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Category: Human Resources (DP 300 – DP399)

Published on
  • Effective: 6/28/1977
  • Revision: 8/11/2020
  • Reviewed: 4/26/13
  1. Board Directive
    The Board of Education encourages employees to avoid absenteeism and to schedule vacations, trips, and other personal activities at times that do not interrupt work schedules.  However, the Board recognizes that circumstances may make it necessary for employees to request a leave of absence from time to time.  Therefore, the Board authorizes the District Administration to implement a Leave of Absence policy.
  2. Administrative Policy
    The Leave of Absence policy shall be administered according to the following administrative policy provisions:

    1. Employees shall be discouraged from requesting a personal leave of absence during the school year.
    2. In the event that an employee has a serious or compelling need for a leave of absence, a request may be made in writing to the appropriate Administrator.  The request must be made and approved prior to the leave being taken.  Failure to receive approval prior to the leave may result in disciplinary action, up to and including termination of employment as outlined in DP316B - Orderly Termination Procedures – Education Support Professionals.  The request must clearly state the reason that a leave of absence is necessary. After due consideration, the request shall either be granted or denied.  Notification will be provided to the employee in writing.
    3. Leaves of absence granted under this policy shall be without pay except as provided under item H. below.
    4. Contract employees shall not be granted more than fifteen (15) days' leave of absence under this policy in any three-year period.
    5. Nutrition Service employees who are in year-round schools will be granted an additional five (5) non-paid days per year.
    6. An employee whose request for an unpaid leave is denied and who chooses to absent himself/herself from his/her assignment despite the denial shall be deemed to have voluntarily terminated his/her employment with the District.
    7. This leave does not negate the other official leave provisions of the Board as listed below:
      1. Adoption
      2. Bereavement
      3. Military
      4. Personal
      5. Released Time (Jury Duty)
      6. Released Time (Professional)
      7. Sick Leave
    8. Nutrition Service employees who are contracted and work in year-round schools shall be granted two (2) days of paid leave per year beginning with their second year of employment. Nutrition Service employees hired prior to January 1 of the contract year shall be counted as having one year of service.
      1. Days of paid leave must be used during the contract year and do not accrue from year to year.
      2. Days of paid leave must be approved by the Nutrition Service manager at least five (5) days in advance.
      3. Paid leave days may not be used during the first five (5) or last five (5) days of the school year.
      4. Use of these two (2) paid leave days shall not impact the no absence reimbursement incentive.
      5. Employees who voluntarily transfer from a year-round schedule to a traditional schedule shall forfeit any previously earned paid leave days.
      6. Employees who are involuntarily transferred from a year-round schedule to a traditional schedule shall be eligible for two (2) days of paid leave during the transfer year.

Published on
  • Effective: 6/28/1977
  • Revision: 3/31/2020
  1. Board Directive
    The Board of Education encourages employees to avoid absenteeism and to schedule vacations, trips, and other personal activities at times which do not interrupt work schedules. However, the Board recognizes that circumstances may make it necessary for employees to request a leave of absence from time to time. Therefore, the Board authorizes the District Administration to implement a Leave of Absence policy.
  2. Administrative Policy
    The Leave of Absence policy shall be administered according to the following administrative policy provisions:

    1. Employees shall be discouraged from requesting a personal leave of absence during the school year.
    2. In the event that an employee has a serious or compelling need for a leave of absence, a request may be made in writing to the appropriate Administrator of Schools.  This request must be made and approved prior to the leave being taken.  Failure to receive approval prior to the leave may result in disciplinary action, up to and including termination of employment as outlined in DP316 NEG – Orderly Termination Procedures – Licensed.  The request must clearly state the reason that a leave of absence is necessary. After due consideration, the request shall either be granted or denied.  Notification will be provided to the employee in writing.
    3. Leaves of absence granted under this policy shall be without pay.
    4. Contract employees shall not be granted more than fifteen (15) days' leave of absence under this policy in any three-year period.
    5. Extended contract employees shall be granted an additional ten (10) days' leave of absence under this policy in any one-year period.
      1. Extended contract employees who, prior to July 15, declare intent to take up to ten (10) days of unpaid personal leave during the contract year shall have the option of having their contract modified to reflect equal monthly payments.
        1. An Assignment Change form and calendar, signed and dated by the principal, indicating the specific days to be taken as unpaid personal leave must be submitted to the Human Resources Department.
        2. Employees may revise their calendar no more than two times each contract year. To change or delete dates submitted on the original calendar, the following procedures must be used:
          (1) A revised calendar, signed by the principal, must be submitted to the Human Resources Department indicating the change.
          (2) If an emergency arises and the employee must work on a calendared no-pay day, a time sheet and copy of the calendar must be submitted to the Payroll Department with the reason indicated.
      2. Extended contract employees who do not give notice of the intent to take personal leave prior to July 15 shall have the appropriate amount deducted from the next regular paycheck following the absence.
    6. Leave of absence for job share and part-time employees shall be prorated according to the percentage of a full-time contract; e.g., a half-time teacher would receive 15 half days.
    7. An employee whose request for an unpaid leave is denied and who chooses to absent himself/herself from his/her assignment despite the denial shall be deemed to have voluntarily terminated his/her employment with the District.
    8. This leave does not negate the other official administrative leave provisions as listed below:
      1. Adoption
      2. Military
      3. Released Time (Jury Duty)
      4. Bereavement
      5. Personal
      6. Released Time (Professional)
      7. Educational
      8. Sabbatical
      9. Sick Leave
    9. Emergency School Dismissal by Order of the Governor
      1. The limit to the number of no-pay days that an employee may use in a year and still retain his/her position shall be suspended during an emergency school dismissal.
      2. Any no-pay days taken during an emergency school dismissal shall not count toward the limit of fifteen (15) days in three (3) years.
      3. No pay-days must be reported to the employee’s supervisor and recorded in Skyward.

