ARTICLE 1.0
RECOGNITION AND PROCEDURAL MATTERS
1.1
This Collective Agreement is negotiated under the provisions of the
Recognition Agreement of 1965 signed by the Employer and the Union on
18th May 1965 ("the Bargaining Agreement") and the Industrial Relations
Act 1970 (Chapter 321, Statute Law of The Bahamas, 2000 Revised Edition)
("The Industrial Relations Act") and amendments. Its purpose is to fix, for
its duration, remuneration, terms and conditions of service and other
allied matters in respect of members of the Bargaining Unit, subject to any
limitations and exceptions contained in the Recognition Agreement.
1.2
The Union acknowledges that the teachers in the public school system are
teachers in the public service and that their general appointment and
conditions of service are governed by the Regulations in force in that
behalf, including the Public Service Commission Regulations and
regulations made under the Education Act or any other written law. The
provisions of General Orders (1992 Revised Edition) shall apply to all public
officers employed by the Ministry of Education within the public school
system, except to the extent that this Agreement derogates from any nonlegislative policy contained in General Orders to address the special
circumstances of the teaching profession.
1.3
The parties agree that the Employer and the Union within one (1) year of
signing this agreement will begin discussions on the establishment and the
implementation of a Teaching Service Authority.
1.4
The Employer and the Union agree that legislation will be drafted for the
establishment of a Teaching Service Authority within one (1) year after the
signing this agreement.
1.5
The Employer recognizes the Union as the sole bargaining agent for the
members of the Bargaining Unit in conformity with the Recognition
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Agreement of 1965 and the Collective Bargaining Agreement 2005 -2010.
1.6
The total number of Union and Employer representatives at any
negotiations shall not exceed seven (7) on each side. However, in addition
to such representatives, each side may include a maximum of two (2)
additional representatives, comprising any of the following: consultants,
advisors or observers. Both sides may have a secretary or may elect to use
a joint secretary to record proceedings. Both Union and Employer shall
notify the other in writing of the names of their respective representatives
for any negotiations prior to the date of the commencement of
negotiations.
1.7
The Employer shall notify the Union of its Negotiating Committee and the
names of persons responsible for Industrial Relations and their Industrial
Relations Consultants. The Employer will provide the Union with a copy of
the Employer's policies and procedures and keep the Union advised of any
and all proposed amendments) thereto.
1.8
The Employer and Union will work towards reaching an amicable
settlement on all matters as hereinafter provided for in this Agreement. It
is agreed that until all possibilities of settlement have been fully explored,
the Union and/or the Employer, respectively, will not take or support any
collective action in the nature of a strike or lockout. It is agreed and
recognized by the Union and the Employer that if all the possibilities of a
settlement under the terms of this Agreement have been explored without
success, then before a strike or lock-out takes place, the provisions of the
Industrial Relations Act or any amendments thereto shall be fully
implemented.
1.9
Correspondence from the Union shall be signed by the President or the
Secretary General or such other officer as the Union may appoint from
time to time in writing, and shall be addressed to the Permanent Secretary
of the Ministry of Education. Any communication not so signed and
addressed may not be recognized.
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1.10
With respect to correspondence sent through the post, the agreed postal
addresses are, respectively, as follows:
The address of the Employer is:
Permanent Secretary Ministry of Education
P. O. Box N 3913
East Street and Independence Drive
Nassau, N. P., The Bahamas
The address of the Union is:
Secretary General
The Bahamas Union of Teachers
104 Bethel Avenue, Stapledon Gardens P.O. Box N-3482
Nassau, N. P., The Bahamas
1.11
All hand-delivered correspondence will be delivered to the office of the
Secretary General for the Union and the office of the Permanent Secretary
of the Ministry of Education for the Employer, which must be acknowledged by the signing of both parties.
ARTICLE 2.0
AGREEMENT, PARTIES AND APPLICATION
2.1
The Parties to this Collective Agreement are the Government of The
Commonwealth of The Bahamas ("the Employer") and The Bahamas Union
of Teachers ("the Union").
2.2
This Agreement applies to and is binding, subject to registration by the
Industrial Tribunal, on the Union, the employees and the Employer and its
representatives, and those bound by this Agreement shall carry out its
provisions in a reasonable manner.
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ARTICLE 3.0
STATEMENT OF PURPOSE
3.1
The spirit and intent of this Agreement is to secure, in the interest of the
well being of the Employer and the Union, the efficient and economic
operation of the public school system through an orderly and constructive
relationship between the Government of The Commonwealth of The
Bahamas and The Bahamas Union of Teachers.
3.2
The Articles set forth in this Agreement relating to remuneration, tenure
and conditions of service and allied matters, rights and obligations of the
parties, recognition and the avoidance and settlement of disputes have
been negotiated to achieve the purpose stated at paragraph 3.1.
ARTICLE 4.0
STATEMENT OF POLICY
4.1
The successful operation of the Public School System is hereby declared to
be of mutual interest to both parties, who desire to preserve, promote and
improve the industrial and economic relationships, safety, efficiency and
productivity of that system.
ARTICLE 5.0
DEFINITIONS
5.1
Unless the context otherwise requires, the terms and expressions used in
this Agreement, if defined in any written law, shall have the meaning given
to them in that law.
5.2
In this Agreement, the feminine includes the masculine and vice-versa and
the singular includes the plural and vice-versa, unless the context requires
otherwise.
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5.3
Subject to the above, the parties agree that the terms and expressions
used in this Agreement shall have the following meanings:
BARGAINING AGENT means The Bahamas Union of Teachers;
BARGAINING AGENT REPRESENTATIVES means union executive officers
and union workplace representatives;
BARGAINING UNIT means that unit of employees described in Article 6;
CONSULTATION means jointly examining and discussing problems of
concern to both Employer and Union;
DAY means a period of 24 hours;
DEPARTMENT means the Department of Education;
EMERGENCY means any threat to the health and safety of employees and
students as determined by the Minister or an event which disrupts the
normal workplace, including (but not limited to) those situations described
at Article 15.10 of this Agreement, and may require immediate attention
as may be determined by the Minister or his representative;
EMPLOYEE means an employee in the Bargaining Unit as identified herein
unless stated otherwise;
EMPLOYER means The Government of the Commonwealth of The
Bahamas;
HEAD OF DEPARTMENT means the Director of Education;
INDUSTRIAL TRIBUNAL means the Industrial Tribunal established under
Section 54 of the Industrial Relations Act;
MINISTER means the Minister with Responsibility for Education;
MINISTRY means the Ministry of Education;
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NEGOTIATION means the process and procedures whereby the Employer
and the Union confer with each other for the purpose of resolving any
existing or potential industrial disputes, whether individual or collective;
REASSIGNMENT means the movement of an employee of the Ministry of
Education from one workplace to another with or without change of status
or duties;
PUBLIC HOLIDAY means any day which is mentioned as or is declared a
Public Holiday under the Public Holidays Act;
PUBLIC SCHOOL SYSTEM means the statutory system of maintained
schools established under the Education Act 1962 (Chapter 46) and its
amendments;
RECOGNITION AGREEMENT means the Recognition Agreement entered
into between the Government of the Bahamas and the Bahamas Union of
Teachers on the 18th May 1965;
REDUNDANCY shall have the meaning assigned to it at section 27 of the
Employment Act (No. 27 of 2001);
SECTION HEAD means the officer in charge of any unit or section of the
Department of Education;
SENIORITY means the relative seniority of officers and shall be determined
as provided for in section 2 of the Public Service Commission Regulations;
SPOUSE means husband or wife;
TEACHER for the purpose of this agreement means a "trained teacher" as
defined by the Education Act and other employees engaged in delivering
instruction to students on a full-time basis in the public school system or
on temporary assignment within The Ministry of Education;
TEMPORARY ASSIGNMENT means an assignment other than the normal
posting, for a limited period for a specific project or some other purpose,
on completion of which the employee is to revert to his former posting or
be reassigned;
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TRANSFER shall have the meaning assigned in section 2 of the Public
Service Commission Regulations;
UNION means the Bahamas Union of Teachers registered under the
Industrial Relations Act;
UNION DUES means the amount of monthly dues levied by the Union on
its members in accordance with its Constitution and By-Laws as payment
for membership in the Union;
UNION WORKPLACE REPRESENTATIVES means Shop Stewards, Assistant
Shop Stewards, District Shop Stewards, Senior Shop Stewards and Branch
Chairpersons;
WORK LOCATION means all public schools and other places where
members of the Bargaining Unit work, as may be determined by the
Minister;
MULTIGRADE means one class with different grade levels;
HARDSHIP means any island/settlement where the employees do not have
access to public utilities not limited to the following i.e.: portable water,
electricity, telephone, cable, and medical facilities for secondary care.
Access must also be to air transport, banking and a grocery store.
ARTICLE 6.0
THE BARGAINING UNIT
6.1
The Bargaining Unit is composed of all teachers and associated education
professionals who are public officers employed within the public school
system. The members of the Bargaining Unit shall include the following
groups of employees:1.
2.
3.
4.
5.
District Superintendents
Assistant District Superintendents
Senior School Inspector
Education Officer
Principal Grade ‘A’ Secondary School
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6. Principal Grade ‘A’ Primary School
7. Principal Grade ‘B’ Primary School
8. Principal Central Secondary School
9. Vice Principal Central Secondary School
10.Principal Grade ‘C’ Primary School
11.Principal Special School**
12.Principal Pre-school**
13.Preschool Coordinator
14.Principal All Age School**
15.Vice Principal All Age**
16.Principal Grade ‘D’ Primary School
17.Principal Grade ‘E’ Primary School
18.Vice Principal Grade ‘A’ Secondary
19.Vice Principal Grade ‘A’ Primary School
20.Vice Principal Grade ‘B’ Primary School
21.Vice Principal Grade ‘C’ Primary School
22.Senior Master/Mistress (Secondary) School
23.Senior Master/Mistress (Primary) Grade ‘A’ School
24.Senior Master/Mistress (Primary)Grade B & C School **
25.Subject Secretary/Examinations Officer
26.Program Producer**
27.Writing Unit Officers**
28.Chief Guidance Counselor
29.Senior Guidance Counselor
30.Guidance Counselor I
31.Guidance Counselor II
32.Guidance Counselor III
33.Trainee Guidance Counselor
34.Chief Librarian
35.Senior Librarian
36.Librarian 1
37.Librarian 11
38.Librarian 111
39.Assistant Librarian
40.Master Teacher
41.Senior Teacher
42.Trained Teacher
43.Trained Teacher Bachelor’s Degree
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44.Trained Teacher Master’s Degree
45.Trained Teacher Doctorate Degree
46.Trained Teacher Associate Degree
47.Trained Teacher with Certificate with GCE, BGCSE and BJC
48.Assistant Teacher
49.Untrained Teacher Master’s Degree
50.Untrained Teacher Bachelor’s Degree
51.Untrained Teacher Doctorate Degree
52.Untrained Teacher Associate Degree
53.Teacher Trainee
54.Teacher’s Aide
55.Manager BTVI*
56.Assistant Manager BTVI*
57.Chief Technical/Vocational Instructor, BTVI*
58.Senior Technical/Vocational Instructor, BTVI*
59.Technical/Vocational Instructor, BTVI*
60.Assistant Technical/Vocational Instructor, BTVI*
61.Senior Craft Instructor
62.Craft Instructor
*These posts are included only when the holders are members of the
Bahamas Union of Teachers.
** These posts are included for reclassification.
** *These posts are included for consideration as substantive positions
effective July 1st 2011.
ARTICLE 7.0
INDUSTRIAL GOODWILL
7. 1
The Employer agrees to allow the Union use of existing notice boards in all
work locations where they now exist and subject to its specific approval to
erect additional notice boards as the need may arise.
7.2
The Employer agrees to allow executive elected Union Officers reasonable
time off with pay during working hours as necessary to conduct Union
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matters with the Employer. Such time off must be approved by the
Director of Education.
7.3
In order to foster good industrial relations and promote the continuance
of industrial harmony, the executive officers of the Union may initiate
direct communication with the Permanent Secretary, Under Secretary,
Director of Education and Manager of Human Resources, for matters not
covered by the grievance procedure of, this Agreement.
7.4
The Employer and the Union will hold quarterly consultative meetings to
discuss and resolve matters of mutual interest.
7.5
Representatives of the Union shall be invited to jointly tour work areas and
inspect facilities along with representatives of the Employer in such
manner and at such intervals as the Minister may determine. The
Employer undertakes to use best endeavors to schedule such inspections
on a quarterly basis and a maximum of five (5) representatives from the
Union may go on these official tours.
7.6
The Employer shall furnish the Union with copies of all circulars, rules and
regulations that are published for the information of employees.
7.7
The Employer shall provide the Union with copies of all disciplinary or
commendatory correspondence placed on the employee's personal file
and all information as it relates to disputes or complaints regarding the
employee covered under this Industrial Agreement, upon presentation of a
letter of authorization from the employee to the Director of Education.
7.8
The Employer agrees that there shall be no intimidation, interference or
coercion exercised or practiced upon employees by the Employer.
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7.9
The Employer and the Union agree that the categories of employees listed
at Arabic numerals 1-21 of Article 6 shall be designated administrative
staff for the purposes of the management of the public school system. The
Union will respect the right of the administrative staff to exercise
management functions in accordance with their statutory functions and
terms of appointment.
7.10
The Employer agrees that authorized Union representatives may, with
reasonable notice, request of the Director of Education and may receive
approval to visit the property of the Employer for the purpose of
conducting Union business as long as it does not impede the daily
operations of the workplace.
ARTICLE 8.0
EMPLOYER, EMPLOYEE AND UNION RIGHTS
Employer’s Rights
8.1
The Union recognizes that it is the right of the Employer to exercise all the
statutory, prerogative and customary powers and functions of
management in all matters pertaining to the operation of the Public School
System. Such powers shall, so far as reasonably practicable, be exercised in
conformity with the terms of this Agreement, which shall in any event not
be construed to be inconsistent with the said management powers and
functions of the Employer in respect of the public school system.
8.2
The Employer shall have the right to carry out its statutory and legal
obligation to provide the requisite leadership for the effective and efficient
management of the Public School System to provide quality education for
all, and nothing in this Agreement shall be construed to restrict or delimit
this right.
8.3
The Employer shall have the right to receive information from the Union
necessary for the effective operation of this agreement, and such
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information shall include (but not be limited to) the following:
1. Five copies of the Union's Constitution, which shall be replaced
whenever it is reprinted, and copies of all amendments thereto;
2. The list of elected officers, within 30 days after an election or byeelection;
3. The list of Union Workplace Representatives by 30th September in an
election year;
4. The names of new Union Representatives and other changes in the
list of Workplace Representatives;
5. The list of members of the Union's Ethics Committee,
Candidates Committee and the Election Commission;
6. A current listing of all members of the Union.
Employee's Rights
8.4
Each employee shall be provided with a job description for the position
he/she is appointed to at the time of posting. The Employer at orientation
or at the time of posting shall provide all employees with copies of the
Collective Bargaining Agreement and General Orders.
