Resource February 2026 - Appendices to the Improving Early Educator Compensation Fact Sheet - More Information on State/Local Initiatives

Oct 15, 2026

Uploaded by Jake

Resource February 2026 compiles appendices for the Improving Early Educator Compensation fact sheet, adding detailed evidence on state and local educator incentive initiatives. The document describes Virginia’s Recognize B5 pilot (2019–2025), including retention bonuses and evaluation focus, and summarizes key findings from cited studies. It also outlines Washington, D.C.’s Early Childhood Educator Pay Equity Fund (2022–present), covering funding structure, FY payment levels, health insurance support, and reported employment and cost-benefit outcomes.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages12

Reading Time30 min

AccessFree to download

More Information on State/Local Initiatives

Virginia: Recognize B5 Pilot (2019–2025)

Washington, D.C.: Early Childhood Educator Pay Equity Fund and HealthCare4ChildCare (2022–Present)

Resource February 2026 Appendices to the Improving Early Educator Compensation Fact Sheet By Hyeonjeong Lee and Silvia Muñoz This report was generously supported by the W. Clement & Jessie V. Stone Foundation. More Information on State/Local Initiatives Virginia: Recognize B5 Pilot (2019–2025) This initiative provided a one-time retention bonus of up to $1,500/year for eligible educators who remained teaching at their sites for an eight-month period. It included educators in publicly funded child care centers and family day homes in localities of LinkB5, the data system for Virginia’s unified measurement and improvement system. The program was funded by a Preschool Development Birth through Five (PDG B-5) federal grant. Note: Virginia’s retention bonus program, RecognizeB5, ran from 2019 to 2025 and distributed more than $106 million to educators. Bonus amounts increased over time. This fact sheet focuses on the pilot period with rigorous evaluation (e.g., $1,500 retention bonuses in 2019) because that is when causal evidence on retention was generated. For more information about other years outside the pilot period, see [https://www.doe.virginia.gov/teaching-learning-assessment/early-childhood-care](https://www.doe.virginia.gov/teaching-learning-assessment/early-childhood-care) education/quality-measurement-and-improvement-vqb5/recognizeb5-vqb5-educatorincentive. Source 1 Bassok, D., Doromal, J., Michie, M., & Wong, V. (2021) . Reducing Teacher Turnover in Early Childhood Settings: Findings from Virginia’s PDG B-5 Recognition Program. University of Virginia. [https://www.see](https://www.see) [partnerships.com/uploads/1/3/2/8/132824390/pdg_teacher_turnover_study_summary.pdf](partnerships.com/uploads/1/3/2/8/132824390/pdg_teacher_turnover_study_summary.pdf) [Key Findings](Key Findings: Teachers who received a $1)[:](Key Findings: Teachers who received a $1)[ Teachers who received a $1](Key Findings: Teachers who received a $1),[500](500) Recognition Program payment were 11 percentage points less likely to leave their sites after eight months. Teachers receiving three $500 payments over three months were 5 percentage points less likely to leave than those offered lump-sum payments. Effects were greatest among child care workers with the lowest compensation levels. Source 2 Bassok, D., Doromal, J., Michie, M., & Wong, V. (2021, December) . The Effects of Financial Incentives on Teacher Turnover in Early Childhood Settings: Experimental Evidence from Virginia. The Study of Early Education Through Partnerships. [https://fi](https://files.elfsightcdn.com/022b8cb9-839c-4bc2-992e-cefccb8e877e/6de6fd54-e921-)[les.elfsightcdn.com/022b8cb9-839c-4bc2-992e-cefccb8e877e/6de6fd54-e921-](https://files.elfsightcdn.com/022b8cb9-839c-4bc2-992e-cefccb8e877e/6de6fd54-e921-)[ ](https://files.elfsightcdn.com/022b8cb9-839c-4bc2-992e-cefccb8e877e/6de6fd54-e921-)[4c88-a452-ad7cabccc362.pdf](4c88-a452-ad7cabccc362.pdf) Key Findings: Early educators in the Teacher Recognition Program were 11 percentage points more likely to remain teaching at their sites over eight months. Effects were particularly strong at child care centers: 15% of teachers with access to financial incentives left, compared to 30% without access. Washington, D.C.: Early Childhood Educator Pay Equity Fund and HealthCare4ChildCare (2022–Present) These programs are funded by a dedicated local tax on high-income earners, supporting educators in licensed centers and homes throughout the district. • FY 2022: One-time supplemental payments with eligible educators receiving up to $14,000, depending on staff type and employment status. • FY 2023: Up to four quarterly payments of up to $3,500 each, depending on role and employment status. • FY 2024 and beyond: Funds are distributed quarterly to child care facilities that opt into the Pay Equity Fund. Participating facilities must pay eligible early childhood educators salaries that meet or exceed min

FAQs

What is Virginia’s Recognize B5 pilot (2019–2025) and what incentive does it provide?

Recognize B5 provides one-time retention bonuses of up to $1,500 per year for eligible educators who remain teaching at their sites for an eight-month period.

What do the cited findings say about the impact of Virginia’s Teacher Recognition Program on turnover?

Teachers who received Recognition Program payments were less likely to leave their sites after eight months, with stronger effects for child care workers at the lowest compensation levels.

How does Washington, D.C.’s Pay Equity Fund (PEF) and HealthCare4ChildCare (HC4CC) operate, and what support does it include?

The programs are funded through a dedicated local tax and provide supplemental payments to eligible educators, with HC4CC adding health insurance coverage for participating early childhood educators.

Oct 15, 2026

Uploaded by Jake