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  • Effective: 7/1/13
  • Revision: 6/13/17
  • 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, vacation days allowed for the current and/or previous year may be taken during June, July, and August with approval of the immediate supervisor.  After August 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 September 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.

Effective: 2/14/2012
Revision:
Reviewed: 9/20/2017


  1. Board Directive
    The Board of Education recognizes that, under extenuating circumstances, an employee of the District may request termination of his/her contract, that the appropriate office of the District may request the termination of a contract, and that by mutual agreement between the District and the employee, an employee's contract may be terminated.  The Board delegates to the Administration the responsibility for developing policy regarding resignations for administrators.
  2. Administrative Policy
    Proper notice of resignation in writing shall be submitted through the Administrator of Schools to the Human Resources Department.  This notice will begin when received by the Human Resources Department.  The resignation policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees are expected to adhere to the conditions of the contract until it has been terminated legally or by mutual consent.
    2. Provided verification is received by the Human Resource department, the employee may be released from the contract at any time for reasons such as maternity or adoption of a child, transfer of spouse, military service, illness, etc. and will not be assessed the $500 fine.
    3. When requesting contract termination, licensed personnel must notify in writing, their Administrator of Schools and the Human Resource department via Employee Access with at least sixty (60) days written notice.  Failure to give such notice will result in an assessment of $500 to be deducted from the last paycheck and may result in attachment of a letter that precludes future employment with the District.
    4. Employees resigning during the contract year will be assessed the costs of a long-term substitute for any leave days used during the last sixty (60) days of their employment except in the case of an immediate, verified medical reason or emergency.
    5. Employees resigning/retiring at the end of the current contract year, who give official notification of resignation/retirement prior to March 1st, will be eligible for a $200 incentive.  This incentive will be paid on the last regular paycheck.

  • Effective: 3/21/2006
  • Revision: 7/22/2014
  • Reviewed: 7/25/2017

This policy only applies to employees who were hired before July 1, 2006, and who retire from the District and the Utah Retirement Systems after June 30, 2006.

  1. Board Directive
    It is the intent of the Board to:

    1. Implement procedures for terminating District post-retirement benefits to employees.
    2. Comply with the Age Discrimination in Employment Amendments of 1986 (P.L. No. 99-592).  An employee's age shall not be a factor in determining separation from employment.
    3. Eliminate policies DP319 NEG, Retirement–Licensed; DP319B NEG, Retirement–Classified;  DP320, Early Retirement Incentive for Administrators (Voluntary) and DP321 NEG, Early Retirement Incentive–Licensed (Voluntary) for any employee retiring after the start of their 2006-07 contract or any employee hired after July 1, 2006.  If the employee retired with the District and the Utah Retirement Systems before the 2006-07 contract year, the following policies apply: DP319 NEG, DP319B NEG, DP320 and DP321 NEG.
    4. Provide a frozen benefit for employees hired prior to July 1, 2006.
    5. Allow all regular full-time employees participating to purchase years of service as allowed by Utah Retirement System.
  2. Administrative Policy
    1. Eligibility
      This policy pertains to eligible employees who meet all of the following criteria:

      1. Hired before July 1, 2006.
      2. Was an active employee at the end of the 2005-06 contract year.  Those on official leaves of absence or sabbatical leaves are considered active employees (however, for this policy, to determine the amount used and eligibility, refer to the previous year paid).  Those on disability or personal leaves are not considered active employees since their employment was terminated at the time of their leave.
      3. Retires from the District and under the provisions of the Utah State Retirement Systems, at the same time, after the beginning of the 2006-07 contract year.
    2. Notification of Intent to Retire
      1. An employee must give notice of intent to retire in writing at least 30 days (60 days for Administration) before the effective retirement date to the Human Resources Department to facilitate an appropriate time to hire a replacement for the position being vacated.  Failure to do so will result in a $500 penalty and a letter of unprofessional conduct placed in the employee's personnel file.
        before the effective retirement date to the Human Resources Department to facilitate an appropriate time
      2.   The Director of Payroll, or his/her designee, shall provide assistance to retiring District employees with their District retirement benefits.  Application for State retirement benefits should be coordinated through the Utah Retirement Systems.
    3. Scaling Down of Benefit Calculation
      Under each of the following cash payments (Sick and Personal Leave Bonus, $75 per Year Service Credit, Cash in Lieu of Insurance, and Early Retirement Incentive) the calculated amount will be multiplied by the following factor.  Those with 25 or more full-time equivalent contract years as of the end of the 2005-06 contract year will receive 100 percent of the calculated amount and those with less than 25 years have a 3.06 percent reduction for each year under 25 years as follows:

      Full-Time Equivalent Contract Years in Jordan School
      District at the End of the 2005-06 Contract Year

      Multiplication
      Factor

      25+
      25
      24
      23
      22
      21
      20
      19
      18
      17
      16
      15
      14
      13
      12
      11
      10
      9
      8
      7
      6
      5
      4
      3
      2
      1

      1.0000
      1.0000
      0.9694
      0.9388
      0.9082
      0.8776
      0.8470
      0.8164
      0.7858
      0.7552
      0.7246
      0.6940
      0.6634
      0.6328
      0.6022
      0.5716
      0.5410
      0.5104
      0.4798
      0.4492
      0.4186
      0.3880
      0.3574
      0.3268
      0.2962
      0.2656

    4. Benefits
      The first three of the following benefits are applicable to all three employee groups (Licensed, Classified, and Administrative).  The fourth benefit, Retirement Incentive, is only applicable to Administrative and Licensed employees.

