‘Just Keep Swimming’ ASSA’s key message for winter

Helping your employees build a better future

Childcare Super A big issue facing workers today is financial pressure. The daily struggle to make ends meet means once the mortgage or rent, groceries and bills are paid, there’s often not much left over for anything else, let alone extra contributions to super.

The last year has been particularly tough for everyone. Changes in the way we have been living and working as a result of the uncertainty caused by COVID-19 has placed pressure on businesses and raised a number of questions for employees. It’s only natural that you want to help your employees through this difficult time, but there’s a fine line between providing information and giving financial advice.

The decisions people make about their superannuation can have long-term consequences, so you need to be aware of what you can and can’t say so you don’t unintentionally overstep the mark and find yourself in hot water for giving advice.

A little knowledge can go a long way

Making your employees aware of ways they can boost their super may alleviate some of the stress they are feeling in relation to their financial future.

Employees who feel supported at work are happier, more motivated and more productive, which is good news for your business. It’s also a good feeling knowing you’ve given your employees access to the tools they need to build financial security in retirement. If your employees ask you specific questions about their super, you can provide them with factual information like the Product Disclosure Statement (PDS) of your default super fund. Just don’t provide any explanation of the material inside or make any recommendations that might influence them as this may be considered advice. Generally, only people who hold an Australian Financial Services Licence (AFSL) are allowed to give advice.

Start by getting the mix right!

How your employees invest their super savings can make a big difference to their balance and quality of life in retirement.

Choosing the right investment option depends on how long they have to invest, what investment returns they need to reach their savings goals and how comfortable they are with investment risk.

It can be pretty overwhelming, so we’ve simplified matters by giving members two options: We can choose for them or they can choose for themselves.

The MySuper Lifecycle Investment Strategy invests member’s savings in a portfolio designed to suit their age and stage of life. There’s no need to make a decision or choose an investment mix, we choose it for them!

The MyMix Solution is designed for anyone who wants to have more say in how their money is invested. It allows members to create their own investment portfolio using any combination of the eight options available. Again, be careful answering any questions your employees may have about their investment options. For further information, refer them to the Child Care Super Investment Guide.

SUPERSUPER is our secret weapon

One way your employees can boost their super is via SUPERSUPER, our award-winning shop-and-save rewards program. With SUPERSUPER, when your employees shop, a percentage of every dollar spent with participating retailers will be paid directly into their super. They can simply shop with their favourite brands and boost their super savings at the same time. Employees earning less than $56,112 p.a. who make after-tax contributions via SUPERSUPER may also be eligible for ‘free money’ from the Government in the form of a co-contribution of up to $500 per year. Small regular amounts added to super today can add up to thousands of extra dollars over time. When it comes to super, a little bit extra can go a long way.

SUPERSUPER is available exclusively to Child Care Super members. For more information, visit childcaresuper.com.

au/supersuper

Child Care Super Pty Ltd. ABN 84 068 826 728. AFSL 233815. RSE License Number L0000611. Trustee for the Guild Retirement Fund ABN 22 599 554 834 (which includes Child Care Super). Before acting on any information, you should consider whether Child Care Super is right for you by reading the Product Disclosure Statement at childcaresuper.com.au.

Finding the right people to form a high-quality early childhood education and care (ECEC) team can be challenging.

Carrie Rose > PEEPS 4 U

What we are experiencing in Early Childhood at the moment in relation to staffing (for the employer) and jobs (for the educators) is and continues to be a stumbling block that seems to have no end. On one hand there are staff shortages and positions that cannot be filled and on the other hand I see post after post by Educators who are looking for the ‘right centre’. Why is this so difficult? I see two clear challenges to this.

As an approved provider myself the frustration around the recruitment process in Early Childhood was only escalated when COVID struck. I kept thinking there must be a better way for both employers and educators to not rely on random chance to find the right fit.

Challenge 1

The transient nature in early childhood, in particular long day care is a huge concern to me. We all understand the impact turnover of staff has on centres but the emotional impact it is having on children is continuing to show in the Australian Early Development Census statistics. (https://www.aedc.gov.au/data-explorer/) The 2021 AEDC statistics shows that Queensland children are no better off now than in 2015 and are continuing to enter school disadvantaged right from the start. The results between 2018 and 2021 indicate again no significant change but when you look at the 2021 figures they are actually worse than those in 2018. One in four children in Queensland are entering school developmentally vulnerable and yet we have one of the best quality assurance processes in the Nation. There is a significant amount of research that identifies the critical importance attachment and relationships have on children’s development. When children are experiencing a churn of educators then relationships and attachments cannot be established to create the circle of security needed for children to explore and thrive. There needs to be a change in this ‘trend’ of turnover and even more importantly, less acceptance of it. This responsibility lies with both the employer and the educator to ensure there is a right fit from the start. Obviously there is never going to be a perfect solution to the current staffing issues but there can be changes to the way recruitment happens from advertising right through to the induction and probationary periods when educators are employed. We can all contribute to this change. In my experience although a person’s early childhood experience and qualification may get them the interview, this should not be the only criteria for the position. Understanding how the person will integrate into the team is a critical element. I have also found that just because a person has a higher qualification or more experience than other applicants this does not always translate to the applicant being a successful addition to the team and work culture. Looking beyond the essentials can uncover potential not as obvious in a resume on paper but important for success.

Challenge 2

The second challenge in recruitment is the financial hit each time a position needs filling. There are a number of ways to find educators all of which are pay up front methods with no guarantee of even an applicant, let alone a successful one. Such a waste of money! Time has come for a new way for employers to find applicants who match their criteria and for educators to find positions that they will stay in long term. Not only does the sector need this to happen, more importantly the AEDC statistics show that the children do as well.

Are you looking for new educators or your new dream role in early childhood education?

We take the seeking out of recruitment and match you with your ideal centre or educators.

Early Childhood recruitment made EASY! Call 0410 671 971

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