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Author: communications

Published on
  • Effective: 8/25/2015
  • Revision: 8/30/2016
  • Reviewed:
  1. Board Directive
    This policy is adopted in conformance with the provisions of Nursing Mothers in the Workplace, Utah Code § 34-49-101 et seq and the Utah Antidiscrimination Act, Utah Code § 34A-5-101 et seq.  The Board delegates to the District Administration the responsibility for developing and administering the policy for nursing mothers in the workplace and reasonable accommodations for pregnancy, childbirth, breastfeeding or related conditions.
  2. Administrative Policy
    1. Reasonable Breaks
      With regard to a breastfeeding employee, the District shall provide, for at least one year after the birth of the employee’s child, reasonable breaks to accommodate the employee’s needs to breast feed or express milk.  The District shall consult with the employee to determine the frequency and duration of the breaks.  A break shall, to the extent possible, run concurrent with any other break period otherwise provided to the employee.
    2. Private Location
      The District shall provide for a breastfeeding employee a room or other location in close proximity to the breastfeeding employee's work area.  The room or location may not be a bathroom or toilet stall.  The room or location shall be maintained in a clean and sanitary condition, provide privacy shielded from the view of and intrusion from coworkers or the public, be available for the reasonable breaks as determined in consultation with the District and have an electrical outlet.The District is not required to provide a room or other location if compliance would create an undue hardship on the operations of the District by causing the District significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the District's operations.
    3. Refrigerator or Freezer
      The District shall provide access to a clean and well-maintained refrigerator or freezer for the temporary storage of a breastfeeding employee's breast milk.  For any District employees who do not work in an office building, the District may instead provide a non-electric insulated cooler for storage of the breast milk.
    4. Reasonable Accommodation
      The District will provide a reasonable accommodation for an employee related to pregnancy, childbirth, breastfeeding or related conditions.
      In considering a request for a reasonable accommodation, the District will require a certification from the employee’s health care provider concerning the medical advisability of a reasonable accommodation which must include:

      1. the date the reasonable accommodation becomes medically advisable;
      2. the probable duration of the reasonable accommodation; and
      3. an explanatory statement as to the medical advisability of the reasonable accommodation.

      The District is not required to permit an employee to have the employee’s child at the workplace for purposes of accommodations for pregnancy, childbirth, breastfeeding or related conditions.

Published on
  • Effective: 10/28/2014
  • Revision:  2/26/2019
  • Reviewed:
  1. Board Directive
    Jordan School District is committed to providing a safe and civil school environment in which all members of the school community are treated with dignity and respect.  The Board, therefore, delegates to the District Administration responsibility for establishing policy regarding bullying, cyberbullying and hazing.
  2. Administrative Policy
    The Administration shall take appropriate disciplinary action when students or employees engage in bullying,  cyberbullying or hazing.