      1. Sick and Personal Leave Bonus:
        Eligible employees will be paid for unused sick, personal leave days, and alternative leave days up to the end of their 2005-06 contract.  This will be paid at the time of retirement based on 30 percent for Classified and 25 percent for Licensed and Administrative employees' 2005-06 lane and step (daily rate).

        1. Daily rate at the end of the 2005-06 contract year is used for figuring the value of unused sick leave (Licensed use the standard 184-day contract - C salary schedule).
        2. Total eligible days will be computed at the rate of one (1) day per basic contract month from the date of continuous employment in the District up to the end of the 2005-06 contract.  For example, nine (9) days per year for nine-month employees, 11 days per year for 11-month employees, and 12 days per year for 12-month employees.
        3. Sick days used, including sick bank days and family health days used, from the date of continuous employment in the District up to the end of the 2005-06 contract will be subtracted from the total possible accumulation.  Emergency days used between July 1, 1993, and July 1, 1997, are also subtracted from the total accumulation.
        4. The maximum benefit is 180 days for nine-month employees, 220 days for 11-month employees, and 240 days for 12-month employees.
        5. Additional days will be added to this maximum benefit at the rate of two (2) days for each year (up to the end of the 2005-06 contract year) that no more than one (1) day of sick leave was used, including days deducted for sick leave bank and family sick days.
        6. Additional days will be added to this maximum benefit for Alternative Leave Days and Personal Leave Days not used up to the end of the 2005-06 contract year.
        7. At the time of retirement, if an employee has fewer days available than were accrued at the end of the 2005-06 contract, then the incentive amount will be reduced to reflect the lower number of days.
          Example 1:  An employee has his/her days figured according to the above outlined formula (A. through F.) and has 106 total days allowed for the sick leave payout at the end of the 2005-06 school year.  In the 2006-07 school year if the employee accrued 15 new sick leave days and used 25 sick leave days and then retired at the end of the school year, the employee total days allowed of 106 would be reduced to 96 days for the retirement payout.
          Example 2:  An employee has reached the maximum days allowed for his/her contract and does not show any new accrued days.  At the time of retirement a calculation will be done to show what days would have accrued if the employee had not reached the maximum allowed.  These examples show an employee whose maximum days allowed is 180 and works until the 2013-14 school year before retiring:
          Employee A:  Would have earned 15 days per year during eight additional years of employment equaling 120 days and during the eight-year period used 50 days.  There is no change from the retirement sick leave calculated at the end of 2005-06.
          Employee B:  Accrued 15 days during the eight more years of employment equaling 120 but his/her usage during the eight-year period amounted to 150 days.  His/her calculated sick leave retirement benefit would be reduced by 30 days.
        8. Employees will continue to accrue leave days beyond the 2005-06 contract.
        9. Retirees with 25 years of service with the Utah State Retirement Systems have the option of authorizing the District to use the sick and personal leave bonus and the $75 per year service award to purchase additional service credit for the employee through the State Retirement System.  Compensation used to purchase service credit is not reported as income to the employee.
        10. The above calculated dollar amount will be multiplied by the applicable factor in item C.
          Note:  This formula for retirement benefit has no relationship to the amount of available eligible sick leave days shown on the Time and Attendance Report or on the employee's check stub.
      2. $75 per Year Service Award:
        At the time of retirement, a one-time payment will be made of $75 for each year of service in Jordan School District up to the end of the 2005-06 contract year.  This dollar amount will be multiplied by the applicable factor in item C.  (For example, 24.68 years multiplied by $75 equals $1,851 multiplied by the applicable yearly factor (0.9694) equals a one-time payment of $1,794.)
      3. Cash in Lieu of Health and Life Insurance Benefits for Retirees
        1. Health and Life Insurance
          1. Employees working fewer than four hours per day (at the end of the 2005-06 contract year) are not eligible for this retiree insurance benefit.
          2. This benefit shall be calculated using contracted full-time equivalent years of service in Jordan School District.  Years of service will be calculated on full-time equivalents; e.g. two years of half-time service equal one year of full-time service, up to the end of the 2005-06 contract year.
          3. The amount paid to the retiree shall be based on the 2005-06 District paid composite rate of insurance of $7,560 per insurance year earned and the current District Medicare supplemental rate (not less than $1,812 a year and not to exceed $7,560 a year) per insurance year earned beyond the age of Medicare eligibility (in 2005-06, age 65).  If the District does not have a Medicare supplemental rate, the rate to be used will be based on $1,812 for 2006-07 and will increase five percent for each year thereafter (not to exceed $7,560 a year) as follows:
            2006-07
            2007-08
            2008-09
            2009-10
            2010-11
            2011-12
            2012-13
            2013-14
            2014-15
            2015-16
            2016-17
            2017-18
            2018-19
            2019-20
            2020-21
            2021-22
            $1,812
            $1,903
            $1,998
            $2,098
            $2,202
            $2,313
            $2,428
            $2,550
            $2,677
            $2,811
            $2,952
            $3,099
            $3,254
            $3,417
            $3,588
            $3,767
            2022-23
            2023-24
            2024-25
            2025-26
            2026-27
            2027-28
            2028-29
            2029-30
            2030-31
            2031-32
            2032-33
            2033-34
            2034-35
            2035-36
            2036-37
            $3,955
            $4,153
            $4,361
            $4,579
            $4,808
            $5,048
            $5,301
            $5,566
            $5,844
            $6,136
            $6,443
            $6,765
            $7,103
            $7,458
            $7,560

            For example, if the employee retires at age 63 and has 4.80 insurance years, the retiree would receive two years at $7,560 a year and 2.80 years at the current supplemental rate, or the amount above if no District rate is available (no less than $1,812 and not to exceed $7,560) per year.

