Getting Involved





Getting Involved

Table of Contents

Policy 410.07 – Salary Guidelines



Board Policy

  1. The Board of Education directs the District Administration to meet with representatives of the employee­­­ agent group in salary negotiation to establish salary schedules.
  2. It is also the policy of the Board to pay wages and salaries that shall enable the District to secure and retain qualified licensed employees.
  3. The Board delegates to the District Administration the responsibility for implementing the salary policy.



Salary Guidelines - 410.07-1

  1. Date of Payments:
    All licensed employees shall receive two salary payments each month, totaling twenty-four (24) payments per contract year, one on the 15th and the other on the last day of the month.   If the 15th or the last day of the month falls on a weekend or on a holiday, payday will be the preceding financial banking day of the month.
    1. Newly hired licensed employees who begin their employment on the first day of the new contract year, will have their contract disbursed over twenty-five (25) pay periods (25S pay frequency) for their first year of employment and then transitioned to twenty-four (24) pay periods (24S pay frequency) the following year. The first payment will be the last day of August, however, if this day falls on a weekend, payday will be the preceding financial banking day of the month.
    2. Newly hired licensed employees who begin their employment after the first day of the new contract year, will have their contract disbursed over twenty-four (24) pay periods (24S pay frequency) as explained above.
  2. Salary Rates:
    District  licensed employees shall be compensated at rates agreed upon through negotiations and published in the salary schedules for each licensed group of employees.  The actual employee’s salary shall be a factor of his/her percent of contract and placement on the salary schedule.
  3. Deductions:
    All approved deductions, other than those legally required, shall be made only upon the written request of the employee.
  4. Basic Salary Schedule:
    A basic salary schedule shall be established for licensed employees.  The schedule shall be based upon consideration of contract teaching experience in an accredited school and upon continued education (See, Section 9).
  5. Differential Allowance:
    Differential allowance may be paid to licensed employees with special assignments.
  6. Salary Placement:
    1. To determine a licensed employee’s initial salary placement:
      1. Identify the licensed employee’s “Education Enhancement” Increment Level
      2. Add previous contracted licensed work experience from an accredited school system, up to fifteen years, each year equating to an Increment Level
        1. No more than one (1) year service credit is awarded for a single school year
        2. One (1) year service credit is awarded for each year if the employee worked one-half or more of an accredited school system’s contracted days in a single school year and at least 50% FTE
        3. Licensed employee’s experience in Canyons District receives full credit
        4. Licensed employees who have retired with the Utah Retirement System (URS) may receive up to fifteen (15) Increment Levels for experience
      3. Add one (1) Increment Level
  7. Education Enhancement:
    1. To determine the licensed employee’s “Education Enhancement” Increment Level:
      1. Identify the licensed employee’s degree attainment from an accredited university:
        • Bachelor’s Degree,  n/a
        • Bachelor’s Degree + 20 semester hours, +1 Increment Level
        • Bachelor’s Degree + 40 semester hours, +1 Increment Level
        • Bachelor’s Degree + 60 semester hours, +1 Increment Level
        • Master’s Degree (Total of 6 Increment Levels), +3 Increment Levels
        • Master’s Degree + 20 semester hours, +1 Increment Level
        • Master’s Degree + 40 semester hours, +1 Increment Level
        • Master’s Degree + 60 semester hours, +1 Increment Level
        • Doctorate Degree (Total of 12 Increment Levels), +3 Increment Levels
        • Example: A newly hired licensed employee with a Master’s Degree +20 semester hours and four years of experience would be placed on Increment Level  twelve (12), contingent upon verification of education and experience.
  8. The Director of Human Resources and Chief Financial Officer are allowed to make exceptions for difficult to fill positions.
  9. Military Experience:
    No Increment Level shall be granted to any employee for military experience except for previous employees who have left the District to enter the military service.  These employees shall be granted benefits required under the reemployment rights provision of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).
  10. Submission of Evidence:
    1. It shall be the responsibility of the employees to submit to the Human Resources Department documented evidence which they wish to have considered in determining their initial placement on the salary schedule or for education enhancement.
    2. For new employees to the District, the following will be accepted for education enhancement:
      1. University credits beyond the original license and Bachelor’s degree
      2. USBE credit earned after July 2005
      3. USBE credit earned prior to July 2005, if approved by the Local Professional Improvement Committee (LPIC)
      4. Other educational credit approved by LPIC
    3. For current licensed employees to the District, the following will be accepted for Education Enhancement:
      1. Credit earned from an accredited university,
      2. USBE approved credit, District approved credit, and
      3. LPIC approved in-service credit. These hours will be granted in accordance with Policy—400.12—Local Professional Improvement Committee.
    4. Education Enhancement Increment Level(s) changes shall be awarded when the Human Resources Department receives a completed Application for Education Enhancement Change form and proof of eligibility in the form of an official transcript.   Proof of eligibility must be submitted prior to the last working day  of the month to be effective on the 1st of the following month.   Proof of eligibility received after April 15th will be reflected on the next school years contract.







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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