Personnel Management-Classification System Policy Number and Last Update (01.03.04/01-2011)

Positions are determined by the grant application completed by Migrant & Seasonal Head Start Project staff at the time requested by HHS Migrant Programs Branch and are based on the total funds available to the Project. Position descriptions are distributed to staff at the time of training and include the title, responsibilities, qualifications required and major duties. Delegate agency programs are required to use Project position descriptions in all aspects of their personnel management system for the current grant period and all subsequent grant periods for which the descriptions were designed.



IMSHSP's aim is to provide each employee with the instruction, resources, experience, coaching, and encouragement that will enable him to perform his work proficiently, for his own benefit, and that of the program. It is the job of grantee personnel to keep abreast of research and developments in their respective fields, and to incorporate new information into training and resources for delegate staff.

Delegate employees' responsibility is to learn, and to apply knowledge to their work. To the greatest extent possible, the program supports employees' efforts to enhance their abilities by providing books, periodicals, workshops, and individual technical assistance on the job. Head Start funds are spent to subsidize staff training, that will best serve the program's interests.

Grantee and delegate staff jointly identifies promising teachers or assistant teachers, and help them prepare for obtaining their degrees in early childhood education.

In as much as consideration of the children's and families' well-being must outweigh all other interests, this policy includes the replacement of staff who do not demonstrate the potential for reaching IMSHS's intent of distinction in every facet of its program.


  1. Delegate staff attends the annual centralized training presented by the grantee.
  2. Delegate programs conduct one week or two of pre-service training, covering all items required in procedures.
  3. Education coordinator present or coordinate monthly in-service workshops for teachers, based on their expressed or observed needs.
  4. Each staff member follows his own development plan.
  5. Each employee (unless it is known that he will not return to work the following season) fills out a Staff Training Needs Assessment.
  6. The supervisor evaluates the performance of the employee, assesses training needs based on SOLAR and together they fill out the individual Staff Training Plan.
  7. The director and coordinators complete the T/TA Plan (for the entire program), setting priorities according to the availability of funds. Some training may be provided by delegate or grantee staff, at no extra cost, and there may be local resources available in the community. Some training needs may be met by the purchase of books or videos.
  8. The director transcribes the data from the Staff Training Plan to the T&TA plan for the proposal.
  9. Records of employees' training activities are kept in personnel files, and continuously up-dated.