Britt Moseley

The meeting featured a presentation from the Minority Achievement Officer regarding his role, goals, and the district's Bridging the Gap plan. The committee held officer elections, resulting in the appointment of a new Chairperson and Vice-Chairperson. Additionally, the committee discussed various career training programs within the district, proposed future meeting topics including academics and professional development, and addressed concerns regarding high school start times and committee meeting scheduling.

This strategic plan outlines the vision, mission, values, and strategic directions for Pinellas County Schools, aiming for '100% Student Success' by preparing each student for college, career, and life. The plan is structured around three strategic directions: Student Achievement, Learning in a Safe Environment, and Effective & Efficient Use of Resources. These directions are supported by five action goals focused on increasing student achievement, optimizing curriculum and instruction, fostering a safe and respectful learning environment, ensuring fiscal responsibility and resource efficiency, and enhancing technology and business services.

This District Strategic Plan serves as a dynamic roadmap, guiding decision-making and program evaluation to achieve 100% Student Success. It is comprised of the vision, mission, values, strategic directions, and goals, developed through extensive analysis of performance data, mandates, and community input. The plan's primary strategic directions focus on Student Achievement, Learning in a Safe Environment, and Effective & Efficient Use of Resources. Key action goals include increasing student achievement and graduation rates, ensuring continuous improvement in curriculum and instruction, fostering a safe and supportive learning environment, optimizing resource utilization and fiscal responsibility, and providing quality technology and business services.

The committee meeting focused on a presentation regarding Restorative Practices, emphasizing its implementation in schools through partnerships with PCTA and IRP. Discussions covered the integration of restorative practices, cultural, social, and emotional training, and the incorporation of an implicit bias survey and equity training. The board discussed a district-wide initiative, the provision of resources such as IRP books and posters for teachers, and a growth-oriented teacher appraisal approach linked to the Strategic Plan. Additional topics included the review of family and community engagement materials, potential equity training presentations, the request for member observation of training sessions, and the need for a more inclusive cultural curriculum that incorporates HBCU awareness.

The bargaining meeting focused on negotiations regarding salary increases and various contract language articles. The district proposed a 2.55% salary increase for the bargaining unit, while the union emphasized concerns over teacher working conditions. Discussions covered specific contract articles including lesson plan requirements, student services personnel, school schedules, teacher evaluations, contract lengths, leaves of absences, union communication, voluntary and involuntary transfers, terminal pay, teacher assignments, and compensation for summer and evening programs. The parties reviewed various proposals and counter-proposals to address district policies and teacher compensation.