FACULTY COMPENSATION

August 1, 2015

Faculty Salary System Designs: Tradition and Innovation

I. An Interesting Model Picture a well known boarding school which has four compensation “strands”: 1. There is a typical, age based salary scale, up to […]
August 1, 2015

What About "Merit" Pay?

Many boards today are asking their heads and directors to explore the challenging concept of merit pay. In the corporate and business context merit pay seems […]
August 1, 2015

Ensuring Rational Faculty Salary and Benefit Systems: Time for a Dialogue

Where to Start? Every school needs to develop a philosophy of faculty compensation that should be tied to the school’s mission. Very few schools have thought […]
August 1, 2015

The Danger Of Inequities In Faculty Workloads

At some point, most teachers will raise the question of equity of workload both across divisions from lower to upper school and even within the same […]
August 1, 2015

Selling Your Benefits: What Teachers Need To Know

Most schools offer an array of benefits, some simple, some elaborate, some costly, some cost-conscious, but what all schools seem to have in common is faculties […]
August 1, 2015

Salary System Modeling: Thinking Through Your Decisions

Most independent and international schools have a salary system that resulted from administrators and faculty tinkering with the original model over time. The original model was […]

 

Currently the following webinar sessions can be scheduled:

"Marketing the Mission"

This webinar will discuss strategies to retain current students and recruit new ones, even while the campus is closed. It will include steps to develop a parent ambassador/advocate program. Current parents, when recruited, motivated, mobilized and trained, are a school’s most powerful advocates. 

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The Head of School and Board Partnership during the COVID-19 Crisis: In Support of the Shifting Landscape/Strengthening Governance

The almost ongoing, high stress job of crisis management in schools has filled the space that was once full of organizational charts, contracts, training, legal protection, salaries and other the expectations and demands.The Head of School has needed to refocus and reframe to reflect the new reality. How do the head and the board partner together respond to and manage this uncharted territory? The job is now high stress nearly all the time.

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Please contact us today for availability and to book a time slot in your time zone!

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