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ACES	Ansonia	Avon	Berlin
Bethel	Bloomfield	Bolton	Branford
Bridgeport	Bristol	Brookfield	Canterbury
Canton	Cheshire	Clinton	Colchester
Columbia	Connecticut Technical High School System	Coventry	Cromwell
Danbury	Darien	Derby	East Granby
East Haddam	East Hampton	East Hartford	East Haven
East Lyme	Easton	East Windsor	Ellington
Enfield	Fairfield	Farmington	Glastonbury
Granby	Greenwich	Griswold	Groton
Guilford	Hamden	Hartford	Hebron
Killingly	Lebanon	Ledyard	Litchfield
Madison	Manchester	Mansfield	Marlborough
Meriden	Middletown	Milford	Monroe
Montville	Naugatuck	New Britain	New Canaan
New Fairfield	New Hartford	New Haven	New London
New Milford	Newtown	North Branford	North Haven
North Stonington	Norwalk	Norwich	Old Saybrook
Orange	Oxford	Plainfield	Plainville
Plymouth	Portland	Preston	Putnam
Region 10	Region 12	Region 13	Region 14
Region 15	Region 16	Region 17	Region 18
Region 19	Region 4	Region 5	Region 6
Region 7	Region 8	Ridgefield	Rocky Hill
Seymour	Shelton	Simsbury	Somers
Southington	South Windsor	Stafford	Stamford
Stonington	Stratford	Suffield	Thomaston
Thompson	Tolland	Torrington	Trumbull
Vernon	Wallingford	Waterbury	Waterford
Watertown	West Hartford	West Haven	Weston
Westport	Wethersfield	Willington	Wilton
Winchester	Windham	Windsor	Windsor Locks
Wolcott	Woodbridge

Bridgeport

(more info) Similar Districts: New Haven, Waterbury, Hartford
Surrounding Towns: Stratford, Trumbull, FairfieldClick here for our methodology

Hartford

(more info) Similar Districts: New Haven, Bridgeport, Waterbury
Surrounding Towns: West Hartford, East Hartford, WethersfieldClick here for our methodology

New Haven

(more info) Similar Districts: Hartford, Waterbury, Bridgeport
Surrounding Towns: West Haven, Hamden, East HavenClick here for our methodology

Statewide Averages

(more info)

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District Snapshot

How many schools are in the district? The total number of schools assigned a school code within the given district that also have reported student enrollment	35	49	40	—
How many administrators are in the district (total)? This count includes the total number of general education teachers within a district. These counts are the total number of general education teachers who hold roles of these types in each district and do not indicate the number of full-time equivalent (FTE) staff	89 (more info) Some of these positions may not require an 092 (administrator) certificate; for more information, please see our methodology	141 (more info) Some of these positions may not require an 092 (administrator) certificate; for more information, please see our methodology	123 (more info) Some of these positions may not require an 092 (administrator) certificate; for more information, please see our methodology	—
How many administrators are in the district (FTE count)? This count includes the total number of general education teachers within a district. These counts are sum of full-time equivalent (FTE) staff and do not indicate the number total individual staff members that work in a district	68 (more info) Sum of FTE staff by Position Type only for positions require an 092 (administrator) certificate. Some districts may require an 092 for additional positions; for more information including a list of the position types included, please see our methodology	91 (more info) Sum of FTE staff by Position Type only for positions require an 092 (administrator) certificate. Some districts may require an 092 for additional positions; for more information including a list of the position types included, please see our methodology	87 (more info) Sum of FTE staff by Position Type only for positions require an 092 (administrator) certificate. Some districts may require an 092 for additional positions; for more information including a list of the position types included, please see our methodology	—
How many students are in the district? The total number of students enrolled in a district for the 2013-2014 school year as reported by districts to the Connecticut State Department of Education in October 2013	21,086	21,426	21,637	—
What grades does the district serve? The range of grades served by the district, provided that at least 1 of the schools located in that district serves each of the grades reported. For example, if a district’s grades are listed PK-12, at least one school serves pre-K children but not all schools in the district necessarily have pre-K programs	PK-12	PK-12	PK-12	—

