By Allison Miller,
CCSA Compensation Initiatives Team
When Davina Woods was asked how she became interested in early childhood, she said, “I entered the profession as an undercover helicopter mom! I had just placed my son in child care and I couldn’t stand not being there and seeing what and how he was doing.”
Her child’s center hired her as a part-time school-age group leader before she eventually found her calling with young children and their teachers.
She started with no education and now she is in the master’s program at the University of North Carolina at Greensboro with the assistance of a T.E.A.C.H. Early Childhood® scholarship. After 25 years in the field, she loves her position as director of Excel Christian Academy, a five-star child care center in Alamance County, where she has been for 13 years.
“It has been a privilege to work in every single aspect of
child care,” Davina said. “In every classroom, with every age group, in every position.
I have fulfilled every duty from cook to van driver and it gives me perspective
and appreciation. I love this viewpoint. I get the luxury of working with
children, families and teachers.”
Davina’s center prioritizes its teachers by providing a
livable wage as well as other key benefits, which she knows most teachers are
unable to access in this field. “And then they get WAGE$ and T.E.A.C.H. on top
of that,” she said.
The Child Care WAGE$® (WAGE$) Program provides education-based salary supplements to low-paid teachers, directors and family child care providers working with children between the ages of birth to five. The program is designed to provide preschool children more stable relationships with better-educated teachers by rewarding teacher education and continuity of care.
The T.E.A.C.H. Early Childhood® Scholarship (T.E.A.C.H.) Program addresses under-education, poor compensation and high turnover within the early childhood workforce by providing educational scholarships to early care professionals and those who perform specialized functions in the early care system.
“WAGE$ and T.E.A.C.H. are just part of who we are, part of
the center’s make-up,” Davina said. “It is essential, imperative, to have an
educated staff, especially here in the 21st century where children
are not changing but the modes and methods of educating children are constantly
evolving. Teachers must know best practices and know how to utilize the latest
research and incorporate that into classrooms for the best outcomes for
According to Davina, “WAGE$ is essential because it helps to boost teacher morale within the program. WAGE$ both encourages and motivates staff to increase their education. Additionally, WAGE$ provides a sense of healthy competition among team members as they see who can achieve the next level first.”
She said, “My teachers talk about the courses they take and they drive each other.” Three of her staff will graduate in December with their associate degree in early childhood education and they remind Davina of why she does what she does. “If I take great care of my team, they will take great care of the children.”
Thank you, Davina, for your support of the workforce and the Child Care WAGE$® Program.
Learn more about the Child Care WAGE$® Program here.
Learn more about the T.E.A.C.H. Early Childhood® Scholarship (T.E.A.C.H.) Program here.
For nearly 20 years, Child Care Services Association has been
conducting workforce studies to better understand the composition of the child
care workforce in North Carolina and differences among regions and to recommend
policy improvements related to retaining and growing a high-quality early
While gathering information
related to our 2019 child care workforce study, we had a unique opportunity to
not only send a survey to those currently in the child care workforce but also
to survey those who had left. More than 2,800 individuals who previously worked
in child care settings responded to the “leaver” survey and were asked
questions related to why they left, where they went and whether they would return
to the classroom if some of the challenges they faced could be addressed.
While there have been
several national child care workforce studies, the responses from individuals
who have worked in the child care field in North Carolina could provide
valuable insight for future state policy discussions.
Who are the workers who leave child care jobs and where do they go?
Of the 2,808 individuals
who responded to the leaving the classroom survey,
57% left child care to work in another field
28% left their former position for another job
in the early childhood field
Of those still in the field, but not in the job
as a child care teacher or assistant, about 12% moved into a different role
such as director or assistant director
About 7% worked in the field, but in a different
capacity, such as staff at a child care resource and referral agency, Smart
Start or other non-classroom based settings
Another 9% were working in early childhood in
another state, as a family child care home provider or in an unlicensed program
Of the 15% remaining, about 9% still work with
children in some capacity (in a K-12 school setting, caring for school-age
children or as a nanny)
The remaining 6% responded that they are
retired, unemployed, disabled, in school or some other miscellaneous response
not easily categorized
Why did they stop being a child care teacher or assistant?
