Early Education

A year after new child care rating system rolls out, two centers nab top scores

PHOTO: Ann Schimke
A toddler at Loveland's Teaching Tree Early Childhood Learning Center, draws on an outline of his foot.

The Early Excellence Program of Denver shares a large brick building in the city’s Cole neighborhood with several other nonprofit organizations. Teaching Tree Early Childhood Learning Center is housed in a modest cream-colored building in a residential neighborhood in Loveland.

They are not the largest, wealthiest or biggest-name child care centers in Colorado. But they are the first two to earn the highest possible rating on Colorado Shines, a new mandatory state child care rating system meant to lift the quality of early education programs and better inform parents.

The centers earned the hard-won distinction by not only following best practices on everything from teacher-student ratios to financial record-keeping, but by completing an even more arduous task: proving it.

Childcare providers—and the coaches enlisted to help them—say that producing the detailed evidence required for the higher rating levels is tedious and time-consuming. Jennifer Luke, executive director at Early Excellence, said she felt like a lawyer preparing a big case as paperwork piled up in her living room in advance of the center’s rating last fall.

“It’s a huge audit, is what it is,” she said.

Despite the hard work required by the new system, Luke said, “Definitely, everything in Colorado Shines is beneficial for children.”

State officials say it’s only a matter of time before more centers nab the top rating—Level 5.

“I know we’ll see more eventually,” said Karen Enboden, manager of the Quality Rating and Improvement System in the state’s Office of Early Childhood.

A growing push to gauge quality

In the works since 2010, Colorado Shines launched last February and is mandatory for the state’s nearly 4,600 licensed child care providers—both child care centers and home-based providers. It replaces a voluntary system called Qualistar that was never widely used.

Childcare_providers_by_-Colorado_Shines-_rating_Number_of_Providers_chartbuilder (1)

“It’s a time of massive change and it’s exciting to see it come to fruition in programs getting these higher ratings,” said Bev Thurber, executive director of the Early Childhood Council of Larimer County.

On a national level, Quality Rating and Improvement Systems have been the trend for more than a decade and experts laud them for incentivizing providers to make improvements and helping parents compare child care options based on a consistent standards.

In many states, including Colorado, such efforts have been paid for by Early Learning Challenge grants, part of the federal Race to the Top program.

Unlike the old Qualistar ratings, Colorado Shines ratings are free for providers. State officials say they plan to keep it that way even after Race to the Top funding runs out next December, or if the state receives a funding extension, December 2017.

Teacher Rosa Figueroa plays with a child at the Early Excellence Program of Denver.
PHOTO: Ann Schimke
Teacher Rosa Figueroa plays with a child at the Early Excellence Program of Denver.

In the first year of the program, the focus was on rating programs that had expiring Qualistar ratings as well as those serving the largest numbers of high-needs children, Enboden said.  Early Excellence and Teaching Tree, as well as nationally known programs like Clayton Early Learning in Denver, serve many children from low-income families.

The lowest Colorado Shines rating is Level 1, which indicates only that a provider is licensed by the state and meets basic health and safety standards. The highest rating is Level 5, which means the provider has gone through an intensive process to demonstrate quality in everything from teacher-child interactions to business practices. Ratings through Colorado Shines are good for three years.

Providers that had Qualistar ratings were able to transfer into Colorado Shines with the same ratings. However, since the highest Qualistar rating was only four stars, no programs entered as a Level 5 in Colorado Shines.

That new level, along with various changes as program officials ironed out wrinkles in the new system, left even the highest caliber centers wondering if they could make the cut.

In fact, Teaching Tree didn’t earn a Level 5 rating at first. It came out as a Level 4, barely missing the top tier.

“We were so close to that 5. We were like a point away,” said Anne Lance, executive director of Teaching Tree, which also has a Fort Collins location that is now undergoing the rating process.

Last fall, state officials reviewed the scoring framework and made changes that helped put Teaching Tree over the top. The re-scoring process will also bump up ratings of other providers, though it’s not clear how many.

“There was some stringency in there that just didn’t make sense,” Enboden said. “We relaxed some of that.”