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Basic Information

When does the contract begin? Filler data	9/1/14	7/1/13	7/1/14	—
When does the contract expire? The date reported in the contract as the end date of when the contract remains in effect, typically included in the “Duration” article. Most contracts in Connecticut are renegotiated approximately every three school years	8/31/17	6/30/16	6/30/17	—
What union negotiates the contract? In Connecticut, one of the following unions negotiates all of the administrator contracts: Connecticut Federation of School Administrators, AFSA, AFL-CIO	Bridgeport Council of Administrators and Supervisors (more info) Connecticut Federation of School Administrators/AFL-CIO	Hartford Principals and Supervisors Association (more info) Connecticut Federation of School Administrators/AFL-CIO	School Administrators Association of New Haven, Inc. (more info) Connecticut Federation of School Administrators/AFL-CIO	—
What types of administrators are covered by the agreement? Lists the types of administrators covered by the contract (such as principals, assistant principals, directors, etc.)	Directors, Principals, Assistant Principals, Executive Directors, Assistant Directors, Coordinators, Supervisors	Principals, Assistant Principals, Assistant Directors, Directors, Administrative Interns, Deans	Principals, Assistant Principals, Directors, Executive Directors, Coordinators, Assistant Supervisors	—
Click to download this contract Links to a PDF of the district’s full contract	PDF	PDF	PDF	—

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Administrator Work Year

How long is the administrator work year? Total number of days most administrators are required to work each school year	— Varies by position (more info) Groups I III = 12 month schedule, Group IV = 201 days	— Varies by position (more info) Schedule B administrators = 213 days; Schedule C administrators = 12 months	— Varies by position (more info) 10 month and 12 month administrators	—

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Salary

Download Salary Sheet	PDF	PDF	PDF	—
What is the lowest reported elementary/middle school level administrator salary? The lowest reported elementary/middle salary is the lowest administrator salary reported for grades K-8. This is often at step 1 but may simply be the lowest recorded salary for that position.	$97,364 (more info) Asst. Principal with Masters, Step 1	$106,923 (more info) Asst. Principal	$107,692 (more info) ES Principal, Step 1	$110,064
What is the highest reported elementary/middle school level administrator salary? The highest reported elementary/middle salary is the highest administrator salary recorded for grades K-8. This is often at the highest step but may simply be the highest reported salary for that position. Administrator contracts, especially those from smaller districts, often do not have steps.	$143,340 (more info) ES Principal (900+ Students) with PhD, Step 5	$133,378 (more info) K-8 principal; not including $2,500 doctoral stipend	$133,166 (more info) K-8 Principals, Step M; not including 6th Year or doctoral stipends that range from $1,005 to $6,216 based on degree status and length of service	$137,360
What is the lowest reported secondary/high school level administrator salary? The lowest reported secondary/high school level salary is the lowest administrator salary reported for grades 9-12.	$97,364 (more info) Asst. Principal with Masters, Step 1	$106,923 (more info) Asst. Principal	$107,692 (more info) Asst. Principal, Step 1	$116,636
What is the highest reported secondary/high school level administrator salary? The highest reported secondary/high school salary is the highest administrator salary reported for grades 9-12. This is often at the highest step but may simply be the highest recorded salary for that position. Administrator contacts, especially those from smaller districts, often do not have steps.	$143,340 (more info) HS Principal with PhD, Step 5	$144,077 (more info) HS Principal; not including $2,500 doctoral stipend	$138,675 (more info) HS Principal, Step M; not including 6th Year or doctoral stipends	$144,321
If the district offers a doctoral stipend, what is the amount? Filler data	—	$2,500	$1,005 (more info) Range from $1,005 to $6,216 based on degree status and length of service	$1,805
What is the difference between the lowest and highest reported administrator salaries? Presents the number that is the difference between the lowest reported salary for an administrator and the maximum salary for an administrator. This demonstrates the range of possible salaries within a district depending on years of experience and position.	$45,976	$37,154	$30,983	$34,309
How many salary scale categories are in the district’s salary schedule? Total number of lanes (columns) within the salary schedule. This represents the total number of different salary tracks an administrator could possibly be placed on.	15 (more info) 5 groups (position type), each with 3 lanes (degree status)	11	10	7
How are salary scale categories determined? The classification (by position, school type, etc.) that the names of each individual lane (column) are reported in the salary schedule	Lanes based on degree status; Groups based on school size, school level, and position type (more info) 5 steps in schedule	Based on school level and position type	Based on school type and size, school level, and position type (more info) Schedule has 3 traditional steps and additional "M" step for admin. who reach step 3 and are rated efficient or better on evaluation system	—
Is there a salary step freeze in the current school year? If there is a step freeze, it means that administrators will not move up a step in the salary schedule as they would have otherwise done upon completion of each school year. If a contract explicitly states there is a step freeze for the current school year (2014-2015), then the answer is “Yes” for this question	Yes	— (more info) No steps in schedule	No	No
Can an administrator's salary increase be withheld for unsatisfactory performance and/or a negative evaluation? If the response is “Yes” for this category, then the contract explicitly states that an administrator may have their annual step increase and/or change in salary lane (due to change in degree status) withheld for unsatisfactory performance and/or an unsatisfactory evaluation rating.	— (more info) No administrator will be denied professional advancement without just cause	Yes (more info) Yearly salary increases are not automatic and will be based upon satisfactory evaluations	Yes (more info) "An administrator whose performance is less than satisfactory will not be moved to the next higher step until he/she has attained satisfactory performance"	—

