Unit 064 Context and Principles for Early Years Provision

Unit 064 CONTEXT AND PRINCIPLES FOR EARLY YEARS PROVISION 064.1.1 Explain the legal status and the principles of the relevant early year’s framework/s, and how national and local guidelines materials are used in settings The statutory framework for the EYFS sets out the legal requirements relating to learning and development and to welfare. The EYFS framework has statutory force by virtue of Section 44 of the Childcare Act 2006. The EYFS is a central part of the ten year childcare strategy Choice for parents, the best start for children and the landmark Childcare Act 2006. This Act, which regulates the childcare in England, formalise the important strategic role of local authorities play through a set of duties. These duties require†¦show more content†¦Ã¢â€"  Ã¢â€"   Learning and Development - recognises that children develop and learn in different ways and at different rates, and that all areas of learning and development are equally important and inter-connected. This approach ensures that the EYFS reaches its aim it is every child’s right to grow up safe; healthy; enjoying and achieving; making a positive contribution; and with economic well-being. The aim of the EYFS is to help young children achieve the five Every Child Matters outcomes of staying safe, being healthy, enjoying and achieving, making a positive contribution, and achieving economic well-being by: 1. Setting the standards for the learning, development and care, ensuring that every child makes progress and that no child gets left behind. Parents, providers should deliver individualised learning, development and care that enhances the development of the children in their care and gives those children the best possible start in life. Every child should be supported individually to make progress at their own pace and children who need extra support to fulfil their potential should receive special consideration. All providers have an equally important role to play in children’s early years experiences and they have to ensure that the provision they deliver is both appropriate to children’ needs and complementary to the education and care provided in child’s other settings. 2. Providing for equality of opportunity andShow MoreRelateddone Unit 064 Context and Principles fo4917 Words   |  20 Pagesï » ¿Unit 064 Context and Principles for Early Years Provision Out come 1 1] Explain the legal status and principles of the relevant early years frameworks, and how national and local guidance materials are used in settings. The government is interested in the care and education of children and it realised its potential impact on children. The four nations that form the United Kingdom have slightly different approaches to the planning and delivery of early years education and all the four nations areRead MoreFactors Affect Choice of Bank Services23387 Words   |  94 Pagesconvenience sampling was used and data was factor analyzed to reduce the number of total variables in to manageable way. Finding from this study reveal that the most two important bank selection criteria for customers are â€Å"convenience† and â€Å"service provision† for the entire customers while it is â€Å"bank’s image† as the second most important factor for male customers. On the other hand, the least two important factors of bank selection for customers are â€Å"financial benefits/ technology†, â€Å"reputation† andRead MoreManchester Business School : Declaration And Ownership Of Int ellectual Property Rights9003 Words   |  37 PagesLiu, who spent countless hours on the phone with me in the final days of writing, to offer guidance and moral support. 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Utilitarianism Theory And Contemporary Issues - 1350 Words

In today s society, we face many obstacles in our attempt to achieve the feeling of happiness. As intelligent beings, we try to solve these problems by taking the path that best benefits us. The theory of utilitarianism provides a solution to this but at what cost? What are the benefits and disadvantages of utilitarianism? Is utilitarianism an idea one should live by? What is utilitarianism? I plan on answering these questions within this paper and understand how they relate to everyday life. I will also look at arguments for and against utilitarianism. Then analyze the appealing and unappealing features to determine if utilitarianism should be followed as an absolute rule. Utilitarianism can be generally defined as a way of thinking where one chooses an action based on the amount of happiness that it would produce. In the book Ethics: Theory and Contemporary Issues, by Barbara MacKinnon and Andrew Fiala, the authors state â€Å"Utilitarianism is a form of consequentialism,† a nd that â€Å"John Stuart Mill explained it as ‘actions are right in proportion as they tend to promote happiness, wrong as they tend to produce the reverse of happiness.’† (MacKinnon 95). This means that utilitarianism focuses on result of an action based on happiness and that decisions can be taken made by looking at possible outcomes of that decision. What Mill stated would be defined as â€Å" the principle of utility or the greatest happiness principle.†( MacKinnon, 95). This principle is one in which could beShow MoreRelatedExplanation of the Utilitarian Ethical Theory Essay1417 Words   |  6 PagesExplanation of the Utilitarian Ethical Theory There are many different ethical approaches that deal with the morality issues we face every day, but the utilitarian approach holds the feeling of morally belonging to a group and the lack of individualism that many others carry. It also can be a very cold approach for those who belong to the minority in a society. This is because the principle of utility says that â€Å"we ought to do that which produces the greatest amount of happiness or pleasure forRead MoreThe Issues of Ethics970 Words   |  4 PagesIssues of Ethics The two major ethical theories that have the most relevance and prudence to my contemporary views are utilitarianism and those aligned with the concept of a categorical imperative. The philosophy of the former of these was widely pioneered by both Jeremy Bentham and John Stuart Mill. 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Poor Performance Case Study free essay sample

