Educator diversity

Aurora Public Schools’ principals more racially diverse this year, but district still lagging behind

File photo of kindergarten students at Laredo Elementary in Aurora.

In the most diverse city in Colorado, school district officials have struggled to hire and retain principals of color.

The issue isn’t unique to Aurora Public Schools. But one change made three years ago to how Aurora hires principals is now slowly increasing diversity among school leaders, officials say.

The revamped hiring process wasn’t aimed at increasing diversity, but rather at increasing quality and minimizing biased or preferential hiring decisions, officials say.

“Systems that are more likely to have bias are less likely to have diversity,” said John Youngquist, Aurora’s chief academic officer. “Systems that are engaging these kinds of processes that allow people to demonstrate behaviors they’ve practiced over time are ones that allow those high quality candidates to get to the top. I know is this is a practice that increases the level of diversity.”

This fall, 10 percent of Aurora principals are black, and 14 percent are Hispanic, up from 9 percent that were black and 7 percent that were Hispanic last year.

It’s an improvement, but the numbers still represent a gap with the diversity in the district and in the city. Eighteen percent of Aurora Public Schools students are black and more than 50 percent are Hispanic. The city of Aurora has similar demographics, according to the most recent U.S. Census estimates.

State data tracking both principals and assistant principals by race showed the Aurora district had lower percentages of school leaders who were black or Hispanic in 2016 than in 2013. Numbers for the current school year are not yet available.

This year, the numbers of teachers who are not white are smaller and farther from representing the student or community demographics than they are for principals.

Research has shown that students of color benefit from having teachers of color. Having diverse and highly qualified principals helps leaders in turn attract and hire high quality and diverse teachers, Youngquist said.

Aurora superintendent Rico Munn said that increasing diversity is a priority but said he isn’t sure how many educators of color Aurora schools should aspire to have.

“For our workforce to mirror the community, I don’t know that there’s enough educators in the state,” Munn said.

Elizabeth Meyer, associate professor of education and associate dean for undergraduate and teacher education at CU Boulder, said all districts should be striving to see an upward trend in the numbers, not necessarily trying to reach a certain percentage as a goal.

She said that issues in diversifying teachers and principal pools are similar, but that teachers of color who are supported can be the ones who can then go on and become principals.

“We’re already limited because teaching demographics are overwhelmingly white women,” Meyer said. “We do need to find ways to make teaching a more desirable profession, especially for people of color.”

Meyer said that while there are nationwide and statewide issues to be addressed, districts need to incentivize teachers by paying higher wages, create environments that are inclusive for teachers already in the district and have visible leaders of color.

“It’s not enough to just want to recruit people in,” Meyer said. “Retention is the other part of the problem.”

When Youngquist’s office led the change in how the Aurora district hires principals, the focus was to increase the quality of school leaders and remove bias that could allow a person to be invited into the process “just with a tap on the shoulder,” he said.

The new process requires a team of district leaders and other principals to observe candidates as they are asked to model practices through scenarios and demonstrations of situations they’re likely to confront as principals.

Yolanda Greer, principal of Aurora’s Vista Peak Exploratory was one of the first to go through that new hiring process three years ago.

Yolanda Greer, principal of Vista Peak Exploratory in Aurora.

“I will tell you at the end of it I certainly felt like I had been through a triathalon of some sorts,” Greer said. “But I do recall saying at every point, ‘I’m so impressed. I’m so appreciative that APS is taking the thoughtfulness that went behind creating this process to make sure we have leaders that are prepared.’ It made me want to be here even more.”

Speaking at a community meeting last month, Munn said the neighboring districts of Denver and Cherry Creek can offer more money, so Aurora must focus on other appeals to hire and retain diverse educators.

“We have to think about what’s the right atmosphere or what’s the right way that we can recruit or retain people in a way that makes them want to be part of what we’re doing here in APS,” Munn said. “Our ultimate winning advantage there is that we have a strong connection to the community. We also demonstrate to potential staff members that we are a district that has momentum. We are a district where there is opportunity. We are a district that can truly impact the community that we serve.”

