This report addresses three alternatives in employing certified and classified staff in school districts: early retirement, flexible working hours, and (in the most detail) job sharing. It is noted that financial reductions make it difficult for schools to meet both their budgets and rising community/parental expectations, while declining enrollments and the increasing age of school personnel further complicate the staff management problem. Early retirement is suggested as a means of reducing the total number of school employees; to illustrate features of such programs, results are cited from a survey of Oregon school districts using early retirement. Alternative daily schedules are briefly noted as a way of staggering work schedules and serving staff needs. Job sharing is emphasized, with analyses of the advantages and disadvantages to both job sharers and school districts. Union objections to job sharing are summarized as well. Included are some tips on implementing job-sharing arrangements. Appendixes provide (1) a job-sharing checklist, (2) a bibliography, and (3) a description of a series on creative cost management. (JW)