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Additional Compensation

Does the district provide some type of performance or incentive-based pay? If a district has “Yes” for this category, it offers some type of merit-based pay based on criteria such as administrator performance, student improvement, etc. on an individual, school, or district-wide basis. Pay incentives for non-performance related items such as perfect attendance are not included in this classification.	No	No	Yes	No
If a district offers performance or incentive-based pay, under what conditions is performance pay granted? Filler data	—	—	Admin. may be placed on Master step (Step M) if he/she has a performance rating of effective or better	Individual
What is the maximum available performance bonus? The maximum amount that an administrator may earn annually in performance or incentive-based pay	—	—	—	—
Can an administrator earn additional pay by working in a school or position classified as "high-needs" or "hard to staff"? If a district has “Yes” for this category, it offers extra payment for an educator who elects to teach in a school or certification area that is considered “high-needs” or “hard to staff” for various reasons, such as: turnaround schools, schools with large “high-needs” student enrollment, state-designated administrator shortage areas, etc.	No	No	— (more info) Such program is forthcoming: "the Board will be permitted to propose a midterm program of compensation enhancements for the assumption of new and/or additional duties and responsibilities or projects and serving in hard-to-serve schools"	No
If an administrator can earn additional pay by working in a school or position classified as "high-needs" or "hard to staff", what is the amount? The amount and/or conditions by which an administrator may earn for working in a school or certification area that is “high-needs” or “hard to staff.” These amounts may be paid through annual stipends, hiring bonuses, advanced placement on the salary schedule, or an additional percentage annual salary.	—	—	—	—
Does the district provide longevity payments? If the response is “Yes” for this category, the Board of Education offers extra payment for administrators who have provided a certain number of years service to the district. Longevity payments are issued either on an annual basis or only during certain “milestone” years, such as 25 years of service.	Yes	Yes	Yes	No
If the district provides longevity payments, what is the amount? In this field, the amount for payments is expressed in dollar format.	16-19 years: $1100; 20-24 years: $1300; 25-29 years: $1400; 30+ years = $1500	14-18 years = $850, 19-23 years = $1,800, 24+ years = $2,500 annually (more info) Only administrators hired before June 30, 1999 are eligible	Range from $2,654 - $6,216; 15-25 years of service; amount increases based on advanced degree status and years of service	—
Does the district provide tuition reimbursement? If the response is “Yes” for this category, the district offers reimbursement for administrators to use towards tuition payment to obtain advanced professional degrees or further study that may but are not necessarily required by the Board.	No (more info)	Yes	No	Yes
If the district provides tuition reimbursement, how much do they provide? The amount contributed by the district for tuition reimbursement purposes may be reported in a number of forms, including but not limited to maximum amounts for: total credits, number of courses, percent contribution per course/credit, total dollar amounts, or district wide total pool of funds	—	$3,000 annual maximum (more info) $500 per credit up to 6 credits for administrators with at least 1 year in the system	—	—

