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Board approves amended staffing plan, trims one behavioral specialist and authorizes preliminary nonrenewal notices
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Summary
The board approved a preliminary 2026–27 staffing plan after an amendment to reduce district‑wide behavioral specialists from two to one (placing the other FTE into contingency); the board also approved issuing preliminary financial nonrenewal notices associated with the staffing changes.
After a lengthy debate about how to balance instructional coaching, academic interventionists and social–emotional supports, the Wauwatosa School Board on April 27 approved a preliminary staffing plan for 2026–27 with changes to job titles, reassignments, and a net reduction of FTEs.
Administration described a package that reorganizes pupil‑services roles (adding school social workers and psychologists assigned to buildings), creates roles such as a communication specialist and assistant recreation director (funded from non‑general funds), and proposed two district‑level behavioral specialist positions to respond to buildings in crisis. Administration said of 26.1 FTE reductions many staff would be reassigned and that four positions would leave some employees without a role.
Board members debated whether to keep two behavioral specialists or reduce to one and preserve a larger contingency pool. A motion to amend the staffing plan to reduce one district‑wide behavioral specialist and move that FTE into contingency passed on a 4–3 vote. The subsequent amended staffing proposal passed 5–2.
After the staffing votes, administration said the approved model allows issuance of preliminary financial nonrenewal notices (a Wisconsin process to notify teachers of nonrenewal for economic reasons). The board approved issuance of preliminary nonrenewal notices and contract salary changes by roll call.
Key numbers and clarifications provided in the meeting: administration said about 26.1 FTE reductions were proposed, of which four employees would be left without another role; contingency was described around 1.95 FTE (effectively ~1.5 FTE once JK enrollment adjustments are considered); administration said the district is offering a staffing model that retains or reassigns most affected staff where possible.
Board members asked administration to prioritize retaining effective, certified staff and to be transparent about transfer and reduction criteria; administration said it used administrative guidelines that prioritize certification, contribution, and collaboration over seniority when making recommendations.
Next steps: administration will proceed with required communications to affected staff, present final nonrenewal notices at the May 11 meeting, and continue to post updates and job descriptions in board documents.
