LCS does not maintain a published salary structure. Faculty and staff personnel are compensated based on negotiated rates at the beginning of employment. LCS genterally follows a merit and market-based philosophy regarding employee compensation rather than set standards. Annually, as contracts are prepared, a percentage increase may be awarded based on merit, solely at the digression of the administration and adopted by the board.  

Policy Provisions:

1. Authority and Oversight
   • The Board of Directors holds ultimate authority over compensation policies and budgets.
   • The Superintendent, or designee, shall administer compensation within the framework approved by the Board.
2. Compensation Determination
   • Compensation shall be determined based on:
     • The employee’s education, credentials, and professional experience.
     • The scope and complexity of assigned duties.
     • The school’s annual budget and financial capacity.
   • The Superintendent may recommend adjustments to compensation to recognize performance excellence, expanded responsibilities, or cost-of-living considerations, subject to Board approval.
3. Annual Review
   • The Board shall review compensation structures annually to ensure fiscal responsibility and competitiveness within the Christian education sector.
   • Recommendations for changes to salary, stipends, or benefits shall be presented by the Superintendent during the annual budget review process.
4. Transparency and Confidentiality
   • The school shall communicate clearly with employees regarding compensation policies and review processes.
   • Individual compensation information shall remain confidential and disclosed only as necessary for administrative purposes.