8.5
The Employer agrees to provide each employee with access to a copy of
this Agreement and all other policy documents that affect his/her
employment. The Employer also agrees to cause each teacher to have
access to any changes to these documents in a timely manner.
8.6
The Union shall be responsible for the distribution of this Agreement to its
members.
8.7
The Employer shall provide orientation and mentors for all new teachers
during the period of probation or initial year of employment, as the case
may be.
8.8
The Employer shall provide training to employees prior to the participation
in or implementation of any pilot study or new program.
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8.9
Each employee shall have the right to due process in the event that
disciplinary proceedings are initiated against him/her.
8.10
Each employee shall, upon request, be allowed to inspect in the presence
of the Employer's representative his/her personal file. Such files may also
be inspected as necessary for resolving any complaint that may exist
between the employee and the Employer. The employee may have a
designated Union official present on such occasions. The employee shall
be entitled to an official copy of the Annual Confidential Report (ACR).
8.11
All communications concerning the employee are to be placed on the
employee's personal file. The employee must be informed in writing prior
to the communication being placed on the file.
8.12
Each classroom/homeroom teacher shall receive the requisite instructional
materials as resources allow. Such materials shall be administered and
disbursed by the Principal or an administrator designated by the Principal.
The Principal shall have an allocation of $200 per teacher for material and
supplies.
8.13
The Employer and the Union agree that Preschools will stand alone where
possible.
The Employer and the union agree that Preschools which stand alone shall
have a Preschool Coordinator.
8.14
Any teacher whose performance is determined to be below average, after
a performance appraisal report, shall be assigned a more senior and
experienced teacher for a six-month period of mentoring.
8.15
Any teacher whose behavior is deemed to be dysfunctional shall be
offered professional counseling and help, subject to resources available
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within the public service, prior to any other action being taken against
him/her. Failure to take advantage of the opportunity for counseling
and/or treatment, as the case may be, may constitute just cause for
disciplinary action to be taken against such teacher.
8.16
Subject to the provisions of any written law and any applicable principles
of common law, teachers shall have the right to receive compensation for
injury sustained on the job and or damages to his/her health caused by
conditions at work.
8.17
Each employee shall have the right to have a union representative or
colleague present at any meeting called by the school administration or
other representative of the employer to discuss matters relating to his
or her performance, especially matters related to charges of
misconduct.
Union Rights
8.18
The Union shall be consulted on any matter which affects the terms and
conditions of service, as provided for in this Agreement and the
Recognition Agreement, of the members of the Bargaining Unit collectively
or any sub-group of them or any individual member. When the need
arises, negotiations shall be engaged to allow the Employer and the Union
to agree a resolution to such matters.
8.19
The Union shall be provided with information from the Employer to assist
it with discharging its duty to the members of the Bargaining Unit. Such
information shall include (but not be limited to): data relevant to the
compilation of the Collective Agreement, current employees in the
Bargaining Unit segmented by workplace and employee group, a copy of
each policy document affecting employees, lists of advertised vacancies
and circulars.
8.20
The Employer agrees that it will not promote, transfer or reassign,
without consultation with the Union, any employee holding any of the
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following offices of the Union, namely: President, Vice President,
Secretary General, Assistant Secretary General, Treasurer, Assistant
Treasurer, Area Vice Presidents, Trustees, Executive Members, Chaplain
and Union Workplace Representatives.
8.21
If such promotion, transfer or reassignment affects the Officer's status as a
representative of the Union, then the Employer undertakes to give the
Union reasonable notice before proceeding.
8.22
When it is necessary for a Union Workplace Representative to leave
his/her work location to investigate a complaint and/or adjudicate
complaints, the Union Workplace Representative shall request permission
from the Principal/Section Head, and such requests shall not be
unreasonably denied.
8.23
The Union Workplace Representative or an elected official may request
through the appropriate channels and in the presence of the employee or
with his consent, all evidence relating to a dispute involving the employee,
and such information shall be provided. The Union representative shall
also be permitted to interview the aggrieved employee, with the
employee's consent. Where personal confidential information is required,
a letter of authorization as is referred to in Article 7.7 shall be sufficient for
indicating the employee's consent.
8.24
Union Workplace Representatives may be designated for the purpose of
investigating, presenting and addressing complaints.
8.25
The Union may request, upon giving reasonable notice and subject to
receiving approval from the Principal or any one acting in such capacity, a
meeting of teachers at the work location provided that the meeting does
not interfere with the direct instruction of students and does not impede
the daily operation of the work location.
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8.26
Executive officers who teach shall have the right to use up to eighteen (18)
days of Union leave per academic year for the purpose of conducting
Union business. The Union may apply to the Permanent Secretary on
behalf of an Executive officer for additional union leave up to a maximum
of twenty-four working days.
8.27
Part time Executive Officers because of their extra duties shall have a
reduced timetable the same as grade level heads and Subject
Coordinators.
8.28
Union Shop Stewards shall be granted twelve (12) working days for training
purposes.
ARTICLE 9.0
UNION DUES AND CHECK-OFF SYSTEM
9.1
The Employer agrees to deduct an amount equal to the current rate of
union dues from the salary of each union member monthly and remit the
same to the Union after the end of each month, provided that each
employee authorizes the Employer in writing on the prescribed form to
make such deductions. The dues rate shall be "2.5% of the starting salary
of a trained teacher" in accordance with Article 10.4 (b) of the Union's
Governance Manual.
9.2
The Employer agrees to deduct an amount equal to 90% of dues as Agency
Shop fees from the salary of each teacher who is not a member of the
union monthly and remit the same to the union. This provision complies
with Section 47 (1) (b) of the Industrial Relations Act.
9.3
Whenever there is an increase in union dues, the Employer shall accept a
copy of the regulation containing the revised scale established pursuant to
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the Union's Constitution and by-laws and in accordance with the Union's
Governance Manual, which shall have been duly registered by the
Registrar under the Industrial Relations Act, as the legitimate authorization
to implement the requisite adjustment in salary deductions.
9.4
Union membership dues deducted in any one (1) month shall be the dues
for the month in which the deduction is made.
9.5
Deduction of Union membership dues will commence in the month
following the month in which the Employer receives the authorization
form.
9.6
If an employee wishes to cease deductions for union dues, he must notify
the Employer in writing and deductions will cease in the month following
the month in which the written notice was received.
9.7
Deductions will be made after all claims by the Employer against the
employee's pay have been satisfied. Payment of Union dues shall be made
to the Union's account after the end of each month. The Employer will
provide the Union with a list of employees from whom deductions have
been made.
9.8
In the event the Employer is prevented from making deductions due to any
major system error or malfunction, the Employer shall notify the Union.
9.9
The Employer will use best endeavors to comply with the provisions of this
section but it is relieved by the Union of both responsibility and liability for
making or failing to make deductions hereunder.
9.10
In the event of any action at law against the Parties hereto resulting from
any deduction or deductions from payrolls made by the Employer pursuant
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to this section of the Agreement, the Union shall indemnify and hold
harmless the Employer from any action, damages, losses, costs, liability, or
expenses suffered or sustained by the Employer.
ARTICLE 10 .0
EDUCATIONAL POLICY
Curriculum Development
10.1
The parties accept that there is a direct correlation between national
development and educational advancement. The parties agree to review
the current curriculum and to modify it as may be necessary so that it
remains relevant to all levels of the public school system.
Leadership
10.2
The parties agree that the Employer, to the extent permitted by resources,
will provide all members of the Bargaining Unit who are promoted or
appointed to positions of leadership within the public school system with
orientation and training and provide for their ongoing professional
development. Administrators who have been confirmed shall have
training within one (1) year of posting. A module shall include Industrial
Relations practices.
10.3
Training for employees who are reassigned as Librarians shall be
facilitated within six (6) months of posting.
10.4
The Employer agrees to provide for the effective supervision and
evaluation of Principals and other administrative employees in the
public school system.
Planning
10.5
The parties agree that planning is critical for the effective and efficient
operation of the public school system and to enhance and manage its
growth and development.
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10.6
The Employer accepts its obligation to establish and maintain an effective
planning strategy to improve the operation of the public school system
and to promote its growth and development.
10.7
The Employer agrees to consult with the Union in conducting its
planning activities.
Maintenance and Repair of Schools
10.8
Consistent with its resources, the Employer agrees to give priority to the
maintenance and repair of schools.
10.9
The Employer will give consideration to conducting major repairs and
maintenance during the annual summer vacation (e.g., July and August).
The Principal shall have the scope of works for the school repairs no later
than the end of May of each year.
10.10
The Union shall have the right to be informed on repairs and maintenance
issues and to be consulted on any matter, which may impact working
conditions.
ARTICLE 11
CAREER PATH AND PROFESSIONAL DEVELOPMENT
Career Path
11.1
The parties agree that the Career Path System established in 1997 was
established for the purpose of providing incentives to encourage teachers
to remain in the classroom. The Career Path System for all employees shall
be reviewed by both parties from time to time to address issues, resolve
problems and to enhance growth and development of employees. Agreed
policies and procedure for the operation of the career path system shall be
published in a handbook.
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Career Path for Guidance Counselors
(Please see ‘Appendix C’ attached).
Professional Development
11.3
The Employer accepts that it has a duty to provide professional
development programs for teachers in the public school system. All
teachers and administrators are eligible to benefit from the professional
development programs.
ARTICLE 12
SCHOOL SIZE AND ALLOCATION OF STAFF
12.1
The parties acknowledge that the size of a school in terms of enrollment
can affect its capacity to be effective. Accordingly, to the extent permitted
by resources, the Employer agrees to have regard to this principle in
determining the maximum enrollment for any secondary or primary
school.
Class Sizes
12.2
Preschool – no more than 20 STUDENTS per class
PRIMARY – no more than 25 STUDENTS per class
SECONDARY – no more than 25 STUDENTS per class
TECHNICAL & VOCATIONAL – no more than 15 STUDENTS per class
12.3
The Union acknowledges the right of the Employer to staff schools. To the
extent permitted by resources, the Employer will use best endeavors to
ensure that schools are effectively staffed to achieve maximum efficiency
and effectiveness.
Professional Teaching Staff
12.4
The Union acknowledges the statutory right of the Employer to allocate
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and determine the complement of teaching staff. However, the Employer
agrees to consult with the Union in determining staff/student ratio based
on subject categories, allocation of staff at various schools and class sizes.
ARTICLE 13.0
SAFE LEARNING ENVIRONMENT
13.1
A safe and orderly learning environment for both teachers and students is
declared to be a priority of both the Employer and the Union. Such an
environment requires that disruptive behavior be dealt with safely,
consistently, and in a manner that incorporates progressive disciplinary
measures.
13.2
The Rules governing discipline are set forth in the Rules/Procedures for
Creating Safe Schools and the parties agree to periodically review this
document to ensure that it remains current and applicable to the class
environment.
13.3
The parties agree that firm and consistent enforcement of appropriate
disciplinary action must be taken with regard to assault on a teacher or any
employee, and other violations cited in levels 2, 3 and 4 of the
Rules/Procedures for Creating Safe Schools.
13.4
The parties agree that the Employer shall reimburse and/ or replace,
repair any lost stolen or damage to the Employees’ vehicles or any
personal property which occur due to students’ violence or negligence on
the schools’ compound or any school related activities whether on or off
the school campus within four (4) weeks. The teacher shall provide proof
of purchase.
3.5
The employer shall pay for medical expenses in full to teachers who are
injured due to students’ violence or negligence on the schools’ compound
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and the time shall not be deducted from sick leave.
13.6
The parties recognize the potential for difficult circumstances and
problems related to the use of corporal punishment. Accordingly, they
agree that corporal punishment shall be administered strictly in
accordance with the provisions of the Rules/Procedures for Creating Safe
Schools and any other applicable policies.
13.7
The teacher should not be subjected to harassment, interference, verbal
abuse (yelling, abusive language, insults, threats) and sexual or physical
abuse by students or parents/guardians in the performance of his/her
duties, in accordance with the provisions of the Rules/Procedures for
Creating Safe Schools and any other applicable policies.
13.8
The teacher shall have the right to refer a seriously disruptive student
and/or one who engages in unacceptable behavior as defined in the
Rules/Procedures for Creating Safe Schools to the Principal and may
recommend removal from the classroom. The Principal shall inform the
teacher of the corrective action(s) taken against the student prior to the
student's return to the classroom.
13.9
The parties agree that if the teacher is subjected to any of the behaviors
specified at paragraph 13.7 of this Article, the student may be referred to
the Principal with a recommendation for removal from the classroom
while an investigation is being conducted.
13.10
In the case of assault and/or battery upon a teacher, the Principal shall
immediately suspend the student, and may recommend his/her expulsion.
The matter shall be reported to the Police, and the teacher should be
allowed time-off as necessary to participate in any investigation or legal
process that might result.
13.11
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Time off shall be granted to an employee who has been assaulted or
injured in the cause of duty and has the need for psychological
consultation and this time shall not be deducted from sick days.
13.12
The Principal must immediately report to the Police any criminal act
occurring on school premises or at any school-related function, including
athletic events and field trips.
13.13
The Employer shall provide adequate security personnel for duty during
school hours and at official school-based functions.
13.14
It is the declared policy of the Employer and the Union that while
interaction between the school and the community is encouraged, in the
interest of maintaining a safe learning environment and continuity of
instruction, observers and/or visitors to classrooms shall be limited to
authorized employees, parents of students in the visited classroom, and
other persons expressly authorized by school administration.
ARTICLE 14
DISASTER MANAGEMENT
Disaster Management
14.1
The Employer shall ensure that each school has an emergency/disaster
management plan, and that it is tested at least twice per academic year.
The disaster management plan shall include an evacuation plan and fire
drills.
14.2
The Employer agrees to equip buildings with fire extinguishers and other
safety equipment or features as may be necessary, in compliance with the
Building Code, to ensure the safe exit of occupants in the case of an
emergency.
14.3
The parties agree to consult in the event that the Meteorological
Department issues a hurricane watch/warning or advice of other adverse
22
weather conditions in respect of any area of The Bahamas. Schools likely
to be affected will be closed on the order of the Minister, or on the order
of any appropriate official made in the exercise of his/her functions
pursuant to any written law. Affected schools shall remain closed until
reopened on the authorization of the Employer.
ARTICLE 15.0
HEALTH & SAFETY
15.1
The Employer acknowledges its primary responsibility for providing safe
and sanitary working conditions as well as safety training for its
employees. The Union recognizes that the employees also share
responsibility in this, and hereby undertakes to cooperate with and
assist in enforcing among the employees, the safety and health
regulations of the Employer.
As far as resources allow the employer shall appoint a full-time nurse to
every school in the event of injuries, accidents or sickness for teachers and
students.
First Aid Training should be afforded to all staff members on a regular
basis.
15.2
The Union undertakes to assist the Employer in the development of an
adequate safety program for the protection of employees by appointing
two (2) suitable employees with the power to co-opt additional members
as the need arises. The Employer shall select, with the Union's assistance,
an adequate number of employees to perform, in addition to their normal
duties, First Aid duties as may be required. The Employer will undertake to
provide First Aid training for those selected, First Aid Kits, necessary
equipment and a designated area for treatment.
