10/23/2018 1 The Wisconsin RtI Center (CFDA #84.027) acknowledges the support of the Wisconsin Department of Public Instruction in the development of this presentation and for the continued support of this federally‐funded grant program. There are no copyright restrictions on this document; however, please credit the Wisconsin DPI and support of federal funds when copying all or part of this material. Wisconsin RtI Center: Building Culturally Responsive Systems http://www.wisconsinrticenter.org/crcp.html Facilitators: Date: You can start your journey through any door. Who Can Participate? • Teams of six (administration is encouraged, classroom teachers, student services) • Wisconsin school districts (public, private, charter, tribal) • Preferential registration for teams from DTAN‐identified school districts • Only identified and invited school districts • Wisconsin school districts (public and charter) • Individuals participate in trainings • School district teams participate in the annual needs assessment and training *Promoting Excellence for All: Anyone with web access
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10/23/2018
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The Wisconsin RtI Center (CFDA #84.027) acknowledges the support of the Wisconsin Department of Public Instruction in the development of this presentation and for the continued support of this federally‐funded grant program. There are no copyright restrictions on this
document; however, please credit the Wisconsin DPI and support of federal funds when copying all or part of this material.
• Teams of six (administration is encouraged, classroom teachers, student services)
• Wisconsin school districts (public, private, charter, tribal)
• Preferential registration for teams from DTAN‐identified school districts
• Only identified and invited school districts
• Wisconsin school districts (public and charter)
• Individuals participate in trainings
• School district teams participate in the annual needs assessment and training
*Promoting Excellence for All: Anyone with web access
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WhatisOffered?
• Cohort‐based, year‐long training and technical assistance (4 one‐day trainings and onsite technical assistance) offered in multiple locations throughout the state (fee‐based)
• The Wisconsin Response to Intervention (RtI) Center is a product of collaboration between the Cooperative Educational Service Agency (CESA) Statewide Network and the Wisconsin Department of Public Instruction (DPI).
– The center was created to assist Wisconsin’s educational systems to build capacity, adopt and implement high quality practices, make informed decisions, ensure sustainability of efforts, and increased success for all students.
– The Wisconsin Positive Behavioral Interventions and Supports (PBIS) Network operates within the Wisconsin RtI Center with a specific focus on behavior.
• The Wisconsin RtI Center and entities such as the Disproportionality Technical Assistance Network provide professional development and technical assistance to help schools operationalize implementation of equitable, multi‐level systems of supports. The center offers statewide trainings on the components in order to establish consistent foundations upon which schools should build their systems.
Source: http://www.wisconsinrticenter.org/
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OVERVIEW&GROUNDINGINTHEWORK
RtI = Response to Intervention
PBIS = Positive Behavior Intervention Supports
CRP = Culturally Responsive Practices
MLSS/MTSS = Multi-level (tiered) System of Support
VisionAll Wisconsin students will learn and be successful in life.
MissionThe Center’s mission is to build the capacity of Wisconsin schools to develop and sustain a culturally responsive multi‐level system of support to ensure success for all students.
RTICenterValues
• Today’s decisions must be made in the context of both today and tomorrow
• “How will this decision affect the future of Wisconsin schools, students, and our organization?”
• The best decision provides the best end result for our schools and students
• Positive change means the whole educational community must work together, focusing resources on improving student success
OwnershipofVisionDo our behaviors and practices align with our talk regarding high student achievement? Why or why not? Where are the gaps?
Who We SayWe are…
“I am a culturally responsive teacher”
“I am not a racist”
“I am a change agent”
“I am an equity champion”
“I believe in social justice”
“I believe all children can be successful”
Who We Are
“Can we get more napkins?”
“There are no qualified teachers of color.”
Who We Are
“Can we get more napkins?”
“There are no qualified teachers of color.”
Equitable,Multi‐levelSystemofSupports
KeyFeaturesofan
All of these key features inform and impact each other.
Use of EVIDENCE‐BASED PRACTICES to ensure that school and district efforts positively impact learner
outcomes
STRONG SHARED LEADERSHIP and POSITIVE CULTURE to provide the context necessary for schools and districts to grow and sustain implementation
SYSTEMIC IMPLEMENTATION throughout the district, schools, teams, and classrooms to promote consistency and effectiveness across the system of supports;
…starting with a strong UNIVERSAL LEVEL OF SUPPORT as the base;
A CONTINUUM OF SUPPORTS for learners……among staff, learners, families, and communities
COLLABORATION to make the complex work
of system change possible….
