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(1)Existing law establishes the California Peer Assistance and Review Program for Teachers, which authorizes the governing board of a school district and the exclusive representative of the certificated employees in the school district to develop and implement a peer review program that meets local conditions and conforms to specified principles.

This bill would require each school district to create a multiple-day administrator training program on how to evaluate teachers and would require specified administrators to participate in the program. By imposing additional duties on school districts, the bill would impose a state-mandated local program. The bill would also encourage each school district to create a one-year principal, vice principal, or assistant principal, as applicable, support program that would allow highly effective school administrators to support specified principals, vice principals, or assistant principals, as applicable, demonstrating unsatisfactory performance to become proficient in the California Professional Standards for Educational Leaders.

(2)Existing law authorizes the governing board of a school district to evaluate a school principal, as provided. Existing law also authorizes the governing board of a school district to use the California Professional Standards for Educational Leaders as the criteria for evaluating a school principal.

This bill would require the governing board of a school district to annually evaluate a school principal, vice principal, and assistant principal, as applicable, for the first and 2nd year of employment. The bill would require the superintendent of a school district to annually submit a report outlining his or her plan for the evaluation and support of principals, vice principals, and assistant principals, as applicable, of the school district to the governing board of the school district. The bill would also require the governing board of a school district to use the California Professional Standards for Educational Leaders as the criteria for evaluating a school principal, vice principal, or assistant principal, as applicable. By imposing additional duties on school districts, the bill would impose a state-mandated local program. The bill would express the intent of the Legislature that every school principal, vice principal, and assistant principal, as applicable, be evaluated as frequently as necessary to ensure, in the view of the governing board of the school district, that they are satisfactorily proficient in the California Professional Standards for Educational Leaders and are performing effective evaluations of teachers.

(3)Existing law requires a certificated employee who has completed 2 years of service to the school district as a probationary employee, or one year as an intern and a succeeding year as a probationary employee, and who is further reelected and employed during the succeeding school year to be classified as a permanent employee.

This bill would instead require a certificated employee who has completed 3 years of service to the school district as a probationary employee, or one year as an intern and 2 succeeding years as a probationary employee, and who is further reelected and employed during the succeeding school year to be classified as a permanent employee, as provided. The bill would require each 3rd-year employee of a school district who is probationary to continue to participate in the mentoring relationships with the support and professional development providers initiated during the California beginning teacher support and assessment program.

Existing law requires each person who, after being employed for 2 complete consecutive school years by a county superintendent of schools in a teaching position, as specified, is reelected for the next succeeding school year to such a position to be classified as a permanent employee of the county superintendent of schools.

(4)Existing law provides that a certificated employee who has served in 2 or more school districts governed by governing boards of identical personnel, as specified, for a total of 2 complete consecutive school years, upon being elected for the 3rd consecutive school year in either school district, shall, at the commencement of that year, be classified as a permanent employee of the last school district in which he or she was employed prior to election for the 3rd year.

This bill would instead provide that a certificated employee who has served in 2 or more school districts governed by governing boards of identical personnel for a total of 3 complete consecutive school years, upon being elected for the 4th consecutive school year in either school district, shall, at the commencement of that 4th year, be classified as a permanent employee of the last school district in which he or she was employed before election for the 4th year.

Existing law also provides that, where there are 2 or more school districts governed by governing boards of identical personnel, as specified, a certificated employee who has served in one of the school districts for 2 complete consecutive school years, upon being elected for a 3rd consecutive school year in any of the school districts, shall, at the commencement of that 3rd year, be classified as a permanent employee of the last school district in which he or she was employed prior to election for the 3rd year.

This bill would instead provide that, where there are 2 or more school districts governed by governing boards of identical personnel, as specified, a certificated employee who has served in one of the school districts for 3 complete consecutive school years, upon being elected for a 4th consecutive school year in any of the school districts, shall, at the commencement of that 4th year, be classified as a permanent employee of the last school district in which he or she was employed before election for the 4th year.

(5)Under existing law, the minimum requirements for a professional services credential with a specialization in administrative services include the completion of an individualized program of professional development activities and 2 years of successful experience in a full-time administrative position.

This bill would require a credential candidate to complete the individualized program during the first 2 years of experience in a full-time administrative position and would require the individualized program to include training on how to properly and effectively evaluate certificated employees.

(6)Existing

Existing law requires the public school employer and the exclusive representative, upon request of either party, to meet and negotiate regarding causes and procedures for disciplinary action, other than dismissal, including a suspension of pay for up to 15 days, affecting certificated employees.

This bill instead additionally would require the public school employer and the exclusive representative, upon request of either party, to meet and negotiate regarding causes and procedures for disciplinary action, including, but not limited to, a suspension of pay for up to 15 days or including dismissal, based solely on unprofessional conduct or unsatisfactory performance, or both, affecting certificated employees. By imposing additional duties on school districts, the bill would impose a state-mandated local program.

(7)This bill would also make conforming changes and nonsubstantive changes.

(8)The California Constitution requires the state to reimburse local agencies and school districts for certain costs mandated by the state. Statutory provisions establish procedures for making that reimbursement.

This bill would provide that, if the Commission on State Mandates determines that the bill contains costs mandated by the state, reimbursement for those costs shall be made pursuant to these statutory provisions.

This bill would require each school district to create a 2-year teacher support program, through collective bargaining, if requested by the school district or the exclusive representative, that would allow a highly effective certificated employee to support a certificated employee demonstrating unsatisfactory performance to become proficient in the California Standards for the Teaching Profession. The bill would require each school district to create a multiple-day principal and vice principal administrator training program on how to evaluate teachers and would require specified administrators demonstrating unsatisfactory performance to participate in the program. By imposing additional duties on school districts, the bill would impose a state-mandated local program. The bill would also encourage each school district to create a one-year principal or vice principal principal, vice principal, or assistant principal, as applicable, support program that would allow highly effective school administrators to support specified principals or vice principals principals, vice principals, or assistant principals, as applicable, demonstrating unsatisfactory performance to become proficient in the California Professional Standards for Educational Leaders.

(2)Existing law requires school districts to evaluate each certificated employee on a continuous basis, as specified. Existing law also authorizes an employing authority to require a certificated employee who receives an evaluation including an unsatisfactory rating of an employees performance in the area of teaching methods or instruction to participate in a program designed to improve appropriate areas of the employees performance and to further pupil achievement and the instructional objectives of the employing authority. Existing law also requires a school district, if it participates in the California Peer Assistance and Review Program for Teachers, to require any certificated employee who receives an unsatisfactory rating on an evaluation to participate in that program.

This bill would instead require a certificated employee who receives an annual evaluation in the lowest category of performance in the area of teaching methods or instruction to participate in either the California Peer Assistance and Review Program for Teachers or the district-designed teacher support program discussed above. By imposing additional duties on school districts, the bill would impose a state-mandated local program.

(3)

This bill would require the governing board of a school district to annually evaluate a school principal and vice principal principal, vice principal, and assistant principal, as applicable, for the first and 2nd year of employment. The bill would require the superintendent of a school district to annually provide reports on the evaluation or nonevaluation of principals and vice principals submit a report outlining his or her plan for the evaluation and support of principals, vice principals, and assistant principals, as applicable, of the school district to the governing board of the school district. The bill would also require the governing board of a school district to use the California Professional Standards for Educational Leaders as the criteria for evaluating a school principal or vice principal. principal, vice principal, or assistant principal, as applicable. By imposing additional duties on school districts, the bill would impose a state-mandated local program. The bill would express the intent of the Legislature that every school principal and vice principal principal, vice principal, and assistant principal, as applicable, be evaluated as frequently as necessary to ensure, in the view of the governing board of the school district, that they are satisfactorily proficient in the California Professional Standards for Educational Leaders and are performing effective evaluations of teachers.

(4)Existing law prohibits a permanent school employee from being dismissed, except for one or more of certain enumerated causes, including unsatisfactory performance. Existing law requires the governing board of a school district to give notice, together with a written statement of charges, to a permanent employee of its intention to dismiss or suspend the employee at the expiration of 30 days from the date of service of the notice, unless the employee demands a hearing.

