News Vol.41 / no.1 september 2018 - Teachers' Union of Ireland
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new s
teachers’ union of ireland / AONTAS MúiNTeOirí éireANN
Vo l.4 1 / no.1
se p t e m b e r 2 0 1 8
A Word from the
tui neWs
President – Seamus Lahart
contents:
p.2 A Word From The President
p.4 Pay equality campaign
p.5 redesignation of second ‘flex’
hour
p.6 A reminder of some key TUi Welcome back! our political leaders continue to ignore
directives the clear need for enhanced investment.
Colleagues, i wish you well for the
p.8 Contract guide for new coming year and i know that you will, yet
injustice of pay
teachers/lecturers
again, rise to all challenges with the
discrimination – our
p.12 resourcing of Droichead dedication and professionalism that is
induction programme
campaign continues
typical of your work.
p.14 Have we your correct i also want to thank you for placing your
membership details?
trust in me as President of TUi. i will give New entrant pay continues to be an
p.16 Budget 2019 must deliver for it my very best on your behalf on a daily unacceptable injustice. TUi has been
education basis to defend and promote the working consistent in its campaign to end this
p.18 reflections on the Post- conditions of all our members across the discrimination and has made some
Primary Teacher Supply sectors. headway. However, pay equality will only
Question exist when everyone in a grade has the
acute need for enhanced
p.20 Posts of responsibility – your same pay rate irrespective of whether
they began their career before or after
investment in education
questions answered
2011. it is my key priority to pursue that
p.24 TUi membership subscription
rates goal relentlessly. The inaction of
TUi members provide academic and
Government on this has threatened the
p.25 Curriculum development vocational training to young people who
supply of suitably qualified new entrants
updates are instrumental in helping our economy
to the teaching and lecturing profession,
to grow at one of the fastest rates in
p.27 recruit a colleague today and quick fix solutions will worsen rather
europe. You should be proud of the
p. 28 Membership and DAS form than resolve the supply issue.
valuable contribution you are making in
p.30 report on iCTU Global equipping the population with such a
senior cycle review –
Solidarity Summer School broad range of skills that ulitmately
your voice must be heard
benefit irish society and the economy.
p.31 rMA News
Clearly, investment in education returns
p.32 Crossword
many times the original outlay. it is The National Council for Curriculum and
regrettable in the extreme that some of Assessment (NCCA) is beginning a
eDiTOriAL PrODUCTiON
Annette Dolan Bernie ruane TUi News is published by the
Deputy General Secretary Assistant General Secretary Teachers’ Union of ireland.
adolan@tui.ie bruane@tui.ie
Aontas Múinteoirí éireann,
73 Orwell road, rathgar, Dublin 6.
Declan Glynn David Duffy
Seamus Lahart Assistant General Secretary education & research Officer
President dglynn@tui.ie dduffy@tui.ie T: 01-492 2588 F: 01-492 2953
president@tui.ie e: tui@tui.ie W: www.tui.ie
Aidan Kenny Nadia Johnston
Martin Marjarom Assistant General Secretary Administrative Officer
Printed by:
Vice-President akenny@tui.ie njohnston@tui.ie
Typecraft Ltd.
vicepresident@tuimail.ie
Michael Gillespie Conor Griffin
Assistant General Secretary Press & information Officer
John MacGabhann mgillespie@tui.ie cgriffin@tui.ie
General Secretary
jmacgabhann@tui.ie Colm Kelly
Assistant General Secretary
ckelly@tui.ie
2 september 2018 - TUi NeWS
tui neWs
Both flex hours now while at the same time refusing to finally
designated to duties abolish the punitive FeMPi measures.
other than lecturing
Teachers have not received a real
increase in pay over the last ten years.
The decision to the reassign the second Both of these serious issues must be
flex hour to duties other than lecturing remedied.
is to be warmly welcomed. Additional
improving our
lecturing hours accruing as a result of
the redesignation must be added to the
contracts of those not on a full lecturing communications channels
contract and to that end, the overtime
ban will continue to be implemented At the time of writing, the launch of the
TUi PreSiDeNT, SeAMUS LAHArT
rigorously by TUi members. The Union’s new website is imminent. Also,
workload review of our lecturers is please make sure to download the TUi
review of the Senior Cycle. Forty ongoing, and the terms of reference are Members’ App if you have not already
schools have been chosen to complete agreed. done so. Both of these facilities are part
an initial survey of the existing Leaving of an ongoing campaign to improve our
Cert syllabi with a view to indicating communication with members.
perceived strengths and weaknesses. challenges in fe
one voice for teachers
Phase two promises a national
consultation process with the ‘partners’ Further education colleges are
in education. TUi will insist that the voice continuing to struggle with challenging
enrolment numbers due to the rise in educationalists will have a stronger
of the classroom teacher is listened to in impact at the negotiating table if we
this review process. Over 60 TUi- employment availability. The government
has a stated intention to expand the speak with one voice. Our members
nominated teachers already work on have supported teacher unity at
various course committees with NCCA numbers taking up (and the range of)
Apprenticeship programmes. TUi will Congress on a number of occasions and
and we greatly value their work. There it is my intention to pursue that aim.
was an attempt to set aside the state strive to enhance the provision of these
courses in our public, not-for-profit Fe Together we can have a more powerful
certification of the examination system voice on issues of vital importance.
in the initial review of the Junior Cycle. sector and so protect the employment
As it did in that campaign, TUi will of our members.
Finally, i would like to thank the outgoing
vigorously defend that pillar in this President Joanne irwin for her hard
time for a real increase
review. work and achievement on behalf of the
in pay
members over the last two years. i wish
technological universities
her the best for the future.
The government sends out the mixed
Some institutes of Technology are to be and contradictory messages that we are
merged and developed into Technological the fastest growing economy in europe
Universities in Dublin and in the regions.
