3/17/2016 1 2015-2020 Affirmative Action Plan Agenda • Mission & Strategic Plan • Continuous improvement • Analyzing the data • The data • Board discussion
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2015-2020Affirmative Action Plan
Agenda
• Mission & Strategic Plan
• Continuous improvement
• Analyzing the data
• The data
• Board discussion
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TSD Mission
• One Student at a Time
• Our core purpose is to nurture the potential in each student so that she or he is well equipped for a world of infinite possibilities.
Strategic Plan & Affirmative Action
• Tukwila School District's strategic plan is a commitment by the entire community to help our children succeed in school and life.
• Affirmative action is part of that commitment.
• Focused set of academic and personal goals for students and the actions we need to take to achieve those goals.
• Affirmative action is taken in support of those goals.
• All of the district's resources, professional development, and programs are aligned with the strategic plan's goals.
• Affirmative action is aligned with the strategic plan’s goals.
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TSD Shared Values
Engage families as equal partners in student learning
Strengthen community partnerships
Foster trust and mutual respect
Ensure equitable access and opportunities for all students
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Continuous Improvement
• Collaborative Culture
• Employee Engagement
• Culture by Design
• Common Purpose
• Recruiting
• Induction
• Communication
Continuous Improvement Process
1. Set a Vision
2. Assess3. Plan and
Implement
4. Monitor Process & Results
What future are we pursuing?
What is our current reality?
What actions will we take to improve
What was the impact?
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Continuation of 2010‐2015 AAP
• Track diversification of staff• Data from 2010 to 2015 – 5 year trend
• 2014 to 2015 – 1 year trend
• Improvement in utilization of ethnic minorities in every job category
• AAP strategies through 2020 (and beyond)• Annual updates
• Major review in 2020 for 2020‐2025
Authority
• Authority• WAC 392‐190‐0592
“eliminate discrimination on the basis of sex, race, creed, religion, color, national origin, honorably discharged veteran or military status, sexual orientation, gender expression, gender identity, disability, or the use of a trained dog guide or service animal by a person with a disability”
• Policy 5010, Nondiscrimination and Affirmative Action
“ensure equal employment opportunity for all personnel through ongoing and deliberate analysis and planning”
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Parameters
• Fair and consistent hiring practices ‐ identify, recruit and hire people based on talent and job related qualifications
• No hiring or employment preferences based on gender or race, including color, ethnicity or national origin
Hiring Preferences
Best & Brightest
Diversity
Diversity ‘Goalpost’
• Minimum• Must consider availability of under‐represented ethnic minorities (“statistically expected utilitization” – SEU)
• Aspirational• Staff diversity aligned with Student diversity
• Diverse student population strengthens our community
• Diverse staff strengthens our community
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Basis of Analysis
• Determine the percentage of females and minorities available in the work force
• Availability analysis methodology used in this case is the one set forth in federal regulations for affirmative action
• 2010 – 2015 AAP used EEO Form 5 information for King County from the 2000 U.S. Census1. Population of minorities and women in local labor market
2. Unemployment amongst minorities and women in local labor market
3. The availability of minorities and women with the required skills in local labor market
Methodology Used
• Measure the District’s current utilization (the percentage of females and minorities currently employed in each job group) against the statistical expected utilization
• If current utilization is lower than expected utilization, the District is “underutilized” in a job group
Tukwila % > SEU
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Census Data
• Table 1 ‐ A summary of the census bureau data used to determine the statistical expected utilization (SEU) of ethnic minorities (See Appendix D).
• Table 2 ‐ A summary of the census bureau data used to determine the SEU of women (See Appendix E).
General Staff
• Table 3 ‐ General Staff Utilization Analysis for Ethnic and Gender Composition (Appendix F) reflects the District’s ability to attract and hire ethnic‐minorities and women.
• TSD’s ethnic‐minorities constitute 25.4 percent of the workforce
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Overall Employment
• Tables 4, 5, and 6 (Appendix G) illustrate the increase or decrease in each category from 2010 to 2014 and from 2014 – 2015.
• Some increases in the number of people of color employed in 2014 compared to the number employed in 2010
• Percent of the total number of people of color declined slightly during 2010‐2014, and slipped slightly more in 2015.
