Expanded Eligibility for Child Care Workers
CCDF and On My Way Pre-K (OMWPK) income eligibility expanded for employees of licensed or regulated child care programs on Sept. 30, 2024, allowing more workers to apply and qualify for child care assistance. This change was a result of Indiana Senate Enrolled Act 2, which passed earlier in 2024.
The income threshold for child care workers to be eligible for assistance will increase to 85% of state median income (SMI) from 150% of the federal poverty level (FPL):
State Median Income (SMI) Chart
| FamilySize | 85% SMI |
|---|---|
| 2 | $4,594 |
| 3 | $5,675 |
| 4 | $6,756 |
| 5 | $7,837 |
| 6 | $8,918 |
| 7 | $9,121 |
| 8 | $9,323 |
| 9 | $9,526 |
| 10 | $9,729 |
150% FPL Chart
| Family Size | 150% FPL |
|---|---|
| 2 | $2,555 |
| 3 | $3,228 |
| 4 | $3,900 |
| 5 | $4,573 |
| 6 | $5,245 |
| 7 | $5,918 |
| 8 | $6,590 |
| 9 | $7,263 |
| 10 | $7,935 |
*For additional family sizes, please contact your eligibility office.
How to Apply for Expanded Assistance
Newly eligible child care workers must talk with their program administrator/supervisor at the site where they work, who will then make a referral for them through a simple process in I-LEAD.
Note: There is a waitlist in effect for all CCDF and On My Way Pre-K applicants. Completing a referral for a child care employee puts that employee on the waitlist. Child care workers are receiving priority on the waitlist as long as funding permits. Applications are processed and vouchers issued on a first come, first served basis by region. Employees who receive assistance will likely be required to provide a co-payment.
Prepare in Advance
Providers and child care workers can take the following steps to ensure a smooth referral and application process:
Providers
- Ensure your I-LEAD employee roster is up to date and that all employee contact information is correct.
- Ensure potentially eligible employees have a consent form, updated fingerprints and a completed background check on file. If any of these are in progress, work with employees to complete.
- After making a referral, you may be able to help your employee collect information required to include with their application:
- You can fill out the provider information page, which must be included with the employee’s application, in advance.
- Employees are also required to include, among other documents, a copy of their ID, recent pay stubs and a copy of their child(ren)’s birth certificates if available. If any/all are available to you, you can collect this information and be ready to share when an employee begins their application.
Child Care Workers
- Use the chart above to determine if you would likely be eligible for child care assistance.
- Work with your child care program administrator/supervisor to ensure you have a consent form, updated fingerprints and a completed background check on file.
- When applying for assistance, you will be required to provide:
- Verification of your identity and of your co-applicant, if applicable
- Child(ren)’s birth certificate(s) - your program administrator/supervisor may be able to help provide if your child(ren) are enrolled at the program where you work
- Current paystub – your program administrator/supervisor may be able to help provide this
- Proof of any other income
- Provider information page (to be filled out by your program administrator/supervisor)
Resources
Frequently Asked Questions: Expanded Eligibility for OMWPK and CCDF for Employees of Licensed Early Child Care Programs
- What does this change include?
Senate Enrolled Act 2 expanded income eligibility for CCDF and OMWPK for employees of licensed or regulated child care programs to 85% of state median income (SMI) from 150% of federal poverty level (FPL).
- How does this change benefit the early child care workforce?
With the passage of Senate Enrolled Act 2, the income eligibility threshold for early child care workers changed to 85% of the state median income, allowing more workers to qualify for child care assistance. Previously, early child care workers were required to meet the same income eligibility requirements of other categories of workers (i.e., 150% of Federal Poverty Level).
- Who is impacted by this change?
Individuals who are employed in licensed or regulated child programs and meet the new income threshold are impacted by this change.
- What is 85% of Indiana median income?
SMI varies by household size. For example, 85% of Indiana's SMI for a four-person household is approximately $75,814.