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Benefits

How many sick days are administrators granted each year? The total number of sick days that adminsitrators receive per year. Per Connecticut state law, administrators are entitled to a minimum of 15 paid sick days each year. If administrators may earn or be granted additional days due to extended work years, perfect attendance, or other reasons, such days are discussed in the corresponding comment field.	15 (more info) 2 additional sick days for perfect attendance in 1st or 2nd half of year; 5 additional days for entire year perfect attendance	24 (more info) 22 for Schedule B administrators; 24 days for Schedule C administrators; 20 for Schedule A administrators	19 (more info) 16 days for 10-month admin.	18
How many total sick days can an administrator accumulate? The number of sick days that administrators may accumulate in total throughout their career. Per Connecticut state law, administrators can accumulate an annual minimum of 150 sick days.	— (more info) Unlimited	— (more info) Up to number of days in a work year; 187 days for Dean	170 (more info) 160 for 10-month admin.	213
At what rate are accumulated sick days paid out upon retirement? This question describes how much compensation administrators are granted for their unused sick days upon retirement. Most often, these rates are calculated at a certain percentage of days accumulated paid at a per diem rate (the administrator’s salary divided by the total number of work days).	After minimum of 15 years; 1/5 of total sick days (up to 100 days) multiplied by Administrators daily rate during the last year of work (1/200 of salary); no payment for partial days	Accumulation of all allotted sick days up to 20%; any member whose accumulated full pay sick days as of 6/30/05 exceeds their work year is entitled to use up to the amount accrued as of 6/30/2005 times 20% upon retirement	For employees hired on or after 7/1/94, 34% of accumulated sick leave (up to 73 days for 12 month administrators and up to 64 days for 10 month administrators)	—
Does the district offer a sick leave bank option? A sick leave bank is a voluntary program wherein administrators may donate a certain number of their sick days each year. In return for these donations, administrators may withdraw up to a maximum of sick days from the bank during periods of extended illness.	—	Yes (more info) May contribute 3 days, under normal circumstances, withdrawals are limited to up to 50 days (withdrawals of 20 and 30) but extension of days may be granted	—	—
How many personal days are administrators granted each year? The total number of personal days administrators receive per year. While the definition of “personal days” varies by district, most often they may be taken for reasons relating to personal business that cannot be conducted outside of the work day, such as: legal business, religious observance, personal/family events (commencement, wedding, funeral etc.), and emergencies.	1 (more info) May be allowed additional 3 days for emergency and other necessary reasons, with Superintendent approval	5	2	4
Can an administrator accumulate personal days? Filler data	—	—	—	—
How much vacation leave is an administrator granted? The number of vacation days that administrators receive per year.	15 (more info) 15 working days in addition to Christmas and April vacation weeks	24 (more info) For 12 month administrators	29	24
Can administrators take vacation leave during the school year? If a district has “Yes” for this category, it means that administrators are permitted to take vacation time while during the school year. “No” indicates that the district does not allow for vacation days during the school year or the contract does not specify.	No (more info) Leave must be taken between the last day of school and the last Friday before the start of school	No (more info) Expected to generally take vacation time during school vacations and summer months	— (more info) At Superintendent's sole discretion	—
If administrators can take vacation leave during the school year, how much vacation leave can be taken? The number of vacation days that administrators are allowed to take while school is in session. If a number is not specified but the contract states that such vacation time may be taken upon approval by the Superintendent or other administrator, this is noted under the text “more info.”	— (more info) Christmas and April vacation weeks only	—	—	8
How many days of vacation time can be carried over from year to year? If an administrator does not use all of his/her vacation days within a given year, the number of vacation days that he/she may roll over to the subsequent school year.	5 (more info) Up to max. of 10 days total; unused vacation paid out upon retirement	—	—	7
Are administrators compensated for professional development days? If the response is “Yes” for this category, the district provides paid leave and/or reimbursement for professional development purposes, such as conference attendance, visiting other schools, or other similar events (these days do not count against sick or personal leave).	Yes	No	Yes	Yes
If administrators are compensated for professional development days, how much compensated professional development is granted? The maximum amount of professional leave that is granted per administrator, which may be expressed in number of days of paid leave, maximum reimbursement in a dollar amount, or a district-wide pool total amount. If the field states only “paid professional leave,” there is no maximum amount specified in the contract. Conditions required for approval of professional leave is specified in the comment field.	— Paid professional/conference leave (more info) Board may authorize reimbursement in whole or part for expenses	—	— Paid professional/conference leave	—
What are the other types of leave available? Lists the additional leave granted to teachers aside from sick and personal leave, such as: bereavement leave, sabbatical, leave of absence, etc.	Bereavement (3 days), family illness (3 days), sabbatical (3/4 salary), pregnancy disability, child-rearing	Sabbatical (salary minus that of their replacement), pregnancy disability, childrearing	Funeral (5 days), maternity	—

