Dr. Mike Hernandez highlights the importance of providing support for new hires.
2024-2025 Calendar of Events AAEA Staff
Dr. Mike Hernandez Executive Director m.hernandez@theaaea.org
Dr. Karla Neathery
Assistant Executive Director k.neathery@theaaea.org
Lenett Thrasher
Assistant Executive Director l.thrasher@theaaea.org
Sharon Chuculate Fiscal Services Coordinator s.chuculate@theaaea.org
Sarah Shamburger Business Manager s.shamburger@theaaea.org
Alyse Mattox Communications & Technology Specialist a.mattox@theaaea.org
Melanie Thrasher Business Analyst m.thrasher@theaaea.org
Lana Webb Administrative Specialist l.webb@theaaea.org
Rachel Blocker Administrative Assistant r.blocker@theaaea.org
Mike Mertens Consultant m.mertens@theaaea.org
October
ASPMA Conference, September 30-October 2, 2024 Hot Springs Convention Center
AAGEA Conference, October 3, 2024 Benton Event Center
AAEA Fall Conference, October 22, 2024 Benton Event Center
CASBO Classes, October 23-24, 2024 UCA Brewer-Hegeman Conference Center, Conway
November
AACTEA Conference, November 7, 2024 Benton Event Center
January
Superintendent Symposium, January 8-9, 2025 Doubletree Little Rock
TEL-AR Conference, January 29-30, 2025 Wyndham Riverfront Hotel, North Little Rock
February
AASBO Conference, February 12-14, 2025 Hot Springs Convention Center
ArkASPA Spring Conference, February 25, 2025 Wyndham Riverfront Hotel, North Little Rock
March
AACIA Conference, March 13, 2025 Benton Event Center
April
CASBO Classes, April 23-24, 2025 Location TBD
CFD Classes, Date TBD Location TBD
May
ASBA/AAEA Joint Conference, May 6, 2025 Wyndham Riverfront Hotel, North Little Rock
AAFC Spring Conference, May 7-9, 2025 Hot Springs Convention Center
June
AASEA Conference, June 8-10, 2025 Benton Event Center
AAEA School Law and Finance Conference, Date TBD Location TBD
July
AAEA Summer Conference, July 28-30, 2025
Marriott Hotel & Statehouse Convention Center, Little Rock
For more information, visit theaaea.org/events.
2024-2025 AAEA Board of Directors
Stacy DeFoor AAEA President Assistant Superintendent, Benton
Kelvin Gragg AASA President AssistantPineSuperintendent, Bluff
Dr. Jeff Wasem AAESP President-Elect Principal, Bentonville
Brandie Williams ArkASPA President Superintendent, Trumann
Kelsey Bailey AASBO Past President Chief Financial Officer, Little Rock
Bryce Bennett AAMLA President Director of Academic Assessment Services, Conway
Dr. Mike Hernandez AAEA Executive Director
Charles Warren AAEA President-Elect Business Manager/District Treasurer, Fort Smith
Dr. Debbie Bruick-Jones AASA President-Elect Superintendent, Bentonville
Shawn Rose AAESP Past President Principal, Hillcrest
Kelli AACTEACypertPresident Career & Technical Administrator, ARESC
Haley Hatch AASEA President Director of Special Services, Lake Hamilton
Greg Collins ASPMA President (until Oct) Maintenance/Facilities Supervisor, Dover
Dr. Jason Reeves AAEA Secretary and AASSP President Assistant Principal, Alma
Dr. Jeremy Owoh AASA Secretary Superintendent, Jacksonville/ North Pulaski
Jason Selig AASSP President-Elect Principal, Lake Hamilton
Christine Harrell AAFC President Federal Programs Coordinator, Searcy
Dr. Marcia Smith AACIA President Deputy Superintendent, Springdale
Randall Bolinger ASPMA President (begin Oct) Maintenance/Facilities Supervisor, Siloam Springs
Brian Kirkendoll AAEA Past President Principal, Alma
Steven Helmick AAESP President Principal, Little Rock
Amy Marek AASSP Past President Principal, Hazen
Justin Robertson AASBO President Chief Financial Officer, Russellville
Valerie King AAGEA President Director of Gifted Programs, Siloam Springs
B.J. TEL-ARBurgessPresident Director of GreenbrierTechnology,
2024 AAEA Corporate Sponsors
Presidential
American Fidelity Assurance Co.
Coryell Roofing and Construction, Inc.
