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  • Effective: 6/14/1988
  • Revision: 5/26/2015
  • Reviewed: 5/28/2013

  1. Board Directive
    The Board of Education holds the expectation that all interactions between employees and students are professional and appropriate.  Therefore, the Board directs the District Administration to develop a scope of employment policy regarding interactions between students and staff members which stem from school relationships.  In addition, the Board directs the Administration to designate that certain activities pertaining to dangerous weapons are outside the scope of an employee’s employment.
  2. Administrative Policy
    The scope of employment policy shall be administered according to the following administrative policy provisions and applies to all employees, contract employees, and volunteers.

    1. Instruction, counseling, and administrative tasks and all other planned school contact with students shall be accomplished at the school during regular school hours.
      1. If special circumstances make it necessary for a District employee to meet with one or more students outside the regular school day or at a location other than the school, prior written approval from the principal is required.
      2. When a student requires staff assistance outside the regular school day because of an emergency or unanticipated occurrence, the employee shall notify the principal of the occurrence as soon as possible.
      3. All transportation of students in personal vehicles by District employees shall be avoided, unless the students are members of the employee’s immediate family or a student must be transported by an employee due to an emergency situation where the health, safety or welfare of the student is at immediate risk.  If such travel cannot be avoided and the transportation of a student is not life threatening, written permission must be obtained in advance from the parent and principal.
    2. All extracurricular activities outside regular school hours or off school property must be authorized in advance and in writing by the school principal in accordance with District Policy AA444—Employee Involvement in Private, But Public Education-Related Activities.
    3. After-hour activities involving students are to be held at the school whenever possible.  If another location is necessary, prior written approval from the school principal is required.
    4. Employees shall not charge a fee for any tutoring services provided to students at the school within school hours.  Employees may charge a fee for tutoring services outside of contract hours, only in accordance with District Policy AA444.
    5. District employees have the responsibility to communicate with students and their parents or guardians in a professional manner.  Text messages to students must be of a professional, not personal nature.  All communication using social media must be in compliance with District policies, including Jordan School District Policy DP371 Employee Information Network Acceptable Use and the Social Media Guidelines.  The message content, context and frequency will be used to determine if disciplinary action is taken by the District.
    6. Unless otherwise provided for by law, possession, or use of a firearm, weapon, or other dangerous materials (as defined in section G, below) by any employee in a District building, in or on District property, in conjunction with any District activity, or while traveling in District funded or dispatched vehicles, is in violation of Jordan School District Policy, and will be subject to disciplinary sanctions which may include termination. Possessing, using, selling, or attempting to possess, use or sell any such dangerous materials on District property or in District vehicles is prohibited regardless of intent.  Exceptions to this prohibition are for employees that use tools or materials that are required as part of their job function (as defined in section H, below) and for current holders of a lawfully issued concealed firearm permit (as set forth in section I, below) applying only to firearms, not to any other prohibited weapon or other dangerous materials.
    7. Dangerous materials include, but are not necessarily limited to, the following:  firearms (including antique firearms), weapons, knives, swords, explosive/incendiary devices, dangerous chemicals, noxious or flammable materials, martial arts weapons or other instruments including those which eject a projectile or substance of any kind, or any replica or facsimile of any of the above, whether functional or nonfunctional, whether designed for use as a weapon or when any object or substance is used as a weapon.
    8. Authorized use or possession of dangerous materials and tools when used in connection with a District approved activity or job function must be in the possession or under the control or supervision of the person authorized and responsible for the activity (e.g.: cooking, consumer science, CTE, chemistry classes, custodial, maintenance and repair).
    9. The law provides that a qualified person may receive a permit “to carry a concealed firearm for lawful self defense” UCA §§53-5-704(1),-705.  A concealed dangerous weapon means “a dangerous weapon that is covered, hidden or secreted in a manner that the public would not be aware of its presence and is readily accessible for immediate use.” UCA §76-10-501(3)(a)(i).  Therefore, any lawfully concealed firearm on District property or in District vehicles must remain concealed such that the public is not aware of its presence.
    10. District property may not be used to hide, cover or secret a firearm.  A lawfully concealed firearm must be within the employee’s immediate control at all times.  Employees must recognize that students could gain access to a firearm that is not properly concealed, or controlled.  Therefore, employees must use good judgment and strictly follow the law and this policy.
    11. An employee of Jordan School District who obtains a concealed weapons permit does so in his or her own individual capacity.  Any use of such weapons is outside the scope of employment, is contrary to the purposes of employment by the District and is done solely in the employee’s personal capacity, not as an employee of the District.  Any and all liabilities, damages, demands, claims, actions or proceedings in law or equity, including attorney’s fees and costs to suit, relating to or arising out of an employee decision to carry, threaten use, or use a weapon will be the sole responsibility of that employee without recourse to, or liability protection from or through the District.

