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Perspectives on Meeting the Early Childhood Workforce Challenge
Smart Start ConferenceMay 8, 2009
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Today’s Session
A Child Care Provider’s Perspective Sara Moleski-Rice, Learning Care Group
A Systems Perspective Barbara Thompson, U.S. Department of Defense
Addressing the Workforce at the State Level Terry Casey, Pennsylvania Child Care Association
The Changing Policy Context Mary Beth Salomone, Early Care and Education Consortium
Discussion
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A Child Care Provider’s Perspective
Dr. Sara Moleski-RiceLearning Care Group
(248) [email protected]
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Child Care Workforce Dilemma Rising expectation for credentialed staff
Consensus: early childhood education needs “quality”
The issue: quality = BA? Sooner or later?
ECE/child care divide – NAEYC Accreditation
Reality: diminishing talent pool
Compete with health care, education, service industries
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Early Care and Education Work ForceWhere Will They All Come From? The number of women age 25 – 54 in the labor force will grow only
9% from 2000 – 2050
Women with BA degrees: growth everywhere but education
Since 1970, dramatic increase in % of B.A.’s awarded to women: 43% of degrees in 1969-70, and 57% percent in 2000
In 2000, 30% of women aged 25 to 34 had four-year college degrees, up from 18 % in 1975
Increases: biological science 51%, business 40%, accounting 40%, - education only 1%
% of female lawyers and engineers aged 25 to 34 has doubled since 1983
Increase from 38% in 1983 to 51% in 2000 in the percent of young women working in executive, administrative and managerial occupations outside of education
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Where Will They All Come From? Men in education: lowest number in 40 years
Male elementary school teachers down to 9% from 18% in 1981
Estimated ECE male workface under 4%
More competitions with all better paid education and special education
Better paid health care competition
Increase in demand for RN/LPN and long term care workers of close to 50% from 2000 to 2010, 80%-100% by 2020
Entry level salary for 1 and 2 yr trained LPN’s and 2-4yr RN’s 25% to 120% higher than child care teachers
Future of Learning Care Group t Horizons Workforce More diverse staff
More mature staff
More part time staff
More English as second language staff
Fewer staff with pre service training and college coursework
Fewer staff committed to the profession
Fewer staff able or willing to achieve certification or degrees
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A System’s Perspective
Barbara ThompsonOffice of Family Policy/Children and Youth
U.S. Department of Defense
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WorkforceApproximately 16,000 Direct Care Staff
Paraprofessional
Wide Range of Experience and Education
High School Grad CDA College Grad No Experience With Experience
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Professional Development
Training Program
Orientation
EstablishedTimeline
Staff Paid
On-Going Observation/Feedback
Self PacedModuleProgram
On-Going AnnualTraining
ScholarshipsPre-Service
Training
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Key Component of Success T&C Position Critical
Ensures Mandatory Training Completed
Improves Practice Through Observation & Feedback
Supports CDA/AA/BA Continuum
Smart Investment
Frees Director to Work Management Issues
Impact of Model Success
Standardized DoD System Reduced Employee Turnover Provided Career Path Facilitated Continuity of Employment after
Relocation of Spouse Improved Professional Image
Quality – Affordability – Accessibility – Accountability
Expanding Child Care Expanding our reach into the communities
where our families live. Making care available to all components
and their families Building capacity and linking resources
throughout the states
Expanding Child CareDoD is expanding the process to
Identify care providers who want to serve military families
Evaluate their level of quality using an assessment tool currently under development and
Provide training and technical assistance offered through multiple partners such as the County Extension offices and local R&Rs to increase the providers’ level of quality
KEY
AD - Active DutyG - GuardR -Reserves----------------------(0-5) - Children 0-5yrs(6-12) - Children 6-12yrs (13-18) - Children 13-18yrs
DuPage County
Madison County
St. Clair County
Lake County
0-5 6-12 13-18
AD 132 111 45
G 74 71 49
R 115 194 107
0-5 6-12 13-18
AD 1,363 1,251 698
G 42 76 43
R 251 348 260
0-5 6-12 13-18
AD 181 254 192
G 108 124 97
R 98 186 119
0-5 6-12 13-18
AD 1,969 2,180 1,447
G 167 242 176
R 242 356 308
Identifying Child Care Needs
Illinois
Cook County (Chicago)
0-5 6-12 13-18
AD 806 631 318
G 325 433 296
R 542 693 583
Workforce Establishing partnerships to attract and retain a high-quality
workforce in Child Development, Youth Development, Counseling, Family Support, & Financial Management.
Focusing on Land Grant University System, its Cooperative Extension Service in every county and the territories, and headquarters agency in USDA.
Developing outreach strategies to increase the number of students completing internships and pursuing professional careers.
Establishing campus-based partnerships to identify promising or best practices; develop training programs; and create campus-based seminars, colloquia, workshops, distal learning.
Conducting research on the impact and quality of programs.
