Job Sharing Policy - Scoil Naomh Áine NS

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Scoil Naomh Áine, Rathgarogue, New Ross, Co. Wexford  
Job Sharing Policy


Introduction
This policy sets out the operation of the Teachers Job Sharing Scheme in Scoil Naomh Áine, Rathgarogue. This policy was developed by the teaching staff and the Board of Management of Scoil Naomh Áine. The policy complies with Terms and Conditions of Employment for Registered Teachers in Recognised Primary and Post Primary Schools, Job Sharing Scheme for Teachers, Edition 1, Chapter 5. This policy should be read and understood within the context of legislation relating to the Job Sharing Scheme for Teachers. The document Terms and Conditions of Employment for Registered Teachers in Recognised Primary and Post Primary Schools is available to download from
www.education.ie.

Rationale
Primary school teachers are entitled to apply for the job sharing scheme to assist them in combining work with personal responsibilities and choices. This policy is specific to the needs of Scoil Naomh Áine, Rathgarogue.

Aims

  • To ensure compliance with relevant legislation relating to the implementation of the Job Share Scheme for Primary Teachers

  • To ensure educational progress of pupils is not affected by the job share arrangement

  • To ensure the continued effective operation of the school where a job sharing arrangement exists

  • To inform staff members of their duties in relation to the job sharing scheme in Scoil Naomh Áine, Rathgarogue.

  • To clarify issues in relation to the Job Share Scheme for Primary Teachers


Eligibility
A teacher may apply to job share where he/she

  • is registered with the Teaching Council and

  • will have satisfactorily completed at the end of the school year in which they are applying, 12 months of continuous service with the current employer and

  • holds a full time permanent post for the following school year

The principal is not eligible for job sharing due to the leadership nature of the role.
There are two options for a job sharing arrangement:
a) Sharing a wholetime post: Two wholetime teachers in the same school apply to job share or
b)in the case of interschool job sharing two wholetime, probated teachers in two different schools apply to job share.
Teachers are expected to secure their own suitably qualified job share partner with whom they are confident they can plan, collaborate and work professionally with, during the duration of the job share arrangement.
Where the arrangement results in an interschool job share, the Principal and Chairperson may meet with or interview the proposed job share partner to assess their suitability to Scoil Naomh Áine. The decision of the Board of Management is final.

Applying for Job Sharing in Scoil Naomh Áine
Teachers wishing to job share must apply to the Board of Management using the appropriate application form JS1 before 1 st February prior to the commencement of the school year in which they wish to begin job sharing. A Plean Oibre must be included with the application form (where the job share applicants are aware if they will be placed in Learning Support or in a classroom).
A teacher who wishes to extend his/her job sharing arrangement must apply for the extension on an annual basis.
Each application for job sharing will be considered by the Board of Management on its own merits within the context of Scoil Naomh Áine. The Board of Management is under no obligation to approve a Job Sharing Arrangement and can as it sees fit, refuse some or all applications at its own discretion. The decision of the Board of Management is final.
The Board of Management will issue written notice of approval/refusal by 1 st March.

An Plean Oibre
The Plean Oibre must address:

  • the need for continuity,

  • the need for planning for an agreed methodology

  • an agreed approach to disciplinary matters.

The Plean Oibre should also provide for the use of the combined talents of both teachers as well as assigning responsibility.
The Plean Oibre should comply with school policy outlined in the Plean Scoile.
The Plean Oibre should outline the frequency of out-of-school meetings between the applicants to plan and discuss their work.
The Plean Oibre should also address the need for continuity in the case of brief absences (as job sharing teachers cannot substitute for each other).
The Plean Oibre should also outline the availability of the teachers for relevant staff meetings and for relevant meetings with parents (Parent Information Evenings, Parent/Teacher Meetings, ½ In ½ Out staff meetings, additional Public Service Agreement hours.).
Boards should be satisfied that the Plean Oibre adequately addresses all of the key issues outlined above.
The Principal will be centrally involved in all stages of the planning of the job sharing arrangement, including approving the Plean Oibre.

Duties
The job sharing partners will establish appropriate communication processes which must be approved by the Board of Management. The method of communication may be electronic or hand written but a copy must be available to the Principal at all times.
Both Job Sharing teachers will attend Parent/Teacher meetings and complete End of Year Reports.
Job sharing partners will complete additional hours under the Public Service Agreement on a pro rata basis.

Posts of Responsibility
If the Deputy Principal is approved for job sharing he/she must relinquish his/her post of responsibility and the appropriate allowance for the duration of the job sharing arrangement.
A Special Duties Teacher may retain his/her post of responsibility allowance while job sharing provided the Board of Management decides that the duties of the post can be performed in full.

