Constant care learning center: Constant Care Learning Center | CINCINNATI OH

Constant Care Learning Center | CINCINNATI OH

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About the Provider

Creative Garden LC Glen Burnie – Baltimore MD Licensed Child Care Center

Description: CONSTANT CARE LEARNING CENTER is a Licensed Child Care Center in CINCINNATI OH, with a maximum capacity of 49 children. This child care center helps with children in the age range of Infant, Toddler, Pre-Schooler, School Age. The provider also participates in a subsidized child care program.

Additional Information: Quality Rating: 1; After School Care Available;

Program and Licensing Details

• License Number:
  200112
• Capacity:
  49
• Age Range:
  Infant, Toddler, Pre-Schooler, School Age
• Step Up To Quality Rating:
  1
• Enrolled in Subsidized Child Care Program:
  Yes
• Type of Care:
  Full Time Center
• Transportation:
  Yes;
• Current License Issue Date:
  May 02, 2011
• Current License Expiration Date:
  Dec 31, 9999
• District Office:
  Ohio Dept of Job and Family Services (ODJFS) – Division of Child Care
• District Office Phone:
  (877)302-2347 (Note: This is not the facility phone number. )

Location Map

Inspection/Report History

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Providers in ZIP Code 45232

CUB EARLY LEARNING ACADEMY (WINTON CAMPUS)

Kiddie Kampus

WINTON HILLS ACADEMY ELEMENTARY SCHOOL

CONSTANT CARE LEARNING CENTER

NEXT GENERATION EARLY LEARNING CENTER LLC

WINTON HILLS EDUCATIONAL CENTER

LITTLE LEARNERS CHRISTIAN ACADEMY LLC

WE LOVE LEARNING

WINTON HILLS RECREATION CENTER

LITTLE LEARNERS CHILD CARE LLC

CONSTANT CARE LEARNING CENTER, Licensed Child Care Center

CONSTANT CARE LEARNING CENTER

Program Type:

Licensed Child Care Center

Capacity:

0

General Information

CONSTANT CARE LEARNING CENTER is a licensed child care center in Cincinnati, Hamilton County, Ohio that welcomes your child and family. Sensitive, loving interactions with teachers are the active ingredients of high quality early care and learning programs. Children benefit socially, intellectually and physically from participation in quality group care experiences, with proven results that last into their school years. Quality child care/day care programs also involve parents—regularly telling you about your child’s daily activities, and sharing information about child development topics and activity ideas to enjoy at home.

Accreditations

No records

Educational Programs

No records

Hours of Operations

Monday

6AM – 6:30PM

Tuesday

6AM – 6:30PM

Wednesday

6AM – 6:30PM

Thursday

6AM – 6:30PM

Friday

6AM – 6:30PM

Saturday

12AM – 12AM

Sunday

12AM – 12AM

License Information

License number: 000000200112

Expiration date: Unknown

Staff Roster

No results

Schools in the area

LITTLE LEARNERS CHRISTIAN ACADEMY LLC

700 E Epworth Ave, Cincinnati, OH 45232

(513) 213-3565

View Details

KAMPUSLAND INC.

750 Derby Ave, Cincinnati, OH 45232

(888) 571-7973

View Details

NEXT GENERATION EARLY LEARNING CENTER LLC

4711 Kenard Ave, Cincinnati, OH 45232

(513) 541-3900

View Details

(513) 386-9514

• To enhance this description, add pictures, see the programs’ dashboard, or claim this program, click below.

Aravia

Cosmetology

Master classes:

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Skin care with rosacea

Complex facial cleansing

Home face care

New Year’s cosmetology

training courses:

Chemical peels

Classic face massage

Massage-Massage-Facial Departure

SPLASH Lifting Massage

Facial sculpture massage

aesthetic cosmetology 9000 methods of body shaping and facial rejuvenation

Courses for yourself:

Facial self-massage

Beautician for yourself

Depilation

Workshops:

SPA sugaring, paraffin therapy and care

Sugaring and polymer wax

SPA bikini area care

Correction of ingrown hairs

Training courses:

SPA sugaring. Basic course

SPA-sugaring. Basic course 2.0

SPA-sugaring. Intensive course

Polymer wax depilation and SPA-sugaring

Universal master

Men’s sugaring

Advanced training:

Depilation of deep bikini

High-speed depilation techniques

Jewelry depilation techniques

Courses

Courses for yourself:

