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STEELTON-HIGHSPIRE SCHOOL DISTRICT

ADMINISTRATIVE COMPENSATION AND BENEFITS PLAN

2017-2020

Adopted by : Steelton-Highspire

Board of School Directors

Date: June 15, 2017

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STEELTON-HIGHSPIRE SCHOOL DISTRICT

ADMINISTRATIVE COMPENSATION AND BENEFITS PLAN

Table of Contents

I. Authority -------------------------------------------------------------------------

II. Fringe Benefits -------------------------------------------------------------------

III. Job Descriptions

IV. Performance Reviews & Ratings ---------------------------------------

V. Salary Administration --------------------------------------

VI. Salary Structure --------------------------------------------------------------

VII. Administrative Performance Evaluation ------------------------

Appendices

A. Administrative Performance Evaluation

B. Confidential Secretary Performance Evaluation

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STEELTON-HIGHSPIRE SCHOOL DISTRICT

ADMINISTRATIVE COMPENSATION AND BENEFITS PLAN

I. AUTHORITY

This Compensation and Benefits Plan is adopted by the Board of School Directors of the

Steelton-Highspire School District pursuant to Section 1164 of the Pennsylvania Public School

Code of 1949 (24 P.S. §11-1164). This document constitutes the written administrative

compensation plan as mandated by PA Act 93 of 1984 for the school years 2017-2020. This

plan also incorporates the compensation and benefits plan for all administrators and confidential

secretaries for the school years, 2017-2020. Notwithstanding the foregoing, the school board, at

its discretion may provide the business manager with the benefits afforded to administrators

covered under this plan.

The Steelton-Highspire Administrative Compensation and Benefits Plan is an appraisal and

reward system which acknowledges administrative responsibility for planning, organizing,

executing and reviewing appropriate functions of the school district’s operation. Both

Administrative staff and Confidential Secretaries are included in this agreement. This agreement

will include the following positions: Assistant to the Superintendent, School Administrators,

Director of Student Services, Director of Information Technology, Assistant to Network

Administrator, Financial Services Assistant, Director of Buildings and Grounds, Coordinator of

Grants and STEM Education, School Psychologist, and Confidential Secretaries. Portions of

this agreement may differ based on position, as noted in applicable sections.

It is a realistic response to the need for a pay and benefits plan which is based on performance

and the work of a position to the organization. It provides for these basic principles:

1. Sound management produces results

2. Performance appraisal facilitates growth

3. Accountability is essential

4. Good performance deserves recognition

5. Poor performance requires remediation

6. District goals will be attained

II. FRINGE BENEFITS (Part-time employees are not entitled to fringe benefits)

A. School Year

The length of the employees school year shall be 260 days. Employees shall work a

minimum of 7.5 hours per day. Employees are salaried. On days that school is closed for

snow or other emergency situations, Act 93 Employees shall report for work, unless

otherwise directed by the Superintendent.

B. Vacations

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All twelve (12) month Educational Administrators shall receive twenty (20) days of

vacation leave each year. Non-Educational Administrative Employees and Confidential

Secretaries shall receive 15 days each year (0-5 years of service) and 20 days for 6 years

or more of service. Administrative Employees may accumulate and carry over to the new

school year a maximum of twenty (20) days of vacation. Confidential secretaries may

accumulate and carry a maximum of ten (10) days of vacation.

If an Employee is hired after July 1, vacation days will be prorated by the number of

months remaining in the year.

The employee has the option of carrying over an additional seven (7) vacation days

beyond the forty (40) day maximum to be used by the week prior to new teacher

induction or being paid for up to seven (7) days of unused vacation time. The decision

must be made by June 30th and presented to the employee’s supervisor. The rate of pay

for these days will be at the employee’s per diem rate as of June 30th of the year earned.

If chosen to carry over, the additional seven (7) days will be lost if not used by

designated date.