Published on
  • Effective: 6/28/77
  • Revision: 6/10/14
  1. Board Directive
    It is the directive of the Board that all education support professionals have one (1) year of provisional employment.  Education support professionals having given satisfactory service during their first year of employment by the District may be continued in employment upon the recommendation of the Superintendent, and in accordance with established administrative policy.  The Board delegates to the Administration the responsibility for implementing a policy for provisional and probationary education support professionals and overseeing the probationary period.
  2. Administrative Policy
    Provisional employment shall be established in accordance with the following administrative policy provisions:

    1. Education support professionals employed by the District shall have a provisional period of one (1) year.
    2. The provisional employee shall have access to information, which includes:
      1. A statement of the procedures and personnel policies of the Administration for education support professionals.
      2. A statement of the criteria for evaluation.
      3. A statement indicating the sources of supervisory help.
    3. Provisional employees shall be evaluated in writing prior to the end of each six-month period of their first year of employment.  This evaluation shall be discussed and signed by both employee and immediate supervisor.
    4. All employees entering or returning to the system shall be placed on first year provisional status.
    5. Continuance of service following a provisional appointment shall be dependent upon the employee's continued successful performance.
    6. Any education support professionals may be recommended by his/her immediate supervisor to be placed on probation at any time, as established by policy DP312—Evaluation of Education Support Professionals (refer to guidelines in the “Supervisors Guide to Evaluation”).  A conference with the employee must be held explaining the reason for probation.  Prior to the conference, the employee must be notified of the right to representation by an agent of his/her choice.  The recommendation and all supportive information shall be forwarded to the Administrator of Human Resources.
    7. After notification from the Administrator of Human Resources of being placed on probation, the employee shall also be informed that his/her unsatisfactory performance must be rectified within thirty (30) days of notification or his/her termination will be recommended.  A copy of the probation report shall be placed in the employee’s file at the District Office.  After the thirty (30) days of probation, the employee shall be reevaluated or released from probation if termination is not recommended. If termination is recommended after thirty (30) days, the employee shall be given an additional fifteen (15) days' notice prior to his/her being terminated.
    8. When an employee is taken off probation as a result of improved performance, a written notice will also be submitted to the employee by the Administrator of Human Resources and a copy shall be placed in the employee's personnel file at the District Office.
    9. Provisional employees shall not be eligible for transfer to another job assignment or promotion until he/she has worked one year of continuous employment at the current assignment.  However, this requirement may be waived based on either of the following:
      1. In the event there are no non-provisional employees who apply and qualify for the position.
      2. Both the current administrator of the provisional employee and the hiring administrator submit his/her approval through email to Human Resources.

Published on
  • Effective: 2/22/1977
  • Revision: 8/25/2015
  • Reviewed: 5/28/2013
  1. Board Directive
    Jordan School District is an equal opportunity employer.  The District  recruits, employs, retains, and promotes employment 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.  Utah Code 34A-5-160.  The Board of Education commits itself to ensuring minority groups equal opportunity for employment, for on-the-job training and for advancement in responsibilities and remuneration.  Responsibility is delegated to the Administration to develop and implement policy regarding affirmative action.
  2. Administrative Policy
    The District shall make the employment practices policy known within and without the District, conduct periodic self-evaluations, and in the course of recruitment, ensure that minority group members are given full opportunity to compete for available positions. The District shall abide by the following administrative policy provisions:

    1. Consider men and women applicants on an equal basis.
    2. Ensure that personnel programs affecting compensation, benefits, and other aspects of employment are administered without discrimination.
    3. Publicize in a variety of ways (by brochures, recruitment, announcements, internet, etc.) the District's commitment to provide equal opportunity employment.
    4. Review the status of equal employment opportunity with individuals responsible for the selection, promotion, and reclassification of staff to ensure compliance and to remind them of the District's commitment to equal employment.
    5. Ensure minority representatives complete access to all available employment opportunities.

