The Lehighton Area School District approved a three-year compensation plan Monday for its Act 93 administrators and managers, effective July 1, 2025, through June 30, 2028.

The plan, which replaces the current 2023-25 agreement, outlines updated salaries, benefit options and performance incentives for a group of key employees across the district. According to the contract, the agreement covers administrators and managers holding 15 specific titles within the district.

Employees are organized into six pay groups based on their roles and responsibilities.

Group A includes district-level academic directors, director of student services, and director of academic programs and technology.

Group B includes building principals and the principal of academic interventions and achievement.

Group C includes assistant principals.

Group D includes non-academic management such as the director of athletics and director of operations. Group E includes the Accountant and School Psychologists.

Group F includes administrative assistants, business affairs/hr coordinator, administrative assistant to the superintendent and the confidential secretary to the assistant to the superintendent.

Each group is assigned salary ranges for the three years of the contract, with both “Beginning” and “Top” salary levels increasing annually. For example, Group A’s salary range starts at $100,000 in 2025-26 and rises to a top salary of $135,252 by 2027-28. Group F, which includes support staff in administrative roles, begins at $46,500 in year one and tops out at $62,000 in the final year.

“I want to thank the administrators for a wonderful meeting,” director Duane Dellecker said. “I think we accomplished this in about a half-hour. It was a really good, productive meeting.”

Raises and incentives

All current employees will receive raises under the new plan. For 2025-26, Groups A through E will receive a flat 3% increase, while Group F will receive 3.5%. Employees whose salaries fall below the new “beginning” minimums will be brought up to those levels.

In years two and three, Groups A, B, and C will receive fixed 2.5% increases. Those employees can also “earn up to 1 percent (1.00%) more in salary increase based on a board approved, objective, measurable goal,” according to the contract. These goals will be measured using a rubric that rates performance as exemplary (1.0%), Proficient (0.5%), Met (0.25%), or Did Not Meet (0%).

Employees in Groups D, E and F will receive 3% increases in each of the final two years of the contract, but are not eligible for performance-based bonuses.

Expanded benefits

One of the more significant changes is the increased financial benefit for administrators who opt out of the district’s health insurance coverage. Those employees will now receive $300 per month, up from $200 in the previous contract.

The plan also allows administrators to exchange up to 10 unused vacation days annually, either for a full-value deposit into a 403(b) retirement plan or for a 75% payout through payroll. Previously, only five days could be exchanged and only for a 403(b) contribution.

Vacation time and longevity

Vacation accrual remains the same for most employees, with up to 25 days available depending on years of service. However, the new agreement corrects a prior error regarding 205-day employees—such as school psychologists—who now receive five vacation days per year instead of three.

A longevity bonus is awarded based on total years of Pennsylvania school service. The plan includes five tiers:

5 years – $500

11 years – $1,000

16 years – $1,200

21 years – $1,500

30 years – $2,500

Other highlights

Life Insurance: Employees choosing a High Deductible Health Plan with an HSA will continue to receive life insurance coverage equal to three times their salary. Others receive coverage equal to two times their salary.

Tuition Reimbursement: Up to 12 credits per year are reimbursed at 100% of either state or private university rates.

Safe2Say Compensation: Building principals and assistant principals will be paid the hourly teacher contract rate for responding to Safe2Say tips on evenings, weekends, and holidays.

Stipends: The board’s recording secretary will now receive $325 per month, up from $300.

New language

The updated agreement also includes new language requiring semiannual meetings between Act 93 administrators and the school board “to discuss concerns.” The meetings are to be scheduled by the superintendent.

Additionally, the plan grants the school board discretion to use preemployment screening tools such as “psychological screening tests (and) drug tests” through either third-party vendors or industry-endorsed tools.