Peel District School Board Response to the Ministry of Education Review

After consultations with students, staff, families, trustees and community members, the Ministry of Education released its final report on the Peel District School Board’s review. The review, which was announced on Nov. 7, 2019, by Minister of Education Stephen Lecce, and was led by Patrick Case, was conducted by three independent reviewers: Ena Chadha, Suzanne Herbert and Shawn Richard. The mandate of the reviewers, under the authority of the Education Act, was to provide observations and recommendations to the Minister of Education and the Peel board related to the performance of the board, including, but not limited to issues of systemic discrimination, specifically anti-Black racism, human resources practices, leadership and board governance.

Peel Board Response and Summary of Action Items:

Item Recommendation Directives Timeline Action Required Responsibility Status

Governance and Leadership

1 Retain the services of a mediator/mediators to assist the Board of Trustees to identify, address and resolve the dysfunction amongst the Trustees and between the Board of Trustees and the Director and Associate Directors. Within one month, the mediator(s) provide an interim progress report to the Minister on capacity of the Board of Trustee to govern effectively in the interests of all students in the PDSB, in a manner that reflects professionalism and fosters public confidence.

The Board shall retain an independent mediator or conflict resolution expert, to assist the Board to identify, address and resolve dysfunction between and among the members of the Board and between the members of the Board and the Director and Associate Directors. All members of the Board shall attend one or more mediation sessions, as determined by the mediator or conflict resolution expert, and shall make their best efforts to achieve these purposes. The Board shall ensure that the Director and Associate Directors participate in the mediation.

By March 26, 2020

Submit a letter of commitment on the part of each member of the Board to participate fully in mediation.

Board of Trustees

Completed

By April 17, 2020

Submit confirmation that a mediator or conflict resolution expert has been retained.

Board Chair and Director

Completed

By May 14, 2020

Submit an interim report to the ministry, prepared and signed by the mediator or conflict resolution expert and including: • the number of hours of

mediation conducted to date; • confirmation of participation by

all members of the board and

Mediator Completed

2

Item Recommendation Directives Timeline Action Required Responsibility Status

The Board shall ensure the mediator or conflict resolution expert submits an interim and final report to the Ministry of Education as set out adjacent. The Board must satisfy the Minister that the Board is able to work together and with the Director of Education and Associate Directors to provide good governance in the interest of all students in the board.

the Director and Associate Directors;

• concerns, if any, about the level of participation or engagement in the mediation;

• the mediator or conflict resolution expert’s observations with respect to the progress in identifying and addressing dysfunction;

• the mediator or conflict resolution expert’s observations with respect to the collective capacity of the members of the board to govern effectively;

the mediator or conflict resolution expert’s observations with respect to the collective capacity of the Director and Associate Directors to provide effective leadership, detailing any progress in that regard.

By June 19, 2020

Submit a final report to the ministry prepared and signed by the mediator including: AS ABOVE and,

whether, in the mediator or conflict resolution expert’s opinion, the Director and Associate Directors can co-operate with each other to provide effective leadership within the Board;

whether, in the mediator or conflict resolution expert’s opinion, the members of the Board can co-operate with each other and with the Board’s Director of Education in providing good governance in the interests of all students of the Board.

Mediator Pending Ministry input

3

Item Recommendation Directives Timeline Action Required Responsibility Status

By June 30, 2020

The Board must provide evidence that it is able to work together and with the Director of Education and Associate Directors to provide good governance in the interests of all students of the Board, including but limited to a report by the Board outlining actions the Board has taken in respect of this direction. The Minister will review and consider the Board’s evidence, along with any other relevant information such as the mediator or conflict resolution expert’s report.

Board of Trustees Director of Education

Pending

2 Trustees cease to participate in any hiring or promotion panels, with the exception of the position of Director of Education.

The members of the Board shall immediately cease to participate on hiring, promotion and appointment panels, including temporary or acting positions, except for the position of Director of Education. The Board shall establish a policy restricting members of the Board from participating on hiring promotion and appointment panels, for positions, other than the Director of Education.

By March 26, 2020

Submit confirmation that the practice has ceased.

Board Chair and Director

Completed

By June 1, 2020:

Submit Board-approved policy. Board Chair and Director

Completed View policy

3 All informal and formal Trustee Code of Conduct complaints, including open investigations, and investigations and reports that are yet to be considered by the Board of Trustees, are suspended pending the outcome of the mandatory mediation set out in Recommendation 1

Until the Minister is satisfied that the Board is able to work together and with the Director of Education and Associate Directors to provide good governance (see Direction #1), the Board shall suspend all complaints, whether formal or informal, pertaining to the Code of Conduct for Members of Peel District School Board, including any and all open investigations and any and all reports that are yet to be considered by the members of the Board in a public meeting.

