District outlines voluntary severance to close $5.5M gap; estimated $2M savings possible

The administration told the board it must find $5.5 million in reductions and presented a voluntary severance plan for certified staff as one option. "We need to reduce our budget by $5,500,000," the presenting administrator said, and managers outlined a severance option targeted at certified employees with 15 or more years of service that could generate between $2 million and $3 million in savings depending on how many employees elect the buyout.

Staff provided worked examples: 20 eligible teachers with combined compensation around $2.6 million and a severance payout modeled at $400,000 could net approximately $2.2 million in savings if none of those positions were replaced. Presenters and board members repeatedly cautioned the result depends on take-up and subsequent hiring choices: replacing experienced staff with entry-level hires would reduce savings and could affect instructional capacity. The administration described the proposed selection process as a first-come, first-served Microsoft form with a 45-day window and a seven-day rescission period once paperwork is submitted.

Board members asked about equity, union input, the possibility that some needed positions (special education, certain certifications) would still require replacement, and how the district would manage class-size and support-staff impacts. Administrators said the severance is voluntary and paired with other budget actions (technology, operations, transportation) and that they would return with more detailed scenarios and class-size modeling.