Pickerington Administrative Salary Report Final 2.28.14

Pickerington Local School District
Administrative Salary Study
Prepared February 28, 2014
By:
K-12 Business Consulting, Inc.
www.k12consulting.net
Christopher Mohr, MBA, RSBA, CGFM – President
Dale Miller, CPA - Associate

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Table of Contents
Executive Summary ....................................................................................................................................................3
Salary Study Scope and Methodology........................................................................................................................4
Report Structure.........................................................................................................................................................7
Section One: Peer Group Student/Staff/Demographic Data.....................................................................................7
Section Two: Compensation Comparisons.................................................................................................................9
Superintendent.................................................................................................................................................... 10
Treasurer ............................................................................................................................................................. 11
Deputy/Assistant Superintendent....................................................................................................................... 12
Business Manager/Director of Operations.......................................................................................................... 13
Executive Director of Human Resources/Director of Human Resources............................................................ 14
Assistant Human Resource Director.................................................................................................................... 15
Director of Communications ............................................................................................................................... 16
Communication Specialist ................................................................................................................................... 17
Executive Director of Curriculum/Assistant Superintendent Curriculum & Instruction..................................... 18
Assistant Superintendent/Director of Secondary Education .............................................................................. 19
Assistant Superintendent/Director of Elementary Education............................................................................. 20
Executive Director/Assistant Superintendent Pupil Services.............................................................................. 21
Director of Special Education .............................................................................................................................. 22
Director/Coordinator of Pupil Services ............................................................................................................... 23
Director of Gifted Education ............................................................................................................................... 24
Coordinator of Curriculum/Special Projects........................................................................................................ 25
Director of Technology/CTO................................................................................................................................ 26
Assistant Technology Director/Network Specialist ............................................................................................. 27
EMIS Coordinator/Data Processing..................................................................................................................... 28
Assistant Treasurer/Controller............................................................................................................................ 29
Payroll Coordinator/Supervisor........................................................................................................................... 30
Director of Maintenance/Custodial Services....................................................................................................... 31
Custodial Supervisor/Coordinator....................................................................................................................... 32
Director/Coordinator of Transportation ............................................................................................................. 33
Assistant Transportation Director/Supervisor .................................................................................................... 34
Food Service Director/Supervisor ....................................................................................................................... 35
Assistant Food Service Supervisor....................................................................................................................... 36
High School Principal........................................................................................................................................... 37
Assistant/Lead Assistant HS Principal.................................................................................................................. 38
Junior High Principals and Assistant Principals – No Comparisons in Group...................................................... 39

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Middle School Principals ..................................................................................................................................... 39
Middle School Assistant Principal........................................................................................................................ 40
Elementary Principal............................................................................................................................................ 41
Assistant Elementary Principals........................................................................................................................... 42
Athletic Director .................................................................................................................................................. 43
Administrative Assistant...................................................................................................................................... 44
Section Three: Health Insurance Costs.................................................................................................................... 45
Section Four: Tables of Salary and Benefit Data Gathered ..................................................................................... 46
Section Five: Analysis of School Building Administrator Daily Rate Compared to Teacher Daily Rate................... 56
Conclusion ............................................................................................................................................................... 58

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Executive Summary
The purpose of this Administrative Salary Study is to comply with the request of The Pickerington Local School
District Board of Education and Administration to objectively compare the district’s administrative salary and
benefit levels with a selected group of comparable geographically proximate school districts. The district is
interested in retaining and attracting the best talent available for the students attending the school district. The
previous Salary Study the district commissioned was dated July 1999. It is the goal that this current study would
provide updated information with which to make informed decisions concerning administrative compensation.
The goal of a compensation system is to provide an organization the ability to attract and retain valued
employees. However, compensation is just one of many factors that influence prospective and current
employees. Climate, culture, workload, and location are also key factors in an individual’s decision matrix for
choosing a place of employment.
Based on our review of the voluminous data collected in this study it appears that the Pickerington Local School
district compensation system for administrators is at or very near the bottom in the comparison group of
districts selected for peer review in this study. This can be observed by looking at Table 6-1 on page 57 in the
back of this report. This table sums up the outcome of the salary and fringe benefit numbers analyzed in the
study.
In addition, Table 3-1 on page 45 shows that the annual employee cost for district health insurance for
administrators ranks the highest in the group for a single plan and second highest for a family plan. This coupled
with the lower compensation noted in Table 6-1 on page 57 would suggest the district is not as competitive
compared with similar districts who are competing for the same leadership talent.
Another concern for the district in promoting building leaders from the internal pool of teachers is the daily rate
gap noted in Table 5-1 on page 56. The daily rate for a starting position for principals and assistants ranges from
83% to 92% of the daily rate for a teacher with a Masters Degree on Step 10. While total compensation due to
additional work days in administrative contracts and retirement pick-up, results in higher total compensation on
an annual basis; this could with time become a problem if the gap continues to grow.
The District Administration will need to study this information and attempt to determine the long term impact
on the district’s ability to promote, attract and retain top administrative talent. Generally speaking the district’s
relative rank in compensation may not contribute to assisting in attracting the top leadership talent, and if the
district is successful in doing so, other districts in the geographic area may learn to target the district as a good
source to recruit talent from because they have more purchasing power.
Long term, if this occurs, that could hurt the district’s ability to continue to be an “Excellent” or “A” rated district
if high quality administrative talent is not attracted and/or retained. For instance if building principals and
assistants are not attracted to the district this could likely have negative consequences for the districts academic
achievement. As pointed out in Successful Schools: From Research to Action Plans (Daggett, 2005), “…creating a
culture that embraces the belief that all students need a rigorous and relevant curriculum and all children can
learn”…, is one of the most important criteria to successful education in a school building. Building principals
are a center piece in establishing that culture in a school. Consequently it must be true that districts seeking the
highest academic achievement must also pursue highly talented building administrators.
In conclusion, the administration has to decide what value they place on their ability to attract and retain
administrative talent and establish a plan that accomplishes this goal and is financially sustainable. In the
meantime administration should be vigilant for signs that the district is not attracting the talent they desire and
that current leaders begin to leave for other districts. These may be warning signs that the salary and benefit
structure is beginning to have a negative consequence for the district.

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Salary Study Scope and Methodology
Field Work
The Board of Education and Administration, with the help of K-12 Business Consulting, selected six (6) nearby
comparable school districts “Peer Districts”. The Peer Districts are known to compete for the same
administrative talent pool as the Pickerington Local Schools. The peer group district demographic data is
discussed on page 7 of this report.
The initial field work and data requests began November 5, 2013, with follow-up emails December 4, 2013,
January 13, 2014, January 22, 2014, January 30, 2014, and February 9 & 11, 2014. In addition, several follow-up
phone calls and discussions were made to seek clarification and reminders for the data. The field work and data
collection was concluded on February 25, 2014.
We believe the data collected through February 28, 2014 is substantially correct and complete. Only two (2)
peer group districts, New Albany Plain Local and Olentangy Local School District, completed the entire survey
information as requested. The rest of the peer group districts returned other recent salary survey data along
with copies of administrative guidelines and/or internal documents supporting administrative benefits and
salary schedules. This information has been analyzed in order to complete the information in the survey data
base.
Scope and Data Requested
The scope pf the Salary Study was to identify and collect information on all forms of compensation and fringe
benefits offered to peer group administrators compared to Pickerington Local Schools. The primary method of
collecting the data required was by email survey sent to the peer group district treasurer’s and in some cases
human resource directors to obtain the data needed. The survey was created to collect specific data so all levels
of compensation and benefits could be identified and evaluated.
Data requested:
a) Completion of the survey sheet with fields titled below for:
1. Position Title
2. Contract Days
3. Salary High
4. Salary Low
5. Annuity % Paid by District
6. Employer Paid STRS/SERS %
7. Employee % of Medicare Paid
8. Maximum % of Base Wage for Performance Bonus
9. Number of Vacation Days
10. Number of Holidays
11. Number of Personal Days
12. Annual Tuition Reimbursement
13. % Board Paid Single Insurance
14. % Board Paid Family Insurance
15. HSA/HRA Paid Amount
16. Annual Professional Development Maximum
17. Annual Car Allowance
18. Annual Cell Phone Amount
19. Number of Days Vacation Buy Back Annually
20. Maximum Days of Sick Leave Severance Paid

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b) A blank copy of administrative contract form(s) used
c) Copy of current organization chart
d) All staff EMIS report “All_r_staff_2014K”
e) All administrative job descriptions
Establishing Position Codes and Similar Positions
Once the data was collected from peer districts the most tedious and difficult part of the study was to identify
like positions between districts. There are 362 administrators employed in total by the seven (7) districts in this
study. Certain positions were easy to identify as exactly comparable such as Superintendent, Treasurer, High
School, Middle School and Elementary School Principals. When developing like positions for central office
administrators however, this became very difficult as there are a number of different organization
configurations and atypical job titles used by the comparison districts.
Another layer of difficulty was that most district Organization Charts are dated. Some are four (4) years old and
many of the job descriptions reported do not appear on the organization chart or jobs appearing on the
organization charts have no job descriptions reported. When this occurred we relied on the title of the jobs
reported on any salary study supplied or the administrative salary schedule.
We evaluated position titles and organization structures and did the best job possible to identify comparable
positions in this study. To determine precise comparisons of all central office jobs between a number of districts
is likely not possible as they may never exactly line up job duties to job duties district to district. To get a higher
level of accuracy would require onsite interviews with one or more human resource staff at each district which
would be a substantial cost due to time spent that would likely result in a negative cost benefit relationship.
As the reader looks at certain comparisons in this study there may appear to be an outlier in the group. We
believe in some cases it appears that individual pay for a position may be related to the unique skill and ability
level of the specific person in the job. This can result in a position’s pay appearing as an outlier in a group but
the overall position would be close in nature to the others being compared with in the chart or table.
Below are position codes we established and assigned to those reported by the peer group districts that closely
align with the Pickerington Local School district’s job titles and positions as this is the focus of this study:
Position
Code Position Title
1 Superintendent
2 Treasurer
3 Deputy/Assistant Superintendent
4 Business Manager/Director of Business
5 Assistant Business Director
6 Exec. Director of Human Resources
7 Assistant Human Resources Director
8 Director of Communications
9 Communication Specialist
10 Exec. Director/ Asst. Supt. Curriculum
11 Director/Asst. Supt. Secondary Education
12 Director/Asst. Supt. Elementary Education
13 Director Teaching & Learning

