As kids’ behavior reaches crisis points after the stress and isolation of pandemic shutdowns, many schools are facing pressure from critics to rethink their approaches to discipline — including policies intended to reduce suspensions and expulsions.
Approaches such as “restorative justice” were adopted widely in recent decades as educators updated exclusionary policies that cut off students’ access to learning and disproportionately affected students of color.

Billy Schuerman, Associated Press
Djifa Lee, a second-grade teacher at Saunders Elementary, center, stands with her daughter as she speaks in front of the Newport News School Board on Jan. 17 at the Newport News Public Schools Administration building in Newport News, Va., after a shooting at Richneck Elementary by a six-year-old that left a teacher in critical condition.
But more students have been acting out, and some school systems have faced questions from teachers, parents and lawmakers about whether a gentle approach can effectively address problems that disrupt classrooms.
The latest example came in Newport News, Virginia, where teachers complained at a school board meeting that the school system where a 6-year-old shot his teacher had become too lenient with students. Students who assaulted staff were routinely allowed to stay in the classroom, they said, because of a misguided focus on keeping them in school.
The local school board said it would take “the necessary steps to restore public confidence” in the school system.
Both anecdotally and according to federal data, instances of misbehavior have been on the rise since students returned to classrooms from the COVID-19 pandemic. A National Center for Education Statistics survey of school leaders last summer found 56% of respondents said the pandemic led to increased classroom disruptions from student misbehavior and 48% said it led to more acts of disrespect toward teachers and staff.
New scrutiny of approaches to discipline could halt momentum for policy reform, said Rachel Perera, a fellow at the Brookings Institution who studies education.
“There’s a lot of pressure on schools right now,” she said. “Schools also say they don’t have the resources to address more behavioral problems, and I worry that that will translate to schools falling back on old practices that are not effective in terms of supporting students in the way they need.”
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Monkey Business Images // Shutterstock
Schools across the country were short about 300,000 teachers and staff when the 2022-2023 school year began, according to National Education Association President Becky Pringle. This massive dearth has forced an unfortunate series of developments in schools across the country.
Principals are performing janitorial duties, schools are implementing four-day school weeks to entice applicants for teaching positions with the promise of better work-life balance, and many districts are relaxing their required teaching credentials just to expand their applicant pool. This crisis of discontent has brewed for over a decade and has reached its boiling point in the unsustainable conditions that emerged during the COVID-19 pandemic.
School counselors are no exception to this crisis. It is not uncommon for students to attend a school with police on staff but no counselors.
Across the country, counselors are facing a more challenging workload than ever before. Since 1965, the American School Counselor Association has recommended a counselor-to-student ratio of 250:1. Only two states—Vermont and New Hampshire—meet that criteria. The most severely impacted states, such as Arizona and Michigan, have nearly triple the recommended ratio. It is worth noting there has been little research on the "optimal" counselor caseload (at the time or since the recommendation). Still, the current situation is raising concern across the country.
Charlie Health analyzed employment data from the Bureau of Labor Statistics and school counselor-to-student ratios from data from the American School Counselor Association and the National Center for Education Statistics to rank states from best to worst in counselor-to-student ratios for elementary through secondary schools.
School counselors differ from school psychologists primarily in the depth of their relationship with students who need support. Counselors based in the schools are a resource for the entire student population and focus on individual or group sessions to build skills to overcome social and behavioral challenges and improve academic performance. In contrast, school psychologists conduct mental health evaluations, diagnose mental health issues, and write individual education plans.
While a counselor's purview may be less specific, they are no less critical to student success. These services are acutely important today as students work through a backlog of pandemic-related issues. According to the results of the 2022 National Assessment of Educational Progress mathematics assessment administered to fourth and eighth graders across the country, these students experienced the most significant drop in academic performance in more than 30 years.
Access to mental health support is essential to student success. In October 2022, the Department of Education earmarked $280 million for two grant programs to help schools improve this access through training and hiring credentialed mental health professionals.

