Educator Equity Resource Tool

Introduction

Ensuring that all students are taught by effective teachers is one of the core foundational principles of schooling. States, districts, and schools continue to face challenges to accomplish this important goal to provide all students matriculating in K–12 public schools with effective teachers.

This tool serves as a guide to develop a comprehensive Educator Equity Plan that seeks to engage in a cyclical process to accomplish the two important equity goals listed below. Because achieving educator equity requires a continuous and strategic process, the equity graphic illustrates the four phases of this ongoing equity work: analysis, design, implementation, and refinement. Throughout the interactive PDF, these phases are explained in detail, and carefully developed strategies are listed to guide the development of each phase of the equity plan for your district.

The Educator Equity plan operates in 4 phases (Analysis, Design, Implementation, Refinement) like the seasons (summer, fall, winter, spring).

Educator Equity Plan Goals

  1. Ensure that all students have access to highly effective teachers.
  2. Ensure that an Educator Equity Plan is developed, implemented, and refined annually based on educator effectiveness data, teacher and learning conditions data, teacher retention and attrition data, and other data specific to the local education agency (LEA) context.

Analysis Phase Strategies

  • Conduct an Equity Needs Assessment to determine whether there are inequities in the assignment of educators to high-poverty and high-minority schools.
  • Conduct a needs assessment to determine the district’s hard-to-staff subjects and specialty areas and report those data to the state through the web-based recruitment system (if applicable).
  • Review current hiring processes and interview protocols to determine if the district should use standards-based interview protocols.
  • Build a high-quality applicant pool by developing relationships with all potential applicant pools (e.g., teacher education programs, alternate route programs, community colleges, retired teachers).
  • Review the results of each assessment and identify strategies that are integrated and aligned with best practice research on ensuring equitable distribution of effective and highly effective educators.
  • Participate in professional development on best-in-class recruitment and retention strategies and tools. Consider establishing a “grow your own” educators strategic plan for the district.
  • Identify the differentiated roles teacher and principal leaders can take on before, during, and after school.

Analysis Phase:

Creating Your Equity Plan

  • Analysis Goals
  • Implementation Strategies
  • Alignment with State Plan
  • Additional Resources

The editable Microsoft® Word document allows you to collaborate with your team to create a comprehensive equity plan.

Developing Performance Measures For Your Equity Plan

  • Produce and distribute to district staff the results of the needs assessments and analysis of hiring and interview protocols to determine how results will impact the development and implementation of the district’s Educator Equity Plan by early spring.
  • Distribute a high-quality applicant pool report to appropriate district staff detailing the district’s partnership with educational and/or non-educational organizations by early spring.
  • Use research findings from the Analysis strategies to design and implement an Educator Equity Plan by early summer.

The Microsoft® Word document allows you to specify analysis performance measures for your organization’s Educator Equity Plan.

Design Phase Strategies

  • Using the results of each assessment and research findings, identify strategies that are integrated and aligned with best practice research on ensuring equitable distribution of effective and highly effective educators. Complete a working draft of an Educator Equity Plan.
  • Conduct working conditions assessments and develop action plans and strategies for improving working conditions to be included in the Educator Equity Plan (if applicable).
  • Using the working draft, develop an Educator Equity Plan that details effective strategies the district will use to recruit, place, and retain effective and highly effective educators in all schools (especially in high-poverty, high-minority, and/or hard-to-staff schools). Include strategies such as providing differentiated compensation incentives, creating professional learning communities, placing teams of effective teachers in such schools, and providing distributive leadership models.

Design Phase:

Creating Your Equity Plan

  • Design Goals
  • Implementation Strategies
  • Alignment with State Plan
  • Additional Resources

The editable Microsoft® Word document allows you to collaborate with your team to create a comprehensive equity plan.

Developing Performance Measures For Your Equity Plan

  • File draft documents of equity plan at the Board office by early fall.
  • File summative working conditions and teacher attrition and retention report at the Board office by early fall.
  • Include action plan and strategies for improving working conditions and teacher retention in equity plan draft document by early fall.
  • Board of Education approves equity plan at first fall Board meeting, September.
  • File equity plan at all schools, central office, and Board office, September.

The Microsoft® Word document allows you to specify performance measures for the design phase of your organization’s Educator Equity Plan.

Implementation Phase Strategies

  • Implement the district’s Educator Equity Plan by executing the effective strategies outlined in the plan (fall – summer).
  • Monitor the district’s progress in fulfilling the goals and completing the effective strategies in the Educator Equity Plan (ongoing).
  • Based on qualitative and quantitative data sources (e.g., educator effectiveness data, teacher and learning conditions data, teacher retention and attrition data, teacher, student, and/or parent surveys, data specific to the LEA context), identify specific and achievable ways to refine the Educator Equity Plan.