State Median Income Chart
The chart below provides gross monthly income by family size. The lefthand side shows 85% of State Median Income (SMI), which is the new income threshold for employees of licensed or regulated child care programs. For reference, the righthand side shows 150% Federal Poverty Level (FPL), which is the current income threshold for any family to qualify for CCDF and On My Way Pre-K.
State Median Income (SMI) Chart
Family Size 85% SMI 2 $4,594 3 $5,675 4 $6,756 5 $7,837 6 $8,918 7 $9,121 8 $9,323 9 $9,526 10 $9,729 150% FPL Chart
Family Size 150% FPL 2 $2,555 3 $3,228 4 $3,900 5 $4,573 6 $5,245 7 $5,918 8 $6,590 9 $7,263 10 $7,935 *For additional family sizes, please contact your eligibility office.
- How do qualifying workers apply for child care assistance?
Regulated providers submit an employee referral through I-LEAD. Employees then need to complete an application. The employee is then placed on the child care voucher waitlist but is given priority status as long as funding allows. Once at the top of the list, eligibility determination office staff will work with employees to confirm eligibility and process vouchers.
- Are child care workers subject to the same eligibility redetermination processes as others receiving CCDF?
Yes, child care workers are subject to the same eligibility determination rules and processes. This means that their eligibility for services will be reevaluated annually. If their income exceeds 85% of SMI, they will no longer be eligible for the state child care assistance program.
- Will eligible child care employees receiving CCDF have co-pays?
Co-pays are dependent on income and years in the program. Families who receive CCDF with income over 100% FPL have a co-pay. Child care employees receiving CCDF will have co-pays determined in the same way.
- Should child care programs expect to cover any fees related to staff becoming newly-eligible for CCDF?
- Can an emerging provider get CCDF reimbursement after becoming fully licensed?
A provider's staff would only become eligible for expanded CCDF once the program becomes licensed and if expanded eligibility assistance is still available. Providers will not be retroactively reimbursed.
- Can child care employees have their child in the classroom or environment in which they teach with this new change?
No, the rules of CCDF will still apply. Children will not be able to be placed in the same classroom as their guardian.
- Will every child care worker who applies for child care assistance receive it?
After moving through the waitlist, applications will be processed and vouchers issued on a first come, first served basis by region. It is not guaranteed that every eligible applicant will receive assistance.
- Is this assistance program different from CCDF or On My Way Pre-K (OMWPK)?
No. Through this program, child care employees are applying for CCDF/OMWPK voucher assistance. This program simply allows more child care workers to apply for assistance than would be eligible under regular CCDF eligibility requirements.
- Will the program administrator/supervisor receive notice that a child care worker has been approved after their referral is complete?
Once referred and moved through the waitlist, the eligibility office will contact employees who are required to provide additional documentation. If they complete this process and are approved, program administrators/supervisors will see the completed vouchers in the system. It is important employees make themselves available to receive important information from the eligibility office through this process.
- Does this change apply only to full-time employees?
No. It applies to employees at a licensed or regulated child care program who meet the new income threshold.
- Does this change apply to anyone who works at a child care program, including cooks or bus drivers, or just to educators?
Yes. It applies to employees at a licensed or regulated child care program who meet the new income threshold.
- If a child care worker is already on CCDF, do they need to be referred through this new process?
No, if a child care worker is already on CCDF, they do not need to be referred through this process. This process simply expands CCDF eligibility to more child care workers. The referral process should be followed for potentially newly eligible employees who would like to receive CCDF.
- Can employees currently using CCDF but with high co-pays be referred through this process?
No, employees currently using CCDF with a high co-pay cannot be referred through this process. This process is meant to expand CCDF to child care employees who make 85% SMI or below, but who were not previously eligible for CCDF. Anyone over 100% FPL will have a co-pay.
- What happens if an employee receives CCDF through this process, but then leaves their place of employment?
