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From YouTube: BOE Public Session 11 19 2014
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A
A
There
we
go
2.04.
The
next
item
is
to
establish
the
agenda
order
and
the
agenda
stands
as
published
item
2.05
recognitions.
Tonight.
We
would
like
to
recognize
three
of
our
elementary
schools
in
one
of
our
high
schools
for
earning
the
2014
wellness
school
of
distinction
awards
and
I
believe,
miss
rissi
has
a
presentation.
B
B
Jacobsville's
hilltops,
arnold's
and
southern's
approach
to
creating
a
culture
of
wellness
have
uniquely
met
the
needs
of
their
students,
their
staff
and
communities
through
strong
business
partnerships
and
collaborations
as
an
extension
of
the
aacps
wellness
council
and
policy,
the
award
will
continue
to
be
given
annually.
This
is
the
second
such
award
for
jacobsville
and
arnold,
which
were
our
first
winners
just
three
years
ago,
as
principals
students
and
staff
members
also
community
represented
by
the
school's
wellness
communities
come
forward.
Please
join
me
in
congratulating
the
2014
wellness.
Schools
of
distinction.
E
Did
you
say
something
louise
degesho?
I
just
want
to
say
that
all
honor
goes
to
this
committee.
I
always
praise
the
lord,
but
I
want
to
tell
you
I'm
praising
this
committee
and
tonight
excuse
the
retire,
but
we
are
having
a
wellness
night
and
in
spite
of
that,
we
decided
to
come
and
accept
the
honor.
So
thank
you
very
much.
F
A
C
Just
real
quickly
that
we
went
to
the
parent
involvement
conference
at
community
college
that
they
held
at
the
community
college
and
had
over
400
people
who
registered
to
attend
and
it
was
it
was
absolutely
brilliant
day.
They
had
a
lot
of
great
workshops
and
parents
from
including
ours.
C
Yes,
we
gave
a
workshop
as
well,
and
you
know-
and
nobody
threw
anything
at
me,
so
I
think
it
went
well,
but
it
was
really
a
great
opportunity
because
in
the
audience
they
asked
you
how
many
were
elementary
middle
and
high
school,
and
it
was
well
attended
by
all
three
all
three
groups
of
people
and
so
to
teresa
tutor
and
particularly
into
ann
weaver,
who,
who
was
the
chair
behind
all
that
or
coordinator
of
that
kudos?
C
G
This
past
tuesday,
I
got
to
attend
the
veterans
day
ceremony
at
crofton
mill,
crofton
middle
school,
and
it
was
wonderful
and
we
had
our
own
kevin
jackson
and
mrs
jackson
deliver
a
wonderful
speech.
So
that
was
great
and
then
I
also
got
to
attend
the
avid
leadership
conference
with
dr
alato,
which
again
was
great.
I
personally
didn't
grow
up
with
avid.
G
I
never
took
it,
but
after
going
to
the
conference
and
learning
about
students
that
kind
of
get
a
head
start
in
the
avid
program,
it
was
pretty
amazing
and
I
got
this
whole
new
perspective
at
about
these
students
that
that
take
avid
and
they're
a
lot
more
prepared
for
college.
I
was
when
I
did
my
applications.
I
was
not
as
prepared
as
many
of
them
were,
so
that
was
really
wonderful
and
it
was
held
at
annapolis
high
school.
So
they
did
a
wonderful
job
too.
H
Thank
you.
I
am
had
the
opportunity
to
go
see
greece
at
suburban
park
high
school
friday
night,
and
it
was
absolutely
amazing.
It
always
surprises
me
here
after
you're,
not
surprising
me,
but
every
time
I'm
just
taken
aback
by
the
talent
and
the
poise
that
these
children
have
and
students.
It
was
absolutely
incredible.
At
one
point
my
two-year-old
was
trying
to
do
the
hand
jive
it
was
so
cute
absolutely
loved
it.
H
I
had
the
chance
also
to
attend
the
savannah
park
field
hockey
state
championship
where
they
won
second
year
in
a
row
that
have
had
the
chance
to
see
it
and
why
I
had
a
chance.
I
wanted
to
also
highlight
that
safari
park,
high
school
volleyball
won
the
championship
state
championship,
savannah
park,
cross
country
won
the
state
championship
and
northeast
high
school.
Unified
tennis
also
won
the
state
championship.
So
it's
been
a
great
year
for
anne
arundel
county
public
schools,
our
athletic
program.
Thank
you,
dr
orlando.
I
Thank
you
just
wanted
to
highlight.
Some
of
some
of
the
members
of
the
board
have
already
have
already
talked
about.
The
avid
student
leadership
conference
at
annapolis.
High
school
last
week
was
fabulous,
well,
attended
and
a
great
opportunity,
I
think,
for
our
students
to
sort
of
expand
some
of
their
knowledge
on
avid
and
their
leadership
skills.
I
got
the
great
opportunity
this
past
friday
night
to
attend
the
naacp
freedom
fund
dinner,
where
our
own
andre
dillard
principal
of
georgetown
east
elementary,
was
honored.
I
It
was
a
nice
evening
and
it
was
great
to
be
there
for
andre
and
his
family
family
involvement
conference.
So
I
talked
about
community
college
fabulous
monday
night.
I
was
able
to
go
to
the
volleyball
championship
where
several
park
girls
won.
It
was
a
packed
house
at
ritchie,
coliseum
well,
attended
by
both
schools
and
well
played.
It
was
a
lot
of
fun.
Congratulations
to
to
those
young.
I
Ladies
last
night,
mr
webb
and
I
were
able
to
attend
the
dedication
of
the
career
and
technology
wing
of
the
phoenix
center,
which
was
dedicated
to
mr
bill
harris
who
was
the
first
principal
of
phoenix,
and
it
was
a
it
was
more
than
a
dedication.
It
was
absolutely
reunion
of
folks
that
knew
and
loved
him
and
worked
with
him,
and
so
that
was
that
was
very
enjoyable
and
in
the
past
week
the
highlight
absolutely
I've
gotten
a
chance
to
visit
both
hillsmeer
and
tyler
heights.
I
F
I
just
want
to
give
a
shout
out
to
my
children's
school:
they
did
a
boosterthon
fun
run
today
they
raised
twenty
thousand
dollars
by
running
around
the
school.
By
doing
laps,
they
raised
money
from
all
50
states
and
25
countries.
That's
what
happens
when
you
live
across
the
street
from
a
military
base
and
because
they
did
that
the
principal
and
assistant
principal
had
to
dress
up
like
fairy
princesses
and
got
duct
taped
to
the
wall.
So
I
just
thought
everyone
would
want
to
know
that.
A
H
Thank
you
tonight.
I
am
formally
resigning.
My
board
of
education
seat
effective
november
30th
this
year,
I'm
accepting
another
opportunity
and,
as
such,
will
not
be
able
to
continue
my
position
on
the
board
of
education.
I
am
proud
of
my
contributions
to
this
board
and
look
forward
to
continuing
the
conversation
and
work
in
my
new
role.
H
This
school
system
has
made
significant
advancements
during
my
time
on
the
board.
I
could
not
be
more
excited
for
anne
arundel,
county
public
schools
and
the
new
leadership
under
dr
arlatto
progress
will
be
continued
to
be
made
for
all
kids
in
our
county,
including
my
own.
I
look
forward
to
helping
in
any
possible
way
I
can,
as
ronald
reagan
said
in
his
farewell
address
a
long
time
as
long
as
we
remember
our
first
principles
and
believe
in
ourselves.
H
The
future
will
always
be
ours
and
sometimes
and
something
else
that
we
had
learned
once
you
begin
a
great
movement,
there's
no
telling
where
it
will
end,
we
meant
to
change
a
nation
and
instead
we
changed
the
world.
I
believe
we
are
here
at
the
beginning
of
a
great
movement
and
I'm
thrilled
to
be
part
of
it.