This bill would authorize proceedings based solely on charges of unsatisfactory performance to be initiated via an alternative process, which this bill would establish.

(5)Existing law establishes the process for dismissal or suspension hearing proceedings for certificated employees.

This bill would instead provide for a binding arbitration process for charges based solely on unsatisfactory performance, which this bill would establish.

(6)Existing law prohibits the governing board of a school district from acting upon any charges of unsatisfactory performance unless, at least 90 calendar days before the date of the filing or before the beginning of the time period composed of the last ¹/₄ of the schooldays, the governing board of the school district provides the employee written notice of the unsatisfactory performance, specifying the nature thereof with such specific instances of behavior and with such particularity as to furnish the employee an opportunity to correct his or her faults and overcome the grounds for the charge.

This bill would instead prohibit the governing board of a school district from acting upon any charges of unsatisfactory performance against a permanent employee unless the employee against whom the charge is filed has completed at least one year of the California Peer Assistance and Review Program for Teachers or a district-designed teacher or administrator support program.

(7)Existing law authorizes a decision reached in a dismissal or suspension proceeding concerning a certificated employee to be reviewed by a court of competent jurisdiction.

This bill would make this statutory procedure inapplicable to a decision based solely on unsatisfactory performance reached in a dismissal or suspension proceeding concerning a certificated employee.

(8)

(3)Existing law requires a certificated employee who has completed 2 years of service to the school district as an intern or a probationary employee employee, or one year as an intern and a succeeding year as a probationary employee, and who is further reelected and employed during the succeeding school year to be classified as a permanent employee.

This bill would instead require a certificated employee who has completed 3 years of service to the school district as an intern or a probationary employee employee, or one year as an intern and 2 succeeding years as a probationary employee, and who is further reelected and employed during the succeeding school year to be classified as a permanent employee, unless the governing board of the school district chooses to continue to classify the certificated employee as a probationary employee for a 4th year, as provided. The bill would require each 3rd- and 4th-year probationary 3rd-year employee of a school district who is probationary to participate in the California Peer Assistance and Review Program for Teachers or a district-designed teacher support program. continue to participate in the mentoring relationships with the support and professional development providers initiated during the California beginning teacher support and assessment program.

This bill would instead require each certificated employee who, after being employed for 3 complete consecutive school years by a county superintendent of schools in a teaching position, as specified, is reelected for the next succeeding school year to such a position to be classified as a permanent employee of the county superintendent of schools, unless the county superintendent of schools chooses to continue to classify the certificated employee as a probationary employee for a 4th year, as provided. The bill would require each 3rd- and 4th-year 3rd-year probationary employee of a county superintendent of schools, if the county superintendent of schools participates in the California Peer Assistance and Review Program for Teachers, to participate in the program. schools to continue to participate in the mentoring relationships with the support and professional development providers initiated during the California beginning teacher support and assessment program.

This bill would provide that, notwithstanding any other law, a 3rd- or 4th-year probationary employee shall not be released or dismissed without cause and may appeal release or dismissal.

(9)

(10)Existing law authorizes the governing board of a school district to decrease the number of permanent employees of a school district, based on seniority, when a reduction in workforce is required due to specific circumstances, as provided. Existing law prohibits, except as otherwise provided, the services of a permanent employee from being terminated in these situations while any probationary employee, or any other employee with less seniority, is retained to render a service which the permanent employee is certificated and competent to render.

This bill would instead require the governing board of a school district, when a reduction in workforce is required, to terminate certificated employees in a specified order based on both seniority and evaluations of performance.

(11)Under existing law, the minimum requirements for a preliminary services credential with a specialization in administrative services include completion of a minimum of 3 years of successful, full-time classroom teaching experience or 3 years of experience in the field of pupil personnel, health, clinical or rehabilitative, or librarian services.

This bill would instead provide that the minimum requirements for a preliminary services credential with a specialization in administrative services include completion of 5 years of successful, full-time classroom teaching experience or 5 years of experience in the field of pupil personnel, health, clinical or rehabilitative, or librarian services, or a combination of those experiences equal to 5 years.

(6)Existing law requires the public school employer and the exclusive representative, upon request of either party, to meet and negotiate regarding causes and procedures for disciplinary action, other than dismissal, including a suspension of pay for up to 15 days, affecting certificated employees.

This bill instead would require the public school employer and the exclusive representative, upon request of either party, to meet and negotiate regarding causes and procedures for disciplinary action, including, but not limited to, a suspension of pay for up to 15 days or dismissal, affecting certificated employees. By imposing additional duties on school districts, the bill would impose a state-mandated local program.

(12)

(7)This bill would also make conforming changes and nonsubstantive changes.

(13)

This bill would require each school district to create a 2-year teacher support program program, through collective bargaining, if requested by the school district or the exclusive representative, that would allow a highly effective certificated employee to support a certificated employee demonstrating unsatisfactory performance to become proficient in the California Standards for the Teaching Profession. The bill would require each school district to create a multiple-day principal and vice principal training program on how to evaluate teachers and would require specified administrators demonstrating unsatisfactory performance to participate in the program. By imposing additional duties on school districts, the bill would impose a state-mandated local program. The bill would also encourage each school district to create a one-year principal or vice principal support program that would allow a highly effective school administrator administrators to support a principal specified principals or vice principal principals demonstrating unsatisfactory performance to become proficient in the California Professional Standards for Educational Leaders.

This bill would instead require a certificated employee who receives an annual evaluation that contains an unsatisfactory rating of the employees performance in the lowest category of performance in the area of teaching methods or instruction to participate in either the California Peer Assistance and Review Program for Teachers or the district-designed teacher support program discussed above. By imposing additional duties on school districts, the bill would impose a state-mandated local program.

(3)Existing law authorizes the governing board of a school district to evaluate a school principal, as provided. Existing law also authorizes the governing board of a school district to use the California Professional Standards for Educational Leaders as the criteria for evaluating a school principal.

This bill would also authorize require the governing board of a school district to annually evaluate a school principal and vice principal. principal for the first and 2nd year of employment. The bill would require the superintendent of a school district to annually provide reports on the evaluation or nonevaluation of principals and vice principals to the governing board of the school district, thereby imposing a state-mandated local program. district. The bill would also require the governing board of a school district to use the California Professional Standards for Educational Leaders as the criteria for evaluating a school principal or vice principal. By imposing additional duties on school districts, the bill would impose a state-mandated local program. The bill would express the intent of the Legislature that every school principal and vice principal be evaluated as frequently as necessary to ensure, in the view of the governing board of the school district, that they are satisfactorily proficient in the California Professional Standards for Educational Leaders. Leaders and are performing effective evaluations of teachers.

This bill would authorize proceedings based solely on charges of unsatisfactory performance to be initiated via an alternative process, which this bill would establish.

(5)Existing law establishes the process for dismissal or suspension hearing proceedings for certificated employees.

This bill would instead provide for a binding arbitration process for charges based solely on unsatisfactory performance, which this bill would establish.

(6)Existing law prohibits the governing board of a school district from acting upon any charges of unsatisfactory performance unless unless, at least 90 calendar days before the date of the filing or before the beginning of the time period composed of the last ¹/₄ of the schooldays, the governing board of the school district provides the employee written notice of the unsatisfactory performance, specifying the nature thereof with such specific instances of behavior and with such particularity as to furnish the employee an opportunity to correct his or her faults and overcome the grounds for the charge.

(7)Existing law authorizes a decision reached in a dismissal or suspension proceeding concerning a certificated employee to be reviewed by a court of competent jurisdiction.

This bill would make this statutory procedure inapplicable to a decision based solely on unsatisfactory performance reached in a dismissal or suspension proceeding concerning a certificated employee.

(8)Existing law requires a certificated employee who has completed 2 years of service to the school district as an intern or probationary employee and who is further reelected and employed during the succeeding school year to be classified as a permanent employee.

This bill would instead require a certificated employee who has completed 3 years of service to the school district as an intern or probationary employee and who is further reelected and employed during the succeeding school year to be classified as a permanent employee, unless the governing board of the school district chooses to continue to classify the certificated employee as a probationary employee for a 4th year, as provided. The bill would require each 3rd- and 4th-year probationary employee of a school district to participate in the California Peer Assistance and Review Program for Teachers or a district-designed teacher support program.

