Petition Update: Response from Transparent California

Transparent California has now posted the 2024 salary data for Ventura Unified School District.

The updated compensation figures for senior administration are now publicly available and can be reviewed directly on Transparent California’s website.

Additionally, the previous banner that had been displayed on the Transparent California page regarding Ventura Unified has now been removed.

We encourage community members to review the newly published 2024 data for themselves. Public education is funded by public dollars, and transparency matters.

We will continue reviewing the updated figures and sharing relevant findings with the community.

Thank you to everyone who continues to follow this issue and support transparency and accountability in our district.

 

 

 

 

 

 

 

 

Superintendent – Antonio A. Castro

• Regular Pay: $290,902.14
• Overtime Pay: $0.00
• Other Pay: $33,631.42
• Total Pay: $324,533.56
• Benefits: $61,743.85
• Total Compensation: $386,277.41

Assistant Superintendent – Human Resources – Gina M. Wolowicz

• Regular Pay: $220,929.76
• Overtime Pay: $0.00
• Other Pay: $29,197.02
• Total Pay: $250,126.78
• Benefits: $67,601.12
• Total Compensation: $317,727.90

Assistant Superintendent – Business Services – Agha A. Mirza

• Regular Pay: $234,014.05
• Overtime Pay: $0.00
• Other Pay: $23,680.00
• Total Pay: $257,694.05
• Benefits: $57,680.34
• Total Compensation: $315,374.39

 Assistant Superintendent – Educational Services – Gregory E. Bayless

• Regular Pay: $222,033.56
• Overtime Pay: $0.00
• Other Pay: $22,001.43
• Total Pay: $244,034.99
• Benefits: $63,744.41
• Total Compensation: $307,779.40

Combined total compensation for these four executive positions in 2024:
$1,327,159.10

 

 

 

 

 

 

Petition Update: New Salary Data Reveals Major Shift in How Funds Are Allocated

We have obtained and analyzed official Ventura Unified School District budget records showing how certificated salary spending has changed from the 2020–21 school year through the 2025–26 projected budget. These records include all certificated staff, including teachers, pupil support staff, and certificated supervisors and administrators. The findings show a clear and measurable shift in how salary funds have been allocated.

Summary

Official Ventura Unified School District budget records show that while overall certificated salary spending has declined significantly, administrative salaries increased and now make up a substantially larger share of the remaining budget. Since the 2020–21 school year, total certificated salary spending has decreased by $10.84 million, yet administrative salaries increased by $1.74 million during the same period. At the same time, teacher salaries declined by over $11.19 million. As a result, administrative salaries now represent a significantly larger percentage of total certificated salary spending than they did five years ago, demonstrating a measurable shift in how salary resources are allocated.

Key data points:

• Total certificated salary spending decreased by $10,838,548 (−13.60%) from $79.7M to $68.9M

• Teacher salaries decreased by $11,187,874 (−17.72%), falling from $63.1M to $52.0M

• Pupil support salaries decreased by $755,837 (−10.15%) compared to 2020–21

• Administrative salaries increased by $1,738,404 (+20.92%), rising from $8.31M to $10.05M

• Administrative salaries peaked at $12.54M, representing a +50.9% increase from 2020–21

• Administrative share of total certificated salaries increased from 10.4% to 14.6%

• This represents a 40% increase in administrative share of the certificated salary budget

• While total certificated salary funding declined, administrative salaries increased and now consume a larger portion of the remaining budget

 

 

 

 

 

 

 

 

Source: https://www.venturausd.org/services/business-services/fiscal/budget

 

Overall certificated salary spending has declined significantly

In the 2020–21 school year, Ventura Unified spent:

$79,693,377 on total certificated salaries.

In the 2025–26 projected budget, that number has dropped to:

$68,854,829.

This represents a decrease of:

$10,838,548
or

13.60% total reduction in certificated salary spending.

This confirms that the district has significantly reduced overall investment in certificated personnel.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Teacher salaries have decreased sharply

Teacher salaries alone have dropped from:

$63,144,071 in 2020–21
 to
$51,956,197 projected in 2025–26.

This is a decrease of:

$11,187,874
or
17.72%.

This means over eleven million dollars in teacher salary funding has been removed from the system compared to five years ago.

 

 

 

 

 

 

 

 

 

 

 

 

Pupil support salaries have also declined

Certificated pupil support salaries, which include counselors and other student support roles, declined from:

$7,450,095
to
$6,694,258.

