to Teacher/Senior Teachers

SPECIAL PRB 2016
Un rapport stabilisateur pour les
enseignants du secteur primaire
L
es recommandations du rapport PRB 2016 ont apporté un
changement majeur relativement à la catégorisation de certaines
grades d’enseignants du niveau primaire. Ainsi, les «
Teacher/Senior Teacher – GP et AL », les « Teacher/Senior Teacher – GP
et AL possédant un Advanced Certificate in Education » et les enseignants
possédants le Teacher’s Diploma Primary (connu sous l’appellation
‘Educator’), seront désormais regroupés sous une même catégorie
désignée sous l’appellation « Primary School Educator. »
Suite à ce reclassement, il existe désormais une seule échelle de
salaires. Voir page 7.
Par exemple, un enseignant touchant Rs. 24 425(basic salary) fin
décembre 2015 verra son salaire grimper à Rs. 25 175 (basic salary) à
partir de janvier 2016, s’il se qualifie pour percevoir un ‘increment’. Pour
connaître votre salaire post-PRB, il vous faut vous référer à la Master
Salary Conversion Table (P 8). Avec le salaire de Rs. 25 175, référez-vous
à la troisième rangée plus bas où vous prendrez connaissance de votre
nouveau salaire qui sera dorénavant de Rs. 27 850.
Ce cas de figure englobe trois éléments, notamment la compensation
salariale de Rs. 600 de 2015, la compensation salariale de Rs. 150 de
2016 et « l’increment » de Rs. 750 de janvier 2016’. Donc en termes réels,
l’augmentation salariale de PRB ne représente que Rs. 1 175 !!!
Autre cas de figure : pour un personnel qui a atteint son top salary de
Rs. 37 775 touchera désormais Rs. 40 800.
Un sérieux problème se pose dans le cas des Deputy Head Masters.
Ceux nommés avant juin 2008 et possédant un Diploma in Educational
Management (DEM), touchaient en décembre 2015 un salaire de Rs. 40
775 qui passe avec le rapport 2016 à Rs.43 850.
Or, ceux nommés après juin 2008 et possédant un DEM, ont été privés
de deux increments représentant la somme de Rs. 3 000. Donc leurs
salaires furent de Rs. 37 775 à décembre 2015. Le rapport du PRB 2016
a soigneusement esquivé ce problème en jetant le blâme sur le
Département des Ressources Humaines du Ministère de l’Education. Le
nouveau salaire pour ceux-là, selon les recommandations du PRB, passe
à Rs. 40 800. Dans ce même souffle le PRB a augmenté de deux points
le top salary de DHM qui sera dorénavant de RS. 43 850.
Par ailleurs, ceux qui toucheront un salaire de Rs. 42 325 post-PRB,
bénéficieront d’un « travel grant » de Rs. 7 250 exempté de taxe.
L’une des recommandations du rapport PRB 2016 est de considérer le
DEM comme critère d’éligibilité au poste de Head Master. Cependant, le
rapport va à contre-courant de toutes les conventions passées qui
préconisaient qu’un ou deux increments soient octroyés aux enseignants
pour toute qualification additionnelle dont l’objectif est de rehausser le
niveau général de l’instruction publique. Nous nous réservons le droit de
faire toute représentation au Ministère du Service Civil pour corriger cette
bévue.
A la lumière de ce rapport et en tenant compte de toutes les
recommandations, les enseignants se trouvent dans une situation plus ou
moins favorable. Et nous suggérons donc que nos enseignants signent les
formes optionnelles afin d’éviter tout retard inutile.
Suttyhudeo Tengur
15 avril 2016
MINISTRY OF
EDUCATION AND
HUMAN
RESOURCES
PRIMARY SCHOOL SECTOR
Volume 2
Part 1
1. BACHELOR
IN EDUCATION
22.20 From the numerous
requests spelled out by the
different unions, many do not
fall to be considered by the
Bureau as they relate to
Management’s
policy.
However,
the
Bureau
transmitted the requests to
Management during the
consultative meetings for
follow-up
actions
and
appropriate
redress.
Representations were also
received from the staff side
for the introduction of a
Bachelor in Education for primary school teachers. On this
issue, the Ministry has
expressed its willingness to
upgrade the primary sector
in line with its mandate for a
quality
education for all
and would take necessary
steps at the right time.
SPECIAL PRB 2016
2
2.
Merger
22.29 We recommend that the grades of Teacher/Senior Teacher, Teacher/Senior Teacher (ACE) and
Educator (Primary) be merged and restyled to Primary School Educator. Appointment thereto, should be
made from among Trainee Primary School Educator formerly Trainee Educator (Primary) who have
successfully completed their training course leading to a Teacher’s Diploma.
