The committee explored various staffing changes to address budget line deficits, identifying approximately $772,000 in reductions primarily through unfilled vacancies rather than layoffs, which would avoid significant distress for employees. Among the staffing adjustments, the Director of Educational Technology position, vacated in June, will not be filled this year. This role, once critical during the pandemic for supporting remote learning, will now have its responsibilities absorbed by principals and administrative teams. The decision to not fill this position is part of a broader evaluation of the district’s post-COVID staffing needs.

The resignation of the Equity Coach prompted the committee to reevaluate its diversity, equity, and inclusion strategies. Plans were discussed to focus on hiring and retaining staff of color and improving bias training for current employees involved in hiring processes. This strategic redirection aims to continue the district’s equity work despite the staffing reduction.

Additionally, the Milton High School team chair position remains unfilled following a resignation. The remaining team chairs will collaborate to facilitate student transitions between grades eight and nine. The nursing department also saw adjustments, with the decision to reduce one float nurse position while maintaining one nurse per school, offering flexibility based on student needs. This change, attributed to reduced post-COVID demands, will result in a projected savings of around $89,000.

The Assistant Director of Student Services position was placed on hold following an unsuccessful hiring process, with responsibilities distributed among existing staff to support the special education director.

In discussions regarding the FY26 budget realignment, there was acknowledgment of the operational impacts these staffing changes would entail, with a focus on maintaining service delivery through increased workload and collaboration among central office personnel and staff. The committee emphasized transparency and clarity in financial reporting, with plans to refine budget report structures for both internal understanding and community transparency.

The conversation also touched on the importance of equity in the hiring process, with plans to introduce a new platform, “the teachers lounge,” to support hiring and retention of educators of color. Although the district’s recruitment of new teachers lacked diversity, there is a commitment to improve this aspect in future hiring cycles.

Transportation emerged as another topic, with the superintendent addressing concerns over a reduced number of buses due to budget constraints. With 1,465 students registered for transportation and 116 on the waitlist, the district faces challenges in maintaining service levels, particularly for grades 7 to 12, where transportation is not mandated. This reduction underscores the ongoing budgetary constraints impacting operational decisions.

The community schools program’s financial sustainability was also a point of discussion. With a balance of $943,000 in the account, the committee is considering raising the hourly rate from $6.48 to $7 per child to achieve budget solvency. The program, intended to be self-sustaining, is currently facing expenditures exceeding revenue, prompting the need for careful oversight as capacity increases are considered.

Additionally, the potential extension of the superintendent’s term was discussed, with members expressing the need for stability in light of ongoing budget challenges and past district instability. Plans to invite the Massachusetts Association of School Committees for further discussion on this topic were noted, as the committee explores the possibility of extending the superintendent’s contract.