If an Employee terminates his/her employment with the District prior to completing the

work year for reasons other than retirement, the number of vacation days credited at the

beginning of the year shall be prorated (total number of days allotted divided by the total

number of days in the work year) in order to determine the number of days subject to

repayment to the District.

C. Paid Holidays

All Employees shall receive paid holidays in the twelve (12) month Employees Calendar

as approved by the Board during the school years’ pertaining to this agreement.

D. Leaves of Absence

1. Sabbatical Leaves – Sabbatical leaves shall be governed as provided in the

Pennsylvania Public School Code of 1949, as amended.

2. Bereavement/Immediate Family An employee absent from duty because of the

death of a member of the immediate family shall be entitled to five (5) school

days of leave with pay for such reason. Members of the immediate family shall

be defined as the father, mother, brother (step-brother), sister (step-sister), son

(step-son), daughter (step-daughter), husband, wife, parent-in-law, step parent or

near relative of said employee who resided in the same household of said

employee or any person with whom said employee has made his/her home or any

other near relative for whom the employee is responsible for handling the funeral

arrangements provided that such leave is contiguous with the day of the funeral.

Except that said employee is entitled to three (3) school days leave because of the

death of a grandchild, grandparent, son in law, daughter in law, or step-parent-in-

law.

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Employees Will Follow the Same Bereavement Chart as SHEA

3. Bereavement /Near Relative – An employee absent from duty because of the

death of a near relative of said employee shall be entitled to one (1) school day of

leave on the day of the funeral of said near relative. Near relative shall be defined

as a cousin, aunt, uncle, niece nephew, corresponding in-laws as well as great

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grandparent, great grandparent-in-law, brother-in law, sister-in-law, grandfather-

in-law or grandmother in law.

An additional day of leave shall be granted in the event the employee must travel

on hundred fifty (150) miles or more, one way, in order to attend the funeral of a

near relative as defined above.

4. Illness and Injury –Employees shall earn 12 sick days per year.

Sick days will be prorated by the number of months remaining in the year for

Employees hired after July 1.

An unused portion of the aforesaid twelve (12) day absence period may be

accumulated in the school district from year to year. Such absence time with pay

as may have been accumulated may be applied in any one or more subsequent

school years in the event the Employee is prevented by illness or accidental injury

from following his or her occupation. Accumulated sick leave from other districts

may be transferred into the school district as provided in the Pennsylvania Public

School Code of 1949, as amended with a minimum of twenty-five (25) days.

In the event that an Employee terminates his/her employment with the District

prior to completing the work year for reasons other than retirement, the number of

sick days credited at the beginning of the year shall be prorated (total number of

days allotted divided by the total number of days in the work year) in order to

determine the number of days subject to repayment to the District, if any.

An Employee may elect to receive Workmen’s Compensation in cases of

accidental injury while on the job or an injury resulting from an assault by a

student, rather than sick leave days.

5. Maternity Leave – Maternity or pregnancy leave shall be granted in accordance

with the guidelines of the Pennsylvania Human Relations Commission and Equal

Opportunity Employment Act of 1972 and District policy.

6. Family Medical Leave Act – Family and Medical Leave shall be granted pursuant

to the Family and Medical Leave Act (FMLA) of 1993 and District policy.

Nothing in this agreement shall be construed to lessen or diminish the rights

guaranteed to the employees under the FMLA. It is further agreed and understood

that nothing in FMLA shall lessen or diminish any rights to leave that are

contained elsewhere in this Agreement or are guaranteed by Statute except ad

specifically provided herein.

7. Jury Duty – An Employee who serves on jury duty or who is subpoenaed as a witness in

any judicial or administrative proceeding shall be compensated by the district at their

regular rate of pay in accordance with District policy. Any employee who is a party to

litigation causing his/her absence from work shall not be eligible for paid leave. Upon

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dismissal from duty, employee must provide documentation of dismissal to their

immediate supervisor. The employee must return to work upon dismissal.

