Jericho Union Free School District has updated the superintendent page with the fully executed contract for Dr. Robert Kravitz. This correction matters because the page previously linked to the prior superintendent’s documents. The community now has access to the accurate agreement. This is an important improvement in transparency and it is the type of clarity residents should expect from the district.

The contents of the contract represent a major step forward. Many of the expensive and outdated provisions that shaped Jericho’s past superintendent agreements are no longer present. The structure is cleaner, more aligned with regional norms, and significantly more fiscally responsible.

Below is a concise review of the most important changes.

The district corrected the superintendent page and added the correct contract. This helps parents understand current obligations instead of guessing or relying on outdated documents. Posting the agreement promptly and accurately should be standard practice. It is good to see this correction made.

The Kravitz contract is modern. The terms place firm boundaries on pay, benefits, and long-term exposure. This contrasts sharply with the prior agreement, which contained legacy provisions that expanded costs and reduced accountability.

Below are the most meaningful improvements.

The prior contract included a district-funded vehicle for personal and business use. The Kravitz agreement eliminates that entirely. Only mileage reimbursement is allowed. This is a responsible revision and aligns with current expectations across many well-run districts.

The new contract uses a single 30-day PTO system. This replaces a mix of sick days, personal days, and vacation rollover provisions that previously allowed large accruals. The older structure permitted 54 sick days per year and large vacation banks with significant cash-out potential. The new PTO model is simpler and far more sustainable.

The Kravitz contract caps retirement payout at 40 days, paid at the standard 1/240 rate. The older agreement allowed payouts that could reach the equivalent of one full year of salary. The new cap places a firm limit on financial exposure and reflects much better contract discipline.

The contract requires the superintendent to contribute to health premiums while employed. Retirement coverage is 88 percent, and eligibility requires ten years of service. The prior contract provided lifetime coverage for both the superintendent and spouse at a full 100 percent district cost. The revised structure is less costly and more balanced.

The agreement provides predictable 2 percent annual salary increases after the first contract year. The prior contract relied on extensions and ad-hoc adjustments. Predictable increases make budgeting easier and eliminate ambiguity.

The Board must give the superintendent a written list of annual goals before October 1 of each year. The superintendent must be evaluated by June 30 based on those goals. This process is straightforward. It supports annual accountability without inserting goals directly into the contract, which allows flexibility year to year.

The Kravitz contract is a meaningful improvement and a positive change for Jericho. It does not contain excessive perks, it places clear caps on payouts, it modernizes leave structures, and it limits health coverage costs. The posting of the contract is also an important development. Residents can now see the correct agreement and understand the terms that govern the district’s most senior leadership position.

Jericho Voice will continue to review district practices and provide clear reporting for the community.