HR FAQs

If you are a STRS member, start at the CalTRS website.  If you are a PERS member, start at the CalPERS website. Additionally, our office is always happy to meet with you. Please call us at 805.641.5000 x1150 (Certificated) or x1170 (Classified) to schedule an appointment.

We will need you to bring in your driver's license and social security card reflecting your new name. Additionally, you will need to complete the Employee Contact Information Form. 

To change your address, fill out the Employee Contact Information Form and return it to Human Resources or access the Ventura County Employee Online Portal. The Ventura County Employee Online Portal allows all employees to access pay information, leave balances, W-2, 1095 statements, and more. Employees can update address, email, and phone numbers. Employees can also use a payroll calculator to estimate pay and update tax deductions electronically. For more information, please contact the payroll department.

Access the Ventura County Employee Online Portal. The Ventura County Employee Online Portal allows all employees to access pay information, leave balances, W-2, 1095 statements, W-4, and more. Employees can update address, email, and phone numbers. Employees can also use a payroll calculator to estimate pay and update tax deductions electronically. For more information, please contact the payroll department.

Certificated: In order to be a permanent employee, you must serve two years as a probationary employee or one or more years as a temporary employee AND one year designated as a probationary employee. Changing employees from temporary to probationary is a complicated process. Please feel free to contact our office at 805.641.5000 x1150 for an advisory on the TEMPORARY to PROBATIONARY Status Change Process.

Classified: After being hired into a regular assignment, classified bargaining unit members must serve a 130 day probationary period before becoming permanent. Classified management must serve a 12 month probationary period.

If you are sick for less than five days, you do NOT need a doctor's note. Whenever you are sick for five days or longer, we may request a doctor's note releasing you to return to work. In some instances, if your supervisor has a concern about your ability to return to work and/or you are returning to work with restrictions,  you must have a release from your physician indicating your restrictions and PRIOR to returning, you must get approval from Human Resources. If you return to work without the appropriate doctor's release, your site supervisor may send you home until you provide a release.

Our payroll department maintains records regarding Sick Leave Bank membership. Please contact them at 805-641-5000 x1231 for this information.

"Reasonable Assurance" letters are sent out each May to all employees who work less than 12 months. It is simply a notification that after summer break, we expect you will be returning to your assignment. 

The letter also mentions summer assignments. If you have already been given a summer school assignment, then you may disregard the statement in the letter as it does not apply to you.

If you are looking for Certificated (teaching) assignments, current vacancies may be found on the Edjoin website. If you are looking for Classified (non-teaching) openings, view our classified job openings webpage.

If you are interested in a certificated position with Ventura Unified School District, you will be applying via EdJoin. On EdJoin, you will select the posting for which you are interested and complete an online application, electronically upload your cover letter, resume, letters of recommendation, transcripts, credential, and praxis/CBEST test scores. Any technical difficulties you have uploading documents to EdJoin can be addressed by EdJoin's FAQ page or via their help desk at 888-900-8945. Hint: If you'd like to get a head start, you may establish a profile in EdJoin that will make the application process much smoother when openings occur.

We typically recruit teachers in the spring of each year. We suggest you begin monitoring EdJoin as early as the first of February to be safe. If you are still completing your credential program at the time of our recruitment, but you anticipate completing it by the start of the coming school year, simply indicate such on your application. Don't wait until you have your credential to apply as you may miss the window.

We do not keep applications "on file." When opportunities are posted on EdJoin, applicants will need to apply for the specific opportunities in which they are interested. Once the position has been filled, the posting is no longer active and the applications are purged. In cases where an applicant "pool" is being established, we will keep the applications active for as long as required to fill the various vacancies (such as hourly intervention or part-time job-share assignments), but no longer than the close of the school-year during which the "pool" was established.

Information on becoming a substitute teacher may be found by visiting our Substitute Teaching page.

Placement on the salary schedule is based on years of experience, post-bachelor's degree units and other degrees held. To move across the columns, you will need to earn post-bachelor, upper division units from a WASC or regionally accredited university, and submit transcripts (official or unofficial) to Human Resources reflecting those units. Coursework must be completed and transcripts submitted by September 30 in order to take effect for the current school year. Transcripts submitted after September 30 will not allow movement on the scale until the following school year.

Our Payroll department monitors sick and vacation leave. Please contact them at 805.641.5000 x1231 for that information.

In order to resign your position, you will need to submit a letter of resignation to Human Resources stating the date you would like to resign. If you need to resign mid-year, contact Certificated Human Resources 805.641.5000 x1150 and discuss the specifics of your situation.

