The Clark County School District (CCSD) values its employees and everything they do to help our students succeed. We are working diligently to place everyone in a suitable position while also adjusting our budgets to ensure fiscal responsibility.
CCSD is exploring all options to identify positions for the affected 97 support professionals and 6 licensed personnel who were unable to be placed through the regular fall surplus process. Therefore, at this time, it is premature to indicate that the District is planning for layoffs.
For the licensed personnel, CCSD will work to place them in an assignment for which they are licensed or otherwise eligible. For support professionals, CCSD will continue to work diligently to find ways to qualify them for positions.
What Caused The Fall Surplus and the Reduction in Force (RIF) processes?
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The State of Nevada funds school districts based on the number of students enrolled. Reduced student enrollment equals reduced funding.
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This school year, lower-than-expected enrollment resulted in approximately 60% of schools reducing their budgets from their initial Spring budget projections.
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In the wake of reductions, CCSD schools are making decisions about how to reorganize their personnel to serve, in many cases, fewer students. Doing so can result in shifts in the types of positions within CCSD and, consequently, the number of available positions.
What are the Surplus and Reduction in Force (RIF) processes?
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When positions are reduced due to budget constraints, the HR Unit first utilizes the surplus process to identify open positions for which those employees are qualified and can fill.
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The surplus process is outlined in the Negotiated Agreements with Licensed Employees and Support Professionals.
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In some cases, employees are not able to identify a position for which they are qualified, initiating the RIF process as outlined in the Negotiated Agreements.
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In a RIF process, employees who do not have assigned positions can “bump” other employees in positions for which they are qualified based upon criteria provided by State law NRS 288.151 and the applicable Negotiated Agreement.
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Any regular status support professional employee who is left without a position at the end of the RIF process and loses their employment status with CCSD will have a two (2) year right to return according to Article 25 of the ESEA Negotiated Agreement.
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Any licensed employee who is left without a position at the end of the RIF process is placed on a leave of absence and has a right to return to an open position for which they are qualified for a period of two (2) years according to Article 30 of the CCEA Negotiated Agreement.
Are the Surplus and Reduction in Force (RIF) processes a layoff?
The Surplus and RIF processes are a structural realignment of people and positions based on:
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Actual student enrollment in the Fall,
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Actual number and type of available positions , and
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Location of those available positions.
CCSD needs to complete both the surplus and RIF processes to determine if layoffs are necessary. Therefore, it is premature to assume that we will need to lay off any employees.
How is CCSD deciding to handle the Surplus and Reduction in Force (RIF) processes?
You can read more about specific provisions in the Negotiated Agreements and Nevada Revised Statutes in this document for licensed employees and this document for support professionals.
What is the current situation for impacted Support Professionals?
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Support Professionals involved in the Fall Surplus Process: |
140 |
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Support Professionals who selected a new position in Surplus: |
42 |
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Support Professionals who resigned during Surplus: |
1 |
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Support Professionals who did not select a new position: |
97 |
Next steps for Support Professionals:
The process for placing impacted support professionals in their new positions will be ongoing as we adhere to the guidelines within the Negotiated Agreement and is expected to conclude by Monday, November 10, 2025.
What is the current situation for impacted Licensed Personnel?
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Licensed Personnel involved in Surplus Process: |
146 |
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Licensed Personnel who selected a new position: |
136 |
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Licensed Personnel who resigned: |
4 |
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Licensed Personnel who did not select a new position: |
6 |
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For the six (6) licensed personnel subject to the RIF process, CCSD will work to place them in an assignment for which they are licensed or otherwise eligible.
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CCSD is obligated to follow the process outlined in the Negotiated Agreement with CCEA and in Nevada Revised Statutes (NRS).
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Our Human Resources Unit has been working collaboratively and closely with CCEA, and we appreciate their cooperation in navigating this complex process.
What are the next steps for licensed personnel who obtained new positions during the Surplus?
Monday, Nov. 3, 2025: Move to new worksite.
Tuesday, Nov. 4, 2025: Start new role.
What are the next steps for the six licensed personnel who currently do not have a position?
For the six licensed personnel subject to the RIF, CCSD will continue to work to place them in an assignment for which they are licensed or otherwise eligible.
What happens to retired employees serving in a critical labor shortage during RIF?
Current employees who serve in a critical labor shortage position retain their seniority rights as specified in Article 30-3 of the CCEA Negotiated Agreement. If a retiree returns to employment with CCSD within one year of their retirement, their previous seniority placement is preserved.