We
are
all
anne
arundel
county.
I
Thank
you,
miss
korbalak.
I
just
wanted
to
say
thank
you
for
your
your
time,
your
dedication,
time
away
from
your
family
to
dedicate
to
all
the
kids
in
anne
arundel
county,
we're
delighted,
I'm
sad
that
you're
leaving
the
board
but
delighted
that
we
continue
to
have
your
children
in
and
around
public
schools,
and
that
you
have
entrusted
their
education
to
us,
and
so
I
do
thank
you
for
your
your
time
and
energy.
We
are
a
better
school
system.
I
think,
because
of
of
your
contributions
over
the
last
couple
of
years.
I
So
thank
you
for
that.
We
have
just
a
gift
for
you
from
the
staff
and
board.
A
J
J
I
wanted
to
see
what
economic
impact
we
had
as
a
school
system
on
this
county.
You
took
that
to
the
next
level.
You've
done
a
wonderful
job
since
you've
been
here,
it's
going
to
be
hard
to
replace
all
of
that
resource.
You
know
that,
but
we'll
do
our
best
and
and
I'm
and
I'm
impressed
that
you
brought
your
two-year-old
in
to
learn
how
to
be
a
board
member
at
that
early
age.
G
Okay,
even
though
I
haven't
known
amelie
but
like
stolen
said,
she
brought
she's
brought
wonderful
resources
to
the
board,
but
not
only
that
she's
been
a
wonderful
friend
to
me
on
the
board
specifically,
so
I
want
to
say
thank
you
so
much.
She
ca.
She
was
very
accepting
of
me
when
I
came
onto
the
board
and
made
me
feel
she
made
me
feel
accepted.
So
I
want
to
thank
you
for
that.
Coming
in
as
the
only
student
member
it's
hard
and
everyone
was
accepting,
and
I
just
want
to
say
thank
you.
C
I
won't
be
cheering
it,
so
we
won't.
We
won't
have
to
worry
about
that.
I
know
that
there
was
probably
when
I
said
yes
I'd
be
on
that
committee-
she's-
probably
gonna-
damn
because
we
all
know
how
I
am
with
that,
but
I've
enjoyed
that
opportunity
to
do
that,
and-
and
I've
also
enjoyed
the
time
where
we
may
disagree,
but
ultimately,
at
the
end
our
agreement
has
always
been
about
what's
best
for
kids,
and
so
I've
always
appreciated
that.
D
Crass
could
send
the
last
month
preparing
for
the
general
assembly
on
december
3rd.
We
intend
to
present
the
student
delegation
with
our
proposed
changes
to
the
crass
election
rules.
This
document
represents
a
portion
of
our
constitution
that
government's
our
election
process
for
both
officers
and
the
student
board
member.
D
D
K
During
this
month,
aaccpta
has
continued
to
be
available
to
offer
workshops
and
trainings
for
all
our
local
units.
On
october
27th,
the
session
was
offered
to
assist
officers
with
the
filing
of
990s.
The
annual
reporting
returns
that
certain
federally
tax-exempt
organizations
must
file
with
the
irs
for
officers
unable
to
attend,
but
still
requiring
some
assistance.
Talk,
throughs
by
phone
were
held
and
because
five
leadership
sessions
were
being
held
at
schools
in
the
north
county
and
glen
burnie
clusters.
K
K
There
were
several
opportunities
for
pta
presence
and
a
representation
during
the
past
month
october
28
at
the
redistricting
meeting
for
the
annapolis
cluster,
held
at
the
eastport
community
center
november
3rd
at
the
annapolis
education
commission
november
13th.
At
the
c-cac
meeting
and
november
15th
at
the
annual
family
involvement
conference
at
the
anne
arundel
community
college
sponsored
by
the
office
of
school
and
family
partnerships,
several
pta
members
were
on
hand
to
volunteer,
as
well
as
to
attend
workshops
scheduled
for
the
400
pre-registrants.
K
In
order
to
encourage
parental
input.
All
pta
officers
have
received
emails
from
me
with
information
from
mr
jackson
regarding
the
policy
committee,
as
well
as
links
to
providing
opinions
for
the
school
calendar
year.
The
start
school
later
task
force
recommendations
and
the
mds-3
survey
during
the
month.
I
also
had
the
opportunity
to
meet
with
anthony
alston
and
becky
scale
of
the
office
of
equity
and
accelerated
student
achievement
who
have
been
reaching
out
to
stakeholder
groups.
Mr
alston
will
be
joining
our
aacc
pta
board
meeting
tomorrow
evening
to
share
the
overall
vision
of
the
office.
K
We
look
forward
to
being
a
part
of
the
collaborate
effort
in
elevating
all
students
eliminating
all
gaps.
As
we
see
this
as
representative
of
the
mission
and
purposes
of
pta
and
rental
county
council
of
ptas
continues
in
our
efforts
to
be
collaborative
with
superintendent,
our
lotto
and
board
personnel
to
support
our
school
staff
and
general
communities
to
encourage
and
engage
parents
and
to
advocate
for
all
children
as
always
pga
thanks
you
for
these
many
opportunities
to
speak
for
every
child.
One
voice.
A
Next,
we'll
have
public
comment.
Anyone
wishing
to
speak
on
an
item
not
on
today's
agenda
may
offer
testimony
during
the
public
comment
portion
of
the
meeting.
Speakers
will
be
allotted
three
minutes
each
and
the
board
asks
that
comments
remain
civil
and
appropriate
for
the
various
audiences
that
may
be
watching
or
viewing
this
meeting
student
specific
and
personnel
matters
are
confidential
and
cannot
be
discussed
in
this
forum.
A
This
time
is
intended
for
speakers
to
voice
their
opinion
and
not
necessarily
as
a
question
and
answer
period.
Speakers
may
pose
questions,
but
the
answers
will
be
counted
toward
the
three-minute
allotment
for
the
record,
please
give
your
name
before
speaking
and
any
handouts
should
be
given
to
our
board
assistant.
L
Hello,
hi
heather
mcintosh,
and
I'm
here
representing
the
group
start
school
later,
I'm
also
the
parent
of
two
high
schoolers.
So,
as
I
like
to
remind
people,
I
know
about
this
school
start
time
issue.
I
wanted
to
begin
by
saying
that
I
was
thrilled
to
see
health
and
wellness
recognized
in
the
elementary
schools
tonight
way
to
go.
L
This
is
a
two-year
very
well
done,
respectful
study,
and
I
think
this
is
really
important.
L
L
I
wanted
to
ask
you,
since
the
beginning
of
october,
when
the
school
start
time
task
force
presented
their
report,
I
wanted
to
ask
what
progress
the
board
has
made
working
with
dr
arlatto
and
the
administration
on
purchasing
transportation
software,
I'm
hoping
that
that's
coming.
That
was
certainly
recommended
in
the
in
the
test
force
report
and
would
be
essential
to
streamline
the
the
schedules
that
were
provided
or
suggested
and
also
to
analyze
cost
to
the
most
specific
degree,
so
that
you
can
make
your
plans.
L
I
wonder
also,
if
there's
a
plan,
to
request
funding
in
this
year's
budget.
I
sincerely
hope
that
there's
some
thought
towards
that,
and
I
just
would
like
to
ask
again
that
the
board
would
resolve
to
move
towards
healthy
and
safe
start
times
for
all
kids,
healthy
health
and
safety
of
all
ages
of
children
in
aacps
is
important.
M
Good
evening
board
members,
mr
chair,
how
you
doing
glad
to
see
you
again,
I
did
see
you
at
the
naacp
freedom
funded
the
both,
and
I
really
appreciate
you
having
your
staff
to
come
there.
I
guess
I
came
mainly
to
hear
the
update
on
the
diversity
issues
that
you
have,
and
so
that's
on
the
agenda.