This bill would instead require each certificated employee who, after being employed for 3 complete consecutive school years by a county superintendent of schools in a teaching position, as specified, is reelected for the next succeeding school year to such a position to be classified as a permanent employee of the county superintendent of schools, unless the county superintendent of schools chooses to continue to classify the certificated employee as a probationary employee for a 4th year, as provided. The bill would require each 3rd- and 4th-year probationary employee of a county superintendent of schools, if the county superintendent of schools participates in the California Peer Assistance and Review Program for Teachers, to participate in the program.

This bill would provide that, notwithstanding any other law, a 3rd- or 4th-year probationary employee has the due process and appeal rights of a permanent employee. shall not be released or dismissed without cause and may appeal release or dismissal.

(9)Existing law provides that a certificated employee who has served in 2 or more school districts governed by governing boards of identical personnel, as specified, for a total of 2 complete consecutive school years, upon being elected for the 3rd consecutive school year in either school district, shall, at the commencement of that year, be classified as a permanent employee of the last school district in which he or she was employed prior to election for the 3rd year.

This bill would instead provide that a certificated employee who has served in 2 or more school districts governed by governing boards of identical personnel, personnel for a total of 3 complete consecutive school years, upon being elected for the 4th consecutive school year in either school district, shall, at the commencement of that 4th year, be classified as a permanent employee of the last school district in which he or she was employed before election for the 4th year.

Under existing law, the minimum requirements for a professional services credential with a specialization in administrative services include the completion of an individualized program of professional development activities and 2 years of successful experience in a full-time administrative position.

(11)

(12)This bill would also make conforming changes and nonsubstantive changes.

(12)

(13)The California Constitution requires the state to reimburse local agencies and school districts for certain costs mandated by the state. Statutory provisions establish procedures for making that reimbursement.

This bill would require each school district to create a 2-year teacher support program that would allow a highly effective certificated employee to support a certificated employee demonstrating unsatisfactory performance to become proficient in the California Standards for the Teaching Profession. By imposing additional duties on school districts, the bill would impose a state-mandated local program. The bill would also encourage each school district to create a one-year principal or vice principal support program that would allow a highly effective school administrator to support a principal or vice principal demonstrating unsatisfactory performance to become proficient in the California Professional Standards for Educational Leaders.

This bill would, instead, would instead require a certificated employee who receives an annual evaluation that contains an unsatisfactory rating of the employees performance in the area of teaching methods or instruction to participate in either the California Peer Assistance and Review Program for Teachers or the district-designed teacher support program discussed above. By imposing additional duties on school districts, the bill would impose a state-mandated local program.

This bill would also authorize the governing board of a school district to evaluate a school vice principal. The bill would require the superintendent of a school district to annually provide reports on the evaluation or nonevaluation of principals and vice principals to the governing board of the school district, thereby imposing a state-mandated local program. The bill would also require the governing board of a school district to use the California Professional Standards for Educational Leaders as the criteria for evaluating a school principal or vice principal. The bill would express the intent of the Legislature that every school principal and vice principal be evaluated as frequently as necessary to ensure, in the view of the governing board of the school district, that they are satisfactorily proficient in the California Professional Standards for Educational Leaders.

This bill would authorize proceedings based solely on charges of unsatisfactory performance to be initiated via an alternative process, which this bill would establish.

(5)Existing law establishes the process for dismissal or suspension hearing proceedings for certificated employees.

This bill would, instead, would instead provide for a binding arbitration process for charges based solely on unsatisfactory performance, which this bill would establish.

(6)Existing law prohibits the governing board of a school district from acting upon any charges of unsatisfactory performance unless at least 90 calendar days before the date of the filing or before the beginning of the time period composed of the last ¹/₄ of the schooldays, the governing board of the school district provides the employee written notice of the unsatisfactory performance, specifying the nature thereof with such specific instances of behavior and with such particularity as to furnish the employee an opportunity to correct his or her faults and overcome the grounds for the charge.

This bill would, instead, would instead prohibit the governing board of a school district from acting upon any charges of unsatisfactory performance against a permanent employee unless the employee against whom the charge is filed has completed at least one year of the California Peer Assistance and Review Program for Teachers or a district-designed teacher or administrator support program.

(7)Existing law authorizes a decision reached in a dismissal or suspension proceeding concerning a certificated employee to be reviewed by a court of competent jurisdiction.

This bill would make this statutory procedure inapplicable to a decision based solely on unsatisfactory performance reached in a dismissal or suspension proceeding concerning a certificated employee.

This bill would authorize instead require a certificated employee who has completed 3 years of service to the school district as an intern or probationary employee and who is further reelected and employed during the succeeding school year to be classified as a permanent employee, unless the governing board of a the school district chooses to continue to classify a the certificated employee who has completed 2 years of service to the district and who is further reelected and employed during the succeeding school year as a probationary employee for a 3rd or 4th year, as provided, and to provided. The bill would require that each 3rd- and 4th-year probationary employee of a school district to participate in the California Peer Assistance and Review Program for Teachers or a district-designed teacher support program.

This bill would instead require each certificated employee who, after being employed for 3 complete consecutive school years by a county superintendent of schools in a teaching position, as specified, is reelected for the next succeeding school year to such a position to be classified as a permanent employee of the county superintendent of schools, unless the county superintendent of schools chooses to continue to classify the certificated employee as a probationary employee for a 4th year, as provided. The bill would require each 3rd- and 4th-year probationary employee of a county superintendent of schools, if the county superintendent of schools participates in the California Peer Assistance and Review Program for Teachers, to participate in the program.

This bill would provide that, notwithstanding any other law, a 3rd- or 4th-year probationary employee has the due process and appeal rights of a permanent employee.

This bill would instead provide that a certificated employee who has served in 2 or more school districts governed by governing boards of identical personnel, for a total of 3 complete consecutive school years, upon being elected for the 4th consecutive school year in either school district, shall, at the commencement of that 4th year, be classified as a permanent employee of the last school district in which he or she was employed before election for the 4th year.

(9)

This bill would instead require each the governing board of a school district to develop a metric that gives equal weight to seniority and teacher effectiveness, as provided, to use when determining which permanent school employees to retain and which to dismiss when a reduction in workforce is required due to specific circumstances, as provided. The bill would also provide the order in which a school district would district, when a reduction in workforce is required, to terminate certificated employees when a reduction in workforce is required. in a specified order based on both seniority and evaluations of performance.

(10)

(11)This bill would also make conforming changes and nonsubstantive changes.

(11)

(12)The California Constitution requires the state to reimburse local agencies and school districts for certain costs mandated by the state. Statutory provisions establish procedures for making that reimbursement.

This bill would, instead, require a certificated employee who receives an annual evaluation that contains an unsatisfactory rating of the employees performance in the area of teaching methods or instruction to participate in either the California Peer Assistance and Review Program for Teachers or the district-designed teacher support program discussed above. By imposing additional duties on school districts, the bill would impose a state-mandated local program.

This bill would authorize proceedings based solely on charges of unsatisfactory performance to be initiated via an alternative process, which this bill would establish.

(5)Existing law establishes the process for dismissal or suspension hearing proceedings for certificated employees.

This bill would, instead, provide for a binding arbitration process for charges based solely on unsatisfactory performance, which this bill would establish.

This bill would, instead, prohibit the governing board of a school district from acting upon any charges of unsatisfactory performance against a permanent employee unless the employee against whom the charge is filed has completed at least one year of the California Peer Assistance and Review Program for Teachers or a district-designed teacher or administrator support program.

(7)Existing law authorizes a decision reached in a dismissal or suspension proceeding concerning a certificated employee to be reviewed by a court of competent jurisdiction.

This bill would make this statutory procedure inapplicable to a decision based solely on unsatisfactory performance reached in a dismissal or suspension proceeding concerning a certificated employee.

(8)Existing law requires a certificated employee who has completed 2 years of service to the district as an intern or probationary employee and who is further reelected and employed during the succeeding school year to be classified as a permanent employee.

