Rachael Browning

The Aurora Public Schools Board of Education convened an executive session to discuss a personnel matter, specifically the superintendent's evaluation.

The meeting included recognizing excellence by highlighting the All-Star staff kickoff meeting and the back-to-school kickoff. The board provided an opportunity for audience members to speak, with several individuals addressing the board on various topics, including the district's strategic plan, support for classified staff, and concerns about the dress code.

The Board of Education worked with the Superintendent and Council of Great City Schools facilitators to identify new Goals and Guardrails for the 2026-27 school year and beyond, utilizing feedback gathered from community input. With guidance from CGCS facilitators, APS Board Directors used information from their listening sessions, which provided student needs and analysis, to create new Goals and Guardrails. The Board also worked on drafting SMART student outcome goals, aiming to create drafts of both Goals and Guardrails that the Superintendent can interpret in the form of interim Goals and interim Guardrails.

The meeting included discussions and actions on various topics such as student performance, personnel action items, goal progress monitoring, contracts with agencies for sign language interpreters, and board member per diem compensation. The board also addressed the adoption of district UIP's and turnaround and priority improvement plans for schools. Additionally, there was an information session on the City of Aurora's "Build Up Aurora" initiative, board work on a censure policy draft, and open dialogue.

The APS Promise54 Action Plan aims to advance equity within Aurora Public Schools by focusing on student learning outcomes and establishing the district as a preferred employer for Black, Indigenous, and People of Color (BIPOC) professional educators. Key strategic areas include developing culturally competent hiring processes, actively recruiting and supporting BIPOC candidates, strengthening 'grow your own' teacher pipelines, and fostering clear communication and accountability for Diversity, Equity, and Inclusion (DEI) initiatives. The plan also emphasizes mandatory DEI training, creating culturally thriving work environments through affinity groups and mentoring, and addressing biases experienced by staff of color. Expected outcomes include increased BIPOC staff recruitment and retention, and improved academic and social-emotional outcomes for BIPOC students.