This case study was published on 08/11/2011 on the XpertHR website (of which the University subscribes). It is written by Caroline Noblet an employment lawyer with solicitors Squire Sanders Hammonds and deals with poor performance. This looks at a situation in which a manager initially wants to consider dismissing an employee for her poor performance even though the employer has failed to address the poor performance to date. It is written in the context of a commercial organisation but is procedurally correct. It should not be used as any kind of ‘template’ for performance management and all such formal action should be fully discussed with HR. This is for information purposes only to give an insight for line managers. In some places it has been edited to correct for relevance. Carol is a claims administrator with Rest Assured plc, a life assurance company. In her mid 60s, she is one of the companys longest-serving employees and has an unblemished disciplinary record. David, the claims team manager, who joined the company recently, arranges a meeting with the HR manager, Elaine, to discuss a problem he is having with Carol. Some of Carols colleagues have complained to him that she is not pulling her weight and is dealing with her claims allocation very slowly. They have to cover for her to prevent a backlog of claims building up. David explains to Elaine that he has been told that Carols poor performance has been a problem for some time but the previous claims team manager did nothing about it. There is no documentation showing that the problem was being addressed. The previous manager allowed Carol to coast along, so much so that it appears to Derek that she has become somewhat set in her ways. Because of the effect that Carols underperformance is having on the rest of the team, David wants to take decisive action now. Elaine needs to outline to David the steps that he should take to address Carols underperformance. He should take action promptly before Carols performance issues escalate further, and follow a performance management procedure. He must also take care to comply with the requirements of the Acas code of practice on disciplinary and grievance procedures (PDF format, 1. 8MB) (on the Acas website), which covers poor performance However, before he takes formal action against Carol, David must investigate whether or not she is underperforming and, if she is, why. He will need to meet Carol to discuss the possible cause of her below-standard job performance. He should make it clear to her that this meeting is investigatory and is not, at this stage, part of the formal disciplinary process. Prior to the meeting, David should collect relevant and objective evidence, fo r example customer complaints and other evidence to demonstrate that Carol has not been dealing with claims in a timely manner. If they had been available, he would also have needed to obtain copies of Carols appraisals and details of discussions that her previous manager had with her concerning her performance. Assuming that the evidence indicates that Carol has been underperforming, based on the evidence that he collects and his subsequent meeting with Carol, David should try to establish whether Carols underperformance is capability or conduct related, and whether or not there are mitigating reasons for it. Poor performance that is capability related may be attributable to inadequate or nsufficient training, poor communication, the employees lack of understanding of his or her goals and objectives, lack of feedback, poor quality supervision and/or support, excessive workloads, unrealistic targets and deadlines, poor working relationships and personal problems. Alternatively, poor performance may be the result of genuine inability or lack of commitment. If Carols poor performance is conduct related, Rest As sured should follow its disciplinary procedure rather than a performance management process. If David identifies that Carols poor performance is capability related, he should agree specific action points and targets with her, together with a realistic timescale in which she should achieve them. He should also arrange training or other remedial steps if these are appropriate and schedule a follow-up meeting to review Carols performance. It is essential that David keep a record of the meeting (including the agreed targets for improvement) and of the arrangements for the follow-up meeting. He should continue to monitor Carols on-going performance. If Carols performance does not improve after Rest Assured has followed their performance management procedure, he may be left with no alternative but to take this to a formal review panel. To avoid Carol being able successfully to claim any kind of unlawful discrimination against Rest Assured, for example because of her age, David should deal with her performance in the same way as he would for other employees in the team. Prior to this, subject to the (now repealed) statutory retirement procedure, employers could compulsorily retire employees when they reached retirement age. As a result, many employers overlooked performance issues in older members of staff who were approaching retirement age because they would be leaving anyway. David cannot use the fact that Carol may have attained what was previously the companys retirement age as a reason to end her employment. Nor can he assume that she will want to retire at this point. If he treats Carol less favourably than other employees because she is close to, or has reached, a particular age, this might amount to unlawful age discrimination. Conversely, if he treats her more leniently than other members of the team for the same reason, Rest Assured could be vulnerable to claims of age discrimination by them. David gathers his evidence and meets with Carol to discuss his concerns. At first Carol is defensive and claims that her performance is no worse than that of the other members of the claims team. She does not believe that there have been customer complaints about her so she cannot see what the problem is. However, when David shows her evidence that her closure rate of claims files has consistently been the lowest in the team and that some customers have complained about the slow handling of their claims, she breaks down in tears and confesses to David that she has been struggling to cope with the volume of work since a new computer system for handing claims records was installed over a year ago. Although she received training when the new system was introduced, she is not as computer literate as some of the other members of the team and has struggled with it. Having established that Carols performance issue is capability and not conduct related and that her underperformance appears to be due to a training need, David decides to take an informal approach. He tells her that she needs to improve her performance or she may be moved to the next stage of the performance management process, which could ultimately lead to formal warnings. David arranges for Carol to receive one-to-one refresher training on the new claims records system. Once the training is complete, David agrees with Carol that, over a period of three months, she must ensure that her claim closure rates are at, or above, the claims teams average. He also agrees with her that he will sit down with her at the end of each month during this period to discuss how she is progressing towards meeting the target and any concerns that she may have. At the end of the three-month period, Carols performance shows a consistent improvement and the informal approach has serves its purpose without need to move to more formal measures. He continues to monitor her performance by way of regular meetings and Rest Assureds appraisal process. Davids experience with Carol demonstrates the benefits for employers of having robust fully documented processes and of dealing with performance issues as and when they arise. Employers that have failed to address poor performance at the outset may have to tolerate a longer period for improvement than they otherwise would, because the employee will have become used to performing at the lower level. It is important to have some documented evidence of a performance issue before starting formal action and by carrying out an investigation into the poor performance, the employer should be able to identify whether it is due to capability or conduct, and follow the correct procedure as a result. NB If in reading this case study you feel there is a contradiction with University training, policy or developmental materials then please defer to those University materials and discuss any queries with Human Resources.

