Comprehensive System of Personnel Development

What Is A CSPD?

A Comprehensive System of Personnel Development (CSPD) is a system designed to address the challenges faced in the Early Childhood (EC) workforce, including:

  • Shortages of personnel
  • Lack of training at both the pre-service and in-service levels
  • Discrepancies with state adherence to national competencies and standards
  • Challenges faced by EC personnel due to the diversity of needs of young children served
  • Inequities of preparation and compensation among those providing services

An effective system must:

  • Coordinate & address state needs for quantity and quality of EC personnel and their degree of support required
  • Acknowledge the coordination between pre- and in-service personnel development (PD) to ensure consistency of practice
  • Stay informed by ongoing evaluation via multiple sources (stakeholder, consumers, etc.) and monitor the results and capacity to implement child and program quality standards

Why Do We Need It?

  • A CSPD is the primary mechanism by which a state ensures that infants, toddlers, and young children with disabilities and their families are provided services by knowledgeable, skilled, competent, and highly qualified personnel, and that sufficient numbers of these personnel are available in the state to meet service needs.
  • An effective CSPD is key to promoting both effective practices and the implementation of legal requirements as determined by the Individuals with Disabilities Education Act (IDEA).
  • The CSPD is a statutory requirement for Part C. Although no longer a mandate for Part B, we continue to use the terminology because a CSPD has a lengthy and prominent history in the Individuals with Disabilities Education Act.

The CSPD Framework:

Recruitment & Retention
Strategies to attract and maintain a quality workforce in early childhood intervention

Leadership, Coordination & Sustainability

Mechanisms to insure a CSPD maintains itself over time

Personnel Standards
State and/ or national certification or licensure requirements for all personnel who provide early childhood intervention

Inservice Training
Ongoing job-related learning for personnel who provide early childhood intervention

Pre-Service Training
Learning experiences provided to early childhood intervention personnel prior to completing a degree or certificate

Evaluation
Progress monitoring of all CSPD activities

 
As displayed above, each state will work through the six subcomponents listed in developing their CSPD. Our framework design also assigns quality indicators to each subcomponent of the system that each state must accomplish. This ensures the main component (the development of an integrated CSPD) is being addressed successfully at every level. The following chart outlines the CSPD subcomponents and their quality indicators:

A CSPD Has Six Subcomponents:

Recruitment & Retention
Q1: Comprehensive recruitment and retention strategies are based on multiple data sources, and revised as necessary.
Q2: Comprehensive recruitment and retention strategies are being implemented across disciplines.
Personnel Standards
Q1: State personnel standards across disciplines are aligned to national professional organization personnel standards.
Q2: The criteria for state certification, licensure, credentialing and/or endorsement are aligned to state personnel standards and national professional organization personnel standards across disciplines.
Pre-Service Training
Q1: Institution of Higher Education (IHE) programs and curricula across disciplines are aligned with both national professional organization personnel standards and state personnel standards.
Q2: Institution of higher education programs and curricula address early childhood development and discipline specific pedagogy.
In-Service Training
Q1: A statewide system for in-service personnel development and technical assistance is in place for personnel across disciplines.
Q2: A statewide system for in-service personnel development and technical assistance is aligned and coordinated with higher education program and curricula across disciplines.
Leadership, Coordination & Sustainability
Q1: A cross sector leadership team is in place that can set priorities and make policy, governance, and financial decisions related to the personnel system.
Q2: There is a written multi-year plan in place to address all sub-components of the CSPD.
Evaluation
Q1: The evaluation plan for the CSPD includes processes and mechanisms to collect, store, and analyze data across all subcomponents.
Q2: The evaluation plan is implemented, continuously monitored, and revised as necessary based on multiple data sources.

The Implementation Model for CSPD

1 - 4 months
PHASE ONE
Exploration
_ Develop core planning team and project liaison
_ Complete the self assessment of the CSPD framework
_ Identify stakeholders for strategic planning
_ Identify a date and location for strategic planning
5 – 6 month
PHASE TWO
Installation
_ Invite stakeholders to be part of strategic CSPD team
_ Host a 1-2 day strategic planning meeting with stakeholders and develop a strategic plan
_ Develop CSPD component workgroups and assign responsibilities
_ Develop an evaluation process of the state's CSPD component
_ Establish meeting and reporting schedule
7 – 17 month
PHASE THREE
Implementation
_ Meet monthly as a core planning team
_ Implement work plans for each CSPD component
_ Develop monthly reports on each CSPD component
_ Core planning team and workgroups of CSPD review progress and make recommendations to CSPD workgroup
18 month & ongoing
PHASE FOUR
Standardization
_ Reassess and prioritize objectives on the work plans as needed based on results of implementation
_ Develop integrated reports of planning group process and recommendations
_ Evaluates CSPD and makes recommendations for sustainability and leadership

For more details on the process to creating and implementing your state’s CSPD, please contact: