Timothy Hillen, President, Briarcrest Christian School, Memphis, Tennessee
Without question, the most under-compensated employees in churches or parachurch ministries are Christian school teachers. Yet these very teachers are expected to be the most competent, most professional, most spiritual, most relevant, and most dedicated role models for their students. The conflict between high expectations and low compensation simply means that serving the Lord as a Christian school educator ensures these dedicated, committed individuals of personal and professional pressures that impact their roles as both educators and breadwinners.
One way to relieve those pressures is to offer these teachers compensation in proportion to the demands and expectations we place on them. Perhaps the most important administrative function I perform is providing leadership to pay teachers livable wages. Caring for teachers in this way enables them to educate our children more effectively.
WWJD
Luke 10:7 teaches that “a laborer is worthy of his hire.” This scriptural admonition seems to have caught hold in churches and many parachurch organizations, but evidently the Christian school community doesn’t believe it, understand it, or have the leadership and will to do something about it.
The fundamental test of any plan, policy, or procedure is whether or not Jesus Christ would lend His support and leadership. I have personally concluded that if Jesus were physically present on the earth today, He would lead the effort to compensate Christian school teachers adequately.
From Thoughts to Actions
When I came to Briarcrest Christian School three years ago, faculty salaries were woefully inadequate. A teacher earned approximately sixty percent of what his/her public school or private school counterpart earned. This was simply not acceptable. Therefore, we put our beliefs into action and adopted a plan to raise faculty salaries to 75 percent of what these other educators make. Once we achieve this, we will set a new goal of 80 percent. This initial accomplishment has required parental sacrifice, board commitment, and much prayer. I am pleased to be able to say that the plan will be accomplished in two more years. Yes, it required significantly higher tuition, an aggressive new development effort, and tuition assistance for those in need. Has it been worth it? You bet!
Points to Ponder
As you consider bringing your leadership to the faculty compensation issue, consider the following:
- Be proactive, not reactive. Do something before your best teachers leave.
- Choose a compensation model and begin implementing it.
- Don’t forget fringe benefits. Your compensation model should offer broad ones.
- Institute or upgrade an effective tuition assistance program for needy families. Never neglect those in need.
- Get legal guidance, especially when offering an aggressive fringe benefits package.
- Make all decisions with both the head and the heart.
- Bathe the process in prayer. You will find, as I did, that the Lord will honor your efforts.
Christian School Teaching: A Case for Higher Compensation 2.5