Investing in Our Educators: The Early Learning Pay and Benefits Crisis

How PA is Responding to ECE Employment Challenges

Nationally, the early learning workforce is primarily composed of women. Those employed by early learning providers are also likely to fall within the population of Americans classified as Asset Limited, Income Constrained, Employed (ALICE). According to United Way, ALICE households earn above the federal poverty level but lack sufficient income to meet basic needs such as food, housing, transportation, and early education for their children. Many ECE professionals do not make a living wage and must rely on public assistance programs, secondary employment, or household support. These economic hardships create compounding stressors that interfere with educators’ ability to maintain consistent attendance and engagement in the workplace. Therefore, additional consequences of inadequate compensation include productivity losses related to chronic absenteeism. Together, these issues underscore that workforce instability is not solely a matter of workforce availability, but it is closely tied to compensation and employment conditions. In response, both the state of Pennsylvania and ECE programs have pursued creative and strategic approaches to recruiting and retaining staff.

A sign of progress is the release of Pennsylvania’s fiscal year 2025–2026 budget, which many organizations rely upon to strategically plan for the year. A notable investment is the allocation of $25 million to the Child Care Staff Recruitment and Retention (CCSRR) program, which provides approximately $450 per employee as a one-time bonus to support recruitment and retention at licensed CCW provider facilities statewide. While previous efforts, such as the now-defunct Pennsylvania Education and Retention Award program, tied stipends to Keystone STARS ratings and educational attainment, CCSRR offers stipends to all current and qualified staff. Although small, one-time bonuses alone are not enough to lift working families out of poverty, programs like CCSRR represent a larger recognition at the state-level of the need to invest in ECE. This recognition was further strengthened in August 2025 when the Pennsylvania Department of Labor and Industry designated ECE as a High Priority Occupation (HPO) following documentation submitted by CCC, the Early Learning Resource Center for Regions 9 and 10, including York County, and letters of regional support. HPO designation is based on labor market data, employer demand, and input from workforce partners such as PA CareerLink, and brings increased access to workforce funds and underscores the urgency of investing in education, training, and long-term career advancement.

Several other initiatives in the Commonwealth are helping to address pay, benefit, and career pathway gaps. Through the state-run Workforce Innovation and Opportunity Act (WIOA), eligible individuals in diverse workforce sectors can access funding for supportive services, including assistance with required clearances, laptops, or general workforce preparedness. Additionally, CCC’s partnership with Child Development Associate (CDA) Apprenticeship Program and ECHO’s Teacher Aide Program with Harrisburg Area Community College, offer earn-while-you-learn pathways that reduce financial barriers, providing practical experience and industry-recognized credentials. These efforts are complemented by PA CareerLink, which offers free services like individualized, hands-on workforce support directly to ECE employers and employees. By combining employment, education, mentorship, and supportive services, these projects strengthen workforce entry and retention while creating clear pathways for advancement within early childhood education.

Workforce instability in ECE, driven by inadequate wages and benefits across Pennsylvania, reflects the critical role compensation plays in sustaining a stable and qualified workforce. As providers navigate the challenges of staff retention, low wages, and credentialing requirements, the resulting economic pressures place significant stress on programs and, in turn, affect low- and middle-income families. Ultimately, strengthening compensation and career pathways for early childhood educators is not simply about supporting a profession; it is about sustaining the workforce behind the workforce and securing York County’s future.