Shugaring for yourself

9000 body

Phyto-salt wrap

Slimming and cellulite correction

Hardware methods of body shaping and facial rejuvenation

training courses:

wraps, skin care

Body lymphatic drainage massage

Anti -cellulite massage

Body sculpture massage

Correction Program

hardware methods of correction of figures and rejuvenation of face

CLAVILIL: Explosure and Care

SPA SPA SPA – care

Workshops:

Non-invasive hand rejuvenation

Training courses:

SPA-care for hands and feet

Hair care

Online training

Webinars

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Watch the video

Training centers of the company “Arabia” provide multi-level professional training for specialists
spheres of beauty according to uniform programs. To date, the author’s methods of SPA-sugaring,
paraffin therapy and body care are used in many luxury and leading beauty salons. masters,
having a certificate of the Arabia school, are highly valued in salons of any class. professional
ARAVIA Professional cosmetics is the leading Russian brand among cosmetics for depilation and
body care and is popular among beauty industry professionals.

Watch the video

Training centers

Upscale
teachers

Author’s programs

Certificate
and discount

Additional
practice

Professional
cosmetic lines

Own training centers

25000

Specialists per year

Unique courses and master classes

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“School” for adults, or organization of a training center

Employees are trained in any company. We have repeatedly spoken about its necessity and tasks on the pages of our magazine.

Recall that training at the enterprise can be unorganized (when employees themselves acquire the skills they need) and organized (when the process of advanced training is controlled by the company’s management).

Today we will focus on the second type of training.

There are a lot of forms and methods of organized corporate training. One of them is a training center. In a number of companies, training centers are part of the structure of personnel management departments, in others they are part of production or sales divisions, in others, they exist as independent divisions.

Some companies organize training centers to continuously improve the skills of their employees as part of the training of the talent pool.

Why is the training of personnel in a corporate training center attractive? Firstly, the activities of employees are becoming more standardized and coordinated: everyone is trained according to the same curriculum, from the same teachers, and receives the same knowledge, skills and abilities. Therefore, department heads know what to demand from their subordinates, how to control their work. In other words, the work of employees and its results become predictable. The same mentoring as a form of training has a significant disadvantage compared to training at a training center: mentors do internships only from time to time, therefore they do not always have relevant teaching experience and do not always follow the internship program.

Secondly, corporate training centers are often centers of innovation.

Example 1

In the federal retail chain of supermarkets on the basis of the training center, research is constantly being conducted in the field of improving the quality of service. Algorithms for the behavior of employees in standard and non-standard situations, methods for monitoring the actions of employees, etc. are being developed.

Example 2

At one of the enterprises in the field of metalworking, the improvement of technologies takes place precisely in the training workshop, where the “run-in” and testing of new methods of work is carried out by teachers and students on educational equipment.

However, with all the advantages, the creation of a training center is advisable in the case when you have to train a large number of staff (for example, when hiring).

Example 3

A large cell phone and accessories retail chain provides ongoing training for new sales assistant employees. The program includes the development of sales technology, service standards, product information. Training takes place on the basis of regional training centers.

Organizing your own training center in this case is justified, since the network is constantly expanding and the position of a sales assistant is always open.

Adult education

Adult education is different from that of children and adolescents. The child has his own motivation to learn “by nature”. They are all interested. And this must be taken into account when creating a corporate training center, developing programs and training teachers.

What is the difference between teaching children and “school” for adults?

1. Adults have a certain professional and life experience and most often view learning new skills through the prism of this experience. In other words, adults already have a certain skill base and this must be taken into account when building the learning process.

Example 4

A large trading company trains operators at a training center. The program includes training new employees in computer skills, correct pronunciation, and service regulations. Teacher Alina K., starting to teach a new group, always talks with each person, finding out how well he can communicate, establish contact by phone, work on a PC, etc. This allows Alina to adjust the training program depending on the level of students’ awareness.

2. Unlike children, adults prefer that the knowledge and skills they acquire can be put into practice. Teenagers can spend a lot of time studying the biographies of rock singers or learning to play some original musical instrument, that is, doing things that do not bring any profit. It is much more difficult for adults to learn because they have to see how the acquired knowledge can be useful to them. They simply cannot waste time and energy on studying unnecessary, in their opinion, material.

Example 5

The management of a wholesale trading company decided to invite a business coach Alexei L. to a permanent job as a teacher. It was assumed that Alexey would conduct periodic training of sales representatives, consultants and sales managers in the technologies of working with a client and direct sales techniques.

