NOVEMBER 2021
TEXAS ASSOCIATION OF SCHOOL PERSONNEL ADMINISTRATORS
TASPAHR Connection Your HR Quarterly Newsletter
Growing Their Own
Denton ISD’s innovative teacher recruitment program starts in Kindergarten
Also in this issue: • Diversity, Equity & Inclusion • Personnel and Personal Pronouns
Table of Contents TASPA Staff, Executive Board & Committees
04
President’s Message
06
TASPA President Martha Carrasco
Calendar of Events
07
2021-2022 TASPA Events
Welcome New TASPA Members
08
New TASPA Members this quarter
Member Spotlight
11
Featuring Krista Marx, Elgin ISD
Growing Their Own
12
Denton ISD’s innovative program to recruit teachers starts in Kindergarten
Personnel and Personal Pronouns
14
Special Thanks
17
Gulf Coast ASPA donates to the TASPA Scholarship Fund
Exploring Dirversity, Equity and Inclusion
18
Diamond Sponsor Spotlight
20
Featuring ESS
Fall Support Staff Conference Recap
22
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Staff & Executive Board TASPA STAFF Dr. Lolly Guerra, Executive Director Mary Torres, Program Director Chandelle Crane, Marketing & Communications Manager
TASPA EXECUTIVE BOARD Martha Carrasco, President, Canutillo ISD Max Flores, President-Elect, La Vernia ISD Al Rodriguez, First Vice President, Elgin ISD Kimberly Rich, Second Vice President, Dickinson ISD Bernadette Gerace, Secretary, Prosper ISD Rick Rodriguez, Immediate Past President, Lubbock ISD
TASPA DISTRICT REPRESENTATIVES Brandon Chandler, District I, Gregory-Portland ISD Dr. Tyrone Sylvester, District II, Goose Creek CISD Dr. Tamey Williams-Hill, District III, Del Valle ISD Johjania Najera, District IV, Keller ISD Chris Halifax, District V, Abilene ISD Craig Lahrman, District VI, Ysleta ISD
TASPA Committees TASPA LEGISLATIVE COMMITTEE Sharon Fuery, District I, Southside ISD Dr. Casey O’Pry, District II, Clear Creek ISD Bob Mabry, District III, Liberty Hill ISD Dr. Philo Waters, District IV, Eagle Mountain-Saginaw ISD Brett Beesley, District V, Dumas ISD Bobbi Russell-Garcia, District VI, Ysleta ISD
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TASPA Committees TASPA NOMINATIONS COMMITTEE Melissa Aguero-Ramirez, District I, Region One ESC Barbara Ponder, District II, Barbers Hill ISD Michele Gilmore, District III, Burnet CISD Dr. Loraine Marazzano, District IV, Grand Prairie ISD Paul Kimbrough, District V, Canyon ISD Elvia Moreno, District VI, Canutillo ISD
TASPA SCHOLARSHIP COMMITTEE Charity Salinas, District I, Southside ISD Kelly Gabrisch, District II, Humble ISD Krista Marx, District III, Elgin ISD Monica James, District IV, Waxahachie ISD Paige TeBeest, District V, Amarillo ISD Celina Stiles, District VI, Socorro ISD
TASPA CONFERENCE COMMITTEE **Includes President, President-Elect & District Representatives Brandon Chandler, District I, Gregory-Portland ISD Dr. Nkrumah Dixon, District II, College Station ISD Krista Marx, District III, Elgin ISD Sandy Garza, District IV, Our Lady of the Lake University Tori Adams (Para Rep), District IV, Keller ISD John Forbis, District V, Canyon ISD Rosa Ramos, District VI, El Paso ISD
TASPA SBEC COMMITTEE Melissa Aguero-Ramirez, District I, Pharr-San Juan-Alamo ISD Cyndy Pullen, District II, Columbia-Brazoria ISD Rene Eakins, District III, Round Rock ISD Pamela Linton, District IV, Frisco ISD Rhonda Dillard, District V, Frenship ISD Jiovana Gutierrez, District VI, Ysleta ISD
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President’s Message
G
