DESE Diverse and Culturally Responsive Educator
Description: DESE Diverse and Culturally Responsive Educator Workforce Updates December 17, 2021 Commissioner Rileys Report: Our Way Forward Source: Commissioner Rileys Report to the Board: Our Way Forward DESE Diverse and Culturally Responsive
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slide1. DESE Diverse and Culturally Responsive Educator Workforce Updates December 17, 2021<br>
slide2. Commissioner Riley’s Report: Our Way Forward Source: Commissioner Riley’s Report to the Board: Our Way Forward<br>
slide3. DESE Diverse and Culturally Responsive Educator Workforce Theory of Action DESE Diverse and Culturally Responsive Educator Workforce Theory of Action IF DESE works with school districts and partners to: THEN the state will be able to recruit and retain a more diverse and culturally responsive educator workforce. AS A RESULT, all students, particularly students of color, will have a more positive experience and perform at higher levels academically. Provide tangible financial support and incentives to recruit and retain teachers of color; Belief that there are better financial rewards/opportunities in other professions
Financial and testing barriers to enter the profession
Negative K-12 education experience Proactively advertise the benefits of becoming educators (including the financial incentives) to prospective educators of color; Improve the experience students and educators of color are having in our state’s K-12 schools; Factors that impede people of color from entering the educator profession<br>
slide4. DESE Diverse and Culturally Responsive Educator Workforce DESE Diverse and Culturally Responsive Educator Workforce Strategy Strategy
Develop the legal framework (when needed), identify funding, and establish partnerships to offer candidates:
Teacher Diversification Grant
Voucher Supports
Approved Prep Program Tuition Assistance
College Scholarships: undergraduates and paras
Loan Reimbursement
Mortgage Assistance Resources
Signing Bonuses
Relocation Allowances Strategy
Offer programming aimed at improving student and educator of color experience in K-12, including:
*Content noted on following slide Strategy
Develop targeted, multimedia marketing to advertise benefits of becoming an educator, including:
MASS Teach Campaign: statewide radio, TV ads, digital ads, billboards, transit ads
Amazing Educators Campaign
InSPIRED Fellows
College and High School Engagement
MA Teacher Diversification Guidebook
Great Schools Partnership-Diverse Educators Workforce Collaborative Objective #1
Provide tangible financial support and incentives to recruit and retain teachers of color; Objective #2
Proactively advertise the benefits of becoming educators (including the financial incentives) to prospective educators of color; Objective #3
Improve the experience students and educators of color are having in our state’s K-12 schools. In order to reach our goal of 26% educators of color by 2030, we must:<br>
slide5. Acceleration Road Map
Biggest Winner Math Challenge
Classroom Instruction Videos and Culturally Responsive Teaching Rubric
Classroom Teacher and School Level Administrator Rubrics
Collaborative for Academic Social Emotional Learning: Collaborating States Initiatives
Culturally Responsive Look Fors
Culturally Responsive Teaching Video Library
Deeper Learning
DESE Cultural Proficiency Training
District Leaders Network for School Climate, Student Support, and Family Engagement
Early College and Innovation Pathways
Educational Stability
Educator Effectiveness Rubrics and Talent Guide
Emergency License Webinars
High School Education Pathways
Influence 100
Inspired Initiatives
Kaleidoscope Collective for Learning
Model School Visit Protocols
MA Tiered System of Supports: Culturally Responsive Instruction and Leadership Academies
Online Platform for Teaching and Informed Calibration (OPTIC) Content Fellows Culturally Responsive Teaching Collection
Partnerships to support educator retention
Principals for Effective Practice for Integrating Student Services
Principal and Teacher Advisory Councils
Reimagining Secondary Schools Partnership
Rethinking Discipline Initiative
Safe and Supportive Schools Framework Guide and Reflection Tool
Safe and Supportive Schools Grants
Systems for Student Success Initiatives
Teacher Diversification Professional Learning Community
21st Century Community Learning Centers (CCLC) Grant Programs 5 Objective 3: Improve the experience of students and educators of color<br>
slide6. Timeline of select DESE-lead efforts to create a more diverse and culturally responsive educator workforce Since FY2019, DESE has awarded approximately $6 million to school districts to support local efforts to enhance and strengthen diverse teacher recruitment and retention programs.
Grant funds provide financial incentives and support such as: signing bonuses, relocation assistance, loan repayment reimbursement, MTEL preparation and examination vouchers.
Grant provides direct support for the development of education pathways for high schools and curriculum reviews.
In FY2022, DESE will award up to $3 million additional dollars to support school and district recruitment and retention efforts.
September 2020 DESE released, “Promising Recruitment, Selection, and Retention Strategies for a Diverse Massachusetts Teacher Workforce.” Developed in partnership with TNTP, the Guidebook supports school and district leaders to design and implement comprehensive teacher diversification strategies.<br>
slide7. Timeline of select DESE-lead efforts to create a more diverse and culturally responsive workforce (cont.) October 2020, BESE approved the implementation of an alternative assessment pilot to the state’s Massachusetts Test for Educator Licensure (MTEL).
