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Strengthening Workforce Retention in Victoria’s Early Childhood Sector

Fiona Alston

Jun 10, 2025

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Early childhood education and care is built on relationships, continuity of learning, and responsive pedagogy. The deep connections, meaningful curriculum and nurturing environments that define quality outcomes for children are made possible by early childhood professionals who feel supported, respected and valued.

The Victorian Government’s Early Childhood Workforce Retention Guide offers practical, evidence-informed strategies to support Approved Providers and service leaders to strengthen the workforce and build thriving, stable teams. The guide supports the ongoing Best Start, Best Life reforms, and reflects the Department of Education’s commitment to a sustainable workforce.

Why retention matters more than ever

While national trends suggest that workforce shortages are beginning to ease overall, with job advertisements now at a three-year low, attrition remains an issue in many services, particularly those in harder to staff locations and those where leadership transitions are underway. Each resignation represents more than a staffing gap and financial cost to the organisation. It disrupts relationships with children and families, challenges team cohesion, and affects the continuity of quality practice.

As reaffirmed in the Productivity Commission’s Final Report (Sept 2024), building and retaining a sustainable workforce is central to achieving equitable access and consistent quality across the system. Workforce retention supports staff wellbeing and job satisfaction, enhances relationships and increases stability, and continuity of care and learning for children, especially those experiencing vulnerability and disadvantage.

Insight to action: four pillars for workforce retention

The Workforce Retention Guide outlines four key focus areas. Each pillar is underpinned by practical strategies, real-world examples, Victorian Government programs and other related initiatives that can be implemented across roles, from educators to leadership teams.

1. Skilled and supported leadership

Strong leadership is about intentional, collaborative teams supported by mentoring, shared responsibility and continuous professional learning.

Consider these strategies and resources:

Nominate educational leaders for the Victorian Educational Leadership Program (VELP) micro-credentials.
Use the Coach and Mentor Training Program or Effective Mentoring Program to build internal capability.
Connect with peers via Early Learning Leadership Forums.

2. Positive Workplace Culture

A culture of respect, inclusion and belonging supports wellbeing and professional satisfaction. Staff who feel connected and recognised are more likely to stay.

Consider these strategies and resources:

Build a wellbeing plan using Be You resources.
Join Early Years Learning Networks.

3. Defined Role Expectations

Clarity around expectations and workloads enables teachers and educators to work with purpose and confidence particularly when supporting children and families with complex needs.

Consider these strategies and resources:

Support practice with ACECQA documentation factsheets.
Leverage School Readiness Funding.
Access Kindergarten Inclusion Support.

4. Effective Systems and Processes

Efficient systems and supportive processes such as streamlined rostering, thoughtful onboarding and shared planning support teachers and educators to focus on children and pedagogy.

Consider these strategies and resources:

Prepare for change using the Department’s Change Management Toolkit
Use the ACA Workforce Planning Toolkit.
Improve recruitment using the ELAA Onboarding Guide.

Embedding the guide: reflect, plan, act

To integrate the Workforce Retention Guide into daily practice and long-term planning:

Select one pillar per term to explore as a team.
Use your Quality Improvement Plan (QIP) to set retention focused goals.
Monitor progress through team surveys or reflective staff meetings.
Share your success with the Department and your networks.

Retention planning should be shared, not siloed. Every member of a service team can contribute to building an environment that supports wellbeing, growth and continuity.

Why it matters: impact beyond the staffroom

When educators are supported to stay, the benefits extend far beyond the team:

Children build secure, enduring relationships with familiar teachers and educators
Families feel confident in the stability and quality of care
Services foster community trust and a strong local reputation
Organisations reduce the financial and emotional cost of frequent turnover

This is an opportunity to move from reactive staffing solutions to proactively building a strong team culture.

Shaping the culture you want to keep

Strong early learning services don’t just attract great people, they retain them. With the right tools, relationships and commitment to culture, the early learning sector can build environments where professionals can grow, children flourish and families feel they belong.

Use the Early Childhood Workforce Retention Guide not simply as a checklist, but as a shared invitation:

To lead with care.
To build with intention.
To hold on to what matters most.

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