The Child Care Licensing Bureau (CCLB) performs state licensing regulatory duties as required by state laws and federal requirements.
Early learning and development program resources for all children, birth to age eight, especially those in highest need.
The MI Tri-Share Child Care Program is an innovative approach to increasing access to high-quality, affordable child care for working families while also helping employers retain talent and remove one major barrier to employment.
Michigan is one of 20 states selected by the U.S. Department of Health and Human Services to receive the Preschool Development B-5 renewal grant (PDG).
The PreK for All Initiative helps Michigan families save money while preparing the state’s youngest learners for kindergarten.
The Office of Education Partnerships at MiLEAP oversees both the Governor’s Educator Advisory Council and the Michigan PreK-12 Literacy Commission.
The Office of Family Partnerships coordinates and aligns a statewide system of family-school-community partnerships in support of positive developmental, health and academic outcomes, ensuring every learner in Michigan thrives.
By 2030, 60% of working-age Michiganders will have a certificate or college degree. Michigan will be a talent leader — fueling the future workforce and providing opportunity for all.
The Michigan Legislature tasked MiLEAP’s Office of Higher Education (OHE) with partnering statewide to improve student transfer and credit acceptance. Through its Transfer Success Project, OHE advances student-centered outcomes using evidence-based strategies and meaningful cross-sector collaboration.
The Universal FAFSA Challenge supports districts in adopting a local universal FAFSA policy and implementing FAFSA completion support in their high schools and local communities.
The Office of Higher Education at MiLEAP convened a 15-member task force to examine how basic needs insecurity affects college students across Michigan. Their goal is to identify effective interventions and recommend policy changes that remove financial barriers to education.
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Salaries budgeted for personnel must be accompanied by a budgeted amount for benefits even if that amount is “0.” Full Time Equivalent (FTE) or hours must be designated for each individual or category of individuals. A 1.0 FTE is viewed as the equivalent of 40 hours/week, whether the individual is contracted to work the full calendar year or the school calendar year. Hours budgeted must equal the total hours of expected work per year. In programs that braid or blend GSRP funding with children who are supported from other sources, budget only the prorated time staff spends with GSRP enrolled children.
ISDs and Subrecipients must include personnel last names in their budget detail descriptions and FERs for monitoring and auditing purposes. This detail does not need to be included in NexSys.
If ISD staff are hired using an agency, any fee paid to the agency for the provision of staff is to be considered an administrative cost and is reported separately in Function Code 283.
Bonuses and incentive payments that exceed the contracted salary are allowable only for employees in the following circumstances:
Staff who are actively participating with the T.E.A.C.H. statewide scholarship program. A documented percentage or lump sum payment schedule must be established, based on hours worked, length of employment, etc., along with an implemented written policy/procedure to ensure consistency of these payments. Bonuses and incentive payments are subject to applicable income taxes.
A new hire bonus or incentive. This payment is specific and limited to new staff at the time of hire.
A referral bonus to current staff that recruit new hires to the program. The program should have a policy in place outlining the process for distributing a referral bonus.
Longevity payments provided to recognize returning staff. Payments must be included in the program’s personnel policies and contracted salary amount.
Enrollment incentives for staff responsible for the recruitment and enrollment of children. The program should have a policy in place outlining the process for distributing enrollment incentives.
As outlined in the employer’s benefit package offered to all staff hired at that entity, this includes longevity payments, child care discounts, and/or tuition reimbursement.
Other bonuses and incentive payments that exceed the contracted salary amount, regardless of being coded as a salary (17XX) or a benefit (2XXX) are not approvable expenses.