          4. The number of insurance years to be paid shall be computed by multiplying the full-time equivalent years in the District by 0.2 and rounding to the nearest month.  For example, 24.25 years in the District equals 4.85 years of insurance which rounds to 58 months.
          5. The amount calculated above will be paid to the employee over the same period of time calculated in item (4) above in monthly installments as earnings (which is taxable).  If, in the future, other payment options become legal (as determined by District legal counsel or the IRS) and appropriate (i.e. tax deferred, health savings account, flex plan) the District will allow such options.
          6. Employees who complete their contract and retire effective at the end of their contract year shall be covered under their regular contract insurance plan to the end of the contract year.  The cash in lieu of retiree insurance coverage shall commence with the next contract year and shall continue for the number of years indicated by item (4) above.
          7. Should an employee retire before the end of the contract year, their employee health insurance coverage terminates on the last day of the month of employment effective Sept. 1, 2010.  The payments for the cash in lieu of insurance coverage begin the following month.
            (8) The above calculated dollar amount will be multiplied by the applicable factor in item C.
        2. Insurance Lump-Sum Payout
          The retiree may choose to receive the entire insurance benefit in one lump-sum payment.  The lump-sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.  If this option is chosen, and the retiree returns to District employment during the calculated payout period, the employee is not eligible for District-paid insurance.  The employee may at his/her option purchase health insurance at the retiree insurance rate (not the employee insurance rate).
          Insurance monies received in a lump sum are taxable. These funds, once paid to the employee, may be used at the employee's discretion, including the purchase of retirement credit.
        3. Insurance Benefits for Retirees Enrolled in COBRA
          Upon retirement, the employee may elect to receive insurance benefits through COBRA.  This is a federal law requiring employers to give former employees and their dependents the option to purchase insurance from the former employer at the rate of 102 percent of the premium cost for 18 months.  For more information on COBRA coverage and how it affects the spouse or dependents of the employee, please contact the Insurance Department.
        4. Retiree Purchase of Insurance
          Beginning with the 2006-07 contract year, those employed at the end of the 2005-06 contract year, who later retire with the Utah State Retirement Systems and Jordan School District at the same time, will be able to purchase health insurance through Jordan School District using the following guidelines:

          1. Retirees must have worked ten (10) full-time equivalent years in Jordan School District by the time they retire (including years before and after the 2005-06 contract year) to qualify for the retiree health insurance benefit.
          2. Health insurance must be continuous from the date of retirement.  Any lapse in coverage will cause forfeiture of the benefit.
          3. The retiree must remain on the health insurance plan for eligible dependents to enroll.
          4. The retiree must elect COBRA coverage at 102 percent of the yearly premium amount for the first 18 months after retirement.
          5. After COBRA coverage has ended, the health insurance premiums for retirees will be based upon 110 percent of the current yearly premium for the next six months.
          6. After the 110 percent six-month period has ended, the health insurance premiums for retirees will be based upon a percentage added to the yearly premium.  The percentage added to the yearly District premium will be reassessed annually and be based on the average of the three prior years of actual retiree claims data.
          7. A retiree, or his/her dependents, are no longer eligible to purchase District insurance coverage upon the death of the retiree or when the retiree becomes Medicare eligible. (COBRA coverage will be offered to eligible dependents.)
          8. If the employee had dual coverage during employment (i.e. spouse working for the District as well), and the couple purchases couple coverage into retirement and the spouse dies, the retiree will have the option to purchase insurance as if he/she chose single coverage when he/she retired, unless the retiree took the insurance lump-sum payout.
          9. If the retiree returns to Jordan School District employment and works beyond earned months of the insurance payout and then terminates employment, the retiree will be given a COBRA offer for the continuation of insurance for up to 18 months.  Beyond COBRA coverage, the retired employee will no longer be eligible to purchase further insurance coverage.
        5. All District insurance benefits, including the cash in lieu of insurance coverage, terminate at the time of the retiree's death.
        6. If a retiree returns to Jordan School District/or Canyons District employment while still eligible for the cash in lieu of insurance payout, the retiree may choose District-provided health insurance or continue receiving the cash in lieu payment.
          (1) The payout months will run concurrent with active months.
          (2) The payout months will not be postponed or delayed while actively employed.
        7. Future changes in federal or state law can change this benefit.  It is not the intent for this policy to be given in addition to obligations mandated or provided by governing bodies in the future (e.g. state or national health plans).  Under these circumstances the employee will no longer be eligible for this cash in lieu of insurance payment.
      4. Retirement Incentive
        1. Only licensed and administrative employees as of the end of the 2005-06 contract year, who later retire with the District under the provisions of the Utah Retirement Systems, are eligible for this benefit.
        2. Employees working fewer than four hours per day (at the end of the 2005-06 contract year) are not eligible for this retiree benefit.
        3. This benefit shall be calculated using contracted full-time equivalent years of service in Jordan School District.  Years of service will be calculated on full-time equivalents (e.g. two years of half-time service equal one year of full-time service) up to the end of the 2005-06 contract year.
        4. For a period of time described below:
          1. Licensed retirees will receive a percentage of the difference between Lane A, Step 1, of the 2005-06 Teachers Salary Schedule C (see attached schedule) and that lane and step which the employee was on at the end of the 2005-06 contract year.  Retirees paid on any other salary schedule shall have their salary placement converted to the full-time equivalent lane and step on the C schedule to calculate this benefit.
          2. Administrative retirees will receive a percentage of the difference between Lane A, Step 1, of the 2005-06 Teachers Salary Schedule C (see attached schedule) and Lane G, Step 25 of the 2005-06 Teachers Salary Schedule C, plus 10 percent of the difference between the Administrator's 2005-06 salary and the amount on Lane G, Step 25, of the 2005-06 Teachers Salary Schedule C.
        5. The percentage referred to in item d. above shall be the lower of 58 percent or 1.93333 percent for each year in the District.  For example, 24.25 years equals 46.88 percent.
        6. The above calculated amount will be multiplied by the applicable factor in item C.
        7. The amount calculated above is paid for four (4) years.  Upon retirement, an employee has four options:
          1. An employee retiring during the contract year will be paid monthly commencing the month following the actual retirement date.  Employees retiring at the end of the contract year will receive a monthly entitlement commencing with the July 1 pay period.
          2. The retiree may authorize the District to purchase additional service credit for the employee through the State Retirement Systems as allowed by the Utah State Retirement Systems and Utah State law (See Senate Bill 34 passed by the State Legislature in 1995).  The lump sum amount used to procure retirement credit shall be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
          3. The retiree may receive the monthly benefit for the remainder of the current fiscal year (ending June 30) in a lump sum payment.  The prime interest rate (at the end of the previous quarter) plus two percent will be imposed to offset the District's loss of interest earnings.
          4. The retiree may receive the entire retirement in one lump sum.  The lump sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
        8. If the retiree should die at any point between actual retirement and the four-year entitlement, a one-time lump sum death benefit payment still due the retiree will be paid to the designated surviving beneficiary as listed at the time of retirement on District life insurance forms, unless a change in beneficiary status has been filed with the District.  The lump sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
    5. Post Retirement
      If an employee has retired under the Utah State Retirement Act and desires to be rehired, he/she must meet the provisions of the current Utah Code:

