Getting Involved





Getting Involved

Table of Contents

Policy 400.06 – Hiring Personnel



Board Policy

  1. The Board of Education recognizes the personnel of Canyons School District constitute the most important resource for delivering a high-quality education to students. The Board of Education also recognizes that every employee can make important contributions to student learning. The Board therefore strives to employ the most qualified personnel to fill each position, and directs the Superintendent to see that recruitment, screening, and selection of employees is orderly and consistent across the District.  
  2. Canyons School District is an Equal Opportunity Employer and will provide and safeguard the opportunity for all persons to seek, obtain, hold and advance in employment within the District without discrimination. The Board shall: consider applicants on an equal basis; publicize the District’s commitment to provide equal opportunity employment; review the status of equal opportunity employment, and ensure all persons are given full opportunity and access to compete for available employment opportunities.
  3. In the recruitment, screening, and selection of employees, Canyons School District does not discriminate on the basis of age, color, disability, gender, gender identity, national origin, pregnancy, race, religion, sexual orientation, or veteran status as defined by applicable state law and federal law.
  4. Nepotism is prohibited in matters of employment in accordance with state law. In prohibiting nepotism, the goal is to avoid creating circumstances in which the appearance or possibility of favoritism, conflicts of interest, or management disruptions exist. 
  5. The Board of Education delegates to the Superintendent and/or designee the authority to recruit, screen, hire, and terminate subject to ratification by the Board.



Nepotism is Prohibited - 400.06-1

  1. Prohibition on hiring a relative:
    1. No one with supervisory responsibility shall be involved in the appointment or hiring process of any relative.
      1. For purposes of this section, “relative” means a family member including parent, grandparent, spouse, child, sibling, uncle, aunt, nephew, niece, first cousin or any corresponding in-law, step, adoptive relative, or anyone residing on a permanent basis in the supervisor’s home.
    2. No employee shall be directly supervised or evaluated by a relative. Relatives as described in 1.1.1 should not be employed under the same immediate supervisor whenever possible.   
    3. The hiring of relatives is also prohibited if it results in the conflict of interest with vendors of the District.
    4. Hiring practices for designated part-time positions (e.g., sweepers) at schools shall adhere to provision 1 except that recruitment, screening and interviewing may be initiated and completed at local schools or departments.
  2. Request for Exceptions:
    1. Written requests for exceptions must be submitted to the superintendent or designee (Director of Human Resources) for review and approval prior to any offer of employment.
    2. Task assignments of short duration (generally less than sixty (60) working days) may be exempt from these guidelines.
  3. Prohibition on Reciprocal Hiring Arrangements:
    1. No district employee will evade Board Policy and administrative regulations by making reciprocal arrangements to hire a relative of an employee in a different department or school.



Delegation to Human Resources Department - 400.06-2

  1. All hiring in the District is contingent upon ratification by the Board.
  2. The Human Resources Department or designee is delegated authority to maintain a system of personnel accounting to determine personnel needs and recruit, screen, transfer, and recommend employees for hire.





Document History

Revised – 10.1.2019.  Policy – 400.06 – The Hiring Personnel Policy was updated to allow the Director of Human Resources to transfer employees subject to administrative

Adopted – 2.21.2017.   Policy – 400.06 – The New Policy—Hiring Personnel and Exhibit (Human Resources Hiring Procedures)  was adopted to consolidate four District’s hiring policies into one policy and allow the District to hire within the parameters of federal and state equal opportunity employer and anti-discrimination laws and adjust staffing procedures as appropriate. 


This online presentation is an electronic representation of the Canyons School District’s currently adopted policy manual. It does not reflect updating activities in progress. The official, authoritative manual is available for inspection in the office of the Superintendent located at 9361 South 300 East Sandy, UT 84070.

Board Meeting Schedule

PUBLIC NOTICE is hereby given that the Board of Education for Canyons School District will hold a regular study session and public business meeting at the Canyons District Office building, 9361 S. 300 E., Sandy, UT each month unless otherwise posted. The Board may determine to conduct some business during a study session. All business meetings will begin at 7:00 p.m. unless changed by the Board and appropriately posted for the public.

