The Role and Function of the Equity Coordinator and the Equity Review Process
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Transcript of The Role and Function of the Equity Coordinator and the Equity Review Process
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AEA 267, April 2, 2014
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*Frequent CitationsLook for the * during this presentation. These are some of the most frequent citations of noncompliance found during accreditation/school improvement and focused equity visits!
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Designation of CoordinatorCoordinate
compliance efforts for federal civil rights laws
One or more persons can be assigned
Documentation and Record Keeping
Known to staff, students and parents
Carry out responsibilities under the law
Job description and annual objectives
District employee; OCR recommends someone other than superintendent
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*Role of Equity CoordinatorKnowledge of Federal and State Civil Rights
LawsBoard Policies and Administrative ProceduresDissemination of Information (Notification)Professional DevelopmentFacilitating the Grievance ProcessMonitoring and Analysis of Disaggregated
Data and Diversity on Advisory Committees
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Knowledge of Federal and State Civil Rights LawsTitle IX Educational Amendments of 1972
(gender equity)Title VI – Civil Rights Act of 1964 (race and
national origin equity) Office for Civil Rights Vocational Education
Guidelines 1979 (equity in CTE programs)Title II Americans with Disabilities Act
Section 504 of the Rehabilitation Act of 1973 (disability equity)
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*Accessibility of FacilitiesCentral administration/board roomOffices, classrooms, and labsGymnasium/auditorium/playing fieldsRestrooms/locker rooms/water fountainsComputer labs/ICN roomsCafeteria/media centerParking/access route/entranceSignageWebsite
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Compliance is Not Conditional Based Upon Demographics
Even if no student with a physical impairment is enrolled, a recipient or public entity must be prepared to take steps to make its program or activity in existing facilities accessible as the need arises and in a timely manner.
Standards for new construction apply regardless of the number of persons with physical impairments
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Board Policies and Administrative ProceduresTo ensure the agency has the required board
policies and grievance procedures in placeBoard-adopted policies on nondiscrimination
in programs and employmentCover all the protected classes, including
socioeconomic statusReviewed, revised or reaffirmed every five
years
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*Non-Discrimination PoliciesProgram and EmploymentRace, Color, National Origin (Language)Gender & Marital StatusDisabilityReligion & CreedAge (Employment Only)Sexual Orientation & Gender IdentitySocioeconomic Status (Program Only)
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Seven Categories for RaceHispanic/LatinoAmerican Indian or Alaska NativeAsianBlack or African-AmericanNative Hawaiian or Other Pacific IslanderWhiteTwo or More
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Nondiscrimination ChartGuidance on requirements for protected
classes for programs, employment, and bullying/harassment.
Provides sample notification which must include:
Nondiscrimination for all protected classesGrievance procedure for processing
complaintsName, title, address and phone number of
equity coordinator
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EmploymentBoard policy EEO/AA*Equal Employment
Opportunity/Affirmative Action Plan EEO/AA
Job descriptionsJob applications and hiring processStaff evaluation
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Harassment, Bullying and HazingPerson designated to investigate
complaintsGrievance procedureResponsibility for incidents on school
site, on school vehicles, and at school sponsored events
Policy must cover employees, students, and volunteers
Report on state data base
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*Dissemination of InformationNon-Discrimination PolicyIdentity and Contact Information for Equity
CoordinatorInformation About Grievance Procedure and
Distribution of Grievance FormsMajor Annual Publications, Brochures,
Handbooks, Registration Handbooks, WebsitePublic Posting and Local NewspaperWebsiteHarassment and Bullying Notifications
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Professional Development
Incorporated into EverythingEquity and School ImprovementMulti Cultural and Gender FairCultural ProficiencyEnglish Language LearnersStudents with DisabilitiesCommon Core Must Ensure Equity
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Common Core Must Ensure EquityEnsure comparable positive outcomes for all
students on all achievement indicatorsEnsure equitable access to education
services and inclusion for all studentsEnsure equitable treatment for all studentsEnsure equitable resource distributionEnsure equitable opportunities to learn for all
studentsEnsure equitable shared accountability
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Resources Cultural Proficiency: A
Manual for School Leaders by Dr. Randall Lindsey, to assist staff in bringing more cultural awareness into classroom environment and to prepare students for living in a diverse society
Teaching with Poverty in Mind and/or Engaging Students with Poverty in Mind by Eric Jensen to learn how schools can improve the achievement and life readiness of economically disadvantaged students.