E. Unused Sick Leave

Each Administrative Employee shall be remunerated at a rate of $100.00 for each day of

sick leave they have credited to them when they terminate service to the District as a

result of retirement. A maximum of 100 days of sick leave will be compensated for

unused sick leave and shall not exceed $10,000. Confidential Secretaries will be

compensated at ½ of their per diem rate, not to exceed $5000, when they terminate

service to the district as a result of retirement.

F. Medical Coverage

1. Health Insurance (including vision and dental) – Effective July 1, 2017,

employees will have general health care coverage commensurate with SHEA

employees; however, health coverage will only be provided for full time

employees.

When both spouses are employees for the District, such employees may elect individual

single coverage, or when both spouses are employees of the District, one spouse may

elect family coverage which would treat the other spouse as a dependent, and, in the

event of such election, would preclude the “dependent spouse” from electing their own

single coverage. In the event the spouse of a District employee is provided health

insurance through their employer, and the spouse’s employer is not SHSD, said spouse is

not eligible for inclusion in the SHSD provided health insurance plan.

District employees constrained by the spousal limitation, as described herein, must be

given the opportunity to include their spouse in the event the spouse experiences a

complete loss of health insurance, a significant deterioration of plan benefits, or the

premium share paid by the employee’s spouse to their employer changes. Any of these

events would immediately trigger action by the District to include the spouse in the

employee’s health insurance plan.

Employees will be permitted to switch medical insurance plans once per year upon thirty

(30) days advance notice. Coverage is subject to the policies, procedures and operating

guidelines of the carrier.

During the term of this Plan, employees shall also have the option of electing to waive

medical insurance coverage provided hereunder. If the employee elects to waive medical

insurance coverage provided hereunder, he/she shall be paid a sum of two thousand

dollars ($2000) each year or fraction thereof when the employee has no medical

insurance coverage. Payment shall be made in a lump sum payable on or before the first

pay in December of each year. This provision is intended to be in accordance with the

provisions of Section 125 of the Internal Revenue Code. Employees have the opportunity

to reenter either of the medical plans once per year. However, the employee must notify

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the District on or before June 1st

of the current year to be eligible for coverage for the

year beginning July 1st. However, employees shall be permitted to revoke such waiver as

of the first day of the month next following a lifestyle change or cessation of alternate coverage. A lifestyle change shall be defined as marriage, divorce, birth or adoption of a child, death of a spouse or qualifying dependent, or starting or ending of a spouse’s

employment. Employees will be required to provide a written statement demonstrating they have been dropped from alternate coverage. Employees reentering a medical insurance program provided hereunder will receive a pro-rated portion of the amount

listed above for the period of time the employee was not covered under any District provided medical insurance plan.

2. Retirement Benefit – Upon retirement as defined in the Public School Employee

Retirement Code, if an employee has been with the district at least 15 years, the employee shall have the right to continue all health insurance benefits with the District at employee expense until they reach the age of Medicare Eligibility. By

May 31st

of each school year the retiree must inform the District, in writing, of their

current address and their desire to remain on the District’s insurance program. Failure

to provide such information or make a timely payment shall result in retiree’s

termination of benefits.

G. Life Insurance

The Board shall pay the entire cost of a life insurance policy for all Employees. The

amount of the policy shall be equal to the employee’s salary. Additional can be obtained

at employee cost.

H. Tuition Reimbursement –Administrative Employees Only

1. Amount Of Reimbursement

Employees enrolled in a Bachelors program will be reimbursed at $600 per credit hour.

Employees enrolled in a Masters will be reimbursed for tuition paid at a maximum of

$800 per credit hour. Employees enrolled in a Doctorate program will be reimbursed for

tuition paid at a maximum of $1000 per credit hour. The reimbursement will be for only

allowable tuition costs (i.e. no fees) of courses that were successfully completed.

Successful completion is defined as obtaining a grade of “B”, “Pass” for Pass/Fail

courses, or evidence of substantial progress in the doctoral dissertation process.

