FRAMINGHAM, MA — April 8, 2025
The Framingham School Committee has approved a new four-year employment contract for Superintendent Dr. Robert Tremblay, locking him in through June 2030 with a compensation package that includes performance-based salary increases, extensive benefits, and a notable exit clause that could cost taxpayers hundreds of thousands of dollars if terminated early.
The contract, effective July 1, 2026, sets Tremblay’s base salary following his 2026 evaluation. From there, he is eligible for annual raises of up to 6%, based on two factors: student performance metrics and his annual performance review by the School Committee.
Raises Based on Metrics — and Simple Majority Votes
Each year, Tremblay can earn up to a 3% raise tied to the district’s performance on nine key indicators, including MCAS scores, chronic absenteeism, English language proficiency (ACCESS), and participation in advanced coursework. A score of 1–3 metrics met triggers a 1% raise, 4–6 earns 2%, and 7–9 — the maximum — grants the full 3%. However, critics note that reaching the top tier is extremely unlikely given Framingham’s current academic standing among the lowest-performing districts in Massachusetts.
In addition, Tremblay is eligible for another 3% raise based on the School Committee’s evaluation — specifically, if just 5 out of 9 members rate him “Exemplary.”
“That’s not hard to achieve,” said one local parent. “Most of the School Committee already votes that way every year. There’s no real accountability if the bar is that low.”
Potential Loophole if MCAS Is Eliminated
A growing number of education officials and advocacy groups are calling for the elimination of the MCAS exam — the cornerstone of Massachusetts’ school performance assessments. Tremblay’s contract includes a clause that, if MCAS is discontinued, he and the School Committee will jointly decide on a replacement assessment system. That clause has raised concerns about the potential for weakened or self-serving standards being introduced without broader community input.
Perks and Benefits
The contract also includes:
- 25 vacation days annually (up to 30 can be banked)
- 15 sick days per year, with unlimited accrual
- $6,000 annual travel allowance
- $3,000 for conferences and professional development
- A district-issued laptop
- “Personal time” during the day that doesn’t count against vacation or sick leave, so long as it does not interfere with district operations
Costly Termination Clause
Perhaps the most striking provision: if the School Committee chooses to terminate Tremblay without cause, the district must pay out the entire remaining value of his contract in a lump sum — a clause that could result in hundreds of thousands of dollars being paid out even if Tremblay were removed mid-contract.
Community Reaction
Reaction from residents has been mixed. Some say the contract reflects a competitive package needed to retain strong leadership. Others question whether the Superintendent’s compensation and job security are disproportionate given the district’s current academic performance.
“This contract guarantees raises, perks, and protection — even if the schools continue to struggle,” one local commenter wrote. “Is this really the best deal for Framingham taxpayers?”
The full contract document is available upon request or through the School Committee’s public records archive.