Priority 1 – Competitive Salaries and Benefits
Objective: Maintain competitive salaries and benefits to attract and retain exceptional talent

• Conduct a comprehensive compensation review and analysis of findings

• Prioritize open communication and feedback on compensation

Action Plan

Year 1

• Utilize comprehensive market analysis data to identify necessary adjustments to ensure competitiveness with salary structures

Year 2

• Review salary and benefits packages annually

• Gather feedback from employees on their preferences for salary and benefits packages through surveys or focus groups

Years 3-5

• Use feedback to adjust and improve compensation packages to better meet employee needs

• Regularly update and communicate the value of the total employee compensation package (salary, benefits, retirement plans, insurance, wellness programs)

Priority 2 – Work-Life Balance and Employee Support
Objective: Cultivate an environment that supports work-life balance, mental health, and overall well-being to improve job satisfaction and reduce burnout

• Promote work-life balance and mental health

• Communicate clear expectations for job roles

• Provide strong support systems

• Leverage use of innovation and technology

• Explore part-time work opportunities

Action Plan

Years 1-2

• Regularly assess staffing and workloads

• Provide clear guidelines on work hours and promote healthy work-life boundaries through updated job descriptions

• Ensure all employees are aware of wellness resources, mental health support, and counseling services

• Offer AI training to all educators and identify district supported collaborative tools and current usage of AI

Years 3-5

• Offer workshops on time management, stress management, and work-life balance

• Ensure protected time within the instructional calendar for training and curriculum planning

• Clearly define job requirements to enhance hiring transparency and efficiency

• Provide administrative support and use data to inform decisions, foster community engagement through partnerships, and develop transparent communication with families, staff, and the community via regular updates and feedback loops

• Allow employees to provide specialized services on a part-time basis or share roles to reduce work hours

• Continue training on new technologies and best practices in AI

Priority 3 – Professional Growth and Development
Objective: Provide employees with the opportunities, support, and resources needed to grow and excel in their careers

• Conduct comprehensive induction and mentoring programs

• Promote collaborative professional communities

• Communicate available career pathways and leadership opportunities

• Ensure access to professional development

Action Plan

Years 1-5

• Foster educator collaboration through team meetings and problem-solving sessions

• Continue to offer compensated leadership opportunities for professional growth

• Provide school-funded release time with substitute coverage for content specific professional development and curriculum planning each year

• Provide ongoing professional development tailored to educators’ needs with expert support

• Train mentors and equip school leaders to nurture new teachers and create a supportive teaching environment each year

• Provide sustained, active learning opportunities that allow for feedback and reflection

Year 2

• Offer a comprehensive induction program for new educators, and leaders, including orientation, mentorship, and support teams. 

• Pair new teachers with master mentors for the first two years, providing regular feedback and emotional support

• Provide opportunities to educators to attend CS2030 aligned conferences and receive other professional development to grow in their area of expertise

Years 3-5

• Establish clear career advancement pathways for educators to transition into leadership roles

• Partner with universities and professional organizations to offer training and internships that prepare staff for leadership positions

Priority 4 – Employee Recognition and Rewards
Objective: Recognize and reward employees’ contributions in an effort to foster a culture of excellence

• Formalize employee recognition program

• Empower educator voice

Action Plan

Years 1-2

• Establish clear criteria for recognition (e.g., innovation, hard work, going above and beyond)

• Create a recognition program for staff members to celebrate their achievements and contributions to Collierville Schools

Years 1-5

• Engage community partners to provide discounts and support for employees

• Regularly assess working conditions through surveys and focus groups, focusing on educator voice, school leadership, time for teaching, student conduct, and professional development

• Incorporate educator feedback into school decisions, including curriculum development, school-wide goals, and instructional strategies