PROCEDURE FOR THE AWARDING OF MANAGEMENT ALLOWANCES IN CATHOLIC MAINTAINED SCHOOLS

Transcription

1 PROCEDURE FOR THE AWARDING OF MANAGEMENT ALLOWANCES IN CATHOLIC MAINTAINED SCHOOLS

2 CONTENTS Scope and Principles of the Scheme Methods of Awarding Management Allowances Upgrading an Existing Post Internal Trawl External Advertisement Purpose and Constitution of Promotion Panel Participation of the Teacher Governor Withdrawal from Promotion Panels The Selection Process Post Interview Administration Appeal Process Appendices Page

3 The Council for Catholic Maintained Schools (hereinafter referred to as the Council), whilst recognising the awarding of management allowances is the responsibility of the Board of Governors, requires all schools to implement the following procedure when making such awards. 3

4 1.0 SCOPE AND PRINCIPLES OF THE PROCEDURE The Board of Governors and the Council is committed to ensuring that all applicants for selection will be afforded equality of opportunity, and that there should be no unlawful discrimination either direct or indirect against any person. The allocation of posts of responsibility should be based solely on merit and suitability for the post. The sole objective of this procedure is to ensure that management allowances are allocated in an equitable manner, to the person who is identified as the most suitable person based on the criteria detailed in the personnel specification. Management allowances may be awarded to a teacher who 'undertakes specified responsibilities beyond those common to the majority of teachers'. This procedure relates to such awards and is not applicable to awards for either experience, excellence, the teaching of pupils with special educational needs, recruitment or retention. The management allowances within the school and the duties attached should be specified in the management structure accompanying the school salary policy. Both should be issued to all staff for consultation on an annual basis in line with the advice issued to Boards of Governors on Salary Policy. 2.0 METHODS OF AWARDING POSTS OF RESPONSIBILITY 2.1 There are three methods which may be used by a Board of Governors to award management allowances within a school. In deciding which of the methods should be used the Board of Governors should be guided by the Principal within the context of the current salary policy. (a) (b) (c) Upgrading the management allowance attached to existing duties Internal Trawl External advertisement 4

5 3.0 UPGRADING THE MANAGEMENT ALLOWANCE ATTACHED TO EXISTING DUTIES This method should only be used where, as a result of a change in the duties and responsibilities to be performed, there is an increase in the scope and/or nature of responsibility. The changes relate directly to duties and responsibilities currently performed by the teacher, and for which that teacher is in receipt of a management allowance.. The Board of Governors may decide to upgrade the management allowance on a temporary basis where the additional duties and responsibilities undertaken will not be a permanent feature of the post. Where a Board of Governors determines that the needs of the school are best met by upgrading an existing management allowance the following process should be implemented. A Notice of Intent should be displayed on the staff notice board and also sent to all permanent teachers absent from the school or on a career break. The Notice of Intent should indicate: a) the management allowance which the Board of Governors intends upgrading; b) the reason for upgrading; c) the duties and responsibilities to be performed; d) the level of the management allowance to be awarded; e) the duration of the award if temporary in nature; f) the date by which any consultation period should be completed (minimum of 5 working days from date of notification) if the upgrading has not previously been identified in the proposed structure within the school's salary policy. If representations are made in response to the Notice of Intent, they should be considered by the Board of Governors or a sub-committee thereof and a response made before proceeding. The response should include written reasons for the decision taken. 5

6 4.0 INTERNAL TRAWL 4.1 PERMANENT AWARD OF MANAGEMENT ALLOWANCES Where the Board of Governors decides that a management allowance should be awarded on a permanent basis the allowance must be subjected to an internal trawl, or in appropriate circumstances, external advertisement.(see section 5.0). 4.2 TEMPORARY AWARD OF MANAGEMENT ALLOWANCES The Board of Governors may determine that there is a need to allocate a management allowance on a temporary basis; This need may arise for a number of reasons including: - the absence of the permanent allowance holder due to e.g. illness, maternity leave, career break, leave of absence. - the creation of an additional temporary allowance in order to carry out a particular tasks or function In arriving at a decision on whether a temporary allowance should be trawled internally, the Board of Governors should consider the projected duration of the allowance, the needs of the school. In all decisions due consideration should be given to the promotion of equality of opportunity within the school Where a management allowance becomes vacant on a temporary basis it should normally be trawled. In particular circumstances, the Board of Governors may consider, based on the needs of the school, awarding the allowance without competition. In such circumstances, the Board of Governors is strongly encouraged to seek advice from the Council. Where the Board of Governors determines that the duration of the temporary award is anticipated to be one academic year or longer the allowance should be trawled Should the Board of Governors after consulting with the Council, decide to make an award without an internal trawl, a notice of intent should be displayed on the staff notice board and also sent to all permanent teachers absent from the school. 6

