On site child care centers: Benefits of On-Site Child Care Companies

Benefits of On-Site Child Care Companies

Employers are concerned about retaining employees with children – for good reason. There are between 30 and 60 million parents in the workforce and many play critical leadership roles that employers cannot afford to lose. Yet working parents face family and child care challenges that lead many to leave the workforce – or move to competitors with more family-friendly workplace cultures.


Onsite child care companies enable employers to address these challenges by providing access to affordable, high-quality care within the workplace that supports the needs of working families, enhances productivity, and boosts retention rates. When searching for a partner among onsite daycare companies, leading brands today trust the deep expertise and vast experience offered by Bright Horizons.

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FAQs: What are On-Site Child Care Companies?

What are on-site child care companies?

On-site child care companies help employers design and manage child care centers within a workplace, providing high-quality, affordable child care for employees.

What services do on-site child care companies provide?

On-site child care companies like Bright Horizons can help business to design and develop child care centers based on assessments of demand, projections for utilization, and analysis of needs. On-site child care companies may also provide management of on-site or near-site child care centers, allowing employers to adopt turnkey solutions.

What are the benefits of on-site child care companies for workers?

On-site child care companies help employers provide quality, affordable child care that solves care challenges for workers. Reliable on-site care programs help to avoid breakdowns in care, reduce commute times, and allow workers to concentrate more fully on their jobs. 

The Need for On-Site Child Care

Child care challenges are a major stressor risk for working parents. The cost of child care can exceed the cost of college tuition in many places, and spaces in affordable, high-quality programs are in very short supply. As a result, increasing numbers of valuable employees are cutting back hours or leaving their jobs due to the struggles of balancing the demands of work with responsibilities at home. As the average age of parenthood rises, more of these employees are in high-level positions, making their departure more disruptive to business and their replacement more costly to hire. 

On-site child care companies provide a powerful solution: high-quality child care centers located at the workplace, designed to cater to the specific needs and schedules of employees. The convenience of on-site care minimizes disruptions and eases parents’ concerns, enabling them to stay focused on their work and business performance. Additionally, employer-sponsored child care promotes a family-friendly employer brand that helps to attract and retain the kind of talent businesses need to remain competitive.

Bright Horizons: a Leading On-Site Child Care Company

Bright Horizons is one of the nation’s leading on-site child care companies, with more than 30 years of experience in the industry. We provide high-quality child care centers that adapt to the unique demands of each workforce. With options for full-time, part-time, and back-up care, our programs help parents stay focused on their performance rather than worrying about managing child care.

Bright Horizons solutions include development and management of on-site child care centers. Our comprehensive development process enables employers to design programs that meet the needs of employees and maximize the returns on their investment. With Bright Horizons center development services, you’ll benefit from: 

• In-depth needs analysis and utilization projections based on the demographics of your workforce
• Budget modeling and financial sensitivity analysis on key budget drivers
• Detailed site and facility analysis
• Industry-leading expertise in design and programming

Our center management services enable employers to adopt turnkey child care programs run by experienced operations teams. We can create a custom educational program that reflects the culture of your company, handling everything from hiring, payroll, and benefits to education and curriculum to licensing, safety, and compliance.

The Business Benefits of On-Site Child Care

On-site child care companies like Bright Horizons allow employers to strategically adopt solutions that help employees manage the demands of their job and responsibilities at home. A better work-life balance enables working parents to advance their careers and make greater contributions to the company’s performance. 

Businesses that implement on-site employee daycare enjoy advantages that include:

• Increased talent pool: Family-friendly employers appeal to a broader range of qualified candidates, retaining skilled parents who might otherwise opt out of the workforce and attracting talented prospects who have or who would like to start a family.
• A competitive edge: Child care benefits are a potent strategy for filling positions quickly, ensuring a reliable talent pipeline to drive competitiveness.
• Retain future leaders: On-site care helps to retain promising employees with children, enabling employers to build a loyal team of talented employees who can rise within the organization to provide future leadership.
• Enhanced engagement: Solving child care challenges for employees significantly increases productivity and keeps employees stay engaged and motivated.

Additional Employee Benefits from Bright Horizons

Bright Horizons provides comprehensive solutions that exceed the offerings of other on-site child care companies, helping employers to support employees through every life and career stage. Additional solutions from Bright Horizons include:

• Return to work programs for moms: Enable new mothers to visualize their careers post-baby with personalized advising and a structured path back to the workplace. Bright Horizons helps employers establish proactive communication and clear support options to motivate mothers to resume their careers and adapt seamlessly back to working life.  
• Emergency child care: Solve family care gaps and keep employees focused with dependable back-up care options for any emergency. Bright Horizons connects employees with center-based and in-home care for children, elders, and other family members, allowing employees to effortlessly coordinate care at a moment’s notice. 
• Elder care: Support employees who are spending many off-work hours caring for elders. Bright Horizons elder care experts guide employees through the complex, time-consuming tasks of managing medical care appointments, working with healthcare aides, organizing documents and care plans, conducting on-site assessments, and arranging for in-home care.

Fortune’s “100 Best” companies trust Bright Horizons to help their teams: find out how we can help yours.

Or call us to start the conversation 800-453-9383

Bright Horizons offers more than a traditional daycare. It helps parents looking for education-based Boston daycare, NYC daycare, Chicago daycare, Washington, DC daycare, Los Angeles daycare, San Francisco daycare, Seattle daycare and local daycares in other cities. It also provides back-up daycare and elder care, employer-sponsored child care, employer tuition assistance, workforce education, and student loan repayment programs. Bright Horizons Global Headquarters is located in Newton, Massachusetts, USA.

10 Reasons Why All Companies Should Have On-Site Childcare Facility In 2019!

As work and personal time become more integrated, employers should not ignore major transitions in the lives of their employees like a new baby or caring for a sick child. In order to attract and retain the top talent, how can organizations support working parents?

Offering family-friendly benefits and policies is a good start, but it is not sufficient. The most positive impact can come from an on-site childcare benefits programme.

Today’s working parents struggle to find reliable and convenient childcare. An often overlooked solution is offering childcare at the workplace. In fact, only 9% of companies nationwide offer on-site childcare to employees.

According to a study published in the Journal of Managerial Psychology, employee performance was higher and absenteeism lower among those who had on-site childcare. And, on-site childcare benefits are not just limited to this, it is essentially the new work-life balance.

