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Action Plan to Address Operational Deliverables

Peel District School Board

Ministry of Education Review

Action Plan to meet the Minister’s Operational Directives

Prepared By: Peter Joshua, Director of Education

Date: May 18, 2020

Action Plan to Address Operational Deliverables P a g e | 2 of 47

Contents Introduction ................................................................................................................................................................................................................... 4

Overview Summary ....................................................................................................................................................................................................... 6

Deliverable Action Plan ............................................................................................................................................................................................... 10

9 – Annual Equity Accountability Report Card ....................................................................................................................................................... 10

10 – Superintendent of Equity; Equity Office; Outreach Officer; Equity Action Plan ........................................................................................... 12

11 – Student Advisory Committee .......................................................................................................................................................................... 14

12 – Human Rights Commissioner’s Office (HRCO) ................................................................................................................................................ 15

14 – Four-year program and pathways strategy and action plan ......................................................................................................................... 16

15 – Senior Staff Professional Learning Plan .......................................................................................................................................................... 18

16 – Anti-Racism Policy ........................................................................................................................................................................................... 20

17 – Plan to Reformation of Guidance System ...................................................................................................................................................... 22

18 – Comprehensive diversity audit of schools ...................................................................................................................................................... 24

19 – Secondary school de-streaming......................................................................................................................................................................... 25

20 – Communications plan for secondary school program placement and course selection decisions ...................................................................... 26

21 – Eliminating suspensions and expulsions in JK- 3 as of September 2021 ............................................................................................................. 28

22 – Eliminate statistically significant racial disparities in suspensions, exclusions and expulsions ............................................................................ 30

23 – Comprehensive review of the Director’s Office and central board functions ..................................................................................................... 32

24 – Comprehensive employment systems review (ESR) .......................................................................................................................................... 33

25 – Preservation of all hiring, promotions and pro-tem appointment documents ................................................................................................... 35

26 – Comprehensive Fairness and Equity in Employment Strategy ........................................................................................................................... 36

27 – Comprehensive Review ApplyToEducation with regard to qualified racialized candidates screening ................................................................ 37

Appendix 1 – Communications to the Staff and Community ......................................................................................................................................... 39


Communications to Community – sent by email to all families, and posted to board and school websites; housed at

www.peelschools.org/ministrydirectives ...................................................................................................................................................................... 39

Peel board news releases, statements, updates ................................................................................................................................................ 39

Communications to Staff ............................................................................................................................................................................................... 39

Before sending messages to all staff, Trustees, senior administration, school administrators, supervisors and managers were sent emails first so they

had time to review before fielding questions from staff. ................................................................................................................................................ 39

Peel board works to dismantle systemic discrimination, anti-Black racism to improve success, well-being of students, staff ............................. 42

Work on Minister of Education’s directives continues during pandemic closures ................................................................................................... 42


Introduction

After consultations with students, staff, families, trustees and community members, the Ministry of Education released its final report on the

Peel District School Board’s review. The review, which was announced on Nov. 7, 2019, by Minister of Education Stephen Lecce, and was led by

Patrick Case, was conducted by three independent reviewers: Ena Chadha, Suzanne Herbert and Shawn Richard. The mandate of the reviewers,

under the authority of the Education Act, was to provide observations and recommendations to the Minister of Education and the Peel board

related to the performance of the board, including, but not limited to issues of systemic discrimination, specifically anti-Black racism, human

resources practices, leadership and board governance.

On March 13, 2020, the Ministry of Education released the Report Review of the Peel District School Board dated February 28, 2020. In response

to the Report of the reviewers, the Minister of Education issued 27 Directives with timelines and deliverables to be completed by the Board.

This report reviews each of the 18 operational directives (numbers 9 – 12, and 14 – 27, inclusive) that the Director of Education and staff are

directly responsible to address. To date, all required documentation has been submitted according to the timelines set out in the Minister’s

Directives, however, items in Directive 16 and 19 have been returned with requests for revision and resubmission. The Minister has received

written confirmation and supporting documents for each item under various deliverables as they were completed.

The report should be viewed as a working document that will evolve over time. Dates and actionable steps may be revised depending on needs

arising.

Working Groups:

The Director of Education has formed a Senior Team Steering Committee to monitor the action items and next steps involved in the Ministry

Review and Directives to address anti-Black racism and systemic discrimination across the board.

The following working groups have been established to develop, implement, consult with community on, and monitor the strategic plans,

policies, practices and accountability measures connected to each of the Ministry directives:

Accountability Working Group – establishing and monitoring accountability measure in all operational directives

Equity Action and Audit Plan Working Group – directives 10, 14, 16, 18

Anti-Black Racism - Student Discipline Working Group – directives 9, 21, 22

Student Advisory and Community Engagement Working Group – directives 10, 11, 20

Anti-Black Racism - Professional Learning Working Group – directive 15

Anti-Black Racism - Curriculum, Pathways and Programs Working Group – directives 17, 19

Human Resources - Employment Systems Review (ESR) Working Group – directives 24, 25, 26, 27

https://news.ontario.ca/edu/en/2019/11/minister-of-education-statement-on-review-of-peel-district-school-board.html


Working Groups consist of the following (will be expanded to include additional internal and external stakeholders): Senior Team Members Central Staff – Communications, Curriculum and Instruction, Equity, Special Education, Human Resources, Research and Accountability, etc. Members of Peel Association of African Canadian Educators (PAACE) Members of the Equity and Inclusion in Education Advisory Committee Union and Association Representatives Black Community Advisory Council: The Director of Education is forming a Black Community Advisory Council to include members with lived experiences, expertise and strong understanding of equity and inclusion, anti-Black racism, anti-oppression and systemic discrimination. The Advisory Council will focus on the areas of culturally responsive teaching and learning, research and accountability, policy development and implementation, and community engagement as the board implements systemic change through clear actions and measurable outcomes to reduce and eliminate inequities experienced by Black students and families. A Black Community Advisory steering committee is now being organized to develop an application process to secure membership from among internal and external stakeholders dedicated to this critical work.


Overview Summary

# Directive Date Status

9 Annual Equity Accountability Report Card

June 1, 2020 Submit first progress report In Progress

Director’s Annual Report Jan. 31, 2021 Submit Report Card as part of the Director’s annual report.

10 Superintendent of Equity July 31, 2020 Superintendent of Equity has been hired – submit job description and reporting structure

In Progress

SO of Equity performance Aug. 31, 2020 Confirm performance goals, measure and indicators have been established for the position and signed off by the appraiser/appraisee

Equity Office established Oct. 31, 2020 Confirm Equity Office is established

Outreach Officer Oct. 31, 2020 Confirm hiring of Outreach Officer

Community Outreach Plan Nov. 30, 2020 Submit Community Outreach Plan

Equity Action Plan Mar. 31, 2021 Submit progress report on the Equity Action Plan

Annual Equity Action Plan Submission to the public

May 31, 2021, and annually thereafter

Publicly release the Equity Action Plan to the Board community

11 Student Advisory Committee Sept. 30, 2020 Submit terms of reference developed in consultation with students and student groups

12 Human Rights Commissioner’s Office (HRCO)

June 1, 2020 Submit report on steps taken; submit updated policy and operating procedure

In Progress

14 Four-year program and pathways strategy and action plan consultation

June 19, 2020 Submit progress report on the strategy, which must include a plan for student and parent engagement

In Progress

Four-year program and pathways strategy and action plan

Dec. 31, 2020 Submit strategy and action plan

Performance Appraisals Tracking Plan

June 30, 2021 Submit report that tracks the schedule of performance appraisals for principals, supervisory officers, the Director of Education and Associate Directors


15 Senior Staff Professional Learning Plan

June 19, 2020 Submit professional learning plan for senior staff on equity, human rights, anti-bias, and anti-Black racism

In Progress

Completion of Professional Learning Plan

June 30, 2021 Submit report confirming completion of learning plan by all senior staff, including a report on the attainment of the identified objective as they are to actions and measurable outcome

16 Anti-Racism Policy Consultation Apr. 17, 2020 Submit Community Consultation Plan

Submitted but requires revisions

Anti-Racism Policy Community Consultation Report

Sept. 30, 2020 Submit report on community consultation

Anti-Racism Policy Dec. 31, 2020 Submit policy which must include confirmation of consultation with the Ontario Human Rights Commission

17 Plan to Reformation of Guidance System

June 19, 2020

Submit plan to address the needs and expectations of all students and their families, and to remedy the inadequacies and gaps in supports and guidance for historically and currently underserved demographic groups, with particular focus on Black students

In Progress

Reformation of Guidance System Quarterly Reports

Sept. 30, 2020 onward

Submit quarterly progress report for a total of six reports

18 Comprehensive diversity audit of schools Plan

Dec. 31, 2020 Submit audit plan In Progress

Comprehensive diversity audit of schools Preliminary Report

Aug. 31, 2021 Submit preliminary audit report

Comprehensive diversity audit of schools Final Report

June 30, 2022 Submit final audit report

19 Secondary school de-streaming pilot project for Gr 9 & 10 for the 2021-22 school year

Apr. 30, 2020 Submit a pilot plan which must include the criteria for school selection and a thorough implementation plan including dates for interim report, public reporting, pilot school identification, results of pilot


20

Communications plan for secondary school program placement and course selection decisions

June 1, 2020 Submit plan, which must include measures and indicators to assess the effectiveness of the plan

In Progress


Report on Communications Plan Implementation Results

May 31, 2021 Submit report describing the implementation results with reference to the established measures and indicators, as well any lessons learned /or recommendations for improvement

21 Eliminating suspensions and expulsions in JK- 3 as of September 2021.

Aug. 31, 2020

Submit communications protocol, Board-approved student discipline policy and guidelines, and an implementation plan Submit principal training plan

In Progress

New Principal Training Oct. 9, 2020 & Feb. 21, 2021

Submit attestation to the Ministry that all new Principal placements have completed training

Current Principal Training Aug. 31, 2021 Submit attestation to the Ministry that all current Principals have completed training

Communications Protocol for student discipline policy, etc.