Where an employer decides that it is not possible for the job sharing teacher to perform the full duties of the Special Duties post an acting Special Duties Teacher may be appointed and the allowance will be shared equally between the two teachers (i.e. the acting post holder and the job sharing teacher.) The allowance shall be restored to the actual post holder on resumption of fulltime duties.

The acting post holder will not establish personal title to the allowance and will relinquish same when the Job Sharer resumes full time duties.


In Service/School Planning Days

Job sharing teachers in primary schools who are required to attend courses/school planning days on days they are not due to teach shall be granted leave in lieu for such days. Leave in lieu will not be granted where the teacher’s attendance on such days is part of the additional hours commitment under the current Public Service Agreements.

Where leave in lieu is to be granted, confirmation of attendance at the course/school planning day should be submitted in writing to the employer for input on the OLCS where appropriate. Substitution for such days is not paid by the Department.

Extra Personal Vacation Days
Job Sharing teachers in Scoil Naomh Áine can take 2 EPV Days each up to a maximum of 4 days combined between the two job sharing teachers. The class will be split and work must be assigned for completion by the class. EPV Days must be applied for in accordance with the Policy on EPV Days.

Classroom Planning
Job sharing teachers are expected to complete termly and fortnightly plans of work along with the Cuntas Miosúil at the end of each month. Plans of work and the Cuntas Miosúil must be presented to the Principal in a timely manner. Job sharing teachers must also prepare a weekly timetable and present a copy to the principal. A copy of the timetable must be kept in the Substitute Information Folder.
Job Sharing teachers are required to maintain a diary in which records of progress, behaviour issues, meetings with parents, payments of money, friendship concerns and all other relevant events must be noted.
Both teachers will be mindful of Assessment of and for Learning and its important place in pupil progression.

As a general principle both teachers will display significant flexibility in relation to the class’s participation in school events so they will continue without interruption.

Termination
The arrangement may be terminated at any time if it is not operating in the best interests of pupils.   

Class Levels/Teaching Duties
The welfare and educational needs of the children will take precedence over all other considerations in deciding the teaching duties assigned to Job Share partners. The decision of the Principal is final in assigning teaching roles to teachers.

Initially, job-sharing teachers will not teach Junior Infants or 6 th class.

Consideration will be taken of pupils with special educational needs.

Informing Parents
As soon as a Board of Management has decided to allow job sharing and classes have been allocated, parents should be informed that their child(ren) would be taught by job sharing teachers in the relevant school year. The Board will notify parents at the earliest possible opportunity by way of a special meeting called by the Principal/Board of Management. Teachers whose job sharing applications have been approved by a Board are required to attend such a meeting.

H
andover arrangements between job-sharing teachers
Both teachers will meet/speak for a sufficient period of time at the end of each teaching shift to discuss and prepare the necessary handover. The Principal/Deputy Principal will be available to the job-sharers if necessary. It is the responsibility of the job-sharing teachers to convey any communications made to the staff at staff meetings or additional Public Service hours etc. to their Job Sharing partner. A log with this communication is available to the Principal at all times.

Evaluation
There will be ongoing evaluation of all aspects of the job-sharing arrangement. The Principal will report to the Board of Management once each term regarding the implementation of the initial Job Share arrangement in Scoil Naomh Áine in 2017-2018 School year.

Review and Ratification
This policy was ratified by the Board of Management of Scoil Naomh Áine .The Policy on Job Sharing will be reviewed during Term 3 of the 2017-2018 school year.



Extract from Terms and Conditions of Employment for Registered Teachers in Primary and Post Primary Schools, Edition 1


CHAPTER FIVE – JOB SHARING SCHEME    (Should be read in conjunction with the Introduction, General Provisions for All Schemes, and Definitions)

1. Job Sharing Scheme   
The purpose of the job sharing scheme is to assist teachers in combining work with personal responsibilities or choices.    

It is a matter for the employer to decide the time-sharing arrangement(s) which it is prepared to endorse e.g. week on /week off, split week. Post-Primary employers, for example, may require a job sharing teacher to be timetabled over 5 days per week. Subject to the exercise by the employer of its responsibility in this regard, timetable arrangements for job sharing teachers should be designed within the spirit of the scheme to facilitate the teacher, so far as is practicable.   

In the case of Primary schools as soon as a Board of Management has decided to allow job sharing, parents should be informed that their child(ren) would be taught by job sharing teachers in the relevant school year.  A Board is required to notify parents at the earliest possible opportunity by way of a special meeting called by the Principal/Board of Management.  Teachers whose job sharing applications have been approved by a Board are required to attend such a meeting.  The requirement for the special meeting should not be replaced by other means of communicating to parents the information regarding job sharing arrangements.
     
