VOL.30 / NO.1 SEPTEMBER ‘07
WELCOME TO TEACHING – A GUIDE FOR NEW MEMBERS GENDER IMBALANCES IN IRISH EDUCATION TUI CREDIT UNION CELEBRATES 40 YEARS PENSION ISSUES CONTENTS Cover Story VOL.30 / NO.1 SEPTEMBER ‘07 Social Partnership – A Fair Deal?
With social partnership in Ireland now 20 years old, TUI General Secretary Jim Dorney examines its ups and downs and highlights the negative effect of rising infl ation in the context of Towards 2016.
WELC OME TO TEAC HING – A GUIDE FOR NEW MEMBERS GENDER IMBALANCES IN IRISH EDUCAT ION TUI CREDIT UNION CELEBRAT ES 40 YEARS PENSION ISSUES
Contents TUI NEWS FEATURES Gender Imbalances in Irish Education
Minister Ms. Mary Hanafi n, launched a new report on gender in Irish education recently entitled Sé Sí. This report gives an overview of the issue of gender in education from primary school right through to higher and further education.
4 A Fair Deal? The article focuses on chapter 8 of the Report in relation to Educational Personnel. 4 Gender Imbalances Second Level Teachers
The report presents an overview of second level teachers by gender from 1985 to 2003. In 1985 the ratio among second level teachers was 50-50. From 6 SéSí Gender Report Analysis 1985 to 2003 while the number of female Posts of Responsibility a proper analysis is not possible as data in teachers at second level increased by respect of the gender of post holders going 3,500 the number of male teachers in No data on the gender breakdown back in time in not available. the second level system declined by 500 of post of responsibility holders in during the same period. The gender ratio Vocational Schools. Despite the fact that since 2003 the gender is now approaching 60-40 in favour ratios of female to male teachers in all of women. It is remarkable that there is no information second level schools is approximately 60- in the Report on the Gender breakdown 40, female teaches are under represented Minister Mary Hanafi n recently launched the SéSí report See T a ble 8.5 of Post of Responsibility Holders in from the level of assistant principal posts VEC schools. This means that we have upwards. Table 8.7 illustrates that the 8 FETAC Policies and Procedures Gender Composition of Staffs in Second no information in relation to the percentage higher the grade of teacher, the greater the level schools 1985 to 2003 breakdown of male and female principals, level of under representation of women in deputy principals, assistant principals such grades. The under representation is In 1985, 60% of the teachers in vocational and special duties teachers in any of the particularly evident in the C&C sector men schools were male and 54% of the 33 VECs. out number women by 4:1 at the level on gender in Irish education. This article provides teachers in community and comprehensive of principal. schools were male. However in the The Report states that “readily accessible vocational schools and in community information on the detail of posts of Institutes of Technology and comprehensive schools women began responsibility in the vocational sector is not to outnumber men from the mid to the available to the Department of Education Table 8.11 gives the gender breakdown 10 Institute News late 1990s. and Science.” This is of particular concern of full-time academic staff in the Institutes to TUI, as the largest proportions of our of Technology for the academic year Certain differences between the different members are employed in VEC schools. 1998/1999 and 2003/04. This table an overview of some of the main statistics of relevance second level sectors have become TUI calls on the Department of Education illustrates that men out number women less pronounced over the last 20 year and Science to put in place as a matter at all academic grades and that the period. The highest concentrations of urgency a procedure for collection of proportion of women is particularly low of female teachers are in voluntary gender related data from VECs. at senior lecturer level. Even though there secondary schools (61% in 2003). While has been a major improvement in the traditionally there were more male than Table 8.7 above gives the gender proportion of women employed as full females teachers in vocational schools breakdown of posts of responsibility time academic members in the IOTs in the to TUI members. 17 40 Years of TUI Credit Union and community and comprehensive held in secondary and community and period between 1988/89 to 2003/2004, schools, by 2003 the percentage of female comprehensive schools. While this table men continue to out number women teachers in these schools had increased sets out the data in respect of the gender of among academic staff members in the to 57%. post of responsibility holders in May 2005, Institutes of Technology.
6 September 2007 - TUI NEWS 18 Welcome to Teaching
TUI NEWS 26 Pensions Issues W e lcome to Second Leve l T e aching You are most welcome to the teaching profession and to our public sector schools and centres. W e wish you the very best in what we are sure will be a long, eventful and fulfi lling career.
Always bear in mind that the work recognised by the Teaching Council, appropriate degree (or equivalent) you do is of fundamental importance your employer and/or the Department and the Higher Diploma in 28 TUI Third World Fund to society. In an increasingly complex of Education and Science as a fully Education (or equivalent) or an 18 Welcome to Teaching world you will provide the instruction, qualifi ed teacher who is eligible for appropriate degree that includes guidance and - more often than appointment to a permanent wholetime a training in teaching qualifi cation some bilious commentators would have teaching position in your subject/ to be recognised as fully qualifi ed you believe - the inspiration that will specialism? You should apply and eligible for appointment as a sustain young people as they proceed to the Teaching Council for admission permanent wholetime teacher. into adulthood. to the register of teachers. Generally speaking, subjects taken in fi nal year degree examinations As you begin your career, the TUI may be taught to Leaving Certifi cate would like to offer some practical level while those taken in earlier advice based on the experience of our years of the degree course may be 29 FAQ members over several years. taught to Junior Certifi cate level. However, it is important that you Employe r check the subject specifi c criteria on the Teaching Council website. All teaching positions with public An extensive article welcoming new entrants to the sector employers, other than QualifiQ cations – casual short-notice positions, Further Education Sector are fi lled following advertisement in the national press and To be fully qualifi ed for a teaching competitive interview. position in the Further Education/ Your employer is either the Post-Leaving Certifi cate area, in 32 Notice Board Vocational Education Committee Youthreach Centres, Traveller profession, setting out general information and answering or, in the case of teachers in Training Centres or in the Community and Comprehensive Prison Service, you must hold a schools, the Board of Management. Qualifi cations – Second Level Sector qualifi cation that satisfi es either the In the case of a VEC, appointment terms of Memo V7 or the terms is to the “scheme” (normally To be qualifi ed as a second level teacher of Department of Education and defi ned by county) which means in the vocational sector you must hold Science Circular Letter 32/92. that one may be assigned to any a recognised degree (or equivalent) Both Memo V7 and CL32/92 Vocational School or Community in at least one of the subjects on the can be downloaded from the TUI many frequently asked questions. College within the scheme and may, Leaving Certifi cate programme. A website www.tui.ie in subsequent years and subject to document known as Memo V7 details Discussions regarding the 34 Appreciation protocols agreed with the union, the specifi c requirements. Currently, introduction of a requirement be transferred within the scheme. a Higher Diploma in Education is not for an appropriate training in a Community and Comprehensive a requirement for recognition as a teaching qualifi cation for this sector schools are stand-alone employers. qualifi ed teacher in the vocational are ongoing. sector. However, it is possible that Qualifi cations - General new regulations will take effect from Contracts/Written Statements September 2008 that will require You need absolute clarity about a H Dip. All part time teachers have your qualifi cations. What are In Community and Comprehensive contracts whether written or 35 RMA News you qualifi ed to teach? Are you Schools you require either an not. The Industrial Relations Act, 18 September 2007 - TUI NEWS
EDITORIAL PRODUCTION
Peter MacMenamin John MacGabhann TUI News is published by the Deputy General Secretary Assistant General Secretary Teachers Union of Ireland, [email protected] [email protected] Aontas Múinteoirí Éireann, 73 Orwell Road, Rathgar, Dublin 6 Declan Glynn Bernie Judge Tim O’Meara Assistant General Secretary Education & Research Offi cer T: 01-492 2588 F: 01-492 2953 President [email protected] [email protected] E: [email protected] W: www.tui.ie [email protected] Annette Dolan Hilary O’Byrne Produced by: Don Ryan Assistant General Secretary Administrative Offi cer Neworld Associates, Vice-President [email protected] [email protected] 9 Greenmount Avenue, Harolds Cross, Dublin 12 Jim Dorney John O’Reilly Conor Griffi n General Secretary Assistant General Secretary Press & Information Offi cer Printed by: Typecraft Ltd. [email protected] [email protected] cgriffi [email protected] Cover Illustration by: Kevin Waldron
2 September 2007 - TUI NEWS A Word from The President
Welcome back to another academic year to every TUI member. I hope the poor weather didn’t impact too negatively on the summer break and that you are invigorated to face the
TUI PRESIDENT, TIM O’MEARA many challenges the new term will present.
