FONTANA IS STRONGER TOGETHER #4 (Special Education Edition)

Dear Fontana Community:

This past week has been a whirlwind for all of us. For those who are providing essential services such as doctors, nurses, hospital staff, first responders (police, fire, EMT’s), pharmacists, delivery drivers, grocery store employees, restaurant & fast-food workers, truck drivers, and my fellow educators who are providing free lunch, sanitizing facilities, educating our scholars virtually, and providing child care, and many other essential workers, a BIG THANK YOU to all of you!  We will get through this by uniting and coming together.  By putting aside our differences and collaborating for the greater good.

With that being said, I promised in an earlier blog to provide an update on special education services as guidance became available.  On March 21st, the U.S. Department of Education provided this guidance (here) on how to best serve our children with disabilities during the COVID-19 crisis. The guidance, in my opinion, is still not the clearest, but it does encourage us all (parents, teachers, administrators, advocates, and stakeholders) flexibility to innovate during this time of crisis.

For example, the guidance notes that students with disabilities still must be provided services in new and innovative ways.  We are in a “unique and ever-changing environment” and may require services to be provided through distance instruction provided virtually, online, or telephonically.  “The Department understands that, during this national emergency, schools may not be able to provide all services in the same manner they are typically provided. While some schools might choose to safely, and in accordance with state law, provide certain IEP services to some students in-person, it may be unfeasible or unsafe for some institutions, during current emergency school closures, to provide hands-on physical therapy, occupational therapy, or tactile sign language educational services.”

One thing for sure, the guidance does say that how a student’s free and appropriate public education (FAPE) is provided will require as I said earlier for ALL of us to collaborate creatively to continue to meet the needs of our students with disabilities.  We are in an unprecedented situation, and some flexibility (including with special education law timelines) will be needed as we all continue to serve students with special needs.  This is no time to be adversarial with each other and come together to serve our scholars to the best of our abilities.

May you all continue to stay healthy physically and mentally!

In partnership,

Mars Serna
Vice President
Fontana USD Board of Education

FONTANA IS STRONGER TOGETHER #3

Dear FUSD Community:

Fontana Unified School District and all other school districts in San Bernardino County have decided to continue closures of all K-12 schools to students through May 1. This is a joint effort with San Bernardino County Superintendent of Schools and County of San Bernardino Department of Public Health to help slow the spread of Novel Coronavirus (COVID-19) in our county.

Also, Governor Newsom announced that California is on a “stay at home” order effective March 19, 2020. At this time, the order does NOT change or impact our educational role as we are still considered essential, and we will have to continue innovative ways to carry out the following essential services:

  • Meals being prepared and delivered to students.
  • Any function associated with keeping the continuity of learning moving forward.

Please see the link for the full announcement and Executive Order from the Governor at https://covid19.ca.gov/stay-home-except-for-essential-needs/

For additional guidance on essential functions, and furthermore, our role as essential employees, please see information at https://www.cisa.gov/government-facilities-sector

The Education Facilities Subsector covers pre-kindergarten through grade 12 schools, institutions of higher education, and business and trade schools. The subsector includes facilities that are owned by both government and private sector entities.

I truly hope these blogs are helping answer a few questions you all may have.  Stay well and safe!

In partnership,

Mars Serna
Vice President
Fontana Board of Education

FONTANA IS STRONGER TOGETHER #2

Dear FUSD Community:

One thing that this crisis has shown us is how resilient we are in our varying roles. This crisis has made us use our critical thinking skills much more than ever.  School staffs across this state and country have had to change the way we educate our scholars within a few days if not hours.  In FUSD, you have been asked to teach and serve over 33,000 students through distance learning, providing free breakfast and lunch, cleaning and sanitizing, communicating with families, and a myriad of other duties while keeping equity in the forefront and balancing caring for yourself and your own families.

