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Supporting A Skilled And Stable Workforce: Compensation And Retention Initiatives

Overview of Sample Compensation and Retention Initiatives

The sample of initiatives included in this document have been designed to reward early and school-age care professionals who complete training, attain credentials and degrees, and who exhibit commitment to the field of early childhood and/or their current workplace.

  • Most require the individual to be working directly with children or supervising those who work directly with children.

  • Some require a period of work history as a condition to apply.

  • Most reward completion of early childhood education/child development training, credentials, or degrees more highly than general training and education.

  • All include a graduated scale with increased stipends/salary enhancements based on increased levels of training completion, credentials, or degrees.

  • Some initiatives require movement from one level to the next for continued eligibility.

  • Some States have intentionally linked the wage incentives to their quality rating system.

All of the sample initiatives included in this document are constrained by funding. States take various approaches to managing funds.

  • Some initiatives accept applications periodically, such as twice a year.

  • Others have rolling enrollment and stop accepting applications when all funds are allocated.

  • Minnesota awards funds through a competitive grant process.

  • In Washington, wage incentives are paid to the child care program on a monthly basis and passed along to qualifying staff in the form of hourly wage enhancements.

Many of the initiatives rely on the provider registry for documented evidence of training completion, credentials, degrees, and work experience.

  • In many States, program participants must be part of the practitioner registry.

  • Registry or career lattice levels are most often the basis for payments levels or wage increases.

Initiative evaluations and reports indicate that targeted recruitment efforts have been successful in enrolling underserved populations, such as those in rural areas, family child care providers, and non-English speakers. They also indicate that the sample initiatives have been successful in lowering turnover rates among participants, increasing educational levels (and wages via the stipends), as well as motivating participants to pursue ongoing professional development.

  • There are differences in impact by type of provider and by current educational level of participants.

  • Participation varies by State and the status of the State's workforce, but there are clearly higher levels of participation at specific levels on the wage scales or career lattices.

  • Many States have multiple levels and/or have revised their wage enhancement scales to include additional steps as a strategy to aid individual movement and reward progress.

  • The studies clearly show a link between participation in wage incentive programs and participation in scholarship programs.

Additional information about incentives is available in Section 7, Funding, The Early Childhood Professional Development Systems Toolkit, a resource guide for State/Territory policymakers. The toolkit is available on the Web at http://nccic.acf.hhs/pubs/goodstart/index.html. NCCIC does not endorse any organization, publication, or resource.

Sample State Compensation and Retention Initiatives

The following table includes the name of the sample initiatives by State, Web links, eligibility requirements and benefits.

State Initiative Name/Contact/
Description		 Eligibility Benefits
California Initiative/Contact:

Compensation and Retention Encourage Stability (CARES),
http://uwba.org/matters/w4qcc/
w4qcc_cares.php  

WAGES Plus, WAGES Plus Quality+, and WAGES+ Family Child Care,
http://uwba.org/matters/w4qcc/
w4qcc_wages.php

Description:

The California CARES model was designed to help build and reward the workforce through two programs: Child Development Corps and Resources for Retention.

  • Home-based, licensed, and exempt family child care providers, family child care assistants, and center-based staff in public and private child care programs may participate.
  • Participants must work in their current job for a minimum of 1 program year.
  • Child Development Corps members receive monetary rewards ranging from $50 to $5,100 per year, depending on their education and background and on their particular county's CARES program.
  • Stipend increments are based on the Child Development Permit Matrix, the statewide professional development system.
  • Resources for Retention provides differential reimbursement rates and quality improvement rewards to help programs achieve accreditation and improve staff retention.
  • The WAGES Plus starting rate is $9.00 per hour for eligible entry-level teachers and support staff, and the maximum rate is $17.05 for eligible site supervisors. The hourly supplement is the difference between the center's pay and the qualifying wage floor, which is based on a combination of the teacher's education and responsibilities within the center.
  • WAGES PlusQuality+ enhanced wage floors ($9.00 -$17.25) provide $.10 annual increases based on the length of service in the center for a maximum of 5 years.
  • WAGES+ Family Child Care provides participating family child care providers a $200 per month scholarship to support subsidy-eligible children. Eligible teachers employed by participating family child providers receive the Quality+ wage floors based on their education and responsibilities.
Georgia Initiative/Contact:

INCENTIVES,
www.caresolutions.com/content/
page.cfm/111/

Description:

The INCENTIVES program supplements salaries of early and school-age care professionals who meet educational requirements and work in a licensed or registered facility.

