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The Equity Monitoring Progress Tool (EMPT)
The Equity Monitoring Progress Tool (EMPT)
What Is The Equity Monitoring Progress Tool (EMPT)?
The Equity Monitoring Progress Tool (EMPT) is a school generated, district-evaluated report used to gauge how and to what degree individual schools are meeting the expectations of the JCPS Racial Equity Policy. It is used year round to provide more robust systems of support as they are needed to individual schools. EMPTs provide a snapshot of work done across a single academic year; the collective EMPTs at any individual school comprise the school’s Racial Equity Profile.
Expectations for Use
In August of each year, school administrative teams should meet with their Zone Leadership Teams to discuss the previous school year’s evaluations and feedback. The administrative team, in conjunction with the Racial Equity Committee, should then complete SMART Goals for each Domain of the EMPT. These collective goals are known as the Racial Equity Plan.
As the school year progresses, the Assistant Principal acting as the Racial Equity Lead should be meeting monthly with the Racial Equity Committee to ensure SMART Goals are being addressed, followed through on, and ultimately met. Additionally, the Racial Equity Lead should ensure the EMPT is populated monthly so that the end product is representative of ALL racial equity work done in a given school year.
The Racial Equity Profile and individual EMPT will improve clarity and communication between schools and their assigned Anti-Racist Specialist from the Department of Diversity, Equity, and Poverty (DEP). The entirety of the Racial Equity Profile will be closely monitored by the Chief Equity Officer, DEP Executive Administrator, DEP Anti-Racist Specialists, Area Assistant Superintendents, and their Executive Administrators throughout the school year.
Although a blank EMPT can be viewed HERE, school leaders should have access to their own school’s Racial Equity Profile. If access is needed, see below, and reach out to the Anti-Racist Specialist assigned to your Zone. Those faculty and staff members directly involved in populating the EMPT should review the EMPT Guidebook, which is embedded with essential information, resources, and supports for successful completion.
How Do I Get Support?
Fall and Winter EMPT training will be provided specifically for new administrators, but all school leaders are welcome to attend. Please click on the links below to see dates, location, and times for Fall and Winter Training:
Fall EMPT Training for New School Leaders
Winter EMPT Training for New School Leaders
You can contact the following DEP team members for specific questions about the EMPT:
LaManda Moore Rodriguez
lamanda.moore@jefferson.kyschools.us
Elementary Zones 1, 3, and Early Childhood
Rachel Klein
rachel.klein@jefferson.kyschools.us
Elementary Zone 2 & Middle School Zone
Aven Cook
aven.cook@jefferson.kyschools.us
AIS & High School Zones
The Affirming Racial Equity (ARE) Tool
The Affirming Racial Equity (ARE) Tool
What Is The Affirming Racial Equity (A.R.E) Tool?
The Affirming Racial Equity (ARE) Tool is how the Department of Diversity, Equity, and Poverty (DEP) and District define culturally responsive teaching. It is a malleable and multi-faceted planning document that is expected to be incorporated into planning practices and professional feedback protocols for all content areas and grade levels.
Expectations for Use
The ARE Tool should be utilized throughout the PLC planning process to ensure all classroom educators are consciously and purposefully incorporating racially equitable content and practices into their daily pedagogy and practices. Additionally, Academic Instructional Coaches, along with all other school-based Instructional Coaches, can and should utilize this tool to coach and give feedback on the work being done in PLCs and classrooms. Administrative teams can and should utilize the corresponding Racial Equity Walkthrough to look for the observable aspects of the ARE Tool when conducting walkthroughs.
Because the ARE Tool is an open source document, JCPS employees can find a copy HERE. That said, the ARE Tool is a living document, and the resources embedded within it are periodically updated. In addition to these embedded resources is the ARE Tool Guidebook, which provides every role group responsible for its implementation with guidelines and resources as well as training videos that can be utilized with faculty and staff within PLCs or whole groups.
Please note that while the ARE Tool is based on the Equity Framework, the two documents are not synonymous and should not be treated as such. When engaging with members of DEP, the expectation is that the ARE Tool is being implemented and utilized with fidelity.
How Do I Get Support?
Training videos are embedded within the ARE Tool for each Component and supplementary implementation materials can be found within the ARE Tool Guidebook. And while schools are at various stages of adoption of the ARE Tool, DEP in partnering with the Professional Development Department to ensure all new classroom educators as well as those educators new to the District have a comprehensive understanding of the ARE Tool.
Administrative team members as well as any faculty or staff member can attend Office Hours with an Anti-Racist Specialist to receive personalized coaching and feedback around ARE Tool implementation. For school leaders, this time can also be utilized to co-plan embedded professional learning for those faculty and staff members who are struggling to implement and utilize the ARE Tool with fidelity. School-level trainings will generally not be provided by the Anti-Racist Specialists and should never be accepted from Departments within the District that are not the Department of Diversity, Equity, and Poverty.
