孙雪玲政务部长、蔡瑞隆高级政务次长答复议员黄玲玲：在全岛展开托婴服务试点，为人员提供培训

黄玲玲女士：谢谢主席。我只想澄清两个问题，一个是孙雪玲部长的问题，另一个是高级政务次长蔡瑞隆的问题。关于婴儿托儿服务试点，孙雪玲部长能否详细介绍一下试点将在新加坡哪个地区实施？年轻父母可以预期的费用是多少？补贴是否与目前持证中心的婴儿保育服务相同？此外，如果不是在试点中心进行，如何检查质量和安全标准？

对于高级政务次官蔡瑞隆来说，问题是关于提升版社区联系站计划的家庭辅导员。我认为推出这一举措是一个非常好的想法，我想更多地了解家庭辅导员的资格、培训和经验，以及会有哪些支持，因为我知道，他们中的很多人都在处理家庭中非常复杂的问题。特别是如果每个家庭辅导员的工作量达到25至35个家庭，我们该如何帮助他们？

主席：孙部长。

孙雪玲女士：我感谢这位议员的提问。首先，这是一个全国性的试点，因此我们没有具体说明地点在哪里。我们目前正在与运营商探讨，这取决于哪些运营商认为这是一个可行的商业模式，运营商也可能有自己的地理重点区域。因此，新加坡社会及家庭发展部并没有刻意规定试点地点。但是，根据有兴趣与新加坡社会及家庭发展部合作的运营商情况来看，我们可能会先在某些地方开始，会根据运营商的情况来决定。

在收费方面，我曾与大家分享，我们的目标是使家长在托儿服务方面的开支，与一个中等收入家庭在婴儿护理所支付的费用差不多。因此，可能的实付费用约为700新元左右。我们只是希望确保家长能够负担得起，并将其视为一种灵活的托儿服务选择。

她提出的最后一个问题与标准有关。我同意，我们将制定事故管理程序，因为我们从家长那里了解到，如果他们考虑托儿服务，安全对他们来说非常重要，而且我们还将确保幼儿托管人接受各方面的基本培训，如婴儿基本护理、急救培训、食品安全和卫生等。

蔡瑞隆先生：我感谢黄玲玲所作的澄清。事实上，我们确实需要合适的家庭指导员，基本上，我们要看几个方面。

第一，这个人是否真的对帮助低收入家庭的人充满热情，是否真心实意。

第二，要有同理心，有良好、强大的沟通和人际交往能力，因为这在传达一些行动计划或协助家庭需要的事情上会很有帮助。

第三，具有良好的分析规划能力和解决问题的能力。因此，我们也欢迎从其他行业转行人士加入我们的行列，他们有更多的工作和家庭经验，这在很多时候会很有用。

我们除了正在寻找的家庭辅导员候选人外，还提供一整套培训。在家庭辅导员上岗之前，以及在不同的里程碑阶段，我们都会为他们提供系统化的培训计划，其中包括用来评估家庭优势和行动规划需求的框架，以及参与相关的培训。因此，培训内容包括基本咨询、动机访谈、文化能力以及辅导技能；还包括与利益相关者的有效合作。因为这不仅仅是给家庭带去一袋好礼，而是要将家庭与其他机构、当地的其他组织联系起来，因此，在与当地的同伴合作时，需要对这些合作伙伴有一个良好的认识，并具备良好的团队合作精神。这些都是我们关注，并努力培养和灌输给家庭辅导员的品质。

Ms Ng Ling Ling: Thank you, Chairman. I have just two clarifications, one for Minister of State Sun and one for Senior Parliamentary Secretary Eric Chua. For the pilot infant childminding services, can the Minister of State share more about which part of Singapore will the pilot be implemented? What are the fees that young parents can expect? Will the subsidy be the same as the current infant care for licensed centres? Also, how will the quality and safety standards be checked, especially if they are not done on centre-based?

For Senior Parliamentary Secretary Eric Chua, the question is on the family coaches for ComLink+. I think it is an excellent idea to roll out this initiative. I would like to know more about the qualification, training and experience of the family coaches and how we are supporting them because we know that a lot of them deal with very complex issues for the families. How do we help them, especially if the caseload can be about 25 to 35 families for each family coach?

The Chairman: Minister of State Sun.

Ms Sun Xueling: I thank the Member for her questions. First and foremost, this is a pilot nationwide. So, we are not specific about where the pilot locations are. But that said, we are currently engaging operators. It depends on which operators see it as a viable business model and the operators may also have their own geographical focus areas. So, what I would like to say is that it is not intentional from MSF as to where the pilots would be. But depending on who are the operators who are interested in working with MSF on this, we could see a situation whereby we could start in certain locations first rather than others, but it is a function of which are the interested operators.

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Where fees are concerned, I shared that we aim to make parents' expenses for childminding services similar to what a medium-income family pays for infant care at Anchor Operators. So, the potential out-of-pocket expenses could be about $700 thereabouts. We just want to make sure that this is affordable and is seen as a flexible childminding option for parents.

The last question that she had was with regard to standards. I shared that we would have established processes for incident management because we understand from parents, that safety is very important to them should they wish to consider this option and we will also ensure that childminders undergo basic training in areas, such as basic infant care, first aid training, food safety and hygiene.

Mr Eric Chua: I thank Ms Ng for the clarifications she is making. Indeed, we do need the right type for a family coach and basically, we look for a few things.

One, is a person somebody who really is passionate and really genuine and authentic about helping people from lower-income families.

Two, somebody who can display empathy and have good, strong communication and interpersonal skills because that will be helpful when communicating some of the action plans or things that the families need to work on.

And three, really, individuals with good analytical planning, as well as problem-solving skills. So, we are also open to having mid-career switchers join us because we do understand that mid-career switchers, they have more working and family experience and a lot of time this will come in useful. Because we are talking about life experiences that the family coach could potentially share with the families that they work with.

But in addition to the type of candidates that we are looking for our family coaches, we also provide a comprehensive suite of training. There is a structured training programme for family coaches before they are deployed and at various milestone stages and this will include frameworks that they can use to assess the family's strengths and needs for action planning and also engagement-related training. So, things like basic counselling, motivational interviewing, cultural competency as well as coaching techniques; and also working effectively with stakeholders. Because it is not about just bringing a goodie bag or a bag of different schemes to the families. It is about connecting the family to other agencies, other organisations on the ground, so there needs to be a good sense of who these partners are going to be and a good team spirit or team player-ship, if you will, in working with the partners on the ground.

So, these are all the qualities that we look at and try to nurture and imbue in our family coaches.

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