This information was originally sent on 12/6/2022 in the Letters for Leadership v.18. Please note the following:
Winter Weather Guidelines
We want to ensure that you are aware of the expectations for the chilly time of the school year. Please reach out to you community and communicate to parents that students should be dressed and prepared for the cold weather with the following items: warm coats, sweaters/ hoodies, boots, hats, scarves, mittens/gloves, etc. Please ensure that these items are marked in case they are misplaced or lost. Students should come prepared to go outside, get some fresh air, and exercise outdoors daily. The exceptions to going out daily are listed below:
Morning:
Inside morning in the gym, IF there is significant rainfall or snowfall. (IF students will be getting wet outside.)
Inside morning in the gym, IF the temperature is below 20 degrees.
Students sitting on their pockets, not running around, playing sports, etc.
Inside mornings are from (List the time for your school)________ to ensure our outside-duty teachers are in the gym to help supervise.
Recess:
Teacher/Grade Level Discretion
Inside recess IF the temperature is below 20 degrees. Recess time is held inside the classroom.
Lunch Recess:
Admin/Office Discretion
Inside lunch recess, IF there is significant rainfall or snowfall (If students will be getting wet outside), recess time is held inside the classroom.
Inside lunch recess, IF the temperature is below 20 degrees, recess time is held inside the classroom.
Please reach out if you have any questions or need further information. Thank you for all that you do for the children of our district.
The purpose of this email is to notify you about a new process for hiring school-based administrators. Please read through these updates carefully as there are some significant changes as well as important reminders for current administrators.
What's New?
In an effort to recruit from the best available administrators to SLCSD, we understand that we must draw upon potential candidates earlier than we have previously done. To that end, we will open a school-based administrator pool near the end of October. This recruiting pool is for external candidates only—current administrators should not apply to this pool.
This school-based administrator pool will undergo a multi-interview process in order to identify top talent that will best match the unique needs of our schools. At the conclusion of each round of interviews, we will be able to consolidate our top candidates and move them on to the next round. It is anticipated that the first round of interviews will conclude near the end of November with a second round of interviews in or around January. These procedural changes follow similar processes and timelines of our neighboring districts. Ultimately, our goal is to create a list of top candidates for school-based selection committees to interview and recommend to the Superintendent for a final interview.
HRS will provide more details on this process at an upcoming DLC, as we want to provide you with as much transparency as possible.
Reminder for Current Administrators
For anyone interested in being considered for a change in your current assignment for the next school year, you will need to apply to the internal transfer request posted through SchoolSpring (see posting "Current Administrator Transfer and Promotion Request"). HR Certified Analyst, Lauren Knotts, will send an email to all current administrators when the transfer and promotion request has been posted, which will contain additional information regarding this request.
We acknowledge the uncertainty that comes with a change in any process, and we hope that this email along with a discussion in DLC will help provide a clear vision for how we can ensure we continue to recruit top talent for our students, families, and employees of SLCSD.
Thank you,
Logan
PART II Transfers
Hello Everyone,
We recognize and understand the need for current SLCSD administrators to periodically seek different assignments over the course of their career. If you are interested in a transfer or promotion for a school-based assignment for the 2026-27 school year, you must fill out the application using this School Spring link: https://slcschools.schoolspring.com/
Upload your letter of interest (cover letter) in order to be considered. Please keep in mind that the Superintendent may effectuate transfers in order to meet the needs of the district, but this is your opportunity to express interest in a change of assignment or position.
Additionally, please be aware of the following conditions and procedures regarding requests:
Applications must be submitted by the close of business on December 12, 2025 using the link above. This will be our only method of collecting interest from current administrators.
External candidates and employees who are not current administrators will need to apply to the School Administrator Pool posting.
Under section X, Administrative Vacancies, Transfers, and Rotations, of The Written Understanding, it states, "In determining whether to rotate an administrator, the District will consider the length of appointment, interests of the administrator, and needs of the District."
Requesting a transfer demonstrates your interest in a different assignment or change in location and is not a guarantee of a change in assignment or location.
Requesting a transfer for an assignment paid on a lower lane will result in you being paid at the appropriate step on that lane.