Aug 31, 2021 Submit audit report Communications protocol for promptly informing parents of students who are suspended, expelled or excluded

22 Eliminate statistically significant racial disparities in suspensions, exclusions, and expulsions

June 19, 2020 Submit report that must include thresholds determined; community engagement, the feedback received, etc. as required under ARDS Standard 32

In Progress

Submit Report with Action Plan, timelines, and review/revision of policies, programs, services and functions

Sept. 30, 2020

By September 30, 2020: Submit report that must include the identification of notable racial disparities; action plan, with timelines to develop, review, and revise policies, programs, services, and functions as necessary to eliminate notable racial disparities

Submission of Progress Reports on a bi-monthly basis

Nov. 30, 2020 and every 2 months up to July 31, 2021

Submit Progress reports including targets set with the aim to reduce the identified racial disparities by 50% by September 2021, and completely by September 2022

23

External expert/experts to undertake a comprehensive review of the Director’s Office and central board functions

Apr. 17, 2020 Submit confirmation that an expert has been retained Complete

Submission of the expert’s Comprehensive Review Report

Aug. 31, 2020 Submit expert’s report providing the professional learning goals, performance goals, and measures for Associate Directors and Director of Communications, including recommendations to the Board

24 Retain the services of an external expert/experts, to undertake a comprehensive

Jun 1, 2020 Submit confirmation that an expert has been retained In Progress


employment systems review (ESR)

Establish a board ESR Committee

Sept. 30, 2020 Submit confirmation that the board’s ESR committee is in place and a copy of the Terms of Reference.

In Progress

Expert to produce a preliminary report on ESR

Jan. 31, 2021 Submit expert’s preliminary report, which much include a review of the board’s existing workforce data set and recommendations on whether to update the data or conduct a new census

Expert to produce ESR progress reports every 6 months

June 30, 2021 and every 6 months thereafter until the ESR is complete

Submit a progress report prepared and signed by the expert

25 Preservation of all hiring, promotions and pro-tem appointment documents

Mar. 26, 2020

Submit confirmation of steps taken to direct all documents, including but not limited to documents under the control of members of the board, school administrators, central office staff and consultants, be preserved

Complete

Implementation of centralized tracking and file management system

Dec. 31, 2020 Submit progress report on implementation of tracking and file management system

Centralized Tracking System in place

Aug. 31, 2021 Submit confirmation that tracking system is in place

26 Develop and implement a comprehensive Fairness and Equity in Employment Strategy

June 2023 Submit the Board’s Fairness and Equity in Employment Strategy

27 Review ApplyToEducation with regard to qualified racialized candidates screening

Sept. 30, 2020 Submit results of review and present report at next public meeting of the board following September 30

In Progress

Correction of any defects found in ApplyToEducation Screening

Dec. 31, 2020 If applicable, confirm the screening defect has been corrected

Note: The Director of Education submits to the Minister confirmation of operational deliverables and required reports. The external experts will

submit independent reports to the Director for submission or directly to the Minister.


Deliverable Action Plan

9 – Annual Equity Accountability Report Card

Direction

The PDSB shall develop and implement a comprehensive Annual Equity Accountability Report Card to be included in the Director of Education’s

annual report to the Board under s. 283(3) of the Education Act, and that:

i. reports on clearly defined student-centered outcomes including eliminating disparities in achievement of students from the Board’s various

communities;

ii. establishes accountability measures and responsibilities for school and senior board leadership using disaggregated data by school, grade,

race, language, disability, sex and socio-economic status related to:

suspension, expulsion and graduation rates;

representation in academic, applied and locally developed credit courses;

representation in special education;

representation in regional choice learning programs;

credit accumulation; and

student absenteeism

iii. assesses, evaluates and reports on progress towards improving outcomes for all students.

iv. The Board shall centrally track disaggregated race-based data on suspensions (in-school and out-of-school), expulsions and exclusions, and

report publicly through the Annual Equity Accountability Report Card.

Deliverables


9 Annual Equity Accountability Report Card

June 1, 2020 Submit first progress report In Progress

Director’s Annual Report Jan. 31, 2021 Submit Report Card as part of the Director’s annual report


Actions Taken:

April 2, 2020 – Received draft version of elementary and board level Student Census Data Report from Research and Accountability

Department

April 22, 2020 – Meeting with Research and Accountability Office to discuss data and plan for Equity Accountability Report Card

April 29, 2020 – Final Versions of elementary and board level Student Census Data Reports presented to Director’s Office (Secondary

Report completed in fall)

May 1, 2020 – Senior Team Equity Steering group meeting to review plan for Ministry Review Sub-committee work

May 5, 2020 – Chief Research Officer and team begin draft of Equity Accountability Report Card

May 11, 2020 – Equity Accountability Working Group established to review draft of Equity Accountability Report Card

May 15, 2020 – Senior Team Equity Steering group meeting to review plan to expand Working Group team to include external

stakeholder groups – Peel Association of African Canadian Educator members, union and association reps, Equity and Inclusion

Advisory Committee members, central staff

Next Steps (Dates and actions are proposed and subject to change):

May 21, 2020 – Chief Research Officer meeting with Ministry to gather input for parameters of Equity Accountability Plan

Week of May 19, 2020 – Accountability Working Group to finalize draft Equity Accountability Report Card for external feedback

Week of May 25, 2020 – share draft Equity Accountability Report Card with external experts with lens of anti-oppression, anti-Black

racism and systemic discrimination for critical feedback

May 28, 2020 – final version of Equity Accountability Report Card progress report shared with Board of Trustees

June 1, 2020 – final version of Equity Accountability Report Card progress report submitted to Ministry of Education

June, 2020 – share progress report with We Rise Together Community Advisory Council

June 15, 2020 – begin consultation with stakeholders – internal and external – administrators and staff, students, parents and

community

Jan 31,, 2021 – update Director’s Annual Report to include Equity Accountability Report Card


10 – Superintendent of Equity; Equity Office; Outreach Officer; Equity Action Plan

Direction

The Board shall establish a new, robust Equity Office managed by a superintendent of Equity, which amalgamates the existing Equity and

Climate portfolios. The Equity Office shall be responsible for developing and implementing a comprehensive, strategic, annual Equity Action

Plan to address systemic inequities experienced by both students and staff. The Board shall require the Equity Office to develop the Action Plan

in collaboration with the Board’s Human Rights Commissioner, and ensure that the Plan:

i. sets specific objectives to reduce and eliminate inequities within the PDSB and those objectives be tied to actions and measurable

outcomes;

ii. includes the use of student and workplace census data to inform decisions related to policies, protocols, programming and other student-

centered initiatives; and

iii. is made publicly available to the Board community by June of each year.

iv. The Board shall use student and workplace census data to inform decisions related to policies, protocols, programming and other student-

centred initiatives.

The Board shall ensure that a Superintendent of Equity is hired through an internally and externally posted position, who is accountable for the

Equity Office and the implementation of the annual Equity Action Plan, and who shall report to the Associate Director responsible for equity.

The board shall establish the position of Outreach Officer in the Equity Office to be responsible for developing a comprehensive outreach plan to rebuild and maintain trust and credibility with the Board community, particularly with Black communities, and for leading implementation, assessment and reporting on the plan. The Board will include in the plan specific objectives tied to actions and measurable outcomes.

