Team One
BREAKTHROUGH Strategy #1: #1) Anti-bias ELD staff, contractors, and OWNER: Margie McNabb
grantees (awareness through prof. development): Create positive,
Sub-TEAM:
anti-racism, anti-bias and anti-privilege environments within the Early
Learning Council, Early Learning Division, Early Learning Hubs and
provider organizations that promote knowledge, acceptance,
inclusion and respect. Domain #2.
No.
TASK
Lead
DATE: 9-22-15
DEPARTMENT/ BUSINESS UNIT: Connects to
Fundamentals Map: SP1 - developing staff
NOTES
1.0
Define, assess and identify culturally
responsive practices, trainings,
professional development and resources.
Outcome: individuals throughout the
Early Learning System are trained and
continuously supported to identify and
become aware of how racism and
privilege play out in the workplace, early
learning spaces and community.
1.1
Lillian and
Assess current culturally responsiveness
sub-team 1
practices and resources (using Equity Toolkit)
members.
in:1) in ELD, and ODE; 2) identify shifts
needed in current practices to be in line
with research best practices, 3) prepare a
report; 4) summarize recommendations based
on findings; 5) present to ELD management
team for further action and follow up. Report
will include information from 1.2 and 1.3.
Cross walk with Team 4
1.2
Assess Professional Development Equity
currently available trainings within ELD, ODE,
partners, state and national; 1) use 2.4 as
guideline; 2) review current offerings; 3)
Develop matrix of offerings internal/externalhere is what currently happening and here
are suggested other trainings Report will
include information from 1.2 and 1.3.
Lillian and subteam1
members.
This may be a team task-Kim OCC and
other outside. Joy and Tab for outside
trainings. Denise could do ODE.
1.3
Coordinate with the Oregon Department of
Education management team around existing
equity trainings and design/development
process.
Lillian
Joy and Margie to support
1
Team One
1.4
Megan
Once identified, advocate for and secure
adequate funding and release time for all staff
to attend the ongoing recommended training.
1.5
Megan
Create an Early Learning System Equity Team
that consists of staff who lead the launching of
the professional development equity trainings
in alignment with the Equity Report
recommendations, Equity Lens and work plan
of ELD Equity Director.
1.6
Identify equity performance competencies
required for ELD staff and managers
Lillian, Margie,
Serilda
SummersMcGee, Shadiin
Garcia
Knowledge; possibly create a
professional development team
1.7
Identify equity competencies required for ELD
trainers and facilitators in line with ELD
standards. ELD competencies will be used
when vetting trainers and facilitators.
Lillian
& Equity Team
Knowledge
1.8
Publicly express commitment to equity in all
aspects of the early learning process through
ELD mission and value statements (Team 4's
Philosophy statement is a part of this).
Potential audiences: 1) hubs 2) general public
3) k-12 4) Others?
Karol
Collymore,
Public Affairs
Director
Task 3-3.1 and 3.2 and dovetail with
subteam 4 (subteam #1 focus - internal
messaging)
1.8.1
Develop and draft a written policy statement
on ELD's process to eliminate implicit bias,
cultural insensitivity, structural discrimination
and institutionalized racism.
Karol Collymore,
Public Affairs
Director
1.8.1.1 Document shall include procedures for future,
Karol Collymore,
Public Affairs
Director
ongoing assessments of ELD's adherence to
policy.
In process
2
Team One
*ADKAR: Awareness, Desire, Knowledge,
Ability, Reinforcement
2.0
Implement Professional Development
specific to Racial Equity and Anti-Bias
applying the ADKAR* framework for
ELD Staff
2.1
Using the established definition of
"cultural responsiveness" develop methods
and policies to build awareness to each
area of the Early Learning Division's work, for
both internal and external stakeholders
What does “each area” refer to? Specific to
ELD quality improvement, professional
development, cultural responsiveness.
Lillian
2.2
Develop awareness campaign for ELD staff
(definition of cultural responsiveness) on
Oregon's call to action on Racial Equity (OEIB
Equity Statement), incorporate existing
internal messages, trainings and other public
relations documents. Identify and adopt
uniform language and messaging on Racial
Equity to be reflected in ELD policies and
procedures, and reflected in contracts with
external contractors, facilitators, trainers
Karol and
Aimee Craig.
Awareness: Incorporate the bigger picture
of equity into trainings and staff dialogues.