You must submit your preferences for a change in location in the transfer request by uploading a letter of intent in the "cover letter" section of the application.
We appreciate the work you do to ensure positive learning outcomes and safe environments for our students. If you have any questions regarding this process, please contact me, Nathan Elkins, or Logan Hall.
If you experience an issue with finding this position that has been posted to internal applicants only, please ensure you are using the Internal side of School Spring by clicking the Internal Jobs tab and signing in (or creating an account) with your district email address to demonstrate you are a current employee.
Thank you,
Lauren Knotts
Human Resources Analyst Salt Lake City School District
District Office: (801) 578-8599
Excellence and Equity: every student, every classroom, every day
Are you interested in teaching Concurrent Enrollment classes at your high school but are not qualified? Do you want to take the college classes so you are qualified? What if we pay for the tuition?
Let's jump in!
We are excited to offer an opportunity to pay for your tuition to take a class (or two, not an entire Master's degree) to become qualified to teach concurrent enrollment.
Apply Here!
If you don't know if you are qualified or want to have a conversation about offering additional concurrent enrollment classes, please reach out to your CTE Coordinator or the Business Development Coordinator:
We are pleased to share that the school board has approved the creation of a Level Two Campus Safety Coordinator position. This new role offers a higher compensation and is designed to enhance our campus safety leadership structure.
Please note the following key details:
The Level Two position will count as one of the three existing Campus Safety Coordinator roles at each high school.
Each campus will continue to have a total of three Campus Safety Coordinators.
Human Resources Services (HRS) will post the position collectively for all high schools.
HRS will organize the interview process and form the selection committees. The committee will include one administrative representative from each high school.
The posting will be limited to current employees who are already serving as Campus Safety Coordinators.
We ask that you speak with your current Campus Safety Coordinators about this opportunity. HRS will also send a direct communication to all incumbents to ensure they are informed.
Thank you for your support in promoting this opportunity and helping us identify strong candidates for this important role.
All SLCSD educators must have an ESL endorsement. Depending on their teaching area, they can have a district modified or state endorsement. New employees must complete their endorsement by their fourth year of employment.
The ESL Endorsement is granted by USBE and can be earned by completing six courses or by taking and passing the Teaching English to Speakers of Other Languages Praxis Exam (5362).
Certain categories of educators – including administrators – in the district can earn a modified endorsement with fewer classes. The classes are determined by the educators’ role and are outlined in the district’s ALS Master Plan. The modified endorsement is only recognized by SLCSD. More information about modified endorsements is on the district’s ESL Endorsement page.
Rationale:
State and federal law, policies, and regulations provide parameters regarding the education of students who are Multi-Language Learners (MLL) in the United States. School districts must identify students, assess their abilities to understand, speak, read, and write English, and provide comprehensible and content-based instructional programs.
SLCSD designed the program to begin in the spring to support new teachers by not crowding too much into the first semester of their work with students in the district.
Expectations for Implementation:
Communication
Please share this information with your new teachers.
Please check with your teachers during your ECAP sessions to ensure they have completed or are on track to complete the ESL Endorsement or Modified Endorsement.
Full information about the endorsement and its requirements can be found on the district’s website. ESL Endorsement Information.
Collaboration:
SLCSD provides an ESL endorsement program designed to provide educators with the knowledge and strategies to support English language learners in their classrooms.
ESL Endorsement classes are graduate-level classes offered with university credit, so they will count toward a professional lane change. The complete ESL Endorsement (six classes, earning grade of C or better) is granted by USBE and is recorded on the teaching credential. The modified endorsement is only recorded on your SLCSD record.
Cohorts begin every spring. Registration information is sent through the district email system in February and can be found on Clever in KickUp. Classes are online.
The district funds the instructor and provides materials. The cost per class is $72 for posting fees.
Please contact Dr. Tiffany Hall with questions.
Evaluation
All teachers must have the appropriate endorsement, which is dependent on the content and level they teach.
I'd like to extend an extra special welcome to all new administrators joining SLCSD this year. I am an education specialist in HRS, and the focus of my job is pre, new, and early educators. This email is to explain the process regarding pre-educators that spend time in our district.