reetings from far West Texas - El Paso! With the holidays rapidly approaching, we are reminded about what is most important in our lives. We have learned to appreciate one another and enjoy the blessings that we have. Keep your loved ones close to your heart while we are still navigating through the latter part of this pandemic. It is hard to believe that our first semester is winding down. School districts across the state have been met with some unique challenges this 2021-2022 school year. However, as we all did last school year, we have all endured despite staffing shortages, technology issues, the mask wearing controversies, vaccines for employees, vaccines for students, boosters, etc. We committed ourselves to ensuring that our students in Texas would continue to receive a high-quality education. I hope everyone celebrated in the month of October “Texas Education Human Resources Day” proclaimed by the Governor Abbott in your respective Districts. This provides us the opportunity to highlight the important contributions and the role that human resource staff play in public education. TASPA as an organization has continued to provide support and direction to Human Resource staff throughout the state in spite of the pandemic. As an organization with approximately 950 members, we have moved forward by providing professional
development to our membership through workshops, webinars, and conferences. We just had a very successful Fall Support Staff Conference in October and we are looking forward to our Legal and Winter Conference on December 8-10, 2021 to be held at the Kalahari Resort. Please mark your calendars and make plans to attend! Also, please check the TASPA website for future webinars and events! I encourage everyone working in human resources to obtain or update a TASPA membership in order to not miss out on any vital information and/or opportunities related to our HR field that may come across through emails or newsletters. The month of December will conclude my term as President of TASPA. It has been a rewarding experience that has allowed me to meet, connect and network with HR professionals not only in Texas, but across many other states. I have had the opportunity to attend the AASPA Conference in Washington D.C. to receive an award on behalf of TASPA called the Arch S. Brown Award - Affiliate of the Year. We were also presented with the Newsletter of the Year Award. It has been an honor and a privilege to serve the TASPA membership and I would like to thank you all for your support. I would also like to thank the three hard working ladies who comprise the TASPA staff for their help during my tenure. Last but not least, the folks that sit beside me on the TASPA Board, thank you! They are a formidable team of professionals with the experience, passion and dedication to human resources in public education that have helped make this year a successful one. I am proud to be part of this Board and this organization. Hope to see everyone in December. Stay healthy and safe!
Martha Carrasco Martha Carrasco is the 2021 TASPA President. She is the Chief Human Resources Officer in Canutillo ISD.
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Calendar of Events For more information and updates, please visit our webiste at taspa.org or call 512-494-9353.
DATE
EVENT
LOCATION
December 8, 2021
Personnel Law Conference
Kalahari Hotel, Round Rock, TX
December 8-10, 2021
2021 TASPA Winter Conference
Kalahari Hotel, Round Rock, TX
January 11-12, 2022
HCLE Course
Region 10 ESC
January 25, 2022
Certification Fundamentals
ESC Region 20
February 16, 2022
Certification Fundamentals
ESC Region 15
February 22, 2022
Certification Fundamentals
ESC Region 17
March 9, 2022
Certification Fundamentals
ESC Region 8
July 13-15, 2022
2022 TASPA Summer Conference
Kalahari Hotel, Round Rock, TX
October 3-4, 2022
2022 TASPA Fall Support Staff Conference
Kalahari Hotel, Round Rock, TX
December 14-16, 2022
2022 TASPA Winter Conference
Kalahari Hotel, Round Rock, TX
Thank you to our 2021 Conference Diamond Sponsors:
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Welcome New TASPA Members New TASPA Members (August 15 - November 15) Crystal Alvarado Assistant Principal Lubbock ISD
Taylor Cook Human Resources Grapevine-Colleyville ISD
Rachel Garrett HR Director of Elem Schools Lewisville ISD
