Anonymous wrote:

Anonymous wrote:Sidwell and GDS 0%? How do they attract top teachers?

Top teachers want to teach and schools where they can set the curriculum, don't have to "manage" a classroom and don't have to teach to a test.

In terms of remission, if you are a teacher and your spouse is a biglaw partner making 7 figures, why should your kid get free tuition?

Teachers want to work there for those reasons only if their high earning spouses can support them and provide good health and retirement benefits and access to excellent schools. In other words, teachers need to be subsidized by their spouses’ employment.

Otherwise teachers don’t want to work there because the pay and benefits are insufficient.

Anonymous wrote:Sidwell and GDS 0%? How do they attract top teachers?

Top teachers want to teach and schools where they can set the curriculum, don't have to "manage" a classroom and don't have to teach to a test.

In terms of remission, if you are a teacher and your spouse is a biglaw partner making 7 figures, why should your kid get free tuition?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:As a parent of kids at a private school, I love the idea that teachers' kids would go for free and think that is a worthwhile goal that would attract me to the school as a non-teacher.

It is a fabulous perk, retention tool, and just an all-around nice thing to do for families who dedicate a lot of themselves for teaching my kids.

Anyway, adding my two cents in case anyone in school administration reads this thread.

On the other hand, denial of any tuition remission for a teacher who has served for a long time and whose family cannot afford the tuition really hurts, and will cause the teacher to feel bitter, angry, and ultimately leave, rather than send their child to the local public while working as The Help for the private school community.

~BTDT

Or denying an employee's child admission. Just bad form all around if you want to keep your good people working for you.

100% tuition for teachers kids? How absurd! Why should one person receive a possible $40,000 after tax benefit for one kid, plus more due to more kids. If I were a teacher without kids and received a 5% raise, I would think there is a true inequity in the equation if other teachers are receiving over $100,000 in benefits and I wasn't. If you add teacher/staff/admin kids remission plus FA kids, who's paying for the bills?

I didn't think remission would be such a motivating factor for me. I was already giving my all to the school where I worked.

Then I changed schools and because of generous remission, I eventually brought my kids to the new one. It's so personal for me now. I care very much that our curriculum is the best, that we're offering experiences that no one else does, that our college placement stays very competitive. I'm in it so wholeheartedly for every child and for the school's reputation overall.

And I've noticed the same among my colleagues who have children at the school. There are more of us here and there is nothing we will not do for this school. Responding to all the nighttime parent and student emails, attending extra workshops to refine skills and craft, attending the fundraisers, speaking at the occasional conference, always looking around to see what programs are being experimented with at other schools and might be introduced here, volunteering time to chaperone more frequently.

I feel more than appreciated by the parents -- I feel like I'm their equal in my new school. At the previous school, I knew that the parents were grateful when I went above and beyond, but I somehow still felt part of a servant class to them. (Despite my Ivy universities and having worked in a higher prestige job prior to becoming a teacher.) .

Every school should make this a benefit if they can.

Anonymous wrote:

Anonymous wrote:As a parent of kids at a private school, I love the idea that teachers' kids would go for free and think that is a worthwhile goal that would attract me to the school as a non-teacher.

It is a fabulous perk, retention tool, and just an all-around nice thing to do for families who dedicate a lot of themselves for teaching my kids.

Anyway, adding my two cents in case anyone in school administration reads this thread.

On the other hand, denial of any tuition remission for a teacher who has served for a long time and whose family cannot afford the tuition really hurts, and will cause the teacher to feel bitter, angry, and ultimately leave, rather than send their child to the local public while working as The Help for the private school community.

~BTDT

Or denying an employee's child admission. Just bad form all around if you want to keep your good people working for you.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:As a parent of kids at a private school, I love the idea that teachers' kids would go for free and think that is a worthwhile goal that would attract me to the school as a non-teacher.

It is a fabulous perk, retention tool, and just an all-around nice thing to do for families who dedicate a lot of themselves for teaching my kids.

Anyway, adding my two cents in case anyone in school administration reads this thread.

My kids attended a school where over 60% of the kids were teacher/staff/administration kids attended for free. So, we, as full paying parents were paying for the whole class. I think teachers should receive a benefit, but the schools should limit it. One thing people don't mention is that all employees typically receive the same benefit (the bus driver's kids, the receptionist's kids, the karate teacher's kids) and it's huge. Too, I agree with PP who said you can tell the teachers who work at a school just for remission. Guess what, they always leave when their kids leaves.

I can't wrap my head around a statistical situation where over 60% of a student body could be children of employees, unless employees had 5+ kids each or something or the school were tiny. With an at least 10:1 ratio of students to employees (and that is being generously low) I can't figure out how this computes ...

8:55 PP here. You're right, PP. 60% is a huge number. I'm sure the whole school was not 60%, but all of my DC classes were. (We were there six years.) The ratios schools quote are teacher to student ratios. Most schools have at least if not more staff/admin than teachers who also receive tuition remission. When you consider the maintenance staff, accounting department, aftercare help, soccer coach, etc. the number of kids is huge and could (and did) reach 60% of a class.

Anonymous wrote:

Anonymous wrote:As a parent of kids at a private school, I love the idea that teachers' kids would go for free and think that is a worthwhile goal that would attract me to the school as a non-teacher.

It is a fabulous perk, retention tool, and just an all-around nice thing to do for families who dedicate a lot of themselves for teaching my kids.

Anyway, adding my two cents in case anyone in school administration reads this thread.

