LAGUNITAS SCHOOL DISTRICT

1. LAGUNITAS SCHOOL DISTRICT Teacher Tenure Process 5-21-14

2. Guiding Documents • California Education Code • Collective Bargaining Agreement between the Lagunitas Teacher’s Association/CTA/NEA and the Lagunitas School District • Lagunitas School District Policy

3. The “Rules” • All teachers hired new in the District are considered either temporary or probationary • Temporary teachers are those hired to replace a teacher on leave of absence or hired for a specific purpose for one year only with categorical (restricted) funds • Probationary teachers are hired with the understanding that the district retains the right to release them from their contract at any time during their first (probationary) year of employment or by March 15 of their second (probationary) year as a teacher in the District

4. The “Rules” (continued) • Second year probationary teachers not released by March 15 of their second year are automatically granted “tenure”- also known as permanent status • Permanent teachers can only be dismissed as a result of a reduction in force due to decline in enrollment or lack of revenues or for “cause” as defined in the education code. • Reduction in force is done by seniority (newest hires are reduced first)

5. The “Process” • Screening/Interviewing Committees recommend candidates for hiring to the Board of Trustees-the only employer in the District • Board takes action to approve recommendations/authorize employment • Employees sign payroll agreements, noting their status as probationary employees

6. The “Process” (continued) • Probationary and temporary employees are evaluated by principal and/or superintendent according to the terms of the education code, collective bargaining agreements and district policy • Evaluations are conducted by an administrator and are confidential

7. The “Process” (continued) • Evaluations are based upon the California Standards for the Teaching Profession and include: • Formal classroom observations • Informal input from colleagues • Informal information from parents • Formal classroom observations • Progress in attainment of identified professional goals • Teaching Quality • Teamwork with all staff • Relationship with administration • Relationship with parents and students • Other areas of evaluation

8. The “Decision” • Based upon recommendation of the school administration the Board may, in closed session: • Vote to renew a temporary contract if the opening continues • Extend a second year of probationary status to a new teacher to the district • Release/ Non-reelect a first or second year probationary employee (at any time during the school year for a first year probationary or by March 15th for a second year probationary

9. The “Decision” (continued) • The Board considers all components of the evaluation and the recommendation of the administration in rendering its decision • The Board, not administrators, students, parents or community have sole authority in deciding whether or not a probationary teacher is retained or released during the probationary period • The Board’s decision is final and cannot be appealed to a higher authority