WEST MILFORD — The West Milford Board of Education has given the district's superintendent a $12,000 plus merit bonus.
The board proposed the bonus at its Sept. 24 meeting for Superintendent of Schools James McLaughlin based upon the achievement of specific merit goals as he begins his second year in the district. The board agreed to submit a request for approval of the merit goals and proposed bonus to the Executive County Superintendent’s Office, as is required by law. The Interim Executive County Superintendent approved the bonus. McLaughlin received $12,412.50 for achieving his merit goals.
The vote was eight yes with Trustee Matt Conlon recusing himself from the vote. There was no discussion when the resolution was moved.
Since base salaries are limited by a state-mandated salary cap, merit bonuses based upon performance and measured by specific criteria are authorized to be given as an incentive to superintendents to help districts hire and retain professionals for that position. The salary cap was instituted by the Christie Administration two years ago in an attempt to save tax dollars by ending abuses, bringing superintendent salaries in-line with district needs, and putting money back into classrooms in order to boost student achievement.
"I would rate my performance as 'making progress' with a great deal of thanks to our team of professionals here in the district,” aid McLaughlin.
The salary cap and merit bonuses
The salary cap on superintendents’ pay limits salaries according to district size. With a few exceptions for big cities, the cap ranges from $125,000 to $175,000 salary in base pay, depending on the number of students enrolled in a district. West Milford appointed McLaughlin to the position of Superintendent of Schools in May of 2012 with a three-year contract running through June 30, 2015, at a salary of $165,500 plus health benefits. McLaughlin’s contract also stipulates 25 Vacation Days, 12 Sick Days, and 7 Personal Days annually, post-employment payout of sick days accumulated (to be paid upon retirement), and an annual option to buy back sick time, vacation time, and personal time in cash. (Source: 2013-14 User-Friendly Budget, wmtps.org)
Under the state’s salary cap/merit bonus plan, raises are no longer automatic, but must be earned based upon student performance. Local districts develop the criteria for how their superintendents can earn one-year incentive bonuses. Each year, a district is allowed to set five goals for a superintendent: three measurable “quantitative” goals such as improvements in test scores, and two “qualitative” goals such as improvements in district communication and practices. Performance standards and proposed merit pay increases must be based on the accomplishment of key educational objectives such as improvement in student learning, with the measurable quantitative and qualitative goals listed with assigned percentages for the achievement of each.
After evaluation of performance, a merit bonus proposal with evidence showing goals achieved for the year is then recommended for the board for approval. Then, the proposal is submitted to the Executive County Superintendent for final approval before the bonus can be awarded. If the proposal is rejected by the Executive County Superintendent, superintendents have 10 days from when they receive the rejections to submit revised goals.
The bonuses are not raises; they do not increase a superintendent’s salary year-over-year, and do not contribute to the pension the superintendent receives on retirement. After the one-year incentive bonus expires, the salary reverts back to its pre-bonus level, and the Department of Education and local school boards then determine new criteria for future one-year incentives, if the performance of the district continues to improve.
“A superintendent's contract may provide for merit bonuses in an amount not exceeding 3.33 percent of the annual salary for each quantitative goal achieved and 2.5 percent for each qualitative goal achieved," according to Business Administrator Barbara Francisco. "The maximum for a contract year cannot exceed 14.99 percent of the annual salary.”
McLaughlin meets 4 of 5 goals
The merit goals set to determine McLaughlin’s bonus and the bonus percentage values assigned to each were:
Quantitative goals
Develop alternatives to out of school suspension to address student behavior and reduce time that students are excluded from school; evidenced by 10 percent total reduction of out of school suspension days for 2012-2013 compared to 2011-2012 totals. (Value: 2 percent) According to the report, there was a 32 percent decrease in the number of days of out-of-school suspensions- 2011-12: 560 days, 2012-13: 379 days.
Increase combined totals for students participating in the SAT and ACT test program from the average total of the preceding three years; evidenced by district participation that equals or exceeds the state participation percentage. (Value: 2 percent) This merit goal was not achieved. Records indicated that ACT and SAT participation was at a four-year low and percentages for participation on both tests were beneath the state percentages. The superintendent intends to propose this goal again for the 2013-2014 school year and implement activities to support its successful completion.
Increase District NJASK scores from the previous academic year, demonstrating improved proficiencies in both literacy and mathematics; evidenced by a minimum of two cohorts (student groups that moved from one grade to the next) for each subject area showing improvement over last year’s NJASK scores. (Value: 2.5 percent) NJASK results showed seven cohorts demonstrated increased scores in literacy achievement, and three cohorts demonstrated increased scores in mathematics. The report said that a similar goal will be proposed to the board for the 2013-2014 school year, with an emphasis on improving math achievement for the 3 to 11 grade span.
Qualitative goals
Proactive community outreach to celebrate district achievements and inform the West Milford community regarding important school issues and events; evidenced by monthly articles and internet postings initiated by the school district that informs the school community and general public, as well as the successful initiation of a district Facebook or Twitter presence. (Value: 1.5 percent) The district established both a Facebook and Twitter presence, with a reported 919 individuals having “liked” the Facebook page and 94 individuals following the Twitter account at the time of the report. Two monthly press releases are sent to the press: one for the secondary grades (7 to 12) and the other for elementary grades (pre-K through 6).
Utilize recently installed wireless technology capability in a productive fashion for both instruction and administration; evidenced by survey results collected from district staff demonstrating incorporation of wireless technology in both instruction and administrative tasks, and also evidence of increased wireless activity among teachers and administration. (Value: 1.5 percent) A survey was administered to staff as a component of the district’s Technology Plan with two questions applying to the status of this merit goal. Over a third of the district’s teaching staff responded to the survey: 60 percent indicated classroom usage of a wireless device; over 40 percent reported a positive impact on learning with use of the wireless device; and approximately 10 percent said they did not see a positive impact on learning. It was also stated that there are currently a total of 775 wireless devices on the system and the number is increasing daily; with an average of approximately 300 wireless devices broadcasting on the wireless system at any one time during the day. The current draw on the wireless system is reported to be at about 50 percent of the bandwidth allotted for it.
With four of the five merit goals met, McLaughlin achieved a 7.5 percent bonus value equaling $12,412.50 for the 2012-13 school year.
New goals for 2013-14
The 2013-14 proposed merit goals include: increasing secondary achievement scores in the area of mathematics as evidenced by HSPA, SAT and ACT scores, increasing district NJASK scores demonstrating improved proficiencies in both literacy and mathematics, showing an increase in combined totals for students participating in the SAT and ACT test program (a revisiting of the merit goal that was not achieved last school year), increasing students’ positive perceptions of mathematics instruction, and demonstrating success of character education programs at the elementary and middle school level through independent recognition.