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Category: Administrative Policy

Published on
  • Effective: 5/23/1995
  • Revised: 9/28/2021
  1. Board Directive
    The philosophy of the Board is to establish and maintain middle schools which are structured to meet the unique needs of students in the transition years between elementary school and high school. The middle school program shall emphasize academics and provide opportunities for a wide variety of learning experiences. Programs shall be structured to enable students to develop social skills and learn to interact in a cooperative, supportive environment. Middle school extracurricular activities shall be designed solely with the needs of middle school-age students in mind and shall not mirror high school activities or events. Activities which give all students opportunities to participate shall be encouraged with little or no emphasis given to competition.
  2. Administrative Policy
    This policy shall be administered according to the following administrative policy provisions:

    1. Student Officers and Elections
      1. Each homeroom or teacher advisory class shall select representatives in accordance with the school constitution. There shall be no eligibility requirements for the homeroom or teacher advisory class representatives. These representatives shall comprise the Student Council.
      2. Each grade may elect up to four officers. No other elections shall be allowed.
        1. Students must have and maintain a grade point average of 3.0 or higher and an acceptable citizenship rating to be eligible for these elected offices.
        2. Election procedures shall be determined by the local school. Campaigning shall be limited to one election speech and two campaign posters for each candidate.
        3. Class officers may be elected to serve either one-year or one-semester terms according to school choice.
      3. The elected ninth grade class officers shall preside over the Student Council.
    2. Athletics and Intramurals
      1. The middle school athletic program shall be a broad-based, intramural program. Emphasis shall be on participation and skill building rather than on competition.
      2. Intramural activities may be offered in a variety of sports including basketball, volleyball, flag football, etc.
      3. Interscholastic competitive sports programs shall not be sponsored by middle schools.
    3. Choral and Instrumental Music
      1. Middle school choruses and instrumental groups may be organized for students enrolled in regular choral and instrumental music classes.
        1. Uniforms shall not be provided for middle school choruses and instrumental groups either by the school or parents.
        2. Students performing in choruses and instrumental groups may be asked to dress in a certain color or general style provided no unnecessary expense is imposed on parents.
      2. District music festivals shall be the only extracurricular, interscholastic event for middle school choruses and instrumental groups.
      3. Middle school choruses and instrumental groups shall be allowed to perform at special events by invitation.
      4. Middle school students may be encouraged to participate in high school marching bands. If interest warrants, middle schools may organize a marching band as a summer activity. Uniforms shall not be provided for marching bands.
    4. Curriculum
      1. The middle school curriculum shall comply with State Core Curriculum guidelines.
      2. Seventh grade classes may be offered in two-period blocks with instruction in compatible subjects; i.e., English/social studies or English/reading. Team planning shall be emphasized and all curriculum coordinated whether the block is taught by a team of teachers or an individual teacher.
    5. Enrichment Activities
      1. Programs which recognize students for achievement, attendance, etc., shall be encouraged. The emphasis shall be on participation and performance within the school. Outside events or activities shall be discouraged.
      2. Formal student clubs in middle schools shall follow Policy AA443 Student Clubs (Limited Open Forum).
      3. Supervised student enrichment activities which are open to all students shall be encouraged. No dues or uniforms shall be required for enrichment activities.
    6. End of the Year Activities
      1. Middle schools shall not hold promotional or graduation exercises.
      2. Ninth grade students shall be offered a field day at Lagoon or another appropriate recreational activity to celebrate the end of the ninth grade year.
      3. In-school recognition assemblies shall be allowed for all grade levels.
    7. Memory Books
      1. Yearbooks, such as those published in high schools, shall not be part of the middle school program.
      2. PTA and PTSA organizations have the option of publishing a memory book on behalf of the school provided neither the school nor the staff assumes any responsibility for the publication, including liability for content, cost, and/or professional time.
      3. PTA and PTSA organizations who choose to publish a memory book on behalf of the school shall comply with the Administrative Guidelines for Middle School Memory Books.

Published on
  • Effective: 8/2/1994
  • Revision: 3/22/2005
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes that the free flow of information is basic to an effective school system.  The Board authorizes the Administration to establish policy for receiving and responding to employee suggestions to improve and promote education within the District.
  2. Administrative Policy
    Suggestions from employees shall be received and responded to according to the following administrative policy provisions:

    1. Any employee may submit a suggestion, anonymously if preferred, to the District Administration or the Board of Education.
    2. Suggestions may be mailed to the attention of the District Administration or the Board of Education, e-mailed to individual District administrators or Board members, and/or may be deposited in a suggestion box provided by members of the Board at various locations throughout the District.
    3. Suggestions from employees and/or patrons may also be made through an online suggestion box on the District website.

Published on
  • Effective: 11/9/1993
  • Revision: 10/29/2024
  • Reviewed: 5/28/2013
  1. Board Directive
    Jordan School District is committed to providing an educational environment that is free from illegal harassment and other forms of discrimination based upon sex, race, color, ethnic background, national origin, religion, gender, creed, age, citizenship, or disability.  The Board, therefore, delegates to the District Administration responsibility for establishing policy regarding student discrimination and harassment.
  2. Administrative Policy
    No student or employee of the Jordan School District may engage in illegally harassing conduct that creates a hostile learning environment for students or staff of the district.  It is the policy of Jordan School District to provide fair, expeditious and uniform procedures for investigation and resolution of claims of illegal harassment or discrimination.

