Succession Planning Helps Avoid Scramble to Find New ECE Leader

Julie Harris

URJ Liaison to the ECE-RJ and

Manager, Congregational Services and Special Projects

Union for Reform Judaism

In recent years, many early childhood education (ECE) directors have been retiring early or leaving the field entirely, creating a growing challenge for congregations. As these directors step down, temples often find themselves scrambling to identify qualified replacements. The situation is further complicated by the national crisis in early childhood education, where centers struggle to recruit and retain staff due to low compensation, minimal benefits, and the high demands of the job.

The role of the ECE director is a critical one in the life of a congregation. Not only do directors engage with young families, but the ECE program often contributes significantly to the overall budget of the congregation. In some cases, it is the largest revenue stream. The director is ultimately responsible for the well-being and safety of children, teachers, and families, as well as ensuring that the center meets state licensing requirements. With such high levels of responsibility, finding a qualified replacement is no simple task.

Given the current challenges, succession planning should be a vital part of every congregation’s long-term strategy. Succession planning helps ensure that when a director leaves there is no scramble to fill the role, thus leading to a smoother transition and continued stability for the center.

Key strategies for effective succession planning include:

1. Cultivating a pipeline of talent – Congregations should focus on developing current staff members for leadership roles by offering dedicated mentoring and leadership coaching. This not only prepares internal candidates, but also fosters a sense of loyalty and commitment within the team. By providing growth opportunities, the congregation ensures that potential leaders are ready when needed. Offering membership with Early Childhood Educators of Reform Judaism (ECE-RJ) provides access to FREE professional development through webinars and conferences, as well as access to the Reform Pension Board retirement plan.
2. Investing in the early childhood center – Valuing the teachers within the center is essential. Offering competitive wages and benefits is critical to retaining quality staff, reducing turnover, and ensuring the long-term health of the program. The compensation package should reflect the high level of responsibility in early childhood education and show that staff are valued and supported. The congregation should provide membership in Early Childhood Educators of Reform Judaism (ECE-RJ) and a budget line for professional development.

1. Making succession planning an integral part of leadership roles – Succession planning should be explicitly included in the job descriptions of both the Executive Director and Early Childhood Center Director. This ensures that the responsibility for leadership transition is clearly understood and not left to chance. This makes the process more organized and intentional.

Best hiring practices for an early childhood director include seeking candidates with a blend of educational qualifications, experience in managing early childhood programs, and a deep understanding of the unique needs of both children and their families. It is also essential that candidates be prepared to manage budgets and staffing needs while fostering a positive, safe, and inclusive environment for all involved.

While the process of succession planning may seem long and labor intensive, it is vital to ensuring the future success and longevity of the ECE program. By proactively investing in talent development, teacher retention, and strategic leadership planning, congregations can navigate leadership transitions with ease - ultimately strengthening the congregation and securing the stability of the program for years to come.