  • Effective: 9/25/1979
  • Revision: 3/31/2015
  • Reviewed: 5/28/2013

  1. Board Directive
    The Board of Education recognizes the need for all 12-month employees to have a vacation from their regular assigned positions.  All personnel who are employed full-time on a 12-month basis are eligible to participate in the vacation program.  The Board delegates responsibility for administering the vacation policy to the District Administration.
  2. Administrative Policy
    The following administrative policy provisions shall be used for administering the vacation policy:

    1. All vacations will be determined from July 1 to June 30 of each contract year.  New employees will have vacation allowance prorated at the rate of .83 days per month and will be eligible to take such accrued vacation after the next June 1.  New employees must work ten (10) or more days in order to accrue any vacation allowance during the first month of employment.  No vacation time will be allowed before the vacation days have been earned.
    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, August and September with approval of the immediate supervisor and department director.  After September 30, the vacation allowance may not exceed the days accrued for the current year.
    3. Vacations are to be scheduled at times that are best for the District and the employee.  Generally, vacations are to be scheduled during off-peak work seasons.  Any special considerations must be approved by the immediate supervisor.  Employees must present written vacation plans to the immediate supervisor for approval in advance.
    4. The length of vacation is figured on the number of years of continuous contract service in the District.  For purposes of computing movement on the vacation schedule, employees hired prior to January 1 will be credited with a full year's employment for the first contract year.  Those hired after January 1 will not receive vacation credit for the first year.  (Placement on the salary schedule has no relation to vacation allowance.)
    5. Vacation Schedule
      Continuous Contract Service as of July 1

      Vacation Days Accrued

      1 Month 1 Day
      2 Months 2 Days
      3 Months 3 Days
      4 Months 3 Days
      5 Months 4 Days
      6 Months 5 Days
      7 Months 6 Days
      8 Months 7 Days
      9 Months 8 Days
      10 Months 8 Days
      11 Months 9 Days
      1 Year 10 Days
      Beginning  2 Years 10 Days
      Beginning 10 Years 15 Days
      Beginning 14 Years 16 Days
      Beginning 15 Years 18 Days
      Beginning 17 Years and beyond 20 Days

  • Effective: 1/27/1970
  • Revision: 8/25/2015
  • Reviewed: 5/28/2013

  1. Board Directive
    The Board recognizes that people who staff the school system are discharging a public trust of great significance and value to the community and to the nation.  It recognizes further that the human resources of the school system--the skill, the ability, the ingenuity, and the loyalty of each employee--are the key to a successful education system.  The Board delegates the Adminsitration to fill all vacancies with the best qualified persons available without regard to race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older), disability, sexual orientation or gender identity in order to obtain and maintain a high level of employee performance and satisfaction.  Utah Code 34A-5-106. It further charges the Administration to strive to retain capable and desirable employees already in the school system.
  2. Administrative Policy
    1. Definition of Personnel
      Personnel, as described herein, refers to all licensed and classified employees in the District.  In addition, the philosophy, the Administration, and the policies which form the framework of the organization within which these groups operate are considered as integral parts of personnel.
    2. Areas of Personnel Administration
      Personnel administration includes in its responsibilities the formulation of and implementation of policies and standards relating to the eligibility, selection, assignment, compensation, efficiency, promotion, transfer, probation, resignation, dismissal, absence, retirement, professional growth, job descriptions, professional rights, welfare, and personnel records of all employees of the schools.
    3. Welfare of Students
      The personnel organization shall provide children with educational opportunities of the highest possible quality.  Toward this end, the following principles offer guidance:

      1. Clarification of Educational Objectives - The entire school staff of the District and the Board should share in the development of educational aims which seek to fulfill the unique function of public education in American society.  Those involved in this task should strive to be flexible, objective, and resourceful and to be aware of the implications of the constantly changing field of education.  They should strive to develop a climate that stimulates creativity in the staff members and the students.  They should consider as essential a problem-solving approach for reaching solutions to problems of the classroom, the school, and the District.  Therefore, the school staff and the Board should work toward obtaining the services of employees of the highest competence who can help to achieve these aims.  Personnel actions affect, and are affected by, school organization, curriculum, and staff morale.
      2. Promotion of Pupil Achievement - Since one of the major purposes of each school system is to increase the degree and quality of each pupil's achievement in relationship to his/her ability, staff members of the highest caliber are needed.  Personnel practices should be tested to determine the extent to which quality instructional services to pupils, in relationship to their abilities at all levels of education, are provided.
      3. Maintenance of High Standards - In order to ensure instructional and supplementary services of high quality, personnel practices should reflect a consistent policy of selecting well-prepared employees and of encouraging the upgrading of services after employment.
      4. Maintenance of Integrity - Individuals should have a clear and undeviating purpose to provide the best possible opportunity for students to learn.  They should regard their position as a public trust, and their objectivity and efficiency consistently should justify the confidence placed in them.
      5. Citizenship Training - All personnel should recognize the importance of their role in the citizenship training of all students.  Every effort should be made to assist students to make worthwhile contributions to society.
    4. Welfare of Personnel
      The personnel organization should create a climate in which the individual staff member can make his/her best contribution.

