The early childhood education (ECE) workforce is essential to the efficient functioning of the U.S. labor market. As the workforce behind the workforce, a strong, robust early childhood ecosystem contributes to the health and well-being of young children and their families while fueling a thriving economy. Reliable, high-quality child care increases participation and productivity in today’s workforce and lays a solid foundation for human capital to build tomorrow's workforce.
How do we ensure that today’s workforce has access to high-quality ECE, that there are enough early learning programs, well-trained educators, classrooms, and spots available for all young children?
Listening to and Supporting ECE Employers: A Director-Level Program
Last month, we discussed career pathways for early childhood educators and how Registered Apprenticeship (RA) can support an educator’s career trajectory. To build on that, I want to talk about the newest addition to the US DOL’s (DOL) list of apprenticeable occupations for ECE: Early Childhood Education Director. While RA programs for the three other DOL-recognized ECE occupations train the classroom educators, until recently, there was no director-level RA program. Aspiring and existing early childhood leaders do not feel prepared for the responsibilities of managing a child care center or home-based program. RA and other training programs rarely provide education and support for operating a small business and managing staff.
During the summer of 2024, DOL recognized a director-level RA program for the first time. Spearheaded by an ECE employer, Jen Legere, the owner and director of A Place to Grow, a franchise of early learning programs in New Hampshire, in partnership with other employers, national organizations (including the MUS co-created Early Childhood Workforce Connector), state agencies, and other stakeholders, this occupation includes much-needed business training. Using director-level RA programs from two State Apprenticeship Agency states, Kentucky and Massachusetts, Ms. Legere was the architect of an Operations Manager program recognized by DOL. As an employer, she wanted to create opportunities for her own staff to grow and advance in their careers, eventually setting them up to own and operate their own early learning programs.
New Hampshire recognized the need for business training and created The Business of Childcare course. It focused on strengthening child care businesses through budgeting and sound fiscal decisions. The course was accompanied by 8 weeks of mentoring for directors. The course outcomes were positive, and the state required centers seeking Licensed Plus status to complete it, leading to increased quality rating payments from the state. Many years have passed, and that course is no longer grant-funded, but the state has continued to recognize the need for business training, especially as the number of centers closing during and post-COVID increased. According to Ms. Legere, “Apprenticeship is THE ONLY way we could combine consistent program funding to keep training happening (using federal dollars), business partners who were invested in making the program a success, mentorship for those in training, and hand-picked courses which serve the highest needs for directors.” The program was adopted by other centers in New Hampshire and across the country.
This occupation is designed to train individuals to manage and eventually own child care centers, going beyond the state’s course requirements. Apprentices receive a combination of on-the-job training and coursework, equipping them with the knowledge and skills to operate high-quality ECE programs. Training covers critical areas such as recruiting and training staff, managing budgets and operations, and ensuring compliance with safety and licensing standards. In addition to the practical knowledge apprentices gain, many apprentices also highly value the mentorship that comes with participating in the program.
As I’ve said previously, ECE jobs must be recognized as sustainable careers rather than merely stepping stones to better-paying positions in public education or other sectors. The creation of this new apprenticeable occupation reflects a broader commitment to professionalizing the field and expanding career pathways within ECE. It also demonstrates the power of employer-driven innovation in RA, meeting real workforce needs while offering sustainable solutions for recruitment and retention.
How the Workforce System Can Address Critical ECE Challenges
A strong ECE sector doesn’t just benefit families; it also drives economic growth by creating jobs and career pathways, from entry-level to director-level roles. By supporting employer-driven ECE RA programs, workforce systems can address two critical challenges:
Labor Force Participation: Graduates of the ECE director-level RA program are equipped to manage and open new child care centers, expanding access to high-quality child care and enabling more parents to enter and stay in the workforce.
Talent Development: RA programs offer structured, earn-while-you-learn pathways that attract and retain talent in a sector facing chronic shortages. Leadership-level roles, such as Operations Manager, build the pipeline needed to sustain existing programs and launch new ones.
