Proposed Reduction in Force (RIF) Plan
Presentation Agenda
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What is a Reduction in Force?
A Reduction in Force (RIF) is a decrease in personnel positions within the district due to system reorganization, declining enrollment, financial exigency, or some combination of these factors.
It is important to note that not all position reductions will result in employee layoffs; some of the eliminated positions may be vacant, and others may be filled with employees who can be transferred/re-assigned to fill other vacancies within the district.
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Policy Code: 7920 Reduction in Force: Teachers and School Administrators
The superintendent, in collaboration, with her leadership team will follow specific criteria for determining a RIF:
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Policy Code: 7921 Classified Personnel Reduction in Force (RIF)
The superintendent with prior Board approval may terminate or reduce the term of employment of classified employees in order to reduce staff positions. In such circumstances, the following procedure will apply:
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Statutory Grounds for Reduction in Force
#1 | System Reorganization
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Statutory Grounds for Reduction in Force
#2 | Declining Enrollment
*See Slide 10 for details*
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Statutory Grounds for Reduction in Force
#3 | Financial Exigency
*See Slides 11-13 for details*
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Budget Update
Historical Trend in Average Daily Membership (ADM) - Last 15 Years
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Year-Over-Year Deficit Spending Trends and Current Local Fund Balance Estimates
Fund Balance Beginning of Fiscal Year 2021: $15,876,527
Year-Over-Year Trend Data for Local Operating Budget Deficits:
Fiscal Year | Budgetary Shortfall from Operations | Cumulative Local Fund Balance |
FYE 6/30/21 | $ (120,233) | $ 15,531,294 |
FYE 6/30/22 | $ (3,524,347) | $ 12,006,947 |
FYE 6/30/23 | $ (6,514,890) | $ 5,518,276 |
FYE 6/30/24 | $ (5,591,721) | $ (73,445) |
Chapel Hill-Carrboro City Schools | chccs.org
Local Fund Balance: A 12-Year Historical Perspective
Chapel Hill-Carrboro City Schools | chccs.org
Financial Position Prior to Budget Adoption
Budgetary Item | | Budgetary Impact |
Revenues: | | |
2.4% Increase to Special District Tax (Inflationary) | 676,000 | |
5% Increase from BOCC Manager’s Proposed Budget | 2,966,368 | |
Total Revenue Increase | | 3,642,368 |
Continuation Costs: | | |
3% State Mandated Salary Increases | $ 1,626,950 | |
Matching Benefit Increases | $ 934,300 | |
Non-salary Operating Cost Adjustment | $ 740,000 | |
Total Estimated Continuation Costs | | $ 3,301,250 |
Resulting Total Estimated Budgetary Surplus (FY2024-25 Continuation Only) | | $ 341,118 |
Estimated Budget Deficit from FY 2023-24 | (5,591,721) | |
Net Budget Shortfall in FY 2024-25 Prior to Budget Adoption | | (5,250,603) |
Chapel Hill-Carrboro City Schools | chccs.org
Estimated FTE Breakdown by Source of Funds FYE 6/30/24
***Amended 8/21/2024
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***Amended 8/21/2024
Estimated Cost of Employment by Source of Funds FYE 6/30/2024
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Considerations/Decision Making Criteria (non-exhaustive list)
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Impact of Proposed Spending Reduction Plan
Budgetary Item | Budgetary Impact in FY 2024-25 | Long-term Budgetary Impact (Beyond FY 2024-25) |
Net Budget Shortfall in FY 2024-25 Prior to Budget Adoption | $ (5,250,603) | $ (5,250,603) |
Tier I: Corrective Action Plan from FY 2023-24 | 2,395,000 | 2,395,000 |
Tier II: Central Office and Ancillary Support/Central Services | 2,248,419 | 2,585,757 |
Tier III: Instructional Support and Non-Core Teaching Roles | 830,735 | 5,009,600 |
Estimated Net Financial Position after Spending Reductions | $ 223,551 | $ 4,739,754 |
Chapel Hill-Carrboro City Schools | chccs.org
Communication & Decision Making Timeline
When | What | How |
8/15/24 | Superintendent’s Report; Officially inform the BOE and Public | Superintendent’s Report/Information Item |
