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Board questions principal pay-class rule after enrollment shifts; asks for policy review
Summary
Members requested staff to model alternatives to the district's 45‑day enrollment rule that can reduce pay when school enrollment drops, saying the rule may harm recruitment and cause hardship; staff said the district typically holds salaries harmless for a year and then aligns pay to classification.
Horry County Schools board members on Wednesday pressed district staff to review the internal policy that adjusts principal pay based on enrollment counts taken after the 45th day of the school year.
District HR staff explained principals are placed into pay grades by enrollment bands (examples cited were grade codes 305–308). When a school's projected enrollment for the next year falls below the prior threshold, staff said principals are typically "held harmless" for one year and then reassigned to the lower classification if enrollment does not recover. An HR staff member said the district has used the practice for years and conducts allocations in February.
Why it matters: board members said the policy can lead to significant salary reductions for principals at large schools that then experience enrollment dips; they warned this could hurt recruitment and retention. One member noted elementary schools in Carolina Forest could face steep pay cuts if counts fall below 900 students.
Staff provided sample pay figures for illustration: for one step, the daily rates discussed were approximately $371.44 (grade 305), $389.92 (306), $409.52 (307) and $429.92 (308); those are multiplied by the district workdays for the annual salary calculation. Staff said these classifications stem from a compensation study adopted in 2021.
Board direction: members asked administration to include a budget exercise showing the cost of paying principals based on the start-of-year enrollment (rather than midyear adjustments) and to consider grouping by elementary/middle/high as a simpler approach. Several members requested a formal policy review to determine whether the current internal practice remains appropriate.
What’s next: staff agreed to model options and bring recommendations during budget workshops and February allocation meetings.
