Expertise - Process

Below, you’ll find steps you can follow as you work toward building SEL expertise and competence. We recommend that districts invest time and resources toward building SEL district expertise and competence regularly—for example, monthly at the beginning and at least twice annually thereafter. Ongoing development of expertise ensures that key decision-makers remain engaged in SEL and aware of its ongoing impacts in the district.

SEL competence should be developed in tandem with SEL expertise. As with the building of expertise, the degree of competence training will likely vary depending upon the staff role. As a foundational step, staff can be provided with a SEL competence experience through a Personal Assessment and Reflection Tool.

This steps outlined here assume that all targeted leaders have a basic knowledge of SEL from the initial introductory communications.

Key Point:

Maintain ongoing development to ensure that important decision-makers remain engaged in SEL and aware of its ongoing impact.

Identify leaders who need SEL expertise and competence, and determine the degree of mastery needed for each.

While SEL expertise is important for variety of central office leaders and staff, not all central office staff need the same level of expertise. Before you begin planning your engagement around SEL, think about what depth of knowledge you wish the various groups in your districts to achieve...

Level of SEL involvement	Staff members could include:	Level/Type of information
Peripherally involved staff	District board members District superintendent CFO	A brief overview of SEL (e.g., one hour) Review of the research on SEL and its impact on academic and social achievement Readings and discussions of leadership and SEL Discussion of policy and budget implications of using SEL
Moderately involved staff	Department heads HR staff Content area coaches Curriculum and instruction lead Assessment lead	A more intensive overview of SEL (e.g., two hours) Readings and discussions of leadership and SEL Review of SEL research Exploration of opportunities for SEL integration in the district
Deeply Involved staff	Professional learning leaders Instruction leaders and coaches Student discipline leaders Other school staff including bus drivers, cafeteria workers, school safety officers, social workers, psychologists, engagement specialists, counselors, teacher mentors, nurses, and facilities workers	An extensive introduction to SEL (e.g., day-long) Examination of what SEL looks like after full integration in district More intensive review of SEL research Exploration of SEL practices in the classroom Discussion of how to advocate for SEL in the district

You may also wish to foster SEL expertise and competence in those who have influence over funding, implementation, and other factors that influence SEL sustainability, such as:

External partners
Union leaders
Private funders
Community partners and service providers

Design development sessions that address the staff groups you need to reach.

Determine if you will use a professional learning community (PLC) model, or integrate SEL expertise and competence development into existing meetings...

Determine if you will use a professional learning community (PLC) model, or integrate SEL expertise and competence development into existing meetings.

A PLC refers to a structured collaboration where educators meet regularly to identify priorities, analyze student achievement, share successful practices, and set goals that are critical to the academic, social, and emotional development of students.
Through regular PLC meetings, you can keep SEL on the top of the mind of the representatives, who can carry their engagement and enthusiasm back to their departments.
Different ways to structure PLCs include:
- Study groups in which staff read and discuss the same material.
- Action research teams that reflect on and discuss the implications of SEL-related classroom activities with others and take further action steps based on the group’s reflections.
- Conversation circles that include all members’ voices on a specific topic. This includes a specific process for identifying important issues and focusing the conversation.
- Communicating online through online groups, discussion forums, conference calls, or video conferencing.
Here are some useful resources for creating a professional learning community:
- The Learning Forward Journal: Collaboration Issue
- Edutopia: How to build a professional learning community
- PLCs: A Brief Guide
- The Collaborative Classroom: Creating a Professional Learning Community
- National School Reform Faculty’s Protocols and Activities (a good place to find protocols to guide discussions)
An example is SCUSD’s SEL Professional Learning Community. Here are some resources you may wish to adapt:
- Save the Date notice for upcoming meetings of SCUSD’s PLC.
- Meeting agenda for the SCUSD PLC.

Consider adapting an existing development plan. While each district is unique, you can build on what other districts have done by adapting existing plans.

A good example is El Paso Independent School District’s SEL expertise development plan. This year-long plan differentiates among different departments, schools, and staff to provide varying levels of SEL expertise and competence.
Another resource is the Sample SEL Expertise Development Year 1 Plan. The plan provides options for differing levels of engagement, and includes suggested resources for the development sessions.

