicator of the whistleblower complaints themselves,” Campbell says of the study that resulted, which is forthcoming in the journal Management Science.
How bad behavior bubbles below the radar
An employee may not come forward right away to expose wrongdoing at a corporation for many reasons.
In the absence of directly observing egregious behavior by a particular individual, an employee may not think that a general breakdown of values and standards rises to the level where it should be reported to outside regulators or the press. Would-be whistleblowers might also fear possible repercussions against them, or worry they don’t have enough evidence to prove their allegations.
“Research shows there are big risks to being a whistleblower, and people are unlikely to stick their necks out unless they feel very strongly that misconduct is occurring and that there will be some reward for coming forward,” Campbell says.
On the other hand, sites such as Glassdoor allow employees to freely vent about problems within companies that may not amount to criminal malfeasance but can cause problems nonetheless.
“They are not even designed to detect misconduct, which is part of what makes this work—employees feel much more comfortable talking than they might in a narrower platform,” says Campbell.
Searching for red flags
To pick up on the indicators of trouble, Campbell and Shang constructed a dataset of reviews from more than 4,000 publicly traded firms between 2008 and 2016, extracting a vocabulary of 11,772 unique words used in the reviews. At the same time, they obtained a database assembled by the nonprofit Good Jobs First of almost 27,000 violations by the same firms from 2008 and 2017.
They then trained a machine-learning algorithm on the text, letting it independently decide which words were most highly associated with eventual violations. The words that rose to the top ranged from descriptive words, such as “pay” and “promotion,” to clearly negative evaluations, such as “discrimination,” “trouble,” “favoritism,” and “unethical.”
Within the results, the researchers found they could clearly distinguish between firms with high and low numbers of violations by the weighted proportion of those words, even independent of other risk factors such as violation history or financial leverage.
In fact, those indicators rose and fell with remarkable consistency as violations occurred. “When we looked at Wells Fargo relative to the average in the banking industry, we could see it rise and then spike from 2009 to 2013 when their misconduct was happening,” Campbell says.
Even more important, the measure was able to predict violations before they were exposed by whistleblowers or the press. “Where the rubber meets the road is whether this measure says something about future misconduct,” Campbell says. “And [we found that] yes, it does, at least a year ahead of time.”
How firms can spot future misconduct
Glassdoor isn’t the only site that may uncover wrongdoing, Campbell says. The same analysis could be applied to any social platform in which employees are discussing company dynamics. Other sites where employees can review their employers or share feedback about their workplaces are Indeed and Great Place to Work.
These kinds of machine-learning techniques could be used by regulators in deciding where to target scarce resources on which firms to examine, as well as by investors in making decisions about risk.
It could also be used by companies themselves, Campbell says. If executives or board members are concerned about company culture, external or internal employee communications may expose potential issues.
“There could be all kinds of internal platforms where employees are talking and sharing information, and that you could apply this high-level machine learning to in an aggregated way,” says Campbell. “It could help you understand pockets in your organization where these cultural issues are popping up so you can get a handle on them.”
In that way, the most valuable benefits of this approach may not be in identifying future scandals, he says—but in preventing them before they occur.
Feedback or ideas to share? Email the Working Knowledge team at [email protected].
[iStockphoto/EnvisionSrini]
New Study Reveals 10 Percent of Former Employees Lie When Writing Reviews on Glassdoor, Google, Indeed and Facebook
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As companies compete to gain and retain human capital, their reputation is more important than ever. After all, if the right candidates aren’t applying, your business’ future success can be hindered. Online reviews are tantamount.
In a recent study from a digital growth company, Fractl, over 1,000 Americans revealed the reasons they left their jobs, how their experiences impacted their opinion of the company, and how online reviews will sway their employment decisions in the future.
The study found that most people are leaving their jobs because of very basic employer shortcomings. The top three reasons Americans quit their job:
Poor management
Found a better opportunity
Low salary
In the age of ping pong tables, bean bag chairs, and flexible work hours, employers may be prioritizing the wrong things. All people want is to feel respected by leaders who value their contributions and offer them opportunities (and a good salary to go with it). When a company’s reputation is available online for everyone to see, the simple things are far more poignant than standing desks.
The bad news: 10 percent of ex-employees lie online
Unfortunately, you can’t always trust that a company’s reviews are truthful. According to the research, more than 10% of people who left a review on Glassdoor, Indeed, Facebook, and Google admitted to lying or “stretching the truth” when giving feedback. When asked why these people were dishonest, these are the top reasons they gave:
I wanted to hurt or damage their reputation
I felt hurt by my managers or colleagues
I was unjustly fired
I lied so that my ex-colleagues or managers wouldn’t be able to identify me
This is unfortunate news for employers. While around 90% of reviews are truthful, there may be a few scattered throughout a company’s portfolio that could ruin their rating or turn a prospective hire away.
Those who lied on an online review of an ex-employer also frequently reported lying about their salary or their boss in the review itself.
Thankfully, employers can try to redeem themselves and combat any negative or dishonest reviews by replying to a submission. According to Glassdoor, 62% of job seekers say their perception of a company improves after seeing an employer respond to a review.
Who’s leaving reviews?
The short answer: everyone. The study found that most people who leave an online review have very few positives to share. Of all the people surveyed, over half reported giving their ex-employer 1 or 2 stars, and 22% reported giving their ex-employer 4 or 5 stars. Furthermore, those who leave the worst reviews report having a tenure of less than a year.
Researcher for the project, Domenica D’Ottavio, speculated, “To me, when looking at these results, it makes sense that those who stayed with a company for less than a year were more likely to leave a negative review. Logically, if you left before a year, you either quit freely for one reason or another or were let go. People don’t quit jobs they love, and many people who’ve been fired feel it was unjustified.”
While people are usually only inclined to share their experience if it was a negative one, there is a silver lining. Baby Boomers are most likely to leave a 5-star review, which suggests those who spend the most time with a company have the most positive experiences.
How much do reviews impact hiring?
A high rating on employment platforms can earn your company some of the most competitive candidates, and a low score can make it difficult to hire exceptional staff. Glassdoor is the most popular online review site, with Google reviews also making the ranks.
Any and all of these platforms can have a major impact on your reputation, and thus, your hiring pool. It’d be wise to keep an eye on all of them because 84% of Americans surveyed look at online reviews when making a decision of where to apply. What’s more, 1 in 3 people have turned down a job offer based on a review they read of the company online.
Given that most people can’t even decide on a restaurant choice without checking reviews on Yelp or Google, it’s no wonder Americans are getting more thorough with their employment decisions. And this should be of importance to business owners and hiring managers alike.
Mar 21, 2020
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How to make employee reviews more effective (and fun)
“We need to talk … about your employee performance.”
Managers and employees alike often dread annual performance reviews. The idea of having to do any kind of performance evaluation on another person is awkward for most (regardless of how great or horrible the employee is).
But when employee reviews are done well, they can help your business, your team, and even you as a manager or owner.
So is there really a way to have employee reviews go smoothly, or are they doomed to be a trip to awkward town? As luck would have it, they can be effective and fun as long as you prepare for them properly.
So let’s take a look at how employee reviews help and how you can make the most of them.
The benefits of employee reviews
Employees, supervisors, and companies all benefit from performance appraisals. Employees generally want to understand their employer’s expectations and to have a manager who speaks with them about their progress, encourages their development, and provides opportunities for them to grow.
Research shows that those conditions increase employees’ productivity and job satisfaction. (And who doesn’t like being around happier employees?)
Beyond increasing employee happiness, the review process can also result in employees who are better at their job. This helps them but also helps you and your company perform better.
If you have customers who you regularly interact with, they’ll have a better experience as well, thanks to your properly reviewed team members. Not to mention, your employees will feel more engaged and be more likely to stay with your company.
Supervisors can also use performance reviews to develop their management skills, identify training needs, and build a rapport with employees. The business owner or manager can gather objective information to make decisions about raises, promotions, training, and other personnel actions.
13 tips for effective employee reviews
To be effective, performance appraisals shouldn’t be a standalone annual event, but an ongoing discussion and process. Even during job interviews, employers should talk about the standards and goals for a position. They should share their performance review form with employees during orientation and discuss in detail what they expect.
To make the whole process practical and painless, follow these guidelines:
1. Develop the habit of delivering feedback frequently
Don’t wait for formal reviews to praise or critique performance. Walk around and talk with employees about their work, or set regular times to briefly discuss progress, such as weekly check-ins.
Having regular chats about performance will help you get ahead of shortcomings in employees before they develop into serious performance problems. It will also make your employees more comfortable with the idea of being reviewed, and encourage them to talk to you about areas they’d like to improve in as well.
The only annual aspect of your performance-review system might be filling out a specific form on a work anniversary or implementing raises.
2. Document performance
As you talk with employees about performance, jot down notes for yourself. At review time, you’ll have a full view of the employee’s work, untainted by recent events or selective memory, and you will be able to support your rating of the employee.
You should also be using a form for employee evaluation to ensure things are uniform for all employees. If you develop your own set of criteria for employee performance reviews, make sure there’s nothing on the form that employees would be surprised by. It’s only fair that they know what they’re being evaluated on.
3. Cover the ABCs on your review form
An up-to-date job description will help you decide what to include in the appraisal. A performance review should be accurate, complete, and consistent, providing a fair and objective assessment based on the employee’s job and goals.
4. Hold a discussion
Don’t hand the employee a completed form to read when you aren’t there to put the comments in context. The manager and employee should discuss the appraisal together, and if the employee has completed a self-appraisal, discuss where the two differ. A review should be a two-way conversation.
5. Ask the employee for feedback
Remember that you play a role in the employee’s performance too. During every review, ask your employees what you can do better as a manager or leader.
Meeting your employee’s needs is as important as them meeting yours, and this is a great way to ensure that’s happening. It’s also a good idea to ask for employee feedback on the review process itself.
6. Set goals
Use the review to clarify the employee’s role at the company. Update his or her job description, if necessary, and set employee goals that are meaningful, measurable, and motivating.
When the employee has goals that are aligned with the company’s goals, the employee can feel more motivated, more invested, and more engaged. Most HR professionals agree that employee engagement plays a huge part in how well or poorly employees perform.
7. Allow the employee to comment
Create a section on the review form for the employee’s response and ask the employee to sign the appraisal. The signature documents that the employee received the review, even if he or she didn’t agree with its contents. However, if you’ve held frequent conversations about performance throughout the year, the annual review won’t contain any surprises.
8. Be clear and precise with your language
The worst thing you can do is leave an employee scratching their head after a review. Make sure the intent behind your language is clear and you’re upfront with expectations.
This will help the employee perform better, which again, helps you and the company succeed as well. It also prevents any tension over miscommunication, which is something nobody enjoys.
9. Don’t downplay victories during reviews
Yes, reviews are the time to bring up areas to improve upon. That being said, you should use this time to shower employees with praise as well. If some of your employees have had some huge successes since your last review, bring those up and harp on that for a bit.
These meetings aren’t just about growth, but about keeping your employees engaged and motivated as well.
10. Hide nothing about the review process
Nothing on your review sheet should surprise an employee. Holding your employees accountable for something and not letting them in on that is a surefire way to cause tensions to flare.
It’s likely to leave you disappointed in the progress of your employees, as they won’t be meeting standards that you never told them about in the first place. (And that’s not very nice.)
11. Provide a clear growth path for employees
Once you’ve given your employees feedback, make sure they know what the next steps are.
Does a particular employee need to work on time management or their communication skills? Provide them with feedback and a way to solve that problem — for example, you could have them partner up with human resources or a team lead that excels in those skills.
12. Involve people other than yourself
Even if you’re the one giving employee performance reviews, you should involve other members of the team in the process.
Ask other leaders or department heads for input on the review process, the criteria you’re evaluating, and so on. You also want to involve your employees as well, listening to them and taking to heart their constructive feedback on the process itself.
13. Embrace technology in the review process
The days of the pen haven’t totally gone by the wayside, but there is also performance review software that can help you take employee reviews to new heights.
Shop around and see if there’s any employee review software that sticks out to you, as they can help you consistently track progress, give your employees a way to view their current progress, and more. (Don’t worry, you can still bring a notepad and pen to the review to feel more official.)
You can also incorporate software in the interviewing and hiring process to better-track candidates. If that’s out of the budget right now, make a checklist for evaluating job candidates and keep it handy.
Growing as a team with employee reviews
Employee reviews don’t have to be the awkward, dreaded event they sometimes are. They also don’t have to benefit only you as the business owner. When done properly, employee reviews are a great way to keep everyone rowing in the same direction, only stronger and faster than before.
Strip away your owner title and become one with your team during the review process. As long as you keep the lines of communication open and remind your employees that you’re there for them, just as they’re there for you, you and your team will only become stronger for it.
Evaluation of personnel in the organization | Personnel assessment – system, methods and criteria for assessment
The performance of any enterprise depends on how competent its staff is. In order to establish the effectiveness of the performance by each employee of the company of their duties, to identify the strengths and weaknesses of each member of the team, as well as to fulfill the requirements for confirming the qualifications of employees, it is necessary to assess the personnel. To this end, the enterprise should develop a personnel assessment system that allows not only to assess their skills, abilities, experience, but also to draw up a program to improve work with personnel, improve their qualifications, professional selection and create a personnel reserve.
Personnel evaluation. Why is this needed?
In the process of working at the enterprise, each employee not only applies his existing skills, but also gains experience that is necessary to solve new, more complex tasks. Accordingly, it is necessary that the assessment of personnel be carried out in a comprehensive manner, with the study of the features of a particular labor process. This allows you to determine, first of all, the compliance of an employee with his position, and also helps to identify his potential, which should be rationally used to solve the main goals and objectives set for the company.
Hiring an employee is carried out in accordance with certain requirements established for qualifications, experience, which are confirmed (or not confirmed) exclusively during labor activity. Already in the process of joint cooperation, the skills of the employee declared upon admission to work, additional knowledge are revealed, the characteristics of his personality are manifested. Only in practice it is possible to determine how these data correspond to the criteria of the organization’s production goals.
It is also important that the employee himself assesses his own abilities. As a result of such an analysis, it will be possible to establish how the real abilities of employees coincide with the needs of the enterprise, and what contribution to its success can be made by the activities of each individual.
Only carrying out personnel assessment allows creating a rationally functioning structure, allocating the company’s labor resources in the most efficient way, as well as increasing their efficiency. Constant monitoring and opportunities that open up for each employee as a result of assessing his work allow optimizing the work of each member of the team, stimulating them to perform their work duties with great zeal.
You can use more than just time tracking programs to evaluate employee performance. The multifunctional DLP-system “SearchInform CIB” helps to see who and what is doing during working hours.
Objectives of personnel assessment
Assessment of personnel performance allows to achieve the following objectives:
to establish the compliance of costs aimed at performing a specific scope of work and the funds allocated for the maintenance of the employee, his workplace. If a certain specialist has low labor productivity, his content becomes unprofitable for the employer. In this case, it is necessary to reshuffle personnel as soon as possible so that this employee takes a job in accordance with his real capabilities and skills;
identify the functional role of a particular employee throughout the organization in accordance with his skills. There is a possibility that a certain employee does an excellent job of working in a team, actively develops, strives to show his best working qualities. Such a person can become a valuable link in a certain direction of the company’s activities. This can positively affect the economic component of the success of the enterprise, if the appropriate conditions are created;
evaluate the potential of employee , which can be used in favor of the enterprise without additional investments. A certain number of ordinary employees over the years of work acquire experience, knowledge, and skills that are important for the company, which become a strong base so that such people can work effectively in leadership positions. In this case, the owner of the enterprise does not need to spend money on finding and training new management personnel.
Tasks of personnel assessment
During the assessment of personnel performance, important production tasks are solved:
a strong personnel reserve is created, consisting of full-time employees of the enterprise, which reduces the cost of recruiting new personnel;
training of specialists with a high professional level is carried out, potential middle managers are identified directly within the company, their retraining or advanced training is carried out;
methods of enterprise management are being improved, control of production discipline is being strengthened, the interest of personnel in increasing labor productivity is increasing;
the staffing table is optimized due to the rational distribution of functions and responsibilities based on the results of the assessment: transfer of employees to other positions, reduction in accordance with the negative indicators of labor productivity identified during the assessment of work;
introduction of additional motivational levers capable of stimulating employees to increase their level of production competence and qualifications. The result may be career growth, improvement of financial situation, realization of the potential of employees in terms of implementing their proposed projects.
Personnel evaluation functions
The evaluation of the work of the company’s personnel performs administrative, informative, motivational functions.
Administrative function is performed to fill vacancies with a reshuffling of personnel, resulting in:
the employee can be transferred to another position in accordance with the results of the assessment;
employees are promoted;
a vocational training plan is drawn up;
a decision is made to dismiss;
employees are remunerated.
Informative function is implemented to improve management methods for working with personnel by informing about the existing requirements for quality and volume labor indicators. In this direction:
the degree of loading of production personnel is revealed;
the effectiveness of his work is determined, the degree of compliance of qualifications with the requirements of the company;
realized the possibility of increasing wages.
Motivational function allows you to increase the interest of each member of the team in increasing labor productivity. Evaluation of production personnel has a positive effect on the development of not only each employee, but also the company, since the presence of feedback is a powerful tool for improving the efficiency of the enterprise.
Stimulating levers of influence are used as motivation:
career growth;
the possibility of self-realization.
In what cases is personnel assessment needed?
what methods to use to collect realistic information;
to whom to entrust the work of personnel assessment, whether there are competent employees for this;
what to do with non-measurable aspects of processes;
how to avoid the influence of personal sympathies.
The need for personnel assessment with the development and implementation of the system is most often caused by:
the appearance of a stable outflow of personnel;
the absence of a personnel assessment system at the enterprise;
the need to make managerial decisions on the company’s HRM;
planned more intensive development of certain areas in the company’s work with the allocation of investments for these purposes;
change (shift planning) team of the management sector of the enterprise;
change (planning change) of strategic directions in the company’s work;
the need to form a project team designed to solve strategic problems;
the emergence of legal priority grounds for the movement of employees within the company;
changes in the structure of the enterprise, optimization by reducing the number;
the importance of optimizing processes in a company;
the need to restructure the company;
the need to understand for the formation of the program and training plan how competent the staff is;
the need to form a personnel development plan, create a reserve of personnel;
decrease in indicators of labor discipline;
increased conflicts between employees;
complaints from the company’s employees against the employer to the relevant inspections;
the need to change or create an employee incentive system.
Personnel assessment methods
A variety of methods are used to assess the working staff, allowing each employee to be assessed most accurately. These methods include:
documentation analysis: familiarization with resumes, written recommendations, documents on education, qualifications, characteristics of managers, etc. The reliability of the submitted materials is assessed based on the determination of actual performance indicators related to the duties performed, skill level, experience, achievements, etc.;
analysis of established requirements of regulatory documents, standards, requirements for internal production processes, quality of manufactured products and compliance with these requirements by personnel. To do this, a standard rating scale is being developed;
psychological test to obtain the results of the assessment of personality characteristics in quantitative and descriptive form. By quantitative results, it is possible to compare the specific qualities of employees. A survey on personality tests can be conducted by a specialist familiar with the methodology, the processing of the results should be carried out by a specialist trained in the methodology of using specific questionnaires;
evaluation of working behavioral characteristics , an interview with an employee for his assessment;
testing on vocational tests for specific working professions, positions, basic skills and knowledge. The development of tests is usually entrusted to the immediate supervisors of the assessed personnel, it is possible to involve external experts who are specialized specialists;
business essay – assessment of the possibility of solving a certain production problem in a limited time period, identifying the employee’s strategic vision abilities, the ability to find an algorithm for solving specific work issues;
ranking – conducting a comparative analysis of employees in a particular unit, between structures related in processes, building a rating chain in accordance with pre-selected criteria;
assessment of personnel in terms of competencies – selected characteristics of behavior, showing how well the assigned tasks are performed in a particular position at the enterprise;
360 degrees – processing information about the actions of the employee in the natural working environment, whether he has the necessary business qualities. This data comes from employees, clients, colleagues, subordinates, etc.;
comprehensive assessment of competencies according to the Assessment-centre method, in which many positions are assessed. The monitoring team monitors the performance of the group’s various tasks. During this process, the actions and behavior of each member of the group are evaluated against pre-prepared, work-related scenarios of behavior. The results obtained are discussed jointly, after which decisions are made;
MVO (Management by Objectives) – management by objectives, involving the joint (boss-subordinate) setting of key goals for an employee for a certain period of time (from six months to a year). The number of goals should not be large, the main thing is that they reflect the most significant tasks inherent in the position of the employee for the planned period. It is necessary to adhere to certain criteria when setting goals – specificity, measurability, significance, time orientation, achievability of the tasks assigned to the employee;
KPI (Key Performance Indicators) assessment of the work of the staff according to the main performance criteria. It is necessary to establish how this assessment works as a monitoring of results and improving the performance of staff. At the same time, it is necessary to take into account the main goals of the enterprise, the evaluation criteria should be understandable for any employee for whom this method of evaluation is applied;
personnel audit – allows you to assess the state of human resources at the enterprise, how effectively the personnel management system works in terms of implementing the strategy, tasks, achieving the goals set for the company. This method also allows you to identify areas of risk and development;
appraisal – assesses how the employee’s activities meet the standard requirements for performing work at a particular workplace in accordance with the position held;
test cases is a methodology that is a structured description of a specific work situation that an employee must analyze in order to find the most acceptable solutions. This allows you to train or evaluate an employee on certain parameters. In this case, the real state of professional knowledge, skills, competence, personal characteristics is determined.
The choice of personnel assessment method depends on the motivation system that is implemented in the organization. On the theory and practice of employee motivation more…
What is the use of personnel assessment in an organization
The results of personnel performance assessment should be systematized, structured in order to obtain a real picture of the state of human resources in an organization. This procedure allows:
to establish the current state of personnel competence;
determine the compliance of the qualifications of labor resources with the tactical tasks and goals of the enterprise;
evaluate the professional contribution of staff to the effective operation of the organization;
to apply in adequate amounts the remuneration of employees in accordance with their qualification level;
identify the compliance of the employee’s area of responsibility with his official duties;
identify the functional imbalance of the organization in terms of human resources;
identify priorities during the next staff performance appraisal;
identify possible legal risks (labor disputes, penalties from inspecting authorities) in accordance with certain regulations;
analyze the strengths and weaknesses of the procedures used for personnel evaluation;
to develop recommendations for the elimination of violations identified during the assessment process;
develop recommendations for improving work on personnel training;
identify areas for development, pay attention to risk areas of human resources in the organization.
Implementation of a personnel assessment system: errors and difficulties
During the implementation of personnel assessment, it is necessary to choose the right methodology, since often the methods chosen in practice do not correspond to the level of maturity of the organization. Often the assessment system is not tied to the system of motivation – material and non-material. In addition, employees may have a negative attitude towards the implementation of these activities, and managers do not want to spend time on their implementation. Often, the feedback from the managers conducting the evaluation with the employees is low, and the latter cannot perceive it. Some employees have overestimated or underestimated self-esteem, which sometimes makes it difficult to identify real skills and competencies.
The implementation of personnel assessment measures is a serious step that allows you to optimize the activities of the enterprise in each of its areas. As a result, the efficiency of the work of employees and their motivation increase, the staff becomes more competent and productive.
11 basic methods — Career on vc.ru
Personnel assessment plays a huge role in the life of a company: it motivates employees and helps management to identify problems or, conversely, factors that positively affect business development. In times of instability, it is especially important to keep abreast of events within the company in order to be able to respond in a timely manner to emerging difficulties. I propose to consider what methods of personnel assessment can be used. They can be used individually or combined.
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Evaluation by peers
The peer review process is the collection of anonymous feedback about an employee from his peers: other team members and employees in similar positions. At the same time, questions are asked about the success of a specialist in specific aspects of the work.
This method allows you to analyze the professional and leadership skills, capabilities of an employee, and also helps to track how his working relationship with colleagues develops, and evaluate the ability to work in a team. As a result, it is possible to determine the strengths and weaknesses of the employee. This information can be used to make decisions related to the succession of leadership positions, the formation of teams and the transfer of specialists from one position to another.
Self test
Self-assessment by employees of their progress gives them the opportunity to take a more active position, not only receiving feedback from management, but also gaining a voice. This improves communication between staff and management.
When employees themselves participate in evaluating their own work, managers can not only better evaluate their performance, but also understand how employees themselves perceive their work. When self-assessment becomes an integral part of the evaluation system and is conducted regularly throughout the year, it becomes easier for employees to track how certain actions affect their success. As a result, this method allows you to achieve business goals to the maximum extent.
Dmitry Trepolsky
Quantification
Quantification is based on company statistics and uses various standards to track productivity. The process begins with establishing standards against which employee performance data will be measured. It is very important that the standards are written clearly and clearly and do not allow ambiguous reading. There should be no misunderstandings.
The following indicators can be used as quantitative standards:
task cost standards
time standards
task cost standards
time standards
revenue standards
ROI
productivity level
business position in the market
This data can be used to measure the achievement of the company’s overall goals and to make decisions about employee promotions and salary increases. The results of the quantitative assessment can also be referred to when downsizing is needed: they will tell you which employees are not achieving enough performance.
Quality score
The quantitative evaluation model is based on statistics, numbers, but does not provide a complete picture of the employee’s performance. This is where quality assessment comes in. It focuses on individual performance measures that cannot be objectively measured in numbers, such as teamwork and communication skills.
To prepare a quantitative assessment, it is necessary to observe how an employee copes with his duties during the working day, and then make informative, detailed descriptive comments about his behavior. In this case, the difficulties and challenges faced by the specialist, daily work habits and successes should be mentioned.
360 degree method
The 360 Degree Appraisal method gives all employees a chance to share their opinion and contribute to the achievement of a common goal. As part of this method, an employee is evaluated by his subordinates, managers, colleagues in positions of the same level, and even customers.
To conduct the assessment, prepare a questionnaire that will cover aspects such as teamwork, leadership qualities, ability to focus on a goal, level of motivation, ability to quickly adapt to changing circumstances. You can conduct the survey anonymously.
This method helps the employee to understand how his work is evaluated by colleagues at different levels of the organization and clients. This motivates you to work harder and with more commitment.
Competence scale
This is one of the most widely used personnel assessment methods. It means that each aspect of an employee’s individual performance is evaluated on a scale, such as from 1 to 10. The evaluation can include many criteria, including:
productivity
customer service
teamwork
work quality
safety concerns (consumers, production, etc. )
The scale can use not only a system of points, but also, for example, a descriptive assessment of the work of employees: from unsatisfactory to outstanding. One of the advantages of this method is that it allows employees to quickly evaluate several of their colleagues at once.
Continuous feedback
This method replaces the annual personnel performance report. At the same time, it is important that continuous feedback is a practical methodology that helps to determine what specific steps need to be taken and what tasks to set in order for the business to develop in the right direction.
The advantage of the continuous feedback method is that the assessment is not given after the fact, but in the course of daily interaction between managers and their subordinates. Thus, managers have the opportunity to intervene in the work of an employee in time if he starts having difficulties. This approach prevents the situation from getting out of control.
One letter, message, call or conversation in the office may be enough to remedy the situation. It is not necessary to have long conversations every day – a few minutes of informal, but regular communication will suffice. As a result, an initially negative situation can lead to a positive outcome that contributes to profitable growth and development of the entire organization. In addition, a recent Gallup study showed that it is important for employees to receive regular feedback from leaders and supervisors.
Dmitry Trepolsky
Evaluation based on outstanding case
This technique is used mainly in cases where the employee coped particularly well with the task or, on the contrary, did not cope at all. In this way, management manages to record how certain behavior of an employee positively or negatively affected the result.
Assessment requires a description of the task and surrounding circumstances, as well as other assessment formats: continuous feedback, qualitative assessment and real-time feedback. Analysis of the situation should be carried out as quickly as possible, and not after the fact. This allows, for example, to intervene at a critical moment in a situation that could potentially turn into a catastrophe.
Profit assessment
One of the most difficult aspects of valuation for a business of any size is profitability. The success of a business is determined by its ability to consistently generate income. Therefore, it is important to identify risky projects in a timely manner in order to prevent activities aimed at making a profit from leading to losses.
Assessing the profitability of employees is a rather difficult task, involving meticulous processing of numbers for several months. To determine the profitability ratios, you need to multiply the total time spent on the project by the hourly wage rate of the employee and compare with the allocated budget. If the value of the time spent exceeds the budget, the project is losing money, and the situation needs to be intervened as soon as possible.
Evaluation of productivity
The profitability of a project can be severely affected if teams or employees spend too much time on any particular project. Understanding what time is spent on allows you to more clearly and easily manage the goals of the project. By comparing the profitability of the project with the results of the assessment of the personnel who were involved in it, one can get a fairly clear idea of \u200b\u200bwhy the desired profitability was or was not achieved. This method allows you to identify shortcomings that need to be corrected in order to improve the overall result.
Customer satisfaction score
Consumers and customers are the backbone of any business, regardless of industry. And satisfied customers are loyal customers, so the lack of customer service becomes a serious problem for the company.
Customer satisfaction surveys can be conducted asking questions related to:
overall satisfaction with the service, such as “How satisfied are you with our service?”
customer loyalty, such as “Are you willing to recommend our services/products to friends and family?” or “Do you plan to use our services again?”
with individual metrics, such as “How important is delivery speed to you?
Author: Dmitry Trepolsky, Pronline. ru Development Director
Personnel assessment: why does business need it?
Qualified employees are worth their weight in gold. Are you sure that only professionals work in your company? Staff assessment will help you reasonably answer this question. What it is, how it is carried out, whether your business needs it – we tell in the article.
What is personnel assessment?
Personnel assessment – regular analysis of competencies, efficiency, professional growth and performance of an employee in the company with the provision of feedback. Personnel assessment is part of the Performance Management System, which includes all work interactions between an employee and a manager.
Sometimes the term “ personnel assessment ” may be confused with “attestation” – a legally prescribed test that determines how the level of training and qualifications of an employee is suitable for his position. “Personnel appraisal” has a broader meaning. It analyzes not only the relevance of an employee in a given workplace, but also his effectiveness in achieving goals and how they affect the well-being and development of the company or, conversely, cause damage, for example: financial losses due to failure to complete tasks, not sharing company values, negative impact on the atmosphere in the team, etc.
Personnel assessment is a continuous cycle that consists of the following HR stages:
planning: goals, desired results and competencies are developed in advance, prescribed for each position;
monitoring: monitoring employee progress, performance and compliance with competencies;
development: development of an individual training plan and work tasks;
rating: analysis of ratings and summing up;
reward: recognition of good results and verbal/material encouragement.
