Staffing Smarter: Cost-Effective Staffing Strategies for Christian Schools

In an era marked by unprecedented enrolment growth across the sector and a constricted labour pool, Christian schools confront the formidable challenge of recruiting and retaining staff whose convictions align with the Christian faith.

The secular milieu pervasive in Australia amplifies this quandary, necessitating strategic foresight in staffing. This article delineates methodologies for effective staffing, from advertisement to retention and through to the exit process.

Promoting Vacancies with Precision

The initiation of a staffing cycle begins with the promotion of vacancies. A detailed position description should act as the foundation for crafting promotional materials used to market a vacancy.

It is incumbent upon Christian schools to leverage both modern and traditional promotional channels with strategic intent. The utilisation of digital platforms — social media, online job boards, and professional networks — should be balanced with traditional methods such as word of mouth, newspapers, church bulletins and community notice boards. Crafting job postings that resonate with the ethos of Christian servitude, coupled with the academic acumen required, attracts individuals whose vocational aspirations coalesce with the school's mission.

The secret to success here, however, is to leverage the personal networks of your existing staff in the promotion of vacancies. In fact, I would go so far as to say that the job board listings should be considered ‘tools’ for your staff to use in promoting the vacancies, rather than the main source of potential candidates. For instance, an initial posting on a platform such as Christian Jobs Australia represents the preliminary step. The subsequent, and arguably more critical step, involves the engagement of current staff by encouraging them to share the opportunity within their individual networks. This approach not only amplifies the reach of the vacancy, but also increases the likelihood that quality candidates — whose values are congruent with those espoused by your school — apply for the role.

Another, often overlooked, source of new staff are alumni. Alumni can be passionate advocates for the school’s mission and bring a unique perspective as past students. At Christian Education Ministries (CEM) we have benefited from many alumni joining our Teacher Training School and moving through to employment within our schools.

Finally, when promoting vacancies, you need to consider timing. Timing is critically important when it comes to advertising teaching vacancies. There's a rhythm to schools that recruitment needs to follow.?

Recruitment Processes: Prioritising Character Over Credentials

The recruitment process must be robust and discerning, ensuring a congruence between a candidate's profession of faith and pedagogical proficiency. While educational qualifications and experience are often considered paramount, there is merit in prioritising the intrinsic character and spiritual maturity of candidates. Individuals who embody the school’s values are more effective in the long term, as they contribute positively to the school’s culture. Skills are faster and easier to teach than character.?

An intricate interplay of behavioural interviews, reference checks with past employers and church leaders, and demonstrations of teaching aptitude ensures a holistic assessment. An emphasis on spiritual commitment, when coupled with educational excellence, will serve to identify those rare candidates who will truly thrive in Christian education.

In a tight labour market, it is critical to arrange interviews immediately when a strong application is received. Don’t fall into the trap of waiting until the closing date has passed before assessing applications and arranging interviews — if you do, many of the best candidates will have moved on to other opportunities.

Induction: Fostering a Covenantal Community

Induction is not merely an introduction to the operational aspects of the school but a rite of passage into your covenantal community. This phase should be characterised by a structured program that encapsulates the spiritual, pedagogical, and community-oriented facets of the school's environment.?

Providing mentorship programs is also a proven method for new staff to forge bonds with seasoned educators, blending professional guidance with spiritual fellowship. It is wise to provide a ‘mentoring framework’ to guide the process and ensure timely outcomes without being overly prescriptive and nor restrictive.

Retention: Sustaining Staff with a Purpose-driven Ethos

Retention of staff is not serendipitous but the fruit of deliberate and sustained efforts. What proactive initiatives is your school taking to retain staff?

Professional development, aligned with your school's faith-based values, must be enshrined in your school's culture. Providing pathways for advancement, recognising achievements, and fostering a workplace culture that is reflective of a Christian ethos are essential. In our experience, there is a direct correlation between the authenticity of a school’s Christian faith and the quality of Christian staff attracted to vacancies.

The number one factor that impacts on a staff member’s satisfaction with their workplace is their relationship with their immediate supervisor. With this fact in mind, invest in the servant-leadership skills of your school’s leaders. Any staff member responsible for leading other staff members must be equipped to do so.?

My final recommendation for retaining staff is to invest in comprehensive internal training programs for hires with great potential. At CEM, we launched the Trainee Principal’s Program almost 4 years ago. To date, two graduates of this program have stepped into Principal roles with another currently Acting Principal in another CEM school. This approach allows for the development of 'home-grown' talent who are thoroughly entrenched in the school’s mission and values.

Exiting with Grace

When staff transition away from your school, it is imperative that the process is managed with dignity and respect. Exit interviews should be conducted to glean insights for improving staff experience and rectifying issues that may be pervasive.?

This final phase, when handled with grace, can strengthen the school's reputation.? Former staff become ambassadors for your school's mission when they have moved on to their next workplace.

Costly Staffing Pitfalls to Avoid

Before wrapping up, I wanted to cover a few ‘macro-level’ staffing matters that impact the whole school. When a new school joins the CEM network, there are a few staffing areas where we focus our attention. Typically, significant cost savings can be made in these areas.

Firstly, we check how many staff are receiving allowances and for what purposes. An overabundance of staff receiving allowances can precipitate unwarranted financial strain, diluting funds that could be more judiciously allocated to impact student outcomes.

Secondly, we review the organisational structure of the school. A top-heavy organisational structure, replete with an excess of 'Heads', incurs considerable expense without commensurate returns in educational quality. This type of structure is very costly and typically unsustainable.

Lastly, an excessive reliance on conferences, external training courses, and consultants can deplete resources. Such activities often contribute more to the embellishment of individual CVs rather than engendering tangible improvements within the school. In contrast, fostering a culture of action research, mentoring, and apprenticeship-style training not only proves to be more cost-effective but also yields enhanced outcomes, embedding professional development within the very fabric of the school’s operations.

In summation, staffing strategies for Christian schools must be a tapestry woven with threads of faith, fiscal judiciousness, and strategic acumen. By integrating these elements, Christian schools can navigate the complexities of the current labour market and continue to serve as beacons of Christ-centred education. Avoid the pitfalls of an overabundance of staff allowances, top-heavy organisational structures and excessive conferences, external training courses, and consultants.?

Philip Rawnsley is currently the HR Manager of Christian Education Ministries (CEM) overseeing the group’s recruitment, onboarding, staff relations, training, compliance, policies & procedures, performance management, and off-boarding processes.?

Phil graduated from Leeds University, England, with a Bachelor's degree in Sports Science before being called into full time ministry as a Youth Pastor. After that Phil would spend 10 years with Glasgow City Council (Scotland) developing physical activity and sport programmes for children in public schools.

The experience with youth, ministry, education, and volunteer recruitment opened up an opportunity to join The Crusader Union of Australia (CRU) as the Director of Holiday Camps before moving to CEM.