The AI Rulebook Generator for Child Care

Five steps. About ten minutes start to finish. By the end, you'll have a clear picture of where your teachers are losing presence and a 30-day plan to fix the highest-leverage friction first.

1. Start with the wage floor

Enter the median hourly wage you're paying classroom teachers right now and select your state. The audit cross-references your number against the MIT Living Wage Calculator for one adult with no children in your state. If your team is below the floor, pay is the dominant retention variable, and the rest of the audit waits until you're above it. If you're above the floor, the audit unlocks the working-conditions diagnostic that follows.

2. Score your friction

Rate each of the four documentation moments (daily check-in, parent updates, lesson plans, observations) on a 1-to-5 scale based on how much friction it creates for your classroom team. The audit returns a total score (4 to 20) and buckets your program as low, mid, or high friction.

3. Run the exit interview review

Pull up the last three teachers who left your program. For each one, write down what they actually told you and map it to one of the patterns: cognitive split, pay, job mismatch, schedule, personal, or other. The audit identifies the dominant pattern across your last three exits.

4. Pick one to fix first

Based on your friction scores and exit pattern, the audit recommends the single highest-friction documentation moment to fix in the next 30 days. You set the action, who's responsible, the success metric, and a check-in date.

5. Save your plan

The final screen surfaces your friction score, your dominant exit pattern, and your 30-day plan in one view. Take a screenshot or copy the plan to your team's working doc.