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Author: communications

Published on
  • Effective: 5/23/1989
  • Revision: 12/8/2015
  • Reviewed: 8/25/2015
  1. Board Directive
    Jordan School District has a responsibility to maintain public trust and confidence by providing a safe environment for students, employees, volunteers and patrons.  The District also has a responsibility to assure, so far as reasonably possible, that all employees are able to assume their duties and carry out the tasks for which they were hired.  Consequently, since abuse of drugs and alcohol in the work place decreases employee safety and productivity, adherence to this Substance Abuse-Free Work Environment Policy is a condition of employment for all Jordan District employees.  Adherence is vital for all employees.  This policy is written to comply with all requirements found in state and federal law, including: 41 USC 81 et seq., the Federal Drug-Free Workplace Act of 1988;Utah Code §34-41-101 et seq.; Utah Code §26-38 et seq.; Utah Code §53G-8-602 et seq.; Utah Code §58-37-8 et seq.; Utah Code §58-37a-5 et seq.; Utah Code §53-10-211 et seq.; Utah Administrative Code R477-14; Utah Administrative Code R392-510; and Utah State Office of Education, Pupil Transportation Drug and Alcohol Testing Policy.
    The Board delegates to the Administration the responsibility for establishing policy that promotes a substance abuse-free work environment and developing procedures for dealing with policy violations.  Compliance with this policy is mandatory consistent with federal and state law.
  2. Administrative Policy
    The Administration is committed to establishing and maintaining a substance abuse-free work environment.  Therefore, District employees and volunteers are prohibited from the following while on District property, while operating a District vehicle or while attending any school-sponsored activity or event:

    • Manufacturing, dispensing, possessing, distributing, consuming, using or being under the influence of or using any unlawful controlled substance, drug paraphernalia or alcohol.
    • Manufacturing, dispensing, distributing, consuming or using an electronic cigarette or tobacco in any form.

    Any employee or volunteer found in violation may be subject to possible legal actions and/or disciplinary actions including but not limited to probation, suspension, and/or termination of employment or removal as a volunteer.  Administrative policy provisions and due process procedures for employees who violate the substance Abuse-Free Work Environment are outlined in District policies, including DP374 – Employment Background Checks; DP316 NEG—Orderly Termination Procedure; Licensed; DP316A—Orderly Termination Procedures – Administrators; and DP316B—Orderly Termination Procedures - Education Support Professionals.