So
I'm
not
going
to
really
speak
to
that.
M
But
what
I
would
like
to
mention,
though
I
am
on
the
original
signings
on
the
ocr
agreement
and
there's
been
rumors,
that
there
are
people
who
feel
that
the
ocr
agreement
has
expired
from
the
advice
that
I've
been
given
and
talking
to
advisors.
The
agreement
doesn't
expire
until
the
terms
of
the
agreement
have
been
met.
So
I'm
just
going
to
ask
that
you
all
look
at
that.
M
Secondly,
I
just
want
you
to
know
that
we
are
concerned
about
diversity
in
anne
arundel
county
and
I
like
the
statement
we
all
are
in
around
the
county,
and
I
would
like
to
see
that
more
within
the
school
system,
because
I
would
like
to
see
our
children
be
able
to
walk
in
and
see
african-americans,
not
just
as
janitors
or
cooks,
but
as
teachers
are
in
leadership
position.
M
I
personally
have
did
some
walking
through
for
some
of
the
schools
and
believe
me,
I'm
I'm
very
disturbed
by
what
I
see.
So
I'm
asking
some
of
you
all
to
do
the
same
thing.
So
I
appreciate
you
giving
the
opportunity
to
have
a
minute
to
say
hello
and
meet
some
of
you,
because
many
of
you
are
new.
I've
been
working
with
the
school
board
for
a
long
time
and
I
don't
mind
coming
down
meeting
with
any
of
you.
You
know
to
discuss
any
issues
that
we
might
have.
M
So
I
am
the
state
president
for
the
naacp
and
I
have
branches
all
over
the
state
of
maryland.
In
fact,
I'll
be
in
prince
george's
county
tomorrow
with
some
issues
they
have
there,
but
just
want
to
know
I'm
here
for
you,
you
know,
and
I'm
asking
that
we
work
together
to
try
to
bring
what
you're
trying
to
do
is
a
diverse
and
around
the
county.
Thank
you.
F
So
if
you
can
help
us
figure
out
how
to
get
the
minority
community
to
encourage
their
students
to
become
teachers
from
the
beginning,
so
that
we
have
a
broader
pool,
you
know
those
are
things
we
would
love
to
work
with
you
on,
and
so,
but
but
those
those
are
things
we
would
love
to
work
with
you
on,
because
those
are
those
are
all
things
that
we
do
wrestle
with
and
and
we
do
need
to
work
together
on.
So
thank
you
very
much
for
coming.
A
And
I
just
wanted
to
mention
to
mrs
mcintosh
that
we
would
like
you
just
to
come
back
in
december
when
the
budget
gets
presented.
A
A
I
A
A
A
N
Late
prior
to
the
publishing
of
the
cover
sheet-
and
we
did
address,
it-
was
an
individual
comment
asking
that
a
particular
office
within
the
board
have
a
seat
on
the
cac,
and
we
explained
you
know
the
purpose
of
the
cac
and
addressed
the
person's
concerns.
A
A
A
A
N
Brief
comments
in
preparation
for
the
upcoming
legislative
session.
I
bring
to
you
a
recommended
draft
of
the
2015
legislative
program
once
approved
and
printed.
This
document
is
shared
with
elected
officials
and
posted
on
our
website
for
the
public
to
view
the
legislative
program
provides
information
on
the
board's
positions
related
to
legislative
issues.
N
This
document
serves
as
a
valuable
resource
during
the
90-day
legislative
session,
as
it
allows
us
to
hit
the
ground
running
with
pre-filed
bills
and
other
issues
that
arise
so
that
the
board
has
a
standard
position
and
consistent
response
to
recurring
proposed
bills
and
other
related
matters.
I'm
happy
to
answer
any
questions
you
have
about
this
document.
F
I
actually
have
a
couple
amendments
that
I
would
like
to
make
to
to
the
document.
So
if,
if
you
don't
mind,
I'd
like
to
go
ahead
and
move
that
make
the
following
changes
and
they're
both
on
page
one,
which
is
the
academic
achievement
page.
F
Excuse
me,
academic
programs.
So
that's
the
first
item
and
then
later
on
that
page
and
the
reason
for
that
is
because
we
we
don't
want
to
ignore
in
our
college
and
career
readiness
that
we
are
wanting
our
students
to
be
career
ready,
not
just
college
ready.
So
we
felt
that
there
was
an
oversight
there.
A
And
the
amendment
yes,
the
amendment
passes
seven
zero
zero
and
did
you
say
you
had
another
one
or
just
it
was
just
that.
A
O
Q
Unit
1
employees
represent
63
percent
of
anne
arundel
county
public
schools.
Workforce
recruitment
efforts
in
aacps
are
year-round
with
increased,
increasingly
aggressive
strategies
beginning
as
early
as
october
for
the
following
school
year.
Each
year
aacps
participates
in
many
college
teacher
recruitment
activities,
both
locally
and
out
of
state
to
attract
teachers
to
our
district.
Q
For
the
for,
for
the
past
five
years,
aacps
has
sponsored
a
teacher
diversity
recruitment
weekend
in
effort
to
attract
outstanding,
diverse
teacher
candidates
to
work
in
our
district.
Since
its
inception,
approximately
172
candidates
have
participated
in
this
event
of
the
candidates
who
attended
67
percent
accepted
an
offer
to
work
in
our
district
equating
to
approximately
115
candidates.
Q
Q
O
O
O
So
what
additional
information
can
I
tell
you
about
our
new
hires
in
unit
1.?
Some
of
that
data
is
before
you,
but
let
me
highlight
some
of
that.
As
of
october
6,
we
had
hired
594
teachers
compared
to
588
83
teachers.
The
year
before,
115
of
our
new
teacher
hires
were
graduates
of
anne
arundel
county
public
schools.
O
O
O
O
O
With
the
start
of
this
current
school
year,
we
had
many
new
school
administrators
that
joined
the
school
administration
ranks.
Here
you
will
see
that
again.
Our
promotions
continue
to
be
predominantly
female,
similar
to
past
years
again,
a
predominantly
female
population
and
with
regard
to
race
and
ethnicity,.
P
So
when
looking
at
the
data
for
the
overall
employ
employee
demographics
by
gender,
it
clearly
shows
that
we
have
remained
fairly
constant
during
the
six
year
window
by
examining
the
data
further.
It
shows
that
in
our
unit
one
teacher
group,
we
currently
have
16.8
percent
males,
which
is
a
few
percentage
points
below
the
national
average.
We
continue
to
focus
on
recruiting
males
at
all
of
our
events.
The
percentage
of
male
teachers
in
high
school
is
still
much
larger
than
that
of
both
middle
school
and
elementary
school.
P
P
This
this
slide
shows
the
individual
breakdown
of
each
unit
within
our
different
job
groups.
Unit
3
clearly
has
the
highest
percentage
of
racial
and
ethnic
diversity,
while
our
unit
1
data
shows
the
least
diversity
at
this
time.
From
2013-14
to
this
current
year,
there
was
a
decrease
in
the
percentage
of
diverse
employees
in
all
job
groups.
As
a
result
of
separations
and
replacements,
recruitment
is,
and
always
will
be,
a
critical
focus
for
aacps,
but
there
must
be
an
increased
focus
on
retention.
We
spend
significant
time
energy
and
resources
investing
in
all
new
hires.
P
Therefore,
as
we
grow
people
professionally,
we
must
focus
on
keeping
those
people
in
front
of
our
children
where
they
can
have
the
largest
impact
on
the
students
of
anne
arundel
county
public
schools.
A
few
of
the
issues
that
hamper
both
recruitment
and
retention
are
as
follows:
we
have
a
small
group
of
diverse
candidates.
Each
year
this
group
is
being
heavily
recruited
by
multiple
jurisdictions.
