UNIT ALLOCATION
RATIONALE
Effective use of management, responsibility, recruitment, retention and/or reward units will result in a management structure that meets the particular needs of our school.
PURPOSES
1. To ensure all staff are treated equitably
2. To provide staff with an opportunity to share in the self management of the school
3. To support the Board’s ‘Good Employer’ policies of using the strengths of staff
4. To provide an opportunity for a wider group of staff to participate in shared leadership
5. To recognise the responsibility, leadership and the special initiative of teaching staff by ensuring that the leadership tasks undertaken are rewarded appropriately
GUIDELINES
1. The principal, following consultation with its teaching staff, will determine the use of units.
2. Up to 40% of the units may be allocated on a fixed term basis.
3. The Board will ensure that SMT staff will be allocated the M units to recognise the position and responsibilities as negotiated:
4. A needs analysis of the school’s management structure will be undertaken on an annual basis in Term 4 each year and recorded in the development plan. Staff will be informed and consulted about the tasks linked as outlined in the development plan.
5. Units will be related to the school’s teacher development programme evolving from the school’s annual development plan.
6. The principal will be responsible for fully informing staff about the allocation of units by the beginning of the second term.
7. Unit holders will be required to include their management tasks in a performance agreement that will be appraised by their identified appraiser.
8. The principal will compile an accurate record of unit holders for the purpose of informing the Board and notifying the Salary Service Centre.
9. Allocation of units will be published and included in Board minutes.
10. Fixed-term units will be advertised to all staff and any teacher on the staff may apply for the unit.
11. At the time of allocating a fixed term unit or units the principal shall specify either the period of time for which the teacher shall be entitled to that fixed term unit or units, and the particular assignment or task to be undertaken for which that fixed term unit or units has been allocated.
12. The entitlement to that fixed term unit or units shall cease at the expiry of the specified period or on completion of the specified assignment or task.
13. Fixed term units allocated for any reason will be paid in addition to the teacher’s rate of pay, including any permanent units.
14. The principal may reallocate to the same teacher a fixed term unit or units for a further period of time or for a further particular assignment or task.
15. Units are paid at the substantive rate (i.e. not divisible) to both full time and part time teachers. The only circumstance in which units may be proportioned is in an approved full-time job share position.
16. Teachers allocated fixed term units shall be entitled to progress to their qualification maximum on the base scale. Trained teachers holding permanent units shall be entitled to progress beyond their qualification maxima to the H3 maximum of the base scale regardless of qualifications held provided:
(a) that where such teachers have gone beyond their qualifications maximum they shall revert to that qualification maximum if their units are lost through voluntary relinquishment or following competence review or if appointed to a position without units;
(b) where such teachers subsequently regain permanent unit(s) they shall also gain an immediate base scale increment (if not already at the H3 maximum) and will become eligible for any further increment(s) due from the anniversary of that date.
17. Untrained teachers holding permanent units shall be entitled to progress to their qualification maximum on the base scale.
18. Where a teacher appointed to a position to which unit(s) are allocated loses that position or has the position altered in status because of the application of the surplus staffing provisions of the collective agreement the salary protection arrangements of those provisions shall apply provided:
(a) that where the allocation has been made on a fixed term basis the period of protection shall be for the lesser of the term of the appointment agreed or for one year while the teacher continues to hold a position at the school; and provided also;
(b) that in no case shall the eventual salary reduction be to a rate less than would otherwise apply had the teacher not been appointed to a position to which unit(s) had been allocated.
Board of Trustees Chairperson: ________________________ 22/09/2009
Policy reviewed, September 2009. Next review date September 2012
|
|
