Nearly a dozen Capital Region school districts have paid more than $1.5 million in severance packages to superintendents who, in many cases, were forced from their jobs in the last 10 years for political or disciplinary reasons.
The payouts do not include lucrative health benefits that were doled out as part of the severance agreements, including lifetime insurance plans for some of the departed.
A Times Union review of dozens of contracts and severance agreements awarded to superintendents shows that school boards routinely agree to confidentiality clauses that often keep secret the reasons why their superintendents are terminated.
In some instances, a school board's motives for paying off and forcing out a superintendent are driven by the political motives of the elected board members rather than issues of incompetence or misconduct.
The highest payout to a superintendent forced out of a job took place last month in Montgomery County when the board of education for the Oppenheim-Ephratah-St. Johnsville school district voted to terminate its contract with Laura Campione Lawrence, 55, who was paid more than $302,000 in a severance agreement that effectively awarded her the full value of her three-year contract.
Campione Lawrence, who was superintendent of the newly merged public school district for only a few months, stumbled on an alleged practice dating back years in which teachers or administrators in the former Oppenheim-Ephratah school district may have systematically changed the grades of students who failed classes. The practice was so explicit that in some instances failing grades on students' report cards were crossed out and passing grades written in by their teachers, according to two people familiar with the matter, but not authorized to comment publicly.
Campione Lawrence, a former St. Johnsville elementary principal who was appointed superintendent of the Oppenheim-Ephratah-St. Johnsville school district in May 2013, alerted Patrick Michel, superintendent of the Hamilton-Fulton-Montgomery Board of Cooperative Educational Services.
Then she contacted the state Education Department, which launched an investigation that's ongoing.
But not long after Campione Lawrence initiated her probe, including interviewing teachers who claimed they were instructed by school administrators to change failing grades, four of the board's seven members, including some with ties to the former Oppenheim-Ephratah district, voted to put Campione Lawrence on leave. The vote took place a few days after a state Education Department investigator arrived at the district on Nov. 1 and began seizing records.
Campione Lawrence declined to comment for this story. She never returned to work after being placed on leave, although she was never served with disciplinary charges. On April 11, following months of negotiations between attorneys for the district and Campione Lawrence, the school board authorized the severance agreement that keeps Campione Lawrence on the small school district's payroll for the remainder of her three-year contract, and includes lifetime family health benefits that, with an average life expectancy, could be worth more than $500,000.
"It was the best we could do," said Keith Handy, an Oppenheim-Ephratah-St. Johnsville school board member who voted against placing Campione Lawrence on leave. "I'm not happy about any of it, but it's the best we could do."
Thomas Gallagher, acting superintendent of the school district, said he doesn't believe Campione Lawrence's inquiry of any alleged grading irregularities was a factor in the board's vote to remove her.
"The board had other issues, but I don't believe that was one of them," Gallagher said. "Knowing this board, if there were any truth to it, they would have commended her."
Occasionally, the reason for a school leader's departure is apparent, as in 2010 when Schenectady Superintendent Eric Ely negotiated a separation agreement in the wake of a scandal involving his former facility supervisor, Steven Raucci, who was convicted of arson and weapons charges related to his school employment.
Still, more often the reasons why a school board privately approve severance agreements to push a superintendent out the door is a mystery. The agreements come with confidentiality clauses, and many times recommendation letters for the departing administrators.
Some former superintendents say the relationships often sour between the elected school board and the appointed superintendent — situations that have become more common as budget gaps widen and learning standards have increased.
The severance agreements are often needed because superintendents are contract employees who, under state Education Law, are given contracts of three to five years in length. The contracts generally include payment of banked sick and vacation time, as well as health insurance for the superintendents and their families.
In January, Fort Ann schools Superintendent Maureen Van Buren resigned for what she said were personal reasons after leading the Washington County district for nine years. Her salary was $117,000 a year, but because she had a year and a half left on her contract the district had to pay her $173,923 in salary, according to a copy of the separation agreement. Van Buren also was paid $16,000 in unused vacation and personal days, as well as a contribution to her retirement fund. The district is paying an interim superintendent $500 a day until a permanent leader is hired.