P
Our
salaries
are
not
competitive
with
all
other
jurisdictions
and
therefore
make
it
hard
to
bring
diverse
candidates
on
board.
Even
when
offered
an
open
contract.
Recruiting
from
other
counties
is
extremely
difficult,
considering
they
must
take
a
three-step
reduction
in
salary
to
join
our
workforce.
P
Employee
turnover
was
positively
impacted
by
economic
issues,
particularly
from
2008
09
through
the
2011-12
school
years.
This
graph
clearly
shows
a
shift
in
our
economy
over
the
past
few
years,
as
separations
are
now
back
to
the
2006
07
percentages,
while
still
in
the
single
digits
overall
separations
between
2012-13
and
2013-14
school
years,
increased
slightly
with
the
current
year
at
9.5
percent.
P
P
Unit
1
turnover
is
especially
high
among
new
teachers,
with
40
to
50
percent,
leaving
the
profession
within
the
first
five
years,
according
to
published
research.
According
to
the
alliance
for
excellent
education
about
20
percent
of
teachers
leave
the
profession
each
school
year.
This
reinforces
the
need
to
focus
on
retention
for
our
unit
1
teachers.
The
relationships
they
create
within
the
school
building
and
especially
with
the
student
population,
are
invaluable.
P
P
Overall,
the
past
several
years,
new
teacher
retention
rates
for
our
new
hires,
as
well
as
our
minority
hires,
have
both
exceeded
80
percent.
Our
mentoring
program
for
teachers,
as
well
as
the
support
from
school
leaders,
certainly
play
a
powerful
role
in
retaining
our
new
teachers.
The
ongoing
professional
development
of
our
school-based
administrators
is
critical
in
helping
them
develop.
High-Performing
teachers
who
create
positive
cultures
within
their
school
building.
Positive
culture
creates
a
high
quality
learning
environment
where
all
stakeholders
feel
valued,
respected
and
supported.
P
In
2012,
we
partnered
with
a
third
party
vendor
to
conduct
exit
surveys
for
our
employees,
who
are
separating
from
aacps.
This
partnership
allows
us
to
gather
more
detailed
and
valuable
information.
Regarding
the
reasons
for
why
employees
leave
anne
arundel
county,
it
is
clear
that
the
majority
of
separations
are
for
reasons
outside
of
aacps
control,
such
as
relocations,
child,
slash,
elder
care
and
retirements.
P
P
Regarding
the
results
of
these
surveys,
turnover
reasons
are
reported
based
on
race,
ethnicity,
as
well
as
based
on
years
of
experience.
Those
reports
continue
to
confirm
that
personal
reasons
are
the
primary
identified
calls
for
separations
of
all
employees.
I'm
going
to
now
turn
it
over
to
ms
bass
who's
going
to
continue
to
discuss
our
recruitment
efforts.
Q
Bill
alluded
to
some
of
our
recruitment
challenges
such
as
salary,
our
salary
scales
and
our
limited,
diverse
pool
of
candidates
studying
in
education.
However,
with
our
rising
diverse
student
enrollment
numbers,
especially
with
a
significant
increase
in
hispanic
students,
further
accentuates
urgency
and
the
need
for
strategic
improvements
in
recruitment.
Q
In
the
meantime,
we
must
deal
with
the
immediate
needs
of
our
diverse
learners.
Currently,
our
efforts
in
the
area
of
increased
community
engagement,
support
to
the
english
language,
learners
and
enhanced
cultural
proficiency
are
essential
steps
in
eliminating
the
gaps
in
learning
going
forward.
Here
are
some
additional,
but
not
limited
to
actions
that
we
are
taking
to
combat
this
challenge.
This
includes
creating
a
recruitment
video
in
hopes
to
attract
more
candidates
to
our
district.
Q
We
will
send
this
video
to
various
colleges
and
universities
to
generate
interest
to
gauge
interest.
We
will
send
a
survey
to
these
students
in
these
colleges
and
universities
and
based
on
the
data
we
receive,
we
can
strategically
expand
our
recruitment
efforts
to
these
schools
to
conquer
more
recruitment
events.
Our
recruitment
teams
will
now
include
principals,
coordinators
and
specialists.
Q
Q
This
would
be
their
10th
annual
bilingual
fair,
and
this
would
be
our
first
time
attending
this
fair.
It
was
reported
that
about
80
educators
would
be
present
at
this
fair.
Also,
technology
plays
a
huge
role.
Therefore,
we
would
expand
our
recruitment
efforts
virtually
through
the
series
of
webinars
and
virtual
information
sessions.
Q
P
Our
workforce
diversity
monitoring
team
meets
regularly
to
discuss
issues
affecting
our
ability
to
have
a
diverse
workforce.
We
regularly
look
at
statistical
data
which
includes
all
school
and
student
populations
by
race
and
ethnicity.
We
monitor
the
recruitment,
hiring
retention,
support
and
advancement
of
our
diverse
workforce.
The
team
meets
monthly
to
discuss
the
effective
initiatives
such
as
the
diversity
recruitment
weekend,
as
well
as
initiatives
that
will
help
us
reach
our
goals
of
a
diverse
workforce
within
aacps.
P
P
The
division
of
human
resources
continues
to
work
with
school
principals
to
get
feedback
and
input
regarding
recruitment.
We
are
striving
to
make
the
work
a
partnership
with
the
end
goal
of
finding
the
best
candidates
for
our
students.
In
addition,
using
the
increasing
technology
available,
we
are
hopeful
that
our
recruitment
efforts
can
be
expanded
to
new
areas
that
will
share
the
mission
and
vision
of
anne
arundel
county
public
schools
and
provide
rich
background
experiences
to
all
learners.
At
this
time
we
are
available
for
questions
from
the
board.
A
J
O
That's
an
interesting
question,
mr
webb
mei
wang
who
works
in
the
office
of
instructional
data
did
some
research
for
us
and
her
research
indicated
that
in
those
classrooms,
where
a
national
board
certified
teacher
was
the
instructor,
there
was
an
improvement.
I'm
not
sure
how
much
national
research
is
out
there
on
that.
But
we
looked
at
our
own
student
data
and
I
was
not
part
of
that.
This
was
a
research
project
I
believe
under
dr
kubic's
direction,
or
perhaps
her
predecessor
that
was
initiated
by
mei
wang
and
it
found
positive
findings.
There.
J
Okay,
let's
see,
let
me
put
my
glasses
on.
I
can't
read
my
own
writing.
J
Let's
see
compensation,
we've
we've
heard
that
a
number
of
times.
Well,
what
we've
heard
is
salary
differences.
J
One
of
the
things
the
board
has
been
stressing
is
look
at
the
total
compensation
package
and
compare
those,
and
I
think
when
we
looked
at
it,
there
was
a
significant
difference
that
we
were
more
in
line
or
maybe
even
above
some
school
districts.
When
you
looked
at
the
entire
compensation
package,
so
you
may
want
to
take
a
look
at
that,
and
that
might
be
one
of
the
things
you
might
want
to
market
going
forward.
O
I
think
it's
not
unique
to
anne
arundel
county,
I
think
it's
nationwide
and
I
think
males
have
other
options
available
and
traditionally,
historically
nursing
and
education
has
been
a
female
career
path.
So
we
see
more
females
in
education,
especially
in
the
younger
grades.
We
see
more
males
in
high
schools.
J
Now
I
know
at
one
point
I
had
mentioned
trying
to
reach
out
to
the
military
population
that
we
have
in
this
county,
because
a
lot
of
them
have
certifications
in
the
military
but
they're
not
recognized
by
the
state.
J
I
believe
there
was
some
effort
to
at
least
get
that
on
the
agenda
with
the
state
legislature
and
I'll
probably
talk
to
our
legal
officer
to
see,
if
that's
still
the
case,
because
we've
got
a
tremendous
resource
sitting
out
there
and
they
can't
access
our
school
system
because
of
requirements
and
a
lot
of
them
quite
frankly,
would
be
excellent.
