June Board Meeting
June 12, 2007
Quinsigamond Community College
Harrington Learning Center
670 West Boylston Street
Worcester, MA
7/13/2017 3:35:38 PM EEC IT Strategic Plan
Workforce Development
System Building: Update
7/13/2017 3:35:38 PM EEC IT Strategic Plan
2 Yr
Community
Colleges
Voc/Tech
School
USDA
Food Programs
4 Yr
State
College System
Cultural
Organizations
Private
Universities
Professional
Organizations
& Institutes
Higher
Education/
Scholarships
Consultants &
Trainers
Workforce Training
Funding & Delivery
Early Education & Care Workforce
Other
State Agencies
21st Century
Program
EEC
DOE
ESL &
Adult Literacy
Programs
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CCR&Rs
CPCs
Green = funding Red = delivery
DPH
Head Start
Workforce Development System Building
Current EEC efforts based on:
1. Guiding Principles;
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2.
Legislative Requirements;
3.
Framework provided by 2006 Workforce
Plan;
4.
Research and analysis of "current state"
and best practices; and
5.
What’s good for children, educators,
programs, and families.
Workforce Development System Building
Principles
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Involve and engage stakeholders;
Include all staff roles and levels;
Build on strengths of the current workforce;
Provide a continuum of opportunities that are accessible
and meet the diverse needs of the workforce;
Develop and recognize leadership at all levels
Set high standards and provide the supports to meet and
maintain them;
Promote equity across public and private systems;
Link career advancement to compensation;
Establish best practices based on current research;
Maintain a balance among access, affordability, and
quality across the system.
Workforce Development System Building
Legislative Requirements (M.G.L Chapter 15D: Section 5)
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An inventory of current workforce resources;
Analysis of current status of workforce;
Assessment of workforce capacity to meet future needs;
Core competencies;
Streamlined certification, credentialing and licensure;
Professional development registry;
Statewide articulation agreements among higher education
institutions;
Training and trainer approval;
Coordination of existing workforce resources among public
agencies; regional workforce supports;
A range of professional development opportunities;
Credit for prior learning experiences/equivalencies;
Career ladder/lattice;
Public and private resources to support workforce
development efforts; and
Data collection and evaluation system to assess whether
workforce plan is achieving desired outcomes.
Workforce Development System Building
Key Elements
1.
2.
3.
4.
5.
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State-Wide Infrastructure Building,
Leadership and Strategic Planning
Core Competencies
Professional Development Data
Management System
Credentialing and Career Lattice (Career
Pathways)
Professional Development Opportunities
and Resources Aligned with Requirements
and Workforce Needs
Workforce Development System Building
Progress To Date - Highlights
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Addressed and aligned training and professional
development requirements in draft of proposed
regulations.
Conducted an online survey of CCR&Rs, CPCs, Family
Child Care Systems, and Head Start programs to
gather information on professional development.
Compiled an initial draft of core competencies to
apply across the field.
Updated existing Professional Qualifications software
& created on-line application.
Developed a comprehensive background check
system to safeguard children which includes results
of substantiated DSS investigations and criminal
offender record information (CORI).
Workforce Development System Building
Key Next Steps
1. Convene Workforce Development Task Force in
collaboration with United Way of Mass Bay and the
Schott Foundation.
2. Build EEC internal workforce development capacity.
3. Continue to collect and analyze data on “current state”
including assessing statewide professional development
needs.
4. Begin building IT infrastructure for EEC Professional
Development Data Management System.
5. Work with Board of Higher Education to develop
statewide articulation/transfer agreements.
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Workforce Development System Building
Key Next Steps (continued)
6. Seek feedback and finalize Core Competencies.
7. Design a basic EEC Orientation program for all
educators entering the field.
8. Continue linking funding increases to staff/program
quality through Universal Pre-K (UPK), and other
quality initiatives.
9. Identify critical resource gaps and develop FY 2009
budget priorities to begin addressing most critical
needs.
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To view a copy of the 2007 Workforce Update please
visit the EEC Website at www.eec.state.ma.us
Workforce Development System Building
Workforce Development Task Force
Membership:
Key experts and others with hands-on experience in
workforce development issues. Representation from state
agencies, direct service providers, training providers,
higher education, funders, business, and others.
Charge of Task Force:
 Provide expert feedback and refinement on existing
workforce plans;
 Develop achievable, actionable strategies and meaningful
next steps for short term implementation; and
 Serve an advisory capacity to EEC on the further
development of EEC’s long term plan for workforce
development.
Structure and Timeline:
 Monthly meetings with multiple sub-committees
 Scheduled to meet June 2007 – June 2008
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EEC Financial Assistance
State Median Income (SMI) Update
7/13/2017 3:35:41 PM EEC IT Strategic Plan
Updating Income Eligibility for
EEC Financial Assistance
CURRENT INCOME ELIGIBLITY REQUIREMENTS:
All Based on 2006 State Median Income (SMI)
→ Entry: 50%SMI or below
← Exit: 85%SMI
Family with documented special need
→ Entry: 85%SMI or below
← Exit: 100%SMI
RECOMMENDATION:
Use 2008 State Median Income to update Income Eligibility
Levels to more closely reflect current cost of living.
IMPACT:
Updating to 2008 SMI will result in an increase in the income
eligibility level of ~$100 month at the 50% SMI entry level, and
of ~$150-$225/month increase at the 85% SMI. A small
number of additional families will become eligible; a small
number of families will remain eligible longer.
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Comparison of Income Eligibility
Levels: 2006 vs. 2008
Gross Income and % of State Median Income (SMI)
CURRENT
EXIT
CURRENT
ENTRY
2006: % SMI
Gross Annual Salary
2008: % SMI
103%
$71,753
100%
100%
$69, 360
97%
88%
$60,990
85%
85%
$58,956
82%
52%
$35,876
50%
50%
$34,680
48%
Example: Based on a family of three, no documented special need
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UPDATED
EXIT
UPDATED
ENTRY