Of the 2,305 individuals who
responded to this question (which also offered them the chance to select
41% said they left because they wanted to earn
32% wanted more opportunities for professional
25% wanted better benefits
20% wanted better working conditions
16% wanted more respect
Lack of sufficient staff support was
also indicated with 12% of former child care staff selecting “support for
children with challenging behaviors” and 7% selecting “difficulty
supporting children with special needs” among reasons for leaving their
child care jobs. What is most interesting is that only 5% of responders selected
“Teaching is not for me.” Not
surprisingly, less than half (45%) indicated that they might return to a child
care classroom in the future.
Would those who left consider returning as a classroom teacher or assistant teacher if the reasons they left were to be addressed?
Of the 2,226 individuals who
responded to this last question, 64% said they would potentially return to the
classroom if the factors they had listed as reasons for leaving were to change
37% said “yes” they would return to a child care
27% said “maybe” they would return
The Road Forward
Child care pay is low. We know in a good economy like we have today with record low unemployment, individuals in child care can work in fast food or retail sales and earn higher wages. Many in the workforce have their own families to raise, so earnings matter in retaining and growing a high-quality child care workforce.
With nearly 30% of those who
leave staying in the early childhood field, but not necessarily as a child care
teacher, upward mobility and professional growth within the field is good for
the field overall. This means that experienced people can bring an experienced
lens to their work with young children.
Better wages (41%), professional
growth (32%), better benefits (25%), better working conditions (20%), support
for challenging behaviors (12%) and paid time off (12%) are policy areas that
can be addressed. Investments can be made to better support those working in
When 64% of the responders who
left say they would potentially return to the classroom, addressing these
concerns should be a priority. There are some challenges in life for which
there are no policy solutions. But, the concerns expressed by child care
leavers are solvable.
These survey results are
preliminary. Those who received the
survey aren’t weighted by demographics or any other common variables used in
survey research approaches. Nevertheless, they are instructive. Of those who
left their child care jobs and who chose to respond to the survey, their
answers are not surprising. They are common sense.
This is the workforce that
supports all other workforces. It’s the workforce that helps promote the
healthy development of our youngest children. Twenty years of workforce studies
point to the same challenges that the child care leavers have expressed. There
are solutions to these challenges that would invest and value the important
work those working in child care do every day. It’s time for those discussions
to begin in earnest.
The full policy brief, Leaving the Classroom: Addressing the Crisis of NC’s Early Childhood Educator Turnover can be found here.
Julie Delair has operated her family child care home in Brunswick County since 2008. “I always remember thinking this was going to be my career. I always wanted to work with children,” she said.
She joined the Child Care WAGE$® Program at the entry-level of education, which at the time was six semester hours of early childhood coursework. She moved up the WAGE$ scale, earning higher awards each time, and now has her Bachelor’s Degree in Early Childhood Education. Getting her degree, though, was not easy, which is the case for many in the field who have the interest, but are faced with a variety of challenges.
Julie said that she had started college but life got in the way and she was unable to continue until she learned about the T.E.A.C.H. Early Childhood® Scholarship Program. “I had the interest, just not the funding. I couldn’t have done it otherwise. WAGE$ also prompted that educational movement because I saw what I could receive if I got my degree. The incentive was there.”
Getting her associate degree made her realize how much there was to learn. She loved learning and bringing that back to her class. It kept her fresh and she wanted to keep going.
She saw how much her education had impacted her teaching. “Going to classes gave me so many more ideas of working with children, what was developmentally appropriate [and] how to work with families. It expanded my knowledge in all areas. It definitely made me more confident, more professional. WAGE$ does that, too. It recognizes that early childhood is important to children, families and the community. We feel appreciated. People know it is important.”
