"This plan saves the district money. It costs about $50,000 to replace just one experienced teacher who leaves. If this center helps us keep even one or two teachers per year, it pays for itself. Plus, the U.S. Chamber of Commerce Foundation found that working parents miss about 9 days of school a year because of childcare problems. We'll save $18,000 a year because we won't need as many substitute teachers to cover those days."
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Slide 5 : Investing in Future Students
Talking Points
Early identification efficiency.
Research-based instructional units.
Kindergarten readiness outcomes.
Speaker Script
"By having these children onsite, we catch developmental delays years before Grade K. People often ask if we need to write a whole new curriculum. The answer is yes, we will use proven instructional units designed for early learners, but we will specifically align them with our own district's goals. This way, when these kids start Kindergarten, they already know the language and the basics we expect, because they've been following our roadmap from day one."
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Slide 6 : Projected Investment
Talking Points
$180k startup (One-time).
$260k annual ops (Recurring).
4.0 FTE: 1 Director, 1 Lead, 2 Assistants.
Estimate includes full benefit contributions.
Speaker Script
"Setting up this center will cost about $180,000 at the start. After the startup, we expect the day-to-day costs to be $260,000 a year, which includes staffing and supplies. Our staffing budget covers 4 full-time people: a director, a lead teacher, and two assistants. This figure is 'fully loaded,' which means it includes both their regular pay and the cost of their benefits package."
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Slide 7 : Measuring Effectiveness
Talking Points
85% enrollment target.
Staff satisfaction and retention KPIs.
Success Metrics
"We'll know this is working if the center stays full and our teachers tell us they are happy with the care. Our main goal is keeping our best teachers. If we keep 20% more of our staff who are parents, this program will be a huge win for the district."
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Slide 8 : Operational Synergy
Talking Points
15% reduction in recruitment marketing spend.
Long-term sub pool optimization.
Speaker Script
"When we offer great childcare at work, it's a lot easier to hire new teachers. We won't need to spend as much money on job ads because people will want to work here for this benefit. We'll also save money by needing fewer substitute teachers."
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Slide 9 : Enrollment & Fees
Talking Points
Daycare is not free; fees offset expenses.
Weighted lottery for oversubscription.
Community access if under-enrolled.
Final Case
"We also have a plan for how people sign up. The daycare will not be free; staff will pay a fee to help cover the costs. We'll use a sliding scale so it's fair for everyone, from janitors to principals. If more than 20 people want a spot, we'll use a lottery system, giving priority to our full-time classroom teachers. If we don't have enough staff children to fill the 20 spots, we will open those extra seats to families who live in the district."
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Slide 10 : Data Appendix
Q&A Strategy
Staffing ratios (0-1yr, 1-2yr, 3-5yr).
Federal 45F Credit $150k annual cap.
Tuition sliding scale based on FTE salary.
Speaker Script
"If you have more technical questions, this slide should help. We'll make sure there are enough adults for every child following state rules. We're also getting a significant tax credit from the federal government—up to $150,000 every year—to help pay for this. To make sure every employee can afford it, the cost will be based on what they earn."
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Slide 11 : Final Recommendation
Conclusion
Final call to action: Study authorization.
Emphasize dual impact: Workforce + Education.
Closing Statement
"To wrap up, this plan is a win for everyone. By opening our own childcare center, we keep our talented teachers from leaving and we make sure their kids start school ready to succeed. It's not just a nice thing to do—it's a smart way to protect our schools and our budget. I'm asking for your ok to start a formal study so we can get this moving. Thank you for your time."
