Teacher Salary Grid Survey Results

Teacher Salary Grid
Survey Results
January 2013
The voice of excellence in learning and leadership,
shaping the future of education.
EXECUTIVE SUMMARY
Canadian Accredited Independent Schools (CAIS) is pleased to present the results
of the first Teacher Salary Grid Survey Results.
All CAIS Human Resource Directors were invited to confidentially participate in this
information gathering survey with the purpose of gathering data regarding the
resources schools use to achieve competitive and fair Teacher compensation.
We currently have 93 member schools, and we received responses from 48 (52%)
and all regions were represented. It is only with a healthy participation rate that our
results have value, and our goal for future years is to have even more schools see
the benefit of participation, and our data source expanded.
Thank you for your support of this effort.
CONFIDENTIALITY OF DATA COLLECTED
The information collected to conduct this survey will not be used for any other
purpose than for the generation of this results report. This report will only be shared
with member schools but school names are not revealed when reporting
commentary. These types of surveys are considered a benefit of membership;
please do not share these results with non-CAIS schools.
METHODOLOGY
This survey focused on the methods utilized by CAIS schools to compare Teacher
salary information, specifically the use of salary grids within the independent and
public sectors.
All CAIS Human Resource Directors were invited to participate in the brief
Information survey. They were sent an e-mail from CAIS with a link to an e-survey.
The e-mail noted that completion of the survey was voluntary, and all results would
be confidential. This survey was conducted due to a time-sensitive request. People
were given one week to complete the survey with a reminder sent at the end of that
week.
Once all the data was received it was reviewed to eliminate any duplicate entries,
errors, and/or question misrepresentation. The data was then analyzed and results
tabulated using accepted methodology.
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1. What is your school name?
a) Participant list (listed alphabetically)
Akiva School
Albert College
Armbrae Academy
Bishop's College School
Brentwood College School
Centennial Academy
Collingwood School
Crescent School
Crofton House School
Glenlyon Norfolk School
Gray Academy of Jewish Education
Greenwood College School
Havergal College
Hebrew Academy
Hillfield Strathallan College
Island Pacific School
Kempenfelt Bay School
King's-Edgehill School
Lakefield College School
Lower Canada College
Lycée Louis Pasteur
MacLachlan College
Matthews Hall
Meadowridge School
Miss Edgar's & Miss Cramp's School
Montcrest School
Pickering College
Ridley College
Rosseau Lake College
Shawnigan Lake School
Somersfield Academy
Southridge School
St. Andrew's College
St. Clement's School
St. George's School
St. George's School of Montreal
St. John's-Kilmarnock School
St. John's-Ravenscourt School
St. Michaels University School
St. Mildred's-Lightbourn School
The Country Day School
The Sterling Hall School
The York School
TMS School
Trafalgar Castle School
Upper Canada College
West Point Grey Academy
York House School
2. In what province are you located?
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3.
4.
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5.
6. If you don't use a Salary Grid, how do you determine compensation for
Teachers at your school?
•
We benchmark against other independent schools and public school but
make the determination based on a balance of long-term financial
sustainability and competitive talent pressures.
•
We are in the process of establishing a grid. Currently do percentage
increases where financial conditions allow.
•
Our faculty is unionized, so we negotiate a contract between the two parties:
Our school & the BCGEU.
•
We use the local School Board Salary Grid as a comparator and are
currently a small percentage below it. Our goal within the next few years is to
bring salaries in line with the local grid.
•
We use the School Board as a frame of reference; however, we determine
the grid once enrollment has been established.
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7. How do you determine salaries for other staff at your school?
All 48 respondents answered this question. 31% answered “market research”.
•
Our student success salary grid is aligned with the teacher's grid.
Administration is aligned to market.
•
We use the provincial salary scale as a reference and then create our own
salary ranges for various job classifications. We also verify our salaries
based on pay equity requirements.
•
Benchmarking data from other schools and board of trade salary surveys.
•
Internak staff salary grid.
•
Comparison with salaries in the local area, and with other independent
schools on Vancouver Island.
•
Teaching support staff: we have our own grids that we followed. For all other
support or admin we decide the salary based on experience and
responsibility.
•
We have a salary grid for positions other than faculty.
