pickerington administrative salary report final 2.28.14

Pickerington Local School District

Administrative Salary Study

Prepared February 28, 2014

By: K-12 Business Consulting, Inc. www.k12consulting.net Christopher Mohr, MBA, RSBA, CGFM – President Dale Miller, CPA - Associate

http://www.k12consulting.net/

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Table of Contents Executive Summary ....................................................................................................................................................3

Salary Study Scope and Methodology ........................................................................................................................4

Report Structure .........................................................................................................................................................7

Section One: Peer Group Student/Staff/Demographic Data .....................................................................................7

Section Two: Compensation Comparisons .................................................................................................................9

Superintendent .................................................................................................................................................... 10

Treasurer ............................................................................................................................................................. 11

Deputy/Assistant Superintendent ....................................................................................................................... 12

Business Manager/Director of Operations .......................................................................................................... 13

Executive Director of Human Resources/Director of Human Resources ............................................................ 14

Assistant Human Resource Director .................................................................................................................... 15

Director of Communications ............................................................................................................................... 16

Communication Specialist ................................................................................................................................... 17

Executive Director of Curriculum/Assistant Superintendent Curriculum & Instruction ..................................... 18

Assistant Superintendent/Director of Secondary Education .............................................................................. 19

Assistant Superintendent/Director of Elementary Education ............................................................................. 20

Executive Director/Assistant Superintendent Pupil Services .............................................................................. 21

Director of Special Education .............................................................................................................................. 22

Director/Coordinator of Pupil Services ............................................................................................................... 23

Director of Gifted Education ............................................................................................................................... 24

Coordinator of Curriculum/Special Projects ........................................................................................................ 25

Director of Technology/CTO ................................................................................................................................ 26

Assistant Technology Director/Network Specialist ............................................................................................. 27

EMIS Coordinator/Data Processing ..................................................................................................................... 28

Assistant Treasurer/Controller ............................................................................................................................ 29

Payroll Coordinator/Supervisor ........................................................................................................................... 30

Director of Maintenance/Custodial Services ....................................................................................................... 31

Custodial Supervisor/Coordinator ....................................................................................................................... 32

Director/Coordinator of Transportation ............................................................................................................. 33

Assistant Transportation Director/Supervisor .................................................................................................... 34

Food Service Director/Supervisor ....................................................................................................................... 35

Assistant Food Service Supervisor ....................................................................................................................... 36

High School Principal ........................................................................................................................................... 37

Assistant/Lead Assistant HS Principal .................................................................................................................. 38

Junior High Principals and Assistant Principals – No Comparisons in Group ...................................................... 39

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Middle School Principals ..................................................................................................................................... 39

Middle School Assistant Principal ........................................................................................................................ 40

Elementary Principal............................................................................................................................................ 41

Assistant Elementary Principals........................................................................................................................... 42

Athletic Director .................................................................................................................................................. 43

Administrative Assistant ...................................................................................................................................... 44

Section Three: Health Insurance Costs .................................................................................................................... 45

Section Four: Tables of Salary and Benefit Data Gathered ..................................................................................... 46

Section Five: Analysis of School Building Administrator Daily Rate Compared to Teacher Daily Rate ................... 56

Conclusion ............................................................................................................................................................... 58

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Executive Summary The purpose of this Administrative Salary Study is to comply with the request of The Pickerington Local School District Board of Education and Administration to objectively compare the district’s administrative salary and benefit levels with a selected group of comparable geographically proximate school districts. The district is interested in retaining and attracting the best talent available for the students attending the school district. The previous Salary Study the district commissioned was dated July 1999. It is the goal that this current study would provide updated information with which to make informed decisions concerning administrative compensation.

The goal of a compensation system is to provide an organization the ability to attract and retain valued employees. However, compensation is just one of many factors that influence prospective and current employees. Climate, culture, workload, and location are also key factors in an individual’s decision matrix for choosing a place of employment.

Based on our review of the voluminous data collected in this study it appears that the Pickerington Local School district compensation system for administrators is at or very near the bottom in the comparison group of districts selected for peer review in this study. This can be observed by looking at Table 6-1 on page 57 in the back of this report. This table sums up the outcome of the salary and fringe benefit numbers analyzed in the study.

In addition, Table 3-1 on page 45 shows that the annual employee cost for district health insurance for administrators ranks the highest in the group for a single plan and second highest for a family plan. This coupled with the lower compensation noted in Table 6-1 on page 57 would suggest the district is not as competitive compared with similar districts who are competing for the same leadership talent.

Another concern for the district in promoting building leaders from the internal pool of teachers is the daily rate gap noted in Table 5-1 on page 56. The daily rate for a starting position for principals and assistants ranges from 83% to 92% of the daily rate for a teacher with a Masters Degree on Step 10. While total compensation due to additional work days in administrative contracts and retirement pick-up, results in higher total compensation on an annual basis; this could with time become a problem if the gap continues to grow.

The District Administration will need to study this information and attempt to determine the long term impact on the district’s ability to promote, attract and retain top administrative talent. Generally speaking the district’s relative rank in compensation may not contribute to assisting in attracting the top leadership talent, and if the district is successful in doing so, other districts in the geographic area may learn to target the district as a good source to recruit talent from because they have more purchasing power.

Long term, if this occurs, that could hurt the district’s ability to continue to be an “Excellent” or “A” rated district if high quality administrative talent is not attracted and/or retained. For instance if building principals and assistants are not attracted to the district this could likely have negative consequences for the districts academic achievement. As pointed out in Successful Schools: From Research to Action Plans (Daggett, 2005), “…creating a culture that embraces the belief that all students need a rigorous and relevant curriculum and all children can learn”…, is one of the most important criteria to successful education in a school building. Building principals are a center piece in establishing that culture in a school. Consequently it must be true that districts seeking the highest academic achievement must also pursue highly talented building administrators.

In conclusion, the administration has to decide what value they place on their ability to attract and retain administrative talent and establish a plan that accomplishes this goal and is financially sustainable. In the meantime administration should be vigilant for signs that the district is not attracting the talent they desire and that current leaders begin to leave for other districts. These may be warning signs that the salary and benefit structure is beginning to have a negative consequence for the district.

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Salary Study Scope and Methodology Field Work

The Board of Education and Administration, with the help of K-12 Business Consulting, selected six (6) nearby comparable school districts “Peer Districts”. The Peer Districts are known to compete for the same administrative talent pool as the Pickerington Local Schools. The peer group district demographic data is discussed on page 7 of this report.

The initial field work and data requests began November 5, 2013, with follow-up emails December 4, 2013, January 13, 2014, January 22, 2014, January 30, 2014, and February 9 & 11, 2014. In addition, several follow-up phone calls and discussions were made to seek clarification and reminders for the data. The field work and data collection was concluded on February 25, 2014.

We believe the data collected through February 28, 2014 is substantially correct and complete. Only two (2) peer group districts, New Albany Plain Local and Olentangy Local School District, completed the entire survey information as requested. The rest of the peer group districts returned other recent salary survey data along with copies of administrative guidelines and/or internal documents supporting administrative benefits and salary schedules. This information has been analyzed in order to complete the information in the survey data base.

Scope and Data Requested

The scope pf the Salary Study was to identify and collect information on all forms of compensation and fringe benefits offered to peer group administrators compared to Pickerington Local Schools. The primary method of collecting the data required was by email survey sent to the peer group district treasurer’s and in some cases human resource directors to obtain the data needed. The survey was created to collect specific data so all levels of compensation and benefits could be identified and evaluated.

Data requested:

a) Completion of the survey sheet with fields titled below for: 1. Position Title 2. Contract Days 3. Salary High 4. Salary Low 5. Annuity % Paid by District 6. Employer Paid STRS/SERS % 7. Employee % of Medicare Paid 8. Maximum % of Base Wage for Performance Bonus 9. Number of Vacation Days 10. Number of Holidays 11. Number of Personal Days 12. Annual Tuition Reimbursement 13. % Board Paid Single Insurance 14. % Board Paid Family Insurance 15. HSA/HRA Paid Amount 16. Annual Professional Development Maximum 17. Annual Car Allowance 18. Annual Cell Phone Amount 19. Number of Days Vacation Buy Back Annually 20. Maximum Days of Sick Leave Severance Paid

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b) A blank copy of administrative contract form(s) used c) Copy of current organization chart d) All staff EMIS report “All_r_staff_2014K” e) All administrative job descriptions

Establishing Position Codes and Similar Positions

Once the data was collected from peer districts the most tedious and difficult part of the study was to identify like positions between districts. There are 362 administrators employed in total by the seven (7) districts in this study. Certain positions were easy to identify as exactly comparable such as Superintendent, Treasurer, High School, Middle School and Elementary School Principals. When developing like positions for central office administrators however, this became very difficult as there are a number of different organization configurations and atypical job titles used by the comparison districts.

Another layer of difficulty was that most district Organization Charts are dated. Some are four (4) years old and many of the job descriptions reported do not appear on the organization chart or jobs appearing on the organization charts have no job descriptions reported. When this occurred we relied on the title of the jobs reported on any salary study supplied or the administrative salary schedule.

We evaluated position titles and organization structures and did the best job possible to identify comparable positions in this study. To determine precise comparisons of all central office jobs between a number of districts is likely not possible as they may never exactly line up job duties to job duties district to district. To get a higher level of accuracy would require onsite interviews with one or more human resource staff at each district which would be a substantial cost due to time spent that would likely result in a negative cost benefit relationship.

As the reader looks at certain comparisons in this study there may appear to be an outlier in the group. We believe in some cases it appears that individual pay for a position may be related to the unique skill and ability level of the specific person in the job. This can result in a position’s pay appearing as an outlier in a group but the overall position would be close in nature to the others being compared with in the chart or table.

Below are position codes we established and assigned to those reported by the peer group districts that closely align with the Pickerington Local School district’s job titles and positions as this is the focus of this study:

Position Code

Position Title

1 Superintendent

2 Treasurer

3 Deputy/Assistant Superintendent

4 Business Manager/Director of Business

5 Assistant Business Director

6 Exec. Director of Human Resources

7 Assistant Human Resources Director

8 Director of Communications

9 Communication Specialist

10 Exec. Director/ Asst. Supt. Curriculum

11 Director/Asst. Supt. Secondary Education

12 Director/Asst. Supt. Elementary Education

13 Director Teaching & Learning

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14 Exec. Director/Asst. Supt. Pupil Services

15 Director Special Education

16 Director/Coordinator of Pupil Services

17 Director of Professional Development

18 Director/Coordinator of Curriculum & Instruction

19 Director of Safety & Support

20 Director of Preschool

21 Director of Gifted Education

22 Coordinator of Special Projects

23 Gifted Coordinator

24 Director of Technology/CTO

25 Asst. Director Technology/Network

26 EMIS Coordinator/Data Processing

27 Asst. Treasurer/Controller

28 Accountant

29 Payroll Coordinator/Supervisor

30 Director Maintenance/Custodial Services

31 Custodial Coordinator/Supervisor

32 Maintenance Coordinator/Supervisor

33 Director/Coordinator of Transportation

34 Asst. Director of Transportation

35 Food Service Supervisor

37 Asst. Food Service Supervisor

38 Director of Food Service

39 HS Principal/Campus Director

40 Assistant High School Principal

41 Assistant/Lead High School Principal

42 Jr. High Principal

43 Assist. Jr. High Principal

44 Lead Jr. High Principal

45 Middle School Principal

46 Assistant Middle School Principal

47 Elementary Principal

48 Assistant Elementary Principal

49 Athletic Director

50 Asst./Jr. High Athletic Director

51 Administrative Assistant

52 General Coordinator/Supervisor

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Report Structure The report is structured into four sections, Section One: Peer Group Demographic Data; Section Two: Compensation Comparisons; Section Three: Health Insurance Costs; Section Four: Tables of Salary and Benefit Data Gathered, and; Section Five: Analysis of School Building Administrator Daily Rate Compared to Teacher Daily Rate. A brief discussion of the data is offered at the beginning of each section.

