Early Childhood Advocacy for Beginners | Part I

This document may be printed, photocopied, and disseminated freely with attribution. All content is the property of the McCormick Center for Early Childhood Leadership.

Editor’s Note: This is part 1 of a two-part series. Read Part 2 here.


When I think about advocacy I have images of talking to politicians, trying to convince them to push through or support some policy. It always seems so daunting and formal. But advocacy doesn’t have to be difficult or structured! It can be as simple as talking to friends, family, neighbors, and others in your community. 


Sometimes being so immersed in the early childhood community I forget how the knowledge I have about what is best for young children isn’t common knowledge. When I talk to family and friends about what I do or about what is going on with their young children in their child care situation or school, I’m surprised by how something I say which seems like common knowledge to me is really a light bulb moment for them. I’ve also been surprised when people share that my excitement and passion for early childhood is inspiring to them or changes the way they think about an issue. 


STARTING WITH YOUR OWN STORY 


I like to think of it as my own personal grassroots type of advocacy, where all I have to do is share with others what high quality early childhood education looks like and what it takes to achieve it. Sometimes it’s as simple as sharing articles or listserv posts that I receive. 


I’m sure if you asked anyone on the street today if they expect the government to provide elementary and secondary education, they would look at you like you were crazy for asking. “Of course, it should be provided–duh!” would probably be the response you would get. But, if you asked the same thing about early childhood education you would probably get a lot more thoughtful looks and maybe less definitive answers. 


By talking about the importance of early childhood education and getting the average citizen–not just politicians–to understand how important it is there is the possibility for significant change. If we can change perceptions to be, “Duh–of course every child from birth to school-age should be able to access free high-quality early childhood education,” we will have made significant progress. 


I encourage you to have your own little two to three-minute elevator pitch about early childhood education (whatever aspect you are passionate about) to share when a moment arrives. For me, I’ve been able to see an impact when I can share a personal story or when I seem to get fired up as I talk about an issue that is close to my heart. A lot of advocacy is becoming comfortable talking about the issues you are passionate about with anyone who will listen. The challenge is to talk to those who don’t want to listen. So, whatever it is that you are passionate about make sure that you share that passion to get others on board. 


KEEP UP WITH WHAT’S HAPPENING 


Keep current on the latest trends that are happening so you can share that information as well. I’d like to leave you with a list of resources that some of the faculty and staff at the McCormick Center for Early Childhood Leadership look to for staying current on issues related to early childhood education. I’ve included the tag line, mission statement, or a brief description of the resource. 


  1. American Academy of Pediatrics – “Dedicated to the health of all children.” 
  2. Build Initiative – “The BUILD Initiative supports state leaders in their work to develop a comprehensive system of programs, policies and services that serve the needs of young children and their families. This systems building approach effectively prepares our youngest children for a successful future, while carefully using private and public resources.” 
  3. Child Care Aware – This organization’s e-newsletter has a good listing of national happenings and research synopsis. 
  4. Children and Nature Network – “Together we can create a world where every child can play, learn and grow in nature.” 
  5. CLASP – This organization works toward policy solutions that work for low income people. One of their issues is child care and early education. 
  6. ECEC (Early Care and Education Consortium) – This organization is a voice for child care providers in Congress. 
  7. Education Week – This website (and also print publication) provides a broader picture of education happenings and hot conversations in our country. A special web section on early childhood spotlights national news on our field. 
  8. Exchange Everyday “Supporting early childhood education professionals worldwide in their efforts to craft thriving environments for children and adults.” 
  9. First Five Years Fund – “Through information, advocacy, and outreach the First Five Years Fund works with policymakers, experts, business leaders and advocates to advance federal investment in quality early childhood education for disadvantaged children from birth to age five.” 
  10. Frank Porter Graham – “Advancing knowledge. Enhancing lives. For nearly 50 years, FPG’s research, technical assistance, outreach, and service have shaped how the nation cares for and educates young children.” 
  11. Illinois Action for Children – “Illinois Action for Children is a catalyst for organizing, developing and supporting strong families and powerful communities where children matter most.” 
  12. Illinois Association for Supervision and Curriculum Development – “Building the capacity of educational leaders to enhance the quality of teaching and learning.” 
  13. Illinois Early Learning Project – “A source of evidence-based, reliable information on early care and education for families, caregivers, and teachers of young children in Illinois. Funded by the Illinois State Board of Education.” 
  14. Legislator look up – This is one of several sites that allows you to locate your legislators. 
  15. McCormick Center Research Notes – These digestible quarterly electronic notes keep you up-to-speed on new research surrounding early childhood leadership. 
  16. National Association for the Education of Young Children – “NAEYC promotes high-quality early learning for all children, birth through age 8, by connecting practice, policy, and research. We advance a diverse, dynamic early childhood profession and support all who care for, educate, and work on behalf of young children.” 
  17. National Women’s Law Center – “We champion laws and policies that work for women and families.” One of their focuses is on child care and early learning. 
  18. Nature Explore – “Working with advocates like you, Nature Explore transforms children’s lives through research-based outdoor classroom design services, educator workshops, and natural products.” 
  19. The Ounce – “In Illinois and in states across the country, the Ounce of Prevention Fund advocates for early childhood education programs that are proven to be effective in narrowing the achievement gap and that support the healthy development of vulnerable young children.” 
  20. The Whole Child – “Each child, in each school, in each of our communities deserves to be healthy, safe, engaged, supported, and challenged. That’s what a whole child approach to learning, teaching, and community engagement really is.” 
  21. Twitter #ECE – Search this hashtag for the minute-by-minute pulse of ECE announcements and resources in our field. 
  22. World Forum Foundation – “The mission of the World Forum Foundation is to promote an on-going global exchange of ideas on the delivery of quality services for young children in diverse settings.” 
  23. Zero to Three – This is a “national, nonprofit organization that provides parents, professionals and policymakers the knowledge and know-how to nurture early development.” 

