An early childhood apprenticeship is an arrangement between an employer (the licensed child care center) and an employee that allows the worker to gain direct experience in working with children through supervised on-the-job learning. This is in conjunction with the completion of required coursework and/or training. At the end of the apprenticeship, the employee may earn a recognized credential or certificate. The NJ ECE Apprenticeship Program is registered with the U.S. Department of Labor.

In 2026, NJ has committed to supporting up to 25 licensed child care centers to employ up to a total of 25 full-time apprentices across the state. The financial award for participation in the pilot is $15,000, per apprentice. This is to support the apprentice, the mentor and other associated costs of the employer site. Additionally, the apprentices’ educational requirements will be supported through the NJ Scholarship Program as they pursue their CDA. It is estimated that most apprentices will complete the requirements of the program within 12-18 months.

Workforce strategies like apprenticeship enable employers to develop and train their future workforce while offering career seekers affordable paths to obtain and secure quality jobs. Additionally, apprenticeship programs support the current need to strengthen the early childhood workforce, address workforce shortages and support an increase in recruiting and retaining a highly skilled workforce. DFD and DOL recognize the value of apprenticeship and the impact it can have across our state.

Employers benefit by:

• Recruiting and developing a diverse and inclusive skilled workforce
• Expanding opportunities within the early child care industry
• Reducing turnover, promoting loyalty and increasing retention
• Adopting standardized, industry-vetted training
• Improving productivity and profitability

Apprentices benefit by:

• Earning wages as they learn
• Potentially obtaining college credit
• Gaining career pathway and advancement opportunities
• Learning relevant workplace skills
• Preparing for their Child Development Associate (CDA) certification

• are licensed and in good standing with the NJ Department of Children and Families (DCF), Office of Licensing (OOL);
• are in good standing with DOL and have no outstanding obligations to the Wage/Hour Division or employer accounts;
• meet one of the following criteria:
  1. are a federally funded Head Start or Early Head Start program; OR
  2. are currently participating in both the New Jersey Child Care Assistance Program (CCAP) and Grow NJ Kids.

• are licensed to serve and currently serve children 0-2.5 years old;
• meet federal Child Care Development Block Grant (CCDBG) health and safety, child development, mandated reporting and first aid/CPR training requirements;
• are able to identify a qualified mentor, currently employed full-time by the center that will support the on-the-job training and coaching of the apprentice;
• can identify or hire a qualified apprentice within 90 days of award notice. Apprentices may be newly hired or current entry-level employees looking to earn their Infant/Toddler CDA; and
• attended an informational session.

Applications will only be accessible to programs that submitted an interest form via NJCCIS and attended an informational session. Interest forms must be completed by March 20, 2026.

Programs that meet the criteria above will be given access to the grant application on March 30, 2026.
 
To access the application:

1. Log into your NJCCIS account 

2. Access your Facility page by going to Provider--> My Providers

3. Under Child Care Center Wizards, there will be a quicklink titled "NJ Early Childhood Apprenticeship Program Application"

​Applications are due no later than Friday, April 28, 2026.

Please note that only staff with the position of Director and/or Owner will be able to view and complete the application.
 
All providers will be notified of their award (approval or denial) on or around June 1, 2026.
 
Required Additional Information:
Tax Clearance Certificate - must be uploaded to the NJCCIS file cabinet folder titled “Other” no later than April 28, 2026
As part of the application process, upon submission of the application, programs MUST upload a copy of their Business Tax Clearance Certification to the File Cabinet “OTHER” folder within NJCCIS. Certificates must be uploaded by April 28, 2026. Applications received without this certificate will be denied. Public law 2007, C.101 requires that as a precondition to the award a business assistance or incentive or as a component of the application for business assistance or incentive, a person or business seeking a grant, loan, loan guarantee, or other monetary or financial benefit from a department or agency of State government shall obtain a Tax Clearance Certificate from the director of the New Jersey Division of Taxation prior to the issuance of the grant. New Jersey treasury tax clearance certificate must be current within 90 days of application submittal. Click on the following link NJ Division of Taxation - Business Tax Clearance Certification Required for Receiving State Grants, Incentives to access the application for tax clearance form.
 
W-9 Form - must be uploaded to the NJCCIS file cabinet folder titled “W-9” no later than April 28, 2026
A completed Department of Treasury IRS W-9 form must be on file within NJCCIS. Failure to complete this step can delay or forfeit a grant award. W-9 Forms must also be uploaded to the NJCCIS File Cabinet in the file listed as “W-9 Form”.
 
For additional information and questions, please contact [email protected].

