Common use of Partnership Committee Clause in Contracts

Partnership Committee. The SPS and the SEA will create a Partnership Committee consisting of 5 appointees of SPS, (one of which is appointed by the Department of Racial Equity Advancement), 5 appointees of the SEA, (one of which is appointed by the Seattle Education Association Center for Race and Equity), and 3 non-voting community members selected by the parties using agreed upon selection criteria, after the initial convening of the Committee. Each member must commit to serve for a 12-month period. The parties will make their best effort to assure that the Committee reflects racial and ethnic diversity. The purpose of the committee will be to address the issues of the achievement gap. The Partnership Committee will: a. Convene monthly. b. Identify and make recommendations to the Leadership Committee on best practices and initiatives that focus on reducing disproportionality in student learning. c. Identify and work with internal committees, task forces, groups, individual staff members, etc. that are working to increase racial equity and reduce disproportionality in an effort to align and coordinate initiatives. d. Identify human and financial resources that could support school-level and District-level initiatives. e. In May of each year, the committee will give a written report to the Leadership Committee that will discuss the District’s progress in ensuring racial equity and eliminating disproportionate discipline and include recommended strategies for use at the District, program and school level. The District will provide to the Committee disaggregated student data on discipline and graduation rates by race/ethnicity, age, gender, and ELL or special education status. f. Disproportionate discipline and the achievement and opportunity gap are present in every school, and need to be addressed everywhere as soon as possible. In May of each year, the Committee will make a recommendation to the Leadership Committee regarding the continuation or expansion of the number of Racial Equity Teams, and/or a recommendation to pursue an alternative strategic initiative to eliminate disproportionate discipline. g. Screen applications and select the schools for Racial Equity Teams by week 6 of the start of the school year, review the work of building Racial Equity Teams, and make recommendations regarding how to share their learnings and best practices. h. Partnership committee will, as determined by recommendation from SEA CRE and DREA, to approve the yearly payment of the RET stipend to buildings/programs based on requirements of racial equity teams being met (requirements of the racial equity teams are jointly agreed upon by the Partnership Committee, including DREA and SEA CRE). i. The District will set aside at least one-half day of a District Contractual day for training related to racial equity each year, to be planned by the Partnership Committee. All SAEOPs and Paraprofessionals will be invited and allowed to participate and paid for their time. j. Ensure that ongoing training on implicit bias and on Board Policy 0030, Ensuring Educational and Racial Equity, is provided to all staff. k. Review SPS progress on recruiting and retaining educators of color, and make recommendations as appropriate. l. Review the SPS Racial Equity Analysis Tool and adapt as needed for use by BLTs/PLTs.

