Where Child Care is Above Average? Licensing, Legislation, and Indicators of Quality of Care in Minnesota

Despite Minnesota's reputation for quality child care, recent changes in legislation and the impact of changing needs have raised concerns about the quality of child care available in the state. This paper presents an overview of Minnesota's current child care system including structural indicators of program quality such as licensing standards, staff wages, turnover, educational level, and program accreditation. The current situation is characterized by high levels of staff turnover, low wages, low levels of program accreditation, and increasing numbers of variances for child care licenses, all of which are disadvantageous to providing high quality child care to Minnesota's children. Efforts to decrease turnover through higher salaries and increase staff educational levels through tuition vouchers are explored. We find that there are a number of ways in which states can support quality child care, but stricter licensing standards are not likely to be sufficient by themselves.     

Turnover begets turnover: an examination of job and occupational instability among child care center staff

Over half of child care center teaching staff (n=149) and a third of directors (n=71) interviewed in 1996 had left their centers by 2000. The demographic and professional profiles of those who left and stayed at their centers were similar. Among those who left, only half continued to work in child care. Highly trained teaching staff were more likely to leave their jobs if they earned lower wages, worked in a climate with less stability of highly trained co-workers, and worked with a greater percentage of teaching staff who did not have a bachelor’s degree. Directors were more likely to leave if they earned lower wages. The study extends previous research by revealing the links among the characteristics and stability of the teaching staff as a whole and the retention of highly trained teachers. It also underscores the multi-faceted benefits resulting from paying higher wages to all staff.     

Creating cooperation and empowerment in a child care center

Staff turnover in child development centers is epidemic, reaching as high as 41% (Whitebook, Howes, & Phillips, 1989a). Studies have shown that high rates of turnover are related to poor-quality child care, having detrimental effects on children in child care facilities (Clarke-Stewart, 1987; Galinsky, 1990; Whitebook et al., 1982). Variables associated with high staff turnover are low wages, poor working conditions, and minimal benefits.Michael Havercamp and Joanne Everts are with the Department of Human Development and Family Studies, University of Nevada Reno.     

Improving and Sustaining Center Quality: The Role of NAEYC Accreditation and Staff Stability

Research Findings. This study examines child care centers that improved quality and sustained these improvements over time. Quality was assessed using the Early Childhood Environment Rating Scales (ECERS). Forty-three centers were visited three times over six years. Centers that substantially improved by Time 2 were not initially rated better than those that did not improve but did employ less harsh teachers. At the second visit, centers that improved substantially were higher in quality, employed more sensitive and less harsh teachers, had experienced lower teaching staff turnover, and achieved NAEYC accreditation. The vast majority sustained these improvements. Centers seeking NAEYC accreditation were more likely to become accredited if they received moderate to intensive support and experienced less teaching staff turnover. Centers were more likely to experience lower turnover if they paid staff higher wages. Practice or Policy. Resources to support centers in becoming accredited and to increase the retention of teaching staff can assist centers in improving and sustaining quality.     

Improving and Sustaining Center Quality: The Role of NAEYC Accreditation and Staff Stability

Research Findings. This study examines child care centers that improved quality and sustained these improvements over time. Quality was assessed using the Early Childhood Environment Rating Scales (ECERS). Forty-three centers were visited three times over six years. Centers that substantially improved by Time 2 were not initially rated better than those that did not improve but did employ less harsh teachers. At the second visit, centers that improved substantially were higher in quality, employed more sensitive and less harsh teachers, had experienced lower teaching staff turnover, and achieved NAEYC accreditation. The vast majority sustained these improvements. Centers seeking NAEYC accreditation were more likely to become accredited if they received moderate to intensive support and experienced less teaching staff turnover. Centers were more likely to experience lower turnover if they paid staff higher wages. Practice or Policy. Resources to support centers in becoming accredited and to increase the retention of teaching staff can assist centers in improving and sustaining quality.     

Within and beyond the classroom door: assessing quality in child care centers

This study reports data from a multisite study of typical center-based child care and children’s development regarding (a) associations among quality of care defined by structural features, process indicators, and compliance with state regulations, (b) variation in quality based on the stringency of state child care regulations and center compliance, and (c) specific quality indicators that show especially strong links to children’s experiences in child care. Findings confirmed prior evidence regarding the importance of ratios, teacher training, and group size for high quality classroom processes, but demonstrated the more significant contribution of teacher wages and parent fees. Both structural and process measures of quality varied with the location of the center in a state with more or less stringent child care regulations. The results indicate the importance of incorporating economic and regulatory considerations into future studies of childcare quality.     