We believe in the STRATEGIC USE OF
DATA for CONTINUOUS IMPROVEMENT
Through HIGH QUALITY INSTRUCTION, academic, behavioral, social, and
emotional teaching and are supports are delivered.
EQUITY is at the center of the framework and is embedded into all other key features.
We want to challenge and change inequitable access, opportunity, and outcomes experienced by learners currently underserved in Wisconsin schools.
Developed by Wisconsin RtI CenterSources: “Indicators to evaluate pre‐service teachers’ cultural competence research” by Xin Liang and Gang ZhangThe Will to Lead, the Skill to Teach by Anthony Muhammad and Sharroky HollieState of Washington Department of Public Instruction Website
Handout 1.1Handout 1.1
WhatdoestheModeltoInformdo?
The Model to Inform Culturally Responsive Practices describes the beliefs, knowledge, and practices Wisconsin educators, schools, and districts need to reach and teach diverse students within their culturally‐responsive, equitable, multi‐level systems of supports.
It’s not a checklist or a toolkit; rather, cultural responsiveness is a way of being and knowing. It’s how we show up to do the work of schools.
Will,Fill,andSkill“Will” is the power of making a reasoned choice or having control of one’s own actions.
• Characterized by determination, a certain attitude or a particular desire or choice.
• Best developed collectively as opposed to individually.
• Students are part of a school system – not a one‐room schoolhouse.
(Dr. Anthony Muhammad)
“Fill” is the learning we do as individuals and as a school to know and understand who our students are as culturally and linguistically diverse people.
• Understand their backgrounds & interests so the teaching we do has relevance to who they are.
• Understand how we can affirm their backgrounds & interests, and then bridge their learning to insure their success in the dominant culture. Lynn Winn
(Andreal Davis)
“Skill” requires specific action to bring vision into reality.
• A great ability or proficiency, an art or a craft.
• It is the ability of a staff to tailor its professional skill to the specific needs of the students it serves.
(Dr. Sharroky Hollie)
Desire and Passion!Desire and Passion! Believe and Do!Believe and Do! Train and Implement! Train and Implement!
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TheWILL
WhyareWEhere?
Dignity in Schools campaign noted students of color, students with disabilities, students in foster care, and LGBTQ students are more likely to be suspended and expelled than their peers
Wisconsin has the country’s
worst inequities between children of color and their white peers
and
Unacceptable national and state data trends inBehavior and Academics
Whyareyou here?Grounding your work in…
Culturally responsive practices is a journey, not a destination.
Thinking about your family traditions, who your friends are, experiences you’ve had/learned from, we want to know where you are on this journey…
Tell us where you are on the journey and why you’re here:
BEGINNING, MIDDLE, OR FURTHER ALONG? BELIEVING, THINKING, FEELING, ACTING PHASE?
2018‐19
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TheFILL
Body language Religious beliefs
Individualist vs. collectivistAttitudes toward time, mothering, etc.
Moral beliefs,How to express disagreement
Gender rolesIndirect/direct language
What is culture?The system of shared beliefs, values, customs, behaviors, and artifacts that the members of society use to interact with their world and with one another.
Zion and Koslewski (2005). Understanding Culture, p. 3
Behavior
Communication
Learning
What is culture?
Body language Religious beliefs
Individualist vs. collectivistAttitudes toward time, mothering, etc.
Moral beliefs,How to express disagreement
Gender rolesIndirect/direct language
Whydoesculturematter?
“As educators, we are committed to ensuring that all
children can learn and achieve to the best of their ability.
Misunderstandings about the role of culture in behavior,
communication, and learning often lead to assumptions
about the abilities of children to be successful in school.
An awareness and understanding of the role of culture in
the classroom, and the different values and behaviors that
may accompany culture can remove unintentional barriers
to a child’s success.”Source: Zion and Koslewski (2005). Understanding Culture, p. 4
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SevenExperiences
School VisitsSchool VisitsSchool VisitsBook StudiesBook StudiesBook Studies
Technical ChangeSupports actual practices or instruction, involves learning and implementing new strategies or tools.
Adaptive Change Requires changes in values, beliefs, roles, relationships, & approaches to work.
• Essential components • Steps in the process• Intervention tools
• How can we help our school reach more students?
• How can we be more responsive to the students we serve?
Source: Helfetz and Lusky, 2002
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• Defining the why
• Interaction protocols
The Will to do the WorkSectionObjectives
Federal/StateLevelState Superintendent Dr. Tony Evers
PROMOTING EXCELLENCE FOR ALL
After reviewing your mission, vision and data, how does that connect to Dr. Evers’ comments?
Rewrite your mission/vision reflecting your current data.
Create a visual representation of your alignments or disconnects.
