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 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
The Teacher Career Ladder is a structured framework introduced under the Blueprint for Maryland's Future legislation that allows high-quality teachers to remain in the classroom while concurrently taking on leadership roles. 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 Professor Distinguished Teacher and Administrator. See the PGCPS Career Ladder here.
Key features include:
- National Board Certification (NBC) as a cornerstone for progression, recognizing expertise and dedication. Educators who have their national board certification will begin 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.
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.
- Participating in the Maryland Grow Your Own Educator's Grant Program. PGCPS will be able to transform its current talent into a greater number of licensed educators, allowing school-based staff to advance their careers through coursework with a Maryland institute of higher education while concurrently maintaining their role in the district.
- 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.
