ECEs & Educators

The Wage Support Program for Early Childhood Educators (WSP-ECE) is a wage enhancement program administered by the Department of Education and Early Childhood Development that recognizes early childhood education as a profession. It encourages Early Childhood Educators (ECEs) to participate in higher-level training and it provides funding to improve the wages of qualified ECE and reduce staff turnover.

The new Early Childhood Educator Wage Grid recognizes an educator’s training and qualifications, as well as their years of experience. Wages that are clearly articulated and predictable play an important role in the recruitment and retention of qualified ECEs. The ECE Wage Grid sets out the required minimum wage rate operators must pay eligible educators, effective November 1, 2022.

The ECE Wage Grid establishes the foundation for future investments in wages for ECEs and will be reviewed annually as per the Early Childhood Services Act.

Eligibility

The ECE Wage Grid Guidelines provide additional details for the administration of the Wage Support Program for Early Childhood Educators (WSP-ECE). The ECE Wage Grid is for:

• Educators and administrators working directly with children in designated New Brunswick Early Learning Centres
• Operators of designated New Brunswick Early Learning and Child Care Homes
• School-age educators working in licensed Early Learning and Child care facilities
• Untrained relief staff (with restrictions)

Typical Annual Salary

The typical annual ECE salary* is based on an average of 36 hours per week and does not include the additional 14% administration fees, which EECD provides operators to cover the mandatory Employee Related Costs:

• Employment Insurance (E.I.)
• Canada Pension Plan (C.P.P.) • 4% or 6% for Vacation Pay
• Workplace Health, Safety and Compensation Commission (WHSCC)

Operators may opt to increase wages above and beyond the WSP-ECE program.

Special Privilege Clause (Exceptions)

1. All educators and administrators approved in Wage Support Program for Early Childhood Educators (WSP-ECE) prior to November 1, 2022, will remain at Step 3 of their current funding Level on the ECE Wage Grid.
2. Educators approved in the Wage Support Program for Early Childhood Educators (WSP-ECE), who are employed in a Designated Facility or a licensed Early Learning and Child care facility providing school-age services prior to November 1, 2022, and who are registered in a Post-Secondary ECE certificate or diploma program prior to September 1, 2022, will be eligible upon completion for Level 1, Step 3 on the ECE Wage Grid.

Acknowledgment

We wish to acknowledge the contribution of the early learning and child-care operators who have been integral to the development of the ECE Wage Grid Guidelines:

• Francophone and anglophone sector working groups
• Operator engagement table members
• Department of Finance and Treasury Board

Thank you for your thoughtful participation and commitment to building a stronger and more stable ECE workforce to support New Brunswick children and families.

Early Childhood Educator Career Growth and Development Program

The Early Childhood Educator Career Growth and Development Program supports early childhood educators in their career path. The program helps educators in building their professional portfolio of their professional learning to demonstrate their knowledge, skills and competencies.

What we have accomplished in 2021-2022

• Co-developed an educator career pathway framework for New Brunswick based on best practices. This includes defining associated competencies and implementing the use of a professional portfolio.

What is to come in 2022-2023

• In collaboration with early learning and child-care operators and educators, develop training content and tools for the delivery of the Early Childhood Educator Career Growth and Development Program

Emergent Leaders Institute

This program is an in-depth professional development program designed to support the leadership of educators and operators in their field. The institute will provide two streams, one for pedagogical leadership and one for organizational leadership.

Pedagogical Leadership Stream

Designed for early childhood educators who want to build their competencies and deepen their understanding of the curriculum to become coaches and mentors for other early childhood educators.

What we have accomplished in 2021-2022

• Research and development of the pedagogical leadership stream frameworks, in collaboration with operators and educators working in the sector

What is to come in 2022-2023

• In collaboration with representatives of the sector, finalize the pedagogical leadership stream frameworks, develop training content and tools, and design the delivery of training

Organizational Leadership Stream

Designed for early childhood educators who wish to, or are currently leading, the administration and management of a service or facility. This stream focuses on developing the skills to manage the administrative duties and overall organization.

What we have accomplished in 2021-2022

• Ongoing research and development based on best practices related to managing people in the workplace in the field of early learning and child care

What is to come in 2022-2023

• Co-develop in collaboration with the early learning and child-care sector, a comprehensive training for organizational leaders aimed at using the human resources tool kit and essential skills for managing people in the workplace

Sector Engagement

Throughout the implementation of the workforce development initiatives, educators and operators have been invited to participate and provide essential input to provide guidance to the design and development phases.

More than 175 early childhood educators and operators across New Brunswick have participated in co-developing initiatives for projects associated with the Workforce Development Strategy. They have collaborated on different projects, such as:

• An awareness campaign on the role of early childhood educators
• Pedagogical Leadership training and tools
• Organizational Leadership training and tools
• Exploring the feasibility of a substitute database for educators

We will continue this work by engaging and co-developing the strategy with educators and operators. To learn more about our engagement strategy, you can visit Engagement and Partnerships.

Substitute Educator Database

In collaboration with early learning and child care operators, EECD is exploring the feasibility of implementing a database for substitute educators to facilitate access to qualified replacement staff for operators.

What we have accomplished in 2021-2022

• Innovation Lab lead by NouLab to explore solutions to establishing a substitute database for qualified replacement staff

What is to come in 2022-2023

• Validation of the model designed with the sector, final recommendations on feasibility and next steps

Certification

Explore the feasibility of implementing certification for the early childhood education profession, including training levels related to qualifications and competencies required.

What we have accomplished in 2021-2022

• Validation of the model designed with the sector, final recommendations on feasibility and next steps

What is to come in 2022-2023

• Continue exploring the feasibility of implementing certification for the early childhood education profession in collaboration with the early learning and child care sector