illinois early learning council · 2019. 7. 29. · 2 agenda 1. welcome and introductions 2. racial...
TRANSCRIPT
Illinois Early Learning Council
Executive Committee
August 5, 2019
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Agenda1. Welcome and Introductions
2. Racial Equity Retreat Follow-up and Reflections
3. Illinois Early Childhood Strategic Visioning and Planning Report
4. Committee Reports
5. Break
6. Update on EC Financing Commission
7. State Department Updates
8. Pyramid Model Update
9. Announcements & Public Comments
10. Adjourn
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Racial Equity Retreat Follow-up and Reflections
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Illinois Early Childhood Strategic Visioning and Planning Report
Elliot Regenstein
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Committee Report:Integration and Alignment
Karen Berman and Shauna Ejeh
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Subcommittee Report:Data, Research, and Evaluation
(DRE)Elliot Regenstein
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Committee Report:Access
Maria Whelan and George Davis
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Subcommittee Report:Early Childhood Capital Grant
(ECCG) Ad HocJose Cerda and Jonathan Doster
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Committee Report:Home Visiting Task Force
Gaylord Gieseke and Diana Rauner
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Committee Report:Quality
Dan Harris and Teri Talan
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Early Childhood Workforce Compensation
Bethany Patten
Early Childhood Educator Compensation in Illinois
Our Principles1. The work of early childhood educators is
sophisticated. 2. Early childhood educators should reflect the families
and communities they serve. 3. Compensation parity is the foundation of a quality
workforce. 4. The current ECE market functions because ECE
professionals forgo a living wage aligned to the sophistication of their work.
What do we already know?
• 95% women• Typically in their 30s-40s• More diverse than the K-12
workforce• Well-educated (nearly half
in licensed child care have a BA or higher, nearly all in school-based preschool)
• Earning wages similar to:– Manicurists, cashiers, hotel
desk clerks (child care)– Bank tellers, receptionists
(preschool)
• Taking a 33% wage penalty to work in a CBO
• Likely to be receiving public benefits (50%)
• Unlikely to have access to a complete workplace benefits package (under 50%)
Early childhood educators are:
Proposed Policies
Expand compensation
language in contracts
Incorporate compensation into
QRIS (ExceleRate) and tiered reimbursement
Develop a wage and
salary schedule
Develop a wage or salary schedule for early childhood educators.• Wage or salary scales are pre-determined
compensation rates paid to educators based on criteria such as role, qualifications, experience, tenure, etc.
• Wage scales promote career growth while creating a livable wage floor or average.
Develop a wage or salary schedule for early childhood educators.
PositionDownstate
Recommended Hourly Wage
Chicago Metro Recommended Hourly Wage
Site Director (ECBG) $30.65 $36.06Site Director (DCFS Licensed) $22.48 $26.44Assistant Director $20.43 $24.04Teacher (BA) $20.02 $23.56Teacher (AA) $17.57 $20.67Teacher Assistant $15.94 $18.75Lead Floater teacher/sub (AA) $16.75 $19.71Assistant floater teacher/sub $14.71 $17.31Family Engagement Specialist $16.35 $19.23Administrative Assistant $14.30 $16.83
Incorporate compensation into ECE contracts for CCAP and ECBG.• Educator compensation requirements can be
written directly into contracts for CCAP and ECBG.
• Such language often references a wage scale.
Incorporate compensation into ECE contracts for CCAP and ECBG.Percentage of CCAP in
Center Enrollment
Children Eligible for
CCAP
Children Non-Eligible
for CCAPCenters
Cost (above current reimbursement) for
Licensed
Cost (above current reimbursement) for
Gold
50%-75% CCAP
11,562 7,577 272 $139M $281M
75%+ CCAP 7,499 624 142 $90.2M $156MTotal 19,061 8,201 414 $229.2M $437M
Implementing this proposal for all licensed centers with over 50% CCAP enrollment would cost between $230-437 million.
Incorporate compensation into ExceleRate and CCAP tiered rates.• Educator compensation, wellbeing, and
retention directly affect setting quality.• Illinois can encourage and reward
compensation parity by tying it to quality and supporting settings through tiered reimbursement to get there.
• Such language often references a wage scale.
Incorporate compensation into ExceleRate and CCAP tiered rates.Group Rating
Necessary Reimbursement
Rate
1ALicensed 24%
Gold 168%
1BLicensed 24%
Gold 152%
2Licensed 48%
Gold 216%
Additional Cost to Tiered Reimbursement Using Licensed Program Quality Add-On Rates
Percentage of Centers Paying Recommended
Salary Schedule
Number of Centers
Number of CCAP Children
Total Cost
25% 484 10,568 $19.3M
50% 968 21,136 $38.6M
75% 1,451 31,704 $57.9M
Implementing this proposal for 75% of all licensed centers would cost $58 million.
Recommendations
To begin to address compensation issues, the Executive Committee should:• Call on IDHS to analyze and implement an
increase in CCAP reimbursement rates to support minimum wage increases.
• Call on ISBE to analyze and implement expansion of compensation parity requirements from PFA-E to PFA and PI.
Our Next Steps
• Quality Committee will reconcile work completed by compensation and ExceleRategroups on compensation and CCAP tiered reimbursement.– Deliverable: brief submitted to ELC and BCG by
September 2019.
• PDG B-5 cost modeling is incorporating compensation parity into calculations.– Deliverable: report on cost model, analysis, and
recommendations by December 2019.
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Break
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Update on EC Financing Commission
Jesse Ruiz
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State Department Update: GOECD
Dr. Cynthia Tate
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State Department Update: DHS
Nakisha Hobbs
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State Department Update: ISBE
Carisa Hurley
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Pyramid Model Update
Donna Nylander
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Announcements & Public Comments
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Adjourn