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Meeting Notes

NAME OF COUNCIL/TEAM: Student Success Council
OBJECTIVE OF MEETING: Placeholder
DATE OF MEETING: 11/01/2022 TIME: 1:00pm		LOCATION/ROOM #: https://lrccd.zoom.us/j/99419487724 CALL-IN NUMBER:1 669 900 6833 CALL-IN CODE: 994 1948 7724
FACILITATOR(S): Frank Kobayashi and Marianne Harris
ASSISTANT: Cesar Reyes
MEMBERS PRESENT: Marianne Harris, David Austin, Cesar Reyes, Frank Kobayashi, Mary Goodall, sharon Gott, BJ Snowden, Ally Joye, Caroline Prieto, Veronica Lopez, Jeff Stephenson, Jennifer Laflam, Jessica Nelson, Raquel Arata, Nimo Ali, Connie Ayala, Leah Arambel, Adam Windham, Mikhail Drobot, Tera Reynolds, Hannah Blodgett
INVITED GUEST(S): Parrish Geary, Tim Reilly, Lia Roberts-Law, Koleen Ostgaard, Alisa Shubb, Kathy Sorensen
SUPPORTING RESOURCES (ITEMS READ IN PREPARATION FOR AND/OR BROUGHT TO MEETING):
Attached Files: Student Equity and Achievement Plan (SEAP) HomeBase Resource Panel Report A Checklist for Sustaining Institution-Wide Racial Equity American River College Bias Response Team Report Fall 2022
UPDATES AND BRIEF REPORTS:
Topic	Person(s) Responsible	Notes

Check In: What's the last thing you recommended to someone?	Frank Kobayashi and Marianne Harris
ACTION ITEMS:
Question	Person(s) Responsible	Notes and Decision(s)	Next Steps
		0

DISCUSSION ITEMS:
Question	Person(s) Responsible	Notes and Next Steps
HomeBase Resource Panel Report	Frank Kobayashi, Jeff Stephenson, & Alisa Shubb	An overview of the 2.0 report that highlights how the HomeBase Resource Panel excavated question and goals around the HomeBase Community. Discussion on DI populations and reaching out to the different cultural centers. Report doesn't center practitioner. Recommendations include developing practitioner centered PD in HomeBases (what will that look like in HBs?). What will staff be doing to increase their equity practices within HBs? Conversations were had on staff having professional development. Professional development isn't it called out directly, but it is mentioned by aligning with the Institutional Equity Plan. Suggested to have Marianne Harris alongside Jen Laflam and Jessica Nelson alongside BJ Snowden to wordsmith their suggestions into the document. How are we going to measure how well our HBs are addressing equity gaps? Doing research to analyze the effects of HBs. Gathering service use data would be useful just to see if there is headway in creating community. Questions regarding transitioning from one HB to another HB or belonging to multiple HBs. Yes, we are happy to add them to multiple HBs although it is a manual process to upload the individual.
Bias Response - First Reading	Kolleen Ostgaard & Parrish Geary	Sharing of slides to provide of an overview of the Bias Response Report (see attachment). Emphasis on Objectives 6 - 8 with a breakdown of bullet point priorities: Objective 6: Recommendations that the Bias response team has access to training to understand their roles, support their ongoing work, and to stay up-to-date on national trends/training opportunities related to effectively addressing bias response. Objective 7: Identify clear priorities for bias response at ARC. The following is a suggested prioritization of action items necessary to implement a bias response reporting process and team at ARC. Objective 8: Develop recommendations that are actionable. Suggestion of grabbing best practices from other colleges. As well, recommendations on rotating shifts on this work. Is their opportunity to engage with those who have experienced some of these issues on campus? How do we let students know this is a resource? The hope is to have a means to help provide a way of moving forward and healing. What is the timeline for developing this? Will it be similar to the HB rollout? Having available by next Fall. Depends on the priority with training and development, but some initial trial process can be created by next Fall. What specific resources will be provided? It is a suggested priority to help develop these healing process although no specifics are given. It depends on the incident and is a situation by situation bases. Something to be built in as the project is developed - it is multifaceted and to be explored. Research is built in the second priority stage, but suggest to move it to priority 1. In order to make sure that we set-up systems to gather the data that we want to analyze later. As well, in objective 6 suggestion on professional development on personal equity and race consciousness be named. Lastly, what would the feedback loop look like for members most impacted by these bias incidences? Something to be developed. Clarification: are we considering including instructional faculty? It is contained in report.
Student Equity and Achievement Program Plan (SEAP) draft.	Leah Arambel, Jeff Stephenson , & BJ Snowden	An overview of SEAP the process for applying for SEAP funds. The report is shared with the committee (see attachment) Are the percentages based on the year or cumulative over the year? Always going back to the base of 2022. Although there is a clear declaration of being race conscious at the beginning, it is not included in further sections but seems race neutral. As well, what supports are needed for the team in order to have support? pg. 2, Persistence of first primary term - discrepancy between black/African-American and Latino? Error on input. Metrics are not set by gaps or what metrics to be closed for each group? Data continues to change and have not been given a huge amount guidance. It is up to the college. May help to provide set number to conceptualize and provide context. Why are not pacific islanders or other impacted groups not included? For simplicity of the report to be turned in. Only 1 - 5 could be chosen. Section 5.3 and Section 4.2: emailing and calling students for campaigns. How effective are those? Reaching out to students in the ways where they will be engaged.
ITEMS FOR FUTURE CONSIDERATION:
Topic		Contact Person
NA

Notes - Approved

Meeting Notes