2. WELCOME TO THE COMPENSATION TASK GROUP PLEASE CALL IN FOR THE AUDIO AND CONNECT WITH YOUR COMPUTER. THANKS.

3. North Carolina Institute for Child Development Professionals Transforming NC’s Early Childhood Workforce The mission of the Institute is to promote the implementation of a comprehensive professional development and recognition system that links education and compensation for the child care workforce to ensure high quality care and education services for children and families.

4. AGENDA Introductions of Task Group Members Purpose of the Task Group The Current Context for Improving Compensation Beginning Vision of Equitable Compensation for the NC Early Childhood Workforce Current Early Childhood Workforce Compensation Plan for Moving Forward · Define a 10-year vision for your workgroup content area. What is the ideal that you want to happen? · Do a SWOT(C) analysis within your group to give your group a collective understanding of the landscape (current conditions) in your content area. · Looking at both your vision and your current landscape, what are 3-5 lofty but achievable goals our workgroup will tackle in the next 5 years. · Create an action plan with strategies to achieve those goals. Communication (email, text, meetings, Pages, Facebook) Margaret

5. Purpose of Compensation Task Group To develop a vision, goals and action strategies to improve compensation for early childhood teachers, family child care providers and directors.

6. Current Context for Improving Compensation On-going workforce data – state and national IOM report that includes compensation recommendations. Increases in Quality Set Aside in CCDBG Community groups focusing on minimum wage increases that include child care What else from your perspective?

7. Transforming the Workforce for Children Birth Through Age 8: A Unifying Foundation Suggested citation: IOM (Institute of Medicine) and NRC (National Research Council). 2015. Transforming the workforce for children birth through age 8: A unifying foundation. Washington, DC: The National Academies Press. www/iom.edu/Birthtoeight

9. 2011/ 2012 2014 Directors39%46% Teachers/Assistant Teachers30%35% Family Child Care Providers24%27% ECE Degree

10. Teacher (only) Educational Gains

11. Wage By Education (Teacher Only)

12. Child Care Center Wage Scales 2011 Wages 2011 in 2014 dollars 2014 Wages Percent Change Starting Teacher Wage$9.00$9.52$9.00-5.5% Highest Teacher Wage$11.25$11.90$12.021.0% Starting Assistant Teacher Wage$8.00$8.47$8.500.4% Highest Asst. Teacher Wage$9.50$10.05$10.00-0.5% Note: Median wages based on directors’ reports.

13. Earnings of Child Care Center Workforce 2011 in 2014 dollars 2014 Wages Percent Change 90th pctile Teacher/Assistant$15.22$14.48-4.9% 50th pctile Teacher/Assistant$10.35$10.00-3.4% 10th pctile Teacher/Assistant$7.92$8.001.0% 90th pctile Director$26.92$21.00-22.0% 50th pctile Director$15.83$15.00-5.2% 10th pctile Director$10.56$10.00-5.3% 90th pctile FCC Provider (2012) $12.88$13.373.8% 50th pctile FCC Provider (2012) $6.22$7.0513.3% 10th pctile FCC Provider (2012) $0.31$2.09574.2%

14. Full report can be found at: http://www.childcareservices.org/2014- north-carolina-workforce-study/

15. Beginning Vision of Equitable Compensation for the NC Early Childhood Workforce From your perspective and experience, what are key aspects of a vision of what equitable compensation would look like in North Carolina?

16. Plan for Moving Forward Define a 10-year vision for your workgroup content area. What is the ideal that you want to happen? · Do a SWOT(C) analysis within your group to give your group a collective understanding of the landscape (current conditions) in your content area. · Looking at both your vision and your current landscape, what are 3-5 lofty but achievable goals our workgroup will tackle in the next 5 years. · Create an action plan with strategies to achieve those goals. Meeting Times and Communication THANKS FOR YOUR PARTICIPATION!!