2. Basis of Scheme      
2.1 A teacher may make an application to share a wholetime post on a 50:50 basis or may apply to reduce their hours to 50% of a wholetime teacher.  This amounts to 14 hours 10 minutes per week in the case of a Primary teacher or 11 hours per week teaching in the case of a Post Primary teacher,     

2.2 There are two options for a job sharing arrangement:      
a) Sharing a wholetime post:  Two wholetime teachers in the same school apply to job share or in the case of interschool job sharing (primary schools only) where two wholetime teachers in two different schools apply to job share.       
b) A teacher applies to job share and the employer is willing to recruit a teacher for the balance of the available hours on a specified purpose (fixed term) contract which will terminate at the end of the school year.    
    
3 Duration of Job Sharing Agreement      
3.1 The minimum period for which a job sharing arrangement may occur is one school year.     

3.2 In exceptional circumstances an employer may authorise a job sharing arrangement to commence during the course of the school year and terminate not earlier than the end of that same school year.    

4 Eligibility      
4.1 A teacher may apply to job share where he/she    a) is registered with the Teaching Council and    
b) will have satisfactorily completed at the end of the school year in which they are applying 12 months of continuous service with the current employer and   
c) holds a post for the following school year greater than 50% of a wholetime teacher. (i.e. 14 hours 10 minutes per week in the case of a Primary teacher or 11 hours per week teaching in the case of a Post Primary teacher).    
Job sharing is not available to the following:    
d) at Primary: Principal and Home School Liaison Co-ordinator and       
e) at Post Primary: Principal, Deputy Principal and Home School Liaison Co-ordinator.      
f) Teachers on secondment.      
  
5 Operation of the Scheme      
5.1 A teacher seeking to job share must submit the prescribed application form JS1, attached at Appendix A of this chapter, to the employer not later than the 1st February prior to the school year in which he/she proposes to commence/continue job sharing.       

5.2 A teacher who wishes to extend his/her job sharing arrangement must apply for this extension on an annual basis.        

5.3 Each application to job share shall be considered on its own merits by the employer within the context of the school’s policy statement. The decision of the employer shall be final.      

5.4 The employer who hosts the teachers availing of the inter school job-sharing arrangement (primary schools only) is considered to be the employer for both job sharers for the duration of the job sharing period and the teacher should sign a Form of Agreement with the host employer.       

5.5 A teacher on a career break or other approved leave of absence may apply to resume teaching duties on a job sharing basis.       

5.6 The employer shall issue a written notice of approval or refusal, which will set out the basis of the refusal, to the teacher by 1st March at the latest.       

5.7 Taking account of the extent of arrangements to be put in place by the employer to cater for a job sharing post, the applicant should not be permitted to withdraw his/her application after 14th April, or from once the replacement teachers contract has been signed, whichever happens first. This should be included in the notice from the school to the teacher.       

5.8 In exceptional circumstances if the applicant can be accommodated within the approved staffing allocation and subject to contractual arrangements, an application for withdrawal from a job sharing scheme and/or an earlier return to full-time employment may be considered by the employer. However, such an application may not be considered beyond 1st November.       

5.9 The employer must list the names of all teachers availing of job sharing arrangements on the annual change of staff form/relevant ETB system.  The job sharing application must be retained in the school/ETB.     

6 Duties       
6.1 Employers shall ensure that appropriate communication processes are in place between teachers sharing a post in order for them to fulfil the responsibilities of the post.      

6.2 A job sharing teacher must be available for relevant staff and parent meetings in accordance with school policy and agreements.       

6.3 The obligation to provide additional hours under the existing Public Service Agreements is pro rata for teachers who are job sharing.     

7 Pay/Reckoning of Service    
7.1 Job sharing teachers will receive where applicable remuneration equal to 50% of a full time post inclusive of qualification allowances (i.e. Higher Diploma, Primary, Masters and Doctorate Degree, Ard Teastas Gaeilge)     

7.2 Where a teacher holds any job role allowance e.g. - Teaching through Irish Allowance / Diploma in Special Education / Diploma for Teachers in a Specific Disability Category, the teacher may lose these allowances under a job-sharing arrangement.     

7.3 Each year of job sharing service given, will reckon as one year of service for promotion and incremental purposes.     

8 Additional Work by Job Sharing Teacher      
8.1 Job sharing teachers may not        
a) engage in any substitute teaching       
b) act as a special needs assistant in the school in which he/she is employed or any other school or      

8.2 It is not permissible for a job sharing teacher to engage in outside employment without the consent of the employer. It shall be a matter for the employer to determine whether or not any such employment is in conflict with their ability to carry out their duties as an employee of the school. If such a conflict is deemed to exist, the approval of the employer shall be withheld.   

9 Appointment of a Replacement Teacher     
9.1 Where a replacement teacher is to be employed, the position must be filled in accordance    with current rules for teacher recruitment.  He/she shall be offered a specified purpose (fixed term) contract. Such a contract must include a condition that the contract will terminate on the job sharing teacher resigning, retiring or returning to full time employment or the following 31st August whichever happens first.  

