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Plainfield SD 202 projects staffing increase, district leaders say the figure is ‘fluid’
Summary
District officials told a March 19 committee meeting the draft 2025–26 staffing plan shows net additions concentrated in high schools and special programs, with an estimated staffing cost cited as roughly $2.84 million; administrators called the numbers preliminary and subject to change with registration and hiring.
Dr. Craig Brown, director of administration and personnel for Plainfield Community Consolidated School District 202, told the March 19 Personnel Policy and Administration committee that the district’s 2025–26 certified staffing plan is still “very fluid” but currently shows a net increase in full-time equivalent positions and a multi‑million dollar salary impact.
Brown said the district is projecting an increase of 28.1 certified classroom teachers districtwide, with an elementary decrease of eight positions, no net change at the middle‑school level and an increase of 36.1 positions at the high‑school level tied to the implementation of an eight‑period day. He said the special education headcount shows a net increase of 1 FTE and English‑language‑learner positions a net increase of 1 FTE. “This is very fluid,” Brown said, noting cabinet and individual principal meetings to review registration and staffing by building.
Why it matters: The district’s near‑term hiring and budget choices depend on registration after spring enrollment, Brown said. The presentation showed the district’s current rough cost estimate associated with projected hires as salary alone of $2.8 million and an additional benefits figure the presenter described as about $842,000; Brown characterized the total as “about $2,843,000” as of the committee meeting and emphasized that the numbers are a high‑end scenario and subject to change with hiring and registration.
Committee members asked about anticipated use of teacher overloads vs. hiring. Brown said the district’s first priority is to fill openings with new hires, but some fractional assignments (for example a 0.2 position) may be covered as overloads until permanent hires are made; he said the district expects to know more after the hiring cycle, probably by June or July.
Board members also credited the recently approved teacher contract with increasing applicant volume for hard‑to‑fill positions. Brown and other administrators noted a district‑wide job fair planned for the following day with broad school participation.
Ending: Brown and administrators said they will continue to monitor registration and hiring through the spring and update the board as positions are firmed up and as the district finalizes budget projections tied to staffing.