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14 Exec. Director/Asst. Supt. Pupil Services
15 Director Special Education
16 Director/Coordinator of Pupil Services
17 Director of Professional Development
18 Director/Coordinator of Curriculum & Instruction
19 Director of Safety & Support
20 Director of Preschool
21 Director of Gifted Education
22 Coordinator of Special Projects
23 Gifted Coordinator
24 Director of Technology/CTO
25 Asst. Director Technology/Network
26 EMIS Coordinator/Data Processing
27 Asst. Treasurer/Controller
28 Accountant
29 Payroll Coordinator/Supervisor
30 Director Maintenance/Custodial Services
31 Custodial Coordinator/Supervisor
32 Maintenance Coordinator/Supervisor
33 Director/Coordinator of Transportation
34 Asst. Director of Transportation
35 Food Service Supervisor
37 Asst. Food Service Supervisor
38 Director of Food Service
39 HS Principal/Campus Director
40 Assistant High School Principal
41 Assistant/Lead High School Principal
42 Jr. High Principal
43 Assist. Jr. High Principal
44 Lead Jr. High Principal
45 Middle School Principal
46 Assistant Middle School Principal
47 Elementary Principal
48 Assistant Elementary Principal
49 Athletic Director
50 Asst./Jr. High Athletic Director
51 Administrative Assistant
52 General Coordinator/Supervisor

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Report Structure
The report is structured into four sections, Section One: Peer Group Demographic Data; Section Two:
Compensation Comparisons; Section Three: Health Insurance Costs; Section Four: Tables of Salary and Benefit
Data Gathered, and; Section Five: Analysis of School Building Administrator Daily Rate Compared to Teacher
Daily Rate. A brief discussion of the data is offered at the beginning of each section.
Section One: Peer Group Student/Staff/Demographic Data
Table 1-1 on page 8 illustrates the six (6) peer group districts selected, student average daily membership
(ADM), staff full time equivalents (FTE), and other key data that gives insight into the size and economic
comparability of the districts. The reader of this report can draw some general conclusions about administrative
pay and workload by reviewing the data presented in the Table.
The ADM/Staff Ratio can give insight into the relative work load of FTE employees of each district. The districts
ratio of 9.75 (including contracted transportation staff of 96 for comparison purposes) is 7.1% higher than the
next highest district which is Olentangy. The district outsources transportation and for comparison purposes
these staff positions were added into the district staff FTE so apples-to-apples comparison could be made. The
9.75 ratio indicates on a macro level a higher efficiency of staff utilization in the district which also leads to lower
costs relative to number of students as noted in Table 1-1. This means district staff has a marginally higher
workload. The district operating budget of $97.4 million is the second lowest proportionate to size of the
comparison group.
The average administrator income is a measure of base wages and does not reflect other potential employee
compensation such as annuities, retirement and Medicare pick-up. The Gahanna district placed all such benefit
costs in their base wages as can be seen in the comparison which is not the norm in this comparison group. In
this comparison the Gahanna school district appears to be an outlier as their wage number is more “fully
loaded” than the other districts. The district average administrator cost for FY12 of $79,605 is the lowest in the
comparison group for base wages.
By comparing the average administrator salary to the average teacher salary we can see the administrative pay
gap between the average teachers wage and the average administrative wages. Since many administrators
come from the teaching ranks many districts intentionally maintain a gap between teacher and administrator
pay to encourage a career path for promising administrators who could be groomed inside the district to
assume leadership positions. This can have positive implication for the district as it does for private sector
businesses as noted in leadership work such as in the book “Good to Great “(Collins, 2001). It was well
documented in the book that top leadership in eleven of the twelve companies studied came from within each
of the successful companies. The pay gap of 1.25 in Table 1-1 indicates that a 26% increase on average could be
obtained if a staff member accepted a position in administration. However, this can be misleading since a
typical teacher work year is 184 days and a typical administrator is roughly 228 work days, which is 24% more in
terms of days worked. Therefore extra compensation comes with commensurate added days of work. If the
gap is not wide enough future internal leaders may not be enticed to accept administrative positions. See Table
5-1 on page 56 for a more in-depth look at this gap.
In summary, Table 1-1 indicates from this macro data that the districts staff has a heavier work load on average
and the average administrator pay is the lowest in the comparison group according to the data sources
referenced in the table for FY12, which was the most current data available at the time this study commenced.

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Table 1-1 Peer Group Demographic Data
District
Student
ADM
Staff
FTE
ADM/
Staff
Ratio
Op. $$
FY14
(million)
#
Bldgs.
Sq.
Miles
Median
Income
TY2010
Median
Home
Value
2012
Administrator
Avg. Income
FY12
Teacher
Avg.
Salary
Admin. Avg.
Pay Ratio to
Teach. Avg.
New Albany 4,602 620 7.42 $56.4 4 22.85 $69,808 $286,100 $88,272 $65,060 1.36
Gahanna 7,125 807 8.83 $80.8 11 27.11 $45,614 $194,600 $102,938 $65,379 1.57
Worthington 9,378 1,219 7.69 $119.7 17 19.08 $44,698 $205,000 $94,479 $74,324 1.27
Pickerington 10,160 1,042 9.75 $97.4 14 38.07 $46,411 $190,300 $79,605 $63,334 1.26
Westerville 14,615 1,696 8.62 $141.1 22 35.10 $41,675 $191,500 $80,834 $60,053 1.35
Hilliard 15,302 1,682 9.10 $165.2 23 58.17 $48,264 $184,100 $90,078 $70,025 1.29
Olentangy 17,581 1,920 9.16 $164.6 23 89.86 $73,125 $289,900 $81,354 $63,051 1.29
1 2 & 5 3 4 4 4 4 4 4
1- February #1, 2014 School Foundation Payment Report
2- self reported data from EMIS 2014 Staff Aggregate Report
3 - October 2013 district Five Year Forecasts
4- FY12 Ohio Department of Education Data Warehouse Information
5- Pickerington adjusted up 96 staff for transportation for comparison equality

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Section Two: Compensation Comparisons
In this section of the report we will show two comparison charts of the positions in each district. The first chart
will reflect the base salary at the low, medium and high range as reported by the district or extracted from the
district salary schedule, and the second chart will show the position at the high end of the base compensation
range with additional compensation or compensation equivalents added in. All charts will follow an alphabetical
listing of the district. If a district does not show up in the comparison graph it was determined that they did not
have an equivalent position in that district. If a chart had less than three (3) comparison districts and there was
no comparison for Pickerington Local Schools, the chart was left out. If a chart had only Pickerington Local
School data (for instance Junior High Principal and Assistant Principals) those charts were omitted as well.
All wage and benefit data are shown in the Tables in Section Four of the report for additional information.
Base Wage Charts
In the base wage chart (top chart on the page) if only one marker is noted “ “this means there is not a low or
high base wage amount there is only this amount. This typically means there is not a salary schedule and that
this is an individually negotiated wage. Each district has to some extent set it’s own practice of establishing
administrative wages. If the chart has a marker shaped in this manner “ “it indicates a wage range for the
position low to high. A table has been added in each graph so the actual numbers are easy to see in addition to
the visual reference for the reader.
Total Compensation Charts
The total compensation chart (bottom stacked bar chart on each page) shows the base wage at the high level
and computes cash equivalent benefits that were reported to us by the district or was interpreted from data
supplied when a survey was not completed by the peer district. Items considered in the total compensation
charts are noted below:
1. Base wages at the high level ( was used because most positions reported were at the top or high end)
2. STRS/SERS retirement paid on behalf of the administrator
3. Administrators share of Medicare paid on their behalf
4. Annual annuity amount paid
5. Annual performance bonus
6. Annual tuition paid
7. Amount paid into Health Savings Account
8. Annual professional development cost if different than tuition paid
9. Annual car allowance
10. Annual travel stipend if stated
11. Annual cell phone payment or reimbursement
Total Compensation and Deferred Contract Values
This information is contained in Section Four of the report as data tables which are the best method to show the
reader an evaluation of this data. The tables there will value vacation buy-back and severance pay which is
considered a deferred benefit. Please see Section Four beginning on page 46 for this more detailed
information.

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Superintendent
The superintendent position is the top administrative position in the school district as outlined in Ohio Revised
Section 3319.01. Every district is required by law to employ a superintendent of schools. All districts in the
study negotiated a base wage and did not report a schedule with a low to high range for salary purposes.
Gahanna Hilliard New Albany Olentangy Pickerington Westerville Worthington
High $170,000 $160,000 $155,000 $166,464 $125,000 $185,000 $145,000
LOW $170,000 $160,000 $155,000 $166,464 $125,000 $185,000 $145,000
MID $170,000 $160,000 $155,000 $166,464 $125,000 $185,000 $145,000
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
$200,000
Chart 2 - 1 Superintendent
Total benefits $19,999 $43,020 $43,448 $62,097 $37,163 $12,223 $38,052
Salary $170,000 $160,000 $155,000 $166,464 $125,000 $185,000 $145,000
$-
$50,000
$100,000
$150,000
$200,000
$250,000
Chart 2 - 1 a Superintendent

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Treasurer
The treasurer position is the top financial position in the school district as outlined in Ohio Revised Section
3313.22. Every district is required by law to employ a treasurer of the school district. All districts in the study
negotiated a base wage and did not report a schedule with a low to high range.
High $146,517 $130,833 $132,000 $123,500 $117,000 $133,000 $122,045
LOW $146,517 $130,833 $132,000 $123,500 $117,000 $133,000 $122,045
MID $146,517 $130,833 $132,000 $123,500 $117,000 $133,000 $122,045
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 2 Treasurer
Total benefits $2,000 $28,222 $30,534 $15,376 $16,367 $16,269 $41,385
Salary $146,517 $130,833 $132,000 $123,500 $117,000 $133,000 $122,045
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 2 a Treasurer

