Here are links to these contracts…
Town Manager- dated March 25, 2009
- Current contract was signed on 3/25/09 is effective until 6/30/12.
- Initial salary of $99,031/ year through 6/30/10. Merit increases and other compensation may be awarded at the discretion of the Select Board.
(There were no merit or other compensation increases for FY11.)
- Includes 4 weeks vacation, 12 days of sick leave (which can be accumulated up to a max of 150 days). Also included are 3 personal days/year (no carryover or accumulation) and 12 paid holidays.
- There is a car allowance of $200/ month, $2500/ year tax deferred compensation, up to $2500 for professional development and payment of dues for professional memberships.
- This new contract is for three years effective 7/01/10 with an initial starting salary of $155,000/year.
- Evaluation every year (June 30) with the potential of an annual increase based upon performance.
- 5 weeks vacation (carryover 5 days/ year), 15 sick days (carryover max of 45 days), 12 paid holidays, 2 personal days, 3 bereavement days per year.
- Monthly expenses for a cell phone/ Blackberry electronic device are paid.
According to the above contract, the School Superintendent’s salary was finalized on March 30 yet the FY2011 school department budget provided to town voters at the Annual Town Meeting showed a line item of $135,000 even though the actual contract salary at the time was $155,000. This is a 25.4% increase over the $123,000 paid to our recently retired school superintendent.
Why were town voters mislead by the School Committee as to new superintendent’s salary particularly given a budget that was achieved in part with a new teachers contract having a 0.0% COLA?
Comparison of school superintendent salaries in East Longmeadow ($130,000- FY11) and Wilbraham-Hampden Regional School District ($135,000- FY10) suggests that $135,000 was a competitive salary for our region and towns with similar characteristics.
Based upon the current salary structure for Longmeadow teachers, our new superintendent is getting paid more than twice the highest paid teacher in the school system.
Our new superintendent is also being paid at a salary that is 57% higher than our current Town Manager.
Town employee salaries are a very large part of our town budget. The current Longmeadow teacher contracts expire next summer so teacher salaries including COLAs (as well as other town employees) will be a significant factor in achieving a balanced budget for FY2012. Police and fire fighters are still in collective bargaining for a new contract.
It should be an interesting upcoming budget process.
P.S. The TM and School Superintendent's contracts should be included with the other contracts available at Storrs Library.