NAEYC- CODE of ETHICS

I really appreciate and respect the NAEYC code of ethics as a whole: however,  because of the position I hold now I really embraced the code for employees. I am proud to say that my staff retention is very good. I and at least 3/4 of my staff have been working at my school for 7-10 years. I believe this is because of us following the NAEYC  code of ethic without even really knowing it.

I enjoyed reading this because two of the schools I oversea are beginning the self Study step of NAEYC accreditation.

C—Responsibilities to employees

 

Ideals

I-3C.1

 

 

—To promote safe and healthy working conditions

and policies that foster mutual respect, cooperation,

collaboration, competence, well-being, confidentiality,

and self-esteem in staff members.

 

I-3C.2—To create and maintain a climate of trust and

 

 

 

candor that will enable staff to speak and act in the

best interests of children, families, and the field of

early childhood care and education.

 

 

I-3C.3—To strive to secure adequate and equitable

 

 

 

compensation (salary and benefits) for those who

work with or on behalf of young children.

 

 

I-3C.4—To encourage and support continual development

 

 

 

of employees in becoming more skilled and

knowledgeable practitioners.

 

Principles

 

 

 

P-3C.1—In decisions concerning children and programs,

 

 

 

we shall draw upon the education, training,

experience, and expertise of staff members.

 

 

P-3C.2—We shall provide staff members with safe and

 

 

 

supportive working conditions that honor confidences

and permit them to carry out their responsibilities

through fair performance evaluation, written grievance

procedures, constructive feedback, and opportunities

for continuing professional development and

advancement.

 

 

P-3C.3—We shall develop and maintain comprehensive

 

 

 

written personnel policies that define program

standards. These policies shall be given to new staff

members and shall be available and easily accessible

for review by all staff members.

 

 

P-3C.4—We shall inform employees whose performance

 

 

 

does not meet program expectations of areas of

concern and, when possible, assist in improving their

performance.

 

 

P-3C.5—We shall conduct employee dismissals for just

 

 

 

cause, in accordance with all applicable laws and

regulations. We shall inform employees who are

dismissed of the reasons for their termination. When a

dismissal is for cause, justification must be based on

evidence of inadequate or inappropriate behavior that

is accurately documented, current, and available for

the employee to review.

 

 

P-3C.6—In making evaluations and recommendations,

 

 

 

we shall make judgments based on fact and relevant to

the interests of children and programs.

 

 

P-3C.7—We shall make hiring, retention, termination,

 

 

and promotion decisions based solely on a person’s

competence, record of accomplishment, ability to

carry out the responsibilities of the position, and

professional preparation specific to the developmental

levels of children in his/her care.

 

 

 

P-3C.8—We shall not make hiring, retention, termination,

 

 

 

and promotion decisions based on an individual’s

sex, race, national origin, religious beliefs or

other affiliations, age, marital status/family structure,

disability, or sexual orientation. We shall be familiar

with and observe laws and regulations that pertain to

employment discrimination. (Aspects of this principle

do not apply to programs that have a lawful mandate

to determine eligibility based on one or more of the

criteria identified above.)

 

 

P-3C.9—We shall maintain confidentiality in dealing

 

 

 

with issues related to an employee’s job performance

and shall respect an employee’s right to privacy

regarding personal issues.