15.3
The Employer shall appoint a Working Conditions Health and Safety
Committee of five (5) members, which shall remain subject to the general
direction and control of the Minister, and which shall include two (2)
Union nominated representatives. The purpose of this committee shall be
to ensure comfort, protection, safety and health of the employees at the
23
work place. The Committee shall meet at least once per school term or as
necessary for the exercise of its function.
15.4
The Committee will strive as far as possible to improve the physical
working conditions at the workplace, with a view to eliminating accidents
and illnesses, and in pursuit of this shall:
(a) receive and review accident injury and job related illness reports
pertinent to the committee's investigation, and make
recommendations to prevent recurrence; and
(b) receive and investigate complaints regarding unsafe and unsanitary
working conditions and make recommendations to resolve such
hazards and complaints.
15.5
The parties agree that the workplace shall be kept clean and sanitary at all
times. The Employer accepts that it has the primary responsibility to
ensure that the work place is clean and sanitary and the Employer shall
provide cleaners at all of its facilities.
15.6
The Employer agrees to provide drinking water facilities at each
workplace.
15.7
Employees will not normally be required to work under unsafe or
unsanitary conditions. However, the parties recognize that some events
are beyond the Employer's control and temporary hardships may occur. In
the event of such occurrences, the Employer agrees to allow necessary
relief and additional break periods or dismissal if the situation is not
rectified after following the agreed procedure.
15.8
In the event of hurricane warning or natural disaster, the Employer will
allow employees adequate time off to secure their properties.
24
Emergencies
15.9
The Employer and the Union accept that emergencies will arise. When an
emergency occurs, the Employer shall take appropriate action to protect
the health and safety of employees at the workplace, and to restore the
teaching conditions as soon as it is practicable.
15.10
The Employer and Union agree that the following, inter alia, are examples
of situations that may constitute emergencies and which may disrupt the
instructional program:
1. No access to water for washing of hands and flushing of toilets;
2. No electricity at schools lacking an effective ventilation system but
not limited to Uriah McPhee and Stephen Dillet Primary Schools;
3. Extreme disorder due to violence on the school campus;
4. Extreme cold (55 degrees on campus temperature) and extreme
heat;
5. Presence of smoke, foul odour, infestation of insects, chemicals,
dump, sewerage or other substances considered to be a health
hazard;
6. Serious accident on the school campus;
7. Damage to buildings, equipment and supplies caused by a natural
disaster or fire that impedes the function of the school;
8. Any other national emergency (such as a hurricane or other natural
disaster) declared by the appropriate authorities.
15.11
Whenever the school is disrupted for more than one day, consultation will
be held with the Union, with a view to developing an interim management
plan and/or resolving the problem.
ARTICLE 16.0
STAFF MOVEMENTS
Staff Deployment
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16.1
The Union acknowledges the right of the Employer to post, deploy reassign
or transfer teachers in accordance with the staffing needs of the public
school system.
16.2
The Union also acknowledges the statutory right of the Public Service
Commission to approve promotions to substantive positions within the
public school system until such time as the Teaching Service Authority is
implemented.
Reassignment
16.3
The Employer shall give written notice to the Union of all proposed
reassignments by the end of the second week in May of any year.
16.4
An employee shall indicate to the Employer if a proposed reassignment to
another island, same island/settlement
would cause undue hardship on his/her family or adversely affect any
health or medical condition or treatment for such conditions, as may be
certified by a medical practitioner.
16.5
The Employer will give due consideration to minimizing or avoiding such
hardships with respect to its reassignment policy, provided that
movements within the same island shall not be impeded by any of the
circumstances mentioned in paragraph 16.4 of this Article, although
exceptions may be made in extreme cases.
16.6
The Employer agrees that the reassignment of a teacher from one island to
another should not normally exceed five (5) years. If the period is in excess
of five (5) years, the employee will be eligible for a continuation of the
rental subsidy as provided for in Article 41.
16.7
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In the event of reassignment from one island/settlement to another
initiated by the Employer, the Employer shall:
(a) pay the costs of transportation for that employee and his/her
immediate family (spouse and dependent children) from his/her
current residence to the new;
(b) provide at its own expense temporary accommodations for the
employee and his/her immediate family, spouse and dependent
children, for a period of at least one (1) week. Thereafter, the Employer
will pay the rent for permanent accommodations selected from a list of
premises approved by the Employer; and
(c) pay costs of relocation from the employee’s home base to the island
of assignment and freight expenses for personal effects.
(d) The Employer shall pay first and last month’s rent and security
deposit for all employees reassigned or on first appointment to a
Family Island and Grand Bahama.
16.8
In cases where an employee who normally resides in one island is
temporarily assigned to work or to be trained in another island, the
Employer will pay:
(a) the cost of transportation from the island on commencement of the
assignment and back at the end of the assignment; and
(b)reasonable living accommodation expenses at the single occupancy
rate for each employee away from his/her home base, unless otherwise
mutually agreed to by the Employer and the employee concerned.
16.9
Except in urgent cases, the Employer undertakes to use best endeavors to
ensure that the reassignment of teachers is planned to take effect at the
beginning of the school year.
16.10
The Employer agrees that the posting letter should be given to teachers
and administrators no later than the third Monday in June of any year.
16.11
The Employer agrees that in the case of a reassignment not initiated by a
27
teacher, the District Superintendent/Education Officer and the Principal
shall hold a conference with the teacher no later than the third week of
May of any year to discuss such reassignment. Where a teacher requests
reassignment, such request must be made in writing on or before the first
Monday in March of any year.
16.12
The Employer retains the rights to abridge any of the aforementioned
periods of notice for reassignment to deal with exigencies or unforeseen
occurrences that may require urgent responses to fill vacancies within the
public school system. In such circumstances, the employer shall give at
least seven (7) days notice to allow the employee reasonable time to
organize his/her personal affairs.
ARTICLE 17
SUPERVISION AND EVALUATION
17.1
The Employer and the Union reaffirm their commitment to quality
education. The parties agree that assessment of teaching performance is
predicated upon the expectation of ongoing professional growth and that
the primary objective of evaluation is to improve the effectiveness of all
teachers.
17.2
Within three (3) months of the signing of this agreement the Employer and
the Union agree to provide a Performance Appraisal Instrument for
teachers to evaluate Principals and other Administrative employees in the
Public School System.
17.3
The Employer and the Union also agree that a committee comprised of
one (1) Administrator, one (1) Union representative, one (1) Department
of Public Service representative and one (1) Department of Education
representative shall construct a Performance Appraisal instrument.
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17.4
The Employer and the Union shall comprise a working group to look at the
feasibility of an ACR for Administrators. The working group must have
Administrators represented.
17.2
Teachers are entitled to an evaluation that is fair, equitable, and impartial.
The parties agree to the continuation of a developmental approach to
improving teaching performance using the assessment methodologies and
performance appraisal instruments (Performance Appraisal for Teachers
Form 2) approved by the Employer, as may be revised from time to time.
The Employer agrees to implementation of any proposed changes to the
existing evaluation form.
17.3
Administrators/ Teachers, who have served for 30 years or more and have
outstanding ACRs for three (3) years or more, should receive at the end of
the third year an accelerated increment.
17.4
Teachers serving 25 years or more with outstanding ACRs for three (3)
consecutive years or more, shall only be formally evaluated if they apply
for a promotion to Senior or Master Teacher.
17.3
The results of such evaluation shall be discussed with the
teacher(s)/employee (s) concerned during the consultation. A
teacher/employee shall have the right to request a review of an
assessment by following the prescribed Public Service process.
17.4
Administrative and other employees shall be assessed in accordance with the
form currently prescribed for the Public Service (Public Service Commission Form
9) until the Teaching Service Authority is implemented and or the performance
appraisal instrument is constructed.
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17.5
All teachers are expected to demonstrate, through the performance of
their professional responsibilities, a mastery of basic skills,
fundamental teaching competencies, and subject-matter skills in the
area of certification.
ARTICLE 18
PROFESSIONAL FREEDOM
18.1
The Union recognizes that the Minister has the statutory authority to
establish educational policy and guidelines for the utilization of
instructional materials of any nature in classroom presentation.
18.2
Subject to such direction and control, teachers shall enjoy academic
freedom in the discharge of their professional duties. They shall have both
the right and responsibility to use the highest intellectual standards in
studying, investigating, presenting, interpreting and discussing the subject
in the classroom. Teachers shall not subject students to discussion in the
classroom of topics irrelevant to the content of the courses prescribed by
the national curriculum.
18.3
The Employer acknowledges that teachers are particularly qualified to
judge the teaching aids and methods most suitable for their pupils, and
agrees to consult with them on the choice and adaptation of teaching
materials, the selection of textbooks and the application of teaching
methods, within the framework of the approved programs determined by
the Employer.
18.4
The teacher shall not abuse his/her right to professional freedom by
introducing profanity, pornography, lewd remarks or vulgarity into the
learning environment or by seeking to impose/enforce their personal
beliefs on students. The teacher accepts that he/she holds a professional
position in the community which involves the obligation to be accurate, to
exercise appropriate restraint and to show respect for the rights of others
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to express their views.
18.5
Nothing in this article shall exempt teachers from the duty to teach
diligently the subjects and courses of study prescribed by the Minister.
ARTICLE 19
INFORMATION AND COMMUNICATIONS TECHNOLOGY (ICT)
19.1
The Parties recognize that computers and information technology has
become an essential classroom tool for the acquisition, analysis,
presentation and communication of data in ways that allow students to
become more active participants in research and learning. The Parties
agree that it is desirable for teachers to know how to effectively and
efficiently use computers and software to incorporate microcomputers
into instructional strategies.
ARTICLE 20
ITINERANT DUTIES
20.1
The Parties accept that there is a need for some teachers to perform
itinerant duties in order to ensure access to quality education by all
students in The Bahamas. Where a teacher is engaged in such duties, one
school shall be designated as his permanent work location for
administrative purposes.
20.2
Teachers who are required to perform itinerant duties shall be entitled to
an itinerant allowance as provided for in Article 41 of this Agreement.
ARTICLE 21
GENERAL CATEGORIES OF LEAVE
Maternity Leave
21.1
All female employees who become pregnant shall normally be allowed to
remain at work prior to confinement. The employee must advise in writing
31
of the approximate confinement date and when she expects to cease
work. The Employer, may at its discretion, change the employee's work
location during this period without loss of pay.
21.2
All female employees whose maternity leave commences within the period
of the Summer, Easter, Christmas breaks shall be entitled to a full 12 weeks
of leave excluding the time therein as per the Employment Act.
21.3
Vacation time should not be taken away if maternity leave or paternity
leave comes during the Institutional Leave.
21.4
Whenever, during the period preceding confinement, the pregnancy of an
employee interferes with the performance of the employee's duties, or the
employee's physician decides that it is inadvisable for her to continue
working, the Employer may require the employee to take leave, in
accordance with the Employment Act.
21.5
All female employees after completion of one (1) year's service will be
granted twelve (12) calendar weeks maternity leave (which shall be for a
continuous period including the period of confinement) and shall be at full
pay. Additional maternity leave up to a maximum of six (6) weeks without
pay will only be granted upon the request of an employee and on the
recommendation of the attending physician.
National Insurance Board
21.6
All maternity leave is subject to a medical certificate and no maternity
leave with pay will be granted more than once every three (3) years to the
same employee.
21.7
An employee returning from maternity leave shall be returned to the
classification held at the time maternity leave was requested, unless
32
otherwise agreed by the employee and the Employer.
21.8
Maternity leave without pay will be granted where the employee is not
eligible for paid leave.
21.9
Leave associated with illness during the first twenty-four (24) weeks of
pregnancy will be considered as gynecological and therefore sick leave
rather than maternity leave. Medical certificates must support
applications for leave.
21.10
A female teacher/employee residing in all categories of hardship areas
may be granted three days leave for travel to another island for the
delivery. This time shall not be deducted from maternity or sick leave.
Paternity Leave
21.11
A male employee/teacher who is not entitled to vacation leave may, upon
the presentation of evidence of the birth of a child with his wife, apply for
one (1) week leave with pay. Such leave shall not be granted more than
once every three (3) years and shall be taken in accordance with the policy
to be determined by the Employer in consultation with the Union.
Adoption Leave
21.12
A female employee may apply for leave with pay after one (1) year of
service upon the presentation of evidence of a formal adoption. Such
leave shall not be granted more than once every three (3) years in
accordance with the policy to be determined by the Employer in
consultation with the Union.
Employees may be granted adoption leave as follows:
Child's Age
Adoption Leave
Less than 1 year 12 weeks
1 - 5 years
6 weeks
Sick Leave
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21.13
An employee who is prevented by illness from performing his duties at his
place of work and who is not on leave must in every instance report the
fact immediately to the Employer, by telephone if possible. Within fortyeight hours of his illness, he must cause to be delivered to the Employer a
medical certificate of incapacity for work signed and dated by a Registered
Medical Practitioner certifying, if such is the case, an incapacity for work
for a period longer than two (2) working days and stating the probable
duration of the incapacity.
21.14
The Employer and the Union agrees that members included in this
Bargaining Unit shall be entitled to twenty (20) sick days and ten (10)
casual days.
21.15
Sick days apply from the time an employee is actually ill or incapacitated to
a degree that he is unable to perform his duties as certified by a registered
medical practitioner.
21.16
All leave in excess of yearly entitlements including accumulation as per
21.21 of this Article shall be paid at seven-eighths (7/8) of the full rate for
a period of up to a maximum of five (5) months. Sick leave in excess of the
maximum of five (5) months shall be paid at half (1/2) pay for a maximum
of six (6) months.
21.17
A medical certificate indicating that the employee is unable to work shall
be required in all cases after two consecutive days of absence on account
of sickness or injury.
21.18
The medical certificate should be forwarded promptly and directly to the
teacher's Principal.
21.19
In calculating periods of sick leave and determining when an employee will
34
resume duty, Saturdays, Sundays and public holidays falling within a
period of sick leave will count as days of sick leave, but will not be
deducted from the total number of sick leave eligibility of twenty (20)
working days per calendar year with full pay.
21.20
In all cases where a teacher/employee is returning from Sick Leave of a
serious nature, he must furnish the Employer with a statement from the
attending physician stating that the teacher/employee is medically fit to
resume work.
21.21
When an employee returns to work after an illness and can only work in a
limited capacity, the physician's statement must clearly state the work
limitations and the Employer will consult with the Union prior to the
employee being assigned.
Unused Sick Leave
21.22
The Employee is entitled to twenty (20) sick days per calendar year. All
unused sick days shall be accumulated and banked to be used for
retirement, extended periods of illness and emergencies.
Compassionate Special Leave
21.23
The Employer will grant compassionate special leave with pay for a total of
eight (8) days per year as follows:
(a) Compassionate special leave with pay, may be granted by the Principal
for the employee to attend to urgent personal affairs, up to a maximum of
three (3) days;
(b) In circumstances such as accidents, deaths and serious illness of
immediate family (parents, spouse, siblings or children) and emergencies
caused by fire or flooding, etc.), the Director of Education may grant up to
a maximum of six (6) days per year. Applications for the grant of such
leave shall be accompanied by a statement of the reasons for the
application, which will be treated as confidential.