By March 26, 2020

Submit confirmation that all complaints and investigations are suspended

Chair of the Board

Completed

4

Item Recommendation Directives Timeline Action Required Responsibility Status

4 Retain the services of, and assign future code of conduct complaints which involve human rights issues to, an Integrity Commissioner who has demonstrated experience in, and knowledge of, human rights principles and the application of the Ontario Human Rights Code.

The Board shall retain an additional Integrity Commissioner with demonstrated experience and expertise in the application of human rights principles and the application of the Ontario Human Rights Code to be responsible for code of conduct complaints which involve human rights issues.

By May 4, 2020

Submit confirmation that an additional Integrity Commissioner has been retained.

Board Chair and Director

Started – Extension Requested

5 Retain the services of a parliamentarian/ governance expert pro-tem to establish procedures and practices to ensure that effective, respectful, and transparent governance is in place. At the end of their tenure, the expert pro-tem should be replaced by a permanent employee to serve as the PDSB’s parliamentarian/governance expert.

The Board shall retain on a temporary basis, the services of an external parliamentarian/ governance expert to establish procedures and practices for effective, respectful, and transparent governance. The Board shall retain the expert until such time as the ministry approves a progress report from the expert confirming that such practices and procedures are in place. The Board shall create a permanent position to carry out the responsibilities of the parliamentarian and to provide professional governance advisory services and support to the Board.

By April 17, 2020

Submit confirmation that an expert has been retained.

Board Chair and Director

Completed

By June 1, 2020 and every thirty days thereafter

Submit a progress report to the ministry, prepared and signed by the expert. Reports must continue until the ministry approves a report confirming that the appropriate practices and procedures are in place.

Parliamentarian/ Governance Expert

Completed View report Progress reports: July + appendices August September

Not later than 45 days after releasing the temporary expert

Submit confirmation that a permanent position is filled.

Board Chair and Director

Pending

6 Establish and implement a mandatory annual learning plan for all current and newly-elected Trustees that adequately addresses:

i. obligations and responsibilities under the Education Act and all other relevant legislation, including the Municipal Freedom of Information and Protection of Privacy Act, the Canadian Charter of Rights and Freedoms

The Board shall establish and implement a mandatory annual learning plan for members of the Board. All members of the Board, whether current or newly elected, shall complete the annual learning plan which shall include the following topics:

i. obligations and responsibilities under the Education Act and all other relevant legislation, including the Municipal Freedom of Information and Protection of Privacy Act, the Canadian Charter of Rights and

By June 1, 2020:

Submit learning plan. Governance Officer with Board Chair and Director

Completed: View report

By September 30, 2020

Submit confirmation that all members of the Board completed the learning plan.

Governance Officer with Board Chair and Director

Pending

5

Item Recommendation Directives Timeline Action Required Responsibility Status

and the Ontario Human Rights Code;

ii. the By-laws of the PDSB; iii. appropriate use of the PDSB

Trustee Code of Conduct; iv. PDSB governance and other

key policies, including but not limited to policies concerning Trustee conduct; conflict of interest, equity and inclusive education, and human rights.

Freedoms and the Ontario Human Rights Code;

ii. the By-laws of the PDSB; iii. appropriate use of the PDSB Trustee

Code of Conduct; and iv. PDSB governance and other key

policies, including but not limited to policies concerning Trustee conduct; conflict of interest, equity and inclusive education, and human rights.

7 Review its standing and ad hoc committees to ensure that the racial diversity of the Board of Trustees is adequately represented in committee composition.

The Board shall review its standing and ad hoc committees and take steps to ensure that the racial diversity of the members of the Board is adequately represented in committee composition.

By June 1, 2020

Submit confirmation of adequacy of representation as confirmed by a majority vote of at least three-quarters of the board.

Governance Officer with Board Chair and Director of Education

Completed: View report

8 Retain the services of an external expert to assist the Board of Trustees to conduct a robust, transparent appraisal of the Director of Education’s performance particularly, but not exclusively, with respect to addressing anti-Black racism, Islamophobia, other pressing areas of equity, and board governance and human resources practices. The performance appraisal should involve a 360-degree assessment that includes confidential feedback from Trustees, senior administration, principals, teachers, students, and representatives of the PDSB community.