2. Maximum Credit Reimbursement Per Year

An Employee will be reimbursed for no more than twelve (12) credit hours per school

year. A school year is defined as the period from July 1 through June 30. The date

posted as the completion date for the course will determine in which school year the

credits will be posted.

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An Employee who has obtained a Master’s degree plus thirty (30) credits and is not

enrolled in an approved doctorate program, or an Act 93 Employee who has received

his/her doctoral degree, will be permitted to take six (6) graduate credits per school year

in his/her area of specialization. For credits outside of an area of specialization, an Act

93 Employee must obtain prior written approval from the Superintendent to be eligible

for tuition reimbursement.

An Employee who is on an approved education sabbatical will be permitted to take

eighteen (18) graduate credits per school year.

3. Course Approval

Courses for which an Act 93 Employee will seek tuition reimbursement must be pre-

approved by the Superintendent at least two weeks prior to the start date of the course.

Tuition reimbursement will only be provided for courses directly related to the Act 93

Employee’s specialization taken at an accredited college or university, including on-line

courses if they are a part of the degree program. Tuition reimbursement will not be

provided for repeated courses.

4. Tuition Reimbursement While On Leave

No tuition reimbursement will be provided to an Employee while the Employee is on

sabbatical leave for health reasons, child rearing leave, or otherwise on paid or unpaid

leave for health reasons.

5. Repayment of Tuition Reimbursement When Leaving District Employment

An Employee that voluntarily leaves employment with the District will be required to

repay any tuition reimbursement received from the District for courses taken as follows:

Resignation within 12 months of completion of the course - 100%;

Resignation within 24 months of completion of the course - 75%;

Resignation within 36 months of completion of the course - 50%;

Resignation within 48 months of completion of the course – 25%

Pay back of monies owed the District shall be made prior to the employees final

paycheck being issued. This pay back provision shall not apply in situations of bona fide

normal, superannuated or window retirements under PSERS. Act 93 Employees leaving

the employment as a result of termination by the District are excluded from this

requirement.

I. Professional Associations – Administrative Employees Only

The District will pay, on behalf of each Employee, the membership fees to two (2)

professional associations, upon the approval of the Superintendent.

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III. EXTRACURRICULAR ACTIVITIES District Employees may not be employed by another school district or collegiate institution or

serve their students as an athletic coach or extra-curricular advisor. IV. JOB DESCRIPTIONS

Job descriptions are written statements of the job content for each administrative position in the

school district. Job descriptions are not static; they are always subject to review and/or revision.

A job review may be initiated by any Employee in the district. The review may be requested

because of additions to, deletions from, or alterations of currently listed responsibilities. The

annual meeting with the supervisor to discuss performance objectives provides an opportune

time to review a job description.

V. PERFORMANCE REVIEWS AND RATINGS A. Establishing Performance Objectives

Performance Objectives are developed on an individual basis in cooperation with a

supervisor. They may recognize an individual need, the needs of a building or service

area, or school district initiatives as they contribute to the Comprehensive Plan. Each

Performance Objective must be recorded and approved by the supervisor.

B. Performance Review

It is extremely important for each individual to have a sense of his/her own performance

and contribution to the organization. This can only be accomplished through regular

communications with a supervisor, in order to assess performance on Performance

Objectives and record progress toward meeting those objectives.

A written notification of performance level will be provided to each individual following

the formal annual review. It should be understood that while formal evaluations occur

periodically, performance evaluation itself requires a continuing relationship on a day-to-

day basis between supervisors and the people who report to them.

C. Educational Certificated Administrator Performance Review

Educational Administrators will be evaluated utilizing the PDE required Effectiveness

Evaluation Tool. In the event that PDE discontinues or delays this for any Educational

Certificated Administrator, item D below will apply. Goals will be established in

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conjunction with the employee’s supervisor at the beginning of the year, and progress

reviewed at mid and end of year formal conferences.