LaManda Moore Rodriguez
lamanda.moore@jefferson.kyschools.us
Elementary Zones 1, 3, and Early Childhood
Rachel Klein
rachel.klein@jefferson.kyschools.us
Elementary Zone 2 & Middle School Zone
Aven Cook
aven.cook@jefferson.kyschools.us
AIS & High School Zones
The Racial Equity Analysis Protocol (REAP)
The Racial Equity Analysis Protocol (REAP)
What Is The Racial Equity Analysis Protocol (REAP)?
The REAP is an instrument to be used when school leadership is making decisions that impact students. The expectation is that this protocol is used for every said decision. In turn, should the screening of an idea or initiative (un)intentionally marginalize or negatively impact a group of students, leadership is to adjust the idea/plan, “run” the idea through the REAP again, and check inclusion.
Expectations for Use
The REAP is not just for new ideas and initiatives. Schools are expected to screen established practices using the protocol as well. Similarly, if established practices prove to marginalize any student group, leadership should amend or end the practice. When filtering items through the REAP:
Answer all questions and question parts
Make sure that a team that demographically represents stakeholders work together to answer questions on the REAP
Explicitly state the race/ethnicity. For example, ‘ESL students’ is not an ethnicity
Critically and thoughtfully answer the questions
Use your data and the Equity Scorecard to check for inequities
Avoid statements such as “We feel like” or “We think”- conduct research to be certain of responses
Links To Access Document
REAP template (School)
REAP template (District)
REAP instructions for Central Office
Under SBDM page
Examples of utilization
• SBDM meetings, ILT meetings, Faculty meetings
How Do I Get Support?
You can contact the following DEP team members for specific questions about the REAP:
Mr. Bryan Smith (Schools / District Offices)
bryan.smith@jefferson.kyschools.us
Mr. Ian Brandon (Community)
The Equity Scorecard
The Equity Scorecard
What Is The Equity Scorecard?
The Equity Scorecard provides real-time data on academic proficiency, suspension, attendance, transition readiness, access and opportunity, and teacher demographics for the district. While most data are updated yearly (i.e., Kentucky Summative Assessment, transition readiness, teacher demographics, and access and opportunity), suspension and attendance are updated daily. Users should note, however, that suspension data do not include information on referrals.
The data are disaggregated by race and gender, so users can observe the performance by group.
Expectations for Use
The Scorecard is to be used as a means for benchmark and progress monitoring data for equity plans, as schools continue to analyze inequities that may be present. The scorecard is both inward and outward facing. Meaning that both the school and community at large have access to review the scorecard and the data at any time. This card along with the school equity plans, will exemplify the district’s commitment to transparency and codify our continued commitment to educational excellence.
How Do I Get Support?
You can contact the following individuals for specific questions about the Equity Scorecard:
Ms. Diyana Jones
The Equity Screener
The Equity Screener
What is the Equity Screener?
The Equity Screener is a tool utilized as part of the school and central office leadership (positions Grade 8 +) selection process which calls for JCPS staff to address the historical marginalization and disproportionate outcomes of students of color. The Equity Screener establishes an expectation that all JCPS staff should be willing, able, and proven to lead with equity in mind. Candidates seeking school and central office leadership positions will be required to provide evidence of their competencies and demonstrated actions across four dispositions. The four dispositions are as follows:
Disposition 1: Data-Driven Equity Solutions
Leader identifies and utilizes school data to confront inequities and improve outcomes for students of color through action.
Disposition 2: Culturally Competent Practice
Leader practices decision-making and responsiveness to ensure alignment to culturally competent practices school-wide
Disposition 3: Disruptive Equity Leadership
Leader demonstrates actions and judgements that disrupts inequities in school(s)/department(s)
Disposition 4: Reflection & Growth on Equity Practice
Leader reflects on personal and professional growth as an equitable educator to influence practice
Access informational video here.
How Do I Get Support?
Mr. Dwan Williams
Leading for Equity, Accountability, Support and Expectations (L.E.A.S.E)
Leading for Equity, Accountability, Support and Expectations (L.E.A.S.E)
What Is LEASE?
LEASE is a document centered around identifying concerns, supporting school leaders and ensuring systems are in place to strengthen racial equity.
Expectations for Use
LEASE is utilized to provide leaders with an opportunity to reflect on their systems, programs, and priorities related to promoting and strengthening racial equity in their schools.
How Do I Get Support?
You can contact the following individuals for specific questions about LEASE:
Ms. Diyana Jones
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