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Improving Performance: The Five Step Process
Mimi Lufkin
Chief Executive Officer
National Alliance for Partnerships in Equity
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Perkins Act Accountability
Core Indicators on Nontraditional CTE
• Participation in CTE programs preparing students for nontraditional fields
• Completion of CTE programs preparing students for nontraditional fields
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Nontraditional Fields
Occupations or fields of work, including careers in computer science, technology, and other current and emerging high skill occupations, for which individuals from one gender comprise less than 25 percent of the individuals employed in each such occupation or
field of work.
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STEP 1Document
Performance Results
STEP 5ImplementSolutions
STEP 4Pilot Test and
Evaluate Best Solutions
STEP 3Choose
Best Solutions
STEP 2Identify
Root Causes
The Five Step
Process
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Case Study
Read the first page of the case study to set
the stage for implementing the 5 Step Process
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Document Performance Results
Understand the problem completely before you seek solutions
• How do you analyze performance data?• What questions should be addressed?• What tools and methods can be used to present
and analyze data?• How should data quality problems be considered
in analyzing data?
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Unit of Analysis• Perkins nontraditional participation
• Perkins nontraditional completion
• Program enrollment
• Program completion
• Course enrollment
• Course completion
• More????
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Data Collection
• Gender– Male– Female
• Race/Ethnicity– American Indian or Alaskan Native– Asian or Pacific Islander– Black, non-Hispanic– Hispanic– White- non-Hispanic
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Data Collection
• Special Population– Underrepresented gender students in a nontraditional
CTE program– Single Parent– Displaced Homemaker– Limited English Proficient Students– Individuals with a Disability– Economically Disadvantaged
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Comparisons
• State performance level
• Best performer in state
• Selected peer benchmark
• Set your own benchmark
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Trends
• At least 2 years
• Preferred 3-5 years
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Case Study
• Review the first page of the case study
• From the description, why are they not meeting the nontraditional core indicator?
• Are their additional data sources they should review to help identify the problem?
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STEP 1Document
Performance Results
STEP 5ImplementSolutions
STEP 4Pilot Test and
Evaluate Best Solutions
STEP 3Choose
Best Solutions
STEP 2Identify
Root Causes
The Five Step
Process
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Why Search for Root Causes?
• Keep from fixating on the “silver bullet” strategy
• Identify the conditions or factors that cause or permit a performance gap to occur
• Focus eventual strategy selection to those that have the highest potential for success
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How to Identify Root Causes• Search for most direct and highest impact
causes
• Employ a systematic evidence-based process
• Formulate and test theories or hypotheses
• Draw on current research and evaluation
• Use multiple methods and data sources
• Likely to find multiple causes
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Identify Potential Causes• Analyzing Student Data • Reviewing Research Literature• Reviewing Program/Institutional Evaluations
and Effectiveness Reviews• Conducting Focus Groups• Brainstorming• Peer Benchmarking• Interviews• Surveys
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Review Research Summary
Nontraditional Career Preparation:
Root Causes and Strategies
• Authors: Illinois Center for Specialized Professional Support, Lynn Reha, Director and National Alliance for Partnerships in Equity, Mimi Lufkin, CEO
• Available at www.napequity.org
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Individual Root Causes Activity
• Place a sticker on the poster identifying the two most significant root causes that you have observed for students entering programs nontraditional for their gender
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Case Study
• Read page two of the case study
• What should they do next to identify the root causes for the gaps in performance they have discovered after reviewing the data?
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STEP 1Document
Performance Results
STEP 5ImplementSolutions
STEP 4Pilot Test and
Evaluate Best Solutions
STEP 3Choose
Best Solutions
STEP 2Identify
Root Causes
The Five Step
Process
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Choose Best Solutions
Don’t be too quick to adopt best practices before getting the facts straight
• How do you identify possible strategies and model practices?
• How do you evaluate strategies and models?
• How do you compare and assess alternative solutions and make a decision?
