Introduction
Running a daycare service is not just about providing supervision for children; it is also about maintaining the credibility, consistency and security of the families who depend on you. One of the most critical challenges for daycare programs today is staff shortages, particularly in Ontario and the city of Toronto. The shortage of qualified childcare staff is compounded by the increased pressures for high-quality childcare, and subsequently daycare operators must put into place smart, sustainable solutions to minimizing staff shortages while maintaining high quality service delivery.
Whether you’re managing a Licensed Daycare in Ontario or operating a private childcare agency, implementing effective staffing strategies can make all the difference.
1. Understanding the Root Causes of Staff Shortages
Before finding solutions, daycare operators must understand why shortages occur.
Some common factors include:
• High turnover rates caused by burnout or low pay.
• Scarcity of qualified educators for Early Childhood Education (ECE) roles
• Increased demand for childcare after the pandemic
• Regulatory staffing ratios with specific qualifications, limiting flexibility
All of these issues mean that many day care services in Toronto are consistently in a triage situation of compliance, quality, and affordability.
2. Collaborating with a Trusted Childcare Agency
Coordinating staffing challenges with a childcare agency that offers temporary and/or permanent staffing can be one of the most effective solutions to staffing shortages.
Agencies are able to quickly connect daycare centers to licensed Early Childhood Educators (ECEs), assistants, and support staff, allowing for smooth and consistent child care services.
Benefits of partnering with a childcare agency:
• Access to pre-screened, licensed educators.
• Flexibility during sick leaves and busy seasons
• Decreased time spent on recruitment and onboarding
• Assurance that all employees working within your center are complying with Ontario’s licensing regulations.
Working with an exceptional agency partnership will help you maintain your centre’s reputation for reliable, high-quality childcare.
3. Cross-Training and Skill Development
Cross-training is a commitment to creating a versatile and adaptive team. Consider giving your educators and support staff opportunities to learn multiple roles, for example assisting in classrooms, performing clerical or administrative work, or helping with the special needs programs.
This ensures that if one of your staff members is unavailable, other staff will step in.
Furthermore, providing continued professional development and continuous education leads to retention because staff feel valued and engaged in growth.
4. Leveraging Technology to Streamline Operations
Technology can significantly reduce the workload of staff. Child care management software can facilitate automatic processes for attendance, invoicing, family communication, and daily reports. With a digital system, your staff will be able to spend more time with children and less time writing up reports! You will be able to run your daycare smoothly with limited staff.
Many licensed daycares in Ontario are now using apps that will greatly assist staff with scheduling, communication, and compliance documentation.
5. Attracting and Retaining Talent with Competitive Benefits
While salary is a major factor, today’s childcare professionals also look for work-life balance, supportive leadership, and growth opportunities.
To retain staff and attract new talent:
• Having flexible hours and mental health support.
• Reimbursing for training or incentivizing staff to become certified.
• Recognizing staff achievements, whether through internal rewards or appreciation.
• Promoting staff when possible.
Creating a positive and nurturing work environment mirrors the values of your daycare — and encourages educators to stay long-term.
6. Seeking Child Care Assistance and Funding Programs
Ontario has various child care assistance options available for parents and providers. Child care providers would benefit from considering provincial offerings like the Canada-Wide Early Learning and Child Care (CWELCC) program that provides support for daycare operators and is focused on decreasing costs for families.
Funding is often provided through wage enhancement grants and may also provide financial support to reduce the costs of staff training to alleviate some financial burden and support hiring or retaining staff.
Understanding local funding and licensing will also help daycare providers plan for stability and stability of staffing over time.
7. Building a Supportive Community Network
Having partnerships with local day care centers in your neighborhood is going to allow for valuable resource sharing, back up staff pooling, and joint training, if you join an association together.
Networking with other owners of daycare centres and Early Childhood Educators not only provide you with support but also the opportunity for new ideas and sharing information.
Conclusion
Having insufficient staff should never limit the quality or reliability of your daycare service.
With a combination of smart staffing practices, agency partnerships, new technology, and an employee-focused approach, you can ensure your center continues to thrive — even in challenging times.
Whether you own a small local daycare or a large licensed daycare in Ontario, having a thoughtful plan and flexible approach will help you maintain the highest quality of childcare you are able to provide.
