Staffing Issues
Retaining high quality
educators and compensation
Granite School District takes very seriously the retention of
their quality educators and their compensation packages. One of the key
components of the Granite School District teacher induction program known as
“Great Beginnings” is to provide continuous teacher support through quality
professional development. All of our new teachers are inducted in the “Great
Beginnings” program where they are mentored by a Master teacher thoroughly
trained in mentoring and coaching. Our new teachers continue to receive this
individualized mentoring for a period of three years. All of our veteran
teachers have access to a teaching and learning specialist who is trained in
specific content areas. These specialists provide ongoing professional
development to teachers on a wide variety of subject areas ranging from
classroom management to strategies in instruction and assessment. The majority
of this professional development is free of charge to any of our teachers.
We have been very fortunate in Granite School District to provide one of the
most attractive salaries and benefit packages for our teachers. We are also very
cognizant of the fact that many of our teachers are involved in extracurricular
activities that go way beyond their teaching contract. As a result, Granite
provides an “extra compensation program” for teachers who are involved in
extracurricular activities that are such an important part of a child’s
education. For example, a secondary teacher involved in the production of the
school musical may receive several days pay for time and effort involved in the
school musical.
Granite School District also participates in the Public Education Job
Enhancement Program provided by the state legislature. This year Granite
provided signing bonuses for 12 special education teachers, 2 math teachers, and
1 science teacher.
Asked at Cottonwood High School community meeting, October 17,
2007
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Rotation
of school principals
Although we are supportive of continuity of school
leadership, our experience has shown that rotation of principals is a healthy
practice both for school communities and for the career of the principal.
Although there is no specific number of years determining a principal transfer,
we typically look at transfers when a principal has been at a school about 7
years. However, this general rule may be shortened or extended due to factors
such as retirement, transfer requests, pressure by communities, application for
promotion, or need for unique skills in another area.
Asked at Cottonwood High School community meeting, October 17,
2007
Top
Reducing class size
Each year the legislature establishes a dollar amount for the
Weighted Pupil Unit, that is, a dollar amount per student. The WPUs represent
the money that pays for operations and maintenance (everything from utility
costs at the schools to fuel for school buses). Funds for teachers also come
from the WPU. In many years, the WPU increase has not covered the increases in
costs of doing business – the same inflation costs that impact families also
impact school districts – and student opportunities have been reduced and class
sizes have sometimes needed to be increased.
Last year’s legislative increase to the WPU gave Granite’s board the opportunity
to reduce class sizes. We are dependent upon the legislature for future
increases.
It is significant to note that class size reduction expenses are on-going
expenses. Class sizes are lowered by hiring additional teachers. One-time
resources can be used to lower class sizes . . . until those resources are
drained and employees need to be laid off.
Asked at Cottonwood High School community meeting, October 17,
2007
Asked at Granger High School community meeting, October 23,
2007
Asked at Hunter High School community meeting, November 7, 2007
Asked at Olympus High School community meeting, November 28, 2007
Asked at Taylorsville High School community meeting, January
22,
2008
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Teaching licenses
Both State and Federal law require that teachers be licensed
in the areas that they teach. The district actively participates in
“alternative route to licensure” programs and offers educational opportunities
to help people become licensed and endorsed. Thus, the district can assist
individuals with bachelors degrees become licensed and help teachers gain needed
endorsements.
Asked at Granger High School community meeting, October 23,
2007
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Staffing issues
Elementary schools do accept input from parents for consideration in placing
students with a particular teacher. Whether the request can be granted is
determined by multiple factors.
Asked at Hunter High School community meeting, November 7, 2007
Top
Educator accountability and
evaluation
It is certainly the goal of Granite School District to have a highly qualified
and motivated teacher in every classroom. We believe that quality educators are
essential for the success of all students. All of our educators are held to
“Granite School District’s Standards for Educators”. All of the provisional
educators employed by the district (those with three years of experience or
less) are formally evaluated twice per year and receive two summative
evaluations. Career educators (those with 4 years of experience or more) are
observed and formatively evaluated every year by the principal as outlined by
state law. They receive a summative evaluation as it comes time to renew their
teaching license with the state. At any time if it is determined by the
principal or district administration that an educator is not meeting the
“Standards for Educators as outlined by the district, the educator is given
notice that they are not meeting the standards, and are given appropriate
assistance in an effort to improve their performance. If the educators’
performance does not improve, the educator is once again given proper notice and
continues to go through the process of corrective discipline outlined in the
state of Utah’s orderly termination act. Contrary to popular belief, it is not
difficult to terminate an educator that is not adhering to “Granite School
District’s Standards for Educators”. As a parent, if you are concerned that your
student’s teacher or counselor is not meeting the needs of your student, please
contact the principal. The principal can also provide you a copy of “Granite
School District’s Standards for Educators”, or you can also access them on the
Granite School District web site.