    1.  Definitions
      1. Clearly Offensive Conduct:  That conduct, be it verbal or nonverbal, which when perceived in its overall context, would be taken by a reasonable person, similarly situated, to be strongly objectionable.
      2. Complainant:  A person who files a written or oral complaint about illegal harassment.
      3. Compliance Officer:  Person or persons designated by the Superintendent to receive and process complaints of discrimination.
      4. Demeaning or Derisive Behavior:  Behavior which substantially lowers the status, dignity or standing of another individual, or which insults or otherwise belittles or shows contempt for another individual.
      5. Disability:  An individual's physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment.
      6. Discrimination:  Conduct, including words or gestures and other actions, which adversely affects a student's learning environment or results in disparate treatment based upon their immutable characteristics such as sex, race, color, ethnic background, national origin, religion, gender, creed, age, citizenship, or disability.
      7. Harassment:   Unwelcome conduct of an offensive nature that is demeaning or derisive or occurs substantially because of race, color, ethnic background, national origin, religion, gender, creed, age, citizenship or disability and which creates a hostile educational environment.  Harassment shall include one or more of the three levels described below.  If conduct is clearly offensive, only one incident may be necessary to establish harassment:
        1. Level One—Generalized Harassment:  Includes intentional behavior directed at an entire group that is based on demeaning or derisive stereotypes, and is so severe or pervasive that it creates a hostile learning environment.
          Examples include comments or jokes, physical gestures or visual displays such as posters, etc.
        2. Level Two—Individually Targeted Harassment:  Includes intentional, non-criminal behavior that is targeted at an individual or particular members of a group, which can be verbal, physical or visual that is so severe or pervasive that it adversely affects the learning environment.
          Examples include negative or offensive comments, jokes, suggestions or gestures directed to an individual's or group's race, color, ethnic background, national origin, religion, gender, creed, age, citizenship or disabilityr.
        3. Level Three—Criminal Harassment:  Harassing behavior which violates state or federal criminal statutes.
          Examples include criminal harassment, criminal assault, sexual assault, rape, criminal mischief, stalking, arson, or trespass.
      8. Respondent:  A person named in a discrimination complaint as having engaged in or being responsible for, a discriminatory act or omission.
      9. Retaliation:  Any form or sanction, restraint, coercion, discrimination or adverse treatment against a person because that person has asserted, or has assisted another person to assert, a discrimination complaint in either a formal or informal manner with the district, or with any state or federal agency, or because that person has testified, assisted or participated in any manner in an investigation, proceeding or hearing related to a discrimination complaint.
      10. Sexual Harassment:  Matters pertaining to sexual harassment that do not meet the definition outlined in Jordan School District’s Title IX Sexual Harassment policy (AA452)  or otherwise do not occur in an educational program or activity or do not occur against a person within the United States, will be referred by the Title IX Coordinator to the appropriate school administrator for investigation and adjudication under this policy after the case is officially dismissed under the District’s Title IX Policy (AA452).
      11. Sexual Misconduct:  Unwelcome sexual actions or conduct either non-physical or physical, that is offensive to the sensibilities of any person, including sexual advances, lewd gestures, and words or other communication of a sexual nature, that has the effect of threatening or intimidating the person against whom such conduct is directed, but does not meet the definition of sexual harassment under the District’s Title IX Sexual Harassment policy (AA452).
      12. Hostile Environment:  Unwelcome conduct directed toward a particular person or persons, based in whole or in part upon protected status (race, color, ethnic background, national origin, religion, gender, creed, age, citizenship or disability), that is unwelcome, severe, pervasive or objectively offensive, that it interferes with the target person’s academic pursuits or participation in school/District-sponsored activities. A hostile environment is one that a reasonable person in similar circumstances and with similar identities would find hostile, intimidating, or abusive and objectively offensive. An isolated incident, unless sufficiently severe, does not constitute a hostile environment.
    2. Complaint Procedure
      1. Any student or employee who knows of a violation of this policy is expected to report such conduct to a teacher, administrator or the District Compliance Officer.
      2. The initial allegation of harassment may be submitted either orally or in writing.
    3. Complaint and Investigative Procedures
      1. The following procedure is available for students who believe they are victims of harassment or discrimination under this policy, or who witness such acts:
        1. Seek to resolve issues through school administrative personnel through an informal complaint process.
        2. Register a formal complaint with the school administrator.
        3. Student’s due process rights will be respected during the investigation process.
      2. If an investigation reveals evidence of criminal conduct, the matter will be referred to local law enforcement. The school administration will also conduct its own internal investigation independently of law enforcement officials to determine if District policy has been violated.
      3. All investigations will be treated with discretion to protect the privacy of those involved. All efforts will be made to treat the information confidentially; however, absolute confidentiality of all information obtained through an investigation cannot be guaranteed.
      4. A written mutual no-contact order should be imposed once a formal complaint is filed. Neither party should directly or indirectly (through third parties) make contact with the other party. Violations of this no-contact order will be investigated as a separate violation of an administrative directive.
      5. When conducting investigations, the school administrator shall disclose his/her role as a neutral investigator rather than an advocate for any party. The extent of the investigation will be determined, among other factors, by the nature and severity of the allegations.
      6. An investigation shall be completed as quickly as practicable, but within 30-45 calendar days of receipt of the complaint, unless extenuating circumstances require a longer period. In these cases, all parties shall be notified of the extension of time.
      7. Within 10 working days of the conclusion of the investigation, the school administrator shall provide all parties a written disposition of the complaint.
      8. If a student or parent/guardian feels the school administration has not properly addressed the complaint of discrimination/harassment, they may file a formal complaint with the District Compliance Officer, who may conduct an investigation into the matter. The District Compliance Officer may dismiss the complaint if the allegations, if proven true, would not violate this policy.
    4. Retaliation
      Retaliation under this policy is prohibited.  Individuals found to have engaged in retaliatory conduct will face disciplinary action, up to and including expulsion from the District or termination from employment.
    5. Records
      Records of all discrimination or harassment investigations shall be maintained by the school administrator. These records are protected by FERPA. As consistent with state and federal reporting requirements, these complaints may be reported to government agencies or organizations.
    6. Outside Reporting Procedures
      Nothing in this policy shall prohibit a person from filing an education discrimination claim with the Office of Civil Rights:
      Office for Civil Rights
      Denver Office
      U.S. Department of Education
      Cesar E. Chavez Memorial Building
      1244 Speer Boulevard, Suite 310
      Denver, CO 80204-3582
      Telephone: (303) 844-5695
      Facsimile: (303) 844-4303
      Email: OCR.Denver@ed.gov
    7. Actions to Include When Appropriate
      1. Procedures for protecting the Complainant, Respondent, and other involved individuals from being subjected to further harassment or discrimination or retaliation for reporting harassment or discrimination:
        1. Referral of the Complainant and/or Respondent to the school psychologist, counselor, or other appropriate support personnel.
        2. Academic supportive measures to address any issues related to access to the educational environment.
        3. Procedures for a fair and timely opportunity for the accused to explain the accusations and defend his/her actions prior to student discipline.
        4. Incidents pursuant to this policy will be reported to the Civil Rights Data Collection and to the District Administration, as needed.
      2. Students engaging in harassment or discrimination are subject to District Policy AS67 — Discipline of Students.

Published on
  • Effective: 9/14/1993
  • Revision: 9/24/2024
  1. Board Directive
    1. It is the belief of the Board of Education that every student should have access to a library media center that offers a variety of materials, formats, and genres to meet multiple reading purposes: enjoyment, acquisition of knowledge, answering questions, different languages, emerging technologies, and personal growth.
    2. The First Amendment of the United States Constitution guides the Jordan School District library media centers in both selection of materials and review of challenged materials. The First Amendment states: “Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech or of the press...”
    3. This policy specifies the process for identifying materials to be included or disqualified from use in libraries and schools based on Utah Code Section 53G-10-103, Sensitive Instructional Materials, state and federal law, Utah State Board of Education Rule 277-217, Educator Standards and LEA Reporting, or based on age-appropriate contents.
    4. The Board delegates responsibility for developing and administering this policy to the District Administration.
  2. Administrative Policy
    The Library Media Selection and Review policy shall be administered according to the following administrative policy provisions:

    1. Selection of Materials
      The responsibility for selection rests with trained library personnel under the direction of the Jordan School District Board of Education, using the following criteria:

