After using the strategy planning template to consider which strategies will be most appropriate to prioritize for implementation through your district’s equity plan, with your planning team to select the three to four strategies for which there is consensus among district leaders that the strategies are highly viable and, based on the research evidence, will have a high impact on eliminating district equity gaps. The results of your barriers” discussion may prompt you to remove some “identifying strategies from your list. your team has agreed to the selected strategies, you’ll move forward in your district equity plan, recording the strategies in the reporting template at the end of this tool in the Putting It All Together section. A blank version of this reporting template is included below. Note that the reporting template for Steps 4–5 is in one continuous table, but your team will only fill in the Step 4 reporting at this time. In the first column, document the root cause that is aligned to the selected strategy. In the middle column, briefly describe the selected strategy. The remaining columns will be completed after your team works through Step 5. Planning for Implementation. Short-Term Mid-Term Mid-Term Long-Term Identified Root Outputs Outcome Outcome Outcome Outcome Selected Equity Cause Plan Strategies Benchmark 1 Benchmark Benchmark Benchmark Benchmark (from Step 3) (Step 4) (Step 5) 2 (Step 5) 3 (Step 5) 3 (Step 5) 3 (Step 5) The principal Provide training N/A—to be filled out after completing Step 5 supervisor lacks to the principal the skills to supervisor on effectively coach how to better principals on mentor and improving their coach instructional principals. coaching for Provide training inexperienced to principals on teachers. improving their coaching skills for inexperienced teachers. Because of limited Create a master N/A—to be filled out after completing Step 5 interactions and teacher position engagement with to better staff, the principal support the daily is unaware of, and instructional unable to respond needs of to, teachers’ inexperienced needs. teachers. Next Steps for District Equity Planning Group Now that your team has engaged stakeholders (Step 1), completed a data review and analysis (Step 2), conducted the root cause analysis process (Step 3), and identified equity plan strategies
After using the strategy planning template to consider which strategies will be most appropriate to prioritize for implementation through your district’s equity plan, with your planning team to select the three to four strategies for which there is consensus among district leaders that the strategies are highly viable and, based on the research evidence, will have a high impact on eliminating district equity gaps. The results of your “identifying barriers” discussion may prompt you to remove some strategies from your list. your team has agreed to the selected strategies, you’ll move forward in your district equity plan, recording the strategies in the reporting template at the end of this tool in the Putting It All Together section. A blank version of this reporting template is included below. Note that the reporting template for Steps 4–5 is in one continuous table, but your team will only fill in the Step 4 reporting at this time. In the first column, document the root cause that is aligned to the selected strategy. In the middle column, briefly describe the selected strategy. The remaining columns will be completed after your team works through Step 5. Planning for Implementation. Identified Root Cause (from Step 3) Selected Equity Plan Strategies (Step 4) Outputs Benchmark 1 (Step 5) Short-Term Outcome Benchmark 2 (Step 5) Mid-Term Outcome Benchmark 3 (Step 5) Mid-Term Outcome Benchmark 3 (Step 5) Long-Term Outcome Benchmark 3 (Step 5) The principal supervisor lacks the skills to effectively coach principals on improving their instructional coaching for inexperienced teachers. Provide training to the principal supervisor on how to better mentor and coach principals. Provide training to principals on improving their coaching skills for inexperienced teachers. N/A—to be filled out after completing Step 5 Because of limited interactions and engagement with staff, the principal is unaware of, and unable to respond to, teachers’ needs. Create a master teacher position to better support the daily instructional needs of inexperienced teachers. N/A—to be filled out after completing Step 5 Next Steps for District Equity Planning Group Now that your team has engaged stakeholders (Step 1), completed a data review and analysis (Step 2), conducted the root cause analysis process (Step 3), and identified equity plan strategies
step4.docx