IPPN County Network AGM 2009

Agenda Leadership – Sustaining Staff Morale Temporary Teacher Contracts In-School Management SEN & NEPS Medmark – Teacher Medical Assessments 2 Representatives - National Committee

Organisational Culture ‘ It can be argued that the only thing of real importance that leaders do is to create and manage cultures’ Schein, 2004

Positive Leadership If the Principal: Gives direction & shows example Sets realistic goals & expectations Communicates effectively Builds teamwork Staff will: Feel they are important Feel valued & appreciated Believe that they matter Know that they make a real difference to children Have a sense of significance

Staff Morale Aims - to assist Principals & DPs: sustain positive staff morale cope with the additional challenges arising from education cutbacks work with their staff in addressing the reality of reducing resources.

Step 1 Divide staff into small groups Identify the impact of education and other government cuts on: Take feedback allowing ample opportunity to express anxiety 1. Children2. SNAs 3. Parents4. ISM 5. BoMs6. Teachers 7. Principals

Step 2 Groups to make two lists: A: Impacts over which we cannot control or influence B: Impacts over which we can control and influence

Step 3 Plenary session: List A – suggest moratorium on discussion on items on this list. List B - invite feedback to describe how, in spite of ‘cuts’ the school community can address each item to preserve/improve the learning opportunities of the children. Ask each staff member to identify one or more areas from the list that they are willing to develop

Celebrate Significant birthdays & other milestones Informal staff social events Annual Staff, PA, BoM BBQ Fat Fridays! Kris kindle

Contracts for Teachers Permanent Teachers Contract of Indefinite Duration CID) Temporary Teachers: Fixed Term Contract – specified start & end date –e.g. secondment, career break, job sharing, EAL, RTT Specific Purpose Contract – carer’s leave, leave as a TD, Part-time Contract – specific hours, specific purpose, start & end date NOTE: temporary teachers on accumulating a total of 3 yrs acquire Supplementary Panel Rights Substitute Teachers – sick leave maternity & parental

Merit -v- Seniority Notional Seniority? (CPSMA & INTO) No interview – new contract awarded on basis of longest service Appointment on merit is compromised. Power of the BoM as employer is diminished Legal Advice - No legal basis for ‘notional’ seniority - Tom Mallon BL Best Practice: Advertise and Interview Best practise to appoint teachers, incl. Temporary teachers, is wise in the context of professional accountability Custom and Practice

SEN General Allocation: Review to be completed by end of 2009 SNA Review: Due to be completed by end of 2009 Next Budget unknown consequences

Scheme for Commissioning Psychological Assessments (SCPA) Schools outside NEPS scheme 2% of Pupils – SCPA - €330 ‘all in’ per pupil maximum Psychologists recognised by NEPS only New List Other Psychologists – contact NEPS NEPS

In-School Management Circular 22/2009 – 2 years overdue Indefinite moratorium - vacant APs and SDTs Duties cannot be left to Principals & DPs Need to review duties attached to all posts Re-prioritisation by staff, Principal and BoM Re-distribution of priority duties to all posts Template for presentation by Principal to BoM

Medmark To ensure that the health of teachers is being looked after. To manage sickness absence issues To ensure that teachers are fit to teach To highlight any related issues at work To ensure that the health and safety of other teachers, students and support staff is not affected by a colleague’s health condition. SNAs not included now – expected to join scheme

When is a Medical Assessment Required? On appointment as a teacher or return to teaching following an absence in excess of 2 years. During and/or following sickness absence. Where health problems become otherwise evident during employment. Where ill health retirement is being considered.

Pre-employment Self Assessment Web-based health status – self-declaration Candidate submits an on-line health questionnaire Candidates may be passed fit or … Candidates may be contacted for further info Candidate may be required to attend a medical Decision will be delivered directly to the school

Occupational Health Assessment School management refers teacher/DP/Principal Completing an on-line referral form Medmark will contact the employer with an appointment Teacher attends one of Medmark’s regional centres Teacher is assessed by an occupational health physician Physician issues recommendations to the employer.

Criteria for Medical Assessment Non-discretionary Teachers who have been absent as a result of illness for 12 or more weeks cumulatively or continuously in a 12 month period Discretionary 2009 Teachers about whom the employer has concerns relating to their medical fitness for work.

Medmark Report Recommendations regarding fitness for work Timescale of return to work To help the employer understand if any accommodation is required in the workplace To answer any specific questions asked If further clarification is needed the employer can call the physician

Ill-Health Retirement Assessments A teacher, who believes s/he is permanently unfit for work Two forms RET.D.1. to be returned to the Department and TMED1 to be returned to Medmark Cork Teacher must assemble the GP and Specialist reports Teacher is contacted by Medmark and attends one of the regional centres Medmark issues recommendation to the Department

Appeals process If unsuccessful a teacher may request a copy of Medmark’s medical assessment Medmark will also issue a list of medical referees to assist the teacher in the event of an appeal Appeal within 30 days Medmark will forward all relevant medical reports to the medical referee The medical referee will assess the teacher and send a recommendation to the Department/VEC

Confidentiality Information is confidential Information will not be disclosed to any other party without the consent of the teacher. If the nature of a teachers medical complaint is outlined in the report, this typically arises when this has already been disclosed by the teacher to school management With one exception: the occupational health physician is allowed to express an opinion as to whether the teacher is fit or unfit for work or any restrictions or modifications that should be placed on their work.

A County Network Committee of Six members: Chairperson Continuous Professional Development co- ordinator Mentor Organiser for Newly Appointed Principals Support Group Organiser 2 Representatives to the National Committee IPPN County Network