In August, the Racial Equity Lead and Racial Equity Committee will need to review the previous year's Opportunity and Access Profile (OAP) to determine a singular focus for improvement for the school year via the development of a school Racial Equity Plan. The Lead and Committee will also need to review the Racial Equity Policy and Performance Expectations for each Domain of the OAP, as well as the Artifact Descriptor for each Domain, to ensure that accurate and adequate evidence is being provided to meet the dictates of the policy and performance expectations for each domain.

As the school year progresses, the Racial Equity Committee should be meeting monthly to ensure the Racial Equity Plan and SMART Goal(s) are being addressed, followed through on, and ultimately met. Additionally, the Racial Equity Lead with the Racial Equity Committee should ensure the Racial Equity Policy and Performance Expectations within each domain of the Opportunity and Access Profile (OAP) are being addressed via the Artifact Descriptors. As schools prepare for their Opportunity and Access Calibration / Check-in (OACC) meeting, the Racial Equity Lead and Committee will need to ensure that the OAP Artifact Descriptors for each domain are populated with evidence and a narrative explaining the evidence for each artifact descriptor.

School leaders should have access to their own school’s Opportunity and Access Profile. If access is needed, see below and contact the Anti-Racist Specialist assigned to your Zone. Those faculty and staff members directly involved in populating the OAP should review the OAP Guidebook, which contains essential information, resources, and support for successful completion.

School racial equity committees and school leadership should also access the Checklist for OAP Completion, as they engage in this work from month-to-month.

The ADIA Protocol is not just for new ideas and initiatives. Schools are expected to screen established practices using the protocol as well. Similarly, if established practices marginalize any student group, leadership should amend or end them.

The Scorecard is to be used as a means for benchmarking and progress monitoring data for equity plans as schools continue to analyze any inequities. The scorecard is both inward and outward-facing, meaning that both the school and the community at large have access to review it 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.

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.

Each year, schools will complete an  Opportunity and Access Profile (OAP) self-assessment. This tool helps the school gauge how and to what degree it is meeting the expectations of the JCPS Racial Equity Policy.  The Opportunity and Access Department will meet with school leaders and provide feedback during Opportunity and Access Calibration / Check-in (OACC).

Based on these discussions, evidence provided, and feedback, each school forms a team called the Racial Equity Committee (REC). The REC then creates a Racial Equity Plan to improve equity within the school. This plan includes specific, measurable, achievable, relevant, and time-bound goals (SMART Goals). Importantly, these SMART Goals should include measurers to track progress effectively. These goals focus on improving key areas such as implementation of culturally responsive practices and professional learning, student academic performance, student sense of belonging, and school culture / climate aspects, such as working conditions for teachers and staff.

Schools submit their completed equity plans by the end of August. To ensure ongoing progress, the REC reviews the schools' goals four times a year: in October (Fall), December (mid-year), February (Winter), and April (End-of-Year). This regular monitoring helps the schools stay on track and adjust their plans as needed.

Each school will have a Racial Equity Committee (REC). The REC should monitor progress toward achieving the action steps and SMART goal associated with the domain focus from the Opportunity and Access Profile (OAP). RECs must meet at least monthly  but are free to meet as often as possible. 

The Racial Equity Plan Progress Tracking Tool outlines the progress tracking framework for our District Racial Equity Plan. The tracker shows the focus of the goal for each Racial Equity Policy Tenet, the Direct Activities as a focus for addressing the goal, and the Progress Measure for each Direct Activity.  Each central office division is responsible for supporting progress towards the goals and providing relevant, up-to-date data, if available, bi-monthly.    Be mindful that data reporting may lag, as most items are tabulated at the end of each month.