This is a decrease of:

$755,837
or

10.15%.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Administrative salaries increased during the same period
While total certificated salaries declined and teacher salaries were reduced, certificated supervisors and administrators’ salaries increased.

Administrative salaries rose from:

$8,309,888 in 2020–21
 to
 $10,048,292 projected in 2025–26.

This is an increase of:

$1,738,404
or
20.92%.

This increase occurred despite the overall certificated salary budget declining by more than ten million dollars.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Administrative salaries now make up a significantly larger share of total certificated spending

In 2020–21, administrative salaries represented:

10.4% of total certificated salary spending.

By 2025–26, that share increased to:

14.6% of total certificated salary spending.

This represents a 40% increase in the administrative share of certificated salary funding.

In simple terms, a larger portion of the remaining salary budget is now being allocated to administrative positions.

 

 

 

 

 

 

 

 

 

 

 

 

What this means

These numbers show that while overall certificated salary spending declined and teacher salary funding was reduced by over eleven million dollars, administrative salary funding increased by nearly two million dollars.

This reflects a measurable shift in how salary resources are being distributed within Ventura Unified School District.

These figures come directly from official district budget documents and reflect actual spending and official projections.

The community deserves transparency, accountability, and a clear explanation of how these decisions were made and how resources are being prioritized.

 

 

 

 

 

Public education is funded by public dollars. Parents, educators, students, and community members deserve to know how those dollars are being spent. In recent years, Ventura Unified School District has cited enrollment decline and budget pressure when discussing program cuts and financial constraints.

At the same time, much of the district’s detailed financial information is not clearly or proactively shared with the public. Independent public records, including data published by Transparent California, show compensation figures that are not easily explained or contextualized by district reporting alone. If public funds are being managed responsibly, full transparency should not be an issue.

Antonio Castro, Superintendent

• 2022 Total Pay & Benefits: $274,122.84  
• 2023 Total Pay & Benefits: $377,344.23 (+37.7%)

Gregory E Bayless, Assistant Superintendent Esd

• 2022 Total Pay & Benefits: $227,105.00 
• 2023 Total Pay & Benefits: $307,509.43 (+35.41%)

Gina M Wolowicz, Assistant Superintendent- Hr

• 2022 Total Pay & Benefits: $247,762.00
• 2023 Total Pay & Benefits: $299,304.71 (+20.80%)

Mehereen Rickard, Chief Innovations Officer

• 2022 Total Pay & Benefits: $210,904.00
• 2023 Total Pay & Benefits: $246,076.77 (+16.68%)

 

Click here to access Transparent California

In accordance with California Public Records Act, We are calling on Ventura Unified School District to release all financial information free of charge to Transparent California free of for 2024 and 2025, in a complete, accessible, and easy-to-understand format so the community can meaningfully participate in financial decisions that affect students and schools.   


What We Are Asking For

We respectfully request that Ventura Unified School District publicly release and maintain the following:

1. Complete Budget Information: All adopted, interim, and unaudited budgets; Year-over-year comparisons in plain language; Fund balances for unrestricted, restricted, and special funds 
2. Full Compensation Transparency: Total compensation for executive and senior administrative positions; Salary, benefits, pension contributions, and long-term obligations; Clear year-over-year comparisons 
3. Contracts and Consultants: All contracts and vendors, including those exceeding $25,000; Scope of work, duration, funding source, and total cost; Clear explanations for the use of consultants
4. Restricted Funds and Program Spending: How restricted funds are allocated and spent; Clear explanations of legal spending limitations; Documentation when funds are cited as unavailable for student services
5. Facilities and Assets: Costs and revenues related to facility use; Fee schedules, waivers, and subsidies Whether district facilities operate at a loss or surplus
6. Plain-Language Public Reporting: Financial summaries understandable to non-financial audiences; Proactive public dashboards or transparency reports; Ongoing disclosure, not information released only upon request  


Why This Matters 


Transparency builds trust.
Lack of transparency erodes it. Families, staff, and community members are being asked to accept difficult decisions without access to complete financial information. Public education functions best when the public is informed. This petition is not political.
It is not personal.
It is about accountability.  


 

Recent Public Comments from current VUSD School Board Representative

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

"the district has 4 employees who have salaries over $200k. That’s it. And, even if they took a 10% pay cut (which I would not support), that is only $100k. We have a $4M deficit. I know that people want to believe that the reason the district is in the place is that we have too many admins, but the reality is that our Supt and Asst Supts are not the issue. Dr Castro’s salary (which is part of the public record) is roughly $270k. While that is a lot of money, it is completely in line with the State average for his position. In addition he receives the same STRS contribution as any certificated employee and the same health benefits as any full time employee."

Sabrena Rodriguez, VUSD Trustee Area 2 (February 9, 2026)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

"no there are 30 employees who COST us over $200k, but there are 4 employees with salaries over $200k. The average cost of pension contributions and other statutory employment boosts is almost 30% for certificated employees plus their healthcare costs (which are exactly the same as any other employee). If you are looking at transparent California the “other pay” category includes mileage reimbursement (instead of a car allowance, districts cell phone, etc). Those are not salary.
The district has not stopped, providing information to Transparent California. After we had an HR person leave, staff did not know how to generate the report that transparent California requested. They asked Transparent California to cover the cost for staff to gather that information as they do with any public information request. Side note: I offered personally to pay those costs ($112) because I believe in transparency.  Nonetheless, staff eventually learned how to generate that report and the information was sent to Transparent California before the summer. TC only recently requested data for 2024 which has already been submitted. I assume they’ll publish it when they get to it. "

Sabrena Rodriguez, VUSD Trustee Area 2 (February 9, 2026)

 

Statement on Executive Compensation and Transparency

Recent public statements by a Ventura Unified School District trustee reveal significant inconsistencies in how executive compensation and cost-saving measures are being presented to the community.

In an initial public comment, the trustee stated that the district has “4 employees who have salaries over $200,000 — that’s it.” This statement was later revised to acknowledge that approximately 30 employees cost the district more than $200,000 annually, with the clarification that only four exceed that threshold in base salary.

This shift is not a minor clarification. Budget decisions are based on total compensation cost to the district, not base salary alone. Pension contributions, statutory benefits, and healthcare costs are mandatory, ongoing obligations that directly affect the General Fund and long-term fiscal stability. Introducing a salary-versus-cost distinction only after public scrutiny raises concerns about consistency and transparency in how executive compensation is communicated.

At the same time, the trustee explicitly stated that executive compensation — including the superintendent and assistant superintendents — is “not the issue” and should not be considered as part of cost-saving measures, even in the context of a reported $4 million deficit. This confirms that upper administrative compensation has effectively been excluded from consideration, while classroom staffing reductions and layoffs have proceeded.

Additionally, the trustee stated that district staff asked Transparent California to cover the cost of employee time spent gathering compensation data following an HR staff departure. Under the California Public Records Act (Government Code §6253), public agencies may not charge requesters for staff time spent searching for, reviewing, or compiling records. Agencies may charge only for actual duplication or material costs. Requesting payment for staff labor — regardless of intent — is not permitted under state law and raises further transparency concerns.

Taken together, these public statements demonstrate:

• Inconsistent presentation of executive compensation figures
• A narrowing of discussion to base salary rather than total cost
• A clear decision to exempt executive compensation from cost-saving analysis
• Questionable handling of public records requests related to compensation data

Before further classroom cuts or layoffs are implemented, the community deserves full, consistent disclosure of total administrative compensation, a clear explanation of why executive pay has been excluded from cost-saving measures, and strict compliance with California’s public transparency laws.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

"The structural issues that we are trying to address with reductions are not about uncertainty. They are due to demographic changes in our community/state that have resulted in an aging population with fewer children. With an enrollment that has gone from 20,000 in 2003 to 13,000 projected for 2027, we need to adjust our staffing. We need to close schools (notice I used the plural, not singular). All of those efforts are things the Board is working on. And, Measure E, our bond, has allowed us to reduce overall expenditures on maintenance and electricity through investments in roofs, infrastructure and solar."

Sabrena Rodriguez, VUSD Trustee Area 2 (February 9, 2026)

 

Fact Check: Claims About Declining Student Enrollment

Board members have stated that Ventura Unified School District’s current budget crisis is primarily the result of recent and sudden enrollment decline, often citing figures such as enrollment dropping from approximately 20,000 students in the early 2000s to roughly 13,000 students projected by 2027.

 

The district’s own enrollment data tells a more nuanced and important story.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Based on the historical enrollment chart presented publicly:

• VUSD enrollment peaked in the early 2000s at approximately 17,500–18,000 students, not 20,000.
• Enrollment decline has been gradual and long-term, occurring steadily over nearly two decades.
• The downward trend predates COVID-19, the Thomas Fire, and recent economic disruptions.
• By the mid-2010s, enrollment was already significantly below peak levels.
• The pandemic accelerated an existing trend but did not create it.