Burden of proof

On a recent Friday morning at Teaching Tree, lead toddler teacher Jodi Bell outlined the feet of her one-year-old charges on white sheets of paper.

Jodi Bell, lead toddler teacher at Teaching Tree Early Childhood Learning Center in Loveland, outlines a child's foot.
PHOTO: Ann Schimke
Jodi Bell, lead toddler teacher at Teaching Tree Early Childhood Learning Center in Loveland, outlines a child’s foot.

For the youngsters, who then used markers to scribble on their outline, it seemed like a fun thing to do. But it was much more.

With a steady stream of questions and encouragement from Miss Jodi, they were practicing taking their shoes on and off and balancing on one foot. They were also starting to recognize their names and the personal animal symbols she drew on their papers. Finally, with its resemblance to a shoe-buying experience, the activity tied in with their unit on stores.

This type of engagement, also visible in the classrooms at Early Excellence, made administrators at both centers confident that they’d score well on the portion of Colorado Shines that examines learning environment.
However, there was more uncertainty around the other four standard areas: workforce and professional development; family partnerships, leadership management and administration and child health.

Colorado Shine’s 5 Standard Areas

  • Workforce and professional development
  • Family partnerships
  • Leadership, management and administration
  • Learning environment
  • Child health

Partly it’s because having high-quality practices isn’t enough in Colorado Shines. Providers must provide detailed evidence in highly specific electronic formats.

“I’ve lost count of people saying, ‘I’m doing this…but I can’t prove it,’” said Soren Gall, an infant, toddler and family specialist with Denver’s Early Childhood Council.

Gall, like coaches at the the other 30 early childhood councils throughout the state, provides help to child care providers as they tackle the rating process.

Sometimes, securing the necessary evidence under Colorado Shines requires a small tweak— something as simple as instituting a sign-in sheet for parent events. But for other indicators providing adequate proof is more laborious—a major hurdle in a field where directors are often poorly compensated and stretched thin with day-to-day responsibilities.

In addition to offering one-on-one coaching to providers, state officials said many early childhood councils are also making technology equipment available to them in their offices or mobile labs.

Gall said while the new system is a struggle for some providers, particularly those who aren’t tech-savvy, he believes it represents a step forward for the field—getting away from the long-held stigma that childcare is just babysitting.

“This allows people to show that it’s a profession. It’s a business. It’s worth the time and energy and funding,” he said.

What the future holds

With Colorado Shines approaching its first birthday, state officials say the system is in good shape, even after the course corrections of the first year.

Enboden noted that 25 percent of the state’s providers have earned a Level 2 rating or higher—in other words they’ve made some effort above the basic licensing requirements. In contrast, only about 10 percent of the state’s providers chose to seek a Qualistar rating, all of which exceeded licensing requirements.

“Of course, with those statistics we’re feeling great,” she said. “Generally speaking, we are getting really good feedback from providers.”

Educating parents about the system is one of the key goals for the coming year. In addition to updating the existing English-language Colorado Shines website, the state will launch a Spanish version. It will also continue statewide print, radio and television advertising about the program.

“Parents are still not fully informed about Colorado Shines,” Thurber said, “but I fully expect over time parents will understand more about how to judge quality.”

 

deep cuts

New York City teachers don’t get paid maternity leave. Their paychecks prove it.

PHOTO: Emily James/Courtesy photo
Brooklyn high school teacher Emily James with her children.

Susan Hibdon opened her front door and saw nothing but white.

It was a day that would go down in tabloid headline history after schools Chancellor Carmen Fariña declared it “absolutely a beautiful day,” despite a forecast calling for 10 inches of snow. For Hibdon, a Brooklyn high school teacher, it was memorable for a different reason. It was exactly six weeks after she had given birth, which meant it was time to go back to the classroom.

She kissed her infant goodbye and headed into the wet February weather.

“If you want to pay your rent, you have to go right back to work,” she said. “That’s not just bad for the mother who just gave birth. That’s bad for everybody.”

New York City teachers have no paid maternity or family leave, a policy that takes a toll on teachers’ paychecks and creates deep gender inequity in an education workforce that is about 77 percent women.