Please note that ALL DATES, TIMES and LOCATIONS listed on this scheduled are TENTATIVE and are subject to change at any time.  Please check this schedule often to be informed of any changes.

Unless otherwise specified, all meetings in the schedule below will take place as the Canyons District Office located at 9361 S. 300 E. in Sandy, Utah.

District Leaders

Dr. Rick Robins


Dr. Rick L. Robins is the superintendent of Canyons School District. Dr. Robins, who was selected by the Canyons Board of Education after a national search, brings 24 years of experience as an educator to his role as the chief executive officer of Utah’s fifth-largest school district. Prior to joining Canyons, Dr. Robins, who earned an Ed.D. from the University of Las Vegas, for six years was Superintendent of the Juab School District, based in Nephi, Utah. While there, Dr. Robins, who also was the Juab High School Principal from 2009-2013, helped oversee efforts to improve the district’s graduation rate to 97 percent, a double-digit increase over a 10-year period. Other innovations he led in Juab included a partnership with Arizona State University for blended-learning opportunities; the launch of a districtwide competency-based personalized learning model driven by a 1:1 technology initiative and standards-based reporting system; and the construction of the STEM-focused West Campus Innovations Center, funded largely through private and corporate sponsorships. Dr. Robins began his career as a history teacher at Copper Hills High in the Jordan School District and has worked as an assistant principal and principal in the Alpine, Nebo and Juab school districts. He was the 2012 Utah High School Principal of the Year for the Utah Association of Secondary School Principals, and in 2014 earned the Lexington Institute Superintendent Fellowship Award presented to innovative superintendents across the country. Dr. Robins was starting quarterback for the football team at Southern Utah University Thunderbirds from 1991-1995, and in 2013 was inducted into SUU’s Athletic Hall of Fame. He has four children and one grandchild.

Leon Wilcox

Business Administrator and CFO

Leon Wilcox is a seasoned professional with 20 years of governmental accounting experience, with an emphasis on financial reporting, budgeting, and auditing. As Canyons District’ Director of Accounting from 2009-2013, Wilcox was intricately involved with the 2009 division of $1.5 billion in assets of the former Jordan School District, and was responsible for establishing Canyons’ original and subsequent budgets. Wilcox, a certified public accountant who earned bachelor’s and master’s degrees in accounting from Utah State University, also has worked nine years in the Granite School District and six years in the State Auditor’s Office.

Supervises:  Accounting and Budget Services, Facilities and Maintenance, Insurance, New Construction Budget, Nutrition Services, Purchasing, Payroll

Dr. Robert M. Dowdle

Assistant Superintendent for Curriculum and School Performance

Robert Dowdle has a Doctor of Education degree with an emphasis in Educational Leadership and Policy from the University of Utah, and more than 31 years of experience as a teacher and educational leader. He began his career at Mount Jordan Middle School, where he taught Earth Science, English and Social Studies. He later taught Advanced Placement Economics, U.S. History and World History at Bingham High School, and served as Principal of Jordan High School and Assistant Principal for Alta High School and Brighton High School. Dowdle has served in the District office for 11 years as Assistant Superintendent. This role has included various leadership responsibilities, including Chief of Staff and Chief Operating Officer. Dr. Dowdle currently serves as the Assistant Superintendent for Curriculum and School Performance.

Lucie Chamberlain

Alta View Elementary

If a movie about super teachers were ever made, Lucie Chamberlain would be a prime candidate for a leading role. Fortunately for her kindergarten students at Alta View Elementary, she already thrives in a supporting role for them. Parents thank her for being a “super teacher.” She is also described as an “amazing colleague.” Whether students need help in the classroom or from home while sick, Lucie goes above and beyond to help them learn, overcome fears, and feel important and cared for. Lucie is the reason a number of kids went from hating school to loving it, according to parents. The way she exudes patience, sweetness, positive energy, and love for her students with special needs melts is appreciated and admired. One parent noted: “Both my kids wish she could be their teacher forever.” Another added:  “She treats every student like their learning and their feelings are her priority.” Super teacher, indeed!

Specialty Schools

High Schools

Elementary Schools

Middle Schools

Americans with Disabilities Act (ADA) Statement

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