Day care center hiring: Child Care Careers | Child Care at Penn State

Open positions

Lead Teacher – Childcare/Preschool (w/ Training, Perks, Benefits)

Are you a passionate educator looking to make a lasting, positive impact on the lives of young students? Do you firmly believe in the learn-through-play philosophy and want to work with children in a small group setting to truly personalize their learning experiences? 

If this sounds like you, then you’re in luck! We’re looking for teachers to join our team of long-serving, dedicated professionals who spend their days sparking learning and creating joy! 

If you’re ready to move into a career that makes a difference, and you:

• Consider yourself a natural, empathetic leader
• Have work experience and/or educational background in ECE
• Are a strong verbal and written communicator with some tech-savvy
• Can physically complete the tasks necessary to care for small children, and
• Agree with and can deliver on our mission to provide exceptional care and learning 

then please apply today! We can’t wait to meet you.  

Teacher

Are you a passionate educator looking to make a lasting, positive impact on the lives of young students? We’re looking for teachers to join our team of long-serving, dedicated professionals who spend their days sparking learning and creating joy! 

If you’re ready to move into a career that makes a difference, and you:

• Consider yourself a natural, empathetic leader
• Have work experience and/or educational background in ECE
• Are a strong verbal and written communicator with some tech-savvy
• Can physically complete the tasks necessary to care for small children, and
• Agree with and can deliver on our mission to provide exceptional care and learning 

then please apply today! We can’t wait to meet you. 

Assistant Teacher

Are you a compassionate, motivated person who adores children and wants to break into the field of early childhood education? We’re looking for people like you who want to begin or advance a career providing classroom support to teachers and brightening the lives of the littlest learners.

If you’re ready to move into a career that makes a difference, and you:

• Are friendly, dependable, and willing to work as an integral part of a classroom team
• Want ECE work experience and professional development opportunities 
• Can communicate respectfully with students, colleagues, parents, and administrators
• Are physically able to complete the tasks necessary to care for small children, and 
• Agree with and can deliver on our mission to provide exceptional care and learning 

then please apply today! We can’t wait to meet you. 

Floater

Are you an adaptable, compassionate person who loves working with young children? Do you have a flexible schedule and a positive can-do attitude? We’re looking for caring people like you to be Floaters on our dedicated team of early childhood educators!

• If you’re ready to move into a position that brings something new every day, and you:
• Are dependable, motivated, and willing to work in a variety of classroom settings
• Have or want work experience in early childhood education
• Are a team player with great communication and comprehension skills
• Are physically able to complete the tasks necessary to care for small children, and
•  Agree with and can deliver on our mission to provide exceptional care and learning 

then please apply today! We can’t wait to meet you.

Open positions

Open positions

Assistant Director:

The Assistant Director is a full-time position (30-40 hours – hourly) that is responsible
for assisting the Director in the day to day business operations and supervision of a
licensed child care center for children ages 6 weeks to 12 years old. The Assistant
Director provides support to the Hometown leadership team and teaching staff, doing
this in a positive and professional manner at all times. The Assistant Director assists
with maintaining all child and employee safety, health and security standards as part of
the Hometown policies and procedures. S/He will support the Director in delivering
profitable results.

Assistant Teacher:

Looking for a compassionate and self-motivated individual with a specific interest in education.  In this position, you will be responsible for supervising students, developing lesson plans, preparing lesson material, and maintaining classroom tidiness.   If you consider yourself a friendly and competent teacher assistant, you have a place on the team!

Kitchen Manager:

The Kitchen Manager is responsible for a variety of daily operational activities
Hometown Child Care, which include facilitating the set-up and clean-up of snacks and
meals for children at the center, as well as varied cleaning activities throughout the day.
This position is responsible for developing the food menu in accordance with nutritional
guidelines as outlined by State Regulations.

The kitchen Manager helps to deliver prepared meals to the classroom ready for family
style meal service and suitable for the children’s age and development. As well as
maintains the kitchen and stocks the kitchen and classroom with paper goods/supplies.

Lead Teacher Job Description:

Hometown Child Care strives to instill in each child a desire for lifelong learning by the
Learn Through Play Philosophy. Our emergent curriculum is defined as a process
where teachers plan activities and projects based on the specific group of children they
are working with. Our teachers take into account each child’s skills, needs, and
interests. Through this approach, teachers gain a greater understanding of each child’s
individual needs, allowing for thoughtful and individualized lessons and activities.

Lead Teachers plan, implement and participate in classroom, playground, and activities.
These activities are designed to foster or enhance all areas of the child’s development.

apply now

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Work History

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MDOBU kindergarten №11 “Birch”

Internal labor regulations

municipal preschool educational budget

institutions of the child development center – kindergarten No. 11

Beryozka, Oktyabrsky district

II . Procedure for recruitment, transfer and dismissal of employees

2.1. Employment procedure:

2.1.1. Employees exercise their right to work by concluding an employment contract.

2.1.2. The employment contract is concluded for an indefinite period.

The conclusion of a fixed-term employment contract is allowed when labor relations cannot be established for an indefinite period, taking into account the nature of the work to be done or the conditions for its implementation on the grounds provided for in Part 1 of Art. 59TK RF. In the cases provided for by Part 2 of Art. 59 of the Labor Code of the Russian Federation, a fixed-term employment contract may be concluded by agreement of the parties to the employment contract without taking into account the nature of the work to be done and the conditions for its implementation.

2.1.3. When concluding an employment contract, by agreement of the parties, it may provide for a condition on testing the employee in order to verify his compliance with the assigned work (Article 70 of the Labor Code of the Russian Federation).

Employment test not established for:

90,002 pregnant women and women with children under the age of one and a half;

90,002 persons under the age of eighteen;

90,002 persons who graduated from educational institutions of primary, secondary and higher vocational education, having state accreditation and for the first time entering work in their specialty within one year from the date of graduation from the educational institution;

90,002 persons elected to elective office for paid work;

90,002 persons invited to work in the order of transfer from another employer as agreed between employers;

90,002 persons entering into an employment contract for up to two months;

other persons in cases stipulated by the Labor Code of the Russian Federation, other federal laws, a collective agreement.

2.1.4. The trial period cannot exceed three months, and for the head of the institution, his deputies, the chief accountant and his deputy, the head of the structural unit – no more than six months.

2.1.5. The employment contract is drawn up in writing and signed by the parties in two copies, one of which is kept in the educational institution, the other – with the employee.

2.1.6. Employment of teaching staff is carried out taking into account the requirements provided for in Art. 331 of the Labor Code of the Russian Federation and Art. 46 of the federal law “On Education in the Russian Federation” (dated December 29, 2012 N 273-FZ) .

2.1.7. When concluding an employment contract, a person entering a job presents the employer in accordance with Art. 65 of the Labor Code of the Russian Federation:

– passport or other identity document ;

– work book , except when the employment contract is concluded for the first time or the employee goes to work on a part-time basis;

– insurance certificate of state pension insurance ;

– military registration documents – for persons liable for military service and persons subject to conscription for military service;

– document on education , on qualifications or the availability of special knowledge – when applying for a job that requires special knowledge or special training.

– certificate on the presence (absence) of a criminal record and (or) the fact of criminal prosecution on rehabilitating grounds, issued in the manner and in the form established by the federal executive body that performs the functions of developing and implementing state policy and legal regulation in in the field of internal affairs – when applying for a job related to activities to which, in accordance with the Labor Code of the Russian Federation, other federal law, persons who have or had a criminal record, are subject to or have been subjected to criminal prosecution (hereinafter referred to as a certificate of a criminal nature) are not allowed.

Persons applying for work in an educational institution are also required to provide a personal medical book containing information about the absence of contraindications for health reasons to work in an educational institution (part 1 of article 213 of the Labor Code of the Russian Federation).

2. 1.8. It is forbidden to demand from a person applying for a job documents other than those provided for by the Labor Code of the Russian Federation, other federal laws, decrees of the President of the Russian Federation and resolutions of the Government of the Russian Federation (part 3 of article 65 of the Labor Code of the Russian Federation).

2.1.9. When concluding an employment contract for the first time, a work book and an insurance certificate of state pension insurance are drawn up by the employer (part 4 of article 65 of the Labor Code of the Russian Federation).

2.1.10. Employees have the right to work on the terms of internal and external part-time work in the manner prescribed by the Labor Code of the Russian Federation.

2.1.11. Employment is formalized by the order of the employer, issued on the basis of the concluded employment contract. The content of the employer’s order must comply with the terms of the concluded employment contract.

The employer’s order on hiring is announced to the employee against signature within three days from the date of the actual start of work. At the request of the employee, the employer is obliged to issue him a duly certified copy of the said order.

2.1.12. An employment contract that is not executed in writing is considered concluded if the employee has started work with the knowledge or on behalf of the employer or his representative. When an employee is actually admitted to work, the employer is obliged to draw up an employment contract with him in writing no later than three working days from the date the employee is actually admitted to work (Article 67 of the Labor Code of the Russian Federation).

2.1.13. In accordance with Art. 66 of the Labor Code of the Russian Federation, the employer maintains work books for each employee who has worked for him for more than five days, in the case when the work for this employer is the main one for the employee.

