Superintendent's Teacher Council

The Superintendent’s Teacher Council, led by Laura Roussel, Chief Academic Officer, began with an interactive icebreaker activity to welcome members back from the Spring break by asking them to share a positive moment or small win they’ve experienced with their student. Next, members participated in group discussion about specific goals or academic focuses that they plan to prioritize pushing with students to ensure that they finish the school year strong. 

Next, Mrs. Roussel announced that Jefferson Parish School won the 2026 NIET District Award of Excellence for Educator Effectiveness this past week. She expressed her words of gratitude to everyone across the district for this award. “We won this award as a district. This proves that we as a district are a part of the growth in order to be recognized for this award. The metrics we’ve put in place have aligned with accountability expectations, which is why we have been recognized." said Mrs. Roussel.

Mrs. Roussel then reviewed the meeting agenda, purpose, norms, and expected outcomes.

Next, Mrs. Roussel presented a recap of this year’s council meetings. She explained that throughout the year, members explored what it means to be a teacher in 2025, highlighting shifts in the profession, the growing role of technology, and the expansion of nontraditional certification pathways.

Members also engaged in discussions around the “circle of concern,” including the circle of control and the circle of influence, reflecting on where they can have the greatest impact. In addition, they noted that Jefferson Parish Schools has maintained a “B” rating for the second consecutive year.

The council reviewed two homegrown programs designed to support educators, particularly new teachers, Embark Jefferson and Ignite Jefferson. Members also examined the district’s critical levers for student achievement. “These critical levers play a major role in why our district is being recognized for awards,” Mrs. Roussel stated. These levers are embedded within the district’s strategic plan, the “Three Big Rocks” include fostering a productive school climate, shifting accountability, implementing high-quality instructional materials (HQIM), providing job-embedded professional development through student data analysis, and supporting teachers through the Louisiana Educator Rubric (LER).

Following the presentation, members engaged in a group discussion focused on reflection and feedback. They were invited to share two “stars,” highlighting positive outcomes, observed impacts, or meaningful successes from the year. In addition, members identified one “wish,” representing a key area of focus for the council in the coming year or a recommendation they hope to see further developed. 

The meeting ended with an evaluation activity where members shared feedback on what they liked about the session and what improvements they would suggest for future meetings.

The Superintendent’s Teacher Council, led by Laura Roussel, Chief Academic Officer, began with an interactive icebreaker activity to welcome members back from the Mardi Gras break. Mrs. Roussel then reviewed the meeting agenda, purpose, norms, and expected outcomes.

Mrs. Roussel provided a recap of the previous council meeting, highlighting Jefferson Parish Schools’ achievement of earning a “B” district rating for the second consecutive year and efforts to support new teachers.

Next, Mrs. Roussel presented the Jefferson Parish Schools 2028 Strategic Plan: The Road to Transformation, Innovation, and Information. “I want to remind everyone that we operate through our strategic plan, which provides our students with limitless educational opportunities,” said Mrs. Roussel. She encouraged members to review the plan on the district website.

She also reviewed the district’s “Three Big Rocks,” which focus on: implementing Tier 1 curriculum with fidelity, providing ongoing job-embedded professional development through the Instructional Leadership Team (LIT) and clusters, and using walk-through observation evidence to offer timely, actionable feedback.

The critical levers for student achievement are embedded in the strategic plan and the “Three Big Rocks”  include fostering a productive school climate, shifting accountability, using high-quality instructional materials (HQIM), conducting job-embedded professional development through student data analysis, and providing teacher support through the Louisiana Educator Rubric (LER).

Following the presentation, members participated in a small-group activity where they discussed questions related to the critical levers. Groups rotated through various topics, recording their insights, and then shared their thoughts in a large-group discussion. The conversation focused on how students are connected to each critical lever and the role of accountability. “If we step back and look at how these elements are interconnected and progressing, we can build an instructional system that fosters a productive climate. It’s essential to have a positive culture from leadership to teachers to students,” said Mrs. Roussel.

Members also discussed the importance of post-observation feedback and the alignment of feedback with job-embedded professional development, particularly through student data analysis. They documented what’s working and provided actionable recommendations.

Superintendent Dr. James Gray then addressed the council, expressing appreciation for their service and engaging in a thoughtful discussion about the district’s direction. He emphasized the importance of strengthening accountability, aligning practices with core priorities, and fostering a culture that supports adaptability and growth. The conversation also explored leadership awareness, the evolving realities of today’s classrooms, and the need to ensure individuals are well-matched to their roles in order to maximize effectiveness and impact across the organization.

Teachers are the most influential factor in the classroom, and principals are the most influential factor in schools. The district supports principals so they can create supportive environments for teachers. It’s all about collaboration,” said Dr. Gray.

Dr. Gray also emphasized that accountability is an ongoing process that requires constant adjustment. “If we stick to the core intentions of educating kids and continue embedding critical levers for student achievement, we will be successful in growing our students,” he said.

Mrs. Roussel concluded the meeting by reminding members that everyone has areas for growth. “The goal is not to place blame but to focus on our collective growth and accountability,” she stated.

The meeting ended with an evaluation activity where members shared feedback on what they liked about the session and what improvements they would suggest for future meetings.

The Superintendent’s Teacher Council was led by Laura Roussel, Chief Academic Officer.  Mrs. Roussel opened the session with an interactive icebreaker activity designed to help members get to know one another better. She then reviewed the meeting agenda, purpose, norms, and expected outcomes with the council.

