Common use of Procedures to be Followed Clause in Contracts

Procedures to be Followed. 3.1 Definition of surplus The reasons for a promoted post to be considered surplus may be : The closure or amalgamation of school(s). Where the circumstances of a school e.g. a falling roll have caused the school to have more promoted posts than it is entitled to under the Council’s devolved school management scheme Where a future review, either at service or Establishment level, of promoted posts structures takes place 3.2 Where a Parent Council exists, the Improving Outcomes Manager will consult the Parent Council when it is proposed that a surplus promoted teacher should fill a vacant promoted post. Discussion will also take place with the Parent Council about the specific skills, strengths and experience required for the post. The Authority will make the final decision on whether to transfer and in this event the Parent Council will have no further involvement in the appointment process. This will only apply to Head Teacher and Depute Head Teacher posts. In the case of a Roman Catholic school consultation with the church will be required 3.3 Where a teacher has been identified as surplus, they will be invited to meet the Improving Outcomes Manager to discuss the process for transfer. Teachers may be accompanied by a professional association colleague or a friend at this meeting. Following this meeting the member of staff will be provided with a form to complete which will allow them to highlight their skills strengths and experience to facilitate the process. They will be asked to return the completed form within one week. 3.4 Where there is a surplus promoted post in an establishment and there is more than one post holder at the same grade, then the following would apply to determine which promoted teacher is surplus: A volunteer for transfer should be sought for the first instance. The continuous length of service in promoted post will be given a weighing of 2 points per year and 1 point will be given for any other year of teaching (e.g. 10 years in teaching the last 2 of which have been in a promoted post now declared surplus. Therefore for compulsory transfer purposes, 12 years would be used.) The candidate with the lowest score would be eligible for transfer

Procedures to be Followed. 3.1 Definition of surplus The reasons for a promoted post to be considered surplus may be : • The closure or amalgamation of school(s). • Where the circumstances of a school e.g. a falling roll have caused the school to have more promoted posts than it is entitled to under the Council’s devolved school management scheme • Where a future review, either at service or Establishment level, of promoted posts structures takes place 3.2 Where a Parent Council exists, the Improving Outcomes Manager will consult the Parent Council when it is proposed that a surplus promoted teacher should fill a vacant promoted post. Discussion will also take place with the Parent Council about the specific skills, strengths and experience required for the post. The Authority will make the final decision on whether to transfer and in this event the Parent Council will have no further involvement in the appointment process. This will only apply to Head Teacher and Depute Head Teacher posts. In the case of a Roman Catholic school consultation with the church will be required 3.3 Where a teacher has been identified as surplus, they will be invited to meet the Improving Outcomes Manager to discuss the process for transfer. Teachers may be accompanied by a professional association colleague or a friend at this meeting. Following this meeting the member of staff will be provided with a form to complete which will allow them to highlight their skills strengths and experience to facilitate the process. They will be asked to return the completed form within one week. 3.4 Where there is a surplus promoted post in an establishment and there is more than one post holder at the same grade, then the following would apply to determine which promoted teacher is surplus: • A volunteer for transfer should be sought for the first instance. • The continuous length of service in promoted post will be given a weighing of 2 points per year and 1 point will be given for any other year of teaching (e.g. 10 years in teaching the last 2 of which have been in a promoted post now declared surplus. Therefore for compulsory transfer purposes, 12 years would be used.) • The candidate with the lowest score would be eligible for transfer