Richland School District 2 presents new staffing model for 2026–27, says some schools will lose positions

Richland School District 2 leaders presented a draft staffing model Feb. 10 intended to create consistent staffing across similar schools and add defined supports for higher-need campuses.

Doctor Moore, the district superintendent, framed the Strategic Resource Alignment initiative as an effort to make staffing "consistent, transparent, and sustainable" and to ensure "staffing follows student needs, not history." He opened the board presentation and turned the report over to Doctor Foster, Senior Chief of Human Resources, who walked trustees through the model and its school-level impacts.

Doctor Foster said the proposal applies common teacher-student ratios, adjusts allocations by enrollment and poverty levels, and standardizes workdays for identical positions. "Similar schools generate similar teacher allocations; higher-poverty schools receive additional support through defined formulas," he said. He described specific changes for elementary, middle and high schools, including reclassifying media assistants to "media technology assistant" roles and setting thresholds for counselors and administrative supports.

Using the model's simulation, HR projected a net reduction of six teacher positions at Brilliant Elementary for 2026–27. Doctor Foster said the district is working with business services to set up position control and that, until that system is live, HR is managing changes on a staffing spreadsheet and meeting with principals about proposed adjustments.

Board members pressed for implementation details. Doctor Elkins Scott asked what "targeted hiring" means in practice; Doctor Foster said the district plans to post certain vacancies internally first so existing staff can apply. Elkins Scott also asked how the district would treat employees who currently work longer work-year schedules (for example, 215 days) if positions are standardized to fewer days. Doctor Foster replied that options include reassigning those employees to positions that match their schedule or that senior leadership could consider a temporary "hold-harmless" approach, but he emphasized that no final decision had been made by central administration.

Several trustees requested per-school listings showing current 2025–26 staffing versus proposed 2026–27 allocations. Doctor Foster said HR will compile master sheets (one per school plus district and special-education views) and share them with trustees once meetings with principals are complete, but cautioned the data remain provisional until position control and final enrollment figures are set.

Doctor Moore and HR stressed implementation aims to minimize layoffs by using attrition where possible and by prioritizing internal reassignments. "We are dedicated to handling this transition with care, open communication and respect," Moore said.

Next steps outlined to the board include continued follow-up meetings with principals, finalizing the staffing sheets, confirming position control and communicating directly with affected staff in the coming weeks. Doctor Foster said the district will monitor and adjust implementation as enrollment and other inputs change.

What remains unresolved: whether the district will adopt temporary pay protections for employees who would otherwise lose days or salary under the new work-day standards; Doctor Foster said that is under review by the superintendent and senior leadership and that the board will be informed when a decision is reached.

The board did not take final action on the staffing model at the Feb. 10 meeting; HR will return with finalized staffing sheets and implementation details.