Here are some of the benefits that companies can enjoy by providing on-site childcare facilities!

1. On-Site Childcare Is A Win For Everyone!

On-site childcare benefits are significant for the employee and employer alike. When an employer offers child care, it shows employees that they are valuable and deserve the convenience of availing an onsite childcare facility.

This offers a medium for great motivation amongst employees and in turn, boosts the growth of the business as well. Now, that’s what we call” fill two needs with one deed”!

2. Better Engagement And Productivity!

In a survey by Bright Horizons, a provider that offers on-site childcare benefits, it was revealed that 90% of parents who use a full-service on-site daycare center reported increased concentration and productivity in the job.

An employee’s attention is glued to the work on hand and not elsewhere. On-site childcare provides employees with a chance to satiate their personal needs, check up on their children through the day, and be able to work with less separation anxiety.

3. Empowers Employees With Flexibility!

Trust and Kindness, followed by Autonomy, are the three most important factors that impact engagement at work. Offering an on-site child care facility instills these three factors amongst employees.

Furthermore, it offers your employees great convenience and flexibility that otherwise would not have been possible.

4. Millennials Seek Jobs With On-Site Childcare!

They may not have children yet, but the millennials are touted to be great planners. Childcare is an important deciding factor for their job search. So offering child care today could set you up for attracting the best talent.

5. Seamless Transition Post Maternity Break!

It is convenient for working parents to make that early morning meeting or stay for a late-evening meeting knowing that their child is being cared for nearby.

Around 90% of new parents claim that jobs with childcare make it easier for them to return to work without any hassles.

6. Today’s Mothers Are Relatively Older!

With family planning options and modern healthcare, mothers are now waiting longer possibly into their 30s to have their first child. This means that they are approaching motherhood while in senior roles.

And so, that means child care will appeal to retaining this valuable segment of the workforce that an employer cannot afford to lose.

7. More Mothers Are Breadwinners!

Their careers are important to them, but so are their children. Majority of households today include mothers who are primary breadwinners for their family. Now, that’s a huge swath of the workforce you don’t want to ignore!

8. More Dads Are Making Parenthood A Priority!

We cannot forget the working dads as well. They too value family and taking care of them. Childcare addresses the realities of today’s modern dads who are just as engaged as mothers in making parenthood a priority. They are just as attracted to jobs with on-site childcare.

9. Offers Emotional Security And Alleviates Stress!

The personal lives of employees impact the workplace with the emotional baggage that they bring with them. Failure to recognize this connection hurts the workplace and this where in-house childcare will fit in well.

In addition, it can also help to reduce tardiness and stress associated with separation anxiety. Plus, children in the workplace can add energy and cheer whilst giving employees a reason to avoid conflicts.

10. Greater Loyalty And Commitment!

Having an on-site childcare center is a huge plus from an employee satisfaction perspective. Even the people who don’t utilize it gain benefit from it because their peers are happier, more reliable as a result of having a center in the workplace.

With everybody working in perfect synergy with greater loyalty, it will move the business up in the right direction.

While affordable on-site childcare is a resilient benefit especially in a job seeker’s market, on-site childcare benefits are often difficult for some employers to arrange. Firstly, the cost and infrastructure involved in a childcare facility are massive. Another issue is the liability that comes with managing small children without many risks.

However, there are several childcare providers with which companies can tie-up. They can offer an in-house center or also a center near the office. Other alternatives you can look for is to offer subsidies or back-up childcare arrangements.

Certainly, there are costs associated with daycares, but the benefits seem to surpass it with greater returns on investment. Moreover, the decision to offer jobs with a childcare facility should be evaluated to ensure everyone’s needs are met.

Childcare can be expensive and tough for working parents, even in the best of circumstances. Smart and compassionate companies who recognize this help employees through this minefield. They understand that on-site childcare benefits matter the most for employee retention. This is not just the right thing, it’s a smart thing!

Child care in the workplace

Tracy Trautner, Michigan State University Extension -
September 14, 2016

The advantages and disadvantages to offering child care at the parent’s place of work.

Day care matters to people’s lives in a way few other perks do.

Today’s working parents struggle to find convenient and reliable child care that is also high quality. An often overlooked solution is offering child care at the parent’s place of work. When companies like Facebook recently announced a multi-million dollar expansion to include employee housing, a bicycle repair shop, a pub, hair stylist and even a doggy day care, child care was left off of the list. Facebook is not alone as many businesses miss the opportunity to provide their employees with this valuable perk.

In fact, only 7 percent of companies nationwide offer on-site day care to employees. Since 2004, Google has opened two day care centers, accommodating approximately 200 children at two different sites. They used this new perk as an effective recruiting tool and the company grew like crazy. It was so effective that it has struggled to meet the demand for child care and also keep child care affordable for everyone. They are planning on opening a third site.

When an employer provides on-site child care, employees work hard, stay with their jobs, miss fewer work days and brag about the places they work. “Vouching for child care assistance with two quasi-experimental studies,” a 2014 study published in the Journal of Managerial Psychology, found that employee performance was higher and absenteeism was lower among employees using on-site child care than employees using an off-site center or who had no children. Creating an office environment where family and work aren’t mutually exclusive and where productivity flourishes should be the new work/life balance. After all, a company’s most important asset is its people who will move the company forward through creativity and innovation. The fewer distractions, the more engaged and productive they will be. The on-site child care benefit retains current employees, but also works as a recruitment tool to attract new employees that may have recently started a family or planning to in the future.

According to the U.S. Bureau of Labor Statistics, in 2015, 34.4 million families in the United States had children under the age of 18. Both parents work outside of the home in 60.6 percent of families. Evidently, child care is definitely a need in this country.

Michigan State University Extension lists the following advantages and disadvantages to providing child care in the workplace.

