It’s a common question: Should we offer sibling discounts to families who send more than one of their children to our school?
The School Head is privy to a great deal of private information, including salaries for the entire administration, faculty, and staff. From time to time, you may find that various Board Members inquire about salaries of certain individuals.
No one said it would be easy being the School Head. Between implementing your school’s strategic plan, creating a safe and welcoming environment, and ensuring every decision falls in line with the mission, you have a lot on your plate. Therefore, it’s imperative that you’re able to rely on your direct reports—your Leadership Team—help support you on a day-to-day basis.
ISM believes that one of the core tenets of school stability is a high-performing faculty, leading to strong student satisfaction and enthusiasm. But how does one determine whether a faculty member is “high-performing?”
For many years, schools have primarily used teacher evaluations—usually classroom observations—to make this distinction. However, there’s evidence to show that traditional classroom evaluations aren’t always the best indication of high faculty performance.
The subject of diversity and how it’s approached in private-independent schools continues to be at the forefront of our conversations. Many educators are interested in acknowledging and accepting what makes us different from each other but aren’t sure how to approach the subject with their students and peers.
Most School Heads attend or lead four to five meetings every week. Meetings take valuable time and should be optimized for maximum efficiency to best serve your needs as well as those of your faculty, staff, administration, and ultimately, students.
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