7 The Notice of Intent should indicate: a) b) c) d) e) f) the management allowance to which the Board of Governors intends to allocate on a temporary basis; the reasons for the decision not to internally trawl the allowance; the duties and responsibilities to be performed; the level of the allowance to be awarded; the anticipated duration of the award; the date by which any consultation period should be completed (minimum of 5 working days from date of notification) If representations are made in response to the Notice of Intent, they should be considered and a response made before proceeding. 4.3 INTERNAL TRAWL PROCEDURE Where the Board of Governors decides that the management allowance should be allocated on a permanent or temporary basis by competition within the existing staff, the following process should be implemented. The Board of Governors should prepare a job description and a personnel specification. In relation to the participation of the teacher governor, the provisions of paragraph 7.1 shall apply. The Board of Governors should invite applications from existing teachers, including those absent from the school. The following information should be provided: (a) (b) (c) (d) (e) (f) the summary of the main duties and responsibilities (job description); the level of the allowance to be awarded; where necessary, the short listing criteria to be applied; any limitations imposed by the school salary policy; if temporary, the duration of the award; the closing date for receipt of applications. Applications should be made on the approved application form. 7

8 5.0 EXTERNAL ADVERTISEMENT On occasions, it is recognised that the curricular and/or professional needs of the school may result in the Board of Governors deciding to externally advertise a vacant or newly created management allowance. Should the Board of Governors decide to implement this method, the appointment would be dealt with in accordance with the Scheme for the Appointment of Teachers. 6.0 PURPOSE AND CONSTITUTION OF PROMOTION PANEL (a) A Board of Governors when considering the allocating of management allowances through an internal trawl must establish a Promotion Panel, with full delegated authority to apply the procedure and select the most suitable person who meets the criteria for the allowance. A Promotion Panel, once established, cannot be added to or changed. After the commencement of the selection procedure a vacancy on the panel does not invalidate the procedure but it is subject to a quorum of three voting members. In the event of a panel member being unable to participate in each stage of the selection process, he/she must withdraw from the panel. The membership of a Promotion Panel is set out below. Where practicable panels should reflect the interests represented on the Board of Governors and an appropriate gender balance. Voting Members Four members of the Board of Governors, including the Chairperson or nominee appointed by that Board of Governors. NB Co-opted members of the Board of Governors shall not be members of Promotion Panels. 8

9 (b) (i) Non-voting Members The Principal or a designated Vice-principal shall be required to participate as a panel member without voting rights on all promotion panels unless the requirements set out in section 8.1 and 8.2 below prevent him/her from doing so. The Principal/Vice-principal shall be required to assess and mark candidates and make his/her ranking of candidates known to the voting members. (ii) The Board of Governors and/or the Council in consultation with the Board of Governors may decide to engage an assessor to assist in the process. The assessor may be a senior teacher from the school who has specialist knowledge or expertise or an external assessor. See Appendix 1 for assessor's role. (c) The Chief Executive of the Council may nominate an Officer of the Council to participate in the process, in an advisory and monitoring capacity. 7.0 PARTICIPATION OF THE TEACHER GOVERNOR 7.1 Participation of the Teacher Governor The teacher Governor may not participate in any meeting of the Board of Governors or as a voting member of a promotions panel in the following circumstances; Where a meeting or panel is considering: (i) his/her transfer; (ii) the award of a management allowance or transfer relating to any allowance equal to or senior in grade to his/her own; (iii) the appointment of a successor to him/her. 9