Julie uses the WAGE$ funds in many ways, including to support her business. She provides new materials, toys and even playground equipment for the children she teaches, which she says they really love. “I often have them when they are very young until they go to kindergarten, so having new things really matters. I think the Child Care WAGE$® Program is very important, especially as an incentive to keep educators in the field. I have had my family child care home for over ten years and I credit the WAGE$ Program with my eagerness and even the ability to continue operating. The supplemental income allows me to provide quality care to the children, and I’m so grateful for it.”
Learn more about the Child Care WAGE$® Program here.
Learn more about the T.E.A.C.H. Early Childhood® Scholarship Program here.
If any issue warrants
public attention, public discussion and rethinking as to the best way to ensure
families with young children have access to child care and pre-kindergarten, it
is our nation’s current approach to the safety and healthy development of young
children. It’s not a system as much as a patchwork quilt stitched together over
decades. The federal government allocates funds to states through individual
programs or funding streams (i.e., block grants), each with different rules,
administered by different state agencies, and too often resulting in siloed
approaches with little to no coordination or collaboration among state agencies,
departments, divisions or communities.
In December 2019,
Congress enacted the FY2020 Labor, Health and Human Services and Education
Appropriations measure, which included the following funding levels for early
care and education programs:
In addition to the funding above, in FY2019, the U.S. Dept. of Agriculture allocated $3.7 billion to states to support healthy meals and snacks for low-income children in child care centers and family child care homes  and the U.S. Dept. of Health and Human Services allocated the Temporary Assistance for Needy Families (TANF) block grant to states, of which states chose to use $3.8 billion for child care and $2.6 billion for state pre-K.  The number of children served by TANF funds for child care or pre-K is unknown because the federal government only requires aggregate spending to be reported, not how many children are served, the setting children are in (homes or centers, licensed or unlicensed) or the average price paid per child. In all, that’s more than $35 billion through various federal funds for early care and education programs.
Child care is the largest early childhood program with $12.5 billion in funding and yet only about 17 percent of eligible children (based on state standards) receive a subsidy.  Many states have a waiting list for assistance, including North Carolina with a waiting list of more than 40,000 children. Families have a difficult time finding care, affording care, and then many parents express concern about the quality of care. Numerous national reports have been released about child care deserts, communities where the need for child care for parents of children under age 6 pales in comparison to the licensed supply of child care.  The U.S. Dept. of Health and Human Services released a report in October 2019 that found the supply of home-based care has declined by more than 97,000 providers since 2005. 
Why? Child care is a business. Child care centers tend to operate in areas where the population is dense enough with sufficient numbers of private-pay families who can afford weekly parent fees. The operating budget for child care centers largely comprises parent fees and therefore staff is hired at the lowest wages possible to hold costs down. In a good economy with low unemployment, like we have today, turnover is high because staff often can find better-paying jobs in fast food, retail sales or other jobs that require less training or education. Turnover also costs businesses because of the marketing, interviewing, hiring and training required for new staff.
For home-based providers, the hours are long and the pay is low. According to a 2019 economic impact report by the Committee for Economic Development,  the average annual income of home-based providers is approximately $15,000 per year,  18% higher than in North Carolina, where the average income of home-based providers is $12,300.  The decline in home-based providers (who often serve infants and toddlers) is a hardship for parents, particularly those in rural communities where the economics of operating a center don’t work. Home-based care is often less expensive and providers may be more willing to stay open during nontraditional hours for those parents who work shift work or have long commutes to their job. Yet, again, wages drive interest in opening a home-based program (or closing one) because other jobs in the community may pay more with fewer hours and less stress.
The reality is that mothers are working today. Nationally, approximately 72 percent of mothers with children under age 6 are working outside of the home,  65.4 percent of mothers with children age 2 are working  and, 57.8 percent of mothers with children under age 1 are working.  Many of these mothers need child care, but federal subsidies reach only one out of every six eligible children. Therefore, most families are forced to afford whatever they can find. However, in too many communities, the supply is not available, let alone affordable.