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Deputy/Assistant Superintendent
These positions included job titles such as Assistant Superintendents; Deputy Superintendents; Executive
Director of Operations and Human Resources, and; Chief Operations and Strategic Development. These are
positions that work directly for the superintendent and are filled by individuals who have superintendent
licensure and have responsibility for all or major sections of the entire organization that fall under the
superintendents responsibility. They often will serve as acting superintendent if the superintendent is absent
from the district for vacation, professional development or other reasons.
Hilliard New Albany Olentangy Pickerington Westerville Worthington
High $131,669 $116,000 $127,867 $117,852 $143,000 $139,920
LOW $128,169 $116,000 $127,867 $84,180 $128,000 $111,298
MID $129,919 $116,000 $127,867 $101,016 $135,500 $125,609
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 3 Deputy/Assistant Superintendent
Hilliard New Albany Olentangy Pickerington Westerville Worthington
Total benefits $14,784 $25,782 $25,750 $15,294 $22,570 $20,609
Salary $131,669 $116,000 $127,867 $117,852 $143,000 $139,920
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 3 a Deputy/Assistant Superintendent

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Business Manager/Director of Operations
These positions include jobs titled such as Business Managers; Director of Operations; Director of Business
Operations, and; Director of Business Affairs. These are individuals who are typically responsible for purchasing,
maintenance and grounds, transportation, custodial operations, food service and facility construction and
renovation. There are many variations of these core duties actually in job descriptions but these jobs mostly all
function in and around these duties in one form or another. A major variation in this job is when complete
responsibility for classified human resources is added to the job. This can contribute to higher compensation for
these positions.
Gahanna Hilliard Olentangy Pickerington Westerville Worthington
High $132,769 $117,434 $110,733 $108,981 $125,000 $139,920
LOW $126,338 $117,434 $110,733 $82,561 $100,000 $111,298
MID $129,554 $117,434 $110,733 $95,771 $112,500 $125,609
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 4 Business Mgr./Director of Operations
Gahanna Hilliard Olentangy Pickerington Westerville Worthington
Total benefits $14,605 $13,218 $14,986 $13,978 $20,590 $20,609
Salary $132,769 $117,434 $110,733 $108,981 $125,000 $139,920
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 4 a Business Mgr./Director of Operations

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Executive Director of Human Resources/Director of Human Resources
These positions include Directors of Human Resources; Assistant Superintendents of Human Resources, and;
Executive Directors of Human Resources. These positions essentially are over all human resource functions of
the district.
Gahanna Hilliard Pickerington Westerville Worthington
High $132,770 $112,354 $114,044 $125,005 $133,790
LOW $126,339 $112,354 $83,856 $100,005 $106,422
MID $129,555 $112,354 $98,950 $112,505 $120,106
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 6 Exec. Director of HumanResources
Gahanna Hilliard Pickerington Westerville Worthington
Total benefits $- $12,659 $13,058 $18,191 $19,907
Salary $132,770 $112,354 $114,044 $125,005 $133,790
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 6 a Exec. Director of Human Resources

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Assistant Human Resource Director
These positions include Assistant Directors of Human Resources; Coordinator of Personnel; Instructional Advisor
and; Coordinators of Human Resources whose job is to assist the Executive Director or Director of Human
Resources by handling certificated and or classified human resource functions such as evaluations, employment
interviews, reference checking, discipline matters and other human resource functions.
Hilliard New Albany Olentangy Pickerington Worthington
High $77,403 $64,965 $77,222 $95,649 $106,684
LOW $77,403 $64,965 $77,222 $74,726 $84,861
MID $77,403 $64,965 $77,222 $85,188 $95,773
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 7 Assistant HumanResources Director
Hilliard New Albany Olentangy Pickerington Worthington
Total benefits $8,814 $7,566 $10,814 $11,252 $16,804
Salary $77,403 $64,965 $77,222 $95,649 $106,684
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 7 a Assistant HumanResources Director

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Director of Communications
These positions include Executive Director of Communications; Director of Communications, and; Director of
Community Relations. These positions manage external and internal communication efforts by the district,
manage webpage, district newsletters, building newsletters, community meetings, district spokesperson,
managing evolving events facing the district, handles public information requests and media relations.
Hilliard New Albany Westerville Worthington
High $84,900 $96,900 $125,004 $133,790
LOW $84,900 $96,900 $100,004 $106,422
MID $84,900 $96,900 $112,504 $120,106
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 8 Director of Communications
Total benefits $9,639 $11,079 $18,190 $19,907
Salary $84,900 $96,900 $125,004 $133,790
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 8 a Director of Communications

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Communication Specialist
These positions include Communication Coordinators; School Community Specialists and Liaisons, and;
Coordinator of Community Services. These positions vary widely but are mostly involved in media relations,
plans responses to evolving issues facing the district, manage public information requests, and district
spokesperson on selected events.
Gahanna Olentangy Worthington
High $69,608 $38,079 $92,459
LOW $63,861 $36,720 $73,546
MID $66,735 $37,400 $83,003
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
$100,000
Chart 2 - 9 CommunicationSpecialist
Gahanna Olentangy Worthington
Total benefits $- $5,941 $15,176
Salary $69,608 $38,079 $92,459
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 9 a CommunicationSpecialist

18 | P a g e
Executive Director of Curriculum/Assistant Superintendent Curriculum &
Instruction
These positions include Assistant Superintendents for Curriculum and Instruction; Executive Director of
Curriculum and Instruction; Executive Director of K-12 Instruction; Chief of Innovation, Improvement and Human
Capital; Executive Director of Academics, and; Chief Academic Officer. These positions are generally over the
entire K-12 education delivery system of the district, which includes textbook selection and adoption, curriculum
research and development, implementation of curriculum including resources and professional development for
staff and administrations, and advising the district on current and future instructional technologies. This
department is generally managing the core mission of what, when and how for student instruction in the
district.
Gahanna New Albany Olentangy Pickerington Westerville Worthington
High $132,770 $123,420 $127,247 $114,044 $140,000 $133,790
LOW $126,339 $123,420 $127,247 $83,856 $115,000 $106,422
MID $129,555 $123,420 $127,247 $98,950 $127,500 $120,106
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 10 Exec. Director/Asst. Supt. Curriculum
Gahanna New Albany Olentangy Pickerington Westerville Worthington
Total benefits $- $27,374 $25,631 $13,058 $22,240 $19,907
Salary $132,770 $123,420 $127,247 $114,044 $140,000 $133,790
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 10 a Exec. Director/Asst. Supt. Curriculum

19 | P a g e
Assistant Superintendent/Director of Secondary Education
These positions include Assistant Superintendent for Secondary Instruction; Director of Secondary Instruction;
Director of Teaching and Learning, and; Director of Academic Achievement and Academic Performance. These
positions vary by district but they are involved in the grades 6-12, 7-12 or 9-12 education research, textbook
selection and adoption, curriculum research and development, implementation of curriculum including
resources and professional development for staff and administrations, and advising the district on current and
future instructional technologies.
High $106,500 $109,650 $125,002 $133,790
LOW $106,500 $109,650 $100,002 $106,422
MID $106,500 $109,650 $112,502 $120,106
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 11 Director/Asst. Supt. Secondary Education
Total benefits $12,015 $20,034 $18,190 $19,907
Salary $106,500 $109,650 $125,002 $133,790
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 11 a Director/Asst. Supt. Secondary Education

20 | P a g e
Assistant Superintendent/Director of Elementary Education
These positions include Assistant Superintendent for Elementary Instruction; Director of Elementary Instruction;
Director of Teaching and Learning, and; Director of Academic Achievement and Academic Performance. These
positions vary by district but they are involved in the grades P-5 and P-8 education research, textbook selection
and adoption, curriculum research and development, implementation of curriculum including resources and
professional development for staff and administrations, and advising the district on current and future
instructional technologies.
High $104,000 $106,590 $125,001 $133,790
LOW $104,000 $102,000 $100,001 $106,422
MID $104,000 $104,295 $112,501 $120,106
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 12 Director/Asst. Supt. Elementary Education
Total benefits $11,740 $12,625 $18,190 $19,907
Salary $104,000 $106,590 $125,001 $133,790
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 12 a Director/Asst. Supt. Elementary Education

21 | P a g e
Executive Director/Assistant Superintendent Pupil Services
These positions include Director of Pupil Services; Assistant Superintendent for Pupil Services; Executive Director
of Pupil Services, and; Pupil Service Coordinators. These positions vary widely in each district. They are mainly
involved in special education; speech and language services; school health services; guidance programs;
occupational therapists; physical therapists; adaptive physical education specialists; preparation of state and
federal reports related to these programs; coordinates activities between district and outside support agencies,
and; assists buildings in delivery of these programs.
Olentangy Pickerington Westerville Worthington
High $101,555 $114,044 $125,003 $133,790
LOW $101,555 $83,856 $100,003 $106,423
MID $101,555 $98,950 $112,503 $120,107
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 14 Exec. Director/Asst. Supt. Pupil Services
Olentangy Pickerington Westerville Worthington
Total benefits $13,844 $13,658 $18,190 $19,907
Salary $101,555 $114,044 $125,003 $133,790
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 14 a Exec. Director/Asst. Supt. Pupil Services

22 | P a g e
Director of Special Education
These positions include Coordinator of Special Education and Director of Special Education. These positions
ensure laws are followed in placement of students in appropriate programs to make sure services are delivered
within state and federal laws; coordinates use of IDEA funds; prepares reports for submission to state and
federal agencies; supervises and attend IEP meetings, and; manages special education student records.
High $101,989 $93,449 $94,860 $82,383 $86,545 $97,000 $133,790
LOW $92,341 $83,058 $94,860 $66,300 $71,004 $72,000 $106,424
MID $97,165 $88,254 $94,860 $74,342 $78,775 $84,500 $120,107
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 15 Director Special Education
Total benefits $- $10,579 $12,710 $11,457 $6,182 $13,610 $19,907
Salary $101,989 $93,449 $94,860 $82,383 $86,545 $97,000 $133,790
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 15 a Director Special Education

23 | P a g e
Director/Coordinator of Pupil Services
These programs assist in special education; speech and language services; school health services; guidance
programs; occupational therapists; physical therapists; adaptive physical education specialists; preparation of
state and federal reports related to these programs; coordinates activities between district and outside support
agencies, and; assists buildings in delivery of these programs.
Hilliard Hilliard Olentangy Westerville
High $107,500 $105,000 $83,000 $110,000
LOW $107,500 $105,000 $67,626 $80,000
MID $107,500 $105,000 $75,313 $95,000
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 16 Director/Coordinator of Pupil Services
Hilliard Hilliard Olentangy Westerville
Total benefits $12,125 $11,850 $11,534 $15,340
Salary $107,500 $105,000 $83,000 $110,000
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 16 a Director/Coordinator of Pupil Services

