3124D- ADJUSTING PROFESSIONAL STAFF CAREER LADDER STEPS

Based on the School District of Jefferson Employee Handbook language, the Career Ladder for teachers is determined by the Board. The District Administrator has handbook language authority to place newly hired teachers on the Career Ladder as deemed appropriate. The Board also has the discretion to place new employees in shortage areas at a salary exceeding their years of service.

Movement on the Career Ladder to the next step is generally based on employees meeting the necessary requirements determined by the Board, provided funds are available. An employee may be held at their current step for less than satisfactory performance.

To create a system by which the District Administrator can, in rare and limited instances, reasonably adjust certified staff members' steps on the Career Ladder beyond simply holding them at a step for unsatisfactory performance, the Board grants the District Administrator authority to make adjustments based on clearly defined criteria (po3124). This limited authority aligns with the Board's existing rights to determine educational policies and maintain efficiency.

System for Career Ladder Step Adjustment

The system described below allows the District Administrator, in rare and limited instances, to adjust a certified staff member's Career Ladder step(s) based on specific, performance-related criteria. This is distinct from the standard step advancement for meeting requirements. 

Criteria for Potential Step Adjustment

1. Distinguished Performance: Sustained performance significantly exceeding expectations as documented in formal evaluations (beyond "Effective"). The most recent Educator Effectiveness summative evaluation will hold the most weight in determining distinguished performance.
2. Outstanding Contributions: Demonstrable impact on student achievement, school-wide initiatives, curriculum development, or other areas significantly benefiting the district. Taking on significant leadership roles or consistently providing exceptional mentorship that elevates the performance of colleagues.
3. Attainment of High-Impact Certifications or Expertise: Obtaining certifications or developing expertise in high-need (i.e., hard to fill) areas that directly benefit the district and its students, as identified by the Board or Administration.
4. Addressing District Shortage Areas: Accepting assignments or demonstrating sustained effectiveness in areas identified by the Board as shortage areas.

Process for Step Adjustment

1. Certified Staff Member Request: A certified staff member submits a written request to the District Administrator advocating for the increase. The request must include information that aligns with most or all of the descriptors listed in “Criteria for Potential Step Adjustment.” 
2. Supervisor Recommendation: A building principal or director submits a written recommendation to the District Administrator for a step adjustment for a certified staff member, outlining the specific criteria met and providing supporting documentation (e.g., evaluation reports, project outcomes, descriptions of contributions). A supervisor recommendation is necessary before the District Administrator will review a potential step adjustment request.
3. District Administrator Review: The District Administrator reviews the recommendation and supporting documentation from the certified staff member and the supervisor. They may gather additional information as needed.
4. District Administrator Decision: The District Administrator makes a determination based on the evidence presented and the established criteria. Within the authority granted to the District Administrator by the Board, all adjustment request decisions are final and not subject to appeal.
5. Certified Staff Member Notification: The staff member will be notified in writing of the District Administrator's decision, including the reason for the adjustment (or lack thereof).
6. Board Notification: The District Administrator will inform the Board whenever a step adjustment is made, including the rationale for the adjustments.

Parameters for Adjustment

1. Step adjustments are limited to a maximum of two (2) steps.
2. Adjustments will be based on documented evidence aligned with the established criteria.
3. The District Administrator will consider the financial implications of step adjustments within the district's budget.
4. The overall structure and intent of the Career Ladder, as determined by the Board, will be maintained.

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