We LOVE hosting student teachers, practicum students and interns! Especially since we have wonderful educators and students to learn from. SLCSD receives requests from several of our state colleges and universities as well as some online programs to place their students in our schools. HRS has worked with these institutions in developing MOUs and a placement process to ensure the success of all involved with this collaborative effort.
The placement process starts in HRS with receiving requests from mostly placement coordinators. I also get requests from instructors, cohort leaders, and students themselves. This all depends on our arrangement with each institution. When you receive a placement request for observations, practicum or field hours, or student teaching, please direct the requester to contact me directly. After the details of the placement are reviewed, I will facilitate that placement with a school administrator before anything is confirmed.
For internships, usually in school counseling or administration, there is an application and screening process. This would include anyone interested in fulfilling internship requitements for licensing, even current employees of SLCSD. You can also direct those individuals to me and I will provide them with next steps.
If you have any questions or concerns, don't hesitate to reach out. I'm here to help! I look forward to collaborating with each of you this year in various capacities.
Kellie May, M.Ed. (she/her/hers)
Education Specialist - Mentors/Alternative Pathway to Professional Educator License (APPEL) / Grow Your Own (GYO) / Pre-service Educators
I hope this message finds you well and that your summer planning is off to a strong start.
I’m reaching out with a gentle reminder regarding the importance of timely approval of P-Card transactions. As outlined in Board Policy F-2 and detailed in the P-Card Manual (page 4), principals are responsible for ensuring that all credit card purchases at your site are in full alignment with district purchasing policies and procedures.
When you approve a transaction, you are verifying that this responsibility has been fulfilled. We’ve noticed delays in the approval process, and we want to support all sites in staying current and in compliance.
As noted in the manual, continued non-compliance may result in the loss of P-Card privileges—either for the individual staff member or, in some cases, for the entire site. While we know this is never the intention, we want to be proactive in avoiding those outcomes.
Please take a few moments to ensure your approvals are up to date and that systems are in place to keep them current moving forward. Your attention to this matter is greatly appreciated and helps us maintain fiscal integrity across the district.
Thank you for your leadership and continued partnership.
As we work together to maintain the highest level of professionalism and consistency across our district, we would like to remind you of the established protocols concerning employee work schedules and job titles.
Effective immediately, no changes to work schedules, job titles, or responsibilities should be made without prior approval from both the Area Director and Human Resources. These approvals are necessary to ensure that any adjustments align with district policies, budget constraints, and overall staffing needs.
Rationale:
The District understands that school operations often require flexibility, but it is crucial that we maintain district-wide consistency and fairness in staffing decisions. This protocol helps ensure that we are in compliance with contractual obligations, legal requirements, and the district’s strategic goals.
Expectations for Implementation:
Should there be a need to adjust schedules, reassign duties, or modify job titles for any staff member, please follow the outlined steps:
Submit a written request to your Area Director detailing the proposed changes and the reasons for them.
Upon review and conditional approval by the Area Director, Human Resources will conduct a compliance check to verify alignment with district policies.
Final approval must be obtained in writing from both the Area Director and HR before any changes can be implemented.
Conclusion:
Thank you for your cooperation and ongoing dedication to fostering a supportive and efficient work environment for all staff members. If you have any questions or need further clarification, please do not hesitate to reach out.
As the Superintendent has regularly shared, we are building a district where there is a foundation of similarity among schools. Individual school variations will exist and flourish on that coherent district-wide foundation. With this move towards greater equity, consistency, and transparency in our decision-making process and work, we would like to describe an important shift in our approach.
As an organization, we must consciously base decisions on policy. We must also clearly document our systems and processes so they are accessible and easily understandable. Moving forward, we will all be adopting a policy-driven model that provides consistency for all situations rather than one that relies on personal knowledge or advocacy. School administrators will be supported in making decisions that align with operational processes and can be easily communicated, supported, and defended to our stakeholders.
This approach will:
Build Trust: As we focus on objective, policy-based decisions, stakeholders will have greater confidence in the fairness and impartiality of our actions.
Enhance Transparency: A policy-driven model provides clear guidelines that everyone can follow, ensuring that decisions are open and easily understood by all.
