Is tk: What is TK & Kindergarten?

Опубликовано: October 15, 2023 в 6:42 pm


Категории: Miscellaneous

What Is Transitional Kindergarten? – Teaching Strategies

The concept of transitional kindergarten—also known as “TK”—first emerged in 2010, when California passed the Kindergarten Readiness Act. This act was created for 4-year-old children who turn 5 between September 2 and December 2, although California recently expanded the range to February 2 of the following year. Since these children have late birthdays, they traditionally missed the cutoff for kindergarten in California, which requires kindergarten students to be 5 years old by September 1.

Transitional kindergarten has recently picked up steam after California unveiled a $2.7 billion, 3-year plan to expand the offering, starting with rolling out a universal transitional kindergarten program this year.

Despite the new and exciting advancements developing in the transitional kindergarten space, many teachers, families, and school leaders have been left with unanswered questions. Fortunately, we’ve got answers.


What Is Transitional Kindergarten?

A steppingstone between preschool and kindergarten, transitional kindergarten is often referred to as the first year of a two-year kindergarten experience. It’s an entirely optional offering, since children in California are only required to start attending school once they turn 6 (although there is pending legislation that may require attending kindergarten). This means families can choose whether to enroll children in a transitional kindergarten program, sign them up for a private preschool program, or keep them home.

Transitional kindergarten programs are offered at no cost to families. Just like with kindergarten, schools can offer transitional kindergarten as a half-day (3 hours) or a full-day (6 hours) program. That said, California’s new Expanded Learning Opportunities Program requires local schools to offer a 9-hour school day that includes before- and after-school activities for transitional kindergarten through sixth grade.

Ultimately, the goal of transitional kindergarten is to provide children with late birthdays with a developmentally appropriate, play-based curriculum that will help them thrive in kindergarten. It can also help Spanish-speaking multilingual learners become more acquainted with English prior to kindergarten. This is particularly beneficial in a state with nearly 11 million Spanish speakers. In addition, since about 90% of brain growth happens before kindergarten, expanding access to early childhood education can help close the achievement gap (First Things First).1


Transitional Kindergarten vs. Preschool and Pre-K

Unlike preschool and pre-kindergarten, transitional kindergarten is part of the public school system. While families can enroll any 4-year-old child in pre-K, transitional kindergarten is currently available to children who are 4 but will turn 5 between September 2 and February 2 the following year.

Transitional kindergarten also features more structured curriculums than those used in pre-K along with modified versions of kindergarten lessons. This includes important skills for reading, writing, and math, as well as learning social–emotional skills such as listening to directions and taking turns.

Facility requirements for transitional kindergarten are the same as for kindergarten. As a result, new and existing facilities will need to ensure transitional kindergarten classrooms are close to drop-off and bus loading zones, allow for play yard supervision, include windows, provide height-appropriate sinks for children, and have restrooms located within the classroom or the kindergarten complex. To ensure providers are meeting these requirements, California has allocated about $490 million to build new transitional kindergarten facilities or update existing ones (Officer of Governor Gavin Newsom, 2021).2


Transitional Kindergarten in California

As we mentioned, California has started rolling out a universal transitional kindergarten program as part of its public school system, making it available to children regardless of family income. Although most school districts will receive funding for their transitional kindergarten programs based on the average number of children in attendance throughout the school year, approximately 15% of districts will not receive funding (Aguilera, 2022).3 Known as basic aid districts, these exempted districts are among the wealthiest in California (Aguilera, 2022).3

About 100,000 children in California attended transitional kindergarten programs in 2021 (D’Souza, 2021a).4 The new universal transitional kindergarten program has started accepting younger children and aims to ensure all 4-year-olds in California—about 400,000 children in total—are eligible for transitional kindergarten by the 2025-2026 school year (D’Souza, 2021b).5 This is a game-changing initiative for a state with almost 3 million children under the age of 5 (D’Souza, 2021b).

Requirements for TK teachers

Transitional kindergarten teachers are currently required to have a multiple-subject teaching credential, which is the same credential teachers need for all the elementary grades.

By 2023, transitional kindergarten teachers will also need to complete an additional 24 units of early childhood education coursework or the equivalent, depending on their employer’s requirements, or they’ll need to hold a child-development permit. To learn more about the credentialing process for transitional kindergarten teachers, check out our upcoming blog, “Preparing teachers for transitional kindergarten.”

Once transitional kindergarten teachers meet the necessary requirements, they can look forward to smaller class sizes with a ratio of 12 children per teacher or teaching assistant. California hopes to transition to 10 children per teacher by the 2025-2026 school year. Furthermore, while school districts have the final word on compensation, transitional kindergarten teachers can typically expect the same pay as kindergarten teachers.


