By: Asvini Uthayakumaran
Version I, preamble for full presentation listed as a resource:
The following is a presentation on best practices for retaining and recruiting early childhood education (ECE) staff prepared by Ronna MacPherson. Ronna is the Director of Human Resources at Andrew Fleck Children’s Services. Ronna MacPherson highlights the importance of a “holistic people-centred approach” for retention and recruitment of ECE staff. The presentation overviews the 5 key pillars of this approach: (1) total compensation, (2) supportive work culture, (3) strategic alignment, (4) talent development, and (5) diversity and inclusion.
Version II, longer format for newsletter:
B2C2 has identified staff shortages as one of the key barriers to the expansion of child care in Ontario. Low retention and recruitment rates of ECE staff are primarily due to inadequate pay and sometimes unsupportive work environments. Advocates have argued that investments in the child care workforce should be prioritized under federal-provincial agreements to address the staffing shortages that undermine quality child care. Some of their demands include the implementation of a wage grid and decent work standards that support education and care work. These are changes that need to occur at the provincial level.
Individual employers can also take steps to transform their centres and ensure the needs of ECE staff are being met. Ronna MacPherson, Director of Human Resources at Andrew Fleck Children’s Services (AFCS), recently presented on best practices for retaining and recruiting early childhood education (ECE) staff. MacPherson’s strategy highlights the importance of a “holistic people-centred approach”. This approach can be broken down into 5 pillars: (1) total compensation, (2) supportive work culture, (3) strategic alignment, (4) talent development, and (5) diversity and inclusion. Below you will find an overview of each pillar.
Total Compensation – People First
- Competitive wages and salary scales, internal equity, and salary progression
- Strong benefits: health, dental, mental health supports, EFAP
- Paid leave, special personal days, and the “right to disconnect”
- Service milestones, recognition, and branded “swag”
- RRSP programs and other innovative perks
Culture & Working Conditions
- Emphasis on professional and leadership opportunities
- Paid time for planning and PD, pedagogical leadership, and access to specialists
- Tech solutions and RECE support to help staff do their jobs well
Strategic Alignment
- Expanding and supporting community partnerships
- Innovating and diversifying child care models to strengthen the sector
- Various service streams: traditional childcare, nature/forest programs, EarlyON, home child care, shelters, intergenerational programs, etc.
Talent Development
- Strong leadership development and mentorship programs
- Partnerships with Algonquin College and student placement pipelines
- Summer funding for paid placements
- Pathways from temp to permanent roles, apprenticeships, and support for newcomers
Capacity Building & Responsive Hiring
- Recruitment focused on cultural fit and role understanding
- Creative strategies: social media, career fairs, referrals
- Flexible staffing: supply educators, inclusion facilitators, and new specialist roles
- Orientation, annual PD, leadership programs, and mental health first aid training