Published on
  • Effective: 6/22/1976
  • Revision: 7/1/2023
  • Reviewed: 6/25/2013
  1. Board Directive
    Jordan School District will comply with federal law in relation to hours of work for all education support professionals.  The Board of Education directs the District Administration to establish policy respecting hours of work.
  2. Administrative Policy
    1. The established work week for all education support professionals begins Monday at 12:01 a.m. and ends Sunday night at midnight.
    2. The maximum workweek by full-time education support professionals at their regular rate of pay shall be forty (40) hours.
    3. Education support professionals who fall under the guidelines of the Fair Labor Standards Act (personnel included on the classified master salary schedule) must be paid at one and one-half times the regular rate of pay for all hours worked over 40 in a work week or receive compensatory time off during the two successive pay periods (first to last day of the month in which work is done) at the rate of one and one-half times the actual overtime worked during any workweek.  Only compensatory time will be considered hours worked for the purpose of calculating the 40-hour work week.  All compensatory time earned must be pre-approved by the appropriate director, principal or supervisor.  The tracking of such earning and using of compensatory time will be done through Skyward Employee Access.
    4. All education support professionals shall receive a minimum of two (2) hours call-back time at their regular rate of pay for any time they are required to return to work after their regularly scheduled work time.
      1. An employee is eligible for call-back time when he/she is called to return to work after his/her regularly scheduled contract.  The call to return to work is generally made outside the employee’s regularly scheduled contract (before or after) and is made with short notice to the employee. An extension of the work day is not considered call-back time.  This would include a request to extend an employee’s work day after the employee’s normal work time or a request for the employee to report to work prior to the employee’s normal work time.
      2. Employees who are called on an emergency basis to return to work shall be paid for actual travel time to and from work, up to a maximum of 15 minutes each way.  Travel time will be included in the two hour minimum call-back time.  If there are extenuating circumstances that require travel time longer than the 15 minute allocation, the principal or director must be notified and must approve the additional time.
      3. If an employee is eligible for call-back time and the amount of work required, including travel time, is less than two hours, the District, in its discretion, may require the employee to work the full two hours.  Mutual agreement of time worked must be made between the employee and supervisor at the time of the request.  The employee may waive the two hour call-back time and be paid for time worked and travel time only.
    5. All benefit eligible (contract) education support professionals shall track all leave time (hours not worked) using Skyward Employee Access.
    6. All hourly (non-contract/non-benefit eligible) education support professionals shall submit all time worked using Skyward True Time.  If circumstances prevent use of Skyward True Time. and if approved by the Director of Payroll, a paper timesheet may be submitted.
    7. Any overtime work or call-back time shall be granted only upon the approval of the appropriate education support professionals director or supervisor.
    8. A duty-free lunch period shall be provided for all education support professionals scheduled to work more than five (5) hours per day.  An employee shall not be compensated for his/her lunch period and may not be accumulated for use at a later date.
      1. Education support professionals may leave their assigned work site for their lunch period provided they receive prior approval from their immediate supervisor.
      2. Schedules to provide adequate coverage to meet specific program and site needs shall be designed and implemented at each site by the immediate supervisor or staff.
      3. Employees shall not be required to work longer than five (5) hours without rest and food.  At least 30 minutes must be provided for meals.
      4. Lunch periods may range from thirty (30) minutes to one (1) hour depending on the number of hours in the employee's work day.
    9. Education support professionals shall be provided with a ten (10) minute duty-free break period for each four (4) hour period worked.
      1. Employees' minimum ten (10) minute rest periods are counted as time at work.
      2. Employees' ten (10) minute rest periods may not be accumulated for use at a later date.
    10. Employees who are required to work on the six (6) holidays listed below shall receive pay at the rate of time and one-half, and compensatory time will not be allowed.
      1. Independence Day (July 4)
      2. Pioneer Day (July 24)
      3. Thanksgiving Day
      4. Christmas Day
      5. New Year's Day
      6. Easter
    11. Traditional, comprehensive high school custodians who work full-time, 40 hours a week, 242- or 245-day contracts who are required to work on the following holidays or observed holidays listed below shall receive pay at the rate of time and one-half, and compensatory time will not be allowed.
      1. Martin Luther King Day / Human Rights Day
      2. Washington and Lincoln Day
      3. Spring Break
      4. Memorial Day
      5. Juneteenth (as observed Utah)
      6. Independence Day (July 4)
      7. Pioneer Day (July 24)
      8. Labor Day
      9. Fall Break
      10. Winter Break
    12. Flexible work hours may be established for education support professionals if flexible work hours do not impede a department's ability to provide necessary services or they adversely affect department morale.  Requests for flexible work hours will be submitted to the department supervisor who will submit the request to the appropriate Administrator for Cabinet approval.  Requests for flexible work hours must be applied for and approved at the Cabinet level annually.
    13. Education support professionals may not perform work for or receive compensation from another employer during contract time with Jordan School District.
    14. The following disciplinary action shall be taken against employees who do not follow the above procedures:
      1. The immediate supervisor will confer with the employee.
      2. Reprimand shall be entered on the employee's personnel file.
      3. A five (5) day suspension without pay may be imposed in the next pay period.
      4. A second disregard of policy and/or procedure may result in immediate termination.

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 6/10/2014
  1. Board Directive
    It is the directive of the Board to allow each employee working 30 or more hours per week annual leave time as indicated below and authorizes the Administration to implement policy regarding annual leave for education support professionals.
  2. Administrative Policy
    The Annual Leave Policy shall be administered in accordance with the following administrative policy provisions.