8/16/24 (Tier II) 8/19/24 (Tier III) | All Impacted Staff Notified | School Leaders’ Meeting; Individual meetings with impacted employees in Tier II; Group meetings with impacted employees in Tier III |
Communication & Decision Making Timeline
When | What | How |
8/20/24 | Transition of Reassignments (Tier II), pending Board Approval | Support for Staff through Transitions |
8/21/24 | Special Call BOE Meeting | Reduction in Force Recommendation and Board Vote on the Plan |
Proposed 9/3/24 - 9/4/24 | Appeal Hearings with the BOE for eligible certified and/or career status employees Added → 8.21.24 meeting | The BOE must give the employee at least 10 days’ notice of the hearing date; In-person meetings |
Communication & Decision Making Timeline
When | What | How |
9/5/24 | Personnel action taken by the BOE Added → 8.21.24 meeting | Through closed session discussion then approval of the personnel report in open session. |
By 6/30/25 | Adjustments to Allotment Formulas; Reassignments Tier III RIF Effective Date | Support for Staff through Transitions and Schools through Adjusted Allotment Formulas |
RIF Plan Proposal
A Tiered Approach
Tier I | Spring 2024 Budget CAP
Reduction Item | Level | Continuing FTE Reduction | Remaining FTE | Estimated FY 2024-25 Savings On |
Instructional Assistants Formula-4th & 5th Grade | Elementary | 11 | 0 | $550,000 |
PE FTE formula .5 | Elementary | 5 | 3 | 425,000 |
Small Class Size Staff | Secondary | 14 | 0 | 1,190,000 |
HS Office Support | Secondary | 3 | 0 | 180,000 |
Half-time Media Assistants | Secondary | 1 | 0 | 50,000 |
Added → 8.21.24 meeting | Totals: | 34 | | $2,395,000 |
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Tier II: Central Office and Ancillary Support/Central Services
Reduction Item | Level | Total Potential FTE Impact | Currently Vacant FTE |
Reduction in Lincoln Center Staff | Central Office | 24 positions | 13 |
Note: All impacted staff will be offered existing positions as transfers
Chapel Hill-Carrboro City Schools | chccs.org
Tier II
Central Services/Lincoln Center
Job Title | Total FTE | Estimated Continuing Annual Cost Savings | Estimated FY 2024-25 Savings (Post Aug 31) |
Central Office Clerical Reduction- SL and ISEED (V) | 2 | $125,000 | $104,125 |
Communications Specialists | 2 | 187,500 | 156,188 |
Superintendent Teacher on Special Assignment | 1 | 103,100 | 85,882 |
Director of Family and Community Engagement | 1 | 126,650 | 105,499 |
Chief of School Support and Wellness (V) | 1 | 245,000 | 204,085 |
Director Mental Health and Wellness (V) | 1 | 139,200 | 115,954 |
2 FTE Mental Health Specialists (V) | 2 | 204,600 | 192,300 |
1 FTE Exec. Admin. Assistant Superintendent's Office | 1 | 127,250 | 105,999 |
HR Staffing Specialist (V) | 1 | 84,000 | 69,972 |
Coordinator of HR Operations | 1 | 122,500 | 102,043 |
Coordinator of World Language/Multi Language Learners | 1 | 130,500 | 108,707 |
Federal Programs Coordinator | 1 | 126,250 | 105,166 |
Teacher on Special Assignment for Teacher of the Year | 1 | 110,000 | 91,630 |
3 Bus Drivers (V) | 3 | 130,000 | 130,000 |
1 High School Campus Safety Monitor (V) | 1 | 65,800 | 54,811 |
1 Grounds Mechanic (V) | 1 | 50,250 | 41,858 |
1 HVAC Mechanic I (V) | 1 | 63,250 | 52,687 |
Equity Specialist for Instructional Equity | 1 | 94,407 | 78,641 |
Boomerang Teacher | 1 | 129,200 | 129,200 |
Totals: | 24 | $2,364,457 | $2,034,747 |
Added → 8.21.24 meeting
(V) = vacant position(s)
Chapel Hill-Carrboro City Schools | chccs.org
Tier III: Instructional Support and Non-Core Roles
Reduction Item | Level | Total Potential FTE Impact | Currently Vacant FTE | Potential Cost Savings | Projected FYE 6/30/25 Attrition Savings | Timeline |
District-Wide Reduction in Extra Duty/Co-curricular Budget | Schools | N/A | N/A | $100,000 | N/A | August 2024 |
District-Wide Personnel | ES-HS | 10 | 0 | $900,000 | $164,700 | June 2025 |
Elementary Specific | ES | 29.5 | N/A | $2,360,600 | $311,245 | June 2025 |
Secondary Specific | MS & HS | 18.5 | N/A | $1,649,000 | $254,790 | June 2025 |
Note: All impacted staff notified of potential impact by August 19, 2024
Chapel Hill-Carrboro City Schools | chccs.org
Tier III
Items highlighted in green indicate recommended reductions that were agreed upon by the Superintendent’s Cabinet and included in the RIF plan.
