Human Resources
- Educator Mentoring and Student Teachers
- Employee Assistance Program
- Employment Verification
- Family Medical Leave Act
- Forms and Procedures
- Hiring Standards
- Insurance and Benefits
- Licensing
- Payroll
- Salary Schedules
- Salary Supplement for Highly Needed Educators (SHiNE)
- Substitute (ESS) Employees
- TCSD and TEA Negotiated Agreement
- Work Calendars
- ADA Accessible Documents
Educator Mentoring and Student Teachers
Employee Assistance Program
IntermountainHealthcare.org/eap
Your EAP Partner offering free, confidential, and brief counseling to employees and their family members.
The Intermountain Employee Assistance Program is your partner in living a life filled with energy, strength, and vitality. Taking care of your mental health is as essential to your well-being as taking care of your physical health. Rewarding relationships at home and work, effective stress management skills, and learning to thrive with life changes are all goals that EAP can assist employees to achieve.
EAP Services
Counseling: Free, brief counseling for life problems such as conflict at work or with a family member, depression, anxiety, and life stress. Services are available to employees, spouses or partners, and dependent children ages 6-26.
Help for Caregivers: Information, resources, and coaching for employees who are providing assistance to a spouse or relative who is ill, disabled, or needs help with basic activities of daily living. Caregiver services can help identify medical, legal, and financial resources, as well as provide support for the emotional issues of caregiving.
Crisis Services: 24/7 telephone crisis services with a licensed mental health professional.
Legal/Financial Assistance: When legal or financial situations arise, you may need the counsel of an expert. The Intermountain Employee Assistance Program can help connect you with a participating attorney or financial advisor for a free consultation either on the phone or in person.
Contact Intermountain Employee Assistance Program
Call 800-832-7733 From 8 AM to 5 PM MST to schedule an appointment.
A crisis counselor is available by phone 24/7 at the same number.
You can also email at eap@imail.org with non-urgent questions or feedback.
Employment Verification
- For employment verification, please contact Michelle Williams.
- For payroll verification, please contact Daphne Ottoson.
Family Medical Leave Act
FMLA (Family Medical Leave Act) allows an employee to take up to 12 weeks of unpaid protected job leave. Employees who have worked for the District for at least 12 months and who have worked 1250 hours (approximately 24 hours per week) for the District during the previous 12-month period are eligible for FMLA. For help with FMLA, please contact Toni Garn.
Forms and Procedures
Hiring Standards
Hiring Practices
- Position needs are evaluated to help ensure more ideal class sizes.
- Job descriptions are created and re-evaluated as needed to help provide the best candidates.
- Recruitment activities occur at vetted sources for educators.
- Qualifications and references are reviewed for applicability.
- Screening committees are utilized to help select the best candidate for the position.
- Committee applicant selections are approved through the Human Resources department.
- Final employee approval goes through the authority of the Board of Education.
Background Checks
- Background checks through the Bureau of Criminal Identification are performed on each prospective employee, contact employee, and qualifying volunteer prior to employment or service in the district.
- FBI Rap Backs (Record of Arrest and Prosecution Backgrounds )are automatically conducted every five years.
- If someone gets arrested, we are notified.
- These checks are comprehensive and thorough. Important details that are considered include:
- Any convictions, including pleas in abeyance
- Any matters involving a felony
- Any matters alleging sexual or drug offenses
- Offense against the person under Title 76, Chapter 5
- Class A misdemeanor property offense within the prior three years
- Any type of criminal offense, if more than one offense of the same type, within the prior eight years
- Employees must report any arrest, citation, or charge within 48 hours for any of the following alleged offenses:
- Any matters involving:
- Sex offenses, drug offenses, alcohol offenses
- Title 76, Chapter 5
- Any alleged crime of domestic violence
- Vehicle code violations for those who drive as part of their employment
- Any matters involving:
Standard Training Requirements
- Employees are required to complete numerous training courses and have the highest expectations.
- Employees are expected to know and adhere to district policies.
- Employees complete Safe Schools training. Some of these topics include:
- Student data privacy/FERPA
- Fire extinguisher
- PPE and bloodborne pathogens
- Testing ethics
- School finances and fees
- Reporting requirements for student safety
- Policy review, including scope of employment, bullying, abusive conduct, hazing, cyberbullying, and student travel
- Suicide prevention
- Sexual harassment
- Seizures
- Child abuse
- Human trafficking
- Head injuries/concussion
- Student Constitutional Rights
- Employees receive performance evaluations with corrective measures as needed
- Employees found to be in violation of policy/procedure are appropriately disciplined
- Provisional employees not meeting the expectations in other areas can be non-renewed
- Employees receive ongoing training through numerous venues and, in many cases, have the help of fantastic mentors to guide them.
Insurance and Benefits
Licensing
- Utah Educator Licensing Structure
- Become a Licensed Teacher at TCSD
- Alternate Path to Professional Educator License (APPEL)
- Professional License Renewals
- Frequently Asked Questions
Utah Educator Licensing Structure