    1. Each eligible employee of the District shall be allowed annual leave in accordance to the following schedule at no cost to the employee:
      Continuous Service Days Per Year
      Years 1 through 5 12 days per year
      Years 6 through 10 13 days per year
      Years 11 through 15 14 days per year
      Years 16 and beyond 15 days per year
        1. Continuous service includes an approved leave of absence, sick bank, military and/or FMLA leave.
        2. A resignation or retirement constitutes a “break in service.”
        3. Employees returning to Jordan School District following a break in service will receive a new continuous service date reflecting the date of their return.
        4. District seniority will be based on the new continuous service date.
      2. Employees hired after a contract year has started shall receive annual leave benefits on a prorated basis for the remainder of that year.
      3. Unused annual leave will convert to sick leave at the end of the contract year and will accumulate to provide additional leave for personal health-related absences.
      4. The following provisions must be followed:
        1. Effective July 1, 2020, Personal Leave and Sick Leave allocations were combined into the new Annual Leave allocation with no future allocations toward the old Personal Leave. However, accumulated unused Personal Leave remains available for employee use. An employee may not use more than five (5) accumulated Personal Leave days in any contract year. The remaining policy provisions below apply whether the leave is Annual Leave or accumulated Personal Leave.
        2. Employees need supervisor permission to take more than five days annual leave in a row. For health-related absences, see DP322 - Family and Medical Leave Act (FMLA).
        3. Except in unusual circumstances, prior notification must be given to the immediate supervisor at least one (1) day in advance.
        4. Critical Days are the first student attendance days before or after a school holiday. If a non-student attendance day falls before or after a school holiday (e.g. professional development day, grade-transmittal day), the Critical Day is the day before or after that non-student attendance day when students are in attendance.
        5. Annual leave may be taken on a Critical Day for the following specific reasons:
          1. Observance of religious holidays which fall on a regularly scheduled work day.
          2. Family weddings of near relatives including children, father, mother, brothers, sisters, grandchildren, grandparents, or the same to one's spouse or any other person who is a member of the same household as the employee.
          3. Graduations of near relatives as defined in "2." above.
          4. Required court appearances.
          5. Deaths not covered by DP330B—Bereavement Policy.
          6. Conferences and conventions which relate to the individual employee's work assignment and are not covered by DP339 – Released Time - Professional.
          7. To attend to personal or business matters which require the employee’s attendance and scheduling is beyond the employee’s control.
          8. First year employees who notify their supervisor in writing that they are ill.
        6. Annual leave may be taken on a Critical Day for other reasons under the following stipulations:
          1. Based upon a maximum of one annual day for each 100 employees, not to be less than nine (9), annual leave shall be granted on a Critical Day without being required to pay the equivalent of 40 percent of the employee’s daily rate, provided the request is filed with the Human Resources Department at least 35 calendar days but not more than 45 calendar days before the holiday.
          2. On the first working day after the application deadline, numbers will be randomly generated which will identify those employees authorized to take annual leave. Written notification will be sent to all applicants.
          3. Employees shall not be considered for paid annual leave on a Critical Day more than once during any contract year.
          4. Employees who have not registered prior to the deadline will not be allowed to fill unused slots.
          5. Education support professionals who request an annual leave day on a Critical Day, but who are not selected in 6.a. and 6.b. above shall be required to pay the equivalent of 40 percent of the employee's daily rate and apply for the leave at least five (5) working days in advance.
        7. Annual leave shall not be taken during the first five (5) days and last five (5) days that students are in school except under the following conditions:
          1. To attend the wedding of a near relative including child, father, mother, brother, sister, grandchild, grandparents or same to one’s spouse or any other person who is a member of the same household as the employee.
          2. To attend to personal or business matters which require the employee’s attendance and scheduling is beyond the employee’s control.
          3. First year employees who notify their supervisor in writing that they are ill.
        8. Annual leave days may not be used to pursue other employment.
        9. Annual leave days may not be used on make-up days as the result of employee job action.

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 4/26/2013
  1. Board Directive
    It is the policy of the Board to allow each licensed employee, working 20 hours or more per week, annual leave time as indicated below.
  2. Administrative Policy

The Annual Leave Policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees shall be allowed annual leave in accordance to the following schedule at no cost to the employee.   
Continuous Service Days per year
Years 1 through 5 12 days per year 
Years 6 through 10 13 days per year 
Years 11 through 15 14 days per year
Years 16 and beyond 15 days per year 

 