Maribel Ambriz Auxiliary Specialist Canutillo ISD
Christy CoVan Executive Director of HR Crosby ISD
Susan Garza Wage and Salary Coordinator Alvin ISD
Sonya Austin HR Stafford MSD
Donna Covington Human Resources Memorial Pathway
Griselda Gonzalez Certification Officer Deer Park ISD
Yvonne Ayala Assistant Superintendent La Joya ISD
Jill Crossley Director El Paso ISD
Andre Granger HR Director Cathage ISD
Carolyn Baker HR Digital Associate Waxahachie ISD
Roman Davila HR Specialist Del Valle ISD
Austin Graves HR - Business Specialist Crane ISD
Maria Barrientos HR Specialist Wylie ISD
Ronnie Davis HR Crosby ISD
Maria Gutierrez HR Generalist Dickinson ISD
Michelle Barron HR Records Specialist Del Valle ISD
Cindy Dering Auxiliary HR Director Wylie ISD
William Gutierrez Compliance/Records Clerk Canutillo ISD
Mercedes Bauerkemper Human Resources Director El Paso ISD
Judy Dethloff HR Coordinator San Angelo ISD
Marquessa Haye Executive Recruiter IDEA Public Schools
Viola Bell HR Administrative Assistant Dripping Springs ISD
Dashianna Dilosa HR Specialist Huntsville ISD
Sonia Hernandez Substitute Specialist Comal ISD
Myrna Blanchard Director of Human Resources Castleberry ISD
Cara Dudley Human Resource Specialist Rockdale ISD
Natalie Hernandez HR Director Southwest Schools
Jeffrey Brokovich Human Capital Coordinator Abilene ISD
Suzanne Eiben Asst Superintendent Palestine ISD
Katie Hicks Dir - Comp and Benefits YES Prep Public Schools
Cynthia Brooks HR Clerk Crowley ISD
Andrienne Elmore-Gordon HR Specialist Pflugerville ISD
Annaluz HIll Auxiliary Specialist Canutillo ISD
Jesse Bustamante Director of Human Resources Marlin ISD
Matthew Flippen President Hartwell University
Chelsea Hogue Assistant Principal Lubbock ISD
Richard Chance Director of Human Resources Keller ISD
Antonio Ford Deputy Executive Director Moody Early Childhood Center
Raquel Jasso Human Talent Specialist Tomball ISD
Lana Chase HR Secretary Crosby ISD
Charlene Ganske Human Resources Specialist Abilene ISD
Patricia Jimenez HR Specialist Huntsville ISD
Juan Chavez Assistant El Paso ISD
Fernando Garnica HR Director/Compliance Officer Anthony ISD
Stacy Johnson Superintendent Banquete ISD
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Keitra Johnson HR Specialist Pflugerville ISD
Terrilynn Nowicki HR Benefit and Leave Specialist Burkburnett ISD
Mayra Sanchez Risk Management/Safety Clerk Canutillo ISD
Akeia King Managing Director of Talent YES Prep Public Schools
Jamie Oliphant HR Specialist Huntsville ISD
Margie Simmons HR Specialist Dripping Springs ISD
Judy King HR Specialist Marble Falls ISD
Claire Oliver HR Irving ISD
Christopher Smith Director El Paso ISD
Linda Lopez Human Resources Banquete ISD
Audry Ortegegon Director - Human Resources Fabens ISD
LaShaunna Smith HR Generalist Dickinson ISD
Anita Lopez HR Specialist Klein ISD
DeAnna Robertson HR Specialist Community ISD
Juan Solis Director of Student Services Royse City ISD
Nessa Lozoya Human Resources Specialist Anthony ISD
Jenifer Rodriguez Benefits Specialist Crosby ISD
Nina Stephens Recruiting/Retention Specialist Stafford ISD
Lupe Marinelarena Administrative Assistant Crane ISD
Ana Rodriguez HR Specialist Pflugerville ISD
Heather Strickland Ex Administrative Assistant Tomball MSD
Jessica Marquez Human Resources YES Prep Public Schools
Jessica Rodriguez Administrative Assistant Elgin ISD
Vanessa Torres Coordinator Killeen ISD
Leigh Ann McCain Business Manager Crane ISD
Lisa Rosales Staffing and Talent Acquisition Round Rock ISD
Tramy Tran Principal Plano ISD
Diana McCray-Doss HR Specialist Klein ISD
Dina Rowe Prinical Plano ISD
Ashley Trant HR Secretary Lampasas ISD
Karin Miller Executive Director Moody Early Childhood Center
Estella Rupard Coord of Federal Programs Lewisville ISD
Carol Trejo HR Specialist Pilot Point ISD
Taylor Mitchell HR Admin. Assistant Southwest Schools
Maribel Salazar Background/DPS Records Abilene ISD