10 8.0 WITHDRAWAL FROM PROMOTION PANEL 8.1 Anyone involved in the process, whether as a panel member, assessor, or officer of the employing authority who has a relevant family relationship to any of the applicants, must disclose the fact and shall withdraw from participation in the selection process. For purposes of this paragraph a relevant family relationship shall be deemed to exist between a member of the Promotion Panel and an applicant if they are husband and wife, or living together as husband and wife, or if the applicant, or the husband or wife or co-habitee of the applicant is the (i) (ii) (iii) (iv) (v) (vi) (vii) (viii) (ix) parent grandparent grandson/granddaughter son/daughter sister/brother aunt/uncle of the member, or of the husband or wife of the member first cousin niece/nephew or all equivalent step relationships. Where a member of a panel has any pecuniary interests whether direct or indirect, then that member shall disclose the nature of interest, and shall not preside over or take any part in the selection process, but shall withdraw from the Promotion Panel. Canvassing by or on behalf of applicants (with the knowledge of the applicant) shall result in the automatic disqualification of the candidate concerned. 9.0 THE SELECTION PROCESS 9.1 INITIAL MEETING OF PROMOTION PANEL Following the closing date for receipt of applications, the Promotion Panel shall convene a meeting at which the following administrative tasks should be completed: (a) develop a marking range and allocating maximum marks to the factors within the Personnel Specification; 10

11 (b) (c) determine, if necessary, the range of short listing criteria which may be applied. Short listing criteria shall be stipulated in the internal trawl notice and only after the short listing criteria have been agreed and recorded shall the application forms be considered and the criteria applied. Only those applicants who fulfil the agreed criteria shall be invited for interview; the panel shall ensure that questions are developed prior to interview which will measure the criteria stipulated in the personnel specification which is based on the job description. 9.2 ARRANGEMENTS FOR INTERVIEW The Promotion Panel shall complete the following administrative tasks: (a) (b) (c) inform in writing those applicants who have not been selected for interview; and invite those applicants short listed to attend for interview; request a written reference from the principal or immediate line manager. There is no restriction on either providing such a reference. THE INTERVIEW Prior to the commencement of the interviews the Chairperson shall ensure that each member of the promotion panel is provided with a copy of the selection documentation including application forms, personnel specification, job description, assessment sheets, references and the agreed core questions. The Chairperson of the panel shall ensure that a record of the core questions is retained with the other recruitment documentation. It will be the responsibility of each voting panel member and the Principal/Viceprincipal to arrive at an independent assessment. This will involve awarding the appropriate marks, ranking, completing and signing an assessment form. The suitability of candidates shall be assessed following consideration of how the candidate met the criteria detailed in the personnel specification. In arriving at its decision the Promotion Panel should consider the following sources of evidence: (a) (b) (c) (d) (e) information contained in the application form; performance at interview or any other selection method used; the reference; Principal/Vice-principal's assessment, marking and ranking; report of assessor (if applicable) Where the assistance of an assessor is sought he/she must be given the opportunity to report on the competence of each candidate and how they did or did not meet the criteria stipulated in the personnel specification. The Chairperson should collate the marks and rank order awarded to each candidate by each voting panel member and the Principal/Vice-principal. Following discussion the Chairperson should endeavour to arrive at a decision on the most suitable candidate. If this is not possible the voting panel members should vote on a 11

12 recommendation(s). The vote shall be by a show of hands. In the event of a tie the Chairperson shall have a second or casting vote. A record of the vote should be made. The recommendation from the Panel may include a list of reserve candidates in order of merit, from which an appointment may be made should the successful candidate decline the offer or the same allowance become vacant or re-occur within a period of three months from the date of interview. N.B. Only candidates considered suitable should be included on the reserve list It shall be the responsibility of the Panel Chairperson to record the decision of the Panel on the appropriate form and ensure all documentation including assessment sheets are collected and retained in the school. The documentation will be retained for two years POST INTERVIEW ADMINISTRATION Following the interviews, the Panel Chairperson shall ensure that: 10.1 (a) (b) (c) the successful candidate is informed in writing that he/she has been successful subject to the outcome of any appeal(s) lodged. a subsidiary agreement incorporating all of the main duties and responsibilities attached to the management allowance is prepared and the successful candidate's signature obtained whenever the time period for lodging an appeal has expired or in the event an appeal is lodged whenever the matter is concluded. all other candidates are informed in writing that their applications were unsuccessful The signed Subsidiary Agreement and Form TR 268 together with the documentation relating to the successful teacher shall be forwarded to the Diocesan Office by the Board of Governors. An Officer of Council will countersign and return the original Subsidiary Agreement, retaining a copy and shall forward Form TR268 to Department of Education, Teachers Payments Branch. A copy of the signed subsidiary agreement, job description and other relevant documentation shall be retained by the Board of Governors and the teacher. The Promotion Panel Chairperson should ensure that the decision of the panel is recorded at the next Board of Governor meeting. 12

