ExCEL’s Program Manager’s Meeting October 16, 2018 · 2018. 10. 18. · Program Walkthrough -...
Transcript of ExCEL’s Program Manager’s Meeting October 16, 2018 · 2018. 10. 18. · Program Walkthrough -...
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October 16, 2018
ExCEL’s Program Manager’s Meeting
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“Do Now” Activity
Login to E-QAP: https://sfusdexcel.force.com/QAP/login
Password resets email:Justin Paz at [email protected]
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Before meeting starts
“Do Now” Activity - Login to E-QAP
10:00-10:10 Welcome/Review Agreements, SFUSD Norms & Equity Frame
10:10-11:10 Warm Demander: The Umbrella for our Best Practices
11:10-11:50 E-QAP- Mile Marker #1Warm Demanders- Leading Site Coordinators in QAP Journey using the E-QAP
11:50-11:55 What’s Next?MiIe Marker #1 Enrollment Form Survey
11:55-12:00 Closing Activity - Table
AGENDA
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Practical Outcomes Experiential Outcomes
● Learn about the Scope & Sequence of being a Warm Demander
● Share expertise around Mile Marker #1!
● Creating a sense of unity
● Increased ownership and connection to the shared work
● Feeling heard and valued
● Being systematically aware to identify and transform systems of oppression
Hopes & Dreams for Today!
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How do we want to BE with each other?
SFUSD Norms• Keep equity at the center for students and adults
• Be engaged and present• Be part of the solution
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SEL Competency for the Day
Self Management - Making a commitment to lifelong learning in support of both the
program’s goals and your own goals.
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Warm DemanderMaking Connections to Our
Work
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Block PARTY!!!
We read texts and share our experiences as a way to ground ourselves in WHY we should do the work
Cultural Humility
We spent some time diving into the concept of cultural humility and why Self-Reflection & Life Long LEARNING is essential in our work
Culture in our Work
We spent some time diving into the concept of cultural humility and why WHO WE ARE matters in how we approach our work.
Leadership We spent some time thinking about who we are as a leader and what kind of leader we strive to be because HOW we show up to do the work matters.
Our Journey so far…..July
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What Kind of Demander AM I?
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Moving from Dependent to Independent
MOVING FROM: Dependent STAFF TO: Independent STAFF Role of PM is to create systems/structures to MOVE STAFF from dependent to independent
Dependent on ExCEL and/or ExCEL program manager to carry most of the cognitive load for the QAP journey
Relies on ExCEL and/or ExCEL Program manager to carry some of the cognitive load for the QAP journey temporarily
■ Do they have the knowledge■ Do they have the capacity
Is unsure how to tackle a new challenge/task in the QAP journey
Utilizes strategies and processes for tacking a new task/challenge in the QAP journey
■ Do they have the knowledge■ Do they have the capacity
Has difficulty completing a new challenge/task in the QAP journey without being led through the steps (scaffolding)
Regularly/Proactively attempts new tasks/challenges without being provided scaffolding.
■ Do they have the knowledge■ Do they have the capacity
Will be passive rather than proactive in asking for support and/or taking advantage of support and resources to ensure the success of QAP journey
Has own cognitive strategies for getting unstuck.
■ Do they have the knowledge■ Do they have the capacity
Doesn’t retain information well or doesn’t “get it”
Has ability to retrieve information from long term memory.
■ Do they have the knowledge■ Do they have the capacity
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Emerging, Meets Expectations or Exemplary
We spent some time thinking about where our staff fall on the continuum from emerging to exemplary
Getting to Exemplary
We spent some time thinking about to move our staff to exemplary
Our Journey so far…..September
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Getting to Exemplary...• Set a deadline for mastery• Set up benchmarks to check on progress and provide
corrective feedback• Share what you are willing to do in support as an ally - be
specific• Be explicit about your belief in their capacity to master• Forewarn them that you will ask them to stretch
themselves - the brain is a muscle!• Ask them explicitly what they intend to do as part of the
partnership towards mastery• Create some type of positive ritual to mark the occasion • Have them write down key agreements from the
conversation
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Warm Demander - A DEEPER dive
I must BE a coach who:
➔ Earns the right to demand engagement and effort
➔ Builds rapport and trust
In order to DO the work of:
➔ Holding high standards
➔ Moving those we support from dependent to independent learners
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Warm Demander
I must DO as coach:
➔ Hold high standards➔ Support Independent Learning
In order to CHANGE:
➔ Outcomes for youth➔ Skills and experience of those I
support
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Getting Started
BE DO CHANGE
Who do I need to BE in order to DO the work I
want to do?