24 | P a g e
Director of Gifted Education
These positions include Director of Gifted Education and Coordinator of Gifted Education. These positions
involve identification and placement of children in programs offered for gifted services; articulates the gifted
program offerings to district staff and counselors; identifies and implements testing for identification of gifted
students; maintains resources for students to assist them and parents for opportunities inside and outside
district; researches and recommends programs for district offerings to administration.
New Albany Olentangy Westerville Worthington
High $74,583 $76,500 $97,000 $133,790
LOW $74,583 $76,500 $72,000 $106,422
MID $74,583 $76,500 $84,500 $120,106
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 21 Director of GiftedEducation
Total benefits $8,624 $10,724 $13,610 $19,907
Salary $74,583 $76,500 $97,000 $133,790
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 21 a Director of GiftedEducation

25 | P a g e
Coordinator of Curriculum/Special Projects
These positions encompass numerous coordinator titles spanning human resources, curriculum, and enrichment
to special projects. There are typically multiple levels of coordinators and pay ranges in districts which are
difficult to quantify. Their job is to manage specific areas inside each of the departments they are assigned to
and report up to a supervisor, director or executive director level.
High $84,660 $76,500 $97,000 $106,685
LOW $84,660 $75,000 $72,000 $86,567
MID $84,660 $75,750 $84,500 $96,626
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 22 Coordinator Special Projects
Total benefits $10,960 $10,724 $13,610 $16,808
Salary $84,660 $76,500 $97,000 $106,685
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 22 a Coordinator Special Projects

26 | P a g e
Director of Technology/CTO
These positions are Chief Technology Officer; Executive Director of Technology; Director of IT, and, Technology
Director. These positions are involved in research, design, development and implementation of computer,
telephone and network technologies in the district. Acquisition of IT related equipment including RFP
development and negotiation. Network with curriculum and instruction and business departments to ensure
network capacity is adequate to meet district objectives and to ensure equipment is functioning.
High $119,630 $107,500 $107,500 $104,667 $105,449 $110,000 $133,790
LOW $109,523 $107,500 $107,500 $104,667 $84,526 $80,000 $106,422
MID $114,577 $107,500 $107,500 $104,667 $94,988 $95,000 $120,106
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 24 Director of Technology/CTO
Total benefits $- $12,125 $19,659 $14,231 $12,494 $15,340 $19,907
Salary $119,630 $107,500 $107,500 $104,667 $105,449 $110,000 $133,790
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Chart 2 - 24 a Director of Technology/CTO

27 | P a g e
Assistant Technology Director/Network Specialist
These position titles include Assistant Technology Director; Network Specialist; Network Technician; Network
Specialist; Data Technician and Data Specialists. These positions are varied by district but are typically involved
in trouble shooting activities to ensure networks are running smoothly and to keep hardware maintained and
operating smoothly. These positions are increasingly important to the delivery of instructional services in
classrooms and day to day business department operations.
Gahanna Olentangy Pickerington
High $69,608 $76,000 $64,820
LOW $63,861 $76,000 $51,169
MID $66,735 $76,000 $57,995
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
Chart 2 - 25 Asst. Director Technology/Network
Gahanna Olentangy Pickerington
Total benefits $- $10,662 $940
Salary $69,608 $76,000 $64,820
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
$100,000
Chart 2 - 25 a Asst. DirectorTechnology/Network

28 | P a g e
EMIS Coordinator/Data Processing
These positions include Education Management Information System managers and Data Processing Specialists.
These positions are involved n data gathering and reporting to the state of Ohio for the EMIS System in the
state. The data they process impacts district funding and nearly all metrics tracked by the state of Ohio in the
data warehouse used to compare district performance statewide. These positions are typically involved in
training building clerical staff in proper data entry processes for student attendance and test scores and many
other critical data collection points.
Gahanna New Albany Pickerington
High $62,172 $48,352 $47,766
LOW $57,020 $48,352 $39,670
MID $59,596 $48,352 $43,718
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
Chart 2 - 26 EMIS Coordinator/DataProcessing
Gahanna New Albany Pickerington
Total benefits $- $5,739 $3,081
Salary $62,172 $48,352 $47,766
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
Chart 2 - 26 a EMIS Coordinator/DataProcessing

29 | P a g e
Assistant Treasurer/Controller
These positions include Assistant Treasurer; Assistant Finance Director, and, Controller. They manage day to day
operations for the finance department and serves as Treasurer in the absence of the Treasurer. They manage
report preparation, bank reconciliations, investments and a wide range of other responsibilities that vary by
district.
High $69,608 $85,000 $80,000 $90,910 $74,346 $105,000 $92,459
LOW $63,861 $85,000 $80,000 $90,910 $58,690 $80,000 $73,546
MID $66,735 $85,000 $80,000 $90,910 $66,518 $92,500 $83,003
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 27 Asst. Treasurer/Controller
Total benefits $- $9,650 $14,860 $12,518 $4,795 $14,190 $15,176
Salary $69,608 $85,000 $80,000 $90,910 $74,346 $105,000 $92,459
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 27 a Asst. Treasurer/Controller

30 | P a g e
Payroll Coordinator/Supervisor
These positions oversee and mange payroll and employee benefits in the school system.
Gahanna Hilliard New Albany Pickerington Worthington
High $50,362 $57,500 $57,866 $52,118 $71,499
LOW $46,204 $57,500 $50,777 $44,022 $58,464
MID $48,283 $57,500 $54,322 $48,070 $64,982
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
Chart 2 - 29 Payroll Coordinator/Supervisor
Gahanna Hilliard New Albany Pickerington Worthington
Total benefits $- $6,625 $6,365 $3,362 $12,780
Salary $50,362 $57,500 $57,866 $52,118 $71,499
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
Chart 2 - 29 a Payroll Coordinator/Supervisor

31 | P a g e
Director of Maintenance/Custodial Services
These positions manage activities related to maintaining and cleaning district facilities and grounds. They plan
and implement purchasing for maintenance and custodial supplies and manage work schedules and plans for
maintenance and custodial staff.
Gahanna New Albany Olentangy Pickerington Worthington Hilliard Westerville
High $62,171 $75,646 $53,463 $70,818 $92,459 $75,347 $75,000
LOW $57,020 $75,646 $53,463 $55,904 $75,023 $62,208 $50,000
MID $59,596 $75,646 $53,463 $63,361 $83,741 $68,778 $62,500
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
$100,000
Chart 2 - 30 Director Maintenance/Custodial Services
Gahanna New Albany Olentangy Pickerington Worthington Hilliard Westerville
Total benefits $- $8,741 $7,856 $5,768 $15,179 $8,588 $12,690
Salary $62,171 $75,646 $53,463 $70,818 $92,459 $75,347 $75,000
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 30 a Director Maintenance/Custodial Services

32 | P a g e
Custodial Supervisor/Coordinator
These positions focus on supervising custodial function in each district facility including maintaining custodial
equipment, training on proper cleaning techniques and ensuring faculties are clean and ready for school.
Hilliard Olentangy Westerville
High $79,038 $46,115 $75,000
LOW $79,038 $46,115 $50,000
MID $79,038 $46,115 $62,500
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
Chart 2 - 31 Custodial Coordinator/Supervisor
Hilliard Olentangy Westerville
Total benefits $8,994 $6,941 $12,690
Salary $79,038 $46,115 $75,000
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
$100,000
Chart 2 - 31 a Custodial Coordinator/Supervisor

33 | P a g e
Director/Coordinator of Transportation
These positions mange the transportation fleet of the district including routing, ordering supplies and
maintaining the bus fleet. The district outsources the transportation of students.
Gahanna Hilliard New Albany Olentangy Westerville Worthington
High $62,151 $87,552 $65,526 $96,900 $110,000 $76,653
LOW $57,020 $87,552 $65,526 $96,900 $80,000 $62,198
MID $59,586 $87,552 $65,526 $96,900 $95,000 $69,426
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 33 Director/Coordinator of Transportation
Total benefits $- $9,931 $7,628 $13,264 $16,540 $13,369
Salary $62,151 $87,552 $65,526 $96,900 $110,000 $76,653
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 33 a Director/Coordinator of Transportation

34 | P a g e
Assistant Transportation Director/Supervisor
These positions assist the Director of Transportation in the management of the district bus fleet. The district
outsources transportation of students.
High $48,936 $54,643 $52,365 $53,000 $70,000 $76,563
LOW $44,690 $54,643 $52,365 $45,900 $45,000 $60,973
MID $46,813 $54,643 $52,365 $49,450 $57,500 $68,768
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
Chart 2 - 34 Asst. Director of Transportation
Total benefits $- $6,311 $6,180 $7,799 $10,340 $13,356
Salary $48,936 $54,643 $52,365 $53,000 $70,000 $76,563
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
$100,000
Chart 2 - 34 a Asst. Directorof Transportation

35 | P a g e
Food Service Director/Supervisor
These positions focus on managing food service staff, planning menus and buying for the district cafeteria
operations. Ensuring students receive nutritional food choices each day.
Gahanna Olentangy Pickerington Westerville Worthington
High $62,151 $69,587 $70,818 $110,000 $73,500
LOW $57,020 $69,587 $55,904 $80,000 $59,640
MID $59,586 $69,587 $63,361 $95,000 $66,570
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 35 Food Service Supervisor
Gahanna Olentangy Pickerington Westerville Worthington
Total benefits $- $9,864 $5,168 $15,340 $13,008
Salary $62,151 $69,587 $70,818 $110,000 $73,500
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 35 a FoodService Supervisor

36 | P a g e
Assistant Food Service Supervisor
These position assist the Food Service Supervisor in managing food service staff, planning menus and buying for
the district cafeteria operations. Ensuring students receive nutritional food choices each day.
Olentangy Pickerington Westerville
High $40,681 $55,084 $55,000
LOW $39,780 $43,484 $35,000
MID $40,231 $49,284 $45,000
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
Chart 2 - 37 Asst. FoodService Supervisor
Olentangy Pickerington Westerville
Total benefits $6,265 $799 $8,690
Salary $40,681 $55,084 $55,000
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
Chart 2 - 37 a Asst. FoodService Supervisor

