The document outlines several issues that must be addressed during a school district reorganization, including staffing, unions, parents, students, training, transportation, administrators, and public relations. An interview with a principal identified licensure, seniority, and following association policies as key steps. The action plan includes setting up meetings with affected directors and unions, determining staff placement by seniority, communicating the changes, and providing training and transition time for staff.

1. Final Scenario
EDU 607 OL2A
Leah Ritter
August 2021

2. Issues with Staffing
● Licensure where the teacher will need to be due to the license they hold. (Elementary
or Secondary)
● Seniority to ensure that the most senior people are getting placed first.
● Ensuring that there are enough staff members for coverage of students.

3. Issues with Teacher and
Non-Professional Unions
● Ensuring that they understand the moves are taking place.
● Following the laws and the policies are key to having a smooth transition.
● Ensuring that who will be retiring and who will be cut if needed are going through
what they need to.

4. Issues with Parents
● May not be thrilled about child changing school buildings.
● This is a lot of change so may experience a wide variety of reactions from the parents

5. Issues with Students
● Understanding that they are going to a new school.
● Their emotions will be on high as there is so much change occurring in their lives as
well.

6. Issues with Staff
Development Training
● Provide training on how to teach social and emotional learning.
● To provide these trainings to give support to the students who will need it.
● Ensuring that the staff have enough time to move to the new location.

7. Issues with
Transportation
● Bus routes will be changed due to all the moves taking place within the school district.
● Bus drivers not happy with having a longer or shorter bus route.

8. Issues with
Administrators
● Ensuring that the policies and laws are being followed for the moving of
administrators.
● Some may not be happy with having a new staff to learn about and train on how they
operate their building.
● May have to cut some administrators depending on the number of students enrolled.

9. Issues with Public Relations
and Community
● Need to ensure that all the information is being shared with the public relations
department to relay the correct message about the reorganization plan.
● Community members may not be happy with so much change occurring in the schools.

10. Literature Review
● According to Howard, Wrobel, and Nitta it is important to realize how each group of
stakeholders perceives the reorganization in order to present the policy in the most
effective way to achieve success.
● If a group of stakeholders clearly understand the goals and are supportive of these
goals then an appropriate strategy is to provide sufficient information about new roles
and responsibilities for each of these groups.
● According to Rebore a school district ensures that it has the right number of people,
with the right skills, in the right place, and at the right time and that these people are
capable of effectively carrying out those tasks that will aid the organization in
achieving its objectives.

11. Interview
Miss Denise Miller, principal at Weirton Elementary School believes that the most crucial
steps in ensuring everything goes smoothly is:
1. Licensure- people need to have the right certification to ensure they are able to teach
the students they will be servicing.
2. Seniority- those with the most seniority may be able to choose which building they
move to and this will also help show who may be able to retire early with some added
bonuses.
3. Associations- she encourages meeting with the building representative and asking
them to pull policies that will ensure they are being followed with the reorganization
process

12. Action Plan
1. Set up meeting with the directors that will be affected to ensure that they are able to
help you with this process (transportation, human resources).
2. Set up meeting with association presidents to ensure policies and laws are being
followed as the moves are made.
3. List out the staff members by the most seniority first to see who will have to be
moved or cut, this will also require you to look at the student numbers.
4. Set up meetings with the district or provide a video explanation of the reorganization
plan so they are aware of the changes.
5. Set up personal meetings with the staff that will be impacted the most and explain
where they will be going and why.

13. Action Plan cont.
6. Setup town hall meetings to start communicating with the parents and community about
the changes happening.
7. Have two committees form (one with community and one with staff) to start creating the
new schools’ plans that will happen with these moves.
8. Set up enough staff development to ensure they are equipped with what they need to
make this transition easier on the students.
9. Give staff enough time to make these moves and get all supplies and material over to
their new buildings. Also this time should be used to get acquainted with their new
teammates.

14. References
Rebore, R. W. (2015). Human resources administration in education: a management approach. Pearson.
Howard, J., Wrobel, S., & Nitta, K. (2010). Implementing Change in an Urban School District: A Case Study of
the Reorganization of the Little Rock School District. Public Administration Review, 934–941.