Teachers
in
our
school
system
and
a
lot
of
them
are
males.
I
Webb,
if
I
could
just
jump
in
on
that
yeah,
I
don't
know
if
it's
something
that's
going
to
go
through
the
legislature,
it
may
or
may
not,
but
it's
certainly
something
that
superintendents
and
others
have
brought
forward
to
msde
and
dr
lowry
is,
is
talking
with
many
of
us
across
the
state
about
alternative
ways
to
get
folks
certified,
not
just
military
but,
as
we
increase
say,
for
instance,
our
stem
programs.
O
And
as
a
reminder
to
the
board,
several
years
ago,
we
signed
an
mou
with
troops
to
teachers
for
early
hiring
and
shanika
moore
has
participated
in
many
meetings
with
military
groups
throughout
the
county.
We
have
not
really
had
a
lot
of
folks
interested
in
pursuing
that
we've
had
a
few
inquiries,
but
despite
our
efforts
to
do
that,
it
has
not
materialized
for
us
significantly.
J
Regarding
non-white,
separations
and
replacements,
you've
showed
a
chart
up
there
for
a
year
or
less
the
percentage
of
attrition
a
year
or
less.
How
what's
it
look
like
if
we
go
out
five
years.
J
This
is
49
relatively
high
compared
to
surrounding
counties
or
on
national
average.
J
You
mentioned
a
number
of
reasons
for
the
recruitment
being
at
the
level.
It
is
a
small
group
of
diverse
candidates.
J
I
think
I
can
help
you
with
that.
I
asked
my
first
year
about
some
schools
whether
or
not
this
particular
county
school
system
had
visited
and
they
they
have
not,
but
I
think
probably
some
of
the
other
board
members
can
probably
reach
out
to
some
schools
and
get
some
more
recruits
in
here,
but
we'd
be
happy
to
help
you
with
that.
J
Okay,
you
mentioned
lower
salaries,
child
and
elder
care.
I
think
I
can
give
you
solution
for
that
housing
cost.
Now.
I
I
understand
that
maryland
live
actual.
The
apartments
around
maryland
live
actually
give
maryland,
live
employees
discounts
on
their
rent.
Do
we
have
any
kind
of
relationship
with
any
apartment
buildings
in
anne
arundel
county?
That
will
do
the
same
thing.
O
There
are
some
apartment
buildings
that
participate
with
us
in
the
teacher
diversity
recruitment
weekend.
They've
been
sponsors
of
the
event
and
have
offered
some
modified
discounts
for
teachers
in
anne
arundel
county.
But
I
think
what
we're
talking
about
is
affordable,
housing
for
teachers
and
other
public
servants.
O
O
It's
challenging
to
bring
people
in
here
where
apartments
are
costing
them
significantly
more
than
other
areas
where
we've
recruited
them
for
from
especially
people
coming
from
the
south,
where
they
can
get
a
two-bedroom
apartment
for
about
five
or
six
hundred
dollars
less
than
what
they'd
have
to
pay
here.
J
Now,
when
you
see
different
school
districts
in
other
states,
excuse
me
that
are
reducing
staff
closing
schools.
Do
we
look
at
that
as
a
potential
opportunity
to
recruit.
O
Yes,
sir,
we
actually
did
several
years
ago,
when
greenville
south
carolina,
we
learned
that
they
were
closing
schools
and
laying
off
people
we
actually
put
ads
in
their
newspaper
and
reached
out
to
them.
We
also
when
detroit
was
having
some
issues
we
put
ads
in
their
newspapers,
so
we
have
tried
to
be
mindful
of
things.
O
Many
years
ago,
one
of
the
board
members
encouraged
us
to
go
to
south
dakota
to
recruit,
because
mr
rudolph,
at
the
time,
felt
that
south
dakota
had
a
lot
of
teacher
education
programs
and
not
a
lot
of
job
opportunities
and
vanessa
bass
and
dr
washington
traveled
out
there
to
recruit.
It
didn't
really
help.
We
really
need
to
focus.
J
J
That'll,
do
it
too,
do
you
think
promotional
opportunities
might
be
another
driver
as
far
as
retention
of
non-white
personnel.
O
Unit
one
well,
could
you.
C
You
meant,
when
you're
talking
about
the
recruitment
and
recruitment,
weekends
and
stuff
and
about
making
offers
you
made
mention
that
some
didn't
take
the
office.
Did
they
explain
why
they
didn't
take
it.
O
Yes,
we
we
had
a
variety.
Some
of
them
did
not
want
to
take
an
offer
because
they
wanted
to
see
what
their
options
were.
H
O
Was
early
remember,
we
said
that
that
event
was
in
our
teacher
diversity.
Recruitment
weekend
is
in
may,
but
even
in
the
aftermark
event
that
we
had,
which
is
in
march,
it
was
early
in
the
recruitment
process
and
many
of
them
had
looked
at
salary
scales
for
other
school
districts
and
they
wanted
to
wait.
Some
of
them
said
they
needed
to
explore
housing
and
their
ability
to
get
here.
So
those
were
the
primary
reasons.
C
C
We
didn't
talk
a
lot
about
the
retention
piece
of
it.
We
talked
a
lot
about
the
recruitment
piece
of
it
and
stuff,
but
you
know
once
you
get
here,
what
are
we
doing
specifically
toward
towards
retention?
You
know
and
ensuring
that
we're
working
to
ensure
that
they
stay
and
getting
them
before
they
get
discouraged
and
want
to
leave.
O
Well,
we
have
our
right
start.
Advisor
program
supports
all
of
the
new
teachers
for
our
diverse
candidates.
We
have
a
relationship
with
asby
to
help,
support
them,
and
our
staff
meets
regularly
with
some
of
the
diverse
candidates
that
have
joined
us
through
the
teacher
diversity
recruitment
weekend.
O
Besides
us,
they
have
colleagues
that
are
experiencing
the
same
things,
and
so
indicators
of
retention
are
really
important
to
providing
good
mentoring
and
good
professional
development
opportunities.
O
O
I
think
the
fact
that
our
new
teacher
retention
is
over
80
percent
is
really
good
from
one
year
to
the
next.
It's
can
we
hang
on
to
them
in
the
following
year
and
I
think
the
question
about
leadership
opportunities
is
probably
a
really
good
thing
that
we
need
to
spend
more
time
on
is
showing
people
where
they
could
go
in
their
career,
that
there
are
opportunities
not
only
being
a
teacher
but
maybe
being
an
instructional
leader
or
other
opportunities.
C
Well,
one
of
the
things
that
you
know
from
years
ago
that
I
found
was
when
you're
recruiting
and
you
get
people
from
out
of
state
when
they
come
here.
They're
moving
here
a
lot
of
times
and
they
may
not
be
especially
if
they're
single,
they
don't
have.
You
know
the
support
system,
that's
that's
here
and
stuff,
and
and
also
with
new
teachers.
C
Restaurants,
like
in
each
cluster
kind
of
thing
to
to
offer
maybe
a
quarterly
kind
of
cluster
event
where
it's
open
to
all
teachers,
not
just
necessarily
new
ones,
but
you
know
focusing
on
some
of
the
newer
ones
to
start
to
build
those
camaraderies
and
those
companionships.
I
I
tell
new
nurses
all
the
time
you
know.
C
The
first
thing
you
need
to
do
is
find
a
best
friend,
that's
a
nurse,
because,
if
you're
not
in
that
profession,
sometimes
you
really
don't
understand
the
the
the
issues
and
stuff,
and
so
when
you
want
to
come
and
talk
to
somebody,
you
know
if
you
know
I
love
my
husband,
but
he
doesn't
really
know
what
I
do.
