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District outlines staffing timeline, RIF resolution and how reinvested FTE will be allocated
Summary
District leaders said staffing sheets will be issued at the end of March, a reduced‑staffing (RIF) resolution will go to the board in early April, and notices would be issued in May. Officials described priorities for reinvesting FTE savings and said HR will manage placement and attrition to limit layoffs.
District administrators told the Lake Washington School Board on March 24 that the operational steps to implement the six‑period schedule will include immediate staffing actions and a timeline that could affect employee assignments.
Dr. Holman summarized the near‑term calendar: "The staffing sheets for secondary schools go out March 26," he said. "That starts the process we call surplus… The reduced staffing resolution… will come before the board on April 7." He added that notices to affected staff would be distributed beginning May 2 and that board approval of those personnel actions is planned for the May 5 meeting; the district must meet the May 15 statutory/contract deadline tied to notices.
Staff said Human Resources will work to place surplus employees where possible and that employees who receive a reduction notice typically remain in a placement pool for a year while openings are filled. Michael Clark, the HR lead named in the presentation, was identified as the primary HR contact to execute placement and reduction processes.
District staff also outlined reinvestment priorities for the FTE saved when the district eliminated the seventh period. Guidance provided to principals frames reinvestment in tiers: first focus on classes that are barriers to graduation and required courses; second focus on data‑driven reductions in class size for high‑impact courses such as Algebra or English 9; and third use limited FTE to seed innovative programs or unique electives where endorsement and staffing permit.
Dr. Holman cautioned the board that the next three to four weeks would be sensitive because staffing notices and placement decisions affect employees’ livelihoods. He asked for the board’s awareness and patience as HR executes the process and as principals and cabinet members work to reduce disruption through front‑loaded allocation and attrition management.
Board members asked that parents and community members be invited to any evaluation committee; staff responded that the representative committee under consideration will include students, staff, parents and community partners so the committee can collect and interpret both quantitative data and lived experience.
No formal board action on staffing was taken at the study session; staff said the reduced staffing resolution would be the formal action item appearing at the April board meeting.
