Principal contract gives Johnson new recruiting tools
- Blog Post by: Steve Brandt
- April 2, 2014 - 6:05 PM
Minneapolis principals have approved a new two-year contract that gives Superintendent Bernadeia Johnson a substantially stronger hand in recruiting outside leaders for schools and attracting current ones to hard-to-staff buildings.
Under the deal, Johnson is likely to know of principal vacancies sooner, will have up to $10,000 to lure outside principals for vacancies and can offer similar-size incentives to attract principals already on the district payroll to low-performing schools. The money also may be used to counter an outside offer to a Minneapolis principal.
The new deal was approved by a bargaining unit of about 100 principals and assistant principals; the Principal Forum did not announce the margin of approval. It makes changes in line with Johnson's push for making pay for district leadership partially tied to performance.
The school board is scheduled to vote on the deal Tuesday.
The money incentives come as the district expects a wave of departures in the next few years as more principals near retirement age. It is also seeking new principals for South and Washburn high schools. The district also needs a principal for the Cityview building, which is reopening next fall. In the last 10 years, it has lost North Principal Mike Favor and Henry Principal Paul McMahon to suburban posts.
For new principals, the deal means that it could take as long as 12 years to reach the top of the salary schedule, rather than the current seven years. But the deal gives Johnson the freedom to jump a principal by more than one salary step to meet an outside offer, for exceptional performance or for taking on added duties. The new salary schedule kicks for next school year, after a 1 percent salary hike for the current year that was negotiated.
Several changes were described by the district and forum negotiator Roger Aronson are market-driven. For example the new schedule actually lowers beginning pay for assistant principals, and means they will take longer to reach a top of scale that's about $4,000 higher than the current maximum.
For elementary principals, starting pay will be $100,000 about $300 less than now, and lag the current schedule until the ninth year. Maximum pay will top at $124,337 after 12 years, compared to this year's $115,183. Middle school principals will continue to be paid slightly more than elementary principals, and K-8 principals will get their scale, rather than their current stipend for elementary-middle grades duties.
The biggest upside is for senior high principals, where district officials acknowledge more money was needed to stay competitive with other districts. Their beginning pay will rise from $105,723 this year to $107,500 next school year, while the 12th-year max will top at $133,446 next year, compared to $121,290 after seven years this year.
"This contract represents a little bit of movement away from the traditional steps," Aronson said. He cited Osseo and Hopkins as examples of districts where salary ranges for principals rather than strict salary steps have been instituted; Johnson's ability to move meritorious principals several steps means they are no longer strictly frozen at their accumulated years of experience.
Perhaps the biggest change is that Johnson will be able to offer up to $10,000 as a quasi-signing bonus to lure principals from other parts of the country where pay may be higher. Distrct CEO Michael Goar said that the district could negotiate with an incoming principal over whether the newcomer would be eligible to earn an annual performance premium.
Johnson also will be able to dangle up to $10,000 in front of current district principals as an incentive to transfer to one of the district's designated lower-peorming schools. Although she has the contractual right to assign principals, Goar said it's preferable not to force a highly regarded principal into a difficult school. He said that acceptance of such an incentive would depend on the principal agreeing to stay for several years. He said the extra money also could be structured as an annual performance bonus.
The new agreement also adds penalties for principals who don't tell the district by Feb. 1 that they're leaving. an addition that's designed to help the district better recruit their successors. The penalties come in the form of deductions of from $3,500 to $5,000 from the sick leave cashout that the principal would otherwise be paid. Principals accumulate unused sick leave and get 60 percent of its cash value when they leave. For new hires, that cashout will be capped at 100 days, which the district said is slightly below the current average days accumulated by departing principals.
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