Dawn Macklin

Biography & Background Experience

  • Current Employment: Senior Property Manager of two high rise buildings in Malden Center
  • Children: her grandson is a 4th grader who transferred from Salemwood to  Ferryway in December.
  • Skills: “As a Senior Property Manager of two high rise buildings in Malden Center with a total of 266 apartments, I have effective multi-cultural communication experience and genuinely LOVE helping others. I have had multiple interactions with MPS faculty and administrators” (MVQ).

Policies & Experiences

  • Biggest issues: Equity, inclusion; diversity in hiring practices; and better transparency.
  • Motivation for running: “I have a vested interest in the success of Malden Public Schools. Our boy, a rising 4th grader, transferred from Salemwood to Ferryway in December 2018 after we expressed concern over bullying and the implementation of his 504 plan. I am a fierce advocate for our boy and I have assisted another family with attending IEP and behavioral meetings at Forestdale. It occurred to me that given our diverse population there may be cultural barriers that make it difficult for some families to speak up or speak out” (MVQ).


  • Schools

    • Astroturf at Roosevelt Park: feels that “natural grass is best, it gives more and will eliminate the artificial turf burn, therefore making it safer for our children. [If water drainage is] currently an issue with natural grass, it will likely be more problematic with artificial turf and its’ lack of absorption. Both formats, artificial vs natural, would require regular maintenance but we need to select the option that is safest first and surest second” (MNN 5/29/19)
    • Budget Priorities: Building improvements, specifically fresh, clean restrooms. Affordable and adequate after school care. (MVQ). 
    • Charter Schools: “Charter schools must not be to the detriment of our public schools and they should not be held in a higher regard. If there are issues with our public schools, our effort should go to fixing those issues, not creating an alternative. I am a strong supporter of public school education.” (MVQ).
    • Class size: Ms. Macklin supports hiring additional teachers or adding more classrooms in an effort to reduce class size. (MVQ).
    • Community: “Malden Public Schools has a community that cares and supports the school system as well as the families MPS serves. Funding and over-crowding are huge challenges” (MVQ).
    • Disabled Students: Ms. Macklin supports hiring more paraprofessionals, especially in larger classrooms to assist the students on specialized plans; and wants “504/IEP/SPED Team Chairs to reduce the evaluation/wait times” (MVQ).
    • Diverse Staffing: “We must have improved transparency and accountability from the administration and we must also seek out and hire a more diverse workforce to better represent the residents/students of Malden” (MVQ). “We must demand equity and inclusion for our children and have that also demonstrated with MPS hiring practices. It is essential that MPS faculty, administrators and school committee resemble more the community in which they serve” (FB 8/17/19).
    • Environment: “I was impressed with the students’ paper straw initiative” (MVQ).
    • Parental Engagement: “Parents and this Malden community are genuinely concerned about their children’s education and their time spent at MPS … We must continue to reach out to the community through all resources and in various languages to include: notices sent home, email blasts, social media and a parental buddy system whereby other parents encourage neighbors or friends and carpool together to the committee meetings. It is important for the community to feel welcomed and to have a voice at committee meetings” (MVQ).
    • PROMISE Act: “I fully support equitable funding” (MVQ). Information on the PROMISE Act here.
    • Racial Diversity: “Social justice is essential. We must teach the faculty to have patience and awareness of different cultures, special needs learners and those students/families whose lifestyle may be unlike their own. Training workshops and co-colleague outreach are some of the ways we can strive for cultural competence” (MVQ).

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