After the start of a series of trainings and seminars, employees stopped coming to study, despite the fact that the management obliged them to attend classes. Later it turned out that Aleksey L. conducted his seminars too “scientifically”, in a theoretical way, and the students had difficulty understanding how this knowledge could be applied “on the battlefield”.

Therefore, employee training should be based on a large amount of practical material.

3. Employees in training should be able to self-assess their own learning successes and failures.

Example 6

In the training center of a chain of retail stores, so-called “self-control sheets” are used. Each employee who improves his/her qualifications evaluates his or her level of knowledge and skills by answering the questions of a professional test. This practice of periodic self-assessment allows employees to create an optimal level of motivation for learning. After such checks, many students begin to more actively ask teachers for information of interest.

Example 7

Nikolai S., a teacher in the training department of a commercial bank, while teaching tellers, uses a stopwatch to time each operation by the trainees (writing reports, issuing documents). Monitoring is carried out every day during a two-week training cycle. The results are recorded on a table that hangs in the training room, and each employee can see how well he is progressing in mastering the skills.

4. Adults have a more complex structure of motivation for learning. Children may learn for praise from their parents or, conversely, for fear of punishment. A mature person wants, having gained new knowledge, to increase the level of income of his family, to get the opportunity for career growth, self-realization, and confidence in the future.

Selecting teachers

Who can train employees? Below we will look at the various options. Which one to choose is up to you.

Some organizations prefer to have their own employees work in the staff of the corporate training center, combining their main work with teaching. The advantage of this choice is that the “natives” of the native enterprise know the specifics of not only business processes, but also the corporate culture. In addition, teachers are chosen from the most successful employees who enjoy authority among the rest of the staff.

Example 8

In a manufacturing and trading company, the selection and appointment of teachers is as follows. During the annual appraisal, the most qualified employees with good communication skills are identified (specialists in the field of production, sales, accountants, etc.). These employees are offered additional work in the company’s training center. At the same time, they have the right to teach either in their free time (after the working day), or, in agreement with the heads of departments, teachers have their work schedule adjusted.

Other firms for permanent teachers. In our opinion, this is a more convenient option, because the employee does not have to be “torn” between his main job and teaching. In addition, a full-time teacher has more time to prepare for classes and can be engaged in methodological work – to draw up programs, develop teaching aids.

Note that the instructor must be able to perform work at the highest level and the result of his work must be a standard for students. Of course, it is quite difficult to be an ace in your specialty (and this is not necessary) while teaching for a long time, but the teacher needs to show at least a high level of competence. This is the first prerequisite for selection for a training specialist.

Example 9

Among the leading business seminars, sometimes there are teachers who can talk long and eloquently about the need for production and financial planning, teaching time management skills and personal effectiveness. But often these business coaches demonstrate by their behavior a complete non-compliance with their own rules – they are late for business meetings, they are uncertain in front of the audience, they forget their own promises, etc. This teacher behavior is unacceptable. Who will take seriously the words of a man who, blushing and stuttering, teaches the techniques of “confident and calm behavior in business negotiations”?

A candidate for a teaching position must have the skills to teach specifically adults. This is the second necessary requirement. If an employee does not have special training in the field of teaching, one should not expect that he will be able to teach effectively, no matter how highly qualified a specialist in his professional field he is. For effective learning, it is necessary to know the patterns of acquiring skills and abilities. Many people mistakenly believe that teaching is very easy, and in this regard, the work of a teacher in our country is far from being held in high esteem. However, the ability to teach other people requires a certain qualification and knowledge from the teacher.

Example 10

There is a rather high turnover among driving instructors. Despite good machine control skills, instructors are not always able to correctly convey the necessary information and help develop skills in their students. As a result, they experience nervous stress, they can break loose, scream, and, in the end, many are disappointed in their work.

If an employee does not have the skills of teaching, coaching, but at the same time has a high motivation for teaching, then, of course, he can be taught the teaching profession. However, it is important to determine that the employee really has a motivation to teach, and not a desire to rise above his colleagues in this way or enjoy any additional benefits.

It is best when the organization already has a professional business coach who can “make” a qualified teacher out of an employee. If this is not the case, then the employee can be sent to study for training courses for business trainers. There are quite a few companies that provide this kind of training. It is important that at the end of the seminars the teacher could:

• build the learning process, knowing the basic patterns of adult learning,
• speak confidently in front of an audience,
• independently develop training programs,
• manage the behavior of individual members of the study group,
• independently develop methodological teaching aids.

