You are on page 1of 10





July 1, 2012 June 30, 2015
It is hereby agreed by and between the Board of Education of Griswold, Connecticut, (hereinafter called the "Board") and Paul K. Smith, hereinafter called the "Superintendent") that said Board in accordance with its action held pursuant to 10-157 of the Connecticut General Statutes, on the 13th day of August 2012, has and does hereby elect the said Paul K. Smith as Superintendent of Schools of Griswold and that Paul K. Smith hereby accepts employment as Superintendent of Schools of Griswold upon terms and conditions hereinafter set forth.


The Superintendent of Schools is the chief executive officer of the Board. In harmony with the policies of the Board of Education, State Laws, and State Board of Education Regulations, the Superintendent has executive authority over the school system and the responsibility for its supervision. He has the general authority to act at his discretion, subject to later approval by the Board of Education, upon all emergency matters and those matters as to which his powers and duties are not expressly limited or are not particularly set forth. He advises the Board on policies and plans that the Board takes under consideration, and he takes the initiative in presenting to the Board policy and planning issues for the Board's attention. The Superintendent or his designee, as approved by the Board of Education, shall attend all meetings of the Board of Education and shall participate in all Board deliberations, except when matters relating to his own employment are under consideration. The Superintendent shall receive notice of all Board Committee meetings and he or his designee may attend such meetings. It shall be the responsibility of the Superintendent to meet all of the performance requirements set forth in the job description (a copy of which is attached as Exhibit A).


The term of employment under this Agreement is for three (3) years from August 13, 2012 June 30, 2015. The Superintendent and the Board of Education agree they shall adhere to the following procedures to extend the Superintendent's employment under this contract for an additional period of time. A. Prior to June 30th in the first of a three-year agreement, the Board, at the request of the Superintendent, may vote for a new three-year agreement.
Griswold Public Schools - Superintendent of Schools Agreement June 2012



Prior to the end of the second year of a three-year agreement, the Superintendent may notify the Board that his contract is soon to expire and shall inform the Board of this contract clause. Subsequent to such notice, but not less than three months prior to the end of the second year of a three year agreement, the Board of Education shall vote whether to issue a new three-year agreement.

In the event a new agreement is entered into, the time remaining under the old contract shall be incorporated into the new contract. At no time shall the Superintendent be under contract or contracts to the Board for a period greater than three (3) years. Anything in this paragraph to the contrary notwithstanding, the provisions of Section 7 shall take precedence and the Superintendents employment may be terminated under the provisions of said agreement. 3. COMPENSATION The Superintendents base salary for the 2012-2013 school year shall consist of two (2) parts: (1) A salary of One Hundred Sixty Thousand dollars ($160,000) payable in installments; (2) An additional sum of Eight Thousand dollars ($8,000) as to which amount the Superintendent will then arrange pursuant to a salary reduction agreement to have contributed as an elective deferral from his salary on a pre-tax basis as permitted under IRC Section 403(b), as amended, and then contributed toward the purchase of a 403(b) annuity with a tax-sheltered annuity company of his choice. For the purposes of reporting the Superintendents salary and for determining his contributions for a particular contract year to the Connecticut State Teachers Retirement System, the Board shall include the full amount of the Superintendents total base salary, which includes the sum of the amounts specified in Sections (1) and (2) above. Should the Superintendent leave the employ of the Board prior to the fifth year of employment, the Superintendent shall reimburse the Board in an amount equivalent to that years annual portion of annuity payments. The Superintendents base salary for subsequent years will be determined prior to July 1 for each year. Any adjustment in salary made during the life of this contract shall be in the form of an amendment and shall become part of this contract. It is provided, however, that by so doing it shall not be considered that the Board of Education has entered into a new contract with the Superintendent nor that the termination date of the existing contract has been extended. Under no circumstances shall the salary for subsequent years be less than the salary for the previous year. 2|Page
Griswold Public Schools - Superintendent of Schools Agreement June 2012