13 11.0 APPEAL PROCESS (a) (b) (c) Appeals will be considered only where there is a perceived procedural defect in the actions of a Promotion Panel. A candidate who considers that there may be a procedural defect in the action of a Promotion Panel may appeal to the Board of Governors. The appeal must be made in writing stating the procedural grounds within 7 working days of notification of the decision of the Promotion Panel. A sub-committee of the Board of Governors shall be convened excluding the members of the Promotion Panel to consider the appeal. The sub-committee shall undertake the following: inform the Diocesan Education Office that an appeal has been received; determine if the grounds of the appeal comply with the terms of reference of the Appeal Process. If it is determined that they do not the sub-committee should inform the applicant, in writing, normally within 5 working days of the appeal; in the event it is determined that the grounds comply with the terms of reference the applicant shall be invited to attend a meeting of the subcommittee and give evidence The appellant shall be entitled to be represented by a Trade Union representative or by a teaching colleague at the meeting The sub-committee may either: (a) (b) dismiss the appeal or uphold the appeal and prior to making a decision it is recommended that advice and guidance is sought from the Employing Authority. In the event of upholding the appeal, the sub-committee should determine the action to be taken. The outcome of the appeal shall be notified, in writing, to the teacher within 10 working days of the hearing and a copy forwarded to the Diocesan Office. 13

14 APPENDICES Appendix 1 ~ Role of the Assessor in the Selection Process Appendix 2 ~ Application Form for Management Allowance Appendix 3 ~ Professional Reference for Management Allowance - Form MA6 Appendix 4 ~ Short listing Criteria - Form MA4(a) Appendix 5 ~ Short listing Matrix - Form MA4(b) Appendix 6 ~ Applicants Short listed - Form MA4(c) Appendix 7 ~ Voting Panel Members Assessment Matrix - Form MA7(a) Appendix 8 ~ Voting Panel Members Notes on Response to Questions - Form MA7(b) Appendix 9 ~ Assessors Assessment Matrix - Form MA7(c) Appendix 10 ~ Assessors Notes on Response to Questions - Form MA7(d) Appendix 11 ~ Summary of Promotion Panel Marks - Form MA7(e) Appendix 12 ~ Core Questions at Interview and Decision of Promotion Panel - Form MA8 Appendix 13 ~ Draft Letters to Candidates Appendix 14 ~ Subsidiary Agreement Appendix 15 ~ Department of Education Form TR268 14

15 APPENDIX 1 ROLE OF THE ASSESSOR IN THE SELECTION PROCESS

16 ROLE OF THE ASSESSOR IN THE SELECTION PROCESS 1.0 Assessors 1.1 The role of the Assessor is to provide the Promotion Panel with advice and assistance during the Selection Process. That assistance may take the form of the following:- (a) advice on the preparation of the Personnel Specification; (b) advice on the preparation of questions for interview. Questions will be designed to assist the panel to assess candidates against the criteria set out in the Personnel Specification. In any case an Assessor shall:- (c) provide the Promotion Panel with an assessment of each candidate following the completion of all interviews. The assessment will indicate to what extent each candidate met the criteria in the Personnel Specification and will be based on the following sources of evidence: - the application form, - the interview and if appropriate additional selection method used, e.g. a presentation or tabled question - the reference An Assessor should participate fully and remain present throughout all interviews and discussions. Whilst an Assessor is a non-voting member of the Promotion Panel, and should not mark or rank the candidates, he/she is required to make notes on each of the candidates which must be submitted to the Chairperson of the Promotion Panel for retention along with all other documentation.

17 APPENDIX 2 APPLICATION FORM FOR MANAGEMENT ALLOWANCE

18 SCHOOL NAME APPLICATION FORM FOR MANAGMENT ALLOWANCE TITLE & LEVEL OF ALLOWANCE NAME: TRNO: QUALIFICATIONS Degree/Diploma/Certificate etc Grade Obtained Date of Award Subjects Taken TRAINING RELEVANT IN -SERVICE COURSES IN LAST FIVE YEARS From To TEACHING EXPERIENCE (Beginning with current post) School From To Duties