This bill would authorize the governing board of a school district to continue to classify a certificated employee who has completed 2 years of service to the district and who is further reelected and employed during the succeeding school year as a probationary employee for a 3rd or 4th year, as provided, and to require that employee to participate in the California Peer Assistance and Review Program for Teachers or a district-designed teacher support program.

(9)Existing law authorizes the governing board of a school district to decrease the number of permanent employees of a school district, based on seniority, when a reduction in workforce is required due to specific circumstances, as provided. Existing law prohibits, except as otherwise provided, the services of a permanent employee from being terminated in these situations while any probationary employee, or any other employee with less seniority, is retained to render a service which the permanent employee is certificated and competent to render.

This bill would instead require each school district to develop a metric that gives equal weight to seniority and teacher effectiveness, as provided, to use when determining which permanent school employees to retain and which to dismiss when a reduction in workforce is required due to specific circumstances, as provided. The bill would also provide the order in which a school district would terminate certificated employees when a reduction in workforce is required.

(10)This bill would also make conforming changes and nonsubstantive changes.

(11)The California Constitution requires the state to reimburse local agencies and school districts for certain costs mandated by the state. Statutory provisions establish procedures for making that reimbursement.

Existing law establishes the K12 High-Speed Network (K12 HSN) for the purpose of enriching pupil educational experiences and improving pupil academic performance by providing highspeed, highbandwidth Internet connectivity to the public schools. Existing law requires the Superintendent of Public Instruction to establish a K12 HSN advisory board composed of various members.

This bill would require the K12 HSN advisory board to, with funds appropriated pursuant to a certain appropriation, create a program, and offer to enter into an interagency agreement with the Office of the Chancellor of the California Community Colleges, to develop a sustainable training model that provides ongoing professional development to local educational agency staff on all elements of technical support, as provided.

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The people of the State of California do enact as follows:SECTION 1.

It is the intent of the Legislature that this act shall not affect any existing requirements imposed pursuant to Article 11 (commencing with Section 44660) of Chapter 3 of Part 25 of Division 3 of Title 2 of the Education Code.

SEC. 2.Section 1296 of the Education Code is amended to read:1296.

(a)(1)If the average daily attendance of the schools and classes maintained by a county superintendent of schools is 250 pupils or more, each person who, after being employed for three complete consecutive school years by the county superintendent of schools in a teaching position in those schools or classes requiring certification qualifications and whose salary is paid from the county school service fund, is reelected for the next succeeding school year to such a position in those schools or classes shall be classified as and become a permanent employee of the county superintendent of schools.

(2)An employee described in paragraph (1) shall have the same rights and duties as employees of school districts to which Section 44929.21 applies. Sections 44842, 44929.21, 44948.3, and 44948.5 apply to these employees.

(3)This subdivision shall apply only to probationary employees whose probationary period commenced before the 198384 fiscal year.

(b)(1)If the average daily attendance of the schools and classes maintained by a county superintendent of schools is 250 pupils or more, a highly effective certificated employee who, after being employed for three complete consecutive school years by the county superintendent of schools in a teaching position in those schools or classes requiring certification qualifications and whose salary is paid from the county school service fund, is reelected for the next succeeding school year to such a position in those schools or classes shall be classified as and become a permanent employee of the county superintendent of schools.

(c)A certificated employee who is reelected to a third complete consecutive school year as described in subdivision (b) shall continue to participate in the mentoring relationships with the support and professional development providers initiated during the California beginning teacher support and assessment program pursuant to Section 44279.2. The employee is not required to continue other aspects of the California beginning teacher support and assessment program during his or her third year.

(d)(1)Notwithstanding subdivision (c), a certificated employee who had previously been granted permanent status by another county superintendent of schools and who is further reelected and employed during the succeeding school year as described in subdivision (b) shall, upon reelection for the next succeeding school year to a position requiring certification qualifications, be classified as and become a permanent employee by the county superintendent of schools.

(2)Nothing in this subdivision shall be interpreted to authorize a certificated employee who has not previously been granted permanent status by another county superintendent of schools to gain permanent status without meeting the requirements of subdivision (b) or (c).

(f)To the extent that this section as amended by Assembly Bill 934 of the 201516 Regular Session conflicts with a provision of a collective bargaining agreement entered into by a public school employer and an exclusive bargaining representative before January 1, 2017, pursuant to Chapter 10.7 (commencing with Section 3540) of Division 4 of Title 1 of the Government Code, the changes made to this section by Assembly Bill 934 of the 201516 Regular Session shall not apply until expiration or renewal of that collective bargaining agreement.

(g)Subdivisions (b) to (f), inclusive, shall apply only to probationary employees whose probationary period commenced during the 198384 fiscal year or any fiscal year thereafter.

(h)As used in this section, the following definitions shall apply:

(1)Highly effective certificated employee means a certificated employee who, in the view of the county superintendent of schools, demonstrates proficiency with the California Standards for the Teaching Profession.

(2)Teaching position means a certificated position designated as of January 1, 1983, by the county board of education or the county superintendent of schools as a teaching position for the purpose of granting probationary or permanent status.

SEC. 3.Section 44270.1 of the Education Code is amended to read:44270.1.

(a)The minimum requirements for the professional services credential with a specialization in administrative services shall include all of the following:

(1)Possession of a valid preliminary administrative services credential, as specified in Section 44270.

(2)A minimum of two years of successful experience in a full-time administrative position in a public school or private school of equivalent status, while holding the preliminary administrative services credential, as attested by the employing school district or agency, including, but not limited to, the department, in the case of state school administrators, and county offices of education, in the case of county school administrators.

(3)(A)Completion of a commission-approved program of advanced preparation. Each candidate, in consultation with employing school district personnel and university personnel, shall develop an individualized program of professional development activities for this advanced preparation program based upon individual needs. Each individualized program shall include university coursework and may include, nonuniversity activities or advanced administrative field experiences. The commission shall adopt standards and criteria for the university programs of advanced preparation and nonuniversity activities.

(B)Each individualized program shall include training on how to properly and effectively evaluate certificated employees.

(4)A credential candidate shall complete the individualized program pursuant to paragraph (3) during the first two years of experience in a full-time administrative position.

(b)The commission may, at the request of a credential candidate, grant a waiver, pursuant to subdivision (m) of Section 44225, of the requirement of university coursework upon its finding that the candidate, in consultation with personnel of the employing school district and personnel of the university, is not able to develop an individualized program of professional development for the advanced preparation program that meets the individual needs of the candidates.

SEC. 4.Article 4.7 (commencing with Section 44550) is added to Chapter 3 of Part 25 of Division 3 of Title 2 of the Education Code, to read:4.7.District-Designed Administrator Support Programs44550.

Each school district is encouraged to create a one-year principal, vice principal, or assistant principal, as applicable, support program allowing a highly effective school administrator, as determined by the school district, to support a principal, vice principal, or assistant principal, as applicable, who has completed the individualized program for a professional services credential with a specialization in administrative services pursuant to subdivision (a) of Section 44270.1 and who is demonstrating unsatisfactory performance, as determined by the school district, to become proficient in the California Professional Standards for Educational Leaders.

44551.

Each school district shall create a multiple-day administrator training program on how to evaluate teachers. The multiple-day administrator training program shall only be completed by principals, vice principals, or assistant principals, as applicable, who evaluate teachers.

SEC. 5.The heading of Article 13 (commencing with Section 44670) of Chapter 3 of Part 25 of Division 3 of Title 2 of the Education Code is amended to read:13.Principal, Vice Principal, and Assistant Principal Evaluation SystemSEC. 6.Section 44670 of the Education Code is amended to read:44670.

(a)The governing board of a school district may identify who will conduct the evaluation of each school principal, vice principal, and assistant principal, as applicable.

(b)Every school principal, vice principal, and assistant principal, as applicable, shall be evaluated annually for the first and second year of employment as a new principal, vice principal, or assistant principal, as applicable, in a school district. The governing board of the school district may determine the frequency of evaluations after this period.

(c)Additional evaluations that occur outside of the regular intervals determined by the governing board of the school district may be agreed upon between the evaluator and the principal, vice principal, or assistant principal, as applicable.

(d)Evaluators and principals, vice principals, or assistant principals, as applicable, may review school success and progress throughout the year. This review should include goals that are defined by the school district.