Deliverables


10 Superintendent of Equity July 31, 2020 Superintendent of Equity has been hired – submit job description and reporting structure

In Progress

SO of Equity performance Aug. 31, 2020 Confirm performance goals, measure and indicators have been established for the position and signed off by the appraiser/appraisee

Equity Office established Oct. 31, 2020 Confirm Equity Office is established

Outreach Officer Oct. 31, 2020 Confirm hiring of Outreach Officer


Community Outreach Plan Nov. 30, 2020 Submit Community Outreach Plan

Equity Action Plan Mar. 31, 2021 Submit progress report on the Equity Action Plan

Annual Equity Action Plan Submission to the public

May 31, 2021, and annually thereafter

Publicly release the Equity Action Plan to the Board community

Actions Taken:

March 30, 2020 – contacted several Greater Toronto Area boards to review Superintendent of Equity Job Descriptions

April 16, 2020 – received submissions from York Region District School Board, Toronto District School Board, Hamilton-Wentworth

District School Board

April 20, 2020 – Human Resources Department and Equity Department began reviewing job descriptions with Director to determine

alignment with Ministry Directive language and PDSB specific language and salary requirements for posting

April 27, 2020 – Draft of Peel Board Job Description for Superintendent of Equity submitted to the Director’s Office for review

May 6, 2020 – Final version of Job Description for Superintendent of Equity provided and ready for posting

May 8, 2020 – Job posted for 10 days on the following sites: ApplytoEducation, Board’s website, Council of Directors of Ontario,

Ontario Association of School Board Officials, Ontario Public School Boards' Association, LIinkedIn, Facebook, Twitter, Community

Agencies, Instagram, local newspapers – Mississauga News, Caledon Enterprise, Brampton Guardian

May 8, 2020 – Director shared job posting with Trustees and Senior Team


Week of May 19, 2020 – Screening Tool and interview questions will be developed

May 22, 2020 – Job posting closes and applications will be screened and a shortlist of candidates for interview will be determined

using screening tool and reference check information

May 26, 2020 – Meeting with PDSB currently hired Community Outreach workers to discuss future work with Equity Team

Week of June 1, 2020 – Interviews conducted and successful candidate selected

June 17, 2020 – successful candidate for Superintendent of Equity presented to Board of Trustees for receipt

June 19, 2020 – Submit Superintendent of Equity job description and reporting structure to Ministry of Education

By mid to end of June – New Superintendent of Equity and Community Services will begin position with Peel Board

July 4, 2020 – Plan to post and hire Community Outreach Worker to support Black Community and additional equity staff

July 17, 2020 – Outreach worker hired

July 31, 2020 – begin development of a Community Outreach Plan


August 31, 2020 – Superintendent of Equity performance plan created

September 30, 2020 – Equity Office established including outreach team, equity coordinators and climate/restorative practice team

September 30, 2020 – Community Outreach plan finalized and submitted; Community Outreach begins

March 31, 2021 – Equity Action Plan progress report submitted

11 – Student Advisory Committee

Direction

The Board shall establish a student advisory committee representative of the demographics and intersectionalities of the Board’s student body, with whom the Director of Education and senior administration may consult on meaningful student-related policies, programs and initiatives such as curriculum changes, disciplinary policies and procedures, dress code, extra-curricular programming. The establishment of this committee shall be one of first responsibilities of the Equity Office.

Deliverables


11 Student Advisory Committee Sept. 30, 2020 Submit terms of reference developed in consultation with students and student groups

Actions Taken:

May 1, 2020 – Senior Team Equity Steering group meeting to review plan for Ministry Review Sub-Committee work

May 11, 2020 – Student Advisory and Community Engagement Working Group established to begin plan for student advisory

committee

May 15, 2020 – Senior Team Equity Steering group meeting to review plan to expand Working Group team to include external





By June 15, 2020 – Working Group to connect with Leadership Development and School Support Services and student

trustees/student senate for input on establishing Student Advisory Committee

June, 2020 – Share progress report on student advisory with We Rise Together Community Advisory Committee for feedback

July 1, 2020 onward – Begin consultation with stakeholders – internal and external – administrators and staff, students, parents and

community

September 4, 2020 – application process begins for Student Advisory Committee representative of the demographics and

intersectionalities of the Board’s student body

September 14, 2020 – Student Advisory Committee established and begin work on developing their terms of reference

September 21, 2020 – Student Advisory Committee submits their terms of reference to Director

September 22, 2020 – Student Advisory Committee terms of reference shared with the Board of Trustees

September 30, 2020 – Director submits report to Board and Ministry of Education

12 – Human Rights Commissioner’s Office (HRCO)

Direction

The Board shall take all necessary steps to preserve the independence of the Human Rights Commissioner’s Office within the organizational structure of the Board and to safeguard the neutrality of that Office, so as to allow it to focus on its core responsibilities to identify and address systemic barriers facing students, families, staff, and communities of the Board. The mandate of the office includes receiving, inquiring into, and investigating human rights complaints, and ensuring the Board’s human rights complaints procedure is widely communicated and accessible. The Board shall clearly articulate the arms-length and impartial role of the Office in Policy 51, Operating Procedure 1 and their successor instruments.

Deliverables


12 Human Rights Commissioner’s Office (HRCO)

June 1, 2020 Submit report on steps taken; submit updated policy and operating procedure.

In Progress


Actions Taken:

April 30, 2020– PDSB Human Rights Commissioner’s Office (HRCO) reviewed current policy and practice as outlined in Human Rights

Policy 51, Operating Procedure 1

May 4, 2020 – Director confirmed via email with Ontario Human Rights Commission (HRCO) that all Human Rights Tribunal of Ontario

(HRTO) applications are no longer managed by the Peel Board HRCO

May 7, 2020 – Human Rights Commissioner reviews plan to clearly articulate the arms-length and impartial role of the Office in Policy

51, Operating Procedure 1

May 19, 2020 – Policy 51 updates submitted to Trustee Review Committee for feedback


May 26, 2020 – Policy 51 approval at Regular Meeting of the Board and Operating Procedure 1 submitted for receipt

May 28, 2020 – Report submitted to Board of Trustees for receipt on steps taken, including policy and operating procedure updates

to ensure arms-length and impartial role of the PDSB HRCO

June 1, 2020 – Report submitted to Ministry of Education on steps taken, including policy and operating procedure updates to ensure

arms-length and impartial role of the PDSB HRCO

14 – Four-year program and pathways strategy and action plan

Direction

The Board shall establish a comprehensive four-year strategy and action plan to address and eliminate statistically significant disproportionalities in enrolment, achievement and outcomes of Black students, other racialized students and Indigenous students in applied, academic, locally developed, Special Education, and Regional Choice pathways and programs. The Board’s plan shall:

i. include specific objectives tied to actions, measurable outcomes and timelines for meeting those objectives; ii. include actions and measurable outcomes to reduce the effects of implicit bias on the disproportionate outcomes of PDSB’s Black

students, to encourage Black students to establish goals and achieve academically; iii. identify an employee or employees who would have responsibility for working to achieve the objectives laid out in the plan; iv. include provisions for engaging with parents; and v. include provisions for public reporting on progress towards achieving outcomes in the strategy.


The Board shall require accountability for the action plan to be address explicitly in the Board’s Multi-Year Strategic Plan, the Board Improvement Plan for Student Achievement (BIPSA), the Equity Action Plan, and in the performance appraisals of principals, supervisory officers, the Director of Education and Associate Directors. This strategy and action plan should be a key component of the Annual Equity Accountability Report Card.

Deliverables


14 Four-year program and pathways strategy and action plan consultation

June 19, 2020 Submit progress report on the strategy, which must include a plan for student and parent engagement.

In Progress

Four-year program and pathways strategy and action plan

Dec. 31, 2020 Submit strategy and action plan

Performance Appraisals Tracking Plan

June 30, 2021 Submit report that tracks the schedule of performance appraisals for principals, supervisory officers, the Director of Education and Associate Directors

Actions Taken:

April 22, 2020 – Meeting with Research and Accountability Office to discuss data and plan for Program and Pathways Strategic Plan

and consultation plan with lens of equity, ant-Black racism and anti-oppression

April 23, 2020 – curriculum and equity teams reviewed changes to course selections process and to regional program application

process as part of plan


May 5, 2020 – Chief Research Officer and team review current data and logic models for program strategies with lens of anti-

oppression, ant-Black racism and systemic discrimination to inform Program and Pathways Strategic Plan

May 11, 2020 – Curriculum, Pathways and Programs Working Group established to review draft of Program and Pathways Strategic

Plan and consultation plan

May 15, 2020 – Senior Team Equity Steering Group meeting to review plan to expand Working Group team to include external





Week of May 19, 2020 – Curriculum, Pathways and Programs Working Group to finalize draft plan for external feedback

Week of May 19, 2020 – Special Education department to provide information of special education supports and programming

Week of May 25, 2020 – Share draft of Program and Pathways Strategic Plan and consultation plan with external experts with lens of

anti-oppression, anti-Black racism and systemic discrimination for critical feedback

June, 2020 – Share progress report with We Rise Together Community Advisory Committee

June 17, 2020 – Final version of Program and Pathways Strategic Plan and consultation plan progress shared with Board of Trustees

June 19, 2020 – Final version of Program and Pathways Strategic Plan and consultation plan progress report submitted to Ministry of

Education


community

September 2020 – Begin consultation with students and parents on Program and Pathways Strategic Plan

September and October 2020 – Review and revise Operating procedures outlining performance appraisals for principals, supervisory

officers, the Director of Education and Associate Directors

December 31, 2020 – Submit Program and Pathways Strategy Plan to Ministry of Education

Jan 30, 2021 – Submit report that tracks the schedule of performance appraisals for principals, supervisory officers, the Director of

Education and Associate Directors

15 – Senior Staff Professional Learning Plan

Direction

The Board shall develop a robust, comprehensive and strategic professional learning plan for senior staff on equity, human rights, anti-bias,

and anti-Black racism that:

i. is strongly informed by disaggregated, race-based data with respect to PDSB students, staff and broader community;

ii. sets specific objectives and is tied to actions and measurable outcomes; and

iii. includes provisions for public reporting on progress towards achieving outcomes in the plan.