Section One: Peer Group Student/Staff/Demographic Data Table 1-1 on page 8 illustrates the six (6) peer group districts selected, student average daily membership (ADM), staff full time equivalents (FTE), and other key data that gives insight into the size and economic comparability of the districts. The reader of this report can draw some general conclusions about administrative pay and workload by reviewing the data presented in the Table.

The ADM/Staff Ratio can give insight into the relative work load of FTE employees of each district. The districts ratio of 9.75 (including contracted transportation staff of 96 for comparison purposes) is 7.1% higher than the next highest district which is Olentangy. The district outsources transportation and for comparison purposes these staff positions were added into the district staff FTE so apples-to-apples comparison could be made. The 9.75 ratio indicates on a macro level a higher efficiency of staff utilization in the district which also leads to lower costs relative to number of students as noted in Table 1-1. This means district staff has a marginally higher workload. The district operating budget of $97.4 million is the second lowest proportionate to size of the comparison group.

The average administrator income is a measure of base wages and does not reflect other potential employee compensation such as annuities, retirement and Medicare pick-up. The Gahanna district placed all such benefit costs in their base wages as can be seen in the comparison which is not the norm in this comparison group. In this comparison the Gahanna school district appears to be an outlier as their wage number is more “fully loaded” than the other districts. The district average administrator cost for FY12 of $79,605 is the lowest in the comparison group for base wages.

By comparing the average administrator salary to the average teacher salary we can see the administrative pay gap between the average teachers wage and the average administrative wages. Since many administrators come from the teaching ranks many districts intentionally maintain a gap between teacher and administrator pay to encourage a career path for promising administrators who could be groomed inside the district to assume leadership positions. This can have positive implication for the district as it does for private sector businesses as noted in leadership work such as in the book “Good to Great “(Collins, 2001). It was well documented in the book that top leadership in eleven of the twelve companies studied came from within each of the successful companies. The pay gap of 1.25 in Table 1-1 indicates that a 26% increase on average could be obtained if a staff member accepted a position in administration. However, this can be misleading since a typical teacher work year is 184 days and a typical administrator is roughly 228 work days, which is 24% more in terms of days worked. Therefore extra compensation comes with commensurate added days of work. If the gap is not wide enough future internal leaders may not be enticed to accept administrative positions. See Table 5-1 on page 56 for a more in-depth look at this gap.

In summary, Table 1-1 indicates from this macro data that the districts staff has a heavier work load on average and the average administrator pay is the lowest in the comparison group according to the data sources referenced in the table for FY12, which was the most current data available at the time this study commenced.

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Table 1-1 Peer Group Demographic Data

District

Student

ADM

Staff

FTE

ADM/

Staff

Ratio

Op. $$

FY14

(million)

#

Bldgs.

Sq.

Miles

Median

Income

TY2010

Median

Home

Value

2012

Administrator

Avg. Income

FY12

Teacher

Avg.

Salary

Admin. Avg.

Pay Ratio to

Teach. Avg.

New Albany 4,602 620 7.42 $56.4 4 22.85 $69,808 $286,100 $88,272 $65,060 1.36

Gahanna 7,125 807 8.83 $80.8 11 27.11 $45,614 $194,600 $102,938 $65,379 1.57

Worthington 9,378 1,219 7.69 $119.7 17 19.08 $44,698 $205,000 $94,479 $74,324 1.27

Pickerington 10,160 1,042 9.75 $97.4 14 38.07 $46,411 $190,300 $79,605 $63,334 1.26

Westerville 14,615 1,696 8.62 $141.1 22 35.10 $41,675 $191,500 $80,834 $60,053 1.35

Hill iard 15,302 1,682 9.10 $165.2 23 58.17 $48,264 $184,100 $90,078 $70,025 1.29

Olentangy 17,581 1,920 9.16 $164.6 23 89.86 $73,125 $289,900 $81,354 $63,051 1.29

1 2 & 5 3 4 4 4 4 4 4

1- February #1, 2014 School Foundation Payment Report

2- self reported data from EMIS 2014 Staff Aggregate Report

3 - October 2013 district Five Year Forecasts

4- FY12 Ohio Department of Education Data Warehouse Information

5- Pickerington adjusted up 96 staff for transportation for comparison equality

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Section Two: Compensation Comparisons In this section of the report we will show two comparison charts of the positions in each district. The first chart will reflect the base salary at the low, medium and high range as reported by the district or extracted from the district salary schedule, and the second chart will show the position at the high end of the base compensation range with additional compensation or compensation equivalents added in. All charts will follow an alphabetical listing of the district. If a district does not show up in the comparison graph it was determined that they did not have an equivalent position in that district. If a chart had less than three (3) comparison districts and there was no comparison for Pickerington Local Schools, the chart was left out. If a chart had only Pickerington Local School data (for instance Junior High Principal and Assistant Principals) those charts were omitted as well. All wage and benefit data are shown in the Tables in Section Four of the report for additional information. Base Wage Charts In the base wage chart (top chart on the page) if only one marker is noted “ “this means there is not a low or high base wage amount there is only this amount. This typically means there is not a salary schedule and that this is an individually negotiated wage. Each district has to some extent set it’s own practice of establishing administrative wages. If the chart has a marker shaped in this manner “ “it indicates a wage range for the position low to high. A table has been added in each graph so the actual numbers are easy to see in addition to the visual reference for the reader. Total Compensation Charts The total compensation chart (bottom stacked bar chart on each page) shows the base wage at the high level and computes cash equivalent benefits that were reported to us by the district or was interpreted from data supplied when a survey was not completed by the peer district. Items considered in the total compensation charts are noted below:

1. Base wages at the high level ( was used because most positions reported were at the top or high end) 2. STRS/SERS retirement paid on behalf of the administrator 3. Administrators share of Medicare paid on their behalf 4. Annual annuity amount paid 5. Annual performance bonus 6. Annual tuition paid 7. Amount paid into Health Savings Account 8. Annual professional development cost if different than tuition paid 9. Annual car allowance 10. Annual travel stipend if stated 11. Annual cell phone payment or reimbursement

Total Compensation and Deferred Contract Values This information is contained in Section Four of the report as data tables which are the best method to show the reader an evaluation of this data. The tables there will value vacation buy-back and severance pay which is considered a deferred benefit. Please see Section Four beginning on page 46 for this more detailed information.

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Superintendent

The superintendent position is the top administrative position in the school district as outlined in Ohio Revised Section 3319.01. Every district is required by law to employ a superintendent of schools. All districts in the study negotiated a base wage and did not report a schedule with a low to high range for salary purposes.

Gahanna Hilliard New Albany Olentangy Pickerington Westerville Worthington

High $170,000 $160,000 $155,000 $166,464 $125,000 $185,000 $145,000

LOW $170,000 $160,000 $155,000 $166,464 $125,000 $185,000 $145,000

MID $170,000 $160,000 $155,000 $166,464 $125,000 $185,000 $145,000

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

$200,000

Chart 2 - 1 Superintendent


Total benefits $19,999 $43,020 $43,448 $62,097 $37,163 $12,223 $38,052

Salary $170,000 $160,000 $155,000 $166,464 $125,000 $185,000 $145,000

$-

$50,000

$100,000

$150,000

$200,000

$250,000

Chart 2 - 1 a Superintendent

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Treasurer The treasurer position is the top financial position in the school district as outlined in Ohio Revised Section 3313.22. Every district is required by law to employ a treasurer of the school district. All districts in the study negotiated a base wage and did not report a schedule with a low to high range.


High $146,517 $130,833 $132,000 $123,500 $117,000 $133,000 $122,045

LOW $146,517 $130,833 $132,000 $123,500 $117,000 $133,000 $122,045

MID $146,517 $130,833 $132,000 $123,500 $117,000 $133,000 $122,045

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 2 Treasurer


Total benefits $2,000 $28,222 $30,534 $15,376 $16,367 $16,269 $41,385

Salary $146,517 $130,833 $132,000 $123,500 $117,000 $133,000 $122,045

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 2 a Treasurer

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Deputy/Assistant Superintendent These positions included job titles such as Assistant Superintendents; Deputy Superintendents; Executive Director of Operations and Human Resources, and; Chief Operations and Strategic Development. These are positions that work directly for the superintendent and are filled by individuals who have superintendent licensure and have responsibility for all or major sections of the entire organization that fall under the superintendents responsibility. They often will serve as acting superintendent if the superintendent is absent from the district for vacation, professional development or other reasons.

Hilliard New Albany Olentangy Pickerington Westerville Worthington

High $131,669 $116,000 $127,867 $117,852 $143,000 $139,920

LOW $128,169 $116,000 $127,867 $84,180 $128,000 $111,298

MID $129,919 $116,000 $127,867 $101,016 $135,500 $125,609

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 3 Deputy/Assistant Superintendent

Hilliard New Albany Olentangy Pickerington Westerville Worthington

Total benefits $14,784 $25,782 $25,750 $15,294 $22,570 $20,609

Salary $131,669 $116,000 $127,867 $117,852 $143,000 $139,920

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 3 a Deputy/Assistant Superintendent

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Business Manager/Director of Operations These positions include jobs titled such as Business Managers; Director of Operations; Director of Business Operations, and; Director of Business Affairs. These are individuals who are typically responsible for purchasing, maintenance and grounds, transportation, custodial operations, food service and facility construction and renovation. There are many variations of these core duties actually in job descriptions but these jobs mostly all function in and around these duties in one form or another. A major variation in this job is when complete responsibility for classified human resources is added to the job. This can contribute to higher compensation for these positions.

Gahanna Hilliard Olentangy Pickerington Westerville Worthington

High $132,769 $117,434 $110,733 $108,981 $125,000 $139,920

LOW $126,338 $117,434 $110,733 $82,561 $100,000 $111,298

MID $129,554 $117,434 $110,733 $95,771 $112,500 $125,609

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 4 Business Mgr./Director of Operations

Gahanna Hilliard Olentangy Pickerington Westerville Worthington

Total benefits $14,605 $13,218 $14,986 $13,978 $20,590 $20,609

Salary $132,769 $117,434 $110,733 $108,981 $125,000 $139,920

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 4 a Business Mgr./Director of Operations

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Executive Director of Human Resources/Director of Human Resources These positions include Directors of Human Resources; Assistant Superintendents of Human Resources, and; Executive Directors of Human Resources. These positions essentially are over all human resource functions of the district.

