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Improving Systems, Practices, and Outcomes

Application for Intensive Technical Assistance: State Personnel Recruitment and Retention in Early Intervention and Early Childhood Special Education

  • Applications due November 6, 2026.
  • Selected states will be notified by November 20, 2026.
  • Technical assistance period is December 2026–August 2027.
  • Meetings will be virtual, with individualized technical assistance.
  • Estimated time commitment is 4–6 hours per month per core team member for individual TA, team coordination, and completing self-assessments

Invitation to Apply

The Early Childhood Technical Assistance (ECTA) Center invites state-level teams to apply for an intensive technical assistance opportunity focused on strengthening personnel recruitment and retention systems for Early Intervention (EI) and Early Childhood Special Education (ECSE).

This opportunity is designed for states ready to engage in focused systems-improvement work. Applicants are encouraged to apply as a coordinated state team that includes representatives from both EI and ECSE, as well as other partners essential to advancing recruitment and retention priorities.

Through a brief readiness assessment and application process, states will demonstrate their commitment and capacity to participate. Up to three states will be selected. Selected teams will assess their current personnel systems, examine state-level conditions affecting recruitment and retention, identify evidence-informed strategies, establish priorities, and develop or refine a strategic action plan.

Intensive Technical Assistance Overview

Selected states will use the Personnel/Workforce Component of the ECTA System Framework and related self-assessment resources to identify strengths, challenges, and opportunities within their personnel systems.

State teams will examine factors such as:

  • Workforce supply and demand
  • Workforce data and data-use capacity
  • State policies, requirements, and funding structures
  • Professional standards
  • Personnel preparation and professional development
  • Recruitment, onboarding, and retention practices
  • Cross-sector partnerships
  • Organizational capacity
  • Leadership support
  • Implementation readiness

Teams will then use the ECTA State Recruitment and Retention Strategies Search to identify and prioritize strategies that fit their needs, context, resources, and readiness. Participating states will also join the ECTA Personnel Solutions Learning Community for peer exchange, shared learning, and collaborative problem-solving.

Participating states will receive support to:

  • Assess their personnel systems and clarify priority needs.
  • Identify promising state models and evidence-informed strategies.
  • Examine the fit and feasibility of potential strategies.
  • Strengthen coordination between EI and ECSE systems.
  • Engage key state and cross-sector partners.
  • Develop or refine a strategic action plan.
  • Identify practical implementation steps and supports.
  • Advance sustainable, systems-level recruitment and retention efforts.

Learning Objectives

By the conclusion of the intensive TA activity, participating state leaders will be able to:

  1. Assess the current personnel system using the self-assessment tool aligned with the Personnel/Workforce Component of the ECTA System Framework.
  2. Analyze the state context influencing recruitment and retention, including workforce supply and demand, policy, funding, partnerships, workforce data, and implementation capacity.
  3. Identify evidence-informed, state-relevant strategies using the ECTA State Recruitment and Retention Strategies Search.
  4. Assess fit and feasibility in relation to state needs, existing initiatives, available resources, readiness, and potential systems-level impact.
  5. Prioritize recruitment and retention strategies that address identified needs and support sustainable improvement.
  6. Participate actively in the ECTA Personnel Solutions Learning Community to learn from peers, share resources, and contribute to collective problem-solving.
  7. Develop or refine a strategic action plan that includes promising models and concrete next steps for implementation.

Intensive TA Activities

Each state team will use the Personnel/Workforce Component of the ECTA System Framework and associated self-assessment resources to identify strengths, gaps, system challenges, workforce data needs, alignment opportunities, and priority areas for recruitment and retention.