My kids attended a school where over 60% of the kids were teacher/staff/administration kids attended for free. So, we, as full paying parents were paying for the whole class. I think teachers should receive a benefit, but the schools should limit it. One thing people don't mention is that all employees typically receive the same benefit (the bus driver's kids, the receptionist's kids, the karate teacher's kids) and it's huge. Too, I agree with PP who said you can tell the teachers who work at a school just for remission. Guess what, they always leave when their kids leaves.

I can't wrap my head around a statistical situation where over 60% of a student body could be children of employees, unless employees had 5+ kids each or something or the school were tiny. With an at least 10:1 ratio of students to employees (and that is being generously low) I can't figure out how this computes ...

Lowell 50% but teachers can apply for FA

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:At most schools employees can apply for financial aid above the remission that is offered, if they qualify.

Bullis – 50%
GDS – none
Green Acres – 50%
Heights – 100%
Holton – 50% (also applies to sons at Landon)
Landon – 50% (also applies to daughters at Holton)
Lowell – 50%
Madeira – none
Maret - 50%
McDonogh – 80%
NCS – 50% (also applies to sons at St Albans)
Norwood – 50%
NPS – 30%
Park School Baltimore – 100%
Potomac – 50%
Sidwell – none
St. Albans – 100% (scholarship fund for daughters at NCS)
St. Andrews – 100%
SSSAS – 50%
Stone Ridge – 30%
Washington Waldorf – 100%

Anyone know about:
Field
Georgetown Prep
Lowell
St. Johns
Sandy Spring Friends
Sheridan
Visitation
WES
WIS

Any updates, changes or additions?

Beauvoir- 100%

False—Beauvoir is 0% tuition remission. Faculty apply for financial aid in the regular FA pool

Anonymous wrote:As a parent of kids at a private school, I love the idea that teachers' kids would go for free and think that is a worthwhile goal that would attract me to the school as a non-teacher.

It is a fabulous perk, retention tool, and just an all-around nice thing to do for families who dedicate a lot of themselves for teaching my kids.

Anyway, adding my two cents in case anyone in school administration reads this thread.

My kids attended a school where over 60% of the kids were teacher/staff/administration kids attended for free. So, we, as full paying parents were paying for the whole class. I think teachers should receive a benefit, but the schools should limit it. One thing people don't mention is that all employees typically receive the same benefit (the bus driver's kids, the receptionist's kids, the karate teacher's kids) and it's huge. Too, I agree with PP who said you can tell the teachers who work at a school just for remission. Guess what, they always leave when their kids leaves.

Whittle?

Anonymous wrote:As a parent of kids at a private school, I love the idea that teachers' kids would go for free and think that is a worthwhile goal that would attract me to the school as a non-teacher.

It is a fabulous perk, retention tool, and just an all-around nice thing to do for families who dedicate a lot of themselves for teaching my kids.

Anyway, adding my two cents in case anyone in school administration reads this thread.

On the other hand, denial of any tuition remission for a teacher who has served for a long time and whose family cannot afford the tuition really hurts, and will cause the teacher to feel bitter, angry, and ultimately leave, rather than send their child to the local public while working as The Help for the private school community.

~BTDT

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I've searched the posts here and tried to summarize what I've found about schools and the amount of tuition remission they offer to employees. Can people let me know if this is current/accurate? Please add any schools I've missed.

Thank you!

Bullis – 50%
GDS – none
Green Acres – 50%
Heights – 100%
Holton – 50%
Landon – 50%
Lowell – 50%
Madeira – none
McDonogh – 80%
NCS – 50%
Norwood – 50%
NPS – 30%
Park School Baltimore – 100%
Potomac – 50%
Sidwell – none
SSSAS – 50%
St. Albans – 100%
St. Andrews – 100%
Stone Ridge – 30#
Washington Waldorf – 100%

SSSAS - 100%
Bullis - 100%
Sidwell - 80%

This is incorrect. SSSAS is 50% if you are a full time employee. I guess if both parents work there (and there are a few cases of this) hennits 100%

Sidwell offers none BUT will not consider the income of the Sidewell employee parent towards financial aid, so if the other parent makes a significant amount of money then your probably won’t get financial aid. But if your a single parent or the other parent has a low paying job then it could work out. I had a friend quit working there for this reason.

Was not the case for us. Sidwell teacher's income counted, spouse made too much, $0 FA.

Anonymous wrote:

Anonymous wrote:I've searched the posts here and tried to summarize what I've found about schools and the amount of tuition remission they offer to employees. Can people let me know if this is current/accurate? Please add any schools I've missed.

Thank you!

Bullis – 50%
GDS – none
Green Acres – 50%
Heights – 100%
Holton – 50%
Landon – 50%
Lowell – 50%
Madeira – none
McDonogh – 80%
NCS – 50%
Norwood – 50%
NPS – 30%
Park School Baltimore – 100%
Potomac – 50%
Sidwell – none
SSSAS – 50%
St. Albans – 100%
St. Andrews – 100%
Stone Ridge – 30#
Washington Waldorf – 100%

SSSAS - 100%
Bullis - 100%
Sidwell - 80%

I can tell you from personal experience that Sidwell is $0.

Sidwell teachers can, however, apply for need-based FA.

Anonymous wrote:There is so much misinformation here. For the most part, a school's tuition remission (or decision to not give any) is not publicized. It is a hiring tool and most schools prefer to not advertise the percentage because other factors come into play. Let's stop this - it just is not accurate nor helpful.

Its accurate for one of the schools - know firsthand. Assuming others are accurate unless people say so. What struck me as fun y about the remission was that admin making far more received the same percentage as a teacher who might be making a 1/4th or an 1/8th (compared to Head of School). Unless it's common or etiquette for the latter to turn it down? It struck me as a benefit that might serve better if it were scaled to the recipients salary with those earning less getting more.