As your board member, I have fielded minimal complaints and have found that many who have connected with me have suggested solutions on how we should move forward collectively. Through this venue, it is my goal to give some updates from a macro (State, Federal & County) and micro (FUSD) level.  Here are a few things that I have learned from participating in various discussions in the past day:

State Testing

Governor Newsom has canceled all required assessments for the remainder of the 2019-20 school year, pending the approval of a federal waiver. “This time is stressful enough for students, families, and educators without the additional burden of annual testing,” Newsom said. “This is an unprecedented time, and our main focus is on supporting the mental and socioemotional health of students while continuing to provide educational opportunities such as distance learning.”

Distance Learning

State Superintendent of Public Instruction Tony Thurmond and some of his CDE staff held a webinar yesterday regarding clarification of the recent Executive Order from Governor Newsom related to education during school closures. Of particular interest to me were the guidelines provided for distance/online learning and special education services. I know in FUSD, our administrators, teachers, and support staff have been working hard and have developed many learning opportunities for our scholars. Everyone wants to get this right for your child and all of our community’s children. I can say that many parents have realized how hard our teachers work to develop lesson plans and deliver various curricular tools.

Special Education

Currently, the federal government has not waived the Individuals with Disabilities Education Act (IDEA), but the federal government is allowing some flexibility.  Our state is also waiving some requirements.  Districts across the country will be trying different approaches to meet our scholar’s needs.  We will be learning innovative ways, but it will look different in all our communities.  

Labor Unions

Our local unions (FTA, USW 8599, & Fontana School Police) have been very patient through this process.  There have been many questions and challenges with collective bargaining issues.  I want to thank our local union leaders and administrative teams for working together through this process.  At the state level, our state Superintendent Tony Thurmond will be meeting with California labor leaders to help bring about guidance to help us to move in solidarity.

I understand that there is a lot of anxiety and stress, but if we continue to work together, we will get through this very difficult time.  Stay safe and remember to practice good personal hygiene to stay healthy. Again, thank you to all who are working hard to serve our scholars and their families!

In partnership,

Mars Serna
Vice President
Fontana USD Board of Education

FONTANA IS STRONGER TOGETHER (Info Blog #1)

Dear Fontana USD Team Members:

Thank you to all of you who have been serving our Fontana USD scholars, their families, and our entire community during these times of crisis and high need. I also want to thank community organizers, education advocates, and businesses who have quickly pulled resources together to help ease the impact during this fluid environment.  We are in unprecedented times. The health concerns caused by the Coronavirus have affected all of us in some way.  I am truly grateful to all of you who are “leading from the seats that you sit in” for acting diligently to reduce the incidence of the Coronavirus spread.

Over the past week, I have received many calls, texts, and emails from administrators, teachers, staff, parents, and community members regarding the process of closing schools, staffing essential services, and what is next.  I want to remind all of us that we are in unprecedented times. There are currently more questions than answers. Please be assured that whether it is at our local, state, or federal level, we are only getting information as quickly as it comes and disseminating it accordingly. We are in a very fluid situation that changes very quickly. As leaders, we do not have all the answers, but we hope to share what we know when it becomes available.

Although our schools are closed, we are still required to provide essential services to our school community.  Here’s some guidance given by the CDE that may help you all understand why some of you are possibly working during this crisis:

School Meal Guidance

  • Schools that are approved to operate National School Lunch Program Seamless Summer Option or Summer Food Service Program can continue to serve meals during COVID-19 at school sites that are closed and offer shelf-stable meals for multiple days.
  • To be eligible for federal reimbursement, meals can be served to all children where 50 percent or more of the children are eligible for free and reduced-price meals.  In communities with less than 50 percent free or reduced-priced meals, meal service must be focused on children who qualify.
  • Schools do not need to distribute meals on-site and can distribute them at another site that is accessible and convenient to the community.  It is also recommended that meals are consumed offsite, but may be consumed onsite if social distancing and sanitation guidelines are followed.
  • To ensure families are aware of the availability of meals, a wide range of communication in multiple languages should be considered, such as public announcements on radio or television.

Care and Supervision Guidance

  • LEAs that have physically closed should develop a plan to ensure students are supervised during school hours.  Options include (1) using school sites as a pop-up childcare or (2) partnering with local resource and referral agencies to connect families with care, and providing families with a list of programs that remain open.

