Opinion

Apprentices and training key to solving the early years staffing crisis

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We need to make the most of apprenticeship schemes and training programmes to recruit and retain early years staff, argues Karen Derbyshire, head of sector at training provider Realise

It’s no secret that, even prior to the COVID-19 pandemic, the early years sector was facing staffing pressures, most notably poor retention rates amongst experienced staff and continuing financial barriers.

However, the last 15 months have put an even greater strain on the sector with more staff than ever leaving the industry for jobs they perceive to provide better financial and career opportunities.

There is no doubt that some workers from the sector are finding other vocations more appealing.

According to the National Day Nurseries Association (NDNA), more attractive retail jobs with improving pay and fewer responsibilities are luring qualified nursery practitioners away from working in our sector.

The number of experienced nursery workers qualified to Level 3 has plummeted in the last four years from 83 per cent to just over half (52 per cent). 

For me, the solution is clear: a pragmatic long-term approach should be made into investing in employees and creating opportunities.

Apprenticeship schemes and other long-term training and development programmes will help provide a natural career development path to those who are relatively new to the business.

There remains a strong appetite for apprenticeships in early years settings, both from the employer and the learner.

Here at Realise, we’ve seen around 95 per cent of our apprentices continue with their training during the pandemic.

In total, 388 apprentices achieved their qualification in 2020 despite all the challenges surrounding reduced programmes, frameworks and implementing Functional Skills testing. We found alternative ways to ensure achievement continued and worked with end point assessment organisations to support this.

Once apprenticeships are completed, however, it’s imperative that early years sector staff are recognised and rewarded with a level of pay that reflects their essential role and which allows them to focus their time and energy on just one job, rather than two or more to make ends meet.

Not only will this encourage people to stay in the sector but also inspire a younger generation who are looking to take their first steps towards a rewarding career path.

A report by the Social Mobility Commission states that, in England, the average wage across the early years workforce is just £7.42 an hour. Additionally, around 11 per cent of full-time early years staff work more than 42 hours per week, compared with just 3 per cent of retail workers.

It’s clear to see that current funding for the development of two- and three-year-olds isn’t stretching far enough to recognise the important role early years workers play. Nurseries are expected to access this money to provide funded places for children but often this doesn’t allow increases in salaries for staff as well.

We need to see progress made in this area and fast. Good quality continuing professional development (CPD) opportunities for staff are crucial if we are to see a sustained increase in the skill levels - and hopefully ultimately financial reward - of those in the workforce.

It’s not just a financial investment needed from employers but also the flexibility to allow staff to have the time away from the day-to-day job to enhance their skillset.

Quite often, people are expected to complete this type of training in their own time which doesn’t encourage them to upskill. Training providers often have funding available to support nursery budgets and take the financial burden away and this is well worth investigating.

The proposed changes to the Early Years Foundation Stage (EYFS) in September should also reduce paperwork and bureaucracy.

Staff are often forced to take work home which affects their personal life and leads to people leaving the sector, so anything that can be done to reduce this burden is another step in the right direction.

These recommendations on apprenticeship schemes, competitive pay and better working hours will address the most significant challenges currently facing the early years workforce.

Now is the time to support the sector, and those who work within it, to build upon the current high levels of quality, increase the availability of provision and future-proof nurseries and other early years settings across the country.