There is no doubt that if our nation’s early care and education system were designed today, it would look much different. If we can’t think out of the box about a new bold system to better meet the needs of families with young children, we will be stuck with incremental, minor band-aids that ignore the real problem: the system is under-financed and poorly designed. Parents can’t afford quality child care, but we know from the research that high-quality child care really matters to the healthy development of children, particularly in the earliest years as a child’s brain is developing the fastest, setting the architecture for all future social, emotional, physical and cognitive skills. 
Two decades ago, child care was a work support. Today, we know that it is a two-generation strategy. High-quality child care helps parents work and helps support the healthy development of children. In fact, parents who can’t access child care reduce their hours or drop out of the workforce. About 94 percent of those who involuntarily work part-time are mothers who cite child care problems as their reason for working part-time. 
In 2018, the National Academy of Sciences (NAS) released “Transforming the Financing of Early Care and Education,” which reviewed the multiple funding streams for early care and education and made a number of recommendations. The NAS Committee, made up of early childhood experts and finance experts, recommended investing in early care and education at a percentage of U.S. gross domestic product (GDP) aligned with the average of other member nations of the Organization for Economic Co-operation and Development (OECD). The report recommended increasing funds in four phases, from at least $5 billion in phase one to $53 billion in phase four. 
However, it is not just
about the money. It is also about program design and meeting the needs of
families in urban and rural areas and in an array of settings that best meet
the needs of the family and each individual child with an early education workforce
that is trained and paid appropriately for the important work they do.
Rethinking is always a
bit more challenging than staying in the box with patchwork fixes. The current
system isn’t working for low-income children whose families need a subsidy or
the private market where working parents need access to affordable high-quality
child care and early education programs. It is time for a discussion about a
Shantel Zimmerman describes her favorite part of teaching as, “truthfully, the kids. It is so much fun. I tell [my husband] I get to go to work and play everyday teaching. Where else can an almost 50-year-old be silly and whimsical and get paid for it?”
Shantel has taught at Primrose School of Heritage Wake Forest in Wake Forest, North Carolina for nearly a decade. She first received her bachelor’s degree and returned to school to receive her master’s in elementary education. “I originally wanted to be a high school teacher. I changed my major in college because I didn’t think I had the patience to be with elementary or younger,” said Shantel. “Having my daughter showed me I did have the patience, so when she started school, I went back to younger kids. I like them, they’re more fun.”
For Shantel, being a parent helps develop her teaching style for young children. She also credits her style to “the classes I took, interesting articles I come across [and] talking to other teachers. It’s really just trying to see what works for you and what works with the age group you’re with.”
Her advice is to be flexible to others teaching in the field. “You can have something planned to do with your class and it may get tossed out the window in the first five minutes. It all depends on the mood of the kids. My key thing is to be flexible and go with the flow because you never know where it’s going to take you,” said Shantel.
The most rewarding part of teaching for Shantel is “having fun with the kids and watching them grow.” It’s all about the kids for her. “Watching what my kids have learned in the nine months I have them amazes me and makes me want to do more every day,” she said.
As a teaching professional, Chatiba Bullock truly values her education and credits her continuous path to being a lifelong learner. “In order for me to motivate my teachers and team members, it’s important for them to see me working,” said Chatiba.
Chatiba works as Education Manager for Durham Head Start/Early Head Start while also furthering her early childhood development degree. She first began as an assistant teacher, quickly moved up to lead teacher and went on further to serve in the leadership position of center director.
Chatiba is also a Child Care WAGE$® recipient. “I really like WAGE$ because it gives you an incentive to keep learning,” she said. “The WAGE$ program really was [integral] in motivating me as an educator to want more and better myself.”
