4121 B - PERSONNEL - TEACHER CONTRACTS
Teacher contracts shall be issued in accord with the statutes, but shall in addition be looked upon as serving several important purposes including:
- the establishment of the annual individual salary to be paid for services rendered.
- a record of formal appointments.
- the establishment of terms and conditions concerning building placement, subject matter assignments, grade level, extra curricular positions and/or extended day assignments.
The contract period covers the current school year as specified by the official calendar adopted by the Board of Education.
Continuing Contracts
- To provide for effective staffing of all certified positions and to minimize the necessity for last minute reassignments as school terms begin, all contracts must be returned signed within two (2) weeks after mailing from the District. Contracts will be held for teachers having signed Letters of Intent to return, who are not available at the time of mailing. After this date, all positions not filled by continuing teachers will be declared open and available for recruiting. If the position is still open at the beginning of school and a teacher who had not planned to return has not secured another position, he/she would still have the right to apply for that job.
- All employees should recognize that they have an obligation to the District and their fellow employees to inform the District when they are seeking employment elsewhere. For this reason, letters of intent to continue employment will be considered binding. A letter of intent will be sent by the District on March 16th, and will be due back by April 1st. If an "unsure" answer is given, the District will advertise and interview for the position. The District will send out a letter of reminder May 1st. If after May 15th a commitment to continue has not been received, the District will fill the position.
- Impose a $200.00 fine for each 15 day period that the District was not notified of the teacher's commitment to leave, and;
- Use the money which is recovered to compensate the teacher(s) who may be inconvenienced by having to accept new or additional assignments.
Within ten (10) working days the Board shall notify the State Board that a licensed employee has without good cause and without the consent of the Board abandoned a contract previously entered into with the Board. Such notification shall result in suspension or revocation of the employee's certificate by the State Board.
Adopted: 8-18-93; Revised: 7-16-97 *Grand County School District *Moab, Utah
4122 B - PERSONNEL - SALARY GUIDES & REGULATIONS
Salary Guides
The Board shall adopt guides for the setting of licensed staff salaries. Those guides shall be arrived at after appropriate investigation and deliberation by the Board assisted by representatives of the various categories of the licensed staff.
We believe that members of the teaching profession of the school district are entitled to enjoy the benefits of a salary schedule that permits its members to live adequately in the same relationship to the community as do other professions requiring equivalent training.
We further believe that the licensed salary schedule should:
- be based upon such professional considerations as preparation, teaching experience and professional growth.
- provide beginning and maximum salaries adequate to attract and hold capable people in the profession.
- be developed cooperatively by school board members, administrators, and teachers.
- permit no discrimination as to creed, race, sex, marital status, or number of dependents.
- recognize, through opportunities for financial advancement, added responsibilities of administrators, teachers, and other licensed school personnel.
- upon employment a new teacher must have certification as defined in Policy 4011 A. Until a new teacher secures and registers with the school district, a legal certificate required by the State of Utah, they shall be placed at 10% less of the Step 1, Lane 1 regular salary schedule. Such an employee will continue to be paid as outlined herein, until a legal license required to teach in the State of Utah is acquired and registered with the Grand County School District. Once said new employee acquires and registers such legal license, considerations such as preparation, teaching experience and professional growth, as defined in Policy 4117 B will determine placement on the regular salary schedule. Teachers requesting placement on the regular salary schedule must submit a legal license on or before September 1st of the current contract year.
Teachers shall secure and register with the Superintendent of Schools before September 1st of each year an official transcript of all college or university credit not already recorded with the Superintendent of Schools.
Teachers shall be paid according to adopted schedules with any additional pay for extra services agreed upon separately from the contract by the Board of Education. Teachers accepting a half-time contract who wish to participate in the District's medical and long term disability insurance program, shall be required to pay one half of their insurance premium.
Experience for out-of-school district teaching shall be given up to and including five (5) years on the salary schedule. In critical need situations for a specific position the School Board may pre-approve to grant more years of credit.
Salaries for non-teaching salaries for summer work performed in the summer, shall be determined by the Superintendent and the Board in relation to hours employed and type of work to be performed.
Lane Change Advancement
Credit hours for advancement to the various salary lanes must be credit hours acquired after successful completion of a degree and completion of the requirements for a teaching license in the State of Utah. Graduate credit hours acquired after receipt of a bachelor's degree but prior to teacher licensing can be used for lane change advancement subject to approval of the Superintendent. Undergraduate credit hours acquired before teacher licensing or those hours acquired to qualify for teacher licensing will not be used for advancement to the various lanes.
In order to advance to the next lane on the salary schedule, an educator must:
- Submit a Pre-approval Form to the Staff Development/Peer Review Committee to assure the credits fit the educational standards for lane change prior to taking a class or workshop. The credits must either support the educator's current assignment; support classroom management; lead to a related endorsement; or lead to a pre-identified lateral move, or a combination of these.
A. Credit for advancement to lanes BA + 30; BA + 60 or MA +45 must be approved credit from the following sources:
1) One-half may come from workshops; continuing classes; curriculum projects; independent or practicum projects; presentations at workshops or conferences; professional publications or documented research; professional development activities qualifying for USOE re-licensing credit; supervision of student teacher or other pre-professionals. These professional development activities will be equated with the requirements for college credit, 10 hours of classroom instruction or 30 hours of laboratory practice will be required for each quarter hour of credit.
