Pillar 2
Outcomes for Pillar 2:
- Recruit and maintain a high-quality and diverse teaching staff
- Increase rigor of teacher preparation programs and licensure requirements
- Implement comprehensive in-service educator training
- Establish new statewide educator career ladder and professional development system
- Improve educator compensation
The purpose of Maryland's Blueprint for Education Pillar 2 is to ensure that every student receives equitable access to high-quality and diverse educators. This pillar emphasizes the recruitment, development, and retention of highly effective teachers and school leaders, focusing on elevating the teaching profession through competitive salaries, enhanced professional development, and career advancement opportunities. By fostering a strong and well-supported workforce, Pillar 2 aims to improve student outcomes and close achievement gaps statewide.
A few highlights from the approved Prince George’s County Public Schools 2024 Blueprint Plan are listed below. For more information, read the entire High-Quality & Diverse Teachers & Leaders section (pages 30-41).
Teacher Career Ladder
Maryland's Blueprint Teacher Career Ladder is a structured framework introduced under the Blueprint for Maryland's Future legislation. It aims to elevate the teaching profession by providing clear, merit-based pathways for career advancement. The ladder consists of multiple tiers, starting from State Certified Teacher to Lead Teacher, National Board-Certified Teacher (NBCT), and culminating in roles like Teacher Leader and Administrator.
Key features include:
- National Board Certification as a cornerstone for progression, recognizing expertise and dedication. Educators who have their national board certification will be on level 3 of the career ladder. For those interested in pursuing their NBC, please register for an information session through eDoctrina.
- Opportunities for increased compensation tied to advanced roles, additional responsibilities, and improved student outcomes. Compensations will be differentiated based on work locations. Those working at identified low performing schools will receive higher compensation.
- Support for teachers to pursue professional development and leadership roles without leaving classroom instruction entirely.
Pilot Program
PGCPS and PGCEA have entered into a Memorandum of Understanding to pilot Level 4 of the Teacher Career Ladder. 16 Unit 1 Central Office employees volunteered to divide their workday to being a teacher or co teacher of record at a selected school while simultaneously honoring the commitments of their primary job. The program will allow for opportunities to assess best practices for Level 4 of the career ladder.
Recruitment and Retention Strategies
- Based on district data trends which show a steady increase in the Hispanic/Latino student population, PGCPS will continue to address the growing need to recruit and retain Hispanic/Latino teachers so that staff better reflects the racial and ethnic makeup of the student population.
- The PGCPS Recruitment and Retention Advisor Hispanic Outreach role was created in 2023-2024 school year(?) to support the district’s efforts in attracting, hiring, and retaining the highest quality diverse workforce.
- Grow Your Own Initiative in partnership with Notre Dame of Maryland University (NDMU) continues to offer current employees, such as paraprofessionals and secretaries, with an associate’s or bachelor’s degree, the opportunity to become licensed teachers.
- PGCPS will continue with marketing and advertising campaigns to include local news media coverage, PGCPS social media, radio, professional organization newsletters, PGCPS school webpages, custom website banners, and local community outreach.