As you can see from the cover image, the Leaving Certifi cate results generated have completed apprenticeships are ahead of issue of social partnership will be a crucial one much debate on the fall in the numbers the game. I would encourage young men and for TUI and all other unions over the coming of students taking science subjects. The women to seriously consider entering one of months. We believe it is high time that Social Department has failed to move on the the 26 registered trades. Partnership Agreements are re-examined recommendations of the Task Force on the given, as is the case with the Towards 2016 Physical Sciences in relation to laboratory Negotiations are ongoing with the Agreement, that pay increases do not even technicians. This lack of commitment on the Department of Education and Science in compensate for increases in infl ation and part of the Government to increasing the relation to new management and support there are still onerous requirements from numbers taking science subjects at second structures for dedicated Further Education workers to draw down the meagre pay rises level or to supporting the quality of science Colleges. On a related matter, members they provide. teaching that is required in the 21st Century and branches will be pleased to note that is appalling. Recruitment of laboratory the implementation of new assessment As the General Secretary states in his article, assistants for our schools would signal a clear procedures in respect of further education this country has benefi ted well from pay deals commitment to tackling this issue. and training courses leading to FETAC in the past, but it is near impossible to see accreditation has been deferred to July them continuing in their current form when With the rise of immigration into Ireland, 2008. This was agreed by FETAC as a workers effectively lose out. profi ciency in English is key to preventing consequence of strong representations from social marginalisation: it is critically important the TUI. In the coming months the TUI will TUI has always acknowledged the fi ne work for social cohesion. Massive social, economic continue to meet with FETAC, the IVEA and carried out by schools that do not operate and cultural problems arise from social the Department to secure the resources, selective enrolment procedures, and accept segregation, ghettoisation and discrimination. systems and supports necessary to enable the all students from within their community. TUI believes the approach by the state is ad suite of new quality assurance procedures TUI calls on the Minister to review the state hoc, complacent, casual, and short-sighted. to be implemented without a diminution of funding of fee-paying schools. Essentially, The Minister stated in 2006 that “a more members conditions. such schools are selective in their targeted approach is needed for the teaching enrolment procedures by virtue of their of English within our schools for non- Finally, I would encourage every new entrant fee-paying status. It is not fair that some national children”. The Minister’s modest to the teaching and lecturing profession and schools can work from a pedestal provided interventions to date do not amount to a those who have not yet become members to by a dual funding mechanism provided by targeted or strategic response. Our schools join TUI immediately. Put simply, those who state subvention and student fees. must have the resources to meet the needs are not members leave themselves extremely of the international students enrolled in our vulnerable should a complication of any kind This considerable added fi scal clout allows schools now who have little or no English. arise within their professional lives. There is for the establishment of smaller classes and no one so strong or self-suffi cient that they better facilities for those who can afford it. TUI believes the Minister must increase the do not require the support of the union. TUI recognises that the Leaving Certifi cate funding of apprenticeship education in this Membership of TUI offers protection to causes an increased level of stress for country. In the frenzy that accompanies individuals and a strong coherent national many young people. We are therefore the publication of fi rst round CAO offers, voice to promote the profession as a whole. committed to working with all the the apprenticeship option is far too often education partners to agree an approach overlooked in terms of career satisfaction, With Kind Regards, by which this stress can be reduced. We earning potential and the development of look forward to further consultation with entrepreneurial talent. This path is also vital all the education partners on the best way to the healthy running of a modern economy forward to benefi t future students. and there is ample evidence that those who Tim O’Meara, TUI President
www.tui.com - TUI NEWS 3 COVER ARTICLE Social Partnership – A Fair Deal? by Jim Dorney, General Secretary, TUI
Social partnership agreements are 20 years negotiated to address these problems and established in July, 2000, with the old this year, the fi rst such agreement, the from a trade union perspective to create following approach: Programme for National Recovery having the climate in which the unacceptably high been negotiated in 1987. That agreement rate of employment could be addressed. the need to recruit, retain and motivate was followed by seven other agreements staff with the qualifi cations, skills and from 1991 to date. The latest agreement, There can be no question but that the fl exibility required to exercise their Towards 2016, is at present in force. To social partnership agreements, inter alia, different responsibilities; mark the occasion, the Irish Municipal contributed to stabilising the economy, the need to ensure ongoing Public and Civil Trade Union (IMPACT) reducing unemployment and laying a modernisation of the public service has commissioned a book outlining the foundation for the relative prosperity so that the public service can history of these agreements. The book, which we experience today. Allied with the continue to adapt to necessary entitled “Saving the Future” is written by national agreements was the introduction changes and to achieve greater Tim Hastings, Brian Sheehan and Padraig of Benchmarking in the public service in effi ciency and effectiveness; Yeates, all prominent industrial relations the year 2000, the objective of which was, correspondents. The book is published by from the perspective of the offi cial side, to the need to ensure equity between Blackhall Publishing and costs €20. bring, in its view, a more rational system of employees in the public service and pay determination to the public service. The the private sector; and The fi rst agreement, the Programme for Benchmarking process was to replace the the need to underpin Ireland’s National Recovery, was negotiated in very existing arbitration system based on cross- competitiveness and develop diffi cult circumstances, unemployment sectoral pay links whereby key grades were our economic prosperity on a was at 18%, emigration was rampant, the followed by others based on existing pay sustainable basis. national debt was £24 billion or 148% relationships. In pursuit of these objectives, of GNP. The national agreement was the public service Benchmarking Body was
4 September 2007 - TUI NEWS COVER ARTICLE
Implementation of the Benchmarking In overall terms, the increase is 10.38% It is hard to see how modernisation can Body’s recommendations were to be within over 27 months or 4.6% annualised. be demanded of persons where their the context of the national agreement in This presents a diffi culty in that the wages are not even keeping pace with the force or to be negotiated. anticipated increase in infl ation in 2007 level of infl ation. is over 5% p.a.. This effectively means In effect, this tied public servants that wages will not have kept pace with Another source of concern is the modernisation into proposals contained the cost of living, effectively a pay cut in mechanism used by the ICTU for in national agreements which may or may circumstances in which the growth (GDP) the acceptance or rejection of wage not have been acceptable to the groups in the economy in 2006 was running at agreements. The pay and modernisation concerned. This is particularly so when the 6% and the Central Bank forecast of a terms are subject to an aggregate vote proposals advanced by the offi cial side are, growth rate of 5.5% for 2007. of all the Congress affiliates. Whereas in terms of accountability and additional this may be understandable in respect work, opposed to delivery of service of pay increases per se, it makes no to the public. sense for modernisation proposals for a specified group such as teachers Underlying the establishment of the to be accepted by other groups of Benchmarking Body’s concerns were: workers who have no interest or concern with them. This is particularly (a) The breaking of cross-sectoral difficult where the group concerned has relativities; this was to be achieved by rejected the modernisation proposals having all public service grades assessed in respect of themselves only to find for pay purposes at the same time; and them imposed by others. In effect, it
(b) The rate of pay determined by job JIM DORNEY, GENERAL SECRETERY TUI represents an imposition of conditions of evaluation and research into pay rates service on a group of public servants by of public service grades conducted others with no legitimate interest in the by the Benchmarking Body. matter. This issue has become hugely “ Not only have sensitive for teachers. This is an issue In effect, the introduction of social wages not kept which requires to be addressed in any partnership and the Public Service pace with infl ation, future agreement. Benchmarking Body constituted a root and branch revision of public service but workers have not Taken overall, the new pay determination pay determination. shared in the procedures may have contributed to the growth which they common good in the past. They have now The current agreement “Towards 2016” helped to create”. been in place for a suffi cient period of time fi nishes for public servants in September to allow for a realistic assessment of their 2008. It fi nishes for private sector unions operation. We believe that they are now at an earlier date. It is anticipated that in need of revision and that such revision discussions on a further agreement will Not only have wages not kept pace with should be the subject of consideration in commence in early 2008. infl ation, but workers have not shared the next wage round. in the growth which they helped to The increases in the present agreement create. This is an issue that will have to be How these issues are dealt with within are as follows: addressed in these wage agreements. the next wage agreement will be a measure of the transparency, openness 3% w.e.f. 1st December 2006 It is unclear what the nature of the public and mutual concerns for all groups within 2% w.e.f. 1st June 2007 service Benchmarking Body’s report will our movement. In former days it was contain. Its fi ndings are anxiously awaited. encapsulated by the slogan “all for each 2.5% w.e.f. 1st March 2008 Allied to the wage agreement is the and each for all”. 2.5% w.e.f. 1st September 2008 question of public service modernisation.
www.tui.com - TUI NEWS 5 TUI NEWS
Gender Imbalances in Irish Education
Minister Ms. Mary Hanafi n, launched a new report on gender in Irish education recently entitled Sé Sí. This report gives an overview of the issue of gender in education from primary school right through to higher and further education.
The article focuses on chapter 8 of the Report in relation to Educational Personnel.
Second Level Teachers
The report presents an overview of second level teachers by gender from 1985 to 2003. In 1985 the ratio among MINISTER MARY HANAFIN PICTURED AT LAUNCH OF SÉSÍ REPORT second level teachers was 50-50. From 1985 to 2003 while the number of female Posts of Responsibility a proper analysis is not possible as data in teachers at second level increased by respect of the gender of post holders going 3,500 the number of male teachers in No data on the gender breakdown back in time in not available. the second level system declined by 500 of post of responsibility holders in during the same period. The gender ratio Vocational Schools. Despite the fact that since 2003 the gender is now approaching 60-40 in favour ratios of female to male teachers in all of women. It is remarkable that there is no information second level schools is approximately 60- in the Report on the Gender breakdown 40, female teaches are under represented See Table 8.5 of Post of Responsibility Holders in from the level of assistant principal posts VEC schools. This means that we have upwards. Table 8.7 illustrates that the Gender Composition of Staffs in Second no information in relation to the percentage higher the grade of teacher, the greater the level schools 1985 to 2003 breakdown of male and female principals, level of under representation of women in deputy principals, assistant principals such grades. The under representation is In 1985, 60% of the teachers in vocational and special duties teachers in any of the particularly evident in the C&C sector men schools were male and 54% of the 33 VECs. out number women by 4:1 at the level teachers in community and comprehensive of principal. schools were male. However in the The Report states that “readily accessible vocational schools and in community information on the detail of posts of Institutes of Technology and comprehensive schools women began responsibility in the vocational sector is not to outnumber men from the mid to the available to the Department of Education Table 8.11 gives the gender breakdown late 1990s. and Science.” This is of particular concern of full-time academic staff in the Institutes to TUI, as the largest proportions of our of Technology for the academic year Certain differences between the different members are employed in VEC schools. 1998/1999 and 2003/04. This table second level sectors have become TUI calls on the Department of Education illustrates that men out number women less pronounced over the last 20 year and Science to put in place as a matter at all academic grades and that the period. The highest concentrations of urgency a procedure for collection of proportion of women is particularly low of female teachers are in voluntary gender related data from VECs. at senior lecturer level. Even though there secondary schools (61% in 2003). While has been a major improvement in the traditionally there were more male than Table 8.7 above gives the gender proportion of women employed as full females teachers in vocational schools breakdown of posts of responsibility time academic members in the IOTs in the and community and comprehensive held in secondary and community and period between 1988/89 to 2003/2004, schools, by 2003 the percentage of female comprehensive schools. While this table men continue to out number women teachers in these schools had increased sets out the data in respect of the gender of among academic staff members in the to 57%. post of responsibility holders in May 2005, Institutes of Technology.
6 September 2007 - TUI NEWS TUI NEWS
TABLE 8.5 TOTAL TEACHERS AT SECOND LEVEL 1980 - 2003 Total Second Level Teachers Secondary Teachers (Numbers) Vocational Teachers (Numbers) C&C Teachers Numbers
Male Female Total Male Female Total Male Female Total Male Female Total 1980 6,064 6,951 13,015 1980 5,214 6,256 11,470 1980 : : 4,633 1980 850 695 1,545 1985 9,525 9,502 19,027 1985 5,415 6,487 11,902 1985 2,943 2,006 4,949 1985 1,167 1,009 2,176 1990 9,242 9,506 18,748 1990 5,219 6,411 11,630 1990 2,783 2,042 4,825 1990 1,240 1,053 2,293 1995 9,447 11,193 20,640 1995 5,275 7,360 12,635 1995 2,753 2,433 5,186 1995 1,419 1,400 2,819 2000 9,029 12,072 21,101 2000 5,054 7,364 12,418 2000 2,608 3,017 5,625 2000 1,367 1,691 3,058 2003 9,016 13,046 22,062 2003 4,890 7,557 12,447 2003 2,544 3,389 5,933 2003 1,582 2,100 3,682
Total Second Level Teachers % Secondary Teachers Vocational Teachers C&C Teachers
Male Female Total Male Female Total Male Female Total Male Female Total 1985 50.1% 49.9% 100.0% 1985 45.5% 54.5% 100.0% 1985 59.5% 40.5% 100.0% 1985 53.6% 46.4% 100.0% 1990 49.3% 50.7% 100.0% 1990 44.9% 55.1% 100.0% 1990 57.7% 42.3% 100.0% 1990 54.1% 45.9% 100.0% 1995 45.8% 54.2% 100.0% 1995 41.7% 58.3% 100.0% 1995 53.1% 46.9% 100.0% 1995 50.3% 49.7% 100.0% 2000 42.8% 57.2% 100.0% 2000 40.7% 59.3% 100.0% 2000 46.4% 53.6% 100.0% 2000 44.7% 55.3% 100.0% 2003 40.9% 59.1% 100.0% 2003 39.3% 60.7% 100.0% 2003 42.9% 57.1% 100.0% 2003 43.0% 57.0% 100.0%
TABLE 8.7 GENDER BREAKDOWN OF POSTS OF RESPONSIBILITY IN SECONDARY AND COMMUNITY & COMPREHENSIVE SCHOOLS, MAY 2005 Total Secondary & C&C Secondary Community & Comprehensive
Male Female Male Female Male Female Principals 366 178 280 157 86 21 Deputy/Vice principal 319 233 253 180 66 53 Assistant Principal/A Post 1,733 1,753 1,309 1,378 424 375 Special Duties/B Post 1,918 3,471 1,467 2,725 451 746 Special Functions 4 3 4 1 0 2 4,340 5,638 3,313 4,441 1,027 1,197
Total Secondary & C&C Secondary Community & Comprehensive
Male Female Male Female Male Female Principals 67.3% 32.7% 64.1% 35.9% 80.4% 19.6% Deputy/Vice principal 57.8% 42.2% 58.4% 41.6% 55.5% 44.5% Assistant Principal/A Post 49.7% 50.3% 48.7% 51.3% 53.1% 46.9% Special Duties/B Post 35.6% 64.4% 35.0% 65.0% 37.7% 62.3% Special Functions 57.1% 42.9% 80.0% 20.0% 0.0% 100.0% 43.5% 56.5% 42.7% 57.3% 46.2% 53.8% Data Source: Department of Education & Science, Payroll Division (Primary Substitution and IT Liaison), Athlone.