C
Okay,
and
so
I
need
to
have
that
other
person
who
does
what
I
do
to
be
able
to
talk
with
and
to
to
be
able
to
share
with
and
stuff
and
so
helping
to
build
some
of
those
things,
and
we
can,
you
know
sometimes
some
of
the
it's
good
for
their
businesses
as
well
as
for
us.
You
know
to
build
some
kind
of
activities
where
you
have
that
kind
of
camaraderie
and
have
that
ability
to
do
that.
C
So
that
might
be
some
some
consideration
and
maybe
talking
with
some
of
the,
I
believe
tech,
I'm
not
sure,
but
they
they've
got
a
relationship
with
some
realtors
and
stuff
that
help
with
the
the
new
teachers
with
the
workforce,
development-
and
you
know
if
we
can
get
some
clout
behind
that
as
well,
because
that
helps
them.
You
know
to
to
to
be
able
to
find
houses
and
stuff
like
that,
and
I
think
I
shared
when
I
was
doing
the
housing
thing.
C
You
know
that's
a
county
problem
and
and
it's
a
county
problem
not
only
for
our
teachers
but
for
our
our
firefighters
and
our
police
officers
and
and
the
county
wants
to
hire
all
these
new
police
officers.
So
they've
got
to
come
from
someplace
as
well,
and
so
we
really
have
to
look
at
that
and
and
figure
out
ways
to
partner
up.
If
you
will
and-
and
you
know,
maybe
have
a
block
of
housings
or
or
at
least
a
starter
place.
C
You
know
I
mean
a
not
a
hotel,
a
apartment,
complex
or
something
that
that's
dedicated
towards.
You
know
our
public
servants
of
some
sort.
So
you
know,
maybe
we
can
have
some
conversations
with
you
know
our
police
department
and
our
fire
department
see
what
they're
doing
and
see
if
we
can
help
you
know
to
work
together
on
some
of
those
things.
So
so.
Thank
you
very
much.
Thank
you.
F
I
want
to
thank
you
for
a
great
presentation.
I
I
want
to
mention
you
know.
As
I
talked
about
actually
before
you
even
came
up
that
you
know
we
really
do
need
to
step
up
our
recruiting
game.
I
mean,
I
think,
that's
that's
where
a
lot
of
this
is-
and
I
love
that
you're
creating
a
recruitment
video,
but
I
have
to
say
that
I
kind
of
gasped
when
I
said
heard
you
say
that
you
were
sending
it
out
to
colleges
and
universities.
Why
would
you
send
it
out?
F
Why
don't
your
all
your
business
cards
have
a
qr
code
on
them?
Why
don't
you
know
why?
Why
aren't
you
using,
I
mean
you,
don't
send
things
out
to
people
anymore.
You
know
you
need
to
be.
You
need
to
be
using
the
technology
that
that
22
year
olds
are
using
or
that
you
know
16
year
olds.
Are
you
know
you
have
to
you
have
to
be
in
the
now.
You
can't
can't
send
videos
out
to
colleges
for
them
to
show
to
people.
F
You
need
to
you,
know
the
qr
code,
pops
up
and
it's
you
know,
pictures
of
our
beautiful
children
and
our
beautiful
our
you
know
our
beautiful
scenery
and
what's
going
on
in
our
schools,
you
know
you
don't
send
a
video
to
the
colleges
for
the
colleges
to
show
to
their
students.
That's
that's
not
where
we
are
anymore
anyway.
That's
that's
just
kind
of
where
I
wanted
to
go
with
that.
So
anyway,.
P
P
How
do
we
get
in
the
mind
of
an
18
year
old,
19
year
old,
22
year
old,
because
the
world
they
live
in
is
very
different,
so
even
at
recruiting
events
in
the
future
this
year
we
will
use
some
type
of
tablet
technology
and
either
have
a
presenter
or
some
type
of
screen.
That
will
run
the
video
constantly
when
you're
working
the
lines
instead
of
waiting,
we
hope
anybody
who's
already
pre-registered.
P
A
J
O
We
we
had
other
areas
that
we
have
gone
to:
we've
gone
to
michigan
we've
gone
to
california,
we've
done
others,
but
this
year
we
focused
on
the
places
where
we
were
getting
more
folks
coming
from.
So
the
colleges
where
we
actually
had
more
applicants
coming
to
us
from
the
reality
is
that
people
from
california
sometimes
don't
want
to
move
over
here.
So
our
recruitment
efforts
in
california
and
the
michigan
circuit,
just
like
maryland,
has
the
maryland
recruitment
consortium.
O
Michigan
has
a
similar
one
and
we've
participated
in
that
off
and
on
over
the
past
few
years
we
have
not
gotten
a
good
return
on
our
investment
from
that
participation,
whereas
the
new
york
circuit
and
the
pennsylvania
circuit
is
where
we
do
get
lots
of
applicants
and
lots
of
really
good
quality
candidates.
So
we
figure
focused
effort
on
those
schools
where
we
know
people
are
interested
and
where
they
have
friends
that
are
here
because,
as
ms
ritchie
pointed
out,
it's
good
to
know
someone
who
does
what
you
do
and
the
best
referral
is
someone
who's.
J
J
Also,
it
seems
to
me
that
they're
I
don't,
I
don't
think
it's
policy,
but
new
teachers
come
in.
They
go
to
a
school
and
they're
immediately
like
daniel
thrown
in
the
lion's
den
I.e.
They
get
the
worst
classes,
the
worst
children
to
deal
with,
and
they
have
to
struggle
through
that
in
their
first
year.
Is
there
any
way
to
to
maybe
switch
that
around
where
the
senior
people
are
dealing
with
the
the
tougher
classes?
P
So
I
I
think
the
the
philosophy
used
to
be
exactly
you
know,
put
them
in
there
and
let
them
deal
with
the
worst
classes.
I'd
like
to
believe
that
that
most
of
our
principals
now
look
at
their
culture
is
very
important
and
they
use
things
like
a
beginning
teacher
liaison,
which
is
basically
the
first
person
you
see
when
you
go
into
a
building
who
brings
all
the
new
people
together,
as
ms
richie
said,
and
in
my
case
when
I
first
started,
teaching
actually
took
us
out
to
dinner,
showed
us
the
community.
P
We
ended
up
forming
these
relationships
that
still
exist,
and
none
of
us
are
in
any
position
like.
We
were
then
many
across
the
country
at
this
point
in
time.
So
that's
one
resource,
I
think
the
right
start
advisor
obviously
is
another.
I
do
think
there's
some
limitations,
though,
as
you
talk
about
high
school
schedules.
Sometimes
those
pieces
are
harder
and
they
do
mean.
P
Like
I
did
my
first
year,
I
did
have
to
float
around
the
school,
but
I
felt
very
much
supported
by
not
just
the
science
department
but
the
math
department,
which
is
where
I
used
a
lot
of
their
rooms
during
the
day.
So
I'd
like
to
believe
that
philosophy
is
changing
and
that
through
our
pd
sessions,
we
continue
to
really
focus
on
positive
culture,
for
our
schools.
R
Thank
you,
ma'am.
I
had
a
few
questions
and
then
a
comment
or
two
on
the
teacher
diversity
weekend
for
2015.
Do
we
know
what
those
dates
are?
It's
always
a
nice.
It's
always
a
nice
weekend
that
if
I
can
get
it
on
the
calendar,
I
can
plan
around.
R
Thank
you
very
very
much,
and
then
I
don't
know
if
there's
no
slide
number
really
to
point
to
so
it's
the
slide
entitled
recruitment
efforts
of
2014
and
2015..
R
O
R
R
And
then
the
the
most
disturbing
piece
of
of
the
entire
presentation
for
me
anyway
had
to
do
with
when
we
looked
at
the
overall
employee,
demographics,
the
bar
charts
and
it
broke
down
unit.
One
unit,
two
unit,
three
unit,
four,
and
we
were
sort
of
bending
the
curve
a
little
bit
relative,
not
so
much
in
unit
one
from
11
to
12
12
to
13
13
to
14.