      1. Retirees desiring to be rehired by the District must make application to Jordan School District.
      2. Employees who have retired and are then rehired will not be placed on a step greater than:
        1. Classified employees –Step 3 Lane B. (Effective July 1, 2013-Step 4 of the appropriate lane)
        2. Licensed employees – See policy DP309 NEG - Salary Guidelines
        3. Administrative employees – Step 5
          This provision does not supersede policies DP307, Staff Selection, Promotion, and Salary Placement–Classified item II. D. 6.; and DP309 NEG, Salary Guidelines item II. F.
      3. A person who retires and returns to work for Jordan School District or Canyons District while still eligible for the cash in lieu of insurance payout, the retiree may choose District-provided health insurance or continue receiving the cash in lieu payout.
      4. Employees who have retired and are then rehired serve one year as a provisional employee and all policies regarding provisional status must be followed.

2005-06
TEACHERS SALARY SCHEDULE C

Hours Represented on the Lanes are Hours Earned Beyond and After
Bachelor's Degree and Original Teaching License

BACHELOR'S PLUS 90 QTR/60 SEM = LANE D + $500 - DOCTORATE = LANE G + $1,200 - NATIONAL BOARD CERT +$1000

Step

Bachelor's
Degree

Graduate and/or Approved Credit
Earned After Bachelor's Degree

Master's
Degree

Graduate
Hours
and/or
Credit
Earned After
Master's

Lane A

Lane B

Lane C

Lane D

Lane E

Lane G

Bachelor's
Degree

B + 30
quarter or
20 semester

B + 45
quarter or
30 semester

B + 60
quarter or
40 semester

Master's
Degree

M + 45
quarter or
30 semester

1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25

 $26,382
$26,382
$26,382
$27,614
$28,907
$30,258
$31,676
$33,161
$34,714
$36,816
$37,001
$37,001
$37,001
$37,001
$37,001
$37,001
$37,741
$37,741
$37,741
$37,741
$38,011
$38,011
$38,011
$38,011
$38,678

 $26,968
$26,968
$26,968
$28,211
$29,512
$30,874
$32,300
$33,785
$35,342
$36,974
$39,187
$39,383
$39,383
$39,383
$39,383
$39,383
$40,171
$40,171
$40,171
$40,171
$40,457
$40,457
$40,457
$40,457
$41,155

 $27,311
$27,311
$27,311
$28,574
$29,890
$31,270
$32,708
$34,218
$35,797
$37,446
$39,688
$41,513
$41,721
$41,721
$41,721
$41,721
$42,555
$42,555
$42,555
$42,555
$42,859
$42,859
$42,859
$42,859
$43,587

 $27,778
$27,778
$27,778
$29,031
$30,344
$31,716
$33,151
$34,649
$36,210
$37,849
$40,068
$41,911
$43,784
$44,004
$44,004
$44,004
$44,881
$44,881
$44,881
$44,881
$45,202
$45,202
$45,202
$45,202
$45,958

 $29,187
$29,187
$29,187
$30,468
$31,808
$33,209
$34,671
$36,198
$37,786
$39,453
$41,347
$42,998
$44,886
$47,481
$47,718
$47,718
$48,675
$48,675
$48,675
$48,675
$49,022
$49,022
$49,022
$49,022
$49,824

 $30,501
$30,501
$30,501
$31,847
$33,246
$34,709
$36,234
$37,828
$39,494
$41,232
$43,046
$44,937
$46,914
$49,621
$49,870
$49,870
$50,867
$50,867
$50,867
$50,867
$51,229
$51,229
$51,229
$51,229
$52,060

Effective: 4/23/1991
Revision: 9/8/2009
Reviewed: 5/28/2013


  1. Board Directive
    The Board recognizes the need to provide orderly procedures for termination of Jordan School District administrators, and delegates to the District Administration responsibility for establishing such procedures in accordance with the Public Education Human Resource Management Act outlined in Utah Code §53A-8a.
  2. Administrative Policy
    Procedures for nonrenewal and termination of an administrator's contract during the contract term shall be administered according to the following administrative policy provisions:

