KU Children’s Services (KU) believes staff are truly the heart of the organisation. Everything the organisation does aligns to this belief from the core Strategic Plan objective to have a ‘Thriving Professional Workforce’ through to placing staff at the centre of organisational decisions they make.

KU’s best in sector employment value proposition is multidimensional and continuously evolving to reflect the needs and desires of a diverse workforce.

As a not-for-profit organisation, KU is proud to invest more than 80% of revenue in salaries and wages – offering sector-leading pay and benefits. KU also works hard to ensure the workplace culture allows people to thrive, innovate and develop lifelong careers.

A recent staff survey revealed 94% of employees agree that “we live our KU values”. The organisation follows through with its commitments and is transparent to its people.

KU warmly welcomes new staff into the KU family, invests in their future, and supports them as people.

Organisational Culture

KU’s values are embedded into its culture and not only influences the organisation’s work, but the way staff work with each other and the broader community. There are six values in all: Childhood; Integrity and relationships; Leadership; Innovation; Sustainability; and Diversity and inclusion.

For more information about KU’s values, click here.

Leadership and Strategy

The KU values are modeled at Board and Executive level at every opportunity. This can be attested to by the breadth of engagement of the workforce across many varied service models and programs, and the quality outcomes that KU delivers for children and families.

The best and brightest talent are proud to work for KU and are deeply connected to the organisation’s purpose. KU is proud to nurture careers that can last a lifetime. KU has developed a unique Professional Learning and Development Framework to build the skills, behavior and expertise now and well into the future.

KU is proud of its business-wide high-performance culture, supported by individual and organisational learning and development that is always aligned to the KU values and the specific needs of the individual.

Health, Safety and Satisfaction

To ensure KU’s employment offer continues to lead in the early education sector while reflecting the KU values, a three-year plan focused on holistic wellness is being rolled out. Addressing post COVID burnout and fatigue in our people has been central to our focuses on mental and physical health and wellbeing, building resilience, implementing psychosocial job design, building employee financial security and using kindness to deepen connection.

There are many opportunities at KU for staff to have a voice in the co-creation of our workplace culture and see their innovations and initiatives come to life.

Performance Management

Performance management at KU is a continuous process of appraisal, review and professional development and collaboration, designed to help identify employees’ strengths and determine clear career pathways supporting staff retention and effective talent and succession planning.

Recognition and Remuneration

KU’s conditions of employment include some of the highest rates of pay in the sector for staff employed under two Enterprise Agreements – the KU Children’s Services Teachers Agreement and the KU Children’s Services Administrative Employees Agreement.

As a not-for-profit and for purpose organisation with limited resources, KU works doubly hard to ensure the workforce know their commitment is appreciated.

For information about KU Children’s Services, visit ku.com.au