    1. Definitions
      1. Safety Sensitive Positions:  Positions which directly affect the safety of District employees and/or the general public during the course of performing job duties (i.e. District vehicle driving, etc.).
      2. Random Testing:  Testing of employees in safety sensitive positions as part of a District random drug testing program.
      3. Reasonable suspicion:  An articulated belief based on the recorded specific facts and reasonable inferences drawn from those facts that an employee is in violation of the drug-free workplace policy.
      4. Rehabilitative Testing:  Unannounced testing of preselected employees done as part of a program of counseling, education, and treatment of an employee in conjunction with the District’s Drug and Alcohol policy.
      5. Medical Review Officer (MRO):  A trained practitioner at the testing facility authorized to administer and interpret controlled substance and alcohol tests.
      6. Drug testing:  The scientific analysis for the presence of drugs or their metabolites in the human body in accordance with the definitions and terms of Utah Code §34-41-101 et seq.
      7. Sample:  Means urine or breath sample.
      8. Electronic Cigarette: Any electronic oral device that provides a vapor of nicotine or other substance and which simulates smoking through its use or through inhalation of the vapor through the device; and includes an oral device that is composed of a heating element, battery, or electronic circuit and marketed, manufactured, distributed, or sold as an e-cigarette, vapor sticks, e-pipe, or any other product name or descriptor, if the function of the product meets the definition of an electronic oral device.
    2. Procedures for Implementation
      1. Training:  All employees are expected to receive training regarding this policy during the Onboarding process and through the critical policy review process at the start of each school year.
      2. Types of Testing:  Testing may be administered under the following conditions:
        1. Pre-employment testing for controlled substances for school bus drivers and employees in other safety sensitive positions.
        2. Random testing for controlled substances and alcohol for employees in safety sensitive positions.
        3. Reasonable suspicion testing for controlled substances and alcohol for all District employees.  This may include, but is not limited to, any one or more of the following:
          1. Observable symptoms of use or of being under the influence of alcohol or drugs.
          2. Presence of drug or alcohol paraphernalia.
          3. Any involvement (even indirectly) in an accident or near-miss that resulted or may have resulted in an employee injury or property damage or loss.
          4. Reports of drug or alcohol possession, use and/or distribution.
          5. Unexplained or suspicious absenteeism or tardiness.
          6. Unexplained significant deterioration in employee performance or behavior.
          7. Criminal citations, arrests or convictions as outlined in District Policy DP374 – Employment Background Checks.
          8. Any behavior or statements that would suggest that drugs or alcohol are present in the body.
        4. Post-accident or critical incident investigation testing for controlled substances and alcohol for all employees.
        5. Rehabilitative testing for controlled substances and alcohol for all District employees.
        6. Prior to return to duty or as a condition of continued employment if alcohol or controlled substances is the reason for a District employee’s absence from duty.
        7.  As a follow up in combination with a mutually agreed upon rehabilitation program.
      3. Testing:  Drug and alcohol testing shall be conducted in accordance with Utah Code §34-41-104 by an independent laboratory certified for employment drug and alcohol testing.
        1. Drug and alcohol testing results shall be confirmed using reliable testing methods and communicated to both the Human Resources department and the current or prospective employee by the MRO.
        2. Current or prospective employees shall be informed of their option for a split urine sample test at the employee’s shared expense in accordance with Utah Code §34-41-103 and Utah Code §34-41-104.
      4. Testing Required:  Employees required to participate in testing will make themselves available for testing as soon as notified by their supervisor.  Employees who refuse to submit for a test under this policy will be subject to employment discipline including termination.
      5. Sample Collection:
        1. The collection of samples shall be performed under reasonable and sanitary conditions and in a manner reasonably calculated to prevent substitutions or interference with the collection or testing of the sample.
        2. Reasonable measures will be taken to ensure the privacy of the individual being tested during sample collection.
        3. Samples collected shall be labeled and sealed to reasonably preclude the probability of erroneous identification of test results.
        4. The individual being tested shall have the opportunity to provide notification of any information relevant to the test, such as prescription and non-prescription medications used.  The individual may also provide information in compliance with the Americans with Disabilities Act of 1990.
        5. Sample collection, storage and transportation to the testing facility shall be performed in a manner that reasonably precludes the probability of sample misidentification, contamination, or adulteration.
        6. Sample testing conforms to scientifically accepted analytical methods and procedures.
      6. Results:  The drug testing facility shall communicate all drug test results to Human Resources.
        1. Positive results:  The MRO will determine whether there is a legitimate medical explanation for the result.  If no legitimate medical explanation exists, the MRO will inform Human Resources and the sample donor of the positive results.  Human Resources will remove the employee from duty and inform the employee of the option to have a split urine sample tested at a shared expense as provided for by Utah Code §34-41-103 and Utah Code §34-41-104.  Human Resources will then initiate disciplinary action.  At any disciplinary hearing, in addition to considering the initial test results, the test results of the any split urine sample shall be considered.
    3.  Violations
      1. Convictions or Arrests
        1. Employees arrested or convicted for a substance abuse-related activity are required to report the arrest or conviction to the Administrator of Human Resources within forty-eight (48) hours or the next business day, whichever is greater, as outlined in District Policy DP374 – Employment Background Checks.
        2. The District will follow established reporting guidelines when notifying the Utah State Office of Education.
        3. Any arrest or conviction for substance abuse-related activity or failure to report an arrest or conviction will result in disciplinary action as outlined in District Policy DP374 – Employment Background Checks.
        4. The District will provide adequate due process for the employee as outlined in District policies DP316 NEG—Orderly Termination Procedures – Licensed; DP316A—Orderly Termination Procedures – Administrators; and DP316B—Orderly Termination Procedures - Education Support Professionals.
    4. Discipline
      In the event an employee tests positive for unlawful controlled substances; tests positive for alcohol; refuses to submit to a drug or alcohol test; attempts to taint, avoid, delay or circumvent the testing process; is arrested (charged or convicted) on a alcohol or drug-related offense; or violates this policy in some other way, the District will initiate appropriate administrative and criminal investigations, and a confirmed violation of this policy may result in discipline up to and including termination of employment.
    5. Employee Assistance
      1. An employee who feels he/she may have alcohol and/or drug dependency problem is encouraged to contact the District Employee Assistance Program (EAP).  Employees are responsible to seek assistance for substance abuse problems before policy infractions occur and disciplinary action is necessary.
      2. The District will provide an EAP at no cost designed to provide professional and confidential assistance to employees.
      3. Employees are encouraged to seek short-term help from the Jordan Family Education Center at no cost.
      4. The District will provide a reasonable accommodation to seek treatment for employees who voluntarily report dependency problems.  Employees needing extensive help from a licensed treatment facility (in-patient or out-patient) will incur all associated treatment costs.
      5. Once the substance abuse policy is violated, subsequent enrollment in a treatment program will not necessarily lessen disciplinary action and may have no bearing on the determination of appropriate disciplinary action.