Once approved and using CCDF, a child care employee’s CCDF vouchers are connected to them as an employee, and not to their employer. Should an employee receiving CCDF leaves one child care employer to work for another, their CCDF vouchers will remain in place.
Reduced Minimum Ages for Caregivers in Licensed Child Care Centers
As of July 1, 2024, Senate Enrolled Act 2 introduces new staffing rules for licensed child care centers, expanding opportunities for younger caregivers while ensuring safety and quality in child care programs. Key changes include:
- 18-Year-Old Caregivers: These individuals can now serve as lead teachers in all classrooms, including those caring for infants and toddlers.
- 16- and 17-Year-Old Caregivers: These caregivers may now be included in child-to-staff ratios and can work as child caregivers for school-age children (ages 5–15). However, they must always be supervised by a lead caregiver over the age of 18.
Supervision Requirements
- A lead caregiver (age 18 or older) must supervise 16 and 17-year-old caregivers at all times when they are responsible for school-age children.
- Supervision requires that the lead caregiver is always present and available to oversee the younger caregiver’s interactions and activities with children. At no time should a 16 or 17-year-old caregiver be left alone with a child.
These changes aim to address workforce needs while maintaining safe, supportive environments for children. Child care centers are encouraged to review the updated guidelines carefully and ensure compliance to uphold quality care standards.
Resources
- Young Caregivers One-Pager
- Sample Training Plan for Newly Eligible Caregivers
- Family Communication Toolkit
- Family FAQs
Frequently Asked Questions: Reduced Minimum Ages for Caregivers in Licensed Child Care Centers
- What changes have been made to caregiver age requirements?
Senate Enrolled Act 2 (2024) brought rule changes for licensed child care centers that allow for the following as of July 1, 2024:
- 18-year-old caregivers may now serve as lead teachers of all classrooms, including those with infants and toddlers.
- 16 and 17-year-old caregivers may be included in child and staff ratios and act as child caregivers of school-age children (ages 5-15), though 16- and 17-year-old caregivers must always be with a lead caregiver over the age of 18.
The lead caregiver working with a 16-and 17-year-old caregiver must supervise the employee at all times during which the employee is in ratio with school-age children. This means that the 16 and 17-year-old caregiver is never left alone with a child and that a lead teacher over the age of 18 must meet supervision standards.
- Who is considered a lead caregiver under the law?
As used in this rule, “lead caregiver” means a person who is responsible for the direct care, protection, and supervision of children in a child care facility. The caregiver supervises assistants, student assistants, and volunteer caregivers.
- What providers are impacted by this change to the law?
This rule update only applies to licensed child care centers. Other program auspices such as homes, ministries and Legally Licensed Exempt Programs (LLEPs) approved to receive funds from Child Care and Development Fund (CCDF) were already able to hire 16- and 17-year-olds per Indiana child care regulations.
- How will this change impact providers whose national accreditation requires lead teachers to be at least 21 and assistants to be at least 18 years old?
Providers are not required to hire or promote any caregivers that meet the new minimum age requirements, and if a particular accreditation requires them not to hire younger caregivers in order to maintain that status they may choose not to do so. This change in the law is meant to increase the size of the available workforce for early childhood learning providers in Indiana, but all hiring and promotion decisions are at the discretion of each provider.
- If we are a school with accreditation, will we still need to go through PTQ Level 3 re-certification?
Public and charter schools may participate in On My Way Pre-K and receive a pre-K voucher regardless of Paths to QUALITY™ (PTQ) status or level. Public and charter schools must comply with CCDF provider eligibility standards and will have the option to apply to be either a Legally Licensed Exempt (LLEP) or a licensed center facility.
- Are minimum age requirements changing for staff teaching 3-5-year-olds?
No. The minimum age requirements for educators teaching 3-5-year-olds remains the same as it was before this law to effect. All staff members in classrooms with 3-5 year-olds must be at least 18 years old.