    1. Definitions
      1. Administrator: An administrator is a licensed employee, other than the Superintendent of Schools, who holds an administrative position requiring a valid certificate issued by the State Board of Education.  Administrators have expectations of continued employment and can only be terminated for cause, declining enrollment, or reduction in funding.
      2. Probationary Administrator: Any administrator employed by the District who has been advised by the District that his/her performance is inadequate and has been placed on probation.
    2. Causes for Contract Nonrenewal
      The District may determine not to renew the contract of an administrator for any of the following reasons:

      1. Immorality
      2. Insubordination which includes an act of serious insubordination, repeated acts of insubordination, or a pattern of insubordinate behavior
      3. Incompetence
      4. Mental or physical incapacity
      5. The need to reduce staff size due to a drop in student enrollment, program or service discontinuance, a shortage of anticipated revenue after the budget has been adopted, or school consolidation
      6. Conviction of a felony or misdemeanor involving moral turpitude
      7. Conduct which may be harmful to students or the District
      8. Improper or unlawful physical contact with students
      9. Violation of District policy
      10. Unprofessional conduct not characteristic of or befitting a Jordan District administrator
      11. Unsatisfactory compliance with terms of probation. (See Policy DP313 - Provisional or Probationary Personnel)
      12. Performance or attitude which is substantially below what is reasonably expected of other administrators having similar responsibilities and duties as determined by District Policy DP311A –Evaluation of Administrators
    3. Causes for Contract Termination
      1. The District may terminate the employment of any administrator during the term of the administrator's contract for any of the reasons listed above.
      2. The District may terminate the employment of any administrator during the term of the administrator's contract for any act, failure to act, or conduct which constitutes a breach of the administrator's employment contract.
    4. Procedures When Renewal of the Contract of an Administrator Is In Question
      When continued employment of an administrator is in question, the administrator shall be informed in writing at least three (3) months before the end of the contract term.

