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REPORTS TO THE BOARD

Human Resources Report

To: Asha Riley

From: Vicky Barnes

Date: January 15, 2025

Subject: Human Resources Report

Out-of Endorsement

Within the consent agenda, there are certificated staff members listed who currently do not hold an endorsement for the class they are teaching. A comprehensive report in the spring will identify any teachers working out of their endorsement area, ensuring the Board is fully informed. To address this issue, the district provides support for these staff members, which may include:

• Assisting them in obtaining the necessary endorsement.
• Partnering them with a teacher who holds the required endorsement.
• Collaborating with external agencies for additional support.

Additionally, these teachers receive ongoing support from their administrators to ensure effective teaching and compliance with district standards.

Statewide Civil Rights Review

During the 2024 legislative session, a new bill was enacted requiring the Office of Superintendent of Public Instruction (OSPI) to perform a one-time review of every district in Washington State to ensure compliance with state and federal nondiscrimination laws. This Statewide Civil Rights Review must be completed during the 2024–25 school year.

Key details include:

• Submission Deadline: The required documentation must be submitted by January 31, 2025.
• Review Focus Areas:
• Policies and procedures for nondiscrimination, sex-based discrimination (formerly sexual harassment), and gender-inclusive schools.
• Handbook and website notices regarding discrimination, sexual harassment, complaint processes, and gender-inclusive schools.
• Staff training on state nondiscrimination laws and bias elimination.
• Designated coordinators and their training (including coordinators for civil rights, Title IX, Section 504, and gender-inclusive schools).

OSPI will compile a summary of the review findings and submit a report to the legislature following the completion of the review.

Leaves and Long-Term Substitutes

Over the past four years, the district has observed an increase in long-term leaves taken by employees. This trend aligns with the implementation of Washington’s State Paid Family and Medical Leave (WA PFML) program, which began on January 1, 2020. Key aspects of this program include:

• Purpose: Provides partial wage replacement for eligible workers to recover from serious illness or injury, bond with a new child, or care for a seriously ill or injured family member.
• Funding: Jointly funded by employees and the district and administered by the state.

Currently, 13 states in the United States have enacted paid family leave systems. While the WA PFML program helps employees maintain financial stability during significant life events, the district continues to prioritize minimizing disruptions to student learning by filling these positions promptly. Efforts to manage this challenge remain a top priority to ensure students receive uninterrupted education.

Plans for Next Year

In December, a survey was distributed to all staff members to gather information regarding their plans for the upcoming year. This proactive communication aims to facilitate a smooth process by ensuring employees receive the appropriate forms for resignations or leaves of absence.

The survey results are a critical component in assisting the district with staffing preparations for the next school year. By understanding staff intentions early, we can make informed decisions to address potential vacancies and align resources effectively to meet the needs of the district.