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VOALA's biggest challenge relates to staffing.  Because of turnover, teams were broken up. To remedy that, this year, ALL teachers are being trained in Pyramid Model.

Allies shared that their biggest challenge is time. This time of year it is difficult to find time to move the project forward and work on the provider survey.

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VOALA shared that they have a leadership team and working through the PMI checklist. They are now bringing parents onboard. First step was creating a visual to place in the parent handbook. Teachers, MH and Disabilities staff are going through FLIP IT training. That will build strategies in the classroom, and parents will be able to work on strategies at home.

Allies shared that they are looking at their FCCH providers to see if they reflect the communities they serve. They are reviewing recruiting practices and policies & procedures. They've been intentionally surveying parents and the next step is to gather information from providers with the same intentionality, including surveys and focus groups. They also planning on looking at their Community Assessment, and taking all the data to their governing bodies.

HSA shared they are focusing on implementing the Pyramid model into the classroom this year. They are including site staff, including Family Advocate to ensure this is a comprehensive approach

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1. One program participated in the first cohort that was completely virtual. Now would be transitioning to an in-person modality.

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1. One of the agencies has created a library resource for all.
2. Also, aligned equity strategies toward different areas Ex: Education, HR, Others.

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Encompass (CA)
Had some leadership changes
Paused for a bit but did make some progress with internal processes (ERSEA)
In process of picking up participation

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Child Parent Centers (AZ)
Participated in first cohort and mentored in the second
Agency PD series for all staff - DEIT (goal)

Encompass (CA)
Mentored in the second cohort
Paused for a bit but did make some progress with internal processes (ERSEA)
In process of picking up participation
Hired Racial Equity Manager - a new position that was developed at the agency level to support efforts
As an agency taking up efforts and continue to be involved at the community level

Part of second cohort
Selected leading with the heart
Returning to in person was hard for home visits
Goal: listening to what the needs were, flexible strategies (example: home visits at the park)
Reflected Supervision Practice done as a group - strategies that learned through the cohort, good feedback from teachers
Implementing a book club (10 participants) and will be reading the Four Agreements
Training - 2 sessions (Sept and Dec)
Latinx Parenting - will be for staff and families

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As a result, may be joining the new one too. Have been training everyone on the pyramid model at each site to help develop a culture and instill practices throughout the program.

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Nevada Collab: Successful bid in bringing Black Boys to Nevada in the Fall 2023. HS is looked at (in Nevada) as the quality EC entity in the state, however, we have yet to be invited to sit at the table for decision making.

MNC: Working with QIN network with a coaching network. Created an audit tool to use within the organization that uses focus groups composed of executive leadership and program leaders. It is intended to help focus on intentions around equity. Also implementing championing Champions.

Encompass: Re: Pyramid Model - We have had an influx of new staff. We're coming back to the Champion of Champions and developing a new leadership group. We're revisiting our pyramid model work for this new workforce.

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HSA- PM some staff and specialist and ed coach have been involved in a pilot. Teachers were receptive to being a part of the pilot.

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1. Proper facilitation (parents)
2. Engaging staff
3. Staff Buy-In
4. Creating content that is linguistically and culturally relevant

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Long Beach- Created "equity tool" so can do "walk around" and look at equity areas and have identified strengths. Now want to make sure it is ALL classrooms that get a 4 or 5 through observation and also PD based on these observations. Had to create norms and questions to help people feel comfortable in these discussions.

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Developed a leadership team, following through with actions and steps at sites and then follow through with implementation

Equity audit tool: developed through focus groups. Helped create a baseline for the needs of their program and actionable items to follow up on. Developed a family tool kit, focusing on family services.

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Equity Progress:
1. Shared with our program collectively with all staff the work and goals of our Equity Action Plan during our pre-service
2. Discussions as a leadership team about how to implement the bigger goals that require support from Agency
3. Focus on Children, Families, and Staff- brought the conversation to our Parent Meetings to gain insight
4. Have conducted a staff focus group and raise awareness and intentional planning regarding communication and onboarding
5. Looking at equity across all component areas and what this looks like in service delivery
Pyramid Model Action Plan:
1. Incorporating health support and staff wellness

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Crystal Stairs- SMARTIE goal included Creative Curriculum to support diversity. Have focused training on diversity. Improving on ERS sub-scores that focus on diversity.

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CDE- team is EHS Partnership group- 7 on team. Have been involved in cohort and beginning to bring in partners. We have been working on our goals and had one person also attend group through Bank Street. So partners are engaged in creating own SMARTIE Goal