TABLE 8.11 GENDER BREAKDOWN OF FULL-TIME ACADEMIC STAFF IN INSTITUTES OF TECHNOLOGY % Percentage Numbers
Male Female Male Female Senior Lecturer III 2003-04 84% 16% 69 13 Senior Lecturer II 2003-04 77% 23% 129 39 L1& L2 Structured 2003-04 89% 11% 43 6 Senior Lecturer (Tch) 2003-04 83% 17% 196 41 Lecturer Grade 2003-04 73% 27% 1,040 378 Lecturer II 2003-04 81% 19% 254 60 Lecturer I 2003-04 52% 48% 327 307 Assistant Lecturer 2003-04 59% 41% 468 327 College Teacher 2003-04 92% 8% 11 1 Total Academic 2003-04 68% 32% 2,537 1,172
Senior Lecturer III 1998-99 91% 9% 61 6 Senior Lecturer II 1998-99 88% 12% 102 14 L1& L2 Structured 1998-99 87% 13% 53 8 Senior Lecturer (Tch) 1998-99 91% 9% 40 4 Lecturer Grade 1998-99 86% 14% 341 54 Lecturer II 1998-99 82% 18% 564 121 Lecturer I 1998-99 65% 35% 826 436 Assistant Lecturer 1998-99 59% 41% 10 7 College Teacher 1998-99 54% 46% 25 21 Total Academic 1998-99 75% 25% 2,022 671
www.tui.com - TUI NEWS 7 TUI NEWS
FETAC Policies and Procedures – Brief Update
TUI accepts that the introduction of in this regard over the coming months. of one-to-one interviews. Participants for new policies and procedures in Further these will be chosen in consultation with Education as a consequence of legislation To inform its thinking and analysis the the TUI Executive members. We hope (Qualifi cations Act, 1999) and nationally Union decided to conduct a national you will be able to participate if selected or agreed policies inevitably requires new survey to gather members’ perspectives if you are particularly interested in taking and revised work practices in local on the implications of introducing part contact your area representative. A centres. However, the Union believes that new policies and procedures at local report setting out the main fi ndings and signifi cant new resources, coupled with level. This was circulated via TUI Area analysis will be completed by the end of nationally agreed systems will be essential Representatives last April and May. A October. The outcomes will be used to to support implementation in centres number of people completed the survey inform future discussions with the DES, funded by the Department of Education while some opted to provide ideas in the IVEA and FETAC as appropriate. and Science (DES). Throughout 2006/07, another format eg e-mail or by phone in tandem with negotiations in respect of (many thanks to all of you). Others have Many of you will already be aware that implementing recommendations set out indicated that they will complete the as a result of representations made by in the McIver Report, TUI held a series survey in September -if you are interested the Union and other players the date for of meetings with the DES, the IVEA and in completing the survey at this stage the implementation of new procedures FETAC to raise a wide range of concerns contact your area representative or see to quality assure assessment has been in relation to the implementation of new the TUI website. deferred until July 2008. The coming quality assurance policies and procedures months will be crucial in reaching and to offer a TUI view on how To conclude the data collection two/three agreement on how best to move forward implementation might best proceed. It will focus group discussions will be held during on this and other aspects of quality continue to make strong representations September together with a small number assuring Further Education provision.
the transformational, the organisational as Leadership Development for Schools well as teaching/learning. Informing these Leadership Development for Schools (LDS) collegiality. It aims to promote the concept domains are fi ve principles: Moral Purpose, is a National Programme established by of leadership as an inclusive process by Modelling, Situational Awareness, Courage the Department of Education and Science providing accessible, effective leadership to Act and Sustainability. to promote professional development training for participants through a variety for principals, deputy principals and of models including face-to-face interactive Those in management posts (experienced others involved in school management seminars, active learning networks and or newly appointed) can avail of different and educational leadership in fi rst and virtual learning environments. strands depending on the position they hold second level schools. The Programme and their individual needs: sees leadership as a collaborative process The model seeks to build capacity and is based upon respect and the valuing of divided into four domains: the personal, The Misneach programme provides induction and professional development Annette Dolan qualifi es as Barrister at Law for newly appointed Principals; The Forbairt programme is a capacity- building programme for experienced Principals and Deputy Principals;
The Tánaiste programme provides support for newly appointed Deputy Principals;
The Cothú programme supports Principals from special schools.
ANNETTE DOLAN, ASSISTANT GENERAL SECRETARY, B.ED., M.ED., LLB, B.L., ON HER CALL TO THE BAR AT THE FOUR COURTS DUBLIN IN JULY 2007, PICTURED WITH JIM DORNEY, GENERAL SECRETARY For further information and contact details see www.lds21.ie
8 September 2007 - TUI NEWS
Institute News
Strategic Innovation Fund Projects Union concern. However in other cases The Strategic Innovation Fund (SIF) staff members are required to allocate a - Sectoral Projects Overview Some time ago the Minister for Finance portion of their work as being SIF time announced funding for a number of Strategic and the Union has given consideration Strand 1 - Sectoral Capacity Innovation Fund (SIF) projects in Universities to this matter with a particular view to Assessment and Evaluation and Institutes of Technology. This determining whether the work involved for announcement is welcomed by the Union. the SIF project represents: Key Objective Sectoral Realignment and restructuring In Institutes of Technology a number of such New additional work being required for leading to the transformation of the role projects have commenced. Some involve the SIF project of managers, economies of scale and a one Institute, some involve a consortium of better match of student and graduate Institutes of Technology (perhaps including New work being assigned in accordance competencies with emerging national a university) and some involve all 14 with the normal procedures which is and global demands. Institutes of Technology. In respect of this replacement for some other work latter group there has been consultation Expected Outcomes with the Union at national level. Normal work which the person would The completed report will identify the be doing in any event and can be steps required for a capacity development The method of funding for these SIF allocated to SIF programme within the sector. projects has been determined by the HEA which is the authority which is making the The Executive Committee has expressed Key Innovations funds available to the Institutes. The funding concern to the Institutes that where any The creation of a more effective and in respect of the first round of projects such work is new additional work rather efficient capacity through staff development has been made available by the HEA on than replacement of existing work, that an and improved service delivery to learners. the basis of matching funding being made issue might arise in relation to increasing available by the Institute in question. TUI work load. Consequently the Executive Current Status has been advised by IOT management Committee has taken the following decision Consultancy firm Prospectus has been that this poses serious difficulties for which has been conveyed to Branches: appointed to carry out the project and the Institutes which do not have readily the company has already commenced available funds to put forward in respect In the event of there being an increase work on the project. As part of its of such projects in order to receive the in work load as a result of an SIF project research, Prospectus will conduct matching funding from the HEA. The the Union view is that the staff member interviews with personnel in all Institutions Institutes have therefore, in respect of this concerned should advise their normal and meetings with many individuals across round of projects, decided to put forward line manager of this and request that the sector will take place in June 2007. staff time as being the resource. their work be prioritised thereby indicating A draft report is due for completion at the work of lesser importance or that a end of July with the final report due for This does not pose a difficulty for the Union similar quantum of work be removed delivery in September. subject to certain understandings which are from their responsibility. set out below and which has been advised Strand 2 - The IOT Learning to the Institutes. The amount of time set Innovation Network John O’ Reilly aside to the SIF project by staff members is measured by a means of self assessment Key Objective John O’ Reilly, who served as and appropriate forms have been drawn up To provide a centrally co-ordinated Temporary Assistant General Secretary for this purpose. repository service and portal and to scope for the academic year 2006/07, has the parameters of an agreed Academic had his period of office extended to In the case of some staff members their Development Programme. December 2007 to co-ordinate the total time is devoted to work which is union activities in relation to pay policy now covered by a SIF project. It is clear To develop a model for a National as set out in Motion 200 passed at in such cases that there is no additional Excellence in Learning & Teaching Congress 2007. work for the member and there is no Awards system.