Each team will examine:

  • How the work will be completed and coordinated
  • The anticipated time frame
  • Existing structures, resources, partnerships, and initiatives
  • Current technical assistance commitments
  • Leadership support
  • Partner participation
  • Available staff time, funding, and data
  • Potential barriers
  • Readiness to select, adapt, implement, and sustain a strategy

With support from ECTA TA providers, teams will use the ECTA State Recruitment and Retention Strategies Search to consider each strategy's:

  • Alignment with state priorities
  • Relevance to EI and ECSE
  • Evidence base
  • Resource requirements
  • Policy and funding implications
  • Accessibility
  • Feasibility
  • Adaptability
  • Sustainability
  • Evaluation potential
  • Scalability

Each state will develop or refine a strategic action plan addressing:

  • Priority needs
  • Desired outcomes
  • Selected strategies
  • Action steps
  • Responsible parties
  • Partner roles
  • Timelines
  • Resources
  • Communication
  • Workforce data
  • Progress measures
  • Implementation supports
  • Evaluation
  • Sustainability

ECTA TA providers will offer support based on each state's needs and readiness. Assistance may include:

  • Facilitating assessment and planning
  • Interpreting self-assessment results
  • Clarifying priorities
  • Identifying strategies and resources
  • Supporting fit-and-feasibility analysis
  • Engaging stakeholders
  • Developing the action plan
  • Identifying implementation supports and next steps.

The nature, frequency, and format of support will be determined collaboratively.

States in the intensive TA cohort will participate in two types of monthly meetings. Four of the meetings will be held for just the Intensive TA Cohort participants, and five of the meetings will be facilitated through the Personnel Solutions Learning Community.

These meetings will provide opportunities to:

  • Learn from other states
  • Discuss common challenges
  • Share resources and promising practices
  • Examine recruitment and retention models
  • Solve problems collaboratively
  • Reflect on progress
  • Strengthen connections among EI, ECSE, and workforce partners

Meeting Schedule

All meetings will be held virtually from 3:00–4:30 PM Eastern Time.

Additional individualized TA meetings will be scheduled collaboratively with each selected state team.

State Team Composition

Teams should include representatives from both state EI and ECSE systems whenever possible. Core members may include:

  • State Part C Coordinator or designee
  • State ECSE (Part B 619) Coordinator or designee
  • EI and ECSE personnel or professional development leads
  • State data manager or workforce data representative
  • State technical assistance or implementation support provider

Additional partners may include:

  • Institutions of higher education
  • Personnel preparation programs
  • State education and lead agencies
  • Child care and early care and education systems
  • Head Start collaboration offices
  • Professional development systems
  • Licensure or certification agencies
  • Workforce development agencies
  • Professional associations
  • Parent and family-led organizations
  • Provider organizations
  • Local EI programs
  • Local education agencies
  • Tribal organizations
  • Other relevant partners

Each team must identify a lead to manage communication, coordinate participation, and organize the state's work.

Eligibility and Participation Expectations

Applicants should demonstrate:

  • State-level responsibility for or involvement in EI or ECSE personnel systems.
  • Commitment from relevant EI and ECSE leaders.
  • A clearly identified recruitment or retention need, priority, or problem of practice.
  • Capacity to assemble and maintain a state team and engage cross-sector partners.
  • Readiness to participate in systems assessment, strategy exploration, and action planning.
  • Capacity to participate throughout December 2026–August 2027.
  • Commitment to attend scheduled meetings.
  • Willingness to share experiences, support peer learning, and provide feedback for evaluation and continuous improvement.

Before You Apply: Readiness Discussion

Discuss the recruitment or retention problem to be addressed; required activities; engagement of partners and people affected by the work; communication; use of data; and how momentum will be maintained between meetings.

Identify the team lead, communication and scheduling responsibilities, action-step monitoring, required EI and ECSE leaders, additional partners, and decision-makers related to policy, funding, data, and implementation.

Consider what the state will accomplish between December 2026 and August 2027; relevant policy, budget, legislative, planning, and initiative timelines; and how the work will continue after the intensive TA period.

Review current recruitment and retention strategies, personnel plans, workforce initiatives, partnerships, governance structures, workforce data, funding, staff resources, strengths, successful practices, barriers, and additional support needs.

Identify current TA related to personnel, workforce development, professional development, implementation, finance, data, or systems improvement. Consider how this opportunity will align with other TA, reduce duplication, address competing demands, and connect to existing state plans.

Application Process

Submit your application by 11:59 PM EST on Friday, November 6, 2026.

For questions or support with your application, please contact Jani Kozlowski: jani.kozlowski@unc.edu

Apply for Recruitment and Retention Intensive TA