The Board shall retain an external expert to assist the members of the Board to conduct a robust, transparent appraisal of the performance of the Director of Education, including performance relating to addressing anti-Black racism, Islamophobia, and other pressing areas of equity, and board governance and human resources practices. The Board shall include as part of the appraisal process, a 360-degree assessment that includes confidential feedback from senior administration, principals, teachers, students, trustees and representatives of the Board community.

By May 18, 2020

Submit confirmation that an expert has been retained

Board Chair and Board of Trustees

Completed

By August 31, 2020

Submit the professional learning goals, performance goals and performance measure for Director of Education.

External Expert and Board of Trustees

Pending

By August 31, 2021

Submit confirmation that performance plan is complete.

External Expert and Board of Trustees

Pending

Equity and Human Rights

6

Item Recommendation Directives Timeline Action Required Responsibility Status

9 Develop and implement a comprehensive Annual Equity Accountability Report Card that is included as part of the Director of Education’s annual report under s. 283(3) of the Education Act. The Report Card should: i. report on clearly defined

student-centered outcomes including eliminating disparities in achievement of students from the PDSB’s various communities;

ii. establish accountability measures and responsibilities for school and senior board leadership that should include suspension, expulsion and graduation rates, representation in academic, applied and locally developed credit courses, representation in special education, representation in regional choice learning programs, credit accumulation and student absenteeism disaggregated by school, grade, race, language, disability, sex, gender, Indigeneity, and socio-economic status; and

iii. assess, evaluate and report on progress towards improving outcomes for all students.

Further, disaggregated race-based data on suspensions (in and out of school), expulsions and exclusions be tracked centrally and reported on publicly through the Annual Equity Accountability Report Card.

The PDSB shall develop and implement a comprehensive Annual Equity Accountability Report Card to be included in the Director of Education’s annual report to the Board under s. 283(3) of the Education Act, and that:

i. reports on clearly defined student-centered outcomes including eliminating disparities in achievement of students from the Board’s various communities;

ii. establishes accountability measures and responsibilities for school and senior board leadership using disaggregated data by school, grade, race, language, disability, sex and socio-economic status related to:

suspension, expulsion and graduation rates;

representation in academic, applied and locally developed credit courses;

representation in special education;

representation in regional choice learning programs;

credit accumulation; and

student absenteeism iii. assesses, evaluates and reports on

progress towards improving outcomes for all students.

iv. The Board shall centrally track disaggregated race-based data on suspensions (in-school and out-of-school), expulsions and exclusions, and report publicly through the Annual Equity Accountability Report Card.

By June 1, 2020

Submit first progress report Director of Education and Senior Team

Completed View report

By January 31, 2021

Submit Report Card as part of the Director’s annual report.

Director of Education and Senior Team

Pending

7

Item Recommendation Directives Timeline Action Required Responsibility Status

10 Hire a Superintendent of Equity accountable for the Equity Office and the implementation of the Equity Action Plan, and reports to the Associate Director responsible for equity. Establish a new, robust Equity Office within six months. This Office must amalgamate the current Equity and Climate portfolios and – in collaboration with the PDSB Human Rights Commissioner – be responsible for establishing and implementing a comprehensive, strategic, annual Equity Action Plan to address systemic inequities experienced by both students and staff. The annual Equity Action Plan should:

i. set specific objectives to reduce and eliminate inequities within the PDSB and those objectives be tied to actions and measurable outcomes;

ii. include the use of student and workplace census data to inform decisions related to policies, protocols, programming and other student-centered initiatives;

iii. be made publicly available to the PDSB community by November of each year.

Further, the Equity Office include an Outreach Officer who is responsible for developing a comprehensive outreach plan to rebuild and maintain trust and credibility with the PDSB community, particularly with Black communities. The Outreach Officer should be responsible for leading implementation, assessment and reporting on the outreach plan, which should set specific objectives

The Board shall establish a new, robust Equity Office managed by a superintendent of Equity, which amalgamates the existing Equity and Climate portfolios. The Equity Office shall be responsible for developing and implementing a comprehensive, strategic, annual Equity Action Plan to address systemic inequities experienced by both students and staff. The Board shall require the Equity Office to develop the Action Plan in collaboration with the Board’s Human Rights Commissioner, and ensure that the Plan:

i. sets specific objectives to reduce and eliminate inequities within the PDSB and those objectives be tied to actions and measurable outcomes;

ii. includes the use of student and workplace census data to inform decisions related to policies, protocols, programming and other student-centered initiatives; and

iii. is made publicly available to the Board community by June of each year.

iv. The Board shall use student and workplace census data to inform decisions related to policies, protocols, programming and other student-centred initiatives.