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For More Information
Website: http://militaryhomefront.dod.mil Download Staffing Your Child Care Center
at http://www.cfs.purdue.edu/mfri/pages/research/staffing_your_child_care_center.pdf
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Addressing the Workforce at the State Level
Terry Casey
Pennsylvania Child Care Association(717) 657-9000, ext. 114
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Pennsylvania: Workforce Challenges vs Great Expectations
Some “Challenges” PA faces with ECE workforce? High turnover
Low wages Non-competing benefits More opportunity elsewhere Job stress
Loss of degreed staff Shrinking higher education programs to deliver ECE degree and
credentials
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Pennsylvania: Workforce Challenges vs Great Expectations
What are some of the “Great Expectations”? Improving quality care and early learning for children
through Keystone STARS (quality rating system)
Professionalization and retention of ECE practitioners
Community programs participating/partnering in PA’s Pre K Counts initiative
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Strategies to Overcome Challenges
Financial incentives for child care programs and staff thru Keystone STARS:
T.E.A.C.H. Early Childhood ® PENNSYLVANIA scholarship
Educational Retention Award
Merit Award
Tiered reimbursement
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What is T.E.A.C.H.?
Teacher Education And Compensation Helps is a nationally licensed scholarship program out of NC administered in PA by PACCA
Designed for those working in the early childhood field
Scholarship pays for 80% of tuition and fees, reimburses 75% of books, provides an $100 stipend to help with travel costs, reimburses sponsoring program for 75% of release time at $9 per hour.
Provides other supports such as counselor.
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Highlights of T.E.A.C.H. Scholarship
Nationally licensed program administered by statewide advocacy organizations in each of 22 states (more coming on board)
Scholarship built on principles of maintaining and strengthening existing systems within each state
Enables current workforce to work toward degree or credential in ECE
Increases education and compensation of workforce Helps to retain educated staff in sponsoring programs
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Added Value of T.E.A.C.H.
Helps better serve communities through workforce development,
Builds advocacy base and empowerment,
Maintains and strengthens existing systems including higher education.
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T.E.A.C.H. scholarships funded in PA include . . .
CDA Credential CDA Assessment Associate Bachelor PA Director Credential
Coming in 08-09: scholarships for student teaching, practicum, & certification
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Overview from 1998 to 2007
PACCA has awarded over 4,700 scholarships in 65 out of 67 counties
Recipients have completed over 55,000 college credits at 40 participating colleges & universities
2,100+/- child care programs have sponsored a scholarship recipient.
500+ graduates have earned an AA degree or CDA credentials.
Compensation has increased by 34% over 4 contracts with turnover rate at 3% after 4 contracts
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T.E.A.C.H. Participant Profile 98% are women 41% are persons of color 49% only have a high school diploma or GED 37% have some credit hours toward a 2 year
degree 66% are parents 66% have household incomes of less than
$20,000 per year
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Workforce Needs More
Educational Retention Awards (ERA)
(depending on education level and size of program bonuses range from $250 to $5,000)
Health Insurance – PA does not have a health insurance program for ECE workforce
ECE programs need help finding substitutes System needs strong infrastructure and resources
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Where does the funding come from? In PA the funding comes from state and federal dollars
as well as private sources such as foundations.
Programs must be in Keystone STARS and serving a minimum of 5% subsidy children to be eligible for Merit award and ERA funding.
Pre K Counts is funded at $75 million of state dollars.
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Why is it important to have a well educated, compensated workforce?
Good for young children
Good for workforce
Good for community programs that wish to be Pre K Counts provider (Must be STAR 2 or above now and STAR 3 by June 30, 2009.)
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Useful websites for PA info
www.pacca.org – T.E.A.C.H. scholarship information, resource and information clearinghouse, plus advocacy
www.pakeys.org – Professional development information; Keystone STARS info on standards, career lattice, financial rewards
The Changing Policy Context
Mary Beth Salomone
Early Care and Education Consortium
(202) 408-9623
Rising ExpectationsDifferent requirements in settings: Head Start
50% of teachers to have a BA by 2012 State PreK
BA, AA, other Child Care Regulations
No state requires a BAPre-service, ongoing training (if that)
OpportunitiesPolicy Higher Ed Act 2008 CCDBG
reauthorization Challenge Grants PreK Initiatives QRIS Focus on “systems”
Funding Recovery Act FY10 Appropriations?
Challenges
Funds Tuition increasing State budget cuts FY10 appropriations?
Capacity Insufficient availability
of education and training programs
Time Legislation calling for
BA in quick turnaround “Fake barrier”
Increasing Awareness Same babies and young children, same
workforce House Education Committee hearings
Chairman: “false dichotomy” of work support and early learning
Senate legislationPreK and Child Care in separate bills Separate bills sometimes with same sponsor…
Policy Priorities
Staff qualifications and pre-service requirements
Multiple pathways to achievement Recruit and retain
For more information:
www.ececonsortium.org
Click on
Issues in
Focus
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