Part 2 Section 9
From SNCT Handbook
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| 9.7 The National Teacher Induction Scheme training placement covers a school session and is subject to registration with the GTCS. Teachers on the Scheme have the same terms of conditions as teachers, except for those provided in paragraphs 9.8 to 9.12 below. | 9.7 The National Teacher Induction Scheme training placement covers a school session and is subject to registration with the GTCS. Teachers on the Scheme have the same terms of conditions as teachers, except for those provided in paragraphs 9.8 to 9.12 below. | ||
| - | 9.8 Teachers entering the National Teacher Induction Scheme will be placed on Point 0 of the Main Grade Scale (Appendix 2.1). | + | 9.8 Teachers entering the National Teacher Induction Scheme will be placed on Point 0 of the Main Grade Scale ([[Appendix 2.1]]). |
| 9.9 The National Teacher Induction Scheme will correspond with the working year for teachers and will normally consist of 195 placement days. | 9.9 The National Teacher Induction Scheme will correspond with the working year for teachers and will normally consist of 195 placement days. | ||
Revision as of 14:17, 23 January 2008
The SNCT Handbook of Conditions of Service
PART 2: SECTION 9 - OTHER PROVISIONS
Continuing Professional Development (CPD)
9.1 The context for CPD is set out in Section 3 (Working Year and Working Week).
9.2 A teacher’s CPD shall consist of an appropriate balance of personal professional development, attendance at nationally accredited courses, small scale school based activities and other CPD activities. This balance will be based on an assessment of individual need, taking account of school, local and national priorities and shall be carried out at an appropriate time and place.
9.3 Every teacher will agree an annual CPD plan with his/her immediate manager and every teacher will be required to maintain an individual CPD record.
9.4 It is the employer’s responsibility to ensure a wide range of CPD development opportunities and the teacher’s responsibility to undertake a programme of agreed CPD. This should be capable of being discharged within contractual working time.
9.5 Local agreements on the use of remaining time may include an allocation of time to undertake CPD. Such time will be included in CPD plans and will contribute to the wide range of development opportunities which employers are required to provide. 9.6 As part of the working year, teachers and music instructors must attend five days (pro rata for part-time staff) of development activity planned by the council, eg in-service training. This is separate from contractual CPD time but may form a part of the CPD plan and record.
Teachers on the National Teacher Induction Scheme
9.7 The National Teacher Induction Scheme training placement covers a school session and is subject to registration with the GTCS. Teachers on the Scheme have the same terms of conditions as teachers, except for those provided in paragraphs 9.8 to 9.12 below.
9.8 Teachers entering the National Teacher Induction Scheme will be placed on Point 0 of the Main Grade Scale (Appendix 2.1).
9.9 The National Teacher Induction Scheme will correspond with the working year for teachers and will normally consist of 195 placement days.
9.10 The maximum class contact time during the placement will be 15.75 hours per week.
9.11 To terminate the training agreement, a minimum period of four weeks notice, in writing, is required by either side.
9.12 For entitlement to Maternity Leave, see Section 7 (Family Leave). Depending on eligibility, there may also be entitlement to Statutory Maternity Pay or Maternity Allowance.
Permanent Contracts
9.13 Councils should only appoint teachers who are fully registered with the General Teaching Council for Scotland (GTCS) to permanent contracts.
Payment in the Event of Death or Disability Arising from Assault
9.14 Where an employee or, in the event of death, the employee’s dependants, suffers financial loss caused, in the opinion of the council, by violent or criminal assault suffered in the course of or as a consequence of employment, councils are recommended to pay either:
(a) in the event of the employee's death within 12 months of the date of and in the opinion of the council by reason of the assault, to the employee's representatives the equivalent of five years gross remuneration at the rate applying at the date of the assault or £35,000, whichever is the greater, where the teacher has left one or more dependants and otherwise £950; or
(b) in the event of permanent total or partial disablement to the employee, the appropriate percentage (specified in paragraphs 9.15 to 9.17 below), of five years gross remuneration at the rate applying at the date of the assault, or £35,000, whichever is the greater. This is with the proviso that such payment shall be reduced, at the discretion of the council, by the amount of any damages or compensation recoverable in respect of the particular injuries.
9.15 Death, total and irrecoverable loss of all sight in one or both eyes, total loss by physical severance or complete loss of use of one or both hands or feet at or above wrist or ankle, occurring within 12 months from the date of assault: 100% of the capital sum specified in paragraph 9.14 above.
9.16 Permanent total and absolute disablement (other than as stated above) from engaging in or giving attention to any profession or occupation of any kind: 100% of the capital sum specified in paragraph 9.14.
9.17 Permanent partial disablement (not otherwise provided for above): the percentage of the capital sum specified in paragraph 9.14 set against the degree of disablement as follows:
| Total loss of hearing in both ears | 40% |
| Total loss of hearing in one ear | 10% |
| Complete loss of use of hip or knee or ankle | 20% |
| Removal of the lower jaw by surgical operation | 30% |
| Fractured leg or foot with established non-union | 25% |
| Fractured kneecap with established non-union | 20% |
| Shortening of a leg by at least 3cm | 15% |
Loss by amputation or complete loss of the following limbs: the percentage of the capital sum as set out in the following table:
| Right | Left | |
| One thumb | 20% | 17.5% |
| One index finger | 15% | 12.5% |
| Any other finger | 10% | 7.5% |
| One big toe | 10% | 10% |
| Any other toe | 3% | 3% |
| Use of shoulder or elbow | 25% | 20% |
| Use of wrist | 20% | 15% |
(To be reversed if the injured teacher is left handed)
Medical Examinations
9.18 Reasonable time off without loss of pay should be allowed for the purpose of preventative medical examinations.
Special Leave
9.19 Special leave, with or without pay, may be authorised for specified reasons within arrangements agreed by the Local Negotiating Committee for Teachers (LNCT).
9.20 In addition to paragraph 9.19 above, all employees have a statutory right to take reasonable time off work, without pay, to deal with unexpected or sudden problems concerning a dependant and to make any necessary longer-term arrangements.
Retirement Age
9.21 The normal retirement age for an employee shall be the age of 65. Councils have a duty to consider requests from employees to work beyond that age.