22.30 We also recommend that the Teacher/Senior Teachers (Oriental Languages) and Teacher/Senior
Teachers (Oriental Languages)(ACE), in post as at 30 June 2008, be restyled to Primary School Educator
(Oriental Languages).
22.34 We recommend that officers in the grades of Primary School Educator formerly Teacher/Senior
Teacher, Teacher/Senior Teacher (ACE) and Educator (Primary) and Primary School Educator (Oriental
Languages) (Personal) formerly Teacher/Senior Teacher (Oriental Language) and Teacher/Senior
Teacher (Oriental Language) (ACE) possessing the Teacher’s Diploma (Primary) should be allowed to
move incrementally beyond the Qualification Bar inserted in the salary scale.
Deputy Head Master/Deputy Head Teacher (Oriental Languages)
22.35 Prior to this Report, distinct salary scales were provided to the former grades of
Teacher/Senior Teacher; Teacher/Senior Teacher (ACE); Teacher/Senior Teacher (Oriental
Language); Teacher/Senior Teacher (ACE)(Oriental Languages); AND Deputy Head Master;
Deputy Head Teacher (Oriental Languages); Deputy Head Master (CEM); Deputy Head Teacher
(Oriental Languages) (CEM); Head Master; and Head Master (ACEM). Transitional provisions in
terms of additional increments were also provided for different levels of the hierarchy to motivate
them to acquire the DEM qualification.
22.37 Since the DEM qualification is now a requirement for promotion in the cadre, the
transitional provisions in terms of additional increments for all levels no longer hold and should
therefore lapse. The Bureau recommends accordingly.
3.
Compensation for Diploma in Educational
Management (DEM) to Teacher/Senior Teachers
22.38 There are presently, distinct salary scales
for the grades of Deputy Head Master; Deputy
Head Master (possessing CEM); Deputy Head
Teacher (Oriental Languages); and Deputy
Head Teacher (Oriental Languages)(possessing
CEM). Since the CEM would no longer be run,
transitional provisions for the obtention of DEM
were made in previous Reports as follows:
(i)
in the 2003 PRB Report, Deputy Head
Teachers were required to follow the CEM and a
different salary scale was provided for those
who have followed the course;
(ii)
the EOC Report 2009 made transitional
provisions for the replacement of ACEM, CEM
and ACE by DEM for all grades in the cadre.
Specific provisions for DHM and DHT (Oriental
Languages) were also made; and
(iii)
these provisions were maintained in the
2013 PRB Report since the scheme of service
for the post of Head Master was not yet
finalised.
22.39 There has been much outcry on this
issue as the Unions claimed the fact that there
is
no
applicable
recommendation
to
compensate DHMs/DHTs appointed as from 01
July 2008 for DEM, has resulted into differential
treatment to officers within the same grade. The
case was discussed several times at the level of
the MCSAR and the High Powered Committee.
SPECIAL PRB 2016
22.40 However, due to bad experiences of the
past on similar issues, the Bureau has been
cautious in treading on the path of sectoral pay
adjustments when a pay review has already
reached a long way towards publication. No
proper action could be taken at that point in time
since the 2016 PRB Report was already
underway. Nevertheless, we have carefully
considered this issue in arriving at the salary
scale recommended for the grade of Deputy
Head Master and Deputy Head Teacher (Oriental
Languages).
22.41 A Qualification Bar (QB) has been inserted
in the salary scale for the grades of Deputy Head
Master, Deputy Head Teacher (Oriental
Languages) and Health and Physical Education
Instructor. Incumbents should possess the
Diploma in Educational Management (DEM) or
Certificate in Educational Management (CEM) to
proceed incrementally beyond the Qualification
Bar (QB) in the salary scale recommended for the
grade.
4
Teaching Assistant
22.45
We recommend that officers in the grade of
Teaching Assistant in post as at 31 December
2015, be granted three additional increments on
conversion, subject to the top salary of the salary
scale recommended for the grade. 22.46 We also
recommend that the post of Teaching Assistant
be made evanescent.
6.
Refund of travelling by bus to
Trainee Educators (Primary)
22.57 In our last Report, provision was made for
the refund of travelling to Trainee Educators
(Primary) to be in line with that existing for
Trainees in other sectors. This provision is being
maintained.
22.58 We recommend that Trainee Primary
School Educators formerly Trainee Educators
(Primary) should be refunded travelling expenses
incurred by bus from residence to the place of
work/training and back.
