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Development of rubric seems to have been done by another group

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Discuss:
What are we DOING
What are we NOT doing, but will
What are we NOT doing and can't
What do we need to ADD

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Return ""Disseminate the form and provide timeline for response for current trainers" because team does not have Qualtrics access

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Completed the REC strategic planning process***

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Completed the REC strategic planning process***

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Developed our vision:
To enhance our system’s ability to achieve safety, permanency and well-being for children and families,The Racial Equity Collaborative will provide developmental opportunities which promote the reduction of bias, prejudice and discrimination at the individual and system level in a physically and psychologically safe environment.

Developed Short Term goals:
1. Complete Curriculum Review and scan of  [XX]% of standardized and [XX]% of trainer-developed learnings

External scan

Tool needed

Who reviews

Feedback from trainers

Completing the reviews

2. Mine/Review County REI Data to identify training content needs

Teach county staff how to utilize REI existing data to improve staffing, training, and case decisions to improve equity.

3. Establish New Competencies for REI

Identify trainer competencies for obtaining “qualified” status

Identify Knowledge

4. Gather Data to Measure Progress

Trainer pool

County Data (community/county  demographics)

5. Conduct Internal review and development of OCWTP staff re REI topics.
6. Conduct internal review/assessment of current OCWTP Trainers.

Training of current OCWTP trainers to increase their competence in managing REI issues in the training room (ie. having REI discussions, creating psychological safety, responding to questions that may arise, etc)

Developed Long Term goals:
A. Reduce bias, prejudice, and discrimination and promote equity in training content as measured through a CQI process over the next five years. (goes with STG1&2)
B.      Increase by [25%] the recruitment, selection, and retention of qualified and available (to all RTCs) REI trainers over the next five years. (goes with STG3)
C. Increase diversity of qualified trainer pool to be reflective of communities served. (goes with STG4)
D.     All trainers will be competent in the area of REI in the next 5 years. (goes with STG5&6)

Competence reflects ability to facilitate in a manner that reduces bias, prejudice, and discrimination, fosters physical and psycholgoical safety, and promotes equity as measured through a CQI process over the next five years.

Developed 4 Teams and Workplans based on STG:
1. Trainer Representation
2. Trainer Development
3. Training Content
4. Trainer Recruitment
All 4 workplans can be found below.

This entire process was documented in this googledoc: https://docs.google.com/document/d/1AFPJ5M_6Dy1Pqac6I8iJ5ka0HTOBgyW9xkH7iCtaQEg/edit?usp=sharing

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1-31-2022 Trainer Development Workteam Action Plan revised 

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Trainer Recruitment Workteam Action Plan

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Trainer Representation Workteam Action Plan

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Including REI focus with all new trainer development as well to ensure new trainers are hearing our commitment to REI work from the beginning of their time with our programs

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The REC Trainer Development group helped review the new Racial Equity and Inclusion TOT.  Seven trainer attended the most recent training. 

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The REC Trainer Development group helped review the new Racial Equity and Inclusion TOT.  Seven trainer attended the most recent training. 

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Wecould do more about "taking our stand"

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Wecould do more about "taking our stand"

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What do we need to do to keep folks engaged in this important area?

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The new CAPS standardized evaluation includes:

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The new CAPS standardized evaluation includes:

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Trainers? Direct Service Staff or Caregivers?

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Trainers? Direct Service Staff or Caregivers?

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I know that we have a couple people on our group who have or had secondary roles as trainers within our systems. I know that the direct service group/caregivers is such a large group, that having "a" representative almost seems like it wouldn't be a very good or comprehensive representation. But what do others think?

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OUCCAS has drafted a REI review rubric as part of a deliverable outcome: to assure standardized content appropriately addresses racial equity concerns as they are updated and revised.  

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OUCCAS has drafted a REI review rubric as part of a deliverable outcome: to assure standardized content appropriately addresses racial equity concerns as they are updated and revised.  

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Demonstrates Cultural & Diversity Responsiveness   | Demonstrates the capacity to relate to people with diverse characteristics in a sensitive and respectful way that recognizes and values individuals, families, and communities, and protects and preserves the dignity of all.

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REC information has been added to the OCWTP Orientation for members. Information about the council added to the RISE self-directed course and will have an agenda item to provide an overview of the work of the council. 

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REC information has been added to the OCWTP Orientation for members. Information about the council added to the RISE self-directed course and will have an agenda item to provide an overview of the work of the council. 

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Include UPP campus coordinators in this training

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Include UPP campus coordinators in this training

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Include UPP in the REI professional development for campus coordinators. They can pass on the REI approach and philosophy through the courses and management of students and field placements.  To better prepare students for REI practice upon employment

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Include UPP in the REI professional development for campus coordinators. They can pass on the REI approach and philosophy through the courses and management of students and field placements.  To better prepare students for REI practice upon employment

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Trainer content group reviewed current content library for learnings that indicated REI focus through learning description or objectives.

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Ongoing trainer/OUCCAS staff development could include promoting existing courses like Implicit Bias online course from Kirwan, Transcending Differences, etc.

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Trainer content group supported updates to what was formerly the "Diversity Issues Addressed" section to what will now be "Diversity Considerations." More explicit guidance regarding system expectations for how non-standardized training will support discourse and thought on race/diversity implications.

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Will encourage stakeholders to use vetted/curated resource library to meet additional development needs

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We are compiling a resource library that is or will be vetted/curated for use by stakeholders

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Work was done to update these statements, which including language committing to the integration of racial equity and inclusion strategies throughout our work. Were they ever actually publicly updated?

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Categorized task analysis information and began action plan steps to address each identified area

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Organized task analysis information to determine how Trainer, Coaches, RTC, and OUCCAS staff needs can be met

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Developmental "talks" that occurred at the beginning of each month's full REC meeting were opened up/made available to all.

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Created task analysis surveys for RTC/Trainer/OUCCAS Staff to identify what everyone needed to know and what they needed to do

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Some recruited trainers have existing curriculum. These trainers are willing to present to the OCWTP.

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A list of potential trainers was gathered. We reached out to potential and existing trainers with a list of REI topics. The trainers identified areas that they could train.

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Survey created and launched in Fall 2021 to gather baseline of demographic data.

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A list of REI topics was sent to all of the counties. The counties identified which topics they were interested in receiving training for both staff and caregivers.

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Trainer content group reviewed current content library for learnings that indicated REI focus through learning description or objectives.