Follow best practices to create meaningful experiences for stakeholders.

Consult CASEL’s Facilitating for Action for guidance on how to lead an effective interaction.
Use methods that work for adult learners, such as making your points relevant, practical, goal-oriented, and collaborative.

Develop or adapt compelling materials and activities for your development sessions. Be sure to incorporate techniques that reinforce the development of:

SEL competence. Some examples include:
- A welcoming activity that provides a hands-on experience of SEL techniques and communicates the power of SEL competence. An example is Welcoming Participants: Tips on Gatherings, Connecting and Inclusion Activities.
- Activities and discussion topics to foster the development of SEL competence. These may include:
  - An activity centered practicing self-reflection, such as the Personal Assessment and Reflection Tool.
  - Discussions that encourage participants to examine cultural biases.
  - A demonstration of restorative conversations, in which issues or conflicts are addressed in a positive and holistic way.
  - Guidelines regarding strategies for self-care and stress-management.
  - Techniques to foster effective communication.
SEL expertise. Some examples include:
- An overview presentation about SEL. You may develop your own or adapt one of these presentations:
  - Administrators Academy: A Full Day Introduction to SEL
  - Leadership for SEL
Research on the positive impacts of SEL along with relevant examples.
Practical ways SEL can be effectively implemented in schools and in various departments in your district, such as:
- Integration with instructional practices.
- Evidence-based programs.
- Ways SEL implementation is already occurring in your district.
- The use of SEL standards.
Action steps to take once expertise is developing. What are the next steps leaders should take and opportunities they might identify? How can leaders facilitate successful and sustainable SEL in your district? Here are some resources you may wish to consult or adapt:
- Integrating SEL into district policies
- Oakland’s SEL Journey Map

Encourage or facilitate contact with a district where SEL has been systemically implemented. Allowing district and school leaders to see, hear, and feel the impact SEL has had in other districts can be a powerful way to increase buy-in for SEL in your district. Consider the following approaches:

Arrange a visit to a district that has already integrated SEL. This can be the most powerful way to foster SEL expertise and advocacy. Consider exploring both districts in your area as well as those nationally that are implementing SEL.
Invite experts or partners from other districts to your development session to talk about SEL implementation in their districts.

Continue to build relationships around SEL beyond or outside your development sessions.

Deepen leaders’ SEL knowledge base through formal meetings, professional learning communities, shared articles, and/or integration into regular staff meetings...

Deepen leaders’ SEL knowledge base through formal meetings, professional learning communities, shared articles, and/or integration into regular staff meetings.
Integrate SEL into conversations with funders, government officials, board members, and other potential supporters.
Provide leaders with detailed statistics on implementation and metrics on student SEL outcomes in your district.
Re-engage all leaders in advance of budgetary or strategic planning to keep SEL on the radar.
Invite school leaders to see SEL in action in your district or a district with more advanced implementation.
Engage new leaders as they join the district or take on new roles.
Report on SEL leadership development to the board of education at least once annually. Consider providing information on the district website.

Assess SEL expertise and competence among strategic leaders annually.

Ask whether you have key leaders who...

Ask whether you have key leaders who:

Advocate for SEL even when dedicated SEL staff aren’t present.
Can explain the impact and value of SEL to any audience.
Can explain how SEL supports district priorities, academic standards, and quality instructional practices.
Ask questions about and provide ideas for integrating SEL into their work.

If the answer is no, engage leaders differently or engage a new group of leaders following the steps above.

Integrate SEL expertise into the selection and/or hiring of new leadership.

Work with the district’s human resources staff to integrate SEL expertise inquiries into interview rubrics for new district leaders...

Work with the district’s human resources staff to integrate SEL expertise inquiries into interview rubrics for new district leaders.

Develop a package of SEL expertise development materials to include in recruiting and orientation information for new district leaders.

Overview

Get a holistic understanding of how this module fits into a systemic approach to SEL, what the key elements are, where this fits into to your broader approach, why it’s important, and who needs to be involved.
See Overview

Resources

Access resources organized around the most common areas of need districts face when implementing this module. Resources include real world examples from districts engaged in this work, as well as information and worksheets designed to help you build your own.
See Resources