The Board of Education of Weber School District believes that Employee Career Status is something that must be earned and not merely awarded due to the passage of time. The Board expects that each of its Provisional Employees will demonstrate all of the abilities and qualifications for, and meet the high expectations of their position before being awarded Employee Career Status. Provisional Employees must be recommended in writing for Employee Career Status by their supervisor.

Provisional Employees who have not achieved Employee Career Status in another school district or in another position in Weber School District may not be awarded Employee Career Status until they have completed at least three consecutive years of at least half-time employment. Employees who have achieved Employee Career Status in another school district in Utah or in Weber District in a substantially different position from which the employee is currently employed, may not be awarded Career Status in the employee’s current position until they have completed at least two consecutive years of half-time employment.

During a Provisional Employee's last year of service, the employee's supervisor may initiate the process to recommend Employee Career Status. If the Provisional Employee fulfills all the necessary requirements, and the employee’s supervisor submits a written recommendation to the Human Resources Director, the employee may be awarded Employee Career Status. If the employee does not fulfill all the necessary requirements, the employee's supervisor shall recommend in writing either non-renewal or an additional provisional year of service. An employee’s provisional status may be extended in this manner up to two times If an employee is not recommended for Employee Career Status during the employee's last year of service as a Provisional Employee, the employee's contract with the District shall be non-renewed in writing.

Nothing in this policy shall limit the District's authority or ability to non-renew the contract of a first or second year Provisional Employee or to take any other corrective or disciplinary action consistent with the law and Board policy. In addition, the Board and the Superintendent reserve the right to non-renew an employee even when the employee has received the necessary recommendations.

Approved by the Board 11/1/17