Published on
  • Effective: 12/13/1988
  • Revision: 9/22/2015
  1. Board Directive
    The Board of Education allows secondary students to be released from school during the regular school day for the purpose of attending classes in religious instruction.  The Board holds that this policy does not violate the Constitutional requirement for separation of church and state so long as the school system and the particular church providing the religious instruction during the released time remain separate and neither institution invades the domain of the other.  Released time for religious instruction is not to be confined to any one religion.  The Board delegates to the District Administration responsibility for implementing this policy in compliance with Utah law and in accordance with State and District policy.
  2. Administrative Policy
    The Administration directs the Administrators of Schools to work with secondary school principals to implement a program which honors parental requests for student released time for religious instruction during the school day according to the following administrative policy provisions:

    1. Students will be granted released time for religious instruction only upon the written request of their parents or legal guardian.
    2. Released time is limited to one (1) class period per day.
    3. Released time is not to be granted during times when it interferes with completion of the student's regular course of study or with classes required for graduation.
    4. School credit will not be awarded for released time classes.
    5. School personnel shall not monitor attendance, maintain records, or perform any other work related to released time classes.
    6. Records of released time class attendance, released time grades, marks or other released time information are not to be included on the student's school report card or other school records.
    7. Released time class instructors are not members of the school faculty nor are they to be included as faculty members or considered faculty members in any school functions.
    8. Public school teachers, administrators, or other officials may not request released time instructors to exercise functions or assume responsibilities for public school programs which commingle activities of the two institutions.
    9. School publications shall not publish articles, pictures, reports, or records related to released time class functions or activities.

Published on
  • 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.

Published on
  • Effective: 5/24/1988
  • Revision: 9/8/2009
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board of Education recognizes that in the best interest of students, it may be necessary to detain student(s) after regular school hours under some circumstances.  The Board delegates to the District Administration the responsibility for establishing policy for detaining elementary students after school in compliance with Utah Code §53G-8-203.
  2. Administrative Policy
    In order to maintain open communication and cooperation between the home and school, each elementary principal will work with faculty members, parents and students to ensure that the parent (guardian) is contacted before a student is detained after regular school hours.

    1. This policy shall apply to all elementary students (grades kindergarten through six.)
    2. The parent or guardian of a student will be notified prior
      to the time       when the student is detained after school. (Contact
      with neighbors or siblings is not sufficient to meet this requirement.)
    3. Notification will be made by a licensed employee from the school, preferably the student's teacher.
    4. Notification will be documented in the school office with the
      following       information:

      1. Name of student to be detained
      2. Name of licensed employee making the notification
      3. Name of parent (guardian) receiving the notification
      4. Date and time of contact
      5. Reason for detaining the student
      6. Duration of detainment time
      7. Verification of safe transportation home
    5. An exception to the notification of parent (guardian) requirement will be made if detention is necessary for the student's health or safety.

Published on
  • Effective: 5/24/1988
  • Revision: 2/25/2014
  1. Board Directive
    Utah Annotated Code §53G-9-803 requires school districts to offer remedial classes for students in grades 7-12.  The Board delegates to the District Administration responsibility for devising and implementing an adequate system of remediation so that students can meet competency levels in all required core subject areas.
  2. Administrative Policy
    It will be the responsibility of the Administrators of Schools to work with principals to ensure that all students are given adequate instruction to meet competency levels in all subject areas.

