Board Directive Jordan School District strives to provide adequate staffing of the schools each day including the placement of qualified substitute teachers when necessary. The Board delegates to the District Administration the responsibility of assigning substitute teachers to the schools.
Administrative Policy The substitute teacher policy shall be administered by the Human Resources Department, in accordance with the following administrative policy provisions:
Leave for teachers will be granted in accordance with District policies established by the Administration. Copies of the leave policies are available on the District website.
A teacher who will be absent must notify the principal or designee, and is responsible for calling the substitute management system to arrange for a substitute teacher.
When teachers know in advance that they will be absent, they may call the substitute management system up to 45 days prior to the absence.
A teacher who is absent shall provide adequate lesson plans for the substitute. Seating charts of the students’ names for each class shall be provided when applicable.
The Administrator of Human Resources shall be responsible for obtaining the best qualified substitute teachers available. Substitute teachers shall be secured and placed in accordance with the following administrative policy provisions:
A prospective substitute teacher must file an online application with the Human Resources Department for review by a qualified staff member. Human Resources shall determine the candidate's qualifications for substitute service. An interview may be conducted.
Every effort will be made to seek the most qualified person to substitute. Those with a degree and certification shall be given first consideration. Only candidates who are 21 years of age or older with 60 semester hours or an Associate Degree equivalent, shall be placed on the District approved list as regular substitutes. In an emergency, a person with less than 60 semester hours may substitute if the individual has had training or experience in an area that meets specific District, school, or student needs.
The substitute teacher shall report to the school principal or his/her designee. The substitute shall carefully review all lesson plan material, and follow the teacher’s lesson plans. At the end of the day, a report shall be left by the substitute for the regular teacher.
The principal, or his/her designee, shall welcome all substitutes, aid them in finding teacher plans, and orient them to the school schedule and procedures.
The principal, or his/her designee will be responsible to verify and reconcile substitute teacher hours of work in the District online substitute system and timesheets when applicable.
If a substitute teacher renders unsatisfactory service for a school, the principal shall so indicate to the Administrator of Human Resources on the Substitute Teacher Evaluation Form. Evaluations shall be made to determine if substitutes should remain on the District list.
Teacher requests made in advance for a particular substitute will be honored whenever possible.
When advance notice is given for absences of more than one day, the same substitute will be assigned for the duration of the absence whenever possible.
Substitute teachers may be limited on the number of hours worked.
The Board recognizes that all employees should be placed in the school and department that will best fit the educational needs of the students in the District. Consideration will be given to the employee's placement preference. When circumstances make it necessary to transfer employees involuntarily or reduce staff, orderly procedures are to be implemented.
It is the policy of the Administration to assign personnel to the positions that best meet the needs of the District. Transfers shall be used to maintain a proper balance of experience and specialized competence among the schools of the District.
The Human Resources Department will identify and advertise known vacancies beginning March 1 of each school year, including those positions which were filled after Jan. 1 of the current school year (except nurses). Transfer requests will be accepted during the transfer window and/or until 10 working days prior to New Teacher Induction.
All vacancies for the coming school year occurring between March 1 and June 1, shall be advertised for five working days. Teachers will make transfer requests according to the following guidelines:
All known job vacancies, together with required endorsements and skill requirements, will be posted online.
Teachers interested in transferring must submit a separate transfer request through Skyward Employee Access for any posted position. during the transfer window, principals will be notified weekly of transfer requests for posted positions,.
Using a common set of criteria such as personnel files, requested qualifications, experience, etc., principals will review requests for transfer and select the candidates to be interviewed. Principals will interview at least two (2) qualified transfer candidates if available through June 1. Candidates who are interviewed but not offered a position will be notified as soon as reasonably possible. When the position has been filled, the posting will be removed.
Beginning the week of February 1 until the teacher transfer fair, teachers interested in transferring in conjunction with the teacher transfer fair may submit a transfer request through Skyward Employee Access.
A principal or immediate supervisor may request the transfer of an employee when in his/her judgment it will benefit the employee, the school, or the District. Transfer requests stating specific reasons for the transfer shall be made to the area Administrator of Schools. The area Administrator of Schools shall review the request and recommend approval or denial to the Administrator of Human Resources. Upon final approval of the Administrator of Human Resources, a copy of the request shall be given to the employee no later than April 1.
An employee whose performance is unsatisfactory may not be transferred to another school unless the
local school board specifically approves the transfer of the employee. §53G-11-517
a. Unsatisfactory performance is defined as minimally effective or not effective on the employee’s
most recent evaluation.
Involuntarily transferred teachers will be allowed to interview through the voluntary transfer process. If teachers are not successful in gaining a voluntary transfer by June 1, the District will place the employee in a position for which he/she is qualified.
If, after the employee has been placed, the employee may continue to review through the voluntary transfer process (Refer to Section II A of this policy).
Transfers during the school year shall be avoided.