The Board shall ensure that a Superintendent of Equity is hired through an internally and externally posted position, who is accountable for the Equity Office and the implementation of the annual Equity Action Plan, and who shall report to the Associate Director responsible for equity. The board shall establish the position of Outreach Officer in the Equity Office to be responsible for developing a comprehensive outreach plan to rebuild and maintain trust and credibility with the Board community, particularly with Black communities, and for leading

By July 31, 2020

Submit report confirming the hiring of the Superintendent of Equity, the job description, and reporting structure.

Director of Education

Started

By August 31, 2020

Confirm performance goals, measure and indicators have been established for the position and signed off by the appraiser/appraisee.

Director of Education

Pending

By October 31, 2020

Confirm Equity Office is established. Confirm hiring of Outreach Officer.

Equity Office and PDSB Human Rights Commissioner

Pending

By November 30, 2020

Submit community outreach plan. Outreach Officer Pending

By March 31, 2021

Submit progress report on the Equity Action Plan, which should include the number of engagements, and a summary of the feedback received to date.

Associate Director and Superintendent of Equity

Pending

Beginning May 31, 2021, and annually thereafter

Publicly release the Equity Action Plan to the Board community.

Outreach Officer Pending

8

Item Recommendation Directives Timeline Action Required Responsibility Status

that are tied to actions and measurable outcomes.

implementation, assessment and reporting on the plan. The Board will include in the plan specific objectives tied to actions and measurable outcomes.

11 The Equity Office establish a student advisory committee, representative of the demographics and intersectionalities of the student body, with whom the Director of Education and senior administration may consult on student-related policies, programs and initiatives.

The Board shall establish a student advisory committee representative of the demographics and intersectionalities of the Board’s student body, with whom the Director of Education and senior administration may consult on meaningful student-related policies, programs and initiatives such as curriculum changes, disciplinary policies and procedures, dress code, extra-curricular programming. The establishment of this committee shall be one of first responsibilities of the Equity Office.

By September 30, 2020

Submit terms of reference. The terms of reference must be developed in consultation with students and student groups

Superintendent of Equity

Pending

12 Ensure the independence of the Human Rights Commissioner’s Office (HRCO) within the organizational structure of the PDSB and safeguard the neutrality of that Office. The PDSB should also clearly articulate the arms-length and impartial role of the HRCO in Policy 51, Operating Procedure 1 and their successor instruments.

The Board shall take all necessary steps to preserve the independence of the Human Rights Commissioner’s Office within the organizational structure of the Board and to safeguard the neutrality of that Office, so as to allow it to focus on its core responsibilities to identify and address systemic barriers facing students, families, staff, and communities of the Board. The mandate of the office includes receiving, inquiring into, and investigating human rights complaints, and ensuring the Board’s human rights complaints procedure is widely communicated and accessible. The Board shall clearly articulate the arms-length and impartial role of the Office in Policy 51, Operating Procedure 1 and their successor instruments.

By June 1, 2020

Submit report on steps taken; submit updated policy and operating procedure.

Human Rights Commissioner and Director of Education

Completed View report

Anti-Black Racism

9

Item Recommendation Directives Timeline Action Required Responsibility Status

13 With specific reference to the harm to Black communities, the Board of Trustees immediately issue a responsive and respectful public apology for the mishandling of the McCrimmon Middle School incident.

In the light of the harm to the community, particularly to the Black communities, the Board shall give full and fair consideration to making a responsive and respectful apology.

By March 26, 2020

Report to the Minister on the Board’s actions.

Board Chair and Board of Trustees

Completed

14 Establish a comprehensive four-year strategy and action plan to address and eliminate statistically significant disproportionalities in enrolment, achievement and outcomes of Black students, other racialized students and Indigenous students in applied, academic, locally developed, Special Education, and Regional Choice pathways and programs. The strategy and action plan should:

i. include specific objectives tied to actions, measurable outcomes and timelines for meeting those objectives;

ii. include actions and measurable outcomes to reduce the effects of implicit bias on the disproportionate outcomes of PDSB’s Black students, to encourage Black students to establish goals and achieve academically;

iii. identify an individual or individuals responsible for meeting the objectives;

