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NEXT STEPS:

Meet every Monday 10:30am (for now)

#1 - Move land acknowledgement forward

#2 - Analyze exit interview data in prep for January employee meets with Steve

Review Steve’s meeting process / questions

#3 - Analyze hiring process ahead of hiring season

Job description, hiring committees (training for bias), review questions, etc

Onboarding process and training

#4 - Support / belonging for adult staff and families - work over summer to start 2021 strong

Affinity groups

Rainier Scholar / ESL families

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Team Lead: Heather
Members: Richard, Catey
Meeting Rotation:
Priorities:
1) NWAIS Commitment to Care Standards.
2) Recalibrate employee goal setting/evaluation process to include CC & RL.
3) Develop & accountability tool for staff & faculty.

Next Steps/Action Plan: for the three of us dive into, and complete analysis, of the NWAIS Commitment to Care Standards.
Timeline: Dec. 4th is our next meeting to complete our next step.
Stakeholders: our entire community and prospective families.

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Team Lead: Meghan
Members: Mary, Meghan W, Adam
Meeting Rotation:

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Team Lead: Meghan
Members: Colleen, Michael
Meeting Rotation:

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Adam: 1) Employee retention: support and belonging. 2) Student retention: support and belonging. 3) Evaluate hiring practices.
Colleen: 1: Land Acknowledgement - on website, on building, and in meetings/classrooms. 2: Rainier Scholar / ESL family support. 3: Affinity Groups
Catey: 1)Staff retention: analysis of exit interview data, differentiation of DEIA PD, 2) Student retention: support of RS/ESL families, 3) Hiring: update job descriptions and train hiring committees

Meghan H:
Mary: Land acknowledgement, affinity groups, commitment to hiring POC
Heather: 1) Examine, and update, our hiring processes and practices
Steve:
Michael: 1. Review language and land acknowledgement on website presence

2. Work with and support with rainier scholar counselors to better support those specific students

3. Analyze exit interview data specific to DEIA

Richard:

Meghan W: 1) Create hiring protocol that covers the following items: training interviewers to recognize their own bias, designing CC and RL interview questions/rubrics, modifying our job description to attract CC educators. 2) Review exit interview data 3) Complete Land Acknowledgement

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Leadership team to complete Hiring for Cultural Competence training. (2020 Handbook, 2016 Handbook)

Example: Hiring Procedures for The Overlake School

What is our process for analyzing and acknolwngement bias.

Update all job descriptions to reflect CC and RL priorities regarding screening of applicants.

Example: Rosetta Lee CC & RL Interview Questions

Update our interview questions.  Create rubric to assess CC.

Train our current staff in evaluating candidates for CC and RL.

Long Term Goal: Partner with a search consultant that specializes working with schools to hire and retain POC, CC and RL employees.

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Group 1: We added our comments within the actual block to the right.

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1. Restate the problem.
2. Next Steps/Action Plan
3.  Stakeholders
4.  Timeline
5.  Budget

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Assess and analyze where Westside complies with NWAIS Commitment to Care Standards.

Develop a plan to address the areas that we do not comply with that includes clear goals, strategies, and criteria for evaluation/measurement of success.

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Analyzation of Exit Interview Data

Differentiate our DEIA professional learning to ensure it is leveled for appropriate growth no matter an employee’s proficiency with this work.

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Website Presence

Review website language to enhance/incorporate use of inclusive language.

Engage in strategic discussions on what attracts and retains Westside employees.

Create a Land Acknowledgement statement, post to the website and make sure there is a physical artifact on campus that reflects this Land Acknowledgement.

Land Acknowledgement

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DEIA ELT Strategic Planning Doc– 20/21 School Year

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School Plant

Classrooms

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Build systems and curriculum that teaches our students how to recognize and respond to the needs and emotions of others through the intentional teaching of empathy, gratitude, compassion, and kindness (infusion of SEL, DEIA, and Non Violent Communication)

Analyze one age appropriate Anti-Racist novel with the MS student body in Foundations, Connections, Expansions, and Leadership per year.

Develop protocols to integrate DEIA curriculum into units of study.

Bring back Alumni speakers that have a passion for social justice to share insights and knowledge of their work with the student body.

Have students develop their own bias incident report form.

Example

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Work towards developing a Westside study body that reflects the demographics of the West Seattle community.

With a particular focus on increasing enrollment of mission appropriate students from Global Majority groups.

Work with the BOT to aspire towards building a sufficient financial aid budget to eliminate financial need as a barrier to enrollment.

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Provide Consistent Professional Learning Experiences 

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Provide Consistent Professional Learning Experiences 

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Conduct 3-4 employee workshops per year that focus on CC and RL.  We have targeted three sessions this year with Facilitator Heather Clark.