The Board shall ensure that an employee (or employees) is responsible for implementing the plan.


Deliverables


15 Senior Staff Professional Learning Plan

June 19, 2020 Submit professional learning plan for senior staff on equity, human rights, anti-bias, and anti-Black racism

In Progress

Completion of Professional Learning Plan

June 30, 2021 Submit report confirming completion of learning plan by all senior staff, including a report on the attainment of the identified objective as they are to actions and measurable outcome

Actions Taken:

March 13, 2020 – Ministry review and Directives introduced to senior team with expectation for personal review and reflection

April 9, 2020 – Instructional Support Services meeting to discuss input on professional learning for senior team and direct reports

April 23, 2020 – Leadership Council discussion on “Cheers, Fears, and Unclears” regarding Ministry Review and Directives –

understanding the “why” through student and family narratives

April 23 to April 30, 2020 – Senior Team Equity Steering Group and equity team develop Preamble and Protocol for the Ministry

Review - Equity, Human Rights and Anti-Black Racism, Anti-Black Racism (ABR), ABR and Student Discipline, ABR and Pathways and

Programs, ABR and Regional Choice Learning Programs, ABR and Curriculum, ABR and Discriminatory Comments and Conduct, ABR

and Community Engagement, ABR and Equity at the Peel Board

May 1, 2020 – Senior Team Equity Steering Group meeting to review plan for Ministry Review Sub-committee work

May 4 to May 8, 2020 – Senior team engage in professional learning using Preamble and Protocol for the Ministry Review in

subgroups – Mississauga Field Office, North Field Office, Central Supervisory Officers, Operational Support Services, etc.

May 11 to May 15, 2020 – Senior Team members to engage School Admin, Supervisors and Managers in professional learning using

Preamble and Protocol for the Ministry Review through Family of Schools and department meetings

May 11, 2020 – Professional Learning Working Group established to review draft of professional learning plan for senior staff on

equity, human rights, anti-bias, and anti-Black racism building on the Preamble and Protocol for the Ministry Review




https://docs.google.com/document/d/1VuMbkN7ieFIUVA7k1oRayqCydI609voTj-vu2CxUnrs/edit?usp=sharing







Week of May 19, 2020 – Professional Learning Working Group to finalize draft plan for external feedback

Week of May 25, 2020 – Share draft of Professional Learning Plan and consultation plan with external experts for critical feedback

June, 2020 – Share professional learning plan with We Rise Together Community Advisory Council

June 17, 2020 – Final version of Professional Learning Plan shared with Board of Trustees

June 19, 2020 – Final version of Professional Learning Plan submitted to Ministry of Education

September 2020 – Professional learning to take place at all levels of the organization over the course of the school year

June 30, 2021 – Submit report to the Ministry of Education confirming completion of learning plan by all senior staff, including a

report on the attainment of the identified objective as they are to actions and measurable outcome.

16 – Anti-Racism Policy

Direction

The Board shall develop its Anti-Racism Policy in consultation with the Board community and the Ontario Human Rights Commission. The Board shall make the policy applicable to both staff and students and include clearly defined outcomes, operating procedures, roles, responsibilities and accountability measures.

Deliverables


16 Anti-Racism Policy Consultation Apr. 17, 2020 Submit Community Consultation Plan


Anti-Racism Policy Community Consultation Report

Sept. 30, 2020 Submit report on community consultation

Anti-Racism Policy Dec. 31, 2020 Submit policy which must include confirmation of consultation with the Ontario Human Rights Commission


Actions Taken:

May 28, 2019 – Board Resolution Number 19-115 – Motion to develop and implement an Anti-Racism Policy

January 17, 2020 – Equity and Inclusion Steering Committee and Equity department review of other board examples of Anti-Racism

Policies

February 14, 2020 – Equity and Inclusion Steering Committee review of consultation plans provided by Toronto District School Board

March 27, 2020 – Draft of Anti-Racism Policy Consultation provided to Equity and Inclusion Steering Committee members for review

April 7, 2020 – Draft Anti-Racism Consultation Plan presented to steering committee with recommendation to request extension of

consultation timelines

April 9, 2020 – Request submitted to Ministry of Education for extension to accommodate face to face meetings with public once

COVID-19 Pandemic has ended

April 17, 2020 – Anti-Racism Policy Consultation Plan submitted to the Ministry of Education


May 5, 2020 – Meeting with Chief Research Officer to support development of the consultation tools to allow flexibility to do online

versions of these tools before the end of the school year

May 15, 2020 – Director sent letter to Chief Commissioner of the Ontario Human Rights Commission requesting involvement in

consultation of Anti-Racism Policy




May 15, 2020 – Feedback received from Ministry of Education that extension request would not be granted and the plan should have

set out how community voices will be solicited, included and centred in the design of the policy


Week of May 19, 2020 – Equity & Inclusion Steering Committee to revise Anti-Racism Policy Consultation plan in accordance with

Ministry of Education Feedback

May 28, 2020 – revised Anti-Racism Policy Consultation plan shared with Board of Trustees

June 1, 2020 – revised Anti-Racism Policy Consultation plan submitted to the Ministry of Education

June 1, 2020 – Begin search and secure an external expert to facilitate the consultation

June, 2020 – Share progress report with We Rise Together Community Advisory Council



community and including Ontario Human Rights Commission

September 15, 2020 – Draft consultation report developed by external consultant in collaboration with PDSB Research and

Accountability Department

September 30, 2020 – Submit report on Anti-Racism Policy Community Consultation to the Ministry of Education

October and November 2020 – Using consultation feedback, external consultant, Equity & Inclusion Steering Committee and

Research and Accountability department to create draft Anti-Racism Policy

By November 30, 2020 – Anti-Racism Policy draft submitted to Trustee Review Committee for review and approval in December

Board Meeting

December 31, 2020 – Submit policy, which must include confirmation of consultation with the Ontario Human Rights Commission to

the Ministry of Education

17 – Plan to Reformation of Guidance System

Direction

The Board shall develop and implement a plan, with reasonable goals and timelines, to reform its guidance system to address the needs and expectations of all students and their families, and to remedy the inadequacies and gaps in supports and guidance for historically and currently underserved demographic groups, with particular focus on Black students.

Deliverables


17 Plan to Reformation of Guidance System

June 19, 2020

Submit plan to address the needs and expectations of all students and their families, and to remedy the inadequacies and gaps in supports and guidance for historically and currently underserved demographic groups, with particular focus on Black students

In Progress

Reformation of Guidance System Quarterly Reports

Sept. 30, 2020 onward

Submit quarterly progress report for a total of six reports

Actions Taken:


Mid-March to April 30, 2020 – Job posting and applications received for Graduation Coach Program – hiring of four coaches to

support needs of students in four secondary schools with high black populations and data to support disproportional access to

program and support.


and consultation plan


May 5, 2020 – Chief Research Officer and team review current data and logic models for program strategies with lens of anti-

oppression, ant-Black racism and systemic discrimination to inform Program and Pathways Strategic Plan

May 11, 2020 – Curriculum, Pathways and Programs Working Group established to review needs of and expectations of all students

and their families, and to remedy the inadequacies and gaps in supports and guidance





Mid-May to end of June 2020 – Screening and hiring process to hire four Graduation Coaches as outlined above.

Week of May 19, 2020 – Curriculum, Pathways and Programs Working Group to finalize draft plan for external feedback

Week of May 25, 2020 – Share draft of Guidance System Reform Plan and consultation plan with external experts with lens of anti-

oppression, anti-Black racism and systemic discrimination for critical feedback

June, 2020 – Share progress report with We Rise Together Community Advisory Committee

June 17, 2020 – Final version of Guidance System Reform Plan shared with Board of Trustees

June 19, 2020 – Final version of Guidance System Reform Plan submitted to Ministry of Education


community

September 2020 – begin training of administrators and guidance staff on addressing the needs and expectations of all students and

their families, and to remedy the inadequacies and gaps in supports and guidance for historically and currently underserved

demographic groups, with particular focus on Black students.

September 30, 2020 onward – Submit quarterly progress report for a total of six reports


18 – Comprehensive diversity audit of schools

Direction

The Board shall, through its Equity Office, established pursuant to Direction 10, undertake a comprehensive diversity audit of schools, which shall include naming, mascots, libraries and classrooms. The Board shall evaluate books, media and all other resources currently in use for teaching and learning English, History and Social Sciences for the purpose of utilizing resources that are inclusive and culturally responsive, relevant and reflective of students, and the Board’s broader school communities. The Board shall ensure that the audit is among the first priorities of the Equity Office and allocate the appropriate resources to conduct a detailed audit.

Deliverables


18 Comprehensive diversity audit of schools Plan

Dec. 31, 2020 Submit audit plan

Comprehensive diversity audit of schools Preliminary Report

Aug. 31, 2021 Submit preliminary audit report

Comprehensive diversity audit of schools Final Report

June 30, 2022 Submit final audit report

Actions Taken:


May 11, 2020 – Equity Action and Audit Plan Working Group established to review need for a comprehensive diversity audit of

schools, which shall include naming, mascots, libraries and classrooms





July 1, 2020 – Newly hired Superintendent of Equity to begin work with Equity team to develop comprehensive diversity audit plan

across all schools and departments.