      1. Overall purpose and educational significance
      2. Legality
      3. Age and developmental appropriateness, including consideration of violence, pervasive vulgarity, self-harm, etc.
      4. Timeliness and/or permanence
      5. Readability and accessibility for intended audience
      6. Artistic quality and literary style
      7. Reputation and significance of author, producer, and/or publisher
      8. Variety of format with efforts to incorporate emerging technologies
      9. Quality and value commensurate with cost and/or need
    2. Responsibility for Selection
      1. The professional library media specialist assigned to the school and the school principal, working in cooperation with staff members, shall be responsible for the selection of materials for school library media centers. This includes material acquired through grants, book fairs, and other donations. Each library media specialist holds either a master’s degree or an endorsement in library media science and is qualified to make selections in a responsible and professional manner.
    3. Evaluating Materials, Self-selection and Internet Access
      1. The library media specialist strives to review all incoming collection items. Because of the volume of materials that are purchased each year, they are also evaluated based on credible reviews from professional publications, professional recommendations, award recipients and other professional sources. When books that have been purchased are received, additional evaluation may be appropriate.
      2. Library materials are available to students on a self-selection basis. The library media specialist, library media assistants, teachers or staff members may assist students in locating needed library media materials.
        1. Student self-selection of materials is often guided by reading lists provided by sources such as professional journals, student book clubs, public libraries and commercial companies.  These lists are not formally approved by library media specialists, school administration or District personnel. Approval of selection lists used as part of a curriculum activity/assignment is addressed in Policy AA424 - Literature Selection and Review.
        2. Responsibility for the reading, listening and viewing of library media materials and accessing internet resources by children rests with parents/guardians, the library media specialist, and school staff members. The parents/guardians are invited to consult with the library media specialist to find materials they feel are appropriate for their children. 
        3. Through Destiny online access, parents may view the title, author, and description of any material the parent’s child borrows from the school library, including a history of borrowed materials.
        4. Electronic databases and other web-based searches and content will be filtered through Jordan District’s state-required internet filter.
    4. Sensitive Instructional Materials
      1. Instructional materials are not exclusively library materials.
      2. Instructional materials determined to be objective sensitive materials or subjective sensitive materials are removed from all school settings as defined in Utah Code 53G-10-103.
      3. If an instructional material constitutes objective sensitive material, no further review is necessary.
      4. Sensitive materials do not include:
        1. A concurrent enrollment course that contains sensitive materials for which a parent receives notice and provides consent.
        2. Instructional materials for medical courses.
        3. Instructional materials for family and consumer science courses.
        4. Health curriculum selected by an LEA under Utah Code 53G-10-402.
      5. An educator may not expose students to sensitive materials as outlined in Board Rule R277-217.
      6. A library/instructional material review request may be made by Jordan School District employees, students, parents, and governing board members. There is no limitation on submission for reviews unless an individual makes three unsuccessful challenges, inclusive of a direct review or appeal, during a given school year.
    5. Library Materials Review Process - Initial Review
      1. A library materials review may be based upon the concern that the material contains sensitive material as defined in Utah Code Section 53G-10-103, or upon concerns with age-appropriateness of content.
      2. The Materials Review Request Form is available here: Jordan District Materials Review Form.
      3. The requester must provide all information requested on the form including the complaint or objection to the library material, with excerpts and other evidence to support the allegation.
      4. Upon receipt of a request for review, at least two Jordan School District employees, including the Instructional Support Services Consultant and the Administrator of Teaching and Learning or designee, will make an initial determination related to a plausible claim that the material contains or constitutes sensitive material.
      5. If a plausible claim is substantiated, the instructional material is immediately removed from student access in all school settings until the full review is completed.
      6. A full review is initiated after the completion of an initial review that substantiates a plausible claim.
      7. Parents may request a list of materials currently under review from library personnel.
      8. The identity of the requester and committee members will be protected and kept confidential from all individuals outside of the review process outlined in this policy, to the extent possible.
    6. Full Review: Objective Sensitive Materials
      1. Members of the Objective Sensitive Materials Review Committee will include:
        1. Administrator of Teaching and Learning or his/her designee
        2. Instructional Support Services Consultant
        3. A school community parent
      2. Members of the Objective Sensitive Materials Review Committee may not include those responsible for procurement of the materials or the individual(s) who brought the challenge.
      3. Members of the Review Committee will receive materials to complete the review process, including the following:
        1. A copy of the Materials Review Request Form
        2. Excerpts and other evidence to support the allegation
        3. A copy of Jordan District Policy AA440
        4. Materials provided to the committee may also include relevant information about the title compiled and shared by the library staff, including the reasons for initial approval of the material.
      4. The Review Committee will determine dates and times for meetings and maintain minutes of the meetings.
      5. The Review Committee will determine the amount of time needed for an adequate review of a material to make a thorough and thoughtful decision and inform the requester of the determined timeline with a preference for 30 school days where possible and no longer than 60 school days.
      6. The Review Committee will determine whether the material constitutes objective sensitive material using the standards found in Section 76-10-1235, under the non-discretionary standards described in Subsection
        76-10-1227 (1)(a)(i), (ii), or (iii).
      7. If the library or instructional material constitutes objective sensitive material, the review process is completed and the library or instructional material is immediately removed from all school settings.
      8. The Instructional Support Services Consultant will promptly report the determination to the State Library Media Specialist within 20 days after completing the full review.
      9. The outcome of the review will be reported to the requester.
      10. If the objective sensitive material standard is NOT upheld, initiate a subjective sensitive material review.
    7. Full Review: Subjective Sensitive Materials and Age Appropriateness
      1. Members of the Subjective Sensitive Materials Review Committee will include:
        1. Administrator of Teaching & Learning or the Instructional Support Services Consultant or designee
        2. A teacher-librarian
        3. Parents of current students at the school that number at least one more than the LEA employees on the Committee. Parents should be reflective of the school community as required in Utah Code Subsection 53G-10-103(3).
      2. Members of the Subjective Sensitive Materials Review Committee may not include those responsible for procurement of the materials or the individual(s) who brought the challenge.
      3. Members of the Review Committee will receive materials to complete the review process, including the following:
        1. A copy of the Materials Review Request Form
        2. Access to the complete work that includes the material being challenged
        3. A copy of this policy
        4. If needed, relevant information about the title compiled and shared by the library staff; this may include the reason for initial approval of the material.
      4. The Review Committee will determine meeting dates and times and maintain meeting minutes.
      5. The Review Committee will determine the amount of time needed for an adequate review of a material to make a thorough and thoughtful decision and inform the requester of the determined timeline with a preference for 30 school days where possible and no longer than 60 school days.
      6. During the review period, students may access material with parental consent.
      7. In deciding whether the material constitutes subjective sensitive material, the committee will use the subjective sensitive material standards: constitutes pornographic or indecent material, as that term is defined in Section 76-10-1235, under the following factor-balancing standards:
        1. Material that is harmful to minors under Section 76-10-1201;
        2. Material that is pornographic under Section 76-10-1203; or
        3. Material that includes certain fondling or other erotic touching under Subsection 76-10-1227(1)(a)(iv).
      8. If the library or instructional material is determined to be subjective sensitive material:
        1. Ensure that the material is inaccessible to students in any school setting and terminate parent consent.
        2. Report the determination to the State Library Media Specialist within 10 days of the final determination.
        3. Report the outcomes to the requester.
        4. Dispose of or return the material identified for removal.
        5. Ensure that it is not sold or distributed to a minor.
      9. The Subjective Sensitive Materials Committee may also receive book challenges based on developmental appropriateness, including considerations of violence, pervasive vulgarity, self-harm, etc. that are not a part of the state definition of sensitive materials.
    8. Appeals Process
      1. Employees, students, parents, and governing board members of Jordan School District may initiate an appeal regardless of whether the material was retained or removed. The appeal must be made in writing within 15 business days of receipt of the Review Committee's final determination using an Appeal Request Form. The form may be found at Appeal Request Form.
      2. The Jordan School District Board of Education will review the appeal and vote in a public Board meeting to decide the outcome of a sensitive material review appeal, clearly identifying:
        1. The rationale for their decision.
        2. Their determination on each component of any statutory or policy standards they used to reach their conclusions.
      3. The Instructional Support Services Consultant will promptly report the Board’s determination to the State Library Media Specialist within 20 days after the final determination of the appeal.
      4. The Jordan School District Board of Education may not enact rules or policies that prevent them from:
        1. Revisiting a previous decision.
        2. Reviewing a recommendation of Jordan School District personnel or parent-related committee regarding a challenged instructional material.
        3. Reconsidering a challenged library or instructional material unless additional information regarding the material is received.
    9. Communication
      1. Jordan School District will maintain an accessible public website where the following information can be located:
        1. Materials Review Request Form
        2. Appeal Request Form
        3. Application to Serve on a Materials Review Committee
        4. This library policy
      2. If made aware of material that may be considered sensitive material as defined in Section 53G-10-103, the District will inform relevant parties regarding appropriate actions to take pursuant to this policy.

