Key Organizational Priorities

21-22 EOY TARGET

​

21-22 EOY PROGRESS

State Assessment Growth

Exceed State averages for ELA and Math

No new data

MAP Grade Level Performance

Network 50% students exceed 50% proficiency in ELA amd 45% in Math

*School Targets on Next Slide

New data to be shared at Feb

Staff Retention

80% staff retained YTD for teachers and 85% for non-teachers staff

Attrition data shared in deck

Staff Satisfaction

DEI Survey

• Remain Advanced Stage with Increase in diversity (72), inclusion (66) and equity scores (64)

Insight Scores

• Learning Environment (7.0 or higher)
• Diversity, Equity and Inclusion (7.0 or higher)
• Instructional planning (increase from 4.9)

Data to be shared in Feb.

Overall Financial Health

Organization meeting EOY budget targets (positive net income of at least $500K)

Ongoing and on target

Fundraising

Philanthropy target of uncommitted amount of $330K

Parson grant submitted for $150K

Facilities Pipeline

School Sites have private sites identified before July 1, 2022

Facility on target for Summer 2022

Family Recruitment / School Enrollment

80% of available sets are confirmed and re-enrollment is over 90%

89% retention for FY 21-22 and shared in deck

Parent Satisfaction

Engagement, Safety and Climate above 85%

Goal is 100% parent conferences

Student Discipline Suspension/Expulsion

Less than 2% suspension and expulsion

6 Sus/Exp

Goal

Objective for the year

Successfully Manage Senior Leadership Team and Direct Reports & Build Internal Capacity to Sustain Transformative Impact

• Recruitment for Chief of Staff, Chief Schools Officer, Chief of Talent and Special Education, Director of DEIA, and Director of People and Culture-will be completed in the next two months.
• Implement 360s for all leaders in January
• Codify systems and structures with decision making includes transparency and voice in change/decisions
• Innovation increases and success in strategy and leaders annual plans.

Win on Strategy & Initiatives

• Updated provided in CEO email on action steps taken.

Elevate the Equitas Board

• Added 2 governance committee members
• Creating stronger communication systems with senior leadership performance, retention, and management

Department

Black

Latinx

Asian

Multi

BIPOC

White

Unspecified

Teachers

(Homeroom, Enrichment, SPED, Apprentice)

8%

35%

5%

6%

54%

42%

4%

School Leaders

(Deans, ASDs, SDs)

29%

14%

36%

7%

86%

7%

7%

School Operations

(Housekeeping, Nutrition, SOMs, OCs, SCs)

0%

100%

0%

0%

100%

0%

0%

Classified Instruction

(Rec Aides, BIs, IAs, Culture Coords, Counselors)

11%

73%

3%

3%

90%

10%

0%

Network

(All Chiefs, Directors, Network Managers)

9%

57%

9%

0%

75%

22%

4%

All Staff

8%

55%

6%

4%

73%

24%

3%

Department

Black

Latinx

Asian

Multi

BIPOC

White

Unspecified

Equitas Academy

8%

28%

4%

8%

48%

44%

8%

Equitas Academy #2

​

10%

30%

5%

20%

65%

35%

0%

Equitas Academy #3

8%

40%

8%

4%

60%

40%

0%

Equitas Academy #4

​

11%

31%

5%

0%

47%

47%

5%

Equitas Academy #5

​

17%

17%

0%

0%

33%

67%

0%

Equitas Academy #6

0%

56%

0%

0%

56%

33%

11%

Average in California *

3%

17%

6%

2.5%

28.5%

70.5%

1%

​

Black

Latinx

Asian

Multi

BIPOC

White

Unspecified

Leaders (Payroll Managers)

19%

38%

16%

3%

76%

22%

2%

All Staff

​

8%

55%

6%

4%

73%

24%

3%

Year

Teachers

Leaders

Instructional Support Staff

All School Staff

Theme

2021

34

16 growth (47%)

18 attrition (53%)

2 one-time funding

7

2 one-time funding

17

6 one-time funding

58

Re-entry & One-Time Funding

2020

35

17 growth (49%)

18 attrition (51%)

2

1

38

COVID Pandemic

2019

30

11 growth (37%)

19 attrition (63%)

4

6

40

Teacher Shortage

2018

43

19 growth (44%)

24 attrition (56%)

2

5

50

Building Systems

Schools

Total Teacher Vacancies

Current Teacher Vacancies

% of all teacher positions vacant

Total Support Vacancies

Current Support Vacancies

% of all support positions vacant

EQ

5

0

0%

5.5

0.5

6%

EQ2

7

1

5%

2

0

0%

EQ3

4

0

0%

5

0

0%

EQ4

14

1

4%

5

2

29%

EQ5

0

0

0%

1

0

0%

EQ6

6

0

0%

2

1

50%

Schools

Total Teacher Vacancies

Teachers Hired

Current Vacancies

% of Vacancies filled as of 11/9

% of Vacancies filled as of 9/9

% of Vacancies filled as of 7/9

% of Vacancies filled as of 5/9

EQ

5

5

0

100%

100%

80%

100%

EQ2

7

6

1

85%

71%

57%

100%

EQ3

4

4

0

100%

75%

50%

0%

EQ4

14

13

1

93%

86%

57%

70%

EQ5

0

0

0

N/A

N/A

N/A

N/A

EQ6

6

5

1

83%

100%

83%

50%

Schools

Total Instructional Support

Vacancies

Instructional Support Hires

Current Vacancies

% of Vacancies filled as of 11/9

% of Vacancies filled as of 9/9

% of Vacancies filled as of 7/9

EQ

5.5

5

0.5

91%

55%

55%

EQ2

2

2

0

100%

50%

0%

EQ3

5

5

0

100%

100%

40%

EQ4

5

3

2

60%

80%

20%

EQ5

1

1

0

100%

100%

100%

EQ6

2

1

1

50%

100%

100%

Strengths

Gaps

Strong environment for learning

• Students and their teachers demonstrate a joy for learning through positive relationships and strong classroom culture.

High Quality Curriculum Adoption

• Students experiencing materials (including texts and questions/tasks) that are culturally relevant in math and ELA classrooms.

​

Curriculum to Integrity

• Inconsistent utilizing materials from the adopted curriculum
• Prompts/questions NOT focused on the most important skill or content of the lesson.

​

For EQ6: Strong Environment of Learning

• In some kinder classes, student cultures is a barrier to learning