Minimize the Pain of Budget Reductions – Communicate

By Steve Horowitz - February 6, 2009

By now, with the knowledge that state budget cuts are coming, most school district human resources offices have compiled employee seniority lists.  They may have also been involved in discussions about possible staffing reductions because of potentially significant budget reductions.  In addition, most districts have addressed aspects of the budget reductions with their employee bargaining groups through the negotiations process.

Since staffing costs represent the largest portion of any district budget, it falls to human resources leaders to take an active, assertive role in the discussions and decision-making process leading to decisions affecting what for many districts will be a reduction in staffing levels.

School districts use different processes for determining how to implement budget cuts.  Some districts implement an advisory process that includes many key stakeholders, including staff, community members and others.  Other districts use a more streamlined process that includes less input from others outside the administrative ranks.

Regardless of the district’s preferred process for determining recommended budget reductions to the governing board, the human resources staff can help to minimize and manage the pain of impending budget reductions in several ways:

1. Provide clear information to the board, superintendent, administrators, and employee bargaining group leadership about required steps for reducing staff (including timelines).
2. Maintain close, ongoing communication with employee group leadership to ensure they are clear about your engagement in the process and your concern on a human level for the employees who may be affected by layoffs. Be sure to communicate as well with those who may retain their positions, yet may be “bumped” into another assignment, perhaps at another campus.
3. Maintain close, ongoing communication with other departments represented in the superintendent’s cabinet to ensure that human resources staff has an understanding about the program implications (reduction of particular kinds of service, reduction of work) and fiscal issues (reduction of funds) that have prompted the discussion about staffing reductions.
4. Provide concise, clear written communications for district staff and the community about technical aspects of layoffs that will help them understand that the layoff process includes prescribed steps outlined in the Education Code and the effects of layoffs are addressed in collective bargaining agreements.
5. Maintain and convey a high level of sensitivity to the impact of layoffs on staff, parents and students alike.  Students will become concerned and even upset upon learning that their favorite teachers may not be returning.  Morale of adults in the district can also be affected significantly.  Many districts have not experienced layoffs in recent years, so human resources staff must assist people to help them understand the reasons, process and impact of layoffs.  They must also remember the impact on the human beings that are the heart of any organization.

Editor's Note: Steve Horowitz is the Director of Human Resources and Organizational Development for the educational consulting firm Total School Solutions.