If you have not already made an appointment with CalSTRS, we recommend this as your first step towards retirement. Following your appointment with CalSTRS, simply submit a letter to Certificated Human Resources indicating your intent to retire. Be sure to include the effective date of your retirement (typically the day after your last day worked). If you need additional counseling as you wrestle with this big decision, we are available to assist you. Please feel free to contact our office at 805.641.5000 x1150.

In order to be a permanent employee, you must serve two years as a Probationary employee or one or more years as a Temporary employee AND one year designated as a Probationary employee. Changing employees from Temporary to Probationary is a complicated process. Please feel free to contact our office at 805.641.5000 x1150 for an advisory on the TEMPORARY to PROBATIONARY Status Change Process.

Your status is listed on the contract you signed. If you have been moved from Temporary to Probationary, you will have received a letter from Certificated Human Resources. You must serve two years as a Probationary employee to move to a Permanent status. Contact Certificated Human Resources to find out your specific status.

To make changes to your withholdings, you will need to complete a new W-4 form and submit it to Payroll. W-4 forms are available on our website by clicking here, or by contacting Payroll at 805.641.5000 x1231.

Our payroll department maintains records regarding Sick Leave Bank membership. Please contact them at 805.641.5000 x1231 for this information.

You can renew your credential in two different ways:

1. Request a renewal application from Certificated Human Resources - either call 641-5000 x1153 or e-mail your request to Marie Corral.

2. Renew On-Line at: California Commission on Teacher Credentialing DO NOT renew your credential on-line if it is within one month of expiring. If your credential is in within one month of expiring, contact Marie Corral for instructions.

If you are a teacher, your User ID is your PSL number. You can locate your PSL number on your pay warrant in the column marked "Emp Id." Although that number is preceeded by zeros, you will only enter the numbers following the zeros in the User ID box of SmartFind.

If you are a substitute, your User ID is your 7-digit phone number.

If you have forgotten your password, SmartFind provides a password recovery feature wherein your password will be emailed to you once you have provided your User ID.

If you are still unable to log-in, school site office managers have access to your log-in information, as does our office, and you may call for assistance.

To change your address, please visit our forms webpage, and complete the Name, Address or Phone Change Form. Bring your completed form to Human Resources and we will process the change. If your change in address signifies a change in personal status, be sure to complete the Change in Personal Status form as well. 

To change your name, please visit our forms webpage,  and complete the Name, Address or Phone Change Form. Bring your completed form to Human Resources along with a copy of your driver's license and Social Security card (we cannot accept copies - we must see the original document) reflecting your new name and we will process the change. Please remember, a change in name usually signifies a change in personal status which requires other updates such as emergency contacts and beneficiaries. Be sure to complete the Change in Personal Status form as well.  

Changing your emergency contact information is as simple as completing the Change in Personal Status form accessible on our forms webpage, or by clicking here. Submit your completed form to Human Resources and we will update your records.

Probationary Certificated employees are continuing employees until given proper notice by the district. Temporary Certificated employees work for the district until the end-date listed on his/her contract (usually 1 year).

Under California law, if you are Probationary 1, Probationary 2 or Temporary Certificated employees, you do not have due process rights and you can be released without VUSD having to provide cause.

If you receive a non-renewal notice, this means your contract will not be renewed the following year. • First year probationary certificated employees may be given notice of non-renewal effective at the end of the school year at any time without any statement of reasons or hearing. • Second year probationary certificated employees in districts of 250 ADA or more may be given notice of nonrenewal effective at the end of the school year at any time before March 15 of the second year without any statement of reasons of hearing (CA Education Code44929.21) California Education Code § 44929.21 The governing board shall notify the certificated employee, on or before March 15 of the certificated employee's second complete consecutive school year of employment by the district in a position or positions requiring certification qualifications, of the decision to reelect or not reelect the certificated employee for the next succeeding school year to the position. In the event that the governing board does not give notice pursuant to this section on or before March 15, the certificated employee shall be deemed reelected for the next succeeding school year.

Yes. School districts have complete discretion to release certificated employees who are not permanent.

It means your name will go to the VUSD Board of Trustees for approval to non-reelect you, which means: to not renew your employment contract. In some districts you are asked on employment applications if you have been non-reelected on a previous district.

No, they do not

If you go to employment in another California K-12 school district, your accrued sick leave is transferred to your new district. When you retire under STRS, all unused sick leave contributes to you retirement.

The Education Code allows districts to hire a number of temporary certificated employees to match the number of certificated employees on leave, and/or half of the number of job shares.

State Education Code does not give temporary certificated employees due process rights and the layoff process does not cover temporary certificated employees. Temporary certificated employees can be released with a simple letter from the employer.

Temporary certificated employees have no legal rights to be rehired, but you may indicate to VUSD Human Resource Office that you hope to be rehired.