    1. Continuous service includes an approved leave of absence, sabbatical leave, sick bank, military and/or FMLA leave.   
    2. A resignation or retirement constitutes a “break in service.”   
    3. Employees returning to Jordan School District following a break in service will receive a new continuous service date reflecting the date of their return.   
    4. District seniority will be based on the new continuous service date.
  2. Employees hired after a contract year has started shall receive annual leave benefits on a prorated basis for the remainder of that year.   
    1. For example, an employee who is on contract for 50 percent of the contract year would be eligible to receive 50 percent or six (6) days of a 12-day annual leave allowance.)  
    2. When calculating annual leave allowances in subsequent years, employees shall be awarded a full year of service for the first partial year of employment if their hire date is prior to January 1.  If their hire date is after January 1, no service shall be awarded for the first partial year of employment.
  3. Unused annual leave will convert to sick leave at the end of the contract year and will accumulate to provide additional leave for personal health-related absences. 
  4. The following policy provisions must be followed:   
    1. Effective July 1, 2020, Personal Leave and Sick Leave allocations were combined into the new Annual Leave allocation with no future allocations toward the old Personal Leave. However, accumulated unused Personal Leave remains available for employee use. An employee may not use more than five (5) accumulated Personal Leave days in any contract year. The remaining policy provisions below apply whether the leave is Annual Leave or accumulated Personal Leave. 
    2. Employees need principal permission to take more than five days annual leave in a row.  For health-related absences, see DP322 Family and Medical Leave Act (FMLA).  
    3. Except in unusual circumstances, prior notification must be given to the immediate supervisor at least one (1) day in advance. 
    4. Critical Days are the first student attendance days before or after a school holiday. If a non-student attendance day falls before or after a school holiday (e.g. professional development day, grade transmittal day) the Critical Day is the day before or after that non-student attendance day when students are in attendance.
    5. Annual leave may be taken on a Critical Day for the following specific reasons: 
      1. Observance of religious holidays which fall on a regularly scheduled school calendar workday. 
      2. Family weddings of near relatives including children, father, mother, brothers, sisters, grandchildren, grandparents, or the same to one's spouse or any other person who is a member of the same household as the employee. 
      3. Graduations of near relatives as defined in "b." above. 
      4. Required court appearances, 
      5. Deaths not covered by DP330 NEG Bereavement Leave - Licensed. 
      6. Conferences and conventions which relate to the individual employee's work assignment and are not covered by policy DP339 – Released Time—Professional. 
      7. To attend to personal or business matters which require the employee’s attendance and scheduling is beyond the employee’s control. 
      8. First year employees who notify their supervisor in writing that they are ill. 
    6. Annual leave may be taken on a Critical Day for other reasons under the following stipulations: 
      1. Based upon a maximum of one annual leave day for each 100 employees, annual leave shall be granted on a Critical Day without being required to pay 50% of the daily rate of a licensed employee on salary level one provided the request is filed with the Human Resources Department at least 35 calendar days but not more than 45 calendar days before the holiday. 
      2. On the first working day after the application deadline, numbers will be randomly generated which will identify those employees authorized to take annual leave without being required to pay 50% of the daily rate of a licensed employee on salary level one.  Written notification will be sent to all applicants. 
      3. Employees shall not be considered for paid annual leave on a Critical Day more than once during any contract year. 
      4. Employees who have not registered prior to the deadline will not be allowed to fill unused slots. 
      5. Licensed employees not selected in 6.a. and 6.b. above but request an annual leave day must notify their principal five (5) working days prior to the date.  These employees shall be required to pay 50% of the daily rate of a licensed employee on salary level one. 
    7. Annual leave shall not be taken during the first five days and last five days that students are in school except under the following conditions: 
      1. To attend the wedding of a near relative including child, father, mother, brother, sister, grandchild, grandparent or the same to one's spouse or any other person who is a member of the same household as the employee. 
      2. To attend to personal or business matters which require the employee's attendance and scheduling is beyond the employee's control. 
      3. First year employees who notify their supervisor in writing that they are ill. 
    8. Teachers may not take annual leave days during the four (4) days of contract time not involving students but may, through correlation with the principal, arrange to exchange one of these days for another non-contract day. 
    9. Annual leave days may not be used during parent/teacher conferences.   
    10. Annual leave days may not be used to pursue other employment. 
    11. Annual leave days may not be used on make-up days as the result of employee job action. 

Published on
  • Effective: 7/11/1974
  • Revision: 8/2/2011
  • Reviewed: 12/10/2013
  1. Board Directive
    The Board recognizes the need for periodic evaluation of all District personnel.  This evaluation shall be conducted by each employee's immediate supervisor.  The primary purpose of the evaluation shall be to assist each employee to improve his/her performance in his/her individual assignment.  The Board delegates the responsibility for the evaluations of education support professionals to the Administration.
  2. Administrative Policy
    The following provisions shall be used for administering the evaluation policy:

    1. The purposes of the evaluation are:
      1. to assess and improve the personal and professional growth of each employee and thus insure a higher quality of service, and
      2. to provide a basis for necessary administrative decisions.
    2. The Jordan Education Support Professionals Evaluation System (JESPES) is the District’s tool for conducting evaluations of contract education support professionals.
    3. Evaluation is an ongoing process.  Suggestions and constructive criticism should take place whenever the need arises.  Written evaluation forms shall be completed for all first year provisional education support professionals prior to the end of each six-month period of the first year.  Beyond the first year of employment, contract education support professionals shall be evaluated annually, or more often if deemed necessary by the principal or administrator.
    4. An essential part of the evaluation is a conference between the contract education support professional and his/her immediate supervisor.  The purpose of the conference is to review areas of commendation or areas of concern and suggest goals for improvement.  Following the conference, the contract education support professional shall sign the evaluation form indicating that a conference had been held and the evaluation form had been reviewed with him/her.  Signing the form does not necessarily indicate agreement.
    5. This evaluation shall be completed and one (1) copy shall be sent to the Human Resources Specialist, one (1) copy retained by the immediate supervisor, and one (1) copy given to the contract education support professional.  No changes in this evaluation will be made after the conference unless mutually agreed upon by the supervisor and employee.
    6. If the District intends to terminate a contract during its term or discontinue a contract education support professional’s contract beyond the current school year for reasons of unsatisfactory performance, the unsatisfactory performance must be documented in at least two (2) evaluations conducted at any time within the preceding three (3) years.
    7. Expunging items from records of education support professionals
      1. Employees may request to have a memorandum expunged from their individual employee files under the following conditions:
        1. Five (5) or more years have elapsed since the memorandum was placed in the file.
        2. The employee's work performance has been satisfactory from the time the memorandum was placed in the file.
        3. The employee's immediate supervisor and Human Resources Department administrator agree to the expungement.
      2. Evaluation reports and other items which are part of the permanent employee record shall not be expunged.
      3. Probation reports and negative evaluations older than five (5) years with no repeat violation as defined by DP 316B—Orderly Termination Procedures - Educational Support Professionals, shall not be considered in employee eligibility for promotion or transfer.