(e)The superintendent of a school district shall annually submit a report to the governing board of the school district outlining his or her plan for the evaluation and support of principals, vice principals, and assistant principals, as applicable, of the school district.

(f)It is the intent of the Legislature that every school principal, vice principal, and assistant principal, as applicable, shall be evaluated as frequently as necessary to ensure, in the view of the governing board of the school district, that they are satisfactorily proficient in the California Professional Standards for Educational Leaders and are performing effective evaluations of teachers.

SEC. 7.Section 44671 of the Education Code is amended to read:44671.

(a)Criteria for effective school principal, vice principal, or assistant principal, as applicable, evaluations shall be based upon the California Professional Standards for Educational Leaders. These standards identify a school administrator as being an educational leader who promotes the success of all pupils through leadership that fosters all of the following:

(1)A shared vision.

(2)Effective teaching and learning.

(3)Management and safety.

(4)Parent, family, and community involvement.

(5)Professional and ethical leadership.

(6)Contextual awareness.

(b)A school principal, vice principal, or assistant principal, as applicable, evaluation may include, but not be limited to, evidence of all of the following:

(1)Academic growth of pupils based on multiple measures that may include pupil work as well as pupil and school longitudinal data that demonstrates pupil academic growth over time. Assessments used for this purpose shall be valid and reliable and used for the purposes intended and for the appropriate pupil populations. Local and state academic assessments include, but are not limited to, state standardized assessments, formative, summative, benchmark, end of chapter, end of course, advanced placement, international baccalaureate, college entrance, and performance assessments. For career and technical education, authentic performance assessment is a strong indicator of effective teaching and learning.

(2)Effective and comprehensive teacher evaluations, including, but not limited to, curricular and management leadership, ongoing professional development, teacher-principal teamwork, and professional learning communities.

(3)Culturally responsive instructional strategies to address and eliminate the achievement gap.

(4)The ability to analyze quality instructional strategies and provide effective feedback that leads to instructional improvement.

(5)High expectations for all pupils and leadership to ensure active pupil engagement and learning.

(6)Collaborative professional practices for improving instructional strategies.

(7)Effective school management, including personnel and resource management, organizational leadership, sound fiscal practices, a safe campus environment, and appropriate pupil behavior.

(8) Meaningful self-assessment to improve as a professional educator. Self-assessment may include, but not be limited to, a self-assessment on state professional standards for educational leaders and the identification of areas of strengths and areas for professional growth to engage in activities to foster professional growth.

(9)Consistent and effective relationships with pupils, parents, teachers, staff, and other administrators.

SEC. 8.Section 44830.1 of the Education Code is amended to read:44830.1.

(a)In addition to any other prohibition or provision, a person who has been convicted of a violent or serious felony shall not be hired by a school district in a position requiring certification qualifications or supervising positions requiring certification qualifications. A school district shall not retain in employment a current certificated employee who has been convicted of a violent or serious felony and who is a temporary employee, a substitute employee, or a probationary employee serving before March 15 of the employees third probationary year. If any conviction is reversed and the formerly convicted person is acquitted of the offense in a new trial, or the charges are dismissed, this section does not prohibit his or her employment thereafter.

(b)This section applies to any violent or serious offense that, if committed in this state, would have been punishable as a violent or serious felony.

(c)(1)For purposes of this section, a violent felony is any felony listed in subdivision (c) of Section 667.5 of the Penal Code and a serious felony is any felony listed in subdivision (c) of Section 1192.7 of the Penal Code.

(2)For purposes of this section, a plea of nolo contendere to a serious or violent felony constitutes a conviction.

(3)For purposes of this section, the term school district has the same meaning as defined in Section 41302.5.

(d)When the governing board of a school district requests a criminal record summary of a temporary, substitute, or probationary certificated employee, two fingerprint cards, bearing the legible rolled and flat impressions of the persons fingerprints together with a personal description and the fee, shall be submitted, by any means authorized by the Department of Justice, to the Department of Justice.

(e)When the Department of Justice ascertains that an individual who is an applicant for employment by a school district has been convicted of a violent or serious felony, or for purposes of implementing the prohibitions set forth in Section 44836, any sex offense, as defined in Section 44010, or any controlled substance offense, as defined in Section 44011, the department shall notify the school district of the criminal information pertaining to the applicant. The notification shall be delivered by telephone or electronic mail to the school district. The notification to the school district shall cease to be made once the statewide electronic fingerprinting network is returning responses within three working days. The Department of Justice shall send by first-class mail or electronic mail a copy of the criminal information to the Commission on Teacher Credentialing. The Department of Justice may charge a reasonable fee to cover the costs associated with processing, reviewing, and supplying the criminal record summary required by this section. In no event shall the fee exceed the actual costs incurred by the Department of Justice.

(f)Notwithstanding subdivision (a), a person shall not be denied employment or terminated from employment solely on the basis that the person has been convicted of a violent or serious felony if the person has obtained a certificate of rehabilitation and pardon pursuant to Chapter 3.5 (commencing with Section 4852.01) of Title 6 of Part 3 of the Penal Code.

(g)Notwithstanding subdivision (f), a person shall not be denied employment or terminated from employment solely on the basis that the person has been convicted of a serious felony that is not also a violent felony if that person can prove to the sentencing court of the offense in question, by clear and convincing evidence, that he or she has been rehabilitated for the purposes of school employment for at least one year. If the offense in question occurred outside this state, then the person may seek a finding of rehabilitation from the court in the school district in which he or she is a resident.

(h)Notwithstanding any other law, when the Department of Justice notifies a school district by telephone or electronic mail that a current temporary employee, substitute employee, or probationary employee serving before March 15 of the employees third probationary year has been convicted of a violent or serious felony, that employee shall immediately be placed on leave without pay. When the school district receives written electronic notification of the fact of conviction from the Department of Justice, the employee shall be terminated automatically and without regard to any other procedure for termination specified in this code or school district procedures unless the employee challenges the record of the Department of Justice and the Department of Justice withdraws in writing its notification to the school district. Upon receipt of written withdrawal of notification from the Department of Justice, the employee shall immediately be reinstated with full restoration of salary and benefits for the period of time from the suspension without pay to the reinstatement.

(i)An employer shall request subsequent arrest service from the Department of Justice as provided under Section 11105.2 of the Penal Code.

(j)Notwithstanding Section 47610, this section applies to a charter school.

(k)This section shall not apply to a certificated employee who applies to renew his or her credential when both of the following conditions have been met:

(1)The employees original application for credential was accompanied by that persons fingerprints.

(2)The employee has either been continuously employed in one or more public school districts since the issuance or last renewal of his or her credential or his or her credential has not expired between renewals.

(l)Nothing in this section shall prohibit a county superintendent of schools from issuing a temporary certificate to any person described in paragraph (1) or (2) of subdivision (k).

(m)This section shall not prohibit a school district from hiring a certificated employee who became a permanent employee of another school district as of October 1, 1997.

(n)All information obtained from the Department of Justice is confidential. Every agency handling Department of Justice information shall ensure all of the following:

(1)A recipient shall not disclose its contents or provide copies of information.

(2)Information received shall be stored in a locked file separate from other files and shall only be accessible to the custodian of records.

(3)Information received shall be destroyed upon the hiring determination in accordance with subdivision (a) of Section 708 of Title 11 of the California Code of Regulations.

(4)Compliance with destruction, storage, dissemination, auditing, backgrounding, and training requirements as set forth in Sections 700 to 708, inclusive, of Title 11 of the California Code of Regulations and Section 11077 of the Penal Code governing the use and security of criminal offender record information is the responsibility of the entity receiving the information from the Department of Justice.

SEC. 9.Section 44885.5 of the Education Code is amended to read:44885.5.

(a)(1)A school district shall classify a person who is employed as a district intern pursuant to Section 44830.3 and a person who has completed service in the school district as a district intern pursuant to subdivision (b) of Section 44325 and Section 44830.3 and is reelected for the succeeding school year, or the second succeeding school year, to a position requiring certification qualifications as a probationary employee of the school district.

