OCCUPATION SPECIFIC DISPENSATION FOR EDUCATORS: ELRC COLLECTIVE AGREEMENT 1 OF 2008 – 3 APRIL 2008

1. OCCUPATION SPECIFIC DISPENSATION FOR EDUCATORS:ELRC COLLECTIVE AGREEMENT 1 OF 2008 – 3 APRIL 2008 PRESENTATION TO THE PORTFOLIO COMMITTEE ON ENSURING EFFECTIVE & EFFICIENT LABOUR RELATIONS AND IMPROVED CONDITIONS OF SERVICE FOR EDUCATORS THROUGH OSD

2. CONTENT OF PRESENTATION • Legislative framework • What is OSD • Translation measures • What does OSD for educators provide • How does the salary structure work • Progression on salary scales • Other recognition for salary purposes • What are the occupational groups now • New Issues addressed • Exclusions • Translation tables Minimum & Maximum salary • ELRC Collective agreement 2 of 2008 • Implementation of OSD

3. LEGISLATIVE FRAMEWORK • ELRC Collective agreement 1 of 2008 was signed on 3 April 2008 • The agreement gives effect to paragraph 4 of PSCBC Resolution 1 of 2007 which gives effect to sectoral bargaining on OSD • The objectives as provided in paragraph 1 of the PSCBC Resolution 1 of 2007 • ELRC Collective agreement 2 of 2008 gives effect to the process matters of OSD

4. WHAT IS OSD? • The development and implementation of a customised remuneration dispensation for educators • It ensures a fair, equitable & competitive remuneration structure for identified categories of employees. • Remuneration structure will provide for longer salary bands & substantial overlapping between salary levels to facilitate adequate salary progression to employees who choose to remain in the classroom instead of moving into managerial posts • It allows the department to address the challenges of attracting & retaining educators in Education.

5. Translation measures are based on the following principles • No person will get less than what was received on 31 December 2007 • To adjust upwards the salaries of educators by 4% based on salary notches as on 1 July 2007 • After 4% salaries of educators will be translated to the translation table • Minimum adjustment & translation will not be less than 4% and the maximum will 9.9% • Translation for school based educators & office based educators will be backdated to 1 January 2008 • Translation for EMS (Education Management Service) office based and school based to a flexible remuneration package

6. WHAT DOES OSD FOR EDUCATORS PROVIDE? • Salary/remuneration structure, including number of notches and percentages between notches • Frequency of pay progression • Accelerated progression & improvement in other conditions of service • Career pathing • Priorities & implementation dates • Translation measures • Required level of performance with a view to attracting & retaining educator professionals in the public education sector

7. HOW DOES THE SALARY STRUCTURE WORK? • A two yearly pay progression based on “satisfactory” performance is applied with a 1% difference between each notch • Grade progression is not provided for, but accelerated salary progression is provided for all educators as from 1 July 2011 • There is a flexible remuneration package for Education Management Services (EMS) • There is a minimum & maximum salary for each job title for educators

8. PROGRESSION ON SALARY SCALES • Pay progression is done every 24 months when educator has maintained a “satisfactory” level of performance according to IQMS (Integrated Quality Management System) and has not reached maximum of salary scale. This equals 3% (3 notches). First payment in July 2010. Evaluation to be certified at school level by SDT. • Accelerated pay progression is done every 24 months when educator maintains “good” performance. This equals 3% (3 notches) or 6% (6 notches) if performance is “outstanding”. Subject to external evaluation. First payment in July 2011.

9. OTHER RECOGNITION FOR SALARY PURPOSES • Relevant experience on appointment from outside the Public Education Sector Existing measures still apply • Promotion/Upgrading When promoted/upgraded to higher position & on the same level or higher salary notch than new position, educator will gain 6 notches Educator in one teacher-school acting as principal will gain 6 notches while appointed in post

10. OTHER RECOGNITION FOR SALARY PURPOSES continued • Salary after break in service Dealt with in accordance to existing principles. Once the salary has been determined it will be translated in terms of this agreement • Acting allowances Existing provisions will be used. In cases where acting person’s salary exceeds or is equal the commencing notch of the higher post – 6 notches given

11. WHAT ARE THE OCCUPATIONAL GROUPS NOW? • School Based Educators (A) 3 streams for career pathing 1) General classroom 2) Specialist educator 3) School based management

12. FURTHER BROKEN DOWN INTO : • 1)General classroom educators Teacher Intern New entrant Teacher M+4 from 2nd year of employment Teacher M+3 Teacher M+1 and 2 Senior & Master teacher

13. FURTHER BROKEN DOWN INTO continued: • 2)Specialist Educator (School based) Teaching & Learning Specialist (TLS) - 10 years exp/ REQV 15/ outstanding performance Senior Teaching & Learning Specialist (STLS) - 15 years exp/ REQV 16/ outstanding performance

14. FURTHER BROKEN DOWN INTO continued: • School Based Management, including Education Management Services (EMS) School Based Management consists of : Head of Department Deputy Principal (part of EMS) Principal (P1-P5 based on grading of school) (part of EMS) EMS members to sign a performance agreement

15. WHAT ARE THE OCCUPATIONAL GROUPS NOW? continued • Office Based Educators (B) 2 streams for career pathing 1) Specialists 2) Management

16. FURTHER BROKEN DOWN INTO : • 1)Specialists Education Specialist Senior Education Specialist Deputy Chief Education Specialist Chief Education Specialist • 2) Management Education Institution Manager –EIM (Circuit Manager = C1, C2, C3) Head of District (not dealt with in the agreement)

17. NEW ISSUES ADDRESSED • External moderation will be used for all cases where educators are assessed on the level of “good” & “outstanding” for accelerated progression and teaching specialist post appointments. • Learner performance will form part of the assessment of educators • Portfolio of evidence including learner performance kept by all educators. • Managerial competency, curricular competency & improvement of qualifications will be the basis for the new requirements for appointments, upgrading and promotions • By 2013 : all teachers up skill/upgrade qualification to REQV 14.

18. EXCLUSIONS • ELRC Collective Agreement 1 of 2008 does not cater for following categories: Psychologists, Therapists & Counsellors. ABET educators Educators in the FET sector

19. TRANSLATION MINIMUM/MAXIMUM

20. TRANSLATION MINIMUM/MAXIMUM

21. TRANSLATION MINIMUM/MAXIMUM

22. ELRC Collective Agreement 2 of 2008 • The employer and Labour agreed to subject certain issues to a process • These include among other things, establishing a Task Team (In terms of the ELRC Collective Agreement Nr 2 of 2008) • The Task Team will be constituted of ten (10) members – 5 from the employer 3 from CTU “SADTU” 2 from CTU “SAOU”

23. ELRC Collective Agreement 2 of 2008 continued • Other issues for investigation by the Task Team: EMS issue (conversion to flexible package) Requirements for appointment as a Learning Teaching Specialist, Senior Learning & Teaching Specialist Teacher assessment (Learner Assessment as part of IQMS) Impact of OSD on PAM in general • The ELRC to investigate the possibility of a study visit to research relevant salary structures of other countries The research must be completed by June 2008 • The ELRC to investigate the methodology of teacher training & development by September 2008.

24. IMPLEMENTATION OF OSD FOR EDUCATORS • PERSAL to do programmatic salary adjustments • Salary History of Educators will be verified as part of the process to correct salary positions where there was non-implementation of signed Agreements. • A joint management plan is to be finalized. • All other process matters – finalized by 30 June 2008

25. THANK YOU END