• Shortage of Asian/Pacific Islander and Native American/Alaskan Natives.
Total Staff
TABLE SIX
2015
Asian &
Pacific
Islander
(a)
Alaska
Native &
Native
American
(b)
Black
(c)
Hispani
c
(d)
People of
Color
(e)
Female
(f)
(1) TSD Staff Percentages 11.2% 0.9% 6.32% 5.87% 24.28% 72.60%
(2) King County Civilian Work
Force 10.5% 0.9% 4.6% 5.1% 21.9% 46.0%
(3) TSD Underutilized NO NO NO NO NO NO
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Administrative Staff
• Tables 7, 8, and 9 (Appendix H) illustrate the 2010 ‐ 2015 AAP Comparison of Administrative Staff Demographics to the King County SEU with additional 2014 and 2015 baseline administrative staff demographics.
• In each of the three years, 2010, 2014 and 2015 the District had no Asian/Pacific Islander or Native American/Alaskan Native administrators
• Goal: Identify, recruit and hire 2.625 FTE Asian/Pacific Islander administrators
• Goal: Identify, recruit and hire .225 FTE Native American or Alaskan Native administrators
• In 2015 the District was underutilized in Hispanic administrators• Goal: Identify, recruit and hire .275 FTE Hispanic administrators
Administrators
TABLE NINE
2015 Total
Employees
Asia/Pacific
Islanders
Alaska
Native/
Native
American Black Hispanic
People of
Color Female
2(1) Central Office 16 0 0 4 1 5 12
(2) Principals/APS 9 0 0 1 0 1 4
(3) Total 25 0 0 5 1 6 16
(4) TSD Staff % 0.00% 0.00% 20.00% 4.00%24.00% 64.00%
(5) King County
Civilian Work Force18,955 10.50% 0.90% 4.60% 5.10% 21.9% 46.00%
(6) TSD Underutilized YES YES NO YES NO NO
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Certificated Staff
• Tables 10, 11, and 12 (Appendix I) provide a comparison of TSD elementary teachers, secondary teachers and other non‐supervisory staff (special education teachers, interventionist, and other teacher support staff) to King County’s SEU for baseline 2010, 2014 and 2015.
• In 2010 the District was not attracting, hiring and retaining sufficient teachers and other non‐supervisory certified staff of color
• Situation improved since 2010; achieved full SEU in every category except Hispanic (5.09% vs 5.10%)
• Goal: Identify, recruit and hire .02 FTE Hispanic certificated staff• Goal: TSD should continue an aggressive talent acquisition program to develop a teaching and non‐supervisory certificated staff that more closely resembles the District’s student demographics.
Certificated Staff
TABLE TEN
2010Total
Employees
(a)
Asian &
Pacific
Islander
(b)
Alaska
Native &
Native
American
(c)
Black
(d)
Hispanic
(e)
People of
Color
(f)
POC %
(g)
Female
(h)
(1) Elementary Teachers 70 12 0 2 1 15 21.4% 63
(2) Secondary Teachers 68 4 3 2 1 10 14.7% 44
(3) Certif Support Staff 47 4 1 0 4 9 19.1% 34
(4) Total 185 20 4 4 6 34 18.4% 141
(5) TSD Staff
Percentages10.81% 2.16% 2.16% 3.24% 18.38% % F: 76.2%
(6) King County SEU –
200034,735 10.50% 0.90% 4.60% 5.10% 21.9% % F: 46.0%
(7) TSD Underutilized NO NO YES YES YES NO
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Certificated StaffTABLE TWELVE
2015Total
Employees
(a)
A/PI
(b)
AN NA
(c)
Black
(d)
Hispanic
(e)
People
of Color
(f)
POC %
(g)
Female
(h)
(1) Elementary Teachers 88.31 14 0 5 1 20 0.0% 63
(2) Secondary Teachers 81.67 10 2 4 7 23 28.2% 44
(3) Certif Support Staff 26.6 2 0 2 2 6 22.6% 34
(4) Total 196.58 26 2 11 10 49 24.9% 141
(5) TSD Staff
Percentages13.23% 1.02% 5.60% 5.09% 24.93% % F: 71.7%
(6) King County SEU ‐
200034,735 10.50% 0.90% 4.60% 5.10% 21.9% % F: 46.0%
(7) TSD Underutilized NO NO NO YES NO NO
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Goal: Align Teachers with Students
86.6%
49.6%
43.0%
25.0%
12.0%
11.5%
0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% 90.0% 100.0%
Tukwila
PSESD
WA State
Percent Persons of Color
Teachers of Color Students of Color
STUDENTS
TEACHERS
TEACHERS
STUDENTS
STUDENTS
(26.7% of Goal)
(24.1% of Goal)
(28.8% of Goal)
SEU
TEACHERS
Classified Staff (TCEA)
• Tables 13, 14, and 15 (Appendix J) compare TSD white collar classified staff demographics to King County’s white collar staff demographics based on King County’s SEU for the job categories.
