In December 2005, the school board, in a 3-2 vote, approved amended terms to the Superintendent's Employment Agreement. A recent letter to the editor attempted to present the reasons stated by those members of the board who voted in favor of the amendment. Rather than hearing my reasons as hearsay from friends or other community members, I would prefer you hear them directly from me. You may or may not agree with them, but here they are.

First the facts:

• Dr. Harris' salary is now, and will continue to be through the end of her contract in June 2007, in the 50th percentile as compared to Nassau County School Districts having up to 3,999 students (BOCES Salary Workbook & Fringe Benefits Study);

• Dr. Harris had made it clear to the board, and to the public during the January meeting, that she would not continue through the term of her contract unless her retirement health care concerns were addressed;

• The New York State Retirement System requires a 50 percent district contribution to the cost of retirement health care benefits.

Those are the facts. Now here is my decision-making process. The superintendent "market" on Long Island today, whether we like it or not, is a "sellers market." Salaries begin at $225,000 plus. Health benefits, when going out into the market for a superintendent, are not negotiable, they are expected. The search process can take 6-12 months or longer. During the search, the district will be paying an interim superintendent a per diem rate equaling $300,000 per year or more. Also during this process, the stability and continuity we have in our district with respect to our academic agenda will be lost.

Now let's look at the cost of the health care item that is being appropriately questioned. The cost of a family policy in today's dollars is approximately $15,000 per year. If the district had decided not to provide a 100 percent contribution toward retirement health benefits per the amendment, our cost would still be approximately $7,500 per year. So, the amendment does cost the district approximately $7,500 additionally per year into her retirement. Yes, the additional $7,500 will be paid for the term of her life, though the district's contribution will be reduced upon her achieving Medicare eligibility approximately two years into her retirement. However, the lower salary paid during past, current, and future years were agreed to by the superintendent in return for consideration of provisions for health care into retirement. If we compare this retirement benefit cost to the additional costs associated with both an interim and a new superintendent, I am confident that we have saved the district money while maintaining academic stability. In addition, in contrast to the agreement a prior board made with a former superintendent, we have put a cap on Dr. Harris' post retirement earnings so that the district will not be responsible for her health care costs in the event she earns more than $125,000 in retirement.

In light of the questions from our community, I felt it my obligation to revisit my decision-making process. Having done so, now just as then, I believe I made an objective and balanced, fiscally and academically responsible decision for our district.

David Wasserman, vice-president,

East Williston School Board