Defining Quality Child Care: Multiple Stakeholder Perspectives

Multiple perspectives regarding the definition of quality child care, and how child care quality can be improved, were examined using a focus group methodology. Participants were representatives from stakeholder groups in the child care profession, including child care center owners and directors (3 groups), parents (3 groups), child caregivers (3 groups), policy makers (1 group), and social service providers (1 group). Qualitative analysis revealed 6 components of quality that were consistently discussed across all participant groups: (a) communication and rapport, (b) caregiver practices, (c) staff characteristics, (d) finances and resources, (e) visibility and involvement, and (f) professionalism. Analyses highlighted differences among stakeholder groups and the complex interplay among quality components. Findings are compared to previously documented perspectives on child care quality, and a conceptual model is presented that (a) summarizes findings about how proximity to child impacts definitions of quality and (b) highlights the central role played by child care center directors. Implications for child care practice and policy are discussed.     

Defining Quality Child Care: Multiple Stakeholder Perspectives

Multiple perspectives regarding the definition of quality child care, and how child care quality can be improved, were examined using a focus group methodology. Participants were representatives from stakeholder groups in the child care profession, including child care center owners and directors (3 groups), parents (3 groups), child caregivers (3 groups), policy makers (1 group), and social service providers (1 group). Qualitative analysis revealed 6 components of quality that were consistently discussed across all participant groups: (a) communication and rapport, (b) caregiver practices, (c) staff characteristics, (d) finances and resources, (e) visibility and involvement, and (f) professionalism. Analyses highlighted differences among stakeholder groups and the complex interplay among quality components. Findings are compared to previously documented perspectives on child care quality, and a conceptual model is presented that (a) summarizes findings about how proximity to child impacts definitions of quality and (b) highlights the central role played by child care center directors. Implications for child care practice and policy are discussed.     

Intention to leave,anticipated reasons for leaving,and 12-month turnover of child care center staff

Job turnover among a sample of 169 child care workers from rural and semi-rural parts of Pennsylvania was examined in relation to demographic, work related and nonwork related factors. Findings indicate that the perceived choice of other jobs and job tenure both have an impact on intention to leave, as well as on actual 12 month turnover. Turnover in this study was unrelated to a survey measure of job satisfaction as well as to wages; however, job satisfaction was frequently cited in open ended responses as a reason for staying on the job. Participants' open ended responses suggest that the dynamics of staff turnover in child care are complex and that motivations for staying on the job may be both similar to and different than motivations for leaving. Possible reasons for failure to replicate previous research on child care staff turnover are explored as are implications for policy and practice.     

Warning: Child care work may be hazardous to your health

As most child care staff are painfully aware, working conditions in the field leave much room for improvement. Low wages, minimal benefits and unpaid overtime contibute to staff burnout and rapid turnover. What's more, as serious as these conditions are, they do not represent the whole story.     

Towards a predictive model of quality in Canadian child care centers

This paper reports on the design, methodology, and results of a study of quality in 326 classrooms in 239 Canadian child care centers. This study, the largest and most extensive ever undertaken in Canada, used the Caregiver Interaction Scale (CIS) to rate the adult–child interactions in the classrooms and the Infant–Toddler Environment Rating Scale (ITERS) and the Early Childhood Environment Rating Scale-Revised (ECERS-R) to measure the quality of classroom learning environments. The observed staff members completed questionnaires on wages, working conditions, and satisfaction levels, and the center directors also completed questionnaires on center operations and finances. Path analyses revealed that in the infant/toddler rooms the number of adults in the observed classroom and the education level of the observed staff member were direct predictors of quality. In addition, there were three indirect predictors: parent fees, adult:child ratio, and use of the center as a student teacher practicum site. There were five significant direct predictors in the preschool classrooms: wages, education level, number of staff in the observed room, staff satisfaction, and whether the center received free or subsidized rent or utilities. The three indirect predictors were auspice, adult:child ratio, and parent fees. The interaction of distal and proximal factors is interpreted and applied to the development and implementation of public policy initiatives that can provide much-needed improvement to the overall mediocre levels of child care quality in Canada.     