Curriculum Associates
Educational Benefits, Inc.
Lifetouch National School Studios, Inc.
NIET - National Institute for Excellence in Teaching
Solution Tree, Inc.
Prestigious
Bailey Education Group
Cognia
Just Right Reader
Performance Services
Renaissance Learning, Inc.
School Responder
Distinguished
Capturing Kids’ Hearts
Energy Systems Group
Lexia Learning
Diamond Apptegy
Arkansas Public Safety Solutions
Baldwin & Shell
ClassWallet
Diamond (Continued)
ClearGov
Edmentum
Education Elements
Energy Systems Group
ESS
First Security Beardsley Goalbook
Imagine Learning
Imagine Learning Sonday System
Middleton, Inc.
OnToCollege
SmartData Dashboard
Stephens, Inc.
Stride Tutoring
Tanium
White River Services and Solutions
Platinum
AAMSCO
Architecture Plus, Inc.
C.R. Crawford Construction, LLC
Entegrity Energy Partners, LLC
Hight Jackson Associates
Houghton Mifflin Harcourt / NWEA
Legacy Construction Management
Nabholz Construction Corp.
Phoenix Contractors
Platinum (Continued)
Polk Stanley Wilcox Architects
Powers of Arkansas
Pro Benefits Group, Inc.
Progressive Technologies
TRANE US, Inc.
Gold
CDI Contractors
Cromwell Architects Engineers
Cynergy Rehab Group
IXL Learning
Kinco Constructors, LLC
Paragon Architecture
Pearson Virtual Schools
Red Comet
TIPS - The Interlocal Purchasing System
Silver Adleta
American Bus Sales, Inc.
Correll, Inc.
French Architects, PA
My Benefits Channel
SEAS
Strategos Group
Varsity Tutors for Schools
Executive Viewpoint
Dr. Mike Hernandez, AAEA Executive Director
SUPPORT YOUR NEW TEACHERS AND STAFF
Last week, I had the opportunity to co-present with Dr. Karen Lasker of the Conway School District at the ArkASPA conference. The presentation was called The New Teacher Experience and was course five in our Human Capital Leader Certification program. We do this program because we believe that great teachers and leaders play a critical role in preparing students for success in the future. Every student should have equitable access to educators who can help them develop skills to respond to challenges in college, careers, and life. The new teacher experience is everything a new teacher experiences, encounters, and feels over their first year that impacts their effectiveness and commitment. You often hear that retention is the new recruitment. Research shows that new teacher attrition is about 30% over five years in the original school. Therefore, it is important to ensure that you have a solid induction program that goes beyond simple orientation and includes continual communication and support for our new staff members.
The first few years in any profession can be challenging, but for new teachers, these years are particularly critical. They enter the classroom full of passion, idealism, and dedication but often face a steep learning curve filled with daily challenges. The challenges usually stem from inadequate preparation, lack of support, working conditions, compensation, other career opportunities, and other personal reasons. To ensure their success, schools, colleagues, and the wider educational community must offer effective support. By investing in the growth and development of new teachers, we can foster an academic environment that benefits not just the teachers themselves, but also their students and the school community as a whole.
New teachers, regardless of how well-prepared they are, frequently encounter unexpected obstacles. These may include classroom management issues, diverse student needs, administrative tasks, and meeting curriculum goals. Additionally, many new teachers find that balancing personal and professional life, particularly in the first years, can be difficult as they navigate long working hours and the pressure to meet performance expectations. In Arkansas, we have many teachers who come to schools as unlicensed staff members. These teachers require differentiated
support that ensures that they are prepared and have the tools to educate students effectively. This can often lead to a sense of isolation that can be overwhelming to new teachers. They may feel like they are left to figure things out on their own, especially in schools that lack quality mentorship or collaborative work cultures. Without a proper support system, these factors can contribute to burnout or even push them to leave the profession prematurely. What is the purpose of new teacher support? The purpose is very simple. It is to support new teachers in your district and ensure there is a process in place to orient new educators to the district’s systems, structures, practices, and beliefs. Also, to accelerate new teachers’ skills and make position assignments that support their growth and success. Studies have shown that early career support significantly impacts teacher retention. When new teachers receive the guidance, feedback, and resources they need, they are more likely to stay in the profession and become better educators. Retaining teachers also reduces the financial and administrative burden of continuously recruiting and training new staff.
There are some leading components of high-quality induction and support programs.
• Use only highly effective teachers as mentors, coaches, and role models.
