Primary Educator in Seattle, Washington at Seattle Institute for Early Childhood Development

Minimum qualifications: at least 18 years old; high school diploma or equivalent; ability to fulfill the essential responsibilities with or without reasonable accommodation; and completion of applicable DCYF preservice requirements. Experience caring for toddlers in a licensed group setting and ECE education are preferred.

Complete and maintain DCYF background clearance under chapter 110-06 WAC before access requiring clearance. Provide current tuberculosis screening or clearance documentation required by WAC 110-300-0105. Submit required personnel documentation and notify administration of changes affecting licensing eligibility.

Maintain an active MERIT workforce registry account and accurate employment, education, and training records. Submit education for DCYF verification, monitor training entries, retain certificates for the staff file, and work with administration to resolve missing records.

Under current WAC 110-300-0100, center lead teachers must obtain an ECE Initial Certificate or DCYF-approved equivalent by August 1, 2030, or within five years of hire or promotion, whichever is later; an ECE Short Certificate or equivalent is required within two years of receiving the Initial Certificate. Beginning August 1, 2030, the rule specifies the five-year Initial Certificate and subsequent two-year Short Certificate timeline. Equivalent qualifications must be approved and verified in MERIT. Document professional development progress annually and establish a written plan with administration when qualifications are still in progress.

Complete applicable WAC 110-300-0106 training within three months of hire and before unsupervised care unless a requirement has an earlier deadline. Hilltop verifies readiness before independent classroom assignment.

Under WAC 110-300-0107, complete at least 10 hours of annual approved in-service training after 12 months of cumulative employment. Complete EQEL within 36 months of assuming an applicable role if hired or promoted on or after August 1, 2019, unless a DCYF-approved alternative applies. EQEL may count toward annual hours; no more than five excess hours may carry to the next calendar year. Hilltop Institute events count toward licensing hours only when eligible and properly recorded.

Pay is $30–$34 per hour, based on relevant education, experience, qualifications, and equitable compensation practices. The position is full time, ordinarily 40 hours per week. A typical day includes eight paid hours and a 30-minute unpaid, duty-free meal period. Assigned shifts support center operating hours, including early care; occasional evening or weekend work may be scheduled.

Record all work time, including required meetings, training, events, planning, documentation, and family communication. No off-the-clock work is permitted. Required work-related training time is paid; compensation for independently pursued college education is governed by applicable law and any separate written agreement.

Overtime is paid at least 1.5 times the regular rate for hours worked over 40 in the established seven-day workweek. Request advance approval; all overtime actually worked must still be recorded and paid. Schedule adjustments may occur within the same workweek, but hours cannot be averaged across weeks or replaced by future compensatory time to avoid overtime.

Provide at least a 10-minute paid, duty-free rest break for every four hours worked; employees may not be required to work more than three hours without a rest break. For shifts over five hours, provide a meal period of at least 30 minutes beginning between the second and fifth hours. An on-duty, employer-required on-call, or interrupted meal period is paid. Administration arranges qualified classroom coverage for breaks.

PTO and leave administration must meet Washington paid sick leave and applicable Seattle Paid Sick and Safe Time requirements, including permitted uses, accrual or compliant frontloading, carryover, and protection against retaliation. Planned vacation requests may be limited during program transitions or required training days; restrictions do not override protected sick leave, other legally protected leave, or reasonable accommodation rights.

Based on the supplied prior-year description, the full-time benefits package includes 20 days or 160 hours of PTO; 10 paid holidays and a birthday day; paid winter closure between December 25 and January 1; medical, dental, vision, life insurance, and long-term disability coverage, including an employer-paid Level 1 option; discounted child care for eligible enrolled children; and retirement benefits with an employer match up to 3% under plan terms. Optional benefits include transportation or parking, voluntary life insurance, short-term disability, and health or safety accounts. Eligibility, enrollment, coverage, and employee costs follow current plan documents and policies.

Work involves floor-level interaction, bending, kneeling, standing, walking, and responding promptly to children indoors and outdoors; routinely lifting or assisting children up to approximately 30 pounds and carrying emergency supplies up to approximately 25 pounds; digital documentation; and exposure to weather and bodily fluids. Essential functions may be performed with reasonable accommodation. Discuss accommodation needs with administration.

Performance is reviewed through observation, documentation, family and colleague feedback, and quarterly and annual discussions. Coaching, improvement plans, or corrective action may be used when expectations are unmet. Concerns may be raised with the supervisor, appropriate director, Executive Director, or ADP support; employees may bypass a person involved in the concern and use external reporting channels. Hilltop prohibits discrimination, harassment, and retaliation for protected activity, including reporting safety concerns, discussing wages, or requesting protected leave.

This job description describes responsibilities and does not establish a fixed-term employment contract or waive employee rights. Duties may be updated consistently with licensing requirements, applicable law, and reasonable accommodation obligations.