The State of Rhode Island has placed responsibility for the setting of compensation of administrators with the Superintendent of Schools (“Superintendent”) and the Smithfield School Committee (“Committee”). The Rhode Island Department of Education (“RIDE”) has enacted the Basic Education Program Regulation (“BEP”), which provides mandatory criteria for evaluation and retention of administrators.
The BEP requires the Smithfield School District to select and retain highly qualified administrators. RIDE has determined that the management of the Human Capital System is “essential to the mission of implementing a statewide system of public education.” 
The District is committed to attracting and retaining employees who will strive to deliver exceptional performance allowing us to achieve our mission.
Continuous improvement of student learning, based upon multiple measures, shall be the primary reference point for all decision making regarding administrator assignment, evaluation and compensation. In order to effectively meet these functions, the District must attract and retain its highly valued Administrators.  An important component to retain quality and effective administrators is the establishment of a fair and competitive administrator’s compensation policy.
The District is dedicated to compensating administrators based on fair criteria including performance and contribution to the District in support of the District’s mission.
It is the objective of this policy to establish the parameters under which the Superintendent of Schools shall recommend appropriate compensation and benefit packages for administrators presently in the District as well as future hires.
In order to facilitate the terms of this policy, the Superintendent of Schools shall develop and implement a protocol and criteria for decision making in compliance therewith. Such criteria shall include the following elements:
1. A base salary schedule shall be established for each administrative category in the District. The base schedule shall be reviewed each year to determine whether the base salaries are competitive relative to:
a. Neighboring school districts.
b. Like school districts in the State of Rhode Island.
c. The District’s salary scale for top step teachers (including educational increments and longevity). There shall be a reasonable disparity, with consideration to both gross salary and per diem rates, between administrator’s base salary schedule and a top step teachers schedule in recognition of the enhanced leadership and other responsibilities and expectations for such positions.
2. A schedule of income increases shall be established for each administration category in the District.
Income increases shall be given based on the following criteria:
b. Relevant experience.
c. Specific needs of the District.
d. Longevity in the District including experience as Administrator.
e. Attainment of educational degrees and advance training and certifications, which in the determination of the Superintendent are advantageous and needed in the District.
3. The Superintendent shall submit the above schedules to the School Committee for its approval. The Superintendent shall make recommendations for changes or amendments to the base salary schedule to the School Committee from time to time.
4. The Superintendent shall submit the benefit package to the School Committee for approval. Benefits shall include, but are not limited to:
a. Supplemental benefits package
b. Health and dental insurance co-share
c. Personal days
d. Sick days
e. Vacation days for twelve month administrators
f. Life Insurance
g. Transportation and expenses
h. Retirement bonus
 BEP G-15-1.2(c).
 BEP G-15-2.2(a); See also: Commissioner of Education Letter to Superintendents dated October 20, 2009 re: Basic Education Program Regulations and Seniority Based Teacher Assignments; Advisory Letter from the Commissioner of Education regarding formal legal advisory opinion request of the Lincoln School Committee dated November 7, 2011; Commissioner of Education Letter to Superintendents dated January 31, 2013.