Demands and Job Resources in the Child Care Workforce: Swiss Lead Teacher and Assistant Teacher Assessments

Center-based child care has been struggling with poor health and high turnover rates of child care staff and their adverse impact on care quality for decades. Yet little is known about personal and structural antecedents of job resources and job demands that are valid predictors of health and turnover in the child care workforce. Research Findings: This study investigated job resources and job demands among child care staff of different education levels (491 lead teachers and 310 assistant teachers) from Switzerland. Results from t-tests and hierarchical regression analyses indicated slightly higher job resources and job demands for lead teachers than for assistant teachers but similar antecedents of job resources and job demands. Overall, center characteristics shaped job resources and job demands more strongly than staff characteristics. More specifically, job resources were predicted by structural characteristics associated with professionalism in child care work, whereas job demands were primarily dependent on adequate staffing. Practice or Policy: The findings suggest that center characteristics (e.g., work environment and staffing levels) should be targeted in order to increase job resources and reduce job demands, which would in turn promote health and lower turnover rates among child care staff.     

Measurement of quality in child care centers

Assessment of quality of care in 363 classrooms with infants, toddlers, and preschool children was conducted in 120 child care centers in three states with widely varying regulations. Three major process measures, InfantToddler Environment Rating Scale (ITERS; Harms, Cryer & Clifford, 1987), Early Childhood Environment Rating Scale (ECERS; Harms & Clifford, 1980), and the Assessment Profile for Early Childhood Programs (Abbott-Shim & Sibley, 1987) were included. Regulatable aspects of quality of child care included ratio of caregivers to children, group size, teacher training in child development or child care, teacher education, highest wage paid to a teacher in the center, and staff turnover. The goal of the study was to evaluate how well the quality of child care is measured by process and regulatable variables. For research purposes, the process measures proved to be highly redundant, both internally and with each other. Much smaller sets of items, drawn randomly from the instruments' item pools, were found to be perfectly acceptable measures of quality of care. Regulatable measures did not prove to be acceptable measures of quality care, except for teachers' wages, which were highly correlated with process measures of quality.     

Poverty, Relationship Conflict, and the Regulation of Cortisol in Small and Large Group Contexts at Child Care

The purpose of this research is to explore the dynamics of cortisol regulation in the context of center-based child care by examining the impact of social context (large classroom vs. small group) and relationship quality with caregivers (conflict with mothers and teachers). We extend the research on children's physiologic stress system functioning in center-based child care by focusing on morning cortisol levels among young children living in poverty. While in high-quality center-based child care, children's cortisol levels decreased over the course of the morning—a result that contrasts with findings in previous research with middle-class children, for whom cortisol typically increased over the course of the day while attending center-based child care. Cortisol levels were further reduced when children were moved from a large classroom environment to a small group context. Relationship conflict with mothers and teachers moderated these effects. Children who had high conflict with their mother exhibited cortisol levels that remained higher (decreased less) over the course of the morning, and children who had high conflict with their teacher exhibited cortisol levels that remained higher (decreased less) in response to the small group context. These results indicate that high-quality child care has the potential to support reduced stress among children living in poverty, at least as indicated by adrenocortical activity.     

Cohort changes in the transition from school to work: Evidence from three NLS surveys

This study examines the changes in the school-to-work transition of young adults in the United States over the latter part of the twentieth century. Their transition is portrayed using data from National Longitudinal Surveys of Young Women, Young Men, and Youth 1979. In general, we find that indicators of educational attainment, working while in school and non-school related work increased across cohorts for almost all racial/ethnic and gender groups. This was especially true for young women. Furthermore, various indicators of personal and family backgrounds changed in ways consistent with an improvement across cohorts in the preparation of young men and women for their attainment of schooling and work experience and their success in the labor market. The one exception to this general picture of improvement across cohorts was Hispanic men, who experienced a notable decline in educational attainment and in a variety of personal and family background characteristics. With respect to hourly wage rates, we find that wages over the ages 16 through 27 declined across cohorts. However, the rate of growth of wages with age, particularly over adult ages, increased across cohorts, except Hispanic men. Our findings highlight the need for accounting for the endogeneity and selectivity of early skill acquisition.     