    1. Meeting competency in all required core class will be defined as receiving a "D-" grade or better in the class.  Any student who receives an "F" in an English, mathematics, science, or social studies required core class has failed to meet the competency level.
    2. Parents will be notified by letter if their student has not met competency in any class.
    3. Students who do not meet competency levels in required core classes--English, mathematics, science and social studies--will be required to remediate the credit through an approved program.
    4. Remediation classes may be offered in summer school, or through approved programs.
    5. The remediation classes will be structured to enable students to receive .25 credit per quarter by successfully completing the remediation class.
    6. Fees will be charged for remediation classes according to the current fee schedule adopted by the Board of Education.
    7. Remediation may not constitute reason to retain a student in a grade level.
    8. Students in grades 9 to 12 will be evaluated as often as necessary to determine their progress toward graduation.
    9. Special education students will be exempted from remediation requirements if they are meeting IEP requirements.
    10. Transportation to and from remediation classes is the responsibility of students and parents.
    11. If a student does not pass a remediation class, the principal may waive the remediation requirement.

Published on
  • Effective: 2/23/1988
  • Revision: 6/22/2004
  • Reviewed: 4/26/2013
  1. Board Policy
    The Board recognizes that employees should not be subject to abuse in the workplace, and delegates to the District Administration responsibility for developing guidelines for handling incidents of verbal and physical abuse.
  2. Administration Policy
    Abuse will be considered any verbal or physical conduct which places an employee at risk or in fear of personal safety including verbal or physical threats, gross profanity, intimidating gestures, or physical contact such as kicking, striking, pushing, or physically assaulting with or without a weapon. Abusive conduct, physical or verbal, will not be tolerated.
    Guidelines

    1. Procedures for handling abuse/assault incidents.
      1. Employees will take appropriate precautionary measures to avoid abuse/assault incidents.
      2. If an abuse/assault incident occurs, abused employees will immediately notify their immediate supervisor.
      3. The immediate supervisor will conduct an initial evaluation of the incident, requesting assistance from his/her division administrator, Jordan District police officers or other police officers as appropriate.
        1. In cases of abuse/assault or threatened abuse/assault, an employee may be removed from the building until the immediate supervisor determines it is safe for the employee to return.
        2. Employees who are removed from a building for safety reasons shall be placed on leave with pay.
        3. Paid leave taken for safety reasons does not impact the individual's other leave benefits.
      4. Statements will be taken from all parties involved and from witnesses to the incident.
      5. Related evidence will be gathered or recorded photographically.
      6. Victims of physical abuse will undergo a physical examination by a qualified physician at district expense even if injury is minimal.
      7. The district will make restitution to an employee for verifiable damage or loss of personal property to the extent the district's liability insurance provides such coverage.
      8. Employees whose clothing, glasses, or other items worn upon the body are damaged or destroyed as the result of an assault shall be reimbursed for verifiable damages.
    2. Disposition of abuse/assault incidents
      1. All incidents of employee abuse will be reported to the District compliance officer.
      2. The District compliance officer will be responsible to follow through with the case and take the necessary steps to assure that the issue is resolved and appropriate disciplinary policies and procedures are implemented.

Published on
  • 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.

Published on
  •  Effective: 6/10/87
  • Revision: 7/1/26
  1. Board Directive
    The Board recognizes that it is in the best interest of students to have employees on the job each contract day, and delegates to the administration responsibility for administering an Attendance Incentive policy for qualifying employees.
  2. Administrative Policy
    The Attendance Incentive policy shall be administered according to the following administrative policy provisions:

    1. Funds recouped for “no pay” days, based on average salary less the cost of substitutes, shall be distributed to those employees paid on teacher salary schedules whose sick leave, annual leave, or “no pay” days during the contract year total between four (4) and six (6) days when rounded upward, based on the schedule in B.4.a.:
      1. Annual leave
      2. Sick leave
      3. Sick bank
      4. Critical family leave
      5. "No pay" days

        Leave days used on the three professional development days during the school year, snow days, and the health and wellness day are excluded from this calculation.

    2. These funds shall be distributed according to the following requirements:
      1. Employees must complete a full contract year to be eligible.
      2. Only those employees eligible for fringe benefits can be the recipients of this program.
      3. Payment will be made on the regular July check based upon “no pay” days used from the preceding July through June.
      4. The following method will be used for calculating the dollar value of this incentive for each eligible employee:
        1. Employees will be assigned a point value based on the total number of absences:
          Up to four (4) absences         5.5 points
          Five (5) absences                    3.0 points
          Six (6) absences                      1.5 points
        2. Total funds available shall be divided by the total points earned, which shall result in a dollar value per point.

