We are so excited to see and to talk “Network” and “Leadership” with you next week at the Inverness Hotel and Conference Center!  Here are a few things to help you prepare for the Buell Alumni Retreat: The Art of from…”Me” to “We”.

  • 2017 BECLN Retreat Agenda (and attached below)
  • We will have a Message Board available for Alumni to post messages throughout the Retreat.
  • If you feel like starting your day with a little movement, meet in the lobby at 6:00 am Friday and Saturday morning for a brisk walk around the beautiful grounds of the Inverness.
  • Have you come across any interesting resources or read any good books this past year?  Please bring community, region and state resources/titles to share with the Network.
  • For those of you who requested a room reservation--we want to thank you again for your gracious willingness to move off-site for the BECLN Retreat.  We are so excited that we have so many Alumni traveling in for the Retreat this year and thankful that we are able to provide lodging at no cost (with the exception of incidentals) to the participants.  For your room information, please look for the room list that was emailed to you recently. We ask that you double check your arrival and departure dates to ensure they are correct.  If you need to make any changes, run into problems or have any difficulties during the check in process, please contact Wendy at This email address is being protected from spambots. You need JavaScript enabled to view it.g  or Becky at This email address is being protected from spambots. You need JavaScript enabled to view it.
  • If you have not already, we encourage you to create or update your profile on our private Buell Leaders networking page by going to "Buell Leaders Login" prior to arriving. More behind the scenes information and collaboration will be happening using this new tool and you will not want to miss out! 

Please let us know if you have any questions.  Otherwise, get ready… it’s going to be fun!!

Download this file (Agenda Final 6.12.17.pdf)2017 Alumni Retreat Agenda[ ]219 kB

Congratulations to the 9th Cohort for successfully completing their BECLP year!  Your Capstone presentations were a testament to your diligence, persistence and knowledge of your identified critical issue.  The Buell Early Childhood Leaders Network welcomes you!  We are stronger together!!



A Growing Network of ECE Leaders Seeking to Be Agents of Change

Sunday, June 4, 2017
2:00-5:00 pm
Clayton Early Learning Campus

We are excited to announce the Cohort 9 Capstone Celebration!  All alumni is welcome to join us for a day of learning and celebration! 

This celebration looks a little different this year. Not only is the location of the Celebration new, the schedule of the day also will also look a little different than in past years. The Faculty and Staff have different responsibilities for preparation and presentation of the day and are asking for 6-8 Alumni Volunteers to assist us in creating an efficient and memorable afternoon for Cohort 9 and their guests. 

The Cohort 9 Fellows will need to arrive at 1:00 p.m. to set up where their individual sessions will occur in Training Center.  The Volunteers are needed to guide guests to parking, offer light beverages, and provide outdoor activities for children and guests while waiting for the Cohort 9 Fellows to set up in the Training Center. Volunteers will also be needed as the family and friends transition to and from the Gymnasium to the Training Center where the sessions will occur.

We have attached the agenda for the day to give Volunteers an idea of the sequence of the day. We ask that Volunteers arrive at Clayton at the Administration Building (Building with the Tower on it facing Martin Luther King Blvd) by 12:45 p.m. to get the "lay of the land" and instructions on how best to help.
Please let us (Joanne or Becky) know by May 11th if you can be a Capstone Volunteer!  We look forward to coming together as Alumni, Faculty and Staff to provide a memorable celebration for the Fellows of Cohort 9!
Becky, Joanne, Lori, Lynn, and Diana  
For more information, please contact either Becky or Joanne
This email address is being protected from spambots. You need JavaScript enabled to view it.
This email address is being protected from spambots. You need JavaScript enabled to view it.

Working Together to Support a Strong Child Welfare Workforce                                 by Lorienda Schmidt (Cohort 9)

When I was asked to write this post about turnover in the child welfare system, I first went to the ECCP blog to read the installments by Tami Havener and Kristina Mueller for some inspiration and guidance. What I found was a reminder of how similar the challenges are between the early care and education and child welfare systems. Re-read their blogs and replace each instance of “teacher” or “educator” with “child welfare caseworker;” you’ll find that everything they say about turnover in early care and education applies to child welfare: 

  • Children thrive with consistent and stable adults in their life;
  • Many communities lack an effective, consistent workforce in whom families can place their trust;
  • Over time, there are increasing state regulations for both caseworker qualifications and job expectations;
  • We consistently lose good caseworkers to better paying, less demanding jobs; and,
  • We need to recruit, retain, compensate, and support the child welfare workforce.

cross-systems work group within the Colorado Department of Human Services recently released recommendations for system-level change that may prevent maltreatment in children five and under.  The group recognized the importance of cross-systems collaboration, but also acknowledged that high turnover is the biggest barrier. The following is an excerpt from their final report:

“When rates of turnover are high, individual agencies are constantly recruiting, hiring, and training new staff, while also covering vacant position workloads. These activities render professionals unable to engage in the relationship-building that supports cross-system collaboration. In addition, the cost of worker turnover is staggering. The Applied Research in Child Welfare (ARCH) at Colorado State University is in the process of analyzing 10 years of child welfare employment data across Colorado. From 2005-2015, seven of the ten largest Colorado counties had an average turnover rate of 29.7% within intake teams, with a total of 648 workers leaving intake positions over the 10 year period (ARCH, draft, 2016). With a conservative estimate of $54,000 per new hire (NCWII, 2016), this has cost Colorado over $35 million dollars in the last ten years in only seven of Colorado’s 64 counties.”

Just like in early care and education, turnover in child welfare is an urgent matter. We all work with the same families and ultimately have the same desire: for children to thrive in their homes and in their communities. How can we learn from one another? How can we share limited resources to support a high-quality, consistent work force across the various sectors of the early childhood system?