BUFFALO PUBLIC SCHOOLS

Office of the Superintendent

65 Niagara Square Room #712 City Hall
Buffalo, New York 14202
Phone (716) 816-3575 * Fax (716) 851-3033
krinercash@buffaloschools.org
TO: Board of Education Members

FROM: Dr. Kriner Cash, Superintendent

DATE: December 10, 2021

RE: Rationale for Salary Increases for Cabinet Level and Exempt Employees

THE RECORD

Seven years ago, the District was in nearly full receivership by the state, and being considered for mayoral
control. Since my arrival in Buffalo in August 2015, I have aligned a diverse leadership team and launched
the New Education Bargain with Students and Parents. I am mentoring 18 strong, talented, well-educated,
well-coached, high performing professionals as part of an exceptional Executive Leadership Team .
Through the New Education Bargain with Students and Parents, adopted by the Board in January of 2016,
the District has instituted Rigorous Early Elementary Education with significantly reduced class sizes in the
early grades; re-imagined ten New Innovative High Schools and programs; launched 24 thriving Community
Schools; installed enriched After School programs in every school in the district; opened four full-service Parent
Centers across the City; and, ratified new contracts with 10 of 11 bargaining units since 2015.

Our strategic transformation plan, The Education Bargain with Students and Parents, exemplifies for the nation
the fundamental and required benchmarks for providing an equal and high quality education that every child
deserves and every parent expects. We have become a national proof-point and reference for improved urban
public education. Our division of Culturally and Linguistically Responsive Initiatives, for example, is already
Best-in-Class.

We are committed to becoming a large urban District in Good Standing—100% of our schools performing
above benchmark—by 2023. Stated another way, we want all of our schools to be good schools, good choices
for our students and parents. Our services and support for our neediest children and families will continue to
be exemplary. District business and financial operations will continue to be second to none in urban public
education. And, after three to five years of smart and strategic investment of ARP/ESSER funds, our aim is
for 100% of the student cohort to graduate high school with a college and career-ready diploma.

Thus far, as a result of our Education Bargain initiatives, the high school graduation rate has climbed from 48%
to an impressive 76.3% for the first time ever in the high stakes accountability era, even during adverse times;
the number of schools in good standing has tripled from 14 to 46 (75% of schools); and, the number of
Receivership Schools has dwindled from 25 to 3. My team and I have always established accelerating student
achievement as Priority 1. We have implemented over 500 Major District Accomplishments over the course
of six years designed to transform the District, improve student outcomes, and to bring about greater access,
equity, opportunity, and quality for all students. We are collaborating with parents, students, regional
businesses, higher education institutions, civic organizations, health care partners, faith-based institutions, law
enforcement, the local judiciary community, and all levels of government to spur continued gains in student
achievement.
Meanwhile, the District is in its best financial condition ever, increasing fund balance to $312 million; and,
Other Post-Employment Benefits Liability (Retiree Health Insurance or “OPEB”) has been reduced by over
$400 million. We have attracted a 10% 90M increase in Foundation Aid from our state legislators and won
$289M in ARP/ESSER funding to continue to reimagine education and advance the Education Bargain for our
students and families.

I am a nationally recognized and respected urban school superintendent, a career 3-time finalist for the
Council of Great City Schools prestigious Green-Garner national Urban Educator of the Year Award. I have
earned dozens of awards and recognitions over a career spanning nearly 45 years. Five members of my diverse
Executive Team have been selected by their school boards into Superintendent positions across New York State
in the last three years. Several more members of my Executive Team will be ready for the apex role in public
education in two years. I have had positive Annual Board Evaluations of my performance each of the six years
of my tenure in Buffalo. The June 2021 Superintendent’s Evaluation was the highest combined performance
score to date. However, as you well know, the Superintendent is only as effective as the Leadership Team s/he
guides, instructs, supports, and mentors.