Licensing Structure
Licensing is like a tree. The License is the trunk, the license area is the branch(es), and endorsements are the leaves. An educator can only hold 1 license, but can have multiple license areas, and many endorsements.
Example: Professionally licensed teacher, in the secondary area, who holds a math endorsement and a science endorsement.
Effective July 1, 2020
The Utah State Board of Education restructured the educator licensing model (Board Rule R2777-301). Below is an outline of the new educator licensing structure, minimum requirements, and terminology.

3 Levels of Educator Licensing
LEA-Specific:
- Educator must establish a USBE-cleared background check and ethics review.
- LEA Board must apply on behalf of educator.
- LEA must create a personalized plan for educator support.
- LEA must post percentage of assignments with educators on LEA-specific license area or endorsement.
Associate License:
- USBE-cleared background check and ethics review.
- Bachelor's degree: completed or enrolled.
- Content knowledge competency: tests, major, or experience.
- Completed USBE pedagogical modules.
Professional License:
- USBE-cleared background check and ethics review.
- Bachelor's degree: completed or enrolled.
- Content knowledge competency: tests, major, or experience.
- Completed university-based or alternate educator preparation program.
14 License Areas of Concentration
- Audiologist
- Career and Technical Education (CTE)
- Deaf Education
- Early Childhood Education
- Elementary Education
- Secondary Education
- Preschool Education
- School Counseling
- School Leadership
- School Psychologist
- School Social Worker
- Special Education
- Speech-Language Pathologist
- Speech-Language Technician
Numerous Endorsements (An Abbreviated List)
- Career and Technical Education (CTE)
- Driver Education
- Dual Language Immersion
- Educational Technology
- English as a Second Language
- English Language Arts
- Fine Arts
- Gifted and Talented
- Health Education
- Instructional Coaching
- Library Media
- Mathematics
- Physical Education
- Reading
- Science
- STEM
- Social Studies
- World Languages
- American Sign Language
- Deaf/Blind
- Deaf and Hard of Hearing
- Mild/Moderate Disabilities
- Severe Disabilities
- Visual Impairments
Become a Licensed Teacher at TCSD
I want to teach in Tooele School District. How do I get a teaching license if I did not graduate with a degree in education?

Master’s Degree with Licensure
Graduate degree that leads to a Utah professional educator license.

University Licensure Program
Post-baccalaureate/post-masters program designed to meet USBE requirements for professional licensure.

