2026-2029 ICS Strategic Plan
Pillar 1: Academics and Student Readiness Deliver rigorous, inclusive, future-focused learning that prepares every student for college, career, enlistment, and civic life.
● Goal 1: Academic Growth: By June 2029, Irvington Community Schools will increase student academic growth in Reading and Mathematics such that all schools earn at least 75% of students meet or exceed projected growth targets on local and state assessments
● Goal 2: Academic Achievement & Literacy: By June 2029, Irvington Community Schools will increase student achievement by improving districtwide proficiency by at least 15 percentage points in English/Language Arts and 10 percentage points in Mathematics (as measured in NWEA and ICES screeners), while achieving a districtwide IREAD-3 pass rate of 90% and ensuring at least 80% of K-2 students meet benchmark literacy expectations.
● Goal 3: Equity, Engagement, and Attendance: By June 2029, Irvington Community Schools will reduce achievement gaps among student groups to less than 10 percentage points (on state and local assessments), maintain district attendance of at least 95%, reduce chronic absenteeism annually, and ensure all schools earn at least a Meets Standard rating on OEI subgroup and attendance indicators.
● Goal 4: Postsecondary Readiness & Indiana GPS Success: By June 2029, Irvington Community Schools will prepare every student for college, career, enlistment, and civic life by achieving a graduation rate of at least 93%, a FAFSA completion rate of at least 90%, a freshman on-track rate of at least 90%, 100% completion of an Indiana GPS-aligned graduation pathway, and annual increases in participation in work-based learning, dual credit, industry credentials, and other postsecondary readiness opportunities.
Pillar 2: Community Engagement and Communication Goal: Strengthen trust, visibility, and partnership by clearly telling the ICS story and deepening family, alumni, and community relationships.
• Clarify the “Why ICS?” message for current and prospective families.
• Improve outreach, enrollment, website quality, and social media consistency.
• Build stronger partnerships for internships, mentoring, service, and job-connected opportunities.
• Elevate student voice in storytelling and recruitment content with adult guidance. What success looks like: stronger enrollment pipelines, more engaged families, more active partnerships, improved community visibility, and more authentic student-centered storytelling.
Pillar 3: Financial Stewardship Goal: Steward resources responsibly while strengthening long-term sustainability and mission-aligned investment.
• Align budgets, staffing, and spending decisions to strategic priorities and student needs.
• Develop a multi-year fundraising strategy, including grants, annual giving, sponsorships, and endowment growth.
• Evaluate debt, refinance opportunities, facilities priorities, and possible location opportunities.
• Make disciplined investments that improve enrollment, programming, and organizational stability. What success looks like: balanced budgets, stronger cash-flow health, expanded fundraising capacity, thoughtful capital planning, and better return on targeted investments.
Pillar 4: Well-Being Goal: Foster clean, orderly, safe, and inviting environments while supporting the mental, emotional, physical, and relational well-being of students and staff.
• Create a clear board-facing dashboard for student and staff well-being indicators.
• Strengthen whole-person supports, including mental wellness, academic confidence, emotional support, and healthy school culture.
• Improve student and staff environments through targeted space and facility enhancements.
• Leverage grants, sponsorships, and partnerships to expand wellness supports. What success looks like: improved attendance, stronger belonging and climate data, higher staff satisfaction and retention, and visible progress in learning and working conditions.
Pillar 5: Human Resources and Talent Development Goal: Retain and develop mission-aligned talent through strong recruitment, onboarding, mentoring, and leadership development.
• Continue building a diverse staff that reflects and serves the student community well.
• Develop a “Grow Your Own” workforce strategy that identifies, develops, and advances students and staff into teaching, leadership, and support roles within the organization.
• Create opportunities for professional growth that encourages employees to build long term careers within the organization. What success looks like: higher employee retention rates, increased diversity among educators and leaders, internal promotions when opportunities become available.