Distance Learning Guidance

The guidance is meant to assist LEAs in creating high-quality distance learning during the pandemic.  The ability of LEAs to create these programs will be challenged by the present circumstances.  However, to the extent the district can create these programs, a careful review of this section will help assist in this process.  Highlights include:

  • A curated list of resources that will support educators and students with an online educational platform.
  • Strategies to help teachers keep students engaged while learning remotely.  This includes being present as an instructor, encouraging group learning, and avoiding assigning long text passages or videos.
  • It provides best practices to ensure resources are accessible for all students, specifically our students with disabilities, English learners, and economically disadvantaged pupils.

You can find additional information here: https://www.cde.ca.gov/ls/he/hn/guidance.asp?utm_source=All+Member+031620&utm_campaign=9be221eaa1-EMAIL_CAMPAIGN_2020_03_18_01_39&utm_medium=email&utm_term=0_7bab94cb24-9be221eaa1-276148845

There are other requirements in the area of Special Education, Social Emotional and Mental Health, along with other areas of focus that I hope to write about soon.

Please remember, that we are all going through this together. This will be a very bumpy ride. As 1/5 of your governance team, I truly understand your frustration. Many of you will be asked to serve our community. During a large-scale disaster or as we are in this COVID 19 crisis, we as public employees are by law disaster service workers.

I ask each of you to please not attack your administration or leadership teams. We are all going to try to get through this as best as we can. Please be patient through this process!

Thank you for your cooperation and understanding!

In partnership,

Mars Serna
Vice President
Fontana USD Board of Education

 

 

 

 

Assumptions are not always Reality

DontAssumeMaking assumptions is natural for all of us. It’s an easy way to respond or imagine what might be going on in someone’s else’s head or a coping mechanism to understand why a person has taken a particular course of action. We don’t normally do it consciously, but we make a guess based on our imagination, past experiences or wishful thinking.

During my last two school board elections and now having served 8 months on the Fontana School Board, I have to remind those who I come into contact with to not make assumptions. Assumptions are dangerous because our brains will fill in information where gaps exist. Sometimes the information in those gaps are good, but most of the time you fill those gaps with bad information.

In order to reduce assumptions, individuals need to have a willingness to ask questions. When you get information straight from the “horse’s mouth,” there is no need to fill those blanks with bad information. Gathering accurate information allows for connecting the dots. It’s like trying to draw a connect the dots picture without the numbers or letters. One individual will draw one thing while another will draw something completely different. Connections that don’t really exist makes people jump to conclusions that are most likely wrong.

Another area of danger is making assumptions when emotions are high. Assumptions based on emotions can cause serious problems. Assuming with no facts can lead to anger, frustration, conflict, and hurt relationships. Ascertaining facts can save you unnecessary suffering and anger. Making assumptions instead of researching the truth or checking facts is a guaranteed way to raise tension in most relationships.

Therefore, the next time you assume things, do what we used to do back in the day and call the individual on the phone or meet with the individual face to face. Using text messages or other messaging apps can also cause you to make assumptions because that method is so impersonal. A personal interaction will allow you to read body language, listen to the tone, and hopefully gather accurate information so that you won’t make assumptions. The more information gathered the better your perspective.

So, don’t limit your mind to just one way of viewing things. Perceptions and perspectives are infinite!

Measuring Family & Community Engagement in Education: “The California Way.” (Part 1 Evaluation)

National gurus of family engagement research such as Dr. Karen Mapp, Dr. Joyce Epstein, Anne T. Henderson, Dr. Steven Constantino and a handful of other family engagement researchers have all found through decades of research that all children benefit academically when parents and family members are engaged in the education of their children.  Over the past 5 years, the California education landscape has changed dramatically toward local control.  Legislation was passed in 2012 to the Local Control Funding Formula (LCFF) and districts are now mandated to create a Local Control Accountability Plan (LCAP) to design their respective goals and approaches towards meeting those goals.  LCAP’s require schools to set goals around eight state priorities in which family engagement is one of those eight.

