This week’s post is inspired by conversations with not only my neighbors in the Shawnee district, but also some conversations with teachers, administrators, and community friends. I take every conversation and topic seriously and continue to develop my ideas independently based on those conversations and the follow-on research. This blog is to share some of my initial thoughts and perspectives. I promise to continue to grow & share as I learn more every day. As a candidate for the Frederick County School Board, one of my top priorities is ensuring that every student in our district has access to exceptional educators—both inside and outside the classroom. Our teachers, counselors, administrators, and support staff are the backbone of our education system. Recruiting and retaining high-quality professionals is essential to student success and long-term community growth.
**Why It Matters**
The quality of education in our classrooms is directly tied to the quality of our educators. When we invest in attracting talented teachers~ and just as importantly, when we create an environment that encourages them to stay~ we’re making an investment in the future of our students. That investment pays off in stronger academic performance, better social-emotional outcomes, and a more engaged and prepared future workforce. Ultimately a stronger community & county.
**Competitive Salaries with Fiscal Responsibility**
We must ensure our salaries are competitive with surrounding counties and school divisions. If we want to keep top-tier teachers from seeking employment elsewhere, we need to offer compensation that reflects their value. At the same time, I understand the importance of being fiscally responsible. We must balance these investments with thoughtful budgeting that encourages the trust of our taxpayers. By reviewing existing allocations, exploring efficiencies, and seeking creative funding opportunities, we can support our educators without placing undue strain on the county’s resources.
**Supporting Growth Through Professional Development**
A key part of retaining high-quality staff is creating opportunities for them to grow. That’s why I will advocate for fostering a culture of continuous professional development. Whether it’s providing access to new teaching methods, leadership training, or collaborative learning communities, we can empower our educators with the tools and confidence they need to thrive. In my experience it’s about encouraging and maintaining a “growth mindset.” This commitment shouldn’t stop at the classroom door. Non-classroom personnel~ such as counselors, psychologists, support staff, and administrators~ are vital to creating a safe, healthy, and productive school environment. They also deserve support, training, and recognition for the essential roles they play in student success.
**A Smart Strategy for Stronger Schools**
Investing in people is one of the smartest and most cost-effective strategies we can adopt. When teachers and staff feel supported, valued, and heard, they stay. And when they stay, our students win. As a member of the School Board, I will work hard to ensure that our recruitment and retention strategies are not only effective but also sustainable and fiscally sound. Together, we can build a school system where great educators want to teach—and stay—for years to come.
Let’s invest in the future the right way by valuing those who impact it every day.