In short, over the past seven years, the BPS has been turned around. While there is always much more good
work to be done in a large urban District, we have established one of the best organizational cultures at “the
top” of any institution around, public or private. Public confidence in our work is strong. No Superintendent
can accomplish this work alone. We must keep our “irreplaceables”. They are the future of the District. And,
we must work together to effectively execute the once in a generation funding that has come to public education
through the American Rescue Plan to ensure good health, wellness, and high academic achievement for all our
students.

With due appreciation, respect, and thoughtful consideration, Colleagues, for your continuing support of “The
Work.”

“Putting Children & Families First to Ensure High Academic Achievement for All”

Page |2
 RESOLUTION

Compensation Re-design for Exempt Employees

December 15, 2021
Submitted by Dr. Kriner Cash

The Buffalo Public Schools is fortunate to be favored with staff, at all levels of our organization, that reflect
the very best in our noble profession of public education. At the highest levels of accountability stands our
Executive Team, exceptional and determined individuals who work tirelessly on behalf of every child and
family in Buffalo. The other Exempt staff who help execute the work of the Executive Team also have
many high performing individuals. They deserve to be appropriately and competitively compensated for
their transformative work:

WHEREAS, the average current compensation for our Executive Team (Cabinet) continues to be at the
bottom of the Conference of Big 5 Districts (7 total districts) even though Buffalo is the second largest
district in New York State, and

WHEREAS, the proposed compensation for our Executive Team (Cabinet) Members would put the
average compensation in the middle of the Conference of Big 5 Districts (7 total districts) and reflects the
addition of broad new job responsibilities for which each is held accountable, and

WHEREAS, the compensation of Exempt employees is only sporadically considered, then let it be noted
that over the ten-year span from 2015-2016 to 2024-2025, the average annual salary increase for Cabinet
Members and other Exempt staff in this Resolution will be a cost-effective 2.56% and 1.97% respectively,
and

WHEREAS, the District has experienced growing difficulty in recruiting star leaders, even among its own
senior building administrators, because of the disadvantaged compensation for Cabinet and Exempt
Members, and

WHEREAS, succession management for future Executive Teams will require a stable bench and
competitive salary framework, and

WHEREAS, because of high levels of performance and execution by the Executive Team, the Buffalo
Public Schools has endured the generational Covid-19 pandemic with greater levels of operational
effectiveness in comparison to many large urban districts across the United States, and

WHEREAS, in fulfilling their duties during the pandemic, each Executive Team Member has demonstrated
extraordinary commitment to task well beyond the normal hours of a work day, and

WHEREAS, the proposed compensation re-design and distribution of salaries reflect the overall
exceptional, top tier and diverse Executive Team, and

WHEREAS, the proposed compensation structure exemplifies the necessary coherence, capacity, and
succession management to meet district goals established by the Board of Education going forward into the
future,

THEREFORE, BE IT RESOLVED, that the submitted compensation for Exempt staff be fully and
enthusiastically approved by the Board of Education as a single slate.
 Proposed Annual
Current Proposed Title Annual Pay % NOTES
First Name Last Name Title Annual Pay Pay Difference Increase

ANNE BOTTICELLI CHIEF ACADEMIC OFFICER $ 165,000 SAME $185,000 $20,000 12.1%

CHIEF OF CHIEF OF $185,000 $18,157 10.9%

INTERGOVERNMENTAL ADMINISTRATION,
AFFAIRS, PLANNING, & PUBLIC AFFAIRS,
WILL KERESZTES COMMUNITY ENGAGEMENT $ 166,843 PLANNNG

CHIEF OPERATING $185,000 $10,000 5.7%

NATHANIEL KUZMA GENERAL COUNSEL $ 175,000 OFFICER

GEOFFREY PRITCHARD CHIEF FINANCIAL OFFICER $ 160,000 SAME $185,000 $25,000 15.6%

ASSOCIATE SUPER STUD SUPP CHIEF OF STUDENT $185,000 $45,000 32.1%

TONJA WILLIAMS SERV $ 140,000 SUPPORT

ASSOC SUPT SCH LEADERSHIP CHIEF OF SCHOOL $185,000 $25,000 15.6%

CASANDRA WRIGHT (ELM) $ 160,000 OPERATIONS

MYRA BURDEN CHIEF TECHNOLOGY OFFICER $ 145,000 SAME $175,000 $30,000 20.7%
ASSOC SUPT SCH LEADERSHIP
DAVID HILLS (SEC) $ 140,000 SAME $175,000 $35,000 25%
ASSOC SUPT SCH LEADERSHIP
DARLENE JESONOWSKI (ELM) $ 140,000 LEAD ASL $175,000 $35,000 25%