TeamDiscussion
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CoalitionoftheWilling
“Knowing is not enough; we must apply.
Willing is not enough; we must do.”
‐Johann Wolfgang von Goethe, writer and statesman
Grounding your work in self‐reflection…Thinking about your family traditions, who your friends are, experiences you’ve had/learned
from, we want to know where you are on this journey…
Beginning Middle Further AlongBeginning Middle Further Along
BelievingBelieving
ThinkingThinking
FeelingFeeling
ActingActing
…so tell us where you are on the journey and why you’re here
…so tell us where you are on the journey and why you’re here
Being culturally responsive is a journey, not a destination…
Being culturally responsive is a journey, not a destination…
FOURAGREEMENTS
How to talk about things we have been conditioned to not talk about
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UsingtheFourAgreementsinaProblemSolvingProcess
(Adapted from National Equity Project & Pacific Education Group)
1) Notice moments of discomfort and stay curious
2) Listen fully, with your ears, eyes, and heart
3) Be open to the experience and each other ‐ expect and accept non closure
4) Speak your truth without blame or judgment Handout 1.3Handout 1.3
FourAgreementsCanwecommitto…
• Notice moments of discomfort and stay curious
• Listen fully, with your ears, eyes, and heart
• Be open to the experience and each other ‐expect and accept non closure
• Speak your truth without blame or judgment
Reminders•Stay engaged – monitor your distractions
•Speak your truth – this is a safe space to have the
difficult conversations; all voices and perspectives
are welcome and honored
•Experience Discomfort – this is challenging work
•Expect and accept non‐closure – we may not get
to everything on our agenda today; we will
continue our conversation at the follow‐up sessions
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Application&TeamTimePlanning
• Short term: How will you use the 4 agreements as a team throughout this training?
• How will you use these 4 agreements back in your building as a team?
• Long term: How will you teach the four agreements to staff and ensure their use?
BecomingSelf‐AwareSectionObjectives
Build awareness of:
• Own identity development
• School identity
• How identity affects others
BecomingSelfAwareAs an individual
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“Awareness of the dimensions of one’s own culture is a prerequisite to understanding the culture of others.”
McAllister & Irvine, 2000
“We see the world not as it is but as we are.”Rabbi Shemuel ben Nachmani, as quoted in the Talmudic tractate Berakhot (55b.)
PractitionerIdentity
PractitionerIdentity
Practitioners must examine and understand:
• How and why they perceive the world the way they do
• Their own comfort level with issues of race, ethnicity, and educational and social disparities
• The background from which they develop and apply their expectations, procedures, routines, and practices
• The purpose of their expectations, procedures, and practices
WhatdoyouBringtotheClassroom?
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RacialAutobiography
• A graphic organizer to show your racial history
• Identifies how you view yourself now
• Identifies key events in your life related to race that makes you that way today
Handout 1.4
RacialAutobiography
MichelleBelnavisRacialAutobiography
GRADUATE
AUTHOR
MY SONS
THROUGH THE YEARS…
MOM & DAD
MY SISTAHS
DEBUTANTE
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Andreal Davis’RacialAutobiography
Complete the center parts of your autobiography:
‐ 4 adjectives that identify you as you are today
‐ 10 key events in your life related to race; how your race and culture impacted you, when you first became aware of racial and cultural differences, etc.
WORKTIME
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KnowThyself
The first step is to understand yourself.
Using a quick write, identify your:
• Passions?
• Influences?
• Role models?
• Strengths?
• Biases?
From Onalaska SD
KnowThyself
Now think about these deeper and more complicated cultural aspects:
• Politics• Religion• Language• Ethnicity and national heritage• Socio‐economic issues
From Onalaska SD
Elements of Culture
My Values Growing Up My Values Now How Schools
Operate
How my Students & Families Might Be Different
How This Difference Creates Conflict
Language
Space/Proximity
Attitudes Towards Time
Gender Roles
Family Roles
25 Minutes25 Minutes
ElementsofCulture/Values
Handout 1.5Handout 1.5
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TheRoleofSubjectivity
It is imperative that staff examine their beliefs about what is “normal,” “appropriate,” or
“acceptable.”
These notions are culturally defined and can vary greatly from person to person, thus providing the basis for disproportionality.
Now think about the culture and values of your school and how it operates…
…butasweare.
TrueColorsActivity
• Complete the Personal Style Assessment by RANKING each GROUP of words in each ROW
• Add up your scores to determine which is your highest “color”
• Make sure you score the columns and not the rows
Handout 1.6Handout 1.6
1. Rank sets of words
by row
1. Rank sets of words
by row
2. THEN, score all columns
2. THEN, score all columns
Handout 1.4Handout 1.4
Source: Kahil, C. & Lowry, D. (2005). Follow Your True Colors to the Work You Love. True Colors, Inc. Publishing. Santa Ana, CA.