Partnership Committee. The SPS and the SEA will create a Partnership Committee consisting of 5 appointees of SPS, (one of which is appointed by the Department of Racial Equity Advancement), . 5 appointees of the SEA, (one of which is appointed by the Seattle Education Association Center for Race and Equity), . and 3 non-voting community members selected by the parties using agreed upon selection criteria, after the initial convening of the Committee. Each member must commit to serve for a 12-month period. The parties will make their best effort to assure that the Committee reflects racial and ethnic diversity. The purpose of the committee will be to address the issues of the achievement gap. The Partnership Committee will: a. Convene monthly. b. Identify and make recommendations to the Leadership Committee on best practices and initiatives that focus on reducing disproportionality in student learning. c. Identify and work with internal committees, task forces, groups, individual staff members, etc. that are working to increase racial equity and reduce disproportionality in an effort to align and coordinate initiatives. d. Identify human and financial resources that could support school-level and District-level initiatives. e. In May of each year, the committee will give a written report to the Leadership Committee that will discuss the District’s progress in ensuring racial equity and eliminating disproportionate discipline and include recommended strategies for use at the District, program and school level. The District will provide to the Committee disaggregated student data on discipline and graduation rates by race/ethnicity, age, gender, and ELL or special education status. f. Disproportionate discipline and the achievement and opportunity gap are present in every school, school and need to be addressed everywhere as soon as possible. In May of each year, the Committee will make a recommendation to the Leadership Committee regarding the continuation or expansion of the number of Racial Equity Teams, and/or a recommendation to pursue an alternative strategic initiative to eliminate disproportionate discipline. g. Screen applications and select the schools for Racial Equity Teams by week 6 of the start of the school year, review the work of building Racial Equity Teams, and make recommendations regarding how to share their learnings and best practices. h. Partnership committee will, as determined by recommendation from SEA CRE and DREA, to approve the yearly payment of the RET stipend to buildings/programs based on requirements of racial equity teams being met (requirements of the racial equity teams are jointly agreed upon by the Partnership Committee, including DREA and SEA CRE). i. The District will set aside at least one-half day of a District Contractual TRI day for training related to racial equity each year, to be planned by the Partnership Committee. All SAEOPs and Paraprofessionals will be invited and allowed to participate and paid for their time. j. Ensure that ongoing training on implicit bias and on Board Policy 0030, Ensuring Educational and Racial Equity, is provided to all staff. k. Review SPS progress on recruiting and retaining educators of color, color and make recommendations as appropriate. l. Review the SPS Racial and Equity Analysis Tool and adapt as needed for use by BLTs/PLTs.

Partnership Committee. The SPS and the SEA will create a Partnership Committee consisting of 5 appointees of SPS, (one of which is appointed by the Department of Racial Equity Advancement), 5 appointees of the SEA, (one of which is appointed by the Seattle Education Association Center for Race and Equity), and 3 non-voting community members selected by the parties using agreed upon selection criteria, after the initial convening of the Committee. Each member must commit to serve for a 12-month period. The parties will make their best effort to assure that the Committee reflects racial and ethnic diversity. The purpose of the committee will be to address the issues of the achievement gap. The Partnership Committee will: a. Convene monthly. b. Identify and make recommendations to the Leadership Committee on best practices and initiatives that focus on reducing disproportionality in student learning. c. Identify and work with internal committees, task forces, groups, individual staff members, etc. that are working to increase racial equity and reduce disproportionality in an effort to align and coordinate initiatives. d. Identify human and financial resources that could support school-level and District-level initiatives. e. In May of each year, the committee will give a written report to the Leadership Committee that will discuss the District’s progress in ensuring racial equity and eliminating disproportionate discipline and include recommended strategies for use at the District, program and school level. The District will provide to the Committee disaggregated student data on discipline and graduation rates by race/ethnicity, age, gender, and ELL or special education status. f. Disproportionate discipline and the achievement and opportunity gap are present in every school, and need to be addressed everywhere as soon as possible. In May of each year, the Committee will make a recommendation to the Leadership Committee regarding the continuation or expansion of the number of Racial Equity Teams, and/or a recommendation to pursue an alternative strategic initiative to eliminate disproportionate discipline. g. Screen applications and select the schools for Racial Equity Teams by week 6 of the start of the school year, review the work of building Racial Equity Teams, and make recommendations regarding how to share their learnings and best practices. h. Partnership committee will, as determined by recommendation from SEA CRE and DREA, to approve the yearly payment of the RET stipend to buildings/programs based on requirements of racial equity teams being met (requirements of the racial equity teams are jointly agreed upon by the Partnership Committee, including DREA and SEA CRE). i. The District will set aside at least one-half day of a District Contractual contractual day for training related to racial equity each year, to be planned by the Partnership Committee. All SAEOPs and Paraprofessionals will be invited and allowed to participate and paid for their time. j. Ensure that ongoing training on implicit bias and on Board Policy 0030, Ensuring Educational and Racial Equity, is provided to all staff. k. Review SPS progress on recruiting and retaining educators of color, color and make recommendations as appropriate. l. Review the SPS Racial and Equity Analysis Tool and adapt as needed for use by BLTsBLT/PLTs.