Vacation Leave
35
21.24
1. Teachers in the non-administrative group shall be entitled to
institutional leave in lieu of vacation leave. Institutional leave
includes the Summer, Christmas, Easter and Mid-Term breaks each
of which shall commence not earlier than, and end not later than the
dates fixed in each school year by the Employer.
2. Teachers performing administrative duties are entitled to five (5)
weeks vacation leave and ten (10) days casual leave. In accordance
with General Order 1504 vacation leave may be accumulated in
respect of any period not exceeding three (3) years.
3. Administrators shall have (5) weeks vacation per annum.
Study/Career Enhancement Leave
21.25
Each teacher shall be eligible to apply for study leave with full pay or
subject to any other terms in accordance with the policy of the Public
Service. The maximum aggregate study leave shall be 48 months.
Special leave
21.26
A teacher will be granted special leave with pay to participate in a
sporting, educational or cultural event approved by the Employer. Special
leave may be granted to teachers on special assignment for the Employer
or the Employer and the Union jointly.
21.27
Employees who are selected members of a Government Committee shall
be allowed, on request, reasonable time off from work with pay to attend
such meetings. Members of philanthropic organizations such as Scouts and
Girl Guides, the Federation of Youth Clubs and the Red Cross may be
granted special leave with pay to attend conferences and leadership
courses held by their organization.
Casual Leave
21.28
Employees in the Bargaining Unit presently not eligible for payment of
overtime may subject to the exigencies of the service be granted casual
36
leave at the rate of ten (10) working days a year in accordance with
General Order 1624(A). Casual leave may not be added to vacation leave
or half pay leave; nor may it be accumulated.
Leave of Absence
21.29
The Employer may grant a leave of absence without pay for any teacher
having due regard for the exigencies of the public school system and the
purpose for which the leave is requested. The number of persons allowed
off at any time and the length of time allowed are subject to the discretion
of the Employer.
Time-off for Union Elections
21.30
Each member of the Union shall be allowed up to a maximum of two (2)
hours time-off to vote in union elections and/or referenda. The principal
and the shop steward shall approve a schedule to facilitate voting time-off
to minimize any negative impact on the functioning of the school. This
time is exclusive to the lunch hour.
Sabbaticals
21.31
All professionally qualified employees of exceptional ability shall be
eligible for a sabbatical with full pay after completing at least 10 years of
outstanding service, provided that consideration may also be given to
employees with fewer than ten (10) years' service in meritorious cases.
The maximum aggregate time allotted for a sabbatical is 12 months.
21.32
A sabbatical may be granted for any of the following purposes, subject to
obtaining the prior approval of the Employer: to conduct research related
to the teacher's field of expertise, to write and publish books or texts, or
conduct other related pursuits. Sabbaticals shall be granted based on the
exigencies of the service, as determined by the Employer, and persons
granted sabbatical shall enter into an appropriate bond with the Employer.
21.33
Teachers who apply for sabbatical leave should be able to register and
37
complete their studies with an on line degree (if the teacher so chooses)
from an accredited institution.
Banking Leave
21.34
Each teacher/employee shall be entitled to one (l) hour per month for the
purpose of conducting their personal banking. This is exclusive of the one
(1) hour for lunch. Family Islands where there are no banks shall have a
maximum of three (3) days for banking.
21.35
The Principal shall compile a roster so that each teacher/employee may
conduct their banking with minimal disruption to the school day.
ARTICLE 22
INJURIES IN THE COURSE OF EMPLOYMENT
22.1
An employee who is injured on the job shall report the accident
immediately to his Principal and thereafter to the Shop Steward. The
Principal shall immediately complete the necessary accident form and
submit it to the Head of Department. The Employer agrees to confirm in
writing to the Union within forty-eight (48) hours that an accident has
been reported by the Employee.
22.2
When an employee suffers a disabling work injury arising out of or in the
course of employment properly certified by a registered medical doctor he
shall be paid at his normal rate from the first day of the injury for a period
not exceeding fifty two (52) consecutive weeks without loss of sick leave
entitlement.
22.3
Should it be determined that the Employer is liable for the disabling work
injury, then a period not exceeding fifty-two (52) consecutive weeks or the
part of the period of fifty-two (52) consecutive weeks (inclusive of the 40
weeks mentioned in paragraph 22.2 of this Article) will be paid sick leave
without loss of sick leave entitlement.
22.4
38
Where an employee returns to work after recovering from the injury he
shall be reinstated to his former position without loss of seniority or
reduction in salary provided that in the judgment of the Employer, the
employee can perform the duties and responsibilities as before the
accident. If the employee cannot do so, then another job will be sought
provided he is employable.
In the event that no suitable job exists, the employee may be retired on
medical grounds in accordance with the provisions of the Pensions Act.
22.5
Any employee who suffers an accident while on duty which is covered by a
certificate from a licensed medical practitioner shall be paid at his normal
rate of pay for the whole period as provided by the National Insurance
Board. Claims for medical expenses arising from an injury sustained while
on duty shall be processed in accordance with the National Insurance
"Industrial Benefits" provisions, without prejudice to the right of the
employee to seek any other remedy which may be available to him by law.
ARTICLE 23
MEDICAL REVIEW COMMITTEE AND BOARD
23.1
The Employer, in consultation with the Union, shall establish a Medical
Review Committee, comprising three (3) representatives of the Employer
and two (2) Union representatives for the purpose of investigating the
teacher/employee's suitability for continued employment after an
extended period of sick leave.
23.2
The Medical Review Committee will interview the teacher/employee who
has been on extended sick leave beyond eighteen (18) months to
investigate his/her suitability for continued employment, and make
recommendations to the Permanent Secretary, Ministry of Education.
23.3
Where there is clear medical evidence from a licensed - medical
practitioner of a teacher/employee's physical or mental unsuitability for
continued employment, the Permanent Secretary, Ministry of Education,
may refer the matter to the Permanent Secretary responsible for The
39
Public Service with his/her recommendation. The teacher/employee shall
be advised of the process.
23.4
Where a teacher's physical or mental unsuitability for continued
employment is not apparent, or the medical evidence is inconclusive, the
Permanent Secretary, Ministry of Education shall refer the matter, through
the Permanent Secretary responsible for The Public Service, to the Public
Service's Medical Review Board for evaluation.
23.5
The Medical Review Board shall conduct such physical or psychological
examinations it may deem necessary to thoroughly evaluate the
teacher/employee. The Board shall advise the Permanent Secretary
responsible for The Public Service of its evaluation regarding the
teacher/employee's suitability for continued employment.
23.6
The Permanent Secretary, Ministry of Education, shall advise the Union of
the decision based on the Medical Review Board's recommendation
twenty (20) working days before any action is taken with regard to the
teacher/employee's continued employment.
23.7
If it is determined that the teacher/employee is to be retired on medical
grounds, the teacher/employee shall be entitled to notice in accordance
with General Order 1579.
ARTICLE 24
RE-ENGAGEMENT OF F ULL-TIME UNION OFFICERS
24.1
A full-time officer of the union shall be granted unpaid leave for the
period served. However, his or her years of service in the Union shall be
included for the purposes of determining the eligibility of the officer for
the grant of a pension or gratuity, in accordance with the Pensions Act.
ARTICLE 25
40
DISCIPLINE
25.1
The Union and the Employer recognize and accept that, pursuant to Article
108 of the Constitution, the power to make appointments to public offices
and to remove and to exercise disciplinary control over persons holding or
acting in such offices is vested in the Governor-General, acting in
accordance with the advice of the Public Service Commission.
25.2
The Union and Employer recognize and accept that the Governor-General
may delegate any or all of the functions under the Public Service
Commission Regulations to Permanent Secretaries or to such other
authority or public officers as may be specified.
25.3
With respect to the institution of disciplinary proceedings against teachers,
the Union and the Employer will be governed by the provisions of the
Public Service Commission Regulations and any other applicable law, or
rules governing the conditions of service for persons employed in the
Public Service.
25.4
Acts of misconduct or breaches of discipline that may require investigation
and disciplinary action shall be those that may be prescribed for the Public
Service generally or which apply by virtue of any law or General Orders
and applicable penalties shall be those that are prescribed by the Public
Service Commission Regulations or any other law or rules.
ARTICLE 26
GRIEVANCE PROCEDURE
Purpose
26.1
It is recognized that complaints may arise between the Union and the
Employer or between the Employer and any employee(s) concerning the
application of the terms and conditions of employment, as defined in the
Agreement. The Employer and Union desire that these complaints be
settled in an orderly, prompt and equitable manner so that the efficiency
41
of the public school system may be maintained. The initiation or
presentation of a complaint by an employee/teacher will not adversely
affect his/her standing with the Employer.
General
26.2
The Employer and Union agree that the following provisions for a
collective and individual grievance procedure supersede and replace the
grievance provisions contained in the 1965 Recognition Agreement and
the Collective Bargaining Agreement.
26.3
For the purpose of this Agreement a grievance is a complaint regarding the
interpretation, meaning or application of this Collective Agreement
including any question as to whether it has been misunderstood,
misinterpreted or violated or any other complaint arising out of the terms
and conditions of service of the employees covered by this Agreement.
26.4
The parties hereby agree that should any grievance arise between the
Employer and the employee(s), and/or the Bahamas Union of Teachers
and the Employer, an earnest effort shall be made to settle the complaint
in accordance with the following provisions and any other applicable
legislation.
Individual Grievance Procedure
26.5
It is agreed that the Union may represent employees for presenting any
grievances to the Employer provided that the employee has first presented
such grievances or complaints as soon as possible to the relevant
administrator.
26.6
Grievances must be registered as soon as possible. However it is agreed
that delays may arise due to location or other unavoidable causes. In these
cases, the Union must register complaints on a timely basis but in any
event within thirty (30) working days from the date the complaint occurs.
Complaints shall be dealt with in accordance with the following
procedures:
42
STAGE 1
26.7
A Union representative or aggrieved employee shall, in the first instance,
discuss the complaint with the Principal/Supervisor.
The Principal/Supervisor shall be given five (5) working days in which to
give his formal reply.
STAGE II
26.8
If a satisfactory solution is not arrived at the Union and/or the employee
may, within five (5) working days following the receipt of the reply, request
a meeting with the District Superintendent. Such requests shall include a
complete statement and evidence in writing as to the nature of the
complaints, and the Employer and the Union's representatives shall not
exceed three (3) in number from each side at such meetings. The decision
of the Employer's representative shall be confirmed in writing to the Union
within five (5) working days of the last of the said meetings.
STAGE III
26.9
If the matter is still not satisfactorily resolved the Union may, within five
(5) working days of the receipt of such decision, request of the Manager of
Human Resources in the Ministry to schedule a meeting with the Director
within five (5) working days to seek to resolve the matter.
26.10
The representatives of the Union and the Employer at such meetings shall
not exceed five (5) in number from each side. The decision of the Director
shall be confirmed in writing to the General Secretary of the Union within
five (5) working days of the last of the said meetings.
STAGE IV
26.11
Notwithstanding the provision of the procedure outlined above, every
employee who has disciplinary action taken against him or her shall have
the right to appeal to the Permanent Secretary.
43
STAGE V
26.12
If the matter is still not satisfactorily resolved, the Union may take such
steps as are available under the provisions of the Industrial Relations Act
and/or the employee may take such steps as are available under the Public
Service Commission Regulations.
Collective Grievance Procedure/Prevention and Settlement of
General Disputes
26.13
If the Employer considers that any section of this Agreement is being
misunderstood, misinterpreted or violated in any respect by the Union
and/or employees, it may within thirty (30) days of becoming aware of an
occurrence which it claims demonstrates such misunderstanding,
misinterpretation or violation file a complaint with the Union in writing
and cause the matter to be discussed and dealt with. If the matter is not
satisfactorily resolved, the Employer may take such steps as are available
under the Industrial Relations Act.
26.14
If the Union considers that any section of this Agreement is being
misunderstood, misinterpreted or violated in any respect by the Employer,
it may within thirty (30) days of becoming aware of such an occurrence
which it claims demonstrates such misunderstanding, misinterpretation or
violation, file a complaint with the Employer in writing and cause the
matter to be discussed and dealt with. If the matter is not satisfactorily
resolved, the Union may take such steps as are provided under the
Industrial Relations Act.
26.15
Subject to Section 52(1) of the Industrial Relations Act, should either party
to this Agreement desire to amend the same so as to alter the terms or
conditions of employment of the employees covered under this Industrial
Agreement, such party shall notify the other in writing of its intention and
forward with the notice its proposed amendment(s) in writing.
44
26.16
The party receiving the notice and proposed amendment(s) shall within
thirty (30) calendar days of receiving same, forward its counterproposals (if
any) to the proposed amendment(s).
26.17
The parties shall without delay but in any case within forty-five (45)
calendar days after notice has been given, or such further time as the
parties may agree, meet and commence, or cause authorized
representatives on their behalf to meet and commence to negotiate with
one another with a view to settling the terms of the amendment( s).
26.18
Should the party receiving the said Notice fail to enter into or commence
negotiations with the other party within forty-five (45) days from
aforesaid, or within such further time as the parties have agreed, the party
proposing the said amendment(s) may thereafter report a trade dispute to
the Minister responsible for Labor pursuant to Section 68 of the Act.
26.19
Should the parties commence negotiations within the said forty-five (45)
days or within the agreed time, but fail to arrive at a settlement of the
terms of the amendment(s) within sixty (60) days from the
commencement of the said negotiations, either party may thereafter
report a trade dispute to the Minister responsible for Labor pursuant to
Section 68 of the Act.
ARTICLE 27
SCHOOL YEAR
27.1
The days for school attendance shall be a maximum of 184 days per year,
inclusive of teachers' work days, two (2) professional days, sports days,
two (2) fun days and World Teachers' Day. Two (2) weeks for Christmas
break and two (2) weeks for Easter break inclusive of Holy Thursday.
(See proposed school calendar attached).
45
27.2
All teachers shall be required to participate in at least 35 hours of
professional development activities each year, 20 of which shall be done
outside the school attendance days.
27.3
The Employer agrees not to schedule professional development activities
during the time when the Union's Annual General Meeting is being held.
27.4
The Employer and the Union agree that the school year shall end no later
than the 17th June, 2011, 22nd June 2012 and the 21st June 2013.
See Appendix B attached.
Midterm Breaks
27.5
The Employer and Union agree that there shall be two mid-term breaks
during the school year totaling four (4) days: two (2) days each during the
months of October and February.
Public Holidays
27.6
All employees covered by this Agreement shall be paid their normal pay in
respect of the following Public Holidays, and any other day(s) declared a
public holiday by the Employer:
New Year’s Day
Good Friday
Easter Monday
Whit Monday
Labour Day
Independence Day
Emancipation Day
Discovery Day
Christmas Day
Boxing Day
Work Day
27.7
The normal work day of teachers who are posted at schools shall be from
8:45 am to 3:15 pm, that is six and one half (6 1/2) hours, and shall include
lunch and break times.