1. Program Overview and Participation

Q: Is there a cap on the number of apprentices accepted?
A: Yes, centers may request up to 3 apprentices per center. There are 25 total apprentices accepted into this cohort.

Q: How many apprentices are we allowed to have?
A: Programs may apply for grant support for up to 3 apprentices.
 
Q: I have several locations.  Will I be eligible for up to 3 apprentices at each location?
A: Yes, if you have multiple locations, each application is for your physical address and associated with your licensed program. Therefore, each program can apply for up to 3 apprentices.
 
Q: If we are in the process with Grow NJ Kids and not yet rated, are we going to be passed over?
A: No. You just need to be participating.   
 
 Q: If programs follow a school district calendar, are they still eligible?
A: Yes, our team will work with you to establish program start dates.
 
Q: Can we hire the apprentice now?
A: Yes.

2. Apprentice Eligiblity and Requirements

Q: What are the qualifications to become an apprentice?  
A:  Apprentice qualifications are as follows:

Apprentice I – The applicant is new to the field of Early Childhood Education and does not currently have a Child Development Associate (CDA) credential or relevant educational experience. They are a new employee at a participating employer site and have been cleared to work in a licensed program.

Apprentice II – The applicant is a current entry-level Early Childhood Education professional interested in upskilling by earning a Child Development Associate (CDA) credential; and the applicant is employed at a participating employer site.
The minimum qualifications are:

• Applicant must be at least 18 years of age;

• Applicant must have a high school diploma or GED; and

• Applicant must be employed full-time by a participating employer site in an infant and/or toddler classroom.

Newly hired candidates must successfully complete a minimum 90-day probationary period and complete all required NJ Office of Licensing (OOL) and Childcare Development Block Grant (CCDBG) training requirements prior to approval.

Q: Can a teacher who has been employed by the company for some years be eligible to be an apprentice?
A: If the teacher meets the eligibility criteria for apprentices and can benefit from participating in the apprenticeship (e.g., earning the CDA infant-toddler credential, structured on-the-job training in an infant-toddler classroom, etc.), then yes.

Q: Can a staff member already working in my program be a part of this program?
A: Yes, there are two types of apprentices which were reviewed in the interest meeting.
 
Q: If the teacher is a “lead” at this time but does not have a CDA or degree (highest level is high school) can they be considered for the apprenticeship program?
A:  No, they would not meet the minimum qualifications for the Mentor role.

Q: Can the apprentice already have a CDA?
A: Yes. They can have an Infant Toddler CDA. The apprentice will work closely with PCG/NJ Workforce Registry to help determine how required Technical Instruction credit will be applied.
 
Q: Can an apprentice that we recommend be someone who has already started their CDA or do they have to be someone who starts and ends while in the program?
A: It is possible so long as they are working toward their infant toddler CDA.

Q: What if a staff person is currently working on their CDA but for preschool, can they be in the apprentice program?
A: Not at this time. Apprentices must be enrolled in the infant/toddler CDA course.

Q: Can you use this program for staff currently enrolled in a CDA program?
A: Yes, however, the staff member would need to be enrolled in the infant-toddler CDA program. Our team will work with your apprentice to apply any completed CDA coursework and credits, as allowable, toward the apprenticeship accordingly.
 
Q: Can the apprentice work with various age groups?
A: Apprentices must be working full time in an infant and/or toddler classroom serving children between 0-2.5.
 
Q: How many hours does the employee have to work weekly in order to be considered full-time? Does it have to be 40 hours or is 30 hours acceptable?
A: The program does not specify a minimum number of weekly hours. The requirement is that apprentices complete a total of 2,000 on the job training hours, which we anticipate taking approximately 12-18 months on average. An apprentice working fewer than 40 hours per week would still meet the requirement, it would simply take longer to accumulate the full 2,000 hours.
 
Q: Can a director take the CDA and be the apprentice?
A: No.
 

3. Apprentice Recruitment & Hiring

Q: Is it our responsibility to identify or find an apprentice?
A: It will be the responsibility of the Employer to identify and hire the apprentice candidate(s).

Awarded employer sites that need assistance with recruitment/hiring will be supported by PCG/NJ Workforce Registry and will be connected to a liaison at your local One-Stop to receive referrals for individuals interested in pursuing a career in early childhood education with an emphasis in Infant Toddler care.
 
Q: If we don’t have any possible CDA candidates for the program, is there a pool of interested candidates we can contact?
A: There is not a pool of candidates. For the approved employer programs, PCG will work closely with you to help you identify candidates. You will also be connected with your local one-stop career center liaison to help you identify individuals who are interested in starting a new career path.
 