    1.  Definitions
      1. Abusive Conduct: verbal, nonverbal, or physical conduct of a person directed toward a school employee that, based on its severity, nature, and frequency of occurrence, a reasonable person would determine is intended to cause intimidation, humiliation, or unwarranted distress.
      2. Bullying: intentionally committing a written, verbal, or physical act against a school employee or student that a reasonable person under the circumstances should know or reasonably foresee will have the effect of:
        1. Causing physical or emotional harm to the school employee or student;
        2. Causing damage to the school employee’s or student’s property;
        3. Placing the school employee or student in reasonable fear of:
          1. Harm to the school employee’s or student’s physical or emotional well-being; or
          2. Damage to the school employee’s or student’s property;
        4. Creating a hostile, threatening, humiliating, or abusive educational environment due to:
          1. the pervasiveness, persistence, or severity of the actions; or
          2. a power differential between the bully and the target; or
        5. Substantially interfering with a student having a safe school environment that is necessary to facilitate educational performance, opportunities, or benefits.
        6. Bullying typically involves repeated negative actions in a situation where an imbalance of power or strength exists and may include, but is not necessarily limited to:
          1. Physical bullying including but not limited to hitting and/or punching;
          2. Verbal bullying including but not limited to teasing or name calling;
          3. Non-verbal or emotional bullying including but not limited to intimidation through gestures, social exclusion and relational aggression.
        7. The conduct described above constitutes bullying, regardless of whether the person being bullied either directed, consented to, or acquiesced in, the conduct.
      3. Communication: the conveyance of a message, whether verbal, written, or electronic.
      4. Cyberbullying: using the Internet, a cell phone, or another device to send or post text, video, or an image with the intent or knowledge, or with reckless disregard, that the text, video, or image will hurt, embarrass, or threaten an individual, regardless of whether the individual directed, consented to, or acquiesced in the conduct, or voluntarily accessed the electronic communication.
      5. Harassment: repeatedly communicating to another individual, in an objectively demeaning or disparaging manner, statements that contribute to a hostile learning or work environment for the individual (See Policy AS94—Student Discrimination and Harassment and DP358—Employee Discrimination and Harassment).
      6. Hazing: intentionally, knowingly, or recklessly committing an act, or causing another individual to commit an act toward a school employee or student that:
        1. Endangers the mental or physical health or safety of a school employee or student;
        2. Involves any brutality of a physical nature, including whipping, beating, branding, calisthenics, bruising, electric shocking, placing of a harmful substance on the body, or exposure to the elements;
        3. Involves consumption of any food, alcoholic product, drug, or other substance or other physical activity that endangers the mental or physical health and safety of a school employee or student; or
        4. Involves any activity that would subject a school employee or student to extreme mental stress, such as sleep deprivation, extended isolation from social contact, or conduct that subjects a school employee or student to extreme embarrassment, shame, or humiliation; and
        5. Is committed for the purpose of initiation into, admission into, affiliation with, holding office in, or as a condition for membership in a school or school sponsored team, organization, program, club, or event; or
        6. Is directed toward a school employee or student whom the individual who commits the act knows, at the time the act is committed, is a member of, or candidate for membership in, a school or school sponsored team, organization, program, club, or event in which the individual who commits the act also participates.
        7. The conduct described above constitutes hazing, regardless of whether the school employee or student against whom the conduct is committed directed, consented to, or acquiesced in, the conduct.
      7. Parent: a student’s parent and/or legal guardian.
      8. Restorative Practice: a discipline practice designed to enhance school safety, reduce school suspensions, and limit referrals to court, and to help minors take responsibility and repair the harm of behavior that occurs in school.
      9. Retaliation: an act of communication intended:
        1. As retribution against a person for reporting bullying, cyberbullying, hazing or harassment; or
        2. To improperly influence the investigation of, or the response to, a report of bullying.
      10. Trauma-informed Care: a strengths-based service delivery approach grounded in an understanding of and responsiveness to the impact of trauma, emphasizing physical, psychological, and emotional safety for both offenders and victims, and creating opportunities for victims to rebuild a sense of control and empowerment.
    2.  Prohibitions
      1. A school employee, student, volunteer or patron may not engage in bullying or otherwise harassing a school employee or student:
        1. on school property
        2. at a school related or sponsored event
        3. on a school bus
        4. at a school bus stop
        5. while the school employee or student is traveling to or from a location or event described above.