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Insurance

What is the primary medical plan option? States the insurance plan type for the primary medical benefit offered to teachers. Although some contracts refer to a specific plan name offered by an individual insurance carrier, the plans are reported here as one of the following generic plan types: HMO, PPO, POS, and HDHP. If an HDHP or PPO plan is also accompanied by a Health Savings Account (HSA) or Health Reimbursement Arrangement (HRA), this is also included in this field.	HDHP/HSA	PPO	HDHP/HSA	PPO
What percent of the total cost must administrators contribute toward the primary medical plan offered by the district? The percentage that an administrator pays towards their medical insurance premiums for the primary medical insurance option determined by the district for the 2015-2016 school year (unless otherwise specified).	25.00% (more info) If hired on/before June 30, 2014: 23%. If hired on/after July 1, 2014: 25%	19.00%	12.00%	—
What other types of medical plans are available? If the district offers more than one medical insurance plan, then the additional plans are listed in this field. The percent contribution for employees enrolling in these alternative health plans are included in the comment field for this question if it is specified in the contract.	PPO	HDHP/HSA (more info) HDHP/HSA employee cost: 16%	HMO, PPO (more info) Employee cost for other plan options - 12% plus any additional difference between HDHP/HSA rate and selected plan	HDHP/HSA
If there is a financial incentive for waiving medical insurance what is the dollar amount paid to individuals? Some districts offer financial incentives for employees who elect not to participate in the medical insurance plan offered by the Board, because they are enrolled in another plan, such as that of a spouse. In this case, the employee waives health insurance benefits offered by the district in exchange for a payout. The rate reported in this field is the dollar amount for waiving insurance for just the employee.	—	—	—	$1,824
How much life insurance does the district provide? If the benefit is offered, includes the amount of group term life insurance provided for the employee, which is typically expressed in dollar amount or in multiples of the administrator’s salary. Where maximums are applicable, these are reflected as well. Unless it is specified otherwise, life insurance coverage is provided at no cost to the employee.	2 x salary	2 x salary	2 x salary (more info) Supplemental term life insurance available for purchase up to an additional 2x salary	—
How much long term disability does the district provide? If the benefit is offered, Includes the long term disability benefit provided to the employee, which is typically expressed in a proportion of the administrator’s salary up to a monthly maximum. Unless it is specified otherwise, long term disability coverage is provided at no cost to the employee. If the employee must contribute towards the cost of the premium, the amount is included in the comment field. If there are any notable nuances to the benefit, these are also included in the comment field.	—	—	60% salary	—
How much does the district contribute to retired administrators insurance (before TRB)? This question captures the amount (if any) that the district contributes towards the retired administrators’ health insurance before they are eligible for the benefits stated above.	25% (more info) With 10+ years service, coverage for employee and spouse. Employee cost: 30% If hired before 9/1/08, 50% if hired after 9/1/08, and 75% if hired on/after 7/1/14	0%	75% (more info) With 10 years service and if not Medicare eligible	—

