Keeping Great Educators in CMS

As a board member, my responsibility is to represent the vision and values of our community by ensuring our policies and budgets support the teachers and staff who shape our children’s futures. That’s why, over the past three years, I have:

• Voted to prioritize teacher retention strategies that contributed to a measurable drop in teacher turnover across CMS.
• Approved staffing policies and budget allocations that helped CMS reach a 98% fill rate for teacher positions this school year—so nearly every student started with a qualified teacher in the classroom.
• Pushed to protect teacher time and voice, backing policies that safeguard planning periods and expand Advanced Teaching Roles, giving educators growth opportunities without leaving the district.
• Directed staff to strengthen wraparound support by increasing nurses, counselors, and social workers, so teachers can focus on teaching while students get the care they need.
• Supported districtwide initiatives to raise pay for non-certified staff to at least $20/hour—a step in the right direction after CMS went more than 18 years without a classification study. While it’s not enough, it was progress for some of our lowest-paid yet most essential employees—custodians, bus drivers, cafeteria workers, and front office staff—who are among the most important members of our education team.
  

These results show what’s possible when the board sets the right priorities and holds the district accountable for delivering. But this work isn’t finished. Retention isn’t just about filling vacancies—it’s about valuing teachers and staff as professionals with fair pay, respect, autonomy and meaningful growth.