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In existence since 1976, the North Carolina Principals and Assistant Principals’ Association is the preeminent organization and state voice for principals, assistant principals and aspiring school leaders. NCPAPA was established with the firm belief that strong positive administrative leadership is the determining factor in the quality of a child’s public education in North Carolina. Today, NCPAPA represents 5,000+ members from across the state.  NCPAPA works directly with North Carolina Association of School Administrators (NCASA) to provide non-partisan advocacy to promote strong public schools.  ​​As one voice, we aim to promote excellence in educational leadership for the State of North Carolina.

Principal Compensation

In partnership with principals from across North Carolina, NCPAPA is advocating for change in the Principal Compensation plan.  Our principal compensation page provides information and resources regarding advocating for improving the way principals are paid in our state.  

NCASA Legislative Link logo

Our 2024 Legislative Priorities

  • Invest in compensation to attract and retain top talent.
    1. Increase stability for principal pay by reducing the portion dependent on the school
    growth formula and adding school complexity factors outlined in the attached plan.
    2. Demonstrate the desire to become the educational leader in the Southeast by:
    a. Raising principal and teacher pay significantly during the short session.
    b. Setting the goal of raising pay to the highest in the Southeast by 2026.
    c. Honoring experienced leadership by adding retention bonuses for principals
    based on years of experience.

  • Restructure school support to improve school quality.
    1. Revise state funding for assistant principals (APs) to provide at least one per school
    by 2026, with an additional AP provided for schools with more than 500 students.
    (Current allotment 985.3 students for one 10 month Assistant Principal)
    2. Modify the calculation for school performance grades by including complexity
    factors such as economically disadvantaged student population and Teacher
    Working Condition Survey results by 2026.
    3. Provide all Public School Units (PSUs) flexibility similar to Charter and Restart
    Schools to include:
    a. Calendar
    b. Budget
    c. Personnel Allotments & Hiring

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