We have figured out what a personnel assessment is. Time to understand what goals a company can achieve with the help of this HR tool.
Personnel assessment goals
Personnel assessment allows the company and management to achieve such important goals: .
Motivational: identifying the strengths and weaknesses of an employee, the potential of a specialist, wishes for professional or career growth, etc.
Process: receiving feedback, building a corporate culture, preventing conflict situations, strengthening communication between a boss and a subordinate, etc.
Benefits personnel assessment
Personnel assessment is a certain investment of the company in its well-being, the resources spent on it can be justified by the benefits for employees and business:
Productivity improvement. 92% of employees say that even negative feedback, given correctly and correctly, can motivate an employee and, as a result, increase productivity and efficiency.
Correct business development planning. Knowing the qualifications and perspective of their employees, leaders and managers can correctly build a development strategy and understand whether there is enough human resources or whether it is necessary to hire an additional team or specialists.
Reduce employee turnover. Companies that provide regular feedback to their employees have 14.9% lower employee turnover than organizations where employees do not receive feedback. Create a positive work environment. 68% of employees who receive feedback from peers and supervisors report job satisfaction. In addition, the assessment allows you to find out how each employee works in a team.
Identify weaknesses. Interviews, tests, games, questionnaires, like litmus paper, show what knowledge and experience a specialist needs to gain in order to successfully work in his position. Based on this, the management understands whether it is worth additionally training the employee or will act differently, in the interests of the company’s development.
Effectively improve skills. Often trainings or workshops are held for all team members. But often for many workers this is already known material, and such training simply wastes time. To avoid such a common mistake, first study what knowledge a team member lacks and only then select the appropriate training. So you save the time of the employee, and for the company – money.
Hire or fire professionals and never regret it. Evaluation of employees reasonably shows which employee is in his place and how much the values of the organization and employees coincide, and which employee will be more comfortable in another company.
Are there any disadvantages?
A medal always has two sides. We have already talked about the advantages of employee evaluation, it’s time to talk about the possible disadvantages. We hasten to reassure you, there are not so many of them:
Preparing for an assessment can take a long time, but fortunately some of the routine processes and analytics can be automated using HRM systems;
because of likes or dislikes, employees may evaluate a colleague unfairly;
distrust of the assessment can lead to disagreements in the team;
for a particular company, you need to select your own method, all methods cannot be equally practical for widespread use;
Certain evaluation methods may only be carried out and analyzed by certified specialists.
Personnel assessment criteria
There are many methods of personnel assessment, but they all have a number of common characteristics. Here are the main personnel assessment criteria that will confirm that you are doing everything right:
Clear goals: The goals of the assessment should be announced to all participants so that employees understand why this is being done.
Support from management and employees: Evaluation should be positively perceived by all members of the company, and possible costs such as: evaluation forms, employee time, training, etc. was approved by management.
Predictability: The employee must know in advance when and how the personnel assessment will be carried out.
Obtaining feedback: discussing the evaluation results is one of the most important steps that should not be missed.
Tailoring Valuation Methods: Valuation methods should be reviewed regularly to ensure they are right for your business.
How is the personnel assessment carried out?
New methods of personnel assessment appear regularly. This does not mean that all of them are ideal for every business and will be able to solve absolutely all problems. Each approach has its own goal and a way to achieve it. We suggest that you familiarize yourself with the most popular methods so that you can choose the best one for yourself.
Do you want to know more and more about personnel assessment methods? We have prepared an article for you with a description of each technique. Enjoy reading: [Guide] Personnel assessment methods
thinking pitfalls and other HR mistakes
In 2015, the head of the HR department of the training center S. Voropayeva Marina Kiseleva from the pages of the book “Personnel Assessment” 1 shared a story that reveals the cause of a common HR mistake.
During the training, she divided the participants into two groups, handed out a photo of the same person and asked him to describe. The trainer told the first group that this man was a scientist, and the second group hinted that he was in trouble with the law.
After five minutes of discussion, the first group stated that the wide forehead of this person is a sign of a developed intellect, and narrowed eyes indicate insight. And the second noted the evil, suspiciously boring eyes and the determined chin of a man who rarely has doubts and easily crosses the line.
The phenomenon that M. Kiseleva spoke about, psychologists call priming 2 is the formation of a hidden attitude from memory, which imperceptibly affects the individual’s judgments.
Priming should be avoided by recruiters, assessors, and employees who are responsible for conducting employee appraisals in the company, because priming is a type of cognitive distortion that leads to serious errors in personnel appraisals.
What cognitive errors do HR specialists make when conducting personnel assessment? And what mistakes are made at the stage of communication with the staff about the upcoming assessment? What other types of errors and inaccuracies can be in the personnel efficiency system? The answers to these questions are in the new Yva. ai article.
Let’s remember the main thing: effective personnel assessment is…
This is, first of all, about setting goals. Methodologists note that most often HRs evaluate personnel in 4 cases:
recruitment,
development,
optimization,
certification.
In order to get a working system for evaluating the effectiveness of personnel, it is necessary to work out goals and specific tasks at the start. Based on this, you will be able to select appropriate evaluation criteria, best methods and tools 3 .
You can read more about all this in article “Employee competency assessment checklist: how to constructively communicate the need for development?” . Here you will learn about 8 steps that will help in creating an effective evaluation system and get some tips on how to constructively communicate with employees whose evaluation results are not expected.
And in this article, we will take a closer look at the mistakes that HR specialists and those responsible for the assessment of company officials most often make along the way.
Cognitive and not only: typology of HR errors in personnel assessment
Methodologist for the development of modern training programs and business coach Natalia Chukhrova identified the following groups of typical errors in the personnel performance assessment system 90 588 4 90 589 :
900 22 theoretical – this group includes semantic and terminological errors in the theoretical base that formed the basis of the assessment, errors in the choice of tools (without compliance with the goals and methods of the procedure),
measuring – these are all errors associated with errors in observations, when recording or summarizing the results obtained; they are the result of haste, inattention or an increased workload of assessors,
technical – these errors are caused by technical failures in employee testing programs and incorrect processing of results, they are usually dealt with by IT specialists for technical support of assessment tools,
human factor errors – a group of errors associated with psychological effects and cognitive distortions in assessors,
organizational – mistakes made by the organizers of the assessment during the assessment: lost focus, substitution of the template, demonstration of the assessor’s attitude, different assessment conditions for the assessed, etc.
Human factor errors are the most diverse and common group of HR errors, let’s dwell on them in more detail 5 . Usually one or another type of distortion leads to them, which in the 70s. The 20th century was actively studied by Israeli psychologists Amos Tversky and Daniel Kahneman.
What are they?
Bias and partiality – the tendency of a particular assessor to underestimate or overestimate the assessment points in general or in relation to some employees. This division into favorites and outsiders is not uncommon in the work environment.
Averageness – the evaluator’s desire to derive average results or avoid extreme values of indicators. HR managers and executives can avoid extreme estimates to save themselves the trouble of explaining them.
The “charisma” effect occurs when an assessor is influenced by a positive or negative impression of a person and makes grades in accordance with this impression. So, other things being equal, a charming employee can get a higher rating than a gloomy colleague.
The halo effect can be observed when the assessor has a cognitive distortion, and he overstates or underestimates the assessment under the influence of some bright feature of the assessed employee.
Error prioritization – happens if one or more qualities of the assessed employee influence the assessor when setting the overall assessment.
In case of temporary error HR , the employee’s activity is evaluated not for the period for which the personnel evaluation is oriented. People in this or that period work with different returns. Productivity can be reduced due to poor health, accumulated fatigue, stress, and burnout, which is why it is so important to correlate employee performance with a specific period of time.
Grouping occurs , when the total result of the evaluated team (department, project group) is automatically transferred to each of its participants, although their contribution to the common cause may differ significantly;
The mirroring effect occurs if the assessor tends to overestimate employees who share his views and beliefs or underestimate those who think otherwise.
Error comparison happens when employees are compared to each other. When conducting an assessment, it is necessary to compare the compliance of the activities of specialists with the criteria and standards of work.
Errors in personnel assessment can be random episodic and random 6 . Sometimes they take on a systemic character and distort the results for a long time or penetrate the evaluation process of all employees, also reducing the reliability of the results.
In order to prevent random errors from entering the system, let’s figure out how they can be found and eliminated in our own work.
Personnel assessment checklist
Step #0 This will avoid organizational errors that are easily preventable, but – if they happen – can send your evaluation report to the trash can.
Step #1 Specify the objectives of the employee evaluation . Personnel assessment is worth conducting if you want to identify key team members, form a talent pool, plan or have already carried out employee training, personnel rotation, etc. 8 Make sure that all responsible and interested people in the company have the right expectations from the results of the assessment.
Step #2 Assess the compliance of the assessment objectives with methods that you plan to use. Combine assessment methods with each other. For example, tests and questionnaires are good for testing theoretical knowledge.
Combine them with a business game and you will get an idea of practical skills. And if you want to understand what strengths and development areas the team sees for each employee, use smart surveys based on the principle 360 .
Step #3 Check the assessment tools for relevance and correctness . If you are using the good old tried and tested test, make sure the questions in it are relevant to the realities of the market and your company. And if you are launching a new high-tech tool, do not forget about such a step as piloting (testing) its work. This is important to avoid massive technical errors.
Step #4 Go through the job descriptions of employees that you are going to assess. Functionality 9 must be assigned to each position 0019 and the level of knowledge required for it , professional competencies and personal qualities . If there are no job descriptions and competency profiles, it is worth developing them before conducting a systematic assessment of personnel.
If they are, check how the level of knowledge, skills and abilities corresponds to the assessed position in practice – evaluate their real significance for the performance of a particular job.
For example, if you have translations from German into Russian in the functionality for the office manager, but in practice the need for this has disappeared in recent years and is not expected in the near future, it makes no sense to assess the level of knowledge of the German language of a current specialist by this position. As you can see, not only the choice of evaluation methods requires care and caution, but also the subject of evaluation itself.
Step #5 Analyze past experience with employee appraisal : Have any weaknesses in your appraisal system been identified as a result? What mistakes did you make and what was actually done to prevent them in the future?
If the staff assessment has been carried out for a long time, it is important to raise its history, refresh the memory of the feedback of managers and participants (both assessors and testees).
Step #6 Pay attention to the composition of the evaluation committee to minimize human errors. Can your raters think openly and impartially? How stereotyped are they? To what extent are the people you have chosen suitable for such work in terms of professional and personal qualities? If necessary, provide training for internal assessors or involve external specialists (economically, this may be more beneficial for the company).
Step #7 Check the terms of the evaluation : time, place, method, tools, etc. Make sure that they are comfortable and the same for all participants to avoid basic organizational mistakes.
The next step after the assessment is the actions of you and the heads of departments. The logical continuation of the personnel assessment is specific steps for the development of employees, the design of teams and the use of new (or old, if they were working) management tools. How do you get employees to accept change?
What to prepare for before conducting a staff assessment?
“I attracted a VIP last month, but Maksimov is still in the lead!” , “Nadezhda and I have the same sales, but her grades are higher!” , “I exceeded my plan for connecting additional services. Why didn’t it affect my result? .
Why are HR people often asked these questions? The main reason is the errors in communication with the staff about the assessment or the absence of this communication in principle.
If HR specialists did not conduct a preliminary conversation with the staff, did not explain what the goals of the personnel assessment are, what exactly will be assessed, who will do it and what subsequent scenarios are possible, then there are risks that people will react to this procedure where Some are formal, some are negative.
As for line and C-level managers, if they are not direct customers of personnel assessment, they may perceive participation in its implementation as an additional burden to their current tasks.
“I can see how my team works. Why these formalities?”, “I don’t want to interrupt the team from completing work tasks, deadlines are running out”, “Evaluation of employees will aggravate and worsen relations in the team”, “We don’t have enough objective information to evaluate subordinates” – such objections can be heard from managers and team leaders who do not see the value in conducting staff assessments.
Each con is to be dealt with individually 9 . For example:
“Yes, employee appraisals do take some time, but based on it you can make tactical and strategic decisions and solve work tasks more effectively. This will make it easier for you and your team to meet deadlines.” .
The following tips will also help you avoid communication errors.
tip #1 Create a step-by-step personnel assessment plan. If it is carried out in-house, this will help to reasonably distribute the load of preparation and conduct between employees and functions.
Tip #2 Start your appraisal communication with executives. If they are not the beneficiaries of the evaluation, it is important to explain what it will bring them. Then, jointly think over a line of dialogue with employees about the fact that the company will soon undergo a personnel assessment. So all key persons will broadcast the same information, and there will be no contradictions.
Tip #3 Do not hide information from employees about the goals of the assessment and scenarios for the development of events following its outcome. If a company is planning to expand and is looking for HiPo employees to hire internally, that’s one story. If there is a crisis in the company and the management is forced to make cuts, it is completely different.
When preparing staff for the 10 employee evaluation, explain to employees that the feedback will give them a clearer understanding of what criteria they are being evaluated against, what indicators are considered a good result, and what they can do to become even more successful in their position or get a promotion .
This formulation has already proven to be useful in situations where a company wants to implement and develop a culture of continuous and flexible feedback. Flexible means careful and constructive. Helpful and ethical. The goal is to help develop everyone who wants to develop and achieve high results together with the company. Strive for an environmentally friendly scoring system.
In the form of a question, this wording is included in the collection “104 Questions of Comprehensive Employee Assessment” carefully verified and verified by the scientific department of Yva.ai . With its help, the HRs of many companies evaluate the involvement, burnout, satisfaction, leadership skills of employees and other factors that are significant for the company’s performance.
If you haven’t downloaded this document yet, download 104 Questions for free now .
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Personnel assessment: 12 examples + 12 methods (from HR) // Business promotion on the Internet.
Typical mistakes in personnel assessment: what to look for // hh.ru. 2020.
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Personnel management for managers: study guide // Eksmo. V. A. Spivak. 2012.
Methods for assessing the effectiveness of personnel: stages, analysis of results // Anvilhook.ru
Personnel assessment criteria // Business Booster. 2019.
Implementation of a personnel assessment system: pros and cons // Psyera.ru. 2019.
What is the benefit of personnel evaluation? // Business world.
Overview of the main criteria and methods for assessing personnel
The criteria and methods for assessing personnel with which an HR specialist works in a company depend on many factors. To develop an effective system, it is necessary to take into account the characteristics of a person’s character and socio-economic parameters – you should not act according to the same algorithm, working with blue and white collars.
A particular difficulty in assessment appears when the task is to study not an employee, but a candidate for a position – it is necessary to thoroughly work out the database of questions so that they allow collecting enough data for analytics.
In this article, we have tried to collect all possible criteria and methods for evaluating specialists so that you can put them into practice and increase the efficiency of the organization.
Why do you need an assessment of specialists
Personnel assessment is a system of clear indicators by which you can determine whether a person fits the position, whether he is effective enough, which aspects he needs to “pull up” in order to become even better.
Competent assessment of personnel is useful for both managers and employees:
It helps to determine the level of specialists, their skills and competencies. It is easier to decide who to promote and who needs to be more motivated to do the job or fired.
Managers understand what personnel changes are needed in the organization, where to direct the efforts of HR specialists.
Based on the assessment data, the motivation system and KPI are being improved.
There is more order in the organization, chaos and disorganization disappear.
Properly developed criteria and evaluation of the work of employees help the manager to keep abreast and understand how effectively the human resource is used in the organization.
Here are some strategic decisions you can make by studying the results of the evaluation:
Develop a personnel planning system — determine the employee promotion matrix.
Create a system of grades and checklists based not on a universal system of competencies, but on the actual level of knowledge and skills of employees in the organization.
Think over a training system – draw up a plan for courses for employees, understand with which contractors to conclude long-term contracts to send specialists for advanced training.
Create a talent pool, understand which employees in the future can move from line positions to management.
Conduct an analysis of the effectiveness of work processes, understand the motivation system, identify leaders and bottlenecks in the business logic of the organization.
When is a personnel assessment carried out
In modern organizations, labor evaluation is usually carried out in three cases:
Scheduled appraisal – this is often found either in large companies or in the public service, where it is required by law. HR specialists prepare a competency matrix, and employees are assessed using combined methods. The verification is known in advance. Usually once every few years.
When reorganizing – often such an assessment is an assistant in a crisis situation. For example, the business suffers losses, the performance analytics of various departments are poorly configured. Both group and individual assessment of competencies is used.
One-time – such an assessment is carried out when it is necessary to make a management decision. Moreover, it can be negative when several managers doubt whether to fire an employee or not. Or positive – if there is a dispute about the appointment of an employee to a new managerial position.
There is also an assessment of applicants – with the help of questionnaires, test tasks and interviews, the HR manager compiles a table with analytics of the skills of candidates and makes a decision on hiring a candidate who looks better compared to the rest. The difficulty is that the data collected will not be accurate, obtained from the words of the applicant. It is also difficult to assess in advance the soft skills of an employee, his loyalty and ability to work in a team – this is manifested in the dynamics during work.
For any of the situations, it is better to have a prepared matrix of competencies and an agreed assessment algorithm in advance.
Personnel assessment methods
Among the methods and criteria for evaluating the work of specialists, there are hundreds of ways, but in any case, it all comes down to three:
Manual acquisition and processing of data – most often involves an interview with employees, group or personal. The advantage of this method is a careful assessment of the skills and abilities of specialists. Cons – it takes a lot of resources to carry out, there is a possibility of errors in the assessment and a personal factor.
Automatic assessment – tests are carried out, often with the help of computer programs. The data is analyzed by the system. This is a fast and efficient method, moreover, it is enough to develop tests once and then the system can be scaled to an indefinite number of participants. Minus – it is difficult to assess individual characteristics. Well suited for positions with formalized responsibilities.
Combined method – when competencies are checked with the help of tests, and additionally, with the help of interviews and other methods, the individual characteristics of the object of assessment are evaluated.
7 personnel assessment criteria
The main problems in the process of assessing the performance of employees appear when an HR specialist tries to create a universal matrix for verification. In order for the subsequent analysis to cover the maximum of data, make a matrix that fits all seven key criteria at once. And remember that compliance with professional standards is not all that should be looked for in employees, because even an exceptional specialist is able to ruin all processes if he does not fit the psychological type necessary for the team.
Professional skills and knowledge
Start with hard skills – those skills that a specialist uses for work. Distribute the skills table by frequency of use – some knowledge is used daily, while others are used occasionally, but are still important. It is convenient to check professional knowledge by automated methods, using tests.
When you develop a table for the results, use the method of coefficients – evaluate knowledge, assign each answer its own level of importance for work. For example, if a company mainly uses digital methods in marketing, then knowledge of SMM and contextual advertising will be more significant than understanding the principles of print design.
Personal characteristics
Study the psychological characteristics of specialists. Here it is important to divide the assessment into two parts:
Investigate qualities that are important for work – whether the employee is sociable, or vice versa, he tends to present himself as an introvert. How great are his leadership qualities, does their presence correspond to the characteristics of the profession? Is emotional intelligence developed, or vice versa, does a specialist prefer army discipline to emotions?
To what extent does a specialist in general correspond to the modern concept of continuous development? Is this important in his profession, or does it involve assembly line work? Read more about in our article on education as a lifestyle.
Important – the assessment of specialists should not be just a collection of information. Do practical tests. Ask yourself questions – after the assessment, can you understand that a particular person, based on his psychological characteristics, is in the wrong place? Identify a potential leader that the company develops horizontally?
KPI
Everything is a little simpler here – such data needs to be collected constantly and evaluated without distracting employees. There is only one criterion – how well the specialist copes with the task. The result of the analysis is to identify the weighted average, increase, decrease or leave the plan the same.
Assessment by KPI is often carried out in a complex – first, the data of the department is analyzed, then the numerical indicators of each specialist are analyzed. Studying KPI data helps to adjust the plan, understand why the predicted indicators are not being met, and debug business processes.
Accordingly, in this part it can be argued that the object of evaluation through KPI is not only the employee, but also, in principle, the processes in the company.
Loyalty
The purpose of such an assessment is to determine how motivated an employee is to work in a particular company. A business that actively promotes an internal and external HR brand only wins – it receives a stream of motivated job seekers, and much cheaper than if a similar demand for vacancies had to be created by posting ads on portals.
The evaluation of the company’s loyalty can be carried out both with the help of individual conversations and a numerical method. For example, in modern IT companies there is a practice of paying bonuses if an employee recommends vacancies to his friends and acquaintances, and people, on his recommendations, get a job and pass a probationary period.
With numerical criteria, you need to be more careful – if in the department all employees received five awards for recommendations, and one did not bring a single future colleague, this does not mean that his loyalty is lower. Perhaps there are no suitable people in his circle of acquaintances, or he is not very sociable at all. Therefore, if such a parameter is evaluated, then only as one of the coefficients of the overall loyalty indicator.
Ability to learn and develop
For a company focused on growth, it is necessary to evaluate not only the skills of specialists, but also their ability to learn in general – if the business plans to develop, then it is often more profitable to grow employees than to outbid them.
Check how loyal employees are to the learning process and how receptive they are to new knowledge. Develop a continuing education program, perhaps start with short courses and gather opinions. A specialist motivated to learn and loyal to the company is much more profitable for business than a person who is ready to just sit out working hours.
Specific requirements
The problem of any criteria and methods for assessing personnel is in an attempt to develop a universal matrix, to reduce all skills and knowledge to formalized items on the list. Often this approach makes it difficult to evaluate managers, specialists with rare knowledge and “stars” in the profession. That is why, in addition to automated methods, companies use manual methods of assessment – for example, interviews.
When developing competency and skill matrices, strive for a balance between the efficiency and economy of the company’s resources for evaluation.
Valuation methods
There are many ways to assess the competencies and skills of employees. We propose to pay attention to both universal ones, which are used in almost any company and often do not even require separate human resources for their implementation, and specific ones. Consider the specifics of your business before implementing practices.
Quantitative methods
Such methods are directly related to numerical indicators, they are easy to count. Data is usually collected throughout the entire work cycle – for example, using CRM or financial planning specialists.
Rating system – when the performance of each employee is calculated and they line up in order. For example, in production, you can rank specialists by the number of parts created. This evaluation method can be used to increase motivation by making the rating public.
KPI is the main method for assessing the effectiveness of personnel. For example, the leader sets specific tasks for actions, each of them is assigned a coefficient of importance. At the end of the period, the overall score of the specialist is calculated. In some industries, wages depend on KPI assessment. Suppose the task is to make 100 parts. If a person did 90 details, his salary will be 90% of the total.
Combined point system – for each action performed, a reward is assigned in the form of a certain number of points. At the end of the period, the scores are added up. Let’s say a scoring system for a marketer is to bring a thousand people to the site for 5 points, make 10 sales requests for another 5 points. If 5 thousand people came to the site, and there were 200 applications, then the overall rating is 25 + 100, or 125 points.
Subjective evaluation – works if the staff can be evaluated by several managers at once. Let’s say the sales department is controlled by the top manager of the direction, the head of the department and two senior managers. They rank the most effective, in their opinion, employees – according to several parameters or one at a time, depending on the specifics of the organization. Then these ratings are compared – those employees who are at the bottom of the list for most managers become outsiders. This is an occasion to apply disciplinary measures to them, to strengthen the work on motivation, or even to make a management decision.
Testing – the method is similar to taking an exam. A list of questions with unambiguous answers is compiled, according to which you can check the competence of a specialist.
Qualitative methods
Such methods are suitable not only for assessing existing staff, but also for applicants. Basically, we are talking about competencies that can be tested with tests and somehow measured.
The method of extremes , or the method of the system of arbitrary characteristics – the manager identifies the strongest and weakest sides of the specialist, analyzes the achievements and mistakes, and then draws conclusions.
Descriptive method – employees are also evaluated by the manager, but in this method he writes a description of a person, trying to highlight all his strengths and weaknesses. Unlike an arbitrary system, this method seeks to capture as much information as possible and be objective.
Matrix method – often used in the evaluation of applicants, but can also be used to study existing personnel. A list of key competencies that a replacement position should have is compiled. They are ranked by importance, each is assigned a certain percentage. Then the employees are compared.
For example, a matrix for a marketing specialist might look like this:
Competence
Importance
Specialist 1
Specialist 2
Using Channels
promotion
fifty%
Web analytics
thirty%
PR tools
twenty%
If this is an applicant, then by adding up the values of competencies, you can make a decision to hire the right person.
Group evaluation is a method that requires resources. Bad when evaluating line positions, but effective when evaluating an employee or top-level applicant. Suitable for studying a specialist with rare competencies. For example, now this method is used in small companies to hire IT specialists – when such an employee is needed to develop a website, and the business is in no way connected with the digital industry.
Here’s how it works – a leader, a specialist and an invited expert participate in the dialogue. The employee is invited to tell how he will act within the framework of a particular case. The answers are analyzed, the expert’s summary is taken into account, not only the level of knowledge is taken into account, but also the psychological aspects of the employee’s behavior.
Method 360
We specifically moved this and the following methods into separate subsections – these are new methods that should be used carefully, only after understanding their specifics.
The 360-degree method is a way to evaluate an employee with the help of his environment. Accordingly, it should be used not only to assess competencies, but also to study the psychological characteristics of a specialist, his communicative and leadership qualities. Massively used in the West after the release of the book of the same name by Peter Ward. In Russia, this practice has been mentioned since the 2000s.
What is the point. The assessment of a specialist is carried out not only by managers, but also by all his colleagues – superiors, subordinates, employees from other departments with whom a person interacts. The result should be a rating of “properties-characteristics”, a list of which is compiled based on the profession – that is, for a manager it will be the level of sociability, for a logistician – the ability to make decisions quickly and be able to build routes.
Questioning is usually conducted anonymously, only the level of relations is set – colleague, subordinate, manager. The assessment is carried out in points, then the average value is calculated for each competency.
Sometimes partners, clients and other persons are involved in the technique – then the method is renamed into method-540.
Assessment Center
This is a comprehensive personnel assessment method that uses complementary ways to check employees. It is focused both on the study of competencies and on the psychological and professional characteristics of employees. There is an opinion in the scientific community that this method is one of the most accurate and reliable to date. In addition, this method is presented in the Russian standard of the assessment center and in international standards.
This method is usually assessed either by invited organizations or by internal HR specialists who have undergone special training. Moreover, if there is a risk of bias, it is better to invite people from outside. If the specifics of the organization are such that employees must have special competencies, then it is better to entrust the analysis to their own HR service, due to the difficulty of finding external contractors with the necessary expertise.
A specialist who conducts personnel assessment using the Assessment Center method must have the appropriate skills – be able to observe the behavior of participants, describe processes in as much detail as possible, classify behavior, assess competencies and related skills, and also give qualified feedback to participants in a timely manner.
Most often, assessment procedures consist of three stages – business games, interviews, tests. The maximum data is obtained from simulated situations, since it is in them that one can study not only the competencies of an employee, but also his skills in teamwork, communication skills, and leadership abilities. In addition, the assessment is given, including during feedback sessions – how the specialist reacts to criticism, in what form he perceives data from experts better, how he relates to the opinion of specialists from the outside.
All this allows not only to understand the abilities of the employee, but also to draw up a detailed psychological portrait of him. These assessments can be used when preparing a resume on the suitability of an employee for a position.
Use combined valuation methods
The key to all methods and criteria for assessing personnel is to find out if the employee fits the position, in what direction he needs to grow, whether it is worth considering his promotion to a managerial position.
If you want to evaluate personnel professionally, you need not only to know the methods of evaluation, but also to understand when and which ones are more effective to use. It’s easy to figure out what to do. It’s harder to figure out which is right.
Dmitry Kuzmin Author of the media portal of the Russian School of Management
How to evaluate the effectiveness of employees. On the example of Google, Netflix, General Electric, Adobe and Deloitte.
Complicated performance evaluations are dangerous for the team. Managers are distracted from current affairs to sum up the results of the year, and employees are upset because of the estimates. How, then, to identify candidates for promotion? How to identify an inefficient employee?
Using the examples of five international companies, we tell you how to optimize personnel assessment, making it effective and gentle.
Google
In 2015, Vice President of Human Resources Laszlo Bock in his book Work Rules! lifted the veil of secrecy over the corporate principles of the company. Here’s what has been revealed.
Managers motivate employees to set big goals but don’t expect them to be met
Google has an internal performance evaluation system called OKR: Objectives and Key Results. Each employee sets a goal every quarter and defines three results that he hopes to achieve. At the end of the quarter, each result is scored from 0 to 1. The expected result is 0.6-0.7. If the employee received 1, then the task was too easy for him. 0.6-0.7 is an indicator that a person thought big and set the so-called moonshot goal – “the goal is to fly to the moon”, that is, something grandiose.
Fair Salaries
At Google, it’s possible that in the same position, one employee gets $10,000 and another gets $100,000 because they’re doing better. Of course, this is more the exception than the rule. However, Bock believes that it is fair to pay more to those who work better.
Focus on peers
OKRs are only part of performance evaluation. The next step is peer review on a five-point scale from “needs better” to “great”:
– Needs better – Consistently lives up to expectations – Above expected – Much higher than expected – Excellent That is why peer reviews remain key in the evaluation.
All scores are added up and a group of selected employees, together with the manager, gives a total score. This ensures the impartiality of the evaluation.
Employees anonymously evaluate their bosses
Every six months, Google publishes an anonymous survey that collects feedback from subordinates about their managers. They evaluate the tendency to micromanage, the quality of feedback and information exchange between the team and the authorities, the clarity of the goals. These surveys spurred managers to self-improvement. The average score increased from 83% to 88%, and the lower limit – from 70% to 77%.
Result
The achievements of employees as a whole are evaluated, and not for one successful project. The team becomes more cohesive during discussions of the work of colleagues. The separation of pay and development issues motivates employees, and independent evaluation keeps managers vigilant.
Deloitte
Previously, the company set goals at the beginning of the year, and after the completion of the project, the manager evaluated the employee. More than two million hours a year were spent on ranking calculations, but the rankings were of no use. It became clear that this method was ineffective, and the company reformed its approach to valuation.
Weekly informal checks
Heads of departments communicate with the wards once a week in an informal manner. The result is meaningful and honest communication that helps identify successes and failures and analyze their causes.
When evaluating employees, managers answer the following questions
– If an employee was paid out of my own pocket, would I reward him with the highest bonus?
– Do I want this employee to stay on my team?
– Can this person work at high productivity?
– Would I have promoted this employee today?
This helps the manager decide whether to raise or assign an increase to the employee’s salary, find out his value to the team.
Achievements of employees are rewarded financially
Every quarter, company leaders review and evaluate the goals of employees. If the result is positive, the employee receives financial motivation. This has a positive effect on the effectiveness of projects.