Angela Tucker Payroll/Compensation Analyst Coppell ISD
Chris Mogan Assistant Director of HR Eagle Mountain-Saginaw ISD
Yoali Salgado Jose Ventura HR Special Projects Coordinator Director Employee Benefits YES Prep Public Schools El Paso ISD
Monique Montgomery Leaves and Benefits Clerk Stafford MSD
Dina Rowe Prinical Plano ISD
Crystal Wade Talent Acquisition Coordinator Austin ISD
Jose Antonio Muñoz Director EYES Prep Public Schools
Estella Rupard Coord of Federal Programs Lewisville ISD
Carolyn Wadley Principal Lubbock ISD
Holley Murray Human Resources Secretary Jacksonville ISD
Maribel Salazar Background/DPS Records Abilene ISD
Barbara Wilkins HR Specialist Wylie ISD
Sandy Nault Assistant Director of HR Eagle Mountain-Saginaw ISD
Yoali Salgado Dora Zavala HR Special Projects Coordinator Human Resources Director YES Prep Public Schools Weslaco ISD
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Member Spotlight KRISTA MARX ELGIN ISD
Now in her 33rd year in Education, Krista considers herself triply blessed: Her 16 years in the classroom were exactly where she was supposed to be… as were her 11 years in campus leadership and teacher support … and as are now her 5 years and counting in Human Resources/Capital. It came as no surprise during her pHCLE training and assessment, that Culture and Total Rewards were her strong suit. In addition to her 31+ years of service to Elgin ISD, Krista is very active in her community through the Elgin Main Street Board, Downtown Elgin Inc, and the Elgin Arts Association as well as globally in the fight against “stupid cancer” via Relay For Life and the American Cancer Society. Krista’s anchors are her small but mighty extended family, her friends, and her faith. “I have served as an active member in our District 3 TASPA. Additionally, I’ve been a part of both the scholarship and conference committees (and give thanks regularly for the incredible team that is TASPA leadership).” ADVICE TO THOSE NEW TO HR? “There will NEVER be a dull moment! Remember you’re here for the HUMANS and it will all be good. I came to HR after 27 years on a campus (first as a teacher, then as a part of campus leadership) and have long said that there are no easy jobs in education. My 5 years in HR have certainly reaffirmed this, but they’ve also reaffirmed the second part of that belief: there are no jobs more rewarding than those in education.” CURRENT CHALLENGES IN YOUR DISTRICT? “Oh goodness. Like everyone, we have a shortage of substitutes and difficulties filling our support staff positions. Additionally, we are on the cusp of a population explosion in our district and community and are feeling the effects. Growing gains and growing pains: It’s a package deal, but it’s also so very worthwhile.” HOW HAS TASPA BENEFITED YOU? “Quite honestly, I do not know where I would be in my understanding and service in Human Resources/ Capital if it were not for TASPA. The educational opportunities available through our conferences and newsletters are numerous and the benefits are beyond measure.”
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Growing Their Own
Denton ISD’s innovative program to recruit teachers starts in Kindergarten
D
enton ISD’s innovative Teach Denton campaign began in 2014. Their “Grow Your Own” program is a long term investment that identifies Denton ISD students for future teachers. The students are nominated to join the Future Teacher Academy. The program targets every grade level in the district—from kindergarten to 12th grade. It encourages staff members to identify students who would make good teachers. Those students are then paired with mentors and provided education and training classes in the district’s Advanced Technology Center. The mentors also help students with the college application process. And students who seek teaching positions in the district after graduating college are given priority hiring status.