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Mingle MingleLet’s start by examining the quotes we revisit each meeting and taking some time to analyze how they apply to and strengthen our work
1) Listen to the quote
2) Find a partner based on the given criteria
3) Talk for 3 minutes about the prompt4) Repeat
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SFUSD Equity Definition
The work of eliminating oppression, ending biases, and ensuring equally high outcomes for all participants through the
creation of multicultural, multilingual, multiethnic, multiracial practices and conditions; removing the
predictability of success or failure that currently correlates with any
social or cultural factor.
18
Find a partner who is wearing the same shoe style as you
Prompt:
What does it look like to be a champion of equity when coaching your site coordinators?
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Prompt: What majority group do you identify with (for example: able-bodied) and how might it affect your interactions with those you support?
Find a partner who has a similar hair length as you
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Find a partner who is wearing the same shirt color family as you
Prompt: What SEL skills could be fostered to move program leaders to the self reflection that they are the decisive element?
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Find a partner who has the same sign as you (ROCK, PAPER, OR SCISSORS)
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Return to your seat and find an elbow partner
Prompt: Where do you see yourself most in this paradigm of being a warm demander?
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Framing Our WorkSystemic oppression Racism Implicit Bias Sexism
Homophobia
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Framing Our Work
Being A Warm Demander:Building an Effective Learning Partnership
Systemic oppression Racism Implicit Bias Sexism
Homophobia
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Framing: The Supports for Warm Demanding
Cultural Humility Healing Informed Practices
Restorative PracticesQuestioning
Implicit Bias
Fostering SEL competencies
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Cultural HumilityHealing Informed Practices
Restorative PracticesQuestioning
Implicit Bias
Fostering SEL competencies
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Our Continued Journey (2018-2019)BE
● Overview of Warm Demander● Cultural Humility and Implicit Bias● Restorative and Healing Informed Practice
DO
● The Process of Coaching for Independence● Coaching a Leader
FOSTERING COMPETENCIESActivity: Discuss the scope and sequence with your table along with what you have already tried. Determine some additions or changes you would make to the scope and sequence in response to the prompts on the next slide.
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Warm Demander Scope Feedback
1. Do you feel that there are any components of being a warm demander that are missing in the scope and sequence? Be specific.
2. Are there specific aspects of cultural humility or implicit bias you want support around?
3. Are there specific aspects of restorative or healing/trauma informed practices you want support around?
4. Are there any processes you already use to coach your staff toward independence that you want to share? Are there any areas you want to focus on?
5. What aspects of leadership do you feel your site coordinators need the most support with?
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Mile Marker #1
Complete by 10/31 Enter into Salesforce 11/7
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Your Role As a Program Manager is to:Serves as a guide to motivate
stakeholders on the QAP Journey (Site Coordinators, Academic Liaisons,
Principals, and Program Leaders).
Conducts program observations using the QAP Program Walkthrough tool and YPQA.
