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A Publication of WorkMonger
and TrulyHired
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In today's diverse world, it's crucial for organizations to recognize that simply hiring individuals from different backgrounds is not enough. True progress lies in creating environments where everyone feels a sense of belonging and is valued for their unique perspectives.
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OpEd/Conversation Starter
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While it is well known that a sense of belonging is important, less is understood about the roles schools play in offering opportunities to belong and how critically important school belonging is for children. Learn more about school belonging and the benefits it can have through this article.
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What WorkMonger is reading right now.
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In today's rapidly changing business environment, it’s more important than ever to ensure that remote work practices are inclusive and foster a sense of diversity and belonging among all employees. By creating an environment where everyone feels valued and appreciated regardless of location, organizations can capitalize on the unique skill sets each employee brings while also fostering an atmosphere of collaboration and productivity.
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Career Corner: Ask a Recruiter
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Mindsets for approaching a salary negotiation
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A friend recently called me to get some pointers for approaching an offer negotiation for his dream role. Here’s the context and guidance I shared:
- The employer WANTS you to accept the job. They’ve likely spent months reviewing applications, conducting interviews and reference checks, and gathering feedback from various stakeholders. They’re ready to move forward and will consider reasonable requests (and likely expect them!).
- Make sure you have clarity on fair market rates for your target role AND industry. An executive assistant at a global energy company can easily make six figures, while someone performing an assistant role for a school district may make less than $20 an hour. Websites like Payscale and Salary share employer-provided data regarding salaries. And if you’re on social media, I love the pay-transparency content creators behind Salary Transparent Street.
- An employer does not always have flexibility in changing their offer. Especially with the transition to salary transparency, more and more organizations have audited their compensation bands and how salary is determined, and they’ve hopefully shared that with you early in the process. Do review correspondence/conversations with the recruiter and hiring manager to see if this is documented as it will inform your approach to negotiating at the offer stage.
- A job offer includes more than salary. You can also negotiate a budget for continuing education (certifications, graduate degrees, conferences, etc.), work location (ie remote vs hybrid vs office location if there are multiple options), work schedule (ie leaving early on Wednesdays for a recurring appointment), vacation, parking spaces, childcare reimbursement, etc.
- Be considerate with your asks - if you agreed to a salary range or working 100% in-person at the beginning of the process, and now you’re negotiating something different, you’ll need to provide compelling evidence for why you changed your mind (i.e. the original role was at a location close to your home, but now they’re asking you to commute across the city, or perhaps the scope of the role changed since you first started interviewing and as such you expect a higher salary).
- Here’s some sample language when negotiating your offer (over the phone or in person): “Thank you so much for offering me the opportunity to join your team. I’ve enjoyed getting to know your team throughout this process. In particular, I’m excited about [insert things that are motivating to you about the role/team/organization]. Right now, I’m still reflecting on [name things about the offer/role that have you slightly on the fence about accepting]. Is there any flexibility around [name the thing(s) you hope to negotiate]?”
Know that it’s unlikely you’ll get an answer right away. Your recruiter and/or hiring manager will consult their human resources business partner before changing an offer, and there may be some back and forth.
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Create or Update Your JobSeeker Profile
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Ivywood Classical Academy is a tuition-free public school that educates students using the virtues-based and rigorous classical education tradition. They are looking for an experienced school leader to be their new Headmaster. The Headmaster will be responsible for many aspects of growing the campus and ensuring a thriving school community, with the support of the superintendent, management organization, and school board.
The ideal candidate has 7+ years of relevant experience in school leadership and a record of success as a teacher/ school leader. This person also possesses a current Michigan School Administrator certification or is enrolled in a program leading to School Administrator certification within six months after the start of employment.
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For more than 50 years, AAMA has helped Latinos achieve their potential. AAMA empowers men, women and children to pursue their dreams and inspired leaders within the community. AAMA is looking for a school accounting professional to be their new Staff Accountant. Under direct supervision of the Comptroller, an employee in this position has the responsibility for supporting the Grant Management activities of the Finance / Program Department Duties related to grant budget preparation, grant reporting and tracking.
The ideal candidate has 3+ years of relevant experience in Accounting, Finance, Business Administration. Non-profit and/or charter school finance experience required.
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Breakthrough is looking for an experienced professional in Special Education Compliance to be their new Manager, Student Services Compliance. The Manager of Student Services Compliance will respond to student needs through implementation and compliance with the Individual Education Plan (IEP) process. The incumbent will work in collaboration with the SS Department and school-based staff to coordinate, plan, and facilitate IEP meetings.
The ideal candidate has 3-5 years of experience as a case manager for Individualized Education Plans with campus-level leadership required. This person also posses a valid Ohio Teaching License with Special Education endorsement OR plans to transfer a Special Education Teaching License from another state to Ohio.
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Located in both Albany and Troy, KIPP Capital Region serves 2,500+ students in grades K-12 across seven schools. KIPP Capital Region is governed by a local Board of Directors focused on providing students with the tools they need to achieve their limitless potential in college, career, and beyond. KIPP Capital Region is looking for a senior leader in operations to be their new Chief Operating Officer. The COO will provide leadership, guidance, and coaching to organizational leaders responsible for school-based and regional operations and support teams, finance, and information technology. They will provide exceptional coaching, development, and modeling in order to grow operational talent and establish leadership pipelines for non-instructional team members in partnership with the KIPP Leadership.
The ideal candidate has 10+ years of progressively increasing operational leadership experience for a growing, multi-site organization, preferably within a school, healthcare, or emergency management setting. This person also possesses a demonstrable track record of developing, implementing, and managing business systems and processes to support a large, complex, and growing organization.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing JobSeekers with educational equity roles at impact-driven education organizations. Here are a few of the amazing jobs we have available. Check them out and apply if you're interested!
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