• Set clear expectations for the following:
◦ For mentor/coaches: Frequency of observations, what will be observed, and how feedback will be tracked; quarterly training; regular check-ins with new teachers about the quality of support
◦ For principals: Provide expectations regarding formal and informal observations and feedback; and schedule additional training and support to do this effectively
• Limit generic district induction activities and encourage high-value school-specific induction activities. Focus only on high-priority topics that will impact student success, not logistical or managerial items that can be shared online or as needed.
• Be sure that the perspectives, skills, and voices of new teachers are heard by more experienced teachers. Encourage new teachers to share at team and faculty meetings. Take advantage of their vitality and curiosity.
• Celebrate the teacher’s hard work and progress. Tell them often that you want them to succeed and to stay.
• Pay attention to the emotional and social needs of new teachers. Typically, new teachers feel anxious, frustrated, isolated, or even over-confident.
The success of new teachers is intrinsically linked to the quality of the support they receive. You can find a great checklist for supporting new teachers here. A robust support system that includes mentorship, professional development, emotional well-being, and access to resources ensures that new educators feel valued and equipped to succeed in the classroom. Ultimately, when schools invest in their teachers, they invest in the future of education—ensuring that both teachers and students thrive. We must continue to double down on retention efforts as well as recruitment of new teachers. I hope you have a great October and keep the ghouls away. Don’t eat too much candy. We are here to help you!
President’s Perspective
Stacy DeFoor, AAEA Board President
ENCOURAGING POSITIVE SCHOOL CULTURE
Who is ready for some fall weather? For those of you who enjoy football, hunting, hiking, etc., this may be your favorite time of the year! Have you already witnessed some of the excitement and positivity from the beginning of a new school year start to deflate on your campus? What are you doing as a leader to keep the positive momentum and healthy school culture alive within your district or building? Whether you serve as a leader at the elementary or secondary level, it is vital that we keep a pulse on our campuses. I’m sure that your to-do list continues to grow each week, but one thing you should never mark off as complete is celebrating your teachers and staff for their accomplishments or effort. I hope you can utilize some of the ideas below to celebrate your faculty and enhance the positive culture and climate within your school/ district. I firmly believe happy teachers and staff enhance student learning and promote positive student behavior.
Spotlight Awards: Regularly highlight outstanding teachers in newsletters or during staff meetings showcasing their achievements and contributions.
Teacher of the Month Program: Create a monthly recognition program with a dedicated spotlight, featuring a photo, door hanger sign, and a brief bio of the winner.
Personalized Thank-You Notes: Simple, handwritten notes expressing gratitude can go a long way in making teachers feel appreciated.
Peer Recognition Programs: Create a system where teachers can nominate each other for monthly recognition, fostering a supportive community.
Social Events: Organize regular staff appreciation lunches or after-school gatherings to build camaraderie and celebrate achievements.
Recognition Boards: Set up a dedicated space in the school to display photos and accomplishments of teachers.
Digital Recognition: Use social media to celebrate teacher achievements and milestones, reaching a broader audience.
Jeans Day: What teacher doesn’t like an email or text that says you can wear jeans? This doesn't cost anything!
Celebration Days: Designate specific days, like “Teacher Appreciation Day,” with themed activities or treats throughout the day.
Woot-Woot Wagon: Grab a cart with some snacks, Sonic drinks, popcorn, candy, etc., and deliver them to classrooms as a surprise.
Favorites Survey: Have your faculty or staff complete a beginning of the year survey with their favorite items such as candy, drinks, salty snack, etc., and place these items in their mailboxes or on their desk.
Personalized Video Messages: Have students create video thank-yous for teachers, adding a personal touch to recognition.
Fun Challenges: Implement friendly competitions among staff, like decorating their classrooms or participating in spirit weeks, with fun prizes.
Whether you are a novice administrator or veteran, I hope some of these ideas will either be new or a reminder of something you did in the past so that you can foster the culture and climate to best serve your students, faculty, and community. I hope to see you at the AAEA Fall Conference on October 22nd. Thanks for all that you do each day!
Asked & Answered
Dr. Karla Neathery, AAEA Assistant Executive Director
The question was, “Is the Retention and Recruitment Plan now included in the AR App?" The answer is: Yes. Each year, districts plan for how to improve student learning in the coming year. This process involves reviewing student achievement data, establishing priorities, and building a budget aligned to those priorities. In an effort to support Arkansas school districts in planning, budgeting, and applying for state and federal funding, the Division of Elementary and Secondary Education (DESE) has consolidated the planning process for 17 applications. The AR App will replace 8 grants and 9 applications, fulfilling the federal requirement for ESSA plans as well as planning required in Arkansas statute.