10 September 2007 - TUI NEWS Institute News
Expected Outcomes are employed and with the sector next academic year. Consultation with The effective linking of the existing learning as a whole. Trade Unions will also take place during and teaching resources at different sites. the course of the research. The sharing of information and ideas and Current Status the use of software for content-sharing. In The consultancy work on this project was Strand 5 - Portal / Data Integration addition, it is planned to develop an put out to tender and interviews have agreed Academic Development Programme, been held with the shortlisted companies. Key Objectives which meets local and national needs. A final decision on the awarding of the The implementation of web portal and contract is imminent. data integration tools with single-sign Key Innovation on capability across all the Institutes of The dissemination of new and original Strand 4 - Sectoral Leadership Technology. The web portal will provide teaching and learning innovations and the and Management Development a strategic management tool, enabling the introduction of a new degree of flexibility implementation of a comprehensive and to the way in which material is delivered Key Objective integrated reporting capability across to learners. To develop a strong cadre of leaders the sector. and managers, competent to meet the Current Status challenges of a new learning paradigm in Expected Outcomes Three posts in the area of supporting the Higher Education sector. The integrated web portal will enable innovation in education are to be created - improved access to resources and two at GMIT and one at DIT. It is expected Expected Outcomes information across the sector. The that appointments to these roles will be Phase 1 of the project, due for completion project’s main benefit is the creation made during the summer. at the end of 2007, will focus on the of the reporting tool which will support development of competency profiles for improved strategic decision-making. The In addition, a survey has been carried out to each management group in the Institute of portal will also provide a marketing tool ascertain teaching and learning skills in the Technology sector. Phase 2, to be for the Institutes by enabling access to sector and initial results indicate that there carried out in 2008, will involve the information on the sector. is considerable capacity within the sector development of a suite of management but that some gaps exist. development modules based on the Key Innovation competency profiles. The profiles and The utilization of management Strand 3 - Empowering the training modules will be used as a information systems to promote and Staff through the Strategic management development tool. develop the Institute of Technology Planning Process sector. Enhancement of research and Key Innovation knowledge capabilities. Key Objective More effective team and institutional Empowering staff locally through staff planning processes, thus supporting the Current Status training and development and linking development of the IoT sector as a key The implementation plan for the portal team and individual development plans to player in the provision of the type of is nearing completion and it is expected institutional strategic plans and with PMDS. educational programmes demanded by that the project will be completed by end the business and economic environment. 2009. A number of consultancies have Expected Outcomes been appointed by An Chéim to work Trained senior and middle management Current Status on the project – namely Deloitte, Fujitsu, across all Institutes of Technology, enabled The contract for development of the IBM and SunGard. to carry out effective team and institutional competency profiles has been awarded strategic planning. to Empower Solutions Ltd. The early research stage of phase 1 is already Key Innovation underway, but management in all the Alignment of the development of individual Institutions will be consulted during the Institute of Technology employees with the survey and focus groups stages of the development of the Institution where they project which will take place early in the
www.tui.com - TUI NEWS 11 Institute News
Overtime Work i.e. work in excess issue relating to the pay levels. Nursing Lecturers of the weekly norm Branches have been written to conveying A representative meeting of lecturers in The issue of the demand for Overtime a decision of the Executive Committee nursing departments took place in TUI Work has increasingly become a problem strongly advising that such overtime head offi ce with members of the Colleges in the recent past. Members are being is not appropriate to members of TUI Sub Committee in June and a report of asked to undertake additional hours i.e. and should not be undertaken by whole the meeting has been circulated to the hours in excess of the weekly norm and time members; rather the policy is that relevant Branches. The meeting was told are being offered the casual hourly rate of additional posts should be created. that in some Institutes agreements with the pay in respect of this work. TUI are not being respected in respect of This policy does not in any way prevent some nursing lecturers. In some cases there This practice is totally opposed by the TUI. members who are employed on a part is an attempt to impose an attendance time pro rata basis obtaining additional requirement throughout the day, there is a It is long-standing policy of the Union that hours which should of course also be on a deviation from the weekly norm of 18/16 the teaching hourly requirement of an pro rata basis. hours per week. There is failure to respect Assistant Lecturer of 18 hours per week the summer time period of the 20th June and a Lecturer and Senior Lecturer I of 16 Such a circumstance can occur to the 1st September as being a period hours per week is excessive and successive when such a member has either where there is no attendance requirement TUI Congresses have demanded a a Fixed Term Contract or a Contract whatsoever. In some cases administrative reduction in this weekly norm. of Indefi nite Duration. and management duties are being imposed on lecturers. In some instances lecturers It is worth remembering that the fi gure of The above policy of the Union in are being required to indicate precisely 16 weekly lecturing hours was introduced restricting overtime does not in any way where they are and what they are doing at 25 years ago at a time when the bulk of effect the contractual agreement whereby all times and in respect of meetings there the teaching was at a lower academic level a Lecturer can be asked to vary their seems to be a gross abuse of individual that the present time. weekly norm by plus or minus two hours times in the organisation of meetings. over the course of an academic year in It is also long-standing TUI policy that in such a manner as to retain the annual An issue of management style in some the event of there being additional hours norm and in accordance with the agreed Institutes was raised which was a matter required that these hours should be given to protocol; under certain circumstances of grave concern and it is noted that this is additionally recruited staff members thereby this variation can extend to =/- 3 by the causing serious diffi culties in some areas. creating additional jobs rather than going to provisions of Sustaining Progress where existing staff members on an overtime basis it is in relation to the introduction of The representatives were advised that irrespective of the rate of pay. This is not an Semesterised/Modularised courses. nursing lecturers have been recruited by Institutes of Technology or initially assimilated from Health Boards.
Debating Victory for Athlone Community College
Athlone Community College wins Concern All Ireland debating championship.This championship was held in UCD on May 10th and Athlone CC defeated Gort Community School while proposing the motion ‘Without a war on poverty terrorism will not be defeated’. They won a trip to Haiti and New PICTURE OF ATHLONE COMMUNITY COLLEGE WINNING ALL IRELAND DEBATING FINAL TEAM ( L-R) NOLLAIG O SCANLAIN, CAOIMHE KENNY, CONOR LENIHAN (MINISTER FOR OVERSEAS AID) York and a perpetual trophy. The fi nal was FRANCIS DOWLING, MAURA O CONNOR. chaired by George Hook.
12 September 2007 - TUI NEWS Institute News
Revised Contracts in Institutes the issue which has been raised by the of Technology TUI as to who the new provisions of the Act in regard to suspension/ As a result of the passage of the Institute dismissal applies. of Technology Act 2006 a minor amendment has become necessary in the The advice of the Union is that the new contract which will be offered to new provisions only apply to persons appointed employees in Institutes of Technology. since the 1st February 2007 who had not New employees means those employed been immediately previously employed since the commencement of the Act which by any Institute of Technology, either the was the fi rst of February 2007. same or a different Institute.
The amendment refl ects the change in the The contracts in question have been arrangement for suspension/dismissal for circulated to all of the Institutes of such new appointees. The amendment Technology Branches and are on the TUI to the contract merely refl ects that the Website. In the event of any member Institute of Technology Act 2006 has been having a query as to whether or not the PARTICIPANT AT SECOND LEVEL BRANCH passed and does not in any way seek to contract offered to them is appropriate OFFICER TRAINING COURSE HELD IN THE BLOOMFIELD HOUSE HOTEL, MULLINGAR, interpret the implication of the passing of this should be checked with the text of a APRIL 2007 this Act, nor does it in any way deal with contract on the website www.tui.ie
www.tui.com - TUI NEWS 13 Institute News
Pay Parking Enhancing Staff Empowerment – feedback on the current levels of staff Your opportunity to get involved empowerment in strategic and operational The Executive Committee has taken the planning processes. view that it is resolutely opposed to pay Under the Strategic Innovation Fund parking in all publicly funded schools, Programme, the Institutes of Technology They will also focus on strengths and colleges and Institutes of Technology. have fi ve signifi cant projects (involving weaknesses of planning processes Accordingly it has also taken the all 14 Institutes) in progress which are and seek to identify ways in which following decision. set out elsewhere. staff empowerment can be improved throughout the Institutes. A staff survey “In the event of the introduction of a The Staff Empowerment project (Strand 3 is also planned for the day of the site visits. system whereby staff are compelled to pay as listed) is of particular interest to Trade for car parking the Executive Committee Unions and staff. Weston Associates and Details will follow later. will sanction industrial action subject only ASA Consulting (Derek Weston, Martin to a ballot of the appropriate members in Duffy and Isobel Butler) have been engaged For logistical reasons, it is only practical accordance with the provision in rules and to develop a Strategic Planning Process to hold focus groups on one day in each to the appropriate procedures having been Model (SPPM) as the core deliverable of Institute. Numbers at each focus group concluded”. Should it be necessary for this SIF strand. will be limited to approximately 15 and a Branch to utilise the above motion this they will be grouped along functional lines. can be done by a ballot of the members in The project will examine ways in which staff The dates and details of the focus groups question in the fi rst instance and in addition empowerment can be enhanced through will be made known in advance to staff the applicable grievance procedure should integration of strategic and operational and their Union representatives. be operated. planning and performance management and development processes, with the We strongly encourage as many staff Seminar on IOT Act 2006 full involvement of all staff through the as possible to take part in focus groups application of partnership principles. to which they are invited or to respond The Executive Committee has organised to the staff survey being carried out on a seminar on the IOT Act and the changes Early contact was made with the Unions the day of the site visits. Your involvement which it has brought about to the original in the sector to seek inputs to this project now will enable you to help shape the way RTC and DIT Acts of 1992. This seminar from staff and their representatives. This in which staff can be more empowered will take place in a Dublin venue and will approach is very welcomed, but needs in the future. be addressed by a leading Senior Counsel. the direct involvement of as many staff as The purpose of it is to familiarise branch possible at individual Institute level. representatives and TUI members on Governing Bodies of the changes in the Act A key part of the Staff Empowerment and the likely impact as they might affect project will take place in early to mid TUI and its members. Branches have been September. A series of focus groups will advised of the details of the seminar and be organised in every Institute during that invited to send representatives. period, to seek staff and management
PARTICIPANTS AT SECOND LEVEL BRANCH OFFICER TRAINING COURSE HELD IN THE BLOOMFIELD HOUSE HOTEL, MULLINGAR, APRIL 2007
14 September 2007 - TUI NEWS
TUI NEWS
Review of Appointments Procedures Service Management (Recruitment of and have been requested to advise the Appointments) Act 2004. The Commission Executive Committee of instances in relation Following on a number of perceived comprises five ex officio members as follows: to appointments or promotions where irregularities regarding appointments The Cean Comhairle of Dáil Eireann it can be clearly demonstrated/strongly Institutes of Technology the TUI put The Secretary General to the Government suspected that best practice in terms of forward a claim to the Industrial Relations The Ombudsman openness, fairness and transparency was Forum that there be a review of these The Chairman, Standards in Public not followed. While it is clear that this procedures with a view to promoting Office Commission working party will not be in a position to greater fairness and transparency. This The Secretary General, Public Service address the specific instances it is hoped proposal was welcomed by the Institute Management and Development, that the working party can learn from such Managements who, it was stated, had Dept of Finance bad practices with a view to ensuring that already commenced a process of reviewing procedures for the future are such as to such procedures. Accordingly it has Terms of reference have been agreed preclude such bad practice. been agreed that a fundamental review by the working party for the Commission of appointments procedures will be as follows: As part of the process representatives undertaken and a joint cross union and 1 To identify a number of Institutes in of the Commission for Public Service management working party has been which the PAS will undertake a review Appointments will study the existing established for this purpose. of existing selection procedures appointments procedures and in so doing 2 To consider and advise the PAS on what will visit certain identified Institutes as The Commission for Public Service groups, roles, etc, should be consulted follows, DIT, GMIT, Athlone IT, Carlow Appointments has been commissioned to in the course of their review IT, Sligo IT and IT Blanchardstown. These undertake an initial study of the existing 3 To advise Institutes, unions and staff Institute visits will entail meetings with procedures and to work with the parties in representatives on the project and on appropriate members of Management the recommendation of new procedures. how submissions, etc, can be made as well as Union representatives. Such 4 To advise on the general consultation meetings are to be coordinated by the The commission for Public Service process to be used Human Resource manager of the Institute Appointments is an independent body 5 To finalise timelines, etc, for the project in question and your cooperation in this which receives its mandate from the Public Branches have been advised of this process regard is requested.
16 September 2007 - TUI NEWS TUI NEWS
TUI Credit Union 40th Anniversary – Daichead Bliain Ag Fás
To celebrate 40 years in business TUI Credit Union is offering ten education bursaries of €1,500. All members can apply for themselves or on behalf TUI CREDIT UNION FOUNDER MEMBERS (L-R) of a family member or friend. J.CAHILL J.LAVELL, P.HALPIN, J.DUFFY, P. OSHEA
Application forms have been distributed for-profi t philosophy, the ILCU has to members and bursaries only apply a vision to infl uence and inspire the to post leaving certifi cate studies. Part credit union movement to achieve of the course of study must fall within all its goals – social, economic and the calendar year of 2007 and the closing cultural – while always respecting date for receipt of applications is 31st the individual’s rights and dignity.” October 2007. Best wishes to all our members from COMMITTEE CELEBRATING 25 YEARS AND IS Vision of the Irish League of Credit Unions Frank McGinn, President, TUI Credit BACK ROW: A. GERMAINE, M.SWEENEY, M. KELLY, W. BRAZIL, D. COX, F. MCGINN “As an advocate of the credit Union, the board of directors, supervisors FRONT ROW: T. LEAHY, J.LENNOX, M.GANLY, union ethos of mutuality, and administrative staff on the celebration A.STEWART, P. GALLAGHER volunteerism, self help and not of our 40th anniversary.