Build in further discussion on summer DEIA reading in fall All Staff Meetings.

Embed DEIA focused professional reading whenever possible into our current meeting structures.  This will occur in Student Support, Division Meetings, and All Staff Meetings.

Weave 1-2 DEIA tunings during Division and GLT Meetings in per trimester.

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Guide employees to return to Community Agreements to build a culture of inclusive growth.

Goal Setting: Formalize CC and RL goal setting system in faculty and staff quarterly work. For Faculty we will use the pre-existing Teacher Support and Evaluation system in place.

Evaluation: Build and establish a defined set of core competencies and key knowledge related to cultural competence - use in hiring protocols, professional development, admissions, and staff evaluation.

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Adam: 1) Decide on curriculum/framework. 2) Teaching explicit DEIA skills. 3) text review.
Colleen: 1: Decide on which curriculums we are committing to school wide, and to what extent. 2: Focus on creating a whole school partnership with the Duwamish Tribe starting with a land acknowledgement project in multiple grades. 3: Develop a curriculum review rotation that focuses on antiracism, decolonization, and other areas of bias (ableism, ageism, etc.)
Catey: 1)Decide on school-wide curriculum and plan for implementation where it’s not already being used, 2) Review of existing curriculum, 3) Build systems and curriculum that teaches our students how to recognize and respond to the needs and emotions of others through the intentional teaching of empathy, gratitude, compassion, and kindness (infusion of SEL, DEIA, and Non Violent Communication)

Meghan H: 1. DEI Integration into curriculum 2.
Mary: BLM Week, Curriculum selection, DEIA scope and sequence
Heather: 1) Decide on which curriculums we are going to teach school wide, and to what extent. 2) analyzing all the curriculum we use including math and science focusing on antiracism and decolonization. 3) Build systems and curriculum that teaches our students how to recognize and respond to the needs and emotions of others through the intentional teaching of empathy, gratitude, compassion, and kindness.

Steve:
Michael: 1. work with the this book is anti-racist curriculum, students and teachers

2. scope and sequence of age appropriate curriculum review

3. DEIA Skills for students

Richard:
Meghan W: 1: Decide on which curriculums we are committing to school wide, and to what extent. 2:  Develop a curriculum review rotation that focuses on antiracism and decolonization 3) Text Review: Work with grade level teams to review the literature we use in our courses in regard to diverse and humane lenses.

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Develop a plan/process/mechanism to create a Pre-K - 8th Grade DEIA Scope and Sequence

Racial Literacy Curriculum | Pollyanna Inc.

Westside Curriculum Mapping

Text Review

Work with grade level teams to review the literature we use in our courses in regard to diverse and humane lenses.

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Adam: 1) Review NWAIS Commitment to Care Standards and make plans to address areas that do not comply. 2) Goal setting that includes explicit CC/RL goal. 3) Ongoing professional development.
Colleen: 1: Reevaluate employee goal setting / evaluation process to include CC and RL. 2: Create a system of accountability in response to goal setting/evaluation. 3: Schedule PD/DEIA meetings for the rest of this year looking beyond Heather Clark
Catey: 1) Review of Commitment to Care standards and plan to address shortcomings, 2) Reevaluate employee goal setting / evaluation process to include CC and RL. 3) Faculty/staff accountability tool

Meghan H: 1. NWAIS care standards 2. Evaluation/reflection for current CC with faculty 1. consistent PD for faculty
Mary:  Accountability/reflection tool, BLM week,
Heather: 1) Provide consistent Professional Learning Experiences. 2) Goal Setting: Formalize CC and RL goal setting system in faculty and staff quarterly work. For Faculty we will use the pre-existing Teacher Support and Evaluation system in place. 3) Evaluation: Build and establish a defined set of core competencies and key knowledge related to cultural competence - use in hiring protocols, professional development, admissions, and staff evaluation.

Steve:
1) Develop a plan to address the areas that we do not comply with the NWAIS Commitment to Care Standards

2 )Recalibrate employee goal setting / evaluation process to include CC and RL.

3) Develop & adopt accountability tool for staff who are missing the mark and may  need assistance expanding curriculum

Michael: 1. Develop a plan where Westside does not comply with Commitment to Care standards

2. Plan ahead for future workshops regarding CC and RL with Heather Clark or other facilitators

3. Review employee community agreements for inclusive growth, accountability

Richard:
Meghan W: 1) Develop a plan to address the areas that we do not comply with the NWAIS Commitment to Care Standards ( The school has a program and/or plan addressing the areas of diversity, equity and inclusion that includes clear goals, strategies and criteria for evaluation of success. )  2) Reevaluate employee goal setting / evaluation process to include CC and RL.