Calvert County updates Blueprint progress; career ladder, pre-K exemptions and community schools highlighted

Calvert County Public Schools officials on Aug. 6 told the Calvert County Blueprint Committee they have completed three major Blueprint submissions this summer and are preparing for an October progress review with the state Accountability and Implementation Board (AIB).

The updates centered on Pillar 2 of Maryland’s Blueprint for Education — elevating the teaching profession — and included a career counseling report, an MSDE CDA (Child Development Associate) exemption for some pre-K assistants and a career ladder submission that the county says met technical requirements on initial review. Dr. Marcy Gruver, who led the school system briefing, said the items were the product of broad collaboration across CCPS and partners such as the Calvert Education Association.

The filings matter because AIB will use them, and the metrics it supplies, to evaluate local implementation at an in-person three‑hour progress monitoring conference scheduled for October, Gruver said. AIB indicated the October review will focus on pre-K expansion (Pillar 1), the teacher pipeline (Pillar 2), math and ELA achievement disaggregated by student group (Pillar 3), the new community schools (Pillar 4) and minimum school funding allocations (Pillar 5).

"We had 100% completion of our individual career plans or ICPs for eighth and eleventh graders in this first year," Gruver said when summarizing the career counseling report. She told the committee CCPS saw increased student participation in career assessments, college and career fairs and individual planning meetings; the district also delivered career counseling lessons to more than 90% of students in grades 6–12 and completed senior interviews for 96% of graduating seniors.

The MSDE CDA exemption, Gruver said, was a one‑time allowance for teaching assistants who can document five or more years of experience in publicly funded pre‑K programs at the equivalent of at least 20 hours per week and a 180‑day school year. CCPS identified eight current staff members who met those criteria and submitted documentation to MSDE.

On the career ladder, Gruver and Jason Oates, representing the Calvert Education Association, described a joint process to design the county’s teacher career ladder and salary scales. The July 1 submission included role descriptions and movement criteria for Levels 1–4 (including Level 4 lead and distinguished teacher roles), salary information for teachers on the ladder and for teachers who opt out, and an executed agreement signed by parties to the submission. Gruver said the submission passed AIB’s technical requirements review but several components were deferred by AIB, including the eight‑year phased plan for collaborative teacher time (now deferred to a seven‑year phase‑in beginning next school year), the professor‑distinguished teacher role and certain school‑leader/administrator requirements.

Oates praised CCPS staff for including educator representatives throughout the process. "I cannot overstate the amount of time and effort that Marcy has put into this work," he said, noting CCPS has been asked by other counties about Calvert’s approach.

Committee members discussed elements of teacher elevation the Blueprint intends to change: higher starting salaries set by the state, competency‑based advancement, expanded teacher leadership opportunities that allow classroom teachers to remain in teaching while taking on leadership duties, and increased rigor in teacher preparation. Gruver noted state data posted on Maryland public schools showed a statewide three‑year retention rate of about 74% (state baseline begins with 2023–24), and 64% retention for teachers who are new within that period; for the 2023–24 year Calvert reported a 89.5% retention rate and an average teacher length of service of 16.8 years versus the state average of 12.4 years.

Pillar 4 community schools also received attention: Gruver said this year Calvert designated two community schools — Pack Elementary and Calvert Country School (the county’s public separate day school) — and explained that initial services may include extended‑day tutoring, transportation for extended‑day programs, dental and vision screenings, food pantries and family job‑skills training. The community‑school process requires a needs and assets assessment in the first year and per‑pupil grant funding in the second year.

Committee members also discussed public awareness and outreach about the Blueprint. Communications Director Erin Lowe joined committee members in agreeing to work with CCPS staff and strategic partners on concise, accessible messaging for residents, with committee members suggesting short informational videos, clearer messaging about what a "community school" provides, and targeted notices through county and school‑system channels.

There were two routine committee motions during the virtual meeting: adoption of the Aug. 6 agenda at the start of the session and a motion to adjourn at the end. No AIB or MSDE approvals were taken at the meeting itself; the district is awaiting AIB’s substantive review and the metrics AIB will provide for the October conference.

Committee members asked staff to return with more detail on internal progression and the county’s pay scales for teachers at a future meeting, and Dr. Gruver said the district will bring feedback from the committee back to the joint committees working on career ladder and teacher leadership implementation.

Reported facts in this article come from the Calvert County Blueprint Committee meeting on Aug. 6, 2025; public comment was not recorded for this session.