The Board shall establish a comprehensive four-year strategy and action plan to address and eliminate statistically significant disproportionalities in enrolment, achievement and outcomes of Black students, other racialized students and Indigenous students in applied, academic, locally developed, Special Education, and Regional Choice pathways and programs. The Board’s plan shall:

i. include specific objectives tied to actions, measurable outcomes and timelines for meeting those objectives;

ii. include actions and measurable outcomes to reduce the effects of implicit bias on the disproportionate outcomes of PDSB’s Black students, to encourage Black students to establish goals and achieve academically;

iii. identify an employee or employees who would have responsibility for working to achieve the objectives laid out in the plan;

iv. include provisions for engaging with parents; and

By June 19, 2020

Submit progress report on the strategy which must include a plan for student and parent engagement.

Director of Education, Associate Director of Equity and Equity Office

Completed View report

By December 31, 2020

Submit strategy and action plan

Director of Education and Senior Team

Pending

10

Item Recommendation Directives Timeline Action Required Responsibility Status

iv. include provisions for engaging with parents; and

v. include provisions for public reporting on progress towards achieving outcomes in the strategy; Accountability for the action plan should be explicitly addressed in the Board’s Multi-Year Strategic Plan, the Board Improvement Plan for Student Achievement (BIPSA), the Equity Action Plan, and in the performance appraisals of principals, supervisory officers, the Director of Education and Associate Directors. This strategy and action plan should be a key component of the Annual Equity Accountability Report Card.

v. include provisions for public reporting on progress towards achieving outcomes in the strategy.

The Board shall require accountability for the action plan to be address explicitly in the Board’s Multi-Year Strategic Plan, the Board Improvement Plan for Student Achievement (BIPSA), the Equity Action Plan, and in the performance appraisals of principals, supervisory officers, the Director of Education and Associate Directors. This strategy and action plan should be a key component of the Annual Equity Accountability Report Card.

By June 30, 2021

Submit report that tracks the schedule of performance appraisals for principals, supervisory officers, the Director of Education and Associate Directors and indicates that accountability for the action plan has been addressed.

External expert for Director of Education Performance Appraisal Director of Education and Senior Team

Pending

15 Develop a robust, comprehensive and strategic professional learning plan for senior staff on equity, human rights, anti-bias, and anti-Black racism. The plan should: i. be strongly informed by

disaggregated, race-based data with respect to PDSB students, staff and broader community;

ii. set specific objectives and be tied to actions and measurable outcomes; and

iii. include provisions for public reporting on progress towards achieving outcomes in the plan.

Further that PDSB identify an individual or individuals responsible for implementing the plan.

The Board shall develop a robust, comprehensive and strategic professional learning plan for senior staff on equity, human rights, anti-bias, and anti-Black racism that:

i. is strongly informed by disaggregated, race-based data with respect to PDSB students, staff and broader community;

ii. sets specific objectives and is tied to actions and measurable outcomes; and

iii. includes provisions for public reporting on progress towards achieving outcomes in the plan.

The Board shall ensure that an employee (or employees) is responsible for implementing the plan.

By June 19, 2020

Submit plan Director of Education and Equity Office

Completed View plan

By June 30, 2021

Submit report confirming completion of learning plan by all senior staff. This must include a report on the attainment of the identified objective as they are to actions and measurable outcome.

Director of Education and Equity Office

Pending

16 Ensure that its Anti-Racism Policy is developed with input from the PDSB community, applies to both staff and students, and includes clearly defined outcomes, operating

The Board shall develop its Anti-Racism Policy in consultation with the Board community and the Ontario Human Rights Commission. The Board shall make the policy applicable to both staff and students

By April 17, 2020

Submit community consultation plan to the Ministry of Education. We are awaiting the Ministry’s response before sharing the plan and implementing next steps.

Equity Office Completed View report

11

Item Recommendation Directives Timeline Action Required Responsibility Status

procedures, roles, responsibilities and accountability measures.

and include clearly defined outcomes, operating procedures, roles, responsibilities and accountability measures.

By September 30, 2020

Submit report on community consultation

Equity Office Pending

By December 31, 2020

Submit policy which must include confirmation of consultation with the Ontario Human Rights Commission.

Pending

17 Immediately undertake a robust, comprehensive reform of its guidance system to address the needs and expectations of all students and their families. The reform should specifically remedy the inadequacies and gaps in supports and guidance for historically and currently underserved demographic groups, with emphasis on Black students.