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ADMINISTRATORS
27.8. The Employer and the Union agree that the Institute for Educational
Leadership in conjunction with the College of the Bahamas will continue to
educate all public school Administrators.
27.9The Employer and the Union agree that certification by the Institute
for Educational Leadership shall be one of the prerequisites for promotion
to the Administrative post under this bargaining agreement.
27.10 The Employer and Union agree that administrators shall have time
off with pay to attend training.
27.11Administrators who handle and deposit funds for public schools shall
be provided with adequate security.
27.12 ADMINISTRATOR'S PROMOTION
The Employer and the Union agree that promotion to Administration shall
be granted under the policy of the Public Service Commission/Teaching
Service Commission/National Teaching Council.
27.13The Employer and the Union agree that Administrators posted for
the first time shall
(a) attend orientation and training
(b) recieve files and documentations
(c ) recieve copy of job description
(d) proper hand over notes, keys etc.
27.14 The Employer and the Union agrees that Administrators shall have
institutional leave as follows:47
(a) 1 - 5years in post - 5 weeks
(b) 6 - 10 years in post - 6 weeks
(c ) 10 years and over in post - 7 weeks
27.15 The Employer and the Union agree that Administrators will have ten
(10) days casual leave per annum.
27.16 Administrators shall apply for casual leave as follows_
Senior Master/Mistress apply to Principal
Vice Principal apply to Principal
Principal apply to District Superintendent
27.17 The Employer and the Union agree that Administrators hours of
work shall be 8:30am - 3:30pm.
27.18 The Employer and the Union agree that Administrators shall engage
in the planning and decision making process in conjunction with the
Director of Education and the District Superintendents.
27.19 Principals shall recommend teachers for a 7B increment for
outstanding performance.
27.20 District Superintendents shall recommend Administrators for a 7B
increment for outstanding performing schools.
27.21 The Employer and Union agree that a SCARCITY ALLOWANCE
shall be paid to Administrators.
27.22 HAZARD ALLOWANCE
27.23 The Employer and Union agree that the non substantive post of
Senior Assistant
become Senior Master/Mistress/a substantive post effective July 1st
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2012.
27.24
The normal work day of Administrators who are posted at schools shall be
from 8:00am to 4:00pm that is eight (8) hours, or any other period as may
be determined by the Minister.
27.25
Teachers may leave the workplace during non-teaching periods. They must
inform the Principal, an Administrator or Subject Coordinator before
leaving.
27.26
If an employee is unable to report to work at the due time of arrival he
must notify the Principal/Subject Coordinator as far in advance as possible.
An employee who does not call in or report to work before 11:00 a.m. shall
be deemed absent.
27.27
The Employer shall provide sign-in and sign-out sheets/books or some
other method to monitor teachers' attendance and punctuality. These
sheets/books or facilities shall be placed in a designated area accessible to
all teachers.
ARTICLE 28
PLANNING AND PREPARATION
Planning and Preparation
28.1
At all schools, the Principal shall schedule time for planning, preparation,
marking and data entry. The principal or supervising administrator shall
assist teachers in utilizing planning/preparation time by providing
materials and other instructional data requested by the staff or individual
teachers, consistent with resources. Where possible, teachers shall use
non-teaching periods for planning, preparation and marking. Planning
time shall be between the hours of 8:50am – 3:15pm, any planning periods
outside of the 8:50am to 3:15pm shall be voluntary.
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Record-keeping
28.2
All teachers involved in the instruction of students shall keep the following
records and such other records as may be determined by the Employer:
student attendance register (pre-school, primary, and homeroom
teachers), scheme of work, forecast, lesson notes (if not exempted) and
mark book. Any teacher whose performance is above average for three
consecutive years may be exempted from submitting Lesson plans
provided they have completed at least five years of service. The
notification of exemption shall be given in writing to the teacher
concerned by the Principal.
28.3
Teachers performing homeroom duties at all levels shall be required to
assist the Guidance and Counseling Departments update student
confidential records during the first and third term. Except at the
discretion of the Principal, no teacher shall be exempted from homeroom
duties.
Lunch Breaks
28.4
Each Employee inclusive of Teacher’s Aides shall be entitled to a break
period of an aggregate of one hour during the workday.
28.5
The Principal shall compile a roster of administrative staff (Principal, Vice
Principal, Senior Master/Mistress, Senior Assistant, Year Heads and Subject
Coordinators, Team Leaders) for the supervision of students during the
break periods.
Non-teaching periods
28.6
Subject to the availability of resources, the Employer shall endeavor to
ensure that all school teachers have no fewer than five (5) non-teachings
for the five (5) period day per week and four (4) non-teachings for the four
period day per week.
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ARTICLE 29
EXTRA-CURRICULAR ACTIVITIES
29.1 While the parties consider it desirable that teachers participate in
extra-curricular duties in order to achieve the goals of the public school
system, it is recognized by the parties that any such involvement, such as
participation, supervision, administration, direction or coaching by a
teacher in extra-curricular activities, shall be optional.
29.2
Extra-curricular activities shall include, but not be limited to, the following:
coaching debating teams, assisting with cadets, drama, Junkanoo, spelling
bee, cheerleading, step team, training and coaching students involved in
sports and post-school activities, including conducting evening classes. The
Employer agrees to compensate teachers in accordance with the amounts
provided for in this Agreement (see Article 41).
ARTICLE 30
SUBSTITUTION AND EXTRA DUTIES
30.1
The Employer agrees to make every effort to ensure that substitute or
replacement teachers are provided to replace teachers who are absent.
30.2
As a matter of policy, the Employer agrees that the Principal
shall assign members of the school administration to assist with
substitutions when other teachers are occupied. In the
operation of this policy, the Principal shall be free to determine
the number of administrators necessary to ensure the proper
management of the school, and make assignments accordingly.
30.3
The Employer agrees to improve the efficiency of the Supply
Teachers Program to address the problems of substitutions and
staff shortages. It is desirable that this program should include
both substitute and part-time teachers, who may be deployed
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whenever there is a need for substitution or replacement of
teachers.
ARTICLE 31
DUTIES OF TEACHERS
31.1
In addition to specific duties outlined in this Agreement, it is the
duty of all teachers in the public school system to:
(i)
respect the rights of students;
(ii)
teach diligently the subjects and course of study
prescribed by the educational authorities;
(iii) implement teaching strategies that foster a positive
learning environment;
(iv) encourage students in the pursuit of learning;
(v) monitor the effectiveness of the teaching strategies by
analyzing outcomes achieved;
(vi) conduct such evaluations as are necessary to document
student progress or as may be required by the Department of
Education;(vii) take all reasonable steps necessary to create
and maintain an orderly and safe learning environment;
(viii) maintain appropriate order and discipline in the school or
room in the teacher’s charge;
(ix) maintain an attitude of concern for the dignity and an
attitude of concern for the dignity and welfare of each student
and encourage in each student an attitude of concern for the
dignity and welfare of others and a respect for religion,
morality, truth, justice, love of country, humanity, equality,
industry, temperance and all other virtues;
(x)
as far as reasonable, attend to the health, comfort and
safety of students;
(xi) report immediately to the principal and shop steward the
existence of any Infectious or contagious disease in the school
or the existence of any unsanitary condition in the school
buildings or surroundings;
(xii) keep accurate attendance records and report absent
students to the principal;
(xiii) communicate regularly with parents in accordance with
school or educational policies and attend staff meetings;
(xiv) keep such records as are required by the school
52
administration or the Minister and permit the inspection of
those records by the Principal or other administrators;
(xv)
serve, to the extent reasonable, on committees
established within the school to improve student achievement
and the public school system; and
(xvi) perform such other duties as are prescribed by the
Minister under the Education Act and any Regulations made
pursuant thereto.
ARTICLE 32
PROFESIONAL CONDUCT
Conflict of Interest
32.1
The provisions of this Article are in addition to and not in substitution for
any rules regulating such conduct in General Orders or any other terms
and conditions of employment which apply to the Public Service by virtue
of any law.
32.2
The Employer and the Union are cognizant that within the Public Service
an employee may be in a position to exploit his/her official capacity for
his/her personal benefit. Mindful that a conflict of interest may arise from
time to time during the employee's performance of his/her duty, the
Parties agree the following guidelines:
(a) The remuneration of an employee is fixed under the assumption
that he/she will be available to serve the Employer subject to the
provisions of this Agreement. He/she is prohibited from engaging in
any activity, which involves a conflict of interest for the employee or
detracts from the Employer's public image or impairs the
employee's ability to fulfill his normal functions;
(b) No employee shall hold any other public or private employment,
engage in any occupation or profession, which In the Employer's
opinion is incompatible with the proper performance of his/her
official duties;
(c) An employee who has reasonable grounds to believe that he or she
has a conflict of interest on a matter must immediately bring this
matter to the attention of the Head of Department.
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32.3
For the purposes of this Agreement, an employee has a conflict of interest
when the employee exercises an official power or performs an official
duty or function in the execution of his or her office and at the same time
knows that in the performance of the duty or function or in the exercise
of the power there is the opportunity to further his or her private interest.
Confidential Information
32.4
An employee shall not use information that is gained in the execution of
his or her office and which is not available to the general public to further
or seek to further the employee's private interest.
Influence
32.5
An employee shall not use his or her office to seek to influence a decision
to be made by another person to further the employee's private interest.
Accepting Extra Benefits
32.6
An employee shall not accept any fees, gifts or personal benefits directly
connected with the performance of his or her duties of office. This
paragraph shall not apply to gifts or tokens of appreciation.
Private Work
32.7
An employee shall not engage in employment or in the practice of a
profession, hold an office or directorship, if any of these activities are likely
to conflict with the employee's public duties. Exceptions may be made to
the prohibition against the undertaking of private work. Prior written
approval must be obtained from the Permanent Secretary with
responsibility for the Public Service.
Financial Propriety
32.8
All members under this Bargaining Unit shall not receive monies directly
54
from students/parents or any other persons for any service or activity
unless authorized by the Director of Education. This extends to matters
such as the sale of school supplies, food, fun days, registration fees, use
of equipment and facilities
32.9
All members under this Bargaining Unit shall not instruct or encourage
students to solicit funds from the public unless authorized by the Director
of Education.
32.10
When funds are received from students/parents for any official purpose,
receipts must be provided at all times.
32.11
Records of all receipts and payouts must be forwarded to the Director of
Education through the Principal and presented to the respective
parents/teachers' association quarterly.
Inappropriate Contact with Students
32.12
The teacher/employee shall not abuse his/her position of trust with the
student to importune or solicit sexual favors, or engage in indiscreet or
illicit conduct or any form of inappropriate behavior with students.
Sexual Harassment
32.13
The definition of sexual harassment deployed in this Article is in addition
to and not in substitution for the definition in the Sexual Offences and
Domestic Violence Act. The Employer and the Union recognize and agree
that to the extent that this definition exceeds the statutory one, it is
intended to provide guidance for the conduct of employees and
management.
32.14
The Employer's position is that sexual harassment is a form of misconduct
that undermines the integrity of the employment relationship. All
employees have the right to work in an environment free from all forms of
55
discrimination and conduct which can be considered harassing, coercive,
or disruptive, including sexual harassment. Anyone engaging in harassing
conduct may be subject to disciplinary action.
32.15
Agreement, sexual harassment is defined as any unwanted physical, verbal
or visual sexual advances, requests for sexual favors, and other sexuallyoriented conduct which is offensive or objectionable to the recipient,
including, but not limited to: epithets derogatory or suggestive comments,
slurs or gestures and offensive posters, cartoons, pictures, emails,
telephone calls or drawings.
32.16
Un-welcome sexual advances (either verbal or physical), requests for
favors and other verbal or physical conduct of a sexual nature constitute
sexual harassment when:
(a) submission to such conduct is either an explicit or implicit term or
condition of employment;
(b) submission to or rejection of the conduct is used as a basis for
making employment decisions; or
(c) the conduct has the purpose or effect of interfering with an
individual's work performance or creating an intimidating, hostile, or
offensive work environment.
32.17
Sexual harassment does not refer to occasional compliments of a socially
acceptable nature. It refers to behavior that is not welcome, that is
personally offensive, and that debilitates morale and interferes with work
effectiveness.
32.18
If an employee feels that he/she has been the recipient of sexually
harassing behavior, he/she may report it in writing, immediately to the
Principal/Supervisor. At his/her option the employee may also report the
matter to the Shop Steward. The employee may verbally or in writing
follow up his/her complaint.
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32.19
If the source of the harassing conduct is an administrator or manager, the
conduct should be reported to the next senior administrator/manager and
the Director of Education.
32.20
The employee's position will be protected and he/she will not be
subjected to retaliation for making a complaint.
32.21
Within 5 working days after a written complaint is made, a person
designated by the Head of Department will document the complaint. A
report of the incident along with any recommendations shall be
forwarded to the Head of Department for necessary action. In appropriate
cases and where required by law, the matter shall be referred to the
relevant authorities.
Rights of employees against false allegations
32.22
Any Student, Parent and/or Guardian who makes false allegations against
an Administrator, Teacher and any other Education personnel shall be
charged before the court.
The Employee shall have the right to report the matter to the police with a
view to charges being brought against the person(s) making the false
accusations.
Dress Code
32.23
Working Group comprised of the Employer and the Union to draft a Dress
Code for Administrators, Teachers and Education Personnel within six (6)
months of the signing of this agreement. The Dress Code shall be ratified
by the employees prior to the implementation.
Clothing Allowance
32.234
57
The Employer shall provide a clothing allowance for all employees.
ARTICLE 33
SUBSTANCE ABUSE POLICY
33.1
The Employer recognizes that alcohol, drug and substance abuse can have
serious effects on an employee's productivity and job performance, pose
risks to the safety of the employee and his/her co-workers, and serve to
undermine the public's confidence in and the reputation of the Service.
33.2
The Medical Review Committee established pursuant to Article 23 shall be
responsible for investigating, identifying and educating employees with
regards to the dangers and effects of alcohol, drug and substance abuse.
33.3
In the best interest of the employee and the Employer drug addiction or
dependency should be diagnosed and treated at the earliest possible
stage. The Employer will offer counseling, guidance and medical
assistance to all employees having drug/alcohol abuse problems that
affect the level of performance, productivity, morale, motivation, health
and security of the employees.
33.4
If the employee’s job performance and/or behavior constantly falls below
standard, he/she will be referred to the Medical Review Committee.
33.5
It shall be the policy of the Employer to treat drug/alcohol related
problems as an illness in the first instance. In the event that local resident
rehabilitation or off-island medical treatment is required, normal sick leave
entitlement will be granted.
33.6
The right is reserved upon recommendation of the Medical Review
Committee, to require an employee to submit to a medical test by a
licensed medical practitioner designated by the Employer. An employee
failing to comply with the recommendation of the Medical Review
58
Committee to seek professional assistance may be subject to termination.
33.7
The employee shall be advised in writing that the Employer will bear the
cost of the treatment provided under the above guidelines for a maximum
of six (6) times, at a facility designated by the Employer. Any recurrence
after the third treatment may result in termination.
