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Achieving Academic Excellence
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Supporting the Whole Child
Building and Sustaining Our Future

Investing in Our Staff

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Ensuring a diverse and highly effective staff at all levels and positions.

Why is this urgent?

Diversity in the workplace allows individuals from different backgrounds and with different perspectives to learn from each other.

We believe hiring highly effective individuals from various backgrounds and with different talents, skills, and perspectives will enhance creativity and innovation within our organization.

Equity Commitment

We are committed to actively recruiting and retaining highly qualified diverse staff. A diverse staff that reflects our student population fosters a sense of belonging and enriches the educational experience for all.

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Staff group

The data below indicates AACPS’ progress toward the goals as stated in this Priority area of the Strategic Plan. To view a scorecard document that shows AACPS’ progress toward all five goals, click here.

Goal A

Increase the retention of instructional and non-instructional staff.

From 23-24 to 24-25, AACPS retained…

94.17%

Instructional Employees

93.35%

Non-Instructional Employees

Note: Data is reflective of the percent of staff retained in the 24-25 school year from the 23-24 school year. Instructional employees are Unit 1 positions. Non-Instructional employees are Units 2-6 positions. Next Update: November 2025.  

Goal B

Increase the number of diverse employees to reflect the diversity of students in the district. 

24-25 Employee and Student Race

Black/ African American

Hispanic

Multiracial

White

Instructional Staff

10%
(↔0%)

<5%
(↔0%)

<5%
(↔0%)

81%
(↔0%)

Newly Hired Instructional Staff

17%
(⬇ 2%)

6%
(⬇ 1%)

<5%
(↔0%)

69%
(⬆ 1%)

Non-Instructional Staff

27%
(↔0%)

7%
(⬆ 1%)

<5%
(↔0%)

61%
(⬇ 1%)

Newly Hired Non-Instructional Staff

37%
(⬆ 1%)

13%
(⬆ 3%)

5%
(⬇ 3%)

42%
(⬇ 2%)

Students

22%
(↔0%)

22%
(⬆ 1%)

7%
(⬆ 1%)

44%
(⬇ 2%)

24-25 Employee and Student Gender 

Male

Female

Instructional Staff

17%
(↔0%)

82%
(↔0%)

Newly Hired Instructional Staff

19%
(⬇ 1%)

81%
(⬆ 3%)

Non-Instructional Staff

28%
(↔0%)

72%
(↔0%)

Newly Hired Non-Instructional Staff

26%
(⬆ 2%) 

73%
(⬇ 3%) 

Students

49%
(↔0%)

51%
(↔0%)

Note: Instructional employees are Unit 1 positions. Non-Instructional Employees are Units 2-6 positions. Staff Data is as of 10.15.24. Student data is as of 9.30.24. Groups ≥ 5% of the student population are displayed. ⬆, ⬇, ↔ indicates change from 23-24 to 24-25. Next Update: November 2025. 

Goal C

Increase the percent of Nationally Board-Certified Teachers and ensure an equitable distribution across all schools.

540 Total NBCTsin 24-25 (⬆ 28% from 23-24)

Abbreviations and Notes

Economically disadvantaged, rather than FARMs, is reported as in ESSA

Groups > 5% of the student population are displayed.

Retention is the percent of active employees divided by the number of employees both inactive and active over a period of time. Employees who separated due to death, retirement, various leaves, unsatisfactory performance, and provisional licensure/certification were excluded.

Diversity for this measure considers race and gender.

NBCT: National Board-Certified Teacher which is a professional certification for educators in the United States. The National Board for Professional Teaching Standards (NBPTS) administers the certification process. The NBCT certification is considered the highest honor in the teaching profession. It's designed to: Recognize accomplished teachers, develop teachers, retain teachers, and improve schools.

Community School: a public school that works with the community to improve academic outcomes, family development, and student engagement. Community schools provide a variety of services and programs, including health care, mentoring, adult education, expanded learning programs, and wraparound services.

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