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Hillsborough County Public Schools, Florida
Tuesday, 09/22/2020
School Board Meeting
Title

C11.01 - Approval for the 2019/2020 Annual Educational Equity Update (Office of Innovation)

Description

The Florida Department of Education requires all districts in the State of Florida to submit an annual Educational Equity Update Report to the Office of Equal Educational Opportunity (OEEO). OEEO is responsible for the compliance oversight of the Florida Educational Equity Act (FEEA). The FEEA prohibits discrimination on the basis of race, color, national origin, sex, disability, age or marital status against students and employees.  The FEEA and the State Board of Education Rules 6A-19.001 - 19.010 require OEEO to monitor public school districts' compliance with this statute.

The annual Educational Equity Update Report (Report) is the reporting tool used by OEEO to monitor districts and ensure adherence to provisions of the laws. More specifically, OEEO monitors:

  • changes to civil rights policies and procedures,
  • strategies used to increase participation in advanced coursework by underrepresented groups,
  • gender equity in athletic programs,
  • strategies used to address employment equity by underrepresented groups,
  • implementation and evaluation of single-sex schools and classes, and
  • treatment of pregnant and parenting students.

The OEEO strives to ensure that school districts provide equal educational opportunities and access to all students.

Gap Analysis

The district continues to monitor current strategies and implement new approaches to address equity and access for all stakeholders.  Despite these efforts, the enrollment gap for underrepresented groups of students continues to exist (data provided by OEEO).  For example, during the 2019-2020 school year, the percentage of students enrolled in Level 3 courses (AP, IB, AICE, DE, and honors) are as follows: 

  • 85% white students
  • 62% black students, 
  • 71% Hispanic students, and 
  • 49% ELL students. 

In addition, there continues to be a discrepancy between the demographic makeup of district’s student body and district staff ethnicity.  

  • Site and district-based administrators: There is a 34-point difference between the percentage of students who identified as black, Hispanic, and other ethnicities compared with site and district-based administrators who identified as the same.  
  • Teachers: There is a 40-point discrepancy between the percentage of students who identified as black, Hispanic, and other ethnicities and teachers within the district.  
  • School counselors: There is a 30-point difference exists between the percentage of students who identify as black, Hispanic, and other ethnicities and school counselors within the district. 

Finally, males continue to be underrepresented in faculty positions as evidenced by the 32-point difference between the percentage of male students and male teachers

Previous Outcomes

The OEEO analysis of the 2018-2019 Equity Update Report indicated that the district is in compliance and should continue to:

1.     train staff on the implementation of nondiscrimination and harassment policies and ensure that grievance procedures and notice for reasonable accommodations are published and accessible to all stakeholders.  

2.     ensure that athletics, single-sex schools, and pregnant and parenting student programs are operated in compliance with the requirements of Title IX.

Additionally, the OEEO analysis identified the following action items:

1.     Increase enrollment of minority students in all Level 3 courses.  The data from 2014-15 to 2018-19 revealed overall enrollment increased from 70 to 75 percent.  While the enrollment of minority students in some Level 3 courses has increased slightly, enrollment gaps persist.  

2.     Increase the representation of minority employees in both administrative and faculty positions. Employment data indicated that when compared to the student population, minority employees are underrepresented in both administrative and faculty positions.  In addition, males are underrepresented in faculty positions.  

Expected Outcomes

Hillsborough County Public Schools will be in compliance with the Office of Equal Educational Opportunity’s (OEEO) monitoring requirement.  The district will continue to:

  • publish and disseminate nondiscrimination notifications to all stakeholders.
  • focus efforts on improving the educational opportunities and access for all students as indicated by goals that focus on increasing enrollment for black, black male, Hispanic, Hispanic male, and ELL students in order to close existing gaps.  
  • monitor existing methods and implement new strategies to increase minority and male representation in administrative and faculty positions in order to reflect the district’s student and community ethnicity.  
  • monitor and ensure gender equity and access in athletics, single-sex schools, and within pregnant and parenting student programs

Strategic Plan Goal

* Improve the high school graduation rate

* Improve Student Achievement

* Provide a student-centered learning environment that engages every child

* Recruit, support, and retain a highly effective and diverse workforce

* Develop a culture of respect, trust, collaboration and equity

* Engage and communicate with families and stakeholders

* Continuously improve processes and systems

Recommendation

That the Hillsborough County School Board approve the Annual Educational Equity Update for the 2019-2020 school year. 

Contact

Dr. Pansy Houghton, Executive Officer, Compliance, pansy.houghton@hcps.net, (813 272-4098
Dr. Hope Gonzalez, Supervisor of Compliance, hope.gonzalez@hcps.net, (813) 272-4541

Financial Impact

None

Review Comments

Van Ayres, Chief Innovation Officer (813) 273-7324