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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

Bristol

(more info) Similar Districts: Connecticut Technical High School, Stratford, Manchester
Surrounding Towns: Southington, Plymouth, PlainvilleClick here for our methodology

East Hartford

(more info) Similar Districts: Meriden, West Haven, Torrington
Surrounding Towns: Hartford, Manchester, GlastonburyClick here for our methodology

Fairfield

(more info) Similar Districts: Trumbull, Glastonbury, Greenwich
Surrounding Towns: Westport, Bridgeport, EastonClick 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

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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	13	14	16	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	36 (more info) Some of these positions may not require an 092 (administrator) certificate; for more information, please see our methodology	42 (more info) Some of these positions may not require an 092 (administrator) certificate; for more information, please see our methodology	54 (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	23 (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	36 (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	23 (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	8,147	7,033	10,168	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	PK-12	—

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Basic Information

When does the contract begin? Filler data	7/1/14	7/1/14	7/1/12	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	6/30/17	6/30/17	6/30/15	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	Bristol Association of Principals and Supervisors (more info) Connecticut Federation of School Administrators/AFL-CIO	East Hartford Educational Administrative and Supervisory Unit (more info) Connecticut Federation of School Administrators/AFL-CIO	Fairfield School Administrators Association	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.)	Principals, Assistant Principals, Supervisors	Principal, Assistant Principal, Supervisors, Scheduler, Coordinators, Department Heads	Headmasters, Principals, Administrators, Housemasters, Curriculum Leaders, Coordinators	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	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) 260 work days; ranges from 210 to 220 days worked depending on position	220 days or fewer; varies by position (more info) Category A employees = 220 days, Category B employees = 199 days	225 days	— Varies by position (more info) 10 month and 12 month administrators	—

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Salary

Download Salary Sheet	PDF	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.	$120,122 (more info) ES Asst. Principal, Step 1	$98,470 (more info) ES Asst. Principal, Step 1	$129,597 (more info) Asst. Principal (IV), step 1	$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.	$141,120 (more info) MS Principal (Step 3); not including $4,000 doctoral stipend	$131,222 (more info) MS Principal, Step 4; not including $5,000 doctoral stipend	$161,623 (more info) MS Principal (II), step 6; not including $4,000 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.	$124,742 (more info) HS Asst. Principal, Step 1	$108,981 (more info) HS Asst. Principal, Step 1	$129,597 (more info) Asst. Principal (IV), step 1	$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.	$147,935 (more info) HS Principal (Step 3); not including $4,000 doctoral stipend	$138,608 (more info) HS Principal, Step 4; not including $5,000 doctoral stipend	$170,883 (more info) Headmaster (I), step 6; not including $4,000 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	$4,000	$5,000	$4,000	$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.	$27,813	$40,138	$41,286	$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.	9	9	6	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	Based on position and school level (more info) 3 steps for each category	Based on position, school level, and school type (more info) 4 steps per category in schedule	Based on position (more info) 6 steps in schedule	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	No	Yes	No	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) For disciplinary reasons	— (more info) May be denied increment for just cause	— (more info) Shall not be reduced in pay except for just cause	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	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	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.	No	Yes	No (more info)	Yes	No
If the district provides longevity payments, what is the amount? In this field, the amount for payments is expressed in dollar format.	—	If hired before July 2014, $500 annually for 10+ years; for each additional 5 years of service, payment increases by $500 (more info) For example, payment increases to $1,000 annually for 15+ years of service	—	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.	Yes	No (more info)	Yes (more info)	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	50% of tuition (more info) For those who have completed 3 or more years in the district for credits beyond professional educator certificate	—	— (more info) Pay for reasonable expenses of college/university tuition	—	—

