[The following is an excerpt from TrustED®: The Bridge to School Improvement]
Teachers are the very essence of a school. If school leaders want high-quality programs with substance and measurable results, they need to look no further than investing in their faculty and staff. The Return on Investment (ROI) for competitive compensation packages and personalized quality professional development for teachers is significant.
For example, where faculty and staff paychecks are higher, so are levels of student achievement. Teacher compensation makes a difference in:
- faculty engagement
- and continual personal and professional development
Well-compensated teachers have higher levels of confidence and trust in their school leader and are self-motivated and often self-monitoring to a greater degree regarding their impact on students.
Investing highly in faculty and staff members is a challenge in all school settings, especially for many Christian schools.
“I am aware of the potential impact on the typical Christian school budget… the average Christian school would at minimum need to double its budget if it chose to compensate its teachers on a level equal to that of the local public school. Few schools could easily manage that kind of adjustment to their budgets and the necessary impact on their tuition levels.” (Alan Pue, Rethinking Sustainability: A Strategic Financial Model for Christian Schools)
However, leaders who understand that teachers are the essence of their school do everything possible to invest in them and do everything within their power to make those kinds of budgetary adjustments.
Today, many believe that state-of-the-art facilities and resources are required for successful schools and high student achievement levels. Those support structures and elements certainly help – but the key to an effective educational program is always a highly qualified and engaged faculty and staff… [continue reading]