Speed Read of Demystifying Teacher Compensation:
- Proactive Communication: Familiarize with and transparently share the school’s teacher compensation structures and updates.
- Highlight Additional Opportunities: Inform teachers about extra earning possibilities like coaching or tutoring and benefits that can increase take-home pay.
- Value and Recognition: Ensure teachers feel valued through regular recognition and celebrations, enhancing satisfaction and retention.
Unlike most jobs, direct managers rarely impact teacher compensation. This presents several challenges such as how to navigate issues that arise. Throughout the course of the year this can seem especially hard when teachers may feel overwhelmed or under-appreciated or during long breaks when they may consider other opportunities. Money isn’t everything – but it does matter!
Cate Reed, seasoned administrator, current Senior Vice President of Teach For America, and Possip Reporter, explores ways to empower your staff and proactively address compensation concerns.
Principals and other managers like you don’t want to lose great staff because of how people are paid, especially when that is out of your sphere of control. However, you also may feel unsure about how to support or broach the subject of compensation with your team. Instead, you may need strategies for clear communication about compensation structures and opportunities, enhancing transparency, and maximizing staff satisfaction.
Here are some tips for proactively demystifying compensation for your team:
Know Your School or District’s Teacher Compensation Structure
Understand Your Step System (If You Have One)
Keep copies of the salary schedules in your office, and be sure to share them with staff yearly so they know you are both on the same page.
Read Your Collective Bargaining Agreements
Administrators should be aware of anything they can or cannot ask staff to do, so they are not caught off guard. They should also know about any additional compensation opportunities outlined in these agreements (e.g., coaching, tutoring) so they can share those with interested staff.
Keep Track of Key Milestones in Teacher Compensation
Discuss the importance of making staff aware of significant salary jumps, such as super steps, and how and when they occur. Know when each of the people in your building will be eligible for these as well.
Share Information Transparently
Host a Yearly Meeting (or Ask the Union Rep to Hold One)
Having a yearly meeting when you share any updates on compensation, additional opportunities to earn money, or ways to share feedback on the structure shows your team that you value and care for their long-term sustainability. Consider holding this at a time of the year when changes might be able to be made. Always consult with your union rep, if you have one, to signal partnership.
Share Resources
In the teacher’s lounge, post a bulletin board with information including salary information and any other opportunities for teachers to earn compensation outside of their regular role. This could also be a place for teachers to share tutoring opportunities or other things they do outside of school to earn money.
Communicate Additional Teacher Compensation Opportunities
Beyond the Salary
Ensure your staff are fully aware of things that can save them money within their current role that they might now know about. Often they can increase their take-home pay or benefits through dependent care benefits, flexible savings accounts, tax-saving strategies, and understanding their pension or other retirement plans.
Professional Development and Additional Roles
Highlight how engaging in professional development or taking on additional roles within the school can lead to financial benefits. Coaching, after-school clubs, or lead teaching roles can often come with additional benefits that teachers may not be aware of. Consider people in your building who would be well positioned for these roles and steer them towards them when it makes sense and you think they are ready.
While all of these tips are helpful, nothing compares to ensuring that your staff feels valued. Finding ways to celebrate your staff can be the best way to ensure they want to stay, and thrive, in your school community!
