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Surplus Staffing Process in Schools: Guidelines and Options for Permanent Unit Holds

Understand the process of dealing with surplus staffing in schools following the Collective Agreement. Consultation, needs analysis, and options such as redeployment or retraining are key steps. Learn about the impact on staff and transparent procedures.

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Surplus Staffing Process in Schools: Guidelines and Options for Permanent Unit Holds

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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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