The Child Development Associate (CDA) credential is one of the most practical and widely recognized entry-level credentials in early childhood education. It signals that an educator has the knowledge and skills to support the development of children from birth to age five in safe, healthy environments. For educators, it can open doors to better roles, stronger confidence in the classroom, and – in many cases – higher pay. For directors and program owners, it offers a reliable signal of foundational competence that supports quality, licensing alignment, and hiring decisions in a competitive staffing market.

This article highlights the basics of the CDA, including how to get credentialed and how much it’ll be worth in the long run, whether you’re a teacher or a program director. 

What is the CDA?

The CDA is a national, competency-based credential focused on applied skills rather than a full college degree. Candidates demonstrate their ability to nurture children’s physical, intellectual, social, and emotional growth through a combination of training, work experience, a professional portfolio, an exam, and an observation. It sits between basic on-the-job experience and an associate’s or bachelor’s degree. 

The eight subject areas for the CDA include:

1. Planning a safe and healthy learning environment

2. Advancing children’s physical and intellectual development  

3. Supporting children’s social and emotional development  

4. Building productive relationships with families  

5. Managing an effective program operation  

6. Maintaining a commitment to professionalism  

7. Observing and recording children’s behavior  

8. Understanding principles of child development and learning

Many states treat it as a baseline or equivalent qualification for assistant or lead teacher positions in centers and family child care. Higher degrees typically sit above it on career lattices, but the CDA remains a strong and accessible first professional step.

The Council for Professional Recognition, an independent nonprofit, administers the CDA National Credentialing Program. The Council sets the competency standards, oversees the assessment process, issues the credential, and manages renewals. 

The CDA is recognized across all 50 states, Puerto Rico, and some international locations. It is commonly accepted in Head Start, military child care, state licensing systems, and many Quality Rating and Improvement Systems (QRIS). The CDA is becoming more popular in recent years, with 12% of ECE teachers holding the credential in 2024 – up from just 7% in 2019.

Types of CDA credentials

Candidates apply for a credential that matches their work setting and the ages of children they serve. Current pathways include:

• Center-based infant-toddler (birth to 36 months)

• Center-based preschool (ages 3 to 5)

• Birth to five (center-based work across the full age range)

• Family child care (birth to 5 in a home setting)

• Home visitor (supporting families with children birth to 5)

• Military school-age (for staff working with school-age children on military bases)

A bilingual specialization is available in some pathways. The setting determines the specific experience and observation requirements.

The process for getting and maintaining a CDA

Earning a CDA follows a clear Prepare, Apply, Demonstrate sequence. Before applying, candidates generally need:

• A high school diploma or GED (or junior/senior status in a high school CTE early childhood program)

• 120 clock hours of formal early childhood training covering the eight CDA subject areas (with at least 10 hours in each)

• 480 hours of professional work experience with the relevant age group (typically within the three years before applying)

• A Professional Portfolio that includes training documentation, reflective competency statements, and related resources

Once eligible, candidates submit an online application through the YourCouncil portal, complete a 65-question computer-based exam through Pearson VUE, and host a verification visit and observation by a CDA Professional Development Specialist. 

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How long does it take to get the CDA?

Most candidates complete the process in six to 12 months, and the credential is valid for three years. Renewal requires ongoing professional development – usually 45 hours, or 4.5 CEUs – and continued work with young children. Candidates do not retake the full exam for renewal.

How much does a CDA credential cost?

The initial online application fee for the CDA is currently $525. Online renewal is $250. Paper applications and renewals cost slightly more. 

Training for the 120 hours ranges from free (through state systems, child care resource and referral agencies, employer sponsorship) to $1,500 or more for paid programs. 

Additional costs may include the Competency Standards book and occasional specialist travel reimbursement. Total out-of-pocket expenses for many candidates fall between roughly $650 and $2,000 when training is not subsidized. 

Scholarships, employment benefits, and state workforce support can potentially reduce these costs for the applicant.

Where to get CDA training and experience

Any formal early childhood training that addresses the eight subject areas and provides proper documentation of hours, dates, and instructor verification can count. Common sources include community college ECE courses, recognized online CDA preparation programs, state-approved professional development, Head Start training, high school CTE coursework, and free webinar series such as Early Childhood Investigations (produced by Playground), which provides certificates documenting hours as applicable. 

Meeting the experience requirement as an industry newcomer

The 480 hours must be professional experience (paid or qualifying volunteer) in a licensed or regulated setting with the appropriate age group. Informal babysitting usually does not qualify. Practical routes include starting as a classroom assistant or floater in a licensed center, working or volunteering in a regulated family child care home or Head Start program, participating in high school CTE internships or dual-enrollment placements, or joining apprenticeship models that combine paid work with training. Careful documentation of hours is essential.

How much does the CDA add to your income?

Pay impact varies by location, setting, and whether a program uses formal salary scales, but available data shows consistent positive effects from CDA credentials. In the Council for Professional Recognition’s 2022 CDA Credential Holders Survey, about 51 percent of holders reported receiving a pay increase because they earned the CDA. Seventy-three percent said the credential benefited their career.

Broader research on occupational certifications in childcare has found an approximate 12.6 percent earnings increase associated with certification after adjusting for other factors. 

Some jurisdictions create explicit compensation differentials. For example, in the District of Columbia’s Early Childhood Educator Pay Equity Fund, minimum salaries are tiered by role and credential. Assistant teachers and caregivers with a CDA receive higher required minimums than those without, and lead roles further differentiate the CDA from higher degrees. This structure has driven substantial average pay increases and encouraged credential attainment.

However, some reports indicate that the pay increase may be more modest on average, frequently between $0.50 and $2 or more per hour, or a few thousand dollars annually. Even in this case, the credential still improves competitiveness for higher-paying roles and can serve as a stepping stone toward degrees that unlock larger gains.

As a child care director, should you hire teachers with CDAs?

Council survey data shows that 80 percent of center owners and directors are more likely to hire someone with a CDA than someone without. About 79 percent believe the credential makes teachers more prepared for the classroom, but it does generally come with higher payroll costs. 

That said, directors commonly point to stronger knowledge of child development, demonstrated commitment (the process requires real effort), better readiness for challenging situations, improved parent communication, and closer alignment with licensing or quality standards. 

Programs also report practical benefits: easier onboarding in many cases, stronger support for higher QRIS ratings or Head Start staff qualifications, and potential contributions to lower turnover. Those with a CDA demonstrate higher retention rates in some multi-state analyses, with 65% of early childhood educators with such credentials staying in the field over a two-year period, versus a 56% baseline for non-CDA teachers. 

The bottom line

While parents may not always ask about the CDA credential specifically by name, higher staff qualifications can still strengthen a program’s reputation for quality and consistency. The CDA is not a substitute for experience, ongoing coaching, or higher degrees where those are required or preferred, and it does require some upfront fees and qualifying work. Still, it remains one of the most practical and portable signals of foundational competence available in the field. Many successful programs treat it as a preferred or required baseline for lead or assistant roles and actively support staff in earning it through paid time, tuition assistance, or cohort models. 

If you’re looking for additional ways to improve the value of your staff’s time, consider booking a demo to see how Playground can help.