The form, procedure for maintaining and storing work books, as well as the procedure for preparing blank work books and providing them to employers are established by regulatory legal acts of the Russian Federation.

2.1.14. Labor books of employees are kept in the institution. Forms of work books and inserts to them are stored as documents of strict accountability.

2.1.15. With each entry made on the basis of an order in the work book about the work performed, transfer to another permanent job and dismissal, the employer is obliged to familiarize its owner against signature in a personal card in which the entry made in the work book is repeated.

The names of positions, professions or specialties and the qualification requirements for them must comply with the names and requirements specified in the qualification reference books approved in the prescribed manner, if, in accordance with the Labor Code of the Russian Federation, other federal laws, the provision of compensations and benefits or the presence of restrictions (part 2 of article 57 of the Labor Code of the Russian Federation).

2.1.16. When hiring, the employer is obliged to familiarize the employee against signature with the internal labor regulations, other local regulations directly related to the employee’s labor activity, the collective agreement (part 3 of article 68 of the Labor Code of the Russian Federation).

2.2. Job security:

2.2.1. An unreasonable refusal to conclude an employment contract is prohibited (Article 64 of the Labor Code of the Russian Federation).

2.2.2. Any direct or indirect restriction of rights or the establishment of direct or indirect advantages when concluding an employment contract depending on gender, race, skin color, nationality, language, origin, property, social and official status, age, place of residence (including including the presence or absence of registration at the place of residence or stay), as well as other circumstances not related to the business qualities of employees, is not allowed, except for cases provided for by federal law.

2.2.3. It is forbidden to refuse to conclude an employment contract for women for reasons related to pregnancy or the presence of children.

It is forbidden to refuse to conclude an employment contract for employees invited in writing to work by transfer from another employer within one month from the date of dismissal from their previous job.

2.2.4. At the request of the person who was refused to conclude an employment contract, the employer is obliged to inform the reason for the refusal in writing.

2.2.5. Refusal to conclude an employment contract may be appealed in court.

2.3. Changing the terms of the employment contract and transfer to another job:

2.3.1. Changing the terms of the employment contract determined by the parties, including transfer to another job, is allowed only by agreement of the parties to the employment contract, with the exception of cases provided for by the Labor Code of the Russian Federation (Article 74 of the Labor Code of the Russian Federation). An agreement to change the terms of an employment contract determined by the parties is concluded in writing and is formalized as an additional agreement to the employment contract (Article 72 of the Labor Code of the Russian Federation).

Changing the terms (content) of an employment contract is possible on the following grounds:

a) changing the terms of the employment contract determined by the parties for reasons related to changes in organizational or technological working conditions;

b) transfer to another job (permanent or temporary change in the labor function of an employee or the structural unit in which he works).

2.3.2. In the event that, for reasons related to a change in organizational or technological working conditions, the terms of the employment contract determined by the parties cannot be saved, they can be changed at the initiative of the employer, with the exception of changing the labor function of the employee (Article 74 of the Labor Code of the Russian Federation).

Such reasons may include:

reorganization of an institution (merger, accession, division, separation, transformation), as well as internal reorganization in an institution;

changes in the implementation of the educational process in the institution (reduction in the number of groups).

The employer is obliged to notify the employee in writing of no later than two months in advance of changes in the terms of the employment contract determined by the parties, as well as the reasons that necessitated such changes.

2.3.3. Transfer to another job – a permanent or temporary change in the labor function of an employee and (or) the structural unit in which the employee works (if the structural unit was indicated in the employment contract), while continuing to work for the same employer, as well as transfer to work in another locality along with the employer. Transfer to another job is allowed only with the written consent of the employee (Articles 72.1, 72.2 of the Labor Code of the Russian Federation).

2.3.4. Transfer to another permanent job within the same educational institution is issued by the order of the employer, on the basis of which an entry is made in the work book of the employee.

2.3.5. By agreement of the parties to an employment contract concluded in writing, an employee may be temporarily transferred to another job for a period of up to one year, and in the case when such a transfer is carried out to replace a temporarily absent employee who retains his job, until the employee leaves to work.

If, at the end of the transfer period, the employee is not provided with the previous job, and he did not demand its provision and continues to work, then the condition of the agreement on the temporary nature of the transfer becomes invalid and the transfer is considered permanent.

2.3.6. Transfer to work not stipulated by the employment contract without the consent of the employee is possible only in exceptional cases, provided for in Art. 72.2 of the Labor Code of the Russian Federation.

At the same time, transfer to work requiring lower qualifications is allowed only with the written consent of the employee.