Tarah Kadzielawski is an Assessor and Training Specialist for the McCormick Center for Early Childhood Leadership at National Louis University. She holds a master’s degree in Early Childhood Leadership and Advocacy. Prior to working at the McCormick Center, Tarah worked as a classroom teacher, a program coordinator, and a director of an accredited early childhood center serving low income families and included Head Start and Preschool for All children.

By Robyn Kelton, M.A. June 27, 2025
INTRODUCTION Turnover rates in child care are among the highest in education, with over 160,000 workforce openings predicted annually (Bassok et al., 2014; Doromal et al., 2022; Joughin, 2021; U.S. Bureau of Labor Statistics, 2025). While some turnover is expected and even necessary, the levels of turnover experienced in the field of early childhood education and care (ECEC) are not only alarmingly high but deeply problematic. In 2021, a national survey conducted by the National Association for the Education of Young Children found that over 80% of child care centers were experiencing a staffing shortage, with the majority of those programs reporting one-to-five open roles, but 15% reporting between six and 15 open roles (NAEYC, 2021). Staffing shortages result in lost revenue, financial uncertainty, and program instability, often forcing administrators to operate below capacity and/or under reduced hours (NAEYC, 2021; NAEYC, 2024; Zero to Three, 2024). Limited enrollment slots and classroom and program closures lead to increased waiting lists (Zero to Three, 2024; Carrazana, 2023). In turn, families are placed in a highly vulnerable position of needing to leave the workforce to stay home with their child or turn to potentially unsafe or unregulated child care. Moreover, increased turnover in classrooms interrupts continuity of care and disrupts the relationships built between children and their educators (Reidt-Parker, J., & Chainski, M. J. (2015). Research has begun to highlight some of the programmatic and personnel characteristics predictive of increased staff turnover in ECEC programs. Low wages are most commonly identified as a strong predictor of turnover (Amadon et al., 2023; Bryant et al., 2023; Fee, 2024; Guevara, 2022; Totenhagen et al., 2016). However, workforce advocates and some researchers have begun to expand conversations on compensation to explore the impact the profession’s general lack of benefits such as paid time off, access to health insurance, and retirement benefits has on retention (e.g., Amadon et al., 2023; Bryant et al., 2023; Fee, 2024; Lucas, 2023). While informative, this body of work has typically approached benefits as binary variables (i.e., have or do not have) rather than reflect the spectrum on which benefits are commonly offered (e.g., the number of days off, the percent of insurance covered by the employer, and levels of retirement matching funds). This Research Note aims to expand on previous work investigating the relationship between benefits and turnover by exploring the possibility of a more nuanced relationship between the variables to determine if the level of benefits offered impacts turnover rates. METHOD This study used data collected via formal Program Administration Scale, 3rd Edition (PAS-3) assessments conducted by Certified PAS-3 Assessors between 2023 and 2025. To become certified, PAS-3 assessors must first achieve reliability (a score of at least 86%) on a test conducted after four days of training on the tool. Next, they must conduct two PAS assessments within three months of reliability training. PAS-3 national anchors reviewed the completed assessments for consistency, accuracy, and completeness. The study analyzed data from 133 PAS-3 assessments collected during the certification process across 12 states, the District of Columbia, and the U.S. Mariana Islands.  Measures Data for this study were collected using the PAS-3, a valid and reliable tool used to measure and improve Whole Leadership practices in center-based programs (Talan, Bella, Jorde Bloom, 2022). The PAS-3 includes 25 items, each composed of 2-5 indicator strands and scored on a 7-point Likert scale (1 = inadequate, 3 = minimal, 5 = good, and 7 = excellent). Item scores are averaged to determine a mean PAS-3 score. Of particular interest to this study is Item 5: Benefits. Item 5 measures employee access to health insurance and considers what percentage of the cost is paid by the employer, the total number of paid time off days within the first and fifth years of employment, access to a retirement plan, and the percentage at which the employer will match the employee’s contribution. Last, Item 5 explores provisions made to cover the costs of staff’s professional development. Non-applicable is allowed as a response for indicators related to health insurance and retirement if there are no full-time staff employed by the program. Sample Program enrollment ranged in size from four children to 285, with a mean enrollment of 65 and a median of 55. Total program staff for the sample ranged from two to 44 staff, with an average of just under 14 staff (13.93) and a standard deviation of 8.80. Table 1 below provides a detailed breakdown of staff by role and full-time and part-time status.
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