10/22/2015 5:20:08 PM EEC IT Strategic Plan June Board Meeting June 12, 2007 Quinsigamond Community College Harrington Learning Center 670 West Boylston Street Worcester, MA

10/22/2015 5:20:08 PM EEC IT Strategic Plan Workforce Development System Building: Update

2 2 Yr Community Colleges 4 Yr State College System Private Universities Professional Organizations & Institutes Higher Education/ Scholarships DPH Head Start CPCs Cultural Organizations Voc/Tech School EEC DOE CCR&Rs ESL & Adult Literacy Programs Other State Agencies USDA Food Programs Consultants & Trainers Green = funding Red = delivery Early Education & Care Workforce 21 st Century Program Workforce Training Funding & Delivery

3 Workforce Development System Building Current EEC efforts based on: 1. Guiding Principles; 2. Legislative Requirements; 3. Framework provided by 2006 Workforce Plan; 4. Research and analysis of "current state" and best practices; and 5. What’s good for children, educators, programs, and families.

4 Workforce Development System Building Principles Involve and engage stakeholders; Include all staff roles and levels; Build on strengths of the current workforce; Provide a continuum of opportunities that are accessible and meet the diverse needs of the workforce; Develop and recognize leadership at all levels Set high standards and provide the supports to meet and maintain them; Promote equity across public and private systems; Link career advancement to compensation; Establish best practices based on current research; Maintain a balance among access, affordability, and quality across the system.

5 Workforce Development System Building Legislative Requirements (M.G.L Chapter 15D: Section 5) An inventory of current workforce resources; Analysis of current status of workforce; Assessment of workforce capacity to meet future needs; Core competencies; Streamlined certification, credentialing and licensure; Professional development registry; Statewide articulation agreements among higher education institutions; Training and trainer approval; Coordination of existing workforce resources among public agencies; regional workforce supports; A range of professional development opportunities; Credit for prior learning experiences/equivalencies; Career ladder/lattice; Public and private resources to support workforce development efforts; and Data collection and evaluation system to assess whether workforce plan is achieving desired outcomes.

6 Workforce Development System Building Key Elements 1. State-Wide Infrastructure Building, Leadership and Strategic Planning 2. Core Competencies 3. Professional Development Data Management System 4. Credentialing and Career Lattice (Career Pathways) 5. Professional Development Opportunities and Resources Aligned with Requirements and Workforce Needs

7 Addressed and aligned training and professional development requirements in draft of proposed regulations. Conducted an online survey of CCR&Rs, CPCs, Family Child Care Systems, and Head Start programs to gather information on professional development. Compiled an initial draft of core competencies to apply across the field. Updated existing Professional Qualifications software & created on-line application. Developed a comprehensive background check system to safeguard children which includes results of substantiated DSS investigations and criminal offender record information (CORI). Workforce Development System Building Progress To Date - Highlights

8 1.Convene Workforce Development Task Force in collaboration with United Way of Mass Bay and the Schott Foundation. 2.Build EEC internal workforce development capacity. 3.Continue to collect and analyze data on “current state” including assessing statewide professional development needs. 4.Begin building IT infrastructure for EEC Professional Development Data Management System. 5.Work with Board of Higher Education to develop statewide articulation/transfer agreements. Workforce Development System Building Key Next Steps

9 6.Seek feedback and finalize Core Competencies. 7.Design a basic EEC Orientation program for all educators entering the field. 8.Continue linking funding increases to staff/program quality through Universal Pre-K (UPK), and other quality initiatives. 9.Identify critical resource gaps and develop FY 2009 budget priorities to begin addressing most critical needs. Workforce Development System Building Key Next Steps (continued) To view a copy of the 2007 Workforce Update please visit the EEC Website at

10 Workforce Development System Building Workforce Development Task Force Membership: Key experts and others with hands-on experience in workforce development issues. Representation from state agencies, direct service providers, training providers, higher education, funders, business, and others. Charge of Task Force: Provide expert feedback and refinement on existing workforce plans; Develop achievable, actionable strategies and meaningful next steps for short term implementation; and Serve an advisory capacity to EEC on the further development of EEC’s long term plan for workforce development. Structure and Timeline: Monthly meetings with multiple sub-committees Scheduled to meet June 2007 – June 2008

10/22/2015 5:20:08 PM EEC IT Strategic Plan EEC Financial Assistance State Median Income (SMI) Update

12 Updating Income Eligibility for EEC Financial Assistance CURRENT INCOME ELIGIBLITY REQUIREMENTS: All Based on 2006 State Median Income (SMI) → Entry: 50%SMI or below ← Exit: 85%SMI Family with documented special need → Entry: 85%SMI or below ← Exit: 100%SMI RECOMMENDATION: Use 2008 State Median Income to update Income Eligibility Levels to more closely reflect current cost of living. IMPACT: Updating to 2008 SMI will result in an increase in the income eligibility level of ~$100 month at the 50% SMI entry level, and of ~$150-$225/month increase at the 85% SMI. A small number of additional families will become eligible; a small number of families will remain eligible longer.

13 Comparison of Income Eligibility Levels: 2006 vs Gross Income and % of State Median Income (SMI) Example: Based on a family of three, no documented special need 2006: % SMIGross Annual Salary2008: % SMI 103%$71,753100% $69, 36097% 88%$60,99085% $58,95682% 52%$35,87650% $34,68048% CURRENT EXIT CURRENT ENTRY UPDATED ENTRY UPDATED EXIT