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District lays out staffing plan and nonrenewal process as Newberry and Foster face closure
Summary
The district's HR office described an MOU with the union, preference sheets and May 4'8 allocation meetings to place staff from Newberry and Foster. HR also summarized certification and performance-related nonrenewals and next steps for affected employees.
Human resources staff told the school board on April 29 they are working to place teachers and education support professionals affected by the planned Newberry and Foster closures and have negotiated an MOU with the union to guide placements.
"We are having our allocation meetings the week of May 4 through May 8," said Terry, the HR assistant superintendent, describing the process: staff at the two closing schools completed ranked preference sheets listing up to 10 schools, and HR will run allocation meetings with the four receiving schools, then deliver placement letters in person on May 8. "We will deliver those placement sheets," Terry said, adding that HR will contact employees if none of their ranked schools has an opening.
Terry explained how placements will be prioritized: initial placement consideration is the employee's ranked school choices; where multiple staff request the same opening, seniority is used as the tiebreaker and then secondary preferences on the form. The union was invited to attend allocation sessions as a silent observer to increase transparency.
HR also briefed the board on nonrenewal categories for this round of staffing adjustments. Terry said about 43 certification-related issues remain (temporary certificates expiring or out-of-field assignments) and roughly 38 nonrenewals were based on documented performance concerns. She reiterated contractual timelines that require nonrenewal notices no later than April 20 and described options for certificated staff (applying for in-field positions, substitute work, or addressing certification gaps).
Board members and staff discussed supports for affected employees: the district will provide in-person placement meetings, prioritized consideration for staff who document preferences, and follow-on conversations where placements are not possible. The HR team said it will provide lists of retiring and resigning employees, available positions and the staffing plan after allocation meetings conclude so the board and principals understand where incumbents will be placed.
Terry said the district has sought to keep the process collaborative: preference sheets, a clear seniority-based algorithm and union observation were designed to minimize surprises and increase fairness while meeting contractual obligations.
Next steps: HR will finalize allocations May 4'8, deliver placement letters in person on May 8 where possible, and supply the board with placement lists and position details after allocations are complete.