33.8
Smaller working Committees shall be appointed in the Family Islands as
the need arises.
ARTICLE 34
COMMUNICATION CHANNELS
34.1
The Parties agree to promote effective lines of communication at all levels
of the public school system between teachers and administrators to
reduce the number of complaints.
Parent-Teacher Communication
34.2
The parties agree that, every possible effort should be made to promote
close co-operation between teachers and parents in the interest of
students.
ARTICLE 35
BAHAMAS TECHNICAL AND VOCATIONAL TRAINING INSTITUTE (BTVI)
35.1
The Parties agree that to the extent that this Agreement applies to
employees at the Bahamas Technical and Vocational Training Institute,
such employees shall continue to be governed by the terms and conditions
of their appointment within the Public Service, provided, however, that
they shall be entitled, where applicable, to the salary increases and
economic benefits as may be provided for in this Agreement.
35.2
The Employer agrees that the BTVI employees under this Bargaining Unit
59
years of service will be continuous. The Employees shall not lose any
benefits which they enjoyed prior to the BTVI Act 2010.
See BTVI Act 2010 - Appendix ‘A’ attached
ARTICLE 36
MULTI-GRADE TEACHING IN PRIMARY SCHOOLS
36.1
The parties acknowledge that some teachers will be required to teach
classes made up of students from different grade levels.
36.2
Teachers involved in multi-grade teaching that functions as the sole
teacher (principal) in their schools shall be eligible to receive an allowance
as provided for in Article 41.
36.3
A Multi-grade allowance shall be paid to all Administrators, Teachers and
Teachers Aides who teach at multi-grade schools.
ARTICLE 37
ADMINISTRATIVE POSTINGS
37.1
A teacher who is assigned non-teaching duties for a temporary period
shall continue to enjoy his/her teaching status for the duration of the
assignment, provided that such persons may be required to work the
normal hours prescribed for such post and may be entitled to the leave
benefits attached thereto.
37.2
Where the assignment is permanent, the teacher shall be reclassified and
appointed to the new position. When there is no reclassification the
teachers will enjoy the teaching hours and leave.
37.3
The teacher shall not lose any monetary benefits as a result of such
reclassification.
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ARTICLE 38
GROUP INSURANCE
38.1
The Employer agrees to provide and pay 100% monthly premiums for
Major Medical Insurance Coverage for all members of this Bargaining Unit
effective July 1st 2011.
ARTICLE 39
TEACHERS ON CONTRACT
39.1
Teachers employed by the Ministry of Education under a contract of
employment or a contract for a fixed period of time shall be governed by
the terms of their contract, provided that such "contract officers" shall not
be considered "public officers" or their service "public service" for the
purposes of the Pensions Act (Ch.43).
39.2
Bahamian teachers may have the option to sign three (3) three year
contracts after one (1) year probation.
39.3
The Union request that the Pensions Act of 1998 be revised to reduce the
pensionable years to 25 and increase the contribution to 15% for members
under this Bargaining Unit.
39.4
For the purpose of this Article, “contract officers” has the
meaning assigned thereto by section 2 of the Public Service Act
(Ch.39).
39.5
All teachers inclusive of those who have been awarded contracts shall be
given increments.
ARTICLE 40
61
40.1
The Employer and the Union agree that salaries of all categories of
employees covered under this Bargaining Unit shall be established by the
Public Service, on the advice of the Government within one (1) of the
signing of this agreement.
40.2
The Employer has conducted a Compensation Study for the Public Service.
The results of the Compensation Study highlight the disparity in salaries
between Education personnel and other Public and Quasi Government
employees with the same qualifications. All employees under this
Bargaining Unit shall benefit from any recommendations as per this study
effective July 1st 2011.
40.3
The entry-level salary of teachers with Bachelor’s Degree and Teaching
Certificate shall be $29,700 per annum with effect from July 1st 2011.
SALARY SCALES
40.4
See Appendix A attached for NEW salary scales proposed for ALL members
under this Bargaining Unit.
ARTICLE 41
ALLOWANCES
41.1
The allowances mentioned hereunder shall be established for the benefit
of the Employees covered by this Agreement with effect from September
2010:
Itinerant Allowance
41.2
Itinerant Teachers shall receive an allowance as follows:
New Providence
2 schools - $1,500
3 schools or more - $2,000
Family Islands & Grand Bahama
2 schools - $2,000
3 schools or more - $3,000
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Transport Allowance
41.3
Employees shall, for the period of this Agreement, be granted a transport
allowance of $2.00 per mile. This includes employees who travel 30 miles
or more roundtrip to and from their place of work in Family Islands, New
Providence and Grand Bahama.
Subsistence Allowance
41.4
Daily allowance for officers who travel within The Commonwealth of The
Bahamas shall be paid at the rate of fifty dollars ($50.00) per day or eighty
dollars ($80.00) per day for overseas travel. This is intended to cover
meals, laundry and all sundry expenses, excluding housing and
transportation.
Housing Assistance
41.5
The Employer agrees to provide Housing Assistance to teachers posted by
the Employer to an island other than the officer's place of domicile
(residency) as defined in the Government's Housing Policy. The Housing
Assistance is payable to landlords by District Superintendents on behalf of
employees posted at the following maximum rates:
(a) Islands and Settlements other than Freeport - $900 per month
(b) Freeport - $700 per month
The Permanent Secretary shall approve any adjustments to the stated
assistance. Where Family Island teachers are required to be posted in New
Providence, housing assistance shall be granted on a case-by-case basis.
Whenever the Ministry/Department of Education fails to reassign or
request the employee to remain the rental assistance shall be continued.
41.6
A Bahamian teacher/employee currently posted to an island/settlement
other than his/her normal place of residence shall not normally be paid
Housing Assistance beyond five years from the date of posting. However,
in the case of the islands and settlements identified in the Schedule of
Areas for Extension of Housing Assistance below, such assistance may be
extended for further periods at the discretion of the Employer depending
63
on the exigencies of the circumstances.
41.7
Subject to the provisions of paragraph 41.6 of this Article, a Bahamian
teacher/employee currently receiving Housing Assistance and posted to an
island/settlement for more than five (5) years shall cease receiving such
allowance 12 months after signing this Agreement.
41.8
The Employer and the Union agrees that prior to the cessation of rental
assistance employees shall receive no less than three (3) months notice.
41.9
A teacher/employee desirous of obtaining an extension of the housing
assistance shall make a request in writing to the Director of Education at
least six (6) months before the expiration of the one (1) year period
specified in paragraph 41.7 of this Article.
SCHEDULE OF AREAS FOR EXTENSION OF HOUSING ASSISTANCE
ISLAND
SETTLEMENT
ABACO
Grand Cay, Crossing Rocks, Great
Guana Cay, Hope Town, Man-O –
War Cay, Sandy Point, Cherokee
Sound, Moore’s Island, Fox Town
ACKLINS
All Settlements
CAT ISLAND
All Settlements
CROOKED ISLAND
All Settlements
ELEUTHERA
Current Island
EXUMA
Black Point, Farmer's Cay,
FORTUNE ISLAND
Long Cay
GRAND BAHAMA
Sweeting's Cay, Water Cay, McClean's Town
MAYAGUANA
All Settlements
RAGGED ISLAND
Duncan Town
RUM CAY
Port Nelson
SAN SALVADOR
All Settlements
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INAGUA
All Settlements
Hardship Allowance
41.10
Allowance shall be paid depending on the island or settlement to which the
teacher/employee is assigned. The following annual allowances are payable
to all public officers posted to and residing in areas of hardship in the
Family Islands:
(a) Most Severe location
(b) Severe location
(c) Less Severe location
-$4,500 per annum
-$3,000 per annum
-$2,000 per annum
SCHEDULE OF HARDSHIP POSTS AND ALLOWANCES
41.11
For the purposes of this Agreement, the three levels of hardship posting
(Most Severe, Severe and Less Severe) shall apply to areas of posting as
follows:
ISLAND
ABACO
ACKLINS
MOST SEVERE HARDSHIP - $4,500 PER ANNUM
SETTLEMENT
Grand Cay, Crossing Rocks
All Settlements
CROOKED ISLAND
ELEUTHERA
EXUMA
FORTUNE ISLAND
GRAND BAHAMA
MAYAGUANA
INAGUA
RAGGED ISLAND
RUM CAY
All Settlements
Current Island
Black Point, Farmer's Cay, Staniel Cay
Long Cay
Sweeting's Cay, Water Cay,
McClean's Town
All Settlements
All Settlements
Duncan Town
Port Nelson
65
ISLAND
ABACO
Cay,
SEVERE HARDSHIP - $3,000 PER ANNUM
SETTLEMENT
Great Guana Cay, Hope Town, Man-O – War
Crown Haven, Cedar Harbor, Sandy Point,
Cherokee
Sound, Moore’s Island, Fox Town, Green
Turtle Cay
CAT ISLAND
BERRY ISLAND
SAN SALVADOR
All Settlements
All Settlements
All Settlements
LESS SEVERE HARDSHIP- $2,000 PER ANNUM
ANDROS
Stafford Creek, Stanyard Cay, Blanket Sound,
Bowen Sound, Red Bays, Burnt Rock,
mangrove Cay, Victoria Point and All
Settlements of South Andros
ELEUTHERA
Wemys’s Bight
LONG ISLAND
All Settlements
GRAND BAHAMA
High Rock, Pelican Point, Freetown
Responsibility Allowances
41.12
The Employer and the Union agree that the designated non-substantive
posts shall be granted responsibility allowances as indicated below.
41.13
Principals are requested to make recommendations for the appointment
of teaching staff to posts of responsibility by the 30th September of each
academic year. Responsibility allowance will be paid with effect from the
1st September to the 31st August of the following year. It is the general
policy of the Employer that responsibility allowances should be rotated,
and should not be paid to any teacher for more than three consecutive
66
years.
41.14
Allowances are payable as follows:
Senior Assistant
Family Island High Schools
Roll 100-499 and above
Roll less than 100
$2,000 per annum
$ 1000 per annum
Primary Schools
Grade ‘B’
Grade ‘C’
Grade ‘D’
Grade ‘E’
$1,500 per annum
$1,000 per annum
$ 750 per annum
$ 500 per annum
41.15
The Union proposes that the Employer discontinues the post of the Senior
Assistant and make the post become a substantive post effective July 1st
2011.
Subject Coordinators
41.16
The number of Subject Coordinators in each high school in New
Providence and Grand Bahama shall not exceed seventeen (17). Annual
Allowances are based on the number of teachers to be supervised by each
Subject Coordinator as follows:
Two persons
Three to six persons
Seven to ten persons
More than ten persons
$
950 per annum
$ 1,250 per annum
$ 1,450 per annum
$ 1,750 per annum
41.17
The Principal has the sole right to choose the Subject Coordinator on an
annual basis. There shall be a rotation of coordinators every three (3)
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years. If there is no suitable candidate then the holder of the position may
continue.
Team Leaders Primary Schools
41.18
Team Teaching schools shall appoint a team leader for each grade level.
The team leader shall receive an allowance of one thousand two hundred
and fifty dollars ($1,250.00) per annum. Other schools, Grades A - C, shall
appoint Grade Level Heads.
Grade Level Heads Primary Schools
41.19
Annual allowances of Grade Level Heads are as follows:
Grade A
$1,250 per annum
Grade B
$1,000 per annum
Grade C
$ 750 per annum
41.20
Allowances will also be paid to teachers holding the following
appointments as follows:
Year Head
$1,000 per annum
House Coordinator
$ 500 per annum
Specialist Coordinator
$ 500 per annum
EXTRA-CURRICULA ACTIVITIES ALLOWANCES
41.21
The Employer and the Union agree that it is necessary for teachers to
engage in extra-curricular activities associated with student development
in order to achieve the goals of education. The Employer agrees to
compensate teachers who engage in extra-curricular activities approved by
the Employer at the rates displayed below:
Coaching Allowance
41.22
Teachers who perform coaching duties after their normal working hours
shall receive a Coaching Allowance at the rate of one thousand ($1, 500)
dollars per annum per sport up to a maximum of three (3) sports per year.
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Approval must be obtained from the Director of Education for coaching
more than three (3) sports in any school year. The Employer and the Union
agree that the rate of the coaching allowance.
41.23
The Employer and the Union agree that the President and Secretary of
Government Secondary School Sporting Association shall be granted an
annual allowance of $1,000 and $500, respectively.
ACADEMIC ACTIVITIES COORDINATOR
41.24
The Employer and the Union agree that Teachers who are recommended
to conduct after-school training not limited to, but related to Spelling Bee,
Debate club, Science and Technology and Computer shall be granted an
allowance of $1,000.
CIVIC ACTIVITIES COORDINATOR
41.25
The Employer and the Union agree that the coordinator for Boys scouts,
Girls scouts, Guides, Cadets, Rangers, Red Cross, Governor General Youth
Award, Boys Club, Girls Club, and any other group that facilitates children
after-school and on weekends shall be granted an allowance of $1000.
Cultural Activities Coordinator
41.26
The Employer and the Union agree that Teachers who are recommended
to conduct after-school training not limited to, but related to Junior
Junkanoo, Cheerleading, Art & Craft shall be paid an allowance of $1,000
per annum.
MUSIC COORDINATOR
41.27
The Employer and the Union agree that Teachers who are recommended
to conduct Music, Dance, Band, Choir and Hand Bells Ensembles shall be
paid an allowance of $1,000 per annum.
Extended Learning Program
41.28
Teachers who provide summer and after school activities, shall receive
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an allowance of thirty ($30) dollars per hour of instructional time.
Multi·grade Allowance
41.29
Teachers eligible for multi-grade allowance as specified at Article 36 of this
Agreement shall be paid an allowance of $500 per annum.
Special School Allowance
41.30
Teachers and Administrators assigned to a Special School shall be granted
an allowance of $1,000 per annum.
Teachers Aides assigned to a Special School shall be granted an allowance
of $500 per annum.
Schedule of Special Schools
P. A. C. E.
School for the Blind
S. U. R.E.
Tapps
Hospital School
Simpson Penn School
Centre for the Deaf
Beacon School
Stapledon
Centre for Exceptional Learners
Garvin Tynes
SC Mcpherson
Anathol Rodgers
Palmdale Primary
LEARNING RESOURCE SECTION
41.31
The Employer and the Union agree that the members of this Bargaining
Unit who are assigned to the Learning Resources Unit shall be reclassified
to the following positions:
Writing Unit - Publications Officer
Bahamas Learning Channel – Programme Producer
Bahamas Learning Channel – Programme Assistant Producer
(See Appendix F attached).
ARTICLE 42
SALARY INCREASES & BENEFITS
42.1
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The salaries of all employees covered under this Agreement shall be
increased and additional benefits paid as follows:
SALARY INCREASE (2010 – 2013)
Salary Increase by 15% over a 3 year period
Year 1 (FY2010/2011) Increment
Year 2 (FY2011/2012) 8% added to base salary plus increment
Year 3 (FY2012/2013) 7% added to base salary plus increment
42.2
The Employer shall implement NEW and REVISED Salary Scales for all
categories of employees under this Bargaining Unit effective July 1st 2011.
