3.2 Promotions

First Environments will grant promotions, whenever possible, to the most qualified employee available when such an opportunity exists. Present employees will be given preference over other applicants in those cases where the employee meets the qualifications for the position under consideration. The Center, however, will not be obligated to sacrifice quality in order to award a promotion to an employee rather than filling the position through other recruitment means. Employees interested in being considered for a specific promotion should notify the Executive Director.

3.3 Overtime Pay

The general policy of First Environments is to avoid overtime, but on some occasions it may be necessary for you to work beyond your regular hours. We will try to advise employees of overtime needs as far in advance as possible. Overtime hours must be authorized in advance by a member of management prior to working over 40 hours in a workweek, unless staffing ratio does not allow you to leave the classroom.

For all employees, overtime for hours worked in excess of 40 hours per workweek will be paid at one and one-half times the employee’s regular rate of pay. Overtime will not be paid unless an employee has worked more than 40 hours in a workweek, even if the employee is regularly scheduled to work fewer than 40 hours. Paid leave, holidays, and other time away from work that is compensated by First Environments will not be counted as hours worked for purposes of calculating overtime, unless an employee actually works on that day.

Compensatory time off in lieu of overtime pay is not available.

3.4 Annual Review of Performance

Full-time employees are evaluated on a continuing basis in order to provide a high level of child care. A written evaluation will be given annually or more often if needed.

Staff members may complete a Self-Evaluation. With the Self-Evaluation, the teacher rates him/herself on personal qualities, teaching style and strategies, environment/climate design, relationship to other teachers, relationship to parents, and professional responsibilities.

The supervisor and the employee shall develop a professional growth plan that will assist the employee with meeting goals. It is the supervisor’s responsibility to assure that the employee is working toward goal completion.

Employees may be evaluated at the end of their 90-day orientation period, and one year after the signing of the Handbook Acknowledgement.

3.5 Annual Review of Program

First Environments Early Learning Center strives daily to get ongoing feedback of both staff and families. FEELC is a community of learners, understanding that creating a community where adults freely share ideas contributes to the success of a strong early childhood program. Staff Annual program surveys gather feedback from our community and results are shared with all members of FEELC. Surveys are sent out in the spring of each year prior to move ups.

Concerns are addressed through collaborative processes that include the administration, the parent board, the staff and parents. Informal assessments and feedback are share as needed. FEELC works hard to create an environment where all members feel at ease to communicate, share ideas and or concerns.

3.6 Salary Increases Based on Performance

An employee may receive a performance-based salary increase annually if he or she continues to demonstrate improvement or maintains a high level of performance. The current parent board sets a benchmark percentage increase annually upon passing the budget for the next fiscal year.

Determining which employee should be given increases and the amount of the increase shall be at the discretion of the Executive Director.

3.7 Unsatisfactory Employment Review

If the evaluation rating is less than satisfactory, the employee and the Executive Director will set goals to raise the rating within a 14-day, 30-day, or 90-day period. During that time, the Executive Director and/or supervisor will observe the employee weekly and document those observations and progress toward attaining established goals. At any time, the employee may choose not to work toward the goals established, thus ending his or her employment voluntarily. 

Last updated: 1/29/2026