Advantages

• Improves productivity. In a 2007 survey, Bright Horizons, a provider of employee-sponsored child care, found that 90 percent of parents using a full service, on-site day care center reported increased concentration and productivity on the job. An employee’s attention is on work and not elsewhere.
• Helps retain and attract employees. In that same Bright Horizons survey, 23 percent of parents turned down a job change offer or refrained from pursuing employment options due to the benefit of having on-site child care. In addition, 90 percent of new parents stated that on-site day care was a deciding factor in returning to work.
• Convenient. Finding quality child care can be very difficult, thus a workplace option offers parents a chance to meet their personal needs, check on their children throughout the day and work with less separation anxiety. In addition, it allows parents to commute to work with their children and spend lunch and break time together if they choose. This minimizes their time spent apart.
• Creates good morale. When an employer offers child care, it shows employees that they are valuable enough to deserve the convenience of having an onsite babysitter. Employees feel valued and appreciated and, most importantly, motivated.
• Offers emotional security. Parents who are able to check in on their child during a lunch break or when the workload allows report less separation anxiety. In addition, their child is cared for by someone who is associated with the parent’s company.

Disadvantages

• High cost. A common concern is the high cost of operating a full service center on-site. Furniture, rent, insurance, materials and staffing costs can be overwhelming, but the rewards of productivity are just as real.
• Liability. The liability on the business in case something happens to a child can be devastating.
• Distracted parent. For some, having a child so close could be distracting. A parent’s frequent visits can impact work productivity as well as hurt a child’s opportunity to establish relationships with friends.

While the costs and liability can be discouraging, the benefit to the business can be very significant. With policies and procedures in place, the opportunity this benefit provides can be very rewarding to everyone involved including the parents, child and business owner. Finally, children in the workplace can add energy and cheer.

It is a busy world we live in. The workplace will need to get in the frame of mind to help their employees raise their families instead of putting roadblocks in their way. Day care matters to people’s lives in a way few other perks do. This is not just the right thing, it’s the smart thing.

This article was published by Michigan State University Extension. For more information, visit https://extension. msu.edu. To have a digest of information delivered straight to your email inbox, visit https://extension.msu.edu/newsletters. To contact an expert in your area, visit https://extension.msu.edu/experts, or call 888-MSUE4MI (888-678-3464).

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How hospitals leveraged on-site child care during the pandemic in a bid to drive retention

Editor’s note: This story is part of a series on women in the healthcare workforce.

When schools and day cares closed early in the COVID-19 pandemic, Katie Miller, a registered nurse at Wellstar’s Kennestone Hospital in Marietta, Georgia, wasn’t too concerned about finding child care for her 4-year-old daughter, Kamdyn.

Kamdyn attends Wellstar’s learning academy, a child care center located on the hospital campus, and has since she was 3 months old. The center remained open throughout the pandemic, serving as a lifeline for working mothers being asked to pick up extra shifts or work overtime amid surges of COVID-19 patients.

“It is one of the biggest perks that I think any parent could ask for,” Miller said.

Child care issues borne by working mothers came to a head during the pandemic, especially among healthcare workers, an overwhelming majority of whom are women and in direct patient care roles, rendering them unable to work from home.

The largest occupation in the healthcare sector by far is registered nurses, followed by aides, with women accounting for more than 85% of those jobs, according to 2019 data from the Census Bureau.

Hospitals that leveraged on-site child care centers throughout the pandemic say they helped ease staffing shortages, a persistent issue across the workforce that’s expected to worsen in coming years. Such offerings can also drive better retention amid a “Great Resignation,” as burned out employees across all industries reevaluate their roles and workplaces.

While building out child care centers and finding ways to cut enrollment costs for staff isn’t cheap or easy, systems that have done so say they are seeing returns on their investments.

“Our talent acquisition team has found several things that are kind of those sweet spots for potential candidates, and child care and child care resources are a huge benefit for folks,” Penny Ferrell, executive director of employee wellness and work-life services for Wellstar, said.

Wellstar has 11 hospitals and many other clinics and facilities in Georgia, and has two on-site child care centers at its largest hospitals and one in the center of Atlanta. Among the system’s 24,000 employees, 82% are women, Ferrell said.

During the worst of the pandemic, Wellstar rolled out additional child care options for working parents, including staff with older children.

It opened up spaces in existing centers for older kids to get tutoring and do their virtual schoolwork, and leveraged an emergency back-up child care program through Bright Horizons, a company that operates child care services for employers through a network of on-site and in-home providers.

Bright Horizons, a major for-profit operator of child care services for employers, saw an uptick in healthcare providers seeking to build their own centers or offer back-up care during the pandemic, Maribeth Bearfield, chief human resources officer, said.

Healthcare and pharmaceutical employers account for the largest percentage of centers Bright Horizons operates in the U.S. (17.5%), followed by government and education employers (15%), according to its latest annual report.

“I think healthcare has seen it more extreme right now than most other industries because they never stopped, they stayed open while many other industries were able to work remotely or work differently,” Bearfield said.

“It is one of the biggest perks that I think any parent could ask for.”

Katie Miller

Registered nurse at Wellstar’s Kennestone Hospital in Marietta, Georgia

Other systems across the country, like Mass General Brigham’s hospital system in Boston, also partnered with Bright Horizons during the pandemic to boost its child care offerings for staff.

Mass General Brigham has offered on-site child care for staff for well over a decade, and currently operates four traditional on-site centers for employees with infants, toddlers or preschool-aged children, Matt Badger, senior vice president of total rewards and HR customer experience, said.

It also has two emergency back-up child care centers it used during the pandemic for employees with children up to 12 years old. The centers are all owned by Mass General Brigham, though Bright Horizons now provides day-to-day management for the sites.

“The last couple of years have been quite different and we have dramatically increased our investment in child care services so that we can provide more support for employees,” Badger said.

‘Very smart business decision’

That includes finding a way to make enrollment costs more affordable.

Child care costs vary widely from state to state. In Georgia, it costs $8,530 on average annually to enroll an infant in child care, according to a report from the Economic Policy Institute. In Massachusetts, the average annual cost for infant child care is $20,913.

That’s while the median annual wage for registered nurses was $75,330 in May 2020, according to the Bureau of Labor Statistics.

Mass General Brigham offers child care subsidies for employees, though it’s still trying “to figure out how to make sure we provide an appropriate subsidy that is sustainable for the organization but also supports our employees at different levels of income,” Badger said.

Wellstar also uses subsidies to make tuition more affordable.

“We looked at market rate for all the areas, and we subsidize that quite heavily for our employees,” Ferrell said.

The child care benefits Wellstar has been able to offer not only helped ease shortages during the worst COVID-19 surges, but are also driving better retention and attracting new candidates, she said.