Q: We have had difficulty bringing on new staff, are there any courses for referring applicants to our program?
A: Yes, we can provide resources and support when programs have difficulty finding possible candidates.
 
Q: How do we communicate to you that we would like to receive the resources to find applicants (staff)?
A: Please contact the NJ Workforce Registry at [email protected].
 
Q: Will we have time to identify an apprentice if we are applying for an Apprentice I slot?
A: Yes, programs will have 90 days from notice of award acceptance to identify an apprentice candidate.

Q: I have 3 centers and I was able to enter the interest form for only one of our locations. How can I submit for the other 2 centers?
A: Interest forms are available based on program eligibility including license type. If you are licensed 0-2.5 the interest form will appear. If your program is licensed to serve this age range please reach out to the NJWorkforce Registry at 877-522-1050 or by email at [email protected].
 

4. CDA & Scholarship Information

Q: Where are the CDA courses taught/by which agency?
A: There are many CDA Training agencies, providers, and institutes within NJ. We will provide a list of training agencies that currently have agreements in place with the NJ Workforce Registry and accept the NJ ECE scholarship. Apprentices must select an agency that currently has an active agreement with the NJ Workforce Registry.  Most of our current agencies offer virtual classes, and they are all over the state, including community colleges.

Q: What CDA Credential can an apprentice enroll in?
A: Apprentices must pursue an Infant Toddler Child-Development Associate (CDA) Credential.

Q: How do apprentices qualify for the scholarship?
A: Apprentices will select a CDA infant/toddler training program from an approved list we provide. These providers have active agreements with the NJWorkforce Registry and accept the NJ ECE Scholarships. The apprentice will complete the CDA Training Scholarship application through NJCCIS. Out team will guide both employers and apprentices through the process at that time.

Q: Will this be a scholarship via NJCCIS again? Also, if they already applied for a scholarship, will they be able to do it again (e.g., if they started a CDA but never finished it)?
A: Yes, apprentices will be required to apply for the NJ Scholarship to support the CDA expenses. We would need to review the individuals records to determine if the person would qualify for an additional scholarship if they previously did not complete the program.

Q: What is the typical cost of the CDA course through an approved program?
A: The typical cost of a CDA program is $1500.00. The assessment (testing) is $525.00. Both are paid through the scholarship program on NJCCIS.

Q: Can you provide a work description of the apprenticeship for us to post?
A: We do not have a specific job description; you can use your standard ECE teacher job description as a base and tailor it to fit the Apprentice role. The minimum qualifications are:

• Applicant must be at least 18 years of age;

• Applicant must have a high school diploma or GED; and

• Applicant must be employed full-time by a participating employer site in an infant and/or toddler classroom.

5. Mentor Requirements & Role

Q: What are the requirements to become a mentor?
A:  The Mentor education and experience minimum requirements are as follows. The Mentor must:

• Possess an Associates or Bachelor of Arts in Early Childhood Education, Child Development, Human Services, or related field from an accredited post-secondary institution; and

• Have a minimum of 2 years’ experience in an infant/toddler classroom.

 -OR-

• Possess a valid and current Child Development Associate (CDA); CCP; New Jersey Infant/Toddler Credential; New Jersey Family Development Credential; US Department of Labor Child Development Specialist; or NJ Office of Licensing (OOL) Group Teacher approval; and

• Have a minimum of 3 years’ experience in an infant/toddler classroom.

Q: Can a director be a mentor?
A: Yes, if they meet the minimum qualification for the role. Director’s intending to be a mentor must consider that a significant amount of their time will be needed in the classroom to observe, guide, model, and provide constructive feedback to the apprentice. Directors must consider how this can be done while also staying in compliance with any OOL regulations of the Director position. All mentors, regardless of position at their center, are required to participate in 40 hours of foundational mentor training and be in compliance with OOL regulations.  It is a 1:1 ratio. So, a director may only mentor one apprentice.

Q: Can 1 Mentor- mentor up to 3 apprentices?
A: No, each apprentice must have their own mentor.  The Mentor to apprentice ratio is 1:1.

Q: Does the mentor need to work in the same classroom as the apprentice or can the mentor hold the role of Head Teacher within the center?
A: Ideally, the Mentor would work in the classroom alongside the apprentice each day, however, we are aware that this is not always possible. Any employee meeting the minimum mentor qualifications may be identified as the Mentor, but those intending to be a Mentor must consider that a significant amount of their time will be needed in the classroom to observe, guide, model, and provide constructive feedback to the apprentice. Programs must consider how this can be done while also staying in compliance with any OOL regulations. All mentors, regardless of position at their center, are required to participate in approximately 40 hours of foundational mentor training to prepare for the role.