      1. The reasons why continued employment is in question shall be specified.
      2. The administrator shall be provided an opportunity to correct the deficiencies which are causing continued employment to be in question.  Assistance may be granted the administrator to correct the deficiencies including informal conferences and services of school and/or district personnel.
      3. The administrator is responsible for improving performance by demonstrating acceptable levels of improvement in the designated areas of deficiencies.
      4. Where acceptable levels of improvement in designated areas of deficiencies cannot be documented through an informal as well as formal evaluation process, the Superintendent of Schools may reassign the administrator to a position commensurate with his/her certification and endorsement(s).
    5. Procedures When the Contract of an Administrator Will Not Be Renewed
      1. When the contract of an administrator will not be renewed, the administrator shall be notified in writing at least two (2) months before the end of the contract term.
      2. The notice shall state the date of termination and set forth the reasons for contract nonrenewal.
      3. The notice shall include a date for an informal conference with the administration, a date for a hearing before an independent hearing officer, and a date for a hearing before the Board of Education.
        1. The hearings shall be scheduled at intervals of ten (10) days.
        2. A recommendation shall be required from the hearing examiner within ten (10) days of the date of the hearing.
      4. The administrator shall be notified of the right to have the conference and hearings scheduled.  If the administrator elects not to attend, the dates will be cancelled.
      5. The administrator shall be informed of the right to be represented at the hearing(s) by a representative of his/her choice.
      6. The notice shall be delivered to the administrator personally or sent by certified mail to the administrator's last-known address.
      7. The employee must give notice of appeal in writing to the Administrator of Human Resources within ten (10) working days after receiving the recommendation of the Grievance Officer.  Failure to request such an appeal in writing shall constitute a waiver of the right to appeal the recommendation of the Grievance Officer.
    6. Procedures for Termination During Contract Term
      1. Notice
        1. When an administrator is to be terminated during a contract term, the District shall notify the administrator in writing of the intent to terminate.
        2. The notice shall be delivered to the individual personally or sent by certified mail to the individual's last-known address, as shown on the records of the District, at least thirty days (30) prior to the proposed date of termination.
        3. The notice shall state the date of termination and set forth the reasons for termination.
        4. The notice shall advise the administrator that he or she has the right to a fair hearing and that the hearing process outlined below is waived if the hearing is not requested within fifteen (15) calendar days after the notice of termination was either personally delivered, or mailed to the individual’s most recent address shown on the District’s personnel records.
        5. The notice shall include a tentative date for an informal conference with the Administration, a tentative date for a hearing before an independent hearing officer and a tentative date for a hearing before the Board of Education.
          1. The hearings shall be scheduled at intervals of ten (10) working days.
          2. A recommendation shall be required from the hearing examiner within ten (10) working days of the date of the hearing.
        6. The administrator shall be notified of the right to have the conference and hearings scheduled.  If the administrator elects not to request an informal conference and/or hearing, the tentative dates will be cancelled.
        7. The administrator shall be informed of the right to be represented at the hearing(s) by a representative of his/her choice.
        8. The employee must give notice of appeal in writing to the Administrator of Human Resources within ten (10) working days after receiving the recommendation of the Grievance Officer.  Failure to request such an appeal in writing shall constitute a waiver of the right to appeal the recommendation of the Grievance Officer.
      2. Suspension Pending a Hearing
        1. Suspension pending a hearing may be without pay if an authorized representative of the District determines, after providing the employee with an opportunity for an informal conference to discuss the allegations, that it is more likely than not that the allegations against the employee are true and will result in termination.
        2. If termination is not subsequently ordered, the employee shall receive back pay from the period of suspension without pay.
      3. Continued Administrator Service
        1. After notice of termination, the administrator, at the option of the Superintendent, may remain on the job, be reassigned to another licensed position, or be subject to other reasonable personnel actions.
        2. If the Superintendent finds that continued employment may be harmful to students or the District, the administrator shall be suspended with pay pending termination.  No more than thirty (30) days of salary shall be provided to administrators who are on suspension.
          1. The District shall notify the administrator of the suspension in writing.
          2. The District notice shall include findings of fact as to why harm may result to students or the District if active service is allowed to continue.
      4. Hearing Cancelled or Not Requested
        1. If a hearing is cancelled or not requested by the administrator, the written notice of intention to terminate employment will serve as written notice of final termination by the Board.
        2. The cause(s) of termination are those contained in the notice of intention to terminate employment.
      5. Appointment of Hearing Examiner
        1. On or before July 1, the Superintendent and designated administrators shall mutually agree upon a pool of eight (8) impartial hearing examiners, four (4) shall be submitted by the Superintendent and four (4) by the administrators.
        2. The procedure for selecting a hearing examiner for a specific hearing shall be as follows:  The administrators and the Superintendent shall each choose two (2) names from the pool of hearing examiners.  If there is one (1) name chosen in common, that hearing examiner shall be first on the list.  The remaining names shall be drawn at random and placed on the list in the order drawn.  If there are no names chosen in common, all of names shall be drawn at random and placed on the list according to the order of the draw.  The hearing examiners shall then be called in the order they appear on the list until one is found that is available for the day of the hearing.
        3. The cost of services of the hearing examiner shall be equally shared by the District and the administrator or the organization representing the administrator.
      6. Conduct of the Hearing
        1. The administrator may be represented by counsel and may call witnesses, hear accusing testimony, cross examine witnesses, and examine documentary evidence.
        2. The District shall make available District employees if needed as witnesses for either party.
        3. Parties shall exchange a list of witnesses and documentary evidence at least two (2) days before the scheduled hearing.
        4. The hearing shall be conducted informally, and the rules of evidence used in courts of law need not be strictly observed.
        5. The hearing proceedings shall be recorded and preserved in a manner to assure completeness and accuracy, i.e. electronic tape recording. Stenographic recording shall not be required.
      7. Hearing Examiner's Decision
        1. After hearing all of the evidence, the hearing examiner may render an oral decision immediately following the conclusion of the proceeding.  The hearing examiner, shall within ten (10) days of the hearing, render a written decision supported by findings of fact.
        2. The decision may recommend to the Board that the proposed action be taken or that the proposed action not be taken or that other action less severe than the proposed action be taken.
        3. The decision of the hearing examiner, together with the findings of fact, shall be sent by certified mail to the administrator's last known address.  A copy shall be mailed to the administrator's representative, if any.
      8. Request for Board Review
        1. The administrator shall have the right to request a Board review of the decision of the hearing examiner.
        2. A written request for a Board review must be received by the President of the Board of Education within ten (10) days of the date the hearing examiner's decision is postmarked.
        3. The Board review shall be upon the record made in the hearing before the hearing examiner, except that the Board may, at its discretion, hear additional testimony or argument.
      9. Board Review Not Requested or Decision Favors Administrator
        1. If a request for review is not received or if the decision of the hearing examiner is in favor of the administrator, the Board shall determine whether or not to adopt the decision of the hearing examiner.
        2. If the Board adopts the decision of the hearing examiner, the findings of fact prepared by the hearing examiner, if any, shall be deemed the findings of fact made by the Board.  The District shall notify the administrator of the Board's decision by certified mail.
        3. If the Board determines not to adopt the decision of the hearing examiner, the Board shall review the matter based upon the record made in the hearing before the hearing examiner, except that the Board, at its discretion, may hear additional testimony or argument.  The Administration will notify the administrator if the Board determines to hear additional testimony or argument.
      10. Board Decision
        1. Within ten (10) working days of receiving the hearing examiner's decision, the Board shall render a decision that the originally proposed action be taken, that the originally proposed action not be taken, or that other action less severe than the originally proposed action be taken.
        2. The Board shall issue findings of fact that support the decision or may adopt the findings of fact prepared by the hearing examiner.
        3. The administrator shall be notified of the decision of the Board and the findings of fact by certified mail addressed to the administrator's last known address.  A copy shall be sent to the administrator's representative, if any.
      11. Finality
        1. The decision of the Board in all cases is final.
        2. A rehearing shall not be allowed.
      12. Appeal
        Upon the timely filing of an appeal of the decision of the Board in an appropriate court of law, the Board shall cause to be prepared, certified, and transmitted to the court, the decision of the Board, the findings of fact of the Board, and the record of the hearing before the hearing examiner or Board or both.
      13. Restoration of Records and Benefits
        1. If the final decision is made in favor of the administrator, the charge(s) shall be expunged from the administrator's record except when substantive problems exist but the recommendation to terminate was dismissed or modified because of procedural errors.
        2. If the final decision is made in favor of the administrator, the administrator shall be reimbursed for salary and benefits lost during suspension, if any.