“It’s not cheap to either build a facility or pay Bright Horizons to manage it, but it is worth it,” Ferrell said.

“What you’re doing is you’re investing in your team members’ ability to come to work and have a kind of peace of mind that their children are taken care of in the best environment possible. It’s a business decision but I think it’s a very smart business decision to do it.”

Miller, whose daughter attends Wellstar’s learning academy, has worked as a registered nurse for the system for the past seven years. She recently turned down a job opportunity with higher pay with another provider because her daughter would have to leave Wellstar’s child care program.

“I 100% base my job and my career around her learning,” Miller said.

To Retain Nurses and Other Staffers, Hospitals Are Opening Child Care Centers

When Jennifer Lucier and her husband found out they were expecting a baby in 2016, they immediately made three phone calls.

The first was to her mother. The second was to her husband’s family. And the third was to the Roper St. Francis Healthcare Learning Center.

That last call, she felt, was particularly urgent. Lucier wanted to secure a spot for her unborn infant on the day care’s long waiting list.

Lucier works as a cardiovascular ICU nurse for Roper St. Francis Healthcare, the only hospital system around Charleston, South Carolina, that operates a child care center for the children of its employees.

The catch is there isn’t room for everyone. Roper St. Francis employs 5,000 people, and its day care can accommodate only 130 infants and children. More than 100 children typically sit on that waiting list. Lucier’s newborn was 9 months old before an opening became available.

“We were ecstatic,” said Lucier, who also gave birth to twins in 2020. Her children are still enrolled in the Learning Center.

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Roper St. Francis Healthcare opened the facility more than 30 years ago to address a perennial human resources problem: recruitment and retention. Today, it remains one of the relatively few hospital systems in the United States to operate a full-time child care center for its employees, though that appears to be changing. Some hospitals are now considering child care centers as a means of solving one of the pandemic era’s big challenges: persuading employees to stay.

Nationally, only about 1 in 10 workers have access to employer programs that cover some or all of the costs for child care services — either on the job site or off — according to a report published last year by the U.S. Department of Labor. The health sector seems to be doing more: About one-third of U.S. hospitals offer child care benefits.

But the data obscures the wide variation of those benefits. Some hospitals provide access only to backup care so parents can make last-minute arrangements for sick children. Even among hospitals that offer more robust benefits, many parents, like Lucier, end up spending time on a waiting list.

Hospitals scrambled at the beginning of the pandemic to accommodate clinical staff members who suddenly found themselves unable to both work and care for their kids. More than two years later, most do not offer permanent solutions for parents facing the country’s ongoing child care crisis. Meanwhile, thousands of child care providers, ranging from small, at-home programs to large day care facilities, have closed since early 2020, making it even more difficult for families to secure care than it was for Lucier when she first gave birth.

These challenges are felt across all business sectors. A benefits report published by Care.com this year estimated that at least 4 million U.S. workers resigned each month during the second half of 2021, nearly half of them citing that they were struggling with child care or senior care challenges.

But retention has become a particularly urgent issue when it comes to nurses, who are overwhelmingly women and who have resigned from hospitals in huge numbers during the pandemic, citing burnout, stressful working conditions, and other workplace problems. In fact, the number of registered nurses in the U.S. dropped by more than 100,000 last year — “a far greater drop than ever observed over the past four decades,” according to a report published by Health Affairs. In a recent McKinsey & Co. survey involving hundreds of nurses, 32% indicated they may leave their current position within the next year.

“People are leaving the industry because they’re not able to balance work and life,” said Priya Krishnan, senior vice president of client relations for Bright Horizons, the largest provider of employer-sponsored child care in the country.

Bright Horizons operates 82 hospital-based child care centers out of 655 centers it runs across the country. Krishnan said most of the recent conversations the company is having with potential clients have been with hospitals.

“Retention is the biggest reason they’re thinking about this,” she said.

The federal government offers businesses an annual tax credit worth up to $150,000 for providing child care to employees. Indirect financial incentives also exist. According to the 2022 “National Health Care Retention & RN Staffing Report” published by NSI Nursing Solutions, hospitals lose an average of about $46,000 when a bedside nurse resigns, which equaled about $7 million in nursing turnover costs for the average hospital in 2021.

But anecdotal evidence offered by Roper St. Francis suggests that employees whose children are enrolled in the Learning Center are much less likely to leave. The system experienced significant turnover during the pandemic, said Melanie Stith, its vice president for human resources. But during that time, she said, only two employees whose children attended the Learning Center resigned.

In a recent survey of parents who use the Learning Center, 91% indicated that the child care facility was the reason they remained in their jobs. Roper St. Francis loses money operating the Learning Center, but it’s still considering an expansion of child care services as it builds a bigger hospital in nearby Berkeley County.

That’s not to say, historically, that money hasn’t been made in child care. Bright Horizons, founded in the 1980s with an investment from Bain Capital, made hundreds of millions of dollars for the private equity firm. Now publicly traded, its shares are worth about half what they were at the peak of their value in February of last year.

Some hospitals still consider child care a good investment.

“I look at this as being a really, really vital piece of the benefits package, especially for families with kids who are infants to school-age,” said Rebecca Gomez, a clinical health psychologist at Wellstar Health System, based in the Atlanta area. Both of her children are enrolled in Wellstar’s Learning Academy operated by Bright Horizons.

“Everything about it has made my life so much easier,” Gomez said.

As with the Roper St. Francis Healthcare Learning Center in Charleston, Wellstar employees often end up waiting for an available spot. And Wellstar doesn’t operate child care facilities on every hospital campus, Gomez said.

Even so, the breadth of Wellstar’s child care offerings makes it an outlier. Other notable examples include Mass General Brigham in Boston and NewYork-Presbyterian, both of which have long offered child care for employees. And while providing on-site child care remains rare, hospitals are increasingly exploring options for it.

Ballad Health — a hospital system with medical facilities in Appalachian Tennessee, Virginia, and North Carolina — recently announced it will invest $37 million over the next three years to build 11 child care centers, in addition to the three it already operates. The expansion will allow the system based in Johnson City, Tennessee, to increase its child care capacity from 200 slots to 2,000.

For employees, hospital-based child care isn’t typically free. Roper St. Francis Healthcare in Charleston charges all parents who use the Learning Center a weekly rate, ranging from $200 to $220, based on the age of the child, slightly higher than the market average.

