Vacation care worker job description

Vacation care workers must hold a Working with Children Check, National Police Check and First Aid certificate. A Certificate III in Early Childhood Education and Care or School Age Care is preferred but not always required, as many vacation care programs also employ enthusiastic staff without formal childcare qualifications in Level 2 positions. Previous experience with school-aged children is highly valued.

A Certificate III is not always mandatory for vacation care work, unlike long day care positions. Many vacation care programs hire energetic staff without formal qualifications under Level 2 of the award. However, Certificate III in School Age Care or Early Childhood Education is preferred and results in higher pay classification and increased responsibilities.

Yes, First Aid certification is mandatory for vacation care workers. Under the National Regulations, at least one staff member with current approved First Aid qualifications, anaphylaxis management training and asthma management training must be present at all times. Many programs require all staff to hold these certifications.

While not always mandatory, a driver’s licence is highly useful for vacation care roles as many programs include regular excursions to pools, parks, cinemas, bowling alleys and other attractions. Staff with licences may be required to drive company vehicles or assist with transporting children.

Vacation care positions are typically casual or seasonal, as the work only occurs during school holiday periods (approximately 12-14 weeks per year). This includes summer holidays, autumn break, winter holidays and spring break. Some workers combine vacation care with before/after school care work for more consistent employment. See our guide on casual vs permanent employment trends and simplify employee management with HR software.

Penalty rates under the Children’s Services Award 2010 apply for Saturdays, Sundays and public holidays. Some vacation care programs operate on weekends or public holidays during school holiday periods. Casual employees also receive a 25% casual loading. Use award interpretation software to calculate rates accurately.

Vacation care workers typically work full days during school holiday periods, often 8-10 hour shifts from early morning drop-off (around 7-8am) through to late pick-up (around 6pm). During school term, there may be no hours unless the worker also does before/after school care shifts. Some programs also offer pupil-free day coverage throughout the year.

Key elements include: position title and classification level, employment type (typically casual/seasonal), hourly rate and casual loading, applicable award, reporting structure, main duties, work location(s) including excursion venues, typical shift patterns during vacation periods, ratio requirements, qualifications verification, and mandatory training requirements. Use our digital employment contracts to simplify this process.

Under the Children’s Services Award 2010, reasonable notice should be provided to casual employees. For vacation care, it’s best practice to provide rosters for the entire holiday period at least 2-3 weeks before the program starts, as staff often have holiday plans. Daily rosters may change based on attendance and excursions. Using rostering software helps manage seasonal staffing efficiently.

Vacation care ratios under the National Regulations are typically 1:15 for school-aged children (5-12 years). Your rostering must ensure adequate qualified staff are present based on enrolled numbers, with additional staff for excursions. Consider transport requirements, excursion supervision needs, and First Aid coverage. Use rostering software to manage ratio compliance.

Under the Children’s Services Award 2010, employees working full-day shifts are entitled to unpaid meal breaks based on shift length. Paid rest breaks also apply. Importantly, break arrangements must maintain regulatory ratios at all times, which requires careful roster planning during vacation programs when groups may be off-site on excursions.

Excursions require additional planning - ensure adequate supervision ratios, include staff with First Aid certification, assign drivers if needed, and consider venue-specific requirements (e.g., extra supervision for swimming). Always have more staff for excursions than minimum ratios. Use rostering tools to coordinate excursion staffing.