Alternate Path to Professional Educator License (APPEL)
Complete USBE licensure requirements with TCSD's APPEL support team.
University Program
Many Utah colleges/universities offer programs that lead to a professional educator license. Find one that’s right for you!
Pros
- Receive a Master's degree along with a professional license.
- May be eligible for pay increase upon completion of program.
- Program progress and completion recognized by all Utah school districts.
Cons
- Initial cost is higher for a Master’s program.
APPEL Program
TCSD requires that you hold a bachelor's degree and be hired as a teacher of record to enroll in APPEL. *CTE teachers may hold a bachelor's degree OR current industry certification.
Pros
- Initial cost is lower due to fewer credits required for licensure.
- May be eligible for pay increase upon completion of APPEL. (credit dependent)
Cons
- USBE licensing through APPEL requirements may change at any time.
- Program progress may not be recognized by another school district or state.
- Does not lead to a university degree.
Alternate Path to Professional Educator License (APPEL)
TCSD’s APPEL Program will provide the experiences, coursework, and support for the educator to earn a professional license in Elementary, Secondary, or CTE areas. Educators teach in the content area while working through the APPEL program.
*Please note: the Special Education license area is
not part of the TCSD APPEL program.
Steps
- Earn an Associate Educator License from the Utah State Board of Ed. (USBE). You must have a minimum of a university bachelor’s degree or industry certification (CTE only) in a specific area to be eligible for an Associate Educator License (AEL).
- Apply and be hired as a teacher of record at a TCSD school. Upload a copy of your AEL in job applications. Explore current job opportunities on our Applitrack site.
- Once you are hired, you will be accepted into TCSD’s APPEL program. After a transcript review, you will have an initial consultation with the APPEL director to review all program expectations and licensure requirements.
- Work for up to 3 years (on AEL) while completing all USBE professional licensure requirements including pedagogy and content competencies, clinical experiences, and assessments.
- Upon completion of all licensing requirements, candidates will be recommended to USBE for professional licensure.
- Continue working in TCSD with a professional license (renew every 5 years).
TCSD Partners with SLCC’s ‘Transition to Teaching’ program as well as SUU APPEL Courses to meet pedagogy course requirements.