3
5. “Zones d’Education Prioritaires”
(ZEP)
22.48 We recommend that the monthly ZEP
allowance payable to staff of ZEP schools should
be as hereunder:
Grade
Head Master
Mentor
Deputy Head Master / Deputy
Head
Teacher
(Oriental
Languages)
Monthly ZEP
Allowance
(Rs)
3810
3580
3350
Primary School Educator
formerly Teacher/Senior Teacher
Teacher/Senior Teacher
(ACE)
Educator (Primary)
Primary School Educator (Oriental
Languages)
(Personal)
formerly Teacher/Senior Teacher
(Oriental Languages) Teacher/
Senior
Teacher
(Oriental
Languages) (ACE)
Health and Physical Education
Instructor
3000
School Clerk
1050
Teaching Assistant
2100
ICT Support Officer
1050
Ancillary Staff
765
Volume 1
PRB Report
GENERAL CONDITIONS OF SERVICE.
1. END OF YEAR BONUS
SUPPLY TEACHERS
18.1.4. Supply Teachers who have served for at
least six months in a calendar year are paid the
end-of-year bonus on a pro-rata basis for that
period although they were not in employment on
31 December.
SPECIAL PRB 2016
4
2
Recruitment And Promotion
11.26 We recommend that the effective date of
grade-to-grade promotion should be the date of
assumption of duty.
a.
3
sick leave
Casual Leave Refund
22.151 We recommend that members of the
teaching personnel who, during a whole calendar
year, are assigned full responsibility of classroom
teaching and who effectively perform teaching
duties, should be refunded annually their
unutilised casual leave up to a maximum of 10
days at the rate of 1/66 of their last monthly salary
per day in the corresponding year.
c.
Leave Earning
Rate, per
Annum (in
days)
Maximum leave
that can be
accumulated
(in days)
5+ to 10
30
140
Up to 5
Leave
18.4.52
We recommend that officers not
holding a substantive appointment after one year’s
continuous service should be eligible to the grant
of sick leave as follows:
(i)
12 working days on full pay per calendar
year;
(ii)
14 additional working days on full pay in
case of prolonged illness upon production
of a medical certificate;
(iii)
In exceptional cases, further sick leave on
half pay for a maximum period of 62 working days,
upon production of medical evidence and
recommendation of the Ministry of Health and
Quality of Life;
(iv)
The paid sick leave in excess of the 12
working days is granted over a period of one
calendar year and is considered as an advance,
which is refunded at the prescribed rate as
specified at paragraph
18.4.44 (iv) on the officer being appointed
substantively;
(v)
Unutilized sick leave at the end of the year,
out of the annual entitlement of 12 working days, is
refunded in cash up to a maximum of six days. The
computation for a day’s sick leave is at the rate of
1/22 of monthly salary per day.
b.
Length of service
(in years)
Vacation leave
18.4.31
We recommend that:
(i) the vacation leave provision for employees on
the permanent and pensionable establishment
should be as follows:
10+ to 15
over 15
25
35
35
105
175
210
(ii) Teachers of the Pre-Primary schools,
Educators (Primary) and Educators (Secondary)
should not earn vacation leave during school
holidays except for those periods when they are
officially in attendance. Their vacation leave
entitlement should also be governed by the
appropriate provision made at the Chapter
dealing with the Ministry of Education and Human
Resources, Tertiary Education and Scientific
Research in Volume 2 Part I of this Report.
d.
Family Responsibility
Leave (NEW)
18.4.104
We recommend that officers be
granted a maximum of three days to cater for
absences where the officer has to look after the
family such as sick child or elder parents. Officers
should produce medical evidence of the same,
especially for the second and third day of
absence. The three days should be reckoned
against the casual leave entitlement of the officer.
In case an officer has already taken all his
casual leave, the three days’ leave may be
reckoned against the five days from his
accumulated vacation leave or as leave without
pay.
e.
Maternity Leave
18.4.63 We recommend that:
(i) A female officer should be eligible for 14
weeks’ maternity leave in the event of a
confinement. If the officer holds a substantive
appointment or has completed one year’s
continuous service, the
leave should be on full pay .
(ii) Where the officer does not satisfy the criteria
for leave on full pay, the maternity leave to be
granted to her should be on no pay
18.4.68 We recommend that a Female Officer
who gives birth to twin or more in one
confinement should be granted six weeks’ special
leave in addition to her normal maternity leave
entitlement.
4
SPECIAL PRB 2016
Long Service Increment
21.14 All grades, other than entry grades or
promotional entry grades requiring a degree and
grades drawing salary in a scale the maximum of
which is not less than Rs 62,950 and above,
would be eligible for LSI, subject to satisfying all
the conditions, as explained in the ensuing
paragraphs.
