The superintendent will receive an annual salary of $202,445 per year from July 1, 2019 to June 30, 2023. The salary will increase annually by at least the average instructional staff increase. As part of compensation, the board will contribute 18% of the superintendent's annual salary to an annuity or deferred compensation plan. The superintendent accrues two days of annual leave, one day of sick leave, and three days of personal leave per year. Up to 15 days of unused annual leave and 45 days of unused sick leave can be paid out or contributed to an annuity plan each June. The board will pay the family premium for health insurance minus the employee contribution and provide coverage until Medicare eligibility

1. Contract Period: July 1, 2019 - June 30, 2023
Compensation Paid an annual salary of $202,445 per year,
salary will be increased annually and
annual salary increases shall equal no less
than the average increase approved for
instructional personnel.
As part of his annual compensation and
treated as creditable compensation for the
purpose of VRS, Board agrees to make an
annual contribution for Supt’s benefit to an
annuity or deferred compensation plan
agreed by Board and Supt equal to 18% of
annual base salary in 12 equal monthly
installments.
Annual Leave, Personal Leave &
Sick Leave
Earns 2 days of AL per month, 1 day of SL
per month and 3 days of personal leave per
year
Prior to June 15 of any contract year, Supt
may designate up to 15 unused accrued AL
days to be paid out on a per diem basis
(current salary divided by 246) in equal
installments during the following contract
year.
The Supt may designate up to 45 days of
accrued but unused SL each June to be paid
at per diem rate into annuity/deferred
compensation plan agreed by Board and
Supt.

2. Payment of Other Benefits and
Expenses
Board agrees to pay family premium for
Supt's health insurance minus amount
equivalent to employee only share of
associated plan which shall be
responsibility of Supt.
Upon retirement from GCPS, Board agrees
to pay employer payments for medical
insurance until Supt is eligible for
Medicare/Medicaid benefits.
Supt will remain on high deductible plan
and shall pay employee share of cost for
medical insurance coverage
*Board will provide Supt’s family with
medical insurance coverage while Supt is
receiving coverage until he is
Medicare/Medicaid eligible if his wife is no
longer eligible for medical insurance
coverage through an employer.
*Supt will pay full cost (employer and
employee share of family medical
coverage) for starred item above if
applicable.
Residency, Moving Expenses and
Relocation Allowance
Agrees to reimburse Supt for reasonable
moving expenses during his tenure, not to
exceed $5,000.