TUI CREDIT UNION STAND, CONGRESS 2007
www.tui.com - TUI NEWS 17 TUI NEWS
Welcome to Second Level Teaching
You are most welcome to the teaching profession and to our public sector schools and centres. We wish you the very best in what we are sure will be a long, eventful and fulfi lling career.
Always bear in mind that the work recognised by the Teaching Council, appropriate degree (or equivalent) you do is of fundamental importance your employer and/or the Department and the Higher Diploma in to society. In an increasingly complex of Education and Science as a fully Education (or equivalent) or an world you will provide the instruction, qualifi ed teacher who is eligible for appropriate degree that includes guidance and - more often than appointment to a permanent wholetime a training in teaching qualifi cation some bilious commentators would have teaching position in your subject/ to be recognised as fully qualifi ed you believe - the inspiration that will specialism? You should apply and eligible for appointment as a sustain young people as they proceed to the Teaching Council for admission permanent wholetime teacher. into adulthood. to the register of teachers. Generally speaking, subjects taken in fi nal year degree examinations As you begin your career, the TUI may be taught to Leaving Certifi cate would like to offer some practical level while those taken in earlier advice based on the experience of our years of the degree course may be members over several years. taught to Junior Certifi cate level. However, it is important that you Employer check the subject specifi c criteria on the Teaching Council website. All teaching positions with public sector employers, other than Qualifi cations – casual short-notice positions, Further Education Sector are fi lled following advertisement in the national press and To be fully qualifi ed for a teaching competitive interview. position in the Further Education/ Your employer is either the Post-Leaving Certifi cate area, in Vocational Education Committee Youthreach Centres, Traveller or, in the case of teachers in Training Centres or in the Community and Comprehensive Prison Service, you must hold a schools, the Board of Management. Qualifi cations – Second Level Sector qualifi cation that satisfi es either the In the case of a VEC, appointment terms of Memo V7 or the terms is to the “scheme” (normally To be qualifi ed as a second level teacher of Department of Education and defi ned by county) which means in the vocational sector you must hold Science Circular Letter 32/92. that one may be assigned to any a recognised degree (or equivalent) Both Memo V7 and CL32/92 Vocational School or Community in at least one of the subjects on the can be downloaded from the TUI College within the scheme and may, Leaving Certifi cate programme. A website www.tui.ie in subsequent years and subject to document known as Memo V7 details Discussions regarding the protocols agreed with the union, the specifi c requirements. Currently, introduction of a requirement be transferred within the scheme. a Higher Diploma in Education is not for an appropriate training in a Community and Comprehensive a requirement for recognition as a teaching qualifi cation for this sector schools are stand-alone employers. qualifi ed teacher in the vocational are ongoing. sector. However, it is possible that Qualifi cations - General new regulations will take effect from Contracts/Written Statements September 2008 that will require You need absolute clarity about a H Dip. All part time teachers have your qualifi cations. What are In Community and Comprehensive contracts whether written or you qualifi ed to teach? Are you Schools you require either an not. The Industrial Relations Act,
18 September 2007 - TUI NEWS TUI NEWS
1990, specifies that contracts of By definition, a permanent wholetime position and make an appointment employment may be “expressed or teacher is deemed to be fully qualified. following a formal selection process. implied, oral or in writing.” In your first year of service as a There is the risk in this that you The Terms of Employment permanent wholetime teacher you might not be appointed but the cost (Information) Act, 1994, stipulates will be placed on the third incremental to you of not pursuing the matter that employees who have been point of the Common Basic Scale if you is considerable. employed for more than one month hold the Higher Diploma in Education If, before 1st November, additional and hwo are normally expected (or an alternative, recognised training teaching hours are added to your to work at least 8 hours per week in teaching qualification) and on the weekly timetable – as sometimes are entitled to a written statement second incremental point if you don’t. happens after the commencement regarding their employment Your salary comprises the appropriate of the school year when a school’s contract or relationship. point of the CBS plus the qualifications timetable eventually “settles” - your Employers are required to allowances to which you are entitled. contract is augmented to take provide employees with a written Two qualifications allowances can be account of those hours. statement of particulars of the held – typically, for a primary degree Any further hours – undertaken employee’s terms of employment and the Higher Diploma in Education. on an occasional basis - that are within 2 months of the date of worked by a pro-rata contracted commencement of employment. Contracts and Salary - Part-time Teachers: teacher during the school year will A written statement should contain: Pro-rata Contracted be paid at an hourly rate calculated - the name of both you and by dividing the sum of your point your employer If you are a fully qualified part-time on the CBS and your qualifications - the address of your employer teacher (i.e. with fewer than 22 allowances by 735 (i.e. the number - the place of work teaching hours per week) and have of teaching hours in the school year - the job title or a description been engaged to teach for a specified of a permanent wholetime teacher). of the nature of the work number of hours per week over the Having a pro-rata contract means - the date of commencement course of the full school year (with a that you are entitled to a salary for of employment start date not later than 1st November) the full school year. For this purpose - the nature of the contract you are entitled to the school year runs from the date - the rate of pay, method of a pro-rata contract. of commencement of your contract calculation and frequency This is a written, fixed-term, contract to 31st August, inclusive. The of payment of employment and must be signed. commencement date must fall within - the hours of work The standard contract is appended the period from 1st September to - the entitlements to paid leave to Circular Letters PPT 19/03 31st October, inclusive. - the period of notice required (Community and Comprehensive Your salary for the school year - reference to any collective schools) and PPT 20/03 (VECs) is based on your hours as a agreement affecting the terms which can be downloaded from the proportion of the wholetime hours of the contract TUI website www.tui.ie (22). To calculate your salary, you - details of relevant disciplinary To be entitled to a pro-rata contract apply that proportion to the sum procedures you must have been appointed of your point of the CBS plus your Any change in the contract must be following a formal selection process. qualifications allowances . notified to you within one month of This process involves advertisement the change having taken place. of the position in the national press and Example: Annual Salary of (a) a Disputes regarding any aspect competitive interview by a properly Permanent Wholetime Teacher and of a contract of employment can constituted interview board. (b) a Pro-rata Contracted Teacher, be dealt with directly with your If your appointment was not subject to in their first year of service:
employer with the assistance of a formal selection process you are not Status Wholetime Pro-rata TUI, where required. entitled to a pro-rata contract. Hours e22 e15 Your employer must provide If you otherwise satisfy the conditions CBS – e33,226 – with every wage packet a written for award of a pro-rata contract (i.e. 3rd Point statement of gross wages if you are qualified and have specified Degree e4928 – and the nature and amount hours over the course of the school (Hons) of any deduction made from year) but have not been appointed H.Dip (Pass) e592 – that gross amount. following a formal selection process, (a) Annual e38,746 e(38,746 you should contact your TUI School Salary ÷22_15) Contracts and Salary - Representative and, assisted by her/ (b) Annual _ e26,417 Permanent Wholetime Teachers him, ask your employer to advertise the Salary
www.tui.com - TUI NEWS 19 TUI NEWS
signifi cantly improve their chances of subsequent permanent appointment.
Contracts of Indefi nite Duration
A Pro-rata contract is a fi xed-term contract. The Protection of Employees (Fixed-term Work) Act 2003 offers certain protections to employees who have completed successive fi xed-term contracts. Consolidated circular letters will issue shortly regarding the award of Contracts of Indefi nite Duration to part-time teachers who have been in successive fi xed-term contracts with the same employer, who satisfy particular conditions Full salary details - inclusive of the The current fi xed hourly rate of and whose teaching service will be increase payable from 1st July 2005 payment for these hours is €43.19. required on an ongoing basis. It under the terms of the national If, as such a teacher, you work for more is open to an employer to award agreement, Sustaining Progress - are than 150 hours in the school year each a Contract of Indefi nite Duration available on the TUI site www.tui.ie additional hour in excess of 150 will (CID) to a part-time teacher in the be paid at an hourly rate calculated by teacher’s fi rst year of service with Contracts and Salary – dividing the sum of your point on the the employer and a CID must be Non-casual Part-time Teaching contract CBS and your qualifi cations allowances awarded in the fi fth consecutive year by 735 (i.e. the number of teaching of service unless there are objective A fully qualifi ed part-time teacher hours in the school year). grounds to prevent this. In effect, who is employed to teach for a This type of contract applies in cases a contract of indefi nite duration period in excess of 150 hours during in which the work arises only on an confers permanency in respect of the school year but for less than intermittent basis and where the the number of hours specifi ed in the course of a full school year is employer may reasonably expect that the contract. classifi ed as a “non-casual part-time the hours worked will not exceed 150 Sections 8 and 9 of the Act teacher” and is entitled to a non- in the course of the school year. provide as follows: casual part-time teaching contract. 8 (1):Where an employee is As such a teacher, you will be paid at Permanency employed on a fi xed-term contract an hourly rate calculated by dividing the fi xed-term employee shall be the sum of your point on the CBS It is a policy of the TUI to seek informed in writing as soon as and your qualifi cations allowances permanent wholetime teaching contacts practicable by the employer of the by 735 (i.e. the number of teaching for the greatest possible proportion objective condition determining the hours in the school year). of the teaching force. Currently, VECs contract whether it is – If you are employed to replace and Community and Comprehensive a) arriving at a specifi c date, a teacher on maternity leave or Schools are entitled to appoint up to b) completing a specifi c task, or extended sick leave you may fall 95% of their teaching allocation on a c) the occurrence of a specifi c event. within this category. permanent wholetime basis 8 (2): Where an employer proposes to renew a fi xed-term Contracts and Salary – The 5% leeway means, in practice, contract, the fi xed-term employee Casual Part-time Teaching Contract that every year vacancies arise for shall be informed in writing by the part-time positions. Customarily, a employer of the objective grounds A fully qualifi ed teacher who is not signifi cant number of new entrants to justifying the renewal of the employed on a Pro-rata Contract or the profession will fi rst secure these fi xed-term contract and the failure on a Non-casual Teaching Contract positions, as opposed to permanent to offer a contract of indefi nite is regarded as working on a casual posts. The legitimate expectation of such duration, at the latest by the date basis for the fi rst 150 hours worked teachers, however, is that temporary of the renewal. in the school year. and/or part-time experience will 9 (1): Subject to subsection (4),
20 September 2007 - TUI NEWS TUI NEWS
where on or after the passing of 9 (4): Subsections (1) to (3) shall not School Structures and Procedures this Act a fi xed-term employee apply to the renewal of a contract of completes or has completed his employment for a fi xed term where There are particular members of the or her third year of continuous there are objective grounds justifying teaching staff with whom you will employment with his or her such a renewal. have regular contact. These include employer or associated employer, the Deputy Principal, Year Heads, his or her fi xed-term contract may Your School and You the Guidance Counsellor and the be renewed by that employer on Head of the subject department. only one occasion and any such Collegiality Get to know them and don’t be shy renewal shall be for a fi xed term of about seeking their advice. no longer than one year. Make sure that you maintain close Under legislation (and because 9 (2): Subject to subsection (4), contact with your teaching colleagues. it makes sense) every school where after the passing of this Act a Teaching can be very isolating and you is required to have a code of fi xed-term employee is employed by can quickly, and mistakenly, conclude behaviour. Be conversant with it his or her employer or associated either that your style and methods and apply the procedures it sets out employer on two or more are entirely right or entirely wrong. consistently and fairly. continuous fi xed-term contracts and Don’t confuse appropriate professional the date of the fi rst such contract autonomy with raising the drawbridge. Professional Standards is subsequent to the date on which Remain open to professional discourse. this Act is passed, the aggregate The quality of your teaching will be Ensure that you are in command of duration of such contracts shall not signifi cantly enriched if you continue to your subject and well prepared and exceed 4 years. be a learner. you can legitimately insist upon the 9 (3): Where any term of a Involve yourself fully in the life of highest standard from each student fi xed-term contract purports to the school community. Contribute that s/he is capable of reaching. contravene subsection (1) or to school planning and decision- It is central to our educational (2) that term shall have no effect making processes and to co-curricular philosophy in TUI that every and the contract concerned shall activities. Your reward will be a student, irrespective of background, be deemed to be a contract of greater sense of belonging to a vibrant has an entitlement to a high quality, indefi nite duration. learning community. publicly funded education. As