“I received an associates in early childhood education from Durham Tech Community College in 2005 and I went on to North Carolina Central University where I received my bachelor’s in family and consumer sciences with a concentration in child development in 2008,” Chatiba said. She didn’t stop there. “I received my Master’s in education in 2014 from Ashford University and then received some post-graduate certifications from Walden University in teacher leadership and childhood administration.
It wasn’t always Chatiba’s plan to work in early childhood education. Out of high school, she began as a business major. “It wasn’t until in ‘99, I started working at the Early Learning Center through the YMCA, they had their own child care center and I took on a part-time job as a floater, and I loved early childhood education,” Chatiba said.
While there, Chatiba realized something. “Working with kids and going to school for business, it just didn’t mesh. I like working with kids and I need to learn more about children,” she said.
“[My favorite part of being an educator is] the correlation between children and families. I think it’s actually working with children and families to help them understand the importance of education and how they can foster that love at home with their kids,” said Chatiba.
Her teaching style is shaped by “letting [the children] be the teacher and I’m the facilitator. I like to build lessons when I’m in the classroom. I’m not in the classroom as much anymore, but when I’m helping teachers understand their teaching style, my teaching style basically is the child’s interests and helping teachers facilitate that in their classroom,” said Chatiba.
By Tanya Slehria, Spring Communications Intern at CCSA
Tracy Pace’s favorite part of being an early childhood educator is “being there, being able to be an advocate for [children’s] success and being willing to listen and try to help parents reach out, find the resources [they need] and gain new skills.”
Tracy wears many hats in her role as a lead teacher at Nanna’s & Momma’s Child Care Center in Pisgah Forest, North Carolina. “And my title kind of switches from day-to-day,” Tracy said. “It depends. I’m a very flexible person, but the majority of my time is used either as teaching in a classroom or in the office as an executive assistant.”
After high school, Tracy said, “I decided to get married instead of go to school…my husband and I were married for 5 years and our first child came along…We didn’t want them to do the same thing we’ve done. We wanted [them] to try to be smarter than that. So, we both had enrolled in school…Our second child came along and I just piddled here and there and did a class. So, it took me 26 years to get my associate’s degree and I’ve just done that this July ” from Blue Ridge Community College.
Tracy’s educational journey may be filled with twists and turns, yet her commitment to education and early childhood education has remained consistent throughout her 30-plus years in the field. While working toward her degree, she was still supporting her family of four children as well.
After graduating, Tracy enrolled in Brevard College. It was through her persistence and encouragement that they began offering a birth-to-kindergarten program and an education program for students to receive teaching licenses. She continued to pave her own path, and as she told Brevard, “I’d love to [enroll with] the T.E.A.C.H. Scholarship.” At the time, Brevard was not participating with CCSA’s T.E.A.C.H. Early Childhood® Scholarship Program, but Tracy’s determination led them to offer the scholarship. “So, in 10 classes, I’ll have my Bachelor’s degree,” Tracy said.
Tracy’s involvement with T.E.A.C.H. began with her work at Nanna’s & Momma’s where she became a Child Care WAGE$® recipient. At the time, she was her mother’s full-time caregiver, a full-time student, a full-time employee and a full-time mother. She credits her ability to keep up with it all to the WAGE$ supplement.
“The [WAGE$] supplement has allowed me not to have [a second job] and to help me manage all these other different things, as first of all, a wife and mother, and second of all, someone who wants to give back to their community. Without [WAGE$], it wouldn’t have been possible,” said Tracy.
Tracy is as dedicated a teacher as she is a student. Her goal has always been to teach. Teaching “fits my family’s needs,” said Tracy.
Before her time in the classroom, Tracy worked as the assistant director for the Brevard Davidson River Presbyterian Church and was involved with various organizations. Her position helped her form a network of connections that serve as a benefit to her current role as an educator. “I think community resources is my biggest strength—those connections outside of this job and those I made before I got into this current job,” said Tracy. “I know people to call by name at the Social Services office. I would say that’s one of the biggest things for teachers, in general, is being able to know and have a list of those resources and know people by name.”
