In 2016, the District of Columbia Office of the State Superintendent of Education (OSSE) published regulations that increased the education requirements for early childhood educators. In December 2023, OSSE updated the regulations to provide additional pathways and flexibilities for educators to meet the requirements, which are based on the educator’s role. 

As of October 2024, 835 educators have yet to meet the educational requirements for their role (page 3). Given the progressing nature of educator credential attainment, OSSE grants two types of certification waivers for certain early educators. Under 3 DC is unaware of how many educators have been awarded waivers, and we have asked OSSE for this information. This fact sheet focuses on the continuous service certification. The other waiver, called an enrollment-based certification, is for educators currently enrolled in a credential or degree program to meet the education requirement for their staff type.

Continuous service certifications waive early educators from having to meet the minimum education requirements if, as of December 20, 2023, they have continuously served in their role for 10 years, excluding absences from the labor force related to caregiving responsibilities. This is a nod to the tremendous value experienced educators bring to the classroom and the various barriers for some educators to earn their credentials.

Background: Pay Equity Fund

After Mayor Bowser proposed eliminating funding for the Pay Equity Fund in her FY25 budget, the DC Council asked the Early Childhood Educator Equitable Compensation Task Force to develop recommendations to align the program’s costs with available funding, The Task Force’s report was submitted to Council on September 30 and the Under 3 DC summary is here. Details about continuous service certifications are not included in their recent report.

While highly experienced educators with 10 years in the classroom are eligible for certifications to waive them from OSSE’s credential requirements, their Pay Equity Fund salary band remains tied to the credentials they are not required to pursue. This barrier prevents these exempt educators from receiving pay equal to their less experienced peers in the same role. 

For example, the Pay Equity Fund requires a lead teacher¹ with an AA degree who works for a participating employer earns a minimum of $63,838 per year. A lead teacher with a CDA, 10 years of experience, and a continuous service certification earns $51,006 per year, yielding a $12,832 difference. 

Due to time constraints, the Pay Equity Fund Task Force did NOT recommend allowing educators with continuous service certification to receive compensation based on their role and the credential for which they have the waiver. This means educators will continue to face low wages despite their significant years of experience. 

Because Under 3 DC does not have data from OSSE on how many early educators have continuous service certifications, it is difficult to estimate how much it would cost to include these experienced educators in their appropriate Pay Equity Fund pay band. We believe it is critical to have this data to provide an accurate cost projection. However, we expect costs to rise in the short term as these educators earn higher wages and are in line with any cost of living increases. Since this certification is only available to educators who had at least 10 years of continuous service as of December 20, 2023, this issue is inherently temporary. Over time, the population of educators with this certification waiver will decrease, gradually reducing costs as fewer educators qualify in the future.

Fair compensation for highly experienced educators is essential for the success of early childhood education in the District. These educators play a critical role in shaping young minds and fostering a positive learning environment, yet current Pay Equity Fund structures do not recognize their extensive experience and dedication. By tying Pay Equity Fund salary bands to educational credentials that these experienced educators are exempt from, the program is inadvertently perpetuating inequities within the system, undermining educators’ contributions, and risking further turnover of some of our most experienced educators.

As the Pay Equity Fund Task Force continues its work, we urge members to prioritize discussions on equitable compensation for educators with continuous service certifications. Addressing this issue will support the retention of seasoned educators and enhance the quality of education for the children they serve. By advocating for a compensation model that reflects experience and commitment, the Task Force can help build a more equitable and high-quality early childhood education system.