Roundtable discussion with Hoera Kindercentra about the challenges in the industry and the investment in employees.
How does Hoera Kindercentra deal with the challenges of these times? A period in which the 'traditional' relationships between education and childcare are changing. And where the demand for childcare is increasing, and staff shortages are on the rise. There seems to be a need for new initiatives and concepts.
So, it's time for a roundtable discussion with our client Hoera Kindercentra, where professionalization and talent development are the focus to address these challenges. Joining us are Rudie Peeters (CEO), Monique Kerpen (Head of Quality and Communication), and Sharon Hendriks (Location Manager Maasbree).
Childcare, a young industry
"The Childcare industry, in which Hoera operates, is relatively young. The Childcare Act was only introduced in 2005, establishing clear frameworks and requirements in the sector. In 2018, the Childcare Innovation and Quality Act (IKK) followed, introducing further quality requirements," explains Rudie Peeters. As emancipation progressed, both partners increasingly started working, and the demand for childcare rose significantly. There was also a growing awareness that childcare plays a role in the upbringing and guidance of children's development. "Childcare evolved from 'something on the side and organized by volunteers' to an indispensable part of our society, where professionals make a significant contribution to the development of future citizens. A world of difference."
There used to be a distinction between the nursery school and childcare. The former was seen as preparation for primary school, while the latter was considered a substitute for home when parents were at work. Specific activities were offered at the nursery school so that children could become familiar with materials, games, activities, and songs. They also learned to play with other children, share toys, and take turns. Initially, childcare paid less focused attention to these aspects. Eventually, the realization came that some children received preparation for primary school, while others did not. And, of course, you want all children to start primary school with equal opportunities. There was more emphasis on an 'equal start' at primary school for all children. Starting with a disadvantage makes it difficult to catch up.
"That realization has led to a different dynamic," adds Monique Kerpen. "As early as 2008, we at Hoera made the choice to integrate nursery school activities and childcare. For us, all children are equal and deserve the same attention and program. Much later, this integration (harmonization) became a legal obligation. In 2018, the Childcare Harmonization Act came into effect. Over the years, the need for professionalization and attention to quality has skyrocketed."
Together, we shape
Because childcare is closely connected with education, this requires increasingly intensive collaboration. Fully focused on an optimal environment for children. All Hoera locations are situated in primary schools, making the organization a pioneer in these developments. "Together, we ensure stability, broad possibilities, and a continuous development line. We find it essential that childcare and education contribute from equality – each from their own expertise. Leveraging everyone's strength adds so much more value to the collaboration."
Childcare is therefore constantly evolving. Think of professionalization, stricter quality requirements, a greater role in upbringing and development, an increasingly important role in the 'early detection' of vulnerable children and families. Due to these developments, the role of the childcare worker has also undergone a change. All of this requires self-aware professionals and a leadership cadre that can take on its role.
"We want everyone to enjoy coming to Hoera, and that certainly applies to our employees. The better they feel and the better equipped they are, the more they can do for children and parents," says Monique Kerpen. "With our Quality Team, we support employees in their professional actions. With clear frameworks, support from our pedagogical coaches, training, and further education. As an organization, we demonstrate that we take their profession seriously. After all, the childcare workers make the difference."
Development assessments as a starting point
To respond to the organization's growth and provide room for development, considerations were made regarding adjustments to the leadership positions' job structure. Elvie Giezenaar, a psychologist within Thaeles, was involved in determining the appropriate competencies per role. It was then decided to offer all managers the opportunity to use a development assessment to gain insight into their strengths, areas of focus, and work and thinking level. This way, they could collaboratively determine who best fits into which role in the organization.
"The assessment gave us an even more realistic picture of what our employees can and, most importantly, want. A great starting point for an organization that wants to offer its employees space and opportunities," explains Rudie Peeters.
Sharon Hendriks, a participant from the beginning, adds: "During the assessment, I got to know myself even better and gained certain insights. Some insights can be challenging, but I think you can learn a lot from them. It has certainly helped me in subsequent conversations within Hoera and discussing my new role as a location manager."
"Through the extensive competency-based interview during the assessment session, I get a good impression of the candidate, and the candidate gains insight themselves. Often, the proverbial penny drops, and they see how things relate to each other, providing better self-awareness and understanding of what they truly want in their career," adds Elvie Giezenaar.
"By constructively – and from a positive perspective – looking for everyone's development points, both employees and Hoera have something concrete to build on. We address this when positions become available and offer further education," says Monique Kerpen. "An absolute necessity in these challenging times," adds Rudie Peeters. "It provides Hoera Kindercentra with additional opportunities to shape its professional role and positioning. Together, we ensure anchoring within the organization and strive for a sustainable collaboration."
Context info
Hoera kindercentra
“Our mission? The professional upbringing and guidance of children in their own neighborhood or village, where each child is unique and welcome to us. We achieve this with a positive pedagogical climate, local collaborations, and social involvement."
Hoera ensures that children can feel safe, comfortable, and familiar, creating a foundation in which children have the space to explore, discover, and learn through play. The over 350 employees of Hoera provide this strong foundation. That's why gaining insight into talent and personal development is crucial within the organization.
Fast facts:
40 branches in Limburg
350+ staff
4000 children
founded in 1988
Challenges in the future
Like any organization, Hoera also faces a number of challenges in the future, but these challenges also present a great opportunity to determine how you position yourself in the market as an organization. Several aspects were discussed during the conversation:Zoals iedere organisatie staat ook Hoera voor een aantal uitdagingen in de toekomst, maar deze uitdagingen zijn ook direct een mooie kans om te bepalen hoe je je als organisatie in de markt positioneert. Een aantal zaken kwamen tijdens het gesprek aan bod:
- The shortage of personnel is affecting the whole of the Netherlands, including Hoera Kindercentra. Will they still be able to serve all parents in the future? And how can they ensure that the quality remains guaranteed? Hoera responds to this by positioning itself as a modern employer with a compelling profile. The employee trajectory is a first, crucial step.
- Hoera is already exploring how to proactively respond to changes in legislation regarding childcare allowances. This presents a great opportunity to offer care and development to even more children.
- With the changing relationship between education and childcare, Hoera opts for innovation and collaboration with partners. Hoera is addressing this by actively brainstorming and implementing new concepts.
Interlocutors
Rudie Peeters - Director-manager Hoera kindercentra
Monique Kerpen - Head of Quality and Communication Hoera kindercentra
Sharon Hendriks - Location manager Maasbree Hoera kindercentra
Elvie Giezenaar - Senior advisor Thaeles / A&O Psychologist
The development assessment in brief
- As the starting point for the development assessments, we collaborate with the client to determine which competencies will be assessed. The involved employees are invited via email to attend an assessment session. In the invitation, they will find a link to prepare for the cognitive capacity test and links to various questionnaires that they can fill out at home at a convenient time.
- During the assessment session, the employee takes the cognitive capacity test. Subsequently, a role-play based on a case and a competency-based interview with a psychologist takes place.
- After the assessment, the psychologist creates a report. The report describes talents and areas for development, along with an evaluation of how well the employee meets the required competencies. Concrete advice is provided.
- The report is sent to the employee and may be further explained on certain aspects if necessary. After the employee's approval, the report is sent to the organization. A follow-up discussion can take place if desired.