Gahanna Hilliard Pickerington Westerville Worthington

High $132,770 $112,354 $114,044 $125,005 $133,790

LOW $126,339 $112,354 $83,856 $100,005 $106,422

MID $129,555 $112,354 $98,950 $112,505 $120,106

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 6 Exec. Director of Human Resources

Gahanna Hilliard Pickerington Westerville Worthington

Total benefits $- $12,659 $13,058 $18,191 $19,907

Salary $132,770 $112,354 $114,044 $125,005 $133,790

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 6 a Exec. Director of Human Resources

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Assistant Human Resource Director These positions include Assistant Directors of Human Resources; Coordinator of Personnel; Instructional Advisor and; Coordinators of Human Resources whose job is to assist the Executive Director or Director of Human Resources by handling certificated and or classified human resource functions such as evaluations, employment interviews, reference checking, discipline matters and other human resource functions.

Hilliard New Albany Olentangy Pickerington Worthington

High $77,403 $64,965 $77,222 $95,649 $106,684

LOW $77,403 $64,965 $77,222 $74,726 $84,861

MID $77,403 $64,965 $77,222 $85,188 $95,773

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 7 Assistant Human Resources Director

Hilliard New Albany Olentangy Pickerington Worthington

Total benefits $8,814 $7,566 $10,814 $11,252 $16,804

Salary $77,403 $64,965 $77,222 $95,649 $106,684

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 7 a Assistant Human Resources Director

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Director of Communications These positions include Executive Director of Communications; Director of Communications, and; Director of Community Relations. These positions manage external and internal communication efforts by the district, manage webpage, district newsletters, building newsletters, community meetings, district spokesperson, managing evolving events facing the district, handles public information requests and media relations.

Hilliard New Albany Westerville Worthington

High $84,900 $96,900 $125,004 $133,790

LOW $84,900 $96,900 $100,004 $106,422

MID $84,900 $96,900 $112,504 $120,106

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 8 Director of Communications


Total benefits $9,639 $11,079 $18,190 $19,907

Salary $84,900 $96,900 $125,004 $133,790

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 8 a Director of Communications

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Communication Specialist These positions include Communication Coordinators; School Community Specialists and Liaisons, and; Coordinator of Community Services. These positions vary widely but are mostly involved in media relations, plans responses to evolving issues facing the district, manage public information requests, and district spokesperson on selected events.

Gahanna Olentangy Worthington

High $69,608 $38,079 $92,459

LOW $63,861 $36,720 $73,546

MID $66,735 $37,400 $83,003

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

Chart 2 - 9 Communication Specialist

Gahanna Olentangy Worthington

Total benefits $- $5,941 $15,176

Salary $69,608 $38,079 $92,459

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 9 a Communication Specialist

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Executive Director of Curriculum/Assistant Superintendent Curriculum & Instruction These positions include Assistant Superintendents for Curriculum and Instruction; Executive Director of Curriculum and Instruction; Executive Director of K-12 Instruction; Chief of Innovation, Improvement and Human Capital; Executive Director of Academics, and; Chief Academic Officer. These positions are generally over the entire K-12 education delivery system of the district, which includes textbook selection and adoption, curriculum research and development, implementation of curriculum including resources and professional development for staff and administrations, and advising the district on current and future instructional technologies. This department is generally managing the core mission of what, when and how for student instruction in the district.

Gahanna New Albany Olentangy Pickerington Westerville Worthington

High $132,770 $123,420 $127,247 $114,044 $140,000 $133,790

LOW $126,339 $123,420 $127,247 $83,856 $115,000 $106,422

MID $129,555 $123,420 $127,247 $98,950 $127,500 $120,106

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 10 Exec. Director/ Asst. Supt. Curriculum

Gahanna New Albany Olentangy Pickerington Westerville Worthington

Total benefits $- $27,374 $25,631 $13,058 $22,240 $19,907

Salary $132,770 $123,420 $127,247 $114,044 $140,000 $133,790

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 10 a Exec. Director/ Asst. Supt. Curriculum

19 | P a g e

Assistant Superintendent/Director of Secondary Education These positions include Assistant Superintendent for Secondary Instruction; Director of Secondary Instruction; Director of Teaching and Learning, and; Director of Academic Achievement and Academic Performance. These positions vary by district but they are involved in the grades 6-12, 7-12 or 9-12 education research, textbook selection and adoption, curriculum research and development, implementation of curriculum including resources and professional development for staff and administrations, and advising the district on current and future instructional technologies.


High $106,500 $109,650 $125,002 $133,790

LOW $106,500 $109,650 $100,002 $106,422

MID $106,500 $109,650 $112,502 $120,106

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 11 Director/Asst. Supt. Secondary Education


Total benefits $12,015 $20,034 $18,190 $19,907

Salary $106,500 $109,650 $125,002 $133,790

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 11 a Director/Asst. Supt. Secondary Education

20 | P a g e

Assistant Superintendent/Director of Elementary Education These positions include Assistant Superintendent for Elementary Instruction; Director of Elementary Instruction; Director of Teaching and Learning, and; Director of Academic Achievement and Academic Performance. These positions vary by district but they are involved in the grades P-5 and P-8 education research, textbook selection and adoption, curriculum research and development, implementation of curriculum including resources and professional development for staff and administrations, and advising the district on current and future instructional technologies.


High $104,000 $106,590 $125,001 $133,790

LOW $104,000 $102,000 $100,001 $106,422

MID $104,000 $104,295 $112,501 $120,106

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 12 Director/Asst. Supt. Elementary Education


Total benefits $11,740 $12,625 $18,190 $19,907

Salary $104,000 $106,590 $125,001 $133,790

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 12 a Director/Asst. Supt. Elementary Education

21 | P a g e

Executive Director/Assistant Superintendent Pupil Services These positions include Director of Pupil Services; Assistant Superintendent for Pupil Services; Executive Director of Pupil Services, and; Pupil Service Coordinators. These positions vary widely in each district. They are mainly involved in special education; speech and language services; school health services; guidance programs; occupational therapists; physical therapists; adaptive physical education specialists; preparation of state and federal reports related to these programs; coordinates activities between district and outside support agencies, and; assists buildings in delivery of these programs.

Olentangy Pickerington Westerville Worthington

High $101,555 $114,044 $125,003 $133,790

LOW $101,555 $83,856 $100,003 $106,423

MID $101,555 $98,950 $112,503 $120,107

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 14 Exec. Director/Asst. Supt. Pupil Services

Olentangy Pickerington Westerville Worthington

Total benefits $13,844 $13,658 $18,190 $19,907

Salary $101,555 $114,044 $125,003 $133,790

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 14 a Exec. Director/Asst. Supt. Pupil Services

22 | P a g e

Director of Special Education These positions include Coordinator of Special Education and Director of Special Education. These positions ensure laws are followed in placement of students in appropriate programs to make sure services are delivered within state and federal laws; coordinates use of IDEA funds; prepares reports for submission to state and federal agencies; supervises and attend IEP meetings, and; manages special education student records.


High $101,989 $93,449 $94,860 $82,383 $86,545 $97,000 $133,790

LOW $92,341 $83,058 $94,860 $66,300 $71,004 $72,000 $106,424

MID $97,165 $88,254 $94,860 $74,342 $78,775 $84,500 $120,107

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 15 Director Special Education


Total benefits $- $10,579 $12,710 $11,457 $6,182 $13,610 $19,907

Salary $101,989 $93,449 $94,860 $82,383 $86,545 $97,000 $133,790

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 15 a Director Special Education

23 | P a g e

Director/Coordinator of Pupil Services These programs assist in special education; speech and language services; school health services; guidance programs; occupational therapists; physical therapists; adaptive physical education specialists; preparation of state and federal reports related to these programs; coordinates activities between district and outside support agencies, and; assists buildings in delivery of these programs.

Hilliard Hilliard Olentangy Westerville

High $107,500 $105,000 $83,000 $110,000

LOW $107,500 $105,000 $67,626 $80,000

MID $107,500 $105,000 $75,313 $95,000

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 16 Director/Coordinator of Pupil Services

Hilliard Hilliard Olentangy Westerville

Total benefits $12,125 $11,850 $11,534 $15,340

Salary $107,500 $105,000 $83,000 $110,000

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 16 a Director/Coordinator of Pupil Services

24 | P a g e

Director of Gifted Education These positions include Director of Gifted Education and Coordinator of Gifted Education. These positions involve identification and placement of children in programs offered for gifted services; articulates the gifted program offerings to district staff and counselors; identifies and implements testing for identification of gifted students; maintains resources for students to assist them and parents for opportunities inside and outside district; researches and recommends programs for district offerings to administration.

New Albany Olentangy Westerville Worthington

High $74,583 $76,500 $97,000 $133,790

LOW $74,583 $76,500 $72,000 $106,422

MID $74,583 $76,500 $84,500 $120,106

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 21 Director of Gifted Education


Total benefits $8,624 $10,724 $13,610 $19,907

Salary $74,583 $76,500 $97,000 $133,790

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 21 a Director of Gifted Education

25 | P a g e

Coordinator of Curriculum/Special Projects These positions encompass numerous coordinator titles spanning human resources, curriculum, and enrichment to special projects. There are typically multiple levels of coordinators and pay ranges in districts which are difficult to quantify. Their job is to manage specific areas inside each of the departments they are assigned to and report up to a supervisor, director or executive director level.


High $84,660 $76,500 $97,000 $106,685

LOW $84,660 $75,000 $72,000 $86,567

MID $84,660 $75,750 $84,500 $96,626

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 22 Coordinator Special Projects


Total benefits $10,960 $10,724 $13,610 $16,808

Salary $84,660 $76,500 $97,000 $106,685

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 22 a Coordinator Special Projects

26 | P a g e

Director of Technology/CTO These positions are Chief Technology Officer; Executive Director of Technology; Director of IT, and, Technology Director. These positions are involved in research, design, development and implementation of computer, telephone and network technologies in the district. Acquisition of IT related equipment including RFP development and negotiation. Network with curriculum and instruction and business departments to ensure network capacity is adequate to meet district objectives and to ensure equipment is functioning.


High $119,630 $107,500 $107,500 $104,667 $105,449 $110,000 $133,790

LOW $109,523 $107,500 $107,500 $104,667 $84,526 $80,000 $106,422

MID $114,577 $107,500 $107,500 $104,667 $94,988 $95,000 $120,106

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 24 Director of Technology/CTO


Total benefits $- $12,125 $19,659 $14,231 $12,494 $15,340 $19,907

Salary $119,630 $107,500 $107,500 $104,667 $105,449 $110,000 $133,790

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

Chart 2 - 24 a Director of Technology/CTO

27 | P a g e

Assistant Technology Director/Network Specialist These position titles include Assistant Technology Director; Network Specialist; Network Technician; Network Specialist; Data Technician and Data Specialists. These positions are varied by district but are typically involved in trouble shooting activities to ensure networks are running smoothly and to keep hardware maintained and operating smoothly. These positions are increasingly important to the delivery of instructional services in classrooms and day to day business department operations.