Rick Timbs, executive director of the Statewide Schools Finance Consortium, said the role of district leader is a delicate one. People in the job must appease teachers, administrators, school board members and parents, and those relationships can become volatile. Also, a school board can be supportive of a superintendent's work, but then reverse course when new board members are elected and seated.
"If there's a majority of the board that is willing to buy out a superintendent, then that's the will of the people," said Timbs, who is a former superintendent.
The Wynantskill Union Free School District in Rensselaer County paid out more than $270,000 to two superintendents who left employment in 2012 and 2013. Christine Hamill, who retired, was paid $124,869 in unused vacation and sick time in 2012. A year later, the district paid Hamill's successor, Lisa Henkel, a severance of $150,000 to terminate her contract, plus $34,300 in accrued leave pay.
The price districts pay in severance is arguably an outgrowth of the contracts used to hire the superintendents. Salaries for superintendents have steadily risen by at least 20 percent in many districts since 2004, even through a recession. Top district administrators also are receiving benefits that range from fully paid life insurance, to monthly travel stipends and payments into tax-sheltered annuities.
In 2011, Gov. Andrew Cuomo tried to introduce legislation that would have capped superintendents' salaries at $175,000 for districts with more than 6,500 students.
At that time, Cuomo's office said 33 percent of New York state superintendents made more than $175,000.
But the idea never gained traction. Also, former state Sen. Republican Stephen Saland of Poughkeepsie successfully got the Senate to approve a bill in recent years that would have restricted superintendent payouts to 25 percent of their salaries. But the measure never made it past the Assembly.
Meanwhile, the state School Boards Association is lobbying the Legislature to lift a cap on salaries for BOCES superintendents, whose current salaries average $167,000 a year. The cap for BOCES superintendents limits pay to 98 percent of the commissioner of education's 2003-04 salary. The association is pushing to continue the 98 percent cap, but "remove the reference to a specific year of the commissioner's salary."
Timbs said school superintendents need the contracts to protect them against school boards that can shift their support from year to year.
He said school leaders move their families, buy houses — and quickly uprooting is costly. "I have an obligation to myself and my family ... I can't leave them high and dry because three people lost a school board election," Timbs said.
In 2011, the Troy City School District Board of Education had apparent disagreements with Superintendent Fadhilika Atiba-Weza and paid a severance of $246,054, which included paying $3,900 for unused sick time and $46,054 in unused vacation time.
Last month, the Niskayuna school board paid $139,000 to see Superintendent Susan Kay Salvaggio go, as well as providing her health insurance until June 2015. It came amid community outcry over talks about closing an elementary school to narrow a $2.6 million budget gap.
Jay Worona, general counsel at state School Boards Association, said a superintendent's split from their board is like a divorce. "Sometimes a divorce settlement is very costly," Worona said. "These buyouts are based on a mutual understanding that we love our kids more than we hate each other."
Just like most other cases, neither Salvaggio or Niskayuna school board President Deb Oriola would discuss why the separation occurred.
"Oftentimes there are confidentiality agreements because it's hard in a situation like this to keep the message consistent," said Bob Reidy, executive director of the state Council of School Superintendents. "A lot of times it's done to prevent people freelancing comments which could be detrimental to the district and it could be detrimental to the career of the superintendent."
In 2005, a human resources director in the Ballston Spa school district told the Times Union that Superintendent John Gratto negotiated a separation agreement to purse other interests and opportunities. But when reached last week in Virginia, Gratto said a once-supportive school board turned on him after he started reprimanding staff for what he says were abuses of sick leave.
His targets included an employee who was taking sick days to coach lacrosse games, and a music teacher who took 21 sick days between September and December.
Gratto received a $100,000 severance, and then another $40,000 when he didn't get a job that paid more than $125,000 by January 2006, according to his separation agreement provided by the district.
"It was somewhat surprising," said Gratto about the 2005 decision. He is now an education professor at Virginia Tech. "I think I attempted to institute accountability in a culture that wasn't used to it."
lstanforth@timesunion.com • 518-454-5697 and blyons@timesunion.com • 518-454-5547 • @blyonswriter