Report Highlights High Salary Trends at Private Schools

Stuart McPherson, headmaster, Sydney Grammar School:

“I wouldn’t want to comment on Grammar’s salary scale other than to say that we want to remunerate our teachers well for what they do.”

“Teacher remuneration is one element of a comprehensive employment offering that reflects the wide range of responsibilities undertaken by staff, including teaching, student wellbeing, pastoral care, co-curricular programs and leadership responsibilities.”

Brother Steve Hogan, principal, Oakhill College:

“The Workplace Gender Equality Agency figure is an average remuneration amount across the workforce and shouldn’t be interpreted as the salary of a classroom teacher. This includes co-ordinator allowances, which are clearly stipulated within the Agreement and paid to co-ordinators on top of a teacher’s base salary.”

Pittwater House principal Dr Steven Middleton:

“In my three decades of experience as a teacher and leader in independent schools, I believe good teachers and other school professional staff aren’t necessarily making employment decisions solely on the highest salary available.

“We keep hearing about a teacher shortage, but we believe we are an employer of choice, receiving many applications for advertised roles and also expressions of interest from Sydney, interstate and regional NSW, as well as a number of international teachers seeking to relocate from the UK, Canada, New Zealand and South Africa.”

Rosebank College principal Iris Nastasi:

“Please be aware in the instance of Rosebank, our data would also comprise coaches and tutors; these are recent school graduates.”

Matt Macoustra, head of school, Newcastle Grammar:

“As is the case across the entire education sector, there can be particular subject areas or specialist roles where schools need to work harder to find the right candidate. However, we continue to attract high-quality applicants who are drawn not only by remuneration and conditions, but by the opportunity to work in a supportive professional environment and make a meaningful contribution to the education and development of young people.”

Presbyterian Ladies’ College Sydney principal Dr Paul Burgis:

“PLC Sydney pays the CMEA, which is 3 per cent above the public school award. We then add a further 5 per cent above this. This places PLC Sydney above all of our neighbouring competitor schools in terms of remuneration for staff.

“Further, PLC Sydney retains staff exceptionally well, as indicated by the number who qualify for long service leave each year.”

“Barker College was recognised in The Educator’s 5-Star Employers of Choice 2026, an acknowledgement of excellence in workplace culture, employee satisfaction and people-first leadership across the Australian education sector. Our staff benefit from a modern approach to recruitment and retention which includes competitive remuneration and access to a vibrant and purpose-driven workplace.”

Hunter Valley Grammar School principal Rebecca Butterworth:

“Salaries are one component of what makes a school a great place to work. Equally important are opportunities for professional growth, the ability to retain excellent teachers, and a positive and supportive workplace culture. At HVGS, we are privileged to have highly accomplished educators teaching our students and a strong culture of care and belonging for staff and students.”