Strategic Plan

Faculty, Administration and Staff Recruitment and Retention

Context

Saint Mark’s benefits from a committed, experienced and expert faculty and staff. Recent advances in compensation have helped the school become more competitive in recruiting new faculty and staff as well as in retaining the excellent employees the school currently has. Mean faculty salary has moved from $42,000 in 2000-2001 to $67,000 by 2004-2005, a 58% increase over four years. This increase closely approaches the goal of the Strategic Plan, 2000-2005, which was to be at the top quartile of similar independent elementary schools.

Clearer and more rational salary scales for teachers and support teachers, as well as the above-mentioned increases in salary and a wider array of improved benefits, have been put in place since the last plan, leading to enhanced morale.

Goal

Recruit and retain the best faculty, administration and staff, with diverse backgrounds and talents, who deliver excellence in education, engage in lifelong learning and enrich the Saint Mark’s community.

Implementation Steps

1. Ensure that total compensation for faculty, administration and staff is highly competitive with peer schools, using benchmarks such as the top quartile salary at Bay Area independent elementary schools (reported by NAIS and ISBOA) and the Bay Area cost of living index.
2. Establish a teaching intern program to enhance faculty recruitment and diversity and to strengthen the academic program.
3. Expand funding for professional development opportunities and for curriculum development in summer months.
4. Investigate the feasibility of sabbatical programs and implement if fiscally prudent.
5. Examine current faculty, administration and staff evaluation processes to ensure that they reflect best practices in independent schools.