Result
Heads of departments communicate with subordinates once a week. Every quarter, company leaders review employee goals. The final evaluation decision is made by the manager, who knows the employee personally and can measure his contribution to the work.
Netflix
The company regularly evaluated the performance of employees, but bureaucratic processes slowed down the work. Here’s what Netflix did.
Agile optimizer model
The company has abandoned its rigid performance evaluation schedule. Instead, like at Deloitte, executives have face-to-face meetings with their subordinates on a weekly basis to ensure honest communication and informal performance discussions, and to shape the corporate culture.
360° survey
As part of the survey, each employee answers three questions about colleagues:
– what should they continue to do?
– what should they stop doing?
– what should they start doing?
As a result, all employees receive honest anonymous feedback. It helps you look at your work from the outside.
Executive training
The nature of the business required the full involvement of management in the recruiting process. Therefore, recruiters began to train managers: they prepared presentations, conducted individual classes, told how to interest candidates, conduct interviews and assemble a responsible team. The final decision on the choice of a candidate is made by the head.
Result
Now the criterion for evaluating employees in the company is not the number of hours spent in the office, but productivity. If an employee has made minimal effort, but achieved an outstanding result, this will be appreciated.
Adobe
In 2012, Adobe removed the results review system and implemented ongoing reviews. However, the discussion of inspections distracted managers, and tensions grew among employees. The experiment didn’t work, and the company changed the system.
Ratings and ratings deprecated
Adobe has retired all ratings. The management came to the conclusion that constant assessments increase the anxiety of employees.
Feedback
But feedback is impossible to refuse – this is the key to building a corporate policy and a healthy team. So informal meetings and debriefings in the company are welcome and are held regularly. The main condition is constructiveness both on the part of the manager and the employee.
Managers decide how much to pay an employee
To inspire employees and increase productivity, Adobe has changed the way they pay. Now the immediate supervisor himself decides whether the employee will receive bonuses or an increase. This helps to reward the really best employees and motivate the rest.
Result
Motivation remained, and the tension within the team subsided. The employees, who had already done excellent work, realized that they were appreciated. And those who wanted to develop felt the support and encouragement.
General Electric
General Electric is a company that develops effective leaders. The basis of their system has always been a simple principle: spare no time to work with staff.
Individual assessment of the work of each member of the team
Individual discussions of the results of the work are considered an excellent opportunity for honest constructive dialogue. People feel attention to their work and personal responsibility for it.
Use of a nine-box model with cells representing levels of achievement
Each manager completes a matrix with cells that represent different levels of employee achievement. And he does this for all the employees with whom he had a chance to work.
PD@GE – Performance development at GE
This is a management feedback system that includes:
– each employee has immediate goals or priorities;
– the focus is not on how well people do something, but on how to improve their work;
– employees can request feedback at any time from both the direct manager and the head of the department.
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A Million Smiles
Mrs. Eva is a wonderful educator and provides top notch care to all the children. We love the additional foresight in offering mostly organic products at her daycare, this sealed the deal for my family and I. Without a doubt I would highly recommend A Million Smiles daycare to anyone seekingaffordable, quality care. 5 stars for sure!…
– T. B
Peapod Daycare
My 2 year old daughter has been attending Peapod since she was 9 months old (September 2020). As a first time mom with a lot of anxiety over finding the best care providers plus covid safety concerns, we were lucky to find Peapod. I will forever be grateful for the Peapod staff. They have a solidstructure/routine. They are flexible with any requests we have. Their facility is clean and the staff follows CDC guidelines for covid. I feel confident that the safety of the children enrolled is always their priority. Shannon and Mrs. Yuk pay close attention to all the kids and they send daily photos and progress via text. They have fun activities throughout the day from circle time, outdoor play, arts/crafts, planting to yoga-my daughter has really thrived in their care. From a 9-month old who was just crawling to now a very active toddler, my daughter has developed great vocabulary, listening skills, she interacts well with other kids of various ages, etc. We are constantly surprised by what she knows and she’s always proud to share what she learned at school. At the end of the day during pickup when talking to Shannon and Mrs Yuk, you can really tell how passionate they are about what they do and genuinely care about the development of your child….
– Maria S
Children’s Happy Day School
We’ve been fortunate to send our sons to Children’s Happy Day, and I can’t say enough good things about the school. The teachers and staff are so caring and thoughtful. They’ve put together a program that teaches confidence, independence, kindness, and resilience in an age-appropriate manner. Theyput the kids’ safety and needs first in everything that they do-every child is truly known and loved. The intentionality and warmth you feel in every interaction makes Children’s Happy Day a true gem….
– Kelsey R
Daycares in Milton, MA
A Million Smiles
155 Blue Hill Ave, Milton, MA 02186
Costimate: $241/day
Description:
A Million Smiles is a licensed home-based child care program located in Milton, MA. We are a year-round, full-time program, offering nurturing care and quality education to children of all ages.
Smallgroup/individualized learning takes place in a loving home environment. An all-inclusive curriculum focuses on empathy, and respect for all while encouraging the natural curiosity and love of learning present in young children….
Recent Review:
Mrs. Eva is a wonderful educator and provides top notch care to all the children. We love the additional foresight in offering mostly organic products at her daycare, this sealed the deal for my family and I. Without a doubt I would highly recommend A Million Smiles daycare to anyone seeking affordable, quality care. 5 stars for sure!…
Reviewed by T. B
Description:
Our school recently affiliated with the Lynch Foundation to provide direct funding and grants for new classrooms to expand capacity and to promote school readiness and positive outcomes for children witheffective ELA and math curriculums that are developmentally appropriate. We are very proud of the wonderful program we offer to young children, and we believe that we have successfully blended the always changing academics with the sometimes surprising social aspects of 2.9 through 4 year olds to create a well-balanced, safe and nurturing environment for every child.
Our Early Learners program is achieved through play, structured activities and LOTS of poems, songs, dramatic play and movement! Listening to stories, doing projects, playing outside, completing circle time and small group activities keeps their day full of opportunities to explore, investigate and develop at their own pace both in a small group and individual setting. The children also enjoy a variety of thematic units such as all about me, family, apples & pumpkins, fall leaves, friends, Thanksgiving, bears, Christmas, wind & water, snow, Valentine’s Day, construction, colors, farm, weather, shadows & reflections, spring, things that grow, zoo, ice cream, summer, ocean, dinosaurs, and transportation. Every day provides love, warmth, hugs, learning and experiences that are both fun and challenging!
Our Preschool program sets our little ones on the path to developing a love for learning. Listening to stories, doing projects, playing outside, completing center time activities that include sand & water, art, blocks, puzzles & manipulatives, dramatic play, and writing, and finally, completing small group activities that include writing, language & print manipulatives, book browsing, science, and games keeps their day full of opportunities to explore, investigate and develop at their own pace both in a small group and individual setting. The children also enjoy a variety of thematic units such as family, friends, wind & water, color, shadows & reflections, and things that grow. Every day provides love, warmth, hugs, learning and experiences that are both fun and challenging!
Learning in Pre-Kindergarten is achieved through play and structured activities! Center time activities include sand & water, art, blocks, puzzles & manipulatives, dramatic play, and writing. Small group activities include writing, language & print manipulatives, book browsing, science, and games….
Description:
Thacher Montessori School is a community dedicated to the learning and development of children from toddlers up to adolescents. Their school features a beautiful and comfortable home-like environment thatenables their students to focus on what is really important- learning….
Description:
The Carriage House Schools’ Harvard Campus is a learning and development center on Randolph Ave, Milton, MA that provides quality child care services for toddlers from 15 months up to 3 years of age andpreschool services for children from 3 years up to 4 years of age. …
Description:
The Discovery Schoolhouse provides childcare and an after-school care program for children in Springfield, Massachusetts. They encourage the children’s holistic growth through play-based and child-centeredactivities. They have experience in caring for children with special needs like ADD/ADHD and learning disabilities. The Discovery Schoolhouse accommodates part-time care schedules and is open Mondays to Fridays from seven AM to six PM….
Description:
Established in 2002, The Campbell School is a licensed early education provider in Milton, Massachusetts. It provides developmentally appropriate programs for preschool and kindergarten. It accepts childrenages three up to six years old. The School provides a prepared learning environment that encourages children to develop their skills, communication, and self-confidence. Its curriculum is designed to develop every child’s readiness skills. It has a maximum capacity of handling up to seventy-eight children. Its operational hours is Monday through Friday, 7:45 a.m. to 5:00 p.m….
Description:
The Milton Family Community Center provides a preschool program in Milton, Massachusetts. They encourage the children’s holistic growth through play-based and child-centered activities. Their aim is to developthe children’s social skills, emotional growth, and physical coordination. The Milton Family Community Center offers programs for infants, toddlers, kindergarteners, ans school-aged children….
The Village School
112 RANDOLPH AVE, MILTON, MA 02186
Starting at $4634/day
Description:
The Village School is a locally operating preschool that is fully accredited by the NAEYC. The school offers educational child care programs for children ages two to six years old. The Village School alsoprovides extended day programs, Monday through Wednesday, from 11:30 A.M. to 2:30 P.M….
Malone Daycare
402 Reedsdale Rd, Milton, MA 02186
Costimate: $260/day
Description:
The Malone Daycare provides childcare for pre-K children and a before- and after-school care program for school-aged children in Milton, Massachusetts. They provide a secure environment where the children’sholistic growth is encouraged through play-based and child-centered activities. The Malone Daycare’s doors are open Mondays to Fridays from eight AM to five PM….
Description:
Small Treasures Day School is an early childhood care and education provider located at 117 Sumner Street, Milton, Massachusetts. The school serves infant through school age children, providing them ayear-round program that is open from Mondays through Fridays, 8:00 AM to 5:30 PM. Small Treasures Day School provides children a safe and nurturing environment where children can explore, discover, learn and have fun….
Description:
The Milton Early Childhood Alliance (MECA) is a community-wide group that seeks to support families and children, and to expand access to affordable, high quality early childhood care and education.
Description:
Adams St Early Learning Center II is a local facility that offers early education programs designed for preschoolers. The company is open to children who are three to five years of age. Adams St Early LearningCenter II also provides before and after-school care….
Description:
Carriage House Harvard Campus-Carriage House Nursery School located in Milton, MA is a center that provide a safe, warm, and nurturing environment for the children. The center has a comprehensive program thatmaximizes your child’s learning potential through experiential opportunity in a variety of age-appropriate contexts from Childcare, Preschool, Pre-Kindergarten, and Kindergarten Programs….
Peapod Daycare
53 Pearl St, Newton, MA 02458
Costimate: $362/day
Description:
Peapod Daycare is a family child care service provider located in the Newton area serving children from 3 months to school age. We specialize in bilingual care (English and Mandarin).
Recent Review:
My 2 year old daughter has been attending Peapod since she was 9 months old (September 2020). As a first time mom with a lot of anxiety over finding the best care providers plus covid safety concerns, we werelucky to find Peapod. I will forever be grateful for the Peapod staff. They have a solid structure/routine. They are flexible with any requests we have. Their facility is clean and the staff follows CDC guidelines for covid. I feel confident that the safety of the children enrolled is always their priority. Shannon and Mrs. Yuk pay close attention to all the kids and they send daily photos and progress via text. They have fun activities throughout the day from circle time, outdoor play, arts/crafts, planting to yoga-my daughter has really thrived in their care. From a 9-month old who was just crawling to now a very active toddler, my daughter has developed great vocabulary, listening skills, she interacts well with other kids of various ages, etc. We are constantly surprised by what she knows and she’s always proud to share what she learned at school. At the end of the day during pickup when talking to Shannon and Mrs Yuk, you can really tell how passionate they are about what they do and genuinely care about the development of your child. …
Reviewed by Maria S
Description:
Multi-lingual Speaking Full Service, Licensed Home Day Care servicing Norwood area, and nearby cities with a focus on personalized, tailored care. Homemade organic meals are included in the price.
Description:
We are a state-licensed bilingual family daycare with an integration of American and Asian cultures. We speak both English and Chinese. We have been serving families in Watertown/Newton area for over 20 years.Our children’s families come from various cultural background and nationalities including China, India, Russia, Korea, Turkey, Hong Kong and Taiwan. Our daycare owner has an early childcare educational degree and has been a full-time professional teacher for her entire career. In addition, our daycare is conveniently located in a safe neighborhood in Oakhill, Newton, with a short drive to Longwood Medical Area, especially only 5 minutes to Dana-Farber Cancer Institute at Chestnut Hill and 7 minutes to Brigham and Women’s Health Care Center at 850 Boylston Street. …
Description:
Children’s Happy Day School is a fully accredited NAEYC preschool, kindergarten and child care center with programs for children ages 2.0 to 6 years old. Located off the VFW Parkway in West Roxbury, we enrollchildren from Boston and the neighboring communities of Newton, Brookline, Dedham, Westwood and Needham….
Recent Review:
We’ve been fortunate to send our sons to Children’s Happy Day, and I can’t say enough good things about the school. The teachers and staff are so caring and thoughtful. They’ve put together a program thatteaches confidence, independence, kindness, and resilience in an age-appropriate manner. They put the kids’ safety and needs first in everything that they do-every child is truly known and loved. The intentionality and warmth you feel in every interaction makes Children’s Happy Day a true gem….
Reviewed by Kelsey R
Description:
My program is a small, mixed-age group, and we all become very attached to each other–it really is very much like a family. I am located in Boston, close to the Longwood Medical Area. I have a well-equippedhome with three levels of interesting space and a small backyard. We also have a wagon-for-six for trips around the neighborhood, and a minivan filled with car seats (and with a triple stroller folded up in back) for field trips to the zoo, the science museum, and other cool places around Boston. The mixed-age grouping contributes to a cooperative rather than a competitive environment–it’s the norm to have a different skill level, since children are different ages, and your friends will just naturally offer to help if you don’t know how to do something.
The curriculum is child-centered and play-based, by which I mean that I guide activities mostly by preparing the environment and selecting the playthings. Then I let the children engage in play and discovery. I’m here to model appropriate behavior, set limits, read books, add or subtract materials, keep everybody clean, fed, safe, and loved, and generally keep things moving smoothly. We have a wonderful time!
I have three major goals for the children in my group: positive self-concept, social skills, and language skills. If you are confident and excited about your world and your ideas, know how to make and keep friends, and communicate well, you are well on your way to academic and personal success.
I am licensed for six children, but prefer to have a group of four or five per day, depending on the ages of the children. I sometimes do have six children, when alumni come to visit or when I simply can’t work out the schedule any other way. Children typically start the program at age one and continue until age four or five.
I try to provide everything so that parents don’t have to pack a huge bag each day. Food, diapers, and field trip expenses are all included in the daily rate–there are no extra charges. I serve a ovo-lacto vegetarian menu. There are lots of pets–turtle, geckos, fish–which provide a wonderful anchor for the science curriculum, since they all need different food and different environments. We also do things like hatching chicken eggs, planting seeds, making collections of pine cones and other natural objects. A dog and two cats live in the house, and petting and playing with them contribute a lot of comfort and interest….
Description:
“Tree House” Family Daycare is a Bilingual program English-Spanish with the curriculum inspired by Reggio Emilia I am located in Norwood, has spaces available for children from 5 months to 4 years old and weare open Monday through Friday from 8:00am to 5:00pm. I provide Nutritive food (two meals and two snacks), send me a message for more information. [email protected]…
Description:
The Transportation Children’s Center, a non-profit child care facility, in downtown Boston, provides full day Infant, Toddler, Preschool and Pre-Kindergarten Programs year round. Open to the general public,the center is available to children 3 months through age five. The center is open from 8:00 a.m. to 6:00 p.m. with both part time and full time programs available. Every effort is made to keep tuition rates as low as possible while maintaining high quality services. The established and long-term professional staff hold degrees in early education and have extensive experience working with young children. The facility provides an outdoor roof-top play space, drop-off parking and is accessible by the MBTA.
Established since 1986 the center is NAEYC Accredited. The beautifully designed and well-equipped center provides a stimulating and nurturing environment which will enhance the children’s self-esteem and future success in school. TCC has implemented the Creative Curriculum philosophy, a hands-on approach to learning and discovering where activities are planned to assure optimum growth and development of the whole child. Slots are filled on a first come, first served basis according to status on the wait list. Families are encouraged to visit the center and schedule a tour.
EEC License # 8114136…
Showing 1 – 20 of 661
FAQs for finding daycares in Milton
In 2022 what type of daycare can I find near me in Milton, MA?
There are a variety of daycares in Milton, MA providing full time and part-time care. Some daycares are facility-based and some are in-home daycares operated out of a person’s home. They can also vary in the degree of education and curriculum they offer. Additionally, some daycares offer bilingual programs for parents that want to immerse their children in multiple languages.
How can I find a daycare near me in Milton, MA?
If you are looking for daycare options near you, start several months in advance of when you need care for your child. Care.com has 107 in Milton, MA as of October 2022 and you can filter daycares by distance from Milton or your zip code. From there, you can then compare daycare rates, parent reviews, view their specific services, see their hours of operation and contact them through the website for further information or to request an appointment.
What questions should I ask a daycare provider before signing up?
As you visit daycare facilities in Milton, MA, you should ask the providers what their hours are so you can be prepared to adjust your schedule for drop-off and pick-up. Ask what items you are responsible for bringing for your child and what items you may be required to provide that will be shared among other children or the daycare staff. Also, make sure to check directly with the business for information about their local licensing and credentials in Milton, MA.
THE Top 10 Daycares in Milton, FL | Affordable Prices
Daycares in Milton, FL
Description:
Berryhill Childcare is locally owned and operated. Our motto is ” where learning to learn is fun”. We believe in providing a safe and fun learning environment where children receive the respect, love, andencouragement they need to develop to their fullest potential. Your child’s day will be filled with a variety of activities both inside and out. We know children develop a positive self-concept when caregivers interact with them in a positive manner. Come by and see what we have to offer. We feel you will be pleasantly surprised….
Description:
A Touch of Love Children’s Center Inc is a state-licensed daycare facility that offers full-time child care and early education services designed for young children. Located at 3762 Gardenview St, the companyserves the residents of Milton, FL. A Touch of Love Children’s Center can enroll and handle 175 students….
Kids Discovery
5753 Highway 90, Milton, FL 32583
Starting at $25/day
Description:
Kids Discovery is a DCF licensed school at 5753 Highway 90, Milton. Their school accepts enrollment for children up to twelve years of age. Their center uses The Creative Curriculum as a method of instructionto support and improve your kid’s skills and capabilities….
Description:
Mrs Hannah Daycare is a day care facility on 8067 Highway 89, Milton, FL that provides a responsive learning environment that adapts to the current needs of their students. Their center aims to promote a highlevel of literacy and communication skills that will benefit their students throughout their lives….
Description:
Daniels Family Day Care Home is a child care facility at 5717 Pebble Ridge Dr, Milton, FL that strives to provide a fun childhood experience. That is why their care center provides an age-appropriate curriculumthat encourages their students’ proper development….
Description:
Brown’s Family Day Care Home believes early childhood should be a time of fun, warmth, security, exploring and discovery. Preschool children are receptive and creative. The center’s goal is to nurture andencourage these qualities in the children….
Description:
Ms. Mary’s Child Care is a childcare provider that serves the community of Milton FL. It offers a warm and caring environment and provides play-based activities that foster holistic development among children.The center promotes good values to make sure that children will be responsible members of the society….
Description:
The Child Development Center, located in Milton, Florida, provides child care services that assist in children’s development and growth. It offers early childhood programs as well. The Center dedicates itselfto helping children reach their maximum potential and achieve academic success. It is licensed to serve a maximum capacity of one hundred and forty-eight children….
Description:
Miss Mary’s Child Care believes early childhood should be a time of fun, warmth, security, exploring and discovery. Preschool children are receptive and creative. The center’s goal is to nurture and encouragethese qualities in the children who attend…
Description:
Deliverance Tabernacle Child Development Center is a childcare and educational facility located at 5470 Dogwood Drive, Milton, Florida. The center has a capacity of 148 children, and it operates from Mondaythru Friday 6:30 AM to 6:00 PM. The center offers full-time childcare services and early childhood education programs in a safe, nurturing and stimulating environment. It provides educational activities that enhance the children’s physical, intellectual and social skills….
Description:
Kid’s Place Learning Center, LLC in Milton, Florida seeks to provide a nurturing, high quality, safe and fun learning environment that is fit for the child’s overall growth and development. It is a Child Careprovider that can accommodate a certain number of children….
Description:
The Klein Family Child Care is a childcare and education provider that serves the community of Milton, Florida. It offers a fun and active environment and provides appropriate learning programs that stimulatethe children’s natural curiosity. The facility promotes active learning through play-based and child-initiated activities….
Description:
Ms. Sara’s Child Care is a child care provider that serves the community of Milton FL0. It offers a fun and stimulating environment and provides age-appropriate activities that enhance children’s emotional,social, physical, and mental skills. The center promotes good values to make sure that children will be responsible members of the society….
Description:
Beginning Our Future Learning Center is a child care facility located in Milton, Florida. It strives to provide quality child care programs designed to develop children. Additionally, it offers earlyeducational programs that promote every child’s intellectual development. It can accommodate a maximum capacity of one hundred and sixty-two children….
Description:
The Early Learning Coalition of Santa Rosa County provides a seamless system of care in which children receive the high quality school readiness services necessary for optimal cognitive, emotional, social andphysical development, with the necessary linkage to screening and assessments, health care, and support for parents….
Description:
Fulmer Family Child Care is a childcare provider that serves the community of Milton, Florida. It offers a nurturing environment and provides age-appropriate programs that enhance children’s emotional, social,physical, and mental skills. The center promotes balanced learning by integrating play-based and child-centered activities with academics….
Description:
Riley Family Day Care is a childcare provider that serves the community of Milton, Florida since 2005. It offers a fun and stimulating environment and provides age-appropriate activities that enhance children’semotional, social, physical, and mental skills. The center promotes good values to make sure that children will be responsible members of the society….
Description:
Pace Family Care Center offers a caring and friendly environment that serves the community of Milton, Florida. It provides developmentally appropriate activities that enhance children’s emotional skills andintellectual abilities. This childcare provider encourages self-confidence to make sure that children will be productive members of the society….
Description:
Offering 24/7 Care
Accepting Ages 6 weeks-12 Years Old
Navy and State Licensed # F01SR0046
Subsidy and DCF Vouchers Accepted
CPR & First Aid Certified
USDA Approved Meals & Snacks Served
Age-AppropriateActivities
Non-Smoking Home…
Showing 1 – 20 of 25
FAQs for finding daycares in Milton
In 2022 what type of daycare can I find near me in Milton, FL?
There are a variety of daycares in Milton, FL providing full time and part-time care. Some daycares are facility-based and some are in-home daycares operated out of a person’s home. They can also vary in the degree of education and curriculum they offer. Additionally, some daycares offer bilingual programs for parents that want to immerse their children in multiple languages.
How can I find a daycare near me in Milton, FL?
If you are looking for daycare options near you, start several months in advance of when you need care for your child. Care.com has 261 in Milton, FL as of October 2022 and you can filter daycares by distance from Milton or your zip code. From there, you can then compare daycare rates, parent reviews, view their specific services, see their hours of operation and contact them through the website for further information or to request an appointment.
What questions should I ask a daycare provider before signing up?
As you visit daycare facilities in Milton, FL, you should ask the providers what their hours are so you can be prepared to adjust your schedule for drop-off and pick-up. Ask what items you are responsible for bringing for your child and what items you may be required to provide that will be shared among other children or the daycare staff. Also, make sure to check directly with the business for information about their local licensing and credentials in Milton, FL.
Daycare, Preschool & Child Care Centers in Milton, MA
KinderCare has partnered with Milton families for more than 50 years to provide award-winning early education programs and high-quality childcare in Milton, MA.
Whether you are looking for a preschool in Milton, a trusted part-time or full-time daycare provider, or educational before- or after-school programs, KinderCare offers fun and learning at an affordable price.
Braintree Kindercare
Phone:
(781) 356-6731
467 Granite St
Braintree
MA
02184
Distance from address: 4. 05 miles
Ages: 6 weeks to 6 years Open:
Tuition & Openings
Westwood Knowledge Beginnings
Phone:
(781) 329-9550
200 Providence Hwy
Westwood
MA
02090
Distance from address: 5.63 miles
Ages: 6 weeks to 6 years Open:
Tuition & Openings
Canton Turnpike KinderCare
Phone:
(781) 828-8822
440 Turnpike St
Canton
MA
02021
Distance from address: 6. 03 miles
Ages: 6 weeks to 6 years Open:
Tuition & Openings
Seaport KinderCare
Phone:
(617) 345-5453
130 Autumn Lane
Boston
MA
02210
Distance from address: 6.89 miles
Ages: 6 weeks to 5 years Open:
Tuition & Openings
School Street KinderCare
Phone:
(617) 227-0554
44 School St
Boston
MA
02108
Distance from address: 7. 23 miles
Ages: 6 weeks to 5 years Open:
Tuition & Openings
Mercantile KinderCare
Phone:
(617) 248-9775
117 Atlantic Ave
Boston
MA
02110
Distance from address: 7.52 miles
Ages: 6 weeks to 5 years Open:
Tuition & Openings
Needham Knowledge Beginnings
Phone:
(781) 455-8723
206 A St
Needham
MA
02494
Distance from address: 7. 73 miles
Ages: 6 weeks to 6 years Open:
Tuition & Openings
Needham Heights KinderCare
Phone:
(781) 449-0774
1000 Highland Ave
Needham
MA
02494
Distance from address: 8.32 miles
Ages: 6 weeks to 8 years Open:
Tuition & Openings
Opening Soon
Arsenal Yard KinderCare
Phone:
(833) 905-3276
25 Bond Street
Watertown
MA
02472
Distance from address: 8. 54 miles
Ages: 6 weeks to 5 years Open:
Tuition & Openings
East Weymouth KinderCare
Phone:
(781) 335-5181
683 Pleasant St
East Weymouth
MA
02189
Distance from address: 8.80 miles
Ages: 6 weeks to 6 years Open:
Tuition & Openings
Walpole KinderCare
Phone:
(508) 660-1084
201 Coney St
East Walpole
MA
02032
Distance from address: 9. 48 miles
Ages: 6 weeks to 6 years Open:
Tuition & Openings
Wellesley Knowledge Beginnings
Phone:
(781) 235-2224
204 Worcester St
Wellesley
MA
02481
Distance from address: 9.52 miles
Ages: 6 weeks to 5 years Open:
Tuition & Openings
Davis Square KinderCare
Phone:
(617) 666-9007
18 Holland St # 48
Somerville
MA
02144
Distance from address: 10. 13 miles
Ages: 6 weeks to 6 years Open:
Tuition & Openings
Cambridge KinderCare
Phone:
(617) 876-0102
100 Cambridgepark Dr
Cambridge
MA
02140
Distance from address: 10.23 miles
Ages: 6 weeks to 6 years Open:
Tuition & Openings
Rockland KinderCare
Phone:
(781) 871-1141
330 W Pleasant St
Rockland
MA
02370
Distance from address: 11. 07 miles
Ages: 6 weeks to 6 years Open:
Tuition & Openings
Norwell KinderCare
Phone:
(781) 659-6530
380 Washington St
Norwell
MA
02061
Distance from address: 13.02 miles
Ages: 6 weeks to 10 years Open:
Tuition & Openings
Sharon KinderCare
Phone:
(781) 784-0337
700 S Main St
Sharon
MA
02067
Distance from address: 13. 13 miles
Ages: 6 weeks to 7 years Open:
Tuition & Openings
South Easton KinderCare
Phone:
(508) 238-8227
533 Washington St
South Easton
MA
02375
Distance from address: 14.08 miles
Ages: 6 weeks to 5 years Open:
Tuition & Openings
Melrose KinderCare
Phone:
(781) 665-5818
832 Lynn Fells Pkwy
Melrose
MA
02176
Distance from address: 14. 93 miles
Ages: 6 weeks to 5 years Open:
Tuition & Openings
Lexington Knowledge Beginnings
Phone:
(781) 860-0776
429 Marrett Rd
Lexington
MA
02421
Distance from address: 14.99 miles
Ages: 6 weeks to 7 years Open:
Tuition & Openings
Child Care Centers and Preschools in Milton VT
Child development centers in Milton vary in size as well as in scope. While some offer progressive curriculums and the latest advancements for preschools, others are more intimate daycare centers that take a more relaxed approach to childcare.
Whatever your priorities, finding the right daycare center for your child is important. We’ve made the seemingly overwhelming task easier by collecting basic information such as size, location, and licensing information for child development centers in Milton into a single location.
Simply click on the links below to learn more about Milton childcare centers that are dedicated to providing families with safe, quality childcare.
You can also read reviews about various childcare providers to learn more about which is the right choice for your family. We always welcome comments and corrections, to better the browsing experience on our site.
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Creative Hands Learning Center, LLC
Milton, VT 05468 | (802) 893-0050
At Creative Hands Learning Center we strive to provide a quality program for children 6 weeks to 12 years, fostering social, emotional, physical, cognitive, and creative development through creative experiences and positive relationships. Our goals a …
Bidwell, Tina
Milton, VT 05468 | (802) 373-6962
My goals and philosophy I encourage children to use their words to express their thoughts and feelings and to practice skills thru play to gain independence. I try to incorporate as many child directed activities in a day as possible. I believe child …
Gratton, Lisa
Milton, VT 05468 | (802) 893-5039
6:30 a.m.-8:00: arrival, Breakfast, free play or stations,School-age Children depart 8:00-9:00: story, literacy, Morning Meeting 9-9:30: Morning Snack/bathroom Breaks 9:30-11:30- Outdoor Play/gross Motor Activities 11:30- 12:15: Potty Break/ Lunch Ti …
Our philosophy: We respect each child as an individual with the potential for growth and learning. We provide loving car eand nurture each child’s self worth. We offer many choices for the children. We treat the children with respect. We listen as we …
Little Feats Too
Milton, VT 05468 | (802) 893-4569
The purpose of Little Feats Daycare is to provide a program that will enhance your child’s physical, social, emotional, creative and problem-solving skills in a positive and enriching environment.
Milton Family Community Center
Milton, VT 05468 | (802) 893-1457
MFCC believes all children learn best through play. Play is intentional, structured, and guided by nurturing, experienced staff.
Milton Family Community Center-After School Kids Program, rogram
Milton, VT 05468 | (802) 373-2081
The Milton Family Community Center is a non-profit parent/child center. Our center’s goals are to support families by creating easier access to agencies, promoting a sense of community and encouraging positive parent and child interactions. Our child …
Milton’s Elite Childcare
Milton, VT 05468 | (802) 893-1910
We are a hands on play based program…We believe children are unique and learn accordingly…We adapt our curriculum to include all children.
