One question I hear over and over from parents, educators, and even students is: “What can we do to keep great teachers here?” It’s a question that cuts to the heart of our public schools. If we want strong academic outcomes, thriving classrooms, and emotionally supported students, we must begin by supporting the professionals who show up for our kids every day.
In the Thompson School District (TSD), teacher salaries lag behind those in nearby districts—and fall short of the cost of living in northern Colorado. While the average teacher in Loveland earns roughly $53,090 annually, you can find significantly higher pay just a short drive away in Poudre or St. Vrain. As a parent with children in these classrooms, I see the consequences clearly: veteran educators leaving for better pay, talented teachers burning out, and innovative programs faltering without sustained leadership.
From my time serving as a U.S. Navy officer, I know that any organization—whether a flight squadron or a school—is only as strong as its people. Strategy matters, sure—but execution, morale, and sustained excellence come from the individuals who devote themselves to the mission. True leadership shows itself in how we invest in our teams. In education, that investment must begin with teacher compensation reflecting both the demands of the profession and the promise we make to our students.
The research is clear. A 2024 RAND report, Larger Pay Increases and Better Benefits Could Support Teacher Retention, found that teachers received only $2,000 on average in pay raises when they wanted $16,000. Importantly, those who received larger raises reported feeling more valued and were less likely to leave the profession.
In Colorado, a University of Northern Colorado dissertation showed that every $1,000 increase in salary is associated with a 0.25% decrease in teacher turnover—a small step with significant impact.
Statewide, disparities are stark. The average salary in rural districts was $39,775 during the 2023–24 year, nearly $30,000 less than the state average of $68,647—making Colorado one of the worst in the nation for pay gaps.
Nationally, teachers earn roughly 80% of what similarly educated professionals make while working longer hours. An Education Week analysis found teachers put in about 53 hours weekly, compared to 44 for other professionals—and reported an average desired increase of $16,000 to feel fairly compensated.
A recent Washington Post analysis reported that just 30% of districts pay new teachers over $50,000. Moreover, 77% of teachers report frequent stress, and many take on second jobs—highlighting the financial pressure educators face daily.
Nonetheless, there is hope. Across the country, districts raising salaries by 20–30% and offering performance incentives are seeing increased retention—especially in rural or high-needs areas. Performance-based pay models have also shown modest gains in teacher retention and student learning outcomes.
Compensation extends beyond salary. Benefits such as healthcare, retirement, mental health support, paid leave, and mentoring are vital to teacher retention. The RAND report emphasizes that improving benefit quality alongside pay boosts teachers’ perceptions of value and their desire to stay.
My Commitment
As a Navy veteran and current TSD parent, I’ve seen firsthand that people are the foundation of any mission. Whether aboard ship or in the classroom, success depends on investing in those who make it possible.
That’s why I’m committed to:
Funding competitive teacher salaries that match or exceed nearby districts—helping us keep and recruit top talent.
Exploring experience- and performance-based incentives that recognize excellent teaching while maintaining fairness.
Advocating for comprehensive benefits—including healthcare, retirement, mental health support, parental leave, and child-care options—to make teaching a sustainable career.
Building a district culture where teachers are respected professionals, included in decisions, and publicly recognized for their contributions.
If we want the best outcomes for our students, we must first invest in our teachers. From my experience in high-stakes environments where morale and teamwork determine success, I know this investment pays dividends. Supporting our educators means supporting our children—and our community’s future.