MISSION OBJECTIVES • Identify Denton ISD Students, in grade K-12, who exhibit natural talents and traits. • Provide mentor support to those identified Denton ISD Students who would be excellent candidates for Teach Denton. • Increase the number of students in education & training classes at the Advanced Technology Center. • Monitor the number of former Denton ISD students who then return to their childhood communities as teachers. • Increase diversity of new teachers hired to reflect the demographics of the community. WHY WE MUST GROW OUR OWN
“Traditional recruiting in Not effective in hiring teachers that connect with students in our classrooms. We must develop INNOVATIVE strategies, be INTENTIONAL in hiring and ultimately SECURE the right candidates”, Emily McLarty, Director of Staff Engagement
“We must develop INNOVATIVE strategies, be INTENTIONAL in hiring and ultimately SECURE the right candidates.” During a training session, Ms. McLarty starts with an exercise. “Stop and take a deep breath and remember that teaching is the most important work, educating kids is the most important work in the
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world. Being a teacher is a great job. We are always in demand. It is a stable profession, it’s a profession for which you can have tremendous pride and you can provide for your family in a meaningful way. Remind ourselves to have our shoulders back and head high when we introduce ourselves. ‘I’m a first grade teacher, I’m a school nurse, I teach P.E.’ ” She goes on the explain more. “We are attempting to find those people that were put on this earth to be teachers. We want to tap into that potential and invest in students that feel that sense of pride and calling from early on. We are in need and in higher demand than ever before. We are encouraging our teachers to look and listen for that kid that looks to make sure all of the students are included, asks the really tough and deep questions. Look for the student that takes an idea and really runs with it in a way that is unexpected. And also that kid who is a turkey, yet so magnetic that others kids follow and listen and engage with that kid. We need to tap in to these teacher qualities, identify those kids, and build a picture for them so they see a future for themselves as a teacher.”
“Our overall goal is to provide TEACH DENTON Students priority consideration for future teaching opportunities in Denton ISD” Leah Zavala, who wears many hats at Denton ISD, is the Campus Liaison for the Teach Denton Academy, Education Internship Instructor, and the Future Teacher Academy Director. While teaching the internship classes, she often heard that students were being discouraged to pursue teaching as a career. To encourage them, Zavala also sponsors an active Texas Association of Future Educators (TAFE) chapter; her students have competed at the region, state, and national level. She also saw a need for keeping the passion for teaching alive in all grade levels, not just the 11th and 12th graders she teaches. To do so, she created a week-long summer program, called “Future Teacher Academy,” to inspire Denton ISD students
Academy.
in grades 3-10 to become future Texas educators. She explains the they host a week long program in the summer for the interns in grades 3-10. It is a half day camp with 4 periods. The 11th and 12th grade interns are the teachers for the
Ms. Zavala identifies the key strategies for their Future Teacher Academy: • • • • • •
Select Campus Ambassadors Identify Students Early Provide Financial Support Promote Teaching Profession Assist with College Admissions Commitment to Hire Denton ISD Alumni
SUCCESS IN PARTNERSHIPS Teach Denton has partnered with an alternative certification program, iteachTEXAS. Diann Huber, Ed.D, iteachTEXAS Founder and Advisor, is passionate about their dedication to the program. “iteachTEXAS has established an endowed scholarship for the ‘Grow Your Own’ program. Each year the outstanding graduating senior of the GYO is awarded a $1000 scholarship to participate in the teacher preparation program at Texas Woman’s college.” Kim Kirby, HR Manager, Special Projects goes on to explain other partnerships that help support scholarships. Non-profit clothing donation bins to help local families in need are set up in Denton. Teach Denton gets paid monthly by the weight of the donations they receive. Last year alone they were able to offer $8000 in scholarships to High School seniors in the Future Teacher Academy. Denton ISD is eager to share their program with anyone who is interested in learning more. Please visit the Teach Denton website or contact Kim Kirby at kkirby@dentonisd.org for more information.