Gahanna Olentangy Pickerington

High $69,608 $76,000 $64,820

LOW $63,861 $76,000 $51,169

MID $66,735 $76,000 $57,995

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

Chart 2 - 25 Asst. Director Technology/Network

Gahanna Olentangy Pickerington

Total benefits $- $10,662 $940

Salary $69,608 $76,000 $64,820

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

Chart 2 - 25 a Asst. Director Technology/Network

28 | P a g e

EMIS Coordinator/Data Processing These positions include Education Management Information System managers and Data Processing Specialists. These positions are involved n data gathering and reporting to the state of Ohio for the EMIS System in the state. The data they process impacts district funding and nearly all metrics tracked by the state of Ohio in the data warehouse used to compare district performance statewide. These positions are typically involved in training building clerical staff in proper data entry processes for student attendance and test scores and many other critical data collection points.

Gahanna New Albany Pickerington

High $62,172 $48,352 $47,766

LOW $57,020 $48,352 $39,670

MID $59,596 $48,352 $43,718

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Chart 2 - 26 EMIS Coordinator/Data Processing

Gahanna New Albany Pickerington

Total benefits $- $5,739 $3,081

Salary $62,172 $48,352 $47,766

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Chart 2 - 26 a EMIS Coordinator/Data Processing

29 | P a g e

Assistant Treasurer/Controller These positions include Assistant Treasurer; Assistant Finance Director, and, Controller. They manage day to day operations for the finance department and serves as Treasurer in the absence of the Treasurer. They manage report preparation, bank reconciliations, investments and a wide range of other responsibilities that vary by district.


High $69,608 $85,000 $80,000 $90,910 $74,346 $105,000 $92,459

LOW $63,861 $85,000 $80,000 $90,910 $58,690 $80,000 $73,546

MID $66,735 $85,000 $80,000 $90,910 $66,518 $92,500 $83,003

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 27 Asst. Treasurer/Controller


Total benefits $- $9,650 $14,860 $12,518 $4,795 $14,190 $15,176

Salary $69,608 $85,000 $80,000 $90,910 $74,346 $105,000 $92,459

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 27 a Asst. Treasurer/Controller

30 | P a g e

Payroll Coordinator/Supervisor These positions oversee and mange payroll and employee benefits in the school system.

Gahanna Hilliard New Albany Pickerington Worthington

High $50,362 $57,500 $57,866 $52,118 $71,499

LOW $46,204 $57,500 $50,777 $44,022 $58,464

MID $48,283 $57,500 $54,322 $48,070 $64,982

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

Chart 2 - 29 Payroll Coordinator/Supervisor

Gahanna Hilliard New Albany Pickerington Worthington

Total benefits $- $6,625 $6,365 $3,362 $12,780

Salary $50,362 $57,500 $57,866 $52,118 $71,499

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

Chart 2 - 29 a Payroll Coordinator/Supervisor

31 | P a g e

Director of Maintenance/Custodial Services These positions manage activities related to maintaining and cleaning district facilities and grounds. They plan and implement purchasing for maintenance and custodial supplies and manage work schedules and plans for maintenance and custodial staff.

Gahanna New Albany Olentangy Pickerington Worthington Hilliard Westerville

High $62,171 $75,646 $53,463 $70,818 $92,459 $75,347 $75,000

LOW $57,020 $75,646 $53,463 $55,904 $75,023 $62,208 $50,000

MID $59,596 $75,646 $53,463 $63,361 $83,741 $68,778 $62,500

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

Chart 2 - 30 Director Maintenance/Custodial Services

Gahanna New Albany Olentangy Pickerington Worthington Hilliard Westerville

Total benefits $- $8,741 $7,856 $5,768 $15,179 $8,588 $12,690

Salary $62,171 $75,646 $53,463 $70,818 $92,459 $75,347 $75,000

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 30 a Director Maintenance/Custodial Services

32 | P a g e

Custodial Supervisor/Coordinator These positions focus on supervising custodial function in each district facility including maintaining custodial equipment, training on proper cleaning techniques and ensuring faculties are clean and ready for school.

Hilliard Olentangy Westerville

High $79,038 $46,115 $75,000

LOW $79,038 $46,115 $50,000

MID $79,038 $46,115 $62,500

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

Chart 2 - 31 Custodial Coordinator/Supervisor

Hilliard Olentangy Westerville

Total benefits $8,994 $6,941 $12,690

Salary $79,038 $46,115 $75,000

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

Chart 2 - 31 a Custodial Coordinator/Supervisor

33 | P a g e

Director/Coordinator of Transportation These positions mange the transportation fleet of the district including routing, ordering supplies and maintaining the bus fleet. The district outsources the transportation of students.

Gahanna Hilliard New Albany Olentangy Westerville Worthington

High $62,151 $87,552 $65,526 $96,900 $110,000 $76,653

LOW $57,020 $87,552 $65,526 $96,900 $80,000 $62,198

MID $59,586 $87,552 $65,526 $96,900 $95,000 $69,426

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 33 Director/Coordinator of Transportation


Total benefits $- $9,931 $7,628 $13,264 $16,540 $13,369

Salary $62,151 $87,552 $65,526 $96,900 $110,000 $76,653

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 33 a Director/Coordinator of Transportation

34 | P a g e

Assistant Transportation Director/Supervisor These positions assist the Director of Transportation in the management of the district bus fleet. The district outsources transportation of students.


High $48,936 $54,643 $52,365 $53,000 $70,000 $76,563

LOW $44,690 $54,643 $52,365 $45,900 $45,000 $60,973

MID $46,813 $54,643 $52,365 $49,450 $57,500 $68,768

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

Chart 2 - 34 Asst. Director of Transportation


Total benefits $- $6,311 $6,180 $7,799 $10,340 $13,356

Salary $48,936 $54,643 $52,365 $53,000 $70,000 $76,563

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

Chart 2 - 34 a Asst. Director of Transportation

35 | P a g e

Food Service Director/Supervisor These positions focus on managing food service staff, planning menus and buying for the district cafeteria operations. Ensuring students receive nutritional food choices each day.

Gahanna Olentangy Pickerington Westerville Worthington

High $62,151 $69,587 $70,818 $110,000 $73,500

LOW $57,020 $69,587 $55,904 $80,000 $59,640

MID $59,586 $69,587 $63,361 $95,000 $66,570

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 35 Food Service Supervisor

Gahanna Olentangy Pickerington Westerville Worthington

Total benefits $- $9,864 $5,168 $15,340 $13,008

Salary $62,151 $69,587 $70,818 $110,000 $73,500

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 35 a Food Service Supervisor

36 | P a g e

Assistant Food Service Supervisor These position assist the Food Service Supervisor in managing food service staff, planning menus and buying for the district cafeteria operations. Ensuring students receive nutritional food choices each day.

Olentangy Pickerington Westerville

High $40,681 $55,084 $55,000

LOW $39,780 $43,484 $35,000

MID $40,231 $49,284 $45,000

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

Chart 2 - 37 Asst. Food Service Supervisor

Olentangy Pickerington Westerville

Total benefits $6,265 $799 $8,690

Salary $40,681 $55,084 $55,000

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Chart 2 - 37 a Asst. Food Service Supervisor

37 | P a g e

High School Principal These individual provide daily leadership and management of district grade 9-12 facilities.


High $135,526 $132,360 $110,000 $117,481 $113,164 $125,000 $130,653

LOW $129,094 $110,000 $110,000 $109,242 $83,209 $100,000 $103,927

MID $132,310 $121,180 $110,000 $113,362 $98,187 $112,500 $117,290

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 39 HS Principal


Total benefits $- $14,860 $14,595 $15,826 $14,757 $16,990 $19,548

Salary $135,526 $132,360 $110,000 $117,481 $113,164 $125,000 $130,653

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

Chart 2 - 39 a HS Principal

38 | P a g e

Assistant/Lead Assistant HS Principal These individual assist the High School Principal in the management and operation of district grade 9-12 facilities.

Gahanna Hilliard New Albany Pickerington Westerville Worthington

High $108,880 $90,200 $90,000 $90,256 $102,000 $109,617

LOW $99,233 $80,222 $78,000 $71,405 $77,000 $87,194

MID $104,057 $85,211 $84,000 $80,831 $89,500 $98,406

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 41 Assistant/Lead High School Principal

Gahanna Hilliard New Albany Pickerington Westerville Worthington

Total benefits $- $10,222 $10,800 $6,542 $14,160 $17,140

Salary $108,880 $90,200 $90,000 $90,256 $102,000 $109,617

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 41 a Assistant/Lead High School Principal

39 | P a g e

Junior High Principals and Assistant Principals – No Comparisons in Group The Pickerington school district was the only district in the comparison group that had Junior High Principals and assistant principals. The data is presented in the tables in Section Four for the district.

Middle School Principals These individual provide daily leadership and management of district grade 5-6 facilities. Most districts have grade 6-8 grade alignments for middle school but this can vary by district.


High $122,203 $104,022 $99,500 $100,980 $95,649 $105,000 $115,287

LOW $112,555 $102,622 $99,500 $93,636 $74,726 $80,000 $91,704

MID $117,379 $103,322 $99,500 $97,308 $85,188 $92,500 $103,496

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 45 Middle School Principal


Total benefits $- $11,742 $11,845 $13,772 $10,952 $14,490 $17,789

Salary $122,203 $104,022 $99,500 $100,980 $95,649 $105,000 $115,287

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 45 a Middle School Principal

40 | P a g e

Middle School Assistant Principal These individual assist the Middle School Principal in the management and operation of district grade 5-6 facilities.

New Albany Olentangy Pickerington Westerville

High $79,560 $83,364 $80,295 $97,000

LOW $74,982 $66,300 $64,754 $72,000

MID $77,271 $74,832 $72,525 $84,500

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 46 Assistant Middle School Principal

New Albany Olentangy Pickerington Westerville

Total benefits $9,652 $11,579 $5,179 $13,610

Salary $79,560 $83,364 $80,295 $97,000

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 46 a Assistant Middle School Principal

41 | P a g e

Elementary Principal These individual provide daily leadership and management of district grade K-4 facilities.


High $118,068 $95,000 $102,000 $93,000 $95,649 $102,000 $111,029

LOW $108,421 $82,545 $102,000 $76,000 $74,726 $77,000 $88,317

MID $113,245 $88,773 $102,000 $84,500 $85,188 $89,500 $99,673

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 47 Elementary Principal


Total benefits $- $10,750 $12,120 $12,779 $10,952 $13,860 $17,302

Salary $118,068 $95,000 $102,000 $93,000 $95,649 $102,000 $111,029

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 47 a Elementary Principal

42 | P a g e

Assistant Elementary Principals These individual assist the elementary principals in large elementary schools manage the day to day operations.