(See Appendix attached).
42.3
All employees under this Bargaining Unit who are at the maximum of the
present pay scales shall receive an increment of $700 effective July 1st
2011.
42.4
In the case of economic displacement the Employer and the Union agree
that any payments indicated in this Agreement may be deferred after the
Employer has consulted with the Union.
ARTICLE 43
BINDING CLAUSE
43.1
This Agreement applies to and is binding (subject to the Provision of
Article 44) on the Union, the Employees and Employer representatives,
and those bound by this Agreement shall carry out in a reasonable manner
the provisions of this Agreement.
ARTICLE 44
DURATION OF AGREEMENT
44.1
This Agreement covers the period from 1st July 2010 and becomes
effective upon registration by the Industrial Tribunal and shall remain in
force until the 30th day of June 2013.
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44.2
Either party may give notice to begin negotiations on a new Agreement at
least six (6) months prior to its expiration. The terms and conditions
contained in this Agreement shall remain in force until the new agreement
takes effect.
See Appendices A - G attached.
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APPENDIX A
BAHAMAS TECHNICAL AND VOCATIONAL INSTITUTE BILL, 2010
Arrangement of Sections
PART I
PRELIMINARY _________________________________________________________
(1)
Short title and commencement………………………………..…………………………….………….
(2)
Interpretation……………………………………………………………………………………….…………….
PART II
ESTABLISHMENT AND FUNCTIONS OF THE INSTITUTE _________________________
(a)
Establishment of the Institute…………………………………………………………………….………
(b)
Common seal of the Institute……………………………………………………….……………….……
Functions of the Institute……………………………………………………………………………….….
(c)
PART III ...........................................................................................................
GOVERNANCE OF THE INSTITUTE __________________________________________
(1)
Establishment of a Board of the Institute………………………………………………..…..…….
(2)
President of the Institute…………………………………………………………….………………..…..
(3)
Pensions of persons transferred from the public service to the Institute……….....
(4)
Contributory superannuation pension scheme……………………………………………..…..
(5)
Policy directions…………………………...………………….…………………………………………..…..
(6)
Discipline of students…………………………………………………………………..………………......
(7)
PART IV ..........................................................................................................
FINANCIAL PROVISIONS
(1)
Funds and resources of the Institute……………………………………………………………......
(2)
General account…………………………………………………………………………………….…….......
(3)
Gift, grant or other property…………………………………………………………….………………..
(4)
Financial advance…………………………………………………………………………………………......
(1)
Reserve Fund……………………………………………………………………………………………………..
(2)
Revenue account………………………………………………………………………………………………..
(3)
Accounts and Audit………………………………………………………………………………………..…..
(4)
Annual Report ………………………………………………………………………………………………….
(5)
Regulations………………………………………………………………………………………………….……..
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SCHEDULE
CONSTITUTION AND PROCEDURES OF THE BOARD………………………………………...
OBJECTS & REASONS
74
BAHAMAS TECHNICAL AND VOCATIONAL INSTITUTE BILL, 2010
A BILL FOR AN ACT TO PROVIDE FOR THE INCORPORATION OF
THE BAHAMAS TECHNICAL AND VOCATIONAL INSTITUTE, ITS
GOVERNANCE, CONTROL AND ADMINISTRATION BY A BOARD
AND FOR MATTERS INCIDENTAL THERETO
Enacted by the Parliament of The Bahamas
PART I
PRELIMINARY
1.
Short title and commencement
(a)
(b)
2.
This Act may be cited as The Bahamas Technical and Vocational Institute
Act, 2010.
This Act shall come into operation on such date as the Minister
may
appoint, by notice published in the Gazette.
Interpretation
In this Act, unless the context otherwise requires —
"Board" means the Governing Board of The Bahamas Technical and
Vocational Institute established by section 6;
"Chairman" means the Chairman of the Board;
"Financial year" means any period of twelve months beginning on the
1 s t day of July in any year;
"Minister" means the Minister responsible for Education;
"President" means the President of The Bahamas Technical and
Vocational Institute appointed under section 7;
"public officer' 7 has the meaning assigned hereto in the Pensions
Act (Ch.43);
"Institute"' means The Bahamas Technical and Vocational Institute
established under section 3.
PART II
ESTABLISHMENT AND FUNCTIONS OF THE INSTITUTE
3.
Establishment of the Institute
(1)
The educational facility known and existing as The Bahamas Technical
and Vocational Institute immediately before the coming into operation
of this Act, is hereby continued as a body corporate by that name
with perpetual succession and a common seal, and shall, in that
name, be capable of—
75
suing and being sued;
taking, purchasing or otherwise acquiring, charging, holding
and disposing of property, movable or immovable; and
(3) doing or performing all such other things or acts for
the performance of its functions under, and for the furtherance,
of this Act which may lawfully be done or performed by a body
corporate.
Upon the coming into operation of this Act, the existing employees of
the educational facility known and existing as The Bahamas Technical
and Vocational Institute shall be deemed not to be employees of the
Institute.
(1)
(2)
(2)
4.
Common seal of the Institute
(1)
The common seal of the Institute shall be kept in such custody as
the Board directs and shall not be used except upon the order of the
Board.
(2)
The common seal of the Institute shall be authenticated by the signature
of the Chairman or any other member of the Board duly authorized by
the Board in that behalf, and of the Secretary.
The common seal of the Institute when affixed to any document and
duly authenticated under this section, shall be judicially and officially
noticed, and, unless and until the contrary is proved, any
necessary order or authorization of the Board under this section
shall be presumed to have been duly given.
(3)
5.
Functions of the Institute
(1)
The functions of the Institute are to —
(1) provide technical and vocational training;
(2)
provide for the dissemination of knowledge to equip students
with the practical, technical and vocational skills, to prepare
them for employment, and to foster entrepreneurship;
(3)
enter into public and private sector partnerships with
employers, trade or commercial confederations and other societal
stakeholders to develop courses of instruction and instructional
methodologies necessary to attain synergy and cohesion between
instruction and training at the Institute and the needs of the
national economy;
(4)
grant diplomas, certificates or other awards and honors as are
usually conferred by similar institutions;
(5)
enter into any association or affiliation with career or
technical institutions, whether within The Bahamas or
otherwise, as the Institute may deem necessary and appropriate;
and
(6)
enter into arrangements with employers in the private sector for
the training of employees in the areas specified under
subsection (2) and the employer shall be responsible for the
payment of fees relating to such training.
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(2)
Without prejudice to the generality of subsection (l)(a) and (b) , the
Institute shall provide a place of training offering instruction including but
not limited to all of the following fields of education —
(1) Construction Trades;
(2) Mechanical Trades;
(3) Handicrafts;
(4) Ornamental Landscaping and Horticulture;
(5) Maritime Trades;
(6) Technology;
(7) Commerce;
(h)
Cosmetology and Personal Grooming Trades;
(i)
Information Communication Technology.
(3)
The Minister may, by Order, extend the categories specified under
subsection (2).
PART III
GOVERNANCE OF THE INSTITUTE
6.
Establishment of a Board of the Institute
(a)
There shall be established a Board of the Institute.
(b)
The general direction and control of the Institute shall be vested in
the Board.
(c)
Without prejudice to the generality of subsection (2), the Board shall
have the power to —
(1)
(2)
(3)
(4)
(5)
(6)
(7)
(h)
provide for the welfare of the students of the Institute;
control and superintend the property and policies of the Institute;
appoint such instructors, administrative and other staff as appears
to the Board to be necessary, on such terms and conditions
as the Board may determine on the commencement of this Act;
accept, deposit or act as trustees or managers of any property of
the Institute or any legacy, endowment, bequest, or gift to the
Institute for the purpose of training or otherwise in furtherance
of the work of the Institute and to invest any funds representing
such property, legacy, endowment, bequest or gift, if not
immediately required, in such security as the Board may deem fit;
determine the programs and courses of study to be pursued in the
Institute pursuant to section 5(2);
issue diplomas, certificates, or other awards and honors;
fix fees and charges for courses of study, use of facilities and
to reduce, waive or refund fees and charges so fixed, generally
or in any particular case or class of cases;
direct and regulate the administration of the Institute; and
77
(i)
(4)
7.
The Schedule shall have effect with respect to the constitution of
the Board and otherwise in relation thereto.
President of the Institute
1.
2.
(3)
8.
without prejudice to the generality of subparagraph (h), direct
and regulate the conduct, discipline and other matters affecting
the employment of instructors and other staff of the Institute.
The Governor-General shall appoint a President of the Institute who
shall hold office for a period not exceeding five years, and shall be
eligible for re-appointment.
The President shall be the head of the Institute and shall
generally supervise and direct the training work of the Institute, the
instructional and administrative staff and other staff of the Institute, and
shall also perform other functions as may from time to time be assigned
to him by the Board.
The Governor-General may remove the President from office on the
grounds of misconduct, inefficiency or other good cause.
Pensions of persons transferred from the public service to the
Institute
(I)
Where any public officer holding a pensionable office under
the Government, ceases to be the holder of such office by reason
of his transfer with his consent to the service of the Institute and
such person subsequently retires from the service of the Institute in such
circumstances that, had he remained a public officer, he would have
been eligible for pension under the Pensions Act (Ch. 43), then in
any such case subsections (2) and (3) shall have effect.
Any pension payable to any such person as is mentioned in subsection
(1) by the Institute to whose service he has been transferred shall be
calculated and granted to him in respect of his total service under
the Government and with the Institute taken together and such service
shall be reckoned as continuous for pension purposes.
(III)
There shall be payable out of the Consolidated Fund upon the
warrant of the Minister of Finance to the Institute as a contribution to
every pension paid in accordance with subsection (2), such amounts as
would have been payable to the person concerned by way of pension
under the Pensions Act (Ch. 43), if such person had retired from the
public service and if he had been granted a pension under the Pensions
Act (Ch. 43) upon the date of his ceasing to be a public officer.
(II)
9.
Contributory superannuation pension scheme
Subject to section 8, the Institute shall provide for the establishment and
maintenance of a contributory superannuation pension scheme for the benefit
of such of its employees as are appointed by the Board under section 6(3)(c).
10.
Policy directions
(I)
The Minister may give directions as to the policy to be followed by
the
78
(II)
Board concerning the administration of the Institute as may appear to
the Minister to be requisite in the public interest, and the Board shall
give effect to any such directions.
Notwithstanding subsection (1), the directions given by the Minister
shall not apply to —
1.
2.
11.
the appointment, termination of appointment, promotion
or discipline of any instructor, administration or other staff of
the Institute; and
the admission of any particular student to the Institute or
the evaluation, discipline, academic promotion, certification, or
issue of awards to students of the Institute.
Discipline of students
The President may exercise disciplinary control over students of the Institute
and may, for the purposes of his power under this section, if he thinks fit,
consult any committee appointed by him in that behalf from among the
instructors and the students of the Institute.
PART IV
FINANCIAL PROVISIONS
12.
Funds and resources of the Institute
The funds and resources of the Institute shall comprise —
5.
such sums as may be voted for the purposes of the Institute
by Parliament;
(b)
all fees and charges payable to the Institute pursuant to section
(c)
3.
6(3)(g);
all other sums or property which may in any manner
become payable to or vested in the Institute in respect of
any matter incidental to its functions.
General account
(b)
All monies received by the Institute, pursuant to section 12, shall
be deposited into an account which shall be known as "the General
Account "to be maintained by the Institute with such bank or banks
as the Board may determine.
(c)
The Institute shall keep in respect of the General Account, two
separate accounts, namely an account to be known as —
(b)
(c)
"the General Current Account", in which shall be recorded
all deposits into and withdrawals from the General Account for
the application towards defraying current expenditure; and
"the General Capital Account", in which shall be recorded
all deposits into and withdrawals from the General Account
for application towards defraying capital expenditure.
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14.
15.
Gift, grant or other property
1.
Subject to subsection (2), where any gift, grant or other
property is received by the Board on behalf of the Institute, the
Institute shall inform the Minister of the receipt of such gift, grant or
other property, and such gift, grant or other property shall be utilized in
such manner as the Board may determine.
2.
Where a stipulation has been attached to any such gift, grant or
other property, such stipulation shall be given effect, unless such
stipulation is contrary to Public Policy.
Financial advance
The Minister of Finance may, at the request of the Board, make advances for the
purpose of enabling the Institute to defray expenditure properly chargeable to
the capital account, including the provision of working capital.
16.
Reserve Fund
1.
4.
5.
17.
The management of the Reserve Fund, the sums to be carried from
time to time to the credit thereof, and the application thereof, shall be
determined by the Board, but no part of the Reserve Fund shall be
applied otherwise than for the purposes of the Institute.
At the end of each financial year, any monies standing to the credit of
the Institute and not required for any current purpose shall, after
consultation with the Minister of Finance, be carried to the Reserve
Fund.
Revenue account
1.
2.
3.
18.
The Institute shall establish a Reserve Fund.
The Institute shall ensure that its revenues are not less than sufficient
to defray all sums properly chargeable to its revenue account
(including without prejudice to the generality of such expression,
provisions in respect of its obligations under section 16(3) and this
section) taking one year with another.
Any excess of the revenue of the Institute for any financial year over
the sums properly chargeable to its revenue account for that year
(including the provisions referred to in subsection (1)) shall be
applied by the Institute for such purposes as the Board may determine.
The Institute shall prepare for each new financial year an annual budget
of revenue and expenditure, which shall be submitted to the Minister at
least two months prior to the 1st day of July.
Accounts and Audit

The Institute shall keep proper accounts and other records in
relation thereto, and shall prepare in respect of each financial year, a
statement of accounts.

The accounts of the Institute for each financial year shall be audited by
an auditor to be appointed by the Board.

Three months after the end of each financial year, the Institute
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shall submit a copy of the audited accounts to the Minister,
together with a copy of any report made by the auditor.

19.
20.
The Minister shall lay a copy of every such audited account before both
chambers of Parliament, together with a copy of any report made by
the auditors on the accounts.
Annual Report
I)
The Board shall after the end of each year prepare an annual report
on its activities during the last preceding year and shall furnish such
report to the Minister not later than the 30th day of June.
II)
The Minister shall cause a copy of every report submitted to him
pursuant to this section to be laid before both chambers of Parliament.
Regulations
The Minister may make regulations for carrying out and giving effect to
the provisions of this Act or for its better administration.
SCHEDULE
(Section 6(4))
CONSTITUTION AND PROCEDURES OF THE BOARD
1.
2.
3.
4.
5.
Constitution of the Board
The Board shall consist of not more than eleven members of whom —
(II)
one shall be the President ex-officio;
(I)
five shall be persons appointed by the Governor-General from
the public and private sectors;
(II)
five shall be persons appointed by the Governor-General, on
the recommendation of trade or commercial confederations
and other societal stakeholders.
Tenure of office
A member of the Board, other than the President, shall hold office for a
period not exceeding three years, and thereafter, shall be eligible for reappointment.