 Applicants must meet the following criteria:
  • Work at least 25 hours a week as a teacher/assistant teacher (40 for director/assistant director);
  • Earn less than $14.45 per hour;
  • Have worked 12 consecutive months with the current employer; and
  • Hold an approved credential or degree in early childhood education, child development, or child care administration.;

The applicant must also work in a licensed or registered facility that meets one of the following:

  • Is accredited;
  • Serves at least 25 percent subsidized children; and
  • Participates in the Child and Adult Care Food Program.
 The following award levels are paid twice per year for those who continue to qualify:
  • $200 - Child Development Associate (CDA), Child Care Professional (CCP), National Administrator Credential (NAC), and Technical College Certificate 
  • $375  - Technical College Diploma
  • $750 - A.A.S., A.A.T., A.S., A.A.*
  • $1,000 - B.A., B.S., M.A., M.Ed., M.S.*

*Degrees must be in early childhood education or child development.
Illinois Initiative/Contact:

Great START (Strategy to Attract and Retain Teachers),
www.inccrra.org/overview.aspx?id=17
1&ekmensel=c57dfa7b_23_0_171_2

Description:

Great START rewards providers in licensed family/group care homes and centers by supplementing their income based on education they have already attained that goes beyond Department of Children and Family Services   licensing standards.

 The provider must meet the following criteria:
  • Be employed in a full-day/full-year program (8 hours a day/49 weeks a year);
  • Work a minimum of 15 hours per week;
  • Earn no more than $15 per hour;
  • Have been employed with the same program for a minimum of 1 year; and
  • Meet eligibility requirements as set forth on the Great START wage supplement scale.

The wage supplement scale consists of 10 steps with multiple options within steps. Semi-annual supplements steps include the following:
  • $150 for 6 semester hours of early childhood/child development (ECE/CD) coursework;
  • $200 for a CDA;
  • $825 for an Associate's degree in ECE/CD;
  • $1,575 for a Bachelor's degree in ECE/CD/CD; and
  • $1,950 for a Master's degree in ECE/CD.

The full scale is available at
www.inccrra.org/greatstart.aspx?id=179.
Kansas Initiative/Contact:

Child Care WAGE$® KANSAS,
www.kaccrra.org/chapter_contents.php3?
sid=83706c&chapter_id=29  

Description:

Child Care WAGE$ KANSAS provides education-based
salary supplements to teachers and family child care providers who work with children between the ages of birth to 5 years and meet salary guidelines.

  • Providers must work a minimum of 10 hours per week with children ages birth to age 5 years in a licensed child care program.
  • Providers must make a wage of less than $14.45 per hour.
  • Providers must have some formal child care credential or education beyond high school.

 The salary supplement scale consists of eight levels with multiple options per level. Annual supplements include the following:
  • $300 for 6 semester hours of ECE/CD coursework;
  • $600 for a CDA;
  • $2,000 for Associate's degree in ECE/CD; and
  • $4,000 for Bachelor's degree in ECE/CD.

Teachers have 2 years and family child care providers have 3 years to move from Level 1 to Level 2. The full salary supplement scale is available at www.kaccrra.org/wage_scale.php3?
1=1&sid=032feb.
Minnesota Initiative/Contact:

R.E.E.T.A.I.N (Retaining Early Educators Through Attaining Incentives Now),
www.mnchildcare.org/providers/
reetain.php

Description:

R.E.E.T.A.I.N is a workforce retention program that helps reduce the turnover rates among child care providers who work with young children.

R.E.E.T.A.I.N. offers competitive grants to both family child care providers and center staff who met the following criteria:
  • Are licensed or work for a licensed program;
  • Work at least 30 hours per week with children;
  • Have been working in their current position for at least 1 year;
  • Have earned a CDA, Associate's degree, Bachelor's degree, or higher; and
  • Are willing to stay in their position for 1 year.

 The grants range from $1,000 to $3,500, depending on the level of education attained. The award is made in 6-month increments.
  • $1,000 - CDA;
  • $2,000 - Associate's in ECE/CD; and
  • $3,500 - Bachelor's/Master's in ECE/CD.
Montana Best Beginnings Merit Pay and the Infant Toddler Certified Caregiver Stipend Program,
http://www.dphhs.mt.gov/hrd/childcare/
qualityprograms/meritpay.shtml		 To qualify for a Merit Pay award, an individual must work a minimum of 15 hours per week in a licensed or registered child care facility in Montana.

