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Board reviews personnel plan as grade‑shift and middle‑school transition cut classroom headcount by about a dozen
Summary
Administrators presented a detailed personnel needs report tied to building reconfigurations and grade shifts. The plan shows shifting teachers across buildings, adding middle‑school specialists and a nurse's aide while projecting a net decline in classroom teachers under the new configuration.
District administrators presented a comprehensive personnel needs report March 2 detailing staffing changes tied to grade-level transitions, building reconfigurations and enrollment trends.
Staff explained the reallocation of classroom teachers across elementary and secondary buildings to reflect grade moves (for example, classroom positions shifting from Dogwood to Hawthorne and Oak Ridge as grade assignments change). The presentation included a building-by-building break‑out showing classroom, administrative and specialist positions; under one scenario the district’s classroom teacher count moved from 109 (2025–26 baseline) to 98 in 2026–27 as middle‑school and grade transitions were implemented, though some of that change was offset by added middle‑school specialists: two reading specialists, an additional middle‑school counselor and a nurse’s aide for increased middle‑school health needs. Staff also described reassignments of some Career & Technical Education positions and prospects to relocate certain high‑school business/computer courses to the regional LCTC program.
Administrators emphasized a multi-year context: the district’s enrollment has declined by roughly 400 students since 2022, reducing state revenue and complicating staffing decisions. The personnel report aimed to keep student‑teacher ratios within target ranges while accommodating middle school program needs (band, choir, electives) and ensuring required special‑education coverage. The report also flagged potential follow‑up tasks — including finalizing exact numbers for some combined roles, confirming contracted positions and communicating changes to affected staff.
What’s next: staff will continue to refine the staffing plan, factor in pending state funding decisions and bring finalized positions and contract implications to the April meeting for action.