Meet your new President
The Dublin project is well underway
with the planned merging of
Blanchardstown, Tallaght and the Dublin
institutes. TUi has safeguarded the terms
A native of Clonmel, Co Tipperary, Seamus Lahart has been a TUi activist
and conditions of our members in a
successful campaign which culminated throughout his career. A teacher of Science, Maths and Technology in
with the inclusion of crucial amendments Coláiste Dún iascaigh, Cahir, he served as Vice-President of the Union since
to the TU legislation. Continued 2017. Married to Peggy, he has two children, richard and elizabeth, and his
commitment to the regional provision of interests include bad golf and good hurling.
courses is but one of the more
significant inclusions.
www.tui.ie - TUi NeWS 3
tui neWs
the ending of pay discrimination
remains tui’s key priority
stood at around 30%. Progress has been
made, but as a result of the remaining
inequalities (see below), there is an average
difference of 11% in the gross pay rates of a
pre-2011 and post-2012 teacher. The TUi
position is clear - any gap is unacceptable.
■ Teachers who commenced employment
before 2011 were paid on a 25-point
scale. in addition, most second level
teachers commenced employment on
the third point of that scale. Those who
commenced employment after 1st
January 2011 are paid on a 27-point
scale and most commence employment
on the first point. This unacceptable
situation must be reversed.
■ Those who commenced teaching before
LUNCHTiMe PrOTeST, FeBrUArY 2018 - GreeNHiLLS COLLeGe, DUBLiN
February 2012 are paid the HDip in
education Allowance (value €1,236).
What’s happening now? What has been achieved This allowance (the HDip/PMe
to date?
allowance) has not to date been paid to
in May 2018, representatives of the public
those who commenced teaching on or
service unions, including TUi, again met with While pay equality has not yet been after 1st February 2012. That is
officials from Government departments, led achieved and unacceptable discriminatory unacceptable and discriminatory.
by the Department of Public expenditure pay rates still apply, some progress has been
and reform (DPer) regarding pay equality. made. Most significantly, as a result of the
From the outset, TUi insisted that full pay September 2016 agreement between TUi,
how many tui
members are affected by
equality, including, in the case of teachers, the iNTO and the Department of education
and Skills, the full value of the Honours
pay discrimination?
the reinstatement of the HDip/PMe
allowance, must be achieved. Primary Degree Allowance (€4,918) was
restored to salary for post-2011 teachers in
We would estimate that in the region of
TUi has made clear the urgency of the two halves on 1/1/17 and 1/1/18.
35% of the Union’s membership is paid at a
situation and expressed the union’s
lower rate than longer-serving colleagues
What remains to be
frustration at the slow pace of the
for carrying out the same work. it is
discussions. This sense of frustration and
achieved?
important to note that irrespective of
serious concern was reiterated by the
whether they are personally affected by pay
Union’s executive Committee.
At its worst, the gap between the pay rates inequality, TUi members are completely
of those who entered the profession before united in demanding its end as a matter of
When will members be 2011 and those who entered from 2012 on urgency. This is evidenced by the priority
balloted on any outcome
of this engagement?
The outcome of the discussions, when
available, will be put to a ballot of members.
We would anticipate that this will be early
in the 2018/19 school year.
TUi already has a strong mandate for
industrial action on this issue, up to and
including strike action. if activation of this
mandate is required, every effort will be
made to co-ordinate any such industrial
LUNCHTiMe PrOTeST, MAY 2018 – iT CArLOW
action with our sister unions.
4 september 2018 - TUi NeWS
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the issue has received at a succession of
TUi Congresses and by members’
rejection of the Public Service Stability
Agreement (PSSA) in a national ballot last
year.
From a TUi perspective, this injustice to
some is an offence to all members. A
determination to bring this injustice to an
end unites, rather than divides, us.
What are the effects of LUNCHTiMe PrOTeST, MAY 2018 – GALWAY COMMUNiTY COLLeGe
pay discrimination?
Pay discrimination has seriously undermined Unsurprisingly, pay discrimination has also in another significant finding of TUi’s recent
the profession and has had a devastating led to widespread difficulties in the survey, just 22% of new entrants to teaching
impact on morale in staffrooms. recruitment and retention of teachers, received a contract for full hours in their
which inevitably impairs the quality of first year of teaching. The stark effect is that
A March 2018 TUi survey of post-2011 service to students in terms of subject they earn just a fraction of the starting
entrants found that 46% do not believe that choice and consistency of provision. salary that is so often referenced. Moreover,
they will still be in the profession in ten recruitment problems are evident both they get their first teaching post, on average,
years’ time. if pay equality was restored, across the country and across a broad at the age of 26, often saddled with debt
94% said that they would remain. Strikingly, range of subjects including, but not limited after six years of study. This treatment of
52% said that they would not advise a to, Modern Languages, Mathematics, Science, recent entrants to teaching is a disgrace, an
younger relative to pursue the profession of irish, Home economics and the indictment of the shoddy employment
teaching. technologies. practices that have become a feature of the
system in recent years. The TUi has
Meanwhile, there has been a fall of over At third level, some institutes of Technology demanded the eradication of this culture of
50% in the numbers applying for places on have reported difficulties in recruiting staff casualisation. it impoverishes teachers,
the PMe postgraduate teacher education at Assistant Lecturer entry grade. in a drives them out of the profession and it
courses between 2011 and 2018 - from number of cases, advertisements in key damages the quality of the service available
2,821 to 1,366. There has also been a disciplines have not attracted any to students.
fivefold rise in the emigration rate of applications and the posts have had to be
teaching graduates. re-advertised.
third level: agreement reached on re-designation
of second 'flex' hour
Following discussions between the TUi, in relation to members’ lecturing hours, Specific arrangements will be in place for
the Department of education and Skills the system which existed prior to the the 2018/2019 academic year, with all staff
and THeA, agreement has been reached in Croke Park Agreement will apply, as liable to flex up by one hour - to 19 for
relation to the re-designation of the follows: Assistant Lecturers and 17 for Lecturers -
lecturer:
second ‘flex’ hour. The document entitled in the first semester/term and flex down
in the second semester/term to 17 and 15
‘Agreement between the Department of
There will be a norm of 16 class contact hours, respectively, (unless otherwise
education & Skills and TUi to conclude the
hours per week, which may be varied by agreed locally). This requirement is in
re-designation of the flex hours’ was acknowledgement of the need for the
approved by the TUi executive Committee Institute management from 14 to 18
sector to operate within existing funding
on Friday 29th June 2018. following consultation with the Lecturer.
allocations for 2018.