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Facilitating the Grievance ProcedureAligned with Non-Discrimination PolicyStudents, Parents, Employees and Applicants
for EmploymentGrievance FormsFacilitated by Equity Coordinator
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An Effective Grievance Procedure
Clearly Describes the Process for Filing a Grievance
Provides impartiality on the part of the investigator
Clearly spells out time limits on process steps
Provides written documentation from grievant, the party grieved against and the investigator
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*Monitoring and Analysis of Disaggregated DataIntegration and Inclusion on the basis of Gender,
Race/National Origin and DisabilityAttendance centers and coursesMonitor integration/inclusion by reviewing
enrollment data annually (at a minimum)Provide a summary of attendance center,
program and course enrollment trends noted over the past three years and a description of how these data are collected and used, with what frequency, by whom, and for what purposes.
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EdInsight Equity ReportsPurpose is to examine student, employment
and course dataStudent and course data disaggregated by
gender, race, special education, 504 plan, ELL status and SES
Employment data by gender and raceOriginate from multiple sourcesAvailable from 2009-2010 forwardEach district has a trained staff personAEA can provide training
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When Isolation/Segregation ExistsCounselors and instructors of classes
where isolation exists must be notified.Counselors and instructors must review
their policies, practices, and curriculum to ensure that they are not contributing to the isolation.
Counselors and instructors must document that they are currently implementing strategies to involve students from groups that have been underrepresented.
Strategies should be documented and kept in equity file.
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*Monitoring of Diversity on Advisory CommitteesBoard Policy that Promotes InclusionGender Balance, Racial/Ethnic Diversity &
Persons with Disabilities on the SIACGender Balance, Racial/Ethnic Diversity &
Persons with Disabilities on Career & Technical Advisory Committees
Equity Advisory Committee
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Purpose of the Equity Review1. Office for Civil Rights Compliance2. Recommendations3. Inclusive environments4. School Improvement
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Civil Rights Monitoring ProcessOffice for Civil Rights of the U.S. Department of Education requires state education agencies to develop “Methods of Administration” to reasonably assure that sub-recipients of federal financial assistance are in compliance with federal civil rights laws and to correct areas of non-compliance.
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Selection CriteriaCourse enrollment data in career and technical programs disaggregated by gender, disability and race
Changing demographicsComplaints or referralsTime elapsed since last equity review
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Letter of FindingEquity Policy and ProcessEquity, School Improvement and the Educational
ProgramPhysical Education, Extra-Curricular Activities and
AthleticsAccess, Integration and InclusionSupport Services for Special PopulationsClimate and DisciplineEmployment, Personnel, and Advisory Committees
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Voluntary Compliance PlanThe LEA will develop a voluntary
compliance plan (VCP) addressing any non-compliance issues and send the plan to the DE within 60 calendar days of the date of the Letter of Finding
The Equity Consultant will notify the LEA if revisions to the plan are needed and will approve the final plan
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Monitoring and Follow UpDocumentation of evidence of remedies will be submitted to the equity consultant
A follow up visit to monitor completion of all items, including accessibility, will occur about a year after the visit
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Civil RightsIowa Civil Rights Commission400 E. 14th St., Des Moines, Iowa 50319515-281-4121
Office for Civil Rights, U.S. Department of Education Citigroup Center , 500 W. Madison Street,Suite 1475, Chicago, IL 60661-7204Telephone: (312) 730-1560 Facsimile: (312) 730-1576Email: [email protected]
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ContactMargaret Jensen ConnetEquity ConsultantIowa Department of EducationOffice: 515-281-3769Cell: 515-402-2739Email:
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Educateiowa.govEquity Education