Superintendent Merit Pay Presentation 2012-09-25 - Clinton ...

Clinton Township School District ___________________________________________________

Summary of Discussion 

• State initiation of merit pay 

• State Guidelines for merit pay 

• Importance of merit pay 

• Components of merit pay structure 

• Process for developing Dr. Clark’s merit goals 

• Review merit goals and sliding scales for merit 

payout 


• In 2010, Governor Christie put into effect a 

salary cap for all school superintendents 

• “Raises will no longer be automatic, but will be 

earned (with merit pay) based on how students 

are performing,” said former Acting 

Commissioner of Education Rochelle Hendricks 


• In education, merit pay, is a one time payment 

(not pensionable) based on goals set by the 

Board of Education (BOE) and approved by the 

County Superintendent 

• Governor Christie promised that the merit pay 

structure would be based on those factors most 

important at the local level 

– The purpose of merit goals is to ensure quality school 

leadership that focuses on 

- student achievement 

- fiscal responsibility 


• Guidelines for Merit Pay 

– Any proposed merit goal increases must be based on 

successfully achieving key educational and financial 

objectives 

– Defined merit pay goals expire after one year 

– A new set of merit pay goals can be redefined the 

following year 


• Guidelines for Merit Pay 

– The State has determined that the maximum amount 

that can be rewarded per year is 14.99% 

– The BOE determines how much of the 14.99% the 

superintendent should be awarded based on the 

superintendent’s performance towards the goal 

– Merit pay goals must be approved by the Executive 

County Superintendent (ECS) 

– The ECS must also approve the amount of merit pay 

awarded and if the goals were met 

– Merit pay IS NOT pensionable 


• Merit Pay Includes: 

– Two “qualitative” goals 

• Qualitative goals can be compensated up to 2.5% of 

annual salary 

– Three “quantitative” goals 

• Quantitative goals can be compensated up to 3.33% of 

annual salary 


• Merit pay rewards exceptional results in two very 

important areas of education – student 

achievement and fiscal management 

• Merit pay rewards dynamic, exceptionally high 

performing superintendents, who exceed the 

expectations set by the BOE for their 

performance 

• Helps to retain high-performing superintendents 


• Following NJ guidelines for merit pay, 

Clinton Township School District (CTSD) 

BOE: 

– Identified and listed challenges across the District 

based on district surveys and the BOE self-evaluation 

with NJ School Boards, anecdotal evidence and 

NJASK scores 

– Weaknesses were then prioritized based on their 

impact on student achievement or financial impact to 

the District 


• The BOE tied the highest priority needs to 

qualitative or quantitative merit goal 

categories 

– A district challenge statement was written for each 

goal, followed by the merit goal 

– The percentage increase was determined as per 

County direction 

– Dr. Clark then worked with BOE committees on 

wording of specific goals and with administrators on 

actions tied to the goals 


• The progress of the goals will be reviewed by the 

BOE four times this academic year (2012-13) 

– November 2012 

– January 2013 

– March 2013 

– 30 days after the receipt of the NJASK scores in the 

District 


• Challenge Statement: Improve effective 

communications between the superintendent, school 

and community 

• Merit Goal: To rebuild community trust in the 

superintendent and BOE communication and 

decision- making process as measured by frequency, 

appropriateness and effectiveness of activities as 

listed. This will be achieved during the 2012-13 

school year and if achieved will represent a maximum 

of 2.5% of the base salary 

• It is not pensionable

• Challenge Statement: To improve the 

standardization of district staff evaluation and 

hiring process 

• Merit Goal: To implement the improved standardized 

hiring process by June 2013 and complete the pilot of 

the teacher evaluation by July 2013 in readiness for 

full implementation by September of 2013 to ensure a 

consistent and open process for the purpose of 

instructional improvement, professional development 

and the evaluation of all staff. This will be achieved 

during the 2012-13 school year and if achieved will 

represent a maximum of 2.5% of the base salary 


• Challenge Statement: To improve academic 

excellence and student achievement 

• Merit Goal: To demonstrate a 5 percentage point 

increase in the combined proficient and advanced 

proficient NJASK Mathematics scores for the Grade 

7 cohort in 2012 to Grade 8 students in 2013. The 

average increase in this category over the last 3 

years was 3 percentage points, so this will be the 

baseline of the sliding scale. This will be achieved 

during the 2012-13 school year and if achieved will 

represent a maximum of 3.33 % of the base salary. 


• Challenge Statement: To improve academic 

excellence and student achievement 

• Merit Goal: To demonstrate an 8 percentage point 

increase in total number of proficient combined with 

advanced proficient NJASK Language Arts scores for 

Grade 3 cohort from 2012 to Grade 4 in 2013. The 

average increase over the past 3 years in this 

category was 2.5 percentage points, so this will be 

used as the baseline for the sliding scale. This will be 

achieved during the 2012-13 school year and if 

achieved will represent a maximum of 3.33 % of the 

base salary. It is not pensionable. 


• Challenge Statement: To support fiscal responsibility 

• Merit Goal: To generate increased district grant revenue 

in the 2012-2013 school year above the 2011-2012 

benchmark of approximately $27,000 from sources other 

than Federal and State aid and local taxation. This will be 

coupled with cost savings from the 2012-2013 budgeted 

expenditures in a realized, net amount exceeding one 

hundred thousand dollars ($100,000). This will be 

achieved during the 2012-2013 school year and if 

achieved will represent a maximum of 3.33% of the base 

salary. 

• It is not pensionable.

• The BOE will evaluate Dr. Clark’s performance 

based on a predetermined sliding scale 

• After evaluating her performance the BOE may 

determine that Dr. Clark receives a smaller 

percentage then the potential maximum payout. 

• If each of the merit pay goals are reached, 

Dr. Clark will receive a maximum of $23,234.50 

one time bonus 


Qualitative Goal #1 

Improve Effective Communication 

• Effective communication by the superintendent will be 

evaluated by her: 

– Visibility in the schools and at public events 

– Written communications 

– Public presentations



• Deliverables to be evaluated 

– 10 monthly newsletters 

– No less than 5 public presentations on School Choice, 

Budget timelines, How a School Budget is put together, 

Multiple budget information meetings/Dec-March BOE 

meetings. All presentations posted on website; PTA, 

community and town budget presentations (April), 

NJASK & LRFP. 




• These three items will be measured by the frequency, 

appropriateness and effectiveness of the activity, by 

the BOE 

– A formalized survey will be administered after 

informative, scheduled meetings, allowing a review of 

that event 

– A formalized survey will be administered to evaluate the 

superintendents visibility and written communication


Improve Effective Communication


Improve Evaluation and Hiring Process 

0% 

Payout 

0% 


25% 

Total Payout 

Standardize hiring 

process by January 2013 

25% 


0% 


Implements hiring 

process by June 2013 

50% 


Complete pilot and have teacher 

evaluation working by July 2013

Quantitative Goal #1 

Improve Student Achievement 7th to 8th Grade Math


Improve Student Achievement 3 rd to 4 th Grade LA


Increase District Grant Revenue and Cost Savings 

$100K

Superintendent Merit Pay Presentation 2012-09-25 - Clinton ...

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