Q: Can a mentor have a BA in History Education K-12?
A: Yes, so long as they have had a minimum of 2 years’ experience working in an infant and toddler classroom as a teacher.

Q: Does an individual who has their CDA in Preschool qualify as the Mentor?
A: Yes, so long as meet the experience requirement.
 
Q: How many hours of coaching is required for the mentor?
A: All mentors are required to complete approximately 40 hours of foundational mentor training to prepare for the role. This training is provided through our program partner, the New Jersey Early Childhood Leadership Institute (ECLI), and includes group learning sessions and monthly coaching sessions throughout the program.

Q: If they are a mentor, we would also need to replace them in the classroom if they are currently employed- is that correct?
A: Ideally, both apprentice and mentor would be working together in the classroom. If not, grant funds may be utilized for substitute support during mentor/apprentice training.

Q: Our program is part of the apprenticeship program now. Can we use the same mentor for the second pilot program?
Yes, so long as the mentor continues to meet the eligibility requirements to serve as a mentor and remains in good standing with the employer.
 

6. Compensation, Wages & Use of Funds

Q: What pay rate do we have to provide the apprentice?
A: At the time of hire, the apprentice must receive minimum wage or higher with the requirement that the apprentice(s) receive a 3% increase upon completion of the program. All employer sites will be required to provide a salary scale.  

Q: What is the starting salary expected to be for the apprentice?
A: There is not a minimum salary requirement (beyond minimum wage standards). The employer sets the apprentice’s wage according to the organization’s established HR policies and procedures as you would with any other employee.  The only requirement is that apprentices will earn a 3% wage increase upon program completion.

Q: The payment breakdown to apprentice and mentor is on top of what we pay them per hour or salary biweekly?
A: Funding provided in this grant designated for the apprentice may be used to supplement the apprentice’s current salary and/or be used to support the minimum 3% wage increase upon completion of the program requirements. If funds are used solely to supplement the apprentice’s regular salary throughout the grant, the employer is still responsible for providing a minimum 3% salary increase upon completion of program requirements.

Q: Is there a state-mandated salary increase for the mentor?
A: No. The minimum 3% wage increase upon program completion applies to the apprentice only, not the mentor. Mentor compensation is an allowable use of grant funds at the employer’s discretion, but there is no mandated salary increase specifically tied to the mentor role.

Q: Can all funds be used for salary?
A: Grant funds are intended to support the costs associated with the apprenticeship program, including wages, according to the chart below:

  

Q: Can you also use the grant toward increasing the mentor’s wage for the time period that they are mentoring?
A: Yes, mentor compensation is an allowable expense capped at $3,000.

Q: Does the $15,000 grant include payroll taxes?
A: Payroll taxes may be accounted for under any expense category intended for “compensation.” Please consult with a tax professional for tax related questions.

Q: If my school has a union and set salaries for assistants and teachers, does this pose a potential conflict for the pay structure of the apprenticeship?
A: Having a union and a set salary schedule does not automatically create a conflict with apprenticeship participation, as employers continue to set wages in accordance with their collective bargaining agreement (CBA). Our standards require a minimum 3% wage increase, which in unionized settings may be met through existing step increases, education differentials, or promotional movement outlined in the CBA. We encourage employers to review their agreement and coordinate with union leadership to ensure apprenticeship completion is recognized within the established wage structure.
 

7. Program Requirements & Expectations

Q: Is there a timeline for when the 2,000 hours of On-the-Job Training (OJT) needs to be completed by the apprentice?  
A:  The timeline for completion is based on how many hours the apprentice works per week. On average, we expect approximately 12-18 months for timeline completion.

Q: Can apprentices start at any point during the year?
A: You must identify your apprentices within 90 days of your grant award.

Q: When can I get the application form?
A: The grant application is availbale in NJCCIS. It is located in the Child Care Wizard.

Q: What would be the selection criteria since only 25 apprenctives are approved in total?
A: All applications will be reviewed to first determine if the employer meets ALL required elements of the program including:

• Program has submitted a valid NJ Division of Taxation Tax Clearance Certificate and uploaded it to the NJCCIS File Cabinet-other.

• Program is in good standing with the NJ OOL and has minimal outstanding licensing violations – verified through the NJ Childcare Explorer website through OOL.

• Program completed and submitted the Apprenticeship Interest Form by 3/20/2026– verified in NJCCIS.

