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States have short- and long-term strategies to attract and retain a highly trained workforce that supports system capacity needs so that families receive timely and quality Part C Services.

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States have short- and long-term strategies to attract and retain a highly trained workforce that supports system capacity needs so that families receive timely and quality Part C Services.

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IFSPs based truly on individualized child/family needs, rather than workforce availability.

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What might a fully staffed workforce look like?

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What might a fully staffed workforce look like?

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IFSPs would be based on child/family needs and service delivery would be provided in a balanced and equitable manner based on those unique needs.

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Looks like every child/family receives the supports necessary to improve outcomes and be successful, and all staff feel supported, knowledgeable and capable to provide support.

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Working with pre-service programs, beginning in high school, providing exposure to young adults, regarding early childhood interventions in multiple disciplines. CTE programs have been developed to provide training and exposure to preschool programs. Providing recruitment videos to pre-service colleges and universities regarding working with children birth-3 years old. The department of education has offered tuition incentives to individuals wanting to pursue education and training as a service provider across multiple disciplines.

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The Colorado Department of Early Childhood (CDEC) secured $3.5 million to invest in the recruitment, retention, and capacity of the Early Intervention (EI) Workforce. The EI Workforce Investment (WFI) Committee was convened to make recommendations to the CDEC on the best way to invest these funds. One of the charges of the EI WFI

Committee was to:

Develop policies for:

Reimbursement of sub-contracted providers for scheduled visits where the family cancels or does not show less than 24 hours from the scheduled visit

Reimburse new subcontracted providers for completing the required 15 hour EI Provider Training

Reimbursement for subcontracted provider mileage/travel time

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What is the true definition of a "fully staffed" workforce?

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What is the true definition of a "fully staffed" workforce?

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First understanding what does fully staffed mean and/or look like. Overall, looking at what barriers may be preventing you from achieving a fully staffed workforce (i.e., demographics, LA/Medicaid partnership, etc.).

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What a fully staffed work force look like?

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What a fully staffed work force look like?

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Every team has the capacity to serve children to meet the outcomes and family’s capacity. While having a team of professionals with a vast array of knowledge behind them to help meet the needs of the child and their family.

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Having the manpower to effectively recruit and retain EI professionals (including local programs, LA staff, and providers).

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IFSPs truly focused on the family concerns and child's needs.

EI providers not overwhelmed with high # caseloads and paperwork.

Family voice is clearly displayed throughout the IFSP (which will assist in family buy-in and participation).

Appropriate goals and activities listed on the plan.

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Nevada's Grow Your Own Retention Initiative 

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In 2022, a group of 16 volunteers statewide came together with a long term vision for retention through no cost PD options for developmental specialist certification. We received ARPA funding for this. We also received TA from ECPC and ECTA. During 2024, we've had 40 graduates! We're now developing trainings for parents and seasoned staff. We have the privilege of presenting at DEC next month on this retention initiative 💛 https://dhhs.nv.gov/Programs/IDEA/Nevada_Early_Intervention_Professional_Development_Center/

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Ability to provide various opportunities for trainings/professional development and direct monitoring to EI professionals.

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Improving professional development and recruitment 

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Improving professional development and recruitment 

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Mississippi is in the process of hiring trainers and an outreach coordinator to provide trainings to our service coordinators, coaches, and providers. Also, we are working with our universities to provide onboarding to all positions and working with CSPD to identify other credentialing opportunities.

We also will be working with our universities to have our program coordinators and coaches participate in a cohort to discuss best practices when serving our families enrolled in the program. We also have staff participating in EI certification training and once completed they receive 5% increase in pay. . We are increasing our outreach by attending more community events and conferences to recruit providers.

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Updating personnel requirements has been on the radar, particularly aligning requirements with Medicaid billing.

Aligning credentials and developing grow-your-own or alternative paths to earn credentials.

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One of our local systems serves as hub for specialist professionals (e.g., SLP w/ ASL) since not every locality will have someone on staff/under contract to provide. Other localities contract with that locality to access providers.

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Communication with families regarding workforce issues.

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Communication with families regarding workforce issues.

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Each local district has an interagency coordinating council with parent members. The state has an interagency coordinating council with parent members and a Parent involvement committee, which is an offshoot. Providers speak individually with families.

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How are recruitment and retention monitored?

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How are recruitment and retention monitored?

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As part of the Part C grant application, the sub-recipients provide a list of providers, additionally, the list of providers is required by the state in a database system.

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What are changes your state has made to make to either diversity for open the pool to more candidates?  

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What are changes your state has made to make to either diversity for open the pool to more candidates?  

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In 2023, our state added additional levels of qualifications for service coordination and special instruction. We now have a tiered system of approval based on degrees and experience.

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Service Coordinator Recruitment and Retention

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Service Coordinator Recruitment and Retention

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In TN our service coordinators are lead agency employees. We changed lead agencies in 2020 and have prioritized staff recruitment and retention (staff culture). An overview:

-Created opportunities for advancement within the program

-Addressed high caseloads; created a statewide SC team to flex into vacant positions or support staff on leave so the caseload is not spread to their colleagues

-Added SC mentor positions

-Increased starting salaries for SCs

-Worked with HR to prioritize filling of SC positions

-Improved staff communication, opportunities for staff to access leadership

-Ensure staff operations manual is updated

-Completed a work study to streamline staff workload. Completing updates to the data system to streamline and improve efficiency.

-Improved PD/TA and offer one on one support for SCs if needed

-Worked with communications team on a targeted Facebook staff and provider recruitment strategy

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What are some successes your state has had with improving/increasing your workforce to meet system capacity?

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What are some successes your state has had with improving/increasing your workforce to meet system capacity?

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We changed our service coordination model from blended (SC and SI) to a flexible model where the SC agency can choose if they would like to use dedicated, blended or hybrid, based on families' needs.

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participating in HEC meetings (Implementing)

Attending career fairs/job fairs at local colleges/universities (Implementing)

coordinating w/high schools to attend sponsored career days (Working towards)

develop relationships w/technical and community colleges (Working towards)

Strong relationships w/local universities who offer ICC trainings

scholarships/grants for students interested in the profession

Changing/revising requirements for some EI roles

Developing internship opportunities for EI students

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Strategies - Professional Development, Use of temp. employees (retired early interventionist, recruitment specialist, Workforce Enhancement using ARRPA funding, Higher Education partnership

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Discussion of personnel preparation, use of OTA and PTA staff, partnering with university preparation and standardizing in-state credentialing of personnel.

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We spent a lot of our time discussing the intersection of Medicaid billing and how we distribute State GF and Part C funds to move toward more equity across regions of our state. Addressing these issues is essential to workforce.

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Does anyone have scripts/guidance on talking with families?

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Does anyone have scripts/guidance on talking with families?

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Does anyone have scripts or guidance on talking with families about workforce shortages, especially when there are challenges staffing the IFSP?