Staffing Survey

State of Charter School Compensation in Colorado 2025

EXECUTIVE SUMMARY

The executive summary highlights key findings from the Colorado League of Charter Schools’ latest compensation study, examining salary trends, benefits, and total compensation across roles and regions statewide. The findings point to persistent challenges related to recruitment, retention, cost-of-living pressures, and regional disparities that impact charter schools’ ability to attract and sustain a strong workforce.

The summary outlines statewide patterns and high-level implications for school leaders and boards, while underscoring the importance of compensation as a strategic lever for staff stability, organizational health, and student success.

The full report, which includes detailed data analysis, regional comparisons, and strategic recommendations for boards and executive leadership teams, is available exclusively to League members.

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If you are having trouble downloading the full report email us at [email protected].

Mid-Year Staff Departures Survey 2022

Report from the Colorado League of Charter Schools

EXECUTIVE SUMMARY
The results from this survey showed that almost half of the participating schools reported more staff turnover compared to previous years. This is higher than the pre-survey, where only 11% reported more turnover. Some of the factors that contributed to staff turnover include COVID burnout, increased workload, salary concerns, and overall job dissatisfaction. As a result of mid-year staff departures, remaining staff face increased burnout and mental health concerns and increased workloads. Additionally, respondents reported that students may face up to 6 weeks of lost learning due to teacher turnover and may be unable to catch up academically, socially, and emotionally. To address mid-year departures, schools are focusing on increasing salaries and compensation for teachers and instructional staff; providing more support systems for staff; and more aggressive and intentional recruitment and hiring practices. However, solutions and actions for addressing these issues are constrained by available funding.

Staff Salaries in Charter Schools Comparison 2022

Report from the Colorado League of Charter Schools

EXECUTIVE SUMMARY
This survey was used to assess average base salaries/hourly rates for several different positions and key benefits offered by schools. Salaries varied based on position and years of experience, with staff with 10 or more years of experience having a higher average salary compared to staff with fewer years of experience. However, administrative positions (including deans, vice principals, principals, and executive directors), had the largest increase in average salary with more years of experience. Education level did not play a large factor in average salaries, and in some cases, the small sample size created salary averages that decreased with an increase in education. The most frequently offered key benefits focused on health insurances (medical, dental, and vision) and paid time off (both personal and sick leave). Only 63% of schools offer employee assistance and counseling, which may mean that a majority of charter school staff across Colorado do not have access to a mental health professional to help cope with increased burnout and mental health concerns. Given that increased burnout and mental health concerns were some of the top factors for mid-year staff departures, schools should look at how they can better support their staff’s mental health.

Overview and Literature Review

An overview of the research video is available to you as a League Member. Login to your account on this page and then view the video from our Staffing Researcher at APEX Evaluation.

Top 10 Ways Your School Can Recruit & Retain Staff

It has arguably never been harder to recruit and retain employees. The pandemic has caused Americans to reevaluate their priorities and rethink their professional careers. The result is that millions of people are quitting their jobs – 4.3 million in January alone, according to the U.S. Department of Labor – and more than 10 million jobs are currently vacant across the country.

Schools, including charter schools, have been far from immune to the “Great Resignation.” In fact, many teachers and staff members endured added pressures and challenges during the pandemic, such as frustration with parents, evolving public health guidance, and concerns for their own health and well-being. This has culminated in increased burnout among teachers and staff, causing them to leave their education careers altogether. A recent national survey of teachers found that 55% of teachers say they plan to leave the profession sooner than originally planned due to the pandemic, a number that increased from 37% just last year.