Published on

Effective: 6/23/1992
Revision: 11/29/2022
Reviewed: 8/25/2015

  1. Board Directive
    The Board of Education is committed to see that Jordan School District records are managed in an efficient, responsible manner.  Therefore, the Board delegates to the Administration responsibility for establishing criteria for maintaining, classifying, preserving, accessing, and destroying district records in compliance with the Government Records Access and Management Act (GRAMA), Utah Code §63-2-101.
  2. Administrative Policy
    Records shall be defined as written or electronic records that are owned and maintained by the District. The District Records Policy shall be implemented according to the following administrative policy provisions:

    1. Records Management
      1. Jordan District records shall be managed under the direction of the principal and/or the appointed records officer of each school and department.
      2. The Superintendent of Schools shall be the chief administrative officer of the District.
      3. The Business Administrator shall be the records officer for all general district records including Board of Education minutes and all documents related to fiscal matters such as property, budgets, payroll, accounts, contracts, etc.
      4. The Administrator of Human Resources shall be the records officer for all records related to personnel.
      5. The Planning and Enrollment consultant shall be the records officer for all records related to students.
      6. The Planning and Enrollment consultant shall serve as the District's liaison to the State Archives.
    2. Records Classification
      1. All Jordan District records created after July 1, 1992, shall be classified as either public, private, controlled, protected, or restricted.
      2. The Planning and Enrollment consultant shall inform the State Archives no later than July 1 of each year of the classification of any new record series created during the previous 12 months.
    3. Public Records
      1. Public records as described in Utah Code §63G-2-301 shall include:
        1. Official minutes, actions and decisions of the Board of Education and District Administration unless the record involves information which is classified as private, controlled, or protected.
        2. Official District and school policies, contracts, minutes, and accounts.
        3. Names, gender, job titles, job descriptions, business addresses, business telephone numbers, gross salaries, working hours, and dates of employment of all current and former employees.
    4. Private Records
      1. Private records are those set forth in Utah Code §63G-2-303 including:
        1. Personnel files including applications, nominations, recommendations, evaluations, and proposals for advancements or appointments.
        2. Documents related to eligibility for unemployment benefits, social services, welfare benefits, personal finances, individual medical condition, and military status.
      2. Private records shall be open only to the subject of the record and other authorized individuals or agencies.
    5. Controlled Records
      1. Controlled records are those set forth in Utah Code §63G-2-304 including records containing medical, psychiatric, or physiological data on an individual which, if disclosed, could be detrimental to the individual's mental health or safety.
      2. Controlled records shall be open only to authorized persons or agencies but are not open to the subject of the record.
    6. Protected Records
      1. Protected records are those set forth in Utah Code §63G-2-305 including:
        1. Any information that, if disclosed, would jeopardize the life or safety of an individual or security of district property or programs.
        2. Documents that, if disclosed, would place the District at a disadvantage in contract negotiations, property transactions, or bargaining position or could enable circumvention of an audit.
        3. Records related to potential litigation or personnel hearings.
        4. Records generated in meetings that are closed in accordance with the Utah Open and Public Meetings law.
        5. Test questions.
      2. Protected records shall be open only to authorized individuals and agencies or in response to court order.
    7. Restricted Records
      1. Restricted records as set forth in Utah Code §63G-2-201(3)(b) shall include student records that are protected by the Family Educational Rights and Protection Act (FERPA). Access to student records shall be provided in accordance with the Family Educational Rights and Protection Act (FERPA). (See policy AS61—Student Records.)
    8. Access to District Records
      1. Requests to view District records must be submitted via the Utah Open Records Portal.
      2. Individuals requesting to view records classified as private, controlled, protected, or restricted shall be required to submit their request through the Utah Open Records Portal. Requesters must prove their right to access the record through personal identification, written release from the subject of the record, power of attorney, court order, or other appropriate means.
      3. The records officer shall review each request as soon as reasonably possible but not more than 10 working days from the date the request was received.
        1. Approve the request and provide records;
        2. Deny the request and provide notice of denial, including the right to appeal;
        3. Notify the requester it does not maintain the record and provide, if known, the name and address of the governmental entity that does maintain the record; or
        4. Notify the requester it cannot approve or deny the request because of extraordinary circumstances consistent with Utah Code §63G-2-204 and provide a description of the circumstances and when the records will be available.
    9. Appeals Process
      1. Appeals to the Chief Administrative Officer
        1. Appeals to the chief administrative officer of the District will follow the process outlined in Utah Code §63G-2-401.
        2. A notice of appeal shall be filed with the chief administrative officer within 30 days after receiving a notice of denial.
        3. The notice of appeal shall contain the name, mailing address, and daytime telephone number of the requester or interested party and the relief sought.
      2. If the chief administrative officer affirms the denial of a record request, an appeal may be made to the State Records Committee or district court, as outlined in outlined in Utah Code §63G-2-402 and §63G-2-403.
    10. Copying District Records
      1. The District shall charge a fee for duplicating District records that is equal to the actual duplication cost plus any employee time involved.
      2. The District shall refuse to allow duplication of copyrighted materials.
      3. The District shall charge 50 cents per page for duplicating records. If more than 15 minutes of research is involved, the District shall also charge for all personnel time (actual salary and benefit costs) of the employee fulfilling the GRAMA or other record request.
    11. Retention of District Records
      1. The District shall adhere to the general schedule for records retention approved by the State Records Committee.
      2. Records that are not covered by the general schedule shall be submitted to the State Records Committee for scheduling.
    12. Public Access to District Records
      1. If public access is granted to view or inspect District records, files, documents, etc., unless a waiver of fees is granted under Utah Code §63G-2-203(4), the District shall charge for all personnel time (actual salary and benefit costs) of the individual fulfilling the request necessary to facilitate such access. This includes charges for requests for information involving searches. The fee will be based on the actual salary and benefit costs of the employee fulfilling the request.
      2. The District is not required to create a document or file to answer a GRAMA or other request for records. Should the requestor request a document that does not already exist, and if the District agrees to prepare such a document in its sole discretion, all personnel time (actual salary and benefit costs and duplicating costs to prepare that document) will be charged to the requestor.
      3. Requests for records intended to be used for marketing or recruitment other than specified will be denied.
      4. If possible, the District should estimate the preparation cost for such documents in advance, and if the projected costs exceed $50, receive the funds from the requestor prior to preparing the requested materials.

Revision history: 2/14/2012

Published on
  • Effective: 1/14/1992
  • Revision: 12/3/2012
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes the need to provide orderly procedures for termination of Jordan School District education support professionals, and delegates to the District Administration responsibility for establishing such procedures in accordance with the Public Education Human Resource Management Act outlined in Utah Code §53G-11-512 through 517.
  2. Administrative Policy
    Procedures for nonrenewal and termination of a career or provisional education support professional’s contract during the contract term shall be administered according to the following administrative policy provisions:

    1. Definitions
      For purposes of this policy, the term education support professional refers to an employee whose primary duties relate to the support of the educational function of the District.