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Personnel and Personal Pronouns An overview of the Emergency Family and Medical Leave Expansion Act (EFMLEA) and the Emergency Paid Sick Leave Act (EPSLA)
Emma J. Darling, Associate
W
hile the LGBTQ community and the existence of pronouns are nothing new to HR departments, there’s recently been a resurgence on the usage of gender pronouns in the news and our culture. Thanks to the high-profile cases of Bostock v. Clayton County, Georgia and Gloucester County School Board v. G.G., transgender issues in hiring and in schools have become front page news again. General awareness about gender inclusivity has increased, but one of the main technical aspects that many people, HR personnel especially, struggle with still is pronoun usage. So, what should HR departments know
about pronouns, and why should they be sure to get them right? EMERGING CASELAW Bostock v. Clayton County, Georgia, 590 U.S. ___ (2020) was a case decided by the Supreme Court. Bostock, a gay man, was terminated from his job as a child welfare coordinator for being a member of a gay softball league. He filed a charge of discrimination with the EEOC, and then sued his employer for discrimination under Title VII of the Civil Rights Act of 1964 (“Title VII”). The Supreme Court held that it is a violation of Title VII for an employer to fire an individual employee merely for being gay or transgender.
G.G. ex rel. Grimm v. Gloucester County Sch. Bd., 822 F.3d 709 (4th Cir. 2016), vacated and remanded, 137 S. Ct. 1239, 197 L. Ed. 2d 460 (2017) is a Fourth Circuit case. Gavin Grimm (G.G.) is a transgender former student who sued his school board for not allowing him to use the restroom of his gender identity, and for failing to change his transcripts to say “male” after graduation. The Fourth Circuit ruled in favor of Grimm, making the school board pay over a million dollars, after which eventually they settled. While this is a case in the Fourth Circuit, which means it is not binding in Texas, it may be instructive to future decisions in other circuits.
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Under Title VII, employers cannot discriminate against employees based on their sex. The definition of ‘sex’ has been broadened to include sexuality and transgender status thanks to the Supreme Court ruling in Bostock. Discussion in these cases and guidance from the Office of Civil Rights have instructed that practices like repeatedly using the incorrect pronouns for an employee, after they have previously corrected you, can now be considered a violation of Title VII. PRONOUNS TO KNOW He His Himself
Him His
They Their Themself
Them Theirs
She Her Herself
Her Hers
Many employees still identify with one of the traditional ‘he/she’ pronouns. However, there exists a third option for people who do not identify with either of the traditional pronouns: they. ‘They’ has been a gender-neutral pronoun that has been used to identify individual people since the thirteenth century. The grammar for these pronouns can be found below: There is also a gender-neutral title to add beside Mr. and Mrs., which is Mx. While people have a litany of other possible pronoun choices,1 by far the most commonly used ones are he/she/they. BEST PRACTICES In many instances, an employee will correct their supervisor, or tell their colleagues their preferred pronouns. Once this happens, it becomes the job of the HR department to use this knowledge and correct any files, documents, or websites/name tags which used the incorrect pronouns. Inclusion begins with your department and will trickle into the everyday work environment of these employees. 1
Find more pronouns here: https://uwm.edu/lgbtrc/support/gender-pronouns/
“Inclusion begins with your department and will trickle into the everyday work environment of these employees” Just like any emerging social issue, pronoun changes will become more familiar and easier with time. Your goal is to make sure that your school district isn’t the next one cited in a court case, or on the front-page news. When an employee makes known a pronoun preference, do your best to honor that preference. Mistakes will happen, but as long as you correct yourself and your employees, the perception of discrimination is less likely.
• Responsive Counselors • Experienced Litigators • Tireless Advocates • Captivating Trainers
www.edlaw.com | (800) 488-9045 | information@edlaw.com
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Special Thanks!