Help

As for the remuneration of the teacher, it should be “tied” to the number of hours that the teacher spends on the learning process. In our opinion, this is the best option for remuneration. An increase in wages occurs with an increase in workload.

Evaluation of the quality of work and motivation of teachers

When the educational process is established and teachers have taken up their duties, it is necessary to monitor the effectiveness of their work, encourage successes and detect shortcomings in their work.

What is the indicator of successful work of a teacher (instructor)?

Example 11

The management defines the quality of work of Sergey F., a trainer for a cell phone sales company, as follows: if sales increase in the salons where “students” work, then the effectiveness of teaching is high.

The learning assessment approach described in the previous example is incorrect. Too many “non-educational” factors influence the volume of revenue – the pricing policy of the company, the quality of advertising, market fluctuations. It is incorrect to tie the quality of education to the growth of income or profit, because a teacher can objectively “put his soul” into his work, but at the same time be unfairly assessed on the basis of supposedly “objective” indicators. A company that evaluates an employee’s work only on the basis of profit indicators, because it can be easily calculated, is likened to a person looking for a lost thing under the light of a lantern, because it is more convenient to look for it.

Example 12

Some companies measure the quality of training in this way. After completing the training course, the personnel management service conducts an appraisal, during which the achievements of the employees who have completed the training, their behavior at work, the number and quality of completed projects, etc. are evaluated. If the results of the certification are generally positive, then the training of personnel is considered successful.

The approach described in Example 12 is also unsuccessful. The teacher is responsible only for the skills and knowledge acquired by the student, but cannot guarantee their preservation for a long time. Much depends on what tasks the employee receives, whether he has the opportunity to “refresh” his knowledge. In addition, a person may know and be able to do something, but not want to do it.

Example 13

A supermarket has developed customer service standards for all categories of employees: how to say hello, how to talk to a customer, how to say goodbye, etc. After the development of the standards, management instructed Oksana M., the professional development manager, to train all employees on the new rules. Study groups were formed and Oksana conducted a series of workshops and trainings.

After graduation, the Mystery Shopping campaign was organized, during which the quality of service standards was evaluated. The results of the checks were disappointing: not a single employee complied with the maintenance regulations. Management concluded that the training was of poor quality and blamed the coach. Oksana M. offered to arrange an exam for employees and test their knowledge of service standards. It turned out that almost everyone knows the technology of working with a client and knows the new rules of work.

After analyzing the situation, the management came to the conclusion that the employees did not meet the standards of service, because this innovation was not supported by motivation. Employees simply did not know what would happen to them if they refused to comply with the regulations – a reduction in bonuses, dismissal, verbal reprimand or something else. The second reason was the mistake of the immediate supervisors of employees (heads of trade departments, sectors), who simply did not demand from their subordinates strict adherence to quality service standards.

So, what is the indicator of the quality of a teacher’s work? Of course, this is the volume of knowledge and skills of trained employees, but measured immediately after the training course. But the teacher can no longer influence how the acquired skills are applied and how well the employee can keep them in his head. The best form of control in this case is an exam. And the requirements for knowledge and skills should be reflected in the training program.

Compiling the training program

What are training programs for?

Firstly, to ensure that the learning process does not depend on the teaching staff. In the absence of a teaching standard, teachers can place emphasis in different ways and subjectively evaluate students’ knowledge. In addition, there are cases when, due to the dismissal of a teacher, the work of the entire training center is stopped, because no one can teach except this person.

Secondly, the curriculum is the educational standard of the organization, containing, among other things, a list of requirements for the level of knowledge, skills and abilities of students.

Thirdly, the curriculum is a set of ready-made instructions for the teacher of the training center.

The content of the training program can be different, of course, there is no single standard for its preparation, as in the education system. Each organization has its own requirements for employees, which means that the training structure will be different. Based on practice, it can be recommended that the program include the following sections:

1. Requirements for knowledge, skills and abilities (that is, what employees should know after completing the training course).

Example 14

For a small corporate training course for sales assistants, the requirements can be formulated as follows: customer service technology. He must be able to independently tell the client about the properties of the product, establish contact with the client, present the product, and work with the client’s objections.

2. Training plan (list of topics and content blocks).

Example 15

A training plan for shop assistants might look like this:

“1. History of the company.

2. Trading floor.

3. Showcases.

4. Rules for the placement of goods.

5. Location of advertising materials.

6. Rules of conduct for an employee when communicating with a client.