8
Early Childhood Education and Care Department Four-Year Finance Plan, 2023-2026
The Disproportionate Impact
on the Prenatal to Five Workforce
The prenatal to ve workforce performs a
critical service, providing care and education
to young children and support to families at
a critical time in their lives. This support not
only includes child care and preschool, but
also family support services such as parent
education, home visiting, and early intervention
programs. Unfortunately, this work has long
been undervalued, with most providers and sta
in the eld barely making a livable wage. Child
care workers are paid an average of $12.34 an
hour nationally and only $10.26 per hour in New
Mexico, and PreK teachers make only marginally
more.
3
These poverty level wages across the
dierent sectors of the workforce lead to high-
turnover, which can harm child development
given research showing the benets of stable
caregiving arrangements during a critical time in
brain development.
4
In addition to low pay, child care providers are
often unable to provide health insurance and
other benets to educators and sta, leaving
the workforce relying on public assistance or
other family members to survive.
5
Many family
support programs report hiring sta at part
time in order to avoid the expense of having to
include health insurance in compensation, as
the revenue streams do not cover the full cost
to deliver the service. For the home-based child
care providers this reality is magnied, with
most providers realizing actual hourly wages far
below minimum wage when accounting for the
3 Bureau of Labor Statistics “Occupational Employment
Statistics, May 2020” available at https://www.bls.gov/oes/current/
oes_nm.htm
4 Daphna Bassok, Anna J. Markowitz, Laura Bellows, and
Katharine Sadowski, “New Evidence on Teacher Turnover in Early
Childhood” Educational Evaluation and Policy Analysis, March 2021,
Vol. 43, Issue 1, pp 172-180. Available at: https://journals.sage-
pub.com/doi/10.3102/0162373720985340; https://www.nap.edu/
read/19401/chapter/11
5 Caitlin McLean, Lea J.E. Austin, Marcy Whitebook and
Krista Olson, “Early Childhood Workforce Index – 2020” (Berkeley,
CA: Center for the Study of Child Care Employment, University of
California, Berkeley, 2021). Available at: https://cscce.berkeley.edu/
workforce-index-2020/wp-content/uploads/sites/2/2021/02/Ear-
ly-Childhood-Workforce-Index-2020.pdf
long hours they work, and the minimal revenue
remaining at the end of the month once all
expenses are paid. Similar nancial challenges
are seen within the family support sector, as
sta are often times paid the bare minimum
and they too rely on public assistance and
additional income provided by family members.
Building a cohesive, equitable, and eective
prenatal to ve system that can meet the needs
of all families and young children will require a
stable professional workforce and a pipeline of
future talent. This in turn requires investments
in professional compensation for early childhood
professionals (e.g. early interventionists,
teachers, home visitors etc.), improvements
in the early childhood preparation programs,
and ongoing professional development. As
such, workforce compensation must be at the
heart of any initiatives intended to support the
prenatal to ve system. Without professional
compensation (i.e salary, paid time o, and
benets), the system will never meet the full
spectrum of needs faced by families and young
children.
New Mexico has taken steps to address this
need by moving to paying child care subsidy
rates based on a cost estimation model rather
than market price. This cost estimation model
includes a $12.10 minimum wage for low-skilled
sta working in facilities licensed at the basic
level, sets rates for family child care home
providers comparable to lead teachers in child
care settings, and includes the cost of health
insurance. While state leaders acknowledge that
salaries need to increase beyond this minimum
wage, the cost model reects that the high
proportion of total cost is compensation (60-70
percent), New Mexico has laid the groundwork
for sustained and future investments in
professional compensation by using the model
for rate setting.