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- Student to school counselor ratio: 186:1
--- 443 counselors to 82,401 students
- Employment per 1,000 jobs: 3.40 (1.62 times the national average)
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- Student to school counselor ratio: 208:1
--- 813 counselors to 169,027 students
- Employment per 1,000 jobs: 4.85 (2.30 times the national average)
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- Student to school counselor ratio: 268:1
--- 659 counselors to 176,441 students
- Employment per 1,000 jobs: 3.94 (1.87 times the national average)
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- Student to school counselor ratio: 278:1
--- 3,177 counselors to 883,199 students
- Employment per 1,000 jobs: 2.12 (1.01 times the national average)
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- Student to school counselor ratio: 291:1
--- 503 counselors to 146,252 students
- Employment per 1,000 jobs: 1.36 (0.64 times the national average)
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- Student to school counselor ratio: 297:1
--- 581 counselors to 172,455 students
- Employment per 1,000 jobs: 2.12 (1.01 times the national average)
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Jacob Boomsma // Shutterstock
- Student to school counselor ratio: 297:1
--- 387 counselors to 114,955 students
- Employment per 1,000 jobs: 1.60 (0.76 times the national average)
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- Student to school counselor ratio: 301:1
--- 2,542 counselors to 985,207 students
- Employment per 1,000 jobs: 1.61 (0.76 times the national average)
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- Student to school counselor ratio: 311:1
--- 298 counselors to 92,772 students
- Employment per 1,000 jobs: 2.60 (1.24 times the national average)
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- Student to school counselor ratio: 318:1
--- 3,940 counselors to 1,251,639 students
- Employment per 1,000 jobs: 1.89 (0.90 times the national average)
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- Student to school counselor ratio: 325:1
--- 2,716 counselors to 882,477 students
- Employment per 1,000 jobs: 2.79 (1.33 times the national average)
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- Student to school counselor ratio: 325:1
--- 782 counselors to 253,930 students
- Employment per 1,000 jobs: 1.67 (0.80 times the national average)
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- Student to school counselor ratio: 326:1
--- 4,638 counselors to 1,513,677 students
- Employment per 1,000 jobs: 1.74 (0.82 times the national average)
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- Student to school counselor ratio: 332:1
--- 2,662 counselors to 882,527 students
- Employment per 1,000 jobs: 2.42 (1.15 times the national average)
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- Student to school counselor ratio: 336:1
--- 2,282 counselors to 766,819 students
- Employment per 1,000 jobs: 2.62 (1.24 times the national average)
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- Student to school counselor ratio: 337:1
--- 4,072 counselors to 1,373,960 students
- Employment per 1,000 jobs: 1.74 (0.83 times the national average)
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- Student to school counselor ratio: 349:1
--- 1,458 counselors to 509,058 students
- Employment per 1,000 jobs: 2.11 (1.00 times the national average)
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- Student to school counselor ratio: 350:1
--- 7,446 counselors to 2,606,748 students
- Employment per 1,000 jobs: 2.72 (1.29 times the national average)
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- Student to school counselor ratio: 353:1
--- 4,835 counselors to 1,704,396 students
- Employment per 1,000 jobs: 1.49 (0.71 times the national average)
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- Student to school counselor ratio: 361:1
--- 1,346 counselors to 486,305 students
- Employment per 1,000 jobs: 1.73 (0.82 times the national average)
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- Student to school counselor ratio: 363:1
--- 385 counselors to 139,566 students
- Employment per 1,000 jobs: 2.16 (1.03 times the national average)
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- Student to school counselor ratio: 364:1
--- 2,534 counselors to 921,712 students
- Employment per 1,000 jobs: 2.53 (1.20 times the national average)
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- Student to school counselor ratio: 366:1
--- 1,798 counselors to 658,809 students
- Employment per 1,000 jobs: 2.27 (1.08 times the national average)
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- Student to school counselor ratio: 369:1
--- 880 counselors to 324,697 students
- Employment per 1,000 jobs: 1.84 (0.88 times the national average)
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- Student to school counselor ratio: 370:1
--- 1,369 counselors to 506,656 students
- Employment per 1,000 jobs: 2.34 (1.11 times the national average)
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- Student to school counselor ratio: 374:1
--- 1,499 counselors to 560,917 students