ASSOC SUPT CULTUR LING RES CHIEF OF CLRI, 25%

PHYLLIS MORRELL INIT $ 140,000 EQUITY, DIVERSITY $175,000 $35,000

SHAUNA STROM DEPUTY CHIEF COUNSEL $140,000 GENERAL COUNSEL $175,000 $35,000 25%

CHIEF OF SECONDARY 20.7%

SCHOOL $175,000 $30,000
ASSOC SUPT SCH LEADERSHIP PERFORMANCE &
TOYIA WILSON (SEC) $ 145,000 INNOVATION

*At Supt.
discretion
$5,000
annual
adjustment
CHIEF ACCOUNTABILITY $130,000 SAME $160,000 $30,000 23.1% through
EBONY BULLOCK* OFFICER 2024-2025
ASSOC SUPT SCH LEADERSHIP
JONATHAN GONZALES* (ELM) $140,000 SAME $160,000 $20,000 14.3%
ASSOC FOR FAMILY
$135,000 AND COMMUNITY $160,000 $25,000 18.5%
RAMONA REYNOLDS* DIRECTOR (budgeted) ENGAGEMENT
ASSOC SUPT SCH LEADERSHIP
TANIKA SHEDRICK* (ELM) $140,000 SAME $160,000 $20,000 14.3%
ASSOC SUPT HUMAN
JAMIE WARREN* RESOURCES $ 150,697 SAME $160,000 $9,303 6.2%
Total salaries above are
$2,512,540. The column total $2,562,540 $2,960,000 $397,460 15.5%
includes the total budgeted
salaries for all cabinet
TOTALS positions:

1
 Proposed Annual Pay %
First Current Proposed Annual Pay Difference Increase
Name Last Name Title Annual Pay Title
AST LEGAL COUNSEL II /SCH
Vacant Vacant DIST $ 110,000 SAME $121,000 $11,000 10.0%
AST LEGAL COUNSEL II /SCH
Vacant Vacant DIST $ 110,000 SAME $121,000 $11,000 10.0%
EXECUTIVE DIRECTOR OF
Vacant Vacant PLANT $ 138,000 SAME $151,800 $13,800 10.0%
DEPUTY CHIEF FINANCIAL
JAMES BARNES OFFICER $ 119,000 SAME $130,900 $11,900 10.0%
SPECIAL ASST CHIEF PUBLIC
ELENA CALA REL $ 88,265 SAME $97,092 $8,827 10.0%

JULIETTE CARBONE FINANCIAL CONTROLLER $ 105,000 SAME $115,500 $10,500 10.0%

TINA DUGO LEGAL SECRETARY $ 51,341 SAME $56,475 $5,134 10.0%

EDUARDO FLORES INVESTIGATOR $ 74,979 SAME $82,477 $7,498 10.0%

STEPHEN GALANTE CLAIMS AUDITOR $ 80,000 SAME $88,000 $8,000 10.0%

HOLLIE- DEPUTY DIR OF HUMAN
TAMEKI MCGEE RESOURCES $ 96,863 SAME $106,549 $9,686 10.0%
SECRETARY TO
NICHELLE LOWE SUPERINTENDENT $ 60,302 SAME $72,227 $11,925 19.8%
DIRECTOR EMPLOYMENT
TERENCE MAZEPA SERVICES $ 86,113 SAME $94,724 $8,611 10.0%
SECRETARY TO
LINDA MERCADO SUPERINTENDENT $ 65,661 SAME $72,227 $6,566 10.0%
AST LEGAL COUNSEL II /SCH
MARY SCARPINE DIST $ 140,000 SAME $154,000 $14,000 10.0%