Ultimate Fitness, Inc.
Milton, VT 05468 | (802) 893-7811
Ultimate Fitness is an activity play based program. We specialize in school aged children. This program is designed to allow children to release their pent up energy from a day of structured activities. We encourage individuals and help children to e …
ABC Academy
Milton, VT 05468 | (802) 893-2223
We believe that children should be provided with a safe, nurturing, learning environment that foster’s each child’s individual growth and development. Every activity is a learning experience and we feel that children learn best when they are interest …
Arrowhead Forest Farm
Milton, VT 05468 | (203) 247-9469
The Forest Farm is a home away from home- a place where children feel safe, loved, part of an extended community of new friends, and a place where the expectations upon them are appropriate- play, have fun, explore and grow! We value play and moral d . ..
Butler, Laura
Milton, VT 05468 | (802) 893-7501
The mission of Imagination Island childcare is to offer your child/ren a place where they feel comfortable, that has a feeling of familiarity and security while offering opportunties for developmental activities according to their ages, special needs …
Gilbert, Meredith
Milton, VT 05468 | (802) 893-4405
My philosophy is simple. I feel children deserve a peaceful, fun, loving home to spend their toddler, preschool days. I offer that. My home daycare offers activities similar to that of their own homes if they were home all day with their own parents.
Hemingway, Jennifer
Milton, VT 05468 | (802) 881-9788
7 – 8:30 Drop off/free play 8:30 – 9:00 Breakfast time 9 – 9:15 Potty time/diaper change 9:15 – 10:00 Circle time/learning time 10 – 11:00 Outside time (weather permitting) 11 – 11:30 Free play / getting ready for lunch 12 – 12:15 Potty time/diaper c . ..
Milton Early Childhood Program
Milton, VT 05468 | (802) 893-3215
Milton Early Childhood Program is a Center Based Child Care and Preschool Program – Licensed Provider in Milton VT, with a maximum capacity of 59 children. This child care center helps with children in the age range of Preschool. The provider also p …
Mobbs, Sandra
Milton, VT 05465 | (802) 233-1277
We are play based and learn through play. Children are taught their letters and numbers and colors and etc but it’s through play. We do art activities and creative play.
Pal’s Day Care Center
Milton, VT 05468 | (802) 893-7052
My program is for the children to feel happy, comfortable and safe in a play-based program.
Perras, Michellyn
Milton, VT 05468 | (802) 370-9157
7-8:30 breakfast cartoons (disney channel only) 8:30-9:15 free play 9:15-9:30 clean up diapers and bathroom breaks 9:30-10:30 snack time art projects 10:30-11 clean up diapers and bathroom break 11-12 neighborhoo walk ro outside time or free play 12- . ..
Rhoades, Laurie
Milton, VT 05468 | (802) 893-6169
Morning breakfast & free play – letter / number / puzzles. Snack. Outside. Lunch. Quiet time. Afternoon snack. Outside play or painting/coloring (some type of project). Free play before heading home.
Russell, Diane
Milton, VT 05468 | (802) 893-4530
Russell, Diane is a Registered Home in Milton VT, with a maximum capacity of 10 children. This child care center helps with children in the age range of Infant, Toddler, Preschool, School Age. The provider also participates in a subsidized child care program.
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Daycares in Milton FL – CareLuLu
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The Children of Woodbine Preschool
The Children of Woodbine Preschool is a licensed child care center in Pace, FL. We are a large center. To learn more about us, please send us an…
Lampa Family Day Care Home
Lampa Family Day Care Home is a family child care provider in Pace, FL. Meals is provided. Please send an email for more information.
L. E. A. D. Academy Learning Center
L. E. A. D. Academy Learning Center is a licensed child care center in Pace, FL. We are a large center. Contact us to schedule a tour and discover…
New Beginnings Preschool – Pace Presbyterian Church
New Beginnings Preschool – Pace Presbyterian Church is a licensed child care center in Pace, FL. We are a medium-sized center. Contact us to schedule…
Brown Family Day Care Home
Brown Family Day Care Home is a family child care provider in Pace, FL. Meals is provided. Please send an email for more information.
First Steps Christian Preschool
First Steps Christian Preschool is a licensed child care center in Pace, FL. We are a large center. To learn more about us, please send us an email.
Covenant Christian Center
Covenant Christian Center is a licensed child care center in Pace, FL. We are a medium-sized center. Meals is provided. Contact us to schedule a tour…
Berryhill Child Care
Berryhill Child Care is a licensed child care center in Milton, FL. We are a large center. Meals and Transportation are provided. Contact us to…
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Beginning Our Future Learning Center
Beginning Our Future Learning Center is a licensed child care center in Milton, FL. We are a large center. Meals and Transportation are provided. …
West Florida Baptist Academy
West Florida Baptist Academy is a licensed child care center in Milton, FL. We are a large center. Contact us to schedule a tour and discover for…
Mckinnon Family Day Care Home
Mckinnon Family Day Care Home is a licensed child care center in Milton, FL. We are a small center. Contact us to schedule a tour and discover for…
Santa Rosa Christian Learning Center
Santa Rosa Christian Learning Center is a licensed child care center in Milton, FL with the license issued by the Florida Dept of Children And…
Hendrix Family Day Care Home
Hendrix Family Day Care Home is a licensed child care center in Milton, FL. We are a small center. Contact us to schedule a tour and discover for…
Deliverance Tabernacle Child Development Center
Deliverance Tabernacle Child Development Center is a licensed child care center in Milton, FL. We are a large center. Meals and Transportation are…
Montgomery Large Family Child Care Home
Montgomery Large Family Child Care Home is a family child care provider in Milton, FL. Meals is provided. Please send an email for more information.
Creative Genes Academy
Creative Genes Academy is a licensed child care center in Milton, FL. We are a medium-sized center. Meals and Transportation are provided. To learn…
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The cost of daycare in Milton is $572 per month. This is the average price for full-time, based on CareLuLu data, including homes and centers.
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Child Care Services Milton/Halton Hills
Serving: Milton, Halton Hills, Georgetown, and Acton
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Since 1984, Wee Watch has proved to be an exceptional, trusted, licensed child care organization. We are proud to provide licensed home child care services for families in Milton, Halton Hills, Georgetown and Acton.
As a licensed private home child care agency recognized across Ontario, you will find peace of mind in the small number of children in our homes, the flexibility and personal attention you and your child receives from our qualified, caring and trusted Providers.
Wee Watch offers full time and part-time care for children six weeks to 12 years of age.
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Meet Provider Nicole. She has been with Wee Watch Milton for three years. As we try and navigate the ongoing global health crisis, Nicole has remained open and continues to offer care to the children of frontline workers. Recently, she and the children made thank you cards to nurses and doctors at the Milton District Hospital. Nicole is an exceptional Provider, as evident by the many emails we’ve received from parents.
Meet Provider Farah. She has been a wonderful Wee Watch Provider in Milton since 2016. Farah has remained open through-out the ongoing pandemic; guaranteeing that parents continuing to work have a safe place to bring their children. Farah works extremely hard maintaining her Wee Watch children’s normal routines and activities, figuring out ways to adjust and adhere to our ever-evolving health and safety guidelines along the way.
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Parents and childcare Providers have been choosing Wee Watch, a licensed home childcare agency for 35 years because they know that we have the best interest of children at heart. From ensuring safe homes to our much loved Wee Learn educational programs and experienced, professional support, Wee Watch has been a trusted and reliable childcare partner.
Parents, Providers and Children love our educational programming – it sets us apart from other home childcare options. Our Wee Learn and Together Wee Can programming are designed by a childcare expert and delivered to every child in our program. All our educational materials are tailored to meet the learning needs of each child. From infants and toddlers up to school agers, our curriculum encourages learning through play!
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Milton Bradley Company
This article is about the company. For the founder, see Milton Bradley. For other uses, see Milton Bradley (disambiguation).
Company Milton Bradley or simply Milton Bradley ( MB ) was an American board game manufacturer established by Milton Bradley in Springfield, Massachusetts, in 1860. In 1920, he took over the game production of the McLaughlin Brothers, formerly the largest game maker in the United States. It has been a division of Hasbro since 1984.
Content
1 History
1.1 Foundation
1.2 PEOLE MEMITS
1.3 Century
1.4 Property Hasbro
2 See also used literature 900
4 External reference 9
Further information: Milton Bradley
Foundation
Milton Bradley made a name for himself by creating board games. In 1860, Milton Bradley moved to Springfield, Massachusetts and opened the first color lithography shop in the state. His graphic design Abraham Lincoln sold very well until Lincoln grew a beard and made the image obsolete.
Trying to find a new way to use his lithographic machine, Bradley visited his friend George Tapley. [1] Tapley challenged him to a game, most likely an old English game. Bradley conceived to create a purely American game. [2] He created The Checkered Game of Life , in which the players moved along the path from infancy to a happy old age, [3] , in which the goal was to avoid destruction and reach a happy old age. On the squares, moral positions were marked from honor and courage to shame and ruin. Players used a spinner instead of dice due to a negative association with gambling. [3]
By the spring of 1861 over 45,000 copies had been produced. The Checkered Game of Life had been sold. Bradley was convinced that board games were the future of his company. [2]
When the American Civil War broke out in early 1861, Milton Bradley abandoned board games for a while and tried to create new weapons. However, after seeing the bored soldiers stationed in Springfield, Bradley began creating small games for them to play during their downtime. They are considered the first tourist games in the country. [4] These games included chess, checkers, backgammon, dominoes, and the Checkered Game of Life. They were sold at a dollar apiece to soldiers and charities who bought them in bulk for distribution.
Kindergarten Movement
Milton Bradley’s company took a new direction in 1869 after Milton Bradley went to hear a preschool pioneer lecture on the Kindergarten Movement. Elizabeth Peabody. Peabody promoted the philosophy of the German scientist Friedrich Froebel. Froebel stated that through education, children learn and develop through creative activities. Bradley has spent most of his life promoting the kindergarten movement both personally and through the Milton Bradley Company. [5]
In the late 1860s Bradley became involved in the Kindergarten movement. Having invested deeply in this business, his company began producing educational products such as colored paper and paints. The company suffered because of Bradley’s generosity. He distributed these materials for free, for which they paid. Due to the Long Depression in the late 1870s, his investors told him that either his work at the kindergarten had to be stopped or they would leave. Bradley decided to continue working in the kindergarten. His friend George Tapley bought a share of the lost investors and took over as president of the company, Milton Bradley. [5]
Milton Bradley was an early proponent of Friedrich Froebel’s idea of a kindergarten. The first kindergarten students in Springfield were Milton Bradley’s two daughters, and the first teachers in Springfield were Milton, his wife and father. [6] The Milton Bradley Company’s work with kindergartens began with the production of “gifts”, a term Frobel used for geometric wooden toys that he believed were necessary for the proper organization of children’s creative development. Bradley spent months developing the exact shades to produce these materials; his final selection of six pigments—red, orange, yellow, green, blue, and purple—would remain the standard colors for children’s art supplies throughout the 20th century. [5]
By the 1870s, the company was producing dozens of games and making money from hobbies. Milton Bradley became the first manufacturer in America to have croquet sets. The sets included wickets, hammers, balls, stakes, and an authoritative set of rules of the game that Bradley himself created from oral tradition and his own sense of fair play. [2] In 1880 the company started making puzzles.
The company’s educational materials at the turn of the century turned out to be a significant part of their income. They produced supplies that any school teacher could use, such as toy money, multiplying sticks, and movable dials. Milton Bradley continued to release games, especially adult games played by adults. They released A Visit to the Gypsies, Word Gardening, Happy Days in Old New England, and Fortune Telling. They also created wrecked car puzzles that were popular with boys. [2]
20th century
When Milton Bradley died in 1911, the company passed to Robert Ellis, who passed it on to Bradley’s son-in-law Robert Ingersoll, who eventually passed it on to William, son of George Tapley. In 1920, Bradley bought out the McLoughlin Brothers, which went out of business after the death of John McLaughlin. [4]
Milton Bradley began to decline in the 1920s and fell sharply in the 1930s during the Great Depression. Fewer people were spending money on board games. The company continued to lose money until 1940 years when they got too low and the banks demanded loan repayments. [2]
Desperate to avoid bankruptcy, the board of directors persuaded James J. Shea, a businessman from Springfield, to take over as president of the company. Shi immediately set about reducing the company’s debt. He began a major overhaul of the Milton Bradley plant, burning old stock that had been building up since the turn of the century.
With the outbreak of World War II, Milton Bradley began manufacturing Shi’s universal joint, which was used on the landing gear of fighter planes. They also reproduced a redesigned version of their soldier play kits, which netted the company $2 million. [2] Milton Bradley did not stop creating board games, although he reduced his line from 410 titles to 150. During this time, new games were introduced, such as patriotic ones. Game States, Gutters and ladders and Candyland. [4]
The advent of television may have threatened the industry, but Shi used it to his advantage. Various companies licensed TV shows to produce all sorts of promotional items, including games. [4] In 1959, Milton Bradley released Concentration, a memory game based on the NBC television show of the same name; the game was such a success that it was released annually in 1982, long after the show was canceled in 1973 (similar methods were used to adapt game shows to boxed games. password and Danger! ).
Milton Bradley celebrated his centenary in 1960 with a reissue of The Checkered Game of Life, which has been modernized. Now it was just called The Game of Life and the goal was not to reach a happy old age, but to become a millionaire. The Twister also debuted in the 1960s. Thanks to Johnny Carson’s suggestive comments about how Eva Gabor played the game on his show, Twister became a phenomenon. [2] In the 1960s, Milton Bradley games were licensed in Australia by John Sands Pty Ltd.
In 1967, James Shea, Jr. took over as president of Milton Bradley (becoming CEO at 1968), succeeding his father. During his presidency, Milton Bradley purchased Playskool Mfg. Co., E.S. Lowe Company, creators of the Yahtzee , and body language.
Electronic games became popular in the 1970s and 1980s. Milton Bradley released Simon in 1978, which was quite late on the move. By 1980, it was their best-selling product. [2]
In 1979, Milton Bradley also developed the first cartridge-based portable console, the Microvision.
In 1983, seeing the potential of the new Vectrex vector game console, the company acquired General Consumer Electronics (GCE). Both Vectrex and Microvision were developed by Jay Smith.
In the late 1980s and early 1990s, Milton Bradley marketed a series of games (such as HeroQuest and Battlemasters ) in North America that were developed in the United Kingdom by the Game Workshop (GW) that relied heavily on Warhammer Fantasy universe, albeit without explicit reference to the Warhammer product line.
Hasbro Property
In 1984, Hasbro bought Milton Bradley, ending 124 years of family ownership. [7] The 1990s saw the release of Gator Golf, Crack Case, Mall Madness, and 1313 Dead End Drive. [2] [8]
In 1991, Hasbro acquired former archrival Milton Bradley. The Parker Brothers. [9] In 1998, Milton Bradley teamed up with Parker Brothers to form 9 Latson, Jennifer (November 5, 2014). Time . Retrieved August 24, 2020.
The history of the predecessor company McLoughlin Bros.
Milton Bradley Games Info and details on Gamepart. com
MB Portuguese Edition Games Entire Portuguese list
Milton Bradley – no-regime.com
From Wikipedia, the free encyclopedia
This article is about game publisher Milton Bradley. For the company named after him, see Milton Bradley Company.
Milton Bradley (born November 8, 1836 in Vienna, Maine † May 30, 1911 in Springfield, Massachusetts) was an American draftsman, lithographer, patent attorney, inventor, and founder of the Milton Bradley Company, a game manufacturer. He is considered a pioneer of the gaming industry in North America.
contents
1 life
2 Checkered Game of Life
3 Milton Bradley Company
4 kindergarten
5 books
6 patents
7 awards
8 literature
9 web links
10 individual proofs
Life
Bradley was born in Vienna to Master Lewis Bradley and his wife Fanny Lyford Bradley.
After graduating from Lowell High School in 1854, he entered the Lawrence School of Science at Harvard University in Cambridge, Massachusetts, but dropped out of the two-year course after a year and a half because he moved with his parents to Hartford, Connecticut.
In 1856, at the age of 19, he moved to Springfield, where he immediately took a job as a draftsman with the Wason Manufacturing Company. After Wason Car Manufacturing Co. briefly out of business in 1858, he set up his own business as a machine draftsman and patent attorney.
Checkered Game of Life
Game Board for Checkered Game of Life
Around 1860, he learned the art of lithography, purchased a printing press, and started a lithographic business in Springfield. In 1860 he developed the game “The Checkered Game of Life” , which he patented in 1866.
In November 1860 he married Willon Laru Eaton (born February 8, 1838 in Ludlow † March 13, 1867).
After he sold over 45,000 copies of his game in 1861, he decided to make other games as well, so in 1861 he released Games for Soldiers , a collection of nine popular games.
Milton Bradley Company
In 1864 Bradley founded Milton Bradley & Company with partners J. F. Tapley and Clark W. Bryan, in 1878 he settled with the partners and renamed the company the Milton Bradley Company.
From 1880 he expanded the company’s range to include puzzles.
Kindergarten
After the death of his wife Wilona in 1867, he married Ellen Maria Thayer (* September 18, 1836 – September 19, 1918), with whom he had two daughters (Florence Lenore * June 22, 1874 and Lillian Alice * January 13, 1879)).
In 1869, he and Edvard Wiebes published the book Childhood Paradise: A Self-Study Guide to Friedrich Frobel’s Educational Principles and a Practical Guide for Kindergarten Teachers. the first American book on Friedrich Froebel’s kindergarten ideas.
He founded the first kindergarten in Springfield where he, his wife and father were teachers.
He was also interested in colors and from 1890 wrote four books on color theory for children.
Books
Color in the school room , 1890
Color in kindergarten , 1893
Elementary color , 1895
Watercolor in class , 1900
Patents
US53561 patent: Social game. Published April 3, 1866, Inventor: Milton Bradley.
US54848 Patent: Croquet Bridge. Published May 22, 1866, inventors: Lewis Bradley, Milton Bradley.
Utility Model USD3664 : Hinge design. Published September 21, 1869, Inventor: Milton Bradley.
US215205 Patent: Improvement paper cutters machines. Registered December 16, 1878, published May 13, 1879, Inventor: Milton Bradley.
US225457 Patent: Process for engraving printed surfaces. Published March 16, 1880, Inventor: Milton Bradley.
US310873 patent: Toy spring gun. Published January 20, 1885, Inventor: Milton Bradley.
US416437 patent: Drawing board. Published December 3, 1889 Inventor: Milton Bradley.
Patent US418437: Children’s garden table. Published December 31, 1889, Inventor: Milton Bradley.
US492604 Patent: Rotation mechanism color disk. Filed April 25, 1892, published February 28, 1893, Inventor: Milton Bradley.
US524160 Patent: Compasses. Filed April 11, 1894, published August 7, 1894 years inventor: Milton Bradley.
US537887 patent: Top for mixing colors. Registered February 16, 1894, published April 23, 1895, Inventor: Milton Bradley.
Awards
Toy Industry Hall of Fame, inducted 2004
National Inventors Hall of Fame, inducted 2006
literature
Snyder, Jennifer Lee A critique of Milton Bradley’s contributions to kindergarten and art education in the context of his time (2005). Electronic dissertations, treatises and dissertations. Document 373.
web links
Milton Bradley at BoardGameGeek
Milton Bradley at the Find a Grave Database. Retrieved 18 September 2017.
Individual evidence
↑ a b c d ANB: Milton Bradley of H-Net (English)
↑ Harvard Thinks Big 3 = 8 Really Big Ideas (souvenir in original from September 30, 2012 at Internet Archive ) Info: Archive The link has been inserted automatically and has not yet been verified. Please check the original and archive link according to instructions, and then remove this notice. in the Harvard Political Review @ 1@ 2 Template: Webachiv / IABot / hpronline.org
↑ Milton Bradley Company History at financialuniverse.com
9Photos at The Marriage of Milton Bradley and Wilona Eaton at geni. com
↑ Milton Bradley at the Famous Names Database; accessed February 16, 2021
↑ a b c Wason Mfg. Co.: Milton Bradley, midcontinent.org (English)
↑ Inductee Hall of Fame 1985-2004 (Memento from original June 1, 2012 at Internet Archive ) Info: archive The link was inserted automatically and has not yet been verified. Please check the original and archive link according to instructions , and then remove this notice. at the Toy Industry Association (English) @ 1@ 2 Template: Webachiv / IABot / www2.toyassociation.org
↑ Milton Bradley (Memento from the original from November 28, 2012 at Internet Archive ) Info: archive The link was inserted automatically and has not yet been verified. Please check the original and archive link according to instructions , and then remove this notice. in the National Inventors Hall of Fame (English) @ 1@ 2 Template: Webachiv / IABot / invent.org
↑ Jennifer Lee Snyder: A Critique of Milton Bradley’s Contributions to Kindergarten and Art Education in the Context of His Time (souvenir in original dated February 12, 2015 at Internet – Archive ) Info: archive link has been inserted automatically and has not yet been verified. Please check the original and archive link according to instructions, and then remove this notice. 2005, Electronic dissertations, treatises and dissertations. Document 373 at diginole.lib.fsu.edu (English) @ 1@ 2 Template: Webachiv / IABot / diginole.lib.fsu.edu
personal data
SURNAME
Bradley, Milton
SUMMARY
American draftsman, lithographer, patent attorney, inventor, and founder of game maker Milton Bradley Company
Milton Bradley Company or simply Milton Bradley (MB) is a former American board game manufacturer that has been part of Hasbro since 1984 and still remains one of its brands. The company bears the name of its founder Milton Bradley, an American business magnate who is considered the founder of the board game industry.
Short biography of the founder before founding the Milton Bradley Company
The future founder of the brand Milton Bradley was born November 8, 1836 in Vienna, Maine, in a family of ordinary workers Lewis and Fanny (Lyford) Bradley. When the boy was 11 years old, he moved with his family to Lowell, Massachusetts.
After graduating from high school in 1854, he found work as a draftsman and patent attorney before going to the Lawrence Scientific School in Cambridge, Massachusetts. However, due to the fact that his family moved to Hartford, Connecticut, the young man was unable to complete his studies and receive an education.
In 1856, Bradley went to Springfield, Massachusetts, where he took a job as a mechanical draftsman in a factory.
In 1859, Bradley decided to seek his fortune in Providence, Rhode Island, where he began to comprehend the basics of lithography, and a year later, in 1860, he opened his first color lithography shop in Springfield, Massachusetts.
History of the Milton Bradley Brand
As the first color lithography store in the state, the young entrepreneur’s business went well at first. The graphic design he developed for then-little-known Republican presidential candidate Abraham Lincoln sold very well until Lincoln grew a beard and his image became irrelevant. As the typographical errors suddenly became useless, Bradley burned the remaining copies in his possession and began looking for other uses for his lithographic equipment.
As a result, he found a way out in an old English board game introduced to him by his friend George Tapley. The game seemed very interesting to him and he came to the conclusion that he could produce and sell a similar game aimed at American consumers. In the winter of 1860, Bradley released The Checkered Game of Life, the essence of which was to avoid poverty and achieve a happy old age. The game simulated a person’s journey through their lives, from infancy to retirement, with work, marriage, and eventual children along the way.
The Checkered Game of Life followed a structure similar to its American and British predecessors, with players spinning a teetotaler, a type of gambling spinning top, to perform steps representing social virtues and vices. The game was attended by a variety of moral positions from honor and courage to shame and ruin. Virtues, such as “influence”, contributed to the advancement of the player; vices, such as “poverty”, on the contrary, slowed down its development. The player who first scored 100 points became the winner.
The game became an instant national hit: Bradley personally sold his first print run of several hundred copies in a two-day visit to New York, and by the spring of 1861, over 45,000 copies had been sold.
April 12, 1861 began the American Civil War between North and South and Milton Bradley, being an enterprising man, temporarily abandoned board games in favor of creating new weapons. However, he quickly realized that the idea did not live up to his expectations and began to produce small games that soldiers could play during downtime. Thus, Milton Bradley pioneered tourist games in the country, which included chess, checkers, backgammon, dominoes, and the Checkered Game of Life. Such products were sold for a dollar apiece and allowed the soldiers to escape from the constant tension.
From 1860 to the 20th century, the Milton Bradley Company dominated the production of American games. She has such hits as The Game of Life, Easy Money, Candy Land, Operation, Battleship, Visit to the Gypsies, Word Gardening, Happy Days in Old New England and Fortune Telling.
Kindergarten Movement
After attending a lecture by Elizabeth Peabody in 1869, Milton Bradley began to promote the theory of the German educator and creator of the concept of “kindergarten” Friedrich Froebel. In short, Froebel assumed the goal of education was the development of the natural characteristics of the child, his self-disclosure. The kindergarten should carry out the comprehensive development of children, which begins with their physical growth. The core of pedagogy in his understanding should be the game. Bradley has spent most of his life promoting the kindergarten movement both personally and through the Milton Bradley Company.
In the late 1860s, Bradley became an active and somewhat fanatical supporter of Friedrich Froebel’s philosophy. From that moment on, the Milton Bradley Company began manufacturing educational products such as colored paper and paints. As a result, due to Bradley’s generosity and his exorbitant enthusiasm, the company suffered serious losses. Meanwhile, throughout the world, and especially in Europe and the United States of America, the “Long Depression” continued, which made its own adjustments to the history of Milton Bradley.
In view of the fact that all stationery was given away free of charge, in the late 1870s, investors suggested that he refuse further cooperation with kindergartens. However, Bradley ignored their request and, as a result, his friend George Tapley, who later became president of Milton Bradley, bought a share of the lost investors.
Meanwhile, the first Kindergarten opened in Springfield, with Milton Bradley’s two daughters as its first Kindergarteners and Milton, his wife and father as its first teachers. For playing and teaching children, he used multi-colored wooden geometric figures, which, according to his mentor, Friedrich Froebel, were necessary for the proper organization of the creative development of children. It took Bradley months to develop the exact shades of red, orange, yellow, green, blue and purple that remained the standard colors for children’s art supplies well into the late 20th century.
By the 1870s, the company had dozens of games in its assortment. Along with this, Milton Bradley became America’s first manufacturer of croquet sets, including mallets, balls, hoops and corner pegs. Although the game had English roots, Bradley adapted the rules of the game to suit his own sense of fair play. In 1880, the company began making puzzles.
At the turn of the century, most of the company’s revenue came from educational supplies. The Milton Bradley Company made items that any elementary school teacher could use, such as toy money, multiplication sticks, and movable dials.
By the 1890s, the Milton Bradley Company introduced the first standardized watercolor sets and educational games such as Bradley’s Word Builder and Bradley’s Sentence Builder. Bradley was also the first to produce crayon sets with standard colors, the forerunner of Crayola’s crayons and Binney & Smith’s Artista art supplies. A great passion for art education also led him to create a new color wheel and publish four books on color education.
In addition, until the end of his life, Milton Bradley stubbornly continued to publish two magazines Kindergarten News (later Kindergarten Review) and Work and Play, which did not bring any profit.
Milton Bradley Company after the death of the founder
Milton Bradley died on May 30, 1911 at the age of 74 in Springfield, Massachusetts. At first, the company was headed by Robert Ellis, who passed it on to Bradley’s son-in-law Robert Ingersoll, who in turn passed it on to George Tapley’s son, William.
In 1920, the Milton Bradley Company took over the McLoughlin Brothers, a publishing house for children’s books and games, which went out of business after the death of its founder, John McLaughlin.
In the 1920s, the company’s financial performance left much to be desired, and the situation worsened significantly in the 1930s during the Great Depression. People began to buy less board games and began to sweep only essential products from store shelves. Until 1940, the company was on the verge of bankruptcy. In order to eliminate the economic problem, the board of directors convinced James J. Shea, a businessman from Springfield, to become president of the company. Shea immediately set about reducing the company’s debt and arranged for a major overhaul of the Milton Bradley plant.
With the outbreak of World War II, the company began to produce a universal joint on the chassis of fighters. Parallel to this, updated versions of soldier play sets were released, which brought the company a total of $ 2 million. The production of board games also continued. It is worth recognizing that the number of items has decreased from 410 to 150 units. Though several new games were introduced during this time including Game of the States, Chutes & Ladders and Candyland.
B 1959 Milton Bradley released Concentration, a memory game based on the NBC television show of the same name. The novelty became a bestseller and, despite the fact that the show of the same name was closed in 1973, the game continued to be released until 1982. The commercially successful Concentration was followed by the board games Password and Jeopardy! also based on game television shows.
In 1960, Milton Bradley celebrated its 100th anniversary with a reissue of The Checkered Game of Life, which has been modernized. Unlike the original, the novelty was called “The Game of Life”, and its goal was not to achieve a happy old age, but to become a millionaire. In the same year, the phenomenal Twister was introduced, which also sold like hot cakes.
In the 1960s Milton Bradley games were licensed in Australia by John Sands Pty Ltd.
In 1967, James Shea, Jr. succeeded his father and became president of Milton Bradley. During his tenure, Milton Bradley acquired the Playskool toy manufacturer in 1968 and the E. S. Lowe Company in 1973. The latter created such hits as Bingo, Yahtzee and Scribbage.
With the surge in popularity of video games at 1978 Milton Bradley released an electronic game called Simon, which by 1980 had become the brand’s best-selling product. In 1979, programmer Jay Smith designed the first portable console based on the Microvision cartridge for Milton Bradley.
In 1983, Milton Bradley acquired General Consumer Electronics (GCE), which owned the rights to the potentially lucrative new Vectrex vector game console.
In the late 1980s and early 1990s, Milton Bradley sold a series of games (notably HeroQuest and Battle Masters) in North America that were developed in England by Games Workshop (GW). For the most part, the video games drew on the Warhammer GW fantasy universe, albeit without explicit reference to the Warhammer product line.
Milton Bradley part of Hasbro
In 1984, Milton Bradley was acquired by Hasbro. The parent company then briefly adopted the Hasbro Bradley name, but soon shortened it to Hasbro.
In 1990, Gator Golf, Crack the Case, Mall Madness and 1313 Dead End Drive were released.
In 1991, Hasbro acquired Milton Bradley’s former archrival Parker Brothers. At 1998 MB merged with Parker Brothers to form Hasbro Games. After the merger, Milton Bradley and Parker Brothers became the Hasbro brands, but in 2009 they were finally reformed and renamed Hasbro Gaming.
The most famous games Milton Bradley
During the 149 years of the company’s existence, more than 400 original games have been released by the company.
The most popular and commercially successful are:
Battleship
Hinterhalt
HeroQuest
Hotel
Incognito
Looping Louie
Mankomania
Schweinerei
Slotter
Spiel der Spiele
Spiel des Lebens
Spiel des Wissens
StarQuest
Stratego
Traumtelefon
Twister
Die Gamemaster Series
Vier gewinnt
Wer ist es?