- Can 16 and 17-year-old caregivers count towards staffing ratios in an infant or toddler room?
No. 16 and 17-year olds can only count towards minimum staffing ratios school-age children. Any caregiver in an infant or toddler room at a licensed facility must be at least 18 years of age.
- What ages fall under ‘school-age’ in this change?
OECOSL defines school-age children as between 5 and 15 years of age. This means that 16 and 17-year-old caregivers may now count toward staffing ratios in rooms with children between the ages of 5 and 15.
- How many more potential early child care and education workers will be eligible due to this change?
We estimate that this change to Indiana law will bring about 800 new caregivers into licensed child care facilities across the state. More than half of Indiana residents live in a "child care desert," or a census tract where children outnumber licensed child care slots by at least three to one. Bringing hundreds of new caregivers into the workforce will create more capacity and help providers better balance resources within their organizations.
- When did licensed child care centers begin hiring these age groups?
Licensed child care centers were allowed to hire newly eligible caregivers beginning on July 1, 2024. Because this law is still relatively new, many providers have not yet had an opportunity to hire or promote caregivers in these age groups, but all licensed centers are now legally able to do so.
- What do early child care programs need to understand or prepare for when hiring younger caregivers within their programs?
As with any hiring decision, providers will need to consider the unique training and resources needed to support younger caregivers in being successful in early child care roles. Younger caregivers will likely have less experience and training in caring for young children, thus will benefit from more training, coaching and support opportunities. This might include expanded orientation and training, mentoring or coaching programs, regular feedback opportunities or other standardized supports. OECOSL has developed an orientation training checklist for providers to use in preparing a young caregiver for an expanded role.
- Should programs inform families of this change?
Yes. It is a best practice for programs that hire younger caregivers to notify parents of the change and are encouraged to offer information about related training provided to help reassure families.
- What resources are available to support programs in communicating this change to families?
OECOSL has developed a communication toolkit to assist programs in communicating this change with family audiences. Programs are encouraged to personalize communications.
Frequently Asked Questions: Additional Legislative Changes
Frequently asked questions have been provided below related to each additional legislative change.
Streamline Options for K-12 Schools to Participate in On My Way Pre-K
- What does the change include?
Senate Enrolled Act 2 extends provider eligibility to public schools, including charter schools, regardless of PTQ level, to provide qualified early child education services, allowing them to participate in On My Way Pre-K and receive a pre-kindergarten voucher.
- Who is impacted by this change?
Public schools and charter schools that are accredited to provide early child care and seek to participate in the On My Way Pre-K program.
- When does the change take effect?
July 1, 2024.
- If we are a school with accreditation, will we still need to go through PTQ Level 3 re-certification?
Public/charter schools may participate in OMWPK and receive a pre-K voucher regardless of Paths to QUALITY™ (PTQ) status or level. Public/charter schools must comply with CCDF provider eligibility standards and will have the option to apply to be either a Legally Licensed Exempt (LLEP) or a Licensed Center facility.
Increase number of unrelated children allowed in unregulated homes, with limits on non-related infants.
- What does the change include?
House Enrolled Act 1102 provides that a family child care home does not have to be regulated if the provider:
- Does not receive regular compensation for child care or
- Provide care for less than 6 hours/day and no more than 30 hours per week and
- Provides care to fewer than 8 children, not including any children who are a relative of the provider, under the custody or guardianship of the provider, or are at least 14 years old and limits the number of children under 12 months of age that may be provided care in an unlicensed child care home.
- Who is impacted by this change?
Family child care homes supporting fewer than 8 children who are under the age of 14 and are not related or in the care of the provider.
- When does the change take effect?
July 1, 2024.
Allow a family child care home to become licensed when caring for children for at least 6 hours/day.
- What does the change mean?
