Marion County board narrows superintendent contract: two-year term, $205,000 base and performance bonuses

The Marion County School Board spent a large portion of its Feb. 5 work session refining terms of a proposed permanent contract for interim superintendent Dr. Brewer, settling on a two‑year initial term and a $205,000 base salary while adding performance incentives and clarifying benefits.

Board members and legal counsel worked from a redlined draft as attorney Powers walked the group through each clause. Powers told the board the Sunshine Law governs the meeting and explained the contract process, including routine scrivener edits. Dr. Brewer opened the session with district updates; the contract discussion began after her remarks.

Why it matters: The board sought a contract length that avoids overlapping heavily with local election cycles and provides administrative stability while giving an incoming or future board a chance to reassess terms. Several members said a two‑year term reduces political timing pressure for future renewals.

Key decisions and clarifications reached at the session: - Term: The board recorded consensus for a two‑year initial contract for Dr. Brewer, cited by board members as a way to avoid tying renewal work to an election cycle. - Effective date: Members discussed making the new contract effective April 28, 2026, to avoid any gap with Dr. Brewer’s interim agreement (which expires April 29, 2026) and agreed staff will attempt to place the finalized item on an upcoming meeting agenda. - Base salary and total compensation design: After debate, the board’s majority favored a $205,000 base salary (three members supported $205,000; two preferred $210,000). The board also approved including a performance pay incentive framework; the attorney noted such incentives are legally permissible. - Performance incentives: The board added performance bonuses in the draft: $5,000 for achieving an A‑rated district and a $5,000 bonus tied to reaching a specified graduation rate (the board discussed and agreed on 90% or higher for this two‑year contract period). - Benefits and severance: The draft retains standard administrative raises, vacation and medical benefits consistent with district policy. The contract includes a liquidated‑damages/severance maximum that staff described as 20 weeks. The board agreed to remove paid short‑term disability from the contract, noting employees may purchase such coverage themselves. - Professional development and certification: The board kept Florida School Boards Association (FSBA/FADS) membership in the contract but asked staff to clarify monetary impacts; staff and the clerk explained a CEO leadership program bonus has historically ranged up to roughly $3,000–$7,500 and may be paid through payroll as a salary enhancement separate from base pay.

What happens next: Attorney Powers said staff will finish the agreed redlines and send the revised draft to Dr. Brewer and her counsel for review. If the superintendent’s counsel concurs, the board will place the contract on a meeting agenda; members indicated support for an April 28 effective date if counsel agrees.

Quotes that capture the discussion: Attorney Powers said, "This work session is a public meeting as defined in Florida's Sunshine Law," underscoring the transparency of the process. Dr. Brewer summarized school‑choice activity earlier in the meeting: "We had 4,207 applications submitted by 2,364 students," numbers the board said staff would continue to analyze while finalizing the contract.

Next procedural step: Staff will complete redlines, send them to the superintendent’s counsel, and notify the board. If counsel accepts the redlines, the board plans to place the item on a meeting agenda ahead of April 28 so the contract can take effect seamlessly.