BCPS defines 'layoffs,' distinguishes from attrition and RIF process

How does BCPS define “layoffs” in this context, and what distinction does the district draw between layoffs and the staffing reduction mechanisms described in the records?

In the traditional sense of the corporate world, people equate layoffs with pink slips. An employee is called into a manager’s office and is terminated, usually because their position is being cut.

In the education world, instead of layoffs, we use the term reduction in force, or RIF. This is covered by BOE Policy 7920. This policy creates an orderly procedure and outlines when it may be implemented, including reorganization, declining enrollment and financial need. BCPS has not initiated the Reduction in Force process.

Per policy, if the Superintendent determines a RIF is necessary, he makes a recommendation to the board. The recommendation includes a method for carrying out the RIF and criteria for employees facing the RIF. The criteria to determine how to go about this could include performance, licensure, extra duties, length of service and degree level. No recommendation for a RIF has been made to the Board, and none is planned.

In the “Cost Savings Initiatives” document, words such as “eliminate,” “move,” “split duties,” “do not replace” do not equate to a layoff or RIF of specific employees. We do not anticipate involuntary terminations due to budget planning. Jobs or positions may be redefined, and roles and duties may change, but at this time, there have been no discussions or plans for any current employees to lose their employment with Burke County Public Schools due to projected shortfalls. We are confident we can make up the shortfall through attrition, retirements, resignations, etc.

As an example — The “Cost Savings Initiatives” document reads: Eliminate painter position — consider contract position. The painter is not being laid off or facing RIF. If and when the person retires, resigns or takes another position, we could consider not filling that position with a full-time BCPS employee.

We were preemptive with this year’s current budget as well, by, for example, consolidating the director of transportation and the director of child nutrition into one person when the previous director of transportation retired. We also added driver’s education coordinator duties to our Transportation Information Management System coordinator’s position when the previous driver’s ed coordinator retired in December.

In previous years where budget shortfalls were projected, the district implemented hiring freezes. That would be a precursor to a RIF, and that has not been discussed or planned for, either.

Do district leaders stand by prior public statements that “no layoffs or reductions in force are planned,” given the content of the internal budget planning documents?

At this time, no layoffs or RIFs are planned or have been discussed. Our goal in early intervention planning was and continues to be to prevent layoffs or RIFs.

Can BCPS confirm whether any of the staffing reduction scenarios listed in the records remain under consideration for the FY 2026-2027 budget?

The district is actively pursuing cost-saving strategies that rely on attrition and operational efficiencies. Some of the scenarios have already been implemented, and we are working to implement others in the upcoming academic year, with the goal of preventing a RIF. This process is fluid. We are continuously reevaluating the cost-saving measures and quantifying them when possible. Some of the scenarios listed in planning documents were simply exploratory in nature and intended to generate ideas for potential cost savings and not necessarily definitive. Again, we would be happy to discuss any of these in more detail if you have questions about specific scenarios.

Quote from Dr. Swan:

Our budget is comprised of 86 percent salaries, so naturally, salaries and positions will be considered in our efforts to reduce expenditures. But, at this time, we do not anticipate needing to impose layoffs or a Reduction in Force to meet these financial goals. In years past, it has been traditional to not talk about budget discussions until January or February. We are being proactive by holding these conversations much sooner. To reiterate, Burke County Public Schools is planning for reductions through attrition and vacancy management, not employee terminations.

Statement from the Board:

As a board, we value our Superintendent, Finance Officer, and Central Office leadership and their expertise as they work ahead so we are prepared for the projected budget shortfall. Our leadership team is working diligently to reduce costs while ensuring that the quality of services provided to families is not compromised. Our priorities remain protecting students and classroom instruction and supporting our employees. We appreciate the administrative team’s foresight in planning and budgeting. Their innovation, care for our staff, and proactive efforts are aimed at helping the district avoid situations that could lead to layoffs or a Reduction in Force.