You may have noticed some changes in the postings for hiring for LTO positions this week. Similar changes will be implemented for postings for contract positions as well, when they become available. This is an initiative of the Board in response to regulation 274 under the Education Act, and it is in response to items in Bill 115. As I’ve said so often, these pieces of legislation create many questions and the government is certainly slow to answer them! I will enter into a brief discussion here – this is in no way intended to be comprehensive or particularly erudite – it’s just how I see some of the issues. Many members have been asking about this in emails. I hope this will help address some of your issues – but keep in mind that there are few answers!
The regulation states that the Boards must create a roster of Occasional Teachers from which positions will be filled. They are directed to use the most recent date of hire to the Board’s OT list as the ‘base line’ to establish seniority. So, experience as an OT or contract teacher in other Boards does not count to seniority. Seniority is the first consideration. If there is a ‘tie’, then number of full days teaching with the Board will be considered. And if that is equal, the years of experience teaching will be considered. And then, if that is equal, the ranking will be determined by drawing lots. That process is spelled out in the regulation. The date of hire does not take into consideration that some OTs will have done the minimum number of days’ work to stay on the list. Someone else who was hired on the same day may have done LTOs or taught for 180 days a year, but will be considered equal on the seniority list, and will ‘be hired’ before a person who was hired the day after they were – again irrespective of how many days they taught, or whether they had been a contract teacher in another Board etc.
These lists, once established, will be posted on the board’s website. Teachers are to apply to be on a roster – either or both, the LTO roster or the permanent position roster (contract positions). They are to be interviewed for placement on those rosters. This will be very cumbersome – at this point it is not known if all those who wish to be able to be on the LTO roster will need to be interviewed – that could be hundreds of applications and interviews – or whether the original interview to be on the Board’s OT list will suffice, or if you can have one interview for both rosters. As we will have about 1100 members on our list soon – following the interview process for adding OTs to our list, you can understand the time it will take to establish these rosters. In order to be considered for placement on the LTO roster a member needs to have been on the OT list for 10 school months and needs to have completed 20 full days of work in the 10 months immediately preceding the application date. All postings need to be posted for a five day period. The five qualified applicants with the highest seniority must be interviewed.
For contract positions, applicants must be qualified and have completed at least one LTO of at least 4 months duration and not have received an unsatisfactory evaluation. It is important to note that the evaluation process is not defined or outlined. Neither is there an appeal process outlined in the case of an unsatisfactory evaluation, etc. Needless to say, these expectations will advantage some and disappoint others.
At this point, the Board is placing all OTs on the roster – although we know that many OTs do not want to be placed on a ‘hiring to LTO’ and/or ‘hiring to permanent position’ roster. It also does not seem to allow the Board to post for outside applications to French and some Spec. Ed. positions when there are not enough qualified and willing candidates on our list. It will be interesting, from an academic viewpoint, to watch this unroll – but very frustrating and hurtful on many personal and individual levels.
I encourage all members to read reg. 274.