Jen Svendsen from Edgility joined us again this week to discuss effective compensation strategies and stipend policies and address wage discrepancies. Here are the key takeaways from the session.
- Align salary scales with talent strategy. To attract and retain the desired talent, align your salary scales with your talent strategy. For early career teachers, ensure competitive pay at the early steps. For experienced teachers, incentivize through advanced steps and education-related lanes.
- Transparent stipend policies. Develop clear stipend policies using the framework of what, how, when, exclusions, and why. Ensure teachers understand which activities are compensated and how stipends are calculated.
- Equity in compensation. Conduct regular equity audits to identify and correct wage discrepancies. This practice promotes transparency, fairness, and trust, leading to higher employee morale and better performance.
Watch the session below!
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From Turnover to Stability: Compensation Strategies for Teacher Satisfaction and Retention
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Tuesday Tips: Compensation Strategies for Teacher Retention
On this episode of Tuesday Tips, we were joined by expert Jennifer Svendsen, Principal at Edgility Consulting, to preview our upcoming webinar on compensation strategies for teacher satisfaction and retention. The session’s top three tips and video are below.
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Teacher Retention for Charter Schools
This guide covers best practices from Dr. Charlotte Pullins, who researches teacher turnover and is the co-founder of a non-profit organization that helps educate underserved children. She is also the founder and lead consultant of ELC Training and Consulting LLC and a certified DEI specialist. Read on for her insightful tips on building lasting relationships with your teachers, leading to a flourishing school culture, higher job satisfaction, and better outcomes for the kids you serve.
Teacher Retention for Charter Schools