9.2 The replacement teacher may apply for any available hours in any school up to the maximum of a wholetime post.   

10 Posts of Responsibility   
10.1 Primary    
a) Where a primary school Deputy Principal is approved for job sharing he/she must relinquish his/her post of responsibility and the appropriate allowance for the duration of the job sharing arrangement.         
b) An Assistant Principal or a Special Duties Teacher may retain his/her post of responsibility allowance while job sharing provided the employer decides that the duties of the post can be performed in full.       
c) Where an employer decides that it is not possible for the job sharing teacher to perform the full duties of the Assistant Principal or Special Duties post an acting Assistant Principal or Special Duties Teacher may be appointed and the allowance will be shared equally between the two teachers (i.e. the acting post holder and the job sharing teacher.) The allowance shall be restored to the actual post holder on resumption of fulltime duties.        
d) The acting post holder will not establish personal title to the allowance and will relinquish same when the Job Sharer resumes full time duties.   
 
10.2 Post Primary       
a) An Assistant Principal or a Special Duties Teacher may retain his/her post of responsibility allowance while job sharing provided the employer decides that the duties of the post can be performed in full.      b) Where an employer decides that it is not possible for the job sharing teacher to perform the full duties of the Assistant Principal or Special Duties post, he/she shall forfeit the allowance for the duration of the arrangement. The allowance shall be restored on resumption of fulltime duties.       
c) The acting post holder will not establish personal title to the allowance and will relinquish same when the Job Sharer resumes full time duties.   

Primary and Post Primary
10.3 Appointment to and payment in respect of Acting Posts of Responsibility at Primary and Post Primary level will be in accordance with the applicable Circular Letters and /or other regulations.     
    
10.4 The employer in consultation with the Principal, should keep the operation of posts of responsibility held by job sharing teachers under review to ensure responsibilities are adequately discharged.       

11 Termination/Resumption of Duty      
11.1 Employers must ensure that teachers participating in the job-sharing scheme are aware that the arrangement may be terminated at any time if it is not operating in the best interests of pupils.   
  
11.2 It is the responsibility of the employer to ensure that the Payroll Section of the Department/ETB is informed in advance of the date of termination of the job sharing arrangement of the teacher and the date of termination of the employment of the replacement teacher in order to avoid any overpayments of salary.    
  
12 Maternity Leave /Adoptive Leave     
12.1 A full time teacher on maternity/adoptive leave, opting to job share in the next school year, will be paid at the full time rate of pay up until the beginning of the next school year at which point the teacher will be paid the job sharing rate of pay for the remainder of the leave.        

12.2 A job sharing teacher on maternity/adoptive leave, opting to return to full time duties in the next school year, will be paid at the job sharing rate of pay up until the beginning of the next school year at which point the teacher will be paid the full time rate of pay for the remainder of the leave.        
 
13 Public Holiday Entitlements      
13.1 Entitlements arising to a job sharing teacher from e.g. bank holidays, will accrue to the teacher who would otherwise be scheduled for duty on the day in question.  In such cases however, the normal attendance regime will, where necessary be varied slightly by the employer with a view to allowing both job sharing partners to benefit equally from school closures.     

14 Resignation while Job Sharing       
14.1 A teacher engaged in a job sharing scheme who wishes to resign from his/her teaching post must notify the employer in writing in accordance with the teacher’s terms of employment.   
  
15 Pension      
15.1 In accordance with the applicable circular letters and /or other regulations, a job sharing teacher shall be eligible for superannuation benefits on the same basis as full-time staff, save that each year of service given in a job sharing capacity will reckon as six months fulltime service for superannuation purposes.       

15.2 It may be open to a job sharing teacher to purchase notional service for superannuation purposes. Further information in relation to the purchase of notional service and other pension related matters is available from the Departments website Retirement-Pensions or by contacting the relevant ETB. Any queries regarding the purchase of notional service should be submitted by email to pensions@education.gov.ie or the relevant ETB.    

16 PRSI Implications   
16.1 Teachers who propose to undertake job sharing should satisfy themselves (by contacting the Department of Social Protection if necessary) as to whether the proposed pattern of job sharing will have any implications for their PRSI contributions/credit record.      
  
17. In Service/School Planning Days  

17.1. Job sharing teachers in primary schools who are required to attend courses/school planning days on days they are not due to teach shall be granted leave in lieu for such days. Leave in lieu will not be granted where the teacher’s attendance on such days is part of the additional hours commitment under the current Public Service Agreements.      

17.2. Where leave in lieu is to be granted, confirmation of attendance at the course/school planning day should be submitted in writing to the employer for input on the OLCS/ relevant ETB system where appropriate.  Substitution for such days is not paid by the Department/ ETB.   

18. Re-deployment  
18.1. Job sharing teachers will be subject to the same conditions of re-deployment as full time teachers.    





 
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