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Becoming “very competent with the technical side of”
Mile Marker #1
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E-QAP in Salesforce QAP Binder EMS
Areas of Importance - Mile Marker #1
QAP Binder Page 16
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Instructions
1. Each table will Assign roles, read, Discuss
and become experts on a section of Mile Marker #1 (handout given)
2. You will have 10 mins to discuss the key points.
3. Your table will scribe on chart paper your table’s presentation.
4. Each table will present on their section of Mile Marker #1 (2 mins to present)
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Designate Roles at each table
Facilitator Time Keeper
Scribe Presenter(s)
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Program
Walkthrough
Basic Elements
Assessment
Attendance Review Planning & Follow-up
Cross Pollination & Environment
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Becoming “very competent with the Technical
side of” mile marker #1”
Item Table # Areas of Importance
Basic Elements Assessment 1 & 6 QAP Binder- page 86-90
E-QAP MM#1- Second Tab
Program Walkthrough 2 & 7 QAP binder- page 49-82
E-QAP- MM#1 first tab
Attendance Review 3 & 8
QAP Binder- page 25 and 83-85E-QAP MM#1- Fourth tab
EMS- Under Attendance ComplianceAttendance Protocol page 3
Environment Cross Pollination 4 E-QAP- Third Tab
QAP Binder - page 26
Planning and Follow-up 5 QAP Binder- page 25
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Basic Elements Assessment - Table 1 and 6
Completed by: October 31, 2018 Entered by: November 7, 2018
Location: E-QAP (Salesforce)
Completed by: Program Manager and/or Site Coordinator
1. Complete the Basic Elements Assessment in MM#12. These make up part of the basic elements in your windows and make up all
the basic elements in your wheels.3. Mobile Friendly4. Sites can access a copy of the Basic Elements Assessment on the HUB
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Program Walkthrough - Table 2 and 7
Completed by: October 31, 2018 Entered by: November 7, 2018
Location: E-QAP (Salesforce)
Completed by: Program Manager and Site Coordinator
Recap:
1. Conduct the Program Walkthrough in all Environments2. The Best Practices are observable during program 3. mobile friendly4. Sites can access a copy of the PWT on the HUB5. TIP: Read through the tools to familiarize yourself with the documents
before conducting the walkthrough. 6. There are two Program Walkthroughs- one for elementary and middle and
the other for High School
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Attendance Review - Table 3 and 8
Completed by: October 31, 2018 Entered by: November 7, 2018
Location: E-QAP (Salesforce) AND EMS
Completed by: Program Manager
1. The Attendance Review Tab is to confirm that you have completed the Attendance compliance review in EMS.
2. Attendance protocol : ExCEL will: Run the Attendance Compliance Report from EMS. Contact Program Manager and Sites Coordinators based on this information. CBO will: Bring current attendance system/protocol Potential Solutions to address current findings
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Environments & Cross Pollination - Table 4
Environments
1. 4 environments: Snack & Supper, Enrichment, Recreation, Teaching & Learning
Cross Pollination Dashboard
1. This dashboard shows you how well your program integrates the best practices in the windows across all environments.
2. The data contains your Baseline Assessment (BA) along with your site’s Program Walkthrough (PWT) ratings by environment.
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Planning and Follow-up - Table 5
Planning:
1. Assemble your PWT team and ensure everyone is familiar with the PWT tool.
2. Decide which grade levels and program leaders you’re going to visit.3. Schedule a time to do your PWT and allow yourself time to enter into
E-QAP4. Schedule the Basic Elements Assessment & Attendance Check
Follow-up:
1. Find a time to meet with the Site Team Members to debrief your notes. It isideal to do this on the same day as your Walk-Through.2. Discuss any findings and develop plans to improve site procedures.3. Ensure information is submitted by the due date.
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You will debrief the Mile Marker #1 process with your site coordinators.
● What worked well?● What could be improved as you begin to plan for
Mile Marker #2? - Due 1/30/19
October 30 PM/SC meeting
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Enrollment Policy Planning Vote
Step 1: Check your email for “Enrollment Policy”
Step 2: Put an “X” in the column corresponding to your choice
Option 1
Option 2
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Closing ActivitySelf Management - Making a commitment to lifelong learning in support of both the program’s goals and your own goals.
On a post-it, write down two areas from today’s meeting that will support you in self management. Take your post-it with you to remind yourself of your lifelong learning and commitment to our youth and families.
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Have a wonderful day and . . .
Thank you and have a wonderful day