Hiring is expensive.
Losing an employee in the first 90 days is even more expensive.
Most directors don’t lose employees because they care too little. They lose them because onboarding lives in conversations instead of systems. One teacher explains it one way. Another classroom handles things differently. Expectations feel unclear. New hires spend their first weeks trying to “figure out how this center works.”
That’s not a staffing problem.
That’s a systems problem.
Inside this live workshop, we’re going to strengthen the foundation underneath your onboarding process so new employees feel supported, clear, and connected from Day One.
Not theory.
Not generic HR advice.
These are the onboarding systems we use and continue to strengthen at ScribbleTime with a team of 30 staff — real systems built inside a working childcare center.
At ScribbleTime, onboarding became a priority when we realized new hires were getting different answers depending on who trained them that day.
One classroom handled things one way. Another classroom explained it differently. Policies sounded different depending on who was speaking. Expectations weren’t always clear because too much of the process lived in conversations instead of documentation.
The director became the bottleneck for everything.
That’s when we started building stronger onboarding systems, documented processes, and clearer expectations across the center.
When onboarding is intentional:
Teachers feel more confident faster
Expectations become more consistent
Communication improves across classrooms
Your culture becomes easier to protect
New hires stop feeling like outsiders trying to “catch up”
Strong onboarding doesn’t just fill positions.
It builds the foundation for retention.
This is a working session. Bring your laptop, your current onboarding materials, or even just the notes sitting in your head.
We’ll walk through:
How to structure the first 90 days for new hires
What new employees actually need in Week 1
Where onboarding usually breaks down
How to document your systems so your team gives consistent answers
Ways to create clarity without overwhelming new staff
How onboarding connects directly to retention and center culture
You won’t leave with more ideas sitting in a notebook.
You’ll leave with the same types of onboarding tools, checklists, and documented systems we use inside our own center — adapted so you can make them work for yours.
3 Onboarding Checklists
Ready-to-use onboarding checklists you can adapt to your own center immediately.
Step-by-Step “How-To” Manual
A documented onboarding process you can build from, customize, and strengthen over time.
Practical Implementation Tools
Resources and frameworks designed for real childcare centers — not corporate HR departments.
Collaboration With Other Directors
Because some of the best onboarding ideas come from hearing how another director solved the same problem in her own center.
Community isn’t a bonus here.
The room matters.
1 Hour Training Certificate
Live Workshop & Collaboration Session
Wednesday, August 2, 2026
2:00 PM EST
Recording Included
Zoom link sent on day of event.
The first 90 days shape everything that comes after.
When onboarding is intentional, teachers settle in faster. Expectations become clearer. Culture becomes easier to protect. And directors spend less time reteaching the same things over and over again.
This workshop is about building those foundations together — alongside a room of directors who understand the work because they’re doing it too.
Build the foundation. Lead the transition.