In their paychecks today, 75 Pittsburgh Public Schools administrators will get bonuses totaling about $385,000, the third annual payout under a pay-for-performance program aimed at boosting student achievement.

The bonuses range from $420 for Annette Scott-Piper, who retired June 30 as principal of Pittsburgh Morrow PreK-5 in Brighton Heights, to $13,270 for Cindi Muehlbauer, principal of Pittsburgh Arlington PreK-8.

In all, 68 principals and acting principals will share $302,366 in bonuses -- about $16,000 less than the amount awarded to the principal corps last year. Bonus amounts are based on state test scores and other factors.

Another $82,875 in bonuses will be divided among seven central-office administrators -- Linda Lane, deputy superintendent for instruction, assessment and accountability; Paulette Poncelet, chief of research, assessment and accountability; Jerri Lippert, chief academic officer; and four assistant superintendents who oversee clusters of schools.

Principals' base salaries range from $98,435 to $108,113, depending on school type. The central office officials' base pay ranges from $118,000 to $160,000, depending on position.

The biggest chunk of each bonus was directly related to each recipient's work to boost student achievement last school year. But up to $2,000 of each bonus was for meeting other goals, and that sum is added to the recipients' base pay, meaning they'll receive that money year after year.

The part of the bonus program related to base pay is reserved for administrators who oversee instruction. Because she doesn't oversee instruction, Dr. Poncelet is not eligible to add any bonus to her base, district spokeswoman Ebony Pugh said.

The district first paid bonuses in 2007, to Dr. Muehlbauer and principals of the seven other accelerated learning academies. Payouts were expanded last year to principals district-wide. This is the first time that central-office staff was included in the program, though Dr. Lane previously received bonuses under a different arrangement outlined in her contract.

The district has abolished the annual raises, usually about 3 percent, traditionally given to the principals, chief academic officer and assistant superintendents regardless of their performance.

Superintendent Mark Roosevelt has called performance pay and related initiatives, such as his principal-training program, critical to the district's improvement efforts.

The shift to performance pay has coincided with efforts to transform principals from building managers to instructional leaders and hold them accountable for student achievement.

"All principals are working hard," said Cynthia Zurchin, principal of the Primary Campus of Pittsburgh Schaeffer K-8 in Crafton Heights and an officer in the Pittsburgh Administrators Association.

Dr. Zurchin noted that principals' challenges vary because their schools' demographics differ. She said principals are "very appreciative of the bonuses" and will work with the district to make needed "refinements" to the evaluation process.

The bonuses are financed with a five-year, $7.4 million federal grant and money from the district's general fund.

Mr. Roosevelt also wants to put teachers on performance pay. That is one goal of the district's $85 million-plus proposal for improving teacher effectiveness, a plan for which officials hope to receive $50 million from the Bill and Melinda Gates Foundation.

The district this year gained ground on many of the state tests and made "adequate yearly progress" or AYP, the federal achievement standard, for the first time.

"You know, when the district has a good year, it's because the principals have a good year," said Mr. Roosevelt.

Instead of meeting achievement goals outright, the district made AYP by showing progress toward the goals. And the district lost ground in some key areas, such as third-grade math and reading and 11th-grade math.

While the average bonus for an academy principal was $9,386, up from $6,608 last year, the average for all other principals, except those at special schools, fell from $4,515 last year to $3,960. Ms. Pugh said third- and 11th-grade scores held down some bonuses.

Most principals were eligible for $12,000 bonuses. Up to $10,000 could be earned for student achievement, measured by state test scores and other factors, such as the number of students enrolled in advanced courses. Thus, a principal could earn a student achievement bonus even if state test scores at his or her building fell.

Up to $2,000 could be earned for meeting other goals, such as nurturing a welcoming school environment, allocating resources wisely and embracing district improvement efforts. This is the sum that is added to the recipient's base pay.

Principals of accelerated learning academies are eligible for $22,000 in bonuses -- the same $12,000 as their peers and an extra $10,000 for meeting special academy goals. The additional $10,000 cannot be added to base pay.

For the third year, Dr. Muehlbauer received a larger bonus than any other principal.

Dr. Muehlbauer yesterday attributed her success to her staffers, saying they "wrestle with a lot of adversity" and strive to meet the needs of every student.

Dr. Poncelet was eligible for up to $15,000 in bonuses, and the other six central-office administrators were eligible for bonuses of up to $17,000 each.

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