School boards are given more time to update functions of support staff

Tekst karen hagen - redactie onderwijsblad - 15 mei 2020 - 3 Minuten om te lezen

Picture: type tank

It is one of the agreements in the last collective labor agreement for primary education, which was concluded in December last year. School boards are obliged to review and update the job descriptions, which include all tasks and responsibilities of support staff. The CLA negotiators stated differently types of example functions *If it is up to the CA negotiators, three types of assistants are distinguished: A, B and C. Assistant A (scale 4) provides pupil guidance and educational support that is pre-coordinated with the teacher. Type B (scale 5) does the same, but is proactive by making suggestions for improvement. And teaching assistant C (scale 6) is a little more autonomous by acting according to their own insight and by cooperating in the design and planning of learning activities, working methods and assignments.
Teacher Supporters are assigned scales 7 (type A) and 8 (type B) in the example functions. A board determines which support positions are included in the job classification system and whether - and under what conditions - it is possible to hold these positions.on those boards and that do more justice to many tasks that have become more complex.

It is intended to ensure that support staff can develop better, they are often now 'stuck' in salary scale 4, but the example positions also include scales 5 and 6. With the agreement, the negotiators hope that support staff can move up to higher salary scales, because in practice they often perform all those tasks that match these job descriptions.

Suppose you are scaled to a higher position from 1 November and receive a higher salary, then you will receive it retroactively as if it started in August

No adjustment

Schools are now given more time for the entire process. “Because of the corona crisis, schools have had many other things on their minds,” says de AObsector driver. “It certainly does not mean adjustment, but this is something that must be done carefully. The participation council must contribute ideas and agree, and discussions must be held with the support staff. That is all more difficult now. ” Many schools started energetically and had already updated the job book and also presented what is mandatory to the participation council. “However, they had not always discussed it with the oopers themselves. We heard from other boards that the mr now has no time to get together, partly due to corona. ”

Retroactivity

It is important that the supporters do not suffer from the delayed deadline. “Suppose you are classified in a higher position from 1 November and receive a higher salary, then you will receive that retroactively as if it started in August,” says Bodegraven.

It is good for supporters to write down and keep a record of their activities, and especially to start from the tasks from before the corona crisis. “This appointment is really an assignment for the school boards, but if there is no assessment, it is good to raise the alarm or to call in the mr,” says Bodegraven.

Tips for assistants who want to scale up

• Keep a log for a few months with dates and assigned tasks that you perform.
• Are you taking over a class? Send your supervisor an email that you can take over a class at his request and keep that email.
• Talk to colleagues about grading. As a group you are in a stronger position if you want to challenge a job description and job rating.
• Submit a request for job maintenance to your employer. Then you can indicate during an interview that you think you perform transcending tasks.
• Be realistic: many assistants think they can scale up because they do their job well. Job evaluation refers to the tasks performed and assigned; the quality of someone's work is irrelevant.
• Useful! Download this flyer with tips for a higher salary.

These tips were published in the Education Magazine of last March. AObmembers receive the magazine at home every month.