Spring 2020, DESE approved the use of emergency licenses to address the impact of the pandemic on prospective educators’ ability to enter the teacher workforce.
Teachers with an emergency license are more likely to be Black/African American or Latinx.
Plans developed to support the retention of these teachers in the profession.
Spring 2021, developed Educator Effectiveness Talent Guide to address hiring, student teachers, new educator supports, retention strategies, and high-quality supervision and evaluation.
Summer 2021, developed DESE policy for identifying home mortgage assistance programs to support the collection and dissemination of mortgage assistance programs.<br>
slide8. Timeline of select DESE-lead efforts to create a more diverse and culturally responsive workforce (cont.) Fall 2021, DESE will continue to implement the Teacher Diversification PLC and support approximately 100 LEAs (traditional school districts, charter schools, career/vocational technical education schools, approved special education schools, and collaboratives) and 500 school and district personnel.
Fall 2021, DESE will implement 2nd year of its culturally responsive teaching and culturally responsive leadership academies. The academies provide intensive professional development to both school and district leaders.
Fall 2021, DESE welcomed the 3rd cohort of the Inspired Fellowship program. This fall we welcomed a new cohort of 20 Fellows – all current in-service teachers.
Fall 2021, DESE welcomed the 3rd cohort of Influence 100 fellows into the fellowship program.
To date, DESE has engaged 63 aspiring superintendents from across 26 districts in the signature 2-year fellowship program.<br>
slide9. Racially and Ethnically Diverse Educators, Teachers, & Superintendents Statewide FY2019-2021 9<br>
slide10. Percent of New Racially and Ethnically Diverse Teachers Hired Statewide & TDG Pilot Program Districts, FY2019-2021 10<br>
slide11. Racially and Ethnically Diverse Administrators, Teachers, and Paraprofessional Retention Rates, FY2019-2021 11<br>
slide12. Administrator Retention by Race and Ethnicity, FY2019-2021 12<br>
slide13. Teacher Retention by Race and Ethnicity, FY2019-2021 13<br>
slide14. Paraprofessional Retention by Race and Ethnicity, FY2019-2021 14<br>
slide15. Looking forward Continue to identify, implement, and scale evidence-based practices to create a more diverse and culturally responsive MA educator workforce
Continue to study the efficacy of our programs, in relation to our stated goal and student outcomes (tested and non-tested areas)
Release new educator data dashboard
Scale high school education pathway programs
Disseminate DESE efforts to create a more diverse and culturally responsive educator workforce 15<br>
slide16. THANK YOU Shay Edmond Sheika.A.Edmond@mass.gov Thank you<br>
slide2. Commissioner Riley’s Report: Our Way Forward Source: Commissioner Riley’s Report to the Board: Our Way Forward<br>
slide3. DESE Diverse and Culturally Responsive Educator Workforce Theory of Action DESE Diverse and Culturally Responsive Educator Workforce Theory of Action IF DESE works with school districts and partners to: THEN the state will be able to recruit and retain a more diverse and culturally responsive educator workforce. AS A RESULT, all students, particularly students of color, will have a more positive experience and perform at higher levels academically. Provide tangible financial support and incentives to recruit and retain teachers of color; Belief that there are better financial rewards/opportunities in other professions
Financial and testing barriers to enter the profession
Negative K-12 education experience Proactively advertise the benefits of becoming educators (including the financial incentives) to prospective educators of color; Improve the experience students and educators of color are having in our state’s K-12 schools; Factors that impede people of color from entering the educator profession<br>
slide4. DESE Diverse and Culturally Responsive Educator Workforce DESE Diverse and Culturally Responsive Educator Workforce Strategy Strategy
Develop the legal framework (when needed), identify funding, and establish partnerships to offer candidates:
Teacher Diversification Grant
Voucher Supports
Approved Prep Program Tuition Assistance
College Scholarships: undergraduates and paras
Loan Reimbursement
Mortgage Assistance Resources
Signing Bonuses
Relocation Allowances Strategy
Offer programming aimed at improving student and educator of color experience in K-12, including:
*Content noted on following slide Strategy
Develop targeted, multimedia marketing to advertise benefits of becoming an educator, including:
MASS Teach Campaign: statewide radio, TV ads, digital ads, billboards, transit ads
Amazing Educators Campaign
InSPIRED Fellows
College and High School Engagement
MA Teacher Diversification Guidebook
Great Schools Partnership-Diverse Educators Workforce Collaborative Objective #1
Provide tangible financial support and incentives to recruit and retain teachers of color; Objective #2
Proactively advertise the benefits of becoming educators (including the financial incentives) to prospective educators of color; Objective #3
Improve the experience students and educators of color are having in our state’s K-12 schools. In order to reach our goal of 26% educators of color by 2030, we must:<br>
slide5. Acceleration Road Map
Biggest Winner Math Challenge
Classroom Instruction Videos and Culturally Responsive Teaching Rubric