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• Join your color group
• On chart paper, create two posters
TrueColorsActivity
One that explains why your “color” is the best
One that identifies how those “other”
colors make you crazy…
StudentsandSchools
• In our traditional systems, which color do you think would be the most successful?
• Which color(s) would be more disconnected from our traditional systems?
• Identify a student or a colleague in which you have had a “color” disconnect. Use the student’s color characteristics to identify possible action steps toward bridging this disconnect.
ElementsofCulture/ValuesElements of Culture
My Values Growing Up My Values Now How Our Schools
Operate
How My Students& Families Might Be Different
How This Difference Creates Conflict
Language
Space/Proximity
Attitudes Towards Time
Gender Roles
Family Roles
25 Minutes25 Minutes
Handout 1.5Handout 1.5
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CultureInteractions
FamilyCulture
Community Culture
Student Culture
Practitioner Culture
SchoolCulture
TeamPlanning
• Identity development work must be systemic
• This work will not occur or sustain unless staff are provided support regarding when and how it can best happen
• Short term: How do our individual and collective identities impact our work in this training?
• Long term: How will you help your staff examine their individual identity and collective culture?
ExaminetheSystem’sImpactonFamiliesandStudents
Use data to identify a precision statement and hypotheses to drive the work of the group
• Examples include FVTC, African Heritage Inc., Great Lakes Equity Center
Redefining our work…and how we work together• Academic, Behavior and Culture/Equity Committees working together
in unison
Providing meaningful and regular community/school events to highlight partnerships and student excellence across our district
Creating a district‐wide culture of care and trust
• How do we meet each student’s unique needs?
• How do we form trusting relationships with our parents?
• How do we show our commitment to equity and cultural responsiveness on a daily basis?
FosteringRelationshipsandPartnerships
Partnerships have been used to create important relationships with people who are committed to increasing cultural competency in our Appleton Area School District staff members.
Some examples include:
– Fox Valley Technical College – Cultural Support Specialists (Hmong, African American, Hispanic, and Native American (Goodwill).
– African Heritage Inc. – Worked to put on the first annual African American Emerging Student Leader Institute this past year. More than 200 students from across the area took part.
– Great Lakes Equity Center – Partnership for the past three years in which GLEC has provided resources, training, and personnel to assist AASD in our equity plan and ongoing equity work.
– Wisconsin RtI Center/PBIS Network – Culturally Responsive Classroom Practices Training – Two teams of eight took part in this training during the 2014‐15 school year.
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RedefiningourWork……andHowWeWorkTogether
Our District Continuous School Improvement Process (CSIP) Support Team was recently created to maximize the strength of our key teams that support district academics, behavior, and culture/equity.
– PBIS, RtI, and ACE had been working in a vacuum and in many ways duplicating work.
– Bringing together key members from each group has allowed all AASD staff members to better understand how these areas are interrelated.
– School teams feel supported by the District CSIP Support Team but also feel empowered to take ownership over how they will implement culturally competencies into their building and school‐based CSIP plan.
ExaminetheSystem’sImpactonFamiliesandStudents
Use data to identify a precision statement and hypotheses to drive the work of the group
SectionObjectives:
SystemChangeisaboutEquity,NOTEquality
Equity means every learner has access to the educational resources and rigor they need at the right moment in their education across race, gender, ethnicity, language, disability, sexual orientation, family background, and/or family income.
Source: CCSSO, 2017.
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EquityataSystemLevel
SYSTEM EQUITYINDIVIDUAL EQUITYEQUALITY
LookatYourData
NO TALKING IN CODE.
We need to be
Open
Honest,
&
Clear
about what our data tells us.
Whatisthenatureoftheconversationinyourschoolabout
disproportionality?
UnderservingUnderserving
UnderperformingUnderperforming
Inspect and reflectInspect and reflect
Describe and deflectDescribe and deflect
Source: Anthony Muhammad
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2. Problem Analysis
2. Problem Analysis
3. Plan Implementation
3. Plan Implementation
4. Plan Evaluation4. Plan
Evaluation
1. Problem Identification1. Problem
Identification
Is there a problem?
Why is it happening?
What should be done?
Is the plan working?
(All data use slides adopted from Kelsey Morris; Using Data Presentation; www.pbis.org)
PBISDisproportionalityDataGuide
• Equity in PBIS websitefrom OSEP PBIS Technical Assistance Center