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Category: Administrative (A1 – A25)

Published on
  • Effective: 5/24/1977
  • Revision: 6/8/2021
  • Reviewed: 4/26/13
  1. Board Directive
    The Board authorizes the release of the licensed employee agent group president as specified below and directs the Administration to allow such absences according to the following provisions:
  2. Administrative Policy
    The following administrative policy provisions shall be followed in administering this policy:

    1. The employee agent group president, when serving on a full-time or half-time basis, will be released from his/her teaching position for the equivalent amount of time.  The employee agent group will reimburse the District the comparable salary and benefits for such released time.
    2. The released-time president will declare by February 15 of the final year of his/her term whether it is his/her intention to return to a full-time teaching assignment.
    3. For a full-time president, the right of return to the same position, school and grade/subject, will exist for a maximum of two (2) years.
      1. If a request is made for additional two-year periods, the president will be guaranteed a return to the District in a position for which he/she is qualified. The assignment will be in the major and/or minor field of certification.
      2. The return after four (4) or more years may not necessarily be in the same building from which the president left.
      3. The right of return will not include reinstatement of extra-curricular or appointed positions previously held.
    4. For a half-time president, the right of return to the same position, school and grade/subject in a full-time position exists as long as the half-time president has remained at the same school and grade/subject he/she held prior to becoming the employee agent group president.
      1. If a half-time president has not remained at the same school and grade/subject he/she held prior to becoming president, the president will be guaranteed a return to the District in a full-time position for which he/she is qualified.
      2. The right to return will not include reinstatement of extracurricular or appointed positions previously held.
      3. An elementary partnership in which a half-time president is working is not considered a job share and cannot be dissolved; however, a new partner can be selected.
    5. The released time employee agent group president cannot be a Reduction in Staff.
    6. The individual(s) replacing the full-time or half-time released president will be advised that they do not have the expectation of continued employment.
      1. The position may be posted and candidates interviewed using standard District procedures.
      2. For an elementary partnership in which a half-time president is working, the president will assist with the selection of the partner.
    7. Time served as released-time employee agent group president will be counted for purposes of experience credit on the District salary schedule.  The released-time president will accrue all annual leave and other benefits allowed by District policy.
    8. If the employee agent group president is not serving on a full-time or half-time basis, the following provisions will apply:
      1. The employee agent group shall be allowed up to twenty-five (25) days per year for its president to perform employee agent group business.
      2. The employee agent shall pay appropriate salary and benefit costs for days used up to twenty-five (25) days.
      3. For continuity of the teaching programs, the same substitute shall be used whenever possible.
      4. The released-time president shall follow notification procedures used for leave and request a substitute if needed.
    9. The released time employee agent group president is subject to all other District policies.

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 6/25/2013
  1. Board Directive
    The Board authorizes the establishment of an Education Support Professionals District Advisory Council for the purpose of communicating areas of concern by employee groups within the District.
  2. Administrative Policy
    The District Advisory Council shall operate according to the following administrative policy provisions:

    1. The Education Support Professionals Advisory Council shall be composed of the Administrator of Human Resources, the Administrator of Auxiliary Services, the Human Resources administrator assigned to education support professionals and representatives appointed by the employee agent.  The chairperson will be a member of the employee agent leadership.
    2. A calendar of meeting times will be developed by September 1 of each year to discuss and study issues mutually agreed upon.  A copy of the agenda will be provided to the Administrator of Human Resources, the Administrator of Auxiliary Services, and the Human Resources Education Support Professionals Administrator on the Wednesday prior to each meeting.
      1. Meetings of the Council shall be held other than regular working hours.  If circumstances should require that a meeting be held during working hours, committee members may be excused from their regular duties without loss of pay.
      2. If no agenda items are submitted by the Wednesday prior to the meeting, the scheduled meeting will be canceled.
    3. The Council may appoint ad hoc committees to study and report upon subjects agreed upon by the Council.
    4. All items of business or recommendations coming from this Council are advisory only.
    5. Minutes of each meeting shall be distributed to the committee membership.
    6. The employee agent leadership will present business items to the Superintendent on the fourth Monday of each month.

2/25/2020: Board of Education approved the term “Education Support Professionals” to replace “Classified” to describe personnel not licensed as educators.

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 4/26/13
  1. Board Directive
    The Board authorizes the establishment of a Licensed Advisory Council for the purpose of communicating areas of concern by employee groups within the District.
  2. Administrative Policy
    The Administration shall operate the District Advisory Council according to the following:

    1. The Council shall be composed of:  five (5) members designated annually by the employee agent, the Administrator of Human Resources, the Human Resources Licensed Administrator, and one administrative representative from each level (high school, middle school and elementary school).  The chairperson will be determined annually by the Council.
    2. The Council shall meet at least once a month during the school year to discuss and study subjects mutually agreed upon relating to the school system.
      1. Meetings of the Council shall be held at other than regular school hours.  If circumstances should require that a meeting be held during school hours, committee members may be excused from their regular duties without loss of pay.
      2. If no agenda items are submitted by the Wednesday prior to the meeting, the scheduled meeting will be canceled.
    3. The Council is empowered to appoint ad hoc committees to study and report upon subjects agreed upon by the Council.
    4. The clerical expenses of the Council and its subcommittees shall be paid by the Board.
    5. All items of business or recommendations coming from this Council are advisory only.