      2. A school employee or student may not engage in hazing, cyberbullying or abusive conduct toward a school employee or student at any time or in any location as per Utah Code 53G-9-602.
      3. A school employee or student may not engage in retaliation against:
        1. a school employee,
        2. a student, or
        3. an investigator for, or witness or, an alleged incident of bullying, cyber-bullying, harassment, hazing, or retaliation.
      4. A school employee or student may not make a false allegation of bullying, cyberbullying, harassment, hazing, or retaliation against a school employee or student.
      5. Any bullying, cyberbullying, harassment, or hazing that is found to be targeted at a federally protected class is further prohibited under federal anti-discrimination laws and is subject to compliance regulations from the Office for Civil Rights (see Policy AS94—Student Discrimination and Harassment)
    3. Investigation and Response Guidelines
      1. Each reported complaint shall include:
        1. Name of complaining party
        2. Name of offender (if known)
        3. Date and location of incident(s)
        4. A statement describing the incident(s), including names of witnesses (if known)
      2. Each reported violation of the prohibitions noted previously shall be promptly and reasonably investigated by a school administrator or an individual designated by a school administrator. Formal disciplinary action is prohibited based solely on an anonymous report of bullying, hazing, or retaliation.
      3. Violations of the prohibitions noted previously may fall under District policy AS67—Discipline of Students and the consequence(s) may include but are not limited to:
        1. Use of positive restorative practices consistent with Utah State Board of Education Administrative Rule R277-613
        2. Student suspension or removal from a school-sponsored team or activity, including school-sponsored transportation;
        3. Student referral, under policy AS67—Discipline of Students, or a lesser disciplinary action which may merit student suspension or expulsion from school
        4. Employee suspension or termination for cause or lesser disciplinary action
        5. Employee reassignment
        6. Employees may be subject to provisions in DP316 – Orderly Termination Procedures
        7. Other action against student or employee as applicable.
      4. Action to include when appropriate:
        1. Procedures for protecting the victim and other involved individuals from being subjected to:
          1. further bullying, cyberbullying, or harassment
          2. retaliation for reporting the bullying, cyberbullying and harassment
        2. Referral of victim and/or aggressor to school psychologist, counselor, or other appropriate personnel for support through trauma-informed care.
        3. Procedures for a fair and timely opportunity for the accused to explain the accusations and defend his/her actions prior to student or employee discipline.
        4. Incidents of bullying, cyberbullying, hazing, harassment, and retaliation will be reported to the Superintendent or Superintendent’s designee.
        5. Procedures for providing local employee discipline rights under DP 316—Orderly Termination Procedures for employee discipline and District Policy AS67 —Discipline of Students prior to long-term (more than 10 days) student discipline should be followed as appropriate.
    4. Parental Notification of Certain Incidents and Threats Required
      1. The school shall notify a parent if the parent’s student threatens suicide or if the student is involved in an incident of bullying, cyber-bullying, hazing, or retaliation of the incident involving each parent’s student.
        1. If a school uses restorative practices, the school shall notify the involved students’ parents of the restorative practice and obtain consent from the involved student(s)’ parent(s) before including the victim in the process;
        2. If a school notifies a parent of an incident or threat required to be reported, the school shall produce and maintain a record that verifies that the parent was notified of the incident or threat.
      2. A school shall maintain a record in accordance with the requirements of the:
        1. Utah Student Data Protection Act (Utah Code § 53E-9-301, et. seq.);
        2. Utah Family Educational Rights and Privacy Act (Utah Code § 53E-9-202 seq.);
        3. Federal Family Educational Rights and Privacy Act (FERPA) (20 U.S.C. § 12332g; and 34 C.F.R. Part 99).
      3. At the request of a parent, a school may provide information and make recommendations related to an incident or threat.
      4. A school shall provide a student copy of a record maintained in accordance with this section that relates to the student if the student requests a copy of the record; and expunge a record maintained in accordance with this section that relates to a student if the student:
        1. Has graduated from high school; and
        2. Requests the record be expunged.
    5. Training and Additional Considerations
      1. Students, staff, and volunteers shall receive training regarding bullying, cyberbullying, hazing, harassment, and retaliation. Training shall comply with Utah State Board of Education Rules. (See Utah Administrative Code, Rule 277-613-4.)
      2. Prior to any student, employee, or volunteer coach participating in a District athletic program, or extracurricular club or activity, the student employee or coach shall participate in bullying, cyber-bullying, hazing, and harassment prevention training. Training shall comply with Utah State Board of Education Rules. (See Utah Administrative Code, Rule 277-613-5.)