37 | P a g e
High School Principal
These individual provide daily leadership and management of district grade 9-12 facilities.
High $135,526 $132,360 $110,000 $117,481 $113,164 $125,000 $130,653
LOW $129,094 $110,000 $110,000 $109,242 $83,209 $100,000 $103,927
MID $132,310 $121,180 $110,000 $113,362 $98,187 $112,500 $117,290
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 39 HS Principal
Total benefits $- $14,860 $14,595 $15,826 $14,757 $16,990 $19,548
Salary $135,526 $132,360 $110,000 $117,481 $113,164 $125,000 $130,653
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 2 - 39 a HS Principal

38 | P a g e
Assistant/Lead Assistant HS Principal
These individual assist the High School Principal in the management and operation of district grade 9-12
facilities.
Gahanna Hilliard New Albany Pickerington Westerville Worthington
High $108,880 $90,200 $90,000 $90,256 $102,000 $109,617
LOW $99,233 $80,222 $78,000 $71,405 $77,000 $87,194
MID $104,057 $85,211 $84,000 $80,831 $89,500 $98,406
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 41 Assistant/LeadHighSchool Principal
Gahanna Hilliard New Albany Pickerington Westerville Worthington
Total benefits $- $10,222 $10,800 $6,542 $14,160 $17,140
Salary $108,880 $90,200 $90,000 $90,256 $102,000 $109,617
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 41 a Assistant/LeadHighSchool Principal

39 | P a g e
Junior High Principals and Assistant Principals – No Comparisons in Group
The Pickerington school district was the only district in the comparison group that had Junior High Principals and
assistant principals. The data is presented in the tables in Section Four for the district.
Middle School Principals
These individual provide daily leadership and management of district grade 5-6 facilities. Most districts have
grade 6-8 grade alignments for middle school but this can vary by district.
High $122,203 $104,022 $99,500 $100,980 $95,649 $105,000 $115,287
LOW $112,555 $102,622 $99,500 $93,636 $74,726 $80,000 $91,704
MID $117,379 $103,322 $99,500 $97,308 $85,188 $92,500 $103,496
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 45 Middle School Principal
Total benefits $- $11,742 $11,845 $13,772 $10,952 $14,490 $17,789
Salary $122,203 $104,022 $99,500 $100,980 $95,649 $105,000 $115,287
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 45 a Middle School Principal

40 | P a g e
Middle School Assistant Principal
These individual assist the Middle School Principal in the management and operation of district grade 5-6
facilities.
New Albany Olentangy Pickerington Westerville
High $79,560 $83,364 $80,295 $97,000
LOW $74,982 $66,300 $64,754 $72,000
MID $77,271 $74,832 $72,525 $84,500
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 46 AssistantMiddleSchool Principal
New Albany Olentangy Pickerington Westerville
Total benefits $9,652 $11,579 $5,179 $13,610
Salary $79,560 $83,364 $80,295 $97,000
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 46 a Assistant Middle School Principal

41 | P a g e
Elementary Principal
These individual provide daily leadership and management of district grade K-4 facilities.
High $118,068 $95,000 $102,000 $93,000 $95,649 $102,000 $111,029
LOW $108,421 $82,545 $102,000 $76,000 $74,726 $77,000 $88,317
MID $113,245 $88,773 $102,000 $84,500 $85,188 $89,500 $99,673
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 47 Elementary Principal
Total benefits $- $10,750 $12,120 $12,779 $10,952 $13,860 $17,302
Salary $118,068 $95,000 $102,000 $93,000 $95,649 $102,000 $111,029
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 47 a Elementary Principal

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Assistant Elementary Principals
These individual assist the elementary principals in large elementary schools manage the day to day operations.
New Albany Olentangy Westerville
High $89,250 $52,389 $92,000
LOW $71,400 $52,389 $67,000
MID $80,325 $52,389 $79,500
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
$90,000
$100,000
Chart 2 - 48 AssistantElementary Principal
New Albany Olentangy Westerville
Total benefits $10,718 $7,722 $13,060
Salary $89,250 $52,389 $92,000
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 48 a Assistant Elementary Principal

43 | P a g e
Athletic Director
These individuals duties include coordinating sport schedules for the various sports offered in the district high
schools and often times middle schools as well. They arrange for officials and referees, manage gate receipts
and handle budgets for equipment purchases and reconditioning.
High $107,552 $93,561 $95,306 $95,156 $87,314 $102,000 $109,617
LOW $99,233 $81,000 $95,306 $84,660 $69,740 $77,000 $87,194
MID $103,393 $87,281 $95,306 $89,908 $78,527 $89,500 $98,406
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
Chart 2 - 49 Athletic Director
Total benefits $- $10,592 $11,384 $13,047 $7,470 $14,160 $17,140
Salary $107,552 $93,561 $95,306 $95,156 $87,314 $102,000 $109,617
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Chart 2 - 49 a Athletic Director

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Administrative Assistant
The position functions vary widely by district but provides clerical support for top level administrators in the
district including database management, communication management, calendar and meeting arrangements.
Hilliard New Albany Westerville
High $57,474 $57,124 $55,591
LOW $54,285 $43,314 $55,591
MID $55,880 $50,219 $55,591
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
Chart 2 - 51 AdministrativeAssistant
Hilliard New Albany Westerville
Total benefits $6,622 $6,284 $7,315
Salary $57,474 $57,124 $55,591
$-
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
Chart 2 - 51 a Administrative Assistant

45 | P a g e
Section Three: Health Insurance Costs
Table 3-1 shows the current total annual premium cost, along with the single and family employee share
percentage and the annual dollar amounts associated with each plan type. The plans shown are for the most
commonly selected plan by employees in the district. There are many variables that make up a group health
insurance plan premium or funding factors (for self-insured plans) which could entail an extensive analysis of
plan design and coverage’s which is beyond the scope of this study.
A general metric that can help determine the value of the health care plan being paid for by both the district and
employee is the In-Network Out-Of-Pocket (OOP) amounts for each plan type. The OOP maximums are shown
to help the reader determine the richness of the plan for members. Plans with no or a lower maximum OOP will
generally result in less expense coming from employees when accessing the health benefits. If all plan design
elements of a health care plan were the same, the health care plan would generally be worth more for the
employee if it had lower OOP maximums and lower annual employee contributions.
Generally speaking Gahanna and Westerville’s employee cost plus no ($-0- ) OOP would appear to be the most
attractive combination of the districts compared. Employees costs in Gahanna are $591/$3,034 and in
Westerville $319/$3,340. They have the lowest combined employee and OOP costs making these plans
potentially less expense for employees and more valuable..
The employee cost plus OOP maximums offered Pickerington administrators and employees are $2,232/$5,060.
This places the plan at the rank of the 3rd
highest combined employee cost and OOP maximum plan behind
Worthington (highest) and Olentangy (2nd
) highest. This assumes an employee uses the health care plan and hits
the OOP maximum which is a worst case scenario. The ranking would change somewhat in a best case scenario
if an employee assumes they would never use the health care benefits then Westerville would offer the least
expensive single plan, while New Albany would offer the least expensive family plan to their employees.
This illustrates the difficulty in determining the value of health care to an employee as it is often unknown how
often or when the health care benefit may be used. In that case another way to evaluate a plan would be based
on the annual amount charged to employees without weighting potential value of the underlying health care
benefit structure. In that case the district would rank highest in amount charged employees for single insurance
and 2nd
highest for family coverage.
Table 3-1 Health Insurance Cost Comparison
District
100%
Sgle.Prem.
Emp. %
Share
Ann.
Emp.
Cost
Sgle. In
Net.Max
OOP
100%
Fam.Prem.
Emp. %
Share
Ann.
Emp.
Cost
Fam. In
Net. Max
OOP
Gahanna $5,909 10% $591 $0 $15,171 20% $3,034 $0
Hilliard $7,137 15% $1,071 $1,000 $19,271 15% $2,891 $2,000
New Albany $6,249 15% $937 $1,200 $17,185 15% $2,578 $2,400
Olentangy $7,295 20% $1,459 $1,250 $19,695 20% $3,939 $1,250
Pickerington $8,537 20% $1,707 $525 $19,550 20% $3,910 $1,150
Westerville $6,388 5% $319 $0 $16,699 20% $3,340 $0
Worthington $7,465 14% $1,045 $1,500 $20,049 14% $2,807 $6,000

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Section Four: Tables of Salary and Benefit Data Gathered
The tables in this section contain all of the salary and benefit data collected. The tables below contain all of the
data used in the Charts shown in Section Two plus the tables show daily rate, the value of vacation buy-back
and the value of sick leave severance which assumes the employee stays to retirement age and earns the
maximum amount of severance allowed under each districts severance plan as reported. The “Contract Days
Less Leaves” column also reflects holidays and personal leave removed.
“Ret. Pick-up” refers to the district actually paying (picking-up) the employees portion of required retirement
contributions to the State Teachers Retirement System (STRS) for certificated administrators, and the School
Employees Retirement System (SERS) for non-certificated administrators. The employee share for SERS is 10% of
wages. In all the peer group districts (except Gahanna) there is a pick-up on the pick-up so 10% of the 10%
equals 11% total cost or benefit to the employee. For STRS the rate is increasing by 1% a year beginning July 1,
2013. The rate is 11% currently but will go up to 14% on July 1, 2016. An 11% pick-up on pick-up is equal to
12.21%. Hilliard, New Albany and Olentangy school districts will continue to pick-up the employee’s portion
through the increase to 14% which will ultimately be a 15.96% benefit starting July 1, 2016. Westerville is only
picking up this first year at 11% then will cap it at that for future years. Pickerington and Worthington have
frozen the district pick-up at the 10% level for all administrators so 11% is the maximum cost for these districts
going forward.
The “Total Current & Deferred Value” is attempting to value the contract by including all compensation, paid
pick-up costs, annuities, bonuses, and other cash compensation, and the value of annual vacation buy-back plus
sick leave severance days (deferred to the date of retirement). It is important to reiterate that the “Total
Current & Deferred Value” column is not an annual value of the employment contract unless that is the year the
employee chooses to retire and earn the sick leave severance, which is also valued at the maximum days
accumulated. This is shown for illustration purposes in attempting to dichotomize the value of each districts
annual cash payments and the deferred value of vacation and severance pay policies for administrators.
Deferred sick leave severance pay will be of greater value to an employee who has been with the district for a
longer period of time and are perhaps in the last five (5) years of their career. The value of sick leave severance
would have to be factored in when determining the total amount of compensation and contract worth if
evaluating other employment opportunities for an employee at this point in their career.
Superintendent Table 4-1
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Pick-up Annuity Bonus
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Olentangy 166,464$ 166,464$ 12.21% 1.45% 13.50% 4.51% 12,600$ 231,776$ $891 15 96 260 221 302,843$
Westerville 185,000$ 185,000$ 0.00% 1.45% 4.70% 0.00% 840$ 197,223$ $759 10 70 260 220 254,146$
Hilliard 160,000$ 160,000$ 12.21% 1.45% 10.00% 0.00% 7,100$ 204,956$ $788 5 63.75 260 222 247,264$
New Albany 155,000$ 155,000$ 12.21% 1.45% 0.00% 15.00% 900$ 200,323$ $770 15 60 260 219 245,035$
Worthington 145,000$ 145,000$ 11.00% 1.45% 13.79% 0.00% -$ 183,052$ $704 5 90.5 260 221 236,312$
Gahanna 170,000$ 170,000$ 0.00% 0.00% 0.00% 11.76% -$ 189,999$ $731 10 65 260 232 239,037$
Pickerington 125,000$ 125,000$ 11.00% 1.45% 12.00% 0.00% 6,600$ 162,163$ $624 20 82 260 225 211,201$