  • Effective: 11/10/87
  • Revision: 9/26/2017

  1. Board Directive
    The Board is committed to an on-going evaluation program for administrative personnel that is aligned to the Utah Educational Leadership Standards and that complies with Jordan District policy and state law.  (See Utah Code §53A-8a-7 and State Rule R277-531.)  The Board delegates to the District Administration responsibility for assuring that the evaluation program is reasonable and fair and based upon an evaluation instrument which is valid and reliable.It is the policy of the Board to require all administrative personnel to participate in the evaluation program for the following purposes:

    1. To promote the professional growth and development of educators.
    2. To recognize and encourage the use of effective administrative behaviors.
    3. To identify administrators according to their abilities with the performance expectation that administrators strive to receive an effective or highly effective rating.
    4. To provide a basis for decisions affecting employment.
  2. Administrative Policy
    The evaluation process for administrative personnel shall be administered according to the following administrative policy provisions:

    1. Definitions
      1. "Working days" means the days the administrator being evaluated is under contract to work.
      2. "Career administrator" means a licensed employee entitled to continued employment under the policies of the District.
      3. "Provisional administrator" means any administrator who is in his/her first year of employment.
      4. "Probationary administrator" means any administrator employed by the District whose performance is not satisfactory.
      5. "JAES evaluation" (Jordan Administrator Evaluation System) means the evaluation system for all certified administrators, which is completed on an electronic platform. The JAES will be the evaluation of professional levels of performance.
      6. A "summative evaluation" is an evaluation designed to present conclusions about the merit of a person's performance. Employment and compensation decisions are made based on summative evaluations.  JAES is the District's summative evaluation tool.
      7. A "formative evaluation" is an informal evaluation designed and used to promote growth and improvement in a person's performance.
      8. "Other lines of evidence" used for evaluation may include, but are not limited to, documented concerns or positive written communications from parents, staff or immediate supervisor, awards and recognitions for outstanding administrative performance, and/or documented deficiencies in work habits, student growth scores, and stakeholder input.
      9. “Stakeholder input” is input from parents, students, teachers, and support professionals collected by appropriate data gathering methods and represents quality practice.
      10. A "mentor" is an administrator assigned by the immediate supervisor to assist a provisional or probationary administrator to become informed about the administrative process and school system.
      11. A "consulting administrator" is an administrator who has completed special training in coaching and assisting administrators in improving administrative skills and effectiveness. Consulting administrators are assigned to administrators by the immediate supervisor.
      12. A “level of performance” means upon the completion of a JEAS evaluation the administrator will receive one of the four following differentiated levels of performance: highly effective, effective, emerging/minimally effective, or not effective.
    2. The JAES is the District's tool for evaluating an administrator's performance, adapted from the Utah State Board of Education Leadership Observation Tool.
    3. The Administrator Interim Evaluation, based on the Utah Educational Leadership Standards, is the District’s tool for conducting interim evaluations of career administrators.
    4. Each administrative employee shall be evaluated by his/her immediate supervisor.
    5. The District Administration shall review the purposes and procedures of the evaluation program with all administrators at least once each contract year, and each administrator shall have access to the online evaluation instrument.  All administrators due to be evaluated shall be notified at least fifteen (15) working days prior to the evaluation process.
    6. All new administrators shall be assigned a mentor.  The mentor will assist the new administrator in becoming informed about the administrative profession and school system.
    7. Evaluation frequency
      1. Career administrators shall be evaluated annually.
      2. Provisional administrators shall be evaluated at least twice in their initial year.
      3. Probationary administrators shall be evaluated when necessary as determined by the immediate supervisor.
      4. The immediate supervisor may evaluate an administrator whenever it is deemed necessary.
    8. A JAES evaluation process shall include:
      1. An orientation meeting which is held for all administrators and immediate supervisors to provide a review of the JAES process and the specific dates and general procedures to be used.
      2. The administrator is notified at least fifteen (15) working days before the evaluation is to begin.
      3. The supervisor and the administrator jointly determine what lines of evidence will be shown to demonstrate performance levels of the leadership standards.
      4. Formative conferences with the supervisor and the administrator being evaluated shall take place to monitor lines of evidence for levels of performance.
      5. The administrator being evaluated will rate themselves on the Utah Educational Leadership Standards, providing lines of evidence to support the rating.
      6. The supervisor completes the evaluation of administrator using the Utah Educational Leadership Standards and rubric.
      7. A summative conference will take place wherein the supervisor and the evaluated administrator will review the supervisor’s rating and the overall level of performance.
      8. If the administrator does not agree with any portion of the JAES Evaluation, the administrator has the right to respond in writing stating his/her views. This written report must be submitted to the Administrator of Human Resources within thirty (30) calendar days of the Professional Development meeting.
      9. The evaluation is acknowledged by both the supervisor and the administrator. The administrator’s acknowledgement does not necessarily indicate agreement with the evaluation, but acknowledges that the administrator has met with the supervisor and has received the information.
    9. Administrators whose JAES total score is in the level of performance of “Not Effective” may not advance on the adopted salary schedule.
      1. When compensation is withheld, both the administrator and the immediate supervisor will sign verifying documentation.
    10. The remediation process for all administrators whose JAES total score is in the level of performance of the “Not Effective” range is as follows:
      1. A Professional Development Contract must be completed within ten (10) days of the professional development meeting.
        1. The Professional Development Contract must identify the performance expectations and/or standards which resulted in a level of performance "Not Effective" rating.
        2. A plan of action to correct these deficiencies must be developed which includes specific resources provided to the administrator, a schedule for periodic review of progress, the types of evidence required to demonstrate satisfactory progress, and the assignment of a "consulting administrator."
        3. The length of remediation cannot exceed six calendar months, excluding July.
        4. The immediate supervisor must meet at least monthly, and the consulting administrator at least twice monthly with the administrator to assess progress and to provide assistance.
        5. Administrators on remediation are required to compile documentation of progress and improvement in the specific goal areas.
      2. At the conclusion of the remediation period, a second Professional Development meeting is held. At this meeting, the immediate supervisor reviews the administrator's documentation and determines the degree of progress made.
      3. The immediate supervisor confers with the Superintendent to determine the action to be taken.
        1. Remediation Completed: If the administrator has demonstrated satisfactory progress, including successful completion of all goals, he/she is re-designated as a career administrator.
        2. Remediation Extended: If the administrator has shown progress and has met some of the goals, the Professional Development Contract is revised and the remediation process is repeated.
        3. Probation: If the administrator has not shown at least moderate improvement and has not met the majority of his/her goals, the administrator is placed on probation.
        4. Change in Assignment: At the discretion of the Superintendent, a change in assignment may occur at any time during the remediation process.
      4. Probation ProceduresWhen an administrator is placed on probation, the following process is implemented:
        1. The remediation process is repeated and a Professional Development Contract is negotiated and implemented.
        2. Near the end of the probationary period, a second JAES is completed.
        3. The designated status of an administrator on probation means that the continued employment of the administrator is in question and that termination may result if performance appraisal ratings are not raised to meet the standard.
        4. At the conclusion of the evaluation, a Professional Development meeting is held. At the meeting, the immediate supervisor reviews the administrator's documentation, the results of the JAES and determines the degree of progress made.
        5. The immediate supervisor confers with the Superintendent to determine the action to be taken. Possible actions include:
          1. Probation Completed: If the administrator has demonstrated satisfactory progress, including successful completion of all goals, he/she is re-designated a career administrator.
          2. Change in Assignment: At the discretion of the Superintendent, a change in assignment may occur at any time during this process.
          3. Termination: The termination of an administrator follows the procedures as specified in District Policy DP316A—Orderly Termination Procedures.
    11. Right to Review and Appeal
      1. Administrators have fifteen (15) calendar days following the completion of the evaluation process to request a review of the evaluation findings.
      2. If an evaluation results in adverse employment action administrators have a right to appeal the procedure under District Policy DP315 NEG—Grievance Procedures.
    12. An Administrator Interim Evaluation shall be conducted as an evaluation for a career administrator each year a JAES evaluation is not administered; however, a JAES evaluation may be administered the same year an Administrator Interim Evaluation is administered, if requested by the principal, principal’s designee or immediate supervisor. The Administrator Interim Evaluation shall be used by the administrator and immediate supervisor as a formative tool throughout the school year that the evaluation takes place.
      1. The Administrator Interim Evaluation shall be made available to the administrator by the supervisor within the first month of the school year that the evaluation takes place.
      2. The Administrator Interim Evaluation will be discussed and acknowledged by both the administrator and the principal or immediate supervisor by the end of the school year that the evaluation takes place. The administrator’s acknowledgement indicates receipt of the report but does not necessarily signify agreement with its contents.
      3. The performance rating on the Administrator Interim Evaluation is the total score from the administrator’s most recent JAES evaluation.
    13. Evaluation records are classified as “Private Records” and shall be managed according to the provisions of District Policy DP367 – District Records Management.
    14. Nothing in this Policy shall prevent the District from taking appropriate disciplinary action for cause as provided for by Utah law, the Utah Code, Utah Administrative Rule, or District Policy DP316A - Orderly Termination Procedure—Administrators.