      1. Career Employee:  An employee of the District who has obtained a reasonable expectation of continued employment based upon current code and has completed one year as a provisional employee.
      2. Provisional Employee: An employee of the District who has completed less than one full year of continuous employment and has not been designated as a temporary employee.
      3. Probationary Employee:  Any career employee who has been advised in writing by the District that his/her performance is inadequate and in need of improvement and has been placed on probation.
      4. Temporary Employee:  An education support professional who is employed by the District on a temporary basis.  Temporary employees serve “at will” and have no expectation of continued employment beyond their initial contract with the District.  Temporary employees do not have the right to due process as defined by Utah Code §53G-11-512 through 517.
      5. Temporary employees include, but are not necessarily limited to the following:
        1. Employees hired under contracts for one (1) year only or for less than (1) year.
        2. Employees whose positions are funded by state or federal grants that are allocated for one (1) year only or for less than one (1) year.
    2. When an employment action is to take place, the employee must be informed that a representative of his/her choice may attend the probation/termination conference at the employee's request.  The supervisor may also request that a representative from Human Resources attend the conference.
    3. CAUSES FOR CONTRACT NONRENEWAL
      1. The District may determine not to renew the contract of an education support professional for any of the following reasons:
        1. Immorality.
        2. Insubordination, which includes an act of serious insubordination, repeated acts of insubordination, or a pattern of insubordinate behavior.
        3. Incompetence.
        4. Mental or physical incapacity.
        5. The need to reduce staff size due to a drop in student enrollment, program or service discontinuance, a shortage of anticipated revenue after the budget has been adopted, or school consolidation.  (See DP349 NEG)
        6. Conviction of a felony or misdemeanor involving moral turpitude.
        7. Conduct which may be harmful to students or the District.
        8. Improper or unlawful physical contact with students.
        9. Repeated violation of District policy.
        10. Unprofessional conduct not characteristic of or befitting a Jordan District employee.
        11. Unsatisfactory compliance with terms of probation (see DP314 - Provisional or Probationary Education Support Professionals).
        12. Any reason that the District in its sole discretion deems reasonable and appropriate (applies to provisional employees only).
        13. Performance, attitude, or other employment attribute which is substantially below the performance reasonably expected from other educators having similar responsibilities and duties as determined by District policy DP312—Evaluation of Education Support Professionals.
        14. Misuse of contract time to perform non-educational interests.
        15. Misuse of computers, based on District Policy DP371 Employee Information Network Acceptable Use Policy.
        16. Misuse of school equipment.
        17. Misuse of school or district funds.
      2. The District may determine not to issue a contract to any education support professional whose status is "Provisional," as defined under policy DP314—Provisional or Probationary Education Support Professionals.
      3. Prior to an employment action (probation/termination), the employee must be notified of the right to representation by the employee agent group or another agent of his/her choice.  A copy of the probation/termination report shall be placed in the employee’s file at the District Office.
    4. DISCIPLINARY ACTIONS
      The District may elect to proceed with disciplinary action to warn the employee that his/her conduct places the employee in danger of termination during the contract term.  The District may elect to exclude any or all of the following steps and proceed directly with termination for cause.  No disciplinary action shall thereafter prejudice the right of the District to proceed with termination for cause on the same facts which gave rise to the disciplinary action.

      1. Oral Reprimand:  Oral reprimand may be issued by the immediate supervisor.
      2. Written Reprimand:  Written reprimand is issued by the immediate supervisor or District Administration which warns the employee that adverse employment action, which may include contract termination, may be taken.
        1. This warning is active for a two-year period and may remain in either the school file or in the employee's District personnel file.
        2. The warning does not prejudice the right of the District to proceed with termination for cause should the misconduct continue.
      3. Probation:  The District may elect, but is not required to place the employee on probation for misconduct which could be grounds of termination during the contract year.
        1. The District is solely responsible for determining the length and terms of probation except under the provisions of policy DP314 —Provisional and Probationary Classified Personnel.
        2. Probation shall not prejudice the right of the District to proceed with termination for cause on the same facts which gave rise to the probation.
      4. Suspension:  The District may, at its discretion, place the employee on suspension.
        1. The District shall be solely responsible for determining whether the suspension is to be with or without pay and for determining the duration of the suspension.
        2. Suspension may, among other reasons, be invoked by the District when further investigation is deemed necessary or desirable in order to make an informed decision concerning the employment of an employee or for the purpose of awaiting the outcome of criminal charges pending against an employee.
        3. Suspension of an employee shall not in any way prejudice the right of the District to proceed with other action, including termination for cause, at a later date.
        4. Furthermore, the fact that pending criminal charges against an employee may be resolved in favor of the employee shall not preclude the District from initiating termination for cause proceedings or other disciplinary action against an employee based all or in part upon the same facts which gave rise to the criminal charges.
    5. CAUSES FOR CONTRACT TERMINATION
      1. The District may terminate the employment of any education support professional during the term of the employee's contract for any of the reasons listed above under section C., items a. through q.
      2. The District may terminate the employment of any education support professional during the term of the employee's contract for any act, failure to act, or conduct which constitutes a breach of the classified employee's employment contract.
    6. PROCEDURES WHEN RENEWAL OF THE CONTRACT OF A CAREER EDUCATION SUPPORT PROFESSIONAL IS IN QUESTION
      1. When continued employment of a career education support professional is in question, the career education support professional shall be informed in writing at least three (3) months before the end of the contract term.
        1. The reasons why continued employment is in question shall be specified.
        2. The career education support professional shall be provided an opportunity to correct the deficiencies which are causing continued employment to be in question.  Assistance may be granted the education support professional to correct the deficiencies including informal conferences and services of school personnel.
    7. PROCEDURES WHEN THE CONTRACT OF A CAREER EDUCATION SUPPORT PROFESSIONAL WILL NOT BE RENEWED
      1. When the contract of a career education support professional will not be renewed, the career education support professional shall be notified in writing at least two (2) months before the end of the contract term.
      2. The notice shall state the date of termination and set forth the reasons for contract nonrenewal.
      3. The notice shall include a date for an informal conference with the administration, a date for a hearing before an independent hearing officer, and a date for a hearing before the Board of Education.
        1. The hearings shall be scheduled at intervals of ten (10) working days.
        2. A recommendation shall be required from the hearing officer within ten (10) working days of the date of the hearing.
      4. The career education support professional shall be notified of the right to have the conference and hearings scheduled.   If the education support professional elects not to attend, the dates will be cancelled.
      5. The career education support professional shall be informed of the right to be represented at the hearing by a representative of his/her choice.
      6. The notice shall be delivered to the career education support professional personally or sent by certified mail to the education support professional's last-known address.
      7. The employee must give notice of appeal in writing to the Administrator of Human Resources within ten (10) working days after receiving the recommendation of the Grievance Officer.  Failure to request such an appeal in writing shall constitute a waiver of the right to appeal the recommendation of the Grievance Officer.
    8. PROCEDURES WHEN PROVISIONAL CONTRACT WILL NOT BE RENEWED
      1. Provisional education support professionals, as defined under policy DP314, are not entitled to employment beyond the end of the term of the present contract, and may not reasonably expect continued employment in succeeding years.
      2. When the District determines not to renew a contract of a provisional education support professional, the education support professional shall be notified in writing at least sixty (60) days prior to the end of his/her first 12 months of employment.
    9. PROCEDURES FOR TERMINATION DURING CONTRACT TERM
      1. Notice
        1. When an education support professional is to be terminated during a contract term, the District shall notify the education support professional in writing of the intent to terminate.  The employee will also be informed in writing that the timeline for the informal conference and/or a hearing procedures as referenced in this policy may be modified or extended.  If there is a compelling reason to modify the timeline for the informal conference and/or hearing procedures as references in this policy, either party may request the modification(s) from the other party in writing and both parties will be required to agree to the modification(s).  The District will issue a letter of understanding to both parties outlining the modified timeline.  In any case, no longer than thirty (30) days of pay may be offered beyond termination notification.
        2. The notice shall be delivered to the individual personally or sent by certified mail to the individual's last-known address, as shown on the personnel records of the District, at least thirty (30) days prior to the proposed date of termination.  Pay will not continue beyond the thirty (30) days termination notification.
        3. The notice shall state the date of termination and set forth the reasons for termination.
        4. The notice shall advise the employee that he or she has a right to a fair hearing and that the hearing process outlined below is waived if a hearing is not requested within fifteen (15) calendar days after the notice of termination was either personally delivered or mailed to the individual’s most recent address as shown on the District’s personnel records.
        5. The hearing process includes the right to an informal conference, the right to a hearing before an independent hearing officer.  Only the decision of a hearing officer may be appealed to the Board of Education.
        6. The informal conference will be conducted within ten (10) working days after the receipt of the request for the conference.
        7. The education support professional may be accompanied by a representative of his/her choice.
        8. The education support professional may present verbal or documentary evidence.
        9. The grievance officer shall issue a written report setting forth his/her findings and recommendations within five (5) working days after the conclusion of the conference.
        10. If the informal conference has been held and no written report has been issued within the time limits set forth in item I.1.i. above, or if the education support professional or the District rejects the recommendation of the grievance officer, either party may exercise their right to proceed with a hearing before an independent hearing officer. All hearings shall be scheduled within ten (10) working days after the informal conference report has been received from the grievance officer whenever possible.
        11. The notice shall also inform the individual of the right to be represented at the hearing(s) by a representative of his/her choice.
        12. The employee must give notice of appeal in writing to the Administrator of Human Resources within ten (10) working days after receiving the recommendation of the Grievance Officer.  Failure to request such an appeal in writing shall constitute a waiver of the right to appeal the recommendation of the Grievance Officer.
      2. Suspension Pending a Hearing
        1. Suspension pending a hearing may be without pay if an authorized representative of the District determines, after providing the employee with an opportunity for an informal conference to discuss the allegations, that it is more likely than not that the allegations against the employee are true and will result in termination.
        2. If termination is not subsequently ordered, the employee shall receive back pay from the period of suspension without pay.
      3. Hearing Cancelled or Not Requested
        1. If a hearing is cancelled or not requested by the education support professional, the written notice of intention to terminate employment will serve as written notice of final termination by the Board.
        2. The cause(s) of termination are those contained in the notice of intention to terminate employment.
      4. Appointment of Hearing Officer
        Hearing officers may either be District hearing officers or individuals not employed with the District.

