Equitas Academy fulfills our ambitious mission of academic excellence by cultivating and growing strong and effective instructional staff.

We recognize the need to compensate staff in a competitive and transparent manner. Equitas Academy Compensation guidelines are built upon the following foundational assumptions:

Employees who stay in the Equitas organization will improve in their role every year.
Improvement in their role translates to serving our students, families and each other better.
As a result of improving and serving others better, employees should receive increases in compensation every year and be competitive with the District and other area charter schools.
Equitas employees experience transparent and predictable compensation systems

Lead Teacher Salary Scale (Preliminary or Clear Credential)

Row – Years of Teaching Experience: The row on the salary scale is determined by years of full-time, lead teaching experience.

Column – Performance Level: For teachers new to Equitas, the column placement on the salary scale is determined by data collected throughout the interview process. For Equitas teachers, the column placement on the salary scale is based on their end of year performance review.

Academic Coordinator / Intern Teacher Salary Scale (Intern or Emergency Permit)

Teachers with an Intern Credential or Permit and Academic Coordinators or Apprentice Teachers, have a separate salary scale. Equitas acknowledges the value of a full credential and incentivizes teachers obtaining their full credential with this separate scale.

Row – Years of Teaching Experience: The row on the salary scale is determined by years of full-time, lead teaching experience.

Column – Performance Level: For teachers new to Equitas, the column placement on the salary scale is determined by data collected throughout the interview process. For Equitas teachers, the column placement on the salary scale is based on their end of year performance review.