This document focuses on the issues involved when changes in school district staff size are planned and revises the 1977 document, "Reduction in Force." Because local Oregon school districts have statutory and constitutional authority to reduce force and lay off staff, they need to develop plans for such actions when procedures are not included in their collective bargaining agreements or when supplements to those agreements are needed. When planning for a necessary change in staff size, districts must still ensure that equal educational opportunities are available to all students, that equal student activities are offered for males and females, and that affirmative action procedures and state standard requirements remain intact. Additionally, procedural requirements of the Oregon Fair Dismissal Law and local collective bargaining agreements must be followed. Position descriptions are needed for each type of position to ease reassignments. In writing a plan, districts should establish clear procedures for determining that reduction is needed. Specific programs that can be eliminated should be identified along with alternatives and considerations for retained personnel. Districts must also have policies intact for recalling employees to work. Finally, the board should officially adopt the plan and disseminate it. A brief list of printed resources and organizations that can be contacted for assistance is included. (MMJ)