Published on
  • Effective: 7/1/13
  • Revision: 7/26/22
  • Reviewed:
  1. Board Directive
    The Board of Education recognizes the need for all administrative employees to have a vacation from their regular assigned positions.  All contracted administrative employees are eligible to participate in the administrator vacation program.  The Board delegates to the District Administration the responsibility for developing and administering the administrator vacation policy.
  2. Administrative Policy
    The following administrative policy provisions shall be used for administering the administrator vacation policy:

    1. Administrators will receive twenty (20) vacation days at the beginning of each contract year (frontloaded on July 1).
      1. Administrators earn these days pro rata during the contract year.
      2. Administrators hired after July 1 will receive a prorated number of vacation days that are available to be used on the day that the administrator’s contract begins (frontloaded).  If an administrator resigns or is terminated prior to the end of the contract year, the vacation pay-out amount will be prorated based on the percentage of contract worked, and:
        1. The employee will be compensated, at his/her daily rate (base pay only), for all earned vacation leave not used; or
        2. The employee will be required to reimburse the District, at his/her daily rate (base pay only), for any unearned vacation leave taken.
    2. Vacation days may not be accumulated from one year to the next.  However, unused vacation days allowed for the previous year may be used through December 31 of the current year with approval of the immediate supervisor.  After December 31, the vacation allowance may not exceed the days accrued for the current year.   Any earned vacation over twenty (20) days not used prior to January 1 will be forfeited.
    3. Generally, vacation leave is to be scheduled during off-peak work seasons.  Employees must submit vacation leave requests, with reasonable advance notice, to their supervisor for approval.
      1. School administrator vacation days are to be used when school is not in session (non-student days).  Year-Round Education (YRE) administrators are exempted from this requirement.
      2. School administrators, not including YRE administrators, may use up to five (5) of their vacation days when school is in session provided that the vacation leave is pre-approved by a supervisor. Taking three (3) or more vacation days in a row when school is in session requires approval fourteen (14) days in advance by the appropriate Administrator of Schools.
    4. Policy DP344 Vacation Schedule for Twelve-Month Personnel does not apply to administrators qualifying under this policy.

Published on
  • Effective: 9/17/02
  • Revision:
  • Reviewed: 5/28/13
  1. Board Directive
    The District’s Family and Medical Leave policy is designed to comply with the provisions of the Family and Medical Leave Act (FMLA), 29 USC 2601.  This law entitles eligible employees to receive up to 12 workweeks of unpaid leave each school year (July 1–June 30) for serious medical conditions.  An eligible employee shall be required to use accrued personal leave, family leave, sick leave, and vacation leave, as applicable, prior to the use of leave without pay for the family and medical leave period.  The Board delegates to the Administration responsibility for establishing policy for Family and Medical Leave Benefits.
  2. Administrative Policy
    The Family and Medical Leave policy shall be administered according to the following administrative policy provisions:

    1.  Definitions
      1. An “eligible employee” means any employee who has been employed for at least 12 months by the District and worked for at least 1,250 hours during the 12-month period immediately preceding the commencement of leave.
      2. The term “employment benefits” means all benefits provided by the District to its employees such as group life insurance, health insurance, disability insurance, sick leave, personal leave, vacation leave and pension or retirement benefits.
      3. The term “eligible family member” means a spouse, son, daughter or parent of the eligible employee.
      4. The term “spouse” is defined in accordance with applicable Utah State law.
      5. The term “son or daughter” means biological, adopted, or foster child, a stepchild, or a legal ward, or a child of a person standing in loco parentis.  A child is less than 18 years of age, or older than 18 years, but incapable of self-care due to mental or physical disability.
      6. The term “parent” means the biological parent of the eligible employee or an individual who stands or stood in loco parentis to an employee when the employee was under 18 or incapable of self-care.  This does not include parents-in-law.
      7. The term “serious health condition” means an illness, impairment, or physical or mental condition that requires:
        1. Inpatient care in a hospital, hospice, or residential medical facility; and any period of incapacity or subsequent treatment in connection with such inpatient care, or
        2. Continuing treatment certified as required by a health care provider.
      8. The term “health care provider” means:
        1. Doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the state in which the doctor practices; or
        2. Any person determined by the secretary of labor to be capable of providing health care services (§29 C.F.R.–825.118); or
    2. Entitlement to Leave
      An eligible employee is entitled to 12 workweeks of leave without pay each school year, (July 1–|June 30) in the event of any of the following:

