Potential New or Enhanced Strategies That Address Root Causes Provide substantial monetary incentives for teachers with 5 or more years of experience who commit to teaching at one of our highest poverty campuses next year. 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. Have the principal support master teachers by providing training and technical assistance where needed. Conduct a deep data dive into the district climate survey results and share teacher needs with principal. Create a master teacher position to better support the daily instructional needs of teachers. Blank Strategy Inventory Table Overall Problem Statement: Attracting Teachers Supporting Teachers Retaining Teachers Root Causes (from Step 3. Conducting a Root Cause Analysis) Current Programs or Policies That Address Root Causes
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