Among the constructors, Plasticant looked especially curious – a modular system of plastic construction, consisting of separate plastic tubular elements connected with plastic dowels. In addition, the set included yellow and white elements of different sizes, as well as wheels, gears and cog screws, which, as is the case with similar Lego or Fischertechnik systems, could form a single structure from simple plastic parts.
In 2004, Milton Bradley was posthumously inducted into the Toy Industry Hall of Fame and in 2006 into the National Inventors Hall of Fame.
For a complete list of Milton Bradley Company products, click here.
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Tours to the hotel MILTON 4* Super from Moscow
Abano Terme
Abu Dhabi
Abkhazia
Avignon
Austria. Thermal spas
Ajman
Azerbaijan – the land of fires
Azerbaijan. mountain resorts
Azerbaijan. Treatment and recovery
Azerbaijan. Rest on the sea
Azerbaijan: friendship of peoples
Azerbaijan: we go and taste
Azerbaijan: go and eat
Azerbaijan: in the footsteps of Leyli
Azerbaijan: secrets of ancient crafts
Azerbaijan: southern charm
Ayia Napa
Alanya
Algarve
Alicante
Hello, is this the prince?
Almaty
Almaty – the southern capital
Altai: golden autumn
Altai: autumn blues
Scarlet sails
Alpe d’Huez Grand Domain
Alta Badia
Amboise
Amsterdam
Enghien-les-Bains
Anglet
Anglet. Rest on the sea
England, Scotland, Wales
Andermatt
Andorra la Vella and Escaldes
Annecy. Rest on the lakes
Antalya
Antwerp
Antwerp, Bruges and Ghent. In the footsteps of the Flemish masters
Antwerp, Bruges, Ghent and Brussels. Belgian voyage
Antibes. Rest on the sea
Anzio and Nettuno
Puglia
Armenia – Georgia. In the footsteps of the heroes of Mimino
Armenia – my love!
hospitable Armenia
Armenia is waiting for you!
Armenia per week
beautiful Armenia
fabulous Armenia
sunny Armenia
Armenia, meet me!
Armenia. Big weekend
Armenia. Light
Armenia. Treatment and recovery
Armenia: to the country of Nairi
Armenia: the greatness of winter beauty
Armenia: all the best
Armenia: an interesting journey
Armenia: winter magic
Armenia: a winter fairy tale
Armenia: acquaintance
Armenia: interesting facets
Armenia: colorful vacation among the mountains
Armenia: unforgettable memories
Armenia: an unforgettable experience
Armenia: first meeting
Armenia: a pleasant acquaintance
Armenia: family trip
Armenia: the land of sun and heat
Armenian New Year
Astana
Astana: a journey into the heart of the Kazakh steppe
African Kaleidoscope
African Adventure
Bad Gastein and Bad Hofgastein
Baikal. For the New Year
Baikal autumn
Baikal holidays
Baikal ice
Baia Domizia
Baku: fashion trip
Baku: retro
Bandol. Rest on the sea
Barnaul, Belokurikha. Altai region
Barcelona
Batu Ferringhi
Bahrain
Belarus. Treatment and recovery
Belarus: all roads lead to the World
Belarus: the secrets of the Nesvizh Castle
Belgrade
Belgrade with the possibility of vaccination
Belarusian kaleidoscope
Bentota
Beruwala
Becici
Biarritz
Biarritz. Rest on the sea
Beak temle! Very tasty!
Bishkek. Opening Visa cards
Bodrum
Bologna
Great trip to Africa
Bormio
Bormes-les-Mimosas. Rest on the sea
Brazil colorful
Unforgettable Brazil
Brazil tropical
Brazil exotic
Millennial Brest
Bruges
Bruges (accommodation: Hotel Martin’s)
Bruges and Ghent. Two pearls of Flanders
Brussels
Brussels (accommodation: Martin’s Hotel)
Brussels and Antwerp. Treasures of Belgium
Brussels and Bruges. Belgium for gourmets
Brussels and Ghent. Mysterious Belgium
Brussels and Paris
Brussels and Paris for children
Budapest. city tour
Budapest: health and wellness stay and Spa
Buryatia. Ulan-Ude
Visiting Armenia
Visiting a fairy tale
Visiting a fairy tale. Mini
To Kaliningrad any day
Wadduwa
Valencia
Val Gardena and Alpe di Siusi
Val di Fassa and Moena
Vallnord
Varadero
Warsaw. Express
Waskaduwa
Waterloo
Weligama
Gorgeous Lisbon
Venice
Verbier
Verona
Versailles
Villars
Vitebsk
Vichy. Wellness, thermal baths and spas
Flavors of Brazil
Vladivostok, hello!
Vladivostok: a great trip
Vladivostok: through all Primorye from south to north (jeep tour)
In love with Armenia
Around Jordan in eight days
Volendam
Oriental fairy tale
Oriental fairy tale. Individual program
Orient Express and Essaouira
Vrdnik Banya
All colors of Baikal
All the most beautiful things in Serbia
Meeting with Armenia
All Armenia in a week
Vyborg
Weekend in Geneva
Havana
Gazprom
Gazprom (all-season mountain resort)
Gallop to Armenia
Galzignano Terme
Gelendzhik
Herceg Novi
Herzliya
Giethoorn
Gomel
Gorno-Altaisk, Manzherok. Altai Republic
Grandvalira
Grand Tour of Europe (flight to Milan)
Grimaud. Rest on the sea
Grindelwald
Grodno
Gstaad
Dax. Wellness, thermal baths and spas
Dalaman and Sarigerme
Two coasts of South Africa and an unforgettable safari
Two deserts of Iran and Qom
Two capitals of Kazakhstan
Desaru
Jimbaran
Georgetown
Wild and defenseless Africa
Dominican Republic
Antiquities, maples, modern
Dublin
Egypt: Active Sinai
Yerevan
Yerevan – Gyumri: weekend in Armenia
Yerevan – Gyumri: stories of two capitals
Yerevan – Gyumri: classics of two capitals
Yerevan – Gyumri: the lights of two capitals
Yerevan jan!
Yerevan with the possibility of vaccination
Yerevan with the possibility of opening an account for individuals
Yerevan. On weekend
Yerevan. Opening an account for individuals with individual support
If you haven’t seen Baku
Essentuki
Pearls of Armenia
Pearls of Kyrgyzstan
Pearls of the Mediterranean
Pearls of Uzbekistan
Pearls of the Sea of Japan. Individual program
Juan-les-Pins. Rest on the sea
For health in Tyumen
Saalbach and Hinterglemm
Mysterious Andalusia – the southern crown of Spain (flight to Malaga)
Salzburg
Zanzibar
Reserved corners of Asturias and boundless Galicia (flight to Madrid)
Seefeld
Sölden and Lengenfeld
Winter in the Japanese Alps
Winter pearls of Kyrgyzstan
Zlatibor
Explore Cappadocia (no tours)
Introduction to Milan
Exploring Rome
Meet Barcelona!
Meet Madrid!
Golden Ring of Persia
Golden triangle
Golden Triangle and Varanasi
Golden Triangle and Khajuraho
The other side of Istanbul
Israel. The Dead Sea
South African delights
Imperial cities and the Sahara Desert
Imperial cities and northern Morocco
India classic
Innsbruck and Igls
Innsbruck-Igls
Interlaken
Jordan. The Dead Sea
Jordan. On weekend
Kingdom of Jordan
Iran. Mini trip
Iran Classic
Iran Classics and Gulf Coast
Irkutsk and Irkutsk region
Ireland – country of the Celts
Ireland – country of the Celts and holidays in Dublin
Irony of Fate or Happy New Year in Armenian
Spanish ballad (flight to Barcelona)
Spanish ballad (flight to Madrid)
Italy and Switzerland (flight to Milan)
Italy from Rome to Venice
Italy from Rome to Milan
Italian classic (flight to Rome)
Italian holidays
Ischgl and Kapl
Yer. Rest on the sea
Cavalier-sur-Mer. Rest on the sea
Caucasus: more than a trip
Caucasus: a great journey
Caucasus: proud beauties
Caucasus: the most hospitable mountains of Russia
Caucasus: vivid images
Caucasian Mineralnye Vody and Karachay-Cherkessia
Kazan
Kazan – Bulgars: connection through the centuries
Kazan: all inclusive
Kazan: all colors
Historic Cairo
Calabria
Kaliningrad and Kaliningrad region
Kaliningrad region: in the distant kingdom
Kaliningrad region: Royal holidays and rest in the Nesselbek castle
Kaliningrad region: in the very west of Russia
Kaliningrad region: amber mosaic
Kalutara
Kamchatka – the end of the earth
Kamchatka is a unique land
Kamchatka for you
Kamchatka in a week – acquaintance
Kamchatka. Hits
Kamchatka Territory
Holidays in the country of the lakes
Cancun
Cannes. Rest on the sea
Cagnes-sur-Mer. Rest on the sea
Khao Lak
Caorle
Cap d’Agde. Rest on the sea
Cap d’Ail. Rest on the sea
Cappadocia (no tours)
Carcassonne
Karlovy Vary
Casablanca
Cassis. Rest on the sea
Kerala (Ayurveda)
Kislovodsk
Kitzbühel
Classic Jordan. Individual program
Classic Italy (flight to Milan)
Classic Italy (flight to Rome)
Classic Malaysia
Classic Riviera
Classical Switzerland
Classic Japan
Classical Japan and vacation in Okinawa. Individual program
Classical Japan with children. Individual program
Japanese maple leaves and onsen
Principality of Monaco
Principality of Monaco. Rest on the sea
Koggala
Cogolin. Rest on the sea
Kopaonik
Kortrijk
Kosgoda
Baikonur Cosmodrome
Costa-Barcelona
Costa Blanca
Costa Brava
Costa del Sol
Costa Dorada
Kota Kinabalu
Krakow and Warsaw. On the Roads of Kings (flight to Warsaw)
Krakow, Wroclaw and Warsaw. Polish voyage (flight to Warsaw)
Krakow, Gdansk and Warsaw. Three Polish capitals (flight to Warsaw)
Crans-Montana
Kranjska Gora
Krasnaya Polyana
Krasnaya Polyana (all-season mountain resort)
Krasnaya Polyana (Bright autumn holidays)
The beauty of the Western Cape and the Big Five
Kronplatz
Wings of Tatev
Crimea: 33 pleasures
Crimean circumnavigation: from east to south
Crimean circumnavigation: from south to east
Crimean grand tour: from east to south
Kuala Lumpur
Courmayeur
Kusadasi
Kyrgyzstan and Uzbekistan – Eastern caravan
La Grande Motte. Rest on the sea
La Croix-Valmer. Rest on the sea
Langkawi
Langkawi and Kuala Lumpur
Larnaca
La Ciotat. Rest on the sea
Les Baux-de-Provence
Leuven (accommodation: Hotel Martin’s)
Legends of ancient Armenia
Legian
Le Grau-du-Roi. Rest on the sea
Glacier Express
Leiden
Leukerbad
Le Lavandou. Rest on the sea
Medical Naftalan
Therapeutic Naftalan. Light
Livigno
Lido di Jesolo
Limassol
Lignano, Bibione
Lisbon
Lisbon. Light
Lisbon Riviera
London
London (no tours)
London Budget (2 excursions)
London and Edinburgh (2 excursions)
London and Edinburgh (5 excursions)
London Premium (7 excursions)
London Prestige (8 excursions)
London of different eras (8 excursions)
London Standard (4 excursions)
London Super (6 excursions)
London Triumph (4 excursions)
Best in Brazil
The best of South Africa and the turquoise paradise of Mozambique
The best moments of Greek history
Favorite city
Luxembourg
Luxembourg and Brussels (flight to Brussels)
Luxembourg and Brussels (flight to Luxembourg)
Luxembourg and Paris
Luxembourg and Strasbourg
Mauritius
Madonna di Campiglio and Pinzolo
Madrid
Madrid and Royal Castile. UNESCO heritage (flight to Madrid)
Mayrhofen and the Ziller Valley
Malaga
Maldives
Malta
Manosque
Marianske Lazne
Maribor Pohorje
Marche, Cattolica
Marmaris
Morocco: a gastronomic adventure
Marsa Alam
Marseille
Muscat
Menton. Rest on the sea
Mechelen
Mechelen (accommodation: Hotel Martin’s)
Mexico City
Dreams come true
Milano Marittima
Mineralnye Vody
Minsk. On weekend
Minsk. Opening of Visa/Mastercard cards
Mirissa
Mogilev
The power of the African elements
Istanbul Mosaic
Mont Blanc
Montpellier
Montegrotto Terme
My Armenia
Olkhon Island
Enjoy Armenia
Naples
A week in Armenia
Week of holidays in Armenia
Unforgettable Jordan. Individual program
Netanya
Nice. Rest on the sea
Novi Sad
New Year holidays in Armenia
New Year’s weekend in Armenia
New Year’s Armenia
New Year’s week in Armenia
Novorossiysk
New Year in Armenia
New Year in Kyrgyzstan
New Year and Christmas in Armenia
Neustift
Nusa Dua
Nha Trang
Lights of Dagestan (accommodation: on the coast)
Once upon a time in Geneva
Lake Garda
Lake Como
Lake Maggiore
Oludeniz
Ossetia and Ingushetia
Ostend
Ostend and Bruges
Koh Samui
Paradisks
Paris and Brussels
Passo Tonale
Pattaya
first date
Persian Express
Petrovac
Pissouri
In the footsteps of great civilizations
Mediterranean coast
Volga region: three capitals
Podebrady
flew to Armenia
Ponte di Legno
Portugal – a land of wonders and fairy tales
Portugal: classic and ocean breeze
Portuguese duo
Portuguese study
Festive Crimea
Pre-Christmas holidays in Armenia
Adventure in Persia
Protaras
The pulse of the metropolis and the enchanting nature of Africa
Victorian Travel
Traveling in Israel (accommodation: Jerusalem)
Traveling in Israel (accommodation: Netanya)
Traveling in Israel (accommodation: Tel Aviv)
Journey through the Emerald Isle
Journey through the north of Belgium – Limburg
Phangnga
Phuket
Pyatigorsk
Ras Al Khaimah
Rafailovici
Republic of Tatarstan: along the roads of Kazan khans
Republic of Khakassia
Riviera Maya
Rome and holidays in Sicily
Rimini
Rio de Janeiro and Buzios
Rio de Janeiro and Buzios. Super offer
Rio de Janeiro and Iguazu Falls
Rio de Janeiro and the Iguazu Falls. Super offer
Christmas Armenia
Christmas meeting with Armenia
A Christmas story for families with children
Armenian Christmas lights
Christmas in Armenia
Rosa Khutor
Rosa Khutor (all-season mountain resort)
Roquebrune-Cap-Martin. Rest on the sea
Romance of Egypt
The luxury of a bygone era
Rotterdam
Happy New Year, Armenia
Saas-Fee
Salam, Azerbaijan!
Salon-de-Provence
Samarkand
Sanary-sur-Mer. Rest on the sea
St. Anton
St. Moritz
St. Petersburg
St. Petersburg – day after day. Golden Collection
St. Petersburg classic
St. Petersburg for holidays
St. Petersburg: unforgettable days on the banks of the Neva
Big Five Safari
Safari in the heart of the Great Rift Valley
Safari in Tanzania. Express
Sveti Stefan
Sevan. Rest on the lake
North Ossetia and Kabardino-Balkaria
North Ossetia and Chechnya: my heart is in the mountains
North Ossetia for the weekend
North Ossetia, Ingushetia, Kabardino-Balkaria: colors of the Caucasus
North Ossetia: Nart’s apple
Seychelles
Alpine Longevity Secrets
Seminyak
Saint-Jean-de-Luz
Saint-Jean-de-Luz. Rest on the sea
Saint-Jean-Cap-Ferrat. Rest on the sea
Saint-Laurent-du-Var. Rest on the sea
Saint-Paul-de-Vence
Saint-Raphael. Rest on the sea
Saint-Remy-de-Provence
Saint-Cyr-sur-Mer. Rest on the sea
Sainte-Maxime. Rest on the sea
Saint-Tropez. Rest on the sea
Serbia and Bosnia
Serbia. Medical resorts
Serbia: wine routes
Serbia: gastronomic journey
Serbia: go and eat
Silver ring of Japan. Individual program
Serfaus, Fiss and Ladis
Seoul and surroundings
Seoul stories
Silvaplana
Sicily
Fairy New Year
Self-assembled tablecloth
Scuol
Slavic weekend
Slovakia. Health resorts
Slovenia. Health resorts
Slovenia. lakes
Slovenia. beach holiday
Treasures of the north of Spain and the luxury of Biarritz (flight to Madrid)
Sorrento and Amalfi Coast
Mediterranean fairy tale (flight to Barcelona)
Sremski Karlovci
Stavropol
Istanbul (no tours)
Istanbul (accommodation: historic city center; no tours)
Istanbul (accommodation: Laleli district; no tours)
Istanbul for the weekend
Istanbul with the possibility of vaccination
Istanbul. Opening Mastercard and Maestro cards
Istanbul. Express
Strasbourg
Taj Mahal – the eighth wonder of the world
Secrets of Baikal
Tangalle
Tanjung Benoa
Tashkent
Tehran and Isfahan
Tehran and Shiraz
Tel Aviv
Tenerife (Canary Islands)
Greenhouse
Thermal Hotels GB Hotels
Baths of Tuscany
Theoule-sur-Mer. Rest on the sea
Tigers and the Golden Triangle
Tokyo with children. Individual program
Tokyo. Individual program
Tokyo: yesterday and today
Tokyo: yesterday and today. Light
Krakow only (flight to Warsaw)
Krakow only (flight to Krakow)
Tongeren
Tuscany
Three days with St. Petersburg
Three Valleys
Three Kingdoms (flight to Barcelona)
Turkestan
Turret
Turret. Wellness, thermal baths and spas
Tyumen region: Romanovs in Siberia (Imperial route)
Tyumen and Tyumen region
Tyumen and the Tyumen region: to Siberia at will
Tyumen and Tyumen thermal baths. Hot heart of Siberia
Ubud and the beach
Amazing New Year
Uzbekistan classic in 7 days (departure from Tashkent)
Uzbekistan classic in 7 days (departure from Urgench)
Uzbekistan. Eastern Express
Uzbekistan. Express
Uzbekistan: to the heart of Tamerlane’s empire
Uzbekistan: Treasures of the Timurid Empire
Uluwatu
Umm Al Quwain
Unawatuna
Utrecht
Fethiye
Florence
Frantiskovy Lazne
Frejus. Rest on the sea
Fujairah
Fiuggi
Hajduszoboszlo
Halkidiki
Haarlem
Hasselt
Hikkaduwa
Croatia. Rest on the sea
I want to go to Sevastopol (southwestern Crimea)
I want to Feodosia
I want to go to Yalta (Southern coast of Crimea)
Temples and monasteries. Individual program
Hua Hin
Hurghada
Tsaghkadzor
Tsaghkadzor
Tsaghkadzor. Winter mood
Zell am See, Schüttdorf and Kaprun
Zermatt
Cervinia and Valtournenche
Four capitals of Japan. Individual program
Chechnya, North Ossetia, Ingushetia, Kabardino-Balkaria: attraction of the Caucasus
Cilento
Chantilly
Sarvar
Sharjah
Sharm El Sheikh
Sri Lanka – dream island + seaside vacation
Sri Lanka – paradise island + seaside vacation
Sri Lanka in 2 days + vacation at sea
Sri Lanka: culture and nature + seaside holidays
Sri Lanka: main attractions + seaside holidays
Shymbulak
Shymkent
Evasion-Mont-Blanc
Eger and Egerszalok
Exotics of southern latitudes
Aix-en-Provence
El Batina
El Jadida
Espace Killy
This wonderful New Year
South Africa, Botswana, Zimbabwe: flavor of three African countries
Southern crown of Spain – New Year’s Andalusia (flight to Malaga)
Japan East to West
Japan East-West and Shikoku
Japan from east to west. Individual program
Vibrant colors of southern and eastern Africa
Jachymov
List of schools in Southend-on-Sea – Wikipedia
Essex county limits.
This is the list of schools in Southend-on-Sea in the English county of Essex.
Contents
1 Budget schools
1.1 Primary schools
1.2 Non -selective secondary schools
1.3 gymnasium
1.4 Special and alternative schools
1.5 Further education
2 Independent schools
9001 2.2 High Schools and Comprehensive Schools
2.3 Special and Alternative Schools
3 Recommendations
4 external link
Budget schools
Primary schools
Primary school and Children’s Center Blenheim
Primary school Bornmut Park
School Bournes Green Junior
Chalkwell Hall 900 9001 Hall
Eastwood Elementary School
Edwards Hall Elementary School
Fairways Elementary School
Monks Elementary School and Kindergarten
Hamstel Junior School
Primary school of hecroft
Primary school of community Hinguar
Leigh North Street Junior School
Primary school and kindergarten Milton Holla 900 900 900
Sad Porters and Children
Prince Avenue Elementary School and Kindergarten
Richmond Avenue Elementary School
Sacred Heart 9 Catholic Elementary School and Kindergarten0020
Catholic elementary school of St. George
Catholic primary school of St. Helena
Saint-Mary, Prottlwell, primary school COFE
Primary school Satton
Grinwais World Cornwais Complex
Junior
Li
Li
Westboro Elementary and Kindergarten
Non-Selective High Schools
Belfairs Academy [1]
Cecil Jones Academy [2]
CHAZ CHAZ [3]
Eastli Academy [4]
Senbernara secondary school
Secondary school of mora [6]
Medium average average average Shoeburyness School [7]
Southchurch Secondary School [8]
Grammar Schools
Southend-on-Sea unitary authority is the area shown in yellow at number 14 on this map
0017 Sautend secondary school for boys [9]
Sautend secondary school for girls [10]
WestCliff High School for boys [11]
WITCLIPHCA Secondary School for girls [12] 9002 Special and Alternative Schools
Our Infant Program is Designed to Give You Peace of Mind
Are you looking for a safe and nurturing place where your baby can receive loving care while you’re at work? Our Infant Care Program is committed to making the first transition away from home natural and easy for both you and your child.
In our calm and secure environment, our teachers will spend ample amounts of time rocking, cuddling, talking, singing, and engaging with your little one. Through thoughtful efforts, they will turn ordinary caregiving routines into teachable moments, based on individual needs and developmental level, following a curriculum designed for even our youngest learners.
Babies experience rapid physical growth and brain development during the first two years of life, and they use their senses and motor skills to help them comprehend the world around them. Cognitive development is fostered by the environment, nourishment, care, and stimulation to which a baby is exposed.
We are committed to providing positive environments which stimulate brain development, so infants have plenty of opportunities to develop their motor skills and explore with all their senses.
When To Send Your Child to Infant Daycare
Our infant daycare program invites children starting at the age of six weeks up to 18 months. Though our program begins at six weeks, there’s no pressure to send your child right away. Choosing when you send your infant to daycare is a personal decision that must be made based on your family’s schedule.
What makes a quality infant care program?
When choosing an infant daycare, you’ll want to find a quality program. As you begin your search, look for the following factors to ensure you are choosing the right program for your child.
>Secure Environment. Your infant’s security should be the top priority for an infant daycare. Don’t be afraid to ask about the safety measures a program takes to ensure your child is protected.
>Accreditation. Though accreditation is not required for infant care facilities, this shows that the program goes above and beyond to provide a high-quality experience.
>Small Class Sizes. Caring for multiple infants at once can be a monumental task. You’ll want to ensure that the infant care program you choose has small classes and a reasonable teacher-to-child ratio.
>Defined Areas. When touring a program, make sure they have defined areas for playing, sleeping, eating, and more. This ensures that teachers know where your child is in the room and sets boundaries that keep children safe.
>Positive Interactions. Lastly, you’ll want to make sure that the teachers in the program are positive influences on your child. When you go to tour a program, watch how teachers interact with your infant and determine whether these interactions are favorable.
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WHAT MAKES OUR INFANT PROGRAM YOUR BEST CHOICE?
Loving, caring teachers
Safe, nurturing, home-like environments
Consistent and transparent communications
We address your child’s unique needs and interests
Exceptional skill-based education – even for our youngest learners
We create fun-filled days and engaging ways for children to learn while they play
We provide a safe place for your child to explore
Our individualized instruction recognizes that each child is unique and allows children to thrive in their own ways
Preparing Your Child to THRIVE
Your child is unique, and we are happy to provide an educational, fun, and nurturing environment where each child can develop and thrive in order to build a bright future with unlimited possibilities.
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A Place As Nurturing As Home
As parents, we understand how hard it can be to entrust the care of your infant to someone else. Of course, you want to be there for each smile, squirm, and squeal. With our infant daycare program, you will. We take a partnership approach with parents, from working with you to developing your baby’s daily schedule to capturing special moments with photos and sending them to you. Each day, you receive detailed written reports of your little one’s feeding, sleeping, diapering, and learning activities. At our infant daycare program, we make sure this first transition away from home is smooth and joyful for you and your baby.
Fostering Foundational Skills
Experiences during your child’s first three years of life are pivotal to his or her physical, intellectual, and socio-emotional growth. In fact, 82% of the brain develops during this time. Through personalized care and engaging activities in a calm, secure environment, our professional team fosters your baby’s early foundational skills.
Cognitive:
Early brain development is dependent on a multitude of factors, including caregiver responsiveness, exposure to language and conversation, nutrition, and physical activity. In our daycare curriculum, we take a holistic approach to support growth in all areas.
Socio-Emotional:
Recent brain research reveals that emotional and cognitive development are closely interrelated. Providing responsive caregiving to infants not only helps them begin to regulate their emotions and gain a sense of safety and predictability in their social environments but also strongly supports attention and learning.
Physical:
The development of small and large muscles is important during these early years of life. Whether your baby is just starting to raise his or her head, rolling from stomach to back, or taking that first step, our nursery offers plenty of comfortable space for him or her to practice these burgeoning motor skills in a safe and secure environment.
Developmental Activities Include:
Attentive Talking: Language is key to learning for infants — and not just hearing a steady stream of words. Research indicates a back-and-forth exchange of words, sounds, and expressions between caregiver and child is an active ingredient to brain development. Throughout all hours of daycare school, our caregivers not only talk to your baby but also tune in to their responses and encourage vocalizing and babbling.
Story Time: It’s never too early to start reading to children. Every day, our professional caregivers read to your baby, which boosts his or her awareness, listening, and memory skills.
Rhyming & Singing: Song and music strengthen cognitive skills and enhance babies’ moods. Our caregivers are often singing and cooing to your infant, creating a loving and positive environment.
Rocking & Cuddling: Caregivers provide continual physical and emotional support to your infant through rocking and cuddling. These early interactions positively influence socio-emotional development.
Baby Signs®: Before even learning to talk, your baby can communicate when he or she is hungry, tired, hot, or cold through Baby Signs®, the original sign language program for infants. Baby Signs® has proven to be an effective tool for minimizing infants’ frustration with communication and boosting emotional development.
Positive Play: Our experienced teachers encourage play with carefully selected toys to help develop your infant’s gross and fine motor skills, hand-eye coordination, visual tracking, and creative and cognitive skills.
Safety First: As they develop their motor skills and minds, babies need plenty of room to move and explore. To ensure your little one’s safety, the nursery in our infant program complies with the strictest state and federal safety regulations, as well as those imposed by toy and equipment manufacturers.
Your Baby’s Home Away from Home
The first few years lay the foundation for success for the rest of your child’s life, and we know you wish you could be there for each and every moment. That’s why we offer a collaborative infant daycare program. Our staff and caregivers work so closely with parents that they often feel we are extended family. Our approach to infant child care is as professional as it is personal. Through research-informed environments and activities, we help foster essential skills for school and life, while nurturing your baby’s pivotal early development.
Our Promise
We provide parents with peace of mind by giving children an exceptional education every fun-filled day in a place as nurturing as home.
Choose a School Where Your Child Can Thrive
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Child Care Assistance Program for Families
To support all families in accessing high quality child care, the Child Care Assistance Program (CCAP) provides financial assistance to low-income families while they are working or attending school.
CCAP WAITLIST WILL BEGIN OCTOBER 1, 2022
With changes in rates & eligibility the number of families applying and eligible for CCAP exceeds funds now available to serve families. A waitlist has been established so eligible families can access slots as soon as funding is available again. For more information, please see the CCAP Waitlist FAQs.
Do I Qualify For Child Care Assistance (CCAP)?
CCAP Resource Guide for Families Seeking Employment or Training
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CCAP Resource Guide for Families Seeking Employment or Training (Arabic)
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CCAP Resource Guide for Families Seeking Employment or Training (Spanish)
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CCAP Resource Guide for Families Seeking Employment or Training (Vietnamese)
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CCAP Resource Guide for Homeless Families
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CCAP Resource Guide for Homeless Families (Arabic)
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CCAP Resource Guide for Homeless Families (Spanish)
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CCAP Resource Guide for Homeless Families (Vietnamese)
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Child Care Assistance Application Checklist
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Child Care Assistance Application Checklist (Spanish)
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Child Care Assistance Application Checklist (Vietnamese)
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Child Care Assistance Paper Application
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Child Care Assistance Paper Application (Spanish)
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Child Care Assistance Paper Application (Vietnamese)
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Child Care Assistance Report of Changes Form
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Child Care Assistance Report of Changes Form (Spanish)
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Child Care Assistance Report of Changes Form (Vietnamese)
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Early Childhood Developmental Screenings Guidebook
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Early Childhood Resource Guide for Preventing Expulsion & Suspension
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Informational Resources for Partners
Partners interested in sharing CCAP information and resources can access our communications toolkit, with downloadable and printable materials.
CCAP Informational Flyer
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CCAP Informational Flyer (Spanish)
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CCAP Social Media Graphics (English)
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CCAP Social Media Graphics (Spanish)
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QR Code (CCAP Application Portal)
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QR Code (CCAP Main Landing)
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Contact Information
CCAP Household Eligibility P.O. Box 260037 Baton Rouge, LA 70826
Louisiana Department of Education 1201 North Third Street Baton Rouge, LA 70802-5243 Toll-Free 1.877.453.2721
Can day care programs for children under 6 in low- and middle-income countries reduce the risk of drowning?
Key information
A day care program with additional features such as community (out-of-hospital) education, parent education, and parent playpens for use outside the day care center is likely to reduce the risk of death from drowning among children under 6 years of age living in in areas where a large number of children per year die from drowning.
Why did we prepare this Cochrane Review?
Children living in rural areas near open bodies of water are at risk of drowning, especially if they do not go to school or are left unattended. Childcare is recommended to prevent drowning accidents. Establishing an out-of-home day care center can help with this.