      1. The birth of a son or daughter of the employee and to care for that son or daughter;
      2. The placement of a son or daughter with the employee for adoption or foster care;
      3. An eligible family member has a serious health condition; or
      4. The employee suffers from a serious health condition that makes the employee unable to perform the essential functions of the employee’s position.
    3. Relation to Other Non-Paid Leave
      Any employee who is entitled to unpaid leave under any other District policy shall be limited to the additional weeks of leave necessary to attain the total 12 workweeks of leave provided by this policy.
    4. Relation to Other Leave
      The District shall require the employee to use accrued personal leave, family leave, sick leave, and vacation leave, as applicable, before the use of leave without pay for the family and medical leave period.  Existing District policy governing appropriate use of sick, personal leave, and vacation days are applicable.  If an employee uses accrued compensatory time, that leave time may not be counted against the FMLA leave entitlement.  The total family leave period, whether paid or unpaid, shall not exceed 12 workweeks.
    5. Employee Leave Notice
      Employees, or an appropriate representative, shall submit a request for family or medical leave 30 days in advance when the need for the leave is foreseeable, or as soon as possible in emergencies.
      The District may designate FMLA leave after the fact only:

      1. If the reason for leave was previously unknown, provided the reason for leave is made within two business days after the employee's return to work; and
      2. The District has preliminarily designated the leave as FMLA pending medical certification.
    6. Intermittent Leave
      Leave due to a serious health condition of an employee or eligible family member may be taken intermittently or on a reduced schedule when medically necessary.  The employee requesting intermittent leave or leave on a reduced leave schedule for planned medical treatment must develop a schedule with his or her immediate supervisor, and, based on input from the health care provider, meets the District’s needs without unduly disrupting the District’s operation.  If an employee requests intermittent leave or leave on a reduced schedule for a foreseeable, planned medical treatment, the District may require the employee to transfer temporarily to an available alternative position with equivalent pay and benefits that better accommodates recurring periods of leave.  The District will make the determination as to whether a position is an equivalent position.
    7. Required Documentation
      The District shall document leave requests which qualify as FMLA leave, and will designate any qualifying leave taken by employees as FMLA leave.  All leave qualifying as FMLA leave shall be designated as such and shall be subject to all provisions of this rule.  No other leave shall be granted until the employee has exhausted his/her 12-week entitlement under FMLA.  The District shall notify the employee in writing of the designation of FMLA within two business days, or as soon as a determination can be made, that the leave requested qualifies as FMLA if the preliminary information is not sufficient to make such determination.
      Written notice to employees shall include the following information:

      1. That the leave will be counted against the employee’s annual FMLA entitlement.
      2. Any requirements for the employee to furnish medical certification of a serious health condition and the consequences for not doing so.
      3. A statement explaining that the employee will be required to exhaust unused personal leave, family leave, sick leave, and vacation leave, as applicable, before going into unpaid leave status.
      4. Any requirement for the employee to make any premium payments to maintain health benefits and the arrangements for making such payments, and the possible consequences of failure to make such payments on a timely basis.
      5. Any requirement for the employee to present a medical release before being restored to employment.
      6. The employee’s right to restoration to the same or an equivalent job upon return from leave.
      7. The employee’s potential liability for payment of health insurance premiums paid by the District during the employee’s unpaid FMLA leave if the employee fails to return to work after taking FMLA leave.
    8. Spouses of Employees Employed by the District
      In any case, where both husband and wife are employees of the District and both seek leave under this policy, such leave shall be limited to an aggregate 12 workweeks during any 12-month period if:

      1. Leave is sought to care for a newborn daughter or son or the adoption of a daughter or son; or
      2. Leave is sought to care for a sick parent.
      3. If the leave is requested for either the husband’s or the wife’s own serious illness or the serious health condition of the couple’s son or daughter, the aggregate 12-workweek limitation in the FMLA does not apply.
    9. Required Medical Certification for Leave
      A certificate issued by a health care provider of the eligible employee or the eligible family member must support all requests for leave under this policy.

      1. The Certificate: “Medical Certification Statement—Employee’s Own Serious Illness” or “Medical Certification Statement for Family Members,” shall be provided within 15 days after leave is requested.
      2. A certificate is sufficient if it states:
        1. the date on which the serious health condition commenced.
        2. the probable duration of the condition
        3. the appropriate medical facts regarding the condition
        4. a statement that the serious medical condition prevents the employee from performing the essential tasks of the applicable employment position or that it requires the employee to attend and care for an eligible family member.
      3. The District may require, at its option and expense, second or third certifications in support of a request for leave.
      4. The District shall require recertification of the necessity for the family or medical leave at reasonable intervals, but not more than every 30 days, unless:
        1. the employee requests an extension of leave.
        2. circumstances described in the previous certification has changed significantly; or
      5. the District receives information that casts doubt on the continuing validity of the certification.
    10. Required Medical Certification for Return
      All employees returning from leave caused by a serious health condition shall provide a certificate addressing the employee’s fitness for duty issued by a health care provider of the eligible employee.

