So we learning just how our leaders have fared throughout the many raises received at rates that are not on par with even our teachers. You tell me if any of this money has translated into high student achievement. Tell me what someone else would be capable of doing had we spent the money to attract new talent as the reason behind TASB salary adjustment. So to answer Ms. Moss' comment of, when will we see things change, Ms. Moss, let's start with compensating success!
I am sure with the new state evaluation tying student achievement to teachers, then it should bode the same for all administrators who are the ones forcing teachers to teach as they want and not as they should. Now we see why they don't worry what happens on the ground at campuses, they got the money secured.
Sammy Monge Chief HCM
Sherry Breed Chief Lrng Student Supp
Connie Berry Admn asst to CFO
Brenda DeLeon (promotion)
Max Ates, Sr. officer payroll
Michael Sorum Deputy
Note: TASB Compensation study indicates the following
*Chief Human Capital Management
exceeds median by 6%
*3 deputy superintendents
exceed midpoint by 3%
*Chief leadership learning student support
exceeds midpoint by 1%