Man vs Society free essay sample

Man vs Society Man vs. Society In todays world, days are sometimes based upon whether one will be accepted into society by their actions, but for many, its about standing out from the rest. Though these are two completely different ideas, under certain circumstances, both ideas can become equally important. For many, they will do everything possible to make a difference. In 1955, during one of the largest racial segregations, an African American woman named Rosa Parks became a legacy. Despite the harsh laws, she stood her ground and refused to give up her seat to a white man on a public bus Wikipedia. om). She definitely made a statement that resulted in a nationwide controversy. By doing so, Rosa Parks actions became inspiration for all African Americans who have dealt with the same pains of being treated unfairly. Thus, she became a leader and a hero for being one of the many who put an end to the racial discrimination. We will write a custom essay sample on Man vs Society or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page For standing up for what she believed and for the sake of others, Rosa Parks made a difference in the world today. Because one person went against all of society, she was able to make the world a better place. With determination and ourage, Rosa Parks demonstrates how far anyone can succeed and make a difference against all odds. But for others, some were never given the chance. In Harper Lees novel, To Kill a Mockingbird, Tom Robinson, an African American man, was accused of abusing and raping Mayella Ewell, a white woman. But because he was of different skin color and at the scene of the incident, he was immediately to blame. Though an honest man, there was not much Robinson could do because of his unawareness of how to handle the situation. Atticus had used every tool vailable to free men to save Tom Robinson, but in the secret courts of mens hearts Atticus had no case. Tom was a dead man the minute Mayella Ewell opened her mouth and screamed (Lee). Atticus, Robinsons lawyer, fought for his freedom with an unfailing heart. But because, the town itself had a reputation to keep and there were many who discriminated, Atticus lost the case. Whether its one against all or all against one, its important to know what each side was fghting for. In this world, situations may not always be fair, but its always a lesson learned when defending for what they believed in.