- Employment per 1,000 jobs: 1.46 (0.69 times the national average)
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- Student to school counselor ratio: 381:1
--- 362 counselors to 138,092 students
- Employment per 1,000 jobs: 2.77 (1.32 times the national average)
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- Student to school counselor ratio: 387:1
--- 2,143 counselors to 830,066 students
- Employment per 1,000 jobs: 1.44 (0.69 times the national average)
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- Student to school counselor ratio: 392:1
--- 13,696 counselors to 5,372,806 students
- Employment per 1,000 jobs: 2.27 (1.08 times the national average)
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- Student to school counselor ratio: 396:1
--- 1,217 counselors to 481,750 students
- Employment per 1,000 jobs: 1.98 (0.94 times the national average)
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- Student to school counselor ratio: 398:1
--- 1,744 counselors to 694,113 students
- Employment per 1,000 jobs: 2.42 (1.15 times the national average)
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- Student to school counselor ratio: 398:1
--- 1,111 counselors to 442,627 students
- Employment per 1,000 jobs: 1.92 (0.91 times the national average)
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- Student to school counselor ratio: 403:1
--- 4,082 counselors to 1,645,412 students
- Employment per 1,000 jobs: 2.19 (1.04 times the national average)
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- Student to school counselor ratio: 414:1
--- 336 counselors to 139,184 students
- Employment per 1,000 jobs: 2.16 (1.02 times the national average)
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- Student to school counselor ratio: 415:1
--- 1,769 counselors to 734,559 students
- Employment per 1,000 jobs: 1.99 (0.94 times the national average)
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- Student to school counselor ratio: 419:1
--- 4,130 counselors to 1,730,015 students
- Employment per 1,000 jobs: 2.45 (1.17 times the national average)
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- Student to school counselor ratio: 419:1
--- 310 counselors to 129,872 students
- Employment per 1,000 jobs: 1.19 (0.57 times the national average)
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- Student to school counselor ratio: 434:1
--- 6,428 counselors to 2,791,707 students
- Employment per 1,000 jobs: 1.84 (0.87 times the national average)
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- Student to school counselor ratio: 441:1
--- 2,465 counselors to 1,087,354 students
- Employment per 1,000 jobs: 1.76 (0.84 times the national average)
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- Student to school counselor ratio: 443:1
--- 716 counselors to 316,840 students
- Employment per 1,000 jobs: 2.05 (0.97 times the national average)
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- Student to school counselor ratio: 445:1
--- 1,557 counselors to 693,150 students
- Employment per 1,000 jobs: 3.24 (1.54 times the national average)
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- Student to school counselor ratio: 445:1
--- 1,085 counselors to 482,348 students
- Employment per 1,000 jobs: 1.26 (0.60 times the national average)
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- Student to school counselor ratio: 460:1
--- 195 counselors to 89,883 students
- Employment per 1,000 jobs: 2.44 (1.16 times the national average)
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- Student to school counselor ratio: 475:1
--- 2,176 counselors to 1,033,964 students
- Employment per 1,000 jobs: 1.70 (0.81 times the national average)
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- Student to school counselor ratio: 493:1
--- 623 counselors to 307,581 students
- Employment per 1,000 jobs: 2.81 (1.34 times the national average)
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- Student to school counselor ratio: 544:1
--- 1,251 counselors to 680,659 students
- Employment per 1,000 jobs: 3.20 (1.52 times the national average)
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- Student to school counselor ratio: 572:1
--- 10,602 counselors to 6,064,504 students
- Employment per 1,000 jobs: 1.80 (0.85 times the national average)
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- Student to school counselor ratio: 592:1
--- 1,473 counselors to 872,083 students
- Employment per 1,000 jobs: 1.42 (0.67 times the national average)
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- Student to school counselor ratio: 638:1
--- 2,246 counselors to 1,434,137 students
- Employment per 1,000 jobs: 1.71 (0.81 times the national average)
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- Student to school counselor ratio: 665:1
--- 2,838 counselors to 1,886,137 students
- Employment per 1,000 jobs: 2.57 (1.22 times the national average)
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- Student to school counselor ratio: 716:1
--- 1,552 counselors to 1,111,500 students
- Employment per 1,000 jobs: 2.77 (1.32 times the national average)
This story originally appeared on Charlie Health and was produced and distributed in partnership with Stacker Studio.
