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