47 | P a g e
Treasurer Table 4-2
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 122,045$ 122,045$ 11.00% 1.45% 19.40% 2.06% -$ 163,430$ $629 5 90.5 260 221 208,259$
New Albany 132,000$ 132,000$ 11.00% 1.45% 0.00% 10.00% 900$ 162,534$ $625 10 60 260 222 198,072$
Hilliard 130,833$ 130,833$ 11.00% 1.45% 4.00% 1.91% 4,200$ 159,055$ $612 5 63.75 260 222 193,650$
Westerville 133,000$ 133,000$ 0.00% 1.45% 6.54% 0.00% 5,640$ 149,269$ $574 15 70 260 220 192,749$
Gahanna 146,517$ 146,517$ 0.00% 0.00% 1.37% 0.00% -$ 148,517$ $571 10 65 260 232 190,781$
Olentangy 123,500$ 123,500$ 11.00% 1.45% 0.00% 0.00% 1,200$ 140,076$ $539 5 90 260 221 185,201$
Pickerington 117,000$ 117,000$ 11.00% 1.45% 0.00% 0.00% 1,800$ 133,367$ $513 10 82 260 230 174,767$
Deputy/Assistant Superintendent Table 4-3
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 111,298$ 139,920$ 11.00% 0.00% 1.99% 0.45% 1,800$ 160,529$ $617 10 90.5 260 226 214,614$
Westerville 128,000$ 143,000$ 12.21% 0.00% 0.00% 0.00% 6,840$ 167,300$ $643 15 70 260 225 214,050$
Olentangy 127,867$ 127,867$ 12.21% 1.45% 6.75% 0.00% 1,200$ 155,165$ $597 0 90 260 221 199,426$
Hilliard 128,169$ 131,669$ 12.21% 0.00% 0.00% 0.00% 300$ 148,046$ $569 0 63.75 260 227 180,330$
New Albany 116,000$ 116,000$ 12.21% 1.45% 0.00% 9.00% 900$ 143,186$ $551 10 60 260 219 174,416$
Pickerington 84,180$ 117,852$ 11.00% 1.45% 0.00% 0.00% 1,800$ 134,325$ $517 10 82 260 230 176,026$
Business Manager/Director of Business Table 4-4
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 111,298$ 139,920$ 11.00% 0.00% 1.99% 0.45% 1,800$ 160,529$ $617 10 90.5 260 226 214,614$
Gahanna 126,338$ 132,769$ 11.00% 0.00% 0.00% 0.00% -$ 147,374$ $567 0 65 260 232 180,566$
Westerville 100,000$ 125,000$ 11.00% 0.00% 0.00% 0.00% 6,840$ 145,590$ $560 15 70 260 225 186,455$
Hilliard 117,434$ 117,434$ 11.00% 0.00% 0.00% 0.00% 300$ 130,652$ $503 0 63.75 260 227 159,446$
Olentangy 110,733$ 110,733$ 11.00% 1.45% 0.00% 0.00% 1,200$ 125,719$ $484 0 90 260 221 164,050$
Pickerington 82,561$ 108,981$ 11.00% 1.45% 0.00% 0.00% 1,500$ 124,049$ $477 10 82 260 230 162,612$
Assistant Business Director Table 4-5
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$

48 | P a g e
Exec. Director of Human Resources Table 4-6
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$
Westerville 100,005$ 125,005$ 12.21% 0.00% 0.00% 0.00% 4,440$ 144,708$ $557 15 70 260 225 185,575$
Gahanna 126,339$ 132,770$ 0.00% 0.00% 0.00% 0.00% -$ 132,770$ $511 0 65 260 232 165,963$
Pickerington 83,856$ 114,044$ 11.00% 1.45% 0.00% 0.00% -$ 128,242$ $493 10 82 260 230 168,597$
Hilliard 112,354$ 112,354$ 12.21% 0.00% 0.00% 0.00% 300$ 126,372$ $486 0 63.75 260 227 153,921$
Assistant Human Resources Director Table 4-7
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 84,861$ 106,684$ 11.00% 0.00% 2.62% 0.45% 1,800$ 123,488$ $475 10 90.5 260 226 164,726$
Pickerington 74,726$ 95,649$ 11.00% 1.45% 0.00% 0.00% 300$ 107,857$ $469 0 82 230 202 141,958$
Olentangy 77,222$ 77,222$ 12.21% 1.45% 0.00% 0.00% 1,200$ 88,971$ $342 0 90 260 221 115,701$
Hilliard 77,403$ 77,403$ 12.21% 0.00% 0.00% 0.00% 300$ 87,154$ $391 0 63.75 223 220 109,281$
New Albany 64,965$ 64,965$ 12.21% 0.00% 0.00% 0.00% 420$ 73,317$ $282 0 60 260 227 88,309$
Director of Communications Table 4-8
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$
Westerville 100,004$ 125,004$ 11.00% 0.00% 0.00% 0.00% 4,440$ 143,194$ $551 15 70 260 225 184,061$
New Albany 96,900$ 96,900$ 11.00% 0.00% 0.00% 0.00% 420$ 107,979$ $415 0 60 260 227 130,341$
Hilliard 84,900$ 84,900$ 11.00% 0.00% 0.00% 0.00% 300$ 94,539$ $364 0 63.75 260 227 115,356$
Communication Specialist Table 4-9
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 73,546$ 92,459$ 11.00% 0.00% 3.02% 0.45% 1,800$ 107,635$ $414 10 90.5 260 226 143,373$
Gahanna 63,861$ 69,608$ 0.00% 0.00% 0.00% 0.00% -$ 69,608$ $268 0 65 260 232 87,010$
Olentangy 36,720$ 38,079$ 11.00% 1.45% 0.00% 0.00% 1,200$ 44,020$ $238 0 90 185 182 62,545$
Exec. Director/ Asst. Supt. Curriculum Table 4-10
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 115,000$ 140,000$ 12.21% 0.00% 0.00% 0.00% 6,840$ 163,934$ $631 15 70 260 225 209,703$
Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$
Olentangy 127,247$ 127,247$ 12.21% 1.45% 6.75% 0.00% 1,200$ 154,418$ $594 0 90 260 221 198,465$
New Albany 123,420$ 123,420$ 12.21% 1.45% 0.00% 9.00% 900$ 152,287$ $586 10 60 260 219 185,515$
Gahanna 126,339$ 132,770$ 0.00% 0.00% 0.00% 0.00% -$ 132,770$ $511 0 65 260 232 165,963$
Pickerington 83,856$ 114,044$ 11.00% 1.45% 0.00% 0.00% -$ 128,242$ $493 10 82 260 230 168,597$

49 | P a g e
Director/Asst. Supt. Secondary Education Table 4-11
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$
Westerville 100,002$ 125,002$ 12.21% 0.00% 0.00% 0.00% 4,440$ 144,705$ $557 15 70 260 225 185,571$
New Albany 109,650$ 109,650$ 12.21% 1.45% 0.00% 5.00% 900$ 131,011$ $504 15 60 260 219 162,640$
Hilliard 106,500$ 106,500$ 12.21% 0.00% 0.00% 0.00% 300$ 119,804$ $461 0 63.75 260 227 145,917$
Director/Asst. Supt. Elementary Education Table 4-12
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$
Westerville 100,001$ 125,001$ 12.21% 0.00% 0.00% 0.00% 4,440$ 144,704$ $557 15 70 260 225 185,569$
New Albany 102,000$ 106,590$ 12.21% 0.00% 0.00% 0.00% 900$ 120,505$ $463 5 60 260 222 147,152$
Hilliard 104,000$ 104,000$ 12.21% 0.00% 0.00% 0.00% 300$ 116,998$ $450 0 63.75 260 227 142,498$
Exec. Director/Asst. Supt. Pupil Services Table 4-13
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 106,423$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$
Westerville 100,003$ 125,003$ 12.21% 0.00% 0.00% 0.00% 4,440$ 144,706$ $557 15 70 260 225 185,572$
Pickerington 83,856$ 114,044$ 11.00% 1.45% 0.00% 0.00% 600$ 128,842$ $496 10 82 260 225 169,197$
Olentangy 101,555$ 101,555$ 12.21% 1.45% 0.00% 0.00% 1,200$ 116,627$ $449 0 90 260 221 151,781$
Director Special Education Table 4-14
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 106,424$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$
Westerville 72,000$ 97,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 111,784$ $470 15 70 238 224 146,427$
New Albany 94,860$ 94,860$ 12.21% 1.45% 0.00% 0.00% 900$ 108,718$ $418 5 60 260 227 132,433$
Hilliard 83,058$ 93,449$ 12.21% 0.00% 0.00% 0.00% 300$ 105,159$ $472 0 63.75 223 220 131,874$
Gahanna 92,341$ 101,989$ 0.00% 0.00% 0.00% 0.00% -$ 101,989$ $464 0 65 220 217 132,122$
Olentangy 66,300$ 82,383$ 12.21% 1.45% 0.00% 0.00% 1,200$ 94,837$ $365 0 90 260 221 123,354$
Pickerington 71,004$ 86,545$ 5.25% 1.45% 0.00% 0.00% 600$ 92,944$ $404 0 82 230 222 123,799$
Director/Coordinator of Pupil Services Table 4-15
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 80,000$ 110,000$ 12.21% 0.00% 0.00% 0.00% 3,240$ 126,671$ $487 15 70 260 225 162,633$
Hilliard 107,500$ 107,500$ 12.21% 0.00% 0.00% 0.00% 300$ 120,926$ $465 0 63.75 260 227 147,284$
Hilliard 105,000$ 105,000$ 12.21% 0.00% 0.00% 0.00% 300$ 118,121$ $454 0 63.75 260 227 143,866$
Olentangy 67,626$ 83,000$ 12.21% 1.45% 0.00% 0.00% 1,200$ 95,538$ $367 0 90 260 221 124,269$