Through the new California Dashboard, parents, educators, and stakeholders will be able to access information about how K-12 districts and schools are doing on multiple measures such as test scores, graduation and suspension rates, and other measures of student success.  The Dashboard will also identify strengths, weaknesses, and areas in need of improvement for schools and districts. Districts will have to report their outcomes on the eight state priorities as either a state indicator or a local indicator. Family engagement will be reported as a local indicator and is defined in a very vague way.

According to the California Department of Education, the performance standard for Parent Engagement (Priority 3) says the “LEA annually measures its progress in (1) seeking input from parents in decision-making and (2) promoting parental participation in programs. The standards for the local performance indicators are based on whether LEA’s:

  • Measure their progress on the local performance indicator based on locally available information.
  • Report the results to the LEA’s local governing board at a regularly scheduled meeting of the local governing board and to stakeholders and the public through the evaluation rubrics.
  • LEAs determine whether they have (Met, Not Met, or Not Met for Two or More Years) for each applicable local performance indicator. LEAs make this determination by using self-reflection tools included in the evaluation rubrics, which will allow them to measure and report their progress through the California School Dashboard.”

So, what does this all mean? Districts will use tools that fit their respective needs to allow them to measure and report their progress through the California School Dashboard (the state rubrics being a tool) and to their respective stakeholders. Accountability on this priority will be at the local level with no reporting to the state.  With all this being said, measuring family engagement is not an easy task.  One thing is for sure, we cannot continue to do Family Engagement work without data.  This blog is an attempt to help parents, education stakeholders and family engagement professionals gain some insight on the types of data collecting tools and some pros and cons to each.

Most districts measure their outcomes based on participation rates (e.g. attendance/sign-in sheets, visitor logs, classroom parent volunteer logs). Participation rates help satisfy compliance needs, but this effort doesn’t give us a true picture of parent engagement.  It is low effort, easily accessible, and has regency. The question is: what does this measure? It will tell you we had an awesome turnout or we need to work harder to reach out to more parents.  It can help identify parent leaders or champions.  This method and tool is also a good way to measure involvement.  But, we need to move beyond involvement and move to engagement (I hope to give a perspective of involvement versus engagement in part 2 of my series).

The next level of an evaluation tool is an Exit Ticket or a Post Event Survey. This is where we ask questions like, “Because of this meeting, I have a better understanding of what my child is learning in class” and we assign a response from “Strongly Disagree to Strongly Agree.”  This tool allows for easy accessibility to data, can be customizable and also has regency of information, but this tool can have selection bias and representativeness.  It is high effort, can help us improve the presentation style of the information and give us some generalized feedback.

Climate and perception surveys are becoming more popular in gathering data.  This tool can be used with all stakeholders such as parents, teachers, students, vendors, community partners and anyone who we have a touch point with. Climate surveys gather data on school climate and culture, types of relationships with stakeholders and safety. Perception surveys gather data around the way people feel, see and hear, and call it their reality.  These tools give us immediate feedback, can have richer data, allows for the voices of absent families to give voice, and can give cross-school comparisons. An example of a question can be, “At my child’s school: adults who work at my child’s school treat students with respect.”  We can use these very much like a “customer service satisfaction” approach to improve our family friendliness and formulate ways to improve our service to all we serve.  It too is very high effort.

Many districts create goals of strengthening school, family and community engagement and will set various strategies to accomplish these goals.  For example, “ensuring each school promotes a welcoming, supportive, safe and healthy environment.”   Using a climate or perception survey can be used to get some data, but a good strategy to gather data could be recruiting a team of parents and community stakeholders to do a “family friendly walkthrough.” This strategy is an example of higher level measuring and engagement.  A walkthrough will allow those participating to give suggestions and recommendations on improving or developing a “welcoming, supportive, safe healthy environment.”

