What do you do if your educational leadership skills and experience aren't reflected in your salary?

The first question is, Are you happy where you are? If so then investigate whether an increase in salary is even possible. If it isn't then are you prepared to stay where you are happy and are making an impact even though you could possible make more money elsewhere? We don't get into education to get rich, although everyone should be fairly compensated for their efforts and abilities. If you feel unhappy, undervalued or underpaid (or a combination) where you are then you need to investigate the market. What should the package look like for someone with your experience and skillset? You can use current job listings, professional networks (like LinkedIn) and word of mouth to find out. Once you know your worth, its time to make a decision!

It is an issue of not just your worth on paper but your worth to the current school. It would be best if you considered things (abilities, skills, knowledge) that you have that are of great benefit to the employer. How do you stack up against others at the school? What about internationally? Human capital is highly mobile, so understanding your worth in international terms will help you plan your future. Should you stay and try to negotiate an improved compensation package? Should you look elsewhere? Sometimes, the easiest way to advance is to move; it can be challenging for companies to appreciate their people, at least until they leave.

Pay can vary greatly depending on what system you are working for. So can expectations and culture. The research is so important to know what is realistic pay for a position. Outside of pay, how well do you align with the institution's culture and mission?

As teachers, we often feel we shouldn't ask. We don't teach for financial gain (or glory) and are too cautious about asking. A wise friend encouraged me to always ask, especially when new to a leadership post. I haven't offended anyone yet!

Don't be afraid to ask! Worst case scenario, you get a "no," but if you never ask, you never have the possibility of getting a "yes!"

It's important to know who you're negotiating with. You need to fully understand the interests and pressures the Board may face and how you can best align and leverage those interests to achieve your aims. Always be aware of your best alternative to a negotiated agreement - what is really the best thing you can get without an agreement? Is it the status quo? Is it you leaving for a new environment? What is it for the Board? Spending time in advance of the negotiations to consider all aspects is important to be successful and continue to build a positive reputation.

Seja claro sobre o que você espera ganhar, esteja preparado para justificar seu pedido e esteja disposto a negociar e a encontrar um acordo que seja satisfatório para ambas as partes.

Unfortunately, sometimes, the easiest way to get an increase in compensation is to go to another employer. It's hard for many schools to understand that the disruption to the school environment and the costs of recruitment can often mean that it is better to increase compensation for a current employee than to have them leave. Always start with an honest and respectful conversation with the school executive/Board about your interests, desires, how they align with the school, and comparable compensation offerings in the same city/region for similar schools. If you can find a mutually beneficial solution, great! If not, you can seek to move on, while being respectful.

As a school leader, if you feel you are given enough respect, are treated fairly, are having an impact and are happy in your role, I think that is worth its weight in gold.