The childcare sector has faced significant workforce pressures in recent years, including staffing shortages, retention challenges, and limited career pathways for educators. For many providers, particularly smaller centers, recruiting and retaining qualified staff has become increasingly difficult.

Recognizing the need for a more sustainable workforce model, in 2025, New Jersey launched the  New Jersey Early Childhood Education Apprenticeship Pilot Program. Developed by the New Jersey Department of Labor and Workforce Development (NJDOL) and the New Jersey Department of Human Services (DHS), with support from the U.S. Department of Labor (USDOL), the initiative was designed to strengthen the early childhood workforce while improving the quality and long-term sustainability of childcare programs statewide.

PCG partnered with the state to design the program structure and ensure alignment with apprenticeship standards from the start. PCG’s role extended well beyond initial design, encompassing operational planning, compliance oversight, employer engagement, and direct apprentice support throughout the pilot, alongside ongoing training and coaching for mentors.

“Childcare is a sector that struggles with recruitment, retention, and business practices, and this program was intended to support all of those areas,” said Heather Gann, Associate Manager at PCG.

Through the apprenticeship program, early childhood educators can earn new credentials, build practical skills, and advance into higher-paying leadership roles. Wage increases are built directly into the program structure as apprentices reach milestones and gain competencies.

At the same time, providers are strengthening their own internal operations. The model also creates a longer-term leadership pipeline inside childcare programs. Apprentices today may become mentors for future participants, helping create sustainable staffing structures for employers that have historically struggled with turnover and recruitment.

“Some of the feedback that we’re hearing directly from employers is that they’re upskilling their existing workforce and moving people into more advanced positions,” said Meredith Montgomery, Senior Program Manager at PCG. “Mentors are developing supervisory skills, apprentices are moving into lead teacher positions, and employers are already asking to bring in additional cohorts.”

“It has strengthened employers’ operations in ways they may not have expected,” Gann said. “Once they have better qualified staff, they may be able to expand classrooms because they now have increased capacity with their workforce.”

The New Jersey Department of Labor echoed that broader impact when announcing the initiative.

“By making apprenticeships available in non-traditional sectors like early childhood education, we are not only nurturing our youngest citizens but also ensuring a diverse and dynamic workforce,” said Labor Commissioner Robert Asaro-Angelo in the state’s announcement. “And by bolstering the childcare sector we’re in turn providing vital support to parents and caregivers who depend on childcare to work and support their families.”

Apprentices Spotlight

For the apprentices participating in the pilot, the program has provided both professional development and personal growth opportunities.

Jazmi, who is currently completing her apprenticeship program and getting ready to sit for her Child Development Associate (CDA) certification exam, shared what inspired her to apply.

“I was motivated by my passion for working with children and my desire to grow professionally in early childhood education,” Jazmi said. “I wanted an opportunity that would allow me to learn while gaining real hands-on experience in the classroom.”

She noted that the apprenticeship has strengthened both her confidence and long-term career goals.

“This apprenticeship has had a very meaningful impact on my life,” Jazmi shared. “It has helped me build strong skills, gain valuable knowledge, and increase my confidence as an educator. Personally, it has been a big step in my growth, and professionally it has helped me feel more prepared and committed to my career goals in early childhood education.”

Another apprentice, Mayra has already completed her apprenticeship, earning both her CDA Infant/Toddler credential and the USDOL Office of Apprenticeship’s Certificate of Completion–Early Childhood Educator. Motivated by her passion for children and professional growth, Mayra shared that the experience helped her build confidence and feel truly prepared for her career ahead.

“I’ve always enjoyed working with young children and helping them learn and grow,” Mayra said. “I wanted a hands-on opportunity to gain real classroom experience while also building my knowledge of child development. Working directly with children has taught me patience, adaptability, and how to create a supportive learning environment.”

She also emphasized the value of apprenticeships for individuals considering careers in education.

“You’ll develop important skills like patience, communication, and problem-solving, all while making a meaningful impact on children’s lives,” Mayra said. “It can be challenging, but it’s very rewarding and a strong path toward building a career in education.”

The pilot awarded 14 employers funding to support 20 apprentices working across New Jersey. As this first cohort wraps up, PCG and New Jersey have launched a second round of the program, with the newest application cycle drawing approximately 75 employer applications, signaling strong demand and enthusiasm from providers across the state.

Learn more:

• New Jersey Early Childhood Education Apprenticeship Program
• PCG’s Early Childhood Services
• PCG’s Human Services Solutions