We wanted to find out if a day care program for children under 6 in low- and middle-income countries can help reduce drowning accidents (fatal and non-fatal).
What have we done?
We searched for studies examining the effect of a day care program for children under 6 years of age in reducing drowning accidents. The day care program can help to implement other additional measures, such as the organization of educational activities aimed at preventing injury or drowning, as well as educational activities for young children.
How up-to-date is this review?
We have included evidence published up to 18 August 2020.
What did we find?
We found two studies in rural Bangladesh involving 252,631 children.
One study lasted 4 years and 8 months. It assessed the impact of a day care program with additional features such as parent education, parent playpens, community education, compared to a program without day care.
Another study lasted 3 years and 4 months. The effectiveness of the day care program without additional features and the combined day care program with the provision of playpens to parents was compared with the provision of playpens to parents only.
What are the main findings of our review?
Compared to a program without day care, a day care program for children under 6 combined with parent education, parent playpens, and community education is likely to reduce the risk of death from drowning (evidence from one study of 136 577 children). For every 100,000 children under age 6 not enrolled in day care, 77 children may die from drowning. Compared to children included in the day care program, this figure is 14.
Providing this extra day care program was found to be cheaper than the cost of annual loss due to sickness, disability, or early drowning death (evidence from one study of 136,577 children).
We are unsure about the effectiveness of the day care program compared to providing playpens to parents. In addition, we are uncertain about the effectiveness of a day care program in combination with the provision of playpens to parents, as compared to the provision of playpens to parents alone.
None of the studies reported non-fatal drowning accidents, water hazards, program safety levels, or risks of other accidental injuries.
Limitations of evidence
Results were obtained from two observational studies that looked at the effect of a factor (eg, the effectiveness of a day care program), without affecting subjects or bystanders. Evidence from observational studies is not as strong as evidence from randomized controlled trials, in which people are put into groups at random.
We are moderately confident that day care programs (with additional features) reduce the risk of death from drowning among children under 6 years of age. Further research is likely to increase our confidence in the results.
Translation notes:
Translation: Fayzullina Elina Ilgizovna. Editing: Prosyukova Ksenia Olegovna. Project coordination for translation into Russian: Cochrane Russia – Cochrane Russia on the basis of the Russian Medical Academy of Continuing Professional Education (RMANPE). For questions related to this transfer, please contact: [email protected]
Day care as a strategy to prevent drowning among children under 6 years of age in low- and middle-income countries – De Buck, E – 2021
Background
Drowning is responsible for an estimated 320,000 deaths a year, and over 90 % of drowning mortality occurs in low- to middle-income countries (LMICs), with peak drowning rates among children aged 1 to 4 years. In this age group, mortality due to drowning is particularly common in rural settings and about 75% of drowning accidents happen in natural bodies of water close to the home. Providing adequate child supervision can protect children from drowning, and organized formal day care programs could offer a way to achieve this.
Objectives
Primary objective
• To assess the effects of day care programs for children under 6 years of age on drowning-related mortality or morbidity, or on total drowning accidents (fatal and non-fatal), in LMICs , compared to no day care programs or other drowning prevention interventions
Secondary objectives
• To assess the effects of day care programs in LMICs for children under 6 years of age on unsafe water exposure
• To assess safety within these programs (e.g. transmission of infection within day care, physical or sexual abuse of children within day care)
• To assess the incidence of unintentional injury within these programs
• To describe the cost‐effectiveness of such programs, in relation to averted drowning-related mortality or morbidity
CINAHL, as well as two trial registries.
December 16, 2019, and for an update on February 9, 2021, we searched 12 other resources, including websites of organizations that develop programs targeted to children.
Selection criteria
We included randomized, quasi-randomized, and non-randomized controlled studies (with explicitly listed specific study design features) that implemented formal day care programs as a single program or combined with additional out-of-day care components (such as educational activities aimed at preventing injury or drowning or early childhood development activities) for children of preschool age (below 6 years of age) in LMICs for comparison with no such programs or with other drowning prevention interventions. Studies had to report at least one outcome related to drowning or injury prevention for the children enrolled.
Data collection and analysis
Two review authors independently performed study selection and data extraction, as well as risk of bias and GRADE assessment.
Main results
Two non-randomized observational studies, conducted in rural Bangladesh, involving a total of 252,631 participants, met the inclusion criteria for this review. One of these studies compared a formal day care program combined with parent education, playpens provided to parents, and community-based activities as additional out-of-day care components versus no such program. Overall we assessed this study to be at moderate risk of bias (moderate risk of bias due to confounding, low risk of bias for other domains). This study showed that implementation of a formal day care program combined with parent education, provision of playpens to parents, and community-based activities, in a rural area with a high drowning incidence, likely reduces the risk of death from drowning over the study period of 4 years and 8 months compared to no day care program (hazard ratio 0.18, 95% confidence interval [CI] 0.06 to 0.58; 1 study, 136,577 participants; moderate-certainty evidence). Drowning morbidity (non-fatal drowning resulting in complications), total drowning (fatal and non-fatal), unsafe water exposure, and program safety (e.g. transmission of infection within day care, physical or sexual abuse of children within day care) were not reported, nor was the incidence of other unintentional injuries. Cost-effectiveness was reported as 812 USD (95% CI 589 to 1777) per disability-adjusted life-year averted as a consequence of drowning (moderate-certainty evidence). The second study compared day care programs with or without playpens provided to parents as an additional component versus only playpens provided to parents as an alternative drowning prevention intervention. Overall we assessed the study to be at critical risk of bias because we judged bias due to confounding to be at critical risk. As the certainty of evidence was very low, we are uncertain about the effects on drowning mortality rate of implementing a day care program compared to providing playpens (rate ratio 0. 25, 95% CI 0.15 to 0.41; 1 study; 76,575 participants; very low-certainty evidence). Likewise, we are uncertain about the effects of a day care program with playpens provided as an additional component versus playpens provided alone (rate ratio 0.06, 95% CI 0.02 to 0.12; 1 study, 45,460 participants; very low-certainty evidence). The other outcomes of interest – drowning morbidity, total drowning, unsafe water exposure, program safety, incidence of other unintentional injuries, and cost-effectiveness – were not reported.
Authors’ conclusions
This review provides evidence suggesting that a day care program with additional out-of-day care components such as community-based education, parent education, and playpens provided to parents likely reduces the drowning mortality risk in regions with a high burden of drowning compared to no intervention.
PICOs
Population
Intervention
Comparison
Outcome
Can day care programs for children under 6 in low- and middle-income countries reduce the risk of drowning?
Key information
A day care program with additional features such as community education (in the out-of-hospital setting), parent education, and provision of parent playpens for use outside the day care center is likely to reduce the risk of death from drowning among children in under the age of 6 living in areas where drowning kills a large number of children a year.
Why did we prepare this Cochrane Review?
Children living in rural areas near open bodies of water are at risk of drowning, especially if they do not go to school or are left unattended. Childcare is recommended to prevent drowning accidents. Establishing an out-of-home day care center can help with this.
We wanted to find out if a day care program for children under 6 in low- and middle-income countries can help reduce drowning accidents (fatal and non-fatal).
What have we done?
We searched for studies examining the effect of a day care program for children under 6 years of age in reducing drowning accidents. The day care program can help to implement other additional measures, such as the organization of educational activities aimed at preventing injury or drowning, as well as educational activities for young children.
How up-to-date is this review?
We have included evidence published up to 18 August 2020.
What did we find?
We found two studies in rural Bangladesh involving 252,631 children.
One study lasted 4 years and 8 months. It assessed the impact of a day care program with additional features such as parent education, parent playpens, community education, compared to a program without day care.
Another study lasted 3 years and 4 months. The effectiveness of the day care program without additional features and the combined day care program with the provision of playpens to parents was compared with the provision of playpens to parents only.
What are the main findings of our survey?
Compared to a program without day care, a day care program for children under 6 combined with parent education, parent playpens, and community education is likely to reduce the risk of death from drowning (evidence from one study involving 136,577 children). For every 100,000 children under age 6 not enrolled in day care, 77 children may die from drowning. Compared to children included in the day care program, this figure is 14.
Providing this extra day care program was found to be cheaper than the cost of annual loss due to sickness, disability, or early drowning death (evidence from one study of 136,577 children).
We are unsure about the effectiveness of the day care program compared to providing playpens to parents. In addition, we are uncertain about the effectiveness of a day care program in combination with the provision of playpens to parents, as compared to the provision of playpens to parents alone.
None of the studies reported non-fatal drowning accidents, water hazards, program safety levels, or risks of other accidental injuries.
Limitations of evidence
Results were obtained from two observational studies that looked at the effect of a factor (eg, the effectiveness of a day care program), without affecting subjects or third parties. Evidence from observational studies is not as strong as evidence from randomized controlled trials, in which people are put into groups at random.
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Frequently Asked Questions
How much does daycare cost in Roselle Park?
The cost of daycare in Roselle Park is $803 per month. This is the average price for full-time, based on CareLuLu data, including homes and centers.
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The Gateway Family YMCA – Union ResourceNet
The Gateway Family YMCA (formerly The YMCA of Eastern Union County) is a powerful association of men, women and children of all ages and from all walks of life joined together by a shared passion: to strengthen the foundations of community.
With a commitment to nurturing the potential of kids, promoting healthy living and fostering a sense of social responsibility, the Y ensures that every individual has access to the essentials needed to learn, grow and thrive. Anchored in more than 13 neighborhoods throughout Eastern Union and Middlesex Counties in New Jersey, the Y has the long-standing relationships and physical presence not just to promise, but to deliver, lasting personal and social change.
Though the world may be unpredictable, one thing remains certain – the Y is, and always will be, dedicated to building healthy, confident, connected and secure children, adults, families and communities.
We serve nine Union County communities (Clark, Elizabeth, Hillside, Linden, Kenilworth, Rahway, Roselle, Roselle Park and Union) and three Middlesex communities (Avenel, Carteret, Colonia, Port Reading, Sewaren, Winfield Park, and Woodbridge). We have a registered membership of nearly 15,000 and an annual operating budget of $12 million.
The YMCA has four full facility branches in Elizabeth, Rahway and Union (Five Points Tucker & Wellness Center). In addition, four preschool childcare centers and 30 school age child care sites in schools located in Elizabeth, Hillside, Kenilworth, Linden, Rahway and Union. Senior Day Care is provided through the W.I.S.E. Center located in Union (see Five Points Branch information).
BRANCH LOCATIONS
Elizabeth Branch
135 Madison Avenue
Elizabeth, NJ 07201
Phone 908-355-9622, [email protected]
Five Points Branch
201 Tucker Avenue
Union, NJ 07083
Phone 908-688-9622, [email protected]
Wellness Center Branch
1000 Galloping Hill Road
Union, NJ 07083
Phone 908-349-9622, [email protected]
Rahway Branch
1564 Irving Street
Rahway, NJ 07065
Phone 732-388-0057, [email protected]
CORE PROGRAMS
Early Learning Readiness
Caring and Learning for Me classes support caregivers and their young children with early learning engagement. The program assists caregivers through education and support to develop the children and get them “school ready”. This family-child interaction learning environment program has been proven to be successful in laying a successful and educational foundation for young children ages zero through 5 years old.
Early Learning Readiness (ELR) is a free preschool age child are caregiver program open to all community participants
The Gateway Family YMCA offers Early Learning Readiness in both Elizabeth and Rahway, NJ. Classes are offered in Spanish and English at both locations.
Elizabeth Branch – 135 Madison Avenue, Elizabeth NJ
Monday and Wednesday 10:00 AM – 12:00 PM (English)
Tuesday and Thursday 10:00 AM-12:00 PM (Bilingual, Spanish)
First Presbyterian Church (Rahway Branch) – 1731 Church Street, Rahway NJ
Monday and Wednesday 10:00 AM – 12:00 PM (Bilingual, Spanish)
Tuesday and Thursday 10:00 AM – 12:00 PM (English)
Registration is required.
For more information contact:
Michael Johnson – 908-249-4809 or [email protected]
School Age Child Care
We impact our community by nurturing and developing healthy habits in children through supportive staff who assist children in reaching their full potential through experiences and learning in a caring, honest, respectful and responsible atmosphere. Learning together, playing together, becoming part of a family that supports fun, friendship and endless possibilities.
The Gateway Family YMCA offers School Age Child Care in the following areas: Elizabeth, Linden, Rahway, and Union at your child’s school.
Elizabeth Branch
135 Madison Avenue
Elizabeth NJ 07201
908-355-9622
Contact: Jessica Samolewicz, Associate Executive Director
Programs in:
Winfield Scott School # 2
Elmora School # 12
Abraham Lincoln School # 14
Madison Monroe School #16
Robert Morris School # 18
Woodrow Wilson School #19
Antonia Pantoja School #27
Five Points Branch
201 Tucker Avenue
Union NJ 07083
908-688-9622
Contact: Laura Margeotes, SACC & Camp Director
Union
Battle Hill
Connecticut Farms
Franklin
Hannah Caldwell
Livingston
Washington
Rahway Branch
1564 Irving Street
Rahway NJ 07065
732-388-0057
Contact Lindsay Sudia, Senior Program Director
Linden
School #1
School #2
School #5
School #6
School #8
School #9
School #10
Rahway
Grover Cleveland
Franklin
Madison
Roosevelt
The Gateway Family YMCA is Providing Free Family Memberships to Full Time Before/After School and Child Care Participants paying through bank draft. Register at your local branch.
Camp
The Gateway Family YMCA offers camp programs at 3 branch locations Elizabeth, Five Points and Rahway Branches
Benefits of our Program
Safe and Secure Facilities
Trained and Compassionate Staff
Weekly themed program activities
Weekly Swimming
New Friendships
AM and PM Extended Care Offered Weekly
Exciting Trip Opportunities
10% discount rate for siblings
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A long-term career goal is a milestone that someone spends years or even decades working toward. An example of a long-term goal within the professional world may include moving up to a managerial role, breaking into a new industry or earning a higher salary. Regardless of the specific benchmark, long-term career goals help people articulate what they want out of their careers and can influence what career paths they explore.
What Is a Long-Term Career Goal?
Long-term career goals are benchmarks that you strive to achieve in your professional life, taking anywhere from a few years to decades to complete. From earning a promotion to publishing a book, long-term goals come in many forms and serve as a guiding force for one’s career path and trajectory.
If you have trouble pinning down your long-term career goals, don’t worry — you’re in good company. Ravs Kaur, who became chief technology officer at Uplevel in 2019, once struggled to imagine what her future career would look like.
“When people would ask me early on in my career where I want to be in five years, I never had a great answer,” Kaur said.
Indeed, most people aren’t accustomed to setting long-term career goals with the sort of reflection and intentionality the exercise often requires. Some try to do it on a yearly basis as part of their performance review cycles. But that can be tough to do — sometimes trying to imagine where you’ll be five years in the future can feel too abstract.
Long-term career goals don’t have to be set in stone though. They are flexible and can change based on new jobs and experiences. The purpose of setting long-term goals is primarily to help guide employees’ short-term plans to be realistic and reflect the work experiences they really want to pursue.
7 ways to work toward long-term goals. | Video: Psych3Go
Why It’s Important to Set Long-Term Career Goals
Long-term goals can fulfill a range of personal and professional needs. They provide a sense of direction, helping someone narrow down their focus to specific benchmarks they can strive for and attain. Professionals often gain more motivation by creating long-term career goals — and receive a boost of self-esteem once they achieve them.
Benefits of Long-Term Career Goals
Stronger sense of direction.
Improved motivation and self-esteem.
Expanded skill sets.
Greater desire to explore different roles and career paths.
Setting long-term goals can also give employees a chance to learn critical skills. In the fast-paced tech industry, for instance, long-term goals can motivate employees to stay on top of new technologies in order to earn a high-level technical position in the future. Employers also benefit from having a motivated employee base.
While reflecting on long-term goals works wonders for professionals of all backgrounds, it can have a lasting impact on those who are navigating the early years of their careers.
More Career Advice:Here’s How to Talk About Your Strengths In a Job Interview
Use Long-Term Goals Early in Your Career to Explore Your Options
It’s normal to struggle with creating a five-year plan — especially if you’re just starting out. People earlier in their careers naturally have a tougher time because they don’t yet know what they like or even what types of work are possible.
It’s easy to set your next long-term career goal as simply reaching the next rung in the corporate ladder, but that can be a mistake. Long-term goal setting is an opportunity to think deeply about what you actually want from your career.
“Early on in my career, I used to think of my goals as very much a vertical ladder,” Kaur said. “My short-term and long-term goals were, ‘I need to climb this corporate ladder, I need to get to senior, I need to get to principal’ — and it was very much influenced by the requirements of that next level. ”
“Over time, I’ve started thinking of my career as more of a skills belt, as opposed to a vertical ladder.”
Eventually, Kaur realized that taking her blinders off and getting a broader view before pursuing specific long-term goals could be beneficial. So while holding a role as a tester at her company’s software engineering team, Kaur dabbled in UX design and product management. She deepened her technical software testing skills and also sampled other types of work to see what she enjoyed.
“Over time, I’ve started thinking of my career as more of a skills belt, as opposed to a vertical ladder,” Kaur said. “I focus more now on just getting different experiences and learning new skills.”
This investigatory period is important. Trying out different roles and responsibilities can help people understand their strengths and weaknesses, and prevent them from pursuing long-term goals they later realize aren’t actually what they want.
“It’s a little bit like when you enter college and you don’t quite know which specialty to get into,” Kaur said. “You’re exposed to a lot of different things and find your activities. I feel like those early years also serve that purpose.”
Long-Term Career Goals Examples
Long-term career goals can take many different forms. The best long-term goals always take into account an individual’s ambitions and interests in the current moment and use that to build forward into the future. That’s not to say long-term goals should be stagnant — they should change and reflect new aspirations as employees grow.
One example of a long-term goal is to achieve a certain job title in the future. Thinking about the kind of role you’d like to pursue in the future can help guide you when deciding what skills you should learn, because different skills are needed for highly technical roles, say, when compared with managerial roles.
Another example of a long-term goal is finding a job at a specific type of work environment you’d enjoy. Some software developers, for example, like to work on small teams in fast-paced environments, while others crave the formal support structures and training available at larger companies. Those preferences can dictate whether developers should work at startups or big organizations, and can even influence the type of industry employees join. Individuals setting long-term goals are able to make choices that set themselves up for working in those environments in the future.
Here are some long-term goal examples to inspire you:
Move from a technical to a non-technical role (or the reverse).
Work within a specific industry or sector.
Move into a leadership position.
Work with a specific technology that excites you.
Work at a small startup (or a large corporation).
Aim for a job that has work of interest to you.
Find a role that allows for mentorship opportunities.
Tips for setting long-term career goals. Video: Carl Pullein
How to Set Long-Term Career Goals
Coming up with long-term career goals can be an extensive process, sometimes one that requires a little soul-searching. Professionals should begin by asking themselves what they want to achieve in their careers and how they want to go about it. While there are plenty of frameworks for goal setting, a popular option is the SMART goals strategy:
Specific
Measurable
Achievable
Relevant
Time-bound
Setting long-term goals involves more than brainstorming ideas in a lonely room. Many professionals often turn to more experienced workers for advice on how to get started with long-term career goals. From envisioning one’s retired self to leveraging professional connections, these strategies encourage people to take advantage of both self-reflection and their support systems when planning long-term goals.
How to Set Long-Term Career Goals
Learn from other people’s long-term goals.
Develop a long-term vision and work backwards.
Figure out the ‘why’ of long-term goals.
Discuss long-term career goals with your manager.
Use different methods to stay motivated and complete long-term goals.
Investigate People’s Long-Term Goals and Career Paths
Another way to expand your horizons is by doing research into other people’s career paths.
Kyle Elliott, a software development career coach based in San Francisco, said researching other people’s career paths can spark ideas for those who don’t yet have any definite long-term career goals. Elliott tells his clients to look up people with jobs that seem interesting, and consider the paths they took to get there.
“That doesn’t mean you have to follow it,” he said. “But it can give you a blueprint, an idea of how they got there.”
Real career paths can give insight into the diversity of people’s experiences. Developers, for instance, can gain inspiration by looking at people’s job titles, the companies they work for, and also the types of projects they worked on and certifications they have collected.
Perhaps pursuing similar projects or certifications would be helpful for broadening or deepening your learning. Activities such as volunteer work can build leadership skills and ongoing education can stretch and enhance your understanding of an industry, and allow you to contribute in new ways at your company.
More Career Advice:Your Resignation Letter Shouldn’t Burn Bridges
Cast a Long-Term Vision and Work Backwards
Elliott uses an interesting exercise when discussing long-term goals with clients. Instead of asking them to think five or even ten years into the future, he tells them to imagine themselves well into retirement. How would that version of themselves think back on their life?
“Let’s imagine your 80-year-old self is on the phone,” Elliott said. “What advice is she giving you now? What does her life look like? How do we get there?”
This technique helps his clients consider whether the long-term career goals they are currently pursuing feel worthwhile. For those who pull long hours in pursuit of a focused set of long-term goals, the exercise can help them step back and evaluate whether those long-term goals still make sense for them.
“Let’s imagine your 80-year-old self is on the phone. What advice is she giving you now?”
It’s a holistic way of thinking about long-term career goals, not just as ends unto themselves, but as useful tools that can help you build a meaningful and satisfying life.
The exercise can help people consider what they don’t want from their careers as well. Whether you prefer working on close-knit teams or for specific industries, factoring your preferences into long-term goals can affect whether you get to do that.
Taking this view of long-term career goals promotes balance. It gives people a chance to think about how their jobs affect other areas, such as their families and their health. Are there any negative impacts on their lives from their careers? And how would that affect that 80-year-old self?
Figure Out the ‘Why’ of Your Long-Term Goals
One of the most important things Elliott emphasizes to his clients about long-term career goals is to always dig into the “why. ” What’s the real reason they are pursuing their long-term goals in the first place?
“People often just have this idea of what they should be doing next, because that’s what career chronology looks like, when often that’s not what everyone wants or needs,” Elliott said.
Kaur has seen this often when software developers talk to her about their desire to move into management roles.
“A lot of times, people just think that is the only way to grow in their careers,” Kaur said. “That there isn’t another technical option. That’s not true, for the record.”
Talk to Your Manager About Long-Term Career Goals
Sometimes, the long-term goals you set don’t seem possible to achieve at your current company. In those cases, it’s best to talk to your managers about your long-term career goals because chances are they might be able to support you in ways you may not have considered, Elliott said.
Companies like to keep good employees because it’s costly to recruit and train new hires. They are often willing to work with employees and help them develop new skills.
“And I think oftentimes employees forget that their boss is also an employee who has their own goals,” Elliott said. “Their boss is a human who will often be on board with it.”
Companies might allow employees to take time to work on passion projects or attend classes. Employees can also look for opportunities to grow outside of the office, such as volunteering or extracurriculars.
Kaur said an employee’s current company is actually the best place to try new things and experiment with different types of career paths. The employee is already familiar with the company and the business, so compared with starting fresh, working in a new role at a familiar place can help employees bring value to their employer faster.
More Career Advice:Here’s How to Get Better at Active Listening
Employ Different Methods to Motivate Yourself to Complete Long-Term Goals
One of the most difficult aspects of long-term goal setting is that it’s hard to stay motivated over long periods of time. Sometimes it’s hard to tell if you’re making progress toward your long-term career goals at all.
Kaur said the trick is to make long-term career goals as specific as possible. She brought up an example of long-term goal setting in her personal life, when she wanted to develop a deeper bond with her children. But setting that as a long-term goal is vague, because it’s hard to determine what constitutes a “deeper bond.” Instead, Kaur made the long-term goal measurable by basing it on the types of conversations they had.
“A potential measurement was how many times they would come to me with a problem or challenge, as opposed to me probing,” she said.
It can also help to break big long-term goals into smaller ones. A technique that worked for Elliott’s clients was crafting long-term goals so they fit into two-week sprints, and only tackling the ones that can be accomplished within that time.
Elliott also encourages clients to take stock of all their long-term goals and figure out which ones are dependent on others. Starting with easier ones can be a good technique to gain momentum, but first tackling the ones that other long-term goals are dependent on is a good strategy as well.
It can also be helpful to talk to others about long-term career goals. Mentors and colleagues can check in every once in a while to help with accountability and make sure things are still on track.
Elliott said it’s important to celebrate reaching long-term goals successfully as well. Apart from enjoying the sense of accomplishment, it can also be a good barometer to gauge whether your long-term goals are still right for you. If you’ve achieved something but don’t feel any pride or satisfaction, it may be time to recalibrate.
“It’s so important to enjoy the ride,” Elliot said, “so you don’t get to 80 years old, and then you’re like, ‘What was the point of all this if I wasn’t having fun along the way?’”
Answering ‘What Are Your Long-Term Career Goals?’
Understanding how to answer, ‘What are your long-term career goals?’ at an interview
At an interview, you’re likely to be asked, ‘What are your long-term career goals?’ Typically, employers ask this question to find out whether a candidate is ambitious, goal-oriented, and suitable for the position. Learning about this interview question and how to answer it competently can help you make a great impression on the hiring manager. Read this article to find out why you should set long-term professional goals, get steps for answering a question about them, learn tips for improving the effectiveness of your answer, and see example answers.
Discover real interview questions asked for thousands of job titles
Why do employers ask, ‘What are your long-term career goals?
Employers usually ask, ‘What are your long-term career goals?’ because they want to find out whether a job applicant can work toward goals, learn about the person’s ambitions, and evaluate whether these aspirations complement opportunities within the company or their corporate values. An employer is likely to prefer a professional who provides evidence of setting realistic professional targets because this is an indication of a suitable work ethic and motivation toward career development. Answering this question effectively can boost your interview performance by showing the hiring manager your determination to succeed.
Why is it important to have long-term career goals?
Having long-term career goals, or milestones for progressing in your career, is important for several reasons such as:
It can orient you toward career development. Setting long-term career objectives can make you pay attention to where you want to be professionally in the future. Once you articulate these targets, you are more likely to consider them as you work or make career-related decisions.
You can develop plans for achieving each goal. By setting professional targets that are achievable over a long period of time, you can easily identify the things you need to do to achieve each one. For example, the activities for achieving a long-term career goal can include getting a professional credential, training in a particular skill area, or gaining industry experience in a specific job responsibility.
It can demonstrate your suitability for a job. At an interview, you can use the long-term career goals you developed to show an employer how you complement corporate values or expectations. For example, if you aim to develop computer applications that change the way in which people work, an employer who is committed to developing innovative software for corporations is likely to see you as a good fit for a position in programming or management.
It can communicate positive personal traits. Most employers prefer workers with specific personality traits because each job requires specific soft skills. By developing long-term professional goals, you can use them to demonstrate that you have key soft skills in relation to being goal-oriented, motivated, organized, and determined to succeed.
Learn more: Skills to Help You Ace Your Job Interview
How to answer, ‘What are your long-term career goals?’
You can use the following steps to answer, ‘What are your long-term career goals?’:
Identify your professional goals. To answer this question effectively, preparation is key. Before the interview, decide on the professional changes you want to enjoy in the next five years. Then, develop clear targets for achieving them. Long-term professional goals can include obtaining a promotion, improving your efficiency rate in project completion by 50%, learning a new skill, or obtaining a professional credential.
Research the company and the position. If your targets resonate with the hiring manager, you’re more likely to get the job. Learn about company’s business goals, interests, and values before the interview via press releases, corporate website, employee testimonials, and other online and off-line publications. Additionally, read the job description thoroughly. Then, make a list of the keywords used to describe corporate objectives and employee expectations.
Align your professional goals to your employer. Use your company research to choose goals that complement the company to which you’re applying. While you may have several long-term career targets, select a maximum of four objectives, which are likely to best match your employer’s goals and values, for the interview discussion.
Communicate goals that are relevant to the job. When asked by the hiring manager to discuss your professional goals, articulate goals that relate to the company and the position you’re applying for by using keywords you found during your research.
Summarize a realistic plan for achieving your goals. Inform the recruiter of the things you have already achieved in relation to reaching your targets. Additionally, talk about the steps you intend to take in the future to achieve your aspirations. For example, gaining specific managerial experience can be a step to achieve your goal of getting a promotion. Similarly, being involved in professional associations can be a step in building your professional brand.
Learn more: Common Technical Interview Questions and How to Answer
Tips for answering ‘What are your long-term career goals?’
To answer the, ‘What are your long-term career goals?’ question competently, you can use the following tips:
Show the hiring manager your drive to achieve goals. Speak enthusiastically about the things you have already achieved that have helped you progress toward your goals. For example, if one of your goals is being a manager in the next five years, you can mention working as a supervisor and going to leadership seminars.
Write down your answer to the question when preparing for the interview. Writing your answer to the question on your professional goals enables you to correct any linguistic errors and optimize it. This also gives you the opportunity to focus on your delivery during your preparation.
Keep your answer on career goals concise. Prepare to answer the question on your professional goals briefly. You can do so by editing your written answer to the, ‘What are your long-term career goals?’ question until each goal is brief and clear.
Memorize your answer to improve interview performance. As a query about your career goals is a standard question at most interviews, committing your answer to memory can help you avoid forgetting your talking points or having awkward pauses during the interview. Once you finish writing your answer, repeat it to yourself until you can communicate it without making any mistakes.
Practice answering the question before the interview. Use role-play with a friend or face yourself in a mirror to practice responding to this question. Keep practicing until your answer delivery is confident and smooth.
Learn more: 15 Interview Questions You Should Be Prepared to Answer
Example answers to, ‘What are your long-term career goals?’
Consider the following example answers when preparing your own:
Example: Entry-level network engineer
I have been attending leadership seminars and taking leadership roles in team settings to position myself to move into management in the next five years. My on-the-job experience in maintaining complex corporate networks and spearheading transformational computer hardware and software upgrades gives me the technical skills needed to take on an executive role in computer systems administration. Another target is to get my CompTIA Network+ certification, which will complement the A+ credential I already have, because I want to develop my skills in network troubleshooting and security.
Example: Mid-level IT project manager
One of my long-term career goals is gaining more experience in using the Agile project management methodology to complement my expertise in other approaches such as Lean Practices, PRINCE2, PMI’s PMBOK, and SIx Sigma because this can improve my project leadership in projects with non-static requirements. I’m also targeting a 30% improvement in project efficiency over the next year.
In the next two years, I want to improve my team-building skills because I strongly believe in achieving business goals by engaging and empowering workers. I also want to evaluate and improve the efficacy of my management skills in relation to employee engagement, so I’m planning on developing a research tool, such as a survey, that can collect the feedback of subordinates on my management upon the completion of each project.
Example: Senior social media manager
A key goal is staying informed on industry developments, innovative strategies, and relevant legislation through my involvement with professional organizations, research on peer-reviewed publications, and attendance in industry events because this is essential for success in this dynamic field.
Developing my professional brand in the industry is another career goal I’m pursuing because I believe my brand benefits me and my employer. To achieve this, I plan on increasing my contribution to industry journals, managing my online presence, and taking on leading roles in professional events and organizations. My track record in increasing brand preference through social media marketing has inspired me to target becoming a social media consultant in the next five years, so I can provide my expertise in building brands and market share through social media while reducing marketing expenditure.
What are your career goals? How to answer correctly
You could say: “What are your career goals?” is the adult version of “What do you want to be when you grow up?”
You probably had a better idea of what to say when you were 6 years old.
You should convey the same level of confidence when you talk about your career goals to an interviewer.
Easier said than done, right? Especially if you’re not sure about your goals or how they should look in the first place. nine0003
We know this fight! To help you set your career goals (and answer that terrible interview question), we’ve put together this guide.
What is a career goal and why is it important to have one
The 4 Most Common Types of Career Goals
Tips for answering the question “What are your career goals” and what not to say
3+ examples of what your answer should and should not look like
So let’s get started:
What is a career goal
Career goals are goals. Things, positions, situations related to your professional life that you are planning to achieve.
They can be short-term, such as getting a promotion or certification, or long-term, such as running your own successful business or being the CEO of your dream company.
No matter how they sound, they should be some kind of prize that motivates you to start a career. nine0003
Why it’s important to have a career goal (and why interviewers care)
Firstly, in addition to the interview, you should have a career goal simply because it is beneficial for you .
Not to impress the interviewer, your relatives, or your future Tinder date, but to improve yourself.
Having a career goal will keep you focused and not stuck in a cycle where every day looks the same and you forget what you’re working on in the first place. nine0003
It gives you something to strive for, steps to follow, progress to make.
Now back to the interviewer and why he is asking the question. Your answer lets them know about two things:
How long do you plan to work for them
What motivates you to work
All interviewers are interested in why you want to work for them and will ask you directly. However, this question tells them that “Why do you want to work for us?” interview question no. nine0003
Your career goal will give them an idea of what kind of employee you will be – long-term or short-term. Will you stay in this position for a while, or is it a temporary stop until a better opportunity arises?
Having a career goal also means you don’t apply for a job just because a job posting happened to come your way and being unemployed you would apply for just about anything, so… there you are. nine0003
If you have a goal that you want to achieve, it means that this interview was not random, and this position really meets your aspirations. This means that you are likely to be more dedicated to work, work harder, and have a great attitude.
An alternative to the question about career goals is the question “Where do you see yourself in 5 years? . In both cases, the interviewers are trying to understand the same point: your future.
4 most common career goals
In addition to the two main types – long-term and short-term – career goals can also be divided into categories depending on their focus.
The four most common ones are:
Career goals
All of these goals are about making you more productive and more efficient; get better and faster at what you do and climb stairs because of it.
Short term example: sales agent increases monthly sales by x%.
Long term example: become a senior partner of a leading law firm.
Objectives focused on promoting leadership
There are many career opportunities when it comes to leadership. These goals aim to improve your management skills and target positions with more responsibility.
nine0002 Short term example: I have worked my way up to being a manager at this restaurant.
Long-term example: working as a manager in company X.
Objectives aimed at the development of education
Whether you are a high school graduate or a professional, there is always something to learn. These goals are to keep you up to date with the latest developments in your field or just to learn something new and different. nine0003
Short term example: learning a new programming language.
Long-term example: graduate from medical school, complete a residency in surgery and successfully obtain a state license to practice medicine in no more than 11 years.
Personal development goals
These goals emphasize self-improvement and skills such as networking or teamwork. Achieving them has a positive effect on your professional life, but it also shows that you are more than just a job, job, job. nine0003
Short term example: Be more active in your company.
Long term example: improving your networking skills.
How to answer – “What are your career goals?”
Actually there is no formula for the correct answer to this question. However, we can give you some tips to make sure your answer fits all the dots.
Be relevant to the company. nine0069
Let’s say one of your current goals is to earn a certificate in an online fiction course. It’s an awesome goal, but if you’re applying for a sales manager position, this certification won’t help you much in an interview.
This means that your answer to this interview question must be related to the position/company you are applying for.
My goal has always been to become a certified public accountant. In a year, I will finally complete the education and experience requirements required to pass the Unified CPA Exam, which I am very determined to pass. nine0075
I’m just an amateur photographer, but my goal is to someday create my own exhibition. Whenever I’m not at work, I try to devote as much time as possible to it in order to expand my portfolio. I think it’s great for an accountant to do something else, like photography, don’t you think?
Start with short-term goals and then move on to long-term ones.
Short-term goals are usually steps towards a larger long-term goal. They are also more specific and clear. nine0003
Once you’ve given your answer, you can start talking about those goals and then move on to long-term ones. Your answer will sound much more logical, and your plans are well thought out.
I’m looking forward to discovering new talented authors in the coming years. Making a bestseller would help me establish myself as an editor in the publishing industry and help me gradually build a strong clientele of writers.
My goal is to be the editor of some great writers. I can imagine how in a few years I will be producing such a popular series as Harry Potter. nine0151
Support your goals with an action plan
Compiling a list of goals does not give a very convincing answer. Instead, focus on one or two main goals and briefly explain how you plan to achieve them or how they will benefit your career in the long run. This shows that you have thought about these goals and have a clear idea of what you want in the future.
For example, if your short-term goal is to learn a new programming language, explain how you will achieve this (certification or autodidactic training) and how it will increase your productivity (will it allow you to work on more projects? the company you work for, benefits from it?). nine0003
Clarification of the last sentence: focus on the employer.
Yes, they ask about your career goals, but in the end they care more about the interests of their company. (Nothing shocking here.) So, when talking about your goals, be sure to indicate how achieving them will also benefit your potential employer. Convince them that it will be a win-win.
I’m trying to find a good time this year to sign up for a SAP FICO course. This would help me, as a financial analyst, produce more accurate reports, as well as help the company better plan and control costs. nine0075
I strive to improve the quality of my reports and analyses. I need to do some more research on exactly how I can do this, but for now, that’s my goal.
Training and practice.
No matter how much you feel that you have plans for the future, it is still important to prepare for this issue in advance. Think about some short and long term goals and take the time to practice your answer. nine0003
3+ sample answers to the question “What are your career goals”
If all this talk has confused you, here are 3 examples of answers that show how to put theory into practice.
Student / trainee example
“Well, I’m graduating next year and I’d like to start working in the marketing department of a company like yours right away. In addition to expanding my knowledge and experience in marketing, I also hope to improve my communication and public speaking skills. I really want to be an active and valuable member of the team. ” nine0151
Short term goal: to work in marketing after graduation.
Long-term goal: to be an active and engaged team member.
Action Plan: Gain more marketing experience and knowledge and improve communication and public speaking skills.
Professional example
“I know that knowledge of Python in the context of finance is becoming more and more useful, so I plan to learn it this year. Useful for solving portfolio optimization problems. As for long-term goals, I would like to become a part-time professor at Y University. I gave several guest lectures there, and I really enjoyed it. The flexible schedule is also very helpful as it allows me to save other work.” nine0151
Short term goal and action plan: Learn Python in a financial context.
Long-term goal and action plan: become a part-time professor at Y-University.
Control example
“Currently, I am trying to improve my leadership skills in order to manage larger game development teams. I have only had experience as a lead designer so far, but I hope that in a few years and a little more experience I will be able to fully manage the entire project.” nine0003
Short term goal: Manage larger game development teams. Long term goal: to become a project manager.
Action Plan: Improve your leadership skills and gain more experience as a lead game developer.
If you’re looking for sample answers to similar tough interview questions, check out these over 35 common interview questions and answers.
4 common mistakes to avoid when answering “What are your career goals”
Having done with the tasks, let’s move on to NOT TASKS.
Here are 4 of the most common mistakes people make when answering the question, “What are your career goals?”
Answer “I have no goals”
There’s not much to go into here, just… don’t.
Let’s talk about salary
Money can be your motivator. Hell, that’s a motivator for most people. You know it, we know it, the interviewer knows it, BUT it’s not what they want to hear and it’s not what you should be saying. nine0003
For example, if you work in marketing and want to reach the level where your annual salary is $70,000. You should find out what jobs in your industry are generating that kind of income and set those as your goal instead.
So, in an interview, instead of saying, “My goal is to make $70,000 by age 30,” say, “My goal is to be a director of content marketing by age 30.”
Set unrealistic goals
This does not mean that you should not dream big. We fully support the pursuit of reaching the stars. nine0003
However, insisting that in 5 years you’ll be the CEO of the company you’re applying to when you just graduated a month ago… that’s not good, especially with an interviewer. You will look arrogant, and it certainly won’t help you get through the door.
Go into details
This means that if your goal is to become the head of marketing for your dream company, which is not the position or company you are applying for, it would be better not to mention it. nine0003
This will let the interviewer know that you are looking at another company and this position is temporary for you. Instead, you can simply say that your goal is to lead the marketing department. No more details about who, where, what.
There are many other danger zones during interviews, so if you want to know about them, here is a guide to the 26+ biggest interview mistakes.
Key Findings
Phew, that was a lot, wasn’t it? nine0003
When answering the interview question “what are your career goals”, you need to remember the following:
Be relevant to the company. If your goals match the needs of the company, or better yet, the company benefits from them, you will have an advantage as a candidate.
Explain how. List some of the steps you plan to take to achieve your goals. This will show that they are well thought out and planned. nine0014
Avoid talking about money. Instead of talking about bills, translate the salary into a real position. It suits the interviewer better.
When it comes down to it, all the lists and tips are of little value if you don’t take the time to properly prepare and practice, so don’t skip this part.
Examples of achievable long-term and short-term career goals
Popular
nine0002 Most people seek professional advancement because they see it as the best way to improve their standard of living. But career development is not always easy. Many people do not know what is realistically possible to achieve and how to develop a strategic plan to achieve their career goals.
Your aspirations should reflect your own professional vision and you need to think carefully about what you want to achieve. The following is a list of examples of career goals that are realistic and achievable. There are also different types of career goals that can help you develop your own aspirations. nine0003
Examples of career goals
Career goals can be defined in terms of short and medium term. When setting them, it is always wise to consider how actions in the short term will help you achieve your long-term goals.
Short term goals
Some realistic short term goals might include:
Increase your performance. Among other things, your performance metrics are mostly related to how efficient you are at work. This could mean ensuring customer satisfaction, completing projects on time, or helping your company reduce costs. However, your performance is quantified. Using metrics helps you build your reputation in the workplace and makes it much easier to achieve long-term goals like promotions. nine0014
Earn a degree or professional certificate. It is important for all professionals to continue their education as it helps them stay up to date with innovations in their profession. Postgraduate courses will also help you develop and improve your skills, making you a more valuable asset. If you are thinking about taking active steps to continue your education, make sure you are investing in something that can really improve your career.
Change your occupation. The process of getting a new job can be stressful, but it’s often necessary to develop your career and acquire new skills. Staying in the same job for years without being rewarded for your dedication is often detrimental to your career. Therefore, if you feel stagnant, you can move on to a more difficult position.
New connections
To be successful, you also need to develop in the field of communications. The best thing you can do in this direction is the following actions:
Create a personal website. It is important for professionals to invest in their personal brand and there is no better way to showcase your skills than on a personal website. Whether you’re interested in getting a job, increasing your following, or changing careers, a website will help you achieve all of these goals, especially when it’s duplicating a portfolio.
Network. To really achieve your long-term career goals, you will need contacts in your industry who can provide valuable feedback and open up new opportunities for you. Improving your networking skills is a great example of career goals as it can open doors and help make your long term goals achievable. nine0014
Improve your communication skills. Improving your communication skills is beneficial, regardless of your career aspirations. The ability to communicate forms the core aspect of other key skills such as teamwork and awareness, and it also helps your personal development. Improving your communication skills can be not only rewarding, but also well-paid.
Long-term goals
When interviewers ask where you see yourself in five years, they are essentially trying to figure out what your long-term goals are. Here are some examples of several long-term goals:
Get a promotion. Most people consider getting a promotion a long-term goal, and the good news is that it’s a realistic goal if you have a strategic plan in place. Keep in mind that getting a promotion is related to both your professional skills and general skills, so make sure you demonstrate all the qualities that are valued in your workplace. Don’t be afraid to talk about your aspirations to your boss. nine0014
Change your profession. At some point, many professionals find themselves dissatisfied with their career choice, and instead of changing jobs, they decide to completely rethink their entire career. Changing careers is becoming more and more common, and while you need to be retrained to learn the ins and outs of your newly chosen path, the transition can be smooth – provided you can use your old skills, of course.
Start a business. Many people are interested in working for themselves and creating something of their own, and if you are a forward-thinking and entrepreneurial person, then starting a business is something you should seriously consider. Make sure you do in-depth research in this area before you take the leap. nine0014
Become an expert or trainer in your field. If you have an innovative mind and deep knowledge of your industry, then becoming an influential expert will be worthwhile. You need to promote your reputable, recognizable brand.
Build your personal brand. Building a personal brand helps you earn respect, and it can also make you feel more involved in your work.
Finding harmony
To achieve your long-term goals, it is also important to be consistent, focused and in harmony with yourself. To do this, you can do the following:
Take your level of control. While many employees have power ambitions, the reality is that not everyone makes good leaders. If you feel like you have a lot to offer as a manager, then you should definitely go for it.
Feel happier at work. Many people feel dissatisfied at work. It is important to come up with strategies that will help increase your sense of happiness.
Target types
It is also important to develop methods that allow you to define your own goals.
Our tuition-free, public charter school serves students in grades 5–12. We are proud to be part of the BASIS Charter Schools network which has been providing world-class education since 1998. Each of our campuses follows a STEM-infused, liberal arts program designed to guide your student farther than they ever thought possible.
Everyone at the Chandler campus is here to cultivate a love of learning, natural curiosity, and a desire to excel in your student. Their success is our success.
U.S. News & World Report: 2022 Best U.S. High School Rankings
#1 in Arizona High Schools
#1 in Phoenix Metro Area High Schools
#2 in Charter High Schools
#4 in STEM High Schools
#11 in National Rankings
4825 S. Arizona Ave. Chandler,
AZ 85248
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School Leadership
Matthew FritzMiller
Head of School
Matt was born in Illinois but grew up in Tempe. With over 20 years in education, he has taught English, math, Spanish, and a capstone class called Self Reliance. He has coached varsity softball, cross country, and ultimate Frisbee. He has been with BASIS since 2014.
Originally from California, Karen has taught in higher education and has worked in retail operations management. She joined BASIS Phoenix as the College Counselor, in 2021, before transferring to Chandler as the Director of Operations, and then Head of Operations.
Kaylee is an Arizona native and has been in education for 10 years. She has taught Math and acted as the Literacy Coach before joining BASIS as a Dean in 2018. She then moved into the Director of Academic Programs position before transferring back to Student Affairs.
Char is originally from Michigan. She was an engineer for the US government for 12 years and before transferring her skills to teaching and tutoring math and the sciences. She has been with BASIS since 2016.
Home | Belmont MI | Chandler Woods Charter Academy
We never set limits on how much your child can achieve. At Chandler Woods we create endless opportunities for your child to become their best. We shape instruction to build on the strengths and abilities of each child and make moral focus lessons part of every school day. As a result, our students thrive.
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Open Enrollment for the 2023-24 school year runs October 1 through November 30. Applying during Open Enrollment is your best chance at securing a seat. Don’t miss the deadline, apply now!
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The Lottery for the 2023-24 school year will be held via livestream on Tuesday, December 6 at 9:00 a.m. To view the livestream, click below.
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Top Ranking for Chandler Woods
Chandler Woods Charter Academy was ranked one of the TOP TEN CHARTER MIDDLE SCHOOLS in Michigan by U.S. News & World Report on their Best Schools list for 2022.
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We offer advanced learning opportunities for top-performing students who are ready to progress beyond grade level.
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Chandler Woods is accepting applications for the 23-24 school year! Please join us for our Open House and bring your future CW Charger to meet our teachers and deans, see the classrooms, and tour the school!
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Open Enrollment for the 2023-24 School Year Starts Oct. 1
We’re often asked, “When is the best time to apply to an NHA school?” The answer: During Open Enrollment. Don’t miss the deadline! Open Enrollment for the 2023-24 school year starts October 1 and ends November 30. Check out this blog to clear up any confusion around this important “golden window” of time.
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Are you seeking a “private” school education with the no-cost benefit of a public school? If so, you’re in the right place. Chandler Woods Charter Academy is a tuition-free public charter school open to all children who live in Michigan.
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– Lindsey K., Chandler Woods Parent
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At Chandler Woods Charter Academy, we’re able to provide our students with a seamless Y5-12 educational experience. After graduating from Chandler Woods, they can transition to Wellspring Preparatory High School, also a National Heritage Academies charter school. Wellspring Prep offers advanced placement courses, dual enrollment opportunities, an Early College Program, college advisors, electives, clubs, sports, and so much more.
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Top 10 Best Arizona Charter Public Schools (2022-23)
School (Math and Reading Proficiency)
Location
Grades
Students
Rank: #11.
Basis Scottsdale Primary – West Campus
Charter School
Math: ≥95% | Reading: 90-94% Rank:
Top 1%
Add to Compare
7496 E Tierra Buena Ln Scottsdale, AZ 85258 (480) 900-1858
Grades: K-4
| 462 students
Rank: #22.
Basis Oro Valley
Charter School
Math: 93% | Reading: 93% Rank:
Top 1%
Add to Compare
11155 N Oracle Rd Tucson, AZ 85737 (520) 308-5220
Grades: 5-12
| 628 students
Rank: #33.
Basis Chandler
Charter School
Math: 95% | Reading: 91% Rank:
Top 1%
Add to Compare
4825 S Arizona Ave Chandler, AZ 85248 (480) 907-6072
Grades: 5-12
| 1,177 students
Rank: #44.
Basis Scottsdale
Charter School
Math: 93% | Reading: 91% Rank:
Top 1%
Add to Compare
10400 N 128th St Scottsdale, AZ 85259 (480) 451-7500
Grades: 4-12
| 1,137 students
Rank: #5 – 65. – 6.
Basis Chandler Primary- South Campus
Charter School
Math: 95% | Reading: 87% Rank:
Top 1%
Add to Compare
204 W. Chandler Heights Rd. Chandler, AZ 85248 (480) 494-2200
Grades: K-5
| 494 students
Rank: #5 – 65. – 6.
Basis Phoenix
Charter School
Math: 92% | Reading: 90% Rank:
Top 1%
Add to Compare
11850 N 32nd St Phoenix, AZ 85028 (602) 595-9870
Grades: 5-12
| 769 students
Rank: #77.
Khalsa Montessori Elementary School – Phoenix
Charter School
Math: 85-89% | Reading: ≥95% Rank:
Top 1%
Add to Compare
2536 N 3rd St Phoenix, AZ 85004 (602) 252-3759
Grades: K-8
| 150 students
Rank: #88.
Basis Chandler Primary – North Campus
Charter School
Math: 90% | Reading: 90% Rank:
Top 1%
Add to Compare
1800 E Chandler Blvd Chandler, AZ 85225 (480) 798-6447
Grades: K-4
| 639 students
Rank: #99.
Basis Peoria
Charter School
Math: 90% | Reading: 88% Rank:
Top 1%
Add to Compare
25950 N Lake Pleasant Pkwy Peoria, AZ 85383 (623) 566-9100
Grades: 5-12
| 991 students
Rank: #1010.
Tri-city College Prep High School
Charter School
Math: ≥90% | Reading: 80-89% Rank:
Top 1%
Add to Compare
5522 Side Rd Prescott, AZ 86301 (928) 777-0403
Grades: 5-12
| 267 students
Rank: #1111.
Basis Oro Valley Primary
Charter School
Math: 87% | Reading: 88% Rank:
Top 1%
Add to Compare
11155 N Oracle Rd Tucson, AZ 85737 (520) 812-5900
Grades: K-6
| 713 students
Rank: #1212.
Basis Peoria Primary
Charter School
Math: 89% | Reading: 86% Rank:
Top 5%
Add to Compare
25950 N Lake Pleasant Pkwy Peoria, AZ 85383 (623) 251-1504
Grades: K-4
| 664 students
Rank: #1313.
Challenger Basic School
Charter School
Math: 85-89% | Reading: 85-89% Rank:
Top 5%
Add to Compare
1315 N Greenfield Rd Gilbert, AZ 85234 (480) 830-1750
Grades: K-6
| 337 students
Rank: #1414.
Basis Tucson North
Charter School
Math: 88% | Reading: 84% Rank:
Top 5%
Add to Compare
5740 E River Rd Tucson, AZ 85750 (520) 207-0076
Grades: 5-12
| 922 students
Rank: #1515.
Basis Ahwatukee
Charter School
Math: 91% | Reading: 82% Rank:
Top 5%
Add to Compare
10210 S 50th Pl Phoenix, AZ 85044 (480) 659-2294
Grades: 4-12
| 780 students
Rank: #1616.
Basis Mesa
Charter School
Math: 86% | Reading: 84% Rank:
Top 5%
Add to Compare
5010 S Eastmark Pkwy Mesa, AZ 85212 (602) 239-4807
Grades: K-12
| 813 students
Rank: #1717.
Basis Scottsdale Primary – East Campus
Charter School
Math: 80-84% | Reading: 90-94% Rank:
Top 5%
Add to Compare
7214 E Jenan Dr Scottsdale, AZ 85260 (480) 900-1858
Grades: K-4
| 616 students
Rank: #1818.
Mexicayotl Charter School
Charter School
Math: 85-89% | Reading: 80-84% Rank:
Top 5%
Add to Compare
2059 N Grand Ave Nogales, AZ 85621 (520) 624-4018
Grades: K-8
| 181 students
Rank: #1919.
Basis Phoenix Primary
Charter School
Math: 86% | Reading: 82% Rank:
Top 5%
Add to Compare
11850 N 32nd St Phoenix, AZ 85028 (602) 598-0330
Grades: K-5
| 833 students
Rank: #20 – 2120. – 21.
Basis Flagstaff
Charter School
Math: 84% | Reading: 84% Rank:
Top 5%
Add to Compare
1700 N Gemini Dr Flagstaff, AZ 86001 (928) 774-5502
Grades: K-12
| 878 students
Rank: #20 – 2120. – 21.
Basis Tucson Primary
Charter School
Math: 85% | Reading: 83% Rank:
Top 5%
Add to Compare
3825 E 2nd St Tucson, AZ 85716 (520) 326-6367
Grades: K-12
| 813 students
Rank: #2222.
Basis Goodyear
Charter School
Math: 90% | Reading: 79% Rank:
Top 5%
Add to Compare
15800 W Sherman St Scottsdale, AZ 85258 (480) 276-8592
Grades: 5-12
| 277 students
Rank: #2323.
Great Hearts Academies – Archway Scottsdale
Charter School
Math: 83% | Reading: 84% Rank:
Top 5%
Add to Compare
16648 N 94th St Phoenix, AZ 85034 (480) 776-0413
Grades: K-5
| 1,081 students
Rank: #2424.
Arizona Agribusiness & Equine Center – Estrella
Charter School
Math: 90-94% | Reading: 75-79% Rank:
Top 5%
Add to Compare
3400 Dysart Rd, Bldgs A-d Phoenix, AZ 85012 (623) 535-0754
Grades: 9-12
| 486 students
Rank: #2525.
Montessori Education Centre Charter School – Mesa
Charter School
Math: 75-79% | Reading: ≥95% Rank:
Top 5%
Add to Compare
2834 E Southern Ave Mesa, AZ 85204 (480) 926-8375
Grades: K-7
| 249 students
Rank: #2626.
Great Hearts Academies – Archway Lincoln
Charter School
Math: 83% | Reading: 83% Rank:
Top 5%
Add to Compare
2250 S Gilbert Rd Phoenix, AZ 85034 (480) 424-1798
Grades: K-5
| 712 students
Rank: #2727.
Great Hearts Academies – Archway Chandler
Charter School
Math: 87% | Reading: 78% Rank:
Top 5%
Add to Compare
1951 N Alma School Rd Phoenix, AZ 85034 (480) 855-6474
Grades: K-12
| 548 students
Rank: #2828.
Bright Beginnings School #1
Charter School
Math: 75-79% | Reading: 90-94% Rank:
Top 5%
Add to Compare
400 N Andersen Blvd Chandler, AZ 85224 (480) 821-1404
Grades: K-6
| 238 students
Rank: #2929.
Self Development Charter School
Charter School
Math: 79% | Reading: 84% Rank:
Top 5%
Add to Compare
1709 N Greenfield Rd Mesa, AZ 85205 (480) 641-2640
Grades: K-8
| 507 students
Rank: #3030.
Adams Traditional Academy
Charter School
Math: 84% | Reading: 79% Rank:
Top 5%
Add to Compare
2323 W Parkside Ln Phoenix, AZ 85027 (602) 938-5517
Grades: K-8
| 536 students
Rank: #3131.
Candeo Peoria
Charter School
Math: 82% | Reading: 80% Rank:
Top 5%
Add to Compare
9965 W Calle Lejos Peoria, AZ 85383 (623) 979-6500
Grades: K-8
| 627 students
Rank: #3232.
Montessori Schoolhouse
Charter School
Math: ≥90% | Reading: 70-79% Rank:
Top 5%
Add to Compare
1301 E Fort Lowell Rd Tucson, AZ 85719 (520) 319-8668
Grades: 1-5
| 84 students
Rank: #3333.
Basis Prescott
Charter School
Math: 83% | Reading: 78% Rank:
Top 5%
Add to Compare
1901 Prescott Lakes Pkwy Prescott, AZ 86301 (928) 277-0334
Grades: K-12
| 706 students
Rank: #3434.
Madison Highland Prep
Charter School
Math: 75-79% | Reading: 80-84% Rank:
Top 5%
Add to Compare
1431 E. Campbell Ave Phoenix, AZ 85014 (602) 745-3800
Grades: 9-12
| 467 students
Rank: #3535.
Benchmark School
Charter School
Math: 76% | Reading: 82% Rank:
Top 5%
Add to Compare
4120 E Acoma Dr Phoenix, AZ 85032 (602) 765-3582
Grades: K-6
| 434 students
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Chandler, Ariz.
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9000
CHEDLER in this city Maricopa County, Arizona, United States, and the suburb of Phoenix, Arizona, Metropolitan Statistical Area (MSA). It is bordered to the north and west by Tempe, to the north by Mesa, to the west by Phoenix, to the south by the Gila River Indian Community, and to the east by the Gilbert. As of 2019year, the population was 261,165 people. US Census Bureau. [5]
Content
1 History
2 Geography
2.1 Climate
3 Demography
4.1 Best employers
Culture 9
6.1 Department of Public Services
7 Elected officials
8 Education
13 Gallery of Historical Objects
14 State Representation
14.1 Federal
14.2 State
15 See also
16 used literature
17 External links
History
in 1891 DODOREDLER CHENDOR CHENDOCE first veterinary surgeon in the Arizona Territory, settled on a ranch south of Mesa, studying irrigation engineering. By 1900 he had acquired 18,000 acres (73 km 2 ) of land, and began drawing up city plans for what was then known as the Chandler Ranch. The city office opened on May 16, 1912.
[Shortly after Chandler’s centenary celebration on May 17, 2012, the Chandler Museum staff discovered that the City had marked the wrong date. [6] In May 1912 Chandler Arizonan The newspaper erroneously listed the founding day as May 17, and for many years residents misremembered the correct date as Thursday, May 16 1912 years.]
The city was originally bounded by Galveston Street to the north, Fry Road to the south, Hartford Street to the west, and Hamilton Street to the east. [7] By 1913, the San Marcos Hotel was established in downtown, which also had the first grass golf course in the state. Chandler High School was founded in 1914. [8] The Chandler Company was incorporated on February 16, 1920, after 186 residents petitioned the Maricopa County Board of Supervisors for approval of the registration. City founder Dr. A.J. Chandler was elected president of the city’s first council and the city’s first mayor.
Much of Chandler’s economy was successfully sustained during the Great Depression (although the Depression was to blame for the cancellation of the second hotel in San Marcos), but the cotton crash a few years later had a much more profound effect on the city’s residents. Later, the founding of Williams Air Force Base in 1941 resulted in a slight increase in population, but by 1950 there were still only 3,800 people in Chandler. By 1980 it had grown to 30,000, and since then it has outpaced the high growth of the Phoenix suburbs, with vast suburban residential areas gobbling up former land. Part of this growth was driven by the establishment of factories for the production of communications and computing companies such as Microchip, Motorola and Intel.
The city of Chandler has experienced exponential growth since the early 1990s, becoming one of the fastest growing municipalities in the country. Today, the landscape is dotted with nearly 100,000 homes, and as of 2010, Chandler’s population has increased to over 238,000 residents. The heart of Chandler remains the revitalized historic downtown, which includes the award-winning Chandler City Hall and the Chandler Arts Center. In 2010, Chandler was named an All-American City by the National Civic League. Chandler was the only recipient of the 61st Annual Awards in Arizona. [ citation needed ] In 2012, the city celebrated its 100th anniversary. Centenary events were planned throughout the year.
Geography
According to the US Census Bureau, Chandler has a total area of 58.0 square miles (150 km 2 ), of which 57.9 square miles (150 km 2 ) of which is land and 0.1 square miles (0.26 km 2 ) of it (0.17%) is water.
Chandler has reached its physical limits except for some remaining county islands and can no longer expand outward due to the attachment of the Indian community to the Gila, Tempe, Mesa, Gilbert, and Phoenix rivers.
106 (41)
118 (48)
116 (47)
119 (48)
115 (46)
113 (45)
9000 107 (42) 9000
97 (36)
86 (30)
119 (48)
Average high ° F (° C)
67 (19)
71 (22)
9000 (25)
85 (29)
94 (34)
104 (40)
106 (41)
104 (40)
(37)
89 (32)
75 (24)
67 (19) 9000 9000 87 (30)
The average daily value ° F (° C)
54 (12)
58 (14)
63 (17)
70 (21)
78 (26)
9000 9000 87 ( 31)
92 (33)
90 (32)
85 (29)
74 (23)
61 (16)
54 (12)
72 (22)
Average low ° F (° C)
41 (5)
9000 45 (7 )
49 (9)
54 (12)
61 (16)
70 (21)
77 (25)
76 (24)
70 (21)
59 (15)
47 (8)
40 (4)
57 (14)
Recordly low ° F (° C)
15 (−9)
19 (−7)
24 (−4)
30 (−1) 9000 9000 37 (3)
43 (6)
54 (12)
51 (11)
40 (4)
30 (−1)
22 (−6) 9000 9000 17 (−8 (−8 )
15 (−9)
Average precipitation inches (mm)
1. 01 (26)
1.03 (26)
1.19 (30)
0.33 (8.4)
0.17 (4.3)
0.06 (1.5)
0.89 (23) 9000 9000 1.14 0.89 0 (23)
0.81 (21)
0.77 (20)
0.98 (25)
(234)
Source: The Weather Channel [000
Demographics
Historical population
Census
Pop.
%±
1930
1,378
—
1940
1,239
−10.1%
1950
3,799
206.6%
1960
9.531
150.9%
1970
13,763
44. 4%
1980
29,673
115.6%
1990
89,862
202.8%
2000
176,581
96.5%
2010
236,123
33.7%
2019 (estimate)
9000 261,165 [11]
There were 62,377 households out of which 41.1% had children under the age of 18 living with them, 57.5% were married couples living together, 10.5% of female households living without a husband , and 27.2% do not have a family. Of all households, 19.3% were made up of individuals and 3.6% had someone living alone who was 65 years of age or older. The average household size is 2.82, and the average family size is 3.26.
In the city, the population was spread out: 29.8% under the age of 18, 8.6% from 18 to 24, 38.0% from 25 to 44, 17.8% from 45 to 64, and 5, 8% aged 65 and over. older. The average age was 31 years. For every 100 women, there were 99.7 men. For every 100 women aged 18 and over, there were 96.9 men.
As of May 2016, there are 101,229 housing units. [12] The median income for a household in the city was $70,456, and the median income for a family was $81,720. The median income for males was $44,578 compared to $31,763 for females. The per capita income for the city was $23,904. About 4.6% of families and 6.6% of the population were below the poverty line, including 7.7% of those under the age of 18 and 8.0% of those aged 65 and over.
Economics
Computer chip maker Intel plays an influential role in the city’s growth strategies with four sites in the metro area, including its first factory to be designated “sustainable” according to current Leadership in Energy and Environmental Design (LEED) criteria. [13] Other high-tech manufacturing enterprises have partnerships with local governments, [14] employing about twenty-five percent of non-government workers in 2007. [15] Although Arizona’s per capita employment growth in this sector has been declining since 2000, semiconductor and other electronics manufacturing has been largely unaffected; [16] a series of individual grants to train net new employees, including the urbanized area of Phoenix (twenty-seven thousand workers now commute to work in other communities), led to an increase in the market share of the (California) industry.
Since 2003, more than 2,900 jobs have been created and investments totaling $3 billion have been created at 9 Price and Santan Freeways0077 [17] between Arizona Avenue and Gilbert Road in the so-called South Arizona Avenue Corridor. [18] Three malls provide a “strong attraction” for this open, high exposure [19] retail space: 1,300,000 square feet (120,000 m 2 ) The Chandler Fashion Center, opened in 2001, has facilitated the development of several courts and lanes. [20] At the southern end of the corridor, Wal-Mart is expected to attract business from the south to the Hunt Highway, resulting in “more consumers” that will improve the “image and perception of the area” in the minds of many residents of Greater Phoenix and state commercial retailers. The northern part is “attractive and has a historical character” for success that “can be grown in the south”. [21]
Companies headquartered in Chandler include: Infusionsoft, Microchip, and Rogers. Bashas headquarters is located in the island county surrounded by Chandler.
Best employers
According to the website of the city of Cendler [22] among leading employers of the city:
#
Employees
9000 9000 ,0009,0009 ,0009,000
9000
,0006
,0006
,0006
,0006
,0006
,0006
,0006
9000 2
Company “Wells Fargo
5.500
3
Combined school district of Chandler
4,900
4,0006
Bank
9000 9000
9000 9000 9000 Medical Medicine Medicon Center for Health
2. 500
6
Northrup Grumman
2.150
7
Semiconductors NXP 6 900 900 900
06
8
PayPal
1,700
City Cendler
10
Technology Microchipov
9000.1500 9000
9002. Chandler Park, located in downtown Chandler, contains a tumbleweed Christmas tree during the holidays.
Chandler is famous for its annual ostrich festival. [23] Initially, agriculture was the main business in Chandler, based on cotton, corn and alfalfa. At 19In the 10s there were ostrich farms in the area, satisfying the demand for feathers used in women’s hats of that era. This demand faded with the rise in popularity of automobiles, but the legacy of ostrich farms will be commemorated by the Ostrich Festival. the Chandler Arts Center, a 1,500-seat regional performing arts center; and Vision Gallery, a non-profit fine art gallery representing over 300 regional artists in Chandler, Arizona. The [24] district is located downtown, and the Arizona Railroad Museum is located in Tumbleweed Park. 70,000 square feet (6500 m 2 ) A Holocaust and Tolerance Museum is planned for construction in Chandler. [25]
The city of Chandler has numerous properties that are considered historic and have been listed on the National Register of Historic Places [26] or listed as such by the Chandler Historical Society. The McCullough-Price Historic House, a 1938 Pueblo Revival style home, was donated to the city by the Price-Propstra family in 2001. The city renovated and opened it to the public in 2007. June 12, 2009The McCullough Price House Hotel was added to the National Register of Historic Places, the official list of America’s historic and cultural resources worthy of preservation. The City of Chandler operates the facility, which is located southwest of the Chandler Fashion Center at 300 S. Chandler Village Dr.
Parks and Recreation
Gila Springs Lake, Chandler
On May 18, 2016, Washington, D. C.-based National Parks and Recreation Rights Nonprofit announced that Chandler has become a Playful City community in USA in 2016, marking the tenth consecutive year the city has received the award (one of 12 US founding cities to receive the award for the tenth consecutive year since the program launched in 2007). [27] Chandler has been recognized for his innovative approach to making play a priority throughout the city with its many recreational facilities, parks and water centers.
Department of Public Services
The Chandler Department of Public Services serves residents and visitors in a variety of ways, providing recreation, fitness, cultural, artistic and educational opportunities, as well as classes, programs and special events. The Department of Public Services, located in Old Chandler Center, operates a community center, a senior center, dozens of local neighborhoods and public parks, two recreation centers, and six aquatic centers.
Chandler’s recreational offerings provide residents and visitors of all ages, interests and abilities with opportunities to participate in many sports, activities and special events. The department publishes a quarterly recreation magazine called Break which is distributed free of charge at many of the city’s facilities and by free subscription to residents.
Examples of programs available through the Department of Public Services and its parks and recreation departments include: swimming lessons; youth tennis clinics and leagues; youth classes and programs; youth sports; extracurricular teen programs; summer youth sports and arts camps; fitness classes; group aerobics and dance classes; nature and sustainable lifestyle; adult lessons, sports leagues and outdoor recreation programs; active activity of adults; health and wellness special events; and Special Olympics fundraising programs.
Chandler’s Tumbleweed Regional Park hosts a variety of special events throughout the year, including the annual Ostrich Festival, the Fourth of July Fireworks Festival, and the sixth annual Game Day, which was attended by over 5,000 people on Saturday, October 27, 2012 at the park Tumbleweed.
On September 6, 2008, the Environmental Education Center at Veterans Oasis Park, a site shared with Municipal Utilities and the Chandler Police Department, received the prestigious Crescordia Award for Excellence in Environmental Achievement from the Valley Forward Association in the Area Development and Landscape category. In 2008, Chandler also received the American Crown Community Award for Outstanding Local Government Leadership for Veterans Oasis Park, located on the northwest corner of Chandler Heights and Lindsay. This complex and park were an integral part of the All- America City to Chandler 2010. The city was one of 10 U.S. cities to receive an All-America City award on June 18, 2010 in Kansas City, Missouri Veterans Oasis Park is also the city’s highest point, at 1,311 feet (400 m) . [28]
On August 28, 2009, the Chandler Department of Public Services received three Arizona Parks and Recreation Association (APRA) awards: Outstanding Building – Mesquite Grove Aquatic Center; Outstanding Community Special Event – Woofstock; and Outstanding Active Adult Program – (Chandler Center for Seniors Patriot Project).
On September 25, 2009, the Chandler Parks division was honored for its efforts to conserve over 250 native trees by replanting and using them for numerous park improvements. The Arizona Community Tree Council, Inc., in partnership with the Arizona State Department of Lands – Urban and Community Forestry, presented Chandler with the highest honor in the municipal government agency category at its annual meeting in September. The council recognized 18 other individuals, civil and legal entities for their efforts to improve and beautify the local environment with trees. The ACTC noted that Chandler showed ingenuity and resourcefulness in replanting native trees during the construction and calibration of the first phase of the Mesquite Groves Park and Aquatic Center.
On September 2, 2010, the Chandler Parks division received a Natural Resources Award from the Arizona Parks and Recreation Association for developing the Paseo Vista Recreation Area atop a closed landfill at the northwest corner of McQueen and Ocotillo Roads. On October 2, 2010, the Paso Vista project also received the prestigious Crescordia Environmental Excellence Award from the Valley Forward Association.
September 23, 2011 Chandler’s Channel 11 and Chandler Recreation were runners-up at the 2011 NATOA (National Telecommunications Officers and Consultants Association) Awards in the magazine series category in the bi-monthly Come Out & category Play Chandler! ” The January episode of the show, which featured Chandler Chuck Wagon’s first event in November 2010 at Tumbleweed Ranch.
On October 12, 2011, Chandler was named one of the 100 Best Communities for Young People of 2011, the fifth time the city has received this designation from the America’s Promise Alliance and Ing. The awards program recognizes communities across America for their commitment to providing a healthy, safe and caring environment for young people. Chandler has been recognized for the collaborative efforts of the city, schools, non-profits, and community members. Programs such as ICAN, the Mayor’s Commission on Youth, the Chandler CARE Center, and the Youth Enhancement Program are just some of Chandler’s major accomplishments.
Elected Officials
Kevin Hartke presents the state of the city in 2020.
Chandler is represented by the mayor, vice mayor, and five city councilors. The Vice Mayor is elected by the city council from among its members. The mayor, vice mayor, and council members represent the entire city and are not elected from the district or ward.
Mayor: Kevin Hartke [1] Vice Mayor: Rene Lopez [1] Council Members
Sam Huang
Jeremy McClymonds
Terry Rowe
Mark Stewart
Matt Orlando
Education
Chandler Middle School
Built in 1921
Most of Chandler is served by the Chandler Unified School District. Chandler west of Loop 101 is served by Cyrene Elementary School District and Tempe Union High School District. The area east of Loop 101 and north of Warner Road is served by Mesa Public Schools. The San Vincente area of Chandler is served by Gilbert Public Schools.
Educational alternatives include charter schools, Christian schools, parochial schools, magnet schools, and “traditional” academies. The leading charter school in Chandler is BASIS School and Traditional Heritage School.
Graduate
The two-year Chandler-Gilbert Community College, serving 13,000 students, is located in the east of the city near the Gilbert border. Private institutions Western International University and the Apollo Group branch of the University of Phoenix and there are places here. International Baptist College is located in Chandler. Arizona State University is located 14 miles (23 km) from downtown Tempe. The University of Ottawa began offering adult education programs at Chandler at 1977 year. Chandler University opened in 2011.
Chandler Public Library
Chandler Public Library serves Chandler and Greater Phoenix East Valley. The main library is located in downtown Chandler, with three branches located elsewhere in the city: Sunset, Basha (shared with Basha High School), and Hamilton (shared with Hamilton High School).
As part of the Family Literacy Project to promote literacy and library use among families living in public housing, the Chandler Public Library visited four public housing districts to offer a four-week series of programs in each. [29]
Sunset Branch’s newly renovated interior has transformed the community center into a vibrant reading and working space.
Radio and television licenses
Chandler has only one radio license: KMLE.
Transportation
Address
Most of the incorporated parts of Chandler, along with the other East Valley cities of Gilbert, Mesa, and Tempe, have their own addressing system, separate from the city of Phoenix and Maricopa County. North–South meridian of Arizona Avenue, also known as State Route 87. Commonwealth Avenue, two blocks south of Chandler Boulevard, is east–west. initial level. With the exception of a significant portion of the city from Chandler Boulevard to Wray Road, address numbers follow a 1,000 mile grid. Modern remnants of county addressing (which corresponds to the Phoenix city system) from the city’s rural agrarian days can be found in the street names of some neighborhoods (90th Place, 132nd Street) and the county islands surrounded by the city itself.
Airports
Chandler Municipal Airport is a general aviation facility with two runways located in the heart of the city just south of Beltway 202. Gila River Memorial Airport in the Gila River Indian Community may serve the city in the future. In west Chandler, Star Airport is a private airport open to the public. The nearest commercial airport to downtown Chandler is Phoenix Mesa Gateway Airport, located about 10 miles (20 km) to the east, serving 35 cities as of July 2015. For international and regional travel, most area residents continue to use Phoenix Sky Harbor International Airport, 20 miles (30 km) from downtown Chandler.
City Bus
Chandler has very limited bus service compared to other similarly sized Metro Valley cities; It currently ranks sixth in terms of total ridership behind Phoenix, Tempe, Mesa, Scottsdale and Glendale. Most local routes terminate at a dead end within a few miles of the city, or have even more limited service within city limits. There are currently two express bus routes departing from the city near the city center, and a new park and ski facility has recently been completed further south. Faced with increasing congestion, the landlocked city is looking for alternative transportation options, including improving the local bus system. This goal was partly achieved with Proposition 400, which shifts transit funding from city to county. As a result, the frequency of flights 72, 81, 9 has increased6 (since July 28, 2008), 112 and 156, as well as Sunday bus service on 72, 112 and 156. However, other routes have not yet been converted. to supernet status.
Freeways
Main article: Metropolitan Phoenix Freeways
Chandler is served by three limited-access highways:
The 202 Santan Freeway Loop, built through the city in 2006, passes through downtown along the alignment of Pecos Road.
Loop 101 The Price Freeway was completed in 2001, separating West Chandler from the rest of the city. Most employed in the city, over 10,000 as of 2007, [30] are located along the Price Road Corridor. Air Products “The industrial pipelines located here are unique in the metropolitan area. South of the Pecos, the freeway borders the Gila River Indian Community.
Interstate 10 is the city’s westernmost boundary. On the other side is the Phoenix area in Ahvatuki.
Railways
Heavy Rail
Chandler is served by two Union Pacific Railroad single track branch lines. Commonly driven by Kieren Road and currently cul-de-sacs at Lone Butte Industrial Park. The other runs east of Arizona Avenue and the dead end of Sakaton, Arizona. Suburban railway service on these lines has been studied since 2007.
Light rail
No Light rail The city has approved lines, although high capacity corridors, including light rail, have been identified in other regional and local plans. The City joined the regional light rail authority, Valley Metro Rail, in 2007, expecting service possibly in 2020. Potential high capacity transit corridors that have been identified in the past include Rural Road, Arizona Avenue and Chandler Boulevard. Chandler’s 2016 Master Plan does not permit light rail or any other high capacity form of transportation. In the coming years, a separate process may emerge to consider light rail as a mode of transit. The wording of the 2016 Master Plan is to indicate that options remain available for the city in the future as it continues to review transit in high capacity transit corridors. [31]
Notable people
professional ten-pin bowler
Patrick Murphy, Toronto Blue Jays MLB pitcher
Robert James Rallison, YouTube Animator
Shawn Michaels, professional wrestler and WWE Hall of Famer
Marcus Howard, Marquette All-time top scorer
Twithes
Cendler has two twin cities: [32]
– Tallamor, Offalism of Offali, Ireland – since 2008
– Taiwan [33]
Gallery
objects
Main article: List of Historic Properties in Chandler, Arizona
Historic Chandler, Arizona (NRHP = National Register of Historic Places) (CHS = Chandler Historical Society) [34]
Close up view of Chandler High School , built in 1900 and located at 350 N. Arizona Ave. The building is listed on the National Register of Historic Places (Document Number 07000836).
San Marcos Hotel. The grand opening of the San Marcos Hotel took place on November 22, 1913. Among the 500 guests were Governor George P. Hunt and Vice President Thomas Marshall. National Register of Historic Places – 1982 (Registration No. 82002078).
McCullough Price House Built in 1925 and located at 300 S. Chandler Village Dr. Listed on the National Register of Historic Places (reference number 0
11).
Suhwaro Built in 1900, is located at 58 W. Buffalo Street in Chandler, Arizona. Architectural style: Mission / Spanish Revival. The building is listed on the National Register of Historic Places (number 94000575).
B Edwards House “Maples” model from Aladdin’s 1913 catalog. The house is located in Tumbleweed Park at 2250 S. McQueen Road. It is listed as a Historic Landmark by the Chandler Historical Society.
B McCroskey House was built by George Edwards in 1917 and was originally near Pecos and Dobson Roads. The house was sold to the McCroskey family and is located in Tumbleweed Park at 2250 S. McQueen Road. It is listed as a Historic Landmark by the Chandler Historical Society.
At McCormick Building was built in 1928 and is located at 149 West Boston Street. It originally housed the I.O.O.F. (Independent Order of Odd Fellows) Hall and Armory. The building is listed as a Historic Landmark by the Chandler Historical Society.
At Monroe Building was built in 1912. The building is located at 28 San Marcos Place. The chamber was assembled at the top, and the lower floors were rented out to shops. Merchant E. W. Monroe, for whom the building is named, leased the first floor to the Monroe Hardware Company, Chandler’s first hardware company. At 19In 1515, the top floor was converted into Chandler’s first movie theatre, showing silent films. In 1919, the second floor became the office of Chandler’s first attorney, Arthur E. Price, after whom Price Road is named. The building is listed as a Historic Landmark by the Chandler Historical Society.
B Chandler Building Hotel was built in 1914. The building is located at 98 San Marcos Place. Chandler’s first elected mayor, David A. Jacobson, funded the building’s construction. The ground floor was rented out for shops, while the second floor was a budget hotel, an affordable alternative to the San Marcos resort. Many of Chandler’s prominent businessmen, especially those working downtown, resided in the hotel’s rooms full-time. The building is listed as a Historic Landmark by the Chandler Historical Society.
At Building Price was built in 1914 and is located at 80 S. San Marcos Place. It is named after Arthur E. Price, who once owned it. Price, Chandler’s first attorney, drafted the articles of association for Chandler’s company in 1920. Price Road is named after him. The building is listed as a Historic Landmark by the Chandler Historical Society.
At Dobson Building was built in 1912 and is located at 64 S. San Marcos Place. John H. Dobson, who first settled in the Mesa area at 1890s, was one of the most influential people in Chandler’s early history, funding many private and public enterprises, as well as founding the First National Bank in 1919. after him. The building is listed as a Historic Landmark by the Chandler Historical Society.
South Pacific Railroad Locomotive No. SP 2562 and tender No. 8365 were built in 1900. On display at the Arizona Railroad Museum located at 330 E. Ryan Rd in Chandler, Arizona. Locomotive model: BLW 2-8-0, built as: SP 2562 (2-8-0) by Baldwin Locomotive Works, serial number: 29064. Locomotive and tender listed on the National Register of Historic Places (Ref # 0
11).
State Representation
Federal
The city’s north downtown area and western “branch” of the city are within Arizona’s 9th congressional district, served by Rep. Greg Stanton, a Democrat. The rest of Chandler, inside Arizona’s 5th congressional district, is served by Rep. Andy Biggs, as a Republican.
State
Chandler’s west leg and a small, narrow portion of the adjoining north side of the city are within Arizona’s 18th Legislative District, served by Representatives Denise Epstein and Jennifer Germain, and Senator Sean Bowie, all Democrats. The rest of the city is in Arizona’s 17th Legislative District, served by Representatives Jennifer Pavlik and Jeff Weninger, and Senator JD Mesnard, one Democrat and two Republicans.
See also
Geographic portal 9 Historic Buildings and Surroundings. chandleraz.gov . Archived from the original on March 24, 2014. Retrieved May 12, 2013.
as Los Angeles International School, see International Bilingual School.
This article needs more citations to check . Please help improve this article by adding citations to reliable sources. Material not received from the source may be challenged and removed. Find sources: “International Los Angeles School”-News · newspapers · Book this message template)
Los Angeles International School Los Angeles. The school’s corporate office is located in Burbank, California in the San Fernando Valley. [1] International School of Los Angeles is triple accredited by the French Ministry of Education, as well as the Western Association of Schools and Colleges (WASC), and the International Baccalaureate Organization (IBO) in Geneva, Switzerland. 978 year. Since the original founders (Monique Mikus, Jacques and Pierrette Gaspart) were of French origin, they chose the proven French education system as the basis for the school’s curriculum. Madame Christian Bayet, the mother of Monique Mikus, who was on the school’s original board of trustees and an educator herself, taught French, Latin and philosophy when the school first opened in 1978. She often quoted a saying from Victor Hugo: “Open schools, close prisons.” [ citation needed ]
Co-founder Monique Mikus came from a long generation of educators and was one of the first teachers in 1978 when the school opened. Her great-grandfather, French historian and writer. Alphonse Olard (1849-1928), held the chair of professor of history of the French Revolution at the Sorbonne, succeeding Michelet. He was also a co-founder of the Ligue des droits de l’homme and was President of Mission Laïque from 1906-1912. Her grandfather, Albert Bayet (1880-1961) was a professor of sociology at the Sorbonne and at the École pratique des hautes études. He too was a member of the Ligue des droits de l’homme and was president of the Ligue de l’enseignement from 1949-1959 He was President of the National Press Federation during World War II and President of the Fédération nationale de la presse française [fr] after the war. [ citation needed ]
The school originally had five students. [2] They were the children of the co-founders: Katherine Meekus, Elizabeth Meekus, Francis Meekus, Ghylaine Gaspart and Kristel Gaspart. [ citation needed ]
In the late 1980s, as the school grew out of its original cramped quarters, it briefly moved into common ground with the Van Nuys Methodist Church. [ citation needed ]
By 1990, the number of students on the three campuses increased to 225. [2]
By 2001, there were 650 students on the five campuses. Monique Meekus died in her North Hills residence on September 25, 2001 due to cancer. [3]
Today there are about 1,100 students on five campuses.
Campuses and Offices
This section of needs more citations for verification . Please help improve this article by adding citations to reliable sources. Material not received from the source may be challenged and removed. (June 2015) (Learn how and when to delete this message template) , one in Pasadena, and one in the West Valley; the campus of Pre-School Institution-8 in Orange; and High School 6-12 in Burbank. After graduating from elementary school, students from the Los Feliz, Pasadena, and West Valley campuses are taken by school bus to the Burbank campus to continue their high school studies.
Burbank / Secondary Campus
The Burbank campus, opened in August 2013, is located in the Horse Ranch area, perhaps Burbank’s best-known area for horse riding zoning, numerous parks, open space, and trail access to horseback riding at Griffith Park , and proximity to Warner Brothers and Disney Studios. The campus is on Riverside Drive, the main street of the Ranch lined with plane trees and oak trees. The one-story building was built in the 1960s. General Motors Corporation for educational purposes. The campus has 23 classrooms, four laboratories, an auditorium, an art room, an indoor sports hall, two outdoor volleyball and basketball courts. School buses transport students between the Burbank campus and the three Los Angeles Elementary School campuses.
Los Feliz Campus
Original School Buildings Midtown
The largest campus in (Los Feliz ) is a heritage site in Los Angeles and the only school designed by a renowned architect. John Lautner. Built in 1960 in an international modernist style, the pavilion’s four separate classrooms are low-profile to meet the needs of children. The campus is located in the Franklin Hills section of Los Angeles, California. The campus is located on six acres. Lautner’s permanent structures and other outbuildings are used as offices, classrooms, science labs, art rooms, a multi-purpose room, computer labs, and classrooms for teachers. The library is in the center of the largest building. Several modular classrooms have been added to the campus. There is a large field for football and other sports, as well as several playgrounds.
Orange County Campus
The Orange County Campus is located in downtown Orange, California. It moved to its current location in July 2015 and currently caters for 134 students (preschool through 8th grade). It is on the grounds of Covenant Christian School, conveniently located off Highways 22, 55, 91, 57, and 5 in a mixed-use area. The school has ten classrooms, a media lab, a library, two playgrounds and an administrative office. A separate grass field and gym are used for physical activities such as football, kinball, badminton and street hockey. To accommodate guests at special events (eg WinterFest, Graduation Ceremony, Fête de la Musique), the International School of Los Angeles-OC community has access to an auditorium and large party room.
School used to have Orange County campuses in Huntington Beach, [2] Fountain Valley, and Orange. In 2001, there were 75 students on the Orange campus. [6] In September 2005, the school moved to Santa Ana. [7]
Pasadena Campus
The Pasadena campus is located across from Pasadena City College. It consists of a two-story building with 11 classrooms, a bilingual library, a computer lab used for student research and didactic exercises, and dedicated outdoor dining and play areas. A separate multipurpose room serves as a versatile venue for music practice, indoor extracurricular activities and special meetings, while the auditorium invites larger group activities such as student performances, workshops, etc.
LILA previously served San Gabriel Valley families with Kindergarten across the Grade 6 campus on the grounds of the Monrovia United Methodist Church. This campus, which uses classrooms formerly used by a church kindergarten, was scheduled to open on September 11, 1990. [2] He moved to Pasadena in July 2006. [8]
West Valley Campus
The West Valley Campus is an offshoot of the original Los Angeles International School project. Tarzan Valley San Fernando at home. It consists of three permanent buildings and two additional modular buildings, one of which houses a well-stocked library overseen by a full-time librarian. Another modular building houses a computer lab with 22 computers and a small indoor gym. The permanent buildings have high ceilings and enough space for small classes of 17-20 students. All elementary school classrooms have their own library and computer areas, and all West Valley classrooms are equipped with interactive whiteboards and projectors, allowing teachers to use the latest educational technology to complement their teaching methods. The starting playground is very spacious and includes a shaded dining area, a sports playground, a basketball court, a set of swings, and a jungle gym. There is also a small swimming pool, which is used mainly during the summer months. The preschoolers have their own separate building, which houses two large classrooms, as well as a beautiful play area with a shaded dining area.
The school used to be a Woodland Hills campus with over 140 students as of 2001. It was in a public school building, [9] leased from the Los Angeles Unified School District. In 2001, LAUSD announced that it would not renew the lease. [10]
Academics
Los Angeles International School follows the academic program of the French Ministry of Education in a bilingual context. In addition to the scientifically proven benefits of bilingualism, the School aims to provide students with the value of a constructivist education in which students actively participate in the process of creating meaning and knowledge. Los Angeles International School teaches a bilingual program from preschool to grade 12, culminating in a French Baccalaureate or International Baccalaureate degree. By the end of primary education, students are taught to read, write and speak both languages. Satisfying both the Core Standards and the requirements of the French Ministry of Education requires a strict schedule; the percentage of each language of instruction varies at each level of instruction.
The school especially avoids dividing students based on their dominant language. At the heart of the educational program is an integration policy: young Americans are to be integrated into French classes, and French children are to learn English along with their American classmates.
The academic program from preschool to high school age is based on a bicultural program that leads to a French Baccalaureate and/or an International Baccalaureate. IB Diploma Program. Students are taught to speak, read and write French and English. School results for 2014: International Baccalaureate (IB) Diploma Program: 100% success rate, French Baccalaureate Program: 100% success rate and 100% American High School Diploma. The school also offers French Brevet des collèges to 9 students-x classes (100% success). In addition to a bachelor’s degree certificate, most LILA high school students take the Advanced Placement exams and are nationally recognized for their high scores on the SAT and ACT tests. The school also requires all of its high school students to complete 150 hours of community service as part of their role as global citizens.
In 2015, Washington Post ranked Los Angeles International School the 11th most difficult private high school in California. [11]
Since the students, teachers and staff of the school are from different countries (50 nationalities are represented on five campuses, and 39 languages are spoken at home), special attention is paid to social studies and the concept that we are all citizens of one world . This is facilitated by small educational classes and a small student-teacher ratio.
International School of Los Angeles graduates are admitted to universities around the world, including: Princeton University, Columbia University, Stanford University, Oxford University, Edinburgh University, McGill University, UC Berkeley, UCLA, Dartmouth College , Brown University and Science. By.
Film “My LILA”
In 2007, student Chloe Grison created a short film called “My LILA” which she narrates in French and English, showing images of students, faculty, staff and parents to emphasize her message of success. multicultural school community. The film was selected from among several student films to be shown on Newsweek.com. Los Angeles City Council meeting at Los Angeles City Hall in late June 2007. Tom LaBonge presented Chloe with a certificate (from Antonio Villaraigos, Mayor of Los Angeles) for her creative interpretation of the school. To watch the film “My LILA” [1]. 9 “California Schools – Washington Post”. apps.washingtonpost.com . Retrieved 2016-02-03.
Further reading
Lingre, Michele. “Early Linguists: Private Language Schools Give Bilingual Education a New Twist.” Los Angeles Times . April 28, 1988
external link
Los Angeles International School
Los Angeles International School (lilaschool.com) at the Wayback Machine (archive index)
Chandler Municipal Airport (ICAO: KCHD , FAA Cover: CHD ) in Maricopa County, Arizona, USA, 3 miles (2. 6 miles; 4.8 km) southeast of Chandler, which he belongs. [1] B National Airport Integrated Systems Plan 2011-2015 categorized it as general aviation auxiliary airport . [2]
Chandler Municipal Airport is one of the 50 busiest airports in the country. This boosts Arizona’s economy, bringing in over $53 million a year. No airline operates flights from Chandler or plans to do so in the near future. [3]
Most U.S. airports use the same three letter location identifier for FAA and IATA, but Chandler Municipal is CHD in FAA [1] and does not have an IATA code (IATA assigned CHD to Mesa Phoenix-Mesa Gateway Airport [4] – as IATA renamed it AZA ).
Content
1 convenience
2 Business
3 Recommendations
4 External link
Airport covers 550 Acre (220 HA) tanning of 1243FUTS (379 m). There are two asphalt runways:
4401′ × 75′ (1341 m × 23 m) 4L / 22R
4870′ × 75′ (1484 m × 23 m) 4R / 22R
Has one concrete helipad:
100 ft × 100 ft (30 m × 30 m) [1]
The airport built and improved a 10-acre heliport, airport signage, and aircraft parking lot with 90 tie-downs. These improvements have been made over the past 6 years and cost about $7 million. The private parking is 100% full. Affiliated Property Management is the name of the company/HOA that controls private hangars.
In the year ended April 25, 2011, there were 161,750 aircraft at the airport, an average of 443 per day: 98%. general aviation, 2% air taxi, and helicopter, 1% jet and 1% ultralight. [1]