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Part 9 : Surplus Staffing

Primary Teachers (including Deputy and Assistant Principal and other Unit Holders) Collective Agreement. Part 9 : Surplus Staffing. SUMMARY OF THE PROCESS 9.2 Inform staff and the union field officers that a staffing surplus exists / permanent unit reduction required

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Part 9 : Surplus Staffing

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  1. Primary Teachers(including Deputy and Assistant Principal and other Unit Holders)Collective Agreement

  2. Part 9 : Surplus Staffing • SUMMARY OF THE PROCESS • 9.2 Inform staff and the union field officers that a staffing • surplus exists / permanent unit reduction required • 9.2 Consult with staff • 9A.2 Investigate attrition • 9A.4 Carry out a detailed needs analysis • 9A.4(b) Disestablish permanent units • 9A.4(c)(iii) Advertise the remaining positions internally • 9A.6.1 Explore options with teachers in disestablished positions • Inform MoE of option by early December

  3. Key concepts • Transparent process • Consult – consult - consult • Effects on staff – short and long term

  4. Surplus Staffing – Surplus Units Question • Does the staffing notice show a reduction in units is required? • Are there fixed term units that expire at the end of the year?? • Is there a permanent unit holder resigning at the end of the year?

  5. If you have to reduce permanent units. • Needs analysis – implementation of units policy units policy • Can involve • Partial loss of units i.e. the DP goes from 4 to 3 • Total loss of units i.e one less syndicate

  6. Fewer FTTE’s • Are there ‘fixed term teacher positions’ ending in December? If not – then a Surplus Staffing process needs to be implemented. Permanent unit holders not part of process

  7. Important factors to Consider • Surplus staffing is about the need to reduce permanent teacher positions at the school due to roll changes • It is not about competency or constructive dismissal • Everyone needs to be compassionate • The grieving process SEEK HELP

  8. 9A2 AttritionFixed termResignation • 9A.4 Needs Analysis • In consultation with staff identify future: • management structure • curriculum and other needs • charter goals / strategic plan

  9. Appointment process – keep to the normal – look at BOT policy • Format – CV’s ? Interviews? • Advice is to find 3 or 4 factors from the needs analysis and use these – mixture curriculum, leadership, pastoral.

  10. Informing the identified teacherReactions – griefanger

  11. OPTIONS Redeployment Retraining ‘After redeployment and retraining options have been thoroughly explored’ long service or severance payment

  12. Redeployment • up to thirty (30) school weeks • at existing salary • at current school or at any other school at the request of the teacher and with the approval of the original employer and the BoT at the other school • she/he shall be appointed to a permanent vacancy (same or lower level) which arises at the school (not specialist position) • special project(s) • removal expenses provision

  13. Retraining An approved course of study that will enhance or upgrade the employee’s skills as a teacher and be related to education • Existing salary for a maximum period of thirty (30) school weeks • Costs and expenses of training, including course fees to be paid by the teacher • BoT must give one month’s notice prior to ending date

  14. Severance / Long Service Leave Redeployment and retraining could be unsuitable if: • the teacher is in poor health or nearing retirement • the teacher is unable to relocate and there are not suitable opportunities for employment n surrounding schools • there are no suitable retraining facilities

  15. Identified teacher(s) reviews options / comes to a decision (may need to check with MoE re retraining course) • December (4 -11th) BoT notify MoE of decision

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