Skip to content

DP303 – Staff Selection — Licensed

  • Effective: 8/27/1969
  • Revision: 8/25/2015
  • Reviewed: 5/28/2013

  1. Board Directive
    Jordan School District is an equal opportunity employer and desires to maintain a high level of employee performance and satisfaction.   The Board delegates to the Administration the responsibility for developing policy for selecting licensed personnel.
  2. Administration Policy
    The Administration shall seek to employ the most able and highly qualified persons available for positions requiring licensure.  Selection shall be made in accordance with the following administrative policy provisions:

    1. Online application forms furnished by the District shall be properly completed and dated.  Applications shall be renewed annually to remain effective.
    2. Applicants must have a valid certificate issued by the Utah State Office of Education, Department of Teaching and Learning Licensing, for the position for which they are making application.
    3. The Administration shall review applications and shall evaluate applicants on the basis of qualifications for available positions.
      1. As much appropriate information as possible should be reviewed to assist in selecting the best candidates.  Written evaluations or descriptive reports on his/her student teaching or full-time teaching performance shall have been reviewed.
      2. A minimum of two (2) reference checks is required.
      3. The school administration shall conduct interviews to determine the best candidate for the position.
    4. Nepotism
      1. No one with supervisory responsibility shall hire or recommend for hire any “relative” as defined in Utah Code 52-3-1: “father, mother, husband, wife, son, daughter, sister, brother, grandfather, grandmother, uncle, aunt, nephew, niece, grandson, granddaughter, first cousins, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law or daughter-in-law.  Furthermore and in addition to Utah Code, corresponding step or adoptive relative, or anyone residing on a permanent basis in an employee’s home will also be considered a “relative.”
      2. No employee shall be directly supervised or evaluated by a relative.  Family members as described in D.1 may not be employed under the same immediate supervisor, defined as the authorized evaluator for the employee.
      3. Employees hired prior to adoption of this policy are exempt from this policy except when the proximity of relatives is found to be creating problems.
      4. The hiring of relatives is also prohibited if it results in a conflict of interest with vendors of the District.
      5. In the event of a lack of candidates, a need for specialized skills or unique circumstances, the restriction against hiring relatives may be waived in the best interest of the District upon recommendation of a review committee comprised of the Superintendent and appropriate administrator or director, and upon approval of the Board.
    5. Employment assignments shall be reviewed annually.
    6. The District may not refuse to hire, promote, discharge, demote, or terminate an individual, or may not retaliate against, harass, or discriminate in matters of compensation or in terms, privileges, and conditions of employment against an individual otherwise qualified because the individual breastfeeds or expresses milk in the workplace.  Utah Code 34-49-204.