2.3.7. The performance by an employee of the duties of a temporarily absent employee (vacation, illness, advanced training, etc.) is possible only with the consent of the employee to whom the employer entrusts this work, and on the conditions provided for in Art. Art. 60.2, 72.2, 151 of the Labor Code of the Russian Federation – without exemption from the main job or by temporary transfer to another job.

2.3.8. The transfer of an employee to another job in accordance with a medical report is carried out in the manner prescribed by Art. Art. 73, 182, 254 of the Labor Code of the Russian Federation.

2.3.9. The employer is obliged in accordance with Art. 76 of the Labor Code of the Russian Federation to suspend (not allow to work) an employee:

who appeared at work in a state of alcoholic, narcotic or other toxic intoxication;

who did not undergo training and testing of knowledge and skills in the field of labor protection in the prescribed manner;

who has not passed the mandatory medical examination (examination) in accordance with the established procedure, as well as the mandatory psychiatric examination in cases provided for by federal laws and other regulatory legal acts of the Russian Federation;

if, in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation, contraindications are found for the employee to perform work stipulated by an employment contract;

at the request of bodies or officials authorized by federal laws and other regulatory legal acts of the Russian Federation;

in other cases provided for by federal laws and other regulatory legal acts of the Russian Federation.

2.4. Termination of an employment contract:

2.4.1. Termination of an employment contract may take place only on the grounds provided for by labor legislation.

2.4.2. An employment contract can be terminated at any time by agreement of the parties to the employment contract (Article 78 of the Labor Code of the Russian Federation).

2.4.3. A fixed-term employment contract terminates with the expiration of its validity period (Article 79 of the Labor Code of the Russian Federation).

An employee must be notified in writing of the termination of an employment contract due to its expiration at least three calendar days before dismissal, except in cases where a fixed-term employment contract concluded for the duration of the duties of an absent employee expires.

An employment contract concluded for the duration of a specific job terminates upon completion of that job.

An employment contract concluded for the duration of the performance of duties of an absent employee is terminated when this employee returns to work.

2.4.4. The employee has the right to terminate the employment contract by notifying the employer in writing no later than two weeks (14 calendar days), unless another period is established by the Labor Code of the Russian Federation or other federal law. The specified period begins the next day after the employer receives the employee’s application for dismissal.

2.4.5. By agreement between the employee and the employer, the employment contract can be terminated even before the expiration of the term for the notice of dismissal (Article 80 of the Labor Code of the Russian Federation).

In cases where the employee’s application for dismissal on his initiative (of his own free will) is due to the impossibility of continuing his work (enrollment in an educational institution, retirement and other cases), the employer is obliged to terminate the employment contract within the period specified in the employee’s application.

2.4.6. Prior to the expiration of the notice of dismissal, the employee has the right to withdraw his application at any time. Dismissal in this case is not carried out if another employee is not invited to his place in writing, who, in accordance with the Labor Code of the Russian Federation and other federal laws, cannot be refused to conclude an employment contract.

After the expiration of the termination notice, the employee has the right to stop working.

If the employment contract has not been terminated after the expiration of the termination notice and the employee does not insist on dismissal, the employment contract continues.

2.4.7. An employee who has concluded a contract with a probationary period has the right to terminate the employment contract during the probationary period by notifying the employer in writing three days in advance (part 4 of article 71 of the Labor Code of the Russian Federation).

2.4.8. Dismissal based on the results of attestation of employees, as well as in cases of reduction in the number or staff of employees of the institution is allowed if it is impossible to transfer the employee with his consent to another job.

The reasons for the dismissal of employees, including teachers, under paragraph 2 of part 1 of Art. 81 of the Labor Code of the Russian Federation, may be:

– reorganization of an institution;

– exclusion from the staff list of some positions;

– reduction in the number of employees;

– decrease in the number of groups;

2.4.9. The liquidation or reorganization of an educational institution, which may lead to the dismissal of employees due to a reduction in the number or staff of employees, is carried out, as a rule, at the end of the academic year.

2.4.10. In accordance with paragraph 8 of part 1 of Art. 81 of the Labor Code of the Russian Federation, an employment contract may be terminated for the commission by an employee performing educational functions of an immoral offense incompatible with the continuation of this work.

An immoral offense is a guilty action or inaction that violates the basic moral norms of society and contradicts the content of the labor function of a pedagogical worker (for example, behavior that degrades human dignity, being in a state of alcohol or drug intoxication, etc. ).

It is allowed to dismiss only those employees who are engaged in educational activities, and regardless of where the immoral offense was committed (at the place of work or at home).