        1. Hearing officers shall be persons who will conduct hearings independent of pressure or influence from the District administration, District staff, the education support professional who is the participant in the hearing, or any association or organization acting on behalf of or representing the employee. No hearing officer may be a direct supervisor or subordinate of either the employee or a person recommending the employee’s termination for cause.
        2. District hearing officers include not fewer than five (5) employees of the District selected annually by the Administrator of Human Resources. The employee who is the subject of the appeal may select any one individual from the pool of hearing officers to hear the appeal of the employee.
        3. The employee agent group and the District agree to use the American Arbitration Association (AAA) for independent hearing officers. This includes following the rules and procedures as outlined by the AAA.
        4. When the services of a hearing officer are required, the cost shall be equally shared by the District and the individual.
        5. The individual or his/her designee and the Superintendent or designee shall each choose two names from the pool of hearing officers.  If there is one name chosen in common, that hearing officer shall be first on the list.  The remaining names shall be drawn at random and placed on the list in the order drawn.  If there are no names chosen in common, all of the names shall be drawn at random and placed on the list according to the order of the draw.  The hearing officer shall then be called in the order they appear on the list until one is found that is available for the day of the hearing.
      5. Conduct of the Hearing
        1. The education support professional has the right to representation and may call witnesses, hear accusing testimony, cross examine witnesses, and examine documentary evidence.
        2. The District shall make available District employees if needed as witnesses for either party.
        3. Parties shall exchange a list of witnesses and documentary evidence at least two (2) days before the scheduled hearing.
        4. The hearing shall be conducted informally, and the rules of evidence used in courts of law need not be strictly observed.
        5. The hearing proceedings shall be recorded and preserved in a manner to assure completeness and accuracy; i.e., electronic tape recording.  Stenographic recording shall not be required.
      6. Hearing Officer
        1. After hearing all of the evidence, the hearing officer may render an oral decision immediately following the conclusion of the proceeding.  The hearing officer shall, within ten (10) working days of the hearing, render a written decision supported by findings of fact.
        2. The decision may recommend to the Board of Education that the proposed action be taken or that the proposed action not be taken or that other action less severe than the proposed action be taken.
        3. The decision of the hearing officer, together with the findings of fact, shall be sent by certified mail to the employee's last known address.  A copy shall be mailed to the employee's representative, if any.
      7. Request for Board Review of a Hearing Officer Decision
        1. The education support professional shall have the right to request a Board review of the decision of the hearing officer.
        2. A written request for a Board review must be received by the president of the Board of Education within ten (10) working days of the date the hearing officer’s decision is postmarked.
        3. The Board review shall be upon the record made in the hearing before the hearing officer, except that the Board may, at its discretion, hear additional testimony or argument.
      8. Board Review Not Requested or Decision Favors Education Support Professional
        1. If a request for review is not received, or if the decision of the hearing officer is in favor of the education support professional, the Board shall determine whether or not to adopt the decision of the hearing officer.
        2. If the Board adopts the decision of the hearing officer, the findings of fact prepared by the hearing officer, if any, shall be deemed the findings of fact made by the Board.  The District shall notify the education support professional of the Board's decision by certified mail.
        3. If the Board determines not to adopt the decision of the hearing officer, the Board shall review the matter based upon the record made in the hearing before the hearing officer, except that the Board, at its discretion, may hear additional testimony or argument.  The administration will notify the education support professional if the Board determines to hear additional testimony or argument.
      9. Board Decision
        1. Within ten (10) working days of receiving the hearing officer’s decision, the Board shall render a decision that the originally proposed action be taken, that the originally proposed action not be taken, or that other action less severe than the originally proposed action be taken.
        2. The Board shall issue findings of fact that support the decision or may adopt the findings of fact prepared by the hearing officer.
        3. The education support professional shall be notified of the decision of the Board and the findings of fact by certified mail addressed to the employee's last known address.  A copy shall be sent to the employee's representative, if any.
      10. Appeal
        1. Upon the timely filing of an appeal of the decision of the Board in an appropriate court of law, the Board shall cause to be prepared, certified, and transmitted to the court, the decision of the Board, the findings of fact of the Board, and the record of the hearing before the hearing officer or Board or both.
        2. A rehearing shall not be allowed. The decision of the hearing panel cannot be appealed to the Board of Education.
        3. The decision of the Board in all cases is final.
      11. Restoration of Records and Benefits
        1. If the final decision is made in favor of the employee, the charge(s) shall be expunged from the employee's record except when substantive problems exist but the recommendation to terminate was dismissed or modified because of procedural errors.
        2. If the final decision is made in favor of the employee, the employee shall be reimbursed for salary and benefits lost during suspension.

         

Published on
  • Effective: 12/17/1991
  • Revision: 9/8/2009
  1. Board Policy
    The Board recognizes that it is in the best interest of the school system to minimize outside disruptions which detract from the learning environment, encroach upon contract time, or reduce staff productivity. Further, publicly funded school and district services should not be used for private enterprise pursuits. Therefore, the Board delegates to the District Administration responsibility for developing a policy which limits selling in schools and offices and frees employees from sales pressure in the work place.
  2. Administration Policy
    Board policy shall be administered according to the following guidelines:
    Guidelines:

    1. Sales directly related to education
      1. Sales representatives who wish to communicate with school staff members about education-related items or services shall:
        1. Obtain written authorization from an Administrator of Schools of Schools or designee.
        2. Contact the school principal to arrange an appointment at a time which does not interfere with educational programs or staff responsibilities.
      2. Sales representatives who wish to communicate with District administrators about education-related items or services shall make appointments in advance. Administrators reserve the right to determine when and how sales representatives are received.
    2. Sales indirectly related to education
      1. Sales associated with fund raising projects authorized through the Jordan Education Foundation, PTA, School Community Councils, or other official student or school organizations shall be allowed in accordance with the provisions outlined in policy AA417—Fund Raising.
      2. Sales associated with student instructional programs, student activities, school clubs, or school and student organizations shall be allowed subject to authorization by the principal.
      3. Sales of student pictures, articles designed to boost school spirit, school graduation memorabilia, etc., shall be allowed subject to authorization by the principal.
      4. The District shall cooperate with dissemination of materials related to U.S. Savings Bonds, United Way, and other civic efforts as authorized by the Board of Education.
      5. Vending machines for school supplies, soft drinks and snack foods shall be allowed for the convenience of students and employees.
    3. Sales which are not an integral part of the regular school program or directly or indirectly related to education, as described in items A and B, are prohibited in all school buildings and District offices.

