IPPN

Published: 02 February 2023

The DE has published the staffing schedule for 2023/24. At IPPN’s Conference in November, the earlier publication date of February had been requested. This was to facilitate a timely and strategic recruitment process for the coming school year by Boards of Management.

Key Items:
Leadership & Management Day: One leadership & management day per week will be retained for Teaching Principals in the 2023/2024 school year. Teaching Principals with one special class have an additional 4 leadership and management days for the 2023/2024 school year.
CID: 23 February 2023 – Boards are reminded that CID applications cannot be submitted to the department until viable posts have been confirmed for application purposes.
SET: Existing clusters will remain operational for the 2023/2024 school year. Schools have up until 23 February 2023 to enter into a cluster arrangement for any additional hours to create a full-time post.
Substitute Teacher Supply Panels: Will remain in place for 2023/2024 school year.

Redeployment and Key Dates: Thursday 23 February 2023

• Notify Panel Operator of permanent and fixed term teaching vacancies
• Return Main Redeployment Panel Application Form (Appendix E) for surplus permanent/CID holding teachers
• Return SET cluster form(Appendix D)
• Return CID Declaration Form 23 (Appendix G)
• Submit completed Staffing Appeals Form (Appendix F) for the next meeting of the Primary Staffing Appeals Board
• Submit applications for Teaching Principals Leadership & Management Day Clusters

Published: 02 February 2023

Class allocation can be one of the most challenging issues facing principals every year. Both staff and parents become anxious for various reasons. The principal must weigh the options carefully, bearing in mind the wishes of teachers, the needs of the school or a particular class and other information particular to a school situation, which may influence decisions. The school community will need to be aware that the school leader cannot always make the decisions that staff, parents and others want, because of being bound by laws, circulars, policies procedures and information specific to the school. In establishing trust and building relationships, it will come to be known and understood that the school leader listens to people and endeavours to find solutions that are in the best interest of all. Taking time to have these conversations in terms of class allocation is important. Ultimately, it is the principal’s duty to allocate classes. No matter who seeks to influence the decisions to be made, the final say rests with the principal.

Different types of school, as well as issues such as custom and practice, classes of extraordinary size or pupil needs all point towards one conclusion - there is no perfect way of going about the process of allocating classes. There are, however, common elements that apply to every school.

• The time and effort put into the allocation of classes in a way that is transparent and accountable, is more than rewarded in terms of its benefit for overall staff, teamwork and harmony. If moving from In a situation where there is currently little or no change from year to year, limited rotation may be all that is possible or indeed wise in the short term. Like the implementation of any other change, gradual rather than radical implementation is often the most sustainable in the end.
• Prior to the allocation of teachers to classes it is important to clarify how classes will be divided for the following September. In smaller / multi-graded schools and many larger schools where there is a necessity to have multi-grade classes, it is useful to consult with teachers and where appropriate to involve teachers in deciding the most appropriate division of classes.
• It is advisable to have a policy of staff moving to different classes after a number of years teaching the same class level. This allows staff to develop their own professional experience across a range of classes. However, if such a policy is not in place at this stage, it would be best to wait for the next school year to develop one in consultation with staff.
• Specific consideration has to be given where the Principal is also a teacher. One of the key recommendations of The Hay Group Report on The Role of Primary Principal illustrates the importance of Teaching Principals allocating to themselves a teaching workload, which reflects the dual role of Principal and Class Teacher.
• Teacher seniority and/or holding a post of responsibility does not give any staff member additional rights or priorities when it comes to the allocation of teachers to classes.
• Change can help to freshen the thinking in certain areas, particularly around the implementation of new strategies. Many schools use a preference sheet where each teacher gets to select their first, second and third choice of class level. Normally the five categories used are Infants / 1st & 2nd / 3rd & 4th / 5th & 6th/ Support Teaching or Special Class Teaching. A class preference template is available on www.ippn.ie. This may be helpful to the principal in reaching a decision. Staff moves should not be announced at staff meetings without each person present knowing the class to which they are allocated beforehand. Some staff members may be disappointed with decisions. Discuss with the teacher any of the challenges facing them and possible supports they may need in their particular situation. No guarantees can be made to any staff member with regard to class allocation in the future, as circumstances change constantly from one year to the next.
• Movement among staff in terms of class allocation is important from the point of view of motivation, staff development and ensuring that contributions to policy and policy development are rooted in the broad experience of staff members. It is counter-productive to allocate the same class/class level to a staff member for prolonged periods, denying the staff member the experience to teach at another level and perhaps denying someone else the opportunity to teach the class in question.
• Class allocations should be reported to the Board as a matter of information. However, the Board should not intervene in matters that are the prerogative of the principal without serious and fundamental reasons for doing so.
• It may be agreed that decisions taken around staff allocation should be kept confidential amongst teachers until close to the end of the school year. This, however, is a matter to be decided by each school. Whatever arrangements are put in place, ensure that all staff are aware of and comply with the school procedure in this matter. It is a matter for each school to decide when parents and children are informed about class allocation.
  
  

A sample class allocation policy can be found on the IPPN website.

Published: 26 January 2023

• Job Sharing - SNAs interested in a job sharing position for the 2023/2024 school year must submit an application for consideration to the BoM not later than the 1 March (DE Circular 41/2014)
• Career Break – SNAs seeking a career break for the 2023/2024 school year must submit an application for consideration to the BoM not later than the 1 March (DE Circular 22/2012).

Published: 26 January 2023

IPPN’s Professional Guidance Team provides a one-to-one confidential service, providing collegial support and guidance of a non-directive or legal nature.   The team is available from Monday – Friday during office hours: 9.00am – 5.00pm.  To log your query with a member of the team call 021 482 40 70 / Lo-Call 1800 21 22 23 or email advice@ippn.ie.  If you require a follow-up call to your original query, please contact the support office where a call back from the team member with whom you were speaking will be arranged.