But
we
significantly
took
a
step
back
in
2014
to
2015
and
it
didn't
overly
bother
me
until
I
turned
to
unit
two
and
unit
two.
R
We
were
bending
the
curve,
22
percent
in
11,
12
22.69
in
2012,
2013,
21
and
then
2014
and
2015.
We
went
all
the
way
back
to
18.24.
R
Now
you
go
from
unit
2
and
you
go
to
unit
3
and
we
were
at
that
46
minority
46.66
and
then
again
that
curve
was
bending
and
then
we
in
2014
2015
dropped
all
the
way
from
26
percent
to
20,
I'm
sorry
46
percent
to
42
percent.
And
then
I
looked
at
unit
4
and
you
have
the
same
thing:
we're
bending
that
curve
in
2011
12,
13
14
and
we
just
lost
ground
in
2014
2015.
We
went
from
the
23
23
22
and
we
went
to
minority
employee
demographics
to
19.6.
R
Again
we
dropped
below
20
and
then
you
go
to
unit
five
you're
talking
your
leadership
unit,
six,
your
leadership
across
the
district,
and
these
are
the
most
disturbing
the
most
disturbing
being
for
unit
five.
We
were
at
24
24
24
over
11
12,
13
14,
and
then
we
like
lost
steam
in
2014
15
to
15
percent.
You
know
that's
10
in
unit
5.
and
you
look
at
leadership
across
the
district
unit
six
and
we
went
from
29
in
2013-14
22
in
2012
2013.
R
R
When
are
we
going
to
get
from
a
leadership
standpoint
where
we're
seeing
hispanic
principles
out
there
spread
hispanics
in
our
board
of
education
in
leadership
positions,
because
that
matters
to
those
hispanic
children
when
they
see
in
front
of
them
not
just
a
hispanic
teacher
across
our
district,
but
they
see
a
hispanic
and
asian
american
and
others,
and
an
indian
american
in
front
of
them
in
leadership
positions
across
our
district,
because
there
are
qualified
folks.
If
we
dig
deep
enough
and
hard
enough,
they
do
exist.
R
And
so
it's
it's
a
that
piece
of
the
presentation
was
the
most
disturbing.
You
know
to
some
extent
for
me,
and
then
it
was
mentioned
by
one
of
my
colleagues
a
few
minutes
ago
about
retention-
and
you
mentioned
you
answered
the
question
miss
bozzella
that
had
to
do
with
you
know.
Absi
is
providing
some
of
the
mentoring
and
right
start
advisors
are
providing
some
of
the
mentoring.
I
think
one
of
the
answers
to
the
question
that
was
given.
We've
got
to
show
a
path
to
leadership.
R
R
R
Are
they
working
and
if
they're,
if
they
are
not
working,
we
need
to
shed
them
by
the
wayside
and
look
for
really
truly
what
works,
because
I
I
don't
think
we
have
it
and
we
did.
We
lost
a
lot
not
just
to
dr
maxwell.
In
prince
george's
county,
I
mean
we
lost
to
other
counties.
Dr
washington
decided
to
retire
associated
with
abse
vanessa
bass,
retired
and
then
went
over
to
prince
george's
county
andre
kane
went
on
somewhere
else.
Those
were
influential
people
in
the
abc
organization
that
doesn't
they
don't
they're,
not
there
anymore,
so
who's.
R
Doing
that
real,
true
mentoring.
Is
that
return
on
investment
that
we're
putting
into
those
programs
really
are
we
getting
what
we
should
be
getting
relative
to
the
effort
that's
being
paid
into
them?
I
think
that's
a
worthy
question
that
we
need
to
be
asking
if
we
want
to
be
better
next
year
than
what
the
data
shows
this
year.
Thank
you.
Ma'am.
A
Could
I
ask
if
you
go
back
to
the
slides
that
had
overall
employee
demographics
unit,
one
two,
three
four:
five:
six,
just
for
the
benefit
of
those
watching
who
don't
know
what
those
units
are.
If
you
could
just
quickly
share
that
because
we
keep
talking
about
units.
O
Absolutely
so
unit
1
is
primarily
our
teachers,
but
it
does
include
student
services
such
as
school
counselors
and
people,
personnel,
workers
and
psychologists.
It
also
includes
speech
and
language,
pathologists,
occupational
therapists
and
physical
therapists
unit.
2
are
your
school
administrators
assistant,
principals
and
principals
and
coordinators
here
at
the
central
office
unit.
J
Thank
you
for
asking
for
that
chart
to
be
shown,
because
what
I
wanted
to
talk
about
was
what
I'm
seeing
there
unit
3
42.46
minority
unit,
1
8.21.
J
I
was
at
the
naacp
awards
banquet
friday
and
I
it
may
have
been
you,
mr
stansberry,
that
mentioned
that
there
were
more
custodians:
black
custodians
than
black
teachers.
I
Thank
you
just
thank
you
just
want
to
address
a
couple
of
points,
mr
jackson,
so
that
for
the
folks
that
are
watching
and
listening
here
tonight,
the
two
of
the
programs
that
you
talk
about
with
regard
to
retention,
one
being
the
right
start,
advisors
were
required
by
state
mandate
by
legislation
to
have
mentors
for
all
of
our
teachers.
I
We
think
we
have
one
of
the
best
programs
in
the
state.
It's
it's
underfunded
and
it's
understaffed.
We
need
more
folks.
You
can
see
if
you're
bringing
in
500
plus
teachers
a
year
and
you're
spreading
them
across
just
a
few
individuals.
I
I
think,
what's
what's
the
number
now
of
right
start
advisors
about
40,
I
believe
about
40
or
so
and
you're
bringing
in
500
plus,
so
it's
understaffed
and
and
underfunded,
and
so
that's
something
that
we
need.
We
agree
with
you.
We
need
to
take
a
look
at,
but
it
is
a
mandate,
the
others
you
talk
about
abc
and
that
program.
That's
the
alliance
of
black
school
educators
and
the
work
that
they're
doing
and
mentoring
is
all
volunteer
work.
That's
not
a
program
that
we
would
cut.
Those
are
folks.
I
Those
are
professionals-
and
you
named
several
that
left
us
recently.
Those
are
professionals
here
in
the
system
that
choose
to
mentor
folks
around
the
system.
We
thank
them
for
that
mentorship.
We
think
it
helps
a
great
deal
and
we're
going
to
encourage
more
folks
to
take
those
on
as
as
volunteer
and
professional
responsibilities,.
R
Thank
you,
ma'am.
Thank
you,
ma'am.
I'm
glad
to
hear
you
say
things
like
encourage
others
to
to
get
involved
associated
with
absi,
because
I
all
I'm
asking
is,
I
think
we
need
to
look
at
the
quality
associated
with
right
start
advisorship
as
well
as
abseil's
just
one.
R
There
may
be
other
programs
that
are
helping
and
mentoring
our
minorities
that
we
also
maybe
need
to
get
engaged,
but
if
we
don't
have
enough
right,
start
advisors,
I'm
looking
forward
to
the
10
december
presentation
associated
with
our
budget
in
hopes
that
we
will
apply
the
necessary
resources
in
our
budget
request
to
ask
for
those
things,
because
we
don't
want
whatever
the
average
was
there
associated.
If
we
have
40
and
we've
got
50
500
new
teachers
coming
in
then,
what
should
that
real
number
be?
So
I'm
I'm
excited
to
hear
that
we
need
more.
R
We
need
and
therefore
we
need
more
resources
and
therefore
we
need
to
ask
for
more
resources
associated
with
being
able
to
ensure
that
our
right
start
advisors
are
able
to
do
the
quality
quality
job
that
they
need
to
do
relative
on
one
other
point:
the
real
reason
that
I
turn
my
mic
on
is
because
also
in
past
years,
I've
said
tell
me
where
you
want
to
go.