Published on
  • Effective: 8/27/1969
  • Revision: 9/8/2009

This policy manual contains approved statements of policy for Jordan School District.  The purpose of these statements is to promote a broad and uniform understanding of the manner in which individual members of the District are to operate in a collective effort to achieve District objectives.

Definition of Policy
The term "policy" is subject to widely divergent usage and definition. To insure consistency of interpretation, the following definition has been adopted:

A policy is a statement of the Board of Education's or Administration's intent with respect to matters of broad and long-range significance to the District.

Policies exist at many levels of an organization: Board of Education, District Administration, or school. Within this manual, policies shall be stated at the level of the Board of Education and at the level of the District Administration. In all cases, policies of the District Administration are derived from those of the Board of Education.

By expressing intent, policies specify the direction or delineate the scope of organizational action.  Policies automatically result in limits on action.  Therefore, to avoid unnecessary rigidity, policies are stated in general and long-lasting terms.  Details are avoided wherever possible.  With the exception of statutory requirements or instances where specific application of a policy is essential to the long-term welfare of the District, policies allow for flexibility and change.

The policies of the Board apply throughout the District.  The subjects that they cover are of Districtwide importance and are intended to remain of such importance into the foreseeable future.

Purpose of Policies
Policies provide administrators and managers with guides to action that have been objectively considered in anticipation of problems.  Because they are developed at the level of the Board, the guides are internally consistent; decisions can be made in one area with reasonable assurance that they will be consistent with decisions made in other areas.  Being long-range in scope, policies have a stability that tends to insure that today's decisions will be compatible with those made yesterday or those that will be made tomorrow.

Policies imply limits.  In striving for a fully coordinated effort, some restraints must be accepted.  However, in the very process of establishing limits, policies provide for freedom of action by establishing standards of acceptable action.  An individual can act with confidence and dispatch because he/she knows the Board's and the Administration's intentions and desires.

Policies establish the manner in which the District will conduct its relationships with others, such as employees, students, parents, patrons, and vendors.  Thus, policies promote good human relations and an attitude of fair and consistent treatment by keeping people informed and minimizing doubt.

Policies, Objectives and Other Guides
Policies and objectives are closely related.  "Objectives" are end results, goals, or targets set by the Board or the District Administration.  Policies guide and limit the actions and decisions of people as they work toward achieving District objectives.  The objectives of the District are included in this manual.

Policies are not the only guides for operations.  Specific practices, procedures, and regulations also help govern actions and decisions.  These must be consistent with, but not mistaken for, policies.

A "practice" is a means or method of doing something.  Practices are the repetitive, continuing actions of the organization; the normal or currently specified ways in which various aspects of the District's activities are conducted.  Because policies establish standards of acceptable action, they serve to limit the practices that may be adopted within the District.

“Procedures” are a series of interrelated steps carried out in performing an activity.  Procedures define how practices and other activities with the District are performed.

“Guidelines” are specific directions people are expected to obey.  They are generally inflexible and often narrow in scope.

A change in policy occurs infrequently, for it reflects a shift in basic intention.  However, as changes occur in the environment, both internally and externally, specific practices, procedures, and guidelines must be adapted to meet them.  Because of the expectation that changes in specific behavior will be required with relative frequency, procedures and guidelines are published in separate individual manuals to be used within specific departments.

When necessary, the Board of Education delegates to the Superintendent or his/her designee, the authority to make minor edits to policies which do not change the intent or objective of the policy.

The definition of authority relationships, responsibilities, and division of effort are outlined within this manual.

Responsibilities
Accountability for the effectiveness of the District rests ultimately with the Board of Education.  Consequently, the determination of policy is the responsibility as well as the prerogative of the Board.  The Board acknowledges its responsibility to provide leadership in the achievement of District objectives.  This manual provides one aid in discharging that responsibility.

Each administrator and manager shall be responsible for familiarizing himself/herself with all District policies and for communicating them to his/her subordinates.  This policy manual is available to all administrators, employees and patrons on the District Policy Manual website.

It shall be the duty of all District personnel to apply District policies judiciously to actions and decisions.  Only by translating policy into intelligent action can the integration of effort necessary to attain District objectives be achieved.

Provision for Exception
It is possible that unusual cases may occur in which the best course of action differs from the actions that would be taken in accordance with expressed policy.  This does not mean that an otherwise sound policy must be distorted to accommodate the exceptional case; nor would the value of the policies be undermined by ignoring the exception.  In such cases the problem would be examined on its own merits and an exceptional decision made where unusual circumstances prevail.  However, full awareness of the exceptional nature of the decision and of the serious ramifications of the actions must be carefully considered.

Because policies are officially interpreted by the Superintendent, any exception to an existing policy should have his/her authorization.