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We have an Equity Regional Implementation Team (RIT) that distributes resources, provides training and facilitates discussions within the TTA Team. Program Specialists are members of this RIT.

We are continuing our work on Supporting the School Readiness and Success of Young African American Boys (SSRS/YAAB) through a Community of Practice (CoP) that began in 2014. The current CoP will conclude on June 30, 2022. We worked with DTL on long-range planning and developed an Impact Statement, anticipated Program Outcomes and a framework for large group training using the updated SSRS/YAAB) materials in 2022-23 and a new CoP for 2022 - 2025.

We are working with an external consultant on a 4-part Equity training series for programs, TTA and federal staff.

We are Providing a DLL training/PD series to the ECS Team.

We provide Individual TTA and peer coaching/joint TTA as needed.

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Region XII- Notes captured at CLRP Regional Meeting. Infuse equity in everything we do. We are looking at access, turnover impacted by culture, building leadership new directors, ongoing equity workshops, serious conversations dynamics/power relationships. In depth working on communities of learning with grantees and focusing on where they are, implementing process consultation and motivational interview. Also, implementing the 5Rs of leadership, relationship based coaching, target work to continue using the DLLPA, looking at HR-focusing on equitable salary, paying bilingual staff, are they recognized for speaking two or more languages. Using assessment tools that meets the needs of children who are DLLs and capture progress. Going back to basics and continue to integrate an EI&CLRP lens.

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Region XII- Notes captured at CLRP Regional Meeting. Infuse equity in everything we do. We are looking at access, turnover impacted by culture, building leadership new directors, ongoing equity workshops, serious conversations dynamics/power relationships. In depth working on communities of learning with grantees and focusing on where they are, implementing process consultation and motivational interview. Also, implementing the 5Rs of leadership, relationship based coaching, target work to continue using the DLLPA, looking at HR-focusing on equitable salary, paying bilingual staff, are they recognized for speaking two or more languages. Using assessment tools that meets the needs of children who are DLLs and capture progress. Going back to basics and continue to integrate an EI&CLRP lens.

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Region 1 Notes capture CLRP Regional Meeting -Integrating an Universal Design to integrate CLRP practices in all we do. Embracing and focusing on Access, participation in TTA meetings, weaving equity throughout to individualize recipients needs. In June, Region is planning an EHS conference , there will be track to support DLLs. The Regions is working with NCs to work on an equity academy for 2023, talk about what equity means for the region, what it means for connecting with each other, on going work. 

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Region 1 Notes capture CLRP Regional Meeting -Integrating an Universal Design to integrate CLRP practices in all we do. Embracing and focusing on Access, participation in TTA meetings, weaving equity throughout to individualize recipients needs. In June, Region is planning an EHS conference , there will be track to support DLLs. The Regions is working with NCs to work on an equity academy for 2023, talk about what equity means for the region, what it means for connecting with each other, on going work. 

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Region 6 is at the beginning of the discussions at all levels in the region. Regional office is working with the TTA management team to imbed Equity in all things in the region. ECS are working to develop some work groups. I take all these ideas back to the team and process how we can grow as a region.

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Region 2 is at the beginning of the discussion on how are we infusing equity into our work. The team is exploring the equity definition. Thinking about ways of collecting data on when are the opportunities to infuse equity into our work when providing TTA. We are looking at the internal and external systems that influence equity. Internal systems of grantees and external systems for example the departments of education, advisory council in each area. Also have Lisa Gordon to work with us in the Region 2 TTA Staff and Regional Office. Currently deciding on how we will do this work-such as learning communities or workgroups. In process.....

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In Region 8, we have formed a Diversity, Inclusion, and Equity Taskforce.  We also have the NCHBHS and NCPMI Pyramid Model Implementation Pilot.  Trainings offered include Targeted Strategies for Inclusion and Equity/Intergenerational Trauma.  Our goal is to use the taskforce to analyze our own systems, plans and supports as well as offering  resources/training and support to our grant recipients.