Items highlighted in orange represent reductions considered by the Superintendent’s Cabinet where there was disagreement or lack of consensus.
The Board of Education may choose to discuss and consider non-consensus items for inclusion in the final plan as they see fit.
Added → 8.21.24 meeting
Chapel Hill-Carrboro City Schools | chccs.org
Tier III | District-Wide Actions
District-wide Actions | Cost Per 1 | Total FTEs | Potential Cost Savings | Current Vacant FTE | FYE 6/30/24 FTE Attrition Rate | Projected FYE 6/30/25 Attrition Savings |
Reduction in ITF workforce (10 FTE across district) | $90,000 | 10 | $900,000 | 0 | 8.30% | $164,700 |
Reducing Extra Duty Activity Units/Co-curricular by $100,000 | 100,000 | N/A | 100,000 | N/A | N/A | 100,000 |
Pre-K Mental Health Specialist | $119,300 | 1 | $119,300 | 0 | 0% | 0 |
Totals: | | 11 | $1,119,300 | | | $264,700 |
Non-consensus | | | | | | |
Pre-K Office Support - Tentative | $57,600 | 1 | $57,600 | 0 | 8% | $4,600 |
Totals: | | 1 | $57,600 | | | $4,600 |
Added → 8.21.24 meeting
Chapel Hill-Carrboro City Schools | chccs.org
Tier III
Elementary
Elementary Specific | Cost Per 1 FTE | Total FTEs | Estimated Annual Cost Savings | Current Vacant FTE | FYE 6/30/24 FTE Attrition Rate | Projected FYE 6/30/25 Attrition Savings |
Consensus | | | | | | |
Reducing Front Office Support (Receptionist, Data Manager, Treasurer) | $70,000 | 11 | $770,000 | 2 | 8% | $61,600 |
World Language Teacher Formula from 1.5 FTE to 1 FTE per School | 90,000 | 5.5 | 495,000 | 0 | 12.50% | 61,875 |
Reducing Assistant Principal to 11 months (Elementary, consider summer school) | 9,600 | N/A | 105,600 | 0 | 0% | 105,600 |
Instructional Coaches @ Elementary (1 FTE per school) | 90,000 | 11 | 990,000 | 0 | 8.30% | 82,170 |
Reduction of Tier I Budget CAP Positions that are still filled | | 2.5 | | 0 | | N/A |
Totals: | | 30 | $2,360,600 | | | $311,245 |
| | | | | | |
Non-consensus | | | | | | |
Remove the 4th/5th Grade Teacher Assistants in Elementary Schools | $50,000 | 11 | $550,000 | N/A | 10% | 55,000 |
1:1 3rd Grade Teacher Assistants - Reduce to .25 per homeroom | 50,000 | 29 | 1,450,000 | N/A | 10% | 145,000 |
Reducing AP to 10 months (Elementary, consider summer school) | 9,600 | N/A | 105,600 | N/A | 0% | 105,600 |
Totals: | | 40 | $2,105,600 | | | $800,600 |
Added → 8.21.24 meeting
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Tier III
Secondary
Secondary Specific | Cost Per 1 | Total FTEs | Potential Cost Savings | Current Vacant FTE | FYE 6/30/24 FTE Attrition Rate | Projected FYE 6/30/22025 Attrition Savings |
Consensus | | | | | | |
Secondary Instructional Coaches reduction of 1 FTE | $90,000 | 7 | $630,000 | | 8.30% | $52,290 |
HS Guidance Admin Secretary | 60,000 | 1 | 60,000 | | 0% | 0 |
Middle School AP 1 FTE per school | 125,000 | 4 | 500,000 | | 11.70% | 58,500 |
HS Testing Coordinators | 85,000 | 3 | 255,000 | | 0% | 0 |
Reduction of Counselor Contracts to 10 months | 9,000 | NA | 144,000 | | N/A | 144,000 |
Totals: | | 16 | $1,589,000 | | | $254,790 |
Non-consensus | | | | | | |
Principal Secretary/Clerical Assistant Combined (2 FTE -> 1 FTE) | $60,000 | 3 | $180,000 | | 8% | $74,400 |
1 FTE AP per High Schools > 1,000 ADM | $125,000 | 2 | 250,000 | | 11.70%. | 29,250 |
Totals: | | | $330,000 | | | $103,650 |
Added → 8.21.24 meeting
Chapel Hill-Carrboro City Schools | chccs.org
Discussion & Action