Randolph County schools describe displacement process aimed at keeping teachers employed

A district administrator outlined the Randolph County School System''s process for reassigning teachers when school allotments and enrollments change, saying the approach aims to keep teachers employed in the system rather than remove positions through a formal reduction in force.

The official told the school board the process begins each February when the district compares state allotments and each school's staffing plan. "This whole process is aimed at keeping our teachers with us," the district administrator said. Principals submit staffing plans showing vacancies and which positions would be displaced; HR then works to place displaced teachers in open positions across the system.

The official said the approach differs from a reduction in force, which would end employment: "RIF, which is reduction in force, is not the same thing. If we do a reduction in force...those people aren't going to be employed with us anymore." They said the district prefers displacement because it keeps certified staff employed within the school system.

Officials described the rules used to compare teachers when a school has more staff than certified allotments allow. The district compares consecutive years of service in the Randolph County School System (not years at a particular school) and other factors; the official emphasized the system uses known evaluation history when placing teachers.

The administrator said roughly 27 teachers were displaced in the current cycle, with five remaining unplaced at the time of the report. They estimated the average teacher position cost this year at $77,077 in salary and benefits and projected about $80,000 per position for next year, noting that leaving unneeded positions in place would both cost the district and exceed the state's allotment.

Principals and HR were described as trying to limit longer drives or undesirable moves where possible, and displaced teachers may provide lists of preferred schools for placement. The official also noted the district offers a limited window for returning displaced teachers if vacancies later appear, tied to the transfer deadline.

Board members asked procedural questions about how the district compares teachers and about timelines; the administrator said the intent is to notify principals and teachers promptly so vacancies can be posted and filled. The district repeated that formal RIF procedures remain available but require additional steps and documentation under board policy.

The report included repeated reminders that allotments differ by program area (for example, special allocations for CTE, EC, and other program-specific allotments cannot be used to meet ADM-driven allotments), and that principals must follow staffing plans while the district manages systemwide placement.

District officials invited questions and said they would continue to email the board before teachers were notified and to work with principals and HR to reduce disruption for displaced staff.