PAULA JORDE BLOOM AND JILL BELLA Assessment tools used in QRIS typically focus on classroom quality, but compelling research confirms the importance of addressing the work environment of staff, as well. This webinar will introduce participants to the Early Childhood Work Environment Survey (ECWES), a tool for assessing ten dimensions of organizational climate in early childhood programs. Participants will learn how the ECWES is used to measure, monitor, and improve the quality of work life in quality improvement initiatives across the country. Introduction Importance of Assessing Work Attitudes Two perspectives the individual and the organization Defining organizational climate The benefits of assessment The Early Childhood Work Environment Survey (ECWES) Ten dimensions of organizational climate The ECWES data collection process Interpreting the Work Environment Profile A Great Place to Work as a resource for implementing change Embedding the ECWES in Quality Improvement Initiatives Meeting the promise of QRIS Developing norms of continuous improvement How the ECWES is used in state quality enhancement projects Let s Talk ---------------------------------------------------------------------------------- Handouts Presentation outline Dimensions of Organizational Climate Work Environment Profile Presenter bios and resources MCCORMICK CENTER FOR EARLY CHILDHOOD LEADERSHIP AT NATIONAL LOUIS UNIVERSITY 00 Capitol Drive Wheeling, IL 000 McCormickCenter.nl.edu 0.. jmb
Dimension Definition Collegiality The extent to which staff are friendly, supportive, and trusting of one another. The peer cohesion and esprit de corps of the group. Professional Growth The degree of emphasis placed on staff s professional growth. The availability of opportunities to increase professional competence. Supervisor Support The degree of facilitative leadership providing encouragement, support, and clear expectations. Clarity The extent to which policies, procedures, and responsibilities are clearly defined and communicated. Reward System The degree of fairness and equity in the distribution of pay, fringe benefits, and opportunities for advancement. Decision Making The degree of autonomy given to staff and the extent to which they are involved in making centerwide decisions. Goal Consensus The extent to which staff agree on the philosophy, goals, and educational objectives of the center. Task Orientation The emphasis placed on organizational effectiveness and efficiency, including productive meetings, program outcomes, and accountability. Physical Setting The extent to which the spatial arrangement of the center helps or hinders staff in carrying out their responsibilities. The availability of supplies and materials. Innovativeness The extent to which the center adapts to change and encourages staff to find creative ways to solve problems. From Bloom, P. J. (0). Measuring work attitudes in the early childhood setting (nd edition). Wheeling, IL: McCormick Center for Early Childhood Leadership, National-Louis University. Reprinted with permission. MCCORMICK CENTER FOR EARLY CHILDHOOD LEADERSHIP AT NATIONAL LOUIS UNIVERSITY 00 Capitol Drive Wheeling, IL 000 McCormickCenter.nl.edu 0.. jmb
Scale Scores Name: ANYWHERE CHILD CARE Date: January, 0 Total administrative, teaching, and support staff: Code: 0000 Number of staff completing survey: Employment pattern of respondents: employed full-time ( hours per week or more) employed part-time ( hours per week) 0 data not provided by respondent PART A. STAFF S RATINGS OF THE ORGANIZATIONAL CLIMATE (N = ) 0 Collegiality Professional Growth Supervisor Support Clarity Reward System Decision Making Goal Consensus Task Orientation Physical Setting Innovativeness The X represents the average score for this dimension for subjects included in this sample. The O represents the norm for this dimension based on responses of,0 workers in centers. The vertical line for each dimension represents the range of scores for subjects in this sample. McCORMICK CENTER FOR EARLY CHILDHOOD LEADERSHIP AT NATIONAL LOUIS UNIVERSITY 00 Capitol Drive Wheeling, IL 000 TEL-FAX..0 McCormickCenter.nl.edu -
