How about this approach for right-sizing central administration and consultants:
We start w/ nothing on the table. We put back the highest position- obviously, superintendent. We determine what the superintendent's responsibilities are, which she should handle herself, and which are too much for one person and clearly must be delegated to the next level of employment and managed by the superintendent.
Then we put back the next position, again determining what that person's responsibilities are, which he/she should handle on their own, and which are too much for one person and clearly must be delegated to the next level of employment and managed by the person who ranks just below the superintendent.
Continue in this manner until all responsibilities are assigned or cannot be assigned due to a lack of skills. This is where decisions about consultants come in. Decide whether to hire a consultant should be hired to fill a well-defined short term gap, or if someone on the chart lacks the qualifications for their position.
Next look at salary levels- how does the amount each administrator is being paid compare to the pay received by people in other financially strapped school districts who have similar responsibilities? Adjust for cost of living differences.
Total up the new cost of administration and consultants and compare it to the existing cost of administration and consultants. All of this should be done in a manner fully transparent to the public.