Published on
  • Effective: 10/30/1973
  • Revision: 9/26/2017
  1. Board Directive
    The Board is committed to an on-going evaluation program that is aligned to the Utah Effective Educator Standards (including the Utah Effective Teaching Standards for licensed personnel)and that complies with Jordan School District policy and state law.  (See Utah Code Title 53 -Chapter 8a  Part 4, State Rule R277-530, State Rule R277-531 and State Rule R277-533.) 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 licensed 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 teaching behaviors which contribute to student progress.
    3. To identify teachers according to their abilities, with the performance expectation that educators strive to receive an effective or highly effective rating.
    4. To provide a basis for decisions affecting employment.
  2. Administrative Policy
    The evaluation program for licensed personnel shall be administered according to the following administrative policy provisions:

    1. Definitions
      1. "Working days" means the days the educator being evaluated is under contract to work.
      2. "Career educator" means a licensed employee entitled to rely upon continued employment under the policies of the District.
      3. "Provisional educator" means any educator employed by the District who has not achieved status as a career educator, other than a Temporary employee.
      4. “Retired provisional educator” means any educator who has retired from the profession and is returning within three years to a licensed position. The employee’s status is provisional for one year.
      5. "Probationary educator" means any educator employed by the District who has been advised that his/ her performance is inadequate.
      6. "Temporary employee" means an individual who is employed by the District on a temporary basis. Temporary employees include but are not necessarily limited to the following:  substitute teachers, employees hired under contracts for one (1) year only or for less than one (1) year; employees whose positions are funded by grants and/or yearly allocated state or federal monies; and employees whose positions are authorized for no more than twelve (12) months.  A temporary employee also includes anyone who possesses a competency-based license as recommended by the local Board of Education and does not hold a level 1, 2, or 3 license as defined in Section 53A-6-103.
      7. “Jordan Performance Appraisal System (JPAS) evaluation” means the evaluation system for all groups including classroom teachers, special education teachers, speech and language pathologists, school psychologists, counselors, teacher specialists, library media, nurses, audiologists, occupational and physical therapists. The JPAS will be the evaluation of professional practices for high quality performance.
      8. "Utah Effective Teaching Standards-based Jordan Performance Appraisal System (UETS-based JPAS) evaluation" means two unscheduled observations and an interview completed using the UETS-based JPAS instrument. UETS-based JPAS is the summative evaluation tool to be used to evaluate those educators who are in a classroom setting on professional performance, student growth, and stakeholder input.
      9. “Specialized subgroup” means those educators who work in a non-classroom setting such as school psychologists, counselors, teacher specialists, library media, nurses, audiologists, occupational and physical therapist. The summative evaluations used to evaluate the performance of specialized subgroups are administered online through the Jordan Performance Learning System (JPLS).
      10. “Stakeholder input” is input from parents and students collected by appropriate data gathering methods and represents quality practice.
      11. A "summative evaluation" means evaluations that are used to make annual decisions or ratings of educator performance and may inform decisions on salary and employment.
      12. A "formative evaluation" is an evaluation that provides educators with information and assessments on how to improve their performance.
      13. "Other lines of evidence" used for evaluation may include but are not limited to documented concerns or positive written communications from parents, students or colleagues, documented deficiencies in work habits, and/or awards and recognitions for outstanding teaching performance.
      14. A "mentor" is an educator assigned by the immediate supervisor to assist a provisional educator to become effective and competent in the teaching profession.
      15. A “consulting educator” is an educator who has completed special training in coaching and assisting teachers in improving teaching skills and effectiveness. Consulting educators are assigned to educators through the Teaching and Learning Department.
      16. A “level of performance” means upon the completion of a JPAS evaluation, the educator will receive one of the four following differentiated levels of performance: highly effective, effective, emerging/minimally effective, or not effective.
    2. The JPAS is the District's tool for evaluating an educator's performance.
    3. The Educator Interim Evaluation is the District’s tool for conducting interim evaluations of career educators.
    4. Each licensed employee shall be evaluated by his/her principal, principal's designee, or immediate supervisor.
    5.  The principal and/or other licensed JPAS evaluator shall review the purposes and procedures of the evaluation program with all licensed educators at least once each contract year, and each licensed educator shall be provided a copy of the JPAS evaluation instrument.  The educator shall be notified of the evaluation process at least fifteen (15) working days prior to beginning the evaluation.  All provisional educators shall be assigned a mentor.  The mentor will assist the provisional educator in becoming effective and competent in the teaching profession.
    6. Evaluation frequency
      1. Career educators shall be evaluated annually.
      2. Provisional educators shall be evaluated at least once a year. First year provisional educators will be evaluated twice during the contract year.  Second and third year provisional educators that receive a level of performance of “Highly Effective” on the first evaluation cycle will be evaluated once during the contract year.  Second and third year provisional educators that receive a level of performance that is in the “Effective, Minimally Effective, or Not Effective” range on the first evaluation cycle will be evaluated at least twice during the contract year.
      3. Probationary educators shall be evaluated when necessary but not fewer than twice each contract year.
      4. Each licensed educator may be evaluated by his/her principal, principal's designee, or immediate supervisor when necessary.
    7. A UETS-based JPAS evaluation shall include two unscheduled classroom observations, an interview, and professional development meeting.
      1. Two systematic, unscheduled classroom observations shall be conducted by the principal, principal's designee or immediate supervisor using the UETS-based JPAS observation instrument.
        1. Each classroom observation shall be 30 minutes or more of observable time (as defined in the UETS-based JPAS Domains Document) and the two classroom observations shall not be conducted more than fifteen (15) working days apart. The second observation may not be conducted on the same day as the first observation. An educator may request a different observation time once during the evaluation cycle.
        2. The data collected from the first unscheduled observation is sent to the Jordan Evaluation Systems (JES) office as soon as it is completed. The data collected from the second observation and the interview is sent to the JES office to be electronically scored within five (5) working days after completing the interview.
      2. An interview between the educator and principal, principal's designee, or immediate supervisor shall be held within five (5) working days of the second classroom observation. During this interview, data are collected on indicators, which are not included in the UETS-based JPAS classroom observation.  The data collected from the classroom observations are not discussed during the interview.