(2)The governing board of a school district may dismiss or suspend employees classified as probationary employees for the first succeeding school year pursuant to this subdivision in accordance with the procedures specified in Section 44948 or 44948.3, as applicable.

(b)A highly effective certificated employee who has completed service as a district intern pursuant to subdivision (b) of Section 44325 and pursuant to Section 44830.3 and who is further reelected and employed for the two succeeding school years as described in subdivision (a) shall, upon reelection for the third succeeding school year, to a position requiring certification qualifications, be classified as and become a permanent employee of the school district.

(c)A certificated employee who is reelected to a second succeeding school year as described in subdivision (a) shall continue to participate in the mentoring relationships with the support and professional development providers initiated during the California beginning teacher support and assessment program pursuant to Section 44279.2. The employee is not required to continue other aspects of the California beginning teacher support and assessment program during his or her third year.

(d)(1)Notwithstanding subdivision (c), a certificated employee who had previously been granted permanent status in another school district who has completed service as a district intern pursuant to subdivision (b) of Section 44325 and pursuant to Section 44830.3, and who is further reelected and employed for a second succeeding school year as described in subdivision (a) shall, upon reelection for the third succeeding school year to a position requiring certification qualifications, be classified as and become a permanent employee of the school district.

(2)Nothing in this subdivision shall be interpreted to authorize a certificated employee who has not previously been granted permanent status in another school district to gain permanent status without meeting the requirements of subdivision (b) or (c).

(e)The governing board of a school district shall notify a probationary employee, on or before March 15 of the employees second succeeding school year as described in subdivision (b), of the decision to reelect as a permanent employee, or not reelect the employee for the third succeeding school year. If the governing board of a school district does not give notice pursuant to this section on or before March 15, a probationary employee shall be deemed reelected as a permanent employee for the next succeeding school year.

(f)For purposes of this section, a highly effective certificated employee means a certificated employee who, in the view of the governing board of the school district, demonstrates proficiency with the California Standards for the Teaching Profession or district-developed standards that align with the California Standards for the Teaching Profession. Proficiency shall be demonstrated by an evaluation that conforms with Article 11 (commencing with Section 44660) of Chapter 3 designating the certificated employee in the highest category the school district has established pursuant to subdivision (c) of Section 44664.

(g)To the extent that this section as amended by Assembly Bill 934 of the 201516 Regular Session conflicts with a provision of a collective bargaining agreement entered into by a public school employer and an exclusive bargaining representative before January 1, 2017, pursuant to Chapter 10.7 (commencing with Section 3540) of Division 4 of Title 1 of the Government Code, the changes made to this section by Assembly Bill 934 of the 201516 Regular Session shall not apply until expiration or renewal of that collective bargaining agreement.

SEC. 10.Section 44901 of the Education Code is amended to read:44901.

(a)(1)A certificated employee who has served in a position or positions requiring certification qualifications in two or more school districts, each having an average daily attendance of 250 pupils or more and governed by governing boards of identical personnel, for a total of three complete consecutive school years, upon being elected for the fourth consecutive school year to a position or positions requiring certification qualifications in any of the school districts, shall at the commencement of the fourth consecutive school year be classified as a permanent employee of the last school district in which he or she was employed before his or her election for the fourth consecutive school year.

(2)Where there are two or more school districts, each having an average daily attendance of 250 pupils or more and governed by governing boards of identical personnel, a certificated employee who has served in one of the school districts for three complete consecutive school years, upon being elected for the fourth consecutive school year to a position or positions requiring certification qualifications in any of the school districts, shall at the commencement of the fourth consecutive school year be classified as and become a permanent employee of the last school district in which he or she was employed before his or her election for the fourth consecutive school year.

(3)This subdivision shall apply only to probationary employees whose probationary period commenced before the 198384 fiscal year.

(b)(1)A certificated employee who has served in a position or positions requiring certification qualifications in two or more school districts, each having an average daily attendance of 250 pupils or more and governed by governing boards of identical personnel, for a total of three complete consecutive school years, upon being elected for the fourth consecutive school year to a position or positions requiring certification qualifications in any of the school districts, shall at the commencement of the fourth consecutive school year be classified as a permanent employee of the last school district in which he or she was employed before his or her election for the fourth consecutive school year.

(3)The governing board of the school district shall notify the employee, on or before March 15 of the employees third complete consecutive school year of employment by the school districts in a position or positions requiring certification qualifications, of the decision to reelect or not reelect the employee for the next succeeding school year to such a position. If the governing board of the school district does not give notice pursuant to this section on or before March 15, the employee shall be deemed reelected for the next succeeding school year.

(4)This subdivision shall apply only to probationary employees whose probationary period commenced during the 198384 fiscal year or any fiscal year thereafter.

SEC. 11.Section 44929.21 of the Education Code is amended to read:44929.21.

(a)(1)Every employee of a school district of any type or class having an average daily attendance of 250 pupils or more who, after having been employed by the school district for three complete consecutive school years in a position or positions requiring certification qualifications, is reelected for the next succeeding school year to a position requiring certification qualifications shall, at the commencement of the succeeding school year, be classified as and become a permanent employee of the school district.

(2)This subdivision shall apply only to probationary employees whose probationary period commenced before the 198384 fiscal year.

(b)A highly effective certificated employee of a school district of any type or class having an average daily attendance of 250 pupils or more who, after having been employed by the school district for three complete consecutive school years, is reelected for the next succeeding school year to a position requiring certification qualifications shall, at the commencement of the succeeding school year, be classified as and become a permanent employee of the school district.

(d)(1)Notwithstanding subdivision (c), a certificated employee who had previously been granted permanent status in another school district and who is further reelected and employed during the succeeding school year as described in subdivision (b) shall, upon reelection for the next succeeding school year to a position requiring certification qualifications, be classified as and become a permanent employee of the school district.

(h)Subdivisions (b) to (g), inclusive, shall apply only to probationary employees whose probationary period commenced during the 198384 fiscal year or any fiscal year thereafter.

SEC. 12.Section 44929.23 of the Education Code is amended to read:44929.23.

(a)The governing board of a school district of any type or class having an average daily attendance of fewer than 250 pupils may classify as a permanent employee of the school district an employee who, after having been employed by the school district for three complete consecutive school years in a position or positions requiring certification qualifications, is reelected for the next succeeding school year to a position requiring certification qualifications. If that classification is not made, the employee shall not attain permanent status and may be reelected from year to year thereafter without becoming a permanent employee until a change in classification is made.

(b)Notwithstanding subdivision (a), Section 44929.21 shall apply to certificated employees employed by a school district, if the governing board of the school district elects to dismiss probationary employees pursuant to Section 44948.2. If that election is made, the governing board of the school district thereafter shall classify as a permanent employee of the school district a probationary employee who, after being employed for three complete consecutive school years in a position or positions requiring certification qualifications, is reelected for the next succeeding school year to a position requiring certification qualifications. A probationary employee who has been employed by the school district for three or more consecutive years on the date of that election in a position or positions requiring certification qualifications shall be classified as a permanent employee of the school district.

(c)If the classification is not made pursuant to subdivision (a) or (b), the employee shall not attain permanent status and may be reelected from year to year thereafter without becoming a permanent employee until the classification is made.

SEC. 13.SECTION 1.Section 3543.2 of the Government Code is amended to read:3543.2.

(a)(1)The scope of representation shall be limited to matters relating to wages, hours of employment, and other terms and conditions of employment. Terms and conditions of employment mean health and welfare benefits as defined by Section 53200, leave, transfer and reassignment policies, safety conditions of employment, class size, procedures to be used for the evaluation of employees, organizational security pursuant to Section 3546, procedures for processing grievances pursuant to Sections 3548.5, 3548.6, 3548.7, and 3548.8, the layoff of probationary certificated school district employees, pursuant to Section 44959.5 of the Education Code, and alternative compensation or benefits for employees adversely affected by pension limitations pursuant to former Section 22316 of the Education Code, as that section read on December 31, 1999, to the extent deemed reasonable and without violating the intent and purposes of Section 415 of the Internal Revenue Code.

(2)A public school employer shall give reasonable written notice to the exclusive representative of the public school employers intent to make any change to matters within the scope of representation of the employees represented by the exclusive representative for purposes of providing the exclusive representative a reasonable amount of time to negotiate with the public school employer regarding the proposed changes.