November, 202 – Audit Plan shared with Board of Trustees


Dec. 1, 2020 – Audit Plan submitted to the board and Ministry of Education

January to June 2021 – Conduct comprehensive audit of schools, which shall include naming, mascots, libraries and classrooms

August 31, 2021 – Preliminary Audit Plan shared with Board of Trustees and submitted to the board and Ministry of Education

June 30, 2022 – Final Audit Plan shared with Board of Trustees and submitted to the board and Ministry of Education

19 – Secondary school de-streaming

Direction

The Board shall design a secondary school de-streaming pilot project for Grades 9 and 10 for the Minister’s approval. The Board shall include at least two secondary schools in the pilot plan and shall establish selection criteria as described adjacent. The board shall consult with school boards in Ontario and other jurisdictions who have destreaming initiatives.

Deliverables


19 Secondary school de-streaming pilot project for Gr 9 & 10 for the 2021-22 school year

Apr. 30, 2020 Submit a pilot plan which must include the criteria for school selection and a thorough implementation plan including dates for interim report, public reporting, pilot school identification, results of pilot


Actions Taken:

February 15, 2020 – review of Toronto District School Board models for de-streaming as well as Peel Board De-streaming Research

Project from November 2017 to inform Peel Board plan

Mid-April to April 29, 2020 – Curriculum team reviewed and developed de-streaming pilot plan in accordance with information above

April 30, 2020 – Pilot plan for De-streaming project submitted to Ministry of Education for approval in accordance with criteria listed

above


May 5, 2020 – Chief Research Officer and team review current data and models for De-streaming with lens of anti-oppression, ant-

Black racism and systemic discrimination.

May 11, 2020 – Curriculum, Pathways and Programs Working Group established to review draft of De-streaming Pilot Project.





May 15, 2020 – Feedback received from Ministry of Education indicating that the pilot plan does not adequately address how

parents, students, teachers, school leaders, and system leaders would be engaged in the design and implementation of the

pilot. Moreover, the plan does not address how consultation with other school boards in Ontario and other jurisdictions that

have de-streaming initiatives will take place.


Week of May 19, 2020 – Curriculum, Pathways and Programs Working Group to review and revise draft plan for resubmission to the

Ministry of Education and for external feedback

Week of May 25, 2020 – Share draft of De-streaming Pilot and consultation plan with external experts including Ministry of Education

officers for critical feedback

May 28, 2020 – De-streaming Pilot project revised plan shared with the Board of Trustees

June 1, 2020 – Resubmit De-streaming Pilot project plan to the board and Ministry of Education

20 – Communications plan for secondary school program placement and course selection decisions

Direction

The Board shall develop and implement a communications plan to better inform the diverse PDSB community, including all parents and students, that secondary school program placement and course selection decisions are ultimately to be made by students and parents.

Deliverables


20

Communications plan for secondary school program placement and course selection decisions

June 1, 2020 Submit plan, which must include measures and indicators to assess the effectiveness of the plan.

In Progress


Report on Communications Plan Implementation Results

May 31, 2021 Submit report describing the implementation results with reference to the established measures and indicators, as well any lessons learned /or recommendations for improvement.

Actions Taken:


and consultation plan

April 23, 2020 – curriculum and equity teams reviewed changes to course selections process and to regional program application

process as part of plan

April 30, 2020 – Communications and Communications team begin developing a draft communications plan in collaboration with the

Curriculum team


May 11, 2020 – Student Advisory and Community Engagement Working Group established to review draft of Communications plan

for secondary school program placement and course selection decisions





Week of May 19, 2020 – Student Advisory and Community Engagement Working Group to finalize draft plan for external feedback

Week of May 19, 2020 – Special Education department to provide information of special education supports and programming

Week of May 25, 2020 – Share draft communications plan with external experts with lens of anti-oppression, anti-Black racism and

systemic discrimination for critical feedback

May 28, 2020 – Share communications plan with the Board of Trustees

June 1, 2020 – Submit communications plan, which must include measures and indicators to assess the effectiveness of the plan, to

the board and Ministry of Education



community


September 2020 – Begin consultation with students and parents

May 31, 2021 – Submit report describing the implementation results with reference to the established measures and indicators, as

well any lessons learned/or recommendations for improvement to the board and Ministry of Education

21 – Eliminating suspensions and expulsions in JK- 3 as of September 2021

Direction

The Board shall, subject to subsection 306(1) and subsection 310(1) of the Education Act and where otherwise provided for by law for reasons unrelated to student discipline (such as non-immunization), develop policies, guidelines and interpretations with the aim of eliminating suspensions and expulsions of students from Junior Kindergarten to grade 3 as of September 2021. Subject to subsection 306(1) and subsection310(1) the Board shall review and revise its student discipline policy to reflect and further prioritize restorative justice approaches as alternatives to suspensions (in and out of school), expulsions and exclusions, and to:

i. include clear information on the rights, roles and responsibilities of parents in the school’s application of discipline procedures; ii. require principals to consider varied mitigating factors and other factors alongside pupil age, specifically in relation to student’s

experiences of systemic barriers and the potential impact of a suspension on the student’s ongoing education; iii. require supervisory officers be notified and consulted with respect to all suspensions, expulsions and exclusions and calls to the police

for student behaviour, except in cases of emergency. iv. establish mandatory training for principal candidates, new and current principals that emphasizes the principles of procedural

fairness. The training program shall be delivered through the lens of human rights as they apply to children and youth. v. Review and clarify the use of existing board policies regarding other activities that may or must lead to suspension.

The board shall develop a communications protocol and implementation plan regarding the above-mentioned policies, guidelines and interpretations. The board shall submit a communications protocol, student discipline policy and guidelines, and an implementation plan for the Minister’s approval. The Board shall ensure that, effective 2020-2021 school year, no new principal be appointed by the PDSB unless that person has satisfied the board that they have completed the training program referred to in paragraph iv as above.


Deliverables


21 Eliminating suspensions and expulsions in JK- 3 as of September 2021.

Aug. 31, 2020 Submit communications protocol, Board-approved student discipline policy and guidelines, and an implementation plan. Submit principal training plan

In Progress

New Principal Training Oct. 9, 2020 & Feb. 21, 2021

Submit attestation to the Ministry that all new Principal placements have completed training

Current Principal Training Aug. 31, 2021 Submit attestation to the Ministry that all current Principals have completed training

Communications Protocol for student discipline policy, etc.

Aug 31, 2021 Submit audit report Communications protocol for promptly informing parents of students who are suspended, expelled or excluded.

Actions Taken:

March 13, 2020 – initial conversation within the Leadership Development and School Support Team regarding suspensions,

progressive discipline, investigations and restorative practices

March 25 to April 27, 2020 - Continued review of current suspensions, progressive discipline, investigations and restorative practices

– revision of practices to consider an anti-oppression, equity and anti-Black racism lens


Department

April 22, 2020 – Meeting with Research and Accountability Office to discuss data and communications protocol, Board-approved

student discipline policy and guidelines, and an implementation plan.

April 30, 2020 – Development of system message to indicate that all in-school and formal suspensions and expulsions from JK-grade

3 will cease immediately


May 4, 2020 – System messages sent to indicate Kindergarten to Grade 3 change – “Immediate Actions on Ministry Directives”

May 11, 2020 – Anti-Black Racism - Student Discipline Working Group established to develop communications protocol, Board-

approved student discipline policy and guidelines, and an implementation plan






Week of May 19, 2020 – Anti-Black Racism - Student Discipline Working Group to develop communications and policy

implementation plan for external feedback

Mid-June, 2020 – share draft plan with external experts with lens of anti-oppression, anti-Black racism and systemic discrimination

for critical feedback


June 15, 2020 – Begin consultation with stakeholders – internal and external – administrators and staff, students, parents and

community

Aug. 31, 2020 – Submit communications protocol, Board-approved student discipline policy and guidelines, and an implementation

plan to Board of Trustees and Ministry of Education

Sept. 4, 2020 – Begin training in accordance with plan

Oct. 9, 2020 & Feb. 21, 2021 - Submit attestation to the Board of Trustees and the Ministry of Education that all new Principal

placements have completed training

Aug. 31, 2021 – Submit attestation to the Board of Trustees and Ministry of Education that all current Principals have completed

training

Aug. 31, 2021 – Submit audit report Communications protocol for promptly informing parents of students who are suspended,

expelled or excluded to Board of Trustees and Ministry of Education

22 – Eliminate statistically significant racial disparities in suspensions, exclusions and expulsions

Direction

The Board shall, in accordance with the requirements of Ontario’s Data Standards for the Identification and Monitoring of Systemic Racism, also known as Ontario’s Anti-Racism Data Standards (ARDS), shall set thresholds to identify notable racial disparities in all in-school and out-of-school suspensions, exclusions, and expulsions, and shall set targets with the aim to reduce the identified disparities by 50% by September 2021, and completely by September 2022.


