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Imagine you are Superintendent of a Central Wisconsin School District.   You have about 3,000 students and about 200 teachers.   Your staffing/student ratio is above average (more students per classroom than average), and you've eliminated 75% of pre-high school electives and 50% of high school electives.   Your enrollment is flat, and you don't anticipate any retirements next year because such a big wave left the prior year.

-Your staff (including administrators) pay 15% towards their health insurance and 50% of their Wisconsin Retirement
- You've Eliminated all post employment benefits/health insurance
- You've gone from a 250/500 deductible health policy to a 2,000/4,000 policy with a $500 reimbursement per employee
- Pay for certified staff has been frozen for the past two years (no steps and lanes), and administrators have been frozen the past four years
- You already contract out for custodial staff with the exception of one lead custodian per building
- Support staff who work only 10 months are only eligible for pro-rated single health insurance
- Your teaching staff teach 6 classes per day (state average is 5)
- You spend in the bottom 10% on administration per student

You have a budget deficit of $2 million dollars, no new revenue for 2012-2013 and dwindling cash flow.... the community has gone to referendum 3 times in 5 years and been beaten soundly all three times

What do you do?
1)  Cut 25 top of the scale teachers (save approx $2M)- will increase elementary class sizes by 5 per classroom
2)  Cut 40 botton of the scale teachers (save approx $2M)-  will increase class sizes by about 8 per classroom
3)  Cut all principals, all custodians, and superintendent-  who needs em-  (save approx $2M)
4)  Ask staff to pay 40% of their health insurance cost (save $1.5M)
5)  Ask staff to pay 100% of their WRS (save $1.2M)
6)  Ask everyone to take a 10% paycut