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Why Keep?
Why Keep
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Low Retention
Smarter, retention-based compensation is a key way to demonstrate appreciation for the work these employees put in while enabling them to build long-term wealth.
The National Center for Education Statistics (NCES) found that every year, 8% of US teachers leave their profession early, and another 8% move to a different school, giving a total turnover rate of 16%.
Low Morale
Most educators went through what may have felt like a war during the pandemic. Keeping students sane while grappling with their own sanity at the same time.
If their district could verbally recognize this strain and deliver compensation to show its support, that would go a long way to keep teachers engaged and motivated.
Competition
Teachers know they are few and far between right now, so they truly have their pick of the highest paying district or the highest signing bonus.
It’s up the hiring leaders to stand out and show prospective teachers that their school will value them, pay them, and keep them.
Collections
Clawbacks are expensive to enforce and many end up unenforceable.
Tax Complexities
Paying taxes up front leads to countless hours wasted on preventable W2 corrections.
Manual Tracking
Many track sign-on and retention bonuses manually, making automation and scalable edits difficult.
Automate compensation
A fully automated system to deliver upfront compensation tied to time-based and performance-based vesting
Track milestones
Enable employees and employers to track & celebrate milestones
Improve finances
Improve providers’ credit and help remove their financial roadblocks
Flexible and modifiable
Include flexible components like performance challenges, easily modify arrangements
Optimize cash flow
Optimize cash flow & AR management, defer taxes & automate collections
Reduce manual effort
Save time and money by automating manual tasks like bonus tracking, clawbacks, W2 corrections, and more.
