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Timelines for approval

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The program is working to grow its own through its workforce program, they had more applicants than slots this year, which is great news for the program. It takes a year to complete the program and the program feels hopeful for the future.

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Consider moving slots into other service area.

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Increase Wages
Staff Wellness
Slot Reduction
Facilities

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1. Collecting data and finding different ways to recruit and shift how we recruit for both children, families, and staff.  Thinking about being more visible in social media and other platforms
2.  Added QR codes to our flyers and other informational brochures for easier access
3. Developed marketing campaign which included 30-45 second commercials that ran on popular stations

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"Grow Own" workforce will be brought back

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Have been able to open full-day classes by hiring families from the community.  Have had to become flexible with hours and support workforce development by hiring parents.
7:30-2:00 pm example of hours to allow families to work as their children attend class.
Hiring parents to become family advocates.
Th level of flexibility has been a strength. Individualizing for the families.

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Connecting with community re: SNAP elig.

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1.-Community Assessment Data/Change of Scope: Due to the saturation of service area and array of services offered. Using the data in program planning to meet the need.
2.-Collaboration & Networking with Community Partners: Working with institutions of higher ed to get qualified staff due to the change of scope.
3.-Collaborating with Social Services more frequently: Increased due to  SNAP changes
4.- Max outreach opportunities
5.-Review Selection Criteria

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Would request Regional Support with recruitment and retention of staffing

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partnership w/community colleges to provide ECE courses on site.

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Submitted slot reduction proposal

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Wages
Benefits
Staff Wellness

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Looking at offering more full-day services.  And times that align with public schools.

Offering transportation

Asking parents to invite other families.

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1. Staffing and Qualifications; wage disparities
2. FCCH Providers slots
3. Competition with TK and space at school campuses
4. Program options

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HS Fully Staffed and are able to support teachers with qualifications.  Such as stipends to obtain qualifications.

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1.- Workforce: Not able to open due to qualified staff. Unable to keep the proper ratio.
2.-Transitional Pre-K/Saturation of service areas
3.-Salaries: The wages Head Start offers. The education doesn't align with the education it requires.
4.-Medical Benefits: Low pay with the benefits do not allow them to get the quality care their family needs.

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Workforce
Saturation of Services
Facilities

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Staff burnout and high turnover
Challenging Behavior
Child entering program with undiagnosed child delays.
Salary
Fully qualified teachers being readily available, a pipeline issue.

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Partnerships: Dissolution

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Birth Rate has decreased on the Island

More daycares and private schools are open on the Island. The daycares get more money if the children receive them. And offer more full day programs.

Families are leaving the Island for job opportunities to the main island/ population decreasing.

Young families both parents working and need full daycare.

Families are receiving a stipen to provide childcare services in their home.

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Staffing - unable to find qualified Teachers. Not able to meet HSPPS requirements.  We can find CDA candidates but not higher degrees.  In some pockets of the island, we could not secure 3 staff to support Active Supervision.  The program could not sustain full-day services.
Where are families going?  They are going to other community preschools and private care.
The state is opening more state preschools and will require BA degrees.
They have more numbers of 3-year-olds on wait lists. Their selection criteria prioritize 4-year-old children causing a challenge.
The state offers subsidize programs.

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1. Facilities Renovations Timeline
2. Revision of Licensing of specific sites
3. Competition of Transitional Kindergarten
(summer programming and more hours of
services)
4. Program options to best serve families

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-Hiring sustainability.
-Facility up and running for EHS program.
-Establishing partnerships and systems within those partnerships.
-A waitlist of over-income families, a fine line of families barely getting by but are not eligible. Families need options.
-Homebase is no longer an option because families have to work.
-Reaching families that speak other languages outside of Spanish and English regarding recruitment and hiring.

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Staffing

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Looking at our service and programming options to determine if conversions would be helpful and sustainable for both the families and our programs