2) One-half must come from an accredited college or university.B. Credits for advancement from BA+60 to BA+75 must come from upper division/graduate level classes (300 and above) from an accredited college or university.
- Notify the Business Administrator of his/her intent to change lanes by March 15th of the preceding school year;
- On or before September 1st of the current contract year, submit credits, transcripts or grade cards, showing successful completion of the required number of hours and the pre-approval form signed off by the Staff Development/Peer Review Committee to the District Office for recording.
A. Teachers will be responsible for tracking their own college credits and professional development activities that are applicable to making a lane change.
B. Credits will be posted semi-annually and the District will provide employees with an updated record when credits are posted.
- The Staff Development/Peer Review Committee will review credit/lane change requests four times per year.
- If credit towards the Masters equivalent is denied, the teacher may appeal for review by the Staff Development/Peer Review Committee.
The length of teacher employment shall be determined by the Board of Education on a yearly basis and may vary from year to year. The length of the contracted year must comply with requirements established by the Utah State Office of Education and the needs of the District.
The working day as discussed in this policy shall begin fifteen (15) minutes prior to school starting time and shall end thirty (30) minutes after school dismissal time. Employees are expected to be on campus during the working day unless arrangements have been made with the building principal, or his/her designee. On Mondays teachers will remain fifty-five (55) minutes after student dismissal. Fridays teachers will be excused five (5) minutes after students are dismissed.
Teachers have the option to receive their salary on a ten (10) or twelve (12) month basis. During the first year new teachers have the option of receiving their salary in 13 checks.
Adopted: 8-18-93; Revised: 7-20-94; Revised: 10-18-95; Revised: 8-08-96; Revised: 7-16-97; Revised 09-12-00 *Grand County School District * Moab, Utah
Checks & Deductions
Payroll checks for all employees will be issued from the Office of the Clerk on the 20th of each month. If the 20th falls on Saturday, Sunday or a holiday, payment will be made on the workday preceding the Saturday, Sunday or holiday.
Payroll checks shall include a detachable section on which an itemized account is given of the monthly deductions as authorized by law in addition to those authorized by each employee.
It shall be the employee's responsibility to see that certificates of exemption, social security numbers, changes in dependents and marital status are properly filed with the clerk before payroll checks will be issued.
Payroll information sheets on all licensed personnel will accompany the payroll report sheets for each and every absence. Both sheets will be due on the 12th of each month or on the last working day preceding the 12th when the 12th occurs on a holiday or weekend.
Requests for deductions or to discontinue deductions for membership fees, insurance, hospitalization, credit union and other such deductions shall be made in writing by each employee and filed with the clerk no later than the 12th of each month. If the request for deduction is filed after that date, the deduction will be made the following month.
Loss of Pay Formula
Deductions will be computed in the following manner:
- One full day deduction - the base contract salary divided by the number of days in the contract year.
- Hourly deduction rate - the base contract salary divided by the number of days in the contract year, divided by eight hours.
- Jury Duty - The district will pay each employee selected for jury duty the difference between the amount paid for jury duty and their regular salary. If called as a witness, or for jury duty, the employee will need to provide the District Office a copy of the subpoena and the check issued by the court, in order to have the day of leave granted and receive their regular salary.
Adopted: 8-18-93; Revised: 8-08-96; Revised: 09-12-00 * Grand County School District * Moab, Utah
4124 B - PERSONNEL - EXTRA PAY FOR EXTRA-CURRICULAR & EXTENDED DAY ACTIVITIES
The Grand County School District maintains an extensive program of extra-curricular and extended day activities designed to foster and provide supplementary programs the Board feels are beneficial to the mental, physical, and social development of students. Professional staff are greatly valued for and better qualified by their specialized training to work with students in these assignments.
Extra duty assignments that are not considered part of the normal contractual obligations or responsibilities associated with regular classroom duties, shall be accompanied by extra compensation in accordance with the accepted extra-duty salary schedule. Extra duty assignments for teachers at the secondary level are expected. For example, an English teacher may be assigned to coach debate, drama, yearbook, etc., as an extra assignment and will be paid extra for the work beyond the classroom hours. In a like manner, a music teacher may be assigned to provide concerts, a pep band for home games, or a marching band for parades and will be paid the extra duty stipend for time outside the regular day. A physical education teacher would also be paid for coaching a sport or sports after school.
The Board of Education will file in the District Office and each school a list of all Extra-Duty Assignments and Pay Schedule. The list will be subject to change due to budget constraints and personnel available for the assignment.
Adopted: 8-18-93; Revised: 8-08-96; Revised: 7-16-97; Revised 09-12-00 *Grand County School District *Moab, Utah
4125 B - PERSONNEL - MEDICAL INSURANCE
Medical insurance coverage shall be provided for all full-time licensed employees. If the District employs more than one family member, the determination of which full-time employee is listed as the primary insured employee will be determined by the person with the first birthday of the year.
Benefits are extended to half-time employees, however, such employees must pay one-half the cost of the benefits. Employees working more than half-time are given full benefits.
Licensed personnel completing their contract for a school year but not returning for the forthcoming year will have their group health insurance coverage dropped on August 31st.
Licensed personnel who terminate during the year will have their group health insurance dropped at the end of the month in which they terminate.
Teachers new to the district will be covered for group health insurance purposes beginning September 1st of the first contract year.
Adopted: 8-18-93; Revised: 7-20-94; Revised: 8-08-96; Revised 09-12-00 * Grand County School District * Moab, Utah