19 DETAILS OF MANAGEMENT ALLOWANCES HELD Title of Post /Allowance Number of Dates Held Main Responsibilities attached Points/ From To Allowance Attached Level of Management Allowance currently held: ADDITIONAL INFORMATION (Please complete in support of your application outlining the specific contribution you could make taking into account the duties specified in the job description. Continue on a separate sheet if necessary REFERENCES A professional reference will be sought from the Principal of the School or alternatively from your immediate line manager. Please provide name of line manager: Completed application forms to be returned to: Closing date for receipt of application forms: Signature of Candidate: Date:

20 APPENDIX 3 PROFESSIONAL REFERENCE FOR MANAGEMENT ALLOWANCE

21 SCHOOL NAME PROFESSIONAL REFERENCE FOR MANAGEMENT ALLOWANCE MA6 Name of Applicant: Allowance Title & Level: Please indicate your assessment of the applicant's qualities by drawing a circle around one of the numbers in each category. 6 - Excellent 5 - Very Good 4 - Above Average 3 - Average 2 - Below Average 1 - Poor Relationship with parents Relationship with pupils Relationship with colleagues Punctuality record Attendance record Planning work Classroom organisation Motivating pupils Class control/discipline Matching work to pupil Monitoring/evaluating work Energy/commitment Attitude to innovation Flexibility Awareness of own strengths/failings Willingness to seek help and support Leadership Skills Management skills Involvement in Curriculum and Staff Development Commitment to Catholic Education Further Comments: (Please use the space below for any comments you feel would be helpful in assessing the applicants suitability for the above management allowance Signed: Date: Position:

22 APPENDIX 4 SHORTLISTING CRITERIA - FORM MA4(a)

23 SCHOOL NAME MA4(a) PROMOTIONS PANEL -SHORTLISTING CRITERIA Allowance Title & Level School: Date of Meeting: Promotion Panel Members - Voting Assessors: (if applicable) 1. Chairperson (i) Promotion Panel Members - Non Voting (ii) In Attendance 1. Criteria for shortlisting: Essential: Desirable:

24 APPENDIX 5 SHORTLISTING MATRIX- FORM MA4(b)

25 SCHOOL NAME PROMOTIONS PANEL - SHORTLISTING MATRIX Allowance Title & Level: School: CRITERIA NAME YES/NO LISTED SHORT- Signed: (Chairperson of Promotion Date COMMENTS MA4(b)

26 APPENDIX 6 APPLICANTS SHORTLISTED- FORM MA4(c)

27 SCHOOL NAME MA4(c) PROMOTIONS PANEL APPLICANTS SHORTLISTED Allowance Title & Level School: THE FOLLOWING APPLICANTS WERE SHORTLISTED: COMMENTS (IF ANY): SIGNED: (Chairperson of Promotion Panel) DATE:

28 APPENDIX 7 VOTING PANEL MEMBERS ASSESSMENT MATRIX - FORM MA7(a)

29 SCHOOL NAME MA7(a) VOTING PANEL MEMBERS ASSESSMENT MATRIX NAME OF APPLICANT: ALLOWANCE TITLE & LEVEL: SCHOOL: FACTOR COMMENTS MARK 1. QUALIFICATIONS/ TRAINING 2. EXPERIENCE/ KNOWLEDGE 3. SKILLS 4. PERSONAL QUALITIES TOTAL MARK: SUMMARY COMMENTS SIGNED: DATE:

30 APPENDIX 8 VOTING PANEL MEMBERS NOTES ON RESPONSE TO QUESTIONS - FORM MA7(b)

31 SCHOOL NAME MA7(b) VOTING PANEL MEMBERS - NOTES ON RESPONSE TO QUESTIONS NAME OF APPLICANT: ALLOWANCE TITLE & LEVEL: SCHOOL: Q1 Q2 Q3 Q4 Q5 Q6 SIGNED: DATE:

32 APPENDIX 9 ASSESSORS ASSESSMENT MATRIX - FORM MA7(c)

33 SCHOOL NAME MA7(c) ASSESSORS ASSESSMENT MATRIX NAME OF APPLICANT: ALLOWANCE TITLE & LEVEL: SCHOOL: FACTOR COMMENTS 1. QUALIFICATIONS/ TRAINING 2. EXPERIENCE/ KNOWLEDGE 3. SKILLS 4. PERSONAL QUALITIES SUMMARY COMMENTS SIGNED: DATE:

34 APPENDIX 10 ASSESSORS NOTES ON RESPONSE TO QUESTIONS - FORM MA7(d)

35 SCHOOL NAME MA7(d) ASSESSORS - NOTES ON RESPONSE TO QUESTIONS NAME OF APPLICANT: ALLOWANCE TITLE & LEVEL: SCHOOL: Q1 Q2 Q3 Q4 Q5 Q6 SIGNED: DATE:

