Tackling the predicament of high turnover and low teacher retention in Head Start/Early Head Start programs is not always easy. Tying retention to a carefully determined compensation plan can also be a challenge. Yet, asking this question is important – how does your fiscal strategy support teacher retention?
Perspectives from leaders in the field
Around this time every year the Office of Head Start (OHS) releases its annual CLASS report, and this year was no exception. A National Overview of Grantee CLASS Scores in 2017 is now available. The report
In recent months we’ve heard concerns from Head Start/Early Head Start programs that were informed they have an upcoming Focus Area Two review as part of the new Aligned Monitoring System 2.0 (AMS 2.0). If your first AMS 2.0 monitoring visit is causing you stress, you’re not alone.
One of the reasons we appreciate Head Start’s EHS-CCP program is our longstanding ties to community child care. Foundations for Families began with a vision to strengthen the business, fiscal and HR/training components of community child care so that directors and teachers would have more time and resources to do what they do best:
An important element of any program’s ability to attract and maintain a skilled and motivated workforce is employee compensation. It is essential that Head Start and Early Head Start programs attract and retain qualified personnel to establish and implement high quality program operations and services over time.