Implementation Phase:

Creating Your Equity Plan

  • Analysis Goals
  • Implementation Strategies
  • Alignment with State Plan
  • Additional Resources

The editable Microsoft® Word document allows you to collaborate with your team to create a comprehensive equity plan.

Developing Performance Measures For Your Equity Plan

  • Strategies outlined in the equity plan that are 100 percent effective will be implemented, monitored, and assessed based on successful impact.
  • Ninety percent of teachers in high-poverty, high-minority and/or hard-to-staff schools are effective and/or highly effective. Eighty-five percent of teachers teaching in a designated subject area shortage are effective and/or highly effective.
  • Results from the effective educators analysis and summative data reports will be used to refine district equity plan.
  • Board of Education approves refined equity plan.
  • Final equity plan on file at Board office

The Microsoft® Word document allows you to specify performance measures for the implementation phase of your organization’s Educator Equity Plan.

Refinement Phase Strategies

  • Determine whether the selected effective strategies are having a desired impact (e.g., differentiated compensation incentives, professional learning communities, placing of teams of effective teachers in high-poverty and/or high-minority schools, distributive leadership models, and teacher placement based on factors other than or in addition to seniority).
  • Conduct an equitable distribution of effective educators analysis based on full implementation of the district’s teacher evaluation system.
  • Based on qualitative and quantitative data sources (e.g., educator effectiveness data; teacher and learning conditions data; teacher retention and attrition data; teacher, student, and parent surveys; data specific to the LEA context), identify specific and achievable ways to refine the Educator Equity Plan.
  • Implement the refined Educator Equity Plan.

Refinement Phase:

Creating Your Equity Plan

  • Analysis Goals
  • Implementation Strategies
  • Alignment with State Plan
  • Additional Resources

The editable Microsoft® Word document allows you to collaborate with your team to create a comprehensive equity plan.

Developing Performance Measures For Your Equity Plan

  • Strategies outlined in the equity plan that are 100 percent effective will be implemented, monitored, and assessed based on successful impact.
  • Ninety-five percent of teachers in high-poverty, high-minority and/or hard-to-staff schools are effective and/or highly effective. Ninety percent of teachers teaching in a designated subject area shortage are effective and/or highly effective.
  • Results from the effective educators analysis and summative data reports will be used to refine district equity plan.
  • Board of Education approves refined equity plan.
  • Final equity plan on file at Board office.

The Microsoft® Word document allows you to specify performance measures for the refinement phase of your organization’s Educator Equity Plan. 

Educator Equity Resource Tool

Intro

Introduction

Ensuring that all students are taught by effective teachers is one of the core foundational principles of schooling. States, districts, and schools continue to face challenges to accomplish this important goal to provide all students matriculating in K–12 public schools with effective teachers.

This tool serves as a guide to develop a comprehensive Educator Equity Plan that seeks to engage in a cyclical process to accomplish the two important equity goals listed below. Because achieving educator equity requires a continuous and strategic process, the equity graphic illustrates the four phases of this ongoing equity work: analysis, design, implementation, and refinement. Throughout the interactive PDF, these phases are explained in detail, and carefully developed strategies are listed to guide the development of each phase of the equity plan for your district.

The Educator Equity plan operates in 4 phases (Analysis, Design, Implementation, Refinement) like the seasons (summer, fall, winter, spring).

Educator Equity Plan Goals

  1. Ensure that all students have access to highly effective teachers.
  2. Ensure that an Educator Equity Plan is developed, implemented, and refined annually based on educator effectiveness data, teacher and learning conditions data, teacher retention and attrition data, and other data specific to the local education agency (LEA) context.

Analysis

Analysis Phase Strategies

  • Conduct an Equity Needs Assessment to determine whether there are inequities in the assignment of educators to high-poverty and high-minority schools.
  • Conduct a needs assessment to determine the district’s hard-to-staff subjects and specialty areas and report those data to the state through the web-based recruitment system (if applicable).
  • Review current hiring processes and interview protocols to determine if the district should use standards-based interview protocols.
  • Build a high-quality applicant pool by developing relationships with all potential applicant pools (e.g., teacher education programs, alternate route programs, community colleges, retired teachers).
  • Review the results of each assessment and identify strategies that are integrated and aligned with best practice research on ensuring equitable distribution of effective and highly effective educators.
  • Participate in professional development on best-in-class recruitment and retention strategies and tools. Consider establishing a “grow your own” educators strategic plan for the district.
  • Identify the differentiated roles teacher and principal leaders can take on before, during, and after school.

Analysis Phase:

Creating Your Equity Plan

  • Analysis Goals
  • Implementation Strategies
  • Alignment with State Plan
  • Additional Resources

The editable Microsoft® Word document allows you to collaborate with your team to create a comprehensive equity plan.