      1. The certificate shall be provided at least seven calendar days before the requested return date.
      2. A certificate is sufficient if it states:
        1. the employee is medically fit to return to work in the previous position.
        2. the appropriate medical facts regarding the employee’s fitness to return to work.
        3. a statement that the serious medical condition no longer prevents the employee from performing the essential tasks of the position.
      3. The District may require, at its option and expense, second or third certification in support of a request to return to work.
    11. Restoration of the Employee
      An employee who takes a leave complying with the provisions of this policy is entitled upon return from leave to:

      1. Be restored to the position held by the employee prior to leave; or
      2. Be provided an equivalent position in terms of benefits, pay and other terms and conditions of employment.
      3. A determination as to whether a position is an equivalent position will be made by the District.
    12. Denial of Restoration
      The District may deny restoration of status or equivalent position, if:

      1. The denial is necessary to prevent substantial and grievous economic injury to the operations of the District.
      2. The District notifies the employee that it intends to deny restoration when it determines that injury to the employee would occur.
      3. The employee elects not to return to employment.
    13. Effects on Benefits
      During the family or medical leave period, the District shall continue to pay its portion of the employee’s group health insurance premium. An employee on family or medical leave must continue to pay his or her portion of the health insurance premium in order to keep coverage in effect.
    14. Non-Accrual of Seniority
      An employee is not entitled to the accrual of any seniority or employment benefits that would have accrued if not for the taking of family or medical leave. An employee who takes family or medical leave will not lose any seniority or employment benefits that accrued before the date leave began.
    15. Failure to Return
      If an employee fails to return to work after unpaid FMLA leave has ended, the District may recover, with certain exceptions, the health insurance premiums paid by the District on the employee’s behalf during unpaid leave.  An employee is considered to have returned to work if he or she returns for at least 30 calendar days.  An exception to this may be made if an employee’s circumstances change unexpectedly beyond their control during the leave period, which make them unable to return to work at the end of twelve workweeks.  Medical certification is required.
    16. Rules Applicable Near End of School Year
      If the employee begins leave more than five weeks prior to the end of the school year, the District may require the employee to continue taking unpaid leave until the end of the school year if:

      1. The leave requested is of at least three weeks duration; and
      2. The return to employment would occur during the one-week period before the end of the school year.
    17. Leave Less Than Five Weeks Prior to the End of School Year
      If the employee begins leave for reasons other than a personal serious health condition which commences less than five weeks prior to the end of the school year, then the District may require the employee to continue to take unpaid leave until the end of the school year if:

      1. The leave requested is of greater than a two-week duration; and
      2. The return to employment would occur during the two-week period before the end of the school year.
    18. Leave Less Than Three Weeks Prior to End of School Year
      If the employee begins leave for reasons other than personal serious health conditions during the period that commences three weeks prior to the end of the school year and the leave is greater than five working days, then the District may require the employee to continue to take unpaid leave until the end of the school year.
    19. Application for Leave
      Forms for application and certification of FMLA are available in the Department of Human Resources office.  Medical records created for the purpose of FMLA and the Americans with Disabilities Act must be maintained in a separate, confidential file.
    20. Posting of Notice
      A notice of rights under this policy, approved by the Secretary of Labor, shall be posted by the District in a conspicuous place on school or District office premises.

Published on
  • Effective: 9/25/2012
  • Revision: 2/21/2017

The Business Administrator is appointed by the Board of Education per Utah Code 53A-3-302 and 53A-3-303 respectively. All duties and responsibilities are enumerated therein.

