IPPN

New Interactive Flat Panel (IFP) Purchasing Framework

Published: 02 March 2023

The Department of Education (DE) and PDST Technology in Education have just finalised a new Interactive Flat Panel (IFP) purchasing framework for schools. This new framework simplifies the process for schools who want to purchase high quality Interactive Flat Panels (IFP) from approved providers. The framework is now in place with 5 approved providers. There is no requirement for schools to seek additional quotes. The IFP products that can be purchased via the framework include Clevertouch, Promethean, Prowise, and Smart Technologies. An ‘IFP Framework User Guide’ has been developed by PDST. It includes templates of how schools can seek quotes, just by sending a short email to the framework email address provided. This email goes automatically to the 5 approved providers who will then respond with quotes to the school.

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Health and Safety (HAS) updates to Primary School Risk Assessment Templates

Published: 02 March 2023

Following discussions between IPPN, Kilkenny Education Centre and the Health and Safety Authority (HSA), the 55 Risk Assessment Templates and 8 Planning Tool Templates for Primary Schools have been updated to be available:

Separately rather than as one PDF document
Downloadable in either Word or PDF format

You can view the templates and tools HERE

School Relationships & Leave Refusal

Published: 02 March 2023

Career Breaks: ‘The employer’s decision on the Career Break application must include a written notice of approval or refusal to the teacher no later than 1 March. Where an application is refused the employer must include the grounds for refusal.’

Job-Sharing: ‘The employer must issue a decision in writing to approve or refuse the application (including the basis for refusal, where applicable), to the teacher no later than 1 March. The decision of the employer is final’.

This week employees will know if their application for leave has been approved or refused by the Board. Where the Board’s decision is to refuse the application, it is the Board’s responsibility to communicate this decision to the employee.

In circumstances where the Board has refused to grant leave, best practice would be that the Board outline its reasons for this decision. Where schools have a Leave Policy the Board can refer to this.

It would not be unusual for an employee to be disappointed, upset or even annoyed if his/her application is refused. This is understandable. Including the ‘grounds for refusal’ or ‘basis for refusal’ may help to clarify for the employee why, this year, the Board was unable to grant the leave.

Often the Principal will end up helping the employee come to terms with the outcome. The employee may need some time and space to process the outcome. He/she may need to express how they feel about the decision, including expressing his/her disappointment, upset or annoyance. Everyone may approach this differently depending on the context and the individuals involved. The following points may be useful.

Do:

Listen: Allow the person to express his/her feelings without interruption
Empathy: Show empathy for the person. Focus on the person not on the behaviour. Be genuinely empathetic. In most cases, the person is more than the feelings currently on display. Keeping this in mind will help you be present without needing to be defensive or apologetic. Also, show empathy for self. This is not personal. The Board decided based on the needs of the school. We give time, space and understanding to the employee. It is important to also take time and space for yourself.
Allow time for people to come to terms with the decision, while keeping Dignity and Respect at Work in mind. There are appropriate ways of expressing concerns or disappointment that are respectful and people can be gently reminded of these.

Don't:

Do not take it personally. When individuals are hurting, they will often look for someone to blame. This was a decision of the Board and responsibility rests with the Board.
Do not try to explain, rationalise, or take responsibility for the Board’s decision. The Board is the employer and as such must provide the rationale for its decision. The Principal is an employee of the Board and subject to the same conditions.
Do not internalise, take responsibility for, or take on the hurt of the other. While we allow for initial disappointment, remember that Dignity and Respect at Work protects all employees, including the principal from being subjected to inappropriate behaviours if disappointment leads to disaffection. Where issues arise, see the Dignity and Respect Resource Bundle on ippn.ie.

YOUR health and wellbeing – Have your say in the IPPN survey today

Published: 02 March 2023

IPPN is concerned about the health and wellbeing of principals and deputy principals. We have commissioned further research to add to the compelling data from last year’s survey. For it to have the impact we need it to have, we need as many members as possible to participate in this year’s survey.