As employers, Head Start agencies face a multitude of obligations, encompassing both general and state federal employment laws and specific Head Start requirements. Given the ongoing staff shortages nationwide and the growing necessity to make challenging employment decisions related to health and safety incidents, understanding and navigating these responsibilities can be particularly demanding.

Over the course of this two-day workshop, we will delve into the various stages of the Head Start employment relationship.  Our focus will be on providing both general federal employment laws as well as specific Head Start requirements. 

Interactive Learning

This training is designed to provide you with opportunities for exchanging ideas and best practices with your Head Start colleagues.  Through case studies, small group exercises, and discussion points, you will apply your new knowledge and gain insight from Head Start agencies across the country.

Workshop Structure

The training will be divided into four major parts, each offering a targeted explanation of the Head Start employment relationship life cycle. These sections will provide a comprehensive framework to guide participants through the intricate web of compliance and best practices.

Part I: Head Start Governance and Human Resources

Before jumping into the employment life cycle, we will briefly discuss the intersection of Head Start governance and human resources requirements. Failing to report to the governing body and policy council is a top noncompliance finding, second only to code of conduct violations (i.e., health and safety violations).

In this part of the workshop, you will learn the human resources responsibilities of the governing body and policy council and the respective roles with management that touch every phase of the Head Start employment life cycle.

Part II: Starting the Employment Relationship

Next, we will walk through the important issues Head Start agencies should consider when recruiting and onboarding new staff.

• Drafting job postings that meet staff qualification requirements as outlined in the Head Start Act and the Head Start Program Performance Standards
• Achieve initiatives related to diversity, equity, and inclusion
• Evaluation of candidates against Head Start requirements
• Fulfilling the criminal record check requirements
• Remain under the Head Start salary cap

Part III: During the Employment Relationship

In this section, we will dedicate significant time to discussing the various requirements that arise during the employment relationship.

• Compensation, including incentive compensation, cost of living adjustments, and fringe benefits
• When things go wrong: internal investigations and disciplinary actions
• Professional development and training for Head Start staff
• Maintaining employee health and wellness activities
• Conducting employee evaluations

Part IV: Ending the Employment Relationship

During this part of the workshop, we will focus on what Head Start should consider when the employment relationship comes to an end, whether involuntary or due to termination. 

• Navigating the complexities of employment termination
• Return of agency property, especially for remote workers
• Continued confidentiality of both child records and information in employee files

Pulling It All Together

At the conclusion of this workshop, we will recap Parts I-IV by going over a checklist of essential HR policies and procedures. Participants will walk away fully equipped with a greater understanding of the necessary steps to minimize risk and ensure compliance with the HPPS.