Both of the so-called flex hours that are assistant lecturer: This Agreement completes the re-
required under the terms of the Croke There will be a norm of 18 class contact designation of the two ‘flex’ hours from
Park and successive national agreements hours per week, which may be varied by teaching to other duties, in line with
will now be redesignated for duties, within Institute management from 16 to 20 contract. As a result of this Agreement,
contract, other than teaching/lecturing. following consultation with the Lecturer. the directive which issued on the 15th
May is lifted.
www.tui.ie - TUi NeWS 5
tui neWs
a reminder of some
At the start of a new academic year, members are reminded of some key Union directives which protect conditions of
service and standards of education.
It is vitally important that all members of the TUI adhere strictly to the terms of directives. This means that the
relevant maxima set out must not be exceeded.
A directive is binding and removes discretion from members. Members, whatever their position in a school/centre,
must adhere to it. This serves also to prevent the personalisation of issues. A directive is not open to local
interpretation or re-negotiation and cannot be set aside or varied. Its implementation must not be delayed.
If a difficulty or disagreement arises in relation to interpretation or implementation of any directive of the TUI or if
local management seeks to frustrate or prevent its implementation, the matter should immediately be reported to the
Workplace Committee, the Branch, the Area Representative and the assigned TUI official.
Please note that the list below is not exhaustive.
class contact directiVe
The maximum class contact hours are protected by a (c) teachers who hold the post of Programme
long-standing TUi directive. That directive was adjusted to take co-ordinator and who have an involvement in
account of the collective agreement in respect of Junior Cycle. Junior cycle must work their weekly timetabled class
contact hours up to but not in excess of the number
The agreement reached in September 2015 between the TUi appropriate to their posts, as set out in the relevant
and the Department of education and Skills in regard to Junior Department of education Circulars, minus the 40 minutes per
Cycle, included the provision of 40 minutes of “professional week of Professional Time related to Junior Cycle. in addition,
time” per week (related exclusively to Junior Cycle). such teachers have an entitlement and commitment to 40
minutes per week of Professional time related to
class contact directive for teachers Junior cycle.
with an involvement in Junior cycle class contact directive for teachers
(a) teachers who have an involvement in Junior without an involvement in Junior
cycle and who do not hold the post of Principal
teacher, deputy Principal teacher or assistant
cycle
Principal i must work their weekly timetabled class teachers who do not have an involvement in Junior
contact hours up to but not exceeding 21 hours, 20 cycle and who do not hold the post of Principal
minutes. in addition, such teachers have an entitlement and teacher, deputy Principal teacher or assistant
commitment to 40 minutes per week of Professional Time Principal i must work their timetabled hours up to but not
related to Junior Cycle. exceeding 22 hours.
(b) Principal teachers, deputy-Principal teachers Principal teachers, deputy-Principal teachers and
and those teachers with an assistant Principal i assistant Principal i teachers who do not have an
post of responsibility, who have an involvement involvement in Junior cycle must work their timetabled
in Junior cycle, must work their weekly timetabled class hours up to but not in excess of the number appropriate to their
contact hours up to but not in excess of the number posts, namely:
appropriate to their posts, namely
school size Principal deputy- assistant
school size in Principal deputy assistant in Wtes Principal Principal i
Wtes assistant Principal i
1-3 18 22 18
1-3 17h, 20m 21h, 20m 17h, 20m
4-6 13 18 18
4-6 12h, 20m 17h, 20m 17h, 20m
7 - 11 8 13 18
7 - 11 7h, 20m 12h, 20m 17h, 20m
11+ 5 8 18
11+ 4h, 20m 7h, 20m 17h, 20m
Teachers who hold the post of Programme co-ordinator
must work their weekly timetabled class contact hours up to but
in addition, such teachers have an entitlement and commitment
not in excess of the number appropriate to their posts as set in
to 40 minutes per week of Professional Time related to Junior
the relevant Department of education Circulars.
Cycle.
6 september 2018 - TUi NeWS
tui neWs
e key tui directives
class size directiVe
1. Practical classes - provided the classrooms are equipped for the number of students involved:
• Art and Technical Graphics, DCG (20 recommended) 24 (max)
• Home economics (16 recommended) 20 (max)
• Materials Technology Wood & Metal,
engineering, Construction Studies (20 recommended) 24 (max)
• Computers/iCT 24 (max)
• Science & all Science subjects at Leaving Cert level 24 (max)
2. General subjects classes not covered by the above 30 (max)
• Learning Support 15 (max)
• Physical education (24 recommended) 30 (max)
Posts of resPonsiBility directiVe
The context for this directive is the correct implementation of CL roles and responsibilities as per the schedule of posts or agreed
03/2018 which includes a requirement that the agreed duties of a unmet needs will not be carried out by:
post of responsibility should be commensurate with the level of
that Post – that is Assistant Principal i (formerly Assistant • An unpromoted teacher or Assistant Principal ii (APii) in
Principal) or Assistant Principal ii (formerly Special Duties receipt of a timetable remission granted to carry out any
Teacher). listed functions
Where a post of responsibility (POr) is vacant, or roles and • An unpromoted teacher in receipt of a timetable remission to
responsibilities as per the agreed schedule of posts arise for any carry out roles and responsibilities that should be carried out
reason or the unmet needs of the school as listed by agreement by an APi or APii
are to be carried out by any staff member, then:
• Any teacher carrying out roles and responsibilities as per the
• The post/roles/responsibilities/unmet needs should only be schedule of posts or agreed needs who does not hold a
carried out by the appointment of a teacher to a POr in recognised post of responsibility or is in receipt of payment
accordance with the normal appointment procedure and the other than the appropriate payment for the post.