Some hospital systems create a sliding scale that takes into consideration the employee’s salary. A doctor, for example, might pay more than an X-ray tech to enroll a child. Ballad Health recently polled employees, who indicated, on average, they could afford to pay about $145 per child per week.

Like many hospital systems, Ballad has struggled to keep nurses from leaving during the pandemic. But it’s also competing with other regional employers for jobs. Tony Keck, executive vice president of system innovation at Ballad Health, said a new casino in Bristol, Virginia, recently hired 600 people. It’s expected over the next few years to hire thousands more, he said.

“We’re not just competing for doctors and nurses,” Keck said. The hospital also needs to attract housekeeping staff and other lower-wage workers whom the casino and others are targeting.

But nurses are particularly crucial. Keck said Ballad Health raised its starting nursing salary by more than 30% over the past two years, but hospitals in nearby markets such as Knoxville — which paid nurses higher salaries to begin with — raised their rates, too.

“We can’t keep up with that,” he said. Ballad Health leaders hope the new child care centers will offer the system a competitive advantage, “which is why we’re trying to move as quickly as possible,” he said.

Lauren Sausser:
lsausser@kff. org,
@laurenmsausser

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Why Workplace Daycare is Growing in Popularity

From flexible work arrangement to workplace meals, there have been a lot of creative and trending office perks. The latest? Workplace daycare.

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Traditional childcare costs can be quite shocking to first-time parents. Here are some nationwide stats, for example:

• Average weekly costs for infant care: Daycare $211, family care $195, nanny $580
• 71 percent of families spend 10 percent or more of their total annual income on childcare
• A nanny caring for one child can cost an average of $34,592 in some states

Fortunately, there’s a growing trend among offices to consider work-life balance and offer benefits beyond the usual health insurance, including workplace daycare.

Update for April 2020: Recent school and child support program closures have strained the resources of many families in the wake of the coronavirus scare. Families already spend an average of $10,000 per year per child’s care, and making it through the pandemic with both finances and sanity intact is something that’s within every parent’s grasp, with the right preparation. Interest.com put together this guide with those challenges in mind. 

What is Workplace Daycare

Workplace daycare is typically an on-site facility that provides child-care for employees’ children. The facility is limited by age. The services are usually available at a fee that is subsidized by the employer, or some companies may offer this benefit for free. As with off-site care providers, these programs must be licensed, insured, staffed with trained teachers and assistants, and provide a safe environment for groups of children.

A few well-known companies that offer this perk include Campbell’s Soup, Patagonia, Walgreens Boots Alliance, Boeing, Home Depot, Procter & Gamble, Clif Bar, Johnson & Johnson, Prudential Financial, Disney, Cisco Systems, Nike, and Time Warner. A few government agencies in places such as Arizona and Vermont are even allowing parents to bring babies up to six months old into the workplace.

Benefits of Workplace Daycare

These companies cite many benefits of offering on-site care.

• Access to a Larger Talent Pool: The median income per capita in the US is $31,786. It’s no surprise that many families decide to have one parent stay home to care for the children rather than go to work and spend an entire check on care. By providing on-site care, companies will be able to recruit from a larger talent pool.
• More Women in Management: Related to the above point, offering on-site childcare that helps mothers return to work could result in having more women in management roles.
• Tax Credits: Some companies may be able to claim a tax credit for offering on-site care. Given the continuously evolving tax landscape, it’s always best to check with an accountant on the latest available tax credits.
• Lower Absenteeism: According to a study in the Journal of Managerial Psychology, on-site daycares lowered the rates of absenteeism. It makes sense, if there is an on-site daycare, then parents won’t have to miss work because their offsite daycare is closed or their nanny gets sick.
• Better Employee Performance: The same survey that indicated lower rates of absenteeism also showed that employees performed better when they could use workplace daycare.
• Longer Tenure, Less Turnover: Companies report that on-site centers have helped boost retention rates. Patagonia, for example, reported that the turnover rate for parents who use the on-site center is 25 percent lower than other employees.

Drawbacks of Onsite Childcare

The main drawback of workplace daycare is the cost. Building the facility, staffing it, and licensing and ensuring it is costly. Some employees may be worried that having kids nearby could create distractions or disruptions, however, there is not much evidence that these concerns have come to fruition in companies that have implemented this perk. If workplace daycare is done well, the benefits can vastly outweigh the costs.

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About the author

Dan
Marzullo

Dan helps organizations tell stories and communicate with their readers. Dan is also a regular contributor to Forbes. He started writing after his first professional role as a health promotions coordinator for a local family physicians office.

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Improvement of kindergartens

Kindergartens are significant objects of the city’s infrastructure and their improvement is very important for their functioning. According to the regulations…

08/24/2021

Kindergartens are significant objects of the city’s infrastructure and their improvement is very important for their functioning. According to the regulations…

the degree of landscaping of kindergartens should reach 60%. Kindergartens are located in open and dry areas, well ventilated. The number of kindergartens in a particular area depends on demographic factors, and more precisely on the number of children of the required age. The kindergarten service area is 0.3 km for a microdistrict and 0.5 km for small towns.

The space for children to walk in the kindergarten should be located no more than 30 meters from the entrance to the building. The size of the playground for toddlers should be calculated based on the standard of 7.5 square meters per child.

The territory of the MDOU should be rectangular in shape. The length from the border of the territory of the kindergarten to residential buildings is at least ten meters. The MDOU building is placed in the center of the site, or along one of the borders. Traditionally, a driveway is located around the building, the width of which can be three and a half meters with a U-turn area of ​​12×5.5 meters.

When it comes to designing an MDOU, the territory of the institution is usually divided into the following zones:

• Entrance / entrance to the territory
• Children’s playgrounds
• Household

Playgrounds are divided into sections for children of different ages – toddlers up to three years old, and for children four to six years old, as well as a joint sports ground and, if possible, a swimming pool.

Playgrounds for group walks are places where children spend a significant part of their time on the site. There they play and rest. The installation of one shade canopy for two playgrounds is practiced. This canopy is designed for small activities such as quiet games or reading.

All children’s playgrounds must be equipped accordingly:

• Sandbox
• Wall bars
• Spring rockers and balancer rockers
• Cottages
• Slides
• and other equipment

The SKIF PRO company is engaged in a comprehensive improvement of kindergartens. We supply the full range of necessary equipment for outdoor playgrounds. To purchase equipment, please contact [email protected] . Significant discounts and individual conditions are provided for large projects.

