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District expands restorative-practices training, links rollout to declines in suspensions and referrals
Summary
Staff described a multi-cohort restorative-practices rollout based on the IIRP model, with trainer-administrators and RP champions in buildings, cohort benchmarks for classroom treatment agreements, and planned training dates; they linked the approach to declining referrals and suspensions.
Red Clay Consolidated School District staff outlined a districtwide restorative-practices (RP) rollout and described links to declining disciplinary referrals and suspensions.
Presenters said the district adopted the IIRP (Institute for Instrumental Restorative Practices) model and is delivering cohort-based training across buildings. "So restorative practices really does tie into a lot of the metrics that we talked about earlier, whether it's attendance or the general plan," a staff presenter said, explaining that RP focuses on relationships, structured conversations and repair work rather than exclusionary discipline.
Implementation details: the district trained cohort 1 in August and cohort 2 in October; it expects cohort 3 in August and cohort 4 in October of the next cycle. Benchmarks discussed include shared treatment agreements in classrooms with expectations of about 50% implementation for cohort 1 and 25% for cohort 2 as of the midyear walkthrough data. The district also trained school resource officers and related service staff and is working with the Lincoln Center for coaching supports and professional development.
Measurement and coaching: presenters acknowledged philosophical and measurement challenges for RP but said the expected measurable outcomes will appear in reduced exclusionary discipline, referral patterns and possibly teacher retention. The district said it collects participant feedback after sessions and runs monthly RP networking sessions to sustain implementation and provide on-demand coaching for building-level champions.
What's next: staff will continue cohort training, expand targeted coaching and share implementation datasets on request. Board members asked about measurable indicators and staff pointed to survey feedback, attendance at networking and coaching sessions, and discipline trend lines as early signals of implementation fidelity and impact.