TASPA would like to thank Gulf Coast ASPA for their scholarship donation. GCASPA is a regional affiliate in the Coastal regions and comprises TASPA District II. Thank you and GCASPA for your generous contribution! Since the 1989-1990 school year, TASPA has awarded a scholarship to assist college/ university undergraduate students seeking their initial teaching certification and/or endorsement. Thank you again for helping TASPA continue this tradition of assisting our future Texas educators!
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Exploring Diversity, Equity and Inclusion
Mary Torres, TASPA Program Director
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his June, I joined TASPA as the Program Director and have been delighted and proud to see many sessions focused on Equity at our Summer and Winter Conferences. Prior to working at TASPA, I had the great opportunity to serve as the Director of Diversity, Equity and Inclusion (DEI) at a school in Dallas, TX. As the first Director of DEI at this school, I had many experiences and was part of the process of building this role and program from the ground up. More and more, school districts are finding that they need to be intentional about growing, embracing and teaching our students to celebrate diversity. However, alongside celebrating diversity comes the courage to learn about racism and inequities in society. Diversity, Equity and Inclusion should be intertwined
with all aspects of school, including Human Resources, Curriculum, Professional Development, Parent Education, Communication and Marketing, etc. Taking the time to build a strong program through a lot of learning and reflecting will help the work continue to grow and be sustained for many years to come. WHERE TO BEGIN So, where to begin? Part of the process in building a sustainable program is to create a Diversity, Equity and Inclusion Mission Statement. This statement will be the backbone of all the work you decide to do in the future revolving around all aspects of DEI. The DEI Mission Statement will be your WHY and will guide you in your journey in regards to students, faculty/staff and programs. Your mission statement can be created by committees that involve all constituents and should include
ALL perspectives on diversity, equity and inclusion work. An integral part of DEI work is providing professional development for faculty and staff so they can be prepared to teach and support our students. There are many professional learning opportunities that cover various topics. Some topics to consider are racial literacy, implicit bias, stereotypes and culturally diverse literature. There are many books that cover these topics that can be a great way to begin the conversation. Our journey begins with self-reflection, personal growth and conversations with each other on our own experiences with diversity, equity and inclusion. By practicing these conversations with each other, we are better prepared to have conversations with our community and students. Identity work is also a way to start the process of getting to know yourself, your history and reflect
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on the identity of others. To build a strong selfidentity, we must first reflect on our own experiences and how our environment, culture and upbringing affected our development. Learning about implicit bias and stereotypes is key in accepting how we think and interact with those around us. Professional learning equips our faculty and staff with the tools and knowledge to better develop curriculum that supports and helps facilitate culturally sensitive conversations. These practices will create opportunities for faculty and staff, along with students, to become stewards for positive change. How can we begin this conversation with children that creates positive feelings and a sense of joy around learning about others? We can start small and still make a large impact! Children’s literature is a wonderful place to start. Faculty should practice being intentional about integrating culturally diverse and sensitive literature into their everyday read alouds, classroom libraries and library selections. Books should be “windows and mirrors,” so children may see into the lives of others and see themselves. Through reading diverse literature, students can discuss and ask questions they may not have considered previously. From Pre-Kindergarten through 12th grade, teachers can select ageappropriate stories and books to celebrate differences and similarities, as well as diversity in culture, race, religion, abilities, and socio-economic statuses.
around the goals of Diversity, Equity and Inclusion can help create a seamless message from school to home. Creating equitable hiring practices will also contribute to reaching your school district’s goals on attaining a more diverse faculty and staff that reflects the world around us and creating an inclusive environment for all. Take time to review your school district’s hiring process and whether that process aids in the recruitment, selection and retention of diverse individuals in Pk-12. There are many great professional learning opportunities that can help your Human Resources department learn and grow in this area. TASPA’s upcoming Winter Conference will feature sessions on this topic presented by professionals from around the state. AASPA (American Association of School Personnel Administrators) is holding a Diversity, Equity and Inclusion Summit, April 28-29, 2022 in Chicago, IL In this summit, you will learn about bridging the gap between a diverse workforce and one that is inclusive; new and best practices for diversity recruitment; information that may be shared with school boards and communities regarding diversity, equity and inclusion; and strategies to increase retention of diverse employees.