The grants that will be included in the AR App for districts are: ESSA
• Title I Part A
• Title I Part C (Migrant)
• Title I Part D Subpart 2
• Title II
• Title III
• Title IV
• Title V
IDEA
The plans that will be included in the AR App for districts are:
• Enhanced Student Achievement
• English Learner State Plan
• Health and Wellness Plan
• Retention and Recruitment Plan
• Alternate Learning Plan
• Gifted and Talented Application
• Family and Community Engagement Plan
• District Literacy Support Plan (Act 1082)
• District Plan of Support-School level improvement plans from individual schools in a district are submitted to develop a district support plan, which includes goals for literacy. (6-15-2914)
The following grants that will not be included in the AR App for districts are Carl Perkins, McKinney Vento, CLSD-optional, Child Nutrition, and 21st CCLC-optional. The school plans that will not be included in the AR App are Title 1 1003 (school level), School Improvement Plans and Counseling Plan (school level). An overview of the AR App is available here.
If you have questions for Dr. Neathery, email her at k.neathery@theaaea.org .
Administrator Spotlight: Steven Helmick
Principal, Roberts Elementary, Little Rock School District
Steven Helmick, Principal of Roberts Elementary in the Little Rock School District began his career in education 16 years ago at Stephens Elementary in the Little Rock School District. "My wife and I had recently taken an exploratory trip to Rwanda in Africa and were considering moving there to work with an orphanage," he says. "At the time the orphanage needed RNs and teachers and during our trip I decided to get my teaching certification so then we could move back to Rwanda. I quit my corporate job in May, took 18 graduate hours that summer, my wife and I had our first child, and I was hired the week after she was born." However, upon starting the job at Stephens Elementary, he says "my eyes were opened to the tremendous needs of students in my own hometown and it was from that point on that I knew where I wanted to be rooted in hopes of making a difference." He taught 4th grade at Stephens for two years, 5th grade at Watson Intermediate for a year, and then three years as a 5th grade teacher at Roberts Elementary. "Faster than I originally planned, I then became an assistant principal at Roberts Elementary for three years, and I’m in my 7th years as principal at Roberts Elementary. I’m proud to have spent all 16 years of my career in the Little Rock School District where my four children attend."
Steven says his favorite part of his job is: "THE KIDS! I love interacting with the kids and I also love that every day is so different! From playing on the playground to seeing students excel in the classroom I love finding ways to encourage, engage, and equip our students each and every day as they pursue educational and personal excellence. I’d also be lying if I didn’t mention that I also love a good reason to dress up in a costume for the kiddos! Being a principal doesn’t have to be so serious and I like to show kids that principals can have fun too."
He says the most challenging part of the job is juggling a wide variety of things, managing both students and staff well, and prioritizing what is most important while not becoming consumed with the “emergencies” that happen throughout the day. "There are so many decisions that are being made every day and I have to continually focus on not being reactionary to everything that comes up." To those considering becoming principals, he advises a few things: "Never forget what it was like to be in the classroom. Surround yourself with great people who are willing to disagree with you. If you have the privilege of having assistant principals, hire to your weakness but ensure they are committed to the same things you are committed to." Finally, he also says, "Never place your career over your family. If I died today, the position would be filled quickly and school would go on. Don’t sacrifice being a dad/ mom/husband/wife first."
with Steven Helmick ? ! Q&A
What is the best advice you have ever received?
We all have hard, it’s just different hard. Be willing to see a counselor and work through the hard in your life. We are a better friend, parent, spouse, and coworker when we lean into the hard and work through our own stuff.
What might other administrators be surprised to know about you?
I had spinal surgery at 24 years of age due to a back disorder called scheuermann’s kyphosis, that I developed during adolescence. The curvature of my spine was corrected by placing two 18 inch titanium rods along my spine that are connected by 36 screws!
What do you feel is your greatest professional accomplishment?
Being named the Arkansas Principal of the Year and also a National Distinguished Principal was the most incredible honor. There are so many remarkable principals in our state doing tremendous things for kids, so to receive these awards was a completely humbling and incredible experience. Side note, to receive the award in a surprise assembly less than an hour before the tornado struck Little Rock just a few miles from my school on March 31st of 2023 made it a date I’ll never forget. It was the most principal thing ever to go directly from a celebratory assembly to sheltering in place with staff and students.
