Flying on Automatic

Ruben Zacarias, barely four months on the job as superintendent of the Los Angeles Unified School District, is about to get a $10,000 raise, boosting his annual salary to $188,860. The amount is not out of line with what other big-city school superintendents make. But what did he do to earn the big hike so quickly? Zacarias’ contract carries no performance clauses tied to salary, but the question must be asked nonetheless.

The board should correct the flawed process that allows near-automatic pay hikes for the district’s top echelon, Zacarias first and foremost. The superintendent’s three top deputies, who got hefty raises when they were promoted in July, now expect another--a $7,000 boost to $146,000. That figure, by no coincidence, is what the district pays its newly hired business czar, who also holds the rank of deputy superintendent.

The LAUSD high command can count on automatic raises because most nonunion employees traditionally get the same percentage pay increase negotiated by the teachers union. During California’s recession, the teachers took pay cuts. Zacarias, then newly promoted to deputy superintendent, refused more than $40,000 worth of raises over 16 months. He set a good example then. He should do so again now by refusing this raise.

The board should hold the superintendent and all other employees making more than $100,000 to a tough standard. Their raises should be based on merit and accountability in a school district where few employees, including teachers, are held responsible for academic results.

The raises are considered a done deal. The 6% increase was approved by four school board members--Barbara Boudreaux, Vicki Castro, Jeff Horton and George Kiriyama--during a closed session. A final vote will be taken Nov. 17. A decision like this should not be a mere formality. It is not too late for the board to act responsibly.