Incident Response

Improved response system for student reports of racist and other inappropriate behavior by adult staff members

During the 2017-18 and 2018-2019 school year, Deputy Superintendent Carolyn Turk convened CRLS students as part of the Microaggressions Working Group and the High School Climate Working Group to discuss the findings of the CRLS Minority Reports videos.

Last year, that work led to the development of an updated process and resource for Reporting Harassment & Discrimination in school.

To build on that work, Barbara Allen, Executive Director of Human Resources, and Ramon DeJesus, Director of Diversity Development, have been been working with CRLS students and staff to improve incident response processes.

February 2020 Update
A group of CRLS scholars representing a diverse array of student organizations have shared a draft proposal for updates and changes to incident reporting and response processes.

CPS and CEA leadership, with assistance from the CPS Design Lab, are supporting a multi-stakeholder group that includes educators, caregivers, and students to review the draft proposal and chart a path toward implementation.

The proposal included the creation of a Student Support Reporting Liaison to represent and support students throughout and after the reporting process. The proposal is being considered for incorporation into the Superintendent’s FY21 Budget Request.

Action Plan

  •  Human Resources meetings with students and CRLS administrators to discuss ways to improve current incident response processes (September / October 2019)
  •  CRLS student government representatives conducted a student survey on racist and other incidents (October / November 2019)
  •  CPS launched a design process, with the support of the CPS Design Lab and a representative stakeholder group of students, parents, teachers, CPS and CEA leadership (November 2019)
  •  Design group conducting observations, interviews, and reviews of other systems’ models (currently)
  •  Exploring the extent to which additional staff is needed for to support implementation, particularly in grades 6 - 12.
  •  CRLS student government to make recommendations (February 2020)
  • Prototypes piloted and refined (Spring 2020)
  • Announcement of improved response process (By June 2020)
  • Implementation begins, including sharing information about this process with students, staff, and families and dedicated time for student and staff feedback during the year. (Fall 2020)

CPS Lead for Incident Response System: Barbara Allen, Executive Director of Human Resources.

Monthly Superintendent Updates

Anti-Racist Initiatives

  • Incident Response: Improved response system for student reports of racist and other inappropriate behavior by adult staff members
  • Anti-Racism: Develop anti-racism & racial equity statement
  • Staff Training: Mandatory staff training and professional learning strategy on anti-racism and racial equity issues
  • Office of Equity: Dedicated office focused on racial equity, reporting directly to Superintendent
  • Curriculum Review: Review curriculum for cultural responsiveness, historical-accuracy, and representation

Policies & Accountability

Ongoing Efforts


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