The quality of care fully depends on the quality of each individual employee. Establishing this quality starts with an efficient selection. Our selection process is critical and intensive. Less than 5% of the applicants make it through the letter selection. Then 3 more rounds follow. In each round a candidate needs to prove herself and show that she realises what child-oriented care means, and acknowledges that taking up the responsibility for a child is not free of obligation, but requires a long lasting commitment. We explain the high demands and specific pedagogic approach (no punishing and rewarding for instance) that requires a deliberate choice. In the final round, candidates are observed while working in a group for half a day and a reference of the candidate is requested.
Employees at Dikkedeur are not left to fend. They receive intensive guidance during the period they get to know Dikkedeur and are given the space and possibilities to internalize the profession according to Dikkedeur-requirements. Training on the job, by colleagues, management and staff, is an essential educational tool.
The pedagogic approach of Dikkedeur almost always brings new points of insight for the employees and consistently requires new skills. Hence each employee is offered Dikkedeur-workshops in which the policy is explained in more detail by means of concrete examples and possible courses of action in practical situations. The workshops consist of learning material, homework assignments, powerpoint presentations and exercises.
At Dikkedeur all personnel is assessed on a regular base. For starters, all employees are assessed before the end of their probationary period. Afterwards an assessment follows every six months, before each new contract term (1 year, 2 years etc.) and prior to a permanent placement. Once in permanent employment, employees are assessed every 2 years.
The assessment is comprehensive, regards every aspect of functioning, and follows a standardised assessment-format. Based on the results of the assessment, personal learning goals are formulated, which should be met by the employee in a fixed timeframe. We part from the employees who still show inadequate results after 1.5 years.