(3)The exclusive representative of certificated personnel has the right to consult on the definition of educational objectives, the determination of the content of courses and curriculum, and the selection of textbooks to the extent those matters are within the discretion of the public school employer under the law.

(4)All matters not specifically enumerated are reserved to the public school employer and may not be a subject of meeting and negotiating, except that this section does not limit the right of the public school employer to consult with any employees or employee organization on any matter outside the scope of representation.

(b)Notwithstanding Section 44944 of the Education Code, the public school employer and the exclusive representative shall, upon request of either party, meet and negotiate regarding causes and procedures for disciplinary action, including, but not limited to, other than dismissal, including a suspension of pay for up to 15 days or dismissal, days, affecting certificated employees. If the public school employer and the exclusive representative do not reach mutual agreement, Section 44944 of the Education Code shall apply.

(c)Notwithstanding subdivision (b) and Section 44944 of the Education Code, the public school employer and the exclusive representative shall, upon request of either party, meet and negotiate regarding procedures for disciplinary action, including dismissal, based solely on unprofessional conduct or unsatisfactory performance, or both, as provided in paragraphs (2) and (5) of subdivision (a) of Section 44932 of the Education Code, affecting certificated employees. If the public school employer and the exclusive representative do not reach mutual agreement, Section 44944 of the Education Code shall apply.

(c)

(d)Notwithstanding Section 44955 of the Education Code, the public school employer and the exclusive representative shall, upon request of either party, meet and negotiate regarding procedures and criteria for the layoff of certificated employees for lack of funds. If the public school employer and the exclusive representative do not reach mutual agreement, Section 44955 of the Education Code shall apply.

(d)

(e)Notwithstanding Section 45028 of the Education Code, the public school employer and the exclusive representative shall, upon request of either party, meet and negotiate regarding the payment of additional compensation based upon criteria other than years of training and years of experience. If the public school employer and the exclusive representative do not reach mutual agreement, Section 45028 of the Education Code shall apply.

(e)

(f)Pursuant to Section 45028 of the Education Code, the public school employer and the exclusive representative shall, upon the request of either party, meet and negotiate a salary schedule based on criteria other than a uniform allowance for years of training and years of experience. If the public school employer and the exclusive representative do not reach mutual agreement, the provisions of Section 45028 of the Education Code requiring a salary schedule based upon a uniform allowance for years of training and years of experience shall apply. A salary schedule established pursuant to this subdivision shall not result in the reduction of the salary of a teacher.

SEC. 14.SEC. 2.

If the Commission on State Mandates determines that this act contains costs mandated by the state, reimbursement to local agencies and school districts for those costs shall be made pursuant to Part 7 (commencing with Section 17500) of Division 4 of Title 2 of the Government Code.

The people of the State of California do enact as follows:SECTION 1.

SEC. 2.Section 1296 of the Education Code is amended to read:1296.

(3)This subdivision shall apply only to probationary employees whose probationary period commenced before the 198384 fiscal year.

(c)(1)Notwithstanding subdivision (b), the county superintendent of schools may require a certificated employee, who after having been employed by the county superintendent of schools for three complete consecutive school years and who is further reelected and employed during the succeeding school year, to continue to be classified as a probationary employee for a fourth year.

(2)

(c)A certificated employee who is reelected as a probationary employee pursuant to this subdivision or to a third complete consecutive school year as described in subdivision (b) shall, if the county office of education participates in the California Peer Assistance and Review Program for Teachers established pursuant to Article 4.5 (commencing with Section 44500) of Chapter 3 of Part 25 of Division 3 of Title 2, participate in the program. shall continue to participate in the mentoring relationships with the support and professional development providers initiated during the California beginning teacher support and assessment program pursuant to Section 44279.2. The employee is not required to continue other aspects of the California beginning teacher support and assessment program during his or her third year.

(3)Notwithstanding any other law, a third- or fourth-year probationary employee shall not be released or dismissed without cause and may appeal release or dismissal to the county board of education.

(4)During the third and fourth year as a probationary employee, the employee shall be observed by multiple administrators, including an administrator from a schoolsite other than the schoolsite at which the employee is on probation, and teacher peers. Administrators and teacher peers observing the third-year probationary employee shall provide feedback to the county superintendent of schools regarding the probationary employees proficiency with the California Standards for the Teaching Profession, adopted by the Commission on Teacher Credentialing.

(5)A third-year probationary employee may be dismissed for cause or shall be retained for a fourth year as a probationary employee after one year of the support program.

(e)The county superintendent of schools shall notify a certificated employee, on or before March 15 of the certificated employees third school year of probationary employment in a position requiring certification qualifications, of the decision to reelect as a permanent employee, reelect as a probationary employee, or not reelect the certificated employee for the next succeeding school year to this type of position. The county superintendent of schools shall notify a certificated employee, on or before March 15 of the certificated employees fourth school year of probationary employment in a position requiring certification qualifications, of the decision to reelect as a permanent employee or not reelect the certificated employee for the next succeeding school year to this type of position. If the county superintendent of schools does not give notice pursuant to this section on or before March 15, a certificated employee shall be deemed reelected as a permanent employee for the next succeeding school year.

(g)Subdivisions (b) to (f), inclusive, shall apply only to probationary employees whose probationary period commenced during the 198384 fiscal year or any fiscal year thereafter.

(h)As used in this section, the following definitions shall apply:

SEC. 3.Section 44270 of the Education Code is amended to read:44270.

(a)The minimum requirements for the preliminary services credential with a specialization in administrative services shall include all of the following:

(1)Possession of one of the following:

(A)A valid teaching credential requiring the possession of a baccalaureate degree and a professional preparation program including student teaching.

(B)A valid designated subjects career technical education, adult education, or special subjects teaching credential, as specified in Section 44260, 44260.1, 44260.2, 44260.3, or 44260.4, provided the candidate also possesses a baccalaureate degree.

(C)A valid services credential with a specialization in pupil personnel, health, or clinical or rehabilitative services, as specified in Section 44266, 44267, 44267.5, or 44268, or a valid services credential authorizing service as a teacher librarian, as specified in Section 44269.

(D)A valid credential issued under the laws, rules, and regulations in effect on or before December 31, 1971, which authorizes the same areas as in subparagraphs (B) and (C).

(2)Completion of any of the following:

(A)Five years of successful, full-time classroom teaching experience in the public schools, including, but not limited to, service in state- or county-operated schools, or in private schools of equivalent status.

(B)Five years of experience in the fields of pupil personnel, health, clinical or rehabilitative, or librarian services.

(C)A combination of the types of experience described in subparagraphs (A) and (B) equal to five years, counting concurrent experiences only once.

(3)Completion of an entry-level program of specialized and professional preparation in administrative services approved by the commission or a one-year internship in a program of supervised training in administrative services, approved by the commission as satisfying the requirements for the preliminary services credential with a specialization in administrative services.

(4)Current employment in an administrative position after completion of professional preparation as described in paragraph (3), whether full or part time, in a public school or private school of equivalent status. The commission shall encourage school districts to consider the recency of preparation or professional growth in school administration as one of the criteria for employment.

(b)The preliminary administrative services credential shall be valid for a period of five years from the date of initial employment in an administrative position, whether full or part time, and shall not be renewable.

(c)A candidate who completed, by September 30, 1984, the requirements for the administrative services credential in effect on June 30, 1982, is eligible for the credential authorized under those requirements. All other candidates shall satisfy the requirements set forth in this section.

SEC. 4.SEC. 3.Section 44270.1 of the Education Code is amended to read:44270.1.

(a)The minimum requirements for the professional services credential with a specialization in administrative services shall include all of the following:

(1)Possession of a valid preliminary administrative services credential, as specified in Section 44270.

(B)Each individualized program shall include training on how to properly and effectively evaluate certificated employees.

(4)A credential candidate shall complete the individualized program pursuant to paragraph (3) during the first two years of experience in a full-time administrative position.

SEC. 5.Article 4.6 (commencing with Section 44520) is added to Chapter 3 of Part 25 of Division 3 of Title 2 of the Education Code, to read:4.6.District-Designed Teacher Support Programs44520.

