Required replacement of certain educational personnel; selection of new principal for public school; new principal to review and replace or reassign teachers and other staff; requirements for reassignment; incentives; additional support and resources to public schools implementing corrective measures.
Nev. Rev. Stat. § 388.115
in effect1. If, pursuant to NRS 388.114 , the corrective measure of replacing the principal of a public school and other key personnel of the public school is approved by the Public Education Oversight Board impaneled pursuant to NRS 386.411 , the Superintendent of Public Instruction shall direct the superintendent of schools of the school district in which the school is located or, if the public school is a charter school, the governing body of the charter school, to initiate the process to replace the principal and other key personnel.
2. Upon receipt of such direction from the Superintendent of Public Instruction pursuant to subsection 1, the superintendent of schools of the school district or governing body of the charter school, as applicable, shall immediately begin a process to select a new principal for the public school. The superintendent of schools of the school district or governing body of the charter school, as applicable, shall:
(a) If the public school is a local school precinct, as defined in NRS 388G.535 :
(1) Ensure that the selection process complies with the applicable provisions of chapter 388G of NRS, including, without limitation, meaningful participation by the organizational team, as defined in NRS 388G.540 ; and
(2) Have the organizational team, as defined in NRS 388G.540 , participate in the selection process for the new principal by:
(I) Defining the desired qualifications and characteristics of the new principal;
(II) Participating in interviews, evaluations and deliberations for all candidates to be hired as the new principal; and
(III) Providing formal recommendations for a candidate to be hired as the new principal;
(b) Submit the name and qualifications of the final candidate selected by the superintendent of schools of the school district or governing body of the charter school, as applicable, for review and approval by the Superintendent of Public Instruction to ensure alignment with the improvement goals for the public school; and
(c) Appoint the new principal to assume full administrative responsibilities by the start of the next school year.
3. Upon appointment, the new principal, in collaboration with the administration of the school district or, if the new principal is the principal of a charter school, the governing body of the charter school shall review and, if necessary, replace or reassign any teacher or other staff member assigned to the school, subject to the following conditions:
(a) The replacement or reassignment process must comply with all applicable state and federal laws, including, without limitation, those related to:
(1) Collective bargaining agreements; and
(2) Employment protections under state and federal law, including, without limitation, the Americans with Disabilities Act of 1990, 42 U.S.C. §§ 12101 et seq., and Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq.;
(b) Teachers identified for replacement or reassignment must receive:
(1) Written notification specifying the reasons for the decision, consistent with performance or other relevant criteria; and
(2) Support for reassignment to another public school within the school district or another charter school, as provided in subsection 7;
(c) All decisions to replace or reassign a teacher must be documented and reviewed by the administration of the school district or the governing body of the charter school, as applicable, and the Department to ensure compliance with legal and policy standards; and
(d) Any principal, administrator, teacher or other staff of the public school who is replaced must:
(1) Be reassigned within the school district or to another charter school to a suitable role in accordance with chapter 391 of NRS and the policies of the school district or charter school;
(2) Follow the procedures of the school district or charter school, as applicable, for reassignment or other duties as appropriate; and
(3) Abide by any other requirements imposed by law or policy relating to reassignment.
4. If an administrator or teacher is removed from his or her position pursuant to this section and holds an effective or highly effective rating pursuant to paragraph (a) of subsection 2 of NRS 391.465 , the administrator or teacher must be reassigned to another open position of equal responsibility and compensation within the school district or charter school. If no such position is available, the administrator or teacher must be assigned to his or her previous role.
5. If administrators, teachers or other staff of a public school are replaced or reassigned pursuant to a corrective measure implemented pursuant to this section, the superintendent of schools of the school district or the governing body of the charter school, as applicable, in coordination with the Department, may establish financial and other incentives, which are subject to any collective bargaining agreement, to attract and retain high-quality teachers, administrators and other staff for the public school. Such incentives may include, without limitation:
(a) Salary increases, performance-based bonuses and retention stipends;
(b) Flexible scheduling options to support continuing education and other professional assignments;
(c) Specialized training programs and career advancement opportunities; and
(d) Additional supports tailored to address the specific challenges of the public school.
6. Each allocation of money for an incentive described in subsection 5 must be:
(a) Approved by the Department;
(b) Limited to the duration of the period for which the corrective measure is effective pursuant to this section; and
(c) Documented to ensure alignment with the performance and improvement goals of the public school.
7. A teacher reassigned to another public school within the school district or to another charter school pursuant to this section must receive support to meet performance standards, including, without limitation:
(a) Peer mentoring and coaching;
(b) Enrollment in professional development programs; and
(c) Additional resources or training as necessary.
8. If a new principal appointed pursuant to this section determines that additional operational costs are required to support the improvement goals of the public school, the superintendent of schools of the school district in which the public school is located or the governing body of the charter school shall:
(a) Evaluate and approve the request if resources are available or can be made available through reasonable budget augmentation;
(b) Identify and allocate appropriate sources of funding for the request; and
(c) Prioritize expenditures to address the most critical needs of the public school in alignment with its school improvement plan.
9. The Department may provide additional support and resources to schools designated as persistently priority schools that are implementing a corrective measure pursuant to this section. Such support may include, without limitation:
(a) Leadership coaching for new principals and other key personnel appointed pursuant to this section to ensure effective school management;
(b) Ongoing professional development opportunities for teachers to support best practices in instruction and curriculum delivery; and
(c) Funding to enter into contracts with consultants or educational specialists to assist in the implementation of effective school turnaround strategies, ensuring alignment with the performance improvement goals of the public school.
Source: NV Statutes (Official Site)URL: https://www.leg.state.nv.us/nrs/NRS-388.htmlFetched: 10/4/2026