Executive Summary

Background

A survey of employees in early childhood education (ECE) teacher-led services was carried out in August 2003. 9,725 members of the workforce responded from Education and Care services, Kindergartens, Home-based services and the Correspondence School.

An analysis project is currently underway with the data from the survey. The analysis will be available in stages as each stage is completed. The focus of the first stage is on what the survey tells us about qualifications and registration in the ECE teacher workforce. The focus of the second stage is on what the survey tells us about the different ethnic groups that make up the ECE teacher workforce. The third stage will focus on the experience of teaching. This paper is part of the third stage.

Summary of Findings

The intention to move from or stay in a service is to some extent an indication of commitment to the ECE sector. Those wanting to leave the sector are more likely to have no qualifications, no plans to study, and no intention of applying for registration. Conversely those wanting to move within the sector are more likely to be qualified, and registered or intending to apply for registration by 2005 or 2007.

Changes being made to qualification and registration requirements do not appear to be having a large effect on mobility at the moment. The level of turnover is similar to primary teachers and does not markedly differ between services with qualification and registration requirements in place and services where there will be requirement changes. However, there is an element of wait and see in the workforce. Many who are not registered state that they are not trying to leave or considering leaving their service and, if unqualified, that they have no plans to study. It would be useful to see how the composition of the mobility groups changes as ECE Strategic Plan deadlines come closer.

Although qualification and registration status are linked to mobility, other factors will affect the mobility of the workforce. For example, those in senior positions are more likely to be considering leaving the sector or their service. Younger employees are more likely to want to move within the sector.