Strengthening School-Family Connections in TK

Transitional kindergarten will mark the first time many families send their children to school, making it an ideal opportunity to start building strong family-school partnerships that can set young learners up for success.

According to the National Scientific Council on the Developing Child (2004), young children experience the world through their interpersonal relationships.6 Since these relationships affect almost all aspects of a child’s development, it’s crucial that transitional kindergarten programs nurture family engagement, such as by

  • fostering an inviting, uplifting environment where families feel welcomed, regardless of whether they’re visiting their children’s classrooms or the school’s front office;
  • engaging families in conversations, especially at the start of the school year, to better understand each child’s home life; and
  • creating opportunities to connect with families throughout the year and maintaining an open dialogue on how families can support their children’s learning.


How Teaching Strategies Supports TK

At Teaching Strategies, we remain committed to empowering teachers and engaging children and families alike. Our transitional kindergarten curriculum is no exception. Designed to build a bridge from preschool to kindergarten, our play-based curriculum is rooted in a whole-child approach that promotes all areas of development and learning.

Transition to Kindergarten | OSPI

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2023-24 TK Survey

Is your district planning to implement TK? Complete the 2023-24 TK Assessment Profile to let OSPI know of your intention with TK and keep up to date with TK/WaKIDS data due dates.

Contact Information

Transition to Kindergarten (TK) is a legislatively established and authorized program for children who are at least 4-years-old by August 31 and have been identified through a screening process to be in need of additional preparation to be successful kindergarten students in the following school year.   

OSPI published data on February 1, 2023, showing that TK is an effective strategy for closing opportunity gaps. 

OSPI will adopt emergency rules for the 2023-24 school year consistent with the criteria identified in House Bill 1550 (HB 1550) as passed by the legislature. 

Bulletin No. 036-23 provides information about the upcoming rulemaking process and guidance for local education agencies implementing a TK program. Updated rules and guidance will be posted to the OSPI website.

For questions related to TK funding, visit OSPI School Apportionment and Budget Preparations. 

ESD 101–Spokane
Kimberly Lyman
Washington Pyramid Model Implementation Specialist
WaKIDS/Transitional Kindergarten (TK) Coordinator

ESD 105–Yakima
Kathleen Lenihan
Washington Pyramid Model Implementation Specialist
Dana Floyd
Washington Pyramid Model Implementation Specialist
Maggie Mendoza
WaKIDS/Transitional Kindergarten (TK) Coordinator
Cynthia Juarez
WaKIDS/Transitional Kindergarten (TK) Coordinator

ESD 112–Vancouver
Cari Wood
Washington Pyramid Model Implementation Specialist
Sara Rushlo
Washington Pyramid Model Implementation Specialist
Jackie Brock
WaKIDS/Transitional Kindergarten (TK) Coordinator
Samantha Stevens
WaKIDS/Transitional Kindergarten (TK) Coordinator

ESD 113–Tumwater/Olympia
Kerri Blankenship
Washington Pyramid Model Implementation Specialist
WaKIDS/Transitional Kindergarten (TK) Coordinators
Jana Brock
Washington Pyramid Model Implementation Specialist
Josie Komorowski
WaKIDS/Transitional Kindergarten (TK) Coordinator

ESD 114–Bremerton
Laura Batcheller
Washington Pyramid Model Implementation Specialist
Kristen Sheridan
WaKIDS/Transitional Kindergarten (TK) Coordinator
Kim Crummey
WaKIDS/Transitional Kindergarten (TK) Coordinator

PSESD 121–Renton
Courtney O’Catherine
Washington Pyramid Model Implementation Specialist
Apurva Wikstrom
Washington Pyramid Model Implementation Specialist
Aeryn King
Washington Pyramid Model Implementation Specialist
Whitney White
P-3 Professional Learning Consultant
WaKIDS/Transitional Kindergarten (TK) Coordinator

ESD 123–Tri-Cities
Jennifer Ann Kelly
Washington Pyramid Model Implementation Specialist
WaKIDS/Transitional Kindergarten (TK) Coordinator

NCESD 171–Wenatchee
Jane Fox
Washington Pyramid Model Implementation Specialist
Jan Dosh
Washington Pyramid Model Implementation Specialist
Janelle Bersch
WaKIDS/Transitional Kindergarten (TK) Coordinator

ESD 189–Anacortes
Rae Allen
Washington Pyramid Model Implementation Specialist
Sarah Southard
WaKIDS/Transitional Kindergarten (TK) Coordinator

Julie Dean
Washington Pyramid Model Implementation Specialist

TK Materials

  • TK Introductory Webinar 
  • Transitional Kindergarten FAQ 
  • Transitional Kindergarten Administrators’ Best Practices Workbook 
  • Suggested Eligibility Determination for TK 
  • TK Readiness Considerations 
  • Coordinated Enrollment and Referral Planning Worksheet 
  • TK Worksheet for Coordinated Recruitment & Enrollment and Budget Planning
  • WA State Early Learning and Development Guidelines 



Labor Code of the Russian Federation Article 80.