      3. An individualized UETS-based JPAS Feedback Report will be produced and returned to the building administrator within five (5) working days of the receipt of the second UETS-based JPAS observation and interview form at the District Office.
      4. Within fifteen (15) working days of receipt of the UETS-based JPAS Feedback Report, the principal or immediate supervisor shall hold a professional development meeting for the educator.
        1. The UETS-based JPAS Feedback Report and other lines of evidence shall be reviewed.
        2. Goals for a professional growth plan will be identified on the back of the UETS-based JPAS Feedback Report.
        3. Professional growth activities shall be identified to assist educators whose total score on the UETS-based JPAS Feedback Report is in the level of performance of the "Not Effective" range and a timeline for demonstrating acceptable levels of improvement shall be prepared on the UETS-based JPAS Feedback Report Addendum.
        4. If the educator does not agree with any portion of the UETS-based JPAS Feedback Report, other evidence, or professional growth activities as outlined, the educator has the right to attach a report to the UETS-based JPAS Feedback Report stating his/her views.
        5. The UETS-based JPAS Feedback Report and Addendum, if any, shall be signed by both the educator and the principal, or immediate supervisor. The educator's signature indicates receipt of the report but does not necessarily signify agreement with its contents.
        6. Copies of the UETS-based JPAS Feedback Report and Addendum, if any, shall be given to the educator and principal or immediate supervisor, and the original(s) are sent to the Jordan Evaluation Systems (JES) office.
    8. Additional evaluations shall be scheduled for provisional educators whose JPAS total score is in the level of performance of the "Not Effective" range. Additional evaluations shall be scheduled for career educators whose JPAS total score is in the level of performance of the "Not Effective" range.
      1. A second evaluation for provisional educators shall begin twenty (20) working days or more following the professional development meeting. The second evaluation must be completed sixty (60) working days prior to the end of the contract year.  In addition to the mentor, additional personnel resources may be used to assist the provisional educator whose total score was in the level of performance of the  “Not Effective” range on the first evaluation. Procedures outlined in item G. shall be repeated.
        1. Provisional educators whose total score is in the level of performance of the "Not Effective" range shall be given twenty (20) working days or more to improve performance and then a third evaluation shall begin. The educator shall be notified that continued employment with the District is in question.  The plan for improvement developed during the professional development meeting shall serve as the plan required in the Orderly Termination policy.  Request for an outside evaluator must be submitted in writing no later than ten (10) working days after the professional development meeting. The written request must be sent to the JES office. This second or third evaluation may be conducted by the building administrator or, at the request of the administrator or educator, may be conducted by another individual licensed in the use of the JPAS.
        2. Provisional educators whose total score remains in the level of performance of the "Not Effective" range on the third evaluation shall be subject to the provisions of Policies DP313—Provisional and Probationary Licensed Personnel, and DP316 NEG—Orderly Termination Procedures for Licensed Personnel.
      2. Career educators whose JPAS total score is in the level of performance of the "Not Effective" range shall be given access to resources to help improve performance, and a second evaluation shall begin twenty (20) working days or more following the professional development meeting. The third evaluation must be completed thirty (30) working days prior to the end of the contract year.  If this evaluation cannot be completed thirty (30) days prior to the end of the contract year, the third evaluation will begin in the next contract year as soon as policy provisions allow.  Request for an outside evaluator must be submitted in writing no later than ten (10) working days after the professional development meeting. The written request must be sent to the JES office. This second or third evaluation may be conducted by the building administrator or, at the request of the administrator or educator, may be conducted by another individual certified in the use of the JPAS.
        1. Career educators whose total score improves to the level of performance of the "Minimally Effective, Effective, or Highly Effective" range on the second evaluation have met the evaluation requirements.
        2. Career educators whose total score remains in the level of performance of the "Not Effective" range on the second evaluation shall be placed on probation in accordance with Policy DP313—Provisional and Probationary Licensed Personnel, given access to resources to help improve performance, allowed twenty (20) working days or more to improve performance, and then a third evaluation shall begin.  The educator shall be notified that continued employment with the District is in question.  The plan for improvement developed during the professional development meeting will serve as the plan required in Policy DP316 NEG—Orderly Termination Procedures for Licensed Personnel.
        3. Career educators whose total score remains in the level of performance in the "Not Effective" range on the third evaluation shall be subject to the provisions of Policy DP316 NEG—Orderly Termination Procedures for Licensed Personnel.
      3. Career educators, whose JPAS total score is in the level of performance of the "Minimally Effective" range, shall be given access to resources to help improve performance and may request an additional evaluation within ten (10) working days of receipt of the UETS-based JPAS Feedback Report. Request for an outside evaluator must be submitted in writing no later than ten (10) working days after the professional development meeting. The written request must be sent to the JES office. This evaluation may be conducted by the building administrator or, at the request of the administrator or educator, may be conducted by another individual certified in the use of the JPAS. The additional evaluation will begin at least fifteen (15) working days after the request is received in the JES office.
    9. Educators whose JPAS 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 educator and the principal, or immediate supervisor, will sign verifying documentation.
    10. Right to review and appeal
      1. Educators have fifteen (15) calendar days following the completion of the evaluation process to request a review of the evaluation findings.
      2. Educators have the right to appeal decisions or implementations based on evaluations under Policy DP315 NEG—Grievance Procedures—Licensed.
    11.  An Educator Interim Evaluation shall be conducted as an evaluation for a career educator each year a JPAS evaluation is not administered; however, a JPAS evaluation may be administered the same year an Educator Interim Evaluation is administered, if requested by the principal, principal’s designee or immediate supervisor.  The Educator Interim Evaluation shall be used by the educator and principal or immediate supervisor as a formative tool throughout the school year that the evaluation takes place.
      1. The Educator Interim Evaluation shall be available electronically.
      2. The level of performance on the Educator Interim Evaluation is the total score from the educator’s last full JPAS evaluation.
      3. The Educator Interim Evaluation will be discussed and acknowledged by both the educator and the principal or immediate supervisor by the end of the school year that the evaluation takes place. The educator’s acknowledgement does not necessarily indicate agreement with the evaluation, but acknowledges they have met with the evaluator and have received this information.
    12. Evaluation records are classified as "Private Records" and shall be managed according to the provisions of Policy DP367—District Records Management.
    13. 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 DP316 NEG - Orderly Termination Procedures—Licensed.

