Potential Solution Group 2: Promoting relevant credentialing opportunities to pre-service providers, current providers, and the community

This could involve a) promotion of credentials already being offered, b) removal of barriers to credentialling through non-traditional offerings such as cohort learning experiences, c) promoting the value of credentialed employees for childcare centers and employers in the region( e. g., boosting Paths to Quality ratings), and d) a marketing strategy around the professionalism and growth opportunity associated with starting a career in early childcare.

IMPACT

HIGH Greater than 60 % of Respondents Rated as Large to Very Significant Positive Impact

LOW At or Below 60 % of Respondents Rated as Large to Very Significant Demand

b) Removal of barriers to credentialing through non-traditional offerings such as cohort learning experiences( 56 %, 69 %)

DEMAND

HIGH Greater than 60 % of Respondents Rated as Large to Very Significant Demand

c) Promoting the value of credentialed employees for childcare centers and employers in the region( e. g., boosting Paths to Quality ratings)( 68 %, 65 %)

d) Marketing strategy around the professionalism and growth opportunity associated with starting a career in early childcare( 68 %, 64 %)

LOW At or Below 60 % of Respondents Rated as Large to Very Significant Positive Impact a) Promotion of credentials already offered in the region( 38 %, 50 %)

* The demand and impact for each solution are presented as( Demand, Impact) where percentages reflect responses of“ Large” or“ Very Significant.”

Explanations for“ Very Little” or“ Slight” demand or expected positive impact for these solutions are presented below:

Theme

Solutions Do Not Address Pay Issue

Need Affordable Options

Verbatim Response I don ' t think credentialing is the issue. The issue is how little we pay childcare workers, credentialed or not. Sadly, I don ' t believe there is a huge growth opportunity in early childhood careers. Very few positions offer a living wage, making it an impossible or poor career choice. Currently offered credentials are few and do not traditionally offer enough of a wage gain to justify the time / financial investment by those already in the field. Again, I don ' t think the average ECE worker is willing to do the education while working full or part-time if the raise in income isn ' t worth it. I have hired women who have started the ECE track at Ivy Tech, but not completed it, because life took a turn. Or they completed it but have a spouse / partner who is the main breadwinner with good wage / benefits. I do not believe the solution is in credentialing at all. Even with a credential, many cannot afford to stay in this line of work.

Marketing and boosting Paths to Quality will not bring quality employees to the center. There need to more opportunities for the [ employee ] to get their CDA or degree that is not as costly for the center or the employee.

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