Published on
  • Effective: 11/26/1991
  • Revision: 11/13/18
  1. Board Directive
    The Board subscribes to the philosophy of educational choice and enrollment options for Jordan District students within the limits of classroom space and staff availability.  The Board recognizes that providing options for children and families optimizes student learning.  Therefore, the Board delegates to the Administration responsibility for developing policy for management of a school choice program.
  2. Administrative Policy
    The Administration shall administer the open enrollment program according to the following administrative policy provisions and in accordance with Utah Code § 53G-6-402 and-403 (2018):

    1. Open Enrollment/Permit Process
      1. Students who wish to attend a school other than their resident school may file a request for an open enrollment transfer (permit) at the school they desire to attend. Applications are submitted online through the District website.
      2. Permit requests will be approved subject to the conditions as outlined in the document “School Permit Procedures”. This document shall be reviewed annually by the Board of Education.
    2. Accepting Permit Students
      The school administrator of the requested school shall accept the transferring student subject to the conditions set forth in document “School Permit Procedures” and subject to the following:

      1. Space, staff, and programs are available to accommodate the student.
      2. The District shall not be required to provide any program that it has not previously provided to its own students. If the District does not offer a program that the student requires, that fact shall be considered in reviewing the student's application.
      3. The student has not committed serious infractions of the law or school rules, including rules of the requested school/District.
      4. The student has not been guilty of chronic misbehavior that would, if it were to continue after the student was admitted, endanger persons or property, cause serious disruptions in the school, or place unreasonable burdens on school staff.
      5. The school administrator may allow provisional enrollment of a nonresident student with prior behavior problems when conditions have been set under which the student would be permitted to enroll or continue.
      6. Standards may not include previous academic performance (i.e. test scores, grades), athletic or other extra-curricular ability
    3. Permits for Students with Disabilities

      The student may be considered for enrollment if all of the following criteria are met:

      1. The student can be served on the current staffing pattern in the Special Education Department without the addition of staff or services.
      2. The addition does not exceed the school’s existing caseload capacity.
      3. Space is available at the school and in the student’s grade level.
    4. Duration of Permit
      1. Students who are granted transfer requests shall be permitted to remain enrolled in a school subject to compliance with the same rules and standards as resident students, without renewed applications in subsequent years unless one of the following occurs:
        1. The student graduates
        2. The student is no longer a Utah resident
        3. The student is suspended or expelled from school
        4. The District determines that enrollment within the school will exceed the school’s open enrollment threshold.
      2. Students who are granted transfer requests are obligated to remain at the requested school for at least one school year.
    5. Transportation
      The parent(s)/guardian(s) of the student shall arrange for the student’s transportation to and from school.
    6. Appeals

      The parents(s)/legal guardian(s) shall be notified of the right to appeal the decision of the school administrator to the Board of Education.

Published on
  • Effective: 11/12/91
  • Revision: 9/22/20
  • Reviewed: 12/10/13
  1. Board Directive
    The Board recognizes that under Utah Code 53G-6-202, a minor between the age of six (6) and eighteen (18) years of age is generally required to attend either a regularly established private or public school.  The Board also recognizes that there are exceptions to this provision under the law and delegates to the District Administration responsibility for developing policy to handle exceptions to these Compulsory Education requirements.
  2. Administrative Policy
    Exceptions to the compulsory attendance requirement shall be administered according to the following administrative policy provisions:

    1. A partial release from school to enter employment may be given to students who are over age sixteen (16) and who have completed the eighth grade.  Minors excluded under this provision are required to attend part-time schooling or home schooling as prescribed by the Board.
    2. Students may be excluded from the compulsory attendance requirement in the following circumstances:
      1. The minor has completed the work required for graduation from high school.
      2. The minor is in a physical or mental condition which renders school attendance inexpedient and impractical.  The student's condition must be certified by a licensed physician.
      3. The minor's employment provides proper influences and adequate opportunities for his/her education.
      4. The Administration has determined that a minor over the age of sixteen (16) is unable to profit from attendance at school because of inability or a continuing negative attitude toward school regulations and discipline.
    3. On an annual basis, resident school-aged students shall be excused from compulsory attendance by the Board, as defined by Utah Code 53G-6-204, when:
      1. A school-age student’s parent or legal guardian files a signed and notarized affidavit with the District affirming that:
        1. The school-age student will attend a home school; and
        2. The parent assumes sole responsibility for the education of the school-age student, except to the extent that the student is dual enrolled in a public school as defined in Utah Code 53G-6-702.
      2. A certificate excusing the school-age student from attendance shall be issued by the District:
          1. Within 30 days after a signed and notarized affidavit is filed by the school-age student’s parent as provided in B.1 above.
          2. On or before August 1 each year thereafter unless the school-age student (Utah Code 53G-6-402):
            1. Enrolls in a school within the school district; or
            2. No longer attends home school; or
            3. The district of residence has changed.

Published on
  • Effective: 8/6/1991
  • Revision: 11/24/2015
  • Reviewed: 8/27/2013
  1. Board Directive
    The Board of Education encourages both parental involvement in the operation of the school district and parental participation in the educational process.  Therefore, the Board authorizes the District Administration to develop procedures to build effective communication between parents, teachers, and administrators; to provide parents with opportunities to be actively involved in their children's education; and to establish School Community Councils for receiving community input on local school issues.
  2. Administrative Policy
    This policy shall be administered according to the following administrative policy provisions:

