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Millbrae HR details staffing, hiring challenges and new AB 2534 background check rule
Summary
HR director Claudia briefed the board on current staffing levels, active recruitments, implementation of a new Frontline ERP system and compliance with AB 2534, a law expanding required employment-history inquiries for certificated applicants.
Claudia, the district’s human-resources representative, presented staffing counts, recruitment activity, and new compliance obligations under AB 2534, which amends Education Code section 44939.5.
Claudia reported current staffing numbers as: 29 certificated staff on duty, 77 classified, 3 confidential, 3 certificated contract and 19 classified contract positions. She said recruitment work is ongoing for TK, kindergarten and other classroom openings for 2025–26, and that special-education teacher and paraprofessional roles remain difficult to fill; several offers were declined because of benefits concerns.
Claudia described the district’s rollout of a new enterprise personnel/payroll system (Frontline ERP) and an expansion of digital onboarding and electronic timesheets. She said the district is moving from an older financial system and expects to go live on Frontline on July 1, 2025, with legacy access available through Sept. 30.
Claudia also summarized AB 2534, effective Jan. 1, which requires applicants for certificated positions to provide a complete list of prior educational employers and requires districts to inquire of each listed employer whether the applicant was the subject of credible complaints, investigations or discipline for egregious misconduct that required reporting to the California Commission on Teacher Credentialing. She said the district implemented an InformED K-12 form to track inquiries and follow-up attempts and noted the administrative burden of obtaining historical records from prior employers, especially for long-tenured candidates.
Trustees asked how far back the district must inquire; staff said the law requires inquiry of every listed employer rather than a fixed-year lookback. Claudia said districts must make repeated attempts to obtain records and that the process presents timing and operational questions—such as whether to delay offers until all responses arrive. The board thanked HR staff for process improvements such as electronic timesheets and onboarding.