PART B. STAFF S RATINGS OF THE IMPORTANCE OF EACH DIMENSION (N = ) 0000 Number of employees who indicated each dimension as being one of three most important to them. Collegiality, co-worker relations Involvement in decision making Opportunities for professional growth Consensus on program goals and objectives Support and feedback from supervisor Accomplishing work in efficient manner Clarity in policies and procedures Physical setting, sufficient materials Equitable pay, benefits, and promotions Innovativeness and creative expression PART C. OVERALL COMMITMENT TO THE ORGANIZATION (N = ) highly committed committed not committed 0. PART D. HOW THE CURRENT WORK ENVIRONMENT RESEMBLES THE IDEAL (N = ) ideal Somewhat somew like ideal not at all like ideal average Collegiality Collegiality Professional Supervisor Supervisor Clarity Reward Reward Decision Goal Goal Task Physical Innovative- Growth Support System Making Consensus Orientation Setting ness Support System Consensus Setting
PART E. RANKING OF EDUCATIONAL GOALS AND OBJECTIVES (N = ) 0000 most important Number of people who ranked item as: To help children develop... language and problem-solving skills 0 0 strong friendships, skills in sharing 0 concepts needed for reading and math 0 0 independence in caring for themselves 0 0 0 physical skill and coordination 0 positive self-concepts and self-esteem 0 0 0 least important PART F. TEACHERS DECISION-MAKING INFLUENCE (N = ) considerable influence...... some influence.0.0.0.0 very little 0 influence ordering materials interviewing and determining program training training new aides new or planning daily and supplies hiring new staff objectives teachers activities perceived degree of decision-making influence (current) desired degree of decision-making influence
Paula Jorde Bloom, Ph.D. is Distinguished Professor of Research and Practice at National Louis University and founder of the McCormick Center for Early Childhood Leadership. She received her MA and Ph.D. from Stanford University. As one of the country s leading experts on early childhood leadership and program management issues, Dr. Bloom is a frequent keynote speaker at state, national, and international conferences and consultant to professional organizations and state agencies. She has taught preschool and kindergarten, designed and directed a child care center, and served as administrator of a campus laboratory school. Paula is the author of more than 0 journal articles, book chapters, magazine articles, and technical reports. She is also the author of several widely read books on early childhood leadership and management issues including Blueprint for Action, Making the Most of Meetings, From the Inside Out, Workshop Essentials, Circle of Influence, A Great Place to Work, and Leadership in Action. Paula is the author of an organizational climate assessment, The Early Childhood Work Environment Survey (ECWES) and co-author with Dr. Teri Talan of two other assessment tools, the Program Administration Scale (PAS) and the Business Administration Scale for Family Child Care (BAS). Paula Jorde Bloom, Distinguished Professor of Research and Practice 00.., ext. 0, paula.bloom@nl.edu Jill Bella, Ed.D. is Director of Quality Support for the McCormick Center. In this role she coordinates and conducts research, training, and consultation for local and state initiatives on the Early Childhood Work Environment Survey, the Program Administration Scale (PAS), and the Business Administration Scale for Family Child Care (BAS). Dr. Bella is a national reliability anchor for the PAS and BAS. She holds a doctorate in Adult and Continuing Education from National Louis University. Dr. Bella also has both a MS in special education/early intervention and a BS in child development from the University of Illinois at Urbana- Champaign. Prior to joining the McCormick Center, she worked at several child care centers and an early intervention center as an early intervention specialist and training associate. Dr. Bella s research interests include organizational climate, advocacy for the early childhood workforce, systems thinking, and early childhood leadership. She is co-author of A Great Place to Work, Inspiring Peak Performance, and Zoom: The Impact of Early Childhood Leadership Training on Role Perceptions, Job Performance, and Career Decisions. Jill Bella, Director of Quality Supports 00.., ext. 0, jill.bella@nl.edu A Great Place to Work: Creating a Healthy Organizational Climate Trainer s Guide for A Great Place to Work Measuring Work Attitudes in the Early Childhood Setting: A Technical Manual for the Early Childhood Job Satisfaction Survey and the Early Childhood Work Environment Survey Available from New Horizons Educational Consultants and Learning Resources () - www.newhorizonsbooks.net MCCORMICK CENTER FOR EARLY CHILDHOOD LEADERSHIP AT NATIONAL LOUIS UNIVERSITY 00 Capitol Drive Wheeling, IL 000 McCormickCenter.nl.edu 0.. jmb