Years ago, school leaders began to explore the concept of a career ladder or a banding system as an alternative to individually negotiated salaries or lock […]
In response to the pandemic, some schools are furloughing teachers, freezing pay increases, reducing benefits, and in some cases cutting salaries. At the same time, schools […]
I. The Big Picture Many independent schools have been experiencing strong fund raising and endowment growth. Many, but not all, are also experiencing strong enrollment demand. […]
Most teachers, in our experience, when asked the value of their total compensation package, focus on the cash portion of their compensation. What do they leave […]
Littleford & Associates has worked with almost 3000 schools in 30 years to help them design mission-based salary systems that focus on workload, salary system models […]
Financial sustainability cannot be discussed only in terms of enrollment demand, market pricing, endowment or other assets. It must be viewed in a larger context including: […]
Littleford & Associates has been helping schools design salary and benefits systems since 1983. Over thirty years later, we find that the leadership of most schools […]
I. An Interesting Model Picture a well-known boarding school which has four compensation “strands”: There is a typical, age based salary scale, up to age 55, […]
One of the most challenging issues for schools and school leaders is managing expectations about salaries, benefits, workload, evaluation, professional development and job security. Leaders must […]
Board Members are accustomed simply to approving an annual percentage increase in the faculty salary pool. Few understand how salary system design can make teachers into […]
