The Child Care Partnership Council (CCPC) wanted to understand local work force sustainability. Together with First 5 San Mateo County (F5SM) they contracted with Davis Consultant Network (DCN) to investigate current child care workforce compensation practices in the county. The scope of work was to include only center-based programs and to ask program administrators to provide summary data (ranges and averages) rather than to collect data directly from individual employees. The study was conducted with advice and guidance from the CCPC Coordinator Nirmala Dillman, the State Preschool Project Specialist Donna Yuriar, the CCPC Workforce Committee, and F5SM. The study pursued the following research questions: 1. What are current compensation rates, benefits, and turnover rates for the early childhood workforce in San Mateo child care centers in four classifications: (a) teacher's aides; (b) assistant teachers; (c) teachers; and (d) site supervisor/site directors? 2. What additional compensation do local providers offer their staff? 3. How do these rates vary by type of agency, participation in the Quality Rating and Improvement System (QRIS), and union representation? 4. How do the San Mateo child care workforce compensation rates compare with: the local cost of living; others in the state child care workforce; and similarly educated professionals in the region? (author abstract)