What do you enjoy doing during your time off?
I love engaging in life with my family! My wife Keri and I have been married for 20 years and we have four kids who each bring a great dynamic to our family. Our weekends are full of soccer, cross country, swimming, dancing, and more. I also love sitting around a campfire or dinner table with friends who are willing to share life with each other.
What is one of the things on your “Bucket List?”
I’d love to run the New York City Marathon! It is so freaking hard to get into the race via their lottery. I’ve run multiple marathons, but having the opportunity to complete one in NYC in the fall would be incredible!
What do you see as the biggest benefit of AAEA membership?
The relationships. I’m a better principal because of the men and women I get to meet throughout the state that are doing incredible things for the students and staff they serve.
CoSN: Support for Technology Administrators
CoSN is a great resource for school technology administrators. Check this page monthly for links to articles to assist technology leaders as they navigate through digital learning transformations.
Click Here to Read About This Month’s Topics
Cybersecurity - A Continuing Challenge
CoSN’s NIST Cybersecurity Framework Resources
Alignment for K-12
Building A Learning Continuity Plan
CoSN K-12 Community Vendor Assessment Tool
CoSN/AASA EmpowerED Superintendents edLeader
Panel Series
CoSN Membership
Behind Every Great School is a Leader Who Cares Character Connection
Submitted by Capturing Kids’ Hearts
Whether walking the hallways with a smile or affirming a teacher at a staff meeting, campus leaders have an amazing opportunity daily to set the tone and be there for your team. We know that enhancing campus-wide motivation and performance starts with making sure your staff feels connected and equipped, which will have a domino effect on your students. Here are some fun ways to help you demonstrate genuine care and build a more empathetic culture.
Know Your Staff to Grow Your Staff
Understanding what motivates your staff is essential for creating a more positive and productive environment. Consider using a Google Form or Survey Monkey to gather insights about your team. You might ask:
• If I had something positive to say about you, who would you want me to tell?
• How do you like to be motivated?
• What de-motivates you?
• How do you prefer to receive feedback?
• What is one area of your teaching you want to improve?
To encourage participation and make the process more engaging, consider offering fun incentives to early respondents, such as a jeans pass, candy in their box, or a drink delivered to their classroom.
Recognition and Affirmation
How often do you intentionally recognize and affirm your team’s efforts? Publicly acknowledging achievements boosts your team’s morale and encourages improvement. Regular affirmations and personalized praise show that you notice and appreciate their hard work, reinforcing a supportive culture. Consider creating an affirmation station for your staff and setting aside the last few minutes of a staff meeting for team members to write affirmations to one another as their exit ticket.
Implementing these strategies can help cultivate a more empathetic and connected school community. When staff feel understood and valued, they are more motivated and engaged, which positively impacts the entire school. To learn more about how your team can use the Capturing Kids’ Hearts® Process to build connection and engagement, visit ckh.org.
Building Block
Construction Manager At-Risk VS Design-Build
Submitted by Will Black, Business Development Manager, Performance Services
Arkansas schools have design and construction procurement options. These delivery methods range from low bid (Design-Bid-Build or Plan/Spec) to best value (Design-Build) or fall somewhere in between (Construction Manager At-Risk).
Evaluate these three important considerations before selecting a method for your next building project:
• Budget Constraints
• Fixed Move-in Schedules
• Owner Risk Tolerance
Click here to learn more.
Awards
AASA Superintendent of the Year
Dr. Debbie Jones
Dr. Debbie Jones of the Bentonville School District was surprised at the September 17th school board meeting as her parents and several current and former superintendents were in attendance. The nature of this visit was to publicly announce Dr. Jones as the 2025 AASA Superintendent of the Year. As the state award recipient, Dr. Jones will now proceed to the National AASA Conference competition where she will be recognized with other state recipients in early March. Congratulations to Dr. Jones and the Bentonville School District!
Safety & Wellness Segment
Red Ribbon Week 2024: Empowering Youth for a Drug-Free
Future
Submitted by Barbara Grimm, Founder and President of School Responder, and C.J. Huff, Ed.D.
Red Ribbon Week is a significant nationwide event for K-12 schools, dedicated to promoting drug-free lifestyles among students. This year’s theme, “Be Brave, Be Strong, Be Drug-Free,” empowers students to make positive choices and take a stand against substance abuse. The week-long initiative, taking place from October 23-31, 2024, seeks to raise awareness about the dangers of drug use and the benefits of leading a healthy, drug-free life.