Deliverables


22 Eliminate statistically significant racial disparities in suspensions, exclusions, and expulsions

June 19, 2020 Submit report that must include thresholds determined; community engagement, the feedback received, etc. as required under ARDS Standard 32;

In Progress

Submit Report with Action Plan, timelines, and review/revision of policies, programs, services and functions

Sept. 30, 2020

Submit report that must include the identification of notable racial disparities; action plan, with timelines to develop, review, and revise policies, programs, services, and functions as necessary to eliminate notable racial disparities.

Submission of Progress Reports on a bi-monthly basis

Nov. 30, 2020 and every 2 months up to July 31, 2021

Submit Progress reports including targets set with the aim to reduce the identified racial disparities by 50% by September 2021, and completely by September 2022.

Actions Taken:

March 13, 2020 – initial conversation within the Leadership Development and School Support Team regarding suspensions,

progressive discipline, investigations and restorative practices

March 25 to April 27, 2020 - Continued review of current suspensions, progressive discipline, investigations and restorative practices

– revision of practices to consider an anti-oppression, equity and anti-Black racism lens


Department

April 22, 2020 – Meeting with Research and Accountability Office to discuss data and the requirements of Ontario’s Data Standards

for the Identification and Monitoring of Systemic Racism, also known as Ontario’s Anti-Racism Data Standards (ARDS), including

setting thresholds to identify notable racial disparities

April 30, 2020 – development of system message to indicate that all in-school suspensions will immediately cease and formal

suspensions for all grades will only be issued in accordance with Ministry definitions/ incident codes


May 4, 2020 – System messages sent to indicate change in suspensions issued for all grades beyond grade 3 – “Immediate Actions on

Ministry Directives”


May 11, 2020 – Anti-Black Racism - Student Discipline Working Group established to address the elimination of statistically significant

racial disparities in suspensions, exclusions, and expulsions


stakeholder groups – Peel Association of African Canadian Educators members, union and association reps, Equity and Inclusion



Week of May 19, 2020 – Anti-Black Racism - Student Discipline Working Group to develop report that must include thresholds

determined; community engagement, the feedback received, etc. as required under ARDS Standard 32

June 1, 2020 – Share draft report with external experts for critical feedback

June, 2020 – Share information with We Rise Together Community Advisory Council

June 17, 2020 – Share draft report with the Board of Trustees

June 19, 2020 – Submit report that must include thresholds determined; community engagement, the feedback received, etc. as

required under ARDS Standard 32 to the board and Ministry of Education

Sept. 30, 2020 – Submit report to the board and Ministry of Education that must include the identification of notable racial

disparities; action plan, with timelines to develop, review, and revise policies, programs, services, and functions as necessary to

eliminate notable racial disparities.

Nov. 30, 2020 and every 2 months up to July 31, 2021 – Submit Progress reports to the board and Ministry of Education, including

targets set with the aim to reduce the identified racial disparities by 50% by September 2021, and completely by September 2022.

23 – Comprehensive review of the Director’s Office and central board functions

Direction

The Board shall retain an external expert to conduct a comprehensive review of the Director’s Office and central Board functions and make recommendations to the Board to establish clear roles, responsibilities and accountabilities for all major portfolios including legal services and human resources. Upon completion of the Review, the Board shall ensure the Director of Education conducts rigorous performance appraisals of the Associate Directors and Director of Communications.


Deliverables


23

External expert/experts to undertake a comprehensive review of the Director’s Office and central board functions

Apr. 17, 2020 Submit confirmation that an expert has been retained Completed

Submission of the expert’s Comprehensive Review Report

Aug. 31, 2020 Submit expert’s report providing the professional learning goals, performance goals, and measures for Associate Directors and Director of Communications, including recommendations to the Board

Actions Taken:

April 1, 2020 – Started the process for retaining an expert, drafting an Request for Proposal (RFP) document for selection based on

Ministry directive( being a public organization, we needed to follow procurement guidelines for obtaining this service)

April 8, 2020 – Letter written to the Ministry of Education requesting an extension for the process to May 13th

April 17, 2020 – Selected three consultants based on the pre-qualification process of the Ministry of Government Services

April 21, 2020 – Request for Services (RFS) was issued to the 3 consultants for their proposals/submissions

May 13, 2020 – Selected expert to undertake comprehensive review of the Director’s Office and central board functions

May 15, 2020 – Submitted confirmation to the Ministry of Education that an expert has been retained


May 21, 2020 – The expert will begin their work on the review

Aug. 31, 2020 – Submit expert’s report to the Board of Trustees and the Ministry of Education providing the professional learning

goals, performance goals, and measures for Associate Directors and Director of Communications, including recommendations to the

Board.

24 – Comprehensive employment systems review (ESR) Direction


The Board shall retain an independent expert to conduct a comprehensive employment systems review (ESR), including a review of the implementation of the recommendations of the 2013 Turner Consulting Group Research Report on “Hiring and Promotion at the Peel District School Board”.

Deliverables


24

Retain the services of an external expert/experts, to undertake a comprehensive employment systems review (ESR)

Jun 1, 2020 Submit confirmation that an expert has been retained. In Progress

Establish a board ESR Committee

Sept. 30, 2020 Submit confirmation that the board’s ESR committee is in place and a copy of the Terms of Reference.

In Progress

Expert to produce a preliminary report on ESR

Jan. 31, 2021 Submit expert’s preliminary report, which much include a review of the board’s existing workforce data set and recommendations on whether to update the data or conduct a new census.

Expert to produce ESR progress reports every 6 months

June 30, 2021 and every 6 months thereafter until the ESR is complete

Submit a progress report prepared and signed by the expert.

Actions Taken:

April 20, 2020 – Human Resources initial proposal for Scope of Work and Deliverables finalized and submitted to Leadership Development School Support Services for consultation

Apr. 27, 2020 – Human Resources submission of Scope of Work and Deliverables for the Request For Proposal to retain an external expert to undertake a comprehensive ESR

April 30, 2020 – Budget business case for ESR consultant introduced through regular budget process at Leadership Council meeting


May 11, 2020 – Human Resources ESR Working Group established



stakeholder groups – Peel Association of African Canadian Educators members, union and association reps, Equity and Inclusion



May 21, 2020 – Budget business case for ESR consultant presented at Trustees’ Budget Development Meeting

May 28, 2020 – RFP submission period to close

May 29, 2020 – Evaluation of ESR RFP to occur

May 28, 2020 – Share confirmation with the Board of Trustees that an expert has been retained

June 1, 2020 – Submit confirmation to the Ministry of Education that an expert has been retained.

Sept. 30, 2020 – Submit confirmation that the board’s ESR committee is in place and a copy of the Terms of Reference.

Jan. 31, 2021 – Submit expert’s preliminary report, which much include a review of the board’s existing workforce data set and

recommendations on whether to update the data or conduct a new census.

June 30, 2021 and every 6 months thereafter until the ESR is complete – Submit a progress report prepared and signed by the expert.

25 – Preservation of all hiring, promotions and pro-tem appointment documents

Direction

The Board shall establish a centralized applicant tracking and file management system as part of the development of the ESR in Direction 24 which includes hiring, promotions and acting appointments. The Board shall immediately preserve all documentation relating to hiring, promotions and temporary appointments.

Deliverables


25 Preservation of all hiring, promotions and pro-tem appointment documents

Mar. 26, 2020

Submit confirmation of steps taken to direct all documents, including but not limited to documents under the control of members of the board, school administrators, central office staff and consultants, be preserved.

Completed


Implementation of centralized tracking and file management system

Dec. 31, 2020 Submit progress report on implementation of tracking and file management system.

Centralized Tracking System in place

Aug. 31, 2021 Submit confirmation that tracking system is in place

Actions Taken:

March 26, 2020 – Confirmation submitted to Ministry of Education of steps taken to direct all documents, including but not limited to

documents under the control of members of the board, school administrators, central office staff and consultants, be preserved.

April 30, 2020 – Budget business case for centralized tracking and file management system project manager introduced through regular budget process at Leadership Council


May 21, 2020 – Budget business case for centralized tracking and file management system project manager presented at Trustees’

Budget Development Meeting

June 1, 2020 – HR to review suitable model for tracking and file management system for all hiring

Dec. 31, 2020 – Submit progress report on implementation of tracking and file management system to Board of Trustees and Ministry

of Education

Aug. 31, 2021 – Submit confirmation that tracking system is in place

26 – Comprehensive Fairness and Equity in Employment Strategy

Direction

The Board shall develop a new, robust and comprehensive Fairness and Equity in Employment Strategy for the Minister’s approval, to be informed by the results of the Employment Systems Review (ESR), relevant legislation (e.g. O. Reg. 274/12 – Hiring Practices) and collective bargaining agreements, and data from an updated or new workplace census, as referenced in the deliverables under Direction 24. The strategy shall include clearly defined goals, outcomes, roles, responsibilities and accountability measures.


Deliverables


26 Develop and implement a comprehensive Fairness and Equity in Employment Strategy

June 2023 Submit the Board’s Fairness and Equity in Employment Strategy.

