What Is Turnover
Turnover is the percentage of childcare and early childhood education staff who leave their positions within a year. It's calculated by dividing the number of employees who left by the average number of employees during that period, then multiplying by 100.
The childcare sector experiences turnover rates between 25% and 40% nationally, though some regions and program types see rates above 50%. This instability directly affects your child's experience because continuity with caregivers influences attachment security, social development, and learning outcomes during critical developmental periods.
Why Turnover Matters in Childcare
High turnover disrupts the relationships that form the foundation of quality care. Infants and toddlers rely on consistent caregivers to develop secure attachments, which research links to better emotional regulation and school readiness. When staff leave frequently, children experience repeated separations that can affect their willingness to engage with new caregivers.
From a practical standpoint, high turnover often signals deeper issues. Programs with frequent departures may struggle to maintain licensing compliance, meet staff ratio requirements, or sustain the institutional knowledge needed to implement developmental curricula effectively. If a program has recently hired multiple new staff members, they may still be learning your center's routines and your child's individual needs.
Low turnover supports NAEYC accreditation standards, which emphasize continuity of care as a marker of quality. Programs with strong retention typically invest in staff development, maintain consistent group assignments, and demonstrate higher quality interactions with children.
What Drives Turnover in Childcare
- Low wages: Childcare workers earn a median of $28,000 annually, well below comparable professions. Staff often leave for jobs offering better compensation and benefits.
- Limited benefits: Many childcare positions offer no health insurance or retirement contributions, forcing workers to seek employment elsewhere.
- Licensing requirements: Turnover increases when centers struggle to hire staff meeting state education credentials. Many states require lead teachers to hold a Child Development Associate (CDA) credential or associate degree, limiting the available candidate pool.
- Burnout from staffing ratios: States vary in required staff-to-child ratios. A center operating with minimal ratios (often 1:4 for infants or 1:8 for preschoolers) may experience higher burnout and turnover.
- Limited professional growth: Programs without career pathways or training budgets see higher departure rates.
Common Questions
- How do I know if a program's turnover is a concern? Ask the director directly: "How many staff members left in the past year?" or "Who was my child's teacher last year, and are they still here?" High turnover becomes obvious when you notice frequent staff changes in your child's classroom. A program with low turnover will have consistent names across enrollment periods.
- Does CCDF subsidy funding affect turnover? Yes. When state-funded CCDF subsidies set reimbursement rates below operational costs, centers often cannot afford competitive wages, driving staff away. Programs with higher subsidy reimbursement rates typically retain staff longer.
- What's a reasonable turnover rate? Industry benchmarks suggest under 20% annually is healthy. Rates above 30% suggest systemic issues with compensation, working conditions, or leadership.