Published on
  • Effective: 7/21/1972
  • Revision: 6/10/2014
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes that Jordan School District benefits from hiring licensed employees on a provisional basis until they have proven themselves through satisfactory service for a designated period of time.  The Board delegates to the Administration the responsibility for implementing policy for provisional and probationary licensed personnel and overseeing the probationary period.
  2. Administrative Policy
    Provisional employees are to be assigned in their major or minor fields and in areas where they have proper certification.  Provisional employees may be given contract status upon recommendation of the Superintendent or designee when all of the provisional status requirements are met.  An employee whose performance is substandard may be placed on probation in accordance with established policy.
    Provisional and probationary status shall be administered according to the following administrative policy provisions:

    1. Provisional Status
      1. Licensed employees who begin service with the District after July 1, 1999, with no previous experience shall be considered provisional employees for a period of three (3) years.
      2. Provisional employees will be recommended for regular contract status after they have successfully completed their provisional status, provided they meet the criteria outlined in DP311—Evaluation for Licensed Personnel.
      3. Newly employed teachers with three (3) or more years of satisfactory experience in another district will be required to serve one (1) year as a provisional teacher provided they are hired within three (3) years of their previous teaching experience and successfully meet the criteria outlined in DP311—Evaluation for Licensed Personnel.
      4. Continued employment during provisional status shall be contingent upon successful performance.
      5. A mentor shall be assigned to assist the provisional educator to become informed about the teaching profession and school system.  The mentor shall be assigned at the beginning of the contract year.
      6. The status of a Licensed Provisional Employee may be extended for up to five (5) years in unusual or exceptional circumstances, upon the written request of the principal to the respective Administrator of Schools for approval.  A copy of this request shall be forwarded to the Administrator of Human Resources following a decision by the Administrator of Schools.
    2. Provisional Service
      1. Full or half-time provisional employees who work fifty (50) percent or more of the required contract days in a year shall receive one (1) year of provisional service credit.
      2. The required years of provisional employment must be served consecutively.  Provisional educators whose total score is in the "Met Standard" range on the Jordan Performance Appraisal System (JPAS) for six evaluations (two per year for three years) are eligible for contract status.
      3. Employees taking approved leave prior to completion of provisional status will receive credit for the provisional time served prior to the time the leave is granted.
      4. Former employee(s) and retirees who have been rehired following an absence of three (3) years or less must serve one (1) year as successful provisional employee(s) before regaining contract status.
      5. Former employees who have been rehired following an absence of more than three (3) years must serve two (2) years as successful provisional employees before regaining career educator status.
    3. Information found online
      1. Provisional employees shall have access to information which includes:
        1. A statement of the objectives, aims and philosophy of education of the school system.
        2. A statement of the procedures and personnel policies of the Administration.
        3. A statement of the criteria for evaluating employees.
        4. A statement indicating the sources of supervisory help.
        5. Copies of guides and curriculum manuals which will aid the employee in implementing his/her assignment.
    4. Evaluation
      1. Systematic written evaluations shall be prepared on each provisional employee by January 15 and by April 1.
      2. The written evaluation is to be discussed and signed by both the employee and the immediate supervisor.
    5. Probation
      1. Career educators may be placed on probation at any time by the immediate supervisor with approval from the respective Administrator of Schools and the Administrator of Human Resources.
      2. A conference with the employee must be held to explain the reason(s) for probation.  Following the conference, a written notice of the action must be submitted to the Administrator of Human Resources, a copy provided for the employee, and a copy placed in his/her file in the Human Resources Department.
      3. When an employee is taken off probation as a result of improved performance, written notification will be provided to the employee and a copy placed in his/her personnel file.
      4. When performance does not meet the required objectives within the established time limits, the employee may be terminated in accordance with Policy DP316—Orderly Termination Procedure.