001kind of return right there in the very moment. Um, and so we cannot continue to sustain a hiring class of 1,000 every year, so our efforts have to be built on recruitment and retention moving forward. Understood. Thank you so much. Are there any additional questions for Dr. Edwards or Dr. Malone this evening? Dr. Mouse. Again, I mean, I just can't underscore, um, how impressive the data that Dr. Anderf will help you all sort through to be able to say, I know you don't want to toot your own horn, but I appreciate you. Um, you know, while a teacher is the single most important factor as it relates to increasing student achievement. We have the research for that. The principle is the next thing. Um, I know we've got principals retiring. I know we've got principals.
002We're all over the place with that. I'm curious what our strategy is for ensuring we have the best, most high-capacity principle. Leading in our most challenged schools. Are there any efforts. you know, I bet y'all are tired of me tonight, but I think my position here is around how do we get folks who are… who can do the best and perform at the highest level in a place where the greatest need is. So, are there conversations with school leaders to try to get them to these places when seats come available, so we can get the best leader in front of our most challenged schools? Where are we with that, um, with our pool? And even if it's not a leader who's at a seat in district, perhaps a leader who is in another seat in
003another district, in another state, how are we getting them here? Okay, so you were in our meeting last week and today as well. So a couple things I would say early hiring, and this is not a misnomer, is very helpful, um, primarily because if someone is going to make a decision to leave. Their school as a seasoned person, they want to make it early enough to make those decisions. So that's one thing. We actually ran two principal pools this year, where we did candidates in, um… I think it was December and January, and then we recently just closed another pool, um, where we got, um, experienced folks from other districts to apply. I sent an email as well to about maybe 20 principals who were either identified as principal of the Year. or they were
004runner-ups, or they were identified in a national organization as an award-winning principal across the country, um, and also principals who have done some level of turnaround work. letting them know the interest that we have in them for them to be able to come to us, to be able to apply. Last week, a lot of collaboration we do is with the schools team as well, like, really understanding the nuances of the schools, the type of leaders. And if we need to think about who should be within that secession plan. And then the last part that we actually talked about with the schools team, I had this conversation with the schools team last week is… How do we kind of build these packages so that if I do come to a school, I'm going to leave my
005school where I've put in this great work? Um, how do I leave that school, go to another school, and really be thoughtful around what does that look like for me? So some of the things we talked about is how do you take a couple members of your admin team? How do we provide you an opportunity to, you know, really be to pay for you to go to conferences so that you stay connected with others and you're building a network, and you have that PD? And then also offering the University of Virginia, who is working with our innovation zone to be a partner. with some of those principles. So we have to kind of build a package that's not monetary, um, because it's not always about, oh, you get 5,000 extra dollars, uh, because that 5,000
006extra dollars wears out after a time. Uh, and it's gotta be about hard work, you know, when you're really leading a school that has a lot of, um, deep and long-standing needs. Thank you, Dr. Edwards. Are there any additional questions this evening? Hearing no other questions. I would like to thank everyone for joining us this evening. For those who may watch at a later time, of course, to. I co-chair, Pamela Boozer-Struthers and committee members, thank you so much for joining us. Um, like to inform the public that the next virtual board audit committee meeting will be on June 1st, 2026, where we will be discussing. on-site student records and privacy. We hope that you will join us. Please continue to check the Prince George's County Board of Education website for meeting information and all updates.
007Thank you all again for the great discussions this evening, and again, thank you to Dr. Edwards and Dr. Malone. There being no further business, the time is now 6.54 p.m. and the May 4th, 2026 Board Audit Committee meeting is now adjourned. Have a great evening, everyone. Thank you