LYNN — At Thursday evening’s School Committee meeting, Superintendent Molly Cohen once again presented the FY27 budget, proposing a 53-position reduction to balance the budget shaped by rising costs and declining enrollment.

“This is our fifth conversation and one of our most important,” Cohen stated. “From the beginning, we grounded this work in our core values. Our vision remains the same: equitable access to rigorous learning for every student.”

Cohen said the district has to build a “very conservative budget” due to rising costs and declining enrollment, forcing leaders “to examine every aspect of the system, to prioritize people and classroom practice.”

“We must align staffing and resources with both enrollment trends and financial reality, while prioritizing instruction and the people who deliver it,” she said.

Cohen said the district first cut non-personnel costs, saving millions: “We were able to save $2 million in curriculum supplies… and we saved $2 million in special education tuition. We also caught $1.5 million in external contracts and services for next year which provided us an initial $5.5 million dollars.”

She added, “Since our last time together, we have had to build a budget, which requires determining costs that need to be included and costs that we can cut out to be able to ensure we are balanced.”

Cohen emphasized that she and her team examined staffing at all levels in the entire system. As they looked at the system, they began with “open positions, retirements, potential non-renewals, resignations, and natural attrition.”

“We closed positions that were duplicative in district offices,” she said.

Cohen added that they are consolidating executive director roles in multilingual education and innovation in order to fortify the middle leadership that will support collaboration across academics and instruction.

“These changes streamline leadership and resulted in approximately $243,000 in savings,” Cohen stated.

She added, “The recommended budget includes 53 position reductions across the system. Of those 53 positions, 26 currently are vacant and have no employees attached to them.”

Cohen continued, “When discussing teachers, 34 licensed educators will receive position-closed letters. However, we are opening 46 pistons and one clinical position. Of the 77.5 positions we are closing, 23 are non-certified and retiring individuals.”

She emphasized that these decisions were made carefully to protect classroom instruction and to direct student services. They are also opening five administration positions.

“We are seeking other funding sources to finance positions outside of Chapter 70, such as Family Engagement Partnership Director, to leverage our family and community engagement strategy,” she said.

She acknowledged the impact of the changes but emphasized the focus on students: “We are facing hard decisions, but we make them with clarity, partnership, and a steady focus on students.”

Cohen added, “Behind every position is a person who cares deeply about Lynn students, but we also have a responsibility to align our system with the number of students we serve and resources available to us.”

After the presentation, members of the Committee were concerned about what would happen to the educators who lose their positions.

“Could you speak to the process a little bit… when we talk about these positions, they’re people,” Member Tristan Smith said. “What happens to our teachers who have their positions closed?”

He also raised concerns about whether teachers might feel more pressured to move to grade levels where positions are more stable.

“First, I want to commend our educators. So many of our educators have multiple certifications already,” Cohen responded. “Given our needs in particular areas of English language development and special ed services, the teachers that have positions that are closing also have other certifications that can fulfill the roles that are opening.”

Cohen emphasized that trends are difficult to predict, noting the district historically sees student numbers increase after the school year begins.

“I’m hopeful and optimistic that this enrollment trend may not be something that continents as it is just this year,” she said.

Member Brian Castellanos also asked for additional transparency in the budget materials, including cleaner explanations of how decisions were made and feedback gathered during meetings with unions and community groups.

“What were the outcomes… of these meetings?” Castellanos asked. “What did the union say? What did neighbor to neighbor say? Can we get some breakdown instead of us chasing around?”

Executive Director of Human Resources April Reed also explained how staffing decisions are made when positions are eliminated. This process is based on seniority within a school, with the least senior staff member receiving a closure notice.

“They may not be in the same school that they’ve been working in, but they will find a position,” Reed said.

Teachers are also able to move within the range allowed by their teaching license. For example, elementary teachers certified for grades one through six can apply for positions across those grade levels.

Reed added that licensed teachers are prioritized when filling roles, while non-certified staff are notified that they do hold permanent positions unless they obtain the appropriate credentials.

“We do prioritize our licensed teachers,” Reed stated. “That’s what we want in the classroom.”