New Albany Olentangy Westerville

High $89,250 $52,389 $92,000

LOW $71,400 $52,389 $67,000

MID $80,325 $52,389 $79,500

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

Chart 2 - 48 Assistant Elementary Principal

New Albany Olentangy Westerville

Total benefits $10,718 $7,722 $13,060

Salary $89,250 $52,389 $92,000

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 48 a Assistant Elementary Principal

43 | P a g e

Athletic Director These individuals duties include coordinating sport schedules for the various sports offered in the district high schools and often times middle schools as well. They arrange for officials and referees, manage gate receipts and handle budgets for equipment purchases and reconditioning.


High $107,552 $93,561 $95,306 $95,156 $87,314 $102,000 $109,617

LOW $99,233 $81,000 $95,306 $84,660 $69,740 $77,000 $87,194

MID $103,393 $87,281 $95,306 $89,908 $78,527 $89,500 $98,406

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Chart 2 - 49 Athletic Director


Total benefits $- $10,592 $11,384 $13,047 $7,470 $14,160 $17,140

Salary $107,552 $93,561 $95,306 $95,156 $87,314 $102,000 $109,617

$-

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Chart 2 - 49 a Athletic Director

44 | P a g e

Administrative Assistant The position functions vary widely by district but provides clerical support for top level administrators in the district including database management, communication management, calendar and meeting arrangements.

Hilliard New Albany Westerville

High $57,474 $57,124 $55,591

LOW $54,285 $43,314 $55,591

MID $55,880 $50,219 $55,591

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Chart 2 - 51 Administrative Assistant

Hilliard New Albany Westerville

Total benefits $6,622 $6,284 $7,315

Salary $57,474 $57,124 $55,591

$-

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Chart 2 - 51 a Administrative Assistant

45 | P a g e

Section Three: Health Insurance Costs Table 3-1 shows the current total annual premium cost, along with the single and family employee share percentage and the annual dollar amounts associated with each plan type. The plans shown are for the most commonly selected plan by employees in the district. There are many variables that make up a group health insurance plan premium or funding factors (for self-insured plans) which could entail an extensive analysis of plan design and coverage’s which is beyond the scope of this study.

A general metric that can help determine the value of the health care plan being paid for by both the district and employee is the In-Network Out-Of-Pocket (OOP) amounts for each plan type. The OOP maximums are shown to help the reader determine the richness of the plan for members. Plans with no or a lower maximum OOP will generally result in less expense coming from employees when accessing the health benefits. If all plan design elements of a health care plan were the same, the health care plan would generally be worth more for the employee if it had lower OOP maximums and lower annual employee contributions.

Generally speaking Gahanna and Westerville’s employee cost plus no ($-0- ) OOP would appear to be the most attractive combination of the districts compared. Employees costs in Gahanna are $591/$3,034 and in Westerville $319/$3,340. They have the lowest combined employee and OOP costs making these plans potentially less expense for employees and more valuable..

The employee cost plus OOP maximums offered Pickerington administrators and employees are $2,232/$5,060. This places the plan at the rank of the 3rd highest combined employee cost and OOP maximum plan behind Worthington (highest) and Olentangy (2nd) highest. This assumes an employee uses the health care plan and hits the OOP maximum which is a worst case scenario. The ranking would change somewhat in a best case scenario if an employee assumes they would never use the health care benefits then Westerville would offer the least expensive single plan, while New Albany would offer the least expensive family plan to their employees.

This illustrates the difficulty in determining the value of health care to an employee as it is often unknown how often or when the health care benefit may be used. In that case another way to evaluate a plan would be based on the annual amount charged to employees without weighting potential value of the underlying health care benefit structure. In that case the district would rank highest in amount charged employees for single insurance and 2nd highest for family coverage.

Table 3-1 Health Insurance Cost Comparison

District

100%

Sgle.Prem.

Emp. %

Share

Ann.

Emp.

Cost

Sgle. In

Net.Max

OOP

100%

Fam.Prem.

Emp. %

Share

Ann.

Emp.

Cost

Fam. In

Net. Max

OOP

Gahanna $5,909 10% $591 $0 $15,171 20% $3,034 $0

Hilliard $7,137 15% $1,071 $1,000 $19,271 15% $2,891 $2,000

New Albany $6,249 15% $937 $1,200 $17,185 15% $2,578 $2,400

Olentangy $7,295 20% $1,459 $1,250 $19,695 20% $3,939 $1,250

Pickerington $8,537 20% $1,707 $525 $19,550 20% $3,910 $1,150

Westerville $6,388 5% $319 $0 $16,699 20% $3,340 $0

Worthington $7,465 14% $1,045 $1,500 $20,049 14% $2,807 $6,000

46 | P a g e

Section Four: Tables of Salary and Benefit Data Gathered The tables in this section contain all of the salary and benefit data collected. The tables below contain all of the data used in the Charts shown in Section Two plus the tables show daily rate, the value of vacation buy-back and the value of sick leave severance which assumes the employee stays to retirement age and earns the maximum amount of severance allowed under each districts severance plan as reported. The “Contract Days Less Leaves” column also reflects holidays and personal leave removed.

“Ret. Pick-up” refers to the district actually paying (picking-up) the employees portion of required retirement contributions to the State Teachers Retirement System (STRS) for certificated administrators, and the School Employees Retirement System (SERS) for non-certificated administrators. The employee share for SERS is 10% of wages. In all the peer group districts (except Gahanna) there is a pick-up on the pick-up so 10% of the 10% equals 11% total cost or benefit to the employee. For STRS the rate is increasing by 1% a year beginning July 1, 2013. The rate is 11% currently but will go up to 14% on July 1, 2016. An 11% pick-up on pick-up is equal to 12.21%. Hilliard, New Albany and Olentangy school districts will continue to pick-up the employee’s portion through the increase to 14% which will ultimately be a 15.96% benefit starting July 1, 2016. Westerville is only picking up this first year at 11% then will cap it at that for future years. Pickerington and Worthington have frozen the district pick-up at the 10% level for all administrators so 11% is the maximum cost for these districts going forward.

The “Total Current & Deferred Value” is attempting to value the contract by including all compensation, paid pick-up costs, annuities, bonuses, and other cash compensation, and the value of annual vacation buy-back plus sick leave severance days (deferred to the date of retirement). It is important to reiterate that the “Total Current & Deferred Value” column is not an annual value of the employment contract unless that is the year the employee chooses to retire and earn the sick leave severance, which is also valued at the maximum days accumulated. This is shown for illustration purposes in attempting to dichotomize the value of each districts annual cash payments and the deferred value of vacation and severance pay policies for administrators.

Deferred sick leave severance pay will be of greater value to an employee who has been with the district for a longer period of time and are perhaps in the last five (5) years of their career. The value of sick leave severance would have to be factored in when determining the total amount of compensation and contract worth if evaluating other employment opportunities for an employee at this point in their career.

Superintendent Table 4-1

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare

Pick-up Annuity Bonus

Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Olentangy 166,464$ 166,464$ 12.21% 1.45% 13.50% 4.51% 12,600$ 231,776$ $891 15 96 260 221 302,843$

Westerville 185,000$ 185,000$ 0.00% 1.45% 4.70% 0.00% 840$ 197,223$ $759 10 70 260 220 254,146$

Hill iard 160,000$ 160,000$ 12.21% 1.45% 10.00% 0.00% 7,100$ 204,956$ $788 5 63.75 260 222 247,264$

New Albany 155,000$ 155,000$ 12.21% 1.45% 0.00% 15.00% 900$ 200,323$ $770 15 60 260 219 245,035$

Worthington 145,000$ 145,000$ 11.00% 1.45% 13.79% 0.00% -$ 183,052$ $704 5 90.5 260 221 236,312$

Gahanna 170,000$ 170,000$ 0.00% 0.00% 0.00% 11.76% -$ 189,999$ $731 10 65 260 232 239,037$

Pickerington 125,000$ 125,000$ 11.00% 1.45% 12.00% 0.00% 6,600$ 162,163$ $624 20 82 260 225 211,201$

47 | P a g e

Treasurer Table 4-2

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 122,045$ 122,045$ 11.00% 1.45% 19.40% 2.06% -$ 163,430$ $629 5 90.5 260 221 208,259$

New Albany 132,000$ 132,000$ 11.00% 1.45% 0.00% 10.00% 900$ 162,534$ $625 10 60 260 222 198,072$

Hill iard 130,833$ 130,833$ 11.00% 1.45% 4.00% 1.91% 4,200$ 159,055$ $612 5 63.75 260 222 193,650$

Westervil le 133,000$ 133,000$ 0.00% 1.45% 6.54% 0.00% 5,640$ 149,269$ $574 15 70 260 220 192,749$

Gahanna 146,517$ 146,517$ 0.00% 0.00% 1.37% 0.00% -$ 148,517$ $571 10 65 260 232 190,781$

Olentangy 123,500$ 123,500$ 11.00% 1.45% 0.00% 0.00% 1,200$ 140,076$ $539 5 90 260 221 185,201$

Pickerington 117,000$ 117,000$ 11.00% 1.45% 0.00% 0.00% 1,800$ 133,367$ $513 10 82 260 230 174,767$

Deputy/Assistant Superintendent Table 4-3

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 111,298$ 139,920$ 11.00% 0.00% 1.99% 0.45% 1,800$ 160,529$ $617 10 90.5 260 226 214,614$

Westervil le 128,000$ 143,000$ 12.21% 0.00% 0.00% 0.00% 6,840$ 167,300$ $643 15 70 260 225 214,050$

Olentangy 127,867$ 127,867$ 12.21% 1.45% 6.75% 0.00% 1,200$ 155,165$ $597 0 90 260 221 199,426$

Hill iard 128,169$ 131,669$ 12.21% 0.00% 0.00% 0.00% 300$ 148,046$ $569 0 63.75 260 227 180,330$

New Albany 116,000$ 116,000$ 12.21% 1.45% 0.00% 9.00% 900$ 143,186$ $551 10 60 260 219 174,416$

Pickerington 84,180$ 117,852$ 11.00% 1.45% 0.00% 0.00% 1,800$ 134,325$ $517 10 82 260 230 176,026$

Business Manager/Director of Business Table 4-4

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 111,298$ 139,920$ 11.00% 0.00% 1.99% 0.45% 1,800$ 160,529$ $617 10 90.5 260 226 214,614$

Gahanna 126,338$ 132,769$ 11.00% 0.00% 0.00% 0.00% -$ 147,374$ $567 0 65 260 232 180,566$

Westervil le 100,000$ 125,000$ 11.00% 0.00% 0.00% 0.00% 6,840$ 145,590$ $560 15 70 260 225 186,455$

Hill iard 117,434$ 117,434$ 11.00% 0.00% 0.00% 0.00% 300$ 130,652$ $503 0 63.75 260 227 159,446$