The Board shall develop and implement a plan, with reasonable goals and timelines, to reform its guidance system to address the needs and expectations of all students and their families, and to remedy the inadequacies and gaps in supports and guidance for historically and currently underserved demographic groups, with particular focus on Black students.

By June 19, 2020

Submit plan

Director of Education and Senior Team

Completed View plan

Beginning September 30, 2020

Submit quarterly progress report for a total of six reports

Director of Education and Senior Team

Pending

18 Undertake a comprehensive diversity audit of schools – including naming, mascots, libraries and classrooms. This should include evaluating books, media and other resources currently being used in schools for teaching and learning English, History and Social Sciences to ensure that they are inclusive and culturally responsive, relevant and reflective of the student bodies and voices, and broader school communities.

The Board shall, through its Equity Office, established pursuant to Direction 10, undertake a comprehensive diversity audit of schools, which shall include naming, mascots, libraries and classrooms. The Board shall evaluate books, media and all other resources currently in use for teaching and learning English, History and Social Sciences for the purpose of utilizing resources that are inclusive and culturally responsive, relevant and reflective of students, and the Board’s broader school communities. The Board shall ensure that the audit is among the first priorities of the Equity Office and allocate the appropriate resources to conduct a detailed audit.

By December 31, 2020

Submit audit plan

Senior Team and Equity Office

Started

By August 31, 2021

Submit preliminary audit report

Senior Team and Equity Office

Pending

By June 30, 2022

Submit final audit report Senior Team and Equity Office

Pending

19 In order to proactively remedy disparities in placement and academic outcomes, PDSB design and implement a substantive secondary school de-streaming pilot project for Grades 9 and 10 for the

The Board shall design a secondary school de-streaming pilot project for Grades 9 and 10 for the Minister’s approval. The Board shall include at least two secondary schools in the pilot plan and shall establish selection criteria as

By April 30, 2020

Submit a pilot plan which must include: • criteria for school selection

based on the highest numbers of Black students, the highest proportions of Black students

Director of Education and Senior Team

Completed View report

12

Item Recommendation Directives Timeline Action Required Responsibility Status

2021-22 school year. The pilot should include those schools in which the highest proportions of Black students are currently streamed into applied and locally developed courses. Results of the pilot should be shared with the PDSB community and be used to inform the work of the Ministry of Education.

described adjacent. The board shall consult with school boards in Ontario and other jurisdictions who have destreaming initiatives.

in applied and locally developed courses, and the highest proportions of Black student being suspended, expelled and excluded;

• an implementation plan, including: - date by which the Board

will submit interim report; - the date by which the

interim report will be made public;

- the date by which the pilot schools will be identified; and

- the date by which the board will publicly post the results of the pilot.

20 Immediately develop and implement a communications plan to better inform the diverse PDSB community, including all parents and students, that secondary school program placement and course selection decisions are ultimately to be made by students and parents.

The Board shall develop and implement a communications plan to better inform the diverse PDSB community, including all parents and students, that secondary school program placement and course selection decisions are ultimately to be made by students and parents.

By June 1, 2020

Submit plan, which must include measures and indicators to assess the effectiveness of the plan.

Director of Education and Senior Team

Completed View report

By May 31, 2021

Submit report describing the implementation results with reference to the established measures and indicators, as well any lessons learned /or recommendations for improvement.

Director of Education and Senior Team

Pending

21 Subject to the provisions in section 310(1) of the Education Act and where otherwise provided for by law for reasons unrelated to student discipline (such as non-immunization), the PDSB cease all suspensions and expulsions of students in Junior Kindergarten and Senior Kindergarten as of September 2021, and of students in Grades 1 to 3 as of September 2022.

The Board shall, subject to subsection 306(1) and subsection 310(1) of the Education Act and where otherwise provided for by law for reasons unrelated to student discipline (such as non-immunization), develop policies, guidelines and interpretations with the aim of eliminating suspensions and expulsions of students from Junior Kindergarten to grade 3 as of September 2021. Subject to subsection 306(1) and subsection310(1) the Board shall review

By August 31, 2020

Submit communications protocol, Board-approved student discipline policy and guidelines, and an implementation plan which must include supports and services for students, families, school staff and administrators to implement alternative approaches. Submit principal training plan, which must include program content, evaluation criteria for assessment of learning by program participants, and evaluation

Senior Team and all school administration

Started

13

Item Recommendation Directives Timeline Action Required Responsibility Status

Subject to the provisions in section 310 (1) of the Education Act, PDSB

review and revise its student discipline policy to reflect and prioritize restorative justice approaches as alternatives to suspensions (in and out of school), expulsions and exclusions. The updated policy should:

i. include clear information on the rights, roles and responsibilities of parents in the school’s application of discipline procedures; and

ii. require supervisory officers be notified and consulted with respect to all suspensions, expulsions and exclusions and calls to the police for student behaviour, except in cases of emergency.