Pre-kindergarten child care and behavioral outcomes among children of immigrants

The school transition model suggests that children's transitions into formal schooling can have lasting and profound implications for their educational careers, though this model is rarely used to understand the outcomes of children of immigrants. Using data from the Early Childhood Longitudinal Study-Kindergarten Cohort (ECLS-K), a nationally representative sample of kindergarteners in 1998–1999, we examine the pre-kindergarten child care arrangements of children of immigrants and how these care arrangements are associated with children's behavior. We find that minority and immigrant children are less likely than their native-born white counterparts to be enrolled in center-based care and other care, compared to parental care, prior to kindergarten. We also find that ethnic origin is an important predictor of child care usage. Finally, though center-based care, on average, is not independently associated with children's behavior in kindergarten, the association between center-based care and behaviors varies by race and immigrant status. Broadly, these findings underscore the importance of understanding how native- and foreign-born children experience the transition to schooling, a critical period in the life course.     

Who's minding the kids? Experimental evidence on the demand for child care quality

Despite the well-documented benefits of high-quality child care, many preschool-age children in the U.S. attend low-quality programs. Accordingly, improving the quality of child care is increasingly an explicit goal of government policy. However, accomplishing this goal requires a thorough understanding of the factors that influence parents’ child care decisions. This paper provides the first evidence on the demand for child care characteristics in the market for home-based care. Using a randomized audit design, we study three dimensions of caregiving: affordability (i.e., the hourly price of child care), quality (i.e., caregiver education and experience), and convenience (i.e., caregiver car ownership and availability). We find that while parents are extremely sensitive to the cost of child care, they also have strong preferences for quality, particularly caregivers’ educational attainment. Furthermore, we obtain mixed results on the convenience dimensions of child care, with parents valuing those owning a car but not those with more availability. Finally, we find significant heterogeneity in child care preferences according to families’ age of youngest child, race and ethnicity, and willingness-to-pay. Our findings are consistent with the notion that the problem of low-quality in the U.S. child care market may be explained by lack of affordability or the informational resources to identify high-quality care, rather than an undervaluation of such care by parents.     

Adult health in child care: Health status,behaviors, and concerns of teachers,directors, and family child care providers

This article reports the results of a statewide survey of health status, behaviors, and concerns of 446 randomly selected early childhood professionals (78 group child care center directors, 236 teachers, and 132 family child care providers). More than 85% of each professional group rated their health as either good or excellent; 87% have worked when ill. Twenty-five percent of the sample (33% directors, 15% staff, 36% family providers) have become pregnant since working in child care. Respondents reported being “overweight” at levels more than twice state adult frequencies. Dramatic changes were reported in perceived frequency of various symptoms and becoming ill since working in child care. Significant differences between the groups were found for number of absences due to illness, nutrition, stressfulness of working in child care, and ergonomics and physical demands of the job.     

Labor force experience and earnings: Women with children

Married women with children are observed to earn less than men, and less also than women without children. Differences in the hourly wage rates of individuals of the same age and with the same educational attainment may reflect, in part, differences in labor force experience. While interruption in the work experience of women is recognized as an important cause of lower current wage rates, less attention has been directed to the impact of child-related reductions in hours worked when women are in the labor force. This paper examines the impact of hours worked in all past periods on the current wage rate. Our model, in which the ‘intensity’ of an individual's work experience in any period can vary from 0 (no work) to 100% (full-time work), is contrasted with the standard human capital earnings function, in which intensity is assumed to be 100% in every period subsequent to the completion of school. Using a new data set, both models are estimated for a sample of working mothers. Contrasting the wages of the women in this sample with the wages of their husbands, we find that differences in the intensity of prior work experience account for approximately half of the observed sex-related wage gap.     

Child care for children with and without disabilities: The provider,observer, and parent perspectives

This three-phase study, part of a larger study conducted by the Midwest Child Care Research Consortium (MCCRC), investigated the characteristics of child care providers in inclusive and non-inclusive center-based classrooms and family child care homes, the observed quality of care in a subset of these programs, and families’ perceptions of quality and satisfaction with child care services. A telephone survey of 2022 randomly selected Midwestern providers, 36% of whom provided inclusive services, revealed that inclusive providers rated themselves higher on most quality-related indicators. Inclusion status was related to observed quality in family childcare homes (n = 132), with non-inclusive homes higher, while trends in the opposite direction were observed in preschool center-based classrooms (n = 112) but not in infant/toddler center-based classrooms (n = 105). Six percent of the 1325 parents surveyed reported parenting a child with a disability. These parents indicated less income, and more frequent changes in child care settings than other families, and reported the quality of their children's child care as good, particularly if center-based. Improved access to inclusive child care services and enhanced training opportunities related to serving children with disabilities and inclusion, especially for family child care providers, is recommended.