•
Two main factors we look at are: our own salary grid increase and inflation.
Generally we would try to give other staff the same salary grid increase as
long as it is in line with inflation.
•
Role based
•
Review Labour Market information. No grids established for these other
positions
•
Survey comparisons with other independent schools and market research
•
I do a market analysis every few years and benchmark salaries to industry,
other salary surveys and other independent schools
•
We use public sector scales for non-teaching positions as a guide to stay
competitive within the education sector
•
We follow the public school salaries in our area of Winnipeg.
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•
Salary increases are loosely based on the increase in the salary grid.
•
Internal salary grids, information provided by other independent schools and
external compensation information.
•
We use BOT, Payscale and internal benchmarks.
•
Internal job evaluation committee and benchmarking to (limited) information
on peer positions available regionally and on an ad hoc basis by comparing
to the very limited amount of regional and sector information available.
•
We are starting to follow the provincial scale with staff as well.
•
Comparison to the external market, combined with maintaining internal
equity.
•
Based on similar positions in geographic area.
•
The Director of Finance looks to the market (labour market surveys on line,
published salaries from local school district union agreements and
universities and colleges), and query other independent schools in the area
for comparative information. Prepare ranges and compare to current annual
salaries and make recommendations to the Head of School dependent upon
the available salary dollars in the budget. For the Management Team, the
Head of School and I review the current information (gathered as above for
this level as well) and the Head indicates the percentage increase or salary
to be provided.
•
Support Staff part of union.
•
We have a Support Staff Grid. One area where we are lacking is a comp
program for our Management Level employees (middle managers). Presently
these positions are market-valued.
•
We use a variety of comparisons including other ISA schools and salary
surveys.
•
Market comparison, and comparison with other CAIS schools that are willing
to share this information.
•
We do internal and external comparators - external to the local market and
internal based upon similar job responsibilities.
•
Type of position, responsibility. skill set and education. General range of
rates starting with minimum wage.
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•
We have compensation bands and we compare against the general market.
People move along those bands based on overall performance and
placement within the band.
•
Combination of salary grids and performance evaluations.
•
We have created a school-based grid for non-faculty positions.
•
Industry standard was established with % increase each year.
8.
87% Yes
13% No – all left comments on “Other”
Other:
10 people responded that they had not seen the report
2 people responded that it was not relevant to them, but they believed the Head of
School uses the report.
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9. Do you have any recommendations for the Senior Leadership
Compensation Survey, or future CAIS surveys?
•
We would like to see IT Director, Facilities Manager and Director of Student
Services added to the survey.
•
Expand classifications, define groups more clearly so that everyone's
interpretation is the same.
•
The critical issue is always making incomparables into comparables, as so
many jobs are custom designed for the individual school.
•
Teacher salary survey's utilizing teacher education and experience would be
useful.
•
We would like to see additional compensation surveys conducted on a
regional basis for administration positions such as Information Technology,
Facilities, Admin Assistant etc …
•
It would be greatly beneficial to have a staff comp survey, as there are few
data points out there for non-teaching salaries.
•
Would encourage an annual survey and would be very interested in a Salary
Survey focused on Administrative staff. Teacher's salaries are very easy to
benchmark as they're widely and publicly available.
•
Keep them simple and short.
•
Needs to include enough of a job description (as opposed to a job title) for
information to be comparative and benefit information too.
•
Extend the survey to include more junior positions e.g. custodians, nurse,
systems administrator, as well as the director and senior manager positions.
•
More information on positions as job titles are the same but duties and
responsibilities are very different. Maybe have HR committee pull the survey
together to ensure like jobs are used!
•
We would love to see an expanded survey that included non-management
(leadership) positions.
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CAIS Next Steps based on the responses above:
CAIS is committed to working with Human Resources specialists to broaden the
scope of the Senior Leadership Salary Survey, without making it more cumbersome.
We will add some requested Senior Leadership positions. Also, our goal is to better
define the job titles to ensure that we report comparative salaries with increased
accuracy.
We will investigate a 2014 survey for other staff (i.e. non-Senior Administrators), and
establish the most effective time and method to administer this.
10.
Please contact Lindsay Ireland at [email protected] if you would like to see the
list of people who are willing to be contacted for questions.
Thank you to everyone who took part in the survey.
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