Published on

Effective: 6/10/1987
Revision: 7/1/2026
Reviewed: 6/10/2014

  1. Board Directive
    The Board recognizes that it is in the best interest of students to have employees on the job each contract day, and delegates to the District Administration responsibility for administering an Attendance Incentive policy for qualifying employees.
  2. Administrative Policy
    The Attendance Incentive policy shall be administered according to the following administrative policy provisions:

    1. Funds recouped for "no pay" days, based on average salary, shall be distributed equally to those employees paid on education support professionals salary schedules whose following leave days used, during the contract year, total between zero (0) and six (6) days when rounded upward, based on the schedule in B.6.a.
      1. Annual leave
      2. Sick leave
      3. Sick bank
      4. Critical family leave
      5. “No pay” days
        These funds will be supplemented by an annual contribution equivalent to a 0.5 percent increase contribution of the cost of the education support professionals salary schedule. Leave days used on the three professional development days during the school year, snow days, and the health and wellness day are excluded from this calculation.
    2. These funds shall be distributed according to the following requirements:
      1. Employees must complete a full contract year to be eligible.
      2. Only those employees eligible for fringe benefits can be the recipients of this program.
      3. Payment will be made on the regular July check based upon "no pay" days used from July through June.
      4. Payment of available funds to eligible employees shall be prorated according to the number of hours worked per day.
      5. The use of vacation days is not calculated for the Attendance Incentive.
      6. The following method will be used for calculating the dollar value of this incentive for each eligible employee:
        1. Employees will be assigned a point value based on the total number of absences:
          Four (4) absences       5.5 points
          Five (5) absences        3.0 points
          Six (6) absences          1.5 points
        2. Total funds available shall be divided by the total points earned, which shall result in a dollar value per point.

Published on
  • Effective: 7/8/1986
  • Revision: 8/28/2012
  • Reviewed: 11/28/2015
    1. Board Directive
      The Board recognizes that is appropriate for families with students in public school to bear a portion of the direct cost of their child’s education and participation in extra-curricular activities. Pursuant to action taken by the 1986 State Legislature and subsequent rulings on that action by the State Board of Education, Jordan School District created (1) an official fee policy, and (2) a fee waiver guideline.  The Board delegates to the District Administration the responsibility of administering this policy.
    2. Administrative Policy
      The following definitions and standards shall serve as guidelines for local principals as they assess and collect fees at the local school level.