Tracy attributes her teaching style to her community. “I’ve grown a lot and become a lot more flexible as I understand and continue to try to edge out a living in the community that I’ve worked and raised my kids in and [one that] they would love to come back to,” she said. She also credits her passion for reading, “which has given me an understanding and [ability to find] solutions, or things I can try, and that not all kids are the same.”
“We know everything we need to know before we’re age 5. That’s the point and most people miss that. They think we’re not anything until we’re 5 and go to kindergarten, but every child learns all their coping skills, their ability to receive and give information before the age of 5,” said Tracy.
By Cass Wolfe, CSO at
Child Care Services Association
This year marks the 100th year anniversary of women’s right to vote in the United States, with the ratification of the 19th amendment to the U.S. Constitution. Women waged a nearly 100-year effort, marked by setbacks and conflict while demanding the right to vote. Yet today, there are still significant efforts in several states to restrict voting for some groups of people. As such, it is important that those of us who can vote actually do vote. It is a right, a responsibility and a way to participate in the governance of our communities, state and nation. Don’t give up your right to someone whose opinions and views are different or maybe even the opposite of yours!
According to the United States Elections Project, only 49.6%
of eligible North Carolina voters actually voted in 2018. Yet the voices of
voters who care about issues that impact diverse families are necessary to increase
funding and political interest in early childhood. With the complex,
multi-layered challenges of the early care and education system, it is
increasingly clear that additional political will and government funding are
critical to improving early care and education for every child, parent, teacher
For the first time ever, the major candidates for U.S. president
have policy stances on child care and early education. The candidates have
varying positions, some supporting pre-kindergarten for all, while others are advocating
for more comprehensive birth to 5 programming and parent fee relief. Look at
each candidate’s website to learn about their priorities for children, families
The point is, each of us has an opportunity to help shape
the conversation around child care and to support the candidates we each feel
speak to our concerns the most clearly. But you have to be registered to vote. Fortunately,
you have two options!
While North Carolina’s primary is Tuesday, March 3, 2020 and only those
registered by February 7th can vote in this primary, you can
participate in early voting and register
when you are at the polling place. Early voting is February 13 – February 29 and is very convenient, with a variety
of dates, times and locations. Click on your county’s name to get the Durham, Orange
early voting schedules. If you live in a different county, click here.
Finally, if you think you are registered, click here to ensure you are still
One last important bit of information for the primary is
that contrary to earlier information, you will
not need any identification to vote.
In addition to the presidential primary, there is also a
primary contest for the U.S. Senate seat from North Carolina. There are also state
and local offices on the ballot, including the governor’s, the lieutenant
governor’s, the auditor’s and the treasurer’s offices. At the local level,
school board, county commissioners and state legislative seats have multiple
people running for office.
There are many choices that influence decisions about our
neighborhoods, our children’s schools, our state and our country. One example
of local decision-making is Durham PreK. Voters’ support for access to publicly supported
preschool for all 4-year olds led elected leaders to invest in young
children. These leaders with bold goals
for children were voted in by citizens who cared. Your vote matters.
So go vote, take a friend or two with you, and wear your “I
voted” sticker proudly. Finally, be sure to encourage all of the early
childhood teachers and staff you know to join you in making a statement for our
children. We need to vote since the children we are passionate about cannot
vote. We need to vote for the future!
For more information about voting in North Carolina, click here.
Determined. Dedicated. Committed. Those are just a few words that describe Child Care WAGE$® participant, Ellen Devenny. Ellen works as an assistant teacher at a five-star private NC Pre-K center in Gaston County and just graduated in May 2019 with an Associate Degree in Early Childhood Education with a 4.0 GPA. She walked across the stage at age 62.