Extenuating Circumstances – There are extenuating circumstances that may develop

which alter the annual rating and/or salary adjustment. If there is a change of a position

during the school year, the annual rating will be determined by prorating the evaluations

of the two positions. It would be usual in such cases to expect significant changes in the

Performance Objectives.

If an unsatisfactory rating is received, the salary adjustment may be withheld.

D. Other Administrator’s Annual Performance Ratings

Goals will be established in conjunction with the employee’s supervisor at the beginning

of the year, and progress reviewed and mid and end of year formal conferences.

1. Performance Ratings – The performance ratings of the Steelton-Highspire School District

defined as follows:

o Distinguished: Excels in meeting all indicators and goes beyond expectations

o Proficient: Meets all indicators on a regular basis

o Basic: Meets most of the indicators most of the time

o Unsatisfactory: Meets few or none of the indicators

2. The performance rating is determined by a value representing the average rating on the

Administration Performance Appraisal. (see Appendix A)

3. Extenuating Circumstances – There are extenuating circumstances that may develop

which alter the annual rating and/or salary adjustment. If there is a change of a position

during the school year, the annual rating will be determined by prorating the evaluations

of the two positions. It would be usual in such cases to expect significant changes in the

Performance Objectives.

If an unsatisfactory rating is received, the salary adjustment may be withheld.

E. Confidential Secretary’s Annual Performance Ratings

The Steelton-Highspire School District shall use, for the purpose of rating, the Confidential

Secretary Performance Evaluation Form (See Appendix B).

Confidentiality is an imperative. Confidentiality is defined as the treatment of information that a

parent, student or administrator has disclosed in relationship to trust and with the expectation that

it will not be divulged to others in ways that are unnecessary and unlawful. A breach of

confidentiality or disclosure of confidential information without the expressed permission of the

immediate supervisor will result in disciplinary action up to and including dismissal.

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Extenuating Circumstances – There are extenuating circumstances that may develop which

alter the annual rating and/or salary adjustment. If there is a change of a position during the

school year, the annual rating will be determined by prorating the evaluations of the two

positions. It would be usual in such cases to expect significant changes in the Performance

Objectives.

If an unsatisfactory rating is received, the salary adjustment may be withheld. VI. SALARY STRUCTURE

All employees covered under this agreement are salaried, non-hourly, positions. Each

position in the district has been assigned a board approved dollar value. For future hired

employees, the dollar value is expressed as a board approved salary range. This salary

structure is subject to annual review and will be adjusted according to the Superintendent’s

recommendation and Board approval.

The appropriate salaries for each of the district’s Employees may be determined

based on the below criteria. Any employee must be in their current position for at

least 6 months prior to receiving a salary increase. The percentage of salary increase

for Employees will be established annually by the board.

Number of years in education or a profession with duties similar to the

district job description – 15 years would receive maximum salary range.

Proration of the minimum to maximum range would be used for under 15

years.

OR

Number of years of experience in a position – 15 years would receive

maximum salary range. Proration of the minimum to maximum range

would be used for under 15 years.

OR

For one degree beyond that required for the position ($2500)

Associates Degree

Bachelor’s Degree

Master’s Degree/CPA

Principal/Coordinator Certification

Letter of Eligibility

Doctorate Degree

Salary Philosophy Employees who receive a satisfactory rating will receive an approved salary adjustment for the 2017-18 school

year within the approved salary range. Yearly Act 93 cost of living increases will be based upon satisfactory end

of the year ratings. Yearly increases may be adjusted at the school board’s discretion.