Asked at Hunter High School community meeting, November 7, 2007
Top
Student safety
All elementary schools have received funding from the Board of Education to
provide playground supervision before school. If patrons have questions
regarding the supervision at their school, they should contact the principal.
Asked at Hunter High School community meeting, November 7, 2007
Top
Employees who live in school
communities
As an equal opportunity employer, the district does not deny employment to
people who live in a school’s community. In fact, many very dedicated and
committed employees live in the same communities where they work.
All employees of the district, regardless of their residence, are expected to
maintain the confidentiality of student records and information. Failure to do
so would be cause for corrective action. Parents who are concerned about
confidentiality are encouraged to meet first with the school administration and
then with district personnel for resolution.
Asked at Olympus High School community meeting, November 28,
2007
Top
Parent participation in
hiring
Schools are encouraged to include parents in interview committees when selecting
teachers or other employees. Parents are also included in administrative
interview committees. It is important to note that interviews are only one part
of a larger selection process which also includes such things as background
checks and references from previous employers.
As a practical matter, principals often look to the school community council and
the PTA for recommendations for parents to serve on committees. Parents who are
interested in participating are encouraged to let their principals, community
council representatives or PTA leaders know of their interest.
Asked at Olympus High School community meeting, November 28,
2007
Top
Teacher quality and
accountability
It is certainly the goal of Granite School District to have a highly qualified
and motivated teacher in every classroom. We believe that quality educators are
essential for the success of all students. All of our educators are held to
“Granite School District’s Standards for Educators.” All of the provisional
educators employed by the district (those with three years of experience or
less) are formally evaluated twice per year and receive two summative
evaluations. Career educators (those with four years of experience or more) are
observed and formatively evaluated every year by the principal as outlined by
state law. They receive a summative evaluation as it comes time to renew their
teaching license with the state. At any time if it is determined by the
principal or district administration that an educator is not meeting the
“Standards for Educators” as outlined by the district, the educator is given
notice that they are not meeting the standards, and are given appropriate
assistance in an effort to improve their performance. If the educators’
performance does not improve, the educator is once again given proper notice and
continues to go through the process of corrective discipline outlined in the
state of Utah’s Orderly Termination Act. Contrary to popular belief, it is not
difficult to terminate an educator that is not adhering to “Granite School
District’s Standards for Educators.” As a parent, if you are concerned that your
student’s teacher or counselor is not meeting the needs of your student, please
contact the principal. The principal can also provide you a copy of “Granite
School District’s Standards for Educators”, or you can also access them on the
Granite School District web site.
Asked at Olympus High School community meeting, November 28,
2007
Top
Teacher membership in
employee associations
State law prohibits employers from making employment decisions based on an
employee’s membership or non-membership in an employee association. Many
teachers across the state have chosen to join teacher associations for a number
of reasons. Granite School District does not encourage or discourage (or even
track) teacher membership in associations. It has been the experience of most
districts in the state that it is simpler to negotiate teacher contracts with an
association rather than with each individual teacher. Those negotiations take
place with the association that represents the greatest number of teachers in
Granite School District case, the Granite Education Association.
Asked at Olympus High School community meeting, November 28,
2007
Top
Teachers and technology
skills
Teachers in all Granite District schools are provided technology for use in
instruction as well as support in developing the skills to use it. All schools
have at least one, generally two, and sometimes three computer labs available
for assessment, instruction and student projects. All teachers have a desktop
computer and an email address that facilitate communication and gradebook record
keeping. Many teachers - and more to come - have sound amplification and
projection systems in their classrooms; others have such things as smart boards
and digital cameras. As all of these classroom enhancements are placed in
schools, relevant teacher training is always provided. To assure that equipment
is always working and that teachers have adequate training in its appropriate
uses, School Technology Specialists (STS’s) are assigned to every school in
Granite District to provide support services. Also, the new vision for our
library media specialists includes a technology focus that adds additional
support to schools in the technology for instruction arena.
Granite District has also pioneered the eMINTS4Utah project which began through
an EETT (Enhancing Education Through Technology) grant in 2003. A model that
supports high quality teaching powered by technology in 103 district classrooms,
eMINTS participation is time intensive but generates many rewards. Teachers
complete 175 hours of after-school training over a two year time frame with a
stipend, participate in professional learning full days, and receive the
following classroom equipment: computers at a ratio of one computer per two
students, color laserjet printer, scanner, digital camera, and a ceiling mounted
projector. Many teachers first become interested in the program because of the
equipment their classrooms receive, but the teaching strategies learned and the
classroom support received is what makes eMINTS successful in increasing student
engagement, achievement, and productivity in the classroom.
Asked at Olympus High School community meeting, November 28,
2007
Top
Teacher standards
It is certainly the goal of Granite School District to have a highly qualified
and motivated teacher in every classroom. We believe that quality educators are
essential for the success of all students. All of our educators are held to
“Granite School District’s Standards for Educators.” All of the provisional
educators employed by the district (those with three years of experience or
less) are formally evaluated twice per year and receive two summative
evaluations. Career educators (those with four years of experience or more) are
observed and formatively evaluated every year by the principal as outlined by
state law. They receive a summative evaluation as it comes time to renew their
teaching license with the state.