Chairman and Deputy Chairman
The Governor-General shall appoint two members to be respectively Chairman
and Deputy Chairman.
Resignation
Any member of the Board may at any time resign his office by instrument in
writing addressed to the Governor-General and from the date of the receipt
of such instrument by the Governor-General, such member shall cease to be
a member of the Board.
Appointment of Secretary
81
There shall be a Secretary of the Board who shall be appointed by the Board,
perform such functions at such remuneration and upon such terms and
conditions as the Board may determine and who shall not be entitled to have
any right to vote.
Dismissal
Where the Governor-General is satisfied that a member of the Board —
(IV)
has been absent from meetings longer than three
consecutive months without the permission of the Board;
(V)
has become bankrupt;
(VI)
is unable or unfit to discharge the functions of a member of
the Board, the Governor-General may declare the office of such
member of the Board to be vacant and shall notify such member of
the vacancy of his office on the Board in such manner as the
Governor-General thinks fit, and thereupon that office shall
become vacant.
Vacancies
6.
7.
If any vacancy occurs in the membership of the Board, such vacancy, shall be
filled by the appointment of another member who shall, subject to the
provisions of this Schedule, hold office for the remainder of the period for
which the previous member was appointed, and such appointment shall be
made in the same manner and from the same category of persons, if any, as
the appointment of the previous member.
8.
Gazetting of appointments of Board members and change in
membership
The names of all members of the Board as first constituted and every change in
the membership thereof, shall be published in the Gazette.
9.
Board documents
All documents that are prepared by the Board, other than those that are
required to be under seal, and all decisions of the Board, may be signified under
the hands of the Chairman, the Secretary or any other member authorized to
act in that behalf.
10.
Procedure of meetings of the Board

The Board shall meet at least quarterly and at such other time as may
be necessary or expedient for the transaction of its business and such
meetings shall be held at such places and times and on such days as the
Board may determine.
Every meeting shall be presided over by the Chairman and in his absence,
the Deputy Chairman.
A quorum of the Board shall be six members of the Board including the
Chairman or Deputy Chairman.
The decisions of the Board shall be determined by a majority of votes and,
in addition to an original vote, the Chairman, or other person presiding at a
meeting, shall have a casting vote in any case in which the voting is equal.




Minutes in proper form of each meeting of the Board shall be kept by the
82

11.
Secretary and the Minutes shall be submitted to the Minister within
seven days after the meeting.
The Agenda of every meeting shall be submitted to the Minister at least
three days prior to the meeting.
Board members not liable
No member of the Board shall be personally liable for any act or default of the
Board done or omitted to be done in good faith in the course of the operation
of the Institute.
83
APPENDIX B
Proposed School Calendar for 2010-2011
Months
Students’ Days
Teachers’ Days
August
-------
2
September
19
22
October
17
18
November
22
22
December
8
13
January
20
20
February
16
18
March
23
23
April
15
15
May
22
20
June
6
11
Total
168
184
School opens on the 30th August, 2010 for teachers and the
6th September, 2010 for students. School closes on the 10th
December, 2010 for students and the 17th December, 2010
for teachers. School reopens on the 4th January 2011. School
closes on the 21st April and opens on the 2nd May for the
Easter vacation. School closes on the 10th June for students
and 17th June, 2011 for teachers.
NB. The 21st of April is Holy Thursday.
84
Proposed School Calendar for 2011-2012
Months
Students’ Days
Teachers’ Days
August
-------
3
September
20
22
October
17
17
November
22
22
December
7
12
January
21
21
February
17
17
March
22
22
April
15
15
May
22
22
June
10
15
Total
173
190
School opens on the 29th August for teachers and the 5th
September for students. School closes on the 9th December
for students and 16th December for teachers. School reopens
on the 3rd January 2012. School will close on 5th April and
opens on 16th April for Easter vacation. School will close on
the 15th June for students and 22nd June for teachers.
NB. The 5th of April is Holy Thursday.
85
Proposed School Calendar for 2012-2013
Months
Students’ Days
Teachers’ Days
August
-------
5
September
20
20
October
19
19
November
22
22
December
10
15
January
19
19
February
16
18
March
20
20
April
17
17
May
22
22
June
9
14
Total
174
191
School opens on the 27th August for teachers and the 3rd
September for students. School closes on the 14th December
for students and 21st December for teachers. School reopens
on the 7th January 2013. School will close on 28th March and
opens on 8th April for Easter vacation. School will close on the
14th June for students and 21st June for teachers.
NB. The 28th of March is Holy Thursday.
86
APPENDIX C
TABLE OF CONTENTS
1. PURPOSE OF THE HANDBOOK ............................................................................
2. RATIONALE FOR THE CAREER PATH SYSTEM ......................................................
3. GOALS AND OBJECTIVES OF THE CAREER PATH SYSTEM ...................................
4. STRUCTURE ........................................................................................................
5. LEVELS................................................................................................................
6. QUALIFICATIONS AND JOB SCOPE
Level I - Trainee Guidance Counselor......................................................
Level II - Guidance/Counselor...................................................................
Level III - Senior/Guidance Counselor ....................................................
Level IV - Master Guidance Counselor .....................................................
Level V- Administrator or - Head of Department .....................................
7. PROBATION…………………………………………………………..…. ......................................
8. PERFORMANCE ASSESSMENT
Continuous Assessment ............................................................................
Annual Assessment ....................................................................................
Promotional Assessment. ...........................................................................
Calendar - Promotion Assessment Procedure..... ......................................
Application for Promotion..........................................................................
Observation Confirmation Form for Announced Visit ................................
9. PERFORMANCE CRITERIA FOR GUIDANCE COUNSELOR ASSESSMENT
Mandatory Criteria .....................................................................................
Rationale for Guidance Counselor Performance Criteria ...........................
Chart: Weighting of Elements in Guidance Performance ..........................................
87
10. COMPONENTS OF THE ASSESSMENT PROCESS
Main Components of Assessment Data ...............................................................
Performance Assessment Instruments ................................................................
Performance Assessment Forms - PA - 1
Section I - Personal Data and Qualifications.. ..........................................
Section II - Documents and Individual goals and objectives…………..………
Section III - Required Performance Rating ..................... .........................
Section IV - Consultation Form..................................................................
Performance Assessment Forms - PA - 2
Section I - Objectives and Achievements ..............................................
Section II - Service to School/Department / Education/Community….
Section III - Research/Projects ................................................................
Section IV - Professional Development ...................................................
Professional Development Activity and Rating Form ..........................................
Overall Performance Assessment Report Level I, II.. .........................................
Overall Performance Assessment Report Level III, IV, Administrator 1 .............
Chart for the conversion of five (5) -point scale of percentages........................
11.
REVIEW BOARD
Appointments...................................................................................................
Composition .........................................................................................................
Tenure ...................................................................................................................
Functions ................. ............................................................................................
12.
APPEALS
Lodging an Appeal ............................................................................................
88
Grandfathering ....................................................................................................... 49
Phasing in the Assessment Process .......................................................................
Partial use of the Evaluation Components....................... .................... ….…............
Extraordinary Application Form ..............................................................................
.
89
1.
PURPOSE OF THE HANDBOOK
The general purpose of the Handbook is to provide-information needed to
understand the Career Path.
The purposes include:
assisting guidance counselors to become aware of career options and-be
familiar
with the criteria for promotion within the Career Path;
setting out clear procedures for all persons involved in the assessment
process so the roles and responsibilities are clearly understood;
providing an explanation of the content in which assessment for promotion
takes place;
assisting candidates for promotion in understanding the
assessment/evaluation process by providing sample copies of assessment
instruments and related forms;
facilitating the efficient implementation of the Career Path so that the
process of assessment is standardized throughout the Public School System.
2. RATIONALE FOR THE CAREER PATH SYSTEM
More than any other enterprise, education is crucial to all national endeavors. Its
quality for the most part, depends on the professionals who staff our schools.
Quality service from guidance counselors determines both the overall growth and
development of students and the status accorded the guidance and counseling
profession. Thus, if schools are providing quality service they must be staffed by
highly qualified and motivated individuals.
Historically, incentives in the Bahamian Educational System have tended to favor
administrators, while other personnel were rewarded according to one scale
regardless of job demands and performance. This practice has resulted in (a) a
perception of guidance counselors as not highly valued, and (b) a conviction that
advancement within the system can be achieved only by leaving guidance and
90
counseling to become an administrator, or leaving to engage hi other lucrative
professions.
Not all guidance counselors aspire to an administrative career. Therefore, if the
quality of education is to enhanced, outstanding guidance counselors must be
encouraged to remain within the system and still receive fair compensation on the
basis on merit for their service. To retain competent guidance counsellorships
more options are required, such as increased job satisfaction, better use of
knowledge, skills, and incentives which maintain motivation.
The Government has implemented a carefully conceived and well structured Career
Path and Merit Pay System which provides for promotion and merit pay based
upon performance, experience and qualification.
3. GOALS AND OBJECTIVES OF THE CAREER PATH SYSTEM
A.
Goals
The goals are to:
1. orient and induct all guidance counselors upon entrance into the
Profession;
2. provide for the advancement of guidance counselors within
the system;
3. improve guidance counselors morale;
4. provide merit pay.
B.
Objectives
The objectives are to:
 encourage guidance counselors to utilize their
knowledge and talents;
 provide for the advancement of school counselors
within the system;
91
 recognize and reward excellence;
 provide a framework within which the professional growth of
school
counselors can take place;
 improve the quality and standard of the service of guidance
counselors within the country.
4.
STRUCTURE
The structure of the Career Path allows for the promotion of eligible guidance
counselors along different "Paths" as follows:
Guidance Counselor
Administrator
5.
A.
LEVELS
Guidance Counselor
Level I - Trainee Guidance Counselor
Level II - Guidance Counselor
Level III - Guidance Counselor
Level IV - Master Guidance Counselor
Administrator
Level I - Head of Department
92
QUALIFICATIONS AND JOB SCOPE
6.
Level I - TRAINEE GUIDANCE COUNSELOR
Trainee guidance counselor with undergraduate degrees or master's degrees in
related areas will work under direct supervision of a trained guidance counselor at
Level II and will be given a five year period to complete specified professional training
in the guidance and counseling discipline.
QUALIFICATIONS
A Bachelor's Degree in one of the related areas e.g. Psychology, Sociology,
Education.
A Master's Degree in Guidance Counseling or a related area e.g. Psychology, Sociology,
Education.
JOB DESCRIPTION
I.To work with administrators, teachers, students and parents in acquiring
a better understanding of students' needs and how to assist with these
needs.
To confer with administrators and teachers about performances of
students and the implementation of programs geared to help students with
educational, vocational, personal and social problems. (The counselor could utilize
the results of appropriate assessment instruments.)
II.
To participate in parent/teacher conferences and provide assistance in regard to
interpretation of students' grades and possible reasons for lack of motivation and
progress in their school work.
III.
To arrange with administrators and teachers to visit classes in an effort to
motivate students toward higher academic achievement. Further, to provide
students with information on topics that would enhance their overall development
such as, "Self Esteem", "Peer Pressure" and "Interpersonal Skills."
IV.
V.
To arrange for resource persons to discuss topics related to the overall welfare
and well-being of students such as, "Substance Abuse" and "Child Abuse."
VI.
To assist in identifying students with academic, behavioral, physical and social
concerns and make appropriate referrals.
93
VII.
To help students understand and adjust to changes and pressures of
adolescence and any other personal concerns through individual or group
counseling.
VIII.
To confer with allied personnel such as, school nurse, school
psychologist, and speech therapist in matters pertaining to individual students.
IX.
To document the guidance and counseling activities.
X.
To collect, organize and secure students' Confidential Record Cards.
Level II - GUIDANCE COUNSELOR
QUALIFICATIONS
1.
A Master's Degree in Guidance and Counseling
At least three years experience in the field of Guidance and Counseling
Consistent satisfactory performance
OR
2.
A Master's Degree in a related area e.g. Sociology, Psychology, Education
Additionally, the counselor must have obtained professional courses at the
Master's Degree level as outlined below.
Individual Counseling (Helping Relationships)
Group Counseling
Appraisals
Life Span and Career Development
Professional Orientation/Organizational Practices
Human Growth and Development
At least three years experience in the field of guidance and counseling
Consistent satisfactory performance.
OR
3.
At least five years experience as a Certified Trained Teacher
A Master's Degree in Guidance and Counseling
94
At least one year experience as a Trainee Guidance Counselor
Consistent satisfactory performance.
JOB DESCRIPTION
The guidance counselor will be expected to perform the duties which are
outlined in Level I ( Trainee Counselor)
To furnish academic transcripts in a timely manner when requested.
To provide information to staff with regards to proper completion of students
Confidential Record Cards.
To collect, maintain and disseminate information to students relative to career
development, personal and topical issues etc.
To initiate contact with appropriate professionals in an effort to bring about better
understanding of a problem and to reach a workable solution.
Level III SENIOR GUIDANCE COUNSELOR
QUALIFICATIONS
Master's Degree in Guidance and Counseling or related areas with the successful
completion of the specified professional courses.
At least five years experience as a guidance counselor, two of which must be at
level II.
Consistent satisfactory performance on Annual Assessment.
Participate in approved professional development courses/programmes within the past five
years.
JOB DESCRIPTION
The Senior Guidance Counselor will be expected to perform the duties which are
outlined in levels I and II.
Assist with managerial and supervisory responsibilities.
Sensitize the community and civic organizations to the needs of students in an effort to gain
95
their support and involvement.
Organize training sessions and conduct workshops for teachers in New Providence and/or
the Family Islands.
Conduct research/projects designed to measure the effectiveness of guidance services and other
educational concerns.
LEVEL IV
MASTER GUIDANCE COUNSELOR
QUALIFICATIONS
Master's Degree in Guidance and Counseling or related areas with the successful
completion of the specified professional courses ( see level II).
At least 10 years experience in the field of guidance counseling
Consistent satisfactory performance on Annual Assessment.
Participation in approved professional development courses/programs within the past five
years.
JOB DESCRIPTION
The Master Guidance Counselor is considered the professional leader in
coordinating, counseling, and consulting.
In addition to the duties and responsibilities outlined at Level III, the Master
Counselor is expected to:
 provide meaningful leadership through positive involvement in
activities
of the school and the wider community
 assist with managerial and supervisory responsibilities
 serve as a resource person to counselors, school staff and the community
 provide analysis on topical guidance and counseling issues
 assist with the development and evaluation of new programs
 design and participate in professional development seminars
and workshops
 seek to publish articles on guidance and counseling issues.
96
97
PROMOTIONAL ASSESSMENT PROCEDURES
AUGUST
AUGUST/SEPTEMBER
SEPTEMBER
ORIENTATION
SCHEDULING
APPLICATION
RECOMMENDATION
OFFICER, GUIDANCE &
COUNSELING, ADMINISTRATIVE
TEAM:
Conduct Orientation on
promotional
assessment
procedures for counselors.
Explain process to Counselors.
Provide Counselors with copies of
the Counselors Performance
Assessment Instruments and
related documents.
Explain forms and their
purposes.
OCTOