Amarillo child care providers: Amarillo Independent School District – Child Care

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Child Care FAQs

The national typical hourly rate in 2022 is $20. 00 per hour for nannies and $17.50 for babysitters. Rates can vary based on the child care provider’s experience, certifications, employment status, and travel expenses. When calculating the cost of child care, you should also account for the number of children they’ll care for and additional responsibilities like household tasks or homework help. Learn more about how to set competitive rates for attracting the best babysitters.

The best way to find child care near you is to post a job detailing your needs on Sittercity, which will be shared with our community of available babysitters and nannies. We’ll notify you when child care providers apply to your job, and from there you can proceed with interviews, background checks, and reference checks so you can find the perfect fit for your family.

You can find experienced and passionate child care providers near you to provide the best care for your child, either in-home or virtually. Child care providers can help families with managing strict schedules, transportation to activities, homework help, last-minute coverage, date nights, and more. Whether you’re looking for full-time, part-time, live-in, or temporary care, you can count on Sittercity for finding passionate and experienced child care providers.

Families find trustworthy child care providers on Sittercity who are passionate about providing safe and enriching care for their children. Many providers report they are First Aid and CPR certified to provide the best care for your family. Babysitters and nannies have the option to complete regular background checks, and you can easily request a recent background check if they don’t have one or it is not recent. Families can also request to see professional references!

Our dedicated team also champions safety across our platform every day. Child care providers go through an identity verification process Berbix when registering an account. Some additional safety measures include Family Watchdog screening, babysitter and nanny reviews, and secure messaging.

Nannies and babysitters share the same primary responsibility of providing safe and enriching care for your child, but there are a few differences between them. Nannies are more commonly associated with regular work, whether full or part-time, offering daily or consistent care to a particular family. There are also several different types of nannies, including au pairs, house managers, doulas, live-in, and overnight nannies.

Babysitters, on the other hand, are typically hired for irregular or occasional work, either full or part-time. If you’re looking for last-minute care for date night, or the occasional few hours after school, a babysitter is a great best option.

Identifying the type and frequency of child care you’ll need is the best way to decide whether a babysitter or nanny is a better fit for your family.

Child care providers on Sittercity love providing enriching experiences for your children, and sharing their passions with them. They’re happy to participate in outdoor activities like sports, or indoor activities like music, baking, tutoring help, and art. Wherever your child’s interests lie, child care providers on Sittercity can engage them in a nurturing way.

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Our Mission

Texas Premier Childcare team’s mission is to strive to provide constant focus on the health and education on your children with an emphasis on a safe environment where each child can succeed. We recognize the responsibility to provide an opportunity to grow physically, socially and emotionally and ensure an early childhood educational experience that is intellectually challenging and stimulating to the young mind. Opportunities for exploration, self-expression, independence and responsibility will always be encouraged at Texas Premier Childcare.

The Texas Premier Childcare team has over 75 years of combined childcare experience. The team truly values the opportunity to provide the children with a caring and learning environment which will enable every child to continually grow. The team also values the responsibility to always over-deliver on the sanitary health of your child’s environment. In addition to all approved sanitary procedures, the facility is designed and equipped with superior technology to maintain the highest standard and cleanest environment in the industry. Texas Premier Childcare will be your child’s home away from home.

Texas Premier Childcare’s team and management continuously strives to improve and raise the bar & quality of learning and care provided to our students at the facility to ensure we are the recognized preferred provider and maintain the best facilities and learning centers in the Amarillo area. For further information please call, e-mail or best come visit us and see your child’s future… home away from home. Register and enroll early to avoid disappointment of being waitlisted as classes fill up quickly.

Our Team

Over 75 Years of Childcare Experience – the team you deserve!

Our highly qualified team has a combined Child Care industry experience of over 75 years. Our leadership emphasizes the importance of personal education required to provide an early childhood educational experience that is age appropriate and meets the needs of a young mind. The team meets all the requirements & guidelines set by Texas Department of Family & Protective Services (TDFPS) and continued education and training is a core element of the team. The entire team is certified in SIDS, CPR and First Aid. The organization employs a certified trainer to continually educate and advise the team. We will always strive to make our facility the best it can possibly be and will never compromise on the opportunity to help our team continue to learn. When we have their best interest in mind, we can proudly impact both our team’s and your child’s future.

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INFANT Here at TPC, we strive to provide your baby with the safe and nurturing environment your child needs. The Infant classroom is filled with the opportunities and tools your child needs to thrive. Our loving staff will do all they can to help your child develop physically, socially, emotionally and intellectually.

TODDLER- (18-24 MONTHS) Our toddler program will focus on creating a nurturing learning environment where your child can feel safe and secure.  Children are able to learn and grow when they feel safe and cared for, are appropriately challenged and guided and have strong relationships with nurturing adults.   In addition, we will encourage healthy social interactions by making sure each child is aware of their friends’ feelings and helping them to engage in constructive play with other children.

OLDER 2’S- YOUNGER 3’S CLASSROOM Each day is carefully designed with activities structured around development areas such as interacting with new people and feeling comfortable playing near them, sharing with other children and learning to take turns.  Your child will also learn to understand and follow the basic health and safety routines and begin to follow rules independently like going to the sink to wash hands. 

OLDER 3’S- YOUNGER 4’S Your child will begin to express a variety of emotions by incorporating emotions into pretend play.  They will play with other children showing the ability to resolve disagreements with little help from adults.  They will begin to build relationships with their friends.

PRE KINDER Our Pre- Kinder classroom gets your child prepared for the elementary schools setting. Our curriculum includes Reading, Writing, Languages, arts and crafts, and creative learning centers. This classroom is filled with many opportunities for our children to learn and develop socially, emotionally and intellectually.

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How to retain and motivate car service specialists — Automarketolog.ru

In this article, we will first look at a couple of cases from the West, and then learn from domestic experts what to do to cope with the shortage of specialists in car services.

65-year-old Texas auto dealer John Luciano says he could eventually become an accredited auto technician. Not that he planned to work in this position, but he would like to do it.

“I still race and work on cars, but I’m not certified,” says the director of the Amarillo Street Volkswagen dealership. “When I retire, I might get a certificate. Just to do it. For pleasure.”

Working as a mechanic in a Western dealership is not always fun. Yes, it can be rewarding and financially rewarding, and top technicians earn six-figure salaries.

But this job is stressful.

So mechanics can get “emotional,” says repair industry veteran Marvin Baker. The aforementioned Luciano does not argue with this.

“The pressure you feel as a technician can be very intense,” Luciano told Wards. “You can plan your day, but then something happens, like a part doesn’t arrive or a repair is difficult. Your day starts to slip. Then the service master swears at you. The customer then gets angry enough to call the service manager. Now he is barking at you. Yes, it can be very difficult if you don’t have a strong support system. Work can be very emotional.”

Baker tells Wards: “Some technicians joke: My toolbox has wheels and I could roll away at any moment. Everyone in the industry has heard this more than they would like to admit. Emotional technicians can get frustrated and leave. And sometimes they regret it later.

Both he and Luciano are strong advocates of creating a positive work environment that not only retains dealer mechanics, but also attracts new ones.

The latter are in short supply, resulting in a chronic shortage of skilled technicians in the dealership world.

“Almost everyone is concerned with retaining, training and finding new employees to fill positions,” says Baker, executive director of corporate revenue and customer experience for Solera, a provider of data and software for the automotive industry, including repair shops.

He recalls a conversation with a retiring service director: “I asked him about the main reason for retiring. Without thinking, he replied, “Lack of technicians. I’m tired of fighting it.”

For Baker, “this was not a surprise, more of a confirmation.”

Why is there a shortage of qualified candidates for a job that seems attractive to those with the technical ability to do it?

“The short answer is that more people are leaving the industry—mainly due to retirement—than are coming in,” Baker says.

A more lengthy answer comes from the US Bureau of Labor Statistics. The agency predicts that 73,300 technicians will need to be added annually to keep up with vacancies. As Baker notes, the shortage of workers is due to retirement. As well as a reduction in the number of able-bodied adults (aged 15 to 65 years).

The Society for Human Resource Management predicts that this number will fall by 3% within a decade. Luciano, who sits on VW’s national council of dealers, says dealers and automakers are actively recruiting future mechanics.

Many programs in this area are aimed at high school students. However, Luciano recommends initially involving elementary school students in the work.

“If you wait, they often have other career plans already,” he says of promising young mechanics. “Showing kids that auto mechanics do a lot of cool things and work with computers—that cars are like overgrown computers—it helps. It helps convey that message to them.”

When it comes to retaining newly hired service employees, it would also be good to chart a career path. “We show those who are starting out as a lube technician how they can get trained to become a C or B lube technician, then an A lube technician and maybe get certified as a lube technician, and then you’ll be earning six figures,” Luciano says. We want people to get up in the morning and say, “I want to make money today.” Most mechanics are just car enthusiasts who love cars and want to work with them.”

The Baker family opened an auto repair shop in Mansfield, Ohio in 1953. It still works today. “My whole life is connected with this industry and this topic,” he says, referring to the recruitment of auto mechanics.

He speaks of an “age-old delusion” about what a mechanic is. “If you walk into a modern service center, you will see smart, skilled people working in well-lit, high-tech environments using all sorts of modern tools. These are not “old monkeys”.

The average mechanic has been in the Baker family’s repair business for 17 years, the record being 45 years. “It shows that we have a great culture,” Baker says. It’s very simple: Treat people the way you want to be treated.”

Based on WardsAuto.

In Russia, this is also a rather painful topic. We have a very strong increase in the number of car services. This is due to the fact that many brands have left, cars have risen in price, and therefore people have become more careful about cars, better service them. But in services there is a huge problem of personnel. Qualified craftsmen are much less than needed.

We asked the experts what recommendations, practical tips and life hacks will help modern car services replenish their staff in the face of shortages, effectively train their employees and minimize staff turnover.

Dmitry Demchuk,

General Director of CardanBalance

A personnel crisis is brewing in Russia in the field of auto repair. This is due to many factors, including due to sanctions and the departure of international brands. Demand for auto repair services has grown along with the salary expectations of applicants for the position of auto mechanic. Some companies have started doubling their salaries in order to find a permanent employee, but there are not so many candidates. Most of all, auto repair shops are experiencing a shortage of master inspectors, turners, millers, design technologists and smart locksmiths. And if you can still find a locksmith and a craftsman for passenger cars, then it will be more difficult for agricultural machinery and urban transport.

It turned out to be too long to look for a candidate with certain skills: not every master is ready to fulfill a complex order. It is much easier to learn your own inside the company than to look for an experienced one right away for a big salary.

Everyone who comes to work at CardanBalance works together for several months with a senior foreman who has experience, he knows all the nuances of production and the sequence of processes. After, the master already begins to work independently, sometimes not so quickly, but already confidently, after a while he can be given an assistant. Even if he did not know how to do something, in six months or a year it is quite possible to teach and eventually hone his skills. I adopted this practice from Germany, where they purchased machine tools and other business equipment. German production has a whole institute for craftsmen who then work for a long time and periodically improve their skills. Until now, employees who work in one place all their lives are valued.

In each regional branch of “KardanBalance” there is a qualified master who has been working for more than 7-10 years in his position. Such an experienced master should not be let go, since an equivalent replacement can no longer be found for him. You need to invest in your masters, train them and motivate them to stay in their place. I am ready to take students on practice with subsequent employment, for example, under the state program. Unfortunately, some of the professions we need are no longer available in educational institutions.

Elena Yudenok,

tire and wheel expert of the Autoexpert tire center network

The shortage of car service technicians is a serious problem faced by many enterprises in this industry, and our company is no exception.
Here are some tips and tricks that can help today’s auto repair shops replenish their staff, effectively train employees and reduce employee turnover:

on job sites.
– Participate in job fairs and car shows to attract the attention of potential candidates.
– Consider partnering with technical schools and colleges to attract students and graduates with technical backgrounds.

2. Employee training and development:
– Develop a training program for new employees that includes both theoretical training and practical work under the guidance of experienced craftsmen.
– Organize internal trainings and seminars to improve the skills of existing employees.
– Consider sending employees to external courses and trainings so they can gain new knowledge and skills.

3. Create attractive working conditions:
– Provide competitive wages and social security to attract and retain qualified craftsmen.
– Provide a comfortable working environment, including modern equipment and tools.
– Pay attention to the working atmosphere and team spirit to create an attractive and friendly environment for employees.

4. Strengthen links with educational institutions:
– Build partnerships with technical schools and colleges to keep up to date with educational programs and have access to talented graduates.
– Offer internships and internships for students so they can get hands-on experience in your auto repair shop.

5. Reputation and brand development:
– Pay attention to the development of the reputation of your car service. Positive customer reviews and recommendations will help attract new professionals.
– Actively participate in professional communities and forums where you can share your experience and knowledge, attracting the attention of potential candidates.

Let’s remember that managing people effectively and minimizing employee turnover is an ongoing process. It is important to create conditions for continuous training and development of employees, as well as pay attention to their needs and motivation.

Julia Mann,

General Director of MedMap

First of all, car services need to pay attention to working conditions in the company, to make them attractive to potential employees. This includes a competitive salary, bonus, flexible working hours, opportunities for professional development and other benefits.

A training and development program for car service mechanics needs to be designed and implemented. Such a program may include in-house training, on-the-job training, seminars and trainings. It is very important to invest in staff development so that they can do their job effectively. In addition, it is necessary to update the professional standards of the industry and create educational programs for young professionals.

Collaboration with local technical schools and colleges will help attract engineering students and graduates. Auto repair shops can offer internships and hands-on training opportunities for young professionals to gain work experience and develop their skills.

It is also necessary to provide comfortable working conditions and create a favorable working atmosphere, pay attention to safety, ergonomics and the tools necessary to do the job. It is also important to develop team spirit and establish effective communication between employees.

Benefits of breast milk | Breastfeeding

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Caicedo, R.A. et al. The developing intestinal ecosystem: implications for the neonate. Pediatr . Res . 58, 625–628 (2005). – The ecosystem of the growing gut: what happens in the body of the newborn child. Pediatric Res. 58, 625–628 (2005).

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Fleith, M. and Clandinin, M.T. Dietary PUFA for preterm and term infants: review of clinical studies. Crit Rev Food Sci Nutr 45, 205 –229 (2005). – Flute, M. and Klandinin, M.T., “Dietary polyunsaturated fatty acids for preterm and term infants: a review of clinical studies.” Crete Rev Food Sai Nutr 45, 205–229 (2005).

Fransson, G.B. and Lonnerdal, B. Zinc, copper, calcium, and magnesium in human milk. J . Pediatr . 101, 504–508 (1982). – Fransson J.B. and Lonnerdal B., “Zinc, copper, calcium and magnesium in breast milk”. F Pediatrician (Journal of Pediatrics). 101, 504–508 (1982).

Froehlich, J.W. et al. Glycoprotein expression in human milk during lactation. J . Agric . Food Chem . 58, 6440–6448 (May 26, 2010). – Frohlich J.W. et al., Glycoprotein expression in breast milk during lactation. J Agric Food Chem. 58, 6440–6448 (May 26, 2010).

Garrido, D. et al. Oligosaccharide binding proteins from Bifidobacterium longum subsp. infantis reveal a preference for host glycans. PLoS One. 6, e17315 (2011). – Garrido D. et al., “Oligosaccharide-binding proteins from Bifidobacterium longum subsp. infantis clearly favor host glycans.” PLOS One. 6, e17315 (2011).

Gartner, L.M. et al. Breastfeeding and the use of human milk. Pediatrics 115, 496–506 (2005). – Gartner L.M. et al., “Breastfeeding and use of breast milk”. Pediatrix (Pediatrics) 115, 496-506 (2005).

Hale , T . W . and Hartmann , P . E . Textbook of Human Lactation 2007 a ). — Hale T.W. and Hartmann P.I., “Textbook of human lactation” 2007 a).

Hale , T . W . and Hartmann , P . E . Textbook of human lactation 9 ( Hale Publishing LLP TX , 2007 b ). — Hale T. W. and Hartmann, P.I., A Textbook of Human Lactation b ).