As we approach the summer months, we want to share some important information about our summer work schedule. During this period, our workweek will shift to four 10-hour days. This schedule provides a great opportunity for extended weekends while maintaining productivity.
Please keep in mind that if you need to take time off, PTO must be used for any hours not worked. Working only five hours in a day will not be considered a full workday. If you need to adjust your schedule, please coordinate with your supervisor to ensure coverage and compliance with our policy.
We appreciate your dedication and commitment, and we hope this schedule allows you to enjoy a bit more flexibility during the summer months. If you have any questions, please don’t hesitate to reach out.
We are excited to share our SLS Summer Learning Series with you! Throughout this summer, we want to support you with learning opportunities addressing the needs we are seeing in our schools. Each session is optional, but we would love to get an idea of how many folks to expect, so please register via Kickup asap.
SLS Summer Learning Series
Time: 2:00PM – 4:00PM Location: District office, room 1016
Date
Title
Description
Facilitator
June 19
Supporting students with habitual disruptive behaviors
This session will focus on understanding the process to support students with habitual disruptive behaviors including using your SSC, creating/evaluating behavior plans, and accessing district supports.
Alli Martin
June 25
Addressing bullying
Learn how state law has changed the way we document and address allegations of bullying. This session will focus on developing practical SEL skills and tools to improve school climate.
Alli Martin
July 9
S-3/discipline processes
New admin are highly encouraged to attend! We will review guidance for log entries vs incidents and practices around S-3 violations.
Alli Martin
July 16
De-escalation and trauma-informed discipline
This session will focus on how trauma impacts student behavior and how to develop restorative disciplinary practices that lead to positive behavioral change.
As we approach the end of the 2024-25 school year, Human Resource Services is requesting that you complete hiring processes for all school-based hourly employees by April 15th. If you have any open positions, please be sure to submit recommendations to hire those positions on or before April 15th.
Hiring for contract positions will continue per standard procedures/timelines. Please remember that PTPS for internal teaching positions takes place now until the last day of school on May 30, 2024.
Please contact a Human Resource Services professional with any questions. 801-578-8340
I hope this message finds you well. As we work together to ensure the smooth operation and continued improvement of our school system, I would like to remind everyone of the importance of adhering to the proper leadership channels when corresponding on district matters.
Lines of Authority and Responsibility The lines of direct authority are those approved by the Board of Education and are reflected in our district organization charts. These lines represent not only a clear direction of authority and responsibility but also serve as important pathways for communication and collaboration within the district. By following these established structures, we ensure that all staff members are informed and that matters are addressed at the appropriate levels.
Referral of Matters When an issue or matter requires administrative action, personnel should refer it to the administrator to whom they are directly responsible. If needed, the matter can then be referred to the next higher administrator. It is essential that all personnel keep their immediate administrator informed of their activities, as transparency and communication help us maintain a cohesive and efficient district.
Complaint Resolution Process It is also important to note that School Board Policy G-18 outlines how we resolve complaints here in SLCSD. This ensures that all staff members have access to a fair process in case they wish to challenge a decision, while also respecting the established leadership channels. The district highly encourages individuals to try to resolve their concerns at the lowest level. To that end, the district suggests that the individual making a complaint discuss the relevant issues with the person about whom s/he is complaining if the complainant feels s/he cannot approach the person with whom s/he has a concern, s/he can fill out the G-18: Complaint Resolution Request Form and submit it to Respondent’s supervisor.
Two-Way Flow of Communication While the lines of authority represent direction, they also serve as avenues for the two-way flow of ideas and feedback. Collaboration and open communication are key to continuously improving the programs and operations of our school system. I encourage everyone to use these channels not only to report issues but also to share ideas and suggestions that can benefit our students and staff.
Thank you for your continued dedication to maintaining clear and respectful communication, and for your commitment to supporting the success of our students and schools. Together, we can ensure that our leadership processes function smoothly and that we work collaboratively toward our shared goals.
If you would like a refresher for which area director is responsible for which school, it can be found here.
