1. 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.

2. 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”

3. 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

4. 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

5. 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”

6. 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

7. 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.

8. 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.

9. 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