www.tui.com - TUI NEWS 21 TUI NEWS
individual teachers we should be not advised of any difficulty you are If informal resolution is not guided by this public service ethos. entitled to assume that there is none possible, approach the TUI school Be aware of public policy as and that you will be probated. representative and process the expressed in legislation, particularly issue through the agreed grievance education legislation. Your Union – procedures for your sector. The Be accountable. The TUI supports Teachers’ Union of Ireland procedures are set out in the TUI the principle of appropriate public Diary and may be downloaded from accountability of schools through Join the union and actively shape your the union website. elected public representatives and professional environment, both locally agencies such as the inspectorate and nationally. You will quickly become Keeping Professionally Fit of the Department of Education au fait with the pressing issues of the and Science. hour (and the arcane rituals of union Finally, avoid letting the intellectual Make sure that you respect the activists!). Research has consistently and professional grass grow under rights and personal integrity of shown that disaffection with and your feet. Involve yourself in your students. The idea of being disengagement from one’s work reflective practice and professional “firm but fair” may have become are most pronounced where development from the outset. In this clichéd but it still has considerable employees are least involved in regard, you might consider joining merit. It is especially important decision-making processes. the relevant subject associations. to maintain a critical professional Find out who the TUI school distance from your students. representative, school committee You should also avail of in-service Maintain clear, objective records. members, Branch Officers and Area and professional development These may relate to student Representative are. Get to know opportunities. These are provided progress and conduct, other them. The same applies to the union/ by a wide variety of agencies aspects of classroom management teacher representatives on the VEC and institutions, including the matters, contacts with parents, and/or the Board of Management. Second Level Support Service, issues relating to your employment, Avail of the earliest opportunity to the Special Education Support formal discussions with school attend a meeting of your local Branch Service, the Education Centres management and other relevant of the TUI. and the teacher unions. matters. Use your TUI Diary – your conditions of service and the range of union The Teaching Council, at present Your Rights and Duties as a Teacher services are more fully explained. in its infancy, is quite likely to There are certain conditions of service set a premium on continuing You are entitled to the support of that are regarded by the union as so professional development. The TUI your employer in your efforts to important as to require the protection is campaigning for a continuum of ensure that students receive an of directives. These conditions relate professional development that will education of the highest quality. to the maxima that apply to class sustain excellence throughout one’s In that regard, you are entitled contact hours, class size (i.e. student teaching career. As public servants, to a healthy and safe workplace numbers) and the number of days in we must be to the fore in insisting marked by respect for human the school year. As a member of the upon and maintaining the highest dignity and the absence of bullying TUI you are obliged to abide by these quality in our public education. or intimidation. The principles directives – there is no discretion in t of equity, equality and inclusivity he matter. Go n-éirí go geal libh. should inform school practice. The directives should be displayed Your employer, your colleagues, on the TUI Noticeboard in the school your students and their parents/ and can be downloaded from the guardians are entitled to TUI website www.tui.ie your respect, loyalty and best professional service. The principles In Case of Difficulty of equity, equality and inclusivity should also inform your practice. If you encounter a difficulty with your You are on probation for your first employer, address it at the earliest year. If the school management opportunity. In this as in other matters, has any difficulty with the quality keep the issue and the personality of your work, it is obliged to bring separate. Informal resolution of it to your attention and offer difficulties is desirable, provided the appropriate advice. If you are rights of all parties are respected.
22 September 2007 - TUI NEWS Join TUI Today – A Message From The President
“The strength of any union to negotiate a better deal depends on all eligible members joining. The Teachers’ Union of Ireland (TUI) gives vital support to teachers and lecturers in second level, higher and further education throughout their working lives.
TUI proactively negotiates significant improvements in teachers’ and lecturers’ salaries and conditions and continues to secure improvements in the salaries and conditions of part time members.
Tim O’Meara, President TUI offers effective negotiation on behalf of teachers and lecturers at every level and also offers a range of attractive and highly competitive financial benefits.
We urge all new entrants - and indeed those already within the profession who are not yet members - to join immediately to allow TUI to fully protect and promote your profession now and in the future.”
Tim O’ Meara, President, TUI membership application form
Teachers Union of Ireland, 73 Orwell Road, Rathgar, Dublin 6. t: 01 492 2588 f: 01 492 2953 e: [email protected]
personal details Surname ______First Name(s) ______Male Female School/Centre/Institute (name & address/department) ______Home Address ______Date of Birth ______Telephone Number ______E-mail Address ______
PPS Number ______Qualifications (Full) ______Grade (e.g. Class III teacher, LI, etc.) ______Degree Subjects Taught ______Subjects Taught ______Date of Appointment ______
whole time Is your present post your first whole time appointment? Yes No teacher / lecturer only Is your appointment? PWT Job-share
part-time Please indicate the number of regular timetabled hours hrs teacher / lecturer only Are you employed directly by the School/College? Yes No
union membership Are you at present, or have you previously been a member of the TUI or any other Union? Yes No If “Yes”, please state name of Union/Branch/Place of Employment/Dates ______
new members I hereby apply for membership of the Teachers’ Union of Ireland and, if accepted, agree to be bound by the Rules of the Union no in force and as may be amended. Signature ______Date ______Staff / Payroll Number ______
Note: 1. Once all sections of the application for are fully completed, please forward to: Membership Section, TUI Head Office, 73 Orwell Road, Rathgar, Dublin 6. 2. Please return a fully completed DAS form with your application form. DAS forms are available from your school / college representative, TUI HeadOffice or www.tui.ie
office use only New Member Existing Member Number ______Branch ______membership application form deduction at source authorisation form
Teachers Union of Ireland, 73 Orwell Road, Rathgar, Dublin 6. t: 01 492 2588 f: 01 492 2953 e: [email protected]
personal details Surname in English ______Surname in Irish ______Surname before Marriage ______First Name(s) ______Home Address ______PPS Number ______School / Institute (name & address) ______TUI Branch ______
employment status PWT * Part-time Job-share (please tick as appropriate) *Part-time - please indicate the number of regular timetabled hours hrs
deductions Payroll Number TUI Subscription € . TUI Credit Union € .
authorisation I hereby authorise VEC ______VEC IT’s ______Institute of Technology **C & C TUI to authorise the Department of Education and Science
to deduct monthly from my salary, until further notice, the Union subscription appropriate to my employment status at any time as a teacher / lecturer*, to be paid to the TUI on my behalf, together with the amount shown in respect of the TUI Credit Union (if applicable). The amount of subscription to be determined by Annual Congress.
Signature Date ______Date ______*This authorises the Employer to alter my Union Subscription from Part-time to PWT/job-share as appropriate. ** With Effect from July 2006 the Dept. of Education and Science are not accepting DAS forms and have requested that TUI hold the original forms on behalf of members.
office use only New Member Existing Member Number ______Branch ______Pension Issues Planning for Financial Security
“As Trustees of the TUI AVC Plan we are pleased to welcome you to this Introducing The AVC Plan Trustees new section of TUI News. It is intended that this section will feature in TUI AVC Trustees Limited is a company future editions of TUI News to assist readers in both keeping up to date with established to act as trustees to the TUI pension developments and planning for their financial security in retirement. Additional Voluntary Contribution (AVC) Plan for the benefit of members. With increasing post retirement life expectancy pension planning is an area which should be of interest to all readers and we hope that the information which will be provided The directors of the company are: through this section will be of assistance”. TUI AVC Trustees Limited. John O’Quigley – Chairman. John is a Important Dates For AVC Plan Members Pension Enhancement Options Chartered Accountant, Qualified Financial 31st Oct.: members wishing to make a For An Individual Advisor and Pensioneer Trustee. Single Contribution and claim tax relief Individuals wishing to enhance their financial against the previous tax year must make benefits on retirement may make personal Christy Conville – nominated by the their payment and submit their claim for contributions into the Superannuation Retired Members Association. Christy is tax relief by 31st October. (Please see the Scheme of their employer to purchase Secretary of the TUI Retired Members separate article on Single Contributions). Added Years (Notional Service) or into the Association and taught in Ballinteer 4 weeks prior to retirement: members TUI AVC Plan or into a combination of both. Community School for 30 years. wishing to make a last minute AVC contribution should contact the AVC PAYE relief is the same for each choice. Oliver McCormack – nominated by Plan consultants, Marsh, at least 4 weeks Although the purchase of Added Years and the TUI Executive. Oliver lives in Tullamore prior to retirement. Members retiring on AVCs are designed to enhance a member’s and is a member of the TUI Executive and grounds of ill health should contact Marsh financial security the rules attaching to the TUI Finance Subcommittee. Oliver is at least 4 weeks prior to retirement so that each are different as are the ways in which Chairman of the Co.Offaly branch of TUI. they may be advised on their options. a member may take his/her benefits at 3 months prior to retirement members retirement or in the event of death prior Maitiú Ó Murchú – nominated by should contact Marsh at least 3 months to retirement. These differences are so the members of the TUI AVC Plan. Maitiu prior to retirement so that their options significant that an article will be devoted lives in Gaoth Dobhair and has served as can be calculated and choices selected in to comparing in detail the benefits under a member of the TUI Executive and is a advance of their retirement. the Notional Service scheme and the AVC former Treasurer of the TUI. Immediately members should scheme and the rules attaching to each in a immediately advise Marsh of any change forthcoming issue of TUI News. Barney Winston – nominated by the in their home address or employer so TUI Executive. Barney lives in Ardrahan that their member record can be updated. Members considering the purchase of and is a past member of the TUI Executive 4 weeks prior to event members should Added Years or AVCs or a combination of and the TUI Finance Subcommittee. Barney advise Marsh 4 weeks prior to commencing both should obtain competent professional is also a member of the Co. Galway Branch. a career break or job sharing so advice so as to ensure that their choice that any implications can be assessed and is the course best designed to meet their The Trustees are responsible for the advised to the member. financial requirements. proper management of the AVC Plan. In the year ended 31.12.2006 (31.12.2005) Tax Relief On Penion Payments Made By Members a total of 220 (195) retiring members drew Pension contributions by members qualify for full PAYE relief subject to the following age related limits: their benefits amounting to €5,381,358 Age in Tax Year % of Salary (€3,364,929 ) from the AVC Plan. There Under age 30 15 were 2,845 active AVC Plan members at 30 – 39 20 31.12.2006 and the value of their funds amounted to €65.8m. 40 – 49 25 50 – 54 30 The trustees can be contacted by post 55 – 59 35 at 73 Orwell Road, Rathgar, Dublin 6 60 and older 40 or by email at [email protected] These are overall limits and are inclusive of member contributions to the Superannuation Scheme, purchase of Added Years and AVCs.