approved allocation of POrs to the school as per CL
003/2018 All members, including principal teachers, deputy principals, post-
holders and teachers are directed not to engage in or facilitate or
• A teacher who is not in receipt of the appropriate POr organise any breach of this directive.
allowance in accordance with normal procedure as per
003/2018 and who is not afforded the time remission
appropriate to the post should not carry out the roles and
responsibilities as per the schedule of posts nor the unmet
needs of the school as published.
www.tui.ie - TUi NeWS 7
tui neWs
new to teaching or lecturing?
your contract explained
have i been offered the an entitlement to a written statement of From the list of valid reasons (known as
appropriate contract?
the terms of the employment. ‘objective grounds’) for denying the award
of permanence by way of a CiD.
When you are offered a contract of What should my ■ fixed-term contract: if you are
employment – and before you sign and contract look like? appointed to a temporary, time-limited
position you will have a fixed-term
return it to your employer - you should
take the time to check that it is the That depends on the status of the position contract. This is not a permanent
appropriate contract for your grade and to which you are appointed. contract. it has a specified termination
or end-date. An initial fixed-term
that it accurately sets out the terms and ■ Permanent: You could be appointed contract tends to be for one year. A
conditions to which you are entitled. if only to a permanent position (either on full teacher is notified that her/his
in prudence and as a precaution, you need hours or part-time hours). if your initial, employment is to terminate at the end-
advice. Therefore, we would urge you to day-one appointment is to a permanent date of the fixed term contract and that
speak to your TUi workplace position you will have a Permanent the position will be advertised
representative, a TUi Branch Officer or Whole-time or a Permanent (assuming continuation of the
Part-time contract. Appointment to service/position). A selection and
Area representative. They will answer any
permanent positions follows a national interview process follows through
questions you may have and offer relevant advertisement of the position and a
advice and information. Where formal selection process using agreed
which the teacher may, if successful, be
necessary - and only with your procedures. initial appointment on a
re-engaged for a second year under a
prior approval - they will make new fixed term contract. After the
permanent whole-time basis used to be second year of fixed-term service a
representations to management the norm but, regrettably, has not been Contract of indefinite Duration (CiD)
on your behalf. in recent years. TUi has addressed this will be awarded subject to certain
issue under the TUi/DeS Agreement, criteria being met, including
it is important to be aware that the
May 2016. The agreement clarifies that continuation of the service into a third
contract of employment offered to you
employers can make initial successive year.
should have full regard to and should
appointments on a permanent basis
comply with relevant legislation, collective Appointment to a fixed-term position
within the approved teacher allocation.
agreements and (Department of education follows national advertisement and a
The Department of education and Skills
and Skills) Circular Letters. A Circular formal selection process using agreed
issued Circular Letter 59/2016 on 31st
Letter is, typically, an instruction from the procedures (as for Permanent
August 2016 confirming this to be the
relevant government Department to Appointments).
case. Circular Letter 49/2017 (Voluntary
agencies, employers and employees within
contract templates
Secondary Schools) also refers.
its remit. The Department of education and
Skills (the DeS) issues Circular Letters to ■ contract of indefinite duration:
employers and school management bodies When, as a teacher or lecturer, you have The agreed Contract of indefinite Duration
in the education sector. completed in excess of two years of for Post Primary Teachers, which is
continuous service with the employer provided as an appendix to Circular Letter
When will i receive my under two or more Fixed Term 24/2015, is illustrative of the basic
contract?
contracts (see below) and if that service provisions that a teacher’s contract should
satisfies the terms of the relevant contain. Other nationally agreed contracts
Circular Letters, you become entitled are appended to other Circular Letters.
The entitlement to a contract and the to a contract of indefinite examples are:
necessary minimum content of a contract duration (commonly referred to as a ■ Youthreach resource Person/
are set out in the Terms of employment CiD). A CiD is a permanent contract, Co-Ordinator (Circular Letter 12/03)
(information) Act, 1994. either whole-time or part-time. ■ Adult Literacy Organiser (Circular
Section 3 of this Act requires that, at a M15/01)
This qualifying period of in excess of ■ Adult Guidance Counsellors/
minimum, an employer must provide an two years was secured by the union
employee with a written statement of the Co-Ordinator (Circular Letter 70/04)
through the expert Groups that were ■ Community education Facilitator
terms of her/his employment within two established under the Haddington road
months of commencement of that (Circular Letter 45/02)
Agreement. This is a significant
What are the iot
employment. in practical effect, a written improvement on what is provided for in
statement of the terms of your law (i.e. a period of continuous
equivalents?
employment amounts to a default contract, employment of in excess of four years).
albeit a minimal one.
The TUi also secured the removal of ■ Contract of employment - Pro rata
in some sectors there is not yet an agreed ■ Covering for career breaks
contract in written form. For example, Assistant Lecturer ioT
■ Covering for a teacher on secondment ■ Contract of employment - PWT -
there is none for teachers appointed to ■ Covering for a teacher assigned to
permanent whole-time positions in Assistant Lecturer ioT
Home School Community Liaison These are available on the TUi and on the
Community Schools. However, in such cases duties
there is an unwritten (implied) contract Department of education and Skills
■ Covering for a teacher assigned to the website.
that is enforceable and, of course, there is Behavioural Support Service
8 september 2018 - TUi NeWS
tui neWs
What details should my and School B for Wednesday, Thursday and ■ the rate or method of calculation of the
contract contain?