50 | P a g e
Director of Professional Development Table 4-16
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Hilliard 105,000$ 105,000$ 12.21% 0.00% 0.00% 0.00% 300$ 118,121$ $454 0 63.75 260 227 143,866$
Dir./Coordinator of C & I Table 4-17
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 80,000$ 110,000$ 12.21% 0.00% 0.00% 0.00% 3,240$ 126,671$ $487 15 70 260 225 162,633$
Director of Preschool Table 4-18
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 80,001$ 110,001$ 11.00% 0.00% 0.00% 0.00% 3,240$ 125,341$ $482 15 70 260 225 161,303$
Director of Gifted Education Table 4-19
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,810$ 153,707$ $591 10 90.5 260 226 205,422$
Westerville 72,000$ 97,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 111,784$ $470 0 70 238 224 140,313$
Olentangy 76,500$ 76,500$ 12.21% 1.45% 0.00% 0.00% 1,200$ 88,150$ $339 0 90 260 221 114,631$
New Albany 74,583$ 74,583$ 12.21% 0.00% 0.00% 0.00% 420$ 84,110$ $358 0 60 235 212 103,152$
Coordinator Special Projects Table 4-20
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 86,567$ 106,685$ 11.00% 0.00% 2.62% 0.45% 1,810$ 123,503$ $475 10 90.5 260 226 164,741$
Westerville 72,000$ 97,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 111,784$ $470 0 70 238 224 140,313$
New Albany 84,660$ 84,660$ 12.21% 1.45% 0.00% 0.00% 420$ 96,645$ $437 0 60 221 198 119,629$
Olentangy 75,000$ 76,500$ 12.21% 1.45% 0.00% 0.00% 1,200$ 88,150$ $339 0 90 260 221 114,631$

51 | P a g e
Director of Technology/CTO Table 4-21
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 106,422$ 133,790$ 11.00% 0.00% 2.09% 0.45% 1,800$ 153,697$ $591 10 90.5 260 226 205,412$
New Albany 107,500$ 107,500$ 11.00% 1.45% 0.00% 5.00% 900$ 127,159$ $489 10 60 260 219 156,101$
Westerville 80,000$ 110,000$ 11.00% 0.00% 0.00% 0.00% 3,240$ 125,340$ $482 15 70 260 225 161,302$
Gahanna 109,523$ 119,630$ 0.00% 0.00% 0.00% 0.00% -$ 119,630$ $460 0 65 260 232 149,538$
Hilliard 107,500$ 107,500$ 11.00% 0.00% 0.00% 0.00% 300$ 119,625$ $460 0 63.75 260 227 145,983$
Pickerington 84,526$ 105,449$ 11.00% 1.45% 0.00% 0.00% 420$ 118,997$ $458 10 82 260 230 156,310$
Olentangy 104,667$ 104,667$ 11.00% 1.45% 0.00% 0.00% 1,200$ 118,898$ $457 0 90 260 221 155,129$
Asst. Director Technology/Network Table 4-22
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Olentangy 76,000$ 76,000$ 11.00% 1.45% 0.00% 0.00% 1,200$ 86,662$ $333 0 90 260 221 112,970$
Gahanna 63,861$ 69,608$ 0.00% 0.00% 0.00% 0.00% -$ 69,608$ $268 0 65 260 232 87,010$
Pickerington 51,169$ 64,820$ 0.00% 1.45% 0.00% 0.00% -$ 65,760$ $253 0 82 260 230 86,203$
EMIS Coordinator/Data Processing Table 4-23
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Gahanna 57,020$ 62,172$ 0.00% 0.00% 0.00% 0.00% -$ 62,172$ $239 0 65 260 232 77,715$
New Albany 48,352$ 48,352$ 11.00% 0.00% 0.00% 0.00% 420$ 54,091$ $208 0 60 260 227 65,249$
Pickerington 39,670$ 47,766$ 5.25% 1.45% 0.00% 0.00% -$ 50,966$ $196 10 82 260 230 67,868$
Asst. Treasurer/Controller Table 4-24
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 80,000$ 105,000$ 11.00% 0.00% 0.00% 0.00% 2,640$ 119,190$ $501 0 70 238 224 150,072$
Worthington 73,546$ 92,459$ 11.00% 0.00% 3.02% 0.45% 1,800$ 107,635$ $414 10 90.5 260 226 143,373$
Olentangy 90,910$ 90,910$ 11.00% 1.45% 0.00% 0.00% 1,200$ 103,428$ $398 0 90 260 221 134,897$
New Albany 80,000$ 80,000$ 11.00% 1.45% 0.00% 5.00% 900$ 94,860$ $365 5 60 260 219 114,860$
Hilliard 85,000$ 85,000$ 11.00% 0.00% 0.00% 0.00% 300$ 94,650$ $364 0 63.75 260 227 115,491$
Pickerington 58,690$ 74,346$ 5.25% 1.45% 0.00% 0.00% -$ 79,327$ $305 10 82 260 230 105,634$
Gahanna 63,861$ 69,608$ 0.00% 0.00% 0.00% 0.00% -$ 69,608$ $268 0 65 260 232 87,010$

52 | P a g e
Payroll Coordinator/Supervisor Table 4-25
District
Base
Salary
Low
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 58,464$ 71,499$ 11.00% 0.00% 3.90% 0.45% 1,800$ 84,279$ $324 10 90.5 260 226 111,916$
Hilliard 57,500$ 57,500$ 11.00% 0.00% 0.00% 0.00% 300$ 64,125$ $247 0 63.75 260 227 78,224$
New Albany 50,777$ 57,866$ 11.00% 0.00% 0.00% 0.00% -$ 64,231$ $247 0 60 260 227 77,585$
Pickerington 44,022$ 52,118$ 5.25% 1.45% 0.00% 0.00% -$ 55,610$ $214 10 82 260 230 74,052$
Gahanna 46,204$ 50,362$ 0.00% 0.00% 0.00% 0.00% -$ 50,362$ $194 0 65 260 232 62,953$
Director Maintenance/Custodial Services Table 4-26
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 75,023$ 92,459$ 11.00% 0.00% 3.02% 0.45% 1,800$ 107,638$ $414 10 90.5 260 226 143,377$
Westerville 50,000$ 75,000$ 11.00% 0.00% 0.00% 0.00% 4,440$ 87,690$ $337 15 70 260 225 112,209$
New Albany 75,646$ 75,646$ 11.00% 0.00% 0.00% 0.00% 420$ 84,387$ $325 0 60 260 227 101,844$
Hilliard 62,208$ 75,347$ 11.00% 0.00% 0.00% 0.00% 300$ 83,935$ $323 0 63.75 260 227 102,410$
Pickerington 55,904$ 70,818$ 5.25% 1.45% 0.00% 0.00% 1,200$ 76,763$ $295 10 82 260 230 101,821$
Gahanna 57,020$ 62,171$ 0.00% 0.00% 0.00% 0.00% -$ 62,171$ $239 0 65 260 232 77,714$
Olentangy 53,463$ 53,463$ 11.00% 1.45% 0.00% 0.00% 1,200$ 61,319$ $236 0 90 260 221 79,826$
Custodial Coordinator/Supervisor Table 4-27
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Hilliard 79,038$ 79,038$ 11.00% 0.00% 0.00% 0.00% 300$ 88,032$ $339 0 63.75 260 227 107,412$
Westerville 50,000$ 75,000$ 11.00% 0.00% 0.00% 0.00% 4,440$ 87,690$ $337 15 70 260 225 112,209$
Olentangy 46,115$ 46,115$ 11.00% 1.45% 0.00% 0.00% 1,200$ 53,056$ $204 0 90 260 221 69,019$
Director/Coordinator of Transportation Table 4-28
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 80,000$ 110,000$ 11.00% 0.00% 0.00% 0.00% 4,440$ 126,540$ $487 15 70 260 225 162,502$
Olentangy 96,900$ 96,900$ 11.00% 1.45% 0.00% 0.00% 1,200$ 110,164$ $424 0 90 260 221 143,706$
Hilliard 87,552$ 87,552$ 11.00% 0.00% 0.00% 0.00% 300$ 97,483$ $375 0 63.75 260 227 118,950$
New Albany 65,526$ 65,526$ 11.00% 0.00% 0.00% 0.00% 420$ 73,154$ $281 0 60 260 227 88,275$
Gahanna 57,020$ 62,151$ 0.00% 0.00% 0.00% 0.00% -$ 62,151$ $239 0 65 260 232 77,689$