The playgrounds of the MDOU should be built in such a way that the teacher can see the children, their games and activities at any time and in any location.

The playground area for toddlers (up to three years old) is 150 square meters (a group of 20 children and the standard for 1 child is 7.5 square meters), and for older children – 180 square meters. (standard 9 square meters).

For older children, they create a sports common ground measuring 250 square meters with various equipment:

• climbing walls
• equipment for outdoor games
• gymnastic complexes

Paths 1.5 meters wide are placed along the site, which connect various zones of the territory of the MDOU.

The territory for economic needs includes:

• utility yard with barn
• garbage yard
• drying area

The economic plot is isolated from other areas of the territory of the kindergarten.

Landscaping is an obligatory element of the improvement of the territory of the kindergarten.

Rows of trees and shrubs are planted on the plots (both in groups and separately), flower beds, hedges.

Trees with a dense crown should be planted throughout the site, which will create a shadow. A hedge of shrubs is planted along the outer border, and shrubs united in groups along the inner border.

In order for fresh air to enter the sites, it is necessary to leave gaps between the trees. Trees are placed so that up to fifty percent of the site is illuminated by the sun. This applies to both playgrounds and sports and physical culture.

It is recommended to plant the following plants on the territory of the kindergarten:

1. Trees
   1. Horse chestnut
   2. Linden
   3. Hanging birch
   4. Spruce
2. Shrubs
   1. Spiraeus
   2. Vesicle
   3. Kalina
3. Flowers
   1. Perennial
      1. Phlox
      2. Peonies
      3. Aquilegia
4. Annuals
   1. Petunia
   2. Purslane
   3. Kosmeya
5. Lawn
   1. Bluegrass
   2. Fescue
   3. Polevitsa

The SKIF PRO company is engaged in a comprehensive improvement of kindergartens. We supply the full range of necessary equipment for outdoor playgrounds. To purchase equipment, please contact [email protected] . Significant discounts and individual conditions are provided for large projects.

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  Severny pr. , 65, building 2

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  533-84-04, 533-15-42

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Kindergartens

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Municipal budgetary preschool educational institution “Kindergarten No.

2 “Severyanochka”

Head – Babadzhanova Tatyana Anatolyevna

Address: 184682, Russia, Murmansk region, Snezhnogorsk, st. Flotskaya d.6

Phone: 8(81530) 6-03-21.6-39-35.6-09-54

Link to the website www.bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=129891
E-mail: [email protected]

Official website: http://severyanochka-2.ucoz.ru/

Municipal budgetary preschool educational institution “Kindergarten No. 7″ Penguin”

Head – Polischuk Olga Vasilievna

Address: 184682, Murmansk region, Snezhnogorsk, st. Oktyabrskaya, 30

Phone: 8(81530) 6-00-63, 6-15-55, 6-25-09

Link to the website www.bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=103539
E-mail: [email protected]

Official website: http://pingvinenok.ucoz.net/

Municipal budgetary preschool educational institution “Kindergarten No. 8” Yakorek “

Head – Mityushina Galina Aleksandrovna

Address: 184682, Murmansk region, Snezhnogorsk, st. Oktyabrskaya, 20

Phone: 8(81530)6-21-78, 6-14-86

Link to the website www.bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=125667
E-mail: [email protected]

Official website: http://dou-8-yakorek.edusite.ru

Municipal Autonomous Preschool Educational Institution Kindergarten No. 9 Beryozka

Head – Chekolskikh Larisa Nikolaevna

Address: 184682, Murmansk region, Snezhnogorsk, st. Oktyabrskaya, 17A

Phone: 8(81530) 6-19-59, 6-29-94, 6-22-64

Link to the website www.bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=24011
E-mail: [email protected]

Official website: http://berezka9.ucoz.ru

Municipal budgetary preschool educational institution “Kindergarten No. 1 “Skazka”

Head – Ivashchenko Elena Vasilievna

Address: 184650, Murmansk region, Polyarny, Fisanovicha street, 6

Phone: 8(81551) 7-24-48, 7-30-18

Link to the website www. bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=59923
E-mail: [email protected]

Official website: http://detsadskazka.ucoz.ru/

Municipal budgetary preschool educational institution “Kindergarten No. 3”

Head – Sharova Olga Aleksandrovna

Address: 184650, Murmansk region, Polyarny, st. Sovetskaya, 6

Phone: 8(81551) 7-12-69

Link to the website www.bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=45147
E-mail: [email protected]

Official website: http://dyuymovochka.3dn.ru/

Municipal Autonomous Preschool Educational Institution Kindergarten No. 4 Zhemchuzhinka

Head – Stoyanovskaya Anzhela Vladimirovna

Address: 184653, Murmansk region, Polyarny, Krasny Gorn st., 11

Phone: 8(81551) 7-57-23, 7-31-49

Link to the website www.bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=102508
E-mail: zhemchuzhinkam@mail. ru

Official website: http://nashsadik4.dswebou.ru

Municipal budgetary preschool educational institution “Kindergarten No. 13 “Romashka”

Head – Smirnova Elena Vladimirovna

Address: 184650, Murmansk region, Polyarny, Vidyaeva st., 13

Phone: 8(81551)7-29-59, 7-28-99

Link to the website www.bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=33606
E-mail: [email protected]

Official website: http://mbdou13.webou.ru/

Municipal budgetary preschool educational institution “Kindergarten No. 1 “Semitsvetik”

Head – Izekeyeva Natalya Anatolyevna

Address: 184670, Murmansk region, Gadzhievo, st. Kolyshkina, 118-A

Phone: 8(81539) 55-480

Email: [email protected]

Official website: http://semicvetiksad1.nubex.ru/

Municipal budgetary preschool educational institution “Kindergarten No. 6 “Firefly”

9019four
Head – Kulakovskaya Olga Aleksandrovna

Address: 184670, Murmansk region, Gadzhievo, st. Gadzhieva, 32

Phone: 8(81539) 52-301, 55-560, 55-569

Link to the website www.bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=9543
E-mail: [email protected]

Official website: http://svetlyachok6.ucoz.org/

Municipal budgetary preschool educational institution “Kindergarten No. 46 “Severyanochka”