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Even before the COVID-19 pandemic swept the country and closed schools, teacher shortages were a problem. In 2016, Learning Policy Institute, a nonprofit research group, estimated that American schools were short more than 100,000 teachers. The group's "A Coming Crisis in Teaching?" report found that between 2009 and 2014, enrollment in teaching education programs had dropped 35%, which resulted in approximately 240,000 fewer new teachers entering the workforce.
HeyTutor cited data from the Bureau of Labor Statistics to examine the impact of the pandemic on teacher shortages and to explore new policies and initiatives school districts have implemented to counter this issue.
The pandemic worsened the problem as more teachers left the profession, worn out by low wages, the unique difficulties of remote learning, and political fights over what they can teach in schools. They worried about their health and the health of others in their families. School shootings added further tension.
Approximately 300,000 public school teachers and other staff quit the field between February 2020 and May 2022, according to the Wall Street Journal, citing data from the BLS: That's a decrease of almost 3%. At the start of this school year, 44% of public schools had vacancies for full- or part-time teaching positions, according to the National Center for Education Statistics. In more than 60% of schools with at least one vacancy, the openings resulted from resignations related to COVID-19.
Federal assistance came in multiple forms: The Elementary and Secondary School Emergency Relief fund was distributed in three waves—most recently as a portion of the American Rescue Plan. The Coronavirus State and Local Fiscal Recovery Funds pumped billions into the public school system to ease teacher shortages, bolster in-classroom safety protocols, and provide technical support to students transitioning to remote learning.
Still, shortages remain, and the national public school system is attempting to address the shortage of new teachers entering the classroom while reinvigorating its employees—teachers and support staff alike.
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HeyTutor
The average national salary has increased over the past decade by just 0.9% when adjusted for inflation, according to the National Education Association, the country's largest teachers union. The highest average teacher salaries in the 2019-2020 school year were found in New York at $87,069, California at $84,531, and Massachusetts at $84,290. The lowest were in Florida ($49,102), Mississippi ($46,843), and South Dakota ($48,984).
However, a growing number of states are giving teachers pay raises to tackle shortages in the classroom. The salary hikes are some of the largest in decades, particularly in states where teacher earnings have traditionally been much lower than elsewhere in the nation.
New Mexico, for example, increased base salary levels by 20% on average in March 2022. Florida is raising teachers' starting salary to $47,000 from an infusion of $800 million approved in the state's most recent legislative session. Mississippi approved a salary increase that will boost teachers' pay by 10%, an average of $5,100. Alabama will offer pay increases from 4% to almost 21%, while Georgia planned $2,000 bonuses for its teachers.
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A Rand Corporation survey conducted early in 2021 found that 1 in 4 teachers strongly considered leaving their positions before the end of the 2020-2021 school year, and since that report, it seems stress levels for teachers have not dissipated. Rand conducted a further survey in January 2022, published in June, which found levels of stress in teachers and school principals to be twice that of the general working public. But only one-third of school leaders had made counselors or mental health services available to staff since the beginning of the pandemic, according to a 2022 Education Week survey.
K-12 teachers are the most likely to report feeling anxious, stressed and burnt out. A January 2022 report issued by the NEA found that 55% of surveyed educators planned to leave the profession early, either through taking early retirement or resigning their positions. Mental health resources for teachers, while not stemming from a single nationalized source, do exist. Teach for America has created a repository list of resources, and the NEA also offers assistance.
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HeyTutor
The coronavirus pandemic made the problem of teacher shortages more visible as schools scrambled to find substitutes for ill or quarantining staff. Qualified substitutes also have been in short supply, with the Brookings Institution citing Ohio's Madison school district as having fewer than one-third of the number of substitutes needed to cover its classrooms.
States have loosened some regulations to draw in teachers. Nevada, Iowa, and Missouri no longer require substitute teachers to have earned a minimum of 60 hours of college credits or an associate's degree, while Connecticut has eased the requirement that substitutes hold a bachelor's degree. Substitutes in New York can enter the classroom without a teaching degree. New Mexico turned to the state's National Guard to help plug the substitute gap.
The problem is not evenly spread among schools, however. A Brookings Institution study found that nearly half of teachers in schools with the highest number of Black and Hispanic students reported difficulty finding substitutes, compared to only 9% of teachers in schools with the lowest number of Black and Hispanic students.