FRINGE BENEFITS AND WORKING CONDITIONS A. The Superintendent hereby agrees to devote his time, skill, labor and attention to said employment during the term of this Agreement, provided, however, that the Superintendent may undertake occasional consultative work, speaking engagements, writing, teaching or other professional opportunities and obligations. The Board encourages the Superintendent to continue his professional development and expects him to participate in relevant learning experiences. The Superintendent may attend professional meetings at the local, state, and, with prior approval of the Board of Education, national level, the expenses to be paid by the district. The Board of Education shall provide the Superintendent with twenty (20) sick days annually, beginning July 1 of each year, to be used for illness and medical purposes. Sick days may be accumulated up to a maximum of two hundred twenty (220) days. No accumulated sick days shall be considered for compensation upon resignation, retirement, termination or death in service of the Superintendent. The Board agrees that the Superintendent began employment with 50 sick days accumulated representing a partial carryover of sick leave accumulated from his prior employment. In the event that the Superintendent becomes disabled and exhausts all of his accumulated sick leave as a result of such disability, the Board shall continue in effect the Superintendents health insurance benefits (subject to the Superintendents obligation to make premium contributions in accordance with the provisions of this contract) during the period of such disability, for up to one year beyond the date on which such sick leave is exhausted. D. The Board of Education shall provide the Superintendent with twenty-five (25) vacation days annually, exclusive of legal holidays, beginning July 1 of each year. Such vacation days are intended to be taken in the year in which they are provided. A limit of 5 days may be carried over until September 1. Should this Agreement be terminated in the middle of any year (July 1 through June 30), the Superintendent shall be entitled to vacation leave proportionate to the time worked that year. The Superintendent can elect to be paid for up to ten (10) days of unused vacation time annually, at the per diem value of a day. In the event that the Superintendent resigns or retires from employment with the Board during or at the end of the term of this Agreement, he shall be entitled to be paid for unused vacation credited during the fiscal year in which he retires or resigns on a pro-rated basis, based on the number of months remaining in the contract year as of the effective date of the Superintendents resignation or retirement.



Griswold Public Schools - Superintendent of Schools Agreement June 2012

In the event of death, unused and accrued vacation pay will be paid to the Superintendents estate. Vacation days are not to be scheduled during the school year while school is in session unless approved by the chair of the Board and/or his/her designee. The Board shall also provide bereavement days as approved at the time by the Board chair. E. The Superintendent of Schools shall be reimbursed for out-of-pocket expenses incurred in the performance of his professional duties. Vouchers for such expenses shall be processed monthly. The Board shall provide the Superintendent with term life insurance equal to twice (2 X) his annual salary under the plan adopted by the Board of Education and placed into effect at the beginning of the term of this agreement. The Board shall provide the Superintendent the following fourteen (14) holidays with full pay: New Years Day, Martin Luther King Day, Presidents Day, Good Friday, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving, Day after Thanksgiving, Christmas Eve Day, Christmas Day, and New Years Eve Day. The Superintendent shall be entitled each year up to six (6) days of personal leave of absence with pay, beginning July 1 of each year. These days shall not be cumulative. The Board of Education shall pay the full cost of the Superintendent maintaining professional association memberships in AASA, ASCD, CAPSS, NSDC, and SECSA. The Superintendent may, at this discretion, substitute these memberships with other professional memberships. The Board will provide the Superintendent and eligible dependent members of his family, including children ages 19-26, with comprehensive health insurance benefits as are similarly available to other employees of the Board, and as may be changed from time to time by the Board. This includes that the Board shall pay eighty-three percent (83%) of the cost of Cigna Open Access Plus Medical Plan or whatever substitute plans may be in effect. The Superintendent shall pay the remaining seventeen percent (17%) of the cost of insurance coverage for himself and his dependents. Full Service Dental plan for the Superintendent and dependent children ages 1924, as permitted by rider.







Griswold Public Schools - Superintendent of Schools Agreement June 2012


The Board will provide an allowance for the use of the Superintendents personal automobile in carrying out the Superintendents responsibilities under this agreement, in the amount of five hundred dollars ($500) per month. Payment of the automobile allowance shall be subject to any and all applicable tax withholding and reporting requirements.