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Layoffs

How does salary change if an administrator is transferred to another administrative position? This question describes how an administrator’s salary is impacted if he/she is transferred to another administrative position within the layoff process. This question addresses the different methods that a district may utilize to remedy a shortfall in compensation when an administrator is transferred from a higher paid position to a position with a lower posted salary.	In year 1, previous salary less $1,000. In year 2, previous salary less $1,000 and 25% difference between that salary and the salary of the current position. In year 3, salary of current position. Placed on same step as in previous position. (more info) No administrator with more than 25 years of experience shall have his or her salary reduced, unless transfer is for disciplinary reasons	Salary frozen for 2 years	Salary shall not be reduced by more than $1,000 in first year, $3,000 in second year, and $6,000 in third year, then paid salary of new position	—
How does salary change if an administrator is transferred to a teaching position? This question addresses the different methods a district may utilize to remedy a shortfall in compensation when an administrator is transferred from a higher paid administrative position to a teaching position with a lower posted salary.	In year 1, previous salary less $1,000. In year 2, previous salary less $1,000 and 25% difference between that salary and the salary of the current position/step. In year 3, salary of current position/step. (more info) Given experience credit on salary schedule for all administrative and teacher experience within the system	Salary frozen for two years	Given credit for administrative and teaching experience within and outside of school system	—
Is seniority a factor considered in layoffs? Seniority in this section is considered by any definition of length of service, including but not limited to: continuous or total service in district, years teaching in or outside of the district, date of hire, etc. If the district uses multiple definitions or determinations of seniority, then all of the ways in which seniority is calculated or quantified is included in the list of “other factors” considered for layoffs.	Yes	Yes	Yes	Yes
Is seniority a primary factor considered in layoffs? If seniority as defined above is among a multitude of factors with an expressed priority level or preference for seniority, it it recorded as "primary factor.”	Yes	Yes	Yes	No
Is seniority the only factor considered in layoffs? If the only factor listed is seniority, or there are multiple factors listed but they are all various definitions of seniority, then it is considered to be the only factor in layoffs.	No	No	No	No
Are evaluations a factor considered in layoffs? If the only factor listed is seniority, or there are multiple factors listed but they are all various definitions of seniority, then it is considered to be the only factor in layoffs.	No	Yes	No	No
Are evaluations a primary factor considered in layoffs? If evaluation as defined above is among a multitude of factors with an expressed priority level or preference, it it recorded as "primary factor.”	No	No	No	No
Are evaluations the only factor considered in layoffs? If the only factor for listed is evaluations, or there are multiple factors listed but they are all various definitions of performance, then it is considered to be the only factor in layoffs.	No	No	No	No
What other factors are considered in layoffs? Includes a list of any factor considered in layoffs besides seniority and/or evaluation. If there are multiple definitions of either seniority or evaluation considered, they are also listed in this response.	Certification and qualifications	Certification, qualifications, and evaluations	Certification, qualifications, previous experience	—
What is the tie-breaker in layoffs? Tie-breakers are provisions that are listed separately from the list of factors in layoffs that are either explicitly called such. Factors in layoffs that are separated from the main list of factors and are stated to be considered only if all other factors are equal and do not result in a decision, then these are also defined as tie-breakers.	Four part assessment of seniority: administrator with earlier date of appointment by Board, administrator with most amount of Bridgeport service, teaching plus administrative service outside of Bridgeport (more info) If administrators have same amount of teaching plus administrative service outside of Bridgeport, seniority will not be used as a consideration in the order of layoff as to those administrators	—	—	—
How many years can an administrator’s name be on the district’s recall list? A recall list is a list of administrators who have been laid off who may be offered an available position in the district as one becomes available.	3 (more info) Recall based on certification, qualifications, experience, and seniority	2 (more info) 2 years for reassignment, 1 year for layoff	2 (more info) Recall based on seniority, previous experience, certification and qualifications	2
What is the procedure for involuntary transfers due to layoffs? This question summarizes the process by and/or order in which administrators are transferred or “bumped” to new positions during a district-wide reductions in force to prevent layoff. Procedures that are specific to reductions in force only are included in this question.	Administrator gets bumped to next highest available administrator position (first within salary group, then in lower group)	Bumping within same school, location, or department within the same exact position category/title	Bumping by seniority within administrative classification, then in other classifications in which the admin. has previous experience	—
Are evaluations a factor in involuntary transfers due to layoffs? If a the response is “Yes” to this question, then evaluation as defined above (as formal evaluations or performance) is considered in deciding if an administrator is allowed to “bump” another administrator and transfer into their position.	No	Yes (more info) If administrator has positive evaluations, retain old salary for two years	No	No
What is the procedure for non-layoff involuntary transfers? This question summarizes the reasons for and/or factors considered when administrators are involuntarily transferred to new positions or schools within the district for reasons other than a district-wide reduction in force.	Transfers shall not be subject to the grievance procedure	Bumping to another administrative position by seniority, and if not available, then bumped to a teaching position	Transfer may be on grounds of lack of competence to hold or carry out the duties of the position or poor performance; in this case, paid salary of new position even if it is a reduction	—
Are evaluations a factor in non-layoff involuntary transfers? If a the response is “Yes” to this question, then evaluation as defined above (as formal evaluations or performance) is a reason for which an administrator may be involuntarily transferred to another school or position within the district.	— (more info) Involuntary transfer for disciplinary reasons referenced	— (more info) Not without just cause	Yes (more info) Lack of competence or poor performance	—

