Board of Trustees Board Meetings Board Policies Board Communication Corner Board Office Hours
Attendance Area Info Calendars Cell Equipment Citizens Advisory Committee on Enrollment Questions & Answers About the Citizens Advisory Committtee Community Wellness Taskforce Complaints/Public Input Contact Us Directory District Boundary Maps History Local Control Feature Articles Features Archive News Nondiscrimination Policy Organizational Beliefs Employees of the Year Press Releases Publications School Accountability Reports FUHSD Parent Survey
Business Services Enrollment & Residency Food Services Human Resources Maintenance & Operations New Teacher Induction Teaching & Learning Technology Services
High School Campuses AVID College Now Concurrent Enrollment Middle College FUHSD Adult School Summer Academy
Annual Notifications Academic Honesty Policy Course Information and Graduation Requirements College & Career Planning Community Advisory Committee Community Links English Learners PTA Council Resources for Parents Resources for Students Special Services Translation Help Intradistrict Council
Measure B Bond Program Measure K Bond Program Citizens' Oversight Committee CEQA History of FUHSD Bonds

Frequently Asked Questions

What are the three types of employment status? 

The Fremont Union High School District has 3 tiers of employment status:

Temporary – Temporary teachers are hired to fill a teaching position left vacant by a permanently employed teacher on a leave of absence or to replace a teacher in a categorically funded position.  A teacher who is not fully credentialed must also be hired on a temporary contract. Temporary teaching positions are usually contracted for a specific amount of time (e.g. 2015-2016 school year), but these contracts are sometimes renewed for multiple years in a row. There is no legal limit for the number of years a teacher can remain temporary.  Administrators are required to formally observe temporary teachers two times each year and submit a formal written evaluation once per year, before May 1. Temporary teachers can be let go from employment without cause.

Probationary – Newly hired teachers who are filling open positions are most often hired on a probationary contract.  Administrators are required to formally observe probationary teachers two times each year and submit a formal written evaluation once per year, before May 1.  Teachers in their second year of a probationary contract must be informed if they will not be recommended for permanent status by March 15. Probationary teachers can be let go from employment without cause.

Permanent – Teachers who complete the two-year probationary period and are recommended for reelection for the third year are granted permanent status.  These ‘tenured’ teachers then follow the same evaluation cycle as all other permanent teachers in the district.

Many hiring situations are position-specific, so if you have any questions about your status, please contact Director of Human Resources, Paula Robinson at


What is the calendar for the Evaluation Cycle?

Each school approaches the Evaluation system a little differently but below is the calendar for a standard evaluation cycle:



Teacher Evaluation Calendar

2016 - 2017



October 1

Annual conference with principal or assistant principal completed.

December 16

At least one observation and post conference completed for all non-permanent teachers.

February 10

At least two observations and post conferences completed for all non-permanent teachers

Prior to March 15

Notice of non-reemployment to any second year probationary teacher recommended for non-reelection

May 1

Completed written summary evaluations given to teachers being evaluate

Bold Dates are contractual. Non-bold are guidelines that school administrators try to follow.


Who will be my evaluator? 

Each school structures the evaluation assignments differently, but teachers are informed in the early fall and must meet with the evaluator for the Annual Conference before October 1.


What should I do to prepare for my “Annual Conference”?

Your mentor will help you prepare for your annual conference by reviewing the California Standards for the Teaching Professions (CSTPs), and asking you to consider which standards and elements might be the most productive to focus.  The annual conference is a chance for you and your evaluator to get to know each other, to discuss what type of growth you hope to achieve during the year, and to plan for how the evaluator can help you meet your goals.


Do I get to decide which class and period my evaluator will use for the formal observation?

Technically, no.  The evaluator can choose any class or period to do a formal observation and is not required to give you prior notice.  However, the goal of the evaluation system is to support your growth, so the evaluator will work with you to make sure that the observations gare conducted in a way that support this goal.


What if I disagree with the notes and comments in my formal observation?

You have the right to attach your own written response to any formal observation or evaluation document.  When you sign the bottom of an evaluation form, you are not stating that you agree with the comments, only that you have received the document.


Can my mentor attend the meetings that I have with my evaluator?

Yes!  Although California Education Code does not require that representation be allowed in evaluation meetings, our district has always championed a collaborative culture that allows a mentor or an FEA representative to attend these meetings with you. Mentors regularly attend meetings upon teacher request, so that they can better support the growth and improvement that the teacher wants to achieve.


When do I get my paycheck? Do I get a paycheck in the summer?

Pay warrants are distributed on the last business day of each month, starting in September, and ending in June i.e. ten months.

Many teachers choose to defer a portion of their regular September through June pay so that they receive their deferred pay in July and August. Should you choose this option, 16.67% of your net pay is withheld each month and placed into a holding account (no interest, sorry) and then disbursed in July and August. This “deferred pay option” was discussed with each new hire during the New Employee Workshop. However, one can sign up for it mid-year as well. Deferred pay form is available on the FUHSD website (under Business).


What do “Satisfactory”, “Needs Improvement”, and “Unsatisfactory” mean on the evaluation form?

Satisfactory means that the observed lesson meets the minimum standards. Satisfactory does not necessarily mean excellent, nor does it necessarily imply that one will earn permanent status. Reading through the comments and honing in on areas of growth are essential to really examining where one needs to grow.

Needs Improvement means that the lesson observed does not meet the minimum standards. When a teacher receives a “needs improvement”, it is a strong and clear signal that there are serious concerns with what was observed.

Unsatisfactory means that the lesson that was observed was far below the minimum standards and that such performance is of extremely serious concern.