Mrs. Roussel also announced that Jefferson Parish Schools has earned a “B” district rating for the second consecutive year. “Our overall district growth reflects a 2.2-point increase, showcasing the transformative efforts happening across our system,” she said. She then shared a presentation highlighting the district’s Performance Scores (DPS), which included information on:

• JP Schools’ historical overall DPS
• The reduction of F-rated schools — as of 2025, the district has zero F-rated schools

• Grade Level DPS
• JP High Schools Credentials Earned
• SPS Growth 5+ points
• Top-achieving schools within the state
• Graduation Rate and Strength of Diploma

Mrs. Roussel shared that while we celebrate our accomplishments, we remain committed to increasing the percentage of students mastering grade-level standards as measured by LEAP 2025, meeting the diverse needs of our students, and working within the expectations of the new state accountability system.

Next, Mrs. Roussel presented information on how Jefferson Parish Schools supports new teachers. Members were encouraged to reflect on the following questions throughout this portion of the meeting:

1. How is the district supporting new teachers?
2. How are individual schools supporting new teachers?
3. What are the benefits of growing our teacher workforce?
4. What are the challenges of growing our teacher workforce?

She then highlighted several district-created programs designed to support homegrown educator success, including teachers, teacher leaders, and school leaders:

Embark Jefferson

Embark is an in-house alternative certification program designed to develop, support, certify, and retain effective teachers. This free program provides ongoing support from certified mentors during and after completion.

IGNITE Jefferson – Teacher Leader Program

The IGNITE Teacher Leader Fellows support fellow teachers on their campuses, leveraging their expertise to promote high-quality teaching and learning. Fellows have opportunities to grow as instructional leaders through professional development. This is a free certification program, and teachers must be recommended by their principals.

Newly Certified Teacher Induction Pilot

This pilot supports teachers in their first year after certification, helping them develop reflective practices and increase retention. New teachers are paired with a state-certified mentor. The pilot also helps Jefferson Parish Schools refine professional development and support structures for Teacher Leader Fellows (TLFs) and new teachers.

Additional Support Measures

• New Teacher Summit: A three-day summer event providing non-content support to new teachers.
• New Teacher Collaborative: Seven monthly virtual sessions providing social-emotional support.
• Additional Resources: Supplemental tools and supports available to new teachers.

Mrs. Roussel also shared that beginning in Fall 2023, the district began surveying new teachers each fall and spring to gather authentic feedback. She presented results from the Fall 2023 survey, which reflected that new teachers plan to remain in the profession long-term, mentoring improves both teaching practice and teacher retention, and instructional clusters are effective.

Next, Superintendent Dr. James Gray welcomed the council members and thanked them for serving on this year’s council. Dr. Gray then engaged members in open discussions focused on several key topics, including:

• Continuing growth and achieving results with available resources
• Support systems that create clear pathways so the focus remains on students
• Teacher retention
• The need for pay increases
• ICE concerns
• Proposal of adjusted high school start times

To close the meeting, Mrs. Roussel conducted an evaluation activity where members shared what they liked about the meeting and what they would like to see done differently.

The Superintendent’s Teacher Council was led by Laura Roussel, Chief Academic Officer.  Mrs. Roussel introduced herself then council members introduced themselves. Next, Mrs. Roussel reviewed the meeting agenda, purpose, norms, and outcomes with the council. 

Next, returning members had the opportunity to share their experiences from being on the Teacher Council with the group. Many members reflected on appreciating the opportunity to observe the good changes that stem from councils, the positive outcomes, their views being heard and acknowledged by district leaders and the superintendent and feeling tooled to advocate for their school communities. 

Next, members participated in a small group interactive activity that encouraged them to discuss “Being a Teacher in 2025”. Topic discussions included years of experiences, reason for entering the profession and how the profession changed. Each group shared their discussions with the council members. Mrs. Roussell thanked everyone for sharing their experiences and shared that it is important to hear different perspectives. She shared that being a council member will provide similar opportunities and experiences. “How do we bring advocacy back into the profession of education?”, said Mrs. Roussel. Being a part of a council will provide an opportunity for advocacy. Dr Gray then said, “What would society look like if all educators decided not to teach anymore?”.  Most of the time issues that are pushed aren't the work of the actual profession, it's that some people just do not want to do the job. We lean on our council for a lot of reasons, but one of the most important reasons is so we can gain direct insight that allows us to grow and move forward. “The biggest difference being made through council is that members not only advocate for the district but teach others right from wrong about our district,”said Dr. Gray.

Next, Ms. Roussel shared a presentation that reviewed the “Circle of Concern”. She shared that within the circle of concern there is the circle of control, circle of influence and circle of control. She shared that it is important to be able to determine the things that we can control and the things that are out of our control.  The circle of influence is a layer within a circle of concern that allows us to influence things that we can not control.

Next, Superintendent Dr. James Gray welcomed council members and thanked them for being a part of this years’ council. Next, he shared his experiences as a part of the “Being a Teacher in 2025” activity that members participated in at the start of the meeting. Next,  Dr. Gray and members participated in open discussions. The discussion focused on several key topics, including:

• The presence of uncertified teachers within JP Schools
  Programs and pathways to support teachers in becoming certified
• The value and importance of the teaching profession
• The district's current B rating and strategies to improve
• The potential to reintroduce programs such as track and field
• Opportunities for optional professional development
• Recent successes tied to the 2026 Strategic Goals

Ms. Roussel  then conducted a meeting evaluation, where members shared what they liked about the meeting and what they would like to be seen done differently.