Rise in number of childminders without qualifications

• Childminders less qualified compared to last year
• Only 1 per cent are studying for a qualification

Research shows a decline in the number of Level 3 childminders and fewer with any sector-related qualifications.

According to a report by the Professional Association for Childcare and Early Years (PACEY), the percentage of childminders whose highest qualification is Level 3 has fallen for the first time in three years.

Based upon responses in the spring from 2,129 practitioners – the majority of whom were from childminder settings and childcare settings on domestic premises – the report reveals 45 per cent of childminders’ highest qualification was a Level 3. This is down from 48 per cent last year.

However, the number of childminders reporting that the highest they had achieved was a partial Level 3 qualification increased compared to last year by six percentage points.

For group-based practitioners, who made up 13 per cent of responses, those reporting that Level 3 was their highest qualification fell by four points on last year to 24 per cent. However, the number reporting that their highest qualification was a Level 6 (degree) was up by five percentage points.

The report also shows the number of childminders without any childcare or early years qualification has risen from 9 per cent in 2017 to 12 per cent this year. Childminders who had been in the sector for seven years or less were nearly twice as likely to hold no qualifications than more experienced childminders. There was a similar gap for Level 3 qualifications.

PACEY said while childminders who have been in the sector longer have had more time to gain higher qualifications, the gap is an indication that it has been more difficult for childminders to obtain a full Level 3 in the past eight years, and that it is increasingly acceptable for childminders to have no or lower qualifications.

Source: PACEY 2018

Just 1 per cent of childminders said they are currently studying for a qualification.

There was no change on last year in the percentage of childminders whose highest qualification is a Level 6. Ofsted Outstanding childminders were more likely to be qualified and to have higher qualifications.

PACEY’s chief executive Liz Bayram said it was concerning that the qualification levels of childminders appear to be falling after years of progress.

Within its report, the association calls for a requirement to be placed on childminders in England to pass an introductory childcare course as a condition of registration, as is the case in Wales.

Continuing Professional Development (CPD)

PACEY’s report shows the percentage of practitioners taking up CPD has remained steady since last year. Around 46 per cent of childminders and 52 per cent of group practitioners reported doing more than 20 hours of CPD per year.

Only 2 per cent of childminders and 3 per cent of group practitioners reported doing none.

As last year, practitioners in Outstanding settings were slightly more likely to have done more hours of CPD.

When asked what would incentivise them to do more CPD, childminders chose greater accessibility, affordability/subsidy and more time. For group practitioners, affordability was the main issue.

Financial stability

PACEY asked survey respondents about how profitable their settings are, their fees and financial prospects.

Just over 70 per cent of childminders – exactly the same as last year – reported they made a profit in the past 12 months. For childminders currently delivering the 30 hours, the figure was higher at 77 per cent.

Just a fifth of group practitioners reported making a profit. Around 4 per cent of childminders, and 13 per cent of group practitioners, made a loss.

More than 40 per cent of childminders said it is likely they will raise their fees in the next 12 months, compared with 66 per cent of group practitioners. For childminders delivering the 30 hours, half are likely to raise fees.

Childminders are more confident than group-based practitioners about their financial prospects for the next year. However, group practitioners were more likely to predict their setting will grow.

Future plans

There was a slight increase in the number of childminders who said they were planning to stay in the sector in 12 months’ time.

The main reason childminders gave for leaving the sector was a lack of demand for places/lack of work, which PACEY said was worrying given the ‘unprecedented demand for childcare’ and called for ‘urgent steps’ to be taken to improve recruitment and retention of childminders in England.

The only reason group-based practitioners gave for leaving the sector was inadequate pay.

While job satisfaction remains high, there was a slight rise in the number of group-based practitioners who said their job was not rewarding.

A number of respondents cited paperwork as a drawback, and some said it was making them reconsider working in the sector. Others mentioned the ‘damaging impact’ of low pay and/or funding for the 30 hours offer.

A deputy manager of a nursery in the South-East said, ‘Though I love the job I do (as a Level 4 practitioner with 30 years’ experience), the low rate of pay for the “free” hours is making me consider leaving to work at Asda, as I’d be much better off financially’.

Recommendations

In the report, PACEY makes a number of calls to Government and local authorities, including:

• Supporting everyone in the sector, including childminders, to achieve a full and relevant Level 3 qualification within no more than three years of registration.
• Requiring prospective childminders in England to pass an introductory course as a condition of registration. This mandatory course should be linked to CPD and early years career pathways.
• Reinstating the target that every setting should benefit from graduate leadership.
• Replacing Early Years Teacher Status (EYTS) with a new early years specialist route to Qualified Teacher Status (QTS), specialising in birth to age seven.
• Increasing awareness of childminding settings.
• Reviewing the rate paid for delivering the free entitlement on a regular basis to ensure it is sustainable and takes into account providers’ changing costs.

Ms Bayram said, ‘With all the evidence highlighting the positive impact a highly qualified workforce has on the education and care that our youngest children receive, as well as on career progression and staff retention, we are concerned to see our latest research reinforcing evidence from others that the tide is turning in terms of early years qualifications.

‘After years of progress, the early years workforce is at risk of stagnation. More and more practitioners gained their qualifications many years ago. Newer [ones] are less likely to pursue a relevant qualification and undertake less CPD.

‘We know that when a childcare providers’ funds are tight, the first thing that goes is their training budget. Without urgent action to address the chronic underfunding that 30 hours and other early education entitlements are causing, we are only going to see this decline accelerate. All practitioners, but especially new entrants, need to be supported to continue their professional development through CPD and formal qualifications. And they need to be motivated to do so, with the prospect of improved career progression and salary linked to qualifications and training.

‘It’s not rocket science. Many professions have this in place but, despite numerous attempts to implement a comprehensive workforce strategy, early years continues to struggle to recruit and retain its people.’

She added, ‘PACEY was disheartened to see Government drop its commitment to look at the feasibility of growing the graduate early years workforce in areas of disadvantage. The DfE’s investment in the Early Years Professional Development Fund is to be welcomed, but it has to be backed up with a long-term strategy that addresses underfunding so that childcare providers can recruit and retain their staff through career progression and salary reward.

‘Without this, workforce initiatives will only ever patch up the challenge of supporting the sector to deliver high-quality care and early education through a well-qualified, graduate-led workforce.’