1. Hanover’s Recent Reduction-In-Force Activity
Stewart D. Roberson Superintendent of Schools

2. Status of Current Reduction-In-Force Policy
Largely seniority-based
Preserves full-time, licensed employees first
Provides necessary flexibility to reduce positions based on licensure, endorsements, and performance

3. Total # of employees = 3,115
Positions reduced = 117
Positions reduced = 171

4. Average Annual Turnover
Prior to 2008 = approximately 300 per year
After 2008 = approximately 200 per year

5. Softening the Blow to the Permanent Workforce

6. Retirement Activity Prior to 2008: approximately 60 per year
After 2008: approximately 30 per year
Early Retirement Incentives
Prior to yrs in VRS/ yrs in Hanover/ age 50+ = 7 yrs / 21% salary
one-time revision: yrs in VRS/ yrs in Hanover/ age 50+ = 7 yrs / 21% salary
Current # of retirees approved to date = 60

7. Issuing Temporary One-Year Contracts
= 50 employees
A key, strategic business decision

8. III. Going Forward / Areas to Examine and Emphasize
Part-time or recently returning full-time employees who were previously full-time employees with seniority have no claim on previous seniority.
Emphasize the need to use consistent, objective approaches to critical dates: start dates, batch processing for School Board approval, etc.
Ensure regular, clear communications between Human Resources and Finance staffs.
Ensure regular, clear communications between Superintendent/Human Resources offices and Principals.
Ensure regular, clear communications between Superintendent/School Board and all employees and direct stakeholders.
As our economy continues to shrink/stabilize, expect increasing calls for merit-based judgments of who should remain in the classroom, not seniority-based judgments.