Termination of an employment contract at the initiative of an employee (at his own request) \ ConsultantPlus

A revised version of the document has been prepared with changes that have not entered into force

of the Labor Code of the Russian Federation Article 80. Termination of an employment contract at the initiative of an employee (at his own request)

Guides on personnel issues and labor disputes. Issues of application of Art. 80 of the Labor Code of the Russian Federation

Guide to personnel issues:

– How to issue a dismissal of your own free will

– How to grant unused vacation with the subsequent termination of the employment contract at the initiative of the employee?

– How is the resignation of the application for dismissal processed?

– Is it legal to terminate one’s own will before the expiration of two weeks if the date of dismissal is not specified in the application?

The employee has the right to terminate the employment contract by notifying the employer in writing no later than two weeks in advance, unless another period is established by this Code or other federal law. The specified period begins the next day after the employer receives the employee’s application for dismissal.

(as amended by the Federal Law of 30.06.2006 N 90-FZ)

(see the text in the previous edition)

By agreement between the employee and the employer, the employment contract may be terminated even before the expiration of the notice of dismissal.

In cases where the employee’s application for dismissal on his own initiative (of his own free will) is due to the impossibility of continuing his work (enrollment in an educational organization, retirement and other cases), as well as in cases of established violation by the employer of labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of a collective agreement, agreement or employment contract, the employer is obliged to terminate the employment contract within the period specified in the employee’s application.

(as amended by Federal Laws No. 90-FZ of 30.06.2006, No. 185-FZ of 02.07.2013)

(see the text in the previous edition) withdraw your application. Dismissal in this case is not carried out unless another employee is invited in his place in writing, who, in accordance with this Code and other federal laws, cannot be refused to conclude an employment contract.

After the expiration of the termination notice, the employee has the right to stop working. On the last day of work, the employer is obliged to issue a work book to the employee or provide information about labor activity (Article 66.1 of this Code) with this employer, issue other documents related to work, at the written request of the employee and make the final settlement with him.

(as amended by Federal Law No. 439-FZ of December 16, 2019)

(see the text in the previous edition)

If the employment contract has not been terminated after the expiration of the termination notice and the employee does not insist on dismissal, the employment contract continues.

Labor Code of the Russian Federation (Labor Code of the Russian Federation)

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  3. Labor Code of the Russian Federation (Labor Code of the Russian Federation)

The Labor Code of the Russian Federation (LC) is a legislative act regulating labor relations in the Russian Federation. The purpose of the TC is to establish the state. guarantees of labor rights and freedoms of citizens, creation of favorable working conditions, protection of the rights and interests of employees and employers.

Labor Code regulates labor relations in the field of:

  • labor organization and labor management;
  • employment with the employer;
  • training, retraining and advanced training of employees;
  • social partnerships, including the conclusion of collective agreements;
  • participation of workers and trade unions in the establishment of working conditions and the application of labor legislation;
  • liability of employers and employees;
  • supervision and control, including trade union, over compliance with labor laws.

On our website you can learn more and additionally about the rights of employees and the requirements established in various articles of the Labor Code: guarantees and compensations, including for work in harmful and dangerous working conditions (articles 92, 117, 147), annual paid vacation (Article 122, 114, etc.), additional leave (Article 117), average wage (Article 139), Internal Labor Regulations (Article 189), the establishment of a minimum wage (Article 133), etc.

Violations of the Labor Code by employers, unfortunately, are a frequent occurrence. Therefore, one of the main areas of activity in the GMPR is the protection of the labor rights of workers.

Among the main articles of the Labor Code, which is useful for every employee to know and which few people really know about, today trade union lawyers distinguish the following:

  1. article 124: if an employee falls ill during vacation, the employer must extend his vacation;
  2. article 256: both spouses have the right to be on parental leave at the same time if different children are involved;
  3. articles 77 and 81: no matter how often an employee takes a sick leave, this cannot be a reason for dismissal;
  4. articles 60, 62, 379: the boss does not have the right to shift the duties of other employees onto the employee;
  5. article 128: an employee has the right to leave at his own expense (up to 5 calendar days) when it comes to the birth of a child in the family, marriage registration or the death of someone close.