Actions Taken:

March thru June, 2020 -- Actions associated with securing ESR external expert consultant -- pending


June 2023 – Submit the Board’s Fairness and Equity in Employment Strategy to the Board of Trustees and the Ministry of Education

27 – Comprehensive Review ApplyToEducation with regard to qualified racialized candidates screening

Direction

The Board shall review ApplyToEducation to determine whether or not otherwise qualified racialized candidates are being screened out and report the results of the review at a public meeting of the Board of Trustees. If it is determined ApplytoEducation is inappropriately screening out qualified candidates, the Board must take prompt action to correct the defect.

Deliverables



27 Review ApplyToEducation with regard to qualified racialized candidates screening

Sept. 30, 2020 Submit results of review and present report at next public meeting of the board following September 30.

In Progress

Correction of any defects found in ApplyToEducation Screening

Dec. 31, 2020 If applicable, confirm the screening defect has been corrected.

Actions Taken:

April 9, 2020 – Initial meeting between HR operations and Apply to Education to review Ministry Review Finding regarding logic

systems of Apply to Education Software for shortlisting candidates and for occasional work call-out.

May 4, 2020 – PDSB Board review committee re. Apply to Education software finalized.

May 15, 2020 – PDSB Board review committee re. Apply to Education software met with Apply to Education President to review logic

systems for candidate shortlisting and occasional call-out.


Sept. 30, 2020 – Submit results of review and present report to the Ministry of Education

Sept. 30, 2020 – Submit results of review and present report at next public meeting of the board following September 30.

Dec. 31, 2020 – If applicable, confirm the screening defect has been corrected.


Appendix 1 – Communications to the Staff and Community

Communications to Community – sent by email to all families, and posted to board and school websites; housed at

www.peelschools.org/ministrydirectives

Peel board news releases, statements, updates

May 13, 2020 - Peel District School Board ends its contract with Integrity Commissioner May 4, 2020 - Immediate Peel District School Board Actions on Ministry Review April 22, 2020 - Statement from Chair and Vice-Chair regarding progress on Ministry of Education directives April 16, 2020 - Peel board issues apology in light of the harm to the community, particularly to the Black community April 16, 2020 - Peel board works to dismantle systemic discrimination, anti-Black racism to improve success, well-being of students, staff March 24, 2020 - Peel trustees held a Supplementary Meeting of the Board where they approved a number of recommendations from

the Ministry of Education Review directives that required action by March 26, 2020. o Read the highlights of the meeting which include all of the approved recommendations. o View the live-stream video of the meeting.

March 13, 2020 - Peel board takes immediate action on Ministry of Education Review directives

Communications to Staff

Before sending messages to all staff, Trustees, senior administration, school administrators, supervisors and managers were sent emails first so they had time to review before fielding questions from staff.

March 13, 2020 - Email from Director of Education to All Staff

Good Morning,

After consultations with students, staff, families, trustees and community members, today, the Ministry of Education released its final report on the Peel District School Board’s review. The review, which was announced by Minister of Education Stephen Lecce on Nov. 7, 2019, was led by Patrick Case, Assistant Deputy Minister of the Ministry’sEducational Equity Secretariat. It was conducted by three independent reviewers: Ena Chadha, Suzanne Herbert and Shawn Richard.

http://www.peelschools.org/ministrydirectives

https://www.peelschools.org/media/newsreleases/Pages/Article.aspx?art-id=2835

https://www.peelschools.org/trustees/ministrydirectives/Documents/Message%20for%20Families%20-%20Ministry%20Review%20Update%20-%204May2020.pdf




https://www.peelschools.org/trustees/boardhighlights/Pages/Article.aspx?art-id=2788

https://youtu.be/APtZnWbKMHk


https://webmail.peelschools.org/OWA/#viewmodel=ReadMessageItem&ItemID=AAMkAGQ2YmFjZDYxLTAyMjktNGQ1NC05ZGVhLWZlMmVkYjU1YTdjMwBGAAAAAAAdwi1kMY4FS7%2B6qbxyIwaOBwBhHycGe8lFSIyl17QhxPYkAAAAJyX2AAD1Nc%2FyyJwUQ5yZjd3YJE%2BPAAUJ8HEqAAA%3D&wid=36&ispopout=1



Please review the attached joint statement from me and the Chair of the Board Brad MacDonald.

It is clear that the consultation surfaced serious and deeply concerning accounts of traumatic experiences, especially for members of Peel’s Black community and other racialized communities. These speak to systemic and historical barriers related to access to pathways and programming, academic achievement, transitions to post-secondary education and the workforce, hiring and promotion, community engagement, as well as disciplinary measures both in education and employment.

It is clear that many individuals, including staff, have been negatively affected over the years, and we apologize for the trauma and hurt they have experienced. But apologies mean nothing if we don’t take action to address and correct systemic issues that result in marginalization and oppression. We must put our commitment to equity and inclusion into meaningful and authentic practice.

The report provides the Peel board with a number of short-term and longer-term directives. Trustees and senior leadership are reviewing the report, and will be taking immediate action to address the directives in each of the report’s four sections: governance and leadership, equity and human rights, anti-Black racism, and human resources and organizational alignment. As we make progress on the directives that provide voice, support and a way forward, we will share updates with you and the community. Our goal will be to be as transparent as possible.

The report also highlights a lack of confidence in the Board of Trustees and senior leadership, particularly with respect to racism and equity. To restore confidence, we will work to rebuild relationships with the community, and commit to taking immediate action to significantly improve the experiences and outcomes of students, families and staff, especially those who have experienced and continue to experience anti-Black racism and other forms of marginalization in Peel schools and work sites.

The report and the media stories that follow will have an impact on all of us. I want you to know that I value your commitment to the students, families and communities that we serve, and I know that each of you is as committed as I am to doing what is right and just by everyone in our community. To do this, we must centre those who are being marginalized, lean into our discomfort and be deeply engaged in this critical work. To view the report and directives, click here. The Peel board’s progress on the directives will be shared regularly with the community and will be posted on the board’s website. Please review the board’s news release and attached joint statement from Chair of the Board Brad MacDonald and Director of Education Peter Joshua. These will be shared publicly very shortly.

https://news.ontario.ca/edu/en/2020/03/new-ministerial-directions-to-drive-change-and-combat-discrimination-in-peel.html

http://www.peelschools.org/trustees/ministrydirectives/Pages/default.aspx


I look forward to working alongside you in the best interests of all students in the days, weeks and months ahead. I wish you a restful, safe and healthy break.

Peter

March 25, 2020 - Email from Director of Education to Principals, Managers, Supervisors, Senior Administration

Good Morning All, On March 13, the Peel District School Board received a set of Directives from the Ministry of Education, following its consultation with stakeholders and review of the Board. Directive 25 calls upon the Board to “immediately preserve all documentation relating to hiring, promotion, and temporary appointments.” As such, all employees who are involved in hiring are advised that, effective immediately, all hiring documentation is to be retained indefinitely until further notice. Please note that this directive supersedes any reference in Peel District School Board hiring guidelines which limits the retention of hiring documentation to a period 18 months. Hiring guidelines found through the Human Resources Chiklet will be amended to reflect the expectation that hiring documentation is to be retained indefinitely. Directive 25 is provided below for your reference. The Directive additionally calls for the Board to establish a centralized applicant tracking and file management system. Once the infrastructure for this system is established, you will be provided further direction about retention of hiring documentation.

Directive 25 The Board shall establish a centralized applicant tracking and file management system as part of the development of the ESR in Direction 24 which includes hiring, promotions and acting appointments. The Board shall immediately preserve all documentation relating to hiring, promotions and temporary appointments.


By March 26, 2020: Submit confirmation of steps taken to direct all documents, including but not limited to documents under the control of members of the board, school administrators, central office staff and consultants, be preserved.

Thank you for your immediate attention to this matter. Peter

April 16, 2020 - Email from Director of Education to all staff

Peel board works to dismantle systemic discrimination, anti-Black racism to improve success, well-being of students, staff

Work on Minister of Education’s directives continues during pandemic closures

On March 13, 2020, the Ministry of Education released its report on the Peel District School Board’s Review, which includes 27 directives and timelines for each. At last night’s Regular Meeting of the Board, Trustees were presented with an overview of the board’s response that outlines tasks, responsibilities, and progress on each of the Minister of Education’s directives. As actions are taken, updates will be shared with the community and posted on the board’s website. “The Ministry consultation surfaced serious and deeply concerning accounts of traumatic experiences, especially for members of Peel's Black community, and other racialized and marginalized communities,” says Chair of the Board Brad MacDonald. “As the elected chair, I take responsibility for what happened, and for what will happen next. On behalf of the board, I want to apologize again for the trauma and hurt staff, students, families and community members have experienced. We have much to do to continue the remedial work necessary to seek reconciliation so that we can eliminate anti-Black racism, uproot system discrimination and regain trust to improve outcomes for students and staff.” To help ensure expectations for all directives are met, the Board of Trustees and senior leadership will develop an accountability framework to drive and deliver positive change. The Board will seek input on the framework from community members and ensure alignment with the Minister of Education’s directives. In addition to this work, accountability measures and responsibilities will also be included in the board’s new Annual Equity Accountability Report Card (directive 9). The board’s first progress report on this work is due to the Minister of Education by June 1, 2020. “As we work to support the Peel board community during the COVID-19 pandemic, I want to assure everyone that the Peel board’s commitment to equity and inclusion is not on pause. We are being intentional about inclusion, and with care and compassion, we are doing our best to support every learner and every staff member. This includes work we are currently engaged in that flows from the Minister of


http://www.edu.gov.on.ca/eng/new/minister-directions-pdsb-review.pdf






Education’s directives,” says Director of Education Peter Joshua. “Our work on the directives has started and is ongoing. There are directives that we must act on immediately and on our own. There are others that must and will include consultation with staff, students, families, committees and community. Given the pandemic-related challenges that prevent us from gathering at this time, we are exploring virtual ways to involve stakeholders in decision-making and our actions moving forward. We remain committed to consulting and to working with the Black community, and other communities, in the days, weeks and months ahead.” At a Supplementary Meeting of the Board on March 24, 2020, the Board of Trustees approved a number of recommendations from the Minister of Education’s directives that required action by March 26, 2020. Since then, progress has been made on a number of directives, including:

