SP Posts

Robust and strategic HR practices continue to professionalize the organization

 

2020-2021

• There is no evidence.

2021-2022

• In April 2022, comprehensive review of Compensation and Benefits for local faculty and staff was initiated with an HR consultant.
• Salary adjustments were made in areas where they were necessary. To ensure transparency and build trust, the HR department initiated to communicate proactively, which also helped improve overall staff morale.
• HR team was reorganized with a focus on faculty recruitment.

2022-2023

• Comprehensive Review of Local Faculty Salaries: Recommend conducting an extensive analysis of all local faculty salaries and benefits for staff positions in 2022-2023, aiming to establish greater balance and equity. This initiative will be paired with proactive communication from HR to ensure transparency and build trust. 
• Proactive HR Communication Strategy: Suggest implementing proactive communication efforts from HR to enhance transparency, address concerns about compensation, and boost staff morale. This approach is essential to maintain a motivated and engaged workforce.
• Targeted Local Recruitment Strategy: Recommend that the Recruitment Coordinator collaborate closely with the Marketing team to develop a strategy for attracting top local teaching candidates. This includes expanding Lincoln's visibility through partnerships with local universities and actively seeking opportunities to showcase the school in the local market.

2023-2024

• Surveys are periodically conducted with a group of local schools to assess the competitiveness of the market in different teaching and support positions. 

• The recruiting coordinator is working closely with the recruiters, as well as the HR manager to ensure diversity and transparency in hiring. 

• Analysis of salary of local academic staff, with consideration to other schools in BA and parameters of international schools in the region.