2021-23 Strategic Plan Goal 2

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Home > About > Mission, Vision & Values / Strategic Plan > 2021-23 Strategic Plan Goal 2

Updated January 2022

Metrics Progress for Goal 2

Strategy:
Create regional equity collaboration and professional learning opportunities
​

Metrics:

• # of Districts Participating
            (2023 target: 100%; current: 8)​
• # of aligned professional learning opportunities delivered
            (2023 target: Monthly offering; current: 4 delivered ]+ 6 upcoming within 12 months])​
• # of educators served in equity prof learning opportunities
            (2023 target: 1000; current: ~275)​
• % educators of color working in region
            (2023 target: Increase by 1% per year; current: ~ 3,200 statewide [3%]. Of the 3,200 ~14% are in Mult Co.)​
• % Achievement Gap Reduction
            (2023 target: TBD; current: PAUSED)​

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Strategy: 
Support Regional Systems of Educator Development from Pre-service Through Career (Activities to be Established with Regional Council - Metrics based on chosen activity)
​

Metrics:

• % Required regional activities met (RFP)
            (2023 target: 100%; current: 8/8 districts represented on the coordinating body; Applied - Met; Convened - Met)​
• Regional Success Metric will be determined
            (2023 target: Baseline needed; current: Success measure selected)​

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Strategy:
Align regional education opportunities K-12 / Higher Education (Regional Metrics to be Identified with Team - Proposed Metrics Listed)

Metrics:

• # College Credits Awarded to High School Students
            (2023 target: PAUSED; current: PAUSED)​
• # of Educators of Color Entering Teacher Prep Programs (Grow Your Own Pathways)
            (2023 target: [Baseline 24, Target TBD]; current: 97)​
• % Completion of Educator Prep Candidates (Grow Your Own Pathways)
            (2023 target: Not yet available; current: Not yet available)​
• % Persistence of students in Higher Ed
            (2023 target: Not available; current: 63%)​

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​Summary Progress for Goal 2

Strategy 1: Create regional equity collaboration and professional learning opportunities

• Hired a full time MESD Director of Regional Equity Initiatives and Partnerships
• CAFE events have shifted to virtual and more individualized cohort model versus the large scale events prior to the pandemic
• A sampling of other equity centered professional learning and collaborations separate from CAFE include: 
  +     Safe and Connect Schools: School-wide Approaches to Equity Trauma-Informed, Restorative Education series events 
  +     School Improvement events including Shared History cohorts
  +     EIAC events including movie screenings and discussions, micro trainings, etc.  
  +     Board Equity Subcommittee policy reviews
  +     Bars to Bridges educational advocacy, transitions, research project, etc. 

Equity Lens:  We are looking for ways to increase student engagement and voice.


Strategy 2: Support Regional Systems of Educator Development from Pre-service Through Career  (Activities to be Established with Regional Council - Metrics based on chosen activity)

• The Coordinating Body was established with teacher representation from 8/8 districts.  Coordinating Body also has administrative representation from 4 districts.
• The central AIM established by the Coordinating Body is to Increase the retention rate of educators of color across the region*
• The REN identified 4 priority change ideas to increase retention rates. Educators, administrators and districts are supported in testing these ideas in the local context.
  +     Affinity groups for regional support 
  +     Facilitated affinity groups for white allies/educators to self-reflect and discuss equity, white fragility, etc 
  +     Regional mentor training for culturally responsive mentor with plan for implementation
  +     Application of equity lens in various contexts (including instruction, curricula, the reopening of schools, and the design of hybrid models

Equity Lens: Elevate community voice to understand the needs of most impacted stakeholders 
​
*Baseline retention rate is being established through the collection of data sharing agreements with component districts.  Currently, the cohort retention rate is not available through ODE data.

Strategy 3: Align regional education opportunities K-12 / Higher Education

• MESD is managing a regional strategy to build a more racially and linguistically diverse education workforce through Grow Your Own (GYO) educator partnerships
• Nearly 100 BIPOC classified staff & community members have entered GYO pathways in the past year
• Public and private grants allow us to provide wrap-around support and funds for tuition, books, fees, and emergency expenses
• Strategies in place to address barriers including: cost; lack of diverse higher ed faculty; location / modality of classes; time to complete; need for income during student teaching; and lack of diverse mentor
• Partnering with culturally-specific community-based organizations to identify, recruit, and support future diverse educators
• Launched “Teach for Liberation”, a regional affinity group and leadership program for rising BIPOC educators

​Equity Lens: Heard from BIPOC classified staff that one of the biggest barriers to becoming licensed is that they have to give up their income during their 15-weeks of full-time student teaching. Districts are now dedicating funds to support continued income & benefits.
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​Recommendations

• Review and update strategies and metrics post-pandemic
  
• Discuss incorporation of new SSA-funded priorities which did not exist when the first Strategic Plan was developed.