UT HB0267

Annual salary increases for school district superintendents, business administrators, deputy superintendents, and cabinet members are capped at the weighted pupil unit (WPU) inflationary factor unless the local school board holds a public hearing and ties the increase to demonstrated achievement of at least three measurable performance metrics over two consecutive years

Performance metrics for above-cap raises must include outcomes such as teacher retention, student literacy/math proficiency, graduation rates, chronic absenteeism reduction, or college/career readiness indicators, with targets published on district websites before the measurement period

Limited benefits (excluding health/dental insurance, retirement, and workers' compensation) cannot exceed 10% of a covered administrator's base salary, with specific caps including $10,000 annually for professional development expenses

Deputy superintendents and other direct reports to the superintendent cannot earn more than 110% of the superintendent's or business administrator's initial salary, though employees in positions before July 1, 2026 are grandfathered in

New superintendents generally cannot start at a salary equal to or exceeding their predecessor's final salary unless they have at least 5 years of superintendent experience in a comparably-sized district or 10 years in district-level administration; effective July 1, 2026