26 September 2007 - TUI NEWS TUI NEWS
Single AVC Premium Investment Opportunity
Readers wishing to enhance their pension benefi ts on retirement may make personal contributions either into the TUI sponsored Additional Voluntary Contribution (AVC) Plan or into their employer’s Superannuation Scheme for the purchase AVC Single Premium e10,000 of added years.
Contributions to the AVC Plan and the Superannuation Scheme may be made on a regular monthly basis through salary deduction. In this case tax and PRSI relief is given at source. Tax Relief e4,100 Readers who wish to make single rather than regular contributions may do so into the AVC Plan. However, in this case the member will have to apply to the Revenue for a refund in respect of his/ her contribution. AVC Single Premium Investment Tax Relief at 41% Tax relief on single contributions is normally against the year in which the contribution is made. However, if the contribution is paid prior to Please note that in order to obtain tax AVC contribution and obtaining 31st October the member can apply relief against his 2006 tax liability John a tax refund should make contact to have it relieved against his/her tax has to have paid his AVC contribution with Marsh Ireland Limited who liability for the preceding tax year and and submitted a claim for tax relief to are the appointed brokers to the receive a tax rebate. his Inspector of Taxes by 31st October TUI AVC Plan. 2007. Example: Marsh can be contacted on John is aged 53 in the year ended 31st The AVC Plan is a tax effi cient way of saving 1800 781 781 or by completing December 2006 and his salary in that year for retirement and the ability to make a the enquiry form on line at amounted to €56,000. His marginal tax single contribution and obtain tax relief www.marsh.ie/future rate is 41% and he is not making any against the preceding tax year is especially regular AVC contributions or purchasing useful for readers who are either not Given the level of interest each year in added years. making any additional pension contributions single contributions readers are strongly or who are not utilising their full allowance advised to make early contact with Marsh In September 2007 John decides that for tax relief purposed. Please refer to the in order to ensure that all the necessary he would like to improve his pension table setting out the age related pension paperwork is in place prior to the expectations and makes a single AVC contributions percentages which qualify 31st October 2007 deadline. contribution of €10,000. for tax relief. PRSI relief can also be obtained on single If John wishes he can apply to the Revenue Next Step AVC contributions by submitting a claim to have his AVC contribution set against his to the Customer Services Section of the 2006 income for tax purposes and receive a Any reader who wishes to obtain further Office of the Collector General or by tax refund of €4,100 (ie. €10,000 @ 41%). information in relation to making a single calling Lo Call 1890 203 070.
www.tui.com - TUI NEWS 27 TUI NEWS
2007 Third World Fund
Last year a total of 26 projects received a contributions from the Third World Fund. Examples of some of the types of projects contributed to were:
“37 or More” (Global Friends in Action) – a project in Kabew, Zambia, providing skills training for street children, unemployed youth, etc. “Friends of Calcutta” – an Irish Voluntary Organisation working in partnership with Indian Groups “37 OR MORE” GLOBAL FRIENDS IN ACTION PROJECT IN KABEW, ZAMBIA assisting the poor in Calcutta Water well for Muvamba primary school, Mozambique The Third World Fund for 2007 will have at its Gambia Schools Building Project led disposal an amount in excess of €13,500. The fund by Alex Reid, Retired TUI Member
is used to aid developmental, education and trade Each of the 26 projects received between union projects in underdeveloped countries. €600 and €300 each. While the amount for each project is small, the feedback we get The Third World Fund for 2007 will have at project which you would like supported from the various projects indicates that your its disposal an amount in excess of €13,500. with money from the Fund, please make a funding of these projects makes a signifi cant The fund is used to aid developmental, written submission to Hilary O’Byrne, impact and is greatly appreciated. There is education and trade union projects in Administrative Offi cer, before 1st November also the added bonus that the money goes underdeveloped countries. If you have a 2007 outlining details of the project. directly to the projects concerned.
Vacancies on NCCA Committees – Course Committees and Boards Have we got your Union of Studies Membership details correct? Thanks to all those who represented the TUI on NCCA committees during the last academic year. In order that vacancies Has your union membership status Dara Blighe, Membership Secretary, on NCCA committees can be identifi ed changed? e.g. from Part-Time to TUI, 73 Orwell Road, Rathgar, Dublin 6. current TUI nominees are urged to Permanent Whole Time, from DAS forms are available on the TUI website advice head offi ce if they can continue to Permanent Whole Time to Job- www.tui.ie They are also available from represent the TUI on such committees. Share or have your part-time hours your School/College Representative, from Correspondence in this regard has already issued to those involved (please reply as increased, etc. Head Offi ce or in this issue of TUI News. soon as possible). Have you transferred from one employer to another? Please complete a new DAS form to avoid Shortly correspondence will issue to Have you just returned from a Career falling into arrears. schools/centres seeking nominations (via Break, Leave of Absence or any unpaid the local branch) to fi ll vacancies that arise leave? Home Addresses at this time. In order that the views of TUI Do we have your correct home address? members are well represented across all If the answer is YES to any of the above For the purpose of conducting ballots it is subjects it is extremely important that all vacancies are fi lled as soon as possible so questions, please ensure that you complete very important that we have your correct we look forward to nominations from a new Deduction at Source (DAS) form home address. Help keep our data base up branches in due course. immediately and send it to: to date – keep us informed!
28 September 2007 - TUI NEWS TUI NEWS
Frequently Asked Questions
I am a second level teacher considering percent of salary. (A permanent teacher taking a career break for 5 years but I do who pays the class A rate of PRSI and is a not want to lose 5 years of pensionable member of the Superannuation Scheme is service. Is there anything I can do ?Is also automatically a member of the Spouses it possible pay special superannuation and Children’s’ Scheme.) contributions while on career break? If you wish to consider paying Yes, the contribution will be based on the superannuation during your career break rate of salary on the last day of paid service you should contact your employer (VEC prior to the commencement of the career or Department of Education and Science) break and will take into account any general prior to taking your career break. pay increases that may arise on equivalent salary during the course of the career break. Purchase of Notional Service If you opt not to pay the special A teacher who is liable for the class D superannuation contributions while on the employer is notifi ed of the option and rate of PRSI will pay a superannuation career break you can on return to teaching payment must be made within 6 months contribution of 18 and one sixth per cent purchase 5 years of notional service (or of that date. of salary (if a member of the Spouses and any lesser amount that you may decide Children’s scheme) or 15 and one sixth on.) The contribution may be made either AVCs per cent of salary (if not a member of the by lump sum payment or, where you Alternatively members who opted Children’s and Spouses Scheme.) decide to purchase at least one year, by not to pay the special superannuation periodic deductions from salary. An option contributions while on career break A teacher who is liable for the Class to purchase by lump sum must be made can purchase additional voluntary A rate of PRSI will pay a co-ordinated within 6 months of return to service. The contributions (AVCS). Details in relation superannuation contribution at a rate which amount of the lump sum will be based on to this scheme are set out on pages 26 is based on approximately 18 and one sixth the teacher’s salary at the date on which and 27 of this magazine.
Flat Rate Expenses 2007 – 2009
Following a review of the fl at rate Second Level expenses for teachers and lecturers School Principals e608 a decision was taken to increase the Other Teachers e518 applicable fl at rate expenses. Part Time Teacher (on fulltime hours) e518 Part Time Teacher (not on fulltime hours) e279 The increase is to apply for the years Guidance Counsellors 2007, 2008 and 2009. In line with other (a) employed fulltime in second level schools e518 fl at rate expenses these rates will be e reviewed again in three years. (b) engaged mainly in teaching general subjects but also doing 126 part time guidance counselling (additional allowance)
Third Level Professor/Heads of School/Departments e608 Senior Lecturer e518 College Lecturer e518 Assistant Lecturer e518 Part time Lecturer (on full hours) e518 Part time Lecturer e279
www.tui.com - TUI NEWS 29 2nd level branch officers’ training seminars
Teachers Union of Ireland, 73 Orwell Road, Rathgar, Dublin 6. t: 01 492 2588 f: 01 492 2953 e: [email protected]
dates Wednesday 21st (pm only), Thursday 22nd, and Friday 23rd November, 2007 & Wednesday 20th (pm only), Thursday 21st, and Friday 22nd February, 2008
venue Hodson Bay Hotel, Athlone
In an increasingly challenging educational environment, training for Branch Officers is vitally important and we would ask that your branch approve the attendance of at least one Officer at one or other of these courses.
The training courses are primarily aimed at those who have not previously attended such a course. They will cover a wide range of Branch activities including internal organisation of the Branch, the role of individual officers, communications with Head Office, handling of personal cases, the use of grievance and discipline procedures, negotiation techniques. General issues regarding information and consultation, recent legislation (Part time, Fixed Term Act, Teaching Council), equality and health and safety will also be addressed.
There will be a maximum of 16 places on each course and these will be offered on a first come, first served basis.
Those who do not secure a place on the first course will be accommodated on the course in February.
please note To apply please complete the attached form below.
application form I would like to attend Wednesday 21st, Thursday 22nd, and Friday 23rd Nov. 2007 I would like to attend Wednesday 20th, Thursday 21st, and Friday 22nd Feb. 2008
Name of Branch Current Position in Branch Surname First Name Home Address
Home Telephone Mobile Number E-mail Address
I am in a postition to attend for all three days
please note Please send completed form by Friday 19th October 2007 to: Jane O’Sullivan, TUI, 73 Orwell Road, Rathgar, Dublin 6 t: (01) 492 2588, f: (01) 492 2953, e: [email protected] 2nd level branch officers’ training seminars tui professional development programme Teachers Union of Ireland, 73 Orwell Road, Rathgar, Dublin 6. t: 01 492 2588 f: 01 492 2953 e: [email protected] pre retirement training
pre-retirement training The following pre-retirement seminars have been scheduled.
date 8th November 2007 5:30pm – 9:00pm 9th November 2007 9:30am – 4:00pm
location Westport (one and a half days)
venue Carlton Atlantic Coast Hotel Westport, Co. Mayo
date 10th April 2007 5:30pm – 9:00pm 11th April 2007 9:30am – 4:00pm
location Wexford (one and a half days)
venue Whites Hotel Wexford
please note There is an upper limit in terms of numbers for attendance, so early booking is strongly advised. Please complete this form clearly stating which course is your preference.