House Enrolled Act 1102 revises the definition of child care home to allow providers to serve more children (with restrictions on the number of infants) for more hours without requiring a license. Under the revised definition a child care provider that serves no more than 7 unrelated children with 3 or fewer infants in a residential setting may operate without a license if:
- They do not receive regular compensation; or
- They provide care for less than 6 hours/day and less than 30 hours/week.
- When does the change take effect?
OEOCSL is currently working on discovery and an implementation plan and will share more later in the year.
Allow contracted support employees at a school to access child care at that school.
- What does this change include?
House Enrolled Act 1102 permits contracted employees at public or private schools the ability to access child care programs on school property.
- Who is impacted by this change?
Contracted employees looking for access to affordable, quality child care.
- When does the change take effect?
July 1, 2024.
Allow Qualified Individuals to Serve as ECE Substitute Teachers
- What does this change include?
Senate Enrolled Act 2 requires rule changes to define a substitute educator as a caregiver type across all categories of regulated child care providers.
- Who is impacted by this change?
All licensed and regulated providers.
- When will this change take effect?
July 1, 2024.
- Do substitute educators need to be qualified at a specific center prior to working at it?
This change is creating a process to allow substitute teachers to work in the early child care field. It is up to the provider to determine if substitutes should abide by any additional qualifications they have in place for their staff and substitute workforce?
Broader Legislative Changes that will Stand to Impact the Field Long-term
New Micro-Facility Pilot Program
- What does the change include?
The micro facility pilot program establishes a new category of licensed providers that provides child care for 3 – 30 children for at least 4 hours/day. The state will work to develop a regulatory model for these new micro-facilities that incorporate waivers or variances from rules and provides goals that consider increasing the availability of child care, particularly in geographic areas facing a critical shortage of child care and ensuring the health and safety of the children served by micro-facilities. At least three providers will be selected to operate micro-facilities under this pilot program.
- What does the micro facility pilot program seek to accomplish?
The micro-facility pilot seeks to address the critical shortage of child care in areas of the state.
- Who will be impacted by this change?
New or existing providers that seek to operate a micro- facility and have previously faced regulatory barriers to operating such a facility. Families in areas facing the critical shortage of child care also stand to be impacted by being afforded better access to care.
- When will this change be implemented?
The state will develop a regulatory model for the micro facility pilot program by 2025.
- Where can I learn more about this effort?
OECOSL will share more about this effort in future town hall events and other provider and community partner channels.
Statewide Compensation Study and Dashboard
- Why did the governor direct the Early Learning Advisory Committee (ELAC) to study early childhood educators’ and out-of-school time employees’ compensation and accelerate the delivery of and action on rulemaking?
The study aims to deepen the state’s understanding of the current state of Indiana’s early child care workforce and provide insight into ways it can be strengthened to better support Hoosier families and communities.
- Where can I learn more about this effort?
Interested individuals can follow this work by attending public ELAC meetings. Visit the ELAC webpage to learn more about upcoming meetings.
- When will the new dashboard be live and accessible to the public?
Legislation requires the new dashboard be accessible by September 30, 2024.
New Child Care Subsidy Reporting Requirements for State Agencies
- What does this change include?
The state will publish a dashboard providing the following:
- The number of child care subsidies available.
- The average copayment required under each available subsidy.
- The number of children on a wait list for each available subsidy.
- Other key indicators, as determined by the office of the secretary, of the effectiveness of the available child care subsidies in each Indiana county
- What does this change seek to do?
The new reporting requirements seek to create added information and transparency to support state leaders and legislators in making important decisions regarding state-sponsored child care assistance programs.
- When will the new public-facing dashboard be published?
Legislation requires the dashboard be published by September 30, 2024.
- Will providers be required to report new or additional information to the state related to this change?
Find Support
Email providerinquiry@fssa.in.gov with any questions that are not addressed in the FAQs. FAQs on this page will continue to be updated as OECOSL receives additional questions.