Connect always the equity dialogue back to
the children and supporting their success in
culturally responsive environments.
2.3
Engage ELD staff in dialogue to determine
individual and department strengths that
support the work: to create a full picture of
who we are and what we bring from our own
cultures: 1) Schedule staff forums for equity
engagement information sessions, various
venues
Lillian and
Margie
Awareness & Desire
3
Team One
2.3.1
Informed by self-assessment information
garnered from staff dialogue, identify
professional development content, systems
and structures needed for internal staff
development.
Lillian, Margie
and Joy
Knowledge
2.4
Develop and conduct training for ELD
managers, program leads and lead
workers that incorporate identified
competencies
Lillian
knowledge
2.4.1
Develop an evaluation tool that will assess
program managers and executive staff on their
ability to implement racial equity and
culturally responsive services.
2.5
Lillian
Develop Professional Development equity
assessment to determine each person's level of & Subteam 1
expertise and knowledge in relation to
identified competencies. Data serves to inform
individual professional development plans vis a
vis the required competencies identified for
staff.
2.6
Design, develop and implement a Professional
Development Equity Program which will serve
as a baseline for all ELD staff competency
development.
3.0
Implement Professional Development
specific to Racial Equity and Anti-Bias
applying the ADKAR* framework for
external partners (contractors,
vendors, community advisory boards)
Lillian, ELD
executive team
knowledge; look at baseline for every one
and then build from there
Knowledge and abilities
4
Team One
3.1
Lillian
Using the established definition of
"cultural responsiveness" develop methods
and policies to build awareness to each
area of the Early Learning Division's work, for
both internal and external stakeholders
What does “each area” refer to? Specific to ELD
quality improvement, professional
development, cultural responsiveness.
3.2
Karol
Build awareness around equity issue with
external partners utilizing ELD's Equity Kit. The
Equity Kit will include a press release
describing what equity is, why it is a priority
for ELD, and how the public can expect to see
the application of the equity lens in day to day
practice. Kit will also include a simple info
graphic one pagers, as well as a page of talking
points for Early learning Hub staff to use when
engaging with partners and contractors.
3.3
Using data, create an information sheet that
states the facts concerning equity disparities.
Make it available on the website and as a tool
to be used in the field. (cross reference in
team 2)
Lillian, Tom
George
desire - for internal and external
stakeholders
3.4
Create a FAQ for use with early learning hub
contractors which explains ELD expectations
regarding equity in the contractual
relationship with early learning hubs. Could
possibly be a part of team 4’s work plan.
Could involve all contractors, not just Hubs.
Lillian, Public
Affairs Director
knowledge
awareness - for both internal and
stakeholders
5
Team One
Megan
3.5
Using the service-based equity standards
identified in the Protocol, develop a policy
for equity-informed funding for use by Early
Learning Council, professional development,
service revisions, policy practice and review,
revision and implementation.
3.6
Design and develop professional development External
opportunities on culturally responsive practice consultant and
subteam staff
so that positive engagement occurs between
contractors and grantees.
4.0
Develop ongoing support, ways to
celebrate continuing awareness and
implementation of best practices for ELD
staff and contractors.
4.1
Follow up any training with allocating
necessary funding, time and space to
continue discussion and reflection on racial
equity, implicit bias and privilege and how
ELD and contractor work has changed as a
result of the Equity Training System in ELD
ELD Exec
team, Lois
reinforcements
4.2
Conduct regular dialogue and conversations
with ELD staff on the Equity Lens (staff
meetings, all-staff sessions, etc.). Articulate,
reflect upon and connect and integrate the
individual equity work with the Lens in
meaningful ways. Continuing support for
staff on the implementation of equity
practices.
Directors &
Managers
support
action
This is really about cultural responsiveness
competencies as demonstrated both by
ELD staff and hub and partner staff
6
Team One
4.3
Managers work with staff to set
professional development goals around
equity competencies.
HR and
managers.
recognition
4.4
ELD will show progress.
Lillian, Tom
George, Karol
Reward
4.4.1
Annually, an Equity Plan is prepared that
identifies key goals for the coming year.
4.4.2
Annually, a report is prepared on progress
towards Equity standards.
4.4.3
Equity Plans and progress reports are publicly
available to consumers, partners and the
public.
4.5
In February 2016, an assessment will be done
using domain #2 to gauge the progress toward
the goal of achieving a score of 3-4 in the
domain standards in July 2016.
7