Developing Performance Measures For Your Equity Plan

  • Produce and distribute to district staff the results of the needs assessments and analysis of hiring and interview protocols to determine how results will impact the development and implementation of the district’s Educator Equity Plan by early spring.
  • Distribute a high-quality applicant pool report to appropriate district staff detailing the district’s partnership with educational and/or non-educational organizations by early spring.
  • Use research findings from the Analysis strategies to design and implement an Educator Equity Plan by early summer.

The Microsoft® Word document allows you to specify analysis performance measures for your organization’s Educator Equity Plan.

Design

Design Phase Strategies

  • Using the results of each assessment and research findings, identify strategies that are integrated and aligned with best practice research on ensuring equitable distribution of effective and highly effective educators. Complete a working draft of an Educator Equity Plan.
  • Conduct working conditions assessments and develop action plans and strategies for improving working conditions to be included in the Educator Equity Plan (if applicable).
  • Using the working draft, develop an Educator Equity Plan that details effective strategies the district will use to recruit, place, and retain effective and highly effective educators in all schools (especially in high-poverty, high-minority, and/or hard-to-staff schools). Include strategies such as providing differentiated compensation incentives, creating professional learning communities, placing teams of effective teachers in such schools, and providing distributive leadership models.

Design Phase:

Creating Your Equity Plan

  • Design Goals
  • Implementation Strategies
  • Alignment with State Plan
  • Additional Resources

The editable Microsoft® Word document allows you to collaborate with your team to create a comprehensive equity plan.

Developing Performance Measures For Your Equity Plan

  • File draft documents of equity plan at the Board office by early fall.
  • File summative working conditions and teacher attrition and retention report at the Board office by early fall.
  • Include action plan and strategies for improving working conditions and teacher retention in equity plan draft document by early fall.
  • Board of Education approves equity plan at first fall Board meeting, September.
  • File equity plan at all schools, central office, and Board office, September.

The Microsoft® Word document allows you to specify performance measures for the design phase of your organization’s Educator Equity Plan.

Implementation

Implementation Phase Strategies

  • Implement the district’s Educator Equity Plan by executing the effective strategies outlined in the plan (fall – summer).
  • Monitor the district’s progress in fulfilling the goals and completing the effective strategies in the Educator Equity Plan (ongoing).
  • Based on qualitative and quantitative data sources (e.g., educator effectiveness data, teacher and learning conditions data, teacher retention and attrition data, teacher, student, and/or parent surveys, data specific to the LEA context), identify specific and achievable ways to refine the Educator Equity Plan.

Implementation Phase:

Creating Your Equity Plan

  • Analysis Goals
  • Implementation Strategies
  • Alignment with State Plan
  • Additional Resources

The editable Microsoft® Word document allows you to collaborate with your team to create a comprehensive equity plan.

Developing Performance Measures For Your Equity Plan

  • Strategies outlined in the equity plan that are 100 percent effective will be implemented, monitored, and assessed based on successful impact.
  • Ninety percent of teachers in high-poverty, high-minority and/or hard-to-staff schools are effective and/or highly effective. Eighty-five percent of teachers teaching in a designated subject area shortage are effective and/or highly effective.
  • Results from the effective educators analysis and summative data reports will be used to refine district equity plan.
  • Board of Education approves refined equity plan.
  • Final equity plan on file at Board office

The Microsoft® Word document allows you to specify performance measures for the implementation phase of your organization’s Educator Equity Plan.

Refinement

Refinement Phase Strategies

  • Determine whether the selected effective strategies are having a desired impact (e.g., differentiated compensation incentives, professional learning communities, placing of teams of effective teachers in high-poverty and/or high-minority schools, distributive leadership models, and teacher placement based on factors other than or in addition to seniority).
  • Conduct an equitable distribution of effective educators analysis based on full implementation of the district’s teacher evaluation system.
  • Based on qualitative and quantitative data sources (e.g., educator effectiveness data; teacher and learning conditions data; teacher retention and attrition data; teacher, student, and parent surveys; data specific to the LEA context), identify specific and achievable ways to refine the Educator Equity Plan.
  • Implement the refined Educator Equity Plan.

Refinement Phase:

Creating Your Equity Plan

  • Analysis Goals
  • Implementation Strategies
  • Alignment with State Plan
  • Additional Resources

The editable Microsoft® Word document allows you to collaborate with your team to create a comprehensive equity plan.

Developing Performance Measures For Your Equity Plan

  • Strategies outlined in the equity plan that are 100 percent effective will be implemented, monitored, and assessed based on successful impact.
  • Ninety-five percent of teachers in high-poverty, high-minority and/or hard-to-staff schools are effective and/or highly effective. Ninety percent of teachers teaching in a designated subject area shortage are effective and/or highly effective.
  • Results from the effective educators analysis and summative data reports will be used to refine district equity plan.
  • Board of Education approves refined equity plan.
  • Final equity plan on file at Board office.

The Microsoft® Word document allows you to specify performance measures for the refinement phase of your organization’s Educator Equity Plan.