36 APPENDIX 11 SUMMARY OF PROMOTION PANEL MARKS FORM MA7(e)

37 SCHOOL NAME (To be completed before discussion) SUMMARY OF PROMOTION PANEL MARKS Allowance Title & Level: School: NAME OF APPLICANT VOTING PANEL MEMBERS NAME NAME NAME NAME MARK & RANK NON VOTING MEMBERS OVERALL MARK RANK MARK RANK MARK RANK MARK RANK RANK Signed: (Chairperson of Promotion Date N.B. Rank should reflect marks awarded. MARK RANK MA7(e)

38 APPENDIX 12 CORE QUESTIONS AT INTERVIEW - FORM MA8

39 MA8 SCHOOL NAME CORE QUESTIONS AT INTERVIEW AND DECISION OF PROMOTION PANEL Name of School: Allowance Title & Level: Date of Meeting: Promotion Panel Members- Voting Assessors (if applicable) (1) (Chairperson) (i) (2 ) (ii) (3 ) In Attendance (4 ) Promotion Panel Members- Non-Voting (1 ) Core Questions at Interview PTO

40 SCHOOL NAME CORE QUESTIONS AT INTERVIEW AND DECISION OF PROMOTION PANEL Recommended Candidate: Proposer: Seconder: Votes For If applicable, details of reserve candidate(s): 1st Reserve: Votes Against Proposer: Seconder: 2 Reserve: nd Proposer: Seconder: 1 st Reserve Votes For Votes Against 2 nd Reserve Votes For Votes Against Were marks amended following discussion? YES/NO If yes, please give details: (use additional sheets if necessary) Signed Date: (Chairperson of Promotion Panel)

41 APPENDIX 13 DRAFT LETTERS TO CANDIDATES

42 DRAFT LETTERS TO CANDIDATES APPLICANT NOT SHORTLISTED Date: Dear Allowance Title & Level: School: I would like to thank you for your application for the above allowance. I regret to inform you, however, that you have not been selected for interview on this occasion. On behalf of the Board of Governors I would like to assure you that your contribution to the school is, and will continue to be very much valued. Yours sincerely Signed: (On behalf of the Board of Governors) Position:

43 CALL FOR INTERVIEW Date: Dear Allowance Title & Level:: School: I refer to your application for the above allowance and am pleased to invite you for an interview on (date) at (time) in (venue). I should be grateful if you would confirm in writing that you will be attending for interview. If you require any special arrangements to be made for the interview please advise me as soon as possible. Yours sincerely Signed: (On behalf of the Board of Governors) Position:

44 CANDIDATE UNSUCCESSFUL FOLLOWING INTERVIEW Date: Dear Allowance Title & Level:: School: Thank you for your application for the above allowance and for attending the interview. I regret to inform you that you have not been successful on this occasion. On behalf of the Board of Governors I would like to assure you that your contribution to the school is, and will continue to be very much valued. Yours sincerely Signed: (On behalf of the Board of Governors) Position:

45 CANDIDATE SUCCESSFUL FOLLOWING INTERVIEW Date: Dear Allowance Title & Level:: School: I refer to your application and subsequent interview for the above allowance and am pleased to inform you that the promotion panel has recommended that you should be appointed to the management post, subject to the outcome of any appeal(s) lodged. You shall receive confirmation of this offer on the expiry of the time period for appeals to be lodged or where an appeal has been lodged, following the outcome of the appeal and at that time shall be required to complete a Subsidiary Agreement, confirming your acceptance of the allowance. Yours sincerely Signed: (On behalf of the Board of Governors) Position:

46 APPENDIX 14 SUBSIDIARY AGREEMENT

47 SCHOOL NAME TEACHERS' AGREEMENT - SUBSIDIARY AGREEMENT (To be completed in duplicate) School: Allowance Title & Level: In addition to the duties outlined in the Pay and Conditions of Service Agreement, Regulations 1987, No. 267, Reg 5, the Board of Governors of the above school intend to allocated you management allowance for the execution of the duties below. Should you voluntarily relinquish these duties you will, if the Board of Governors so determines, cease to be remunerated on the scale point appropriate to the above appointment. In the event of these duties not being performed satisfactorily the matter may be dealt with in accordance with the Disciplinary Procedure (CCMS Circular 1999/15) or the appropriate competency procedure. The resultant action may include removal of the above management allowances. If you accept these conditions, please indicate your acceptance by signing one copy of this agreement in the space provided and returning it to me. SIGNED: DATE: on behalf of the Board of Governors I agree to undertake these additional duties on the conditions specified above. SIGNED: NAME: DATE: For Diocesan Office Use only Signed: (Senior Management Officer/Management Officer) Date:

