Practical Steps for Building a Fair Pay Structure in Your Montessori School

Hannah Richardson
5 days ago
2 min read

Fair pay is not a “nice to have” in Montessori leadership — it’s a non-negotiable if we want staff to stay, grow, and thrive. Yet many schools are still operating with outdated scales, opaque negotiations, or pay philosophies left unspoken.

A fair, transparent pay structure communicates respect. It says: we value you, and we want you here long-term. Without it, even the most mission-driven educators eventually look elsewhere.

Here are six steps Montessori leaders can take to make pay more equitable, sustainable, and aligned with Montessori values:

1. Gather Reliable Data

You cannot set fair pay in a vacuum. Start with:

National and regional benchmarks from AMI, AMS, and NAIS.
Charter/public school pay scales (especially if you compete for the same talent).
Cost-of-living data using tools like MIT’s Living Wage Calculator or your state labor department.
Peer Montessori schools through direct outreach — many leaders are more willing to share ranges than you might expect.

📌 Tip: Put all this into a simple spreadsheet. Numbers tell a clearer story than assumptions.

2. Define Your Pay Philosophy

Too often, schools skip this step and default to “whatever we can afford.” But staff deserve clarity. Decide upfront:

Will you prioritize credentials (AMI/AMS training, degrees)?
How will you factor in experience (and where will you cap it to prevent runaway inequity)?
Will you build in equity safeguards (so the best negotiators don’t leapfrog others)?
How will you honor additional roles (mentorship, program leadership)?

Write it down. Share it. Consistency builds trust.

3. Create Transparent Scales

Transparency reduces gossip, resentment, and inequity. Staff should know:

The salary range for their role.
What determines placement (training, years of experience, scope of responsibility).
How progression works (e.g., completing training, adding responsibilities).

Example: An assistant guide might start at $35–40K. Completing AMI training could raise the floor to $45K. Years of service could add steps, but capped to keep alignment with new hires.

4. Audit Regularly for Equity

Unfair gaps creep in silently. Commit to annual audits:

Compression: Are new hires earning as much as 10-year veterans?
Equity gaps: Are men or white staff earning more than equally qualified women or BIPOC staff?
Role clarity: Are assistants, specialists, and support staff paid competitively with peers in public systems?

Fixing inequities proactively builds a culture of trust.

5. Go Beyond Salary

Base pay matters most, but it’s not the whole story. Consider:

Benefits: health insurance, retirement contributions, credentialing funds.
Time: meaningful leave, wellness days, sabbaticals.
Growth: professional development pathways, leadership opportunities.
Flexibility: scheduling options, part-time job shares.

Even if your salary dollars are limited, these practices communicate value.

6. Communicate the Process

This is where leaders often falter. Staff may not expect perfection, but they do expect honesty. Share openly:

What your pay philosophy is.
Where your numbers come from.
What the limitations are, and how you plan to improve.

Transparency in process builds more trust than secrecy with slightly higher numbers.

Your Takeaway

Fair pay is not just an HR task. It is leadership work. It is one of the clearest ways to align Montessori values of dignity and respect with the actual lives of the adults in our schools.

Ask yourself: Would I stay here for 10 years on this pay structure? If the answer is no, it’s time to change.