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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.	20	18 (more info) 18 days for Category A administrators, 16 days for Category B administrators. May be used for family illness	15 (more info) 15 automatic, Superintendent may allow sick leave with full pay according to: up to 30 days for 1-5 years service, 60 days=5-10 years, 90 days=10+ years service	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.	275	150 (more info) For administrators hired after June 2005; 225 days if hired before that date	150	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).	25% of accumulated unused leave up to 275 days at per diem salary rate	If hired before July 2005 and with 90 days notice, paid 40% of unused sick leave up to maximum of 80 days (more info) Any sick days in excess of 150 days paid on annual basis at 25% of per diem rate	— (more info)	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.	—	—	—	—	—
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.	—	— (more info) No personal leave; personal business leave counts as part of sick leave	3	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.	25 (more info) 35 days for ES Asst. Principal and Special Ed. supervisor	27 (more info) "non-work days"	23	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.	—	Yes (more info) Subject to Superintendent approval	Yes	— (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.”	—	10 (more info) 12-month admin. only	5 (more info) With Superintendent approval	—	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.	—	10 (more info) May carry over 10 "non-work" days, but must be used by Sept. 30 of the following work year	5	—	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	Yes	Yes	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.	$500 per administrator (more info) Also, a maximum of 6 administrators shall be approved for attendance at national conferences up to maximum of $2,000 per person	1 day (more info) Paid professional leave or "Visitation Day" for visiting other schools or attending conferences or professional meetings	—	— 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.	Exchange assignments, sabbatical (3/4 salary), maternity/adoptive/childrearing	Funeral (3 days), religious (3 days), maternity/adoptive/childrearing, long term (unpaid), general purpose (unpaid), sabbatical (3/4 salary), union	Bereavement, military, childrearing, Peace Corps/VISTA (unpaid), jury duty	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).	16.00%	16.00%	22.00%	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.	—	—	HMO (more info) HMO: 20% employee contribution	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.	—	—	$750	—	$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.	$250,000	2 x salary	2.5 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.	$7,500 monthly maximum (more info) 60% salary	—	60% salary	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.	$750 per year (more info) Amount to be applied to whatever coverage retiree has at time of retirement	0%	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.	Will not change unless administrator elects to accept position where salary range is less than salary range of present position	Stays the same for one year, then to salary of new position	Salary frozen in year 1, 50% of difference in salaries in year 2 (more info) Non RIF: Administrator will be placed on highest step or appropriate degree column of the respective new administrator's salary schedule such that if possible one will make no less on a per diem basis than earned in the prior assignment from which reassigned	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.	—	—	Salary frozen in year 1, 50% of difference in salaries in year 2 (more info) After second year receive teacher salary	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.	No	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.”	No	Yes (more info) Admin. with more than 15 years in the unit "shall be excluded from all criteria except seniority"	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	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 (more info) "Quality of performance"	No	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	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	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 and qualifications	Certification, unique qualifications, education, and salary status, and job description analysis	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.	— (more info)	—	—	—	—
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.	2 (more info) Recall based on qualification as determined by certification, demonstrated possession of skills through past experience, coursework, or training	—	2 (more info) Employee with greatest number of points under Job Description Analysis shall be recalled first	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.	Bumping to another administrative position "at the maximum allowable step"	Admin. may bump to a lower rank based on qualifications (more info) Qualifications include certification, training, and length of service	Bumping to another administrative position	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	No	No	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.	May only be based on a decision by the Superintendent and/or Board "based on educational considerations" and may be for disciplinary reasons	May occur on an acting basis, admin. is paid at per diem rate in new position on a step that results in an increase in pay	—	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	—	—	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.	No (more info) The Board may offer early retirement incentives during a Reduction in Force	Yes	Yes (more info) Only for those employed in the administrators' bargaining unit prior to July 1, 1993	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.	—	5 Unused vacation days (more info) With 30 days notice of retirement	— (more info) 60% x per diem x months per year x years of administrative service. Only for those employed in the administrators' bargaining unit prior to July 1, 1993	—	—
Does the district provide incentives for advanced notice of retirement? This question encompasses incentives related to early retirement and advanced notice of retirement.	No	No	No	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.	—	—	—	$7,500 payment if notice submitted by Jan. 1	—

Last Updated	01/15/16	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	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	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	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/1PZHik13	CSDE, 2014-2015 Public District Enrollment Data, http://1.usa.gov/1PZHik29	CSDE, 2014-2015 Public District Enrollment Data, http://1.usa.gov/1PZHik36	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	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	—
Basic Information	Art. 1, Art. 22, Salary Schedule	Art. 1, Art. 10, Schedule A-1	Art. 2, Art. 5, Art. 19	Art. 1, Art. 22, Schedule A	—
Administrator Work Year	Art. 15	Art. 3	Art. 5, Art. 14	Art. 4, Art. 16	—
Salary	Art. 12, Salary Schedule	Art. 6, Schedule A-1	Art. 5, Schedule A	Schedule A	—
Can an Administrators Salary Increase Be Withheld for Unsatisfactory Performance and/or a Negative Evaluation?	Art. 20	Art. 9	Art. 4	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. 6	—	Schedule D	—
If the District Provides Tuition Reimbursement How Much Do They Provide?	Art. 11	—	Art. 9	—	—
Sick Days Section Citation	Art. 9	Art. 5	Art. 8	Art. 13	—
At What Rate Are Accumulated Sick Days Paid Out Upon Retirement?	Art. 9	Art. 5	—	Art. 13	—
Does the District Offer a Sick Leave Bank Option?	—	Art. 5	—	—	—
Personal Days Section Citaton	—	Art. 5	Art. 8	Art. 13	—
Vacation Days Section Citaton	Art. 15	Art. 3	Art. 8	Art. 4	—
Professional Days Section Citaton	Art. 14	Art. 5	Art. 8	Art. 13	—
What Are the Other Types of Leave Available?	Art. 7, Art. 8, Art. 10	Art. 5	Art. 8	Art. 13	—
Active Insurance Section Citation	Art. 13	Art. 7, Appendix B	Art. 12	Art. 12	—
Retired Insurance Section Citation	Art. 13	Art. 7	Art. 12	Art. 20	—
Layoff & Transfer Procedures	Art. 16-Art. 19	Art. 4	Art. 5	Art. 6	—
Transfer Section Contract Citation	Art. 16-Art. 19	Art. 4	—	Art. 6	—
Retirement Payout	Art. 19	Art. 3	Art. 13	—	—
Advanced Notice Payout Section Contract Citation	—	—	—	Art. 20	—

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