Why this matters
A long-term, well-documented enrollment decline is not an unexpected shock. It is a foreseeable structural trend that should have informed:

• Long-range staffing plans
• Administrative and management structures
• Contract durations and compensation decisions
• Facility use, consolidation, and community engagement strategies

When enrollment decline is framed as sudden or unforeseeable, it shifts responsibility away from planning and governance decisions that were made with this data already available.

The core concern
This petition does not deny the reality of declining enrollment. It asks why, given:

• Nearly two decades of enrollment data,
• Repeated public acknowledgment of declining trends,
• And multiple years of advance warning,

the district is now relying so heavily on layoffs, program reductions, and school closures without clear evidence that alternative planning paths were fully explored earlier.

Transparent acknowledgment of the timeline of enrollment decline is essential to rebuilding public trust and ensuring future decisions are proactive rather than reactive.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

"Dr Castro was appointed superintendent half way through 2022, so I assume that is why his salary and his ‘other pay’ is so dramatically different. The 2022 data only reflects part of the year, whereas the 2023 data reflects a full 12 month as superintendent. The other potential factor in the ‘other’ is the district’s HSA contribution that was offered to all employees if they chose an HSA plan. I don’t know which health care plan he chose, but that would be reflected there."

Sabrena Rodriguez, VUSD Trustee Area 2 (February 9, 2026)

 

Fact Check: Contract Management Compensation, Salary Increases, and Fiscal Timing

Public statements have suggested that differences in superintendent compensation are explained by a partial year of service in 2022 followed by a full year in 2023.

The district’s fiscal calendar, Board actions, and approved salary schedules provide important clarification.

Superintendent contract and fiscal-year alignment
According to the Ventura Unified School District Regular Board of Education Meeting – June 28, 2022 Adopted Minutes (Item 14.g):

"14.g Contract Approval of Superintendent
Board President, Ms. Sabrena Rodriguez, read a summary of the approved contract for the new
Superintendent, Dr. Antonio Castro, which begin's on August 1, 2022 through Jun 23, 2026. The
Board took a few moments to congratulate Dr. Castro and shared that he and his family would be
invited to our next Board meeting on July 12, 2022 for a more formal introduction. 

It was moved by Ms. Amy Callahan, seconded by Mr. Calvin Peterson and passed on a roll
call vote of 4 - 0 to approve the employment contract for the incoming Superintendent, Dr.
Antonio Castro, beginning August 1, 2022 as presented.
Ayes: Ms. Sabrena Rodriguez, Ms. Amy Callahan, Ms. Velma Lomax, Mr. Calvin Peterson
Noes: None. Absent: Dr. Jerry Dannenberg. Abstain : None. "

• The Board approved Dr. Antonio Castro’s superintendent contract on June 28, 2022.
• The contract began August 1, 2022 and runs through June 23, 2026
• Ventura Unified’s fiscal year runs July 1 through June 30

Because the contract began on August 1, 2022, Dr. Castro was paid for 11 months of the 2022–23 fiscal year (August through June), not “half a year.”

Board-approved Contract Management salary schedule
The 2023–2024 Contract Management Salary Schedule, approved by the Board on February 13, 2024, lists the following positions and annual salaries:

• S2 – Superintendent: $280,280
• ASC – Assistant Superintendent, Human Resources: $211,099
• ASC – Assistant Superintendent, Educational Services: $211,099
• ASL – Chief Business Officer: $211,099

The schedule includes the following note:

“On 02/13/24, BOE approved a 4% increase retroactive to July 1, 2023 and a 2% increase effective January 1, 2024 for active employees as of the date of Board ratification”

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Fiscal-year context and retroactivity
Because Ventura Unified’s fiscal year begins on July 1, the 4% increase and 2% increase effective January 1, 2024 approved on February 13, 2024 was applied retroactively to the start of the 2023–24 fiscal year.