We continue to strive to build and sustain inclusive environments for ALL students, faculty, staff and parents. The actions that school districts take, as mentioned above, will help build inclusive COMMUNICATION IS THE KEY communities that celebrate all individuals, their Another key area to consider is how you communicate uniqueness and create a sense of belonging for your school district’s ideas and plan to the larger everyone. At TASPA, we are committed to providing community. Establishing common vocabulary among professional learning, support and to develop new and all areas of your school is imperative to communicate engaging ways that will help Texas public schools clearly so that there are no misunderstandings. infuse the important and ongoing Diversity, Equity These topics are discussed throughout the media, and Inclusion work across our great state. If you are words are used in a variety of ways and can cause interested in sharing your ideas and how your school confusion among the community. Consider sharing district is moving Diversity, Equity and Inclusion a common vocabulary reference tool so that faculty, work forward, consider submitting a proposal to staff, students and parents can refer to it when they present at one of our conferences, or contribute an are unsure of what is meant by certain words. Along article for our quarterly newsletter. For newsletter with communication to parents about what your submissions, please contact Chandelle Crane at school district has planned, you can also use this ccrane@taspa.org. opportunity to engage parents in the process. Creating committees and receiving parent feedback about their own experiences in school can give great insight into what it feels like to be a part of the community. Does everyone feel like they are not just included, but that they BELONG in the community? Educating parents
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Diamond Sponsor Spotlight
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Fall Conference Recap Ximusantis et laboreriae simet esequate dunt oditem. Te odiscilia debisci picabo. Nam, consend aeptur alitibusa Blam re exernam a dolorum que cores ventios doluptas est omni int paria denitem viderfero te enet volest, nonsendis et earumquisqui consed quia dolupta spicil ipsum estorep tatibus andaerum ipsunda eperumqui solorep udaeperro quat exerum in et, sitam es venitasit dolupta tiaerna temolupitium utemperum quas aped.s, sed maximus ad qui doluptatem es at. Ro cus autat quis pratio. Coribusam rem inihil modis autat qui simpore verum ius sunt estisimus, idicien totatateuia simaximus destor mi, to berovit latur aut ut rem volluptatia doluptis des maionseque voluption re expe pre voluptatur maximi, vid et quidundam. Coreped eos eostrundam, qui omni cusci non exeruptate delendi res re volorpore nobitat il maionestiis sitiur reste volor similibus sitaecumquos dis quamus sunto veriorem laut quo imil eum soluptas reperumque volore doloriosa
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ASPA was pleased to host our Fall Support Staff Conference on October 4-5 at the Kalahari Hotel & Convention Center in Round Rock, TX. We had a successful turnout with 186 attendees. The beautiful and spacious event center allowed many attendees to bring their families to enjoy the adventure!
During the two day conference, TASPA was able to host four general sessions and 21 breakout sessions. We had over 30 speakers that included law firms: Eichelbaum Wardell Hansen Powell & Muñoz, P.C.; J. Cruz & Associates, LLC; Abernathy, Roeder, Boyd & Hullett, P.C.; Rogers Grover & Morris; and Ogletree Deakins. We also had presentations from TEA, TASB HR Services, TASB Risk Management, TX DPS and many others. Thank you to speakers, TASPA board members, TASPA staff and TASPA members to help make this conference a huge success! Our Job alike sessions are always a huge success. These sessions provide the attendees to gather in smaller groups to collaborate and share ideas. These included: Position Management, Substitute Services, Leave Management, Certification Specialists, General HR Support, and Records Management. We are especially grateful to our Diamond Sponsors: ESS, Frontline, iteachTEXAS, Kelly Education, and Texas Teachers. We would also like to thank the following exhibitors: Red Rover Technologies, PowerSchool, 240 Tutoring, Hill Country Rocks & Becca’s Boutique. With their support we are able to provide YOU, our TASPA members, with continued services and professional development. We hope you will join us for again at the Kalahari for the Winter Conference December 8-10!
24 | HR Connection