Friday. employee's remuneration – the pay
the title of the job or nature of scales for each grade are available in the
in compliance with the Terms of the work for which the employee is TUi Diary and Handbook
employment (information) Act, 1994, the employed ■ the length of the intervals between
following should be noted in each contract: The contract should set out the title of the salary payments – i.e. the frequency of
the full names of the employer job i.e. the grade. This will then determine salary payment, whether weekly,
and the employee and the address the specific terms and conditions of monthly or at any other interval. The
of the employer employment and the pay-scale to be used. frequency of payment during leave
There is a number of employers in the You should note carefully the grade stated periods should be consistent with the
education Sector and the specific employer and check the agreed contract for that agreed contract.
should be named on your contract. grade. For example, if ‘teacher’ is the stated
grade, then compare the contract you are ■ any terms or conditions relating to
■ Education and Training Boards offered to the contract appended to hours of work (including overtime) -
if your employer is an education and Circular Letter 24/2015 to ensure its i.e. how many hours of work per week
Training Board (eTB) your appointment accuracy. if ‘Youthreach resource Person’ is ■ any terms or conditions relating to paid
is to the “scheme”. This means that you stated, then compare your contract to the leave (other than paid sick leave)
may be assigned to any Vocational contract appended to Circular Letter
School or Community 12/2003. if ‘Assistant Lecturer’ is stated, ■ any terms or conditions relating to-
College/Designated Community College then see the relevant contract on the TUi • incapacity for work due to sickness or
or to any education Centre within the website. injury and paid sick leave, and
particular eTB.You may, in subsequent
years, be transferred within the scheme the date of commencement of the • pensions and pension schemes,
(subject to the terms of the particular employee's contract of
transfer agreement that is in place at the employment • the period of notice which the
if the contract offered to you is Fixed Term employee is required to give and
time). entitled to receive (whether by or
(that is, for a specified period of time and
■ Community and Comprehensive with a stated termination or end-date) it under statute or under the terms of
Schools and Voluntary Secondary will typically – but not always - be for an the employee's contract of
Schools (including Educate academic year, commencing on 1st of employment) to terminate the
Together schools) September and ending on 31st August of employee's contract of employment
Community and Comprehensive (C&C) the following year. Notwithstanding this or, (where this level of detail of
schools and Voluntary Secondary commencement date, most schools open information is not yet available), the
schools are stand-alone employers. As before 1st September and will require you method for determining such periods
such, your employer will be named as to present for work in the last days of of notice,
the Board of Management of the specific August. This is to be expected and is not an • a reference to any collective
school that you have been appointed to. issue to be concerned about. The payment agreements which directly affect the
■ Institutes of Technology period for such a fixed-term contract will terms and conditions of the
institutes of Technology are also stand- be the twelve months from 1st September employee's employment including,
alone employers. As such, your employer to 31st August, inclusive. where the employer was not a party
will be named as the institute that you in some cases, a contract may commence to such agreements, particulars of the
have been appointed to. later, or conclude earlier. This typically bodies or institutions by whom they
were made.
the place of work or, where there applies if you are employed to substitute for
is no fixed or main place of work, a an employee on maternity leave or another
statement specifying that the form of short-term leave.
TUi advises that you retain the following
employee is required or permitted if your fixed-term contract commences documents for your personal records
to work at various places before the 1st November, its termination/ and to assist TUi in the event that you
in the case of Community & end date should normally be 31st of the require advice or representation:
Comprehensive Schools,Voluntary following August. This provides for
Secondary Schools and institutes of • Advertisements for any/all jobs in
continuation of salary payment during the which you have been employed
Technology the place of work is the specific summer months.
employer. in the case of an eTB, the • Letter of Offer/Appointment
school/centre to which you are deployed in if your contract is at variance with this, Contract(s) AND Cover Letter(s) for
the current academic year should be stated there may be an error and you should all jobs in which you have been
clearly. For example, you may be employed contract the TUi for advice. employed
other terms and
by Galway and roscommon eTB and your • Any other documentation/
place of work for the academic year
conditions to be
correspondence relating to your
2017/18 may be listed as Galway employment
contained within the
Community College. in subsequent years
• All Payslips
contract
the eTB - provided that it complies with the
relevant transfer agreement negotiated with • Annual Timetables
the TUi - may choose to move your place of • All Teaching Council records/
work to another school/centre in the eTB. ■ in the case of a temporary contract of
employment, the expected duration Documentation
in some cases a contract may state that a
person will have more than one place of thereof or, if the contract of • Attendance Certificates for all CPD,
work. For instance, the eTB might deploy employment is for a fixed term, the date including that related to induction
you to School A for Monday and Tuesday on which the contract expires programmes
www.tui.ie - TUi NeWS 9MEMBERSHIP
HAS ITS
PRIVILEGES
Mobile App, Online ƵĚŐĞƚΘĂƐŚĐĐŽƵŶƚ Eligibility to enter Annual
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Teachers’ Union of Ireland Credit Union is regulated by the Central Bank of Ireland/ƚ͛ƐƚŚĞUĂŶĚIŝŶhE/KEƚŚĂƚŵĂŬĞƐƵƐƐƚƌŽŶŐ͘
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;K^ͿƉĂŝĚĂǀŝƐŝƚƚŽƚŚĞdh/ƌĞĚŝƚhŶŝŽŶͲ
31st May 2018
dŚŝƐ ĚĞůĞŐĂƟŽŶ ŽĨ Ɛŝdž ƌĞƉƌĞƐĞŶƚĂƟǀĞƐ
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EXPLORE YOUR FINANCIAL FUTURE
WITH US
No 8, The Exchange, Calmount Park, Ballymount, Dublin 12. Tel: 01 4266060 Website www.tuicu.ie
Teachers’ Union of Ireland Credit Union is regulated by the Central Bank of Ireland www.tuicu.ietui neWs
resourcing of the droichead
induction programme
Further to recent discussions between the 2018/2019 academic year and another programme makes it the sole, mandatory
TUi and the Department of education and member of the PST team receives the programme in more and more schools (i.e.
