| Upper Arlington City School District |
| Administrative Guidelines |
1670 - COMPENSATION GUIDE FOR ADMINISTRATIVE PERSONNEL
Administrative Compensation Guide
For each of the nine (9) categories listed below, there shall be a salary range for compensating administrative personnel. The categories are established as a result of differing sets of expectations and responsibilities for the various positions.
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Level I |
Non-Certificated Administrators |
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Level II |
Program Coordinator (195 day contract) |
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Level III |
Director (260-day contract) |
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Director (250-day contract) |
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Director (240-day contract) |
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Level IV |
Athletic Director (260-day contract) |
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Elementary Principal (250-day contract) |
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Elementary Assistant Principal (250-day contract) |
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Level V |
Assistant Middle School Principal (260-day contract) |
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Assistant Senior High School Principal (260-day contract) |
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Level VI |
Middle School Principal (260-day contract) |
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Level VII |
Executive Director (260-day contract) |
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Level VIII |
High School Principal (260-day contract) |
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Level IX |
Assistant Superintendent (260-day contract) |
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Level X |
Associate Superintendent (260-day contract) |
Appropriations
Each year, before January 1st, the Superintendent will consult with the Board to determine an appropriate amount of money to be included in the tax budget for compensation for administrative personnel during the next fiscal year.
Range Increase
No later than the regular December Board meeting, the Superintendent will recommend to the Board a percent increase for the salary ranges for the next calendar year. The Superintendent shall recommend to the Board a percent increase for administrative salary ranges that would:
| A. | produce administrative salary ranges commensurate with those ranges in comparable districts; | |
| B. | be reflective of the general economic conditions in the region and nation, | |
| C. | be responsible to other needs expressed in the District budget. |
It is not intended that increases recommended by the Superintendent contain fixed correlations to any or all of the four (4) factors above, but only that the recommendations for annual adjustments would be justified in terms of these factors.
Individual Salary Increases
Recommendations for individual increases shall be made no later than the regular January Board meeting. The total individual increase will consist of a percent increase plus any merit increases and shall be effective January 1st.
| A. | Percent Increase | |
| A percent increase (not necessarily the same amount as the range increase) will be recommended to be applied to the individual salary of each administrator | ||
| B. | Individual Performance Increase | |
| In addition to the percent increase, individual administrators also may be granted an additional increase if the annual evaluation reveals continued professional growth, because of acceptance of greater responsibilities, or because of other factors determined by the Superintendent. Justification for each merit increase recommended will be submitted to the Board. | ||
| Administrators receiving an earned Ph.D. also shall receive a merit salary increase of $1,200.00 for Levels II-VII, and $2,000.00 for Levels IX and X. The increase is to be prorated for the remaining months on the contract if the increase is effective after September 1st. |
Initial Salary
For an individual receiving an initial administrative contract, the Superintendent will consider training level, teaching experience, administrative experience, and other relevant work experience in recommending any initial salary amount greater than the base salary. Individuals beginning their initial contract in August shall receive a percent increase on January 1st but not an individual performance increase.