If an immoral offense is committed by an employee at the place of work and in connection with the performance of his labor duties, then such an employee may be dismissed from work, subject to the procedure for applying disciplinary sanctions established by Art. 193 of the Labor Code of the Russian Federation.

If an immoral offense is committed by an employee outside the place of work or at the place of work, but not in connection with the performance of his labor duties, then the dismissal of the employee is not allowed later than one year from the date the employer discovered the misconduct (part 5 of article 81 of the Labor Code of the Russian Federation).

2.4.11. In addition to the grounds provided for in Art. 81 of the Labor Code of the Russian Federation and other federal laws, additional grounds for termination of an employment contract with a teacher in accordance with Art. 336 of the Labor Code of the Russian Federation are:

– repeated within one year gross violation of the charter of an educational institution;

– application, including a single one, of methods of education associated with physical and (or) mental violence against the personality of a student, pupil.

2.4.12. An employment contract with an employee of an educational institution is subject to termination due to circumstances beyond the control of the parties (Article 83 of the Labor Code of the Russian Federation – Clause 10 of Article 77 of the Labor Code of the Russian Federation ), namely occurrence established by the Labor Code of the Russian Federation, other federal law and excluding the possibility of execution by the employee obligations under an employment contract restrictions on engaging in certain types of labor activity.

An employment contract with an employee of an educational institution is terminated due to violation of the established Labor Code of the Russian Federation (ab. 6, part 1, art. 84 of the Labor Code of the Russian Federation – paragraph 11 of art. 77 of the Labor Code of the Russian Federation ), namely of the rules for his conclusion in violation of the restrictions established by the Labor Code of the Russian Federation, other federal laws on engaging in certain types of labor activity.

Due to the general restriction on engaging in any labor activity in areas of activity related to minors, the employer, in the presence of such restrictions, is not entitled to transfer such employees to another job in the same educational institution.

Termination of an employment contract is formalized by order of the employer (Article 84.1 of the Labor Code of the Russian Federation).

The employee must be familiarized with the employer’s order to terminate the employment contract against signature. At the request of the employee, the employer is obliged to issue him a duly certified copy of the said order.

2.4.13. The day of termination of the employment contract in all cases is the last day of the employee’s work, except for cases when the employee did not actually work, but in accordance with the Labor Code of the Russian Federation or other federal law, the place of work (position) was retained.

2.4.14. On the day of termination of the employment contract, the employer is obliged to give the employee his work book with a record of dismissal entered into it and make the final settlement with him.

An entry in the work book on the basis and reason for termination of the employment contract must be made in strict accordance with the wording of the Labor Code of the Russian Federation or other federal law and with reference to the relevant article, part of the article, paragraph of the article of the Labor Code of the Russian Federation or other federal law.

2.4.15. Upon receipt of a work book in connection with the dismissal, the employee signs in a personal card and in the book of accounting for the movement of work books and inserts to them.

Kindergarten No. 181 Russian Railways

Kindergarten 181 RZD NDOU No. 181 Novoaltaysk

We are glad to welcome you on the website of the private preschool educational institution “Kindergarten No. 181 of the Russian Railways Open Joint-Stock Company” of the city of Novoaltaysk

Type: Preschool
Type: Kindergarten: Independent institution
Legal form of ownership: private
The founder of the Institution is the open joint-stock company “Russian Railways”.
Legal address of the founder: 107174, Moscow, st. Novaya Basmannaya, 2

Goal: Improving the availability, new quality and efficiency of education and upbringing through the introduction of modern pedagogical, information technologies, taking into account the social and economic needs of railway transport, meeting the needs of the Holding’s employees

Motto : Strive for the heights always and in everything!” – the main motto in the work of the teaching staff.

Kindergarten is a member of the network of professional and pedagogical community “DOU Health of the Altai Territory” 5 five-day working week

work schedule of the institution – 7.00 – 19.00

10 groups – from 7.00 – 19.00 (duration of stay 12 hours)

Head – Fedoreeva Svetlana Alekseevna.
Office hours of the head: from 8.00 to 17.00

There are 10 groups in Kindergarten No. 181 of Russian Railways:

The first group of early age “Solnyshko”
The second group of young children “Chickens”

Junior group “Bees”

Junior group “Gnomes”
9000 5 Junior group “Pearl”

Middle group “Madagascar”
Middle group “Smeshariki”

Senior group “Magicians”

90 002 Preparatory group “Sprockets”
Senior, preparatory group with ONR “Flower City” (Compensating group)

Planned occupancy – 186 children

Available in Altai Territory
Beautiful corner,
And at this place
Glorious town.