• In 2010 the District exceeded the SEU in every job category and every ethnic‐minority
• In 2014 the District was “underutilized” in Asian & Pacific Islander and Native American and/or Alaskan Native people
• In 2015 the District was “underutilized” in Native American and/or Alaska Native people
• Goal: Identify, recruit and hire one Native American or Alaskan Native white collar classified employee or increase the hours of the two current Native American or Alaskan Native white collar classified employees by 15 minutes per day.
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Classified Staff (TCEA)
TABLE FIFTEEN
2015
Total
Employee
s
(a)
A/PI
(b)
AN NA
(c)
Black
(d)
Hispanic
(e)
People
of Color
(f)
POC %
(g)
Female
(h)
(1) Central Administration 6.00 1.00 0.00 0.00 1.00 2.00 33.3% 5.00
(2) Prof‐Tech Support Personnel 15.88 5.00 0.00 1.00 2.00 8.00 50.4% 12.88
(3) School Building Support 30.44 1.00 0.88 8.81 4.88 15.57 51.1% 25.44
(4) School Para‐Educators 51.81 4.75 0.00 6.88 8.75 20.38 39.3% 44.25
(5) Total 104.13 11.75 0.88 16.69 16.63 45.95 44.1% 87.57
(6) TSD Staff Percentages11.28% 0.85% 16.03% 15.97% 44.13% % F: 84.1%
(7) King County Civilian
Workforce61,460 10.50% 0.90% 4.60% 5.10% 21.9% % F: 46.0%
(8) TSD Underutilized NO YES NO NO NO NO
Classified Staff (SEIU)
• Tables 16, 17, and 18 (Appendix K) compare TSD blue collar classified staff demographics to King County’s blue collar staff demographics based on King County’s SEU for the job categories.
• TSD has met or exceeded the SEU for blue collar workers in 2010, 2014 and 2015
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Classified Staff (SEIU)TABLE 15
2015Total
Employees
(a)
A/PI
(b)
AN NA
(c)
Black
(d)
Hispanic
(e)
People
of Color
(f)
POC %
(g)
Female
(h)
(1) Facilities and Maintenance 20.00 4.00 1.00 3.00 9.00 17.00 85.0% 5.00
(2) Nutrition Services 15.10 1.37 0.72 1.00 1.81 4.90 32.5% 13.43
(3) Transportation 8.22 0.00 1.50 2.72 1.25 5.47 66.5% 4.72
(4) Total 43.32 5.37 3.22 6.72 12.06 27.37 63.2% 23.15
(5) TSD Staff Percentages12.4% 7.4% 15.5% 27.8% 63.2% % F: 53.4%
(6) King County Civilian Wk
Force49,270 10.50% 0.90% 4.60% 5.10% 21.9% % F: 46.00%
(7) TSD Underutilized NO NO NO NO NO NO
Actions
• Communication of Tukwila SD Affirmative Action Plan
• Recruitment materials & forms – nondiscrimination policy and equal employment opportunity policy
• Affirmative Action Officer identified
• Onboarding includes info about Affirmative Action Plan
• Annually inform staff of Affirmative Action Plan
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Supportive Systems
• Recruitment of employees
• Fair and consistent hiring process
• Onboarding/orientation
• Career counseling/skill training
• Grievance procedure
• RIF procedure
• Retention program
Board Discussion/Guidance