  • Effective: 7/21/1981
  • Revision: 9/8/2009

THIS POLICY ONLY APPLIES TO EMPLOYEES WHO HAVE RETIRED PRIOR TO THE 2006-07 CONTRACT YEAR

  1. Board Policy
    The Board shall provide District administrators an early retirement incentive, and directs the District Administration to administer the program as outlined below.
  2. Administration Policy
    The Administration shall administer the Early Retirement Incentive Program according to the following guidelines:
    Guidelines

    1. An administrator is eligible for this benefit if:
      1. The administrator has a minimum of ten (10) years full-time equivalent service with the District and, at the time of resignation, retires under the provisions of the Utah Retirement Systems. Years of service will be calculated on the full-time equivalents; i.e., 2 years of half-time service equal 1 year of full-time service.
      2. The administrator has signed a voluntary early retirement acknowledgment, agreement and waiver to the Age Discrimination in Employment Act (P.L. 101—433) prior to the retirement date of the employee.
    2. Each year the retiree will receive a percentage of the difference between Lane A, Step 1, of the teachers' C salary schedule and Lane G, Step 25 of the C salary schedule, plus 10 percent of the difference between the administrator's current salary and the amount on Lane G, Step 25, of the teachers' C salary schedule. The percentages shall be based on Jordan District full-time equivalent service as listed in the following table:
      Equivalent Full-time Years Percentage of the Difference
      10 years 28%
      15 years 38%
      20 years 48%
      25 years 53%
      30 years 58%
    3. This benefit will be paid for a maximum of four (4) years or until the end of the month in which the employee reaches the age for the unreduced Social Security benefit, whichever comes first. An employee retiring during the contract year will be paid monthly commencing the month following the actual retirement date. Employees retiring at the end of the contract year will receive a monthly entitlement commencing with the July 1 pay period.
    4. FROM the date of retirement until the end of the first fiscal year of the benefit, the retiree has two additional options:
      1. The retiree may receive the monthly benefit payments in a lump sum. A penalty of 3.25 percent shall be imposed to offset the District's loss in interest earnings.
      2. The retiree may authorize the District to use the monthly benefit payments to purchase additional service credit for the employee through the State Retirement System. (See Senate Bill 34, passed by the State Legislature in 1995.) A penalty of 3.25 percent shall be imposed to offset the District's loss in interest earnings.
        Note: The rate of the penalty shall be examined annually and adjusted as necessary to reflect significant changes in interest rates.
    5. If death should occur at any point between actual early retirement and the four-year entitlement, a lump sum death benefit payment still due the retiree will be paid to the designated beneficiary (ies). If a retired administrator dies, insurance coverage will continue for eligible dependents according to the schedule outlined in DP319 NEG—Retirement, Licensed.