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About MFS
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Strategic Plan - Faculty/Staff Compensation/Benefits Goals
Plan Goal #7 To attract, retain, and motivate the best faculty, staff, and administration. Rationale The market for top-notch faculty and staff is a competitive one, and the school's compensation system must enable the school to continue to attract and retain talented people. In addition, the compensation system should serve to motivate faculty and staff by rewarding outstanding performance. Strategies • Increase faculty salaries to reach the 80 th percentile of compensation in peer schools. • Develop, articulate, and communicate a clearly defined compensation and evaluation system that allows the Head of School some flexibility to make salary adjustments and reward strong growth and performance. • Consider administrative and staff salaries in a similar vein, ensuring a strong competitive position for hiring and retaining strong people and establishing a clearly understood evaluation system. Plan Goal #8 Provide benefits to support, encourage, and motivate faculty to grow professionally. Rationale The purpose of the benefits program should be to provide a health insurance plan for all employees desiring coverage and to provide important non-cash compensation that is beneficial to teachers and staff at various stages of seniority. In addition, certain kinds of benefits should be used to encourage and support professional growth. Strategies
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Moorestown Friends
has significantly improved salaries and benefits over the
past five years. Salaries are now above the median for peer
independent schools and benefits are more competitive as
well. The findings phase of the planning process
revealed, however, that issues relating to faculty compensation
remain important. 