June 10th, 2025 IICEI Workforce Workgroup - Agenda and Meeting Reports

IICEI Workforce Workgroup

  • June 10th, 2025
  • 1:00 pm - 2:30 pm
  • Join Via Zoom
  • Meeting ID: 874 9687 0486
  • Password: 153469
  • Dial by your location: +1 312 626 6799 US (Chicago)

Agenda

  1. Welcome
  2. Ground Rules and Expectations
    1. Review of norms
    2. Approval of minutes
  3. Service Coordinator Requirements Discussion
    1. Introduction and context
    2. Process and timeline
    3. Feedback so far
    4. Thoughts on changes to degree requirements and alternative pathways
  4. Next Steps
  5. Public Comment

Attendees

Participant Name Attended
Amanda Albright Yes
Talibah Moore Yes
Autumn Bruere Yes
Antonio Borjas Yes
Mindy Ely No
Susan Connor Yes
Tracy Cooper Yes
Jen Crick Yes
Rob Derry No
Chelsea Guillen Yes
Kesha Harris Yes
Katie Jacobs Yes
Zareen Kamal Yes
Jenny Masterson Yes
Rachel Mika Yes
Carol Muhammad Yes
Stephanie O'Donnell Yes
Monica Patrick Yes
Makenzie Pettit No
Amy Santos No
Delreen Schmidt-Lenz Yes
Lisa Seymour No
Ellen Shwatal No
Ashley Stoffel Yes
Nicole Van Hise Yes

Minutes

I. Welcome

II. Ground Rules and Expectations

  • Reviewed norms
  • Approval of minutes: Motion to approve Kesha Harris, Ashley Stoffel second. No one opposed.

III. Service Coordinator Requirements Discussion

  • Introduction and context
  • The group wanted a sense of current service coordinator caseloads - highest and lowest. Discussed that what we have are averages that are impacted by a variety of factors, e.g. time in role, other duties within CFC, vacancies and number of new service coordinators at a CFC, etc. Data about average caseloads and vacancies were provided.
  • After COVID, the recruiting pool has been more limited. CFCs have been rethinking their current practices and examining guidelines to consider more options.
  • Some of the desired skills for a Service Coordinator aren't often taught in an academic setting. Most CFCs no longer have expectations of SC having at least two years experience prior to starting.
  • The pivots made during COVID lead to a realization that different skillsets may be needed, especially since technology changes have taken place, e.g. how do you build relationships via virtually?
  • Service Coordination is hard and not really an entry level position- could take a year to be comfy and confident. Even with training. Successful individuals tend to be people that can be ok "in the muck of it". The degree does not determine the individual's success.
  • SC tenure varies across CFCs. Typically if a SC is going to leave, it's going to be around 3 to 4 months in and that is usually when they start getting cases, etc.
  • Discussion on changes to degree requirements and alternative pathways
  • There are a lot of people who don't hear about EI until later down the road in their career.
  • Currently no pre-service prep program - they learn everything about EI from the trainings. Extending to other degrees doesn't really impact their training - they just may have to do more hours in certain topic areas.
  • Role of SC is one of leadership and requires organization, details, and relationship- building that is people-centered. Some areas are easily taught, like child development whereas others can't be taught as easily.
  • Describing the role of SC is the most complicated thing to do. Writing a job description has so many pieces and moving parts. Describing the role and selling it is often difficult.
  • It may be helpful to set a minimum SC salary like they did with home visiting
  • It may also help to extend the time available for the SC to complete their core hours
  • The rule change process is not a quick fix since it takes so long.
  • Pursuing the lived experience route could be a way to diversify the workforce.
  • Would it be useful for a CFC to be funded to do a trial of the alternative method and then provide feedback?
  • Concern that if a SC with a degree makes the same amount as one without a degree - would that feel unfair to employees?
  • We also see variety at the fiscal agent level as each entity does things differently based on their size and needs, e.g. may create various levels within the SC field to account for CFC needs; may also need to have some flexibility at the grantee level for differences in degrees/lived experiences/etc.
  • Afton provided a padlet for additional feedback from the workgroup

IV. Next Steps

  • Circle back around to general discussion around recruitment strategies
  • Discuss sending a progress report to the Bureau
  • Determine if there are guiding principles that the workgroup wants to use for evaluating recommendations

V. Public Comment

* No one requested to provide public comment

Next Meeting July 8th, 2025 at 1:00 pm