EVALUATION FORMAT The Board shall evaluate and assess the performance of the Superintendent annually during the term of this Agreement. Said evaluation and assessment shall be reasonably related to the District's and Superintendent's professional goals and objectives for the year in question. The goal setting process shall involve the Superintendent, the Chairman of the Board and at least two Board members assigned by the Board Chairman. Goals, objectives and the assessment of achievement shall be by mutual agreement between the Superintendent and the full Board. The full Board reserves the right to resolve any conflicts. The Board also reserves the right to require quarterly updates by the Superintendent on his goal progress. The Superintendent shall submit to the Board a recommended format for said evaluation and assessment of his performance (hereinafter "evaluation format"). The evaluation format shall be reasonably objective and shall contain evaluation guidelines for at least the following areas: Board-superintendent relations, community relations, personnel relations (evaluations and development of administrators and staff), the educational program, business matters, professional leadership and personal qualities. The evaluation format shall provide for a rating system both as to overall performance and as to the specific criteria set forth in the evaluation format. The Board shall meet and discuss the evaluation format with the Superintendent and attempt in good faith, in accordance with Connecticut General Statute, 10-157, to agree on the development and adoption of evaluation guidelines and criteria. The Board shall adopt an evaluation format within ninety (90) days of the commencement of each year of this contract. The Superintendent agrees to do a self-evaluation using the mutually agreed format.


EVALUATION The Board in Executive Session shall evaluate the Superintendent within ninety (90) days but not less than sixty (60) days prior to the expiration of each year during the term of this agreement. In the event that the Board determines under the evaluation format that the performance of the Superintendent is deficient in any respect, it shall describe in writing in reasonable detail, indicating specific instances where appropriate, said deficient performance. The evaluation shall include recommendations as to areas of improvement in all instances where the Board deems performance to be deficient and all other instances where the Board deems such to be necessary or appropriate. A copy of the written evaluation shall be delivered to the Superintendent within thirty (30) days of its completion and the Superintendent shall have the right to make a written reaction or response to the evaluation, which shall become a permanent attachment to the Superintendent's personnel file. Within thirty (30) days of delivery of the written evaluation to

Griswold Public Schools - Superintendent of Schools Agreement June 2012

the Superintendent, the Board in Executive Session shall meet with the Superintendent to discuss the evaluation. Whenever the Board has evaluated performance, in whole or in part, to be deficient, or has made recommendation as to areas of improvement, the Chairman of the Board shall appoint a committee of not less than two (2) members of the Board to meet in Executive Session with the Superintendent and endeavor to assist the Superintendent in improving his performance as to such matters. Said committee shall report in writing to the full Board, with a copy to the Superintendent, its activities and the results thereof, within ninety (90) days. Thereafter, the Board may continue the Committee and require additional reports where necessary. At the first Board meeting to be held during the evaluation period, the Superintendent shall inform the Board, in writing, of this contract clause. 7. TERMINATION A. B. The parties may, by mutual consent, terminate the contract at any time. The Superintendent shall be entitled to terminate the contract upon written notice of ninety (90) days, except that the ninety (90) day notice is not required if termination is part of an action to implement a new contract in which case verbal notice by the Superintendent, duly witnessed and recorded in the minutes, is acceptable. The Board may terminate the contract of employment during its term for one or more of the following reasons: 1. 2. 3. 4. 5. 6. Inefficiency or incompetence; Insubordination against reasonable rules of the Board of Education; Moral misconduct; Disability, as shown by competent medical evidence that the Superintendent is unable to perform the essential functions of his job; Other due and sufficient cause. Any other cause, without limitation, thought by the Board to justify the termination of the Superintendents contract, including, but not limited to, lack of confidence in the Superintendents discharge of his duties.


In the event that the Board seeks to terminate the contract for one of the above reasons, it shall serve on the Superintendent by certified mail, registered mail or hand delivery, written notice that termination of the contract is under consideration. Within fifteen (15) days after receipt from the Board of written notice that contract termination is under consideration, the Superintendent may file with the Board a written request for a meeting before the Board, which shall be held within ten (10) days after the receipt of such request, and which meeting shall be in public session or executive session at the option of the Superintendent and to the extent permissible under law. The meeting shall be for the purpose of allowing the Superintendent to persuade the Board that its original notice that the termination of contract under consideration should be reconsidered. In the 6|Page
Griswold Public Schools - Superintendent of Schools Agreement June 2012

event that after the meeting the Board elects to terminate the employment contract of the Superintendent, there shall be no wage or benefit compensation if the Board decides to terminate the Superintendent's employment contract for any one or more of the reasons #1 through #5 above. If the Board decides to terminate the Superintendents employment contract for reason #6 above, the Superintendent shall be entitled to whatever compensation and benefits the Board deems appropriate, in its sole discretion, under the circumstances. 9. GENERAL PROVISIONS A. If any part of the agreement is invalid, it shall not affect the remainder of said agreement, but said remainder shall be binding and effective against all parties. This contract contains the entire agreement between the parties. It may not be amended orally but may be amended only by an agreement in writing signed by both parties. Commencing upon signing, it supersedes all prior agreement between the parties. This agreement shall be construed under the laws of the state of Connecticut.