In preparation for Red Ribbon Week, schools will organize a variety of engaging activities designed for different age groups. Younger students might participate in creative projects such as poster contests or themed dress-up days, where they proudly wear red ribbons or costumes symbolizing their pledge to remain drug-free. For older students, the focus shifts to more comprehensive educational sessions that delve into the severe consequences of drug abuse, including physical health risks, mental health challenges, and the potential for addiction. These activities are intended to provide students with a clear understanding of the dangers and equip them with the knowledge to make informed decisions. The impact of Red Ribbon Week reaches beyond the classroom, involving families and the broader community in the effort to combat drug use. Schools often host events like parent workshops, health fairs, and talks by experts who share valuable insights on substance abuse prevention. By involving parents and community members, Red Ribbon Week aims to build a support network that reinforces the message of living a drug-free life, encourages positive peer influence, and provides key resources to combat drug use. Red Ribbon Week 2024 serves as a powerful reminder of the importance of making healthy choices and staying committed to a drug-free lifestyle. Through its wide array of activities and community engagement, the initiative provides students with the tools and support they need to navigate challenges and make decisions that will safeguard their well-being and future. Learn more about the initiative here.
The AAEA Job Board is a calendar-year subscription that assists districts with the everincreasing challenge of recruiting quality staff. It is a significant resource for educators, both in-state and out-of-state, seeking employment in Arkansas schools.
Over 165 school districts are participating in the program, which has been extremely helpful to schools and educators over the years. The site is used year-round and is accessed extensively during the second semester. It is not unusual to see over 400 jobs posted on the Job Board at one time. With an account, school districts may post unlimited job vacancies throughout the year.
To subscribe (by district) or to post job openings, contact Lana Webb, Administrative Specialist, at l.webb@theaaea.org or at 501-372-1691.
Job Openings
District Name Position
Gentry School District Assistant Superintendent
Blytheville School District Director of Human Resources
Blytheville School District Superintendent
Cutter Morning Star School District Director of Technology
North Little Rock School District Assistant Principal
Huntsville School District Superintendent
Publication Sneak Peek: The Cutting Edge
This segment features content from other AAEA publications. The Cutting Edge is a monthly publication available to AACTEA members. The following excerpt comes from the September 2024 issue.
Arkadelphia Starts Agriculture Science Program
The district’s new agriculture program drew the interest of over 100 high school and junior high students for its inaugural year. Three introductory courses will be taught at the high school, and two intro courses are being offered at the junior high. By next year the school district will select from two of the five agriscience disciplines which will likely be Animal Systems and Power Structure & Technical Systems (formerly known as Ag Mechanics). Those two career pathways will serve the needs of area businesses surveyed prior to Arkadelphia’s launch of the agriscience program. Local employers are constantly looking for trained workers and a skilled, available workforce is crucial to economic development. This new program will increase the local pool of skilled individuals. The program’s inaugural year is being funded by the school district, with hopes that by next school year the state will provide grants to purchase equipment.
Black River Technical College and AR Army National Guard to Partner
Black River Technical College (BRTC) recently signed a memorandum of understanding (MOU) with the Arkansas Army National Guard. The BRTC/ Arkansas Army National Guard MOU lays the groundwork for increasing curriculum and instruction collaboration. This will include additional out-reach by recruiters visiting area high schools and Guardsmen serving as guest speakers in BRTC classrooms, particularly focusing on the durable or soft skills that are required by business and industry. This partnership is the first in the state of its kind.
NLR 7th Street School to Become NLR 6 Academy of Agri & Veterinary Sciences
Recently the North Little Rock Board of Education approved the renaming of the Seventh Street Elementary School to North Little Rock 6 Academy of Agricultural and Veterinary Sciences. The name change, which will go into effect in the 2025-2026 school year, is a nod to the six black teenagers who tried to integrate North Little Rock High School in the fall of 1957.
In collaboration with the Seventh Street Community Advisory Board (CAB), including industry partners, parents, school staff, and community leaders, the school will implement an Agricultural and Veterinary Sciences-themed school. The purpose is to better engage students in the teaching and learning process through real-world applications. Selecting the Agricultural and Veterinary Sciences theme will expose students to project-based learning and problem-solving strategies in all subject areas. Click HERE to learn more about this transformation.
