Henrico schools detail expansion of career ladder program to improve retention and create pay pathways

Henrico County Public Schools on Sept. 25 provided the School Board with an update on its career ladder program, saying the multi-path initiative is expanding to provide salary advancement tied to professional learning and to improve staff retention.

Chief Learning Officer Leslie Hughes and Dr. Weston, Director of Professional Learning and Leadership, told the board the program launched after board approval in March 2022 and has since grown from 48 inaugural participants to multiple specializations. Presenters said staff who participate in the program are four times more likely to remain in their position and that eligible staff may earn up to a 15% pay increase through doctorate completion, national board certification or HCPS-developed specializations.

The presentation described three existing ladders: the educator ladder (largest cohort), the classified employee ladder created in 2024 (covering office professionals, bus drivers and instructional assistants), and the school leader ladder for principals and assistant principals. The board heard that educator specializations began in January 2023 and, as of January 2025, HCPS offered six fully enrolled specializations (two focused on teaching and learning, two on diverse learners, one trauma-informed educators specialization and a new adult learners specialization). The leader ladder’s first specialization (instructional leadership) began in January 2025 with 23 leaders representing all five magisterial districts and all school levels; HCPS plans a second leader specialization (adult learners) in January 2026 to add roughly 25 leaders.

Presenters described the classified-ladder monthly sessions (three to six hours) on subjects such as technology, de-escalation strategies, time management, customer service and book studies. The division said classified-ladder expansion planned for January 2026 will add about 30 new positions, naming school security officers, family advocates and school nutrition staff as examples of roles included in that expansion.

Board members praised the program during Q&A, describing it as a ‘‘For Us, By Us’’ initiative and asking how peer learning contributes to outcomes. Dr. Weston said peer learning in cohorts is a major driver of the program’s momentum and practical value. When asked whether similar programs exist elsewhere, presenters said, "to the best of our knowledge," HCPS is unique nationally in anchoring a career ladder in professional learning rather than a merit-pay model.

Several classified employees addressed the board during the presentation, sharing concrete examples of program benefits. One employee said she ‘‘attained the 48 points’’ needed to advance on the ladder and described learning that has been immediately applicable to the job. Speakers emphasized cohort-based learning, networking benefits and an increased sense of being valued by the county.

Looking ahead, presenters said they are planning a fourth pathway tailored to operations and facilities staff and are coordinating with county human resources to mirror county structures for those roles. The board asked for firm start dates and were told the operations pathway work has already begun; staff committed to provide a firm date.

The presentation closed with staff thanking the board for continued support and noting that the career ladder is intended to align with HCPS’s Journey to 2030 strategic plan by recruiting, engaging, rewarding and retaining qualified staff.

The board did not take formal action on the career ladder during the work session; presenters committed to return with additional implementation details and dates.