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Assessing and Comparing Alternative Strategies
• Sound Theory
• Strong Evidence
• Costs/Time of Further Testing
• Resources
• Stakeholder Support
• Failure is Expensive
• Select a Full Range of Choices
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Identify Potential Strategies and Models
• Review What Others Propose– NSF- New Formulas for America’s Workforce
• Benchmark Peers and Leading Performers– Programs and Practices That Work– Best Practices in STEM Education– EEES Best Practices
• Develop Your Own Solutions
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Review Research Summary
Nontraditional Career Preparation:
Root Causes and Strategies
• Authors: Illinois Center for Specialized Professional Support, Lynn Reha, Director and National Alliance for Partnerships in Equity, Mimi Lufkin, CEO
• Available at www.napequity.org
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Strategies for Recruitment
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Strategies for Recruitment• Review career guidance materials and practices for
gender bias and nontraditional exposure and support– Guidelines for Identifying Bias in Curriculum and Materi
alsSafe Schools Coalition
– Careers for Men in Early Childhood Education
National Association for the Education of Young Children
– Am I a Fair CounselorDestination Success, MAVCC
– Could This Be Your LifeNew Jersey Nontraditional Career Resource Center, Rutgers Univ.
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Strategies for Recruitment
• Invite, involve and educate parents
Talented Girls Bright Futures
Publication by Project Lead the Way
American Careers Magazine
Expanding Career Options Issue
Career Communications, Inc.
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Strategies for Recruitment
• Conduct middle school programs
Minot Public Schools
Minot, North Dakota
Programs and Practices That Work
2005 Award Winner
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Strategies for Recruitment
• Provide role models and mentors
Girls E-Mentoring in Science, Engineering and Technology GEM-SET
USDOL, Women’s Bureau
Engineer Girl
National Academy of Engineering
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Strategies for Recruitment
• Conduct targeted recruitment activities
Summer Camps
Men Teach
Cisco Gender Initiative Strategies
I am an Engineer
Cisco Systems, Inc.
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Strategies for Recruitment
• Conduct pre-technical training programs
Rosies Girls
Northern New England Tradeswomen
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Strategies for Recruitment
• Collaborate with community-based organizations
Operation SMART
Girls, Inc.
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Strategies for Recruitment
• Conduct professional development with teachers at all levels
Generating Expectations for Student Achievement
Graymill
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Strategies for Recruitment
• Implement and model gender-fair institutional strategies
Checking Your School for Sexism
Destination Success, MAVCC
Gender Equity Item Bank
Midwest Equity Assistance Center
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Strategies for Retention
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Strategies for Retention
• Evaluate all school materials for gender bias and positive nontraditional images
Gender Equity Tip Sheets
Are You Man Enough to Be a Nurse
Oregon Center for Nursing
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Strategies for Retention
• Increase teacher and administrator quality and equity-capacity through professional development
The Equity PrincipalGraymill
NAPE Professional Development InstituteApril 6-9, 2008
Washington, DC
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Strategies for Retention
• Increase competence in diversity and sexual harassment prevention
Gender Equity Tip Sheets
Tolerance.org
Southern Poverty Law Center
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Strategies for Retention
• Conduct nontraditional student support groups and peer counseling
Computer Clubhouse
Boston’s Museum of Science
Men In Childcare
Resources
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Strategies for Retention
• Provide nontraditional role models, mentors, and job shadowing
MentorNet
How to Plan and Facilitate a Job Shadowing Experience
Destination Success, MAVCC
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Strategies for Retention
• Invite, involve and educate parents
Career Prospects Website
VA Department of Education
Ways for Parents to Support Expanded Occupational Options
Destination Success, MAVCC
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Strategies for Retention
• Provide a continuum of support services– Tutoring– Child care– Transportation– Financial Aid– Books, Equipment, Tools, Clothing– Tuition– Modification of Curriculum, Equipment– Student/Teacher Aides– More
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Strategies for Retention
• Invite, involve, and educate business
Cisco Systems, Inc. Gender Initiative
Cisco Systems, Inc.
Society of Women Engineers
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Case Study
• Read page three of the case study
• What strategies should they implement to impact the identified root causes?
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STEP 1Document
Performance Results
STEP 5ImplementSolutions
STEP 4Pilot Test and
Evaluate Best Solutions
STEP 3Choose
Best Solutions
STEP 2Identify
Root Causes
The Five Step
Process
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STEP 1Document
Performance Results
STEP 5ImplementSolutions
STEP 4Pilot Test and
Evaluate Best Solutions
STEP 3Choose
Best Solutions
STEP 2Identify
Root Causes
The Five Step
Process
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Where to find the resources
www.stemequitypipeline.org
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Where to find the resources
www.napequity.org
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Questions?
Mimi Lufkin
Executive Director
National Alliance for Partnerships in Equity
P.O. Box 369
Cochranville, PA 19330
610-593-8038 phone
610-593-7283 fax