  1. In addition to the duties and responsibilities outlined in Utah Code, he/she shall be responsible for the following items:
    1. Presenting a balanced budget and maintaining the budget as directed by the Board.
    2. Maintaining a five percent (5%) General Fund reserve as allowed by Utah Code.
    3. Striving for an unqualified Audit Report with minimal management letter issues.
    4. Maintaining an Accounting Manual outlining school and District financial operations, procedures, and requirements.
    5. Executing purchases and contracts on behalf of the District and the Board of Education.
    6. Ensuring District compliance with the Utah Money Management Act.
    7. Representing the Board of Education and Superintendent as necessary and appropriate.
  2. Monitoring of the Business Administrator shall be done by items listed in section A.
  3. Evaluation of the Business Administrator’s performance will be accomplished as follows:
    1. Each December the Board will conduct a formal summative evaluation of the Business Administrator. The summative evaluation will be based upon data collected during the previous school year from monitoring Board policies on Ends and Executive Limitations. A written evaluation document will be prepared by the Board and will be reviewed by the Board and the Business Administrator at an open meeting.
    2. The evaluation instrument for the Business Administrator will consist of:
      1. The monitoring report data developed by the Business Administrator in section A. and submitted to the Board under the schedule included in Board policy BSC204 Monitoring Superintendent Performance.
      2. A summary of the monitoring report ratings for the current evaluation cycle, prepared by the leadership of the Board
  4. In an effort to resolve concerns and safeguard the reputation of the Business Administrator and the Board, should any difference of opinion arise between the Business Administrator and a member of the Board, the following steps will be applied before either of those parties make his or her difference of opinion a matter of public discussion.
    1. The Business Administrator and Board member agree to meet privately and commit to keeping efforts positive and constructive.
    2. The Business Administrator and Board member will provide sufficient time adequate to remedy any concern that is presented in the initial meeting.
    3. If either party does not feel that the concern has been addressed sufficiently the concern shall be brought to the attention of the Board of Education in closed session or study session, as allowed by the Utah Open and Public Meeting Act.
    4. If discussion with the entire Board of Education is not deemed to have resolved the issue by either the Business Administrator or a majority of the Board present, either party is allowed to request further exploration of the issue through continued discussion of the issue, requesting private recommendations from disinterested third parties, or creation of a committee selected by the Board.

The Business Administrator or any Board member has the right to invoke B/SC 205 section D. in closed session or study session and request that the Board instruct the affected parties to follow the steps as outlined.

  1. The Business Administrator and the Board president will sign and date the completed Business Administrator’s summative evaluation following the performance evaluation meeting.

Published on
  • Effective - 4/23/2013
  • Revision - 5/26/2020

Reference: Appendix “Academic Growth Evaluation and Monitoring Criteria”

  1. The Board recognizes that providing a quality education for students includes ensuring that a variety of opportunities are made available at all levels to students such as STEM, music, art, physical education, leadership, character education, etc.  Additionally, the Board of Education believes in the importance of student growth and progress and supports assessment practices that inform instruction to meet the needs of all learners in every field of opportunity.
    Information on the breadth of educational opportunities as well as student growth measurements will be disseminated in multiple formats to school community groups, parents, and school leaders.
  2. Evidence of the above will be provided through multiple means, including:
    1. Student growth and achievement will be demonstrated through ACT data, state literacy annual report data, and high school graduation rates.
      1. Elementary Level - With consideration that literacy is a primary focus of the District, the following K-6 data points will be used to determine student growth and achievement.
        1. Acadience (grades K-3)
          Evaluation Criteria:  Percentage of the District's elementary schools whose most recent year's 3rd grade End of Year (EOY) percentage on benchmark is

          1. greater than 90%; OR
          2. greater than the prior year's EOY percentage on benchmark.
        2. RISE - Language Arts (grades 4-6)
          Evaluation Criteria:  Percentage of the District’s elementary schools whose most recent year’s language arts percent proficient is

          1. greater than 90%; OR
          2. greater than the prior year’s language arts percent proficient.
        3. RISE - Math (grades 4-6)
          Evaluation Criteria:  Percentage of the District’s elementary schools whose most recent year's math percent proficient is

