1. Stipends and supplemental earnings are payments made to employees in addition to their standard base pay. All non-district employees who receive stipends for extracurricular duties are considered volunteers. Stipends and supplemental earnings are not guaranteed earnings and may be decreased or eliminated at any time.
1.1. On occasion, there is a need to compensate employees for performing duties beyond their regular assignment. There are several categories for extra duty-pay including incentive, time, and responsibility.
1.1.1. Extra compensation includes pay for extra services, bonuses, and incentive compensation. All extra compensation payments for staff require review and approval before they are communicated to the staff member. Extra compensation is not part of the staff member’s base rate of pay; it is supplemental to their base pay.
1.1.2. Extra pay may be awarded for the completion of work that is outside the scope of the staff member’s job classified and/or outside of the traditional workday. Stipends will be approved by the accounting department and according to the district stipend schedule.
1.2. One-time salary adjustment (bonuses) are special lump-sum payments made to staff members. A one-time bonus may be as a result of legislation, negotiated agreement, or paid upon Board approval.
1.3. Certified employees do not acquire an expectation of continued employment or career status in the extra-duty portion of any contract. For purpose of this policy, extra-duty means an appointment which is in addition to the regular school day assignment such as an assignment for coaching or directing athletics, choirs, bands, orchestras, debate programs, drama, dance and similar extracurricular activities. The district retains the right to terminate extra-duty appointments and the pay for such extra-duty appointments within its sole discretion at any time.
1.4. All extra duties performed must be authorized directly by the school principal.
Utah Code R277-107 Educational Services Outside of Educator’s Regular Employment
2. Highly Needed Educator Salary Supplement
[Note that Utah Code § 53F-2-504(2) requires each LEA to create a policy for administration of the Highly Needed Educators program which identifies the high-need areas, determines the amount of the supplement, establishes the qualification process, and establishes an appeal process for a teacher who is determined not to qualify. The statute also requires that the LEA update the policy annually and provide notice to teachers. This model policy provides a framework for the required policy but will require completion by each district. The statute takes effect beginning on July 1, 2025.]
3. Definitions
3.1. In this policy:
3.1.1. “High-needs area” means a teaching assignment that has been designated by the Board of Education as challenging for the District to fill or to retain educators in. The District’s high-needs areas for the current school year and the amount of supplement for each area are as listed in Exhibit A of this Policy.
3.1.2. “Qualifying assignment” means an assignment to a high-needs area or which is substantially equivalent to such an assignment.
3.1.3. “Eligible teacher” means a teacher who has a qualifying assignment, has satisfied the requirements of this Policy to demonstrate assignment to a high-needs area and a qualifying teaching background, and is either a new employee of the District or has not received any unsatisfactory ratings on the teacher’s three most recent evaluations.
Utah Code § 53F-2-504(1) (2024)
4. Determining Eligibility for Salary Supplement
4.1. To demonstrate eligibility for the salary supplement, the teacher shall submit documentation showing that the teacher:
4.1.1. Is assigned to one or more of the high-needs areas designated by the Board of Education for the school year or that the teacher’s assignment is substantially equivalent to a designated high-needs area;
4.1.2. Has a qualifying teaching background for the high-needs area, as shown by education transcripts or other documentation; and
4.1.3. Is either a new employee of the District or has not had any unsatisfactory ratings on the teacher’s three most recent evaluations.
Utah Code § 53F-2-504(1)(a), (2)(a)(iii)(B) (2024)
4.1.3.1 The documentation must be submitted by April 30th. The Superintendent or designee shall review the documentation provided by the teacher seeking the salary supplement and determine if the requirements have been satisfied, including verifying the teacher’s teaching background. The Superintendent or designee shall promptly inform the teacher of the determination. Once all timely requests have been evaluated, the Superintendent or designee shall certify a list of the teachers who are eligible for the salary supplement.
Utah Code § 53F-2-504(2)(a)(iv), (v) (2024)
5. Appeal of Application Denial
5.1. A teacher whose application for the salary supplement has been denied may appeal that determination to the Board of Education. The appeal shall be in writing and submitted within 30 days of the notice that the application has been denied. The appeal shall explain why the teacher asserts the denial was incorrect (including as applicable why the teacher’s assignment is substantially equivalent to a high-needs area) and shall include any appropriate supporting documentation. The Board of Education shall evaluate the appeal in a closed meeting of the Board and determine if the denial was erroneous and notify the teacher and administration of the determination and the grounds for the determination.
Utah Code § 53F-2-504(2)(a)(iii) (2024)
6. Nature of the Salary Supplement
6.1. The salary supplement is considered part of the teacher’s base pay, subject to the teacher’s continuing qualification as an eligible teacher each year, semester, or quarter (as applicable). The amount of the supplement the teacher receives shall be the amount of the supplement established by the Board of Education plus the amount of any employer-paid benefits that the teacher would be entitled to for a corresponding increase in salary.
Utah Code § 53F-2-504(4), (5) (2024)
7. Exhibit A
7.1. To qualify for the standard Highly Needed Educator Salary Supplement bonus, an educator must meet at least three of the following requirements:
7.1.1. Hold a current Utah Educator License with the appropriate license area and endorsements and
7.1.2. Degree major in the specific subject area, or
7.1.3. 10 years teaching in Utah in the specific area, and
7.1.4. Qualifying classroom assignment in a Utah K-12 Public school.
7.1.4.1. "Qualifying educational background" means:
(i) for a teacher who is assigned a secondary school level mathematics course:
(A) a bachelor's degree major, master's degree, or doctoral degree in mathematics;or
(B) a bachelor's degree major, master's degree, or doctoral degree that has course
requirements that are substantially equivalent to the course requirements for a
bachelor's degree major, master's degree, or doctoral degree in mathematics;
(ii) for a teacher who is assigned a grade 7 or 8 integrated science course, chemistry course,
or physics course:
(A) a bachelor's degree major, master's degree, or doctoral degree in a field of
science*; or
(B) a bachelor's degree major, master's degree, or doctoral degree that has course
requirements that are substantially equivalent to the course requirements of those
required for a bachelor's degree major, master's degree, or doctoral degree in a
field of science;
(iii) for a teacher who is assigned a computer science course:
(A) a bachelor's degree major, master's degree, or doctoral degree in a field of
computer science; or
(B) a bachelor's degree major, master's degree, or doctoral degree that has course
requirements that are substantially equivalent to the course requirements of those
Approved: 10/09/2019
Revised: 02/12/25