School Administrator Compensation and Market Analysis

Summary The District will engage a qualified consultant to conduct a market analysis of salaries for school principals and assistant principals to evaluate the competitiveness of the District's current compensation structure. The analysis will look to primarily compare monetary compensation for similar positions in public school districts around the Tucson Metro area, including, but not limited to: Amphitheater, Catalina Foothills, Flowing Wells, Marana, Sahuarita, Sunnyside, Tanque Verde, and Vail. The analysis should include: Starting/minimum salary and placement for experience at hire Any additional stipends that could increase compensation Salary progression, based on years of service Maximum salary or maximum earning potential Number/percentage of incumbents at each salary step or experience level, where data is available Actual average and median salaries of incumbents Differences in compensation by school level or school enrollment (i.e., elementary, K-8, middle, and high school) Identification of significant market gaps, salary compression, or other compensation concerns. The project will be administered through Human Resources, with support from Employee Relations. These departments will coordinate with the consultant selection process, provide requests for District data and documentation, and respond to questions or requests for clarification throughout the engagement. The consultant's first report should summarize the methodology, market data, findings, and comparative results. The report should identify areas where District compensation is above, at, or below the comparable market for principal and assistant principal compensation structure. The consultant will complete the market analysis and provide the District with a report no later than Dec. 31, 2026. After review of the market analysis by the District, the consultant will take District feedback and provide recommendations for compensation structure. The recommendation will include fiscal impacts to the District and a transition plan of current administrators to the new compensation structure. The consultant will complete the recommendation and provide the District with a report no later than February 28, 2027.