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Retirement Payout

Does the district provide a retirement payout (aside from sick leave or retiree insurance benefits)? If the response is “Yes” to this question, then the district provides some type of payout upon retirement that is unrelated to sick leave.	Yes	No	No	No
If yes, how much is the retirement payout? This question summarizes the benefits that administrators receive if there is a payout separate from sick leave.	10 unused vacation days (more info) Paid at per diem rate	—	—	—
Does the district provide incentives for advanced notice of retirement? This question encompasses incentives related to early retirement and advanced notice of retirement.	Yes	Yes	Yes	No
If yes, what are the conditions of those incentives? This is a summary of the requirements for receiving any incentives for advanced notice of retirement or for early retirement. This often includes a date by which administrators must give notice of their retirement.	Must have at least 10 years as administrator in district and 15 years of service in state (20 years for ages 50-59). Formula for payments: percentage factor x years of credit x maximum last salary (more info) Percentage factor and total years of payment are based on age of administrator	To be eligible for severance payout of sick days must give at least 90 days notice if retiring April 1 through June 30. If retiring any other time of year must give at least 60 days notice	$7,500 payment if notice submitted by Jan. 1	—

Last Updated	01/15/16	01/15/16	01/15/16	01/15/16

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Contract Citations

How Many Schools Are In The District?	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	—
How Many Administrators Are in the District (Total)?	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	—
How Many Administrators Are in the District (FTE Count)?	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	—
How Many Students Are in the District?	CSDE, 2014-2015 Public District Enrollment Data, http://1.usa.gov/1PZHik12	CSDE, 2014-2015 Public District Enrollment Data, http://1.usa.gov/1PZHik45	CSDE, 2014-2015 Public District Enrollment Data, http://1.usa.gov/1PZHik65	—
What Grades Does the District Serve?	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	—
Basic Information	Art. 1, Art. 24, Appendix A	Art. 1, Art. 18, Appendix	Art. 1, Art. 22, Schedule A	—
Administrator Work Year	Art. 5	Appendix A	Art. 4, Art. 16	—
Salary	Art. 13, Appendix A	Appendix A	Schedule A	—
Can an Administrators Salary Increase Be Withheld for Unsatisfactory Performance and/or a Negative Evaluation?	Art. 6	Appendix A	Art. 16	—
Does the District Provide Some Type of Performance or Incentive-Based Pay?	—	—	Art. 16	—
Can an Administrator Earn Additional Pay by Working in a School or Position Classified as "High-Needs" or "Hard to Staff"?	—	—	Schedule G	—
If The District Provides Longevity Payments What is the Amount?	Art. 13	Appendix B	Schedule D	—
If the District Provides Tuition Reimbursement How Much Do They Provide?	—	Appendix B	—	—
Sick Days Section Citation	Art. 11	Appendix B	Art. 13	—
At What Rate Are Accumulated Sick Days Paid Out Upon Retirement?	Art. 11	Appendix B	Art. 13	—
Does the District Offer a Sick Leave Bank Option?	—	Appendix B	—	—
Personal Days Section Citaton	Art. 11	Art. 9	Art. 13	—
Vacation Days Section Citaton	Art. 5	Appendix A	Art. 4	—
Professional Days Section Citaton	Art. 11	—	Art. 13	—
What Are the Other Types of Leave Available?	Art. 11	Art. 9, Appendix B	Art. 13	—
Active Insurance Section Citation	Art. 10	Appendix B	Art. 12	—
Retired Insurance Section Citation	Art. 10	Appendix B	Art. 20	—
Layoff & Transfer Procedures	Art. 8	Art. 15	Art. 6	—
Transfer Section Contract Citation	Art. 8	Art. 15	Art. 6	—
Retirement Payout	Art. 5	—	—	—
Advanced Notice Payout Section Contract Citation	Art. 12	Appendix B	Art. 20	—

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