• Program attended an informational session – attendance has been tracked by PCG.

• Program is licensed to serve and currently serving children 0-2.5 years old – verified in NJCCIS.

• Program meets Federal Child Care and Development Block Grant (CCDBG) health and safety requirements – verified in NJCCIS.

• Has identified a qualified mentor – this will be verified by reviewing the NJCCIS Professional Profile/Educational Experience and Work Experience. Programs and potential mentors should ensure their NJCCIS profiles are up to date.

• Meets at least one of the following criteria: Participating in a Head Start/Early Head Start program or the Child Care Assistance Program (CCAP) and Grow NJ Kids.

• Program is in good standing with DOL and has no outstanding obligations to the Wage/Hour Division or employer accounts – verified by NJ DOL.

Applicants that do not meet all of the requirements above will be not be considered eligible. Programs that do meet all the required elements will then have their applications scored using an approved scoring rubric by 2 independent grant reviewers.

Programs can score up to 71 points. The rubric will consider the following areas:

• Application completed, in full, with all required information completed by 4/28/2026 – 10pts

• Program Director has previously or is currently participating in the Holistic Exploration of Awareness, Restoration and Trust (HEART) leadership program – 10pts

• Mentor Qualifications – Associates or higher degree with 5+ years’ experience (5pts)

• Returning Employer in Good Standing with the Apprenticeship Program (10 Pts)

• Program participates in Head Start/Early Head Start – 10pts

• Program is Enrolled in Grow NJ Kids – 10pts

  • Level 2 Participating in Grow NJ Kids (transitioned to TA Center and completed a QIP) – additional 3pts

  • Grow NJ Kids 3 Star Rated Program – additional 5pts

  • Grow NJ Kids 4 Star Rated Program – additional 7pts

  • Grow NJ Kids 5 Star Rated Program – additional 10pts

• Open Ended Question will receive up to 6pts dependent on level of detail and description provided.

Programs meeting all requirements and with the highest scores will be selected for the grant.

Q: I know we are told we will be notified on June 1, 2026, however, this can impact retention or enrollment. Is there a way to know any earlier than that?
A: No.
 

8.  Program Changes, Retention & Completion

Q: What happens if the apprentice leaves the program?
A: The Sponsor Organization, PCG, will work with the awarded employer site to help identify another apprentice candidate. If the employer is unable to identify or support a new apprentice, the employer will be removed from the program and unspent funds must be returned to DFD. The apprentice candidate would be expected to continue with their obligations of completing their education program under the NJ Scholarship Program if they are able to do so.

Q: Is retention of funds contingent on the apprentice completing the CDA program?
A: If an apprentice leaves the program, we will work with the employer to identify a replacement candidate. If the employer is unable to identify or support the new apprentice, the employer will be removed from the program and unspent funds must be returned to DFD.

Q: What happens if an employee in the program leaves before the 12 months are completed due to a move or something else?
A: It is looked at on a case-by-case basis. Depending on when the person leaves, you may be able to enroll a new apprentice.

Q: Once they complete the apprenticeship, do the employees need to stay with us? Is there a contract for them?
A: It is expected that apprentices will remain employed with your organization following the completion of the apprenticeship program. Apprentices are employees of the organization and are expected to be retained as such so long as their employment is in good standing.

Q: After the program ends, can we fire the apprentice for long term?
A: The apprentice is your employee and is expected to remain your employee after the apprenticeship ends. However, if there are performance or disciplinary issues, you would implement the same disciplinary measures (following company policies and procedures) as you would any other employee.
 

9.  Language & Accessibility

Q: Are apprentices required to be fluent in English to attend monthly meetings?
A: No. Our team will work with you to determine the best means of communication for apprentices whose native language is not in English.

Q: Are ECLI coaching and training supports available in Spanish?
A: Yes. We recognize the importance of language access and will work on an individual basis to provide appropriate accommodations for Spanish-speaking apprentices and/or mentors, as needed.
 

10. Training & Administrative Details

Q: Will the Interest Webinar presentation slides be shared with us?
A: You can download the presentation here Apprenticeship - Child Care In New Jersey

Q: Will a recording of the Interest Webinar be shared?
A: No, all information presented can be acquired by reviewing the presentation slides and this FAQ.

 Q: Do we need to sign in to the Interest Webinar for credit?
A: No. Attendance of all participants during the webinar is automatically logged once participants join the webinar session.  

Q: Do I get a certificate for attending the Interest Webinar?
A: Yes, enter your attendance in NJCCIS. Your certificate will be in your professional development.