Classroom Teacher and School Level Administrator Rubrics
Collaborative for Academic Social Emotional Learning: Collaborating States Initiatives
Culturally Responsive Look Fors
Culturally Responsive Teaching Video Library
Deeper Learning
DESE Cultural Proficiency Training
District Leaders Network for School Climate, Student Support, and Family Engagement
Early College and Innovation Pathways
Educational Stability
Educator Effectiveness Rubrics and Talent Guide
Emergency License Webinars
High School Education Pathways
Influence 100
Inspired Initiatives
Kaleidoscope Collective for Learning
Model School Visit Protocols
MA Tiered System of Supports: Culturally Responsive Instruction and Leadership Academies
Online Platform for Teaching and Informed Calibration (OPTIC) Content Fellows Culturally Responsive Teaching Collection
Partnerships to support educator retention
Principals for Effective Practice for Integrating Student Services
Principal and Teacher Advisory Councils
Reimagining Secondary Schools Partnership
Rethinking Discipline Initiative
Safe and Supportive Schools Framework Guide and Reflection Tool
Safe and Supportive Schools Grants
Systems for Student Success Initiatives
Teacher Diversification Professional Learning Community
21st Century Community Learning Centers (CCLC) Grant Programs 5 Objective 3: Improve the experience of students and educators of color<br>
slide6. Timeline of select DESE-lead efforts to create a more diverse and culturally responsive educator workforce Since FY2019, DESE has awarded approximately $6 million to school districts to support local efforts to enhance and strengthen diverse teacher recruitment and retention programs.
Grant funds provide financial incentives and support such as: signing bonuses, relocation assistance, loan repayment reimbursement, MTEL preparation and examination vouchers.
Grant provides direct support for the development of education pathways for high schools and curriculum reviews.
In FY2022, DESE will award up to $3 million additional dollars to support school and district recruitment and retention efforts.
September 2020 DESE released, “Promising Recruitment, Selection, and Retention Strategies for a Diverse Massachusetts Teacher Workforce.” Developed in partnership with TNTP, the Guidebook supports school and district leaders to design and implement comprehensive teacher diversification strategies.<br>
slide7. Timeline of select DESE-lead efforts to create a more diverse and culturally responsive workforce (cont.) October 2020, BESE approved the implementation of an alternative assessment pilot to the state’s Massachusetts Test for Educator Licensure (MTEL).
Spring 2020, DESE approved the use of emergency licenses to address the impact of the pandemic on prospective educators’ ability to enter the teacher workforce.
Teachers with an emergency license are more likely to be Black/African American or Latinx.
Plans developed to support the retention of these teachers in the profession.
Spring 2021, developed Educator Effectiveness Talent Guide to address hiring, student teachers, new educator supports, retention strategies, and high-quality supervision and evaluation.
Summer 2021, developed DESE policy for identifying home mortgage assistance programs to support the collection and dissemination of mortgage assistance programs.<br>
slide8. Timeline of select DESE-lead efforts to create a more diverse and culturally responsive workforce (cont.) Fall 2021, DESE will continue to implement the Teacher Diversification PLC and support approximately 100 LEAs (traditional school districts, charter schools, career/vocational technical education schools, approved special education schools, and collaboratives) and 500 school and district personnel.
Fall 2021, DESE will implement 2nd year of its culturally responsive teaching and culturally responsive leadership academies. The academies provide intensive professional development to both school and district leaders.
Fall 2021, DESE welcomed the 3rd cohort of the Inspired Fellowship program. This fall we welcomed a new cohort of 20 Fellows – all current in-service teachers.
Fall 2021, DESE welcomed the 3rd cohort of Influence 100 fellows into the fellowship program.
To date, DESE has engaged 63 aspiring superintendents from across 26 districts in the signature 2-year fellowship program.<br>
slide9. Racially and Ethnically Diverse Educators, Teachers, & Superintendents Statewide FY2019-2021 9<br>
slide10. Percent of New Racially and Ethnically Diverse Teachers Hired Statewide & TDG Pilot Program Districts, FY2019-2021 10<br>
slide11. Racially and Ethnically Diverse Administrators, Teachers, and Paraprofessional Retention Rates, FY2019-2021 11<br>
slide12. Administrator Retention by Race and Ethnicity, FY2019-2021 12<br>
slide13. Teacher Retention by Race and Ethnicity, FY2019-2021 13<br>
slide14. Paraprofessional Retention by Race and Ethnicity, FY2019-2021 14<br>
slide15. Looking forward Continue to identify, implement, and scale evidence-based practices to create a more diverse and culturally responsive MA educator workforce
Continue to study the efficacy of our programs, in relation to our stated goal and student outcomes (tested and non-tested areas)
Release new educator data dashboard
Scale high school education pathway programs
Disseminate DESE efforts to create a more diverse and culturally responsive educator workforce 15<br>
slide16. THANK YOU Shay Edmond Sheika.A.Edmond@mass.gov Thank you<br>