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APPENDIX A:

ADMINISTRATIVE PERFORMANCE EVALUATION

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Steelton-Highspire School District Administrative Performance Review

RATING SCALE

Exemplary: Excels in meeting all indicators and goes beyond expectations

Proficient: Meets all indicators on a regular basis

Satisfactory: Meets most of the indicators most of the time

Unsatisfactory: Meets few or none of the indicators

A. LEADERSHIP

Indicators:

a) Involves staff in planning

b) Encourages and contributes to high staff morale

c) Works with staff, to maintain an environment conducive to learning

d) Uses supervisory techniques which result in improved staff performance

e) Uses appropriate support staff effectively to enhance the school program

f) Guides work of others to completion

g) Provides for effective use of curriculum materials, instructional supplies and

equipment

h) Demonstrates a sense of loyalty to the District and its role in the community

i) Models punctuality, preparedness, completion of tasks, accountability and

professionalism

Rating: Exemplary _ Proficient: Satisfactory: Unsatisfactory:

Comments (Strengths and Need for Growth): B. PROBLEM SOLVING AND INITIATIVE

Indicators:

a) Initiates changes to support the educational program including facilities,

materials and equipment

b) Uses available resources and initiatives to effect positive solutions to

problems within the limits of one’s authority

c) Links decisions to vision, mission and district priorities

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d) Evaluates decisions for effectiveness and revises them when necessary

e) Seeks creative solutions to problems (i.e. thinks outside the box)

Rating: Exemplary _ Proficient: Satisfactory: Unsatisfactory:

Comments (Strengths and Need for Growth): C. PLANNING, ORGANIZATION & IMPLEMENTATION

Indicators:

a) Assists the principal in determining budget requests according to goals and

objectives

b) Assists the principal in monitoring all programs’ data to achieve maximum

results

c) Assists the principal in identifying staff development needs at

building/department level and planning activities to meet those needs

d) Implements appropriate and effective approaches to student and staff

discipline

e) Conducts effective staff evaluations

f) Assists the principal in utilizing finances and resources effectively

g) Implements safety and security practices and procedures

h) Assists the principal in using student data in planning, organizing and

implementing the instructional program

i) Insures that co-curricular and extra-curricular school activities are scheduled

effectively

j) Models good planning, organization and follow-through

Rating: Exemplary _ Proficient: Satisfactory: Unsatisfactory:

Comments (Strengths and Need for Growth): D. INTERPERSONAL RELATIONS

Indicators:

a) Serves as an advocate for students and communicates with them regarding

aspects of their school life

b) Facilitates the support and guidance of students/staff

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c) Establishes a climate of trust and security for students/staff

d) Establishes and maintains an open communication system with staff

e) Demonstrates concern and openness in the consideration of staff and/or

student problems

f) Uses effective techniques in establishing and maintaining good public

relations

g) Respects confidences and recognizes matters in which confidentiality is

necessary

h) Works collaboratively within the professional team structure and with parents

i) Models or provides opportunities for staff to observe examples of best

practices for reinforcement /improvement

Rating: Exemplary _ Proficient: Satisfactory: Unsatisfactory:

Comments (Strengths and Need for Growth): E. COMMUNICATION

Indicators:

a) Demonstrates effective and quality oral and written communications

b) Presents and communicates ideas to others effectively

c) Develops a clear and effective two-way system of communication

d) Keeps all stakeholders (students, staff, parents, fellow administrators,

community) informed on district information and initiative

e) Solicits communication and feedback from all stakeholders

Rating: Exemplary _ Proficient: Satisfactory: Unsatisfactory:

Comments (Strengths and Need for Growth): F. RELIABILITY

Indicators:

a) Follows through with responsibilities, assignments and instructions without

continuous supervision

b) Exercises professional judgment in using vacation; is punctual to work,

meetings and appointments

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c) Responds promptly and willingly to directions and requests from supervisors

d) Manages time effectively

Rating: Exemplary _ Proficient: Satisfactory: Unsatisfactory:

Comments (Strengths and Need for Growth):

G. PROFESSIONALISM

Indicators:

a) Maintains a positive, proactive attitude

b) Maintains high standards in quality and quantity of work accomplished

c) Accepts constructive suggestions and adapts to change

d) Volunteers for committees to help support the work of the district

e) Is trustworthy, loyal to the District and Community

Rating: Exemplary _ Proficient: Satisfactory: Unsatisfactory:

