Considerations for the Development of a Superintendent’s Contract It is much more than money and security. It is more about the future than the present.

One Size Does Not Fit All With all elements of a contract think in terms of 1-3 “Getting Started” 4-6 “ I can make a difference” 7-10 “ I’m worth it” 11+ “ Wouldn’t you hate to see me go”

Salary-Wages-Benefits Salary - Must be realistic and competitive First Contract Salary Amount ( 1-3) Don’t look at the big picture look at situation Performance Recognition over Security Be confident you are worth for what you are asking Make sure your contribution will exceed your salary Basic Salary guidelines Highest teacher daily rate X Superintendent contract days + 20% - 25% Know your regional worth Know your situational worth Know your professional worth Know your personal satisfaction worth

Salary-Wages-Benefits Contract (4-7) I can make a difference Some early termination w/o case compensation lang. Add in automatic increases Add in all compensation is considered for TRF Add in compensation for non-school related achievements Add in bonuses for efficiency savings Add in performance based bonuses Have at least three achievement levels with varying $’s

Salary-Wages-Benefits Contract (7-10) I’m Worth it! Salary Calculation Formula should be based on 20% bump for longevity Salary calculation should be competitive state wide when taking into considerations Type of school corporation Community Norms (now is the contract to be in the top quartile of community wage earners) If it looks like a long term fit, consider a retention clause or longevity bonus clause “If I stay in the position this long I will receive xxxx” “If I retire from this position I will receive a XXXX”

Salary-Wages-Benefits Contract 11+ Wouldn’t you hate to see me go You have now survived multi-boards You have now outlasted 80% of your peers You have now proven your worth If you are close or at the top of reasonable salary expectation look to include post retirement benefits Continued health care premiums Max contribution to deferred comp plans (over 50+) Extension of life insurance support Continued benefits for spouse in case of death

Salary-Wages-Benefits Technology Payment v. reimbursement Insurance It’s not getting cheaper Retirement Never to early to plan for “it’s too” late Leave Be more concerned with what you don’t use than with what think you will need. You will not be able to use all of your personal leave.

Nice to have but not necessary Car/Transportation Allowance Monthly Stipend v. 24/7 Vehicle Mileage allowance v reimbursement Compensation for Duties outside of traditional job responsibilities Community boards or commissions, compensation for private board of directors (bank, hospital, utilities) Percentage for all grant dollars you are responsible for.

Earn what you make Trust, honesty, commitment = $ Be realistic and appreciative Know your audience Maintain a high standard of expectation Give back Pay it forward Always say PLEASE AND THANK YOU