Head – Sokolovskaya Anna Sergeevna

Address: 184670, Murmansk region, Gadzhievo, st. Gadzhieva, 45

Link to the website www.bus.gov.ru: http://bus.gov.ru/public/agency/agency.html?agency=43641
E-mail: [email protected]

Official website: http://severyanochka46.murm.prosadiki.ru

How to enroll in kindergarten

Anapa can be in the Multifunctional Center Mr. Anapa, (Municipal state institution “Anapa MFC”) located at the address: Mr. Anapa, Prospekt Revolyutsii, 3, room 2 (RC “Golden Bay”)

Working hours of the MFC: Mon, Tue, Wed, Thu, Fri – from 9:00 to 20:00, Sat – from 9:00 to 14:00, Sun – closed

Inquiries by phone: 8(86133) 5 -86-62; 8(800) 100-0900

Website of the center: http://anapa. e-mfc.ru

You must have the original passport (applicant) and birth certificate of the child, as well as their photocopies. You will be asked to fill out an application by hand, where, in addition to the applicant’s passport data and birth certificate data, you must indicate up to three kindergartens where you would like to enroll your child.

After 15 days, the registration number assigned to you should be sent to the e-mail address you specified in the application.

We remind you that places in kindergartens are provided according to the position of the child in the electronic queue. Children on the waiting list are distributed automatically.

The lists are placed in the “Results of Acquisition” tab on the website of the Department of Education. Also, on the child’s electronic card on the “Parental Portal” (portal of educational services of the Krasnodar Territory), parents receive a message that the child has been sent to a specific kindergarten.

Within 15 days from the moment the lists are posted on the website (https://anapa-uo. rf), the parent, legal representative must write an application for issuing a referral (voucher) to kindergarten or refusing the provided place, in accordance with the approved lists .

The application is made in the branch of the state autonomous institution of the Krasnodar Territory “Multifunctional Center of the Krasnodar Territory” in the resort city of Anapa at the address: Anapa, prosp. Revolution, 3 (hereinafter referred to as the MFC) in accordance with the administrative regulations “Acceptance of applications, registration and enrollment of children in educational institutions implementing the main educational program of preschool education (kindergartens)” by the administration of the municipality of the resort city of Anapa “(approved by the decision of the administration of the municipality of the resort city of Anapa dated January 15, 2018 No. 15).

Applicants for the provision of municipal services are parents (legal representatives) of children aged from birth to 8 years old, registered in the territory of the municipality of the resort city of Anapa

Municipal documents on the recruitment of preschool institutions

see Order No. 177-a dated 10.03. 2022 on assigning the territories of the Moscow Region resort city of Anapa to the MDOO in 2022.

see Order No. 520-a dated 11.08.2021 on the organization of registration of children to be trained in educational programs of preschool education .., in the Moscow Region, Mr. Anapa

see Decree No. 1872 dated 02.07.2021 On the approval of the Procedure for accepting applications, registering and enrolling children in educational organizations that implement the main educational program of preschool education (kindergartens) located on the territory of the municipality of the resort city of Anapa

, see Appendix to Resolution No. 1872 dated 02.07.2021. “The procedure for accepting applications, registering and enrolling children in educational organizations that implement the main educational program of preschool education (kindergartens) located on the territory of the municipality of the resort city of Anapa”

see Order of the Department of Education of the Administration of the Municipal Formation of the Anapa Resort City dated July 14, 2020 No. 473 “On Amending Order No. 538 dated May 18, 2018 “On Approval of the Regulations on the Procedure for Staffing Preschool Educational Organizations (Institutions) Implementing Basic educational programs for preschool education in the municipality of the resort city of Anapa”

November 2018 No. 1115 “On changing the composition of the commission for the acquisition of educational institutions implementing the main educational programs of preschool education (kindergartens) of the municipality of the resort city of Anapa”

see Order of the Department of Education of the Administration of the Municipal Formation of the Resort City of Anapa dated May 18, 2018 No. 538 “On approval of the regulation on the procedure for recruiting preschool educational organizations (institutions) implementing the main educational programs of preschool education in the municipality of the resort city of Anapa”

see Decree of the administration of the municipality of the resort city of Anapa dated January 15, 2018 No. 15 “On approval of the administrative regulations for the provision of municipal services” Acceptance of applications, registration and enrollment of children in educational institutions implementing the main educational program of preschool education (kindergartens )” Department of Education of the Administration of the Municipal Formation of the Resort City of Anapa”

Federal documents

see Order of the Ministry of Education of the Russian Federation of September 8, 2020 N 471 “On Amendments to the Procedure for Admission to Education in Educational Programs of Preschool Education, approved by order of the Ministry Education of the Russian Federation dated May 15, 2020 N 236”

see Order of May 15, 2020 N 236 On approval of the Procedure for admission to study in educational programs of preschool education (as amended on September 8, 2020) (version effective from January 1, 2021)

Kindergarten documents for recruitment preschool institutions

see the List of documents required for enrollment in a kindergarten
see the procedure for considering applications for placing a child in a preschool educational organization
see the procedure for registering children who need to be placed in a preschool educational organization.

Requirements for kindergartens

So the new school year has begun… The kids started attending kindergartens again. And many parents are worried about whether schools or preschool educational organizations meet the sanitary and epidemiological requirements. Earlier, on the pages of our website, we already wrote about the hygiene requirements for the educational process in schools, but now we want to draw your attention to the hygiene requirements for kindergartens.

All areas of the kindergarten must have a comfortable temperature and sufficient lighting. In kindergarten, there should be no foreign smells.

All preschool premises must be ventilated daily. Airing is carried out for at least 10 minutes every 1.5 hours. Through ventilation in the presence of children is not carried out. Airing through the toilet rooms is not allowed. In the presence of children, wide one-sided aeration of all rooms is allowed in the warm season.

The duration of ventilation depends on the outdoor temperature, wind direction, heating system efficiency. Airing is carried out in the absence of children and ends 30 minutes before their arrival from a walk or class.

In the bedrooms, cross-ventilation is carried out before daytime sleep.

Air temperature control in all main rooms for children is carried out using household thermometers.

Play equipment, furniture must be appropriate for the age of children and be made of materials that do not have a harmful effect on the child and provide for the possibility of wet cleaning with the use of disinfectants.