Further, that PDSB audit the implementation of its updated student discipline policy and publicly report the audit findings. And further that PDSB immediately develop and implement a communications protocol for promptly informing parents of students who are suspended (in and out of school), expelled or excluded.

and revise its student discipline policy to reflect and further prioritize restorative justice approaches as alternatives to suspensions (in and out of school), expulsions and exclusions, and to:

i. include clear information on the rights, roles and responsibilities of parents in the school’s application of discipline procedures;

ii. require principals to consider varied mitigating factors and other factors alongside pupil age, specifically in relation to student’s experiences of systemic barriers and the potential impact of a suspension on the student’s ongoing education;

iii. require supervisory officers be notified and consulted with respect to all suspensions, expulsions and exclusions and calls to the police for student behaviour, except in cases of emergency.

iv. establish mandatory training for principal candidates, new and current principals that emphasizes the principles of procedural fairness. The training program shall be delivered through the lens of human rights as they apply to children and youth.

v. Review and clarify the use of existing board policies regarding other activities that may or must lead to suspension.

The board shall develop a communications protocol and implementation plan regarding the above-mentioned policies, guidelines and interpretations. The board shall submit a communications protocol, student discipline policy and guidelines, and an implementation plan for the Minister’s approval. The Board shall ensure that, effective 2020-2021 school year, no new principal be appointed by the PDSB unless that person has satisfied the board that they

criteria for participants to evaluate the program.

By October 9, 2020 and by February 12, 2021

Submit attestation to the Ministry that all new Principal placements have completed training that focuses on the principles of procedural fairness in education. The training program shall be delivered through the lens of human rights as they apply to children and youth.

Director of Education, Associate Director and Superintendent of School Support Services, and Equity Office

Pending

By August 31, 2021

Submit attestation to the Ministry that all current Principals have completed training that focuses on the principles of procedural fairness in education. The training program shall be delivered through the lens of human rights as they apply to children and youth.

Director of Education, Associate Director and Superintendent of School Support Services, and Equity Office

Pending

By August 31, 2021

Submit audit report Communications protocol for promptly informing parents of students who are suspended (in and out of school), expelled or excluded.

Director of Education, Associate Director and Superintendent of School Support Services, Equity Office and Communications

Pending

14

Item Recommendation Directives Timeline Action Required Responsibility Status

have completed the training program referred to in paragraph iv as above.

22 Eliminate statistically significant racial disparities in all in-school and out-of-school suspensions, exclusions, and expulsions by September 2021.

The Board shall, in accordance with the requirements of Ontario’s Data Standards for the Identification and Monitoring of Systemic Racism, also known as Ontario’s Anti-Racism Data Standards (ARDS), shall set thresholds to identify notable racial disparities in all in-school and out-of-school suspensions, exclusions, and expulsions, and shall set targets with the aim to reduce the identified disparities by 50% by September 2021, and completely by September 2022.

By June 19, 2020

Submit report that must include: i. the thresholds determined; ii. the number of engagements

with affected communities, the feedback received, and how the concerns and interests of affected communities are reflected in the thresholds as required under ARDS Standard 32

Director of Education and Senior Team

Completed View report

By September 30, 2020

Submit report that must include: i. the identification of notable

racial disparities; ii. an action plan, with timelines

to develop, review, and revise policies, programs, services, and functions as necessary to eliminate notable racial disparities.

Director of Education and Senior Team

Pending

By November 30, 2020 and every two months thereafter up to and including July 31, 2021

Submit progress report Director of Education and Senior Team

Pending

Human Resources and Organizational Alignment

23 Retain the services of an external expert/experts to undertake a comprehensive review of the

The Board shall retain an external expert to conduct a comprehensive review of the Director’s Office and central Board

By April 17, 2020

Submit confirmation that an expert has been retained.

Director of Education

Started

15

Item Recommendation Directives Timeline Action Required Responsibility Status

Director’s Office and central board functions. The review should establish clear roles, responsibilities, and accountabilities for all major portfolios including legal services and human resources, and thereafter rigorous performance appraisals of the Associate Directors and Director of Communications be undertaken

functions and make recommendations to the Board to establish clear roles, responsibilities and accountabilities for all major portfolios including legal services and human resources. Upon completion of the Review, the Board shall ensure the Director of Education conducts rigorous performance appraisals of the Associate Directors and Director of Communications.

