Human resources details onboarding progress and plans for workforce reductions; impacted staff to be notified April 11

City School District of New Rochelle human resources leaders presented a strategic roadmap update to the board that summarized accomplishments in onboarding, digitization and recruitment, and outlined a plan for workforce reductions tied to district budget pressures.

Why it matters: The HR presentation described operational improvements intended to streamline hiring and personnel records while also laying out a process the district will use to reduce staff where necessary — a development with direct effects on employees, students and families.

Assistant Superintendent for Human Resources Joan Garonne and Executive Director Tracy Jackson told the board the department fully implemented Schoolfront, an automated onboarding system for pedagogical staff; completed digitization of many archived personnel files; established position control covering 80% of district positions by 06/30/2024; and expanded recruitment platforms and job fairs. Jackson described a new administrator toolkit, expanded training for hiring supervisors and professional development offerings for support and clerical staff.

On staffing reductions, Garonne said the district projects it may need to reduce up to 200 positions because of the fiscal landscape but that actual layoffs will be minimized through retirements, attrition and internal reassignment. She said, "In terms of our pedagogical staff, seniority in their tenure area is the only criteria that was considered." Impacted staff members will be notified by April 11 and will receive packets from HR describing transition support. A preferred eligibility list will be developed; employees on that list will be eligible for recall to vacancies in the same tenure area for up to seven years.

Jackson detailed HR’s metrics and progress for fiscal year 2024: introduction of automated onboarding and offboarding for pedagogical positions (Schoolfront), digitization of archived pedagogical personnel files (approximately 210 cubic feet scanned), expanded civil service outreach and a civil service job fair in coordination with the New Rochelle Civil Service Commission. The department reported progress toward several multi‑year goals: position control (80% of positions), onboarding/induction redesign, and automating employment records.

HR leaders also described objectives for the 2024‑25 year: finalize onboarding/offboarding across all employees, align attendance protocols across schools with midyear audits, digitize all civil service archival records, and launch support programming for employees experiencing personal crises. They said attendance letters and audits have started and that some staff celebration initiatives remain under development.

Several public commenters responded to the HR presentation and to the district’s budget plans. Teachers, union leaders and parents told the board they are worried about losing classroom staff and service personnel and urged prioritizing classroom positions over central administration cuts. Public speakers included a teachers’ union negotiator, classroom teachers, and parents who described students’ needs, particularly for special education services. One commenter noted a newly proposed hourly wage increase for certain hourly workers in a separate resolution on the agenda.

Board members and the superintendent praised HR’s operational work while acknowledging the difficulty of notifying and supporting affected staff. Superintendent Reynolds asked the public not to fault HR staff as they carry out a difficult task and thanked HR leadership for their work.

Ending: HR leaders said they will continue to work with building and district leadership to limit layoffs where possible and to provide transition resources. Notices to impacted employees and additional details were scheduled to follow on the timelines presented.