(i)
An officer would be eligible for the first
increment of LSI i.e. movement by one additional
salary point to be read from the master salary
scale, when he/she satisfies all the following three
conditions:
(a)
he/she reckons 24 years’ service in a
single grade;
(b)
he/she reaches the top salary of the
revised salary scale; and
(c)
he/she stagnates on the top of the revised
salary scale for two years.
Thereafter, a second and final increment in
respect of LSI would be payable to him/her after
another period of two years.
(ii)
Where two or more grades have been
(a)
merged or
(b)
restyled to a single appellation or
(c)
merged and restyled, the aggregate
number of years of service in respect of the
merged grades or the restyled grades or the
merged and restyled grades should be
considered for the implementation of paragraph (i)
above.
(iii)
The salary point immediately before the
Qualification Bar (QB) in a scale shall be
considered as the top salary in respect of an
officer, who does not possess the required
qualification to cross the QB for the
implementation of paragraph (i) above.
(iv)
For officers who have been re-deployed by
virtue of a decision of Government, and required
to perform similar duties under the same or
different grade appellation, the aggregate number
of years of service should be taken into
consideration for the implementation of paragraph
(i) above.
5
E- GOVERNMENT - Electronic
Attendance System
17.15 We recommend that:
(i) the Computerised Registry System, HRMIS and
the Electronic Attendance System should
mandatorily be implemented in every Ministry/
Department/ Organisation by December 2016; and
5
(ii) the MCSAR in collaboration with the MTCI
should devise a proper mechanism to ensure that
the abovementioned systems are put in place and
used effectively in the Public Sector.
6
Salary On Promotion
18.8.9
We recommend that all promotions,
in general, should be marked by an increase in
salary. An officer, on promotion, should join the
initial salary or flat salary of the higher grade or
where the salary overlaps be granted a maximum
of three increments subject to the top salary of
the higher
grade, whichever is higher, provided the total
emoluments of the officer should not be less than
the initial salary and not more than the maximum
salary of the higher grade.
(iv) the salary of an officer who is promoted after
having benefitted from the grant of long service
increment should be adjusted by the grant of an
aggregate not exceeding three increments,
inclusive of the increment/s previously obtained
for long service.
7 Transitional Provision – Retirement Age
15.70
We recommend that officers in post
as at 30 June 2008 who have opted for pension
reforms and whose retirement age has gradually
been raised from 60 to 65 years in accordance
with Table I should continue to be provided with
the option of working beyond 60, should they so
wish.
8
Annual Pensionable Emoluments
15.73 We recommend that, as from the date of
implementation of this Report, public officers in
post as at 30 June 2008 who:
(a) attain the new compulsory retirement age as
per the transitional provision;
(b) reckon at least 331/3 years of pensionable
service; and
(c) have opted for the Pension Reforms on 01
July 2008 and contributed effectively to the
Pension Scheme should, on retirement, be
granted a one-off payment equivalent to (2%) of
their annual pensionable emoluments for each
completed year of pensionable service beyond
331/3 years of pensionable service as from 01
January 2013.
6
9
SPECIAL PRB 2016
Motor Vehicle Loans
18.2.41
We are maintaining the existing loan
facilities for the purchase of a motor vehicle,
however, as from 01 January 2016 all loans
advanced will be at interest rate of 4% per annum.
18.2.43 We recommend that:
(a) subject to provisions at paragraph (b) below,
officers eligible for 70% or 100% duty exemption
may be granted loan facilities of up to 21 months’
salary refundable in 84 monthly installments in
respect of a first purchase of a duty exempted car
or
a maximum loan equivalent to 15 months’ salary
refundable in 60 monthly instalments for a
subsequent purchase whichever is applicable;
10
Travelling Allowances ,travel grant
18 .2 .68
Officers drawing a monthly basic
salary of Rs 42325 and up to Rs 56450 and who
are not eligible for 100% duty exemption but own
a car are entitled to a monthly travel grant of Rs
7250.
11
18.3.14
Passage Benefit Scheme
We recommend that:
(a) officers on permanent and pensionable
establishment drawing a minimum monthly salary
of Rs 25525 or reckoning at least five years’
service should earn passage benefit at the rate of
5% of the gross salaries annually; and
(b) officers should not earn passage benefit
during probationary period, vacation leave,
vacation leave taken as casual leave, sick leave
in excess of 21 working days in any calendar
year, maternity leave, adoption leave, parental
leave, study leave with or without pay, injury
leave, interdiction period, accumulated sick leave
taken prior to retirement, and leave without pay.