Merit Pay I

  • Applicants must complete a 23-hour or 50-hour track of noncredit training
  • Applicants must submit a plan for completing approved training

Higher Education Merit Pay

Applicants must be on the Practitioner Registry and meet the following criteria:

  • Have been accepted into an accredited college or university program that leads to a degree in ECE/CD;
  • Take coursework that leads to the CDA or a Child Care Development Specialist (CCDS) Apprenticeship Certificate; or
  • Take courses that lead to a Level IV or higher on the Practitioner Registry.

Infant and Toddler Merit Pay

  • Applicants must successfully complete the 60-hour West Ed Infant/Toddler Training.

Infant Toddler Certified Caregiver Stipend Program

  • Applicants must be certified infant and toddler caregivers on the Practitioner Registry and work at least 5 hours per day with infants and/or toddlers in a licensed/registered facility.

Priority is given to applicants who meet the following criteria:

  • Are employed in One or Two Star quality rated facilities;
  • Are employed in a licensed/registered facility that serves 50 percent or more subsidized children;
  • Have earned an infant and toddler caregiver certificate and are employed in a facility that does not meet the criteria in the first or second bullet.

Program participants must maintain continuous employment with the same licensed/registered facility for the 18-month stipend period to receive the full stipend.

 Merit Pay I
  • $250 for the 23-hour track
  • $500 for the 50-hour track.

Higher Education Merit Pay

  • $750 is awarded per semester, with a maximum award of $1,500.

Infant Toddler Merit Pay

  • $400 award.

Infant Toddler Certified Caregiver Stipend Program

  • $1,600 stipends are paid in 6-month increments: $300, $500, and $800.
North Carolina Initiative/Contact:

The Child Care WAGE$® Project, www.childcareservices.org/ps/wage.html

Description:

The Child Care WAGE$ Project provides education-based salary supplements to low paid teachers, directors, and family child care providers working with children between the ages of birth to 5 years.

To be eligible for at least one 6-month payment during the fiscal year, applicants must meet the following criteria:
  • Work in a county that uses Smart Start funds to support the Child Care WAGE$ Project;
  • Work in a licensed child care program;
  • Earn less than the income cap;
  • Attain specific education levels; and
  • Work at least 6 months in the same child care program.

 There are separate wage scales for directors and teachers/family child care providers. Each of the two scales has eight levels and five tiers for each level. The following is a sample of wage supplements by level:
  • $450 to $600 — CDA;
  • $1,500 to $3,500 — Associate's degree in ECE/CD; and
  • $3,000 to $6,250 — Bachelor's degree in ECE/CD.

Both scales are available at
www.childcareservices.org/ps/tiers.html.

Oklahoma Initiative/Contact:

REWARD Oklahoma,
www.cecpd.org/Reward/updates.html

Description:

REWARD Oklahoma is designed to promote quality child care in Oklahoma.

 Participants must meet the following criteria:
  • Work in a licensed facility;
  • Earn $15.50 or less per hour;
  • Work a minimum of 30 hours per week in the facility; and
  • Meet initial 1-year and ongoing 6-month periods in the same facility.

 Annual stipends are paid for a maximum number of years before providers must increase their level on the career lattice. Stipends correlate with Practitioner Registry levels and in some cases the Facility Star Rating.

Director/assistant director stipends:

  • $500 — Silver Director Credential;
  • $1,000 — Silver Director Credential and 3 Star Facility;
  • $1,000 — Gold Director Credential; and
  • $2,000 — Gold Director Credential and 3 Star Facility.

The full director/assistant director scale is at
www.cecpd.org/pdf/REWARD/
scale-director_FY08.pdf, and the Director Credential requirements are at
www.cecpd.org/OklahomaRegistry/
okDirCredential_new.html.

Teacher and family child care provider stipends:

  • $400 - Oklahoma Competency Certificate;
  • $600 - CDA or Certified Childcare Professional;
  • $1,400 - Associate's degree in ECE/CD; and
  • $2,000 - Bachelor's degree in ECE/CD.

The full teacher and family child care provider scale is at
www.cecpd.org/pdf/REWARD/scale-
teacher_FY08.pdf.
Oregon Initiative:

Oregon C.A.R.E.S (Compensation and Retention Equal Stability)

Description:

Oregon C.A.R.E.S. provides scholarships and wage stipends to support the professional development and retention of child care providers.

 Child care workers must be employed at a registered or licensed family child care, group child care home, child care center, or Head Start program serving at least 10 percent subsidy-eligible children and must meet the following conditions:
  • Work at least 20 hours per week; and
  • Earn less than $12.00 an hour as a teacher, or less than $15.00 as a director.