Skills in relation to the resourcing of the allocation in the 2019/2020 academic between Sept 2018 and Sept 2010), this will
Droichead induction programme, the year and so on. become apparent to both the Department
Department made the proposal, as set out ■ Training release time, with substitute of education and Skills and the Teaching
below, to the TUi. cover, of 4 days will continue to be Council.
provided to the members of the PST
With effect from the 2018/2019 academic team and this time will be in addition evidence, to date, has shown that many
year: to the resources as set out above. teachers who were initially enthusiastic
about becoming engaged as mentors are
■ The Department proposes to allocate The Department proposes to review
now withdrawing from the process because
hours to schools following an resourcing of Droichead when Droichead is
of its reliance on their volunteerism.
application by the school to the the sole route of induction in all schools i.e.
National induction Programme for the end of the 2020/2021 academic year. The 2018/2019 academic year will see a
Teachers (NiPT). This can be done at However, the Department will discuss with significant increase in the number of schools
any time - either before the the TUi any significant issues that may arise required to operate Droichead. From
commencement of the school year or
in the meantime during the continued roll- September 2018, Droichead is the sole
during the school year when a school
employs one or more NQTs out period. route of induction for NQTs in SeN
undertaking Droichead. if school settings and in medium-sized and large
Although the above resources, in our view,
management is aware of the number of post-primary schools with 400 or more
are not fully sufficient, they are an advance
NQTs in its school at the start of the students. Given the level of resourcing
academic year, the resourcing as set out on what was initially offered and should be
offered and the level of volunteerism
below can (and should) be provided on viewed as an intermediate step during the
required, TUi has concerns about the long-
an allocation basis. Schools can claim phased roll-out of Droichead. it is
term sustainability of the process.
any balance through the substitution important to note that the allocation model
scheme. is being provided to schools which will However, as an interim advance, the TUi
■ The total quantum of hours available for mean that any hours that become available executive Committee, at its meeting on the
the Professional Support Team (PST) is on timetable can be allocated to part-time 29th June 2018, agreed to continue to co-
set out below. The text in the box teachers in the first instance. operate with the Droichead programme for
below is TUi’s instruction to members as long as the resources permit.
on how schools should distribute the We have legitimate concerns that
hours. Schools that use the allocation Droichead, which is a major initiative, has a The TUi will, as a necessary measure,
model should assign the time remission large dependence on the goodwill of closely monitor the roll-out of Droichead in
from timetable on a rotational basis i.e. teachers. it is our view that the Droichead our schools.
one member of the PST team is model is considerably under-resourced and
timetabled for mentoring during the that as the phased rollout of the
1 – 2 NQTs 22 hours One class period of 40 minutes per week
(on an allocation basis)
3 – 4 NQTs 28 hours One class period of 40 minutes per week
(on an allocation basis)
+ 6 hours per year on a substitution basis.
The additional 6 hours could be provided to a subject specialist, for example, the subject that the NQT
is qualified in, or provided to other members of the PST.
5 – 6 NQTs 34 hours One class period of 40 minutes per week
(on an allocation basis)
+ 12 hours per year on a substitution basis (as set out above)
7 NQTs 40 hours One class period of 40 minutes per week
(on an allocation basis)
+ 18 hours per year on a substitution basis (as set out above)
8+ NQTs 44 hours 2 x 40 minute class periods per week
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tui’s third have we your correct
World fund membership details?
The TUi’s Third World Fund was established ■ Has your union membership subscription rate
with the distinct purpose of assisting status changed?
educational, developmental and trade union e.g. from Part-Time to Whole As previously advised, the
projects in underdeveloped countries, as Time, from Whole Time to Job- Department of education and Skill
approved by the executive Committee from Share or have your part-time has decided that with effect from 1st
time to time. hours increased/decreased, etc.
January 2019, it will only process
■ Have you transferred from one subscriptions that are expressed as a
€0.95 of each full member’s subscription is employer to another?
allocated to the fund. percentage of salary. Therefore, TUi
■ Have you just returned from a Annual Congress 2018 agreed to the
Applications for assistance from the Third Career Break, Leave of Absence following rule change which will take
World Fund are considered once a year, at the or any other form of unpaid leave effect from 1st January 2019:
e.g. maternity or parental leave?
rule 90
November or December meeting of the
Finance Sub-Committee, and notification if the answer is “Yes” to any of the
regarding successful applications will be posted above questions, please ensure that
shortly afterwards. This year the Third World Each full member, associate
Fund will have over €20,000 at its disposal. you complete a new Deduction at member and retired member of
Source (DAS) form immediately and the Union shall pay an annual
if you wish to apply for monetary support send it to:
from the fund for a project you are involved in subscription as decided by
or support, please make a written submission Congress.
to Nadia Johnston, Administrative Officer, via
email to njohnston@tui.ie. Due to the large dara Blighe, Membership From 1st January 2019, this
number of applications received, a member secretary, tui, 73 orwell rate shall be 0.8% of gross
may submit only one application. Applications road, rathgar, dublin 6 - annual salary inclusive of any
must be submitted by 5.00 p.m. on 16th dblighe@tui.ie for members in and all allowances paid.The
November 2018 and should outline brief the etB sector maximum annual subscription
details of the project.
or paid will be capped and shall
Last year a total of 11 projects received a not exceed 1% of the third
contribution from the Third World Fund Janet anderson, Membership point of the Common Basic
including: secretary, tui, 73 orwell Scale (pre-2011), rounded to
road, rathgar, dublin 6 -
the nearest euro.
