Influence 100 Pilot District Application

2.

What is the name of your district?

*This question is required.

3.

What is the name of your point of contact?

*This question is required.

4.

What is your point of contact’s title?

*This question is required.

5.

What is your point of contact’s email address?

*This question is required. This question requires a valid email address.

6.

How many students do you serve?

*This question is required.

7.

What is the racial/ethnic breakdown of your student population? What is the racial/ethnic breakdown of the broader community?

*This question is required.

Space Cell	Student Population	Community Population
African American	African American: Student Population	African American: Community Population
Asian	Asian: Student Population	Asian: Community Population
Hispanic	Hispanic: Student Population	Hispanic: Community Population
Native American	Native American: Student Population	Native American: Community Population
White	White: Student Population	White: Community Population
Native Hawaiian, Pacific Islander	Native Hawaiian, Pacific Islander: Student Population	Native Hawaiian, Pacific Islander: Community Population
Multi-Race, Non-Hispanic	Multi-Race, Non-Hispanic: Student Population	Multi-Race, Non-Hispanic: Community Population

8.

How many employees do you have?

*This question is required.

9.

What is the racial/ethnic breakdown of your employee population by paraprofessional, teacher, and administrator?

*This question is required.

Space Cell	Paraprofessional	Teacher	Administrator
African American	African American: Paraprofessional	African American: Teacher	African American: Administrator
Asian	Asian: Paraprofessional	Asian: Teacher	Asian: Administrator
Hispanic	Hispanic: Paraprofessional	Hispanic: Teacher	Hispanic: Administrator
Native American	Native American: Paraprofessional	Native American: Teacher	Native American: Administrator
White	White: Paraprofessional	White: Teacher	White: Administrator
Native Hawaiian, Pacific Islander	Native Hawaiian, Pacific Islander: Paraprofessional	Native Hawaiian, Pacific Islander: Teacher	Native Hawaiian, Pacific Islander: Administrator
Multi-Race, Non-Hispanic	Multi-Race, Non-Hispanic: Paraprofessional	Multi-Race, Non-Hispanic: Teacher	Multi-Race, Non-Hispanic: Administrator

10.

Why are you interested in committing your district to be a part of the Influence 100 pilot (2-4 years of engagement)?

*This question is required.

11.

Who are the champions in your district of the work of diversifying the educator workforce and making your district more culturally responsive? (please list names and titles- can include people internal and external to the district, i.e. a community member or partner organization)

*This question is required.

12.

What current strategies do you have in place to address becoming a more culturally responsive district with a more diverse staff? Are you focused on these broad goals separately or are they integrated? Why?

*This question is required.

13.

Do you currently provide a staff satisfaction survey disaggregated by race/ethnicity? If so, what are your priorities from the last round of analysis? If not, what is your plan for obtaining information on staff satisfaction disaggregated by race/ethnicity and why does it matter to you?

*This question is required.

14.

What are your priorities around student achievement/opportunity gaps in your district when disaggregated by race/ethnicity? Does your analysis/strategy integrate your district’s information from the Views of Climate and Learning (VOCAL) survey? Please include the following in your response:

1. What trends do you see that are concerning?
2. How do you think participating in Influence 100 will support your efforts to close gaps?

*This question is required.

15. Please attach any artifacts that you’d like to highlight that demonstrate your current aspirations
and/or strategy to address the priority areas for Influence 100

Making the district more culturally responsive
Intentional strategy to diversify the educator workforce at all levels – teacher, principal,central office
Closing the gaps between how students of color and white students experience school, etc.).

(please attach as one PDF file)

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Influence 100 Fellow Selection Process:
The selection process promotes equal opportunity, diversity, and non-discrimination, consistent with applicable law, including Executive Order No. 526. We anticipate that the 20-30 Influence 100 fellows who are selected by their districts for two years of programming will represent a racially/ethnically diverse group. The first year of programming will focus on developing awareness, content, and skill. The second year of programming will pivot to concrete support and preparation to declare candidacy for superintendent roles in Massachusetts. Districts will select the Influence 100 fellow from their educator workforce, using these considerations to identify a high-quality Influence 100 fellow:

What is this person’s potential, desire, and commitment to move into a superintendent role in the next five years? Ideally a principal or central office administrator would be selected as a fellow.
What is this person’s potential and desire to close the gap between how students of color and white students are experiencing school?
What is this person’s track record professionally and how has this person positively impacted students of color in the district?
How has this person demonstrated connection to the students and families that the district serves? What evidence can you point to? What are their experiences with diverse populations, particularly with students of color?

16. Statements of Assurance

If selected, we commit to:

1. Select an Influence 100 fellow from our workforce following the guidelines outlined
2. Give one day of release time/month to engage in leadership development programming at the Department of Elementary & Secondary Education
3. Give at least one day/month of shadowing the superintendent with at least 30 minutes of debrief time/strategy talk
4. The superintendent will take the fellow to meetings/events that would expand the fellow’s professional network and championing the fellow as they engage in leadership development
5. The Superintendent/cabinet/school committee will commit to engage in professional development around the three root causes outlined in the Influence 100 strategic plan (racially/ethnically isolated professional networks, bias throughout the hiring and retention process, an avoidance of explicitly focusing on race/ethnicity when designing solutions and strategies)
6. We understand that direct financial incentive may or may not be a part of participation in the Influence 100 pilot, though the resources provided through the pilot (professional development, strategy development, research, and tools) have financial value.

Clear

Signature of

17.

Is there anything else that you’d like to share with the selection committee regarding your application?