Teacher appointments

Last updated: Sun, Nov 6th, 2016 12:04:52 pm

Procedure and Sequence for Filling Available Teacher Posts/hours. (Revision of Section 5 of CL 34/09)

The procedure and sequence for the filling of available teaching posts are outlined in DES CL 34/09 as revised by CL 59/16 and in CL 24/15. These revised procedures, the objectives of which are to provide security of employment and enhanced teaching hours for part time teachers, are operative from September 1st 2016 for the filling of available teacher post/hours.

(It must be noted that the revised arrangements contained in CL 59/16 have arisen from an agreement reached between the DES and the Teachers Union of Ireland. Members of ASTI have not accepted these arrangements and, consequently, remain subject to the arrangements contained in CL 34/09)

Appointment of Part Time Teachers

As and from September 2015 the appointment of all Part Time teachers have been subject to the conditions set out in the Ward Report as detailed in DES CL 24/2015 which include:.

Termination of First Fixed-Term Contracts

  • All first fixed-term contracts must be terminated at the end of the school year. (see sample template letter)

  • If the position is continuing for the following year (and no-one has been redeployed into position) it must be advertised on national websites. (educationposts.ie and/or educationcareers.ie). The advertisement must state that the appointment is subject to the sanction and approval of the Department of Education & Skills, Garda vetting and the position not being required for the redeployment process.

  • A completely new recruitment process must take place.

  • All fixed term teachers must be informed of the vacancies for the next school year and the details of the application process.

  • The employer cannot provide a new fixed term contract to any teacher who has completed a first fixed-term contract unless it advertises and interview first.

    The school may begin the process of advertising and interviewing for vacant positions for the next academic year during the month of May if it so wishes. However, no offer of employment can be made until the redeployment process has concluded on 31st May.

    Eligibility of a teacher for a CID:

    A teacher is eligible for a CID where he/she has in excess of two years continuous employment with the same employer and there is an offer of employment into the third year in a position which:

  • continues to be viable for at least another school year

  • is covering a career break or secondment

    Ineligibility of teacher for a CID

  • A teacher is not eligible for a CID if he/she is in employment to cover a leave of absence where there are objective grounds (e.g. sick leave, maternity leave, parental leave).

    Hours of CID

    When a CID is being awarded on foot of the new terms and conditions under CL 24/2015 the hours of the CID will be those hours for which the teacher was engaged on a fixed term contract for the full school year prior to the issuing of the CID.

    The hours are not confined to teacher’s own hours.

    If there is an offer of employment to the teacher for Year 3 and if, in the year prior to the issuing of a CID, the teacher was:

    Example 1

    A teacher is employed 11hours job-share and 3 hours in own right:

    The CID will be for 14 hours.

    Example 2

    A teacher is employed 16 hours own right and 4 hours of maternity leave for 6 months:

    The CID will be for16 hours.

    Example 3

    A teacher covering for career break for 22 hours:

    The CID will be for 22 hours.

    Example 4

    A teacher on job-share of 11 hours is not eligible for CID (if the offer into year 3 is again covering a leave of absence/has objective grounds).

    Example 5

    A teacher on two job-shares of 11 hours each is not eligible for CID (if continuing to cover two job shares in Year 3).

    Additional hours for teacher who already has a part-time CID

    A teacher who holds a part-time CID who is also employed for additional hours on a fixed term basis in excess of one year will be sanctioned by the DES for a further CID for the additional hours if the hours continue to be viable and available within allocation.

    A teacher who has a Contract of Indefinite Duration for 18 hours or more may be designated and paid for 22 hours per week as for a Permanent Wholetime Teacher. This requires that the teacher agrees to be timetabled up to 22 hours per week by completing Form H22 as set out in CL 11/2009. The completed form H22 must be returned to the DES to enable qualifying teachers' salaries to be adjusted. The additional hours that may be awarded to any such CID holder must come from the schools allocation.

    Permanent Wholetime Posts (PWT)

    The total number of Permanent Wholetime and Part-time Teachers holding Contracts of Indefinite Duration in a school may not exceed 95% of the total initial teacher allocation for the school. No Permanent Wholetime Post may be advertised unless the additional post is within this limit. It is important to note that the 95% limit includes those teachers with Contracts of Indefinite Duration who may be on Career Break or other approved leave of absence. This 95% ceiling may in some instances be superseded by the awarding of CID's where such are otherwise warranted. The DES may prevent the awarding of PWT contracts in order to accommodate redeployment needs in the future. DES permission should be sought in advance of advertising and appointing a PWT position.