Comments (Strengths and Need for Growth): H. PROFESSIONAL KNOWLEDGE

Indicators:

a) Assists the Principal in determining the extent to which the educational and/or

district programs in the school are meeting the needs of students and staff

b) Demonstrates academic and instructional knowledge with evaluations and

suggestions

c) Keeps abreast of current and innovative trends in research pertinent to one’s

field

d) Demonstrates knowledge of educational and administrative technology

Rating: Exemplary _ Proficient: Satisfactory: Unsatisfactory:

Comments (Strengths and Need for Growth)

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Appendix B – Confidential Secretary Performance Evaluation Form

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Steelton-Highspire School District P.O. Box 7645

Swatara Street & Reynders Avenue

Steelton, PA 17113

Telephone (717) 704-3828

Confidential District Secretary

Performance Evaluation

Employee: Date:

Title: Supervisor’s Name:

Reason for Review: Mid-Year End of Year Probationary Other

This form is to be used in conducting the employee performance review for Support Personnel. A number of performance

factors are described. Read each factor and if applicable, rate the employee’s performance on each factor according to

the following scale:

DEFINITIONS OF RATINGS

EXCEEDS EXPECTATIONS (E) Performs assigned duties in a manner indicating

exceptional understanding of essential functions.

Results achieved are often better than expected.

PROFICIENT (P) Performs assigned duties at an acceptable level

through demonstrated application of skills.

BASIC (B) Performance in one or more areas does not meet the

requirement for a “Meets Expectations” rating.

Improvement is required.

UNSATISFACTORY (U) Even under close direction, performance does not

indicate the ability and/or willingness to produce

required results.

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Ratings for Performance Factors

E – Exceeds Expectations, P – Proficient, B – Basic, U - Unsatisfactory

PERFORMANCE RATING COMMENTS/EXAMPLES

Quality/Quantity of work

Accurate/Thorough

Sound Judgment/Decision-making

exhibited

.

Work Habits

Organized

Effectively uses time

Dependable

Punctual

Adaptable/Flexible

Positive Attitude

Work Relationships

Works well with other adult staff

Contributes to the team

Communicates effectively with

supervisors

Maintains professional boundaries with

parents and teachers

Work Commitments

Completes assignments effectively

Follows procedures and regulations

Complies with district safety policies

and practices

Demonstrates consistent attendance

Maintains professional appearance and

demeanor

.

Productivity

Achieves desired quantity of work

Produces quality work

Strives for continuous job

improvement

Demonstrates initiative/Self-starter

Initiative and Action

Recognizes problems and offers

solutions

Uses available resources in

accomplishing projects and meet

goals

Communication Skills

Writes and speaks clearly

Conveys important messages to

teachers and parents

Maintains confidentiality in all

communications

.

Overall Performance

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EVALUATOR’S COMMENTS:

Evaluator Signature Date EMPLOLYEE’S COMMENTS:

Employee Signature Date

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Appendix C

Administrative Salary Ranges

Act 93 Administrative Position Approved 6/15/17

Elementary Principal $80,000-$90,000

Assistant Elementary Principal $70,000-$80,000

High School Principal $85,000-$95,000

Assistant High School Principal $70,000-$80,000

Jr. High Principal $80,000-$90,000

Business Manager $85,000-$95,000

Financial Services Administrator $40,000-$50,000

Assistant to the Superintendent $105,000-$115,000

Director of Information Technology $80,000-$90,000

Assistant Network Administrator $50,000-$60,000

Director of Student Services $80,000-$90,000

Director of Building and Grounds $60,000-$70,000

Assistant Director of Buildings and Grounds

$45,000-$55,000

Confidential Secretaries $35,000-$45,000

Director of Special/Gifted Education

$80,000-$90,000

Accountant $55,000-$65,000

Coordinator of Grants and STEM $65,000-$75,000

School Psychologist $55,000-$70,000