$25,000 School Chief Bonus Raising Questions

The North Clackamas School Board is paying Superintendent Ron Naso a $25,000 stipend for extra work. Superintendent Ron Naso, also member of the “Quality Education Commission” who concocted the QEM (Quality Education Model) which says (without any basis), that another couple billion for K-12 will have 95% of all students meeting State benchmarks. Benchmarks derived from a State Assessment System the feds deemed inadequate for testing students.

Naso has long been a champion of Oregon’s assessment system which is centerpiece of our failed CIMCAM school reform. CIM/CAM has devoured countless millions over the past 15 years with nothing to show for it.
Yet Naso lined up to provide testimony of widespread CIMCAM success at every attempt to repeal the reform.

Naso stopped at nothing to pitch for the establishment educrats at the Oregon Department of Education. Naso claim that CIMCAM costs were insignificant was among his bigger stretches. But in his finest hour as a school district superintendent and advocate for the status quo Naso took it a far beyond cheer leading.

Naso, seeing less than impressive State CIM success at North Clackamas High Schools, decided to create a different new NC CIM (Certificate of Initial Mastery).

This new district CIM, created by Naso, was so watered down that every single graduate earned one regardless of GPA or any other performance measurement. Of course the touting of his “district CIM” success included inferences that the State CIM should follow suit with easing of difficulty and standards to bring about completely fabricated success and leaving the public being duped.

Today as Naso receives his $25 stipend on top of his $141K salary he’ll be working closely with various education “stakeholders” on advising the public on various voting decisions this November. His advice, along with his fellow “stakeholders” should be taken with full consideration of what they told us about CIMCAM and the road to “world class high standards”.

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Posted by at 07:55 | Posted in Measure 37 | 6 Comments |Email This Post Email This Post |Print This Post Print This Post
  • Captain Anon

    Wait, what’s the problem? Don’t those on this board support performance related bonuses for educators and public employees?

  • Steven Plunk

    I would think $141,000 per year is adequate compensation for such performance. With that kind of money bonuses are stupid. Basically he did his job.

    • Capt Anon

      Ok, to play devils adovcate:

      $141K is great money. however, wouldn’t you agree that added responsibilities and job duties should require additional compensation? isn’t that what the free market demands? compensation for services rendered? how many private employers would be happy with a base salary, then get a chunk of added responsibilities that your’e held accountable for, without compensation, or a market driven salary increase?

      see to me, this is talking out of both sides of the mouth (not you specifically). on one hand the majority of the board want performance based and market based salaries. but when this happens, the board decries this because the base salary is enough and bonuses are stupid.

      I highly doubt that the majority of the board would be happy with getting additional duties and responsibilities that you’re held accountable for without getting an increase in compensation. Am i wrong?

  • Steven Plunk

    The basic responsibility of a superintendent is to educate the children within the district. That is what the taxpayers are paying him for. Getting that done satisfies expectations and jusitifies the compensation.

    I have no idea how many extra hours of work this $25,000 is buying but I doubt it is many. I also wonder if this outside endeavor takes time away from the primary duties of the superintendent.

    As far as accountability… when I see real accountability in the public sector then I will consider compensation for it.

    The public sector and private sector are not comparable. From the ownership/management structure to job security the differences are so many and so profound it is folly to measure one against the other in specific areas.

    It becomes even more difficult when performance measures are created by those being measured instead of an objective source such as the free market in the private sector.

    I suspect, as usual, that the board and the administration are just too cozy for a healthy relationship that promotes success. It is the status quo across the land. The boards are made up of citizens more interested in getting along than getting things done.

    • Anonymous

      I have to laugh at the notion of the free market as an objective measurer of job performance. Look at the absurd compensation runups for corporate CEOs and other top management!

      They are basically looting the corporations. It is all done with the same group of people sitting on each other’s boards and stroking each other constantly.

      It is happening too in public service and nonprofit corporations, but not to nearly the same extent.

      • Anonymous

        agreed. the fired the CEO of Matel after she destroyed the barbie brand and lost a good chunk of market share. Yet, they gave her 53 million to leave. then there is Carly Fironia(?) who helped sink HP lower with the compaq merge and they rewarded her with a huge severence package, along with an obscene compensation package when they hired her.

        the private sector has just as bad a history, if not worse, with performance measures. the board of regents or governoring boards of corporations are just as much in bed with the CEO and upper management if not more so than any board board that oversees government. at least boards and groups watching government get elected by private citizens and are accountable.

        but really, you can’t have it both ways. you can’t say: public employees need performance based compensation. then turn around and say: I won’t agree to performance based compensation until i see them meet my personal standards.

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