53 | P a g e
Asst. Director of Transportation Table 4-29
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 60,973$ 76,563$ 11.00% 0.00% 3.64% 0.45% 1,800$ 89,919$ $346 10 90.5 260 226 119,513$
Westerville 45,000$ 70,000$ 11.00% 0.00% 0.00% 0.00% 2,640$ 80,340$ $309 15 70 260 225 103,225$
Olentangy 45,900$ 53,000$ 11.00% 1.45% 0.00% 0.00% 1,200$ 60,799$ $234 0 90 260 221 79,145$
Hilliard 54,643$ 54,643$ 11.00% 0.00% 0.00% 0.00% 300$ 60,954$ $234 0 63.75 260 227 74,352$
New Albany 52,365$ 52,365$ 11.00% 0.00% 0.00% 0.00% 420$ 58,545$ $225 0 60 260 227 70,629$
Gahanna 44,690$ 48,936$ 0.00% 0.00% 0.00% 0.00% -$ 48,936$ $229 0 65 214 211 63,800$
Food Service Supervisor Table 4-30
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 80,000$ 110,000$ 11.00% 0.00% 0.00% 0.00% 3,240$ 125,340$ $527 0 70 238 224 157,693$
Worthington 59,640$ 73,500$ 11.00% 0.00% 3.80% 0.45% 1,800$ 86,508$ $333 10 90.5 260 226 114,918$
Olentangy 69,587$ 69,587$ 11.00% 1.45% 0.00% 0.00% 1,200$ 79,451$ $306 0 90 260 221 103,538$
Pickerington 55,904$ 70,818$ 5.25% 1.45% 0.00% 0.00% 600$ 76,163$ $293 10 82 260 230 101,221$
Gahanna 57,020$ 62,151$ 0.00% 0.00% 0.00% 0.00% -$ 62,151$ $239 0 65 260 232 77,689$
Asst. Food Service Supervisor Table 4-31
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 35,000$ 55,000$ 11.00% 0.00% 0.00% 0.00% 2,640$ 63,690$ $268 0 70 238 224 79,866$
Pickerington 43,484$ 55,084$ 0.00% 1.45% 0.00% 0.00% -$ 55,883$ $254 0 82 220 212 76,414$
Olentangy 39,780$ 40,681$ 11.00% 1.45% 0.00% 0.00% 1,200$ 46,946$ $208 0 90 226 213 63,146$
HS Principal Table 4-32
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 103,927$ 130,653$ 11.00% 0.00% 2.14% 0.45% 1,800$ 150,201$ $578 10 90.5 260 226 200,704$
Hilliard 110,000$ 132,360$ 12.21% 0.00% 0.00% 0.00% 300$ 148,821$ $572 0 63.75 260 227 181,275$
Westerville 100,000$ 125,000$ 12.21% 0.00% 0.00% 0.00% 3,240$ 143,503$ $552 15 70 260 225 184,368$
Gahanna 129,094$ 135,526$ 0.00% 0.00% 0.00% 0.00% -$ 135,526$ $521 0 65 260 232 169,408$
Olentangy 109,242$ 117,481$ 12.21% 1.45% 0.00% 0.00% 1,200$ 134,729$ $518 0 90 260 221 175,395$
Pickerington 83,209$ 113,164$ 11.00% 1.45% 0.00% 0.00% 1,800$ 129,053$ $496 10 82 260 230 169,096$
New Albany 110,000$ 110,000$ 12.21% 1.45% 0.00% 0.00% 900$ 125,926$ $484 5 60 260 227 153,426$
Assistant High School Principal Table 4-33
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Olentangy 71,500$ 78,030$ 12.21% 1.45% 0.00% 0.00% 1,200$ 89,889$ $398 0 90 226 213 120,963$
Pickerington 64,754$ 80,295$ 5.25% 1.45% 0.00% 0.00% 300$ 85,975$ $430 0 82 200 192 118,896$

54 | P a g e
Assistant/Lead High School Principal Table 4-34
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 87,194$ 109,617$ 11.00% 0.00% 2.55% 0.45% 1,800$ 126,757$ $488 10 90.5 260 226 169,128$
Westerville 77,000$ 102,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 117,394$ $493 0 70 238 224 147,394$
Gahanna 99,233$ 108,880$ 0.00% 0.00% 0.00% 0.00% -$ 108,880$ $495 0 65 220 217 141,049$
New Albany 78,000$ 90,000$ 12.21% 0.00% 0.00% 0.00% 900$ 101,889$ $461 0 60 221 198 126,323$
Hilliard 80,222$ 90,200$ 12.21% 0.00% 0.00% 0.00% 300$ 101,513$ $455 0 63.75 223 220 127,299$
Pickerington 71,405$ 90,256$ 5.25% 1.45% 0.00% 0.00% 720$ 97,023$ $441 0 82 220 212 130,664$
Jr. High Principal Table 4-35
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Pickerington 82,561$ 108,981$ 11.00% 1.45% 0.00% 0.00% 1,320$ 123,869$ $476 0 82 260 230 158,240$
Assist. Jr. High Principal Table 4-36
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Pickerington 64,754$ 80,295$ 5.25% 1.45% 0.00% 0.00% 300$ 85,975$ $391 0 82 220 212 115,903$
Middle School Principal Table 4-37
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 91,704$ 115,287$ 11.00% 0.00% 2.42% 0.45% 1,800$ 133,076$ $512 10 90.5 260 226 177,639$
Gahanna 112,555$ 122,203$ 0.00% 0.00% 0.00% 0.00% -$ 122,203$ $555 0 65 220 217 158,308$
Westerville 80,000$ 105,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 120,761$ $507 0 70 238 224 151,643$
Hilliard 102,622$ 104,022$ 12.21% 0.00% 0.00% 0.00% 300$ 117,023$ $450 0 63.75 260 227 142,528$
Olentangy 93,636$ 100,980$ 12.21% 1.45% 0.00% 0.00% 1,200$ 115,974$ $513 0 90 226 213 156,187$
New Albany 99,500$ 99,500$ 12.21% 0.00% 0.00% 0.00% 900$ 112,549$ $433 5 60 260 227 137,424$
Pickerington 74,726$ 95,649$ 11.00% 1.45% 0.00% 0.00% -$ 107,557$ $468 0 82 230 222 141,658$
Assistant Middle School Principal Table 4-38
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 72,000$ 97,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 111,784$ $470 0 70 238 224 140,313$
Olentangy 66,300$ 83,364$ 12.21% 1.45% 0.00% 0.00% 1,200$ 95,952$ $425 0 90 226 213 129,150$
New Albany 74,982$ 79,560$ 12.21% 0.00% 0.00% 0.00% 900$ 90,174$ $408 0 60 221 198 111,774$
Pickerington 64,754$ 80,295$ 5.25% 1.45% 0.00% 0.00% -$ 85,675$ $428 0 82 200 192 118,596$

55 | P a g e
Elementary Principal Table 4-39
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 88,317$ 111,029$ 11.00% 0.00% 2.51% 0.45% 1,800$ 128,331$ $494 10 90.5 260 226 171,248$
Gahanna 108,421$ 118,068$ 0.00% 0.00% 0.00% 0.00% -$ 118,068$ $537 0 65 220 217 152,952$
Westerville 77,000$ 102,000$ 12.21% 0.00% 0.00% 0.00% 2,640$ 117,094$ $492 0 70 238 224 147,094$
New Albany 102,000$ 102,000$ 12.21% 0.00% 0.00% 0.00% 900$ 115,354$ $444 5 60 260 227 140,854$
Pickerington 74,726$ 95,649$ 11.00% 1.45% 0.00% 0.00% -$ 107,557$ $468 0 82 230 222 141,658$
Olentangy 76,000$ 93,000$ 12.21% 1.45% 0.00% 0.00% 1,200$ 106,904$ $473 0 90 226 213 143,939$
Hilliard 82,545$ 95,000$ 12.21% 0.00% 0.00% 0.00% 300$ 106,900$ $411 0 63.75 260 227 130,193$
Assistant Elementary Principal Table 4-40
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Westerville 67,000$ 92,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 106,173$ $446 0 70 238 224 133,232$
New Albany 71,400$ 89,250$ 12.21% 0.00% 0.00% 0.00% 900$ 101,047$ $457 0 60 221 198 125,278$
Olentangy 52,389$ 52,389$ 12.21% 1.45% 0.00% 0.00% 1,200$ 60,745$ $269 0 90 226 213 81,608$
Athletic Director Table 4-41
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Worthington 87,194$ 109,617$ 11.00% 0.00% 2.55% 0.45% 1,800$ 126,757$ $488 10 90.5 260 226 169,128$
Westerville 77,000$ 102,000$ 12.21% 0.00% 0.00% 0.00% 2,940$ 117,394$ $493 0 70 238 224 147,394$
Olentangy 84,660$ 95,156$ 12.21% 1.45% 0.00% 0.00% 1,200$ 109,354$ $484 0 90 226 213 147,248$
Gahanna 99,233$ 107,552$ 0.00% 0.00% 0.00% 0.00% -$ 107,552$ $414 0 65 260 232 134,440$
New Albany 95,306$ 95,306$ 12.21% 0.00% 0.00% 0.00% 900$ 107,843$ $488 0 60 221 198 133,718$
Hilliard 81,000$ 93,561$ 12.21% 0.00% 0.00% 0.00% 300$ 105,285$ $472 0 63.75 223 220 132,031$
Pickerington 69,740$ 87,314$ 5.25% 1.45% 0.00% 0.00% 1,620$ 94,784$ $451 0 82 210 202 128,878$
Administrative Assistant Table 4-42
District
Base
Salary
Low
Base Salary
High
Ret.
Pick-up
Medicare
Other
Comp.
Total
Comp.
High
Total
Comp.
High
Daily
Rate
Vac.
Buy
Back
Days
Max.
Days
Sev.
Paid
Contract
Days
Contract
Days Less
Leave
Total
Current &
Deferred
Value
Hilliard 54,285$ 57,474$ 11.00% 0.00% 0.00% 0.00% 300$ 64,096$ $247 0 63.75 260 227 78,188$
New Albany 43,314$ 57,124$ 11.00% 0.00% 0.00% 0.00% -$ 63,408$ $244 0 60 260 227 76,590$
Westerville 55,591$ 55,591$ 11.00% 0.00% 0.00% 0.00% 1,200$ 62,906$ $242 0 70 260 245 77,873$

56 | P a g e
Section Five: Analysis of School Building Administrator Daily Rate Compared
to Teacher Daily Rate
Table 5-1 is shown to determine the difference in daily rate between the low salary ranges of a building
administrator’s salary on a daily basis compared to a teacher’s daily rate. The rationale is that building
administrators come from the ranks of teachers and the organization needs to make sure there are proper
incentives to assume additional administrative responsibilities to incentivize talented educators to become
building leaders. For sake of comparison the daily rate was selected at the Masters Step 10 position for each
districts teacher salary schedule. This step was selected as an estimate of the time when administrators move
from teaching to administration after attaining their administrative licensure and have classroom experience.
Table 5-1 shows that the beginning level of pay for all of Pickerington’s principals is below the daily rate for a
classroom teacher who has a MA-10. This can be somewhat overcome by pick-up of retirement costs and/or
higher placement on the administrative schedule for a new assistant or building principal. This is a ratio that
should be evaluated after each teacher negotiation to ensure a planned gap is maintained so a career ladder is
apparent to young leadership talent in the teaching staff who may aspire to an administrative position within
the district. Failure to monitor this will likely result in the districts internal talent leaving to pursue leadership
opportunities in other nearby districts who are paying a more attractive compensation package.

Pickerington Administrative Salary Report Final 2.28.14

Pickerington Administrative Salary Report Final 2.28.14

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Pickerington Administrative Salary Report Final 2.28.14