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Baltimore Co. School Board approves Verletta White Contract, nepotism policy

Nepotism policy passed as presented
Posted at 7:01 AM, Jul 10, 2018
and last updated 2018-07-10 21:36:03-04

The Baltimore County Board of Education approved Interim Superintendent Verletta White's contract at a meeting held Tuesday evening.  

Verletta White is now approved to start a new term this month. The approved details of her contract for 2018-19 will be posted on bcps.org Wednesday.

White has served as interim superintendent of BCPS since her predecessor Dallas Dance resigned in 2017. He’s now serving a six-month prison sentence in Virginia after pleading guilty to perjury.

In April, the Baltimore County Board of Education appointed White as permanent superintendent but that decision was denied. The State Superintendent denied White the permanent position after the former principal was cited for an ethics violation for failure to disclose outside income from consulting work.

In June, the board voted 8-yes to 4-no to appoint White to the interim position for the 2018 – 2019 school year.

The meeting was held at the Greenwood Campus at 6:30 p.m. It is open to the public.


Baltimore County Public School Officials also passed their nepotism policy at the Board of Education meeting.

Officials want to make sure employees are hired based on qualifications and not their relation to other employees within the school system.

District leaders have proposed the following policy to prevent favoritism for jobs being given to family members:

  • The board of education of Baltimore County (board) Encourages the promotion and retention of qualified individuals and promotes high standards of ethical behavior in the employment, evaluation, promotion, and selection processes.
  • The board believes that employment, retention, and promotion of individuals should be based on qualifications for the position, performance, and ability.
  • The board recognizes its responsibility to establish standards that will assist in avoiding conflicts of interest, nepotism, and the appearance of favoritism towards immediate family members.

This would apply to the hiring, discipline [employment], retention, evaluation, promotion and/or dismissal of family members.  According to officials, an employee may not hold a position that is responsible for a direct chain of supervision for another employee who is a family member.

Any exceptions to the policy would have to reviewed by the chief human resources officer and approved by the superintendent.