Board hears 10‑year retirement forecast and approves retirements totaling 462 years of service
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Summary
District HR presented a 10‑year retirement forecast showing concentrated eligibility between 2029–2034 and particular vulnerabilities in elementary, special education, science, math and technology staffing; the consent agenda included 16 retirements (about 462 years of service) that the board approved.
Gary Dabrowski and Matt Wells presented retirement and eligibility data showing a looming staffing challenge for Three Village Central School District. Dabrowski said the district’s data show a roughly 95% stability rate but also a projected wave of retirements: of 603 teachers and administrators, many will become eligible over the next decade, concentrated between about 2029 and 2034.
The presenters singled out several high‑risk areas: roughly 106 of 136 elementary teachers could be eligible to retire within 10 years; special education showed high eligibility (48 of 82); about 20 of 35 science teachers and 19 of 30 math teachers were flagged as potentially eligible. The technology teacher group (eight teachers) included five who could be eligible in the next 10 years; presenters called technology and certain STEM certifications especially difficult to replace.
Dabrowski and Wells described proactive recruitment steps: targeted early hiring, district job fairs, multi‑round interview processes with demo lessons and union and administrative vetting, and outreach to colleges producing teacher candidates. They emphasized the need for professional development and continuity plans for young learners when veteran staff retire.
The board considered the consent agenda that included personnel items. The motion to approve the consent agenda was moved and seconded on the record; one item (13 a4) was removed for separate consideration. The transcript shows the consent agenda passed with the pulled item excluded. The consent agenda included 16 instructional retirements, which the presenters said totaled about 462 years of combined service. The board read the retirees’ names during the meeting and congratulated them.
The presenters emphasized that the forecast is a planning tool—not a deterministic prediction—because individual staff choices affect timing. They asked the board to consider the forecast when planning recruitment, succession and professional development efforts.