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The pandemic further exacerbated another ongoing problem: the trouble some school districts have retaining teachers.
Even before the pandemic, some high-needs schools reported turnover of as much as 30%. Among the reasons cited by teachers for choosing to leave the profession were low salaries that failed to keep up with inflation and significant increases in stress leading to general mental health concerns.
The resulting strain on those teachers and support staff who choose to remain means an increased workload, potential disruptions to student scheduling and curriculum, and increased costs to the school district. Hiring new teachers can cost a school system from $15,000 to $30,000 for recruitment and training.
Less experienced teachers can result in lower test scores and poor performances by students—this continues to be of particular concern in light of the release of the National Assessment of Education Progress report. The study found what Secretary of Education Miguel Cardona calls an "appalling and unacceptable" drop in overall test scores nationwide resulting from the mass disruption caused by the COVID-19 pandemic.
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Four-day school weeks had already gained popularity before the coronavirus pandemic hit. A Brookings Institution study found that 662 school districts in 24 states had turned to them before the pandemic forced schools to close, an increase of 600% since 1999.
By 2022, more than 800 districts have gone to four-day weeks, with the trend noticeable in rural areas of the Midwest and the South—dozens of districts in Texas, Missouri, Colorado, and Oklahoma had adopted them. The Brookings study reported that many teachers prefer the four-day week, but the authors still offered several cautions for districts to consider. Although the shortened week provided the districts more flexibility, they did not appear to save money overall. Some research found that student achievement fell, so school districts were urged to keep instructional time the same.
This story originally appeared on HeyTutor and was produced and distributed in partnership with Stacker Studio.
Policy reversals are already underway. In Gwinnett County, Georgia, the school board approved the use of a “restorative practices” program in August that was meant to focus on conflict resolution, repairing harm and rebuilding relationships in the classroom. But the district paused the program in December, with plans to restart it in the 2023-2024 school year, after concerns were raised over incidents in school, including a video of a student assaulting a teacher at a high school.
In Clark County, Nevada, district leaders announced in March that they would take a harder line on fighting and physical altercations, saying they would be grounds for expulsion. Some in the community had blamed a “restorative justice” approach for an increase in violence.
As of 2020, 21 states and the District of Columbia had passed legislation supporting the use of restorative practices in schools, according to research from the Georgetown Law Center on Poverty and Inequality.
Implementing the practice properly takes time, resources, and community support, said Rebecca Epstein, the center’s executive director.
“Change is hard,” Epstein said. “Change takes work and it also takes resources and educators are spread really thin. It can’t be up to individual teachers alone to shift the culture of automatically resorting to excluding students in response to disruptive behavior. It really takes a whole school cultural shift.”
Using restorative justice does not mean a school cannot remove a disruptive student from the classroom, said Thalia González, a professor at the UC College of the Law, San Francisco. But unlike other forms of discipline, restorative practices aim to address the root cause of student’s behavior and reintegrated them into classroom.
“That’s the problem with punitive discipline such as suspension and expulsion,” Gonzalez said. “You get removed and then you just come back. There’s nothing done to reintegrate into the community and rebuild the climate, the connectedness, the sense of safety, all the things that we know are so important to young people learning.”
Traditional discipline has widened inequities. Black children often are suspended or expelled at rates far higher than white children. Research has found that these discipline disparities can have lifelong consequences for children, such as worsened educational outcomes and higher rates of incarceration.
Newport News has its own history with restorative justice.
At a school board meeting in 2017 district officials discussed efforts to reduce school suspensions while implementing restorative practices. Tracy Pope, then the school system’s restorative practices specialist, said at the time that such practices did not do away with anything already in place, but was rather “another way to look at how we do discipline.”
Well before the Jan. 6 shooting of a first-grade teacher, not all educators were happy with the handling of student discipline. According to a spring 2022 survey of teachers and staff, only 60% of respondents said administrators were addressing negative student behaviors.
Michelle Price, a spokesperson for the Newport News schools, said in an email that the district’s code of conduct “fosters the school division’s mission to ensure all students graduate ‘citizen-ready.’
“It provides guidance for students, families, and staff, and details the many options available to NNPS staff to address student conduct,” she said.