Olentangy 110,733$ 110,733$ 11.00% 1.45% 0.00% 0.00% 1,200$ 125,719$ $484 0 90 260 221 164,050$

Pickerington 82,561$ 108,981$ 11.00% 1.45% 0.00% 0.00% 1,500$ 124,049$ $477 10 82 260 230 162,612$

Assistant Business Director Table 4-5

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

48 | P a g e

Exec. Director of Human Resources Table 4-6

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

Westervil le 100,005$ 125,005$ 12.21% 0.00% 0.00% 0.00% 4,440$ 144,708$ $557 15 70 260 225 185,575$

Gahanna 126,339$ 132,770$ 0.00% 0.00% 0.00% 0.00% -$ 132,770$ $511 0 65 260 232 165,963$

Pickerington 83,856$ 114,044$ 11.00% 1.45% 0.00% 0.00% -$ 128,242$ $493 10 82 260 230 168,597$

Hill iard 112,354$ 112,354$ 12.21% 0.00% 0.00% 0.00% 300$ 126,372$ $486 0 63.75 260 227 153,921$

Assistant Human Resources Director Table 4-7

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 84,861$ 106,684$ 11.00% 0.00% 2.62% 0.45% 1,800$ 123,488$ $475 10 90.5 260 226 164,726$

Pickerington 74,726$ 95,649$ 11.00% 1.45% 0.00% 0.00% 300$ 107,857$ $469 0 82 230 202 141,958$

Olentangy 77,222$ 77,222$ 12.21% 1.45% 0.00% 0.00% 1,200$ 88,971$ $342 0 90 260 221 115,701$

Hill iard 77,403$ 77,403$ 12.21% 0.00% 0.00% 0.00% 300$ 87,154$ $391 0 63.75 223 220 109,281$

New Albany 64,965$ 64,965$ 12.21% 0.00% 0.00% 0.00% 420$ 73,317$ $282 0 60 260 227 88,309$

Director of Communications Table 4-8

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

Westervil le 100,004$ 125,004$ 11.00% 0.00% 0.00% 0.00% 4,440$ 143,194$ $551 15 70 260 225 184,061$

New Albany 96,900$ 96,900$ 11.00% 0.00% 0.00% 0.00% 420$ 107,979$ $415 0 60 260 227 130,341$

Hill iard 84,900$ 84,900$ 11.00% 0.00% 0.00% 0.00% 300$ 94,539$ $364 0 63.75 260 227 115,356$

Communication Specialist Table 4-9

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 73,546$ 92,459$ 11.00% 0.00% 3.02% 0.45% 1,800$ 107,635$ $414 10 90.5 260 226 143,373$

Gahanna 63,861$ 69,608$ 0.00% 0.00% 0.00% 0.00% -$ 69,608$ $268 0 65 260 232 87,010$

Olentangy 36,720$ 38,079$ 11.00% 1.45% 0.00% 0.00% 1,200$ 44,020$ $238 0 90 185 182 62,545$

Exec. Director/ Asst. Supt. Curriculum Table 4-10

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westerville 115,000$ 140,000$ 12.21% 0.00% 0.00% 0.00% 6,840$ 163,934$ $631 15 70 260 225 209,703$

Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

Olentangy 127,247$ 127,247$ 12.21% 1.45% 6.75% 0.00% 1,200$ 154,418$ $594 0 90 260 221 198,465$

New Albany 123,420$ 123,420$ 12.21% 1.45% 0.00% 9.00% 900$ 152,287$ $586 10 60 260 219 185,515$

Gahanna 126,339$ 132,770$ 0.00% 0.00% 0.00% 0.00% -$ 132,770$ $511 0 65 260 232 165,963$

Pickerington 83,856$ 114,044$ 11.00% 1.45% 0.00% 0.00% -$ 128,242$ $493 10 82 260 230 168,597$

49 | P a g e

Director/Asst. Supt. Secondary Education Table 4-11

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

Westervil le 100,002$ 125,002$ 12.21% 0.00% 0.00% 0.00% 4,440$ 144,705$ $557 15 70 260 225 185,571$

New Albany 109,650$ 109,650$ 12.21% 1.45% 0.00% 5.00% 900$ 131,011$ $504 15 60 260 219 162,640$

Hill iard 106,500$ 106,500$ 12.21% 0.00% 0.00% 0.00% 300$ 119,804$ $461 0 63.75 260 227 145,917$

Director/Asst. Supt. Elementary Education Table 4-12

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

Westervil le 100,001$ 125,001$ 12.21% 0.00% 0.00% 0.00% 4,440$ 144,704$ $557 15 70 260 225 185,569$

New Albany 102,000$ 106,590$ 12.21% 0.00% 0.00% 0.00% 900$ 120,505$ $463 5 60 260 222 147,152$

Hill iard 104,000$ 104,000$ 12.21% 0.00% 0.00% 0.00% 300$ 116,998$ $450 0 63.75 260 227 142,498$

Exec. Director/Asst. Supt. Pupil Services Table 4-13

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 106,423$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

Westervil le 100,003$ 125,003$ 12.21% 0.00% 0.00% 0.00% 4,440$ 144,706$ $557 15 70 260 225 185,572$

Pickerington 83,856$ 114,044$ 11.00% 1.45% 0.00% 0.00% 600$ 128,842$ $496 10 82 260 225 169,197$

Olentangy 101,555$ 101,555$ 12.21% 1.45% 0.00% 0.00% 1,200$ 116,627$ $449 0 90 260 221 151,781$

Director Special Education Table 4-14

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 106,424$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

Westervil le 72,000$ 97,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 111,784$ $470 15 70 238 224 146,427$

New Albany 94,860$ 94,860$ 12.21% 1.45% 0.00% 0.00% 900$ 108,718$ $418 5 60 260 227 132,433$

Hill iard 83,058$ 93,449$ 12.21% 0.00% 0.00% 0.00% 300$ 105,159$ $472 0 63.75 223 220 131,874$

Gahanna 92,341$ 101,989$ 0.00% 0.00% 0.00% 0.00% -$ 101,989$ $464 0 65 220 217 132,122$

Olentangy 66,300$ 82,383$ 12.21% 1.45% 0.00% 0.00% 1,200$ 94,837$ $365 0 90 260 221 123,354$

Pickerington 71,004$ 86,545$ 5.25% 1.45% 0.00% 0.00% 600$ 92,944$ $404 0 82 230 222 123,799$

Director/Coordinator of Pupil Services Table 4-15

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westervil le 80,000$ 110,000$ 12.21% 0.00% 0.00% 0.00% 3,240$ 126,671$ $487 15 70 260 225 162,633$

Hill iard 107,500$ 107,500$ 12.21% 0.00% 0.00% 0.00% 300$ 120,926$ $465 0 63.75 260 227 147,284$

Hill iard 105,000$ 105,000$ 12.21% 0.00% 0.00% 0.00% 300$ 118,121$ $454 0 63.75 260 227 143,866$

Olentangy 67,626$ 83,000$ 12.21% 1.45% 0.00% 0.00% 1,200$ 95,538$ $367 0 90 260 221 124,269$

50 | P a g e

Director of Professional Development Table 4-16

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Hill iard 105,000$ 105,000$ 12.21% 0.00% 0.00% 0.00% 300$ 118,121$ $454 0 63.75 260 227 143,866$

Dir./Coordinator of C & I Table 4-17

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westervil le 80,000$ 110,000$ 12.21% 0.00% 0.00% 0.00% 3,240$ 126,671$ $487 15 70 260 225 162,633$

Director of Preschool Table 4-18

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westervil le 80,001$ 110,001$ 11.00% 0.00% 0.00% 0.00% 3,240$ 125,341$ $482 15 70 260 225 161,303$

Director of Gifted Education Table 4-19

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,810$ 153,707$ $591 10 90.5 260 226 205,422$

Westervil le 72,000$ 97,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 111,784$ $470 0 70 238 224 140,313$

Olentangy 76,500$ 76,500$ 12.21% 1.45% 0.00% 0.00% 1,200$ 88,150$ $339 0 90 260 221 114,631$

New Albany 74,583$ 74,583$ 12.21% 0.00% 0.00% 0.00% 420$ 84,110$ $358 0 60 235 212 103,152$

Coordinator Special Projects Table 4-20

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 86,567$ 106,685$ 11.00% 0.00% 2.62% 0.45% 1,810$ 123,503$ $475 10 90.5 260 226 164,741$

Westervil le 72,000$ 97,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 111,784$ $470 0 70 238 224 140,313$

New Albany 84,660$ 84,660$ 12.21% 1.45% 0.00% 0.00% 420$ 96,645$ $437 0 60 221 198 119,629$

Olentangy 75,000$ 76,500$ 12.21% 1.45% 0.00% 0.00% 1,200$ 88,150$ $339 0 90 260 221 114,631$

51 | P a g e

Director of Technology/CTO Table 4-21

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

New Albany 107,500$ 107,500$ 11.00% 1.45% 0.00% 5.00% 900$ 127,159$ $489 10 60 260 219 156,101$

Westervil le 80,000$ 110,000$ 11.00% 0.00% 0.00% 0.00% 3,240$ 125,340$ $482 15 70 260 225 161,302$

Gahanna 109,523$ 119,630$ 0.00% 0.00% 0.00% 0.00% -$ 119,630$ $460 0 65 260 232 149,538$

Hill iard 107,500$ 107,500$ 11.00% 0.00% 0.00% 0.00% 300$ 119,625$ $460 0 63.75 260 227 145,983$

Pickerington 84,526$ 105,449$ 11.00% 1.45% 0.00% 0.00% 420$ 118,997$ $458 10 82 260 230 156,310$

Olentangy 104,667$ 104,667$ 11.00% 1.45% 0.00% 0.00% 1,200$ 118,898$ $457 0 90 260 221 155,129$

Asst. Director Technology/Network Table 4-22

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Olentangy 76,000$ 76,000$ 11.00% 1.45% 0.00% 0.00% 1,200$ 86,662$ $333 0 90 260 221 112,970$

Gahanna 63,861$ 69,608$ 0.00% 0.00% 0.00% 0.00% -$ 69,608$ $268 0 65 260 232 87,010$

Pickerington 51,169$ 64,820$ 0.00% 1.45% 0.00% 0.00% -$ 65,760$ $253 0 82 260 230 86,203$

EMIS Coordinator/Data Processing Table 4-23

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Gahanna 57,020$ 62,172$ 0.00% 0.00% 0.00% 0.00% -$ 62,172$ $239 0 65 260 232 77,715$

New Albany 48,352$ 48,352$ 11.00% 0.00% 0.00% 0.00% 420$ 54,091$ $208 0 60 260 227 65,249$

Pickerington 39,670$ 47,766$ 5.25% 1.45% 0.00% 0.00% -$ 50,966$ $196 10 82 260 230 67,868$

Asst. Treasurer/Controller Table 4-24

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westervil le 80,000$ 105,000$ 11.00% 0.00% 0.00% 0.00% 2,640$ 119,190$ $501 0 70 238 224 150,072$

