CLIENT
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A leading charter school management organization |
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SITUATION
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The organization was experiencing growing pressure to attract/retain top teachers and meet student achievement standards, particularly in hard-to-staff schools. |
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APPROACH
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ThreePoint Consulting helped the organization address these issues by creating a pilot compensation system aligned with a new teacher career ladder. Acceptance by principals and teachers was critical, so active involvement in the design process was an important factor for success. To achieve consensus, we:
- Created a design committee of high performing principals and other organizational leaders
- Completed external market research to assess relevant competitor pay practices for individuals qualifying to fill teacher leader roles
- Helped structure the teacher leader roles, including responsibilities, time in classroom vs. release time, and key competencies required for advancement into positions
- Designed an alternative salary structure for all teachers, based on the career ladder
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RESULTS
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The implementation of the new systems improved teacher engagement (measured thorough an annual survey) and reduced teacher turnover. New teachers felt more supported and less isolated, and there was an immediate improvement in information flow and collaboration across the teacher group. The pilot system also served as a foundation for the organization’s new school operating model. |
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