Henrico County Public Schools reports expansion of career ladder; classified pathway to add 30 positions in 2026

Henrico County Public Schools presented a work-session update to the school board on its career ladder program, outlining participation growth, pay pathways and near-term expansion plans. Leslie Hughes, chief learning officer for Henrico County Public Schools, and Dr. Weston, director of professional learning and leadership, briefed the board and answered questions.

The presenters traced the program to a March 2022 board approval and described three currently active ladders for educators, classified employees and school leaders. "Staff who took part in these professional learning opportunities are 4 times more likely to remain in the profession," Hughes said, citing program retention data the division has tracked since the educator ladder began. Dr. Weston told the board the educator ladder offers three routes to salary advancement—earning a doctorate, pursuing advanced certifications such as national board certification, or completing HCPS-developed specializations—and that eligible staff may earn up to a 15% pay increase.

HCPS said the program began with two specializations and 48 participants. By January 2025 the division reported six fully enrolled specializations, including two cohorts focused on teaching and learning, two on diverse learners, one on trauma-informed practice and a new specialization for adult learners. Presenters said the specialization model is internally developed and offered at no cost to participants.

The classified employee ladder, introduced in 2024 for office professionals, bus drivers and instructional assistants, will expand in January 2026 to include an additional 30 positions, the board heard. Dr. Weston listed roles to be added that include school security officers, family advocates and members of the school nutrition team, and said staff will be contacted prior to January with ladder updates and learning information.

Staff and board members highlighted the program’s cohort model and in-person learning. Several classified employees who participated described practical benefits, networking and skill gains; one participant said, "I attained the 48 points, and I learned a lot along the way." Presenters said monthly sessions range from three to six hours and include technology training, de-escalation strategies, time management, customer service and book studies such as Better Conversations.

The school leader ladder began with an instructional leadership specialization in January 2025 and included 23 leaders representing all five magisterial districts and elementary, middle and high school levels. Leaders conclude the year-long learning with portfolio defense nights, presenters said, and completed leaders may apply to serve as adjunct faculty for future cohorts.

Looking ahead, Dr. Weston said planning is well underway for a fourth pathway tailored to operations and facilities staff, modeled on county government advancement structures; presenters said they are coordinating with county counterparts and human resources and will provide a firm start date to the board. In response to a question about similar programs elsewhere, Dr. Weston said, "To the best of our knowledge, we are the only division in the country that has a career ladder based on professional learning."

Board members praised the program’s staff-driven design and noted its role in keeping experienced educators in the classroom rather than pushing them into administration. Presenters closed by thanking the board for support and noting continued implementation work and communication with staff as the ladders expand.

The board did not take any formal votes on the program during the session; presenters were asked to return with firm timing for the operations pathway and to continue reporting on participation and outcomes.