Time to ideate(Answer should be based on a childcare)

For the ideate component of this task you will need to:

• Explain the Ideate stage of Design Thinking
• Select an approach for brainstorming ideas as a team - encourage your team to think creatively
• Develop ideas that could potentially solve the challenge statement
• Evaluate those ideas in terms of degree of impact versus difficulty to implement - consider the emotional impact of change when making decisions about ideas for innovation i.e., diversity, inclusion, different values, experiences, etc., that may lead to a variety of responses.
• Select a preferred innovative solution/idea to prototype for one (1) procedure and one (1) practice (Procedure: Ensure the children are adequately supervised at all times by maintaining the right ratio in the center.)

Practice: Having fixed staff members to cover breaks at all times

• Test the idea with relevant stakeholders and ask for input and feedback
• Take all the ideate information to your Workplace Supervisor and ask for their comments/feedback
• Review and reflect on the feedback gathered with your team to finalise your proposed innovation solution
• Update your WIP with any actions arising from your meeting
• Reflect on all that you've done with your team and celebrate the wins, acknowledge and value strengths and contributions and finish the meeting on a high note.
• Provide each team member with a feedback survey to complete prior to the next team meeting

• Facilitate a team to develop innovative ideas to improve one (1) procedure and one (1) practice in a nominated Quality Area, in alignment with organisational objectives and values.( Quality area 4, Procedure: Ensure the children are adequately supervised at all times by maintaining the right ratio in the center.)

Practice: Having fixed staff members to cover breaks at all times

• Document and evaluate ideas generated.
• Assess and evaluate the service's capacity to support the innovative ideas and change to practice
• Consider the impact of behavioural change (emotional) on work colleagues
• Engage with relevant stakeholders to test the ideas and ask for input/feedback.
• Discuss the final idea proposal with a Workplace Supervisor, gather feedback and share this with the team.
• Finalise the innovation idea proposal
• Discuss with Supervisor, share any feedback from the team and gather approval to prototype.
• Fill and upload the Ideate worksheet template provided.

Answer should be based on childcare . Quality are 4, Procedure: Ensure the children are adequately supervised at all times by maintaining the right ratio in the center.

Practice: Having fixed staff members to cover breaks at all times

I need answers only for the below template.

Stakeholder engagement and feedback: Engage with stakeholders to test the idea. Present the idea, ask for feedback. Encourage stakeholders to offer possible challenges or pitfalls for consideration. Stakeholder Name Stakeholder role at the Comments/feedback service E.g., Carol Mclean Director Survey sounds like a great idea. Happy to endorse it. Staff rostering has been on the QIP as an area to improve.Current and Summarise any current and emerging trends related to the procedure and/or practice that might influence ideas and innovations. Please cite references used. emerging trends/developments E.g., Researched staff retention - 'XYJ' services have higher than average staff related to retention rates because they adopt a practice of in-house consultation for staffing every quarter. procedure/practice Viability evaluation Idea Evaluation Emotional impact evaluation Rate the impact (Low, medium or high) and Evaluate the emotional impact the ease of implementation (easy, moderate. change/idea is likely to have on work difficult) = return on investment (ROI) and colleagues. Provide a description and any add additional comments where relevant. considerations worth noting. Consider organisational and sector requirements in all ideas generated. E.g., Scheduling one-on-one E.g., Impact: High, Ease: Easy = ROI E.g., Some colleagues may feel disappointed management to staff meetings Increase staff collaboration, engagement with if they don't get their selection. Some people to interview preferences, operations and management, up-to-date who have been in the one room for many performance review and ask information, increased retention rates. Cost, years may feel attached to staying and for feedback on professional 15 per staff member p.a. keeping things the same, anxious about development changing routines to a new room. E.g., Pick a buddy for next E.g., Impact: Mod, Ease: Mod = ROI E.g., People may feel excluded, potential to year - Conduct a who do you Increase staff collaboration, engagement with feel like it's a competition and cause conflicts. want to work with survey. operations and management, opportunity to Some people may feel uncomfortable sharing learn about dynamics in the team, may not be preferences because of cultural norms or able to meet expectations, increase possibility reasons. of conflict, pressure on management to please each individual in the side tion center. in every time Stall onffy For cove... breaksTemplate: Ideate worksheet As a team, complete a brainstorming session then document ideas generated. Assess the viability of the ideas using emotional intelligence and evaluation skills. Learner's Full Name: Date: 9/12/23 Team Name: Team members' Names: Our challenge is ... Place challenge Take the challenge statement previously developed and place it here. question here: E.g., How might we ensure that every room has educators allocated to it so that every child's needs and learning are met by enthusiastic, fulfilled and committed educators. How might we... How might we effectively handle staff breaks without compromising the child-to-staff ratio while ensuring a good standard of care? Possible solutions/innovations... Our ideas for List the ideas generated from brainstorming together as a team. innovating a E.g., Scheduling one-on-one management to staff meetings to interview procedure and preferences, performance review and ask for feedback on professional practice are: development. Pick a buddy for next year - who do you want to work with survey. Having an recruite staff member on hand during breaks and to maintain ratios Comprehensive policy regarding staff absences be developed in order to address this issue. Register with the agencies that provide casual educators when needed. Assigning a fixed roster of staff members to cover breaks( within the center). Implementing a flexible working hours scheduling system to accommodate unexpected staff absences . Creating a flexible break system, allowing them to take breaks when necessary but still ensure adequate coverage.Preferred idea/s: Select from the list above a preferred innovation idea, that the team as a group would like to prototype in the service. Provide a brief proposal for implementation. E.g., Compile and conduct a staff survey to discover preferences for room allocations for next year and ask about what professional development is needed to support preferences. We'd like to include the opportunity for staff to offer innovative ideas for their room preference. Assess the ability of the workspace to support this innovation. Determine work conditions/resources that would allow for a change in practice and innovation in this way - while working within organisational guidelines. Identify the policies and procedures for consideration when implementing proposed change. E.g., We would use the service's Storypark application to run the survey. Staff are busy, so we would need to limit survey to only take 10 minutes per person to complete. All information gathered must meet privacy and confidentiality policies and procedures. Rostering for next year could easily be planned for now and quarterly reviews and rotations would be possible, if the service community agrees to the change and it provides best outcomes for the service. We currently don't have the budget or time to send every educator on professional development courses but we could plan for a limited number of PD sessions per year or have external training providers come to the service to offer on-site training