NOTE: We have initiated the process of hiring an external expert through a Request for Proposal (RFP) and have requested an extension to allow for a fulsome review of submissions. Our intention is to have a person in place by the beginning of May. We are awaiting a response from the Ministry of Education requesting an extension given the current COVID-19 pandemic.

By August 31, 2020

Submit expert’s report, which must include recommendations to the Board. Submit report providing the professional learning goals, performance goals, and performance measures for the Associate Directors and Director of Communications.

External Expert Pending

24 Retain the services of an external expert/experts, to undertake a comprehensive employment systems review (ESR) that would concurrently review the implementation of the recommendations of the 2013 Turner Report on The Journey Ahead. The ESR should be underway by September 2020.

The Board shall retain an independent expert to conduct a comprehensive employment systems review (ESR), including a review of the implementation of the recommendations of the 2013 Turner Consulting Group Research Report on “Hiring and Promotion at the Peel District School Board”.

By June 1, 2020

Submit confirmation that expert has been retained.

Director of Education

Completed View letter

By September 30, 2020

Submit confirmation that the board’s ESR committee is in place and a copy of the Terms of Reference.

Independent Expert

Pending

By January 31, 2021

Submit preliminary report, prepared and signed by the expert, which much include a review of the board’s existing workforce data set and recommendations on whether to update the data or conduct a new census.

Independent Expert and Superintendent of Human Resources

Pending

16

Item Recommendation Directives Timeline Action Required Responsibility Status

By June 30, 2021 and every six months thereafter until the ESR is complete

Submit a progress report prepared and signed by the expert.

Independent Expert

Pending

25 Establish a centralized applicant tracking and file management system including hiring, promotions and pro-tem appointments to ensure that fair and transparent procedures are in place and adhered to. Immediately preserve all documentation referring to hiring, promotions and pro-tem appointments.

The Board shall establish a centralized applicant tracking and file management system as part of the development of the ESR in Direction 24 which includes hiring, promotions and acting appointments. The Board shall immediately preserve all documentation relating to hiring, promotions and temporary appointments.

By March 26, 2020

Submit confirmation of steps taken to direct all documents, including but not limited to documents under the control of members of the board, school administrators, central office staff and consultants, be preserved.

Associate Director of Operations and Superintendent of Human Resources

Completed

By December 31, 2020

Submit progress report on implementation of tracking and file management system.

Superintendent of Human Resources

Pending

By August 31, 2021

Submit confirmation that tracking system is in place.

Superintendent of Human Resources

Pending

26 Develop and implement a new, robust and comprehensive Fairness and Equity in Employment Strategy, informed by the results of the ESR audit and data from an updated workplace census. The strategy should include clearly defined goals, outcomes, roles, responsibilities and accountability measures.

The Board shall develop a new, robust and comprehensive Fairness and Equity in Employment Strategy for the Minister’s approval, to be informed by the results of the Employment Systems Review (ESR), relevant legislation (e.g. O. Reg. 274/12 – Hiring Practices) and collective bargaining agreements, and data from an updated or new workplace census, as referenced in the deliverables under Direction 24. The strategy shall include clearly defined goals, outcomes, roles, responsibilities and accountability measures.

By June 2023

Submit the Board’s Fairness and Equity in Employment Strategy.

Associate Director of Operations and Superintendent of Human Resources

Pending

27 Review ApplyToEducation to determine whether or not otherwise qualified racialized candidates are being screened out and report the

The Board shall review ApplyToEducation to determine whether or not otherwise qualified racialized candidates are being screened out and report the results of the

By September 30, 2020

Submit results of review and present report at next public meeting of the board following September 30.

Associate Director of Operations and Superintendent

Pending

17

Item Recommendation Directives Timeline Action Required Responsibility Status

results of the review at a public meeting of the Board of Trustees. If it is determined ApplytoEducation is inappropriately screening qualified candidates, then it should take prompt action to correct the problem within one year.

review at a public meeting of the Board of Trustees. If it is determined ApplytoEducation is inappropriately screening out qualified candidates, the Board must take prompt action to correct the defect.

of Human Resources

By December 31, 2020

If applicable, confirm the screening defect has been corrected.

Associate Director of Operations and Superintendent of Human Resources

Pending