At any time if it is determined by the principal or district
administration that an educator is not meeting the “Standards for Educators” as
outlined by the district, the educator is given notice that they are not meeting
the standards, and are given appropriate assistance in an effort to improve
their performance. If the educators’ performance does not improve, the educator
is once again given proper notice and continues to go through the process of
corrective discipline outlined in the state of Utah’s Orderly Termination Act.
Contrary to popular belief, it is not difficult to terminate an educator that is
not adhering to “Granite School District’s Standards for Educators.”
As a parent, if you are concerned that your student’s teacher
or counselor is not meeting the needs of your student, please contact the
principal. The principal can also provide you a copy of “Granite School
District’s Standards for Educators”, or you can also access them on the Granite
School District web site. If you are concerned that your school principal is not
meeting the needs of your student or meeting the needs of your school, please
contact the appropriate school service director.
Asked at Skyline High School community meeting, January 16,
2008
Top
Teacher shortage and teacher
retention
The current national teacher shortage represents arguably the most imminent
threat to our nation’s schools. The teacher shortage has become a real issue in
the state of Utah as well, and is certainly affecting the Granite School
District. As of November 1, 2007, there are 173 teaching positions across the
state of Utah that have yet to be filled. We were fortunate in Granite School
District to begin the school year fully staffed. There are many reasons for the
teacher shortage, but perhaps the most alarming are the number of teaching
candidates that are enrolling at our local universities. According to a recent
survey of all universities along the Wasatch front ranging from Utah State
University to Dixie College, enrollment in teacher preparation programs have
dipped 30% in the past five years. This has made it very difficult for school
districts like Granite to recruit highly qualified teachers, and to keep pace
with the number of teaching openings they have each year. To help alleviate this
problem, Granite is expanding their recruiting base to other states,
particularly those states that have a surplus of teaching candidates.
Although Granite School District has a higher teacher retention rate than the
national average, we still lose teachers to surrounding states who pay their
teachers more than we do in the state of Utah. It is our hope that the state
legislature will continue to fund teacher salaries the way they have the past
few years which will help decrease the salary gap in that currently exist.
In regards to teacher retirements, the number of teachers that retire from the
Granite School District to seek employment elsewhere is very small compared to
the number of teachers we employ from other school districts that have retired.
Teachers who retire from Granite School District are encouraged to apply for
teaching openings that occur throughout the school year. We have many teachers
who have retired from Granite who have separated their employment from us for
the required amount of time as outlined by the URS, and are currently teaching
with us.
Asked at Skyline High School community meeting, January 16,
2008
Top
More counselors
and additional student support staff
Each year the legislature establishes a dollar amount for the Weighted Pupil
Unit, that is, a dollar amount per student. The WPUs represent the money that
pays for operations and maintenance (everything from utility costs at the
schools to fuel for school buses). Funds for counselors and teachers or other
advisors also come from the WPU.
Granite School District currently has the best counselor to student ratio on the
Wasatch front. Lowering that ratio further would require a trade-off elsewhere
such as a class size increase or reduction of another program in exchange for
more counselor support. The same principle holds true for social workers,
nurses, or other staff. Patrons should feel free to communicate priorities.
Asked at Skyline High School community meeting, January 16,
2008
Top
Educator evaluation
We believe that quality educators are essential for the success of all students.
Consequently, we hold all of our educators accountable to a comprehensive set of
standards. All of our educators are evaluated by the same set of standards that
are driven by student performance results that are measured through a variety of
lines of evidence, across multiple domains. All provisional educators receive a
summative evaluation twice per year. Career educators are formatively evaluated
once per year and receive a summative evaluation the same year their teaching
license is to be renewed. You may access a complete list of Granite School
District’s standards for educators and the process that we use to
evaluate all of
our educators on our website. Do not hesitate to contact the Principal of
your school to discuss how they implement the Professional Growth and Evaluation
process at their school.
Asked at Taylorsville High School community meeting, January
22,
2008
Top
Teacher appreciation
Both the Board of Education and district administration acknowledge that
teachers are our most valuable resource when it comes to accomplishing the
mission of Granite School District: to prepare every student with the
knowledge and skills needed for lifelong success in a changing world. At a
district level we take advantage of many opportunities to recognize their
wonderful service, and we support and encourage individual schools and their
communities in doing the same. The state legislature has also taken note of
teacher dedication and allocates funding specifically to help them cover
personal out-of-pocket expenses related to materials they choose to provide for
their classrooms beyond those the school is responsible to furnish.
We also know that the priority for our teachers is instructional time in the
classroom. To that end, we make every attempt to streamline and reduce tasks
required of teachers that draw them away from their students. Using technology
to address such things as grading, attendance-taking, and reporting saves
teachers time.
Asked at Taylorsville High School community meeting, January
22,
2008
Top