      1. Definitions
        1. Fee: Any charge, deposit, rental, or other mandatory payment, however designated, whether in the form of money or goods. For purposes of this policy, charges related to the National School Lunch Program are not fees.
        2. Provisions in Lieu of Fee Waiver: An alternative to fee payment and waiver of fee payment.
        3. Student Supplies: Items which are the personal property of a student which, although used in the instructional process, are also commonly purchased and used by persons not enrolled in the class or activity in question and have a high probability of regular use in other than school-sponsored activities. The term includes pencils, papers, notebooks, crayons, scissors, basic clothing for healthy lifestyle classes, undergarments for athletics, and similar personal or consumable items over which a student retains ownership.
        4. Optional Project: A project chosen and retained by a student in a vocational class or other class where projects are part of the curriculum, in lieu of a meaningful and productive project otherwise available to the student which would require only school-supplied materials.
        5. Elementary Schools: Schools which contain grades K through 6.
        6. Secondary Schools: Schools which contain grades 7 through 12.
        7. Textbook: Book, workbook, and materials similar in function which are required for participation in any instructional course.
        8. Waiver: Release from the requirement of payment of a fee and from any provision in lieu of fee payment. Students who have been granted waivers or provisions in lieu of fee waivers shall not be treated differently from other students or identified to persons who do not need such information.
      2. Standards
        1. Classes and Activities During the Regular School Day
          1. No fee may be charged for any class or activity in kindergarten through sixth grade, including assemblies and field trips. (Elementary Schools)
          2. Textbook, lab, and other course-related fees may only be charged in grades seven through twelve. (Secondary Schools)
          3. Students must be able to enroll and participate in any class, and have the opportunity to acquire all skills and knowledge required for full credit and highest grades. They may do this without paying a fee or participating in a fund raising activity with the following exceptions:
            1. Students of all grade levels may be required to provide materials for their optional projects.
            2. Student supplies must be provided for elementary students. A student may, however, be required to replace supplies provided by the school which are lost, wasted, or damaged by the student due to careless or irresponsible behavior. An elementary school or elementary school teacher may provide a suggested list of supplies for use during the regular school day that may be furnished on a voluntary basis by the parent or legal guardian.  The following language must be included at the beginning of the note:  “Notice: the items on this list will be used during the regular school day.  They may be brought from home on a voluntary basis; otherwise, they will be furnished by the school.”
            3. Secondary students may be required to provide their own student supplies.
        2. School Activities Outside of the Regular School Day
          1. Fees may be charged in connection with any school-sponsored activity, regardless of the age or grade level of the student, if participation is voluntary and does not affect a student's grade or ability to participate fully in any course taught during the day.
          2. Fees related to extracurricular activities sponsored by the Utah High School Activities Association may not exceed limits established by the Association.  Activity fees for secondary schools are required and established annually.  Student fees at the home school are discounted with activity pass.  Family discount passes are available at the home school in accordance with rules set by Utah High School Activities Association (UHSAA) Region Policies.
        3. General Provisions
          1. No fee may be charged or assessed in connection with any class or school sponsored or supported activity, including extracurricular activities, unless the fee has been set and approved by the local board of education in accordance with this policy.
          2. Fee schedules and policies for the entire district shall be adopted at least once each year by the local board of education in a regularly scheduled public meeting of the board. Provision shall be made for broad public notice and participation in the development of fee schedules and waiver policies.
          3. The District shall adopt procedures to reasonably ensure that the parent or guardian of each student receives written notice of fee schedules and fee waiver policies before the fees are due. Procedures for fee waivers shall be written in language that is easily understood and included with student registration materials.
          4. No present or former student may be denied receipt of transcripts or a diploma for failure to pay school fees other than a reasonable charge made to cover the cost of duplicating or mailing. No charge may be made for duplicating or mailing copies of school records to an elementary or secondary school in which the student is enrolled or intends to enroll.
          5. A Board of Education shall provide, as part of any fee policy or schedule, for adequate waivers or other provisions to ensure that no student is denied the opportunity to participate in a class or school sponsored or supported activity because of an inability to pay a fee. The waiver policy shall include procedures to ensure that:
            1. A person is designated in each school to administer the policy and grant waivers (school principal);
            2. The process for obtaining waivers or pursuing alternatives is administered fairly, objectively, and without students and parents;
            3. Fee waivers or other provisions in lieu of fee waivers are available to all students who are in state custody or receiving public assistance in the form of aid to dependent children, general relief,
              supplemental security income, or foster care, and others whose parents or guardians are financially unable to pay;
            4. Textbook fees are waived for all eligible students in accordance with §53G-7-505 of the Utah Code;
            5. Parents are given the opportunity to review proposed alternatives to fee waivers;
            6. An appeal process is available, including the opportunity to appeal to the board or its designee; and
            7. The Board provides for balancing of financial inequities among district schools, if the granting of waivers and alternatives to waivers produces significant inequities through unequal impact on individual schools.
          6. To preserve equal opportunity for all students and to limit diversion of money and school and staff resources from the basic school program, each district's fee policies shall be designed to limit student expenditures for school sponsored activities, including expenditures for activities, uniforms, clubs, clinics, travel, and subject area and vocational leadership organizations whether local, state or national.
          7. Expenditures for uniforms, costumes, clothing, and accessories, if other than typical student dress, which are required for participants in choirs, pep clubs, drill teams, athletic teams, bands, orchestras, and other student groups, are fees requiring approval of the local Board of Education.
          8. The requirements of fee waiver and availability of other provisions in lieu of fee waiver do not apply to charges assessed pursuant to a student's damaging or losing school property. Schools may pursue reasonable methods for obtaining payment for such charges, but may not exclude students from school or withhold transcripts or diplomas to obtain payment of those charges.
          9. Charges for class rings, letter jackets, and similar articles not required for participation in a class or activity are not fees and are not subject to the waiver requirements of this policy.