12
Government Medical
Insurance Scheme
18.15.39 In the light of the submissions of the
Committee, it has been reported to the Bureau
that the GMIS would consist of a Basic Plan and
a Catastrophe Plan and that the Government has
given its consent for the scheme to be on a cost
sharing basis, that is, the 50% Government
contribution to be matched by 50% employee
contribution. Further, it has been proposed that
the GMIS be introduced on certain terms and
conditions which are hereunder reproduced:-
(i) the scheme would be optional, that is, public
officers who so wish may join the scheme;
(ii) the 50% Government contribution would be
limited to the basic plan only. However,
subscribers may in addition to the basic plan
contribute to a catastrophe plan at their own cost;
(iii) those who would not opt to join the scheme
would have no claim to the 50% Government
contribution; and
(iv) an officer would not be allowed to take
advantage of two or more policies concurrently.
Where an officer already holds a medical
insurance policy, he would be allowed to join the
GMIS on termination/end of the policy and he
would be entitled to the 50% Government
contribution only upon joining the GMIS.
We are recommending accordingly.
13
4.11
Loss in Purchasing Power
The loss in purchasing power for the
period January 2013 to December 2015
has been an important consideration in this
review. On average, the erosion
in purchasing power is estimated to reach 5.6 %
by December 2015.
SPECIAL PRB 2016
7
13.
Pay Review 2016
Salary Code Salary Scale and Grade
06 052 073
Rs 23975 x 775 – 32500 x 925 – 37125 x 1225 –
40800 QB 42325 x 1525 – 43850
Deputy Head Master
06 064 080
Rs 33425 x 925 – 37125 x 1225 – 40800 x 1525 – Deputy Head Teacher (Oriental Languages)
Health and Physical Education Instructor
49950 x 1625 –54825
Inspector Specialised Schools/Day
Centres
School Inspector
Supervisor Oriental Languages
Supervisor (The Arts)
Care 06 048 073
Rs 21475 x 475 –21950 x 625 – 23200 x 775 –
32500 x 925 – 37125 x 1225 – 40800 QB 42325 x
1525 – 43850
Deputy Head, Specialised Schools
06 061 078
Rs 30950 x 775 – 32500 x 925 – 37125 x 1225 –
40800 x 1525 –49950 x 1625 – 51575
Head Master (possessing Advanced Certificate
in Educational Management or Diploma in
Educational Management)
Head, SEN Resource Centres (possessing
Advanced
Certificate
in
Educational
Management or Diploma in Educational
Management)
Head Specialised Schools (possessing
Advanced
Certificate
inEducational
Management or Diploma in Educational
Management)
06 044 070
Rs 19575 x 475 –21950 x 625 – 23200 x 775 –
32500 x 925 – 35275 QB 36200 x 925 – 37125 x
1225 – 39575
Primary School Educator
Formerly
Teacher/Senior Teacher
Teacher/Senior Teacher (ACE)
Educator (Primary)
Primary School Educator (Oriental Languages)
(Personal)
Formerly
Teacher/Senior Teacher (Oriental
Languages)
Teacher/Senior Teacher (Oriental languages)
(ACE)
06 046 073
Rs 20525 x 475 –21950 x 625 – 23200 x 775 –
32500 x 925 – 37125 x 1225 – 40800 x 1525 –
43850
Mentor
06 028 030
Rs 14325 x 275 – 14875
Trainee Primary School Educator
06 059 076
06 044 071
Rs 29400 x 775 – 32500 x 925 – 37125 x 1225 –
Rs 19575 x 475 –21950 x 625 – 23200 x 775 –
40800 x 1525 –48425
32500 x 925 – 37125 x 1225 – 40800
Assistant Supervisor (Oriental Languages)
Educator (SEN)
Head Master
Head Specialised Schools
06 027 060
Head, SEN Resource Centre
Rs 14050 x 275 – 15150 x 300 – 15750 x 325 –
17700 x 375 – 19575 x 475 –21950 x 625 – 23200
06 053 075
Rs 24750 x 775 – 32500 x 925 – 37125 x 1225 – x 775 – 30175
Support Teacher
40800 x 1525 –46900
Assistant Supervisor (The Arts)
06 025 055
06 054 074
Rs 13530 x 260 – 14050 x 275 – 15150 x 300 –
Rs 25525 x 775 – 32500 x 925 – 37125 x 1225 – 15750 x 325 – 17700 x 375 – 19575 x 475 –21950
40800 x 1525 –45375
x 625 – 23200 x 775 – 26300
Deputy Head, Specialised Schools
(pos- Teaching Assistant (Personal to officers in post as
sessing Diploma SEN)
at 31.12.15)
8
SPECIAL PRB 2016
14. Master Salary Conversion Table