Amendment to Superintendent Salary Cap The BOE Process 11/7/2017 - - PowerPoint PPT Presentation

Amendment to Superintendent Salary Cap

The BOE Process

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Contents

• A Montgomery Solution
• Compensation Amendment – Statute
• The Timeline and Process – To Date
• The Timeline and Process – Go Forward
• Proposal

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A Solution

The BOE upon learning of the pending change of statute became engaged and performed in depth due diligence to inform its proposal and pending agreement with the Superintendent. The Board in its deliberations and discussions balanced the interests of our stakeholders and its responsibility to achieve the Portrait of a Graduate, Mission, Vision, Principles, Goals and Objective of our District and Community. The Board coalesced around a set of core constructs and developed a balanced and incentive structure of mutual interest, respect and value. I thank the Board, my colleagues, for its efforts, passion, investment, and unfettered discourse and contributions. Today, now, with this presentation, the BOE is providing atypical transparency with the pride of fiduciary service to our community and with respect for the Superintendent

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Proposal: How Derived ‐ Framework ‐

• Aligned to the intent of the Strategic Plan: Portrait of a Graduate,

Mission, Vision, and Principles

• Incent to the successful execution of the Strategic Plan
• Ensure organizational mutual accountability
• Uphold the integrity of MTSD financial sustainability

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Current vs Amendments to Superintendent Salary Cap ‐ Overview ‐

Component Current Amendment Max Base – Superintendent of District $165,000 $191,584 High School Factor, Premium $2,500 $5,000 Merit % 14.99% Negotiating Item 14.99% Negotiating Item Annual Increase N/A 2% Negotiating Item

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2010 Salary Cap vs 2017 Amendment to Superintendent Salary Cap ‐ Detail‐

2010 Salary Cap 2017 Amendment Salary Cap Merit $25,109 $28,719 High School $2,500 $5,000 Base $165,000 $191,584 $165,000 $191,584 $2,500 $5,000 $25,109 $28,719 DOLLARS 11/7/2017 Montgomery Township School District Board of Education 13

The Board Process

• Awareness of pending change to the Law/Regulation – Q4 2016,

reaffirmed January 2017

• Amendment to the Law/Regulation – Spring 2017
• Formal Request by Superintendent – July 2017
• Board Initiated Due Diligence Process – Spring 2017

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Proposal: Due Diligence

• Primary research with NJSCBA, Somerset County Executive Superintendent, MTSD BOE

Counsel

• Secondary research: DOE, Publications on comparative Superintendent Compensation
• Comparative Analysis of Superintendent's 2% amendment to budget cap and MTEA

and APSMT collective bargaining agreement [and distributions]

• Evaluation of results of historical initiatives
• Extended consideration of annual performance evaluation

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The Board Public Process ‐ Timing

• October 17, 2017

—Presentation by Counsel on Amendment to Law

• November 7, 2017

—Presentation by BOE President —Public Hearing

• Board of Education Vote

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Proposal: How Derived ‐ Components ‐

• Adjusted Base Compensation
• Annual Performance Incentive to Base Compensation
• Annual Merit – Above and Beyond

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Proposal: How Derived ‐ Base Compensation ‐

• 2012‐2017: Base Compensation held flat at $167,500
• 2017‐18: Adjusted base [2% increment/year] 182,174 plus $5000 high school salary increment for a total

salary of $187,174.

2012‐2013 2013‐2014 2014‐2015 2015‐2016 2016‐2017 Proposed Agreement 2017‐ 2018 Amendment Max 2017‐2018 High School 2500 2500 2500 2500 2500 5000 $5,000 Base $165,000 $168,300 $171,666 $175,099 $178,601 $182,173 $191,584 $145,000 $150,000 $155,000 $160,000 $165,000 $170,000 $175,000 $180,000 $185,000 $190,000 $195,000 $200,000 Base High School

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Proposal: How Derived ‐ Annual Performance Incentive to Base Compensation ‐

2018‐2019 and 2019‐2020: Potential performance increase of 2% per annum based upon three criteria to be jointly developed and equally weighted

• Professional development via annual evaluation review
• Success in execution of the strategic plan, and
• Overall performance of the cabinet, principals and supervisors

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Proposal: How Derived ‐ Annual Merit, Above and Beyond ‐

• 2012‐2017: Annual merit opportunity held flat at $25,108
• Merit Pay opportunity will be 14.99 percent of total base

2012‐2013 2013‐2014 2014‐2015 2015‐2016 2016‐2017 Proposed Agreement 2017‐2018 Amendment Max 2017‐2018 Merit Potential $25,108 $25,603 $26,107 $26,622 $27,147 $28,057 $29,468 $22,000 $23,000 $24,000 $25,000 $26,000 $27,000 $28,000 $29,000 $30,000 2012‐2013 2013‐2014 2014‐2015 2015‐2016 2016‐2017 Proposed Agreement 2017‐2018 Amendment Max 2017‐2018

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Proposal: How Derived ‐ Total Potential Compensation ‐

• 2012‐2017: Total potential compensation held at $192,608
• Total Compensation Opportunity for Current Year = $215,231

2012‐2013 2013‐2014 2014‐2015 2015‐2016 2016‐2017 Proposed Agreement 2017‐2018 Amendment Max 2017‐2018 Total Potential $192,608 $196,403 $200,273 $204,221 $208,248 $215,231 $226,052 $170,000 $180,000 $190,000 $200,000 $210,000 $220,000 $230,000 2012‐2013 2013‐2014 2014‐2015 2015‐2016 2016‐2017 Proposed Agreement 2017‐2018 Amendment Max 2017‐2018

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