Speaker numbers apply only to this recording. Names come from transcript evidence. “Possibly” marks uncertain attribution.
On January 13, 2026, the Anne Arundel County Council held a work session. The transcript listed no agenda or minutes, so this summary is based entirely on the raw transcript. The session featured the superintendent’s annual school district update, presentations on two comprehensive rezoning plans, and review of several proposed bills. No final bill votes were taken during the work session.
Let's get started. The January 13th, 2026 work session of the Ana Rondo County Council is called to order. Please ensure all electronic devices are in silent mode. Do any of my colleagues have any questions before we begin? All right. We will now turn it over to Dr. Mark Bedell from Ana Rondo County Public Schools. All right. The members, oh, here we go. All right. Good morning, uh Chair Hummer, uh, Vice Chair Smith, and members of the county council. For the record, Mark Bedell, superintendent of Ana Rundle County Public Schools. I am uh seated next to Gloria Dent, who is our board chair, and she will offer some closing remarks at the conclusion of this presentation. Also with us is Don Pullium, our vice president of the school board, Robert Silkworth, Dana Schalhein, and then I have three cabinet members here with me. Michael Dickerson, Chief of Staff, Bob Mosier, our chief communication officer, and Matt Stanski, our chief finance officer. So it is an honor uh to have this opportunity every single year to come in front of you all and give you an update on the progress of Ana Rondo County Public Schools. As you all know, this is my fourth year now as superintendent, and I feel really good about our progress. In fact, I feel that at the conclusion of last year, I felt that we were ahead of schedule of where I thought we would be in terms of uh the performance both on three different fronts social emotional and academic uh levels for all of our students. And so today we'll take you through a brief presentation. You have a slide deck that actually has uh more slides than what we're going to present, a little bit more data, data is desegregated, so um you have that to kind of peruse over when when you when you have an opportunity to want to look a little bit deeper into the data. So let's talk a little bit about the school district. We are the fourth largest district in Maryland with a 37th largest district in the United States. We have uh a little bit over 84,000 students, and as you can see, when you look at student demographics, we are uh becoming a more and more diverse school district uh by the year. When you take a look at our uh free and reduced mill students, 41.6 percent, that's actually a decline from last year. Last year we were at 45 percent, uh 12 and a half percent special education. That is a a data trend that is growing, and then multilingual learners 10.6 percent. We know that with with some of the enrollment decline, that was one of the areas where we did see a regression in the data also. Um a little bit of what's happening right now, and and I've I was sharing uh with with someone earlier today about what we're doing around retention rates. In a school district like this, I remember in 2022 when I came on board. We were sitting at nearly 300 teacher vacancies. We had uh probably close to 70 bus driver vacancies. We had to put out a letter to the community explaining that if your kid had transportation at the beginning of the year, at the start of the second semester, they will not have transportation. We were fortunate in being able to work with the school board and working with you all in the county to make some adjustments where we introduced then and an alternative vehicle initiative that has been a game changer for us. We've been able to not only fully staff our uh yellow buses, but all of these alternative vehicles at this point are pretty much fully staffed with the exception of one. Um, but that speaks to the retention rates, the things that we're doing to keep people. Instructional staff, nearly 96% of our people are staying in Ana Rondo County, they're not leaving. So it's making it a lot easier for us to address vacancy rates early on because we're not having to constantly refill in the non-instructional staff. 94.3 percent of our non-instructional staff has stayed. These numbers have increased every single year that I've been here. And I again I have to tell our school board sometimes this is not normal to have all of this stuff continue to grow at some point. Law of averages kick in, and it may be a flat year, but in the end, we'll be way better off than we were when we got it together in 2022. Here's uh a chart that we that I started when I first got here, uh, wanting to be transparent with the community, um, showing what our vacancy rates are, and this the bolded color is where we are currently compared to where we were last year at this time. And so you can see that in most cases we've made some improvements. Crossing guards is an area that we know it's much better than it was when I first got here, but this is a partnership we have with the Ana Rundle County Police Department, and we'll continue to work with them in that relationship of staffing. And then food service workers, one of our lower wage in earners, in some cases, they only work three and a half to four hours a day. It's something that we are really having to figure out how to address. It's it's it's there's a big reason why we're at 72 vacancies. And so, but when we're able to better staff, I think what you will find in the data is that students' perception of their support, the perception of having consistent adults that are in their buildings every year, not having to constantly start over with new educators and new instructional staff, that it makes a difference. The state requires that every single school district completes a student survey. And as you can see, you want to see your arrows going up.