Greer said she felt that draw to Aurora long before she applied for the principal position.

“I think because there was a public perception that Aurora was an underdog,” Greer said. “It’s a great opportunity to not only impact the school but the district and community.”

Though Aurora district officials are happy with how the principal process is playing out, they started working with a Virginia-based consultant last year to look at all hiring practices in the district. Munn said part of that work will include looking at whether the district is doing enough to increase diversity.

Like most school districts, Aurora has sent officials to recruit new educators from Historically Black Colleges and Hispanic Serving Institutions.

One thing that Greer said is in a district’s control is allowing a culture where issues of inequity can be discussed. In Aurora, she said she feels comfortable raising issues of student equity if she sees them.

For her, seeing other people of color in leadership positions in the district, including the superintendent, also made her feel welcome.

“In Aurora when I walk into leadership meetings, there’s a lot of people that look like me, so there’s that connectivity,” Greer said. “There’s open conversations and people listen.”

Earlier this year, Greer was reminded of the impact that leaders of color can have when her elementary students were asked to dress up for the job they hoped to have when they grew up.

Several of the students came to school dressed as their principal, Greer said.

“I want to make sure students of color can see someone that looks like them,” she said. “When they can see me in the specific role in education and they can say, ‘Wow, that can be something admirable and I want to aspire to that,’ it’s a big deal.”

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Sayonara, SESIS: New York City to scrap its beleaguered special education data system

PHOTO: Patrick Wall/Chalkbeat

New York City is scrapping a special education data system that has frustrated educators since it launched nearly a decade ago.

The troubles of SESIS, as the city’s Special Education Student Information System is called, are well known. Since its launch in 2011, the system — which required over $130 million to build — cost the city tens of millions of dollars in settlements, at times malfunctioned more than 800,000 times a day, and made it difficult to track whether students with disabilities are getting the services they need.

Education department officials said they have been able to “stabilize” the system in recent years. But they also have concluded that an entirely different system is needed. On Friday, they announced that they would phase SESIS out and replace it with something new — at a cost and on a timeline that is not yet clear.

The announcement comes on the eve of a City Council hearing set for Monday where council members say they will press for more transparency about special education.

“It was originally designed as a document management system,” Lauren Siciliano, the education department’s Deputy Chief Operating Officer, said about SESIS. “Think more of a filing cabinet right now as opposed to being able to follow a student through the process.”

Special education teachers often spent hours navigating a maze of drop-down menus — inputting data such as whether they met with a student and for how long — only to experience error messages that erased their answers.

Megan Moskop, a former special education teacher at M.S. 324 in Washington Heights, said she once encountered 41 error messages in two hours. What’s more, she said, the system didn’t reflect the experiences she had with her students.

“At the end of the day, I would be expected to go in, mark that they are present, mark whether they made progress toward a goal,” Moskop said. “It’s very standardized.”

It is not yet clear how quickly the education department will phase SESIS out. Officials said the city would begin a multistage process of identifying a vendor to create a new system by the end of March, then would ask for more detailed plans by the end of 2019. An official purchasing process would happen after that, Siciliano said, meaning that construction of  a new system will not begin for well over a year. Families and educators would be consulted throughout, officials said.

Linda Chen, the department’s chief academic officer, said a new system would lead to tangible improvements for students with disabilities.

“I do think that if we have clear and reliable visibility into the data it would absolutely allow us to better serve our students,” Chen said.

Flaws with SESIS have made it difficult to know how well the city is serving students with disabilities. Because the system was not set up to communicate with other city databases, city officials have had to manually tabulate data across systems. And the annual reports that show whether students are receiving required services may not be accurate because of the system’s flaws, officials have warned.

The system’s glitches also made the user experience so cumbersome that teachers had to spend time on nights and weekends entering data. An arbitrator eventually ordered the city to pay over $38 million in teacher overtime.

