Staffing levels are guided by the School Board’s commitment to support, maintain, and invest in students’ experiences and educational programs. On a practical level, they are guided by contractual agreements, School Board policies regarding class sizes, specific educational needs of students (in some instances federal and state laws/mandates), and certification/licensure. The School Board and administration also consider national benchmarks for student/staff ratios specific to safety recommendations and types of services (e.g., counseling, nursing, etc.). 

Each year we evaluate and recommend staffing patterns for the proposed budget based on enrollment projections. The number of staff is directly related to grade levels and school enrollment in connection with class size guidelines. In the case of middle and high school, we also consider the number of sections offered, and the total number of staff needed for each section.  

Enrollment fluctuations have a direct impact on staffing levels. Over the years, we have increased or decreased the total number of teachers. Current enrollment projections indicate that staffing reductions are required for certain positions.  

Recommendations to add programs and courses may also impact staffing. As such, the administration and School Board evaluate recommendations for staffing early in the budget development process and make final decisions regarding new programs and current program expansion prior to finalizing the proposed budget.  

For instance, over the last several years, the School Board added an orchestra (strings) teacher, a mental health counselor, a drug and alcohol counselor, and a board-certified behavioral analyst in response to the needs of students and program growth.

Reducing positions is a hard but fiscally responsible decision to stabilize our budget. The administration and School Board are committed to retaining staff and maintaining the quality of educational experiences, services, and optimal class sizes. All recommendations to reduce positions are carefully reviewed based on educational impact and available data.  

Six full-time positions have been reduced in the default and proposed budget. When faced with staff reduction decisions, we first look at incoming retirements and non-renewals before eliminating a continuing staff member's position. 

Middle and High School Teacher Positions:  

The reduction of two teacher positions at the middle and high schools is directly related to enrollment decline and program staffing needs. At ORHS, we are currently overstaffed in Spanish Language instruction, and we can reduce one Spanish teacher position without impacting class sizes and course offerings. We will maintain the shared middle and high school Spanish teacher position and realize the reduction of the other position through retirement.  

In response to fluctuating grade-level cohort size over the last several years at ORMS, our goal is to implement a grade-level team model that remains in place for the next five years despite annual changes to grade level size. Based on the projected team configuration and the number of teachers required to maintain School Board class size guidelines, we will reduce one teacher position.  

The chart below shows change in middle school enrollment and teacher staffing levels from 2018-2026: 

Academic Support Staff:

The proposed budget includes the reduction of two elementary tutor positions and one middle school tutor position.  

In response to the COVID pandemic, the District added multiple tutor positions at each school. Currently, there are two literacy tutors and one math tutor each at Mast Way and Moharimet. Looking carefully at our tutors’ caseloads over a three-year period, the total number of students assigned to literacy tutors has been on average 36 total students for kindergarten to 4th grade. Moving forward, we will provide the same level of academic support with staffing levels of one full-time literacy tutor and one full-time math tutor for each elementary school. 

At the middle school, we plan to enhance educational support by hiring an ELA specialist (teacher) position to replace the ELA tutor position. An ELA specialist position is better aligned with students’ needs. They will provide academic support, direct instruction, and MTSS leadership for all middle school grades. The District will maintain current academic support positions (math lab, writing lab, etc.) at the high school. 

Registered Nurse:

We are committed to maintaining the quality of health services and meeting the medical needs of all students. To do so, we are right sizing our nursing team while maintaining staffing levels exceeding federal guidelines.  

We currently have five registered nurses (RN) and two licensed practical nurses (LPN). The proposed budget includes four RNs (one per school) and two LPNs. 

The American Academy of Pediatrics and the National Association of School Nurses recommend a nurse to student ratio of 1 to 750 students. With the removal of one RN position, we will still exceed requirements and have a 1 to 350 nurse to student ratio at our elementary schools, and 1 to 336 student ratio at the middle and high school.  

Salaries, employee health benefits, and rising operational expenses for facilities maintenance account for the largest amount of budget increase. Staff salaries and benefits account for 77% of the proposed budget. Last year, voters approved a three-year teachers’ contract adding $1 million to the 2026-27 proposed budget. The cost of employee health insurance plans is increasing by 12%, or $813,131 dollars.  

The District continues to invest in facilities maintenance, and the proposed budget includes an additional $688,967 to address time-sensitive major repairs.  

The full impact of salary, benefits, and facilities improvement expenditures is offset by budget efficiencies and reductions in staffing based on enrollment numbers.  

During the budget development process, the School Board approved $1.3 millions of expenditure requested by the administration. These one-time increases are for the following:  

• Curriculum, professional development, and co-curricular. 
• Regular education. 
• Special education. 
• State-mandated curriculum programs. 
• Library media and counseling. 
• Investment in transportation equipment (GPS and camera upgrades). 
• Information technology (cyber-security and data protection). 
• Facilities repairs (for needs identified in the Dec. 2024 Facilities Assessment report). 
• Salary increases for non-union staff and benefits. 

For a full list, please refer to the FY26-27 proposed budget.