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Board receives equity committee work plan update; cultural humility training expands to levels 2 and 3
Summary
Trustees heard an update on the district's equity study follow-up and the status of mandatory cultural humility training; leaders reported embedding 10 high-leverage recommendations into the strategic plan and increasing staff completion rates for Level 2 training to 39%.
Spring Independent School District leaders gave a progress report Jan. 16 on the equity study and the district's ongoing equity work plan, describing how the board-adopted high-leverage recommendations are being incorporated into the strategic plan and daily operations.
What the board heard - Equity study follow-up: The district aligned the study's 10 high-leverage recommendations with strategic-plan priorities and built a monthly monitoring calendar. The plan lists owners, long-term outcomes and progress measures for each recommendation so that equity is embedded rather than treated as a separate add-on. - Cultural humility training: The district is delivering a three-level cultural competence/humility program for staff. Level 1 is assigned through Vector Solutions for all new hires; Level 2 (deeper facilitated professional learning) completion increased from around 4% last year to 39% this year. Level 3 launched in summer 2024 and is at 3% completion for staff so far. - Sample measures and actions: Examples presented included SEL curriculum alignment (Quaver and 7 Mindsets), discipline-review trainings tied to state requirements (chapter 37 and IDEA references), and a review and strengthening of the special-education referral process and RTI workflows.
Why it matters: The equity update translates the 2021 equity study's recommendations into operational steps and monitoring, from SEL and discipline to advanced-course access and supports for students with disabilities. The training program and embedded KPIs aim to reduce disparities in outcomes across student groups.
Board response and next steps Trustees praised the work plan and asked that the monitoring items be added to the board's formal monitoring calendar. Staff were asked to continue publishing measurable KPIs and the timeline for completing Level 2 and Level 3 training for all relevant employees. Trustees emphasized student voice as a complement to quantitative measures and thanked volunteers and staff who served on the steering and implementation committees.
Ending: District staff said the equity work will remain a continuing, embedded strand of the strategic plan and that the administrative monitoring committee will report progress monthly.