RUZANNA TOPCHYAN PROGRAM EVALUATOR $ 96,877 SAME $106,565 $9,688 10.0%

EXEC DIR SCH SAFETY &
WILFRED WAGSTAFF SECURITY $ 85,000 SAME $119,000 $34,000 40.0%

TOTALS $1,507,401 $1,689,536 $182,135 12.1%

2
 Cabinet Salary Cross-Reference1

2020-2021
CABINET AVERAGES FOR BIG FIVE CONFERENCE

New York City $221,070

Mount Vernon $187,587
Yonkers $185,489
Rochester $176,287
Albany $173,615
Syracuse $160,836
BUFFALO $147,7962

2021-2022
CABINET AVERAGES FOR BIG FIVE CONFERENCE3

New York City $221,070

Mount Vernon $187,587
Yonkers $185,489
BUFFALO (PROPOSED) $174,118
Albany $173,615
Rochester $164,777
Syracuse $160,836

2021-2022
CABINET AVERAGES FOR BIG FIVE CONFERENCE AND HIGH/LOW NEIGHBORING DISTRICTS

New York City $221,070

Williamsville CSD $188,463
Mount Vernon $187,587
Yonkers $185,489
BUFFALO (PROPOSED) $174,118
Albany $173,615
Rochester $164,777
Syracuse $160,836
Ken-Ton CSD $137,500

