This list of frequently asked questions is designed to provide Administrators an understanding of District, State and Federal Guidelines as they apply to Certificated employees of the Los Angeles Unified School District.

Q: Who do I call to find a teacher?
A: Your Personnel Specialist can post your vacancy. They will provide you with a list of applicants to fill a position through a variety of means - Virtual Resume, Eligibility Lists, Teacher Transfers, Priority Assignments. They can also put you in touch with the Referral Unit for additional sources of applicants.

Q: How long does it take to process a teacher?
A: Employment processing time can vary based on a teacher's preparedness and documents in hand. Each new or continuing certificated employee may need fingerprinting and health clearance. Fingerprints can clear within 72 hours or take as long as 30 days or more. Health clearance is based on the employee's ability to provide appropriate documentation. In addition, each applicant must meet all District and State standards for employment, including the Pre-Service Teacher Training Academy, if not fully credentialed.

Q: Can an employee work prior to clearing all employment steps?
A: No. An employee must have met all requirements and be cleared for employment for both legal and health/safety reasons.

Q: How do I know if a teacher is cleared to work?
A: A teacher must show a copy of his/her contract which validates completion of the employment process.

Q: What must I consider when trying to fill a vacancy?
A: There are several compliance issues required when staffing a school, Integration Compliance, Rodriguez Consent Decree, requirements, and contractual mandates.

Q: Who do I call if there is a payroll problem?
A: First, determine if the assignment is in the HRS system. To verify, call your Assignment Technician. If HR cannot assist, you may be referred to Payroll Services for assistance.

Q: Can a certificated employee teach outside of his/her credentialed subject field?
A: No. However, he/she may be eligible to obtain an additional teaching authorization.

Q: When does an employee need to file a leave?
A: If an employee is out more than 20 days, he/she must submit a formal leave for his/her work location.

Q: How do I process an extended substitute?
A: An extended substitute takes the place of a teacher on a formal leave or in an unfilled position. Extended substitutes are subject to position control and must be time reported using the same class code as the absent teacher or position. They must also have the appropriate certification. You can access the Extended Substitute Request Form at www.teachinla.com/substitute

Q: If enrollment increases, how do I add another teacher?

No teaching staff may be added to any location if you exceed your operating capacity (OPCAP) and/or teaching station. Class Size Waiver (CSR) may be an option for adding a position. You must contact School Management services for assistance.

Q: How do I know if a teacher needs to renew his/her credential or sign a new contract?
A: Employees with an ending date on their contract must meet specific requirements to continue employment beyond the ending date of their contract. Employees with alternative certification (Provisional, Pre-Intern, Special Education Waiver, Substitute) must renew their permit certificate or waiver each year and meet State renewal guidelines. You will receive written notification that his/her permit is expiring from your Personnel Specialist every month. It is the employee's responsibility to meet renewal requirements. If they do not, they may not continue in their current assignment.

Q: If I release a sub with a 30-day permit after the 29th day, when may I bring him/her back to continue in the same assignment?
A: A sub with a 30-day permit may only teach the same group of students for a maximum of 30 days in a school year.

Q: What is the difference between a Stull Evaluation and a 1022?
A: A Stull Evaluation is used for Probationary, Permanent, District Interns and University Intern employees. A 1022 evaluation form is used for Provisionals, Short Term Permits, Pre-Interns and Special Education Waiver employees.

Q: What is a Seniority Date?
A: A Seniority date is the first day an employee renders paid service in Probationary or District Intern Status. A Seniority date can be earned prior to school starting if the employee attends a mandatory Pupil Free day. Buy Back days, Substitute time, Off Track time do not count toward earning a Seniority date.

Q: What is a Start Date?
A: This is the date an assignment begins at a school. (ex. an employee signs a contract on July 1, but is assigned to A track). The start date of the assignment does not commence until the first day of the A track assignment - not July 1.