Worthington 73,546$ 92,459$ 11.00% 0.00% 3.02% 0.45% 1,800$ 107,635$ $414 10 90.5 260 226 143,373$

Olentangy 90,910$ 90,910$ 11.00% 1.45% 0.00% 0.00% 1,200$ 103,428$ $398 0 90 260 221 134,897$

New Albany 80,000$ 80,000$ 11.00% 1.45% 0.00% 5.00% 900$ 94,860$ $365 5 60 260 219 114,860$

Hill iard 85,000$ 85,000$ 11.00% 0.00% 0.00% 0.00% 300$ 94,650$ $364 0 63.75 260 227 115,491$

Pickerington 58,690$ 74,346$ 5.25% 1.45% 0.00% 0.00% -$ 79,327$ $305 10 82 260 230 105,634$

Gahanna 63,861$ 69,608$ 0.00% 0.00% 0.00% 0.00% -$ 69,608$ $268 0 65 260 232 87,010$

52 | P a g e

Payroll Coordinator/Supervisor Table 4-25

District

Base

Salary

Low

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 58,464$ 71,499$ 11.00% 0.00% 3.90% 0.45% 1,800$ 84,279$ $324 10 90.5 260 226 111,916$

Hill iard 57,500$ 57,500$ 11.00% 0.00% 0.00% 0.00% 300$ 64,125$ $247 0 63.75 260 227 78,224$

New Albany 50,777$ 57,866$ 11.00% 0.00% 0.00% 0.00% -$ 64,231$ $247 0 60 260 227 77,585$

Pickerington 44,022$ 52,118$ 5.25% 1.45% 0.00% 0.00% -$ 55,610$ $214 10 82 260 230 74,052$

Gahanna 46,204$ 50,362$ 0.00% 0.00% 0.00% 0.00% -$ 50,362$ $194 0 65 260 232 62,953$

Director Maintenance/Custodial Services Table 4-26

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 75,023$ 92,459$ 11.00% 0.00% 3.02% 0.45% 1,800$ 107,638$ $414 10 90.5 260 226 143,377$

Westervil le 50,000$ 75,000$ 11.00% 0.00% 0.00% 0.00% 4,440$ 87,690$ $337 15 70 260 225 112,209$

New Albany 75,646$ 75,646$ 11.00% 0.00% 0.00% 0.00% 420$ 84,387$ $325 0 60 260 227 101,844$

Hill iard 62,208$ 75,347$ 11.00% 0.00% 0.00% 0.00% 300$ 83,935$ $323 0 63.75 260 227 102,410$

Pickerington 55,904$ 70,818$ 5.25% 1.45% 0.00% 0.00% 1,200$ 76,763$ $295 10 82 260 230 101,821$

Gahanna 57,020$ 62,171$ 0.00% 0.00% 0.00% 0.00% -$ 62,171$ $239 0 65 260 232 77,714$

Olentangy 53,463$ 53,463$ 11.00% 1.45% 0.00% 0.00% 1,200$ 61,319$ $236 0 90 260 221 79,826$

Custodial Coordinator/Supervisor Table 4-27

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Hill iard 79,038$ 79,038$ 11.00% 0.00% 0.00% 0.00% 300$ 88,032$ $339 0 63.75 260 227 107,412$

Westervil le 50,000$ 75,000$ 11.00% 0.00% 0.00% 0.00% 4,440$ 87,690$ $337 15 70 260 225 112,209$

Olentangy 46,115$ 46,115$ 11.00% 1.45% 0.00% 0.00% 1,200$ 53,056$ $204 0 90 260 221 69,019$

Director/Coordinator of Transportation Table 4-28

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westervil le 80,000$ 110,000$ 11.00% 0.00% 0.00% 0.00% 4,440$ 126,540$ $487 15 70 260 225 162,502$

Olentangy 96,900$ 96,900$ 11.00% 1.45% 0.00% 0.00% 1,200$ 110,164$ $424 0 90 260 221 143,706$

Hill iard 87,552$ 87,552$ 11.00% 0.00% 0.00% 0.00% 300$ 97,483$ $375 0 63.75 260 227 118,950$

New Albany 65,526$ 65,526$ 11.00% 0.00% 0.00% 0.00% 420$ 73,154$ $281 0 60 260 227 88,275$

Gahanna 57,020$ 62,151$ 0.00% 0.00% 0.00% 0.00% -$ 62,151$ $239 0 65 260 232 77,689$

53 | P a g e

Asst. Director of Transportation Table 4-29

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 60,973$ 76,563$ 11.00% 0.00% 3.64% 0.45% 1,800$ 89,919$ $346 10 90.5 260 226 119,513$

Westervil le 45,000$ 70,000$ 11.00% 0.00% 0.00% 0.00% 2,640$ 80,340$ $309 15 70 260 225 103,225$

Olentangy 45,900$ 53,000$ 11.00% 1.45% 0.00% 0.00% 1,200$ 60,799$ $234 0 90 260 221 79,145$

Hil l iard 54,643$ 54,643$ 11.00% 0.00% 0.00% 0.00% 300$ 60,954$ $234 0 63.75 260 227 74,352$

New Albany 52,365$ 52,365$ 11.00% 0.00% 0.00% 0.00% 420$ 58,545$ $225 0 60 260 227 70,629$

Gahanna 44,690$ 48,936$ 0.00% 0.00% 0.00% 0.00% -$ 48,936$ $229 0 65 214 211 63,800$

Food Service Supervisor Table 4-30

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westervil le 80,000$ 110,000$ 11.00% 0.00% 0.00% 0.00% 3,240$ 125,340$ $527 0 70 238 224 157,693$

Worthington 59,640$ 73,500$ 11.00% 0.00% 3.80% 0.45% 1,800$ 86,508$ $333 10 90.5 260 226 114,918$

Olentangy 69,587$ 69,587$ 11.00% 1.45% 0.00% 0.00% 1,200$ 79,451$ $306 0 90 260 221 103,538$

Pickerington 55,904$ 70,818$ 5.25% 1.45% 0.00% 0.00% 600$ 76,163$ $293 10 82 260 230 101,221$

Gahanna 57,020$ 62,151$ 0.00% 0.00% 0.00% 0.00% -$ 62,151$ $239 0 65 260 232 77,689$

Asst. Food Service Supervisor Table 4-31

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westervil le 35,000$ 55,000$ 11.00% 0.00% 0.00% 0.00% 2,640$ 63,690$ $268 0 70 238 224 79,866$

Pickerington 43,484$ 55,084$ 0.00% 1.45% 0.00% 0.00% -$ 55,883$ $254 0 82 220 212 76,414$

Olentangy 39,780$ 40,681$ 11.00% 1.45% 0.00% 0.00% 1,200$ 46,946$ $208 0 90 226 213 63,146$

HS Principal Table 4-32

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 103,927$ 130,653$ 11.00% 0.00% 2.14% 0.45% 1,800$ 150,201$ $578 10 90.5 260 226 200,704$

Hill iard 110,000$ 132,360$ 12.21% 0.00% 0.00% 0.00% 300$ 148,821$ $572 0 63.75 260 227 181,275$

Westervil le 100,000$ 125,000$ 12.21% 0.00% 0.00% 0.00% 3,240$ 143,503$ $552 15 70 260 225 184,368$

Gahanna 129,094$ 135,526$ 0.00% 0.00% 0.00% 0.00% -$ 135,526$ $521 0 65 260 232 169,408$

Olentangy 109,242$ 117,481$ 12.21% 1.45% 0.00% 0.00% 1,200$ 134,729$ $518 0 90 260 221 175,395$

Pickerington 83,209$ 113,164$ 11.00% 1.45% 0.00% 0.00% 1,800$ 129,053$ $496 10 82 260 230 169,096$

New Albany 110,000$ 110,000$ 12.21% 1.45% 0.00% 0.00% 900$ 125,926$ $484 5 60 260 227 153,426$

Assistant High School Principal Table 4-33

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Olentangy 71,500$ 78,030$ 12.21% 1.45% 0.00% 0.00% 1,200$ 89,889$ $398 0 90 226 213 120,963$

Pickerington 64,754$ 80,295$ 5.25% 1.45% 0.00% 0.00% 300$ 85,975$ $430 0 82 200 192 118,896$

54 | P a g e

Assistant/Lead High School Principal Table 4-34

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 87,194$ 109,617$ 11.00% 0.00% 2.55% 0.45% 1,800$ 126,757$ $488 10 90.5 260 226 169,128$

Westervil le 77,000$ 102,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 117,394$ $493 0 70 238 224 147,394$

Gahanna 99,233$ 108,880$ 0.00% 0.00% 0.00% 0.00% -$ 108,880$ $495 0 65 220 217 141,049$

New Albany 78,000$ 90,000$ 12.21% 0.00% 0.00% 0.00% 900$ 101,889$ $461 0 60 221 198 126,323$

Hill iard 80,222$ 90,200$ 12.21% 0.00% 0.00% 0.00% 300$ 101,513$ $455 0 63.75 223 220 127,299$

Pickerington 71,405$ 90,256$ 5.25% 1.45% 0.00% 0.00% 720$ 97,023$ $441 0 82 220 212 130,664$

Jr. High Principal Table 4-35

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Pickerington 82,561$ 108,981$ 11.00% 1.45% 0.00% 0.00% 1,320$ 123,869$ $476 0 82 260 230 158,240$

Assist. Jr. High Principal Table 4-36

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Pickerington 64,754$ 80,295$ 5.25% 1.45% 0.00% 0.00% 300$ 85,975$ $391 0 82 220 212 115,903$

Middle School Principal Table 4-37

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 91,704$ 115,287$ 11.00% 0.00% 2.42% 0.45% 1,800$ 133,076$ $512 10 90.5 260 226 177,639$

Gahanna 112,555$ 122,203$ 0.00% 0.00% 0.00% 0.00% -$ 122,203$ $555 0 65 220 217 158,308$

Westervil le 80,000$ 105,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 120,761$ $507 0 70 238 224 151,643$

Hill iard 102,622$ 104,022$ 12.21% 0.00% 0.00% 0.00% 300$ 117,023$ $450 0 63.75 260 227 142,528$

Olentangy 93,636$ 100,980$ 12.21% 1.45% 0.00% 0.00% 1,200$ 115,974$ $513 0 90 226 213 156,187$

New Albany 99,500$ 99,500$ 12.21% 0.00% 0.00% 0.00% 900$ 112,549$ $433 5 60 260 227 137,424$

Pickerington 74,726$ 95,649$ 11.00% 1.45% 0.00% 0.00% -$ 107,557$ $468 0 82 230 222 141,658$

Assistant Middle School Principal Table 4-38

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westerville 72,000$ 97,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 111,784$ $470 0 70 238 224 140,313$

Olentangy 66,300$ 83,364$ 12.21% 1.45% 0.00% 0.00% 1,200$ 95,952$ $425 0 90 226 213 129,150$