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In Region 8, we have formed a Diversity, Inclusion, and Equity Taskforce.  We also have the NCHBHS and NCPMI Pyramid Model Implementation Pilot.  Trainings offered include Targeted Strategies for Inclusion and Equity/Intergenerational Trauma.  Our goal is to use the taskforce to analyze our own systems, plans and supports as well as offering  resources/training and support to our grant recipients.

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Will hold a discussion and share the definition with my colleagues about equity and will share the equity analysis tool if we can.
Share what my colleagues have to share.

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Region 10 will also Spotlight programs who have strong EI-CLRP practices during our spring conference.

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Training Spotlight on SMARTIE Objectives - 1-20-2022

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Books: The Art of Coaching Book and Workbook by Elena Aguilar, Authentic Strengths and Authentic Resilience by Fatima Doman

Equity Community of Practice Cohort was completed 2020-2021 and 2021-2022:

Region IX is working in partnership with the OHS National Centers and the Children’s Equity Project to provide an opportunity to engage Grantees in a Community of Practice (CoP): Start with Equity. The purpose of the CoP is to strengthen the capacity of Grantees to embed equity into program policies and practices in order to create more equitable, inclusive, and culturally and linguistically responsive environments for the children and families they serve. Embedding equity into program policies and practices requires planning at the Grantee level, systematic implementation, and ongoing self-evaluation. STGi Region IX Early Childhood Specialists (ECS) and Grantee Specialist will participate in the CoP to provide additional support to assist Grantees in aligning equity to program policies and practice. You will also be assigned a mentor grantee who completed the inaugural COP -Equity Ambassador- to support your learning.

Pyramid Model Program Wide Implementation Cohort: 2021-2022

Region IX TTA in collaboration with the Pyramid Model Consortium and the National Center on Health, Behavioral Health, and Safety have partnered to provide Program-wide adoption of the Pyramid Model as it refers to use of a system change model within a program with the goal of implementing evidence-based practices with fidelity.                 Program wide implementation is linked with the best social and emotional outcomes for children and families in your program. A program leadership team guides the implementation process to develop the supports and infrastructure needed for Pyramid Model adoption within the classrooms and services provided to children and their families. Program-wide adoption ensures that programs focus on both the adoption of evidence-based practices and the development of the infrastructure to support the sustainable implementation of those practices. This level of implementation takes a great deal of commitment, time, effort and resources. Programs should consider implementation as a multi-year ongoing improvement process.We have 2 Cohorts running - EHS and HS.

Coaching  Networks

Grantees coaching staff will participate in a Region IX Mentor-Coaching Network. The network will
offer an opportunity to grow their community of Coaches and Education Coordinators by providing
them the tools, resources and supports needed to implement high quality and individualized coaching
approach which supports all educational staff in gaining effective practices to achieve better
outcomes for children and families.
Key ideas:  We use the OHS Coaching Competencies to help Coaches reflect on their practices.  Further we use 3 books: The Art of Coaching, Authentic Strengths, and Authentic Resilience.  Focus on Coaching agreements, reflection, reflective prompts, coaching conversations, equity and culture,  coaching lenses, core values, coaching stems, role play hard conversations.

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OHS Central Office submitted in December 2021 to ACF the equity Action Plan to advance equity from a systemic lens. More to come.

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OHS Central Office submitted in December 2021 to ACF the equity Action Plan to advance equity from a systemic lens. More to come.

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In Region VII, the TTA team along with Regional Office staff, had our first meeting in January to discuss equity and the Regional Equity Assessment tool. The National Center on PFCE facilitated the discussion. We dissected the working definition of equity. 

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In Region VII, the TTA team along with Regional Office staff, had our first meeting in January to discuss equity and the Regional Equity Assessment tool. The National Center on PFCE facilitated the discussion. We dissected the working definition of equity. 