Find out why our staff love working at Atlas Academy!
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Our goal is to provide an exceptional work environment for our employees.
We view our administration as a support system which allows our staff to pursue their career goals and to enjoy their work.
We utilize a number of different support mechanisms.
Pay: We recognize that the best way to appreciate staff is to pay them well. And, as a growing school, we keep in mind that we need to share our growing success with our staff. We recognize that a staff member’s level of pay should match their level of responsibility, so we try to not pile on responsibilities without any increase in pay. Finally, in order to support our staff’s work-life balance, we offer a good amount of paid time off.
Time: The more responsibility a staff member has, the more time they might need to fulfill it. We are careful not to overload our staff. We give our classroom teachers at least an hour of prep time each day. We encourage our staff to actually take a half-hour break, away from the kids, every day. We also make sure to find a schedule for each staff member that best supports their work-life balance.
Training: Each staff member, depending on their level of experience, requires different amounts of training. Our administration seeks to find the right balance between guidance and autonomy: we want to make sure the staff have the guidance they need, but we also don’t want to be overbearing. Sometimes we offer intensive training out of the classroom, sometimes an administrator will model certain interactions with children, or sometimes just a quick conversation will do the trick. We always try to give reasons for our suggestions, so that our staff will be able to understand why we do things a certain way. Finally, we support our staff in attending out-of-house staff development opportunities; and we especially offer support to our staff if they want to participate in an official Montessori training program.
Feedback: We recognize that staff members appreciate feedback to help them judge how they are doing. We are always on the lookout for opportunities to give praise and we always communicate negative feedback in a manner that is respectful and supportive.
Communication: We recognize that all relationships require good communication in order to thrive. Our administration regularly checks in with staff to see how things are going, to see if they need anything, or to see if they’re unhappy with anything. Also, since we are working together to achieve big goals in education, we like to have an ongoing dialogue about how things are going in the classroom. We are trying to cultivate an “idea meritocracy”--a culture in which the best ideas win, no matter who has the ideas. Our administration appreciates disagreement almost more than agreement, because we understand that disagreements are seeds of progress.
Vision: This last form of support might be the most important. We communicate our vision with our staff from the very beginning; and we keep them informed of updates to the vision; and we make reference to our vision on a regular basis. We want our staff to know that they are part of a big project in education. Our goal is to build a school that educates children from birth to maturity. Right now our school runs from toddlers up to 3rd grade; and we’ll add more grades each year up through high school. We keep our vision on the top of our minds to add a layer of inspiration, ambition, and motivation to our daily work.