Ellen was 50
years old when she started work on her degree. She said, “It has taken me a
long time, but I remained determined to see it through to completion. I would
not have been able to have done this without the support of programs like
T.E.A.C.H. and WAGE$. Because of my education, I feel more confident as a
Ellen’s passion for her career and the children in her care is clear. “My favorite thing about working with young children is… everything! It is rewarding to see how they grow and learn new things during the school year. I love to see the child that struggled with feelings of insecurity walk away at the end of the year full of confidence. I love seeing children with special needs accomplish things that other children take for granted. I love working with children from a variety of ethnic backgrounds and learning from each. This year, we have families representing China, Pakistan, Jordan, India, Columbia and Mexico. How can I not love working with young children?”
Fortunately for the children in her center, Ellen plans to remain in the field for as long as she can. “I began working with children in 1974, and that desire to continue has remained strong.”
Basloe, President, Child Care Services Association
Families with jobs and secure housing access child care
through our country’s Child Care Resource & Referral network, friends and
family and the internet. Without child
care, families experiencing homelessness struggle to secure housing. And yet, for
these families, accessing child care offers two important benefits—the chance
to be able to participate in job training, education, and other programs
essential to resolving their homelessness and the opportunity to have a safe
setting for children to grow!
Research has established a strong connection between a young child’s early experiences and the development of his or her brain structure. According to the Center on the Developing Child at Harvard University, the early years of life when more than 1 million new neural connections form every second, can provide a strong or weak foundation for all future learning, behavior and health. We know that homelessness jeopardizes the health, early childhood development and educational well-being of infants, toddlers and preschool-aged children. It also creates unique barriers to participating in early care and education. With nearly 50% of children living in federally-funded homeless shelters under the age of five, this is a problem for families, communities, states and the country.
The Child Care and Development Block Grant Act of 2014, signed into law on November 19, 2014, reauthorized the Child Care and Development Fund (CCDF) Program. The reauthorized law made significant advancements by defining health and safety requirements for child care providers, outlining family-friendly eligibility policies, and ensuring parents and the general public have transparent information about available child care choices.
The Administration for Children and Families (ACF) published the
Final Rule to implement the Child Care and Development Fund program (CCDF) in
September 2016. The full regulations may be read here.
The McKinney-Vento Act’s education definition of homelessness to be used by child care (and Head Start and public education),
A grace period or flexibility to obtain immunizations and other documents needed so that children experiencing homelessness can be served more quickly,
Outreach to homeless families with children,
Training and technical assistance in identifying and serving homeless children and their families,
The coordination of services so that families with children can get the help that they need, and
Data reporting to know how many families (and children) experiencing homelessness are receiving child care assistance.
States submitted 2016-2018 CCDF Plans and excerpts from Section 3.2.2., Improving Access to High Quality Child Care for Homeless Families, within State Plans were shared here. The state plans for 2016-2018 indicated that while many states had policies in place to help families experiencing homelessness access child care assistance, the majority of states were not yet adequately addressing those families’ unique needs.
The Child Care and Development Fund (CCDF) Plan serves as
the application for the Child Care and Development Block Grant (CCDBG) funds by
providing a description of, and assurance about, state child care programs and related
services available to eligible families. The Office of Child Care reviews the
Plans for approval.
The CCDF Plan also presents an opportunity for states to demonstrate the activities and services they are providing to meet the needs of low-income children and families. The Administration for Children and Families (ACF) makes Plans publicly available to many users including members of Congress, Congressional committees, State and local child care administrators, advocacy groups, researchers and the general public. For states looking for innovative ways to better meet the child care needs of families experiencing homelessness, the publication of the state plans serves as a clearinghouse of resources for states to replicate or customize to finetune their strategies to best support these families.
The 2019-2021 CCDF State Plans show that States have embraced the CCDF law and regulations with regard to serving families experiencing homelessness, making changes to policies and practice, including eligibility requirements, coordinating with partners, increasing access and providing professional development for those within the child care field to not only increase access to child care but also to ensure that families with children experiencing homelessness receive the support and services they need. These State Plans can be found here.
View other resources for early childhood homelessness here.