Additionally, the system has sparked legal action. Former Public Advocate Letitia James filed a lawsuit claiming that SESIS was to blame for some children not receiving services as well as lost Medicaid payments. Between 2012 and 2015, according to the IBO, the city collected $373 million less in Medicaid reimbursements than officials projected.

Some advocates said that given SESIS’s troubled history, it makes sense to find alternatives.

“There has to be a strong data system in place,” said Maggie Moroff, a disability policy expert at Advocates for Children, a nonprofit advocacy organization. “We are eager to see a better system to be put in place, but are really worried about that transition period.”

Advocates have also pushed the city to make the data SESIS tracks directly available to parents.

“We will absolutely be looking at that,” Siciliano said.

next steps

Charter schools racing to find new buildings as district ends their leases

PHOTO: Koby Levin
Escuela Avancemos will move to a new building.

At least two Detroit charter schools are racing against the clock to find new buildings for more than 500 students next fall after the city district decided not to renew their leases.

It’s the latest move in an ongoing effort by the Detroit Public Schools Community District to get out of the charter business, and it means another bout of uncertainty for schools that enroll hundreds of children in Detroit.

Leaders of GEE-Edmonson Academy and GEE-White Academy face the daunting challenge of finding new buildings before the start of the next school year. Another school, Escuela Avancemos, already found a new building. More schools, including Rutherford Winans Academy, have leases that expire this year, but their representatives did not return requests for comment on whether their lease was renewed.

Most students at the two schools run by Global Educational Excellence (GEE) walk every day, Superintendent Michael Conran said. If a new building can’t be found in those neighborhoods, the school’s would face new transportation challenges, casting doubt on their ability to maintain their enrollment.

“We were clearly not anticipating that the leases would not be renewed,” Conran said. “That news came pretty late, I believe it was after the New Year. That’s quite a notification to the boards in such a short period of time.”

The challenges for these schools don’t end there. The district could also decline to renew their charters for the GEE schools when they expire in June, potentially forcing them to find new backers as well as new buildings.

More than one charter school has already jumped ship. Escuela Avancemos, a small school in southwest Detroit, will begin the coming year in a new building and with a new authorizer, Central Michigan University. Officials had begun searching for a new building even before they were notified last month that their lease would not be renewed.

“For the protection of our school, we’ve had to take matters into our own hands to guarantee our future,” said Sean Townsin, principal at Escuela Avancemos.

Superintendent Nikolai Vitti made clear soon after he took the helm of the district in 2017 that he believed the district’s resources should be channeled toward its own students, not toward charter schools.

He reiterated that position last year when the district severed its ties with a three-school network of charter schools, forcing it to scramble to find new buildings and a new charter. Parents were forced to choose between an extraordinarily long commute to the new site and making an unwanted switch to another school. Enrollment was cut in half.

Supporters of the move pointed out at the time that those schools had been district schools until they were spun off by state-appointed emergency managers. In a city with lots of school options and few quality schools, they argued, some consolidation is necessary.

Most charters in Detroit are overseen by Michigan’s public universities, but 10 schools are supervised by the Detroit district.

A handful of those schools also rent their school buildings from the district, putting them in a particularly vulnerable position should the district decide that it would rather not support charter schools — its chief competitors for students and state funding.

In a statement about those schools, Chrystal Wilson, a spokeswoman for the district, said the the charter schools could eventually be replaced with district schools.

“Now that we have the leadership to rebuild the district, we need to review and maximize our property assets. This means possibly re-using currently leased schools for new DPSCD schools, replacing older buildings with high repair costs, or adding a school in an area where facility usage and class sizes are high where another traditional public school does not exist. We understand and accept if district charters are leaving for other authorizers.”

No matter the district’s plans, Conran said the Global Educational Excellence schools would continue trying to serve students.

But he asked for transparency from the district and time to plan.

“I’m just simply waiting to hear from DPS any decisions they anticipate making in as timely a manner as we need to make sure we can continue to support these students and their families,” he said.