An independent mediator has been retained to help the Board identify, address and resolve dysfunction between and among the members of the board, and between the members of the board and the director and associate directors (directive 1). The mediator will submit an interim report by May 14, 2020, and a final report by June 19, 2020, to the Minister of Education, as directed. Trustees have agreed to take part in the mediation.

The board has retained the services of an external parliamentarian/governance expert to establish procedures and practices for effective, respectful and transparent governance (directive 5). The parliamentarian will remain until the Minister of Education approves a progress report from them confirming that the aforementioned practices and procedures are in place. The board will also create a permanent position to carry out the responsibilities of the parliamentarian and to provide professional governance advisory services and support to the board.

The board provided direction to all hiring managers to preserve all documentation related to hiring, promotions and temporary appointments moving forward. That direction was sent on March 25, 2020. Directive 25also calls for the establishment of a centralized applicant tracking and file management system as part of the development of the employment systems review that includes hiring, promotions and acting appointments. By Dec. 31, 2020, the board will submit a progress report on implementation of the tracking and file management system. By Aug. 31, 2021, the board will submit confirmation to the Minister of Education that a tracking system is in place.

In light of the harm to the community, particularly to the Black community, the Board of Trustees will issue a responsive and respectful apology shortly.

Notes Chair MacDonald, “We are taking this report and its directives very seriously, and we want everyone in our community to be assured that we are working diligently to improve board governance and leadership practices. We will do everything we can, in following the Minister of Education’s directives, to safeguard the success and well-being of students and staff.” Background


http://www.peelschools.org/trustees/boardhighlights/Pages/Article.aspx?art-id=2788





After consultations with students, staff, families, Trustees and community members, the Ministry of Education released its final report on the Peel board's review on March 13, 2020. The review, which was announced by the Minister of Education on Nov. 7, 2019, was led by Patrick Case, Assistant Deputy Minister of the Ministry's Educational Equity Secretariat. It was conducted by three independent reviewers: Ena Chadha, Suzanne Herbert and Shawn Richard.

A joint statement from Chair of the Board Brad MacDonald and Director of Education Peter Joshua was issued on March 13, 2020.

View the Minister of Education’s directives here.

To follow the Peel board’s progress on the Minister of Education’s directives, visit the board’s website. References Peter Joshua, Director of Education, [email protected] Brad MacDonald, Chair of the Board, [email protected]

April 16, 2020 - Email from Director of Education to all staff

Good afternoon, The Peel District School Board has issued a letter of apology in light of harm to the community, particularly to the Black community. It is attached to this email and shared below.

Dear Students, Families and Community within and beyond the Peel District School Board: Over the past several months, during our execution of duties and stated roles as trustees of the Peel District School Board, debates, discussions and conversations have taken place, and decisions made which have caused hurt and harm for members of the Black community, both those who live in Peel and others who live outside of Peel. This includes the mishandling of circumstances around the disparaging comment made by a Trustee about McCrimmon Middle School. We heard from students, staff, families and the community at large about how harmful this comment was, and the negative impact it had. For this, the Board is truly sorry. All students, community members and employees of the Peel District School Board deserve a safe and caring environment to learn and work. Moving forward, the Board will ensure that Trustees follow the Code of Conduct that clearly outlines the obligation to the Human Rights Code.




http://www.peelschools.org/trustees/ministrydirectives/Documents/FINAL%20Statement%20from%20Chair%20of%20the%20Board%20Brad%20MacDonald%20and%20Director%20of%20Education%20Peter%20Joshua.pdf



mailto:[email protected]

mailto:[email protected]


The Board and Trustees offer our sincere apologies to students, staff, families and the school community at large for other decisions we have made that have negatively impacted student learning and well-being, as well as staff wellness. In our Board, systemic racism exists. We must do all we can to eliminate the marginalization experienced by Black students and staff in Peel schools. As Trustees, we are required to listen to the concerns and needs of our communities and bring those to the attention of the board. The Board and Trustees received the Ministry of Education’s review which showed we need to do a better job of how we respond to and address incidents of anti-Black racism and other instances of discrimination. The Board and Trustees commit to working against all issues of racism so that incidents such as those we have heard do not happen again. We will continue to rebuild trust, redress the impact, listen to the voices of students, educators and the community so we can move forward in our necessary work to achieve inclusion for all through continuous progress on equity. We will make the necessary changes to ensure a safe learning and working environment for everyone. As Trustees, we are committed to undergo anti-bias awareness training to seek, understand and examine our individual biases. We look forward to working together with the director, senior administration, staff, students, families and our community to strengthen our commitment to addressing anti-Black racism and all forms of discrimination. Our Board remains committed to championing equity and inclusion, and to creating and maintaining spaces where all students, staff, families and community members feel safe, respected, welcome and included.

May 4, 2020 - Email from Director of Education to all staff Dear Colleagues: Over the past few weeks, we have dedicated much of our time and support to re-envisioning learning as a result of the COVID-19 pandemic. We continue to see staff step up, in above-and-beyond ways, to reach, engage and support every learner. In the same way, each of us—every staff member—must commit to action in addressing the Ministry of Education’s Review of the Peel board. We must do better to provide all members of the community, in particular Black students, staff and families, with safe and inclusive places to learn and work. We are faced with the same urgency we encountered when the pandemic school closures were announced. The same commitment to care, engagement and support is required as we work to eliminate the legacy of anti-Black racism and systemic discrimination that exists in our system.



Each one of us has responsibilities to respond to the directives and to change practices that have led us here. We need to own this work. This is our data. This is our system, and the only way we disrupt it is by committing to do this work together, alongside students and community. As a senior leadership team, we have been digging deeply into the content of the report while also taking action on the Minister of Education’s directives, according to the stated timelines. Since the release of the report, I’ve shared updates with you on our action and progress. While we take these measured steps, there are immediate actions we must implement now that have a direct impact on students and their success. Today, I’m sharing these actions, which have strong connections to the work we do in schools, with you. As we engage in this work, we must explore the implications for each of our contexts, roles and spheres of influence. Where can we impact change and how can we ensure change happens? We cannot fully engage in this work, if we don’t focus on the students who are institutionally underserved. We must do all of this work through an anti-oppression lens, in particular an anti-Black racism lens. We need to honour peoples’ histories and identities, as well as our own, and work to better understand every student, colleague and family as we navigate this work. As we undertake these necessary, immediate actions to respond to the directives and work towards the elimination of anti-Black racism in our system, we must also think ahead to the work that we must engage in over the short- and longer-term. We know that discomfort is a necessary component to create conditions for our own deep learning and understanding. If we’re not experiencing discomfort, we are not learning. And I want to be clear: we should not use this discomfort to avoid this necessary work. It is non-negotiable. In her book, So You Want to Talk About Race, Ijeoma Oluo writes, “When we identify where our privilege intersects with somebody else’s oppression, we’ll find our opportunities to make real change.” Spaces of privilege do not have to be spaces of shame, but places where we can use our voice, take action and make a difference. I'm reminded by a colleague that one aspect of privilege is the privilege to look away, and that when we turn away, we are acting on privilege instead of service. An excellent point of reflection for all of us. As we move forward, we cannot centre issues of anti-Black racism and systemic discrimination on the discomfort of people in positions of power and privilege. We must centre those who are marginalized, lean into our discomfort and choose to do what is right and just by those we serve. We must put our commitment into meaningful and authentic practice. As you can see from the attached update, our work on the directives is continuing. There are directives that we acted on immediately and on our own, and there are others that must and will include consultation with staff, students, families, committees and community. We remain committed to consulting and to working with the Black community, and other communities, in the days, weeks and months ahead. Additional




details of this ongoing, collaborative consultation process with the Black community will be made available very soon and shared out broadly by the Board. As we make progress on the directives that provide voice, support and a way forward, we will share updates with you and the community on our board website. Thank you for your commitment to eliminating anti-Black racism and systemic discrimination in the Peel board and beyond, as we dedicate ourselves to inspire transformative changes here and in other education systems. Peter


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