Promote Consistency: By adhering to established policies, we reduce variability in decision-making and ensure that similar situations are handled in a uniform manner across the district.
Foster Accountability: A reliance on policies ensures that decisions are not based on personal biases or relationships, making the rationale behind each decision clear and defensible.
The rationale behind this shift is rooted in our commitment to creating an environment that is fair and consistent. By focusing on policies rather than individual relationships, we can ensure that decisions are aligned with our broader goals and values, and that staff, students, and stakeholders are treated equitably. It enables us to make decisions that are aligned with the best interests of the entire community, ensuring that our actions are guided by fairness and clarity.
Personal relationships will always remain valuable in building strong teams and fostering collaboration. However, an organization as complex as SLCSD needs a structure that ensures that all students, teachers, and administrators are represented in a consistent way. This shift to policy-driven administration creates a robust framework for addressing the district’s complex needs and supports a shared foundation of similarity and cohesiveness.
These practices will support our long-term success and strengthen our collective efforts to provide the best possible educational experience for our students.
Thank you for your ongoing dedication and support as we move forward with this shift. Please reach out with your questions or thoughts.
We hope this message finds you well. We are writing to provide guidance regarding HB 77 – Flag Display Amendments, which was recently passed by the Utah Legislature and will take effect May 7, 2025. This legislation outlines specific regulations regarding which flags may be displayed on or within government property, including public school campuses.
For years, Salt Lake City School District has been known for our commitment to fostering an inclusive and welcoming environment for all students and staff, and we remain committed to this goal and the values underlying that commitment. We also appreciate the pride and passion many of our students and staff feel in their beliefs and causes. While this law imposes certain limitations, we will continue to foster school environments where all students feel seen, supported, and valued. In order to understand and implement this legislation, we are providing the following protocols for our schools.
Key Provisions of HB 77
HB 77 defines “display” as placing a flag in a prominent location where the flag is easily visible. A “flag” is defined as a usually rectangular piece of fabric with a specific design that symbolizes a location, government entity, or cause.
To ensure district-wide compliance, please note the following flags are permitted for display:
The official United States Flag
The official Utah State Flag
The current and official flag of another country, state, or political subdivision (e.g., another school district or city)
A flag that represents a city, municipality, county, or other political subdivision within Utah
A flag representing a branch, unit, or division of the U.S. military
The National League of Families POW/MIA flag
A flag that represents a recognized Indian tribe
An officially licensed college or university flag
A historic version of the U.S., Utah, or other state/national flags
An official public school flag
An official flag of the U.S. Olympic/Paralympic Committee, International Olympic/Paralympic Committee, or a specific Olympiad/Paralympiad that occurred or will occur
A flag of an organization authorized to use space within a public school, during the time they are using the space
We understand that some of you may feel inclined to demonstrate your support for various causes, groups, and beliefs by displaying items that do not meet the definition of flag and thus do not violate the new law. While we support you in your goal of signaling a welcome environment, there is additional information that you should consider in displaying items. In addition to HB 77, the Utah State Board of Education (“USBE”) issued a letter on April 10,2025, reminding educators of Utah Admin. Code R277-217(25), Educator Standards, that states that an educator may not “through instruction, materials, or symbols . . . endorse promote, or disparage” a particular viewpoint. The letter also indicated how the public may report violations of this section. We are providing you with this information not as a threat of district action, but as an awareness that USBE, as the licensing authority for Utah educators, has indicated that compliance with these rules and laws is not only expected but vital.
Action Steps for Schools
Review all flags currently displayed in your school or on your school property, including in classrooms, hallways, and offices.
Remove any flags that do not fall within the categories listed above by the end of school onMay 6, 2025, to ensure full compliance with the law upon its effective date.
When in doubt, please consult with the General Counsel before displaying a new flag to confirm it meets the legal criteria.
Ensure that flags displayed during temporary use by authorized organizations are removed promptly after their use of the space ends.
The Office of the State Auditor is tasked with overseeing compliance with this legislation and may impose fines for violations. As such, we must be diligent and proactive to ensure our flag displays align with this new legislation.
Thank you for your attention to this important matter and for your continued leadership in ensuring our schools remain compliant, welcoming, and student-centered.