      1. Integrity of Purpose - Integrity of purpose is an obligation of all District employees.  Respect for personality, mutual faith, trust and understanding should permeate all their relationships.
      2. Cooperative Involvement in Development of Personnel Policies - In formulating and implementing personnel policies and practices, the cooperative involvement of those concerned is imperative.
      3. Equality of Treatment - The principles of fairness and impartiality shall be followed in all personnel actions.
      4. Recognition of Excellence - District employees, the school system, and students benefit when excellence of service is recognized by words of appreciation, leadership opportunities, and advancement.  Employees deserve recognition for their contributions and accomplishments.  The very nature of public education makes sensitivity to this concern paramount.  Through such recognition, individuals find helpful encouragement for creativity and self-expression within the framework of their positions.
      5. Provision for Leadership Opportunities - Personnel procedures should enable those staff members who have the potential, to be advanced to positions of leadership in the school system, through an orderly procedure for professional advancement and promotion.
      6. Maintenance of Good Communications - Avenues for clear and candid two-way communication in all personnel relationships are essential.  The continuous flow of information through recognized channels contributes to a better understanding of the total educational enterprise.  Any employee has the obligation to be available for consultation, in confidence, in privacy, and in an atmosphere of sympathetic understanding.
      7. Fostering of Quality of Service - All District employees share in the responsibility of creating a climate wherein the employees can work at maximum efficiency.  Excellence in performance is more nearly possible when economic rewards, physical facilities, and a favorable psychological climate are provided.

  • Effective: 8/27/1969
  • Revision: 10/14/1986
  • Reviewed: 5/28/2013

  1. 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.
  2. 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:

    1. Utilize projections for future staff needs based on student growth, staffretirements, and replacements
    2. Utilize the projected curriculum requirement of the District
    3. Maximize the use of technology in determining projected pupil/teacher ratios and staff requirements
    4. Consider financial constraints as they apply to future staff needs
    5. Maintain up-to-date files containing data needed to comply with state and federal requirements including certification
    6. Keep abreast of current trends in staffing patterns and be familiar with options available for staffing schools such as differentiated staffing, etc.

  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 5/28/2013

  1. Board Directive
    The Board delegates the responsibilities of value and assignment of personnel to the District Administration.
  2. Administrative Policy
    The Administration delegates the responsibility for the placement of all personnel in the District to the Human Resources Department.  This shall be done in cooperation with the school principal or the immediate supervisor.  Grade and subject assignment shall be made by the school principal.

    1. Major Consideration for Placement of Licensed Personnel
      1. When considering the placement and assignment of teachers, the welfare of the child shall be of major importance.  However, the teacher preference shall also be considered in realization of the fact that personal preference may influence the effectiveness of an employee.
      2. Licensed personnel shall be notified of school placement.
      3. As far as possible, teachers shall be assigned within the field of their training and experience.
      4. Prior to the time that an employee has been in the same assignment for ten (10) years, a review of the placement will be made by an administrative committee to determine whether or not it is in the best interest of the students or the individual to consider a change of assignment.  Individuals would need to be aware that their position would be reviewed at least every three (3) years thereafter.
      5. It is the desire of Jordan School District to provide District and school administrators with a variety of administrative experiences.  Therefore, if an administrator has been in his/her position more than ten (10) years, he/she would be considered eligible for transfer.  If an administrator is not transferred after ten (10) years of service in the same position, his/her assignment would be reviewed annually for possible transfer.
      6. Nothing in items 4. or 5. above should be construed to mean that a teacher or administrator may not be transferred in the best interest of students or the individual at any time prior to ten (10) years service in the same assignment.
    2. Major Responsibilities of the Human Resources Department for Personnel Placement
      The Human Resource administrator shall:

      1. Assign teachers in the primary, intermediate, or secondary level who are new in the District or who are being transferred to another school within the District after consultation with the principal of the school or schools concerned.  The school principal shall assign teachers according to the needs of the school and the skills and abilities of the teacher assigned.
      2. Assess and balance the various school staffs, taking into consideration experience, teacher special interests or abilities, and teacher personality factors.
      3. Maintain a balance of experienced teachers in all schools.  Distribution of experienced teachers shall be considered in the making of assignments within the primary, intermediate, and secondary levels.
    3. Major Responsibilities in the Assignment Process
      The school administrator shall:

      1. Assess his/her staff in relationship to the instructional program and project future needs in terms of the District instructional program.
      2. Establish a rapport with his/her staff about staffing problems.
      3. Communicate staff concerns about placement and assignments to the Human Resources Department.
      4. Involve the staff in teacher placement to a degree he/she feels is appropriate and without abrogating his/her responsibility.
      5. Develop an understanding on the part of teachers that individuals must be assigned on the basis of professional reasons.
    4. Statements Concerning Professional Responsibility of the Teacher Regarding Personnel Assignment Practices
      1. Assignments of teachers shall be based upon professional reasons.
      2. All personnel shall use the abilities of all teachers, permanent and provisional, to the best advantage in providing a well-rounded educational program for students of the District.
    5. Statements Concerning Classified Personnel Regarding Assignment
      1. Assignments for classified personnel shall:
        1. Be coordinated through the Human Resources Department.
        2. Be made in cooperation with the school principal and/or immediate supervisor.
        3. Be assigned according to the best interest of the schools or departments.
      2. Employee request for specific assignments shall be given consideration; however, the final decision is made by the Administration.