(a)Each school district shall create, in accordance with subdivision (f) of Section 3543.2 of the Government Code, if applicable, a two-year teacher support program allowing a highly effective certificated employee to support a certificated employee demonstrating unsatisfactory performance to become proficient in the California Standards for the Teaching Profession in order to become a highly effective certificated employee.

(b)For purposes of this section, the following terms have the following meanings:

(1)A highly effective certificated employee means a certificated employee who, in the view of the governing board of the school district, demonstrates proficiency with the California Standards for the Teaching Profession or district-developed standards that align with the California Standards for the Teaching Profession. Proficiency shall be demonstrated by an evaluation that conforms with Article 11 (commencing with Section 44660) designating the certificated employee in the highest category the school district has established pursuant to subdivision (c) of Section 44664.

(2)An employee demonstrating unsatisfactory performance means a certificated employee who, in the view of the governing board of the school district, does not demonstrate proficiency with the California Standards for the Teaching Profession or district-developed standards that align with the California Standards for the Teaching Profession. This lack of proficiency shall be demonstrated by an evaluation that conforms with Article 11 (commencing with Section 44660) designating the certificated employee in the lowest category that the school district has established pursuant to subdivision (c) of Section 44664.

SEC. 6.SEC. 4.Article 4.7 (commencing with Section 44550) is added to Chapter 3 of Part 25 of Division 3 of Title 2 of the Education Code, to read:4.7.District-Designed Administrator Support Programs44550.

Each school district is encouraged to create a one-year principal or vice principal principal, vice principal, or assistant principal, as applicable, support program allowing a highly effective school administrator, as determined by the school district, to support a principal or vice principal principal, vice principal, or assistant principal, as applicable, who has completed the individualized program for a professional services credential with a specialization in administrative services pursuant to subdivision (a) of Section 44270.1 and who is demonstrating unsatisfactory performance, as determined by the school district, to become proficient in the California Professional Standards for Educational Leaders.

44551.

(a)Each school district shall create a multiple-day principal and vice principal administrator training program on how to evaluate teachers. The multiple-day administrator training program shall only be completed by principals, vice principals, or assistant principals, as applicable, who evaluate teachers.

(b)An administrator who has received the professional services credential with a specialization in administrative services and who is demonstrating unsatisfactory performance, as determined by the school district, shall participate in the multiple-day principal and vice principal training program.

SEC. 7.Section 44664 of the Education Code is amended to read:44664.

(a)Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis as follows:

(1)At least once each school year for probationary personnel.

(2)At least every other year for personnel with permanent status.

(3)At least every five years for personnel with permanent status who have been employed at least 10 years with the school district, are highly qualified, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301 et seq.), as defined in 20 U.S.C. Sec. 7801, and whose previous evaluation rated the employee as meeting or exceeding standards, if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time.

(b)The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the certificated employee. If a certificated employee is not performing his or her duties in a satisfactory manner according to the standards prescribed by the governing board of the school district, the employing authority shall notify the certificated employee in writing of that fact and describe the unsatisfactory performance. The employing authority shall thereafter confer with the certificated employee making specific recommendations as to areas of improvement in the certificated employees performance and endeavor to assist the employee in his or her performance. If any permanent certificated employee has received an unsatisfactory evaluation, the employing authority shall annually evaluate the employee while the employee is in the California Peer Assistance and Review Program for Teachers established pursuant to Article 4.5 (commencing with Section 44500) or a district-designed, and collectively bargained for, if applicable, teacher support program established pursuant to Article 4.6 (commencing with Section 44520) until the employee achieves a positive evaluation or is separated from the school district. Evaluation performed pursuant to this article during the California Peer Assistance and Review Program for Teachers established pursuant to Article 4.5 (commencing with Section 44500) shall include the participation of an administrator from a school district other than the school district employing the certificated employee.

(c)A school district shall establish at least four categories of performance for certificated employees. At least two of these categories shall designate performance at a satisfactory level or greater. At least two of these categories shall designate performance below a satisfactory level.

(d)(1)A certificated employee who receives an evaluation performed pursuant to this article in the lowest category of performance in the area of teaching methods or instruction shall participate in a program designed to improve appropriate areas of the employees performance and to further pupil achievement and the instructional objectives of the employing authority.

(2)If a school district participates in the California Peer Assistance and Review Program for Teachers established pursuant to Article 4.5 (commencing with Section 44500), a certificated employee who receives a rating in the lowest category of performance on an evaluation performed pursuant to this section shall participate in the California Peer Assistance and Review Program for Teachers.

(3)If a school district does not participate in the California Peer Assistance and Review Program for Teachers established pursuant to Article 4.5 (commencing with Section 44500), a certificated employee who receives a rating in the lowest category of performance on an evaluation performed pursuant to this section shall participate in a district-designed, and collectively bargained for, if applicable, teacher support program established pursuant to Article 4.6 (commencing with Section 44520).

(e)Hourly and temporary hourly certificated employees, other than those employed in adult education classes who are excluded by the provisions of Section 44660, and substitute teachers may be excluded from the provisions of this section at the discretion of the governing board of the school district.

SEC. 8.SEC. 5.The heading of Article 13 (commencing with Section 44670) of Chapter 3 of Part 25 of Division 3 of Title 2 of the Education Code is amended to read:13.Principal and Vice Principal Principal, Vice Principal, and Assistant Principal Evaluation SystemSEC. 9.SEC. 6.Section 44670 of the Education Code is amended to read:44670.

(a)The governing board of a school district may identify who will conduct the evaluation of each school principal and vice principal. principal, vice principal, and assistant principal, as applicable.

(b)Every school principal and vice principal principal, vice principal, and assistant principal, as applicable, shall be evaluated annually for the first and second year of employment as a new principal or vice principal principal, vice principal, or assistant principal, as applicable, in a school district. The governing board of the school district may determine the frequency of evaluations after this period, which shall include evaluations at regular intervals. period.

(c)Additional evaluations that occur outside of the regular intervals determined by the governing board of the school district may be agreed upon between the evaluator and the principal or vice principal. principal, vice principal, or assistant principal, as applicable.

(d)Evaluators and principals or vice principals principals, vice principals, or assistant principals, as applicable, may review school success and progress throughout the year. This review should include goals that are defined by the school district.

(e)The superintendent of a school district shall annually provide reports on the evaluation of principals and vice principals or of the school district superintendents decision not to evaluate principals and vice principals submit a report to the governing board of the school district. district outlining his or her plan for the evaluation and support of principals, vice principals, and assistant principals, as applicable, of the school district.

(f)It is the intent of the Legislature that every school principal and vice principal principal, vice principal, and assistant principal, as applicable, shall be evaluated as frequently as necessary to ensure, in the view of the governing board of the school district, that they are satisfactorily proficient in the California Professional Standards for Educational Leaders and are performing effective evaluations of teachers.

SEC. 10.SEC. 7.Section 44671 of the Education Code is amended to read:44671.

(a)Criteria for effective school principal or vice principal principal, vice principal, or assistant principal, as applicable, evaluations shall be based upon the California Professional Standards for Educational Leaders. These standards identify a school administrator as being an educational leader who promotes the success of all pupils through leadership that fosters all of the following:

(1)A shared vision.

(2)Effective teaching and learning.

(3)Management and safety.

(4)Parent, family, and community involvement.

(5)Professional and ethical leadership.

(6)Contextual awareness.

(b)A school principal or vice principal principal, vice principal, or assistant principal, as applicable, evaluation may include, but not be limited to, evidence of all of the following:

(3)Culturally responsive instructional strategies to address and eliminate the achievement gap.

(4)The ability to analyze quality instructional strategies and provide effective feedback that leads to instructional improvement.

(5)High expectations for all pupils and leadership to ensure active pupil engagement and learning.

(6)Collaborative professional practices for improving instructional strategies.

(7)Effective school management, including personnel and resource management, organizational leadership, sound fiscal practices, a safe campus environment, and appropriate pupil behavior.

(9)Consistent and effective relationships with pupils, parents, teachers, staff, and other administrators.

SEC. 11.SEC. 8.Section 44830.1 of the Education Code is amended to read:44830.1.