          1. greater than 90%; OR
          2. greater than the prior year's math percent proficient.
        4. RISE - Science (grades 4-6)
          Evaluation Criteria: Percentage of the District’s elementary schools whose most recent year's science percent proficient is
          c) greater than 90%; OR
          d) greater than the prior year's science percent proficient
      2. Middle Level
        1. Students advance to high school with full credits and in line for graduation. Evidenced by the decreasing number of students who are credit-deficient at the end of 9th grade.
          1. less than 10%; OR
          2. less than the credit deficiency rate for the previous year’s class.
        2. RISE Scores – Language Arts (grades 7-8), Math (grades 7-8), Science (grades 7-8) Evaluation Criteria: Percentage of the District’s middle schools whose most recent year's percent proficient is
          1. greater than 90%; OR
          2. greater than the prior year's percent proficient.
        3. Advanced Placement (AP)
          Evaluation Criteria: Percentage of AP tests passed for the most recent year is

          1. greater than 80%; OR
          2. greater than the percentage of AP tests passed for the prior year.
      3. High School Level
        1. ACT (grade 11)
          Evaluation Criteria:

          1. Percentage of the District’s eleventh grade students meeting all four benchmarks for the most recent year is greater than the prior year's percentage of eleventh grade students meeting all four benchmarks; OR
          2. The District's percentage of eleventh grade students with a composite score of 18 or higher is greater than the previous year's percentage of eleventh grade students with a composite score of 18 or higher.
        2. Advanced Placement (AP)
          Evaluation Criteria:  Percentage of AP tests passed for the most recent year is

          1. greater than 80%; OR
          2. greater than the percentage of AP tests passed for the prior year.
        3. Concurrent Enrollment
          Evaluation Criteria:

          1. The October 1 enrollment percentage of students participating in concurrent enrollment courses for the most recent year is greater than the percentage for the previous year; OR
          2. the number concurrent enrollment credits earned during the most recent year is greater than the number of concurrent enrollment credits earned during the previous year.
        4. CTE Certifications
          Evaluation Criteria:  The District’s most recent year’s percentage of concentrators passing a skill test in a Program of Study of concentration in one of the foundation courses is

          1. greater than the previous year’s percentage; OR
          2. the State negotiated percentage for the most recent year.
        5. Graduation Rates
          Evaluation Criteria:  The graduation rate for the most recent year’s graduating class is

          1. greater than 90.0%; OR
          2. greater than the graduation rate for the previous year’s graduating class.
    2. See APPENDIX “Academic Growth Evaluation and Monitoring Criteria” for current Ends goals and accountability markers.
    3. Multiple educational opportunities that are provided to students will be shared through the District and school websites, school community councils, and district and local PTA meetings.

 

 

Published on
  • Effective:    9/25/2012
  • Revision:    4/23/19

While the Superintendent is the Board’s primary link to operational achievement and conduct the Board also recognizes the value of teamwork and seeks to work in harmony with District personnel.

Accordingly:

  1. The Board will acknowledge that all authority and accountability of staff is derived from the authority and accountability of the Superintendent.
  2. An individual Board member may communicate with, but will not make extensive/excessive requests of staff.  As a courtesy, Board members shall make the Superintendent aware of requests.
  3. The Board will not evaluate, either formally or informally, any staff other than the Superintendent and Business Administrator.
  4. The Board will recognize the relationship between Superintendent performance and organizational performance. Organizational accomplishments of Board-stated Ends and adherence to other Board policies will be viewed as indicators of successful Superintendent performance.

Published on
  • Effective: 9/25/2012

Only official actions of the Board are binding on the Superintendent.

Accordingly:

      1. Decisions or instructions of individual Board members, officers, or committees are not binding on the Superintendent, except in rare instances when the Board has specifically authorized such exercise of authority.
      2. In the case of the Board members or committees requesting information or assistance without Board authority, the Superintendent shall obtain Board approval when such requests, in the Superintendent’s opinion, require a material amount of staff time or funds to fulfill.

Published on

Effective: 09/25/2012
Revision: 11/26/20
Reviewed: 2/25/2015

The Second Vice President acts to ensure that accurate Policy Governance records and documents of the Board of Education for Jordan School District are kept.

Accordingly, the Second Vice President shall:

  1. Assume the duties of the President in the absence of the President and First Vice President.
  2. Ensure that Board policies will be current in their reflection of Board decisions. Policies will rigorously follow Policy Governance principles.
  3. Assume such duties as the Board may decide.
  4. Gather items for the Board agenda.