MLS Jan 2018 Local Attachment MLS local report final | Page 18

before they are released to schools to do the official work. The standard
operating procedure in reporting lateness and medical leave as well as
having a Head of Department overseeing a group of department teachers
are similar to KidZania. The main challenge in staffing needs by KidZania is
that they face a high turnover rate as they handle mainly young teenagers
who have other agenda in mind as compared to teachers in schools who are
more mature and permanently placed.
Staff Recognition and Rewards System
In the initial contact with new staff, the city “Mayor” (General Manager) will
appeal to the group that the role they play in this manpower-intensive
endeavour is very important. In order to form a group of committed staff, he
will set expectations with them, which includes being an engaged team-
player.
In terms of similarities of the recognition and rewards systems, both schools
and KidZania have long service award, performance bonus and presentation
of certificate for graduation or completion of Leadership Programme given
to the staff.
Staff who are recognised for good performance have their pictures displayed
on the noticeboard as compared to schools where certificates are normally
given to the staff.
One interesting recognition award by KidZania is the School Holiday
Challenge, where the different departments will be assessed based on
tardiness, work performance and feedback from stakeholders. With this, the
departments will more likely work more cohesively so as to achieve the
award as a department. This is probably something which schools have yet
to have in place.
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