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Providers say county must pair slot funding with workforce investments and pay supplements
Summary
Community partners told the committee there is no robust local pipeline for early-childhood teachers, turnover is high, and pay supplements or other long-term support will be necessary to recruit and retain staff for any new infant/toddler or program expansions.
Multiple providers told Buncombe County officials that a shortage of trained early-childhood teachers is the key constraint on expanding infant/toddler capacity and that pay, benefits and program culture are central to retention.
"We don't have a pipeline for teachers at all," Tamara said, describing high school and college programs that do not translate into local hires. She and Janet Price Farrell described hiring and retention problems and low wages: "when childcare centers aren't getting any close to $20 an hour, you're adding more turnover," Janet said. Caroline noted the county participates in a statewide wage/stipend program but that the stipend is "definitely not a wage program" and eligibility rules (for example, a $25/hour cap) can limit participation.
Providers recommended multiyear funding to stabilize positions and a mix of strategies including recruitment, coaching, substitute pools and sustained supplements rather than short-term grants. Superintendent-level guests described school-district efforts to connect CTE and pre-apprenticeship pathways to early-childhood careers but acknowledged that affordable local careers remain a challenge.