48 APPENDIX 15 DE FORM TR268

49 TR 268 TO: DEPARTMENT OF EDUCATION, TEACHERS' PAY & ADMINISTRATION BRANCH, 75 DUKE STREET, LONDONDERRY, BT47 6FP NOTIFICATION OF PLACEMENT/REVISION OF PLACEMENT OF TEACHERS PLEASE REFER TO NOTES OF GUIDANCE BEFORE COMPLETION SCHOOL: TEACHER'S NAME: ROLL NO: TR NO: The Board of Governors have made the following salary determination for the above teacher, in accordance with the current salary regulations: Form TR23 has been forwarded: YES/NO Form TR23 is enclosed: YES/NO PART A MAIN PAY SCALE (Must not exceed 6) UPPER PAY SCALE (Must have passed performance threshold) Please tick the appropriate box M1 M2 U1 U2 M3 M4 U3 M5 M6 EFFECTIVE FROM THE FOLLOWING DATE PART B Management Allowances (1-5) Special Education Needs Allowance (1 or 2) Recruitment/Retention Allowance (1-5) EFFECTIVE FROM THE FOLLOWING DATE IF TEMPORARY, STATE END DATE IF TEMPORARY/ACTING, STATE REASON, NAME AND TR NO OF ABSENT TEACHER PART C SIGNATURE OF PRINCIPAL ON BEHALF OF BOARD OF GOVERNORS DATE *COUNTER SIGNATURE OF EMPLOYING AUTHORITY DATE *To be countersigned by the Employing Authority in respect of a school which does not have a fully delegated budget. To be copied to the Employing Authority in respect of a school which does have a fully delegated budget. OFFICIAL USE ONLY Information actioned by: Information checked by: Name Date Name Date PTO

50 NOTES OF GUIDANCE The following notes are for general guidance only and are not meant to explain in detail the provisions of the Teachers' Pay and Conditions Determination 2002 issued June This form must be completed for each permanent appointment to an assistant teacher post even where the teacher has already been employed in the school in a temporary, substitute or part-time capacity. The points and allowances awarded to a teacher must relate to those categories specified in the Department's notes for guidance. MAIN PAY SCALE QUALIFICATIONS: In accordance with Circular 2002/10, "The previous distinction between newly qualified entrants with and without a second class honours degree or better is discontinued; Point M1 is the minimum starting salary for all newly qualified entrants". EXPERIENCE: The Department of Education will continue to monitor teaching service in Northern Ireland. It is the responsibility of relevant bodies to award points in respect of previous teaching experience and relevant industrial experience. Each teacher will be entitled to receive one (1) point for each academic year unless the relevant body considers the teacher's performance to be unsatisfactory. MANAGEMENT ALLOWANCES: These allowances may be awarded to teachers who undertake significant specified management responsibilities beyond those common to the majority of classroom teachers. Teachers may not be awarded more than one rate of Management Allowance at any one time. SPECIAL NEEDS ALLOWANCES: A teacher in a special school or one in an ordinary school, wholly or mainly engaged in teaching pupils with statements of special educational needs, must be awarded Special Education Needs Allowance 1 and relevant bodies may award Special Educational Needs Allowance 2. RECRUITMENT/RETENTION ALLOWANCES: Relevant bodies may award the 1 st or 2 nd Recruitment/Retention Allowance where there is a shortage of teachers or in a post that is difficult to fill. These awards can be permanent or subject to biennial review. UPPER PAY SCALE Teachers can be placed on the five (5) points Upper Pay Scale if they apply for and meet specific performance thresholds. It is for the relevant body to determine when teachers have met the performance criteria.

51 Changes to a teacher's salary (except for Vice Principals and Principals) whether temporary or permanent, must be notified to Teachers' Pay and Administration Branch using this form. Vice Principals and Principals have separate arrangements. It is the responsibility of the relevant body to ensure that the Education and Library Boards procedures for the appointment and promotion of teachers have been followed.

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