For more information
contact Krystal White
kwhite@tooeleschools.org.
Professional License Renewals
Professional licenses expire every 5 years. Licensing renewals can be done as soon as January 1st of the expiration year.
What You Need to Renew
- Renewal Guide
- 100 clock hours of Renewal Activities
- Check your MIDAS account for re-licensure hours
- Professional Learning such as coursework, conferences, district training, mentoring, coaching, institutes, etc.
- Educator Collaboration such as PLCs, data dives/analysis, and team collaboration
- Professional Service such as local/state/national government or association leadership
- Alternate Learning Opportunities
*Note these are actual clock hours spent on activities. The old point system has been retired. If you have college or USBE credits, you translate that into how many clock hours you spent on that activity or class.
- Complete all checklist items on USIMS.
What If I Had a License, But It Expired Years Ago?
Frequently Asked Questions
-
Most Questions can be answered by visiting USBE’s Licensing webpage.
- What is an associate educator license?
- An associate educator license (AEL) is a temporary license awarded by the Utah State Board of Education. This 3-year temporary license allows a candidate to teach while completing an educator preparation program. Bachelor‘s degree is required for all license areas except CTE.
- Once I have obtained an AEL, what comes next?
- After obtaining an AEL, candidates must complete an educator prep program to become professionally licensed. USBE does not award initial professional licenses without an educator prep program’s recommendation (such as a university program or a district’s APPEL program.) Candidates must complete all professional requirements within 3 years.
- I am in a university educator program, can I start teaching now?
- If you are enrolled in a university program to obtain both a bachelor’s degree and a teaching license, you can begin teaching when all coursework, except student teaching, is complete.
- I have a professional license from another jurisdiction, how do I get a Utah license?
- Out of State and International educators must apply to USBE for a License Equivalency Review
- I want to become a special education teacher, how do I get that license?
- To become a SPED teacher, you must first get an Associate License specifically for SPED. A bachelor’s degree is required and you must be enrolled in an educator prep program through USBE or a university. It is illegal for TCSD to employ any educator in a SPED position without a state-issued license (AEL or Professional). This applies to any position that falls under SPED such as preschool SPED, SLT, SLP, Psychologists, etc. You can find the SPED AEL application here.
- What is an endorsement?
- An endorsement is a credential in a specific subject or field. An educator can apply for as many endorsements as they like. Secondary teachers must have at least 1 endorsement and are only qualified to teach the subjects in which they hold an endorsement. The Elementary license area does not require an endorsement. However, there are several they can add to specialize their license as well.
- How do I get my fingerprints and background check done... do I have to?
- TCSD offers fingerprinting for educators and volunteers. Please call and set an appointment 435-833-1900. Fees may apply. Background checks done by other employers or state/federal agencies cannot be shared with USBE and may not meet USBE requirements.
- I hold a teaching license in elementary, can I teach secondary?
-
Professionally licensed teachers can add an area (such as secondary) to their license by working with their APPEL director to earn the appropriate endorsement and demonstrate competency in that area.
-
- Additional Links:
MIDAS
CACTUS
USIMS
USBE Frequently Asked Questions
License Renewals
Payroll
Salary Schedules
Salary Supplement for Highly Needed Educators (SHiNE)
Background:
In the 2024 General Session, SB 173 created the Salary Supplement for Highly Needed Educators (SHiNE) program. The intent of SHiNE is to attract and retain highly qualified educators in teaching assignments that present recruitment or retention challenges for the district. Governance of the SHiNE program is outlined in TCSD Policy 4043.
The TCSD School Board has identified the following positions as qualifying assignments for the Teacher Supplement Salary Program (SHiNE).
|
High Needs Area Identified by the Board for SY26-28 |
Qualifying Assignments Identified by the Board for SY26-28 |
|
Special Education |
Severe, Mild/Mod, or SLP |
Eligibility:
To be eligible for the SHiNE program, a teacher must satisfy all the requirements listed below.
- Employed by Tooele County School District
- Teaching assignment posted in the state information is one of the identified qualifying assignments
- Holds a current USBE professional license and professional endorsement or holds an associate license and/or associate endorsement for the identified qualifying assignment. NOTE: LEA specific licenses and endorsements do not qualify for SHINE
- Has not received an unsatisfactory rating (Level 1) on one of their three most recent evaluations.
Guaranteed Allocation:
|
Licensing |
% of time teaching in qualifying assignments |
Guaranteed Allocation |
|
Holds a professional license and endorsement for a qualifying assignment |
80% to 100% |
$1000 |
|
51% to 79% |
$750 |
|
|
50% or less |
$500 |
|
|
Hold an associate license and/or associate endorsement for a qualifying assignment |
80% to 100% |
$500 |
|
51% to 79% |
$375 |
|
|
50% or less |
$250 |
Remaining funds from the district’s SHiNE allocation for the year will be distributed to qualified applicants based on the % of time teaching in qualifying assignments and credential status.
Formula for remaining funds:
(Remaining funds)/(number of applicants)* (% of FTE multiplier)
|
Licensing |
% of time teaching in qualifying assignments |
FTE Multiplier |
|
Holds a professional license and endorsement for a qualifying assignment |
80% to 100% |
1.0 |
|
51% to 79% |
0.80 |
|
|
50% or less |
0.50 |
|
|
Hold an associate license and/or associate endorsement for a qualifying assignment |
80% to 100% |
0.50 |
|
51% to 79% |
0.40 |
|
|
50% or less |
0.25 |
*In the event the program receives a higher number of qualifying applicants that exceeds the district’s allocation of the Salary Supplement for Highly Needed Educators Account balance or receives a reduced allocation from the state board, TCSD may reduce all awards by the same ratio and proportion.
HR will identify and notify teachers who qualify for SHiNE no later than September 30 of each year.
Policy 4043, Salary Supplement for Highly Needed Educators (SHiNE) will be updated annually, and any changes made will be highlighted on this site. Qualifying assignments are updated by the board every three years.
Procedure to Appeal:
A teacher who does not receive a notice of eligibility by September 30 or disagrees with their identified % of FTE in a qualifying assignment may appeal in writing.
The appeal must clearly explain:
- The reasons why the teacher believes the eligibility determination was incorrect
- Why the teacher’s assignment should be considered substantially equivalent to a high-needs area (if applicable)
- Include any relevant supporting documentation, such as transcripts or detailed job descriptions.
All appeals need to be received by the HR department by October 5.
The Board of Education will evaluate the appeal in a closed meeting to determine if the initial denial was erroneous. The board will notify the teacher and the HR director of its decision and the grounds for the determination. The Board's decision on the appeal is final.
If you have any questions about the SHiNE program, please contact the HR department.
Substitute (ESS) Employees
Contact Amy Spivey.
TCSD and TEA Negotiated Agreement
Work Calendars
ADA Accessible Documents
Human Resources Staff



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