Relating to certain specified employees of school districts, accredited nonpublic schools, and charter schools, including renewal requirements associated with licenses issued by the board of educational examiners to practitioners with master’s or doctoral degrees, fees associated with the review of certain specified records, and background checks for employees of school districts, accredited nonpublic schools, and charter schools

This bill relates to certain specified employees of school districts, accredited nonpublic schools, and charter schools, including renewal requirements associated with licenses issued by the board of educational examiners (BOEE) to practitioners with master’s or doctoral degrees, fees associated with the review of certain specified records, and background checks for employees of school districts, accredited nonpublic schools, and charter schools. Current law authorizes the BOEE to establish renewal requirements for licensed practitioners. The bill provides that there shall be no renewal requirement for a practitioner who has been employed as a practitioner for at least years and who possesses a master’s or doctoral degree, unless the practitioner holds an evaluator approval endorsement, which must be renewed at least once every years. The bill requires the BOEE to conduct certain criminal history registry checks related to such practitioners every five years, and authorizes the BOEE to charge the practitioner a reasonable fee for the review of the criminal history registry checks. The bill makes conforming changes, including changes to authorize permanent licensure for practitioners who satisfy these requirements.2(14). Current law requires school districts to initiate state and national criminal history registry checks of teachers who hold a license other than an initial license issued by the BOEE prior to entering into an initial contract with the teacher. Current law authorizes school districts to charge the teacher a fee not to exceed the actual cost for the criminal history registry check. The bill applies these provisions to accredited nonpublic schools and charter schools. Current law requires school districts to perform criminal history registry checks of applicants for a school employee position prior to hiring the applicant. Current law also requires the school district to perform this criminal history registry check at least every five years after the employee’s initial date of hire and maintain documentation demonstrating compliance with this requirement. Current law prohibits school districts from charging employees for the costs of these registry checks. Current law provides that if a school employee is listed in certain criminal history registries, the school district is required to immediately suspend the employee pending a termination hearing. The bill applies these provisions to accredited nonpublic schools and charter schools.