    1. Parent Involvement at the District Level
      1. Parents shall be represented on District committees and advisory groups, as appropriate.
      2. Parent members of the District consolidated student achievement plan committee shall participate in an annual evaluation of the content and effectiveness of the parental involvement policy in improving the academic quality of school and make recommendations for policy revisions based upon evaluation findings.
      3. Parents may address the Board at school board meetings, public hearings, and other appropriate occasions.
    2. Parent Involvement at Local Schools
      1. The District will provide technical assistance and other support necessary to assist schools in planning and implementing effective parental involvement plans to improve student academic achievement and performance.
      2. Schools shall provide opportunities for parents to serve as school volunteers. (See policy DE502—Volunteer Services.)
      3. Schools are encouraged to draw upon the talents of parents for special presentations, enrichment activities, and other events or circumstances where parent participation may enhance the curriculum.
    3. Parent Involvement in Student Education
      1. Parents shall regularly receive information about their student's academic performance;   i.e., report cards, progress reports, etc.
      2. Parents shall have opportunities to discuss their child's educational program and progress with teachers at parent/teacher conferences or other meetings as appropriate.
      3. Informal parent/teacher conferences may be initiated and scheduled by either the parent or teacher whenever it seems in the student's best interest.
      4. Parents shall be notified of student disciplinary problems and provided opportunities to be involved in the solution. (See policy AS67 NEG—Discipline of Students.)
    4. Parent Involvement in School Community Councils
      1. Organization
        1. Each school shall organize a School Community Council.  Each School Community Council shall consist of parents or guardians of students who are attending the school, school employees and the school principal.
        2. Each school community in the organizational year, half of the terms shall be for one year and half for two years.  In subsequent years, all terms shall be for two years.  Each school, in consultation with the Administration, shall set the beginning date of the term of office for School Community Council members. (53G-7-1202)
        3. A parent or guardian qualifies to be a candidate for election if at any time during the term of office, the parent or guardian’s student will be enrolled at the school.  The parent or guardian shall be elected by secret ballot by a majority vote of those voting in the election and serve a two-year term.
        4. Each employee member, except the principal, shall be elected by secret ballot by a majority vote of the employees and serve a two-year term.  The principal shall serve as an ex-officio member with full voting privileges.
        5. A school community council may determine the size of the school community council by a majority vote of a quorum of the school community council provided that:
          1. the membership includes two or more parent or guardian members than the number of school employee members; and
          2. there are at least two school employee members on the school community council. (53G-7-1202(4)(c)(ii)
        6. Educators in the District can serve as parent representatives on the School Community Council at their children’s school as long as they are not employed at their children’s school (53G-7-1202.1.e.).
        7. The number of parent or guardian members of a school community council who are not educators employed by the school district shall exceed the number of parent or guardian members who are educators employed by the school district.
        8. The principal of the school, or the principal’s designee, shall provide notice of the available Community Council positions to school employees, parents, and guardians at least 10 days before the date that voting commences.  The notice shall include the date and time of the election, a list of council positions that are up for election, and instructions for becoming a candidate for a Community Council position.  Ballots cast in the election shall be deposited in a secure ballot box (a closed container).  Results of the election are to be made available to the public if requested, and should be maintained at the school for three (3) years.
        9. Under certain circumstances, the School Community Council may establish policies for voting via mailed ballots and/or secure electronic systems, consistent with Utah State Board of Education Rule on School Community Councils.
        10. An election for the parent or guardian members of a School Community Council shall be held near the beginning of the school year or held in the spring and completed before the last week of school. At year-round schools, the first day of school will be interpreted as the start of D- track.
        11. Should a parent or guardian position on a School Community Council remain unfilled after an election, the other parent or guardian members of the council shall appoint a parent or guardian who meets the qualifications of the position.  Should an employee position remain unfilled following an election, the other employee members on the council shall appoint an employee to fill the position.  Such appointees shall serve a two-year term.  The chair of the Community Council is to notify the Administration of each appointment made.
        12. Council members may serve up to three successive terms.
        13. The School Community Council shall elect: (1) two co-chairs from its parent or guardian members or one co-chair from its parent or guardian members and one co-chair from its elected employees members; or (2) a chair and a vice chair from its parent or guardian members.  The principal shall serve as facilitator to the Council.
        14. Principals and all School Community Council members are encouraged to participate in annual training provided under the Board’s direction to build schools’ capacity for developing and implementing effective parental involvement plans.
        15. School Community Councils may form subcommittees or task forces to advise or make recommendation to the Council, e.g., to help with the school improvement plan.  The subcommittee or task force members may be appointed and do not necessarily need to be members of the Council.
      2. Meetings
        1. Meetings shall be scheduled according to the needs of the school with a minimum of four meetings per school year.
        2. School Community Council meetings are open to the public.
        3. School Community Councils are not accountable to Open Meetings Law, but they must post their agendas and minutes one week prior to each meeting.
        4. Meetings shall be held at times which are convenient for a majority of the members.
        5. School Community Councils must adopt their own rules of order and procedure.  These rules should be followed in conducting meetings, be posted on the school website, and be available at each meeting.
        6. Meeting agendas shall be prepared by the chairperson and the principal and posted on the school website at least one week in advance.
        7. All School Community Council minutes shall include:
          1. the date, time, location, names of members present and absent
          2. substance of all matters proposed and/or  discussed and the decisions made
          3. a record of votes
          4. name of each person who is not a member of the School Community Council and who is recognized by the chair to speak in the meeting, and substance of what was said
          5. Minutes are marked as a draft until approved.
        8. Issues not listed on the agenda may arise in the meeting, be discussed and assignments made to help the School Community Council make a decision at a future date, but no final action should be taken on substantive issues not listed on the agenda.
        9. A school or school district administrator shall not prohibit or discourage a School Community Council from discussing any issue or concern raised by any School Community Council member unless prohibited by law.
      3. Responsibilities
        1. The School Community Council shall participate in the development of a Comprehensive School Improvement Plan (CSIP) designed to improve student achievement.
          1. The comprehensive school improvement plan is to include the following:
            a) A review of testing data and other reliable data to determine the needs of students.  (Note:  Access to data that reveal the identity of students is not allowed.)
            b) An identification of the school’s most critical academic needs.
            c) A recommended course of action to meet the identified academic needs.
            d) A specific listing of programs, practices, materials or equipment the school will need in order to implement an action plan that directly impacts the instruction of students and results in measurable, increased student performance.
            e) A statement regarding how academic excellence at the school will be enhanced or improved, including how financial resources available to the school will be used to improve student achievement.  Budget information and other data are to be provided to the School Community Council by the principal.
            f) A reading achievement plan at each elementary school for grades K-3.
            g) The School LAND Trust Plan, an academic subset of the Comprehensive School Improvement Plan.
            h) An identification of expenditures related to the Technology Initiative and provide for education and awareness on safe technology utilization and digital citizenship. (53G-7-1202)
            i) Partner with the school's principal and other administrators to ensure that adequate on and off campus Internet filtering is installed and consistently configured to prevent viewing of harmful content by students and school personnel, in accordance with Subsection 53B-1-115(3).
            j) A parent involvement plan designed to increase parental involvement for the purpose of improving academic achievement and school performance, with particular attention directed toward identifying and eliminating barriers to greater participation of parents of at-risk students.
        2. The School Community Council shall present its comprehensive school improvement plan to the Board of Education annually for approval.  Multiyear plans may be developed, but annual approval by the Board is required.
        3. The administrators, teachers, staff, and councils of each local school are to:
          1. Implement the comprehensive school improvement plan as developed by the School Community Council and approved by the Board of Education.
          2. Provide ongoing support for the Council’s plan.
          3. Meet Board reporting requirements regarding performance and accountability.
          4. Publicize the plan and how it is designed to enhance or improve academic excellence, as well as the results of these efforts.
          5. Submit an annual report to the Board of Education at the end of the year.
        4. The School Community Council shall advise and assist in the development and implementation of the professional staff development plan at each school.
        5. The School Community Council of each elementary and middle school shall develop and submit a child access routing plan annually to the local school Traffic Safety Committee.
        6. The School Community Council shall provide a forum for community discussion of school related concerns, encouraging citizens to express their views about educational issues and problems.
        7. Issues which are outside the purview of the School Community Council shall include District policies, budgets (except as noted above), laws, and ethics, as well as issues which are the specific responsibility of another educational organization.
        8. The School Community Council shall coordinate the fundraising activities of the local school.  However, local school PTA organizations may conduct fund-raisers to support their activities and projects.  (See Policy AA417—Fund Raising.)
        9. Each School Community Council shall provide a meeting schedule and a list of School Community Council members with either email or phone contact information, or both, within the first six weeks of school.  In addition, a report to parents on the implementation of last year’s School LAND Trust program must be distributed by November 15th of each year.    The School Community Council shall provide this information by posting it on the school’s website and providing individual delivery to each household that has a student attending the school by one or more of the following methods:  mailing the information, delivering a voice message describing the information and explaining where to obtain the full information, sending an e-mail message containing the information, providing the information in a packet that is to be delivered to the student’s parent or guardian, distributing the information during the school’s annual registration period, or with the student’s report card.
        10. At least one week prior to a meeting, the School Community Council shall post the following information on the school’s website:  notice of the meeting date, time, and place, an agenda for the meeting, and a summary of the previous meeting.
        11. School websites shall fully communicate the opportunities provided to parents about serving on the School Community Council and how parents can directly influence the expenditure of the School LAND Trust funds.  The website should include the dollar amount received each year through the program.
    5. Parent Information and Training
      1. Parents shall be informed of the workings of the school system through the District website and other school or District publications.
      2. A variety of classes and programs shall be offered through the Jordan Family Education Center and Community School to help parents become effective partners in their child's education.
      3. Parents may enroll in District-sponsored in-service classes to learn techniques for improving their children's academic success.