successful candidate having been selected from a different part of the country, reflecting the national nature of these search approaches. For all hiring processes, there is an effort to be fully inclusive in terms of making sure a broad spectrum of faculty and administrators will have an opportunity to meet with and/or interview the candidates. For administrative hires, the Head of School may include multiple constituents in the hiring process — students, parents, board members, in addition to faculty members and administrators. In addition, the Head of School may bring in area clergy from our partnership synagogues to interview candidates. Compensation and Benefits Levine’s administrative team has been working for several years to upgrade employee benefits, and we are proud to share that we have added several features to the benefit package recently that bolsters the attractiveness of working at Levine Academy. Such added benefits as an employer retirement match, a specified number of “personal days,” an annual effort to keep our medical benefits consistent, short-term and long-term disability insurance, time off for Jewish holidays and for Life Cycle events, gap insurance options, and much more. We are working to bring employee compensation in equity alignment internally, and also with independent school compensation data. Phase one of a significant compensation analysis and study was completed in the spring of 2021, and the school will begin implementing adjustment to compensation so that all “like workloads” within divisions are compensated at commensurate levels. We expect the compensation study to take a few years to complete, in terms of being able to adjust salaries to what we may call “industry standard,” so that we are compensating teachers and administrators at levels commensurate to those in similar Levine Academy entered into a significant contract with Campus Outreach Services in order to learn about, assess, and make any updates to our aim to provide a safe and respectful environment for all employees. Such topics as equity, harassment, whistle- blowing, professional boundaries, and respect have been a part of this ongoing training, which began in December, 2020. The outcome of this engagement with Campus Outreach Services will be to revamp our Employee and Family Handbooks to incorporate more fully the many expectations and protections for our students and employees. As part of this effort, Levine has already adopted a Safe Channel Communication policy, in which any employee may express himself/herself to the HR Director regarding any occasion whereby an employee may have felt uncomfortable with a situation. Anonymity will be protected in each of these circumstances, and the appropriate people will be asked - including anybody named in the concern - to help resolve the matter and make things better, if possible. position, at similar-sized independent schools, in our region. Workplace Environment; Safe Communication Channel
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