janderson@tui.ie for members
■ Pelele School, Lesotho (provision of a
water pump)
in the community & In the event of a change in the
■ HirN Palestine (construction of schools comprehensive and Common Basic Scale, the
and provision of equipment in Palestine) iot sectors.
resultant change in the
■ Bia le Beatha (provision of food/school
meals for schools in Uganda). DAS forms are available on p.29 of maximum annual subscription
this magazine and also on the TUi will apply from 1st January of
While the amount donated to each project is
modest, the feedback we receive from the
website – www.tui.ie They are also the following calendar year.
available from your
various recipients indicates that your funding
School/College/Workplace The only exception to this shall
of these projects has a significant impact and is
greatly appreciated. Of course, there is an representative and from Head Office. be new members in their first
added advantage in that the money donated year of teaching who are on the
You can also update your status
from the TUi Third World Fund goes directly and/or hours by using your
revised Common Basic Scale for
to the projects concerned.
membership card to log onto New Entrants, who shall pay a
TUi’s Third World Fund can make a real tuiservices.ie or by updating your nominal fee of €1 for their first
difference to worthy causes at ground level profile on the TUi Members’ App - year’s subscription.
and members are encouraged to nominate a free to download from the Google
Play Store and the App Store. Members do not need to fill in any
chosen project before the closing date.
additional paperwork, but should be
aware that their TUi subscription will
change from 1st January 2019.
14 september 2018 - TUi NeWSNEW
FACTORY
TOUR Special Rate for
School Tours
See for yourself our expert
craftsmen channel their knowledge
and experience into unique
jewellery and cutlery collections
which embody heritage and
skill. Skills which remain virtually
unchanged since we began in 1934.
Admission €6 per child, teachers are free with groups of 10 students or
more. Ticket includes a guided factory tour and self guided access to
the Museum of Style Icons. Subject to availability. To book please call
+353(0)45 431301 and dial 0 or email tourinfo@newbridgesilverware.com Living Heritage
Newbridge Silverware, Newbridge, VISITOR CENTRE
Co. Kildare, Ireland. Only 40 mins from Dublin. MUSEUM OF STYLE ICONS
Open 7 days. Free coach and car parking. CAFÉ CARLETONtui neWs
Budget 2019 must ensure e
quality services, in
it is a core principle of TUi that the re-instate the local authorities as Key points of tui’s
social contract be maintained as the providers of such housing and provide Budget 2019 submission
underpinning construct for irish society the necessary funding.
and, by extension, for public policy, Budget 2019 should respect and cater
including budgetary policy. Central to to the educational, social, cultural and
the social contract is the equitable new sources of funding economic needs of all the by providing
provision of high quality health, are available to for a significant increase in investment
education, housing and other social
Government in public education in the context of
services and protections so as to the development of a knowledge
ensure that all our people can live in Clearly, additional new funding sources economy and knowledge society. in
safety, with dignity, and are enabled are required. addition, there must be a robust
meaningfully to participate in and process to fully reverse cuts that were
Additional funding could be sourced, for
contribute to irish society, according to introduced during the recession.
example, through a financial
their respective talents.
transactions tax, the restoration of the
across all sectors -
in this context, it is a cause for concern 13.5% rate of VAT on the hospitality
that the damage inflicted by recession- industry, and/or the abolition of bogus
era public spending retrenchments have self-employment which is designed an end to pay
led to imbalances and inequalities that solely to rob workers of employment discrimination
threaten social cohesion. it is the view rights and to place some businesses
of the TUi that Budget 2019 should beyond the tax net. A 2015 iCTU study ■ Budget 2019 must signal the steps
have the declared aim of cultivating a found that taxpayers had lost €600m necessary to have those who
rooted sense of social cohesion and due to bogus self-employment in the entered the public service on or
solidarity. construction industry alone. A 2018 after 1st January 2011, including
Department of Finance study found that teachers and lecturers, placed on
the concessionary VAT rate for the the same rates of pay that apply to
housing crisis of concern hospitality industry has reduced the their colleagues who entered prior
to all tax-take by €2.6bn since 2011. A 2012 to that date. The palpable injustice of
iCTU study found that even a small the current differential must be
While most of our focus will be on the addressed as a matter of urgency.
financial transactions tax could raise
education system, we are gravely Failure to do so will inevitably lead
government revenue by €0.5 - €0.75bn
concerned by the failure to address the to continuing, and damaging,
per annum and raise GDP by 0.25%.
housing crisis. Government must, as a industrial relations unrest and the
matter of extreme urgency, invest in For many years the TUi has also attendant disruption to public
and implement an extensive programme suggested a 1% levy on corporate education services.
for the provision of social and profits to generate a dedicated fund for
affordable housing. The ideologically investment in higher education. Such a
blinkered approach of looking to the levy would have generated €656m in
private sector is exacerbating the crisis. 2017. it is important to note that all of
Therefore, rather than relying these measures could easily be
excessively on a self-interested private constructed in such a way as to give
sector – an approach that has protections to small businesses.
manifestly failed - government must
16 september 2018 - TUi NeWStui neWs
equitable provision of high
ncluding education
second level/post- further/adult education demoralisation of academic staff and
primary ■ The introduction of recognised,
to enable the sector to meet the
challenges presented by legislative
■ Targeted, incremental improvement agreed terms and conditions, and structural changes
in the pupil/teacher ratio at second including a pay scale, for all further
and adult education staff ■ Adequate, additional investment in
level and in further education, with
institutes of Technology, not least in
an initial focus on tackling and ■ The introduction of measures that the context of movement towards
overcoming the disabling effects of appropriately recognise the value to Technological University status. it is
educational disadvantage - in the society of further and adult inevitable that re-structuring will fail
context of which the restoration of education, that identify it as a core and will result in diminished quality
the previously available level of ex- element of the state-funded public and capacity if attempted without
quota guidance counselling education system and that, the requisite level of funding.