The walls of the premises must be smooth, without signs of fungal infection and have a finish that allows wet cleaning with the use of disinfectants.

Dressing rooms are equipped with wardrobes for outerwear for children and staff.

Chairs and tables must be of the same furniture group and marked. Selection of furniture for children is carried out taking into account the growth of children.

Basic sizes of tables and chairs for toddlers and preschoolers

In preschool educational institutions, a separate room with beds for children to sleep should be organized.

It is allowed to use a group room for organizing the sleep of children using pull-out beds or folding beds with a hard bed.

The number of children in groups of a preschool educational organization of a general developmental orientation is determined based on the calculation of the area of ​​the group (game) room – for early age groups (up to 3 years old) at least 2.5 square meters per 1 child and for preschool age (from 3 to 7 years) – not less than 2.0 square meters per child.

Children’s toilet should be provided with personal potties for each child actually in the group, preschool educational organization, and for children aged 5-7 years, personal toilet seats made of materials that are harmless to children’s health, allowing them to be treated with detergents and disinfectants, or disposable toilet seats.

In the toilet rooms (next to the washbasins or opposite them), hangers for children’s towels (separately for hands and feet) according to the list of children, a utility closet are installed. Use of disposable hand towels in children’s toilets is allowed. Cleaning utensils should be stored outside of restrooms.

An outdoor group playground must be provided for each kindergarten group.

To protect children from the sun and precipitation, a shady canopy is installed on the territory of each group playground.

Every year, in the spring, a complete change of sand is carried out on the playgrounds. Sandboxes in the absence of children must be closed to avoid contamination of the sand (lids, plastic films or other protective devices).

Recommended daily walks are 3-4 hours. The duration of the walk is determined by the preschool educational organization, depending on climatic conditions. When the air temperature is below minus 15°C and the wind speed is more than 7 m/s, it is recommended to reduce the duration of the walk.

It is recommended to organize walks 2 times a day: in the first half of the day and in the second half of the day – after daytime sleep or before the children go home.

Children’s daily morning visits are conducted by educators and/or health workers who ask parents about their children’s health. According to indications (in the presence of catarrhal phenomena, intoxication phenomena), thermometry is performed for the child.

Identified sick children or children with suspected illness in preschool educational organizations are not accepted; children who fall ill during the day are isolated from healthy children (temporarily placed in the premises of the medical unit) until the arrival of the parents or their hospitalization in a medical and preventive organization, informing the parents.

After an illness, as well as an absence of more than 5 days (excluding weekends and holidays), children are admitted to preschool educational organizations only if they have a certificate indicating the diagnosis, duration of the disease, and information about the absence of contact with infectious patients.

When organizing the stay of children in preschool educational organizations (groups) for more than 5 hours, meals are organized at intervals of 3-4 hours and daytime sleep; when organizing a stay regime for children up to 5 hours, a single meal is organized.

At least 3-4 hours should be allotted for independent activities of children aged 3-7 years (games, preparation for educational activities, personal hygiene) in the daily routine.

Educational activities that require increased cognitive activity and mental stress of children should be organized in the first half of the day. To prevent fatigue in children, it is recommended to conduct physical education, music classes, rhythm, etc.

Physical development classes of the main educational program for children aged 3 to 7 years are organized at least 3 times a week. The duration of physical development classes depends on the age of the children and is:

• in the junior group – 15 min.,

• in the middle group – 20 min. ,

• in the senior group – 25 min.,

• in the preparatory group 30 min. –

  2 in the preparatory group – 25 min.

Once a week for children aged 5-7, outdoor physical development classes for children should be organized all year round.

When organizing swimming for children, pools are used that meet the sanitary and epidemiological requirements for swimming pools.

The duration of stay in the pool, depending on the age of the children, should be: in the younger group – 15-20 minutes, in the middle group – 20-25 minutes, in the older group – 25-30 minutes, in the preparatory group – 25- 30 minutes. To prevent hypothermia in children, swimming in the pool should not end with a cold load.

A walk for children after swimming in the pool is organized no later than 50 minutes in order to prevent hypothermia in children.

For more information see SanPiN 2.4.1.3049-13 “Sanitary and epidemiological requirements for the arrangement, maintenance and organization of the working hours of preschool educational institutions”

Private kindergarten My joy Tula

Private kindergarten My joy Tula

Our advantages

Buildings and grounds

A separate three-story building, its own large landscaped area.

State license

Constant monitoring and guarantee of high quality of educational services.

Educational program

System built preschool
education. Modern and technological.

Advanced English

We study English from the age of 1.5 according to the most effective author’s programs.

The best teachers

Careful approach to recruitment, continuous training and improvement.

Balanced menu

Own cuisine, five meals a day, careful approach to the selection of products.

medical control

licensed medical office
the constant presence of a health worker.

Security and safety

24-hour security, access system, external and internal video surveillance.

9

years of work

170

children

25

teachers

200

graduates

Our destinations

Preschool education

• Preschool education

  Education with great passion for the best methods.
  We are laying a solid foundation for the competencies of the 21st century.

• English language

  The study of a foreign language is a priority and is integrated into all educational areas.

• sports and health

  We form the right attitude towards a healthy lifestyle.

• Music and theater

  Creative self-realization of each child,
  access to a special level of thinking.

• Creation

  We develop creativity, imagination and look for inspiration in beauty.

• Mugs

  A wide variety of additional activities: from floristry to robotics.

• Projects

  All projects are done with full immersion and with a specific goal.

• Holidays

  Our holidays are known to everyone for their scale and the most creative ideas.

• Summer language camp

  Summer with benefits for children from 5 to 14 years old. Completely in English.

Reviews

Our favorite kindergarten! This is the only way I can call the kindergarten “My joy. ”

Being a teacher by education, she was very reverent and careful about choosing a kindergarten for her child.

“My joy” is probably the most famous kindergarten in our city.

I never write reviews, but there are so many kind words in my heart about our beloved kindergarten…

read all reviews

Latest news

The start of the new academic year has been given!

01 September 2021

Whatever obstacles await us, together we can do everything! And even if our happy hours that start the New School Year are broken, the guys will overcome all difficulties and fix any mechanism …

CHECK: Getting ready for the new school year!

10 August 2021

A license for educational activities is great! We can teach and develop children in the best way.