 Benefits are paid annually. There are four benefit steps corresponding to the Professional Development Registry Levels 1-4.
  • $1,000 - Level 1, 60 hours of specified training;
  • $2,000 - Level 2, CDA;
  • $3,000 - Level 3, A.A. in ECE; and
  • $4,000 - Level 4 B.A./B.S. in ECE and above.
Utah Initiative:

The Training and Longevity Supplement Program (TLS),
http://active.slcc.edu/ccpdi/
docs/CL_Booklet_November.pdf      

Description:

TLS recognizes and rewards individual providers for level of Career Ladder certification and continuous work experience in a licensed program.

People employed in licensed family child care homes or centers must meet the following criteria:
  • Work with children birth to 5 at least 20 hours a week or with school-age children 10 hours a week;
  • Achieve at least one level on the Career Ladder based on age group of children they serve;
  • Be continuously employed in a year-round program (i.e., a program that lasts 50 weeks); and
  • Be working at the time they receive the wage supplement.

 Annual benefits are based on five steps and five levels of continuous experience in a licensed program. The following are examples of awards per Career Ladder Level and years of experience:
  • $100 — Levels 1 or 2, and 1 -2 years;
  • $500 — Levels 1 or 2, and 9 or more years;
  • $300 — Career Ladder Levels 5 or 6, and 1 -2 years;
  • $700 — Career Ladder levels 5 or 6, and 9 or more years;
  • $500 — Career Ladder Levels 9 or 10, and 1-2 years;
  • $900 — Career Ladder Levels 9 or 10, and 9 or more years.
Washington Initiative/Contact:

The Career and Wage Ladder

Description:

The Career and Wage Ladder was established to enhance the quality of child care in participating centers through wage incentives to child care workers based on the level of relevant education, longevity at a center, and job responsibilities.

 Child care workers in the positions of assistant/aide, lead teacher, site coordinator, and program supervisor may be eligible for the wage enhancement if they meet the following criteria:
  • Work a minimum of 20 hours per week if providing care to young children; and
  • Work a minimum of 15 hour per week if providing care to school-age children.

 Hourly increments are paid based on years of experience (up to 5 years) for up to 14 levels. Fiscal year 2008 experience increments are $.20/hour. Fiscal year 2009 increments are $.15/hour. Site coordinators and program supervisors are not eligible for wage enhancements at the lower levels of the Career and Wage Ladder. The CDA, A.A. degree, and B.A. degree level increments are each $.50/hour. (Other levels are $.25 per hour increments.)

Sample wages from the Career and Wage Ladder Matrix: July 1, 2007 to June 30, 2008 are as follows:

Assistants

  • $9.20 to $10.00 per hour — CDA level;
  • $10.70 to $11.50 per hour — A.A. level; and
  • $12.45 to $13.75 per hour — B.S. level.

Lead Teacher

  • $9.70 to $10.50 — CDA level;
  • $11.20 to $12.00 — A.A. level; and
  • $12.45 to $13.25 — B.S. level.

Participants must also be given 12 paid days of leave per year.

Wisconsin Initiative/Contact:

Rewarding Education with Wages and Respect for Dedication (R.E.W.A.R.D.) Wisconsin,
www.wecanaeyc.org/reward
/index.php

 Licensed/Certified family child care providers, child care center teachers, center directors, and administrators in licensed centers and Head Start programs who meet the following criteria may be eligible for a stipend:
  • Are employed a minimum of 20 hours per week;
  • Work at least 5 percent of time directly with children (family child care providers and teachers);
  • Work at least 5 percent of time in classroom with providers or teachers (directors); and
  • Have 3 years of documented continuous employment with an employer through The Registry or 6 years of experience in the field.

 Stipend levels are awarded for achievement of a corresponding Registry Level. The Registry has 14 levels, and stipends are paid for levels 6—14.
  • $200 — Registry Level 6 (infant and toddler or preschool credential);
  • $250 — Registry Level 7;
  • $300 — Registry Level 8;
  • $500 — Registry Level 9 (Associate's degree in ECE);
  • $600 — Registry Level 10;
  • $800 — Registry Level 11 (Bachelor's degree in ECE); and
  • $900 — Registry Levels 12 -14.

Eligibility requirements and stipend levels are included in the R.E.W.A.R.D. application, which is available at www.wecanaeyc.org/uploads/
media/REWARDApplication1-2007.pdf.

Updated August 2008

 
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