allocation needs to be achieved. accordingly, treat students and staff
■ in this context also, programmes – in terms of facilities and terms and
that focus on ameliorating inter- conditions of employment,
General
generational disadvantage, such, for respectively - with respect
example, as DeiS and School ■ A rejection of privatisation and/or
■ TUi is determined to maintain the
Completion Programmes, must out-sourcing of public education
quality of provision in this sector.
continue to be funded and have services and a commitment to
The Union is concerned that the
their level of funding restored and preserving national regulatory
approach of agencies such as SOLAS
enhanced. competence by excluding education
is excessively focused on labour
from international trade agreements
■ Full restoration of school capacity to market outcomes and that there
meet student support, may be a damaging drift towards ■ A restoration of tax relief for trade
administrative, curricular and privatisation. union subscriptions
compliance needs by way of
restoration of the posts of
third level
in summary, the TUi demands that
responsibility suppressed as a result progressive measures be taken in
of the moratorium introduced in Budget 2019 to undo the corrosive and
■ The application of a levy of 1% on
2009. The significant reduction in damaging effects of the cutbacks of
corporate profits to generate a
middle management capacity in recent years and to maintain public
dedicated fund for investment in
schools over the last six years, trust in public services and the political
higher education. This would be a
notwithstanding the modest process. The union wants government
tangible and substantial contribution
improvement in circular 3/2018, has to ensure access to a public education
by corporations that benefit from
severely damaged the ability of service of the highest quality for all,
ireland’s graduate pool. Such a levy
schools to respond in an irrespective of socio-economic status,
would have generated €656m in
appropriate and effective manner to gender, ethnicity, or sexual identity.
2017.
the varied needs of students and
their families. ■ increased academic staffing levels for The education provisions of Budget
institutes of Technology in 2019 must demonstrate a commitment
recognition of the urgent need to to equity and fairness and must give
restore appropriate standards of expression in practical terms to the
provision to students, to arrest and democratic, societal imperative to
reverse the casualisation and eliminate educational disadvantage.
www.tui.ie - TUi NeWS 17tui neWs
reflections on the Post-
Primary teacher supply Question
Professor Judith Harford & Dr Brian Fleming,
School of Education, University College Dublin.
An essential prerequisite to achieving the previous year. The reconceptulisation initiative. inevitably pupils lose out. While
Minister Bruton’s vision for our education and extension of the programme to professional development and
system is to ensure an adequate supply of master’s level also immediately doubled engagement is a fundamental hallmark of
highly qualified, motivated and committed the cost of securing the qualification. Not any profession, it must be properly
teachers.Yet schools have been reporting surprisingly, in 2016 and 2017 the structured and appropriately funded.
some suggestions
significant challenges in filling teaching numbers qualifying through the PMe
positions across the majority of subject were, on average, circa 450 fewer per
areas. Some remedial steps have been annum fewer than the previous pattern.
taken in order to address the issue, Paying PMe students to teach has been The situation as currently exists is
including lifting the restrictions on the suggested as one possible strategy, and untenable. in the period 2011-17, there
number of days a teacher on career break while they should, of course, be paid for was a substantial reduction in the
can work; increasing the capacity on both substitution work, a framework needs to numbers of those qualifying as teachers.
undergraduate and post-graduate be put in place in order to ensure that Significant numbers of HDip/PMe
programmes; and encouraging retired schools work in tandem with education graduates have chosen to emigrate to
teachers to remain eligible for departments to support this process. in teach. it is true that by 2017 the numbers
employment. These, while helpful, are not principle, the notion that a shortage of qualifying as teachers had begun to
likely to have a transformative effect. teachers should be addressed by paying recover, but not to the extent that it will
Similarly, the setting up of the Specialist people who are not fully qualified is not compensate for the losses of the last six
Group on Teacher Supply will prove an attractive proposition and carries years in the numbers entering the
useful. However, the mere gathering of damaging implications for the profession. profession, improvements in teacher
allocations and, of course, those retiring.
casualisation
up-to-date data will not, in and of itself,
resolve the issue. in the meantime, there More to the point, it is insufficient to deal
are key factors at play which require real with the sharp increase forecast over the
action. in recent years there has been a next few years in post-primary
significant increase in the numbers of enrolments. Decisive action is needed as
salary scales teachers employed on less than full-time follows:
contracts. The casualisation of the
The decision in December 2010 to profession, the possibility that following ■ The Common Basic Salary Scale needs
introduce a lower salary scale for new six years of study to qualify as a teacher, to be restored as an essential first
teachers, along with other entrants to the one will be faced with several years of step
public service, has no doubt impacted on casual employment, is no doubt ■ exchequer funding should be made
those considering teaching as a influencing those considering teaching as available to Heis to grant a waiver of
profession. At the time of writing, talks on a career. Casualisation is equally damaging fees for year 2 PMe students. This
the issue of pay disparities for recent to the quality of teaching and learning in provision should apply for the next
entrants to the public service generally schools creating unnecessary uncertainty three years across all subjects, rather
are underway. An early resolution is vital. and change for pupils. than isolating subjects which in the
Master’s level teacher demand
short-term present challenges, which
education
would in turn lead to a hierarchy of
it is important also to consider the subjects. if the DeS wishes to increase
factors that create a demand for the supply of teachers of particular
Moving to a two-year postgraduate subjects in response to the needs of
qualification for teaching (PMe) meant substitute teachers. in irish education,
there is a regrettable pattern of choosing the economy, more imaginative
that the number who qualified as solutions must be devised.
teachers, following the postgraduate the easy option when the need arises to
route, in 2015, was over 1,000 less than free up teachers to assist with a new
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