application form Surname First Name
I would like to attend Westport Seminar I would like to attend Wexford Seminar
School Name and Address
School Telephone School Fax Number Home Address
Home Telephone E-mail Address
please note Please send completed form to: Jane O’Sullivan, TUI, 73 Orwell Road, Rathgar, Dublin 6 t: (01) 492 2588, f: (01) 492 2953, e: [email protected] Notice Board
Irish Aid Schools Linking Concern FAST ‘07 Retired TUI and Immersion Scheme Member The Concern FAST is held on the last Launches The Irish Aid Schools Linking and Thursday of November every year. It is Double CD Immersion Scheme is a development growing from strength to strength annually. Package education programme being piloted during Over 74,000 people around Ireland took the academic year 2007-2008. Its purpose part in the FAST 2006. This included 75 September 7th is to raise awareness of development primary schools and over 200 secondary sees the launch issues among Irish students, teachers and schools who contributed in helping by retired BRIAN MAC A BHAIRD the wider community, and to heighten the Concern to Save Lives FAST ‘06. teacher Brian interest in and relevance of development Mac a’ Bhaird of a double CD package of true short stories narrated by the author, education within the post-primary This year Concern hopes to involve even available separately in English (Mystical Irish curriculum. more students, teachers and parents in Musings) agus as Gaeilge (Aislingí Fánacha). the FAST ’07. If you would like to become The eighteen stories range from humour Irish second-level schools and colleges can involved in this extraordinary nationwide to sadness to joy and the material stretches apply for funding under the scheme. To effort please visit www.concernfast.org or from the Great Famine to the present day, be eligible, applicants must have already call 1850 50 50 55 To fi nd out more about covering many aspects of Irish life – cultural, made contact with an existing school or Concern and our work in the developing social and historical. Due to the burgeoning organisation, or be planning an immersion world please visit www.concern.net economy of recent years, much of what we visit to a developing country. For more were has been relegated to second place information and application forms please but this collection will ensure that present visit www.irishaid.gov.ie/schools The TB – Vaccination of Teachers and future generations will have access to deadline for applications is 30 Sept. ‘07. their rich heritage. The Minister for Education and Science The package, which contains a six The Irish Aid Schools Linking and has been advised by the Chief Medical page photographic insert, should be Immersion Scheme, which is managed by Offi cer (for the public service) that the particularly helpful to those teaching Léargas, can be contacted at: general requirement for teachers to receive Tuberculosis (TB) Vaccination if they are Transition Year students. Mystical Irish Musings and Aislingí Fánacha are available not immune is no longer required. All Irish Aid Schools Linking and Immersion at www.irishmusings.com and earlier rules and directions in relation to Scheme, Léargas, 189 Parnell Street, Dublin 1 www.aislingifanacha.com respectively. this matter are hereby rescinded. t: 01 873 1411 The author spent most of his teaching e: [email protected] career in Inver College, Carrickmacross, INTO/STSG Co Monaghan and still lives in the area. Separated Teachers’ Support Group From Leaders to Exiles - Meeting: September 15th ‘07@ 7.00pm. The Flight of the Earls Exhibition, Venue: Club na Múinteoirí, Donegal County Museum 36 Parnell Square,Dublin 1. Donegal County Museum and County
Archives Service, in conjunction with Derry Separated, Divorced, Widowed, City Council Heritage and Museum Service. Lone parent, all very welcome. The exhibition from September 2007 Members of A.S.T.I., T. U. I., I.F.U.T., focuses on major political events of the Road Safety DVD also welcome. period, namely the Elizabethan conquest of Ireland, the departure of the Ulster Earls A Road Safety DVD has been distributed Further information from; and the subsequent Plantation of Ulster. to schools by RTE. The DVD is expected to Chairperson: Maura Killackey For additional information please contact: be of particular use for those in Transition t: 0505/21694 ; 087/1233456 e: [email protected] Year, Leaving Certifi cate Vocational and Secretary: Christina Henry or [email protected] Leaving Certifi cate Applied programmes. t: 01/8481405 ; 087/6201153 t: 074 91 24613 or 074 91 72490
32 September 2007 - TUI NEWS Notice Fixed Term Work Act Board
Update on Discussions in relation to the The same entitlement to maternity Protection of Employees (Fixed Term leave and while on maternity leave Work) Act 2007 - C&C and VEC Branches which occurs during the term of their contract, have the same entitlement to The Protection of Employees (Fixed pay as a comparable permanent teacher Term Work) Act 2003 has enhanced the within the same sector conditions of employment for fixed term teachers. Fixed term teachers therefore, Circular letter 124/2006 set out the employed successively for four years, agreement already reached between have been awarded contracts of indefinite the teacher unions, management bodies duration (unless objective grounds exist for and the Department of Education and not doing so) , thus granting them security Science in respect of the above conditions of tenure . The Act has also permitted of employment of fixed term teachers the union to engage in discussion with the and the entitlement of such teachers to Department of Education and Science and Contracts of Indefinite Duration. the Management Bodies to considerably improve the conditions of service of fixed Discussions are ongoing between the term teachers. unions, management bodies and the Department of Education and Science How Far Will You Go Conditions of Employment with a view to securing additional for People in Need? of Fixed Term Teachers improvements in the conditions of service The conditions of employment of a fixed of Fixed Term Teachers. The RTÉ People in Need Telethon 2007, term teacher during the period of his/her in association with eircom, is back! Set to contract are subject to the principle of no Issues being discussed at present broadcast on RTÉ One on Friday 26th less favourable treatment than is applicable between the above parties in the October, the return of the Telethon is to permanent teachers, unless objective context of the Protection of Employees exciting news for charities and community grounds exist for doing so. (Fixed Term Work) Act 2003 include: groups around the country.
This means that a fixed term teacher has: The entitlements of teachers working The People in Need Trust is in the night schools encouraging schools all over the country to Equal access to in-service training as a The entitlements of Chaplains log on to www.telethon.ie to register their comparable permanent teacher The entitlements events in line with their “How Far Will You Access to the career break scheme on of unqualified teachers Go for People in Need” theme. the same basis as permanent teachers The entitlements of a fixed Since its inception in 1988, over €35 within their sector term teacher covering million has been raised by the People in for a teacher on career break, Access to the job-sharing scheme Need Trust through the RTÉ People in when that individual resigns on the same basis as a comparable Need Telethon, supporting a wide variety permanent teacher The topping up of the hours of charitable organisations nationwide. of CID holders During the period of the contract The Telethon, as always, will place a special the same entitlement to certified and It is hoped that these discussions will emphasis on smaller, low-profile groups uncertified sick leave as a comparable finalise shortly and that a circular letter who would have difficulty in raising sufficient permanent teacher with the same sector will issue as soon as possible for the funds for themselves. The same entitlement to compassionate forthcoming school year. leave, parental leave, paternity leave, Contact Schools Coordinator force majeure leave, carer’s leave and Please note that appeals to the Adjudicator Kate Gaynor at [email protected] brief absences as a comparable teacher have been put on hold pending the issue or t: 01 679 2944 if you would like a within the same sector of the Revised Circular letter. supporters kit or to register an event.
www.tui.com - TUI NEWS 33 Member Appreciation Seán O Corragáin
Death of Beloved Former Vice Principal Seán O’Corragain, Rest In Peace
It was with great sadness and regret that we learned of the passing SEÁN O CORRAGÁIN, RIP of an esteemed colleague and friend, an t-Uasal Seán O Corragáin.
Seán came to teach in Banagher Vocational Abstinence Association. Year after year, Union and served for many years on School when it offi cially opened in 1953. he promoted the Young Pioneer the Board of Directors. He was also He began his teaching career in Ferbane Movement in our 2nd level schools. a founder member of Crank House. Vocational School and loved teaching Enrolment always took place in the there. When the position of Vice-Principal context of Mass. He constantly promoted the value and was established, Seán was appointed beauty of our town and region. In this and from that time until his retirement, Whatever need arose in the community, regard he encouraged the upkeep and he served tirelessly and enthusiastically Seán would try to offer a working and maintenance of a strong Tidy Town’s as a dedicated, talented and progressive workable solution. He organised and Committee. He always took great pride teacher. He had a capacity for recognising ran numerous night classes of all and interest in every aspect of town and and encouraging the good which exists descriptions many of which were referred community life. in everybody. Seán helped all students to to by past pupil, Senator Pat Moylan blossom and develop the talents and gifts at his graveside oration. An exemplary family man who was God had given them. justifi ably proud of his wife and children, He had a deep-rooted love of all things all of whom were blessed to have shared Spearheading vocational education in Irish, grasping every available opportunity so much time with this magnifi cent man. Banagher along with Ms. Elsie Naughton, to speak the language. He encouraged The tragic loss of their beloved Finian was RIP, Ms. Sheila O’Sullivan and Ms. Peggy everyone, pupils, colleagues and friends to a devastating blow for the family but the Crowley, RIP, Seán quickly earned the foster a similar love in their own everyday great support within the tight-knit family, reputation of a wonderful teacher and lives. He was Principal of an Irish Summer neighbours and friends and the power of active community member. Everyone who College in Ballybunion for many years, prayer helped carry them through these ever came in contact with Seán benefi ted successfully sowing the seeds of pride in very sad and diffi cult times. Our heartfelt greatly from his many God-given gifts our culture. sympathy and deepest condolences are and talents. He was truly a man of the extended to his wife Phyllis, Sorcha, highest moral fi bre who led by example Seán worked constantly with others to Fionnuala, Eilís Bríd, and Caoimhín. We and handed on his deep Christian faith to ensure the senior citizens of our locality were all privileged Seán O Corragáin family, friends, students and colleagues. enjoyed an annual party. This was just touched our lives and his memory will another triumph of this great man’s endure in our hearts forever. As a life-long pioneer himself, Seán unselfi sh and warm personality. He was showed commitment to the Pioneer Total a founder member of Banagher Credit Ar dheis Dé go raibh a anam.
34 September 2007 - TUI NEWS RMA News
Charles McCarthy’s wife’s sister. Nicholas is the author of many historic books about Wexford and its environs. Nicholas gave the lecture on Charles McCarthy it was warmly received by all. We had the honour of the President and the Vice President at our AGM. Moya and I were re elected as Chairman and Secretary and Ray Hatton was elected as the new treasurer.
I have been appointed by the Executive Committee to the Board of Trustees for R NICHOLAS FURLONG, PATRICK CUMMINGS, NICK CORISH AND MARIÉAD FURLONG AVCs. The Board will have a contribution to the TUI News starting with this issue Hope you all enjoyed the summer – that Hotel, Kilkenny from the 8th to the 11th this will be a great source of practical is if you were not in Ireland. We will have October. The cost is €200 per person information for all. The Executive have also to get Dora to organise the summer in sharing and €245 for a single room. appointed the RMA offi cers to the Retired future!! Application forms are available from me – Workers’ Committee of the Irish Congress just phone leaving name and address and of Trades Union. Well there are lots of things to tell you. I will post you one. First, I have received many letters about the You may be aware of a new service called 2% pay increase due since the beginning The diary is now available and you should Citizens Information, it will answer all of June. I have to repeat what I have be receiving your copy soon, if you have your questions on Health Services, Social written many times on the matter; that not already received it, again if you have welfare, Tax etc the website is www. the VECs are the worst when it comes any problem just phone as above. citizensinformation.ie Apart from the to making these payments (that is most website they have offi ces throughout the of them - there are some exceptions.) I We had a very successful AGM and country where you can receive personal received my increase on the due date as Conference in Wexford in May. The assistance. Try it out. did all the teachers who were employed Charles McCarthy lecture was given in the Community and Comprehensive by Nicholas Furlong who is married to Christy Conville sector. The problem is that the VECs have to inform the Local Council that you are due an increase, then the Local Council are supposed to pay it. However, things get dragged out for several months before payment is made. One would think the solution was a no-brainer and that it could be PRESIDENT OF TUI TIM O’MEARA sorted out quickly. For several ADDRESSING RMA CONFERENCE years negotiations have been ongoing between the Department the VECs and the Local Councils and no solution is in sight. The good news is that you will get your increase. The bad news is that compensation for delay only applies after eighteen months.
Dora has organised a wonderful mid week MOYA CORRY AND DORA WEAFER WITH THE WINNER OF THE “HIDDEN HEARING” HAMPER break for the autumn in the Newpark
www.tui.com - TUI NEWS 35