Board Directive The Board recognizes the need for a systematic approach in determining the personnel needed to staff the schools and other departments in the District. A well-developed system of personnel planning and accounting helps predict staff needs and enables the Administration to make sound provision for current and future employment. The Board delegates to the Administration the responsibility for determining these needs.
Administrative Policy The Human Resources Department shall be delegated the responsibility for setting up such a system of personnel accounting for determining staff needs. The Administration will utilize all data available from various sources in accordance with the following administrative policy provisions:
Utilize projections for future staff needs based on student growth, staffretirements, and replacements
Utilize the projected curriculum requirement of the District
Maximize the use of technology in determining projected pupil/teacher ratios and staff requirements
Consider financial constraints as they apply to future staff needs
Maintain up-to-date files containing data needed to comply with state and federal requirements including certification
Keep abreast of current trends in staffing patterns and be familiar with options available for staffing schools such as differentiated staffing, etc.
Board Directive The Board, recognizing that the leaders in the schools and in the District Office occupy key positions in the total District organization, considers the selection and appointment of administrators an important responsibility of the Administration. The Board delegates to the District Administration the responsibility to interview, screen and hire for leadership positions in the District.
Administrative Policy Since the administrators are representative of the Board and the District, it is imperative that well-qualified and competent persons are selected for leadership positions.
The Administration shall administer the leadership appointment policy in accordance to the following administrative policy provisions:
The Administration shall conduct leadership programs which will result in the identification and training of prospective administrators.
Instructional leadership vacancies or other positions shall be publicized by the Human Resources Department.
An applicant for a position in administration must make a formal online application with the Human Resources Department. Job descriptions will be made available.
Where required, each applicant must be licensed by the Utah State Office of Education for the position for which he/she is applying.
The Human Resources Department will keep a current file on each applicant. This file shall contain letters of reference, transcripts, interview appraisals, and other pertinent information.
An applicant must renew his/her application annually in order for it to remain active.
The administrative staff shall review all applications on file. Applicants identified for further consideration will be interviewed by designated members of the Administration.
The Administration shall recommend to the Superintendent candidate(s) for appointment.
The Superintendent shall review and approve a candidate for hire.
The Human Resource Administrator or the Superintendent or designee shall notify the successful candidate of his/her appointment.
Those interviewed but not selected will be notified in writing by the Human Resources Department of the selection of another candidate.
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.
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:
Online application forms furnished by the District shall be properly completed and dated. Applications shall be renewed annually to remain effective.
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.
The Administration shall review applications and shall evaluate applicants on the basis of qualifications for available positions.
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.
A minimum of two (2) reference checks is required.
The school administration shall conduct interviews to determine the best candidate for the position.
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.”
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.
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.
The hiring of relatives is also prohibited if it results in a conflict of interest with vendors of the District.
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.
Employment assignments shall be reviewed annually.
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.
Board Directive Recognizing that the staffing of schools is an administrative responsibility, the Board authorizes the District Administration to develop policies and procedures to ensure the identification and selection of competent personnel.
Since the success of the educational program is directly dependent upon the personnel who staff the school, efforts shall be made to recruit, select, assign, and retain competent persons.
Staff members assigned to schools shall be properly licensed and qualified to assume appointments.
The Administration shall consider carefully the transfer requests submitted by personnel who have worked successfully in the District.
The Administration shall retain staff balance among all schools. Each school shall have strong grade-level or department leadership and a balanced combination of experienced and inexperienced teachers.
The Administration shall make periodic reports of staff appointments to the Board.
The Administration shall use a cooperative approach in the staffing of schools. This approach will involve many administrators and District instructional staff members in the process of determining staff appointments. Primary responsibility for the recruiting, screening, recommending, and transferring of staff is delegated to the Administrator of Human Resources. He/she shall be responsible for the initiation of detailed staffing procedures. Other appropriate administrators, such as Administrators of Schools, directors, and principals, shall cooperate with the Administrator of Human Resources in making staff decisions.
Requests and Preliminary Data
The Administrator of Human Resources shall develop procedures providing personnel an opportunity to make requests for transfer.
The school principals shall prepare preliminary reports indicating anticipated staff needs for the succeeding year. These reports shall be prepared in accordance with the projected enrollment and pupil-teacher ratios established by the Administration.
Instructional directors, consultants, and coordinators shall consult with the principals and division administrators as information about personnel is required. Upon request, they will also assist in the recruiting and screening of candidates for employment.
The Administrator of Human Resources shall conduct necessary interviews in screening and determining qualifications of applicants. He/she shall be assisted by the personnel staffing specialist.
Instructional directors, consultants, and coordinators shall assist with the identification of successful grade-level or department leaders and advise the Administrator of Human Resources concerning the transfer and placement of personnel.
Principals and Administrators of Schools shall make recommendations pertaining to the appointment of grade-level or department leaders and other personnel.
The Administrator of Human Resources shall confer with principals and Administrators of Schools in preparing proposed lists of transfers and appointments.
The Administrator of Human Resources shall review and approve the proposed lists of transfers and appointments with the appropriate area Administrator of Schools.
The Administrators of Schools shall review and approve appointments, act as an arbitrator as problems of staff selection develop, and coordinate the reporting between the Human Resources Department and the Superintendent's Office.
The Superintendent shall review appointments and submit periodic reports of staff appointments to the Board.
The Administrator of Human Resources shall coordinate the announcements of approved appointments and notify the personnel concerned.