The nation's eighth-largest school district should have a strong commitment to diversity and a transition plan in place to ensure that qualified employees are prepared to advance when others retire. But an emotional debate before the Hillsborough County School Board this week over the rehiring of a recent retiree who was one of the district's highest-ranking black administrators showed just how much work the district has to do. A district that claims to be committed to diversity should prepare employees to step into high-profile, high-stakes roles when the opportunity presents itself. Superintendent MaryEllen Elia should redouble the district's efforts to identify, train and recruit suitable candidates for open positions. Bringing former employees out of retirement and allowing them to double-dip is not a long-term plan or sound use of taxpayer dollars.
Lewis Brinson, 62, retired as a Hillsborough County assistant superintendent in August, having worked for the district for more than 30 years. He retired through Florida's Deferred Retirement Option Program, or DROP. The voluntary program was created in 1998 as an incentive for longtime workers to retire early and make way for younger, less expensive talent. Employees who declare their intent to participate in the program must leave their jobs within five years. Upon their departure, they receive a lump sum payment resulting from the multiyear investment of their pensions in an interest-bearing account with a guaranteed, positive return.
Elia asked the School Board on Tuesday to approve a 10-month, $107,000 contract for Brinson to return to his old job. Brinson also would retain his $7,500 monthly state pension. The contract discussion quickly turned to race, and several community speakers said the board showed a lack of sensitivity about issues important to black residents. Several School Board members touted Brinson as the only one with the experience and community relationships that are crucial to the district's efforts to address the achievement gap between white and minority children. The board voted 6-1 to approve Brinson's contract. Board member Cindy Stuart cast the lone dissenting vote and questioned why Elia had not managed the succession plan for Brinson's job more effectively, given his widely known decision to participate in DROP.
Several School Board members said Brinson's temporary rehiring should not send the message that the board has little confidence in other employees' ability to lead. But that is exactly what it does. Board members and Elia can't have it both ways. The district is to blame if senior-level employees are unprepared to step into larger leadership roles.
Across the country, baby boomers are retiring and leaving many jobs to fill. This year, 291 Hillsborough school district employees retired through DROP. Next year, the district expects to lose 468 employees through the retirement program. These numbers illustrate the need for a focused effort on succession planning with measurable results that go beyond workshops and excuses.