POLICY NUMBER:
400.34
ADOPTED:
3.26.2024
Board Policy
- The Board of Education recognizes the need to establish a policy for provisional administrative personnel. It is the policy of the Board that all administrators have three (3) years of provisional employment. Provisional administrators may be given career status when the provisional status requirements outlined below are met.
- The Board authorizes the Superintendent and District Administration to develop administrative regulations consistent with this policy
ADMINISTRATIVE REGULATION:
400.34-1
APPROVED:
3.26.2024
Provisional Status Administrative Personnel - 400.34-1
- Provisional Status
- Administrators newly hired or appointed shall be placed on first year provisional status for a provisional period of three (3) years.
- An administrator that has achieved career status in a position within the District that accepts another position that is substantially different from the position in which career status was achieved will begin a new provisional period (e.g., a licensed educator who accepts a position as a school-based administrator; a principal who accepts a position as a district-based administrator).
- Current Canyons School District Administrators, who have obtained career status in an administrative position, will be placed on provisional status for a period(s) of:
- Assistant Principal to Principal, two (2) years;
- Principal to District Administrator, one (1) year;
- Principal/District Administrator to Director, one (1) year; or
- Director to Assistant Superintendent, one (1) year.
- Provisional administrators may be advanced to career status after they have:
- completed the required year(s) of provisional service, and
- successfully met the criteria outlined in Policy—400.32—Evaluation of Administrative Personnel for each contract year of provisional status.
- Provisional Status Exception (School-Based Administrator)
- Provisional School-Based Administrators who have
successfully performed as an administrator a minimum of three (3) consecutive years in an accredited school/district, in a like position, may be recommended for career status following:- Completion of a minimum of one year (1) of provisional
service; - Successful fulfillment of the criteria outlined in Policy400.32 Evaluation of Administrative Personnel;
- Submission by the administrator’s supervisor/principal
for provisional status exception; - Review and recommendation by the Director of School Performance for provisional status exception; and
- Approval by the Director of Human Resources or
designee, and the Assistant Superintendent, Business Administrator, or Superintendent.
- Completion of a minimum of one year (1) of provisional
- Provisional School-Based Administrators who have
- Provisional District-Based Administrators who have successfully performed as an administrator a minimum of three (3) consecutive
years in an accredited school/district, in a like position, may be
recommended for career status following:- Completion of a minimum one year (1) of provisional service;
- Successful fulfillment of the criteria outlined in Policy—
400.32—Evaluation of Administrative Personnel; - Submission by the administrator’s supervisor for provisional
status exception; and Approval by the Director of Human
Resources or designee, and the Assistant Superintendent,
Business Administrator, or Superintendent.
- An administrator’s provisional status may be extended an additional one (1) or two (2) years at the recommendation of the administrator’s supervisor and approval from the Director of Human Resources or designee, and the Assistant Superintendent, Business Administrator, or Superintendent.
- Circumstances under which an administrator’s provisional status may be extended include:
- concerns on a performance evaluation; or
- receipt of complaint(s) or expression(s) of concern from a parent, District employee, student, or member of the community that creates uncertainty about the employee’s professionalism, performance, or character;
- declining student enrollment in the district or in a particular program;
- the discontinuance or substantial reduction of a particular service or program; or
- budgetary concerns.
- Circumstances under which an administrator’s provisional status may be extended include:
- Provisional administrators are not entitled to employment beyond the end of the term of the present contract.
- Nonrenewal or Nonrenewal and Reassignment:
- Prior to issuing a notice of nonrenewal, the direct supervisor
should communicate and document areas of concern to
provide an opportunity for a provisional administrator to
remediate concerns. A supervisor may document areas of
concern through means that include but are not limited to:
verbal communication (followed by an e-mail); e-mail; memo
of concern; or a written reprimand). - A direct supervisor recommends an administrator for
nonrenewal or nonrenewal and reassignment to the
Supervisor’s Assistance Team (SAT) for a review and
determination of the nonrenewal or nonrenewal and reassignment. SAT is a team of administrators who assist
supervisors with problems associated with staff remediation
and discipline.- The SAT team will be comprised of the Director of
Human Resources or designee, appropriate
administrative personnel based on the position subject
to review (e.g., assistant principal, principal, districtbased administrator). The Assistant Superintendent, the
Business Administrator, and the Superintendent may be
included in SAT meetings for the nonrenewal or
nonrenewal and reassignment of Director-level
administrators.
- The SAT team will be comprised of the Director of
- Should job performance and or conduct concerns arise in a
substantially different position during a provisional period, the
administrator will be non-renewed from their current position
and may be reassigned by the District to an open position,
similar to a position where career status was previously
achieved within the District and at the rate of pay of the
reassigned position, and may be returned to provisional status
in the reassigned position. - A provisional administrator has no right to grieve or appeal the
District’s determination when a nonrenewal or nonrenewal and
reassignment are made by the District (See, Policy 400.42-
Termination of Employment (Administrative Personnel).
- Prior to issuing a notice of nonrenewal, the direct supervisor
- Administrators newly hired or appointed shall be placed on first year provisional status for a provisional period of three (3) years.
- Provisional Service
- Full or half-time provisional administrators who work fifty (50) percent or more of the required contract days in a year shall receive one (1) year of provisional service credit.
- The required years of provisional employment must be served consecutively, with the following exception:
- Administrators taking approved leave, prior to obtaining career educator status, will receive credit for the provisional time served provided the administrator returns to work at the conclusion of the leave.
Exhibits
None
References
None
Forms
None
Document History
Revised – 3.26.2024. Policy – 400.34 – Provisional Status Administrative Personnel was updated to benefit career administrators working for the District and to clarify nonrenewal or nonrenewal and reassignment procedures for administrators.
The policy revision includes:
Designated provisional status time periods for CSD current administrators who have
achieved career status and are then placed in a substantially different position:
– Assistant Principal to Principal two (2) years;
– Principal to District Administrator, one (1) year;
– Principal/District Administrator to Director, one (1) year; or
– Director to Assistant Superintendent, one (1) year.
Provisional Status Exceptions for School-Based and District-Based Administrators
– Completion of a minimum one year (1) of provisional service;
– Successful fulfillment of the criteria outlined in Policy—400.32—Evaluation of
Administrative Personnel;
– Submission by the administrator’s supervisor for provisional status exception; and
– Approval by the Director of Human Resources or designee, and the Assistant
Superintendent, Business Administrator, or Superintendent.
Nonrenewal or Nonrenewal and Reassignment Procedures
– A supervisor should communicate and document areas of concern
– Recommendation to Supervisor’s Assistance Team
– Should job performance and or conduct concerns arise in a substantially different position during a provisional period, the administrator will be non-renewed from their current position and may be reassigned by the District to an open position, similar to a position where career status was previously achieved within the District and at the rate of pay of the reassigned position, and may be returned to provisional status in the reassigned position.
– A provisional administrator has no right to grieve or appeal the District’s
determination when a nonrenewal or nonrenewal and reassignment are made by
the District.
Adopted – 5.29.2012.
This online presentation is an electronic representation of the Canyons School District’s currently adopted policy manual. It does not reflect updating activities in progress. The official, authoritative manual is available for inspection in the office of the Superintendent located at 9361 South 300 East Sandy, UT 84070.
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