1
Source: Forecast Analytics, Naperville, IL—forecast5analytics.com; Conference of Big 5 School Districts
2
Not including Special Assistant Salary of $88,265
3
There are limitations in this data. Repeated averages mean only 2021-2022 information available; all salaries subject to change
daily depending on status of current employee and reported salary.
1
 Chief Academic Officer
Anne Botticelli
Student Achievement / AEOQ
Academic Plan
Curriculum, Assessment, & Instruction
Course Rigor and Learning Acceleration
Common Core Learning Standards
Early Childhood Education
Multilingual Education
Special Education
Teacher Support & Development
Title I Programming
After School & Summer Services
Health Education
Art & Music Education
World Languages
Career and Technical Education
Process Improvement & Best Practice
Staff Training/Professional Development
Capacity & Succession Management
Chief of Secondary School
Performance & Innovation
Toyia Wilson
Student Achievement / AEOQ
Principal Coaching & Supervision
Performance Monitoring & Evaluation
Grad Rate – College Bound Initiatives
GT & Acceleration Programming
ITEZ - Innovation, Technology & Equity Zone
Girls Academy (TYWLS)
Alternative Education Reform
School Staffing
Turnaround School Performance
Process Improvement & Best Practice
Staff Training/Professional Development
Capacity & Succession Management
Chief of CLRI, Equity & Diversity
Dr. Fatima Morrell
Student Achievement / AEOQ
Youth Leadership & Development
CLRI Plan, Policy and PD
Equity and Student-centered Curriculum and
Materials
District Disproportionality Trainings
MBK “Our Story” Project
MBK Male Academy Initiatives
Anti-racist Policies, Practices, and Curriculum
Global Scholars
Process Improvement & Best Practice
Staff Training/Professional Development
Capacity & Succession Management
Chief of School Operations
BUFFALO BOARD OF EDUCATION Chief Financial Officer Chief Operating Officer
Dr. Casandra Wright Geoffrey Pritchard Nathaniel Kuzma
Student Achievement / AEOQ
Principal Pipelines & Succession Student Achievement / AEOQ Student Achievement / AEOQ
Wallace Foundation & BALA Dr. Kriner Cash Financial Projections Legal Department/Consultation
Reopening and School Operations Financial Plan Charter Schools
Superintendent Athletics
School Safety, Security & Prevention Budgeting Planning
Quarterly Progress Monitoring (Schools) Expenditure & Revenue District Transportation
Receivership Liaison/NYSED ARP/ESSER Funds - Monitoring & Child Nutrition Services
ASL Coaching – 7th & 8th Performance Improvement Compliance Plant and Facilities Department
Promise Zone, WCS/ECS Chief of Administration, Public Affairs, and Grants Administration Contracts
Leadership Development - CIDEL, ECASB, BOCES, PAC Planning Audits Process Improvement & Best
Medgar Evers TOC Dr. Will Keresztes Purchasing & Procurement Practice
Student Teaching Process Improvement & Best Practice Staff Training/Professional
Process Improvement & Best Practice Staff Training/Professional Development Development
Staff Training/Professional Development Student Achievement / AEOQ Capacity & Succession Management Capacity & Succession Management
Capacity & Succession Management Government Liaison (Local, Regional, State, & Federal) Negotiations Negotiations
Negotiations Board of Education Liaison/District Clerk
Business & Philanthropic Outreach
Chief of Student Support Services Higher Education Partnerships
Chief Technology Officer General Counsel
OCR Designee
Dr. Tonja Williams ESSER Stakeholder Engagement Myra Burden Shauna Strom
Cabinet Work Sessions/Division Heads Meetings
Student Achievement / AEOQ Strategic Planning
Student Achievement / AEOQ
Student Support Services Plan Communications/Communications Plan
Technology Plan Counsel to the Board and Superintendent
Enrollment & Attendance Media, Marketing & Branding Labor Relations
District Tech Services
Guidance and Counseling Process Improvement & Best Practice Litigation and Liability
Information Technology
Student Discipline Staff Training/Professional Development Compliance
Instructional Technology
Social/Emotional Supports/Mental Health District Capacity & Succession Management Policy
IT Best Practices
Health and Wellness Negotiations Title IX Compliance
Parent Portal
Health Related Services Chief Accountability Officer Security Protection & Awareness Process Improvement & Best Practice
Staff Training/Professional Development
Student Registration & Placement
Process Improvement & Best Practice
Ebony Bullock Remote Technology Access
Capacity & Succession Management
Computers and Wire Connectivity
Staff Training/Professional Development District Planning/Projections Negotiations
Student Achievement / AEOQ
Capacity & Succession Management Technology Infrastructure
Data Monitoring & Compliance / ESSER
Process Improvement & Best Practice
State Data Reporting
Associate Superintendent for Staff Training/Professional Development
Data Dashboard
Capacity & Succession Management
Family & Community Engagement Statewide Best Practices
Teacher and Principal APPR
Dr. Ramona Reynolds DCIP/SCEP/DTSDE Alignment Associate Superintendent for Executive Director of Plant &
DTSDE School Reviews Human Resources Facilities
Program Evaluation & Testing
Student Achievement / AEOQ
District Wide Statistical Highlights Jamie Warren VACANT
Community Schools Programming
Family & Community Engagement Student Enrollment & Attendance
Adult Education Performance Management KPIs / EWIs Student Achievement / AEOQ
Process Improvement & Best Practice Process Improvement & Best Practice Human Resources & Staffing Student Achievement / AEOQ
Staff Training/Professional Development Staff Training/Professional Development Personnel Plan Operations Plan
Capacity & Succession Management Capacity & Succession Management Teacher APPR Plant Operations
Employee Services District Facilities
Benefits Service Center Operations
Associate Superintendents for School Leadership Wage & Compensation School Design
Process Improvement & Best
Darlene Jesonowski-Lead, Tanika Shedrick, John Gonzalez, David Hills Standards of Conduct
Practice
Risk Management
Labor Relations Staff Training/Professional
Student Achievement / AEOQ Elementary Improvement Zone Process Improvement & Best Practice Development
Principal Coaching & Supervision SCEP/SIG Plans Staff Training/Professional Capacity & Succession Management
BPSLA Process Improvement & Best Practice Development
Performance Monitoring & Evaluation Principal & AP Coaching Program Capacity & Succession Management
School Staffing Staff Training/Professional Development Negotiations
Receivership Plans and Performance Capacity & Succession Management