Hibdon and fellow teacher and mother Emily James recently launched an online petition calling on the United Federation of Teachers to negotiate for paid leave, which is not included in any of the city’s contracts with unionized workers. Almost 78,000 people have signed on, and the women will present their request at the union’s executive board meeting on Monday.

“I think the irony of it sticks out to many people: These are women who are paid to raise children and they aren’t paid to raise their own children,” Hibdon said.

As it stands now, teachers who want to take paid time off after having a baby must use their sick days. The policy only applies to birth mothers, putting a strain on those who become parents through adoption or surrogacy, and fathers who want to take a leading role in the earliest moments of parenthood.

“We talk so much about parents being active in their child’s education,” said Rosie Frascella, a teacher who has also pushed for paid leave policies. “Well, let’s let teachers be active in their child’s education.”

For teachers, the policy packs a financial blow on multiple levels.

If a mother wants paid time off after giving birth, the only option is to use sick days. Women are limited to six weeks of sick time after a vaginal birth, and eight weeks after a C-section.

Teachers earn one sick day per school month. In order to save up for an eight-week leave, a teacher would have to work about four years without using any sick days.

Many women haven’t accrued that many days, so they can “borrow” sick days they haven’t yet earned. Teachers run into problems, though, if they actually get sick — or their children do — since they can only borrow up to 20 sick days. Once they hit that number, any additional time off is unpaid. And if a teacher leaves the education department, she must repay any sick days she borrowed.

Hidbon learned that the hard way. She has three children — and precious few sick days in the bank. Hidbon remembers a time that she completely lost her voice, but still had to go to work.

“No one could hear me. I had to conduct my entire class writing notes on the board,” she said. “I’m supposed to be teaching and I can’t do my job because of the way the system is set up — and my students are getting the short end of the stick.”

The crunch for sick time could lead to a financial blow later in a woman’s career. Teachers are allowed to accrue up to 200 sick days, and receive a payout for unused time when they retire. The city could not provide numbers for how many sick days men versus women retire with. But it makes sense that men would rack up far more since women with children are more likely to get stuck with a negative balance.

James, a Brookyln high school teacher and co-starter of the online petition, still has a negative balance of 16 sick days — almost three years after giving birth. The problem is compounded by the fact that women are more likely to take time off when a child is sick or there are other family obligations, a pattern that is seen in professions across the board.

“There were many times when I was so sick at work the kids were like, ‘Why are you here? Miss, go home,’” she said. “But it costs a lot of money to stay home.”

Even when women don’t have to borrow sick days, they can still lose financially. The city only allows women to use up to eight weeks of their banked time. Any additional days off are entirely unpaid.

Amy Arundell, a former director of personnel for the UFT, said many mothers stay home longer because of the federal Family and Medical Leave Act, which provides job protections for 12 weeks of leave.

“The people who don’t take 12 [weeks] obviously have real financial commitments” that make taking unpaid time off impossible, she said.

Women who take that time get hit with a double-punch to their salaries. Because of the way summer pay is calculated, unpaid time off results in a smaller summer paycheck, too. Arundell said the hit is usually equivalent to one paycheck.

Same sex-couples and those who become parents through surrogacy or adoption face many of the same financial setbacks, since only birth mothers are allowed to use sick time after having a baby.

After years on a waiting list, Seth Rader and his wife had only weeks’ notice that their adoptive baby was on the way. Since his wife was in grad school, the couple decided Rader would stay home with their new son — even though Rader, a Manhattan high school teacher, is the primary breadwinner at home.

“In a lot of ways, I’m much more bonded with him as a father, and him to me,” Rader said. “Are we really in a place where we want to discourage fathers from taking that role?”

At the time, the couple were saving for a down payment to buy a place of their own. After the expense of Rader taking off from work, they still are.

“I think all of this has to be affecting the sustainability of teaching,” he said. “If we create a system where people can’t imagine being teachers and parents at the same time, then that’s a loss.”

When it comes to the push for family leave, teachers have been left behind even as strides are made elsewhere. New York State recently passed a mandatory paid leave policy that will cover private employees. Last winter, Mayor Bill de Blasio signed a paid leave act for city employees.

