During a regular meeting on Sept. 24, the District 200 school board unanimously approved a 2.5 percent pay increase for Supt. Jolynn Pruitt-Adams, which brings her salary up to $248,256. But the board has slightly modified its plan for holding their top employee accountable.
As part of its performance evaluation, the board has charged Pruitt-Adams with identifying by Dec. 31 no more than five measurable ways to meet the board’s two main outcomes: an annual 2 percent improvement rate “towards the attainment and maintenance of ‘exemplary’ status” on the state’s annual report card and an annual 2 percent “reduction rate in statistically meaningful correlations between race, ethnicity, and student achievement.”
The board has also tasked the superintendent with identifying or developing by Feb. 28, 2021 “two financial evaluation tools for implementation by June 30, 2021.”
The board is calling for the administration to determine a “resource framework” based on the state’s funding model, which is designed to align funding with student needs, by March 15, 2021. The board stated that strategic outcomes should be measured “within a balanced budget.”
In addition to assigning those goals to the superintendent, the board has held itself responsible for holding “two book reads of texts on culturally relevant pedagogy especially with regard to racial identity” and setting a board retreat on racial equity by April 21, 2021.
“We have long stated during the budget season that the district’s use of tax-payer dollars should reflect its priorities,” D200 board President Sara Dixon Spivy stated in a memo drafted Sept. 24. “This year’s proposed goals provide greater insight and transparency into whether we are making good on that statement.”
Pruitt-Adams was hired as superintendent in 2016, after serving several months on an interim basis. In 2019, the board unanimously approved a three-year contract for the superintendent, which runs through June 30, 2022.
Each year, however, the board has the discretion of adjusting the superintendent’s annual salary after an annual board review and evaluating her performance. That evaluation is based on performance goals and objectives that the board establishes.