IN WITNESS WHEREOF, the designated have executed this contract this 25th day of June, 2012.


Paul K. Smith Superintendent of Schools

Elizabeth Dorff Chairman, Board of Education





Griswold Public Schools - Superintendent of Schools Agreement June 2012

Exhibit A


Job Description
Position: Superintendent of Schools General Description: The Superintendent of Schools serves as the chief executive officer of the Board of Education. Specific powers and duties are outlined below. Term of Service: As specified in contract; at no time can the term of service exceed 3 years. Certification: Connecticut Superintendent of Schools (Code #093) Qualifications: Doctorate or 6th year certificate; experience in teaching, administration, school management and general education. Supporting Board Governance 1. To serve as the chief executive officer and agent of the Board of Education. 2. To serve as resource person and advisor to the Board of Education. 3. To provide a continuous appraisal of policies and advise the Board on the need for new or revised policies. 4. To ensure that Board meetings and committee meetings are focused and productive through well planned and supported agendas. 5. To encourage robust but positive dynamics among Board members in carrying out duties and responsibilities. Leadership 1. To exercise vision in the ongoing development of the districts mission. 2. To provide leadership and structure in the development, implementation and monitoring of district goals. 3. To engage multiple perspectives and resources in solving problems. 4. To assume a visible presence in the schools and community. 5. To establish and maintain effective and open communications with the Board, staff, parents and community. 6. To continuously update knowledge and skills through reading, conferences, visitations and networks.

Griswold Public Schools - Superintendent of Schools Agreement June 2012

Student and Program Development 1. To provide for a comprehensive and continuing system of curriculum development, implementation and monitoring. 2. To maintain currency with emerging research as well as state and federal initiatives and ensure that district programs are aligned and in compliance. 3. To evaluate new opportunities and judiciously select and pursue those that will enhance the districts capacity in meeting its goals and priorities. 4. To support athletic and extracurricular programs that serve students and the district mission. 5. To promote student growth and development through recognition of exceptional accomplishment and effort as well as through fair and firm applications of standards of discipline. Personnel 1. To develop and implement effective processes, consistent with policy and law, for the selection and retention of high quality staff. 2. To provide for the supervision and evaluation of staff and ensure that fair but appropriate interventions are made in cases of staff misconduct or performance deficiencies. 3. To support recognition and reinforcement of staff contributions, growth and development. 4. To ensure that necessary and appropriate staff development is planned, executed and evaluated. 5. To recommend staffing plans that are responsive to needs of students, enrollment, and programs while reflecting a reasonable understanding of the available resources. 6. To advise and support the Board in labor negotiations and to serve as the Boards agent in executing its contracts and personnel policies. Finances 1. To provide leadership in the development and approval of annual budgets in such manner that the budgets reflect the educational needs of the district while considering the larger picture of economic and community context. 2. To ensure that budget administration is efficient and compliant with laws and standards of good fiscal practice. 3. To seek efficiencies, partnerships and grants that can expand the districts ability to provide high quality programs and services. Facilities and Operations 1. To ensure that there is an ongoing process to evaluate district facilities. 2. To support an effective and compliant program of building and grounds repair and maintenance. 3. To serve as the Boards agent in school construction and renovation projects. 9|Page
Griswold Public Schools - Superintendent of Schools Agreement June 2012

4. 5. 6. 7. 8. Other

To oversee processes and procedures related to community use of school facilities. To promote prudent integration of technology into programs and operations. To ensure that food services are appropriately provided to students. To serve as the Boards agent in matters of school transportation. To ensure that equipment and properties are properly managed.

To perform other such duties as may be necessary to carry out the role as executive officer of the Griswold Public Schools. Evaluation: Performance will be evaluated annually in accordance with provisions as recorded in policy/contract.

10 | P a g e
Griswold Public Schools - Superintendent of Schools Agreement June 2012