New Albany 74,982$ 79,560$ 12.21% 0.00% 0.00% 0.00% 900$ 90,174$ $408 0 60 221 198 111,774$

Pickerington 64,754$ 80,295$ 5.25% 1.45% 0.00% 0.00% -$ 85,675$ $428 0 82 200 192 118,596$

55 | P a g e

Elementary Principal Table 4-39

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 88,317$ 111,029$ 11.00% 0.00% 2.51% 0.45% 1,800$ 128,331$ $494 10 90.5 260 226 171,248$

Gahanna 108,421$ 118,068$ 0.00% 0.00% 0.00% 0.00% -$ 118,068$ $537 0 65 220 217 152,952$

Westervil le 77,000$ 102,000$ 12.21% 0.00% 0.00% 0.00% 2,640$ 117,094$ $492 0 70 238 224 147,094$

New Albany 102,000$ 102,000$ 12.21% 0.00% 0.00% 0.00% 900$ 115,354$ $444 5 60 260 227 140,854$

Pickerington 74,726$ 95,649$ 11.00% 1.45% 0.00% 0.00% -$ 107,557$ $468 0 82 230 222 141,658$

Olentangy 76,000$ 93,000$ 12.21% 1.45% 0.00% 0.00% 1,200$ 106,904$ $473 0 90 226 213 143,939$

Hill iard 82,545$ 95,000$ 12.21% 0.00% 0.00% 0.00% 300$ 106,900$ $411 0 63.75 260 227 130,193$

Assistant Elementary Principal Table 4-40

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Westervil le 67,000$ 92,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 106,173$ $446 0 70 238 224 133,232$

New Albany 71,400$ 89,250$ 12.21% 0.00% 0.00% 0.00% 900$ 101,047$ $457 0 60 221 198 125,278$

Olentangy 52,389$ 52,389$ 12.21% 1.45% 0.00% 0.00% 1,200$ 60,745$ $269 0 90 226 213 81,608$

Athletic Director Table 4-41

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Worthington 87,194$ 109,617$ 11.00% 0.00% 2.55% 0.45% 1,800$ 126,757$ $488 10 90.5 260 226 169,128$

Westervil le 77,000$ 102,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 117,394$ $493 0 70 238 224 147,394$

Olentangy 84,660$ 95,156$ 12.21% 1.45% 0.00% 0.00% 1,200$ 109,354$ $484 0 90 226 213 147,248$

Gahanna 99,233$ 107,552$ 0.00% 0.00% 0.00% 0.00% -$ 107,552$ $414 0 65 260 232 134,440$

New Albany 95,306$ 95,306$ 12.21% 0.00% 0.00% 0.00% 900$ 107,843$ $488 0 60 221 198 133,718$

Hill iard 81,000$ 93,561$ 12.21% 0.00% 0.00% 0.00% 300$ 105,285$ $472 0 63.75 223 220 132,031$

Pickerington 69,740$ 87,314$ 5.25% 1.45% 0.00% 0.00% 1,620$ 94,784$ $451 0 82 210 202 128,878$

Administrative Assistant Table 4-42

District

Base

Salary

Low

Base Salary

High

Ret.

Pick-up

Medicare


Other

Comp.

Total

Comp.

High

Total

Comp.

High

Daily

Rate

Vac.

Buy

Back

Days

Max.

Days

Sev.

Paid

Contract

Days

Contract

Days Less

Leave

Total

Current &

Deferred

Value

Hill iard 54,285$ 57,474$ 11.00% 0.00% 0.00% 0.00% 300$ 64,096$ $247 0 63.75 260 227 78,188$

New Albany 43,314$ 57,124$ 11.00% 0.00% 0.00% 0.00% -$ 63,408$ $244 0 60 260 227 76,590$

Westervil le 55,591$ 55,591$ 11.00% 0.00% 0.00% 0.00% 1,200$ 62,906$ $242 0 70 260 245 77,873$

56 | P a g e

Section Five: Analysis of School Building Administrator Daily Rate Compared to Teacher Daily Rate Table 5-1 is shown to determine the difference in daily rate between the low salary ranges of a building administrator’s salary on a daily basis compared to a teacher’s daily rate. The rationale is that building administrators come from the ranks of teachers and the organization needs to make sure there are proper incentives to assume additional administrative responsibilities to incentivize talented educators to become building leaders. For sake of comparison the daily rate was selected at the Masters Step 10 position for each districts teacher salary schedule. This step was selected as an estimate of the time when administrators move from teaching to administration after attaining their administrative licensure and have classroom experience.

Table 5-1 shows that the beginning level of pay for all of Pickerington’s principals is below the daily rate for a classroom teacher who has a MA-10. This can be somewhat overcome by pick-up of retirement costs and/or higher placement on the administrative schedule for a new assistant or building principal. This is a ratio that should be evaluated after each teacher negotiation to ensure a planned gap is maintained so a career ladder is apparent to young leadership talent in the teaching staff who may aspire to an administrative position within the district. Failure to monitor this will likely result in the districts internal talent leaving to pursue leadership opportunities in other nearby districts who are paying a more attractive compensation package.

57 | P a g e

Table 5-1 Beginning Building Administrator Daily Rate Compared to Teachers at Step MA-10

District Position

Base Salary

Low

Cont.

Days

Daily

Rate

Teach.

M-10

Daily

Rate

Ratio

Admin.

Rate to

Teacher

Gahanna MS Prin. 112,555$ 220 $512 $356 1.44

Gahanna HS Prin. 129,094$ 260 $497 $356 1.39

Gahanna EL Prin. 108,421$ 220 $493 $356 1.38

Olentangy HS Prin. 109,242$ 260 $420 $330 1.27

Gahanna Asst. HS P 99,233$ 220 $451 $356 1.27

Olentangy MS Prin. 93,636$ 226 $414 $330 1.26

Hilliard HS Prin. 110,000$ 260 $423 $358 1.18

New Albany HS Prin. 110,000$ 260 $423 $365 1.16

Hilliard MS Prin. 102,622$ 260 $395 $358 1.10

New Albany EL Prin. 102,000$ 260 $392 $365 1.07

Worthington HS Prin. 103,927$ 260 $400 $374 1.07

Westerville HS Prin. 100,000$ 260 $385 $362 1.06

New Albany MS Prin. 99,500$ 260 $383 $365 1.05

Olentangy EL Prin. 76,000$ 226 $336 $330 1.02

Hilliard Asst. HS P 80,222$ 223 $360 $358 1.00

New Albany Asst. HS P 78,000$ 221 $353 $365 0.97

Worthington MS Prin. 91,704$ 260 $353 $374 0.94

New Albany Asst. MS P 74,982$ 221 $339 $365 0.93

Westerville MS Prin. 80,000$ 238 $336 $362 0.93

Pickerington MS Prin. 74,726$ 230 $325 $354 0.92

Pickerington EL Prin. 74,726$ 230 $325 $354 0.92

Pickerington Asst. HS P 71,405$ 220 $325 $354 0.92

Pickerington Asst. MS P 64,754$ 200 $324 $354 0.91

Worthington EL Prin. 88,317$ 260 $340 $374 0.91

Pickerington HS Prin. 83,209$ 260 $320 $354 0.90

Pickerington Jr. HS Prin 82,561$ 260 $318 $354 0.90

Worthington Asst. HS P 87,194$ 260 $335 $374 0.90

Westerville Asst. HS P 77,000$ 238 $324 $362 0.89

Westerville EL Prin. 77,000$ 238 $324 $362 0.89

Olentangy Asst. MS P 66,300$ 226 $293 $330 0.89

Hilliard EL Prin. 82,545$ 260 $317 $358 0.89

New Albany Asst. EL P 71,400$ 221 $323 $365 0.89

Westerville Asst. MS P 72,000$ 238 $303 $362 0.84

Pickerington Asst. JH P 64,754$ 220 $294 $354 0.83

Westerville Asst. EL P 67,000$ 238 $282 $362 0.78

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Conclusion The table for each job code noted below shows the Pickerington Local Schools rank and the number of districts with similar positions with whom they could compare to. The Table compares the base salary at the low point, high point and then the total compensation calculated using the high salary. A “green” arrow represents a salary that was noted to be above the mid point of the comparison salaries, whereas, a “black” arrow is at the midpoint and “red” arrow is below the mid point.

Generally speaking the district is at the bottom or next to the bottom in all three salary levels compared, including the “Total Compensation” which adds in benefit pick-ups and other payments. This means that the paid benefits do not make up for the lower stated salary levels as other comparison districts have either higher base salary levels, offer higher benefit payments or both.

Table 6-1 Comparison of Administrative Base, High and Total Compensation

Position

Code Position Title

Rank

Base

Sal.

Low

Up/Even

/Dwn

Rank

Base

Sal.

High

Up/Even

/Dwn

Rank

Total

Comp.

High

Up/Even

/Dwn1 Superintendent 7 of 7 7 of 7 7 of 7

2 Treasurer 7 of 7 7 of 7 7 of 7

3 Deputy/Assistant Superintendent 6 of 6 5 of 6 6 of 6

4 Business Manager/Director of Business 6 of 6 6 of 6 6 of 6

6 Exec. Director of Human Resources 5 of 5 4 of 5 4 of 5

7 Assistant Human Resources Director 4 of 5 2 of 5 2 of 5

10 Exec. Director/ Asst. Supt. Curriculum 6 of 6 6 of 6 6 of 6

14 Exec. Director/Asst. Supt. Pupil Services 4 of 4 3 of 4 3 of 4

15 Director Special Education 6 of 7 6 of 7 7 of 7

24 Director of Technology/CTO 6 of 7 6 of 7 7 of 7

25 Asst. Director Technology/Network 3 of 3 3 of 3 3 of 3

26 EMIS Coordinator/Data Processing 3 of 3 3 of 3 3 of 3

27 Asst. Treasurer/Controller 7 of 7 6 of 7 6 of 7

29 Payroll Coordinator/Supervisor 5 of 5 4 of 5 4 of 5

30 Director Maintenance/Custodial Services 5 of 7 5 of 7 5 of 7

35 Food Service Supervisor 5 of 5 3 of 5 4 of 5

37 Asst. Food Service Supervisor 1 of 3 1 of 3 2 of 3

39 HS Principal 7 of 7 6 of 7 6 of 7

40 Assistant High School Principal 2 of 2 1 of 2 2 of 2

41 Assistant/Lead High School Principal 6 of 6 4 of 6 6 of 6

45 Middle School Principal 7 of 7 7 of 7 7 of 7

46 Assistant Middle School Principal 4 of 4 3 of 4 4 of 4

47 Elementary Principal 7 of 7 5 of 7 5 of 7

49 Athletic Director 7 of 7 7 of 7 7 of 7

Represents a wage above the mid point in number of districts compared

Represents a wage at the mid point in number of districts compared

Represents a wage below the mid point in number of districts compared

pickerington administrative salary report final 2.28.14

Documents

director of special

director of gifted education

director of communications

deputyassistant superintendent

salary study scope

business consulting

cgfm president dale

christopher mohr