R
If
I
need
to
pay
the
bill
myself
in
order
to
meet
you
there
lane
college
jackson
tennessee
wherever
it
is,
tell
me
when
to
show
up
if
I
can
fit
that
into
my
calendar.
I'd
be
happy
to,
and
I
I
have
yet
to
be
given
hey,
can
you
do
this?
Can
you
go
here
kind
of
like
what
mr
webb
said?
If
we
can
help,
we
need
some
guidance
on
where
you
need
that
help
relative
to
showing
up.
A
I
just
had
a
couple
of
things
I
wanted
to
echo
what
mr
webb
said.
We
have
a
great
chart
that
mrs
brandenburg
put
together,
showing
the
total
compensation,
and
I
would
love
to
see
that
included
in
the
recruitment
package
so
that
the
candidates
are
seeing
what
they're
going
to
have
to
pay
out
in
other
jurisdictions
for
their
benefits,
so
that
the
bottom
line
isn't
actually
as
bad
as
it
might
look
to
them.
If
they
just
look
at
salaries.
A
P
We're
actually
discussing
right
now,
both
of
those
things
and
multiple
options
of
trying
to
recruit
in
high
school
and
maybe
partner
with
anne
arundel
community
college.
It
has
many
different
ways
that
it
could
go,
but
basically
we
would
get
them
at
an
early
age
and
look
at
getting
them
involved
in
the
school
system.
With
the
idea
that
they'll
come
back
and
be
a
teacher
in
the
county.
A
I
heard
today
from
some
of
the
staff
at
tyler
heights
about
the
loan
forgiveness
program
for
student
for
teachers
who
teach,
I
guess,
five
years
at
a
title,
one
school
and
I
don't
know
how
broadly
that's
advertised,
just
as
a
as
a
professor
of
18
and
90
year
old
students
that
are
worried
about
their
student
loans.
I
don't
hear
them
talking
about
that
as
an
option
and
I
think
it
would
be
very
attractive
to
kids
if
they
know
their
student
loans
are
going
to
get
forgiven.
C
When
they
were
talking
about
the
benefits,
what
it
was
a
real
eye-opener
because
a
lot
of
people
in
predominantly
female
professions,
their
spouses
usually
have
the
insurance
through
their
companies
a
lot
of
times,
and
when
I
had
to
pick
up
the
insurance,
I'm
paying
a
whole
lot
more
than
any
of
you
all
are
paying
for
insurance.
C
Sometimes
that
that's
beneficial
and
having
had
a
student
who
went
to
anne
arundel,
community
college
and
their
teach
institute,
and
it
dovetails
perfectly
into
towson's
and
it's
a
it
really
is
cost
effective.
You
know
she
came
out
with
no
student
loans,
so
you
know
that
that
really
is
extremely
beneficial
and
they
have
an
excellent
program
and
you
know
colleen
yeah
yeah,
I
mean
you
know
she
was
just
at
our
event
that
we
had
at
the
community
college.
C
So
you
know
I
mean
I'm
sure
she'd
be
welcome
that,
but,
but
also
in
in
the
fact
that
we
need
to
look
at
you
know
I
mean
when
we're
looking
at
some
of
our
our
businesses,
our
chambers
of
commerce,
who's.
C
You
know
working
at
workforce
development,
bringing
in
workforce
and
and
getting
people
to
live
and
work
here
and
stuff
like
that.
You
know
they
might
wanna.
You
gotta,
you
gotta,
you
spend
money
to
make
money
and
that
the
the
saying
sometimes
so,
maybe
we
can
talk
about
some
scholarship
opportunities
that
would
be
specifically
for
our
students.
That
would
be
specifically
for
them
to
come
back
and
teach
you
know,
and
they
can
put
parameters
on
those
kind
of
things.
C
But
you
know
some
of
the
businesses
in
our
community
who
are
looking
to
recruit
and
retain
people
in
our
county
to
live
and
to
work
here
and
and
so
forth,
and
so
forth,
like
that,
so
I
mean
that
might
be
something
to
look
at
and
in
terms
of
being
able
to
go
out
and
and
recruit
people
and
say
you
know.
I
know
that
the
teachers
association
has
that
at
scholarships
and
so
forth
and
and
anne
arundel
county
council
ptas
has
scholarships
and
they're
not
big
scholarships
by
any
means.
C
But
you
know
500
buy
you
some
books,
you
know,
or
at
least
get
them
on
your
tablet.
Now
I
guess
that's
how
we're
doing
it
so,
but
you
know
those
kind
of
things
and
then
working
with
some
of
them
to
use.
C
For
I
know
we
have
some
schools
that
we
have
help
me
out
internships
and
where
the
kids
come
down
in
in
their
senior
year
to
to
do
teaching
and
so
forth,
like
that,
and
so
you
know
expanding
that
and
and
then
and
no
disrespect
to
mr
webber
to
mr
jackson,
but
taking
the
minority
teachers.
O
Absolutely,
and
in
our
teacher
diversity
recruitment
weekend,
we
always
invite
back
the
previous
year's
cohort
some
of
the
representatives
so
that
they
can
give
testimony
to
their
experiences
and
it's
a
structured
activity
as
well
as
an
unstructured
activity,
because
without
staff
present,
they
can
really
hear
the
nuts
and
bolts
of
what
their
experiences
have
been.
But
our
folks
have
been
willing
to
come
back
year
after
year
to
talk
to
the
new
groups.
Yeah.
C
And
I
had
the
opportunity
to
attend
for
the
first
time
and
it's
never
fallen
to
my
calendar,
so
you
know
I
was
able
to
attend
your
your
weekend
and
for
dinner
and
so
forth,
and
I
that
was
really
great
because
it
was
an
opportunity
to
talk
to
to
people
and
find
out
why
they
wanted
to
come
here
and
and
talk
about.
You
know
how
wonderful
we
are.
A
J
R
Stole
my
thunder,
mr
webb,
because
it
is
you
talk
about
structure
and
unstructured,
I
mean
you
can't
get
any
better
than
than
than
taking
a
a
boat
up
the
severn
river
and
just
having
some
time
to
go
under
50
and
go
under
the
naval
academy
bridge
and
do
nothing
but
socialize
and
talk
and
talk
about
the
wonders.
That's
in
the
anne
arundel
county
area.
So
I
mean
it's
an
absolutely
great
experience
and
you
all
do
it
well,
first
class
between
getting
them
around
to
all
the
schools
and
so
forth.
R
S
Good
evening
for
the
record,
alex
check
out,
the
chief
operating
officer
simply
wanted
to
bring
to
the
board's
attention
one
issue:
if
you
take
a
look
at
the
restricted
funding,
you'll
see
that
we
are
negative
in
one
category.
We
do
have
race
to
the
top
funds
and
that
grant
application
is
has
been
processed
and,
as
is
customary,
we
do
go
before
the
county
council
mid-year
at
the
end
of
the
second
quarter,
to
recognize
all
the
grants
that
the
school
district
has
aggregated
since
the
beginning
of
the
fiscal
year
of
july
first.
S
So
that
is
not
an
atypical
occurrence
around
this
time
of
year
and
once
we
process
the
second
quarter
transfer
through
the
board
and
through
the
appropriation
authority
that
would
be
rectified
this
year,
just
like
it
has
all
the
other
years,
and
with
that
I'd,
entertain
any
comments
or
questions.
The
board
might
have.
A
A
I
A
A
I
have
just
a
few
announcements:
the
next
board
of
education
meeting
will
be
wednesday
december
10th
at
10
a.m.
The
next
board
policy
committee
meeting
is
wednesday
december
17th
at
8
30
a.m,
and
the
next
board
budget
committee
meeting
is
tuesday
december
2nd
at
5
pm
in
conference
room
2a,
mrs
burch.