But that benefit isn’t extended to workers with unions, like the United Federation of Teachers. Currently, no union in New York City has paid maternity leave, according to a city spokeswoman.

Teachers across the city are fighting to change that. The petition started by Hibdon and James calls on UFT President Michael Mulgrew to “fight for our teaching mothers.”

“They’re supposed to really care about what teachers are struggling with and they’re our voice,” James said. “I just wish that they would take this seriously.”

Both the city and the United Federation of Teachers say they have held talks to extend similar benefits to teachers. In an emailed statement, Mulgrew called family leave “an important issue for the UFT and its members.”

“In our talks so far, the city has failed to come up with a meaningful proposal,” he said.

In an article published in the UFT journal, which ran shortly after the city passed its parental leave policy, the union pointed out that gaining that benefit came at the cost of a scheduled raise for managers and fewer leave days for veteran employees.

According to the article, Mulgrew said he “looked forward to negotiations with the de Blasio administration for an appropriate way to expand parental benefits for UFT members.”

Pre-K payoff

Who benefits from Head Start? Kids who attend — and their kids, too

PHOTO: Jessica Glazer

Early childhood education benefits more than the kids who participate — it also helps their kids, even decades later.

A new study of Head Start, the large federally funded pre-kindergarten initiative that started in the 1960s, found that the children of kids who participated were substantially more likely to graduate high school and attend college, and less likely to commit crime and become a teen parent.

It’s the latest signal that a substantial investment in early childhood education, particularly when paired with well-funded K-12 schools, can have long-lasting benefits — and offers a striking extension of that research into a second generation.

“Our findings indicate that societal investments in early childhood education can disrupt the intergenerational transmission of the effects of poverty,” write researchers Andrew Barr of Texas A&M and Chloe Gibbs of Notre Dame.

Since the study focuses on the effects of Head Start as it existed decades ago, it’s unclear if today’s program would have the same positive effects. Still, the research is relevant to the nationwide debate on whether to expand, maintain, or reduce spending on early childhood education.

The program currently serves about 40 percent of three- and four-year-olds in poverty nationwide.

Critics of Head Start have pointed to evidence that test-score boosts from the program fade in early grades, and some have advocated cutting the program entirely. But the latest study, which has not been formally peer-reviewed, adds to previous research showing that Head Start can lead to major benefits in adulthood.

To determine the effects of Head Start, the researchers looked at children whose grandmothers did not have a high school diploma and whose mothers lived in counties where the program first launched. In order to isolate the effect of the program, Barr and Gibbs compared children of mothers who grew up in places where Head Start was initially rolled out to those who did not have the option to attend; the researchers could not directly measure whether someone actually enrolled.

The study finds that disadvantaged women who had access to Head Start seemed to benefit from the program in ways that helped their children down the line. Because of the program, crime in the second generation fell by 15 percentage points and high school graduation increased by 12 percentage points. Rates of teen parenthood dropped by nearly 9 percentage points and rates of college attendance rose by 17 percentage points.

The study does not examine the income of those second-generation beneficiaries, but the authors point out that a number of the outcomes, like graduating college high school or avoiding crime, are associated with avoiding poverty.

It’s not entirely clear why the program had such big effects years later. The mothers benefitted directly from Head Start — including in the form of higher adult earnings and greater educational attainment — and this may have translated in a number of ways to their children. Other research has shown that increases in family income improve children’s well-being and academic achievement.

The findings also suggest that previous estimates may miss the true cost-effectiveness of Head Start by failing to account for its effects across multiple generations. If investing in the program now reduces poverty later, that saves society money — potentially including resources spent on Head Start.

Still, changes in Head Start, and in America, make it unclear whether the program will have similar effects today.

Head Start was originally intended to provide comprehensive support to students and families, including health services. That goal remains, but Gibbs says the program now focuses more on improving kids’ cognitive skills, and that students entering the program are likely much less disadvantaged than they were 50 years ago. Alternatives to Head Start may also have changed in quality over the last several decades, and home environments for students not attending pre-K may have, too.

But her finding, Gibbs says, “is a proof of concept that an early childhood program can in fact have important anti-poverty implications in the second generation.”