TASB staffing study urges right‑sizing; district warned of multiyear deficit and asked to trim payroll through attrition

A staffing study by the Texas Association of School Boards (TASB) and a companion district budget update were presented to the Carrollton‑Farmers Branch ISD board on May 14, outlining enrollment declines, peer benchmarks and potential staffing adjustments to address a structural budget gap.

Consultant Karen Dooley described the study methodology (data collection, peer and organizational benchmarks such as HR Services Salary Survey and APPA, and interviews) and noted a 2.8% five‑year decline in enrollment in the snapshot used for the analysis. She said the report used a 2% projected decline for next year (projected enrollment ~21,642) to model staffing needs. Dooley identified multiple areas where the district’s FTE counts exceeded peer benchmarks and offered options ranging from title consolidation to absorption of a limited number of positions across central administration, technology and some campus support roles; she also highlighted an increase in special education caseloads and recommended additions in special education teacher and aide staffing to meet caseload benchmarks.

CFO-level presenters summarized the financial picture: an estimated fiscal‑year end deficit of about $12.5 million and a multiyear risk under which deficits could reach $21 million in an adverse scenario. Staff said payroll accounts for more than 80% of budgeted costs and emphasized that personnel reductions will be the primary lever to restore sustainability. Administration said roughly 95 positions have already been identified for potential removal through attrition and that the district expects that number to grow as retirements and resignations occur; any reductions would be staged and the district would prioritize attrition rather than layoffs where possible.

Trustees pressed on how special education growth, program concentrations at certain campuses and CTE or elective staffing affect recommended adjustments; both the consultant and administration said campus program mix and special‑population concentrations must inform final staffing decisions and that benchmarks should be used alongside local priorities. Staff proposed targeted compensation adjustments and stipends (for example, increasing certain special‑education stipends) rather than across‑the‑board teacher base raises, noting that increasing base pay without reducing headcount would enlarge the projected deficit.

Trustees requested regular updates and were told staff will return with June agenda items after certified property values are available and as attrition numbers evolve. No formal personnel actions were taken at the May meeting.