All rainbowtrekkers employees have personalized, business email access and a non-profit Microsoft Office365 license. They also have direct access to the rainbowtrekkers digital QM manual and digital security manual.
The QM manual describes all important educational and organizational processes at rainbowtrekkers in detail. It covers the subject areas: organisational structure, pedagogical mission statement, pedagogical work with the child, recurring events throughout the year, leadership in the pedagogical area, complaint management and quality of the service provider.
The digital safety manual deals with first aid, illnesses, hazardous substances, hygiene, fire protection, instructions, accidents, violence and terror.
Clear job descriptions exist for all pedagogical areas.
In addition to the aforementioned internal training events ("Team Days"), all employees have the right to receive further training from external providers or institutions as part of our training program. Each employee has a fixed financial budget and 4 working days per year for this purpose.
As part of our language acquisition program, we also support our employees financially in achieving bilingualism (German-English) up to Level B2 of the European Framework of Reference for Languages. In this way, German-speaking employees can improve their English language skills and English-speaking employees can improve their German language skills.
A further quality assurance measure is the provision of case-related supervision by an educational coach for individual teams in difficult phases. Pedagogical managers can receive individual coaching from an external consultant if they are interested and need it, in order to better work out their strengths.
The Paritätischer Wohlfahrtsverband has not yet provided us with external specialist pedagogical advice, pointing out that we are not a registered association but a non-profit limited company. For this reason, we have so far purchased specialist advice from other external providers. As things stand at present, however, we are assuming that we will also be able to make permanent use of external pedagogical specialist advice from the newly founded German Kitaverband (Kindergarten Association) as part of the Kibiz revision from the day-care year 2020/21.
The aim of the internal evaluation is to identify what has already been achieved (current status) on the basis of a database and to generate impulses by comparing the target or desired status against the current status. These serve to check one's own standards and to systematically further develop unsuccessful ones and to initiate quality-enhancing processes.
The internal evaluation includes the parent survey (twice a year) and the employee survey on job satisfaction (once a year). The results are statistically evaluated anonymously. The CEO conducts an evaluation interview with the principals in connection with the parent surveys. The head of HR conducts an evaluation interview with the respective team in connection with the employee surveys.
Statistical methods can be used to identify topics that are important for many people in our organisation. By comparing the values over many years, it is also easier to identify downward or upward trends. The statistical key figures for employee and parent surveys, sick leave and accident figures can be viewed transparently by all employees of the organization via the intranet.
The start of an external evaluation and certification process is planned for the day-care year 2020/21. The systems PQ-Sys of the Paritätischer Wohlfahrtsverband (with a focus on organisation and work processes) or an evaluation/certification according to PädQUIS (with a focus on pedagogical issues) are currently on the shortlist.