Lastly, the best way to measure family engagement programs or initiatives is to use a method of research known as Randomized Controlled Trials (RCT).  RCT’s are quantitative, comparative, controlled experiments in which people are studied for a long period of time.  Normally you have a treatment and non-treatment group where data is studied from both groups. RCT’s are considered the most powerful ways to measure family engagement.  When all the variables are equal between groups, on average, any differences in outcome can be attributed to an intervention. The data is generally very reliable but can take a high effort and investment. This method is not often used often because it can take years to see results and generally require an outside partner such as a vendor or research university.  Also, this research has been done as previously mentioned by national parent engagement research gurus.

As school’s design programs and initiatives to genuinely engage parents, measuring parent engagement will be a critical task for schools/districts to report their engagement efforts and also help schools to effectively empower and partner with parents in supporting their children’s learning. Various tools will need to be created and used to accurately report progress on the California Dashboard.  Goals and outcomes will need to be developed collaboratively and agreed by all stakeholders.  Integration, alignment, and collaboration will be critical for the future success of our schools and communities.

Micromanaging is stifling your team!

Have you ever considered the differences between managers and micromanagers? Over the last 30 years of my career, I have had the honor of being led by many different styles of managers and I have had the honor of leading many teams. From these experiences, I have learned that being a micromanager limits trust, stifles creativity and brings down morale. Some managers think they are doing well in managing their respective teams and their team members enjoy working for them, but the reality is they would rather look to leave the team or the organization for a manager who appreciates their skills, talents and expertise.

Effective managers know how to maximize their greatest assets, their team members. They promote a culture of teamwork and trust. Not only do they instill trust, they also earn trust by inspiring team unity, loyalty, transparency and collaboration. They support the needs of their team, and they go the extra mile to motivate their team. They build strong relationships with their team members that are built on trusting and caring values. If you have a caring and trust-based relationship with your team, they recognize that your feedback and coaching is done with value to the team member and not as manipulating tool. When managers are giving recognition, it is not seen as they are trying to get “more out of the employee” but to show that you genuinely value them personally. Employees produce more when trust factors are high. The more a leader micromanages, the more individuals begin to breakdown and feel untrusted. Team members want to work for leaders who instill confidence in their team. When trust is lost, productivity goes down and people do not see their work as fun or rewarding. This leads to employees looking to work elsewhere. Individuals don’t quit their jobs, they quite the people that manage them.

When team members are initially hired, they feel like they were hired because they brought something to the table such as skills, talents and insights to their particular work and or area of responsibility. The skills, talents and insights are what fuel individual’s creative juices. Micromanaging stifles creativity and eventually team members pull back from being independent. They begin to be “gun shy” and feel they have lost their ability to work independently. When a manager second-guesses decisions, employees will stop taking initiative to act if they feel a manager is going to just come along and undermine any actions they take. Employees begin to feel like they can no longer do their job without asking for permission or they will only do what they are told to do. Employees should be given some discretion to think and act on their own. A manager’s role is to encourage and support an open decision making environment while giving them the tools and knowledge they need to make adequate decisions.

Micromanaging is almost equivalent to bullying. At first, a micromanaged employee will try his/her best to please their manager. Eventually over time, the team member will become less communicative, productive and motivated, thus bringing down their initiative to go the extra mile, decreasing productivity and lowering morale. Managers should have the autonomy to oversee, guide, coach, give clear directions and guidance, but when this goes to overseeing every detail of a project, team members will shut down and not want to produce or will only produce the minimum expectation of the task at hand.

Great managers who are not micromanagers know how to build relationships, empower team members, and focus on what team members do well in order to build a strong team around them. A strong team member produces more, is more engaged and is willing to stay longer in an organization. Managers that help their team grow and develop their individual strengths are more likely to engage their team members better, thus adding capacity for their members to develop and apply more strength in their respective tool kits.

Greetings from Planet Mars!

I want to thank those of you who have encouraged me to begin writing. I hope to educate, inspire and give overall value to each of you.  I also hope to learn from each of you who inspire me.  If you have a subject, theme or topic, please feel free to give me your ideas.

Thank you!

Mars