INCREASE TEACHER MORALE

Our teachers are the backbone and on the front lines of all we do.  I strongly believe that a happy teacher projects positivity in the classroom that can aide in student development.

The morale of our teachers directly impacts recruitment and retention.  Like any organization, employees want to feel valued (and not just financially) but desire minimal interruption during planning periods, want their opinions heard when conducting school improvement plans, be supported when student conduct is out of line to professional development and leadership opportunities.

In addition, I would like to experiment with a student loan repayment program for critical shortage subject areas much the same way the military gives bonuses to certain specialties as a means of recruitment and retention.  20% repayment (capped at Florida public school tuition rate at time of initial application) for every two years of service up to 100% with 10 years of total service.  In my humble opinion, if a teacher has served honorably for 10 years at the district, then there is a high probability they will remain with us barring extenuating circumstances.

SMART GROWTH

Strengthen school district concurrency rules whenever a new housing or residential development complex seeks approval from the board.  Current school capacity levels reaching 150% in my personal opinion is way too high, and that standard should be lowered to a maximum of 125% of school capacity before rejecting or negotiating a mitigation plan with the developer.

Another issue that has been brought to my attention is the building of new schools on main roads that severely congest the flow of traffic.  I would also argue that main roads are high value commercial real estate that can bring in premium tax revenue to the county... A double loss to the citizens.

We must plan our growth in a strategic manner that considers all factors (traffic, costs, functional use, the use of architectural templates and security).