4000 RI Administrative Compensation

Policies

Middletown Public Schools                                                               No. 4000

Administrative Compensation

ADMINISTRATIVE COMPENSATION

INTRODUCTION

The State of Rhode Island has placed responsibility for the setting compensation of administrators with the Superintendent of Schools (“Superintendent”) and the Middletown School Committee (“Committee”). The Rhode Island Department of Education (“RIDE”) has  enacted the Basic Education Program Regulation (“BEP”) which provides mandatory criteria for  evaluation and retention of administrators.

The BEP requires the Middletown School District to select and retain highly qualified  administrators. RIDE has determined that the management of the Human Capital System is  “essential to the mission of implementing a statewide system of public education.”1

Effective January 1, 2020, Superintendent of Schools is responsible for hiring  administrators for the District.2

The District is committed to attracting and retaining employees who will strive to deliver  exceptional performance allowing us to achieve our mission. The Middletown School District  seeks to provide transparent, clear, fair, and competitive compensation guidelines for the  Superintendent of Schools when he or she seeks to hire or retain administrators.

OBJECTIVE

Continuous improvement of student learning shall be the primary reference point for all  decision-making regarding administrator assignment, evaluation and compensation. In order to effectively meet these functions, the District must attract and retain its highly valued  Administrators”3. An important component to retain quality and effective administrators is the  establishment of a fair and competitive administrator’s compensation policy. The District is  dedicated to compensating administrators based on fair criteria including performance and  contribution to the District in support of the District’s mission.

1 BEP G-15-1.2(c).

2 R.I. Gen Laws 16-2-11.

3 BEP G-15-2.2(a); See also: Commissioner of Education Letter to Superintendents dated October 20, 2009  re: Basic Education Program Regulations and Seniority Based Teacher Assignments; Advisory Letter from  the Commissioner of Education regarding formal legal advisory opinion request of the Lincoln School  Committee dated November 7, 2011; Commissioner of Education Letter to Superintendents dated January  31, 2013.

It is the objective of this policy to establish the parameters under which the  Superintendent shall set appropriate compensation and benefit packages for administrators  presently in the District as well as future hires.

POLICY

The Superintendent is authorized to set and amend administrators’ compensation on an  annual basis as provided herein. In order to facilitate the terms of this policy, the Superintendent shall develop and implement a protocol and criteria for decision making in compliance therewith.  Such criteria shall include the following elements:

1. A base salary schedule shall be established for each administrator position in the District.

The base schedule shall be reviewed each year to determine whether the base salaries are  competitive relative to:

a. Neighboring school districts.

b. Like school districts and like positions in the State of Rhode Island.

c. The District’s salary scale for top step teachers (including educational increments  and longevity). There shall be a reasonable disparity between administrator’s base  salary schedule and a top step teacher schedule in recognition of the enhanced  leadership and other responsibilities and expectations for such positions.

2. A schedule of income increases shall be established for each administration position in the  District.

Income increases shall be given based on the following criteria:

a. Performance/evaluations

b. Relevant experience.

c. Specific needs of the District.

d. Longevity in the District including experience as Administrator.

e. Attainment of educational degrees and advance training and certifications, which in  the determination of the Superintendent are advantageous and needed in the  District.

f. Cost of Living.

g. The difference between administrative and certified teaching salary scales. h. Present evaluation results.

The Superintendent may consider a bonus or increase to base salary of up to one-half percentage  exclusively to reward exceptional performance, and/or to create equity in certain job classes.

No annual increase shall be given to an administrator in the year the administrator receives less  than an “effective” evaluative rating or placed on or remains on a performance improvement plan  in the present or past year.

Benefits

3. The Superintendent shall, from time to time, submit the benefit package to the School Committee for approval. Benefits may include, but are not limited to:

a. Health and dental insurance co-share

• Appropriate cost share

• Buyback for health and dental insurance

b. Personal days

c. Sick days

d. Vacation days for twelve-month administrators

e. Life Insurance

f. Transportation and expenses

g. Retirement bonus

h. Holidays

i. Administrators shall be entitled to job protected leave in accordance with the policies  implementing the Rhode Island Pregnancy Discrimination Act, the Family and Medical  Leave Act, and the Rhode Island Parental and Family Medical Leave Act, and as required  under the Americans with Disabilities Act and related state law. Parental Leave  Bereavement Leave Administrators engaged in military service receive all the protections  of the Uniformed Services and Employment and Reemployment Rights Act of 1994  (USERRA), 38 U.S.C. §§ 4301-4334.

j. Retirement

• ERSRI

• Severance

• Health Insurance

k.** __Supplemental Benefits

• Tuition Reimbursement

• Professional Development

• Conferences

• Tuition Reimbursement

• Memberships

• Additional Insurance

• Health Insurance Account (when available)

• Travel and Mileage

1st Reading – December 19, 2019

2nd Reading & Approval – January 23, 2020

Revised and Approved – June 29, 2021

Revision and Review - March 19, 2026

3 Year Review Due - March 2029