This action:

• Applied the increase to the entire fiscal year
• Resulted in retroactive back pay for all active Contract Management employees listed above
• Increased district pension and benefit obligations tied to salary during the same fiscal year
• Was approved mid-year, while layoffs, staffing reductions, and school closures were under discussion

Why this clarification matters
These facts do not allege wrongdoing. They clarify that:

• Contract Management employees, including the superintendent, received nearly full-year compensation immediately following contract approval
• A retroactive salary increase applied across multiple senior leadership positions
• Continued salary increases for following years
• These compensation decisions occurred during the same fiscal period in which long-term enrollment decline was already documented; staffing reductions and school closures were being discussed
• The issue raised by this petition is one of timing, proportionality, and transparency, not individual intent

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Senior Administrative Compensation: 2025–26 Base Salary and Total Cost Context

The Ventura County Office of Education’s 2025–26 Contract Management Salary Schedule lists senior administrative compensation in daily rates based on 223-day and 260-day work calendars. When converted to annual figures, these daily rates translate into base salaries ranging from approximately $277,000 to over $315,000 per year for top leadership positions.

For example:

• The Superintendent’s base salary converts to approximately $315,000 per year
• Several Deputy, Associate, and Assistant Superintendent positions convert to $277,000–$302,000 per year

These figures represent base salary only.

In addition to base salary, Contract Management employees receive district-funded allowances, including:

• A cellphone stipend of $50 per month ($600 annually)
• A $250 monthly auto allowance ($3,000 annually), provided in lieu of mileage reimbursement
• Notably, this auto allowance applies only to the Superintendent

When allowances are included, the Superintendent’s minimum annual compensation exceeds $318,000, before accounting for any other benefits.

Importantly, none of these figures include the full cost to the district, such as:

• Employer-paid pension contributions
• Health, dental, and vision benefits
• Statutory payroll costs
• Other non-salary or deferred compensation

Because pension and benefit costs are tied directly to salary, increases to base pay also increase long-term financial obligations for the district.

Why this matters

These compensation levels follow retroactive salary increases approved during the 2023–24 fiscal year and reflect a continued upward trajectory in senior administrative pay.

At the same time:

• Long-term enrollment decline had already been documented
• Layoffs, staffing reductions, and school closures were being discussed
• Classroom staffing and site-level resources were being reduced

This petition does not allege illegality or improper intent. It raises a question of timing, proportionality, and transparency: whether senior administrative compensation decisions were appropriately aligned with the district’s stated financial challenges and the impacts experienced by students, educators, and schools.

Administrative vs Classroom Spending in Ventura Unified School District
General Fund Salaries and Benefits (2021–22 to 2024–25)

Purpose
Ventura Unified School District has cited declining enrollment and rising costs as justification for classroom staffing reductions and layoffs. This summary reviews the district’s own General Fund financial data to examine how salary and benefit costs have changed for administration versus classrooms over the past four years.

Key Finding

Between 2021–22 and 2024–25, administrative salaries and benefits increased significantly, both in total dollars and as a share of the General Fund, while classroom staffing was reduced. This shift occurred without an explicit public vote to reallocate budget priorities.

Methodology

• Analysis uses VUSD audited actuals, unaudited actuals, and adopted budgets
• General Fund only
• Benefits are allocated proportionally by salary share, a standard public-finance method

Administration includes: certificated and classified management
Classroom includes: certificated and classified non-management staff

Financial Trends (General Fund)

Administrative Salaries + Benefits

2021–22: ≈ $22.6 million
2024–25: ≈ $30.4 million
Net increase: ≈ $7.8 million annually

This increase is permanent and compounds yearly due to pension and healthcare costs.

 

Share of General Fund Spending

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Result: Administration’s share of the General Fund rose 1.6 percentage points during a period of enrollment decline and classroom cuts.

Relationship to the District Deficit

• Projected 2024–25 General Fund deficit: ≈ $19.4 million
• Administrative cost growth since 2021–22: ≈ $7.8 million

≈ 40% of the current deficit equals the growth in administrative salary and benefit costs alone.

 

Why This Matters

Even if no new programs had been added and enrollment had simply declined, the district would still be carrying nearly $8 million per year in additional administrative costs compared to three years ago. Classroom staffing absorbed enrollment losses, while administrative compensation continued to grow.

This outcome was predictable, documented in advance, and resulted from budget priorities, not a sudden financial emergency.

Call to Action 


We urge the Ventura Unified School District Board of Education and district leadership to:

Proactively release complete financial data
Ensure the public has access to the same information decision-makers use
Commit to ongoing financial transparency moving forward
If the district is confident in its financial decisions, transparency should confirm that confidence.  

Closing 


Public trust is earned through openness. We call on Ventura Unified School District to release all financial information and demonstrate accountability to the community it serves. Sign this petition to demand transparency now.