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Salaries:
CTABC members expect fair and just compensation. In the CTABC family of schools, the school society sets its own salary and benefit plan; but most follow the guidelines set by the Compensation Report endorsed by the CTABC, SCSBC and CPABC. Those schools that don’t follow the report will often use a percentage over or under the recommended grid. The 2011-2012 Compensation Report is available to all member schools as of January 4, 2011. The CTABC is beginning the process to determine Compensation recommendations for 2012-2013 when it attends the first Compensation meeting in September 5, 2011.
A frequent question asked is "why are teachers’ salaries lower than their public school counter-parts?" There are many reasons. The most often quoted would be that teachers share in the sacrifice that all community members need to make in order to keep the schools affordable. Christian Schools do not get any funding for facilities or capital expenditures. They do get an instructional grant for each student but that is equal to fifty percent of what the local Public School District receives. Tuition is needed to make up the additional revenue.
Another reason for lower salaries is that generally teachers benefit from smaller class sizes, and reduced bureaucratic encumbrances that public education requires. Many teachers are satisfied with the salaries of their school because the benefits of working in a supportive parent-student community environment outweighs the benefits of a higher salary in a public school.
Determining teachers salaries in CTABC schools can be a challenge. Employee Relations Committees, made up of teachers and board-committee members, often find them-selves balancing what the Public School system offers with what the school community can afford.The CTABC and SCSBC play a very useful role here in that both organizations can stay on top of the changing financial landscape of the Province. Thus the Compensation Report, that is issued each year, has become a critical piece of information for the Employee Relations Committee of each school. The January 2008 CTABC questionnaire sent to members, with a return rate of 160 out of 950, showed that teachers were generally pleased with their salaries.
In its’ Strategic Plan, the Board of Directors would like to see the Compensation Report target teachers’ salaries to at least ninety percent of the Public School Grid.
Some Comparisons: (Public School and Compensation Report Recommendations)
A first year teacher in the Public School with a four year undergraduate degree and a B.Ed will be paid $45,909 for 2010-2011; a first year teacher in a Christian school with a similar four year undergraduate degree and a B.Ed will be paid $40,932.00.
A teacher with similar qualifications above, and ten years experience would be paid $74,353.00 and $62,003.00 respectively in the Public and Christian School system.
Note: Some schools, particularly those closer to Vancouver, will take the recommendation and increase the grid by 3, 4 or 5 percentage points. Thus each school will have its own salary grid.
Benefits:
Insurance: The Compensation Report recommends that schools provide teachers and support staff with adequate insurance coverage. The Christian Schools International-Canada Insurance and Trust Fund is recommended. School Boards usually pay fifty to seventy-five percent of the cost. This plan is comparable to the Public School plans.
Pensions: Most schools follow the Canadian Christian School Pension Plan and Trust Fund. Twenty six School Societies participate in this ‘defined benefit” plan. The cost to each teacher can be six percent and the same amount for the School Board. Public School Pension plans take eight percent and with the higher salary will provide a better benefit in the end. A teacher can use the RRSP plan to provide a personal plan that adds two percent each year, to suit their own financial plan.
Conclusion: The Teacher who chooses to teach in Christian Schools cannot make salary and benefits the main reason for their choice of employment. The Christian teacher's motivation needs to consider a number of factors. "Sacrifice, service and ministry" to build a Christian school community has to be part of the motivation. Christian School salaries have come a long way. Those early “pioneers” who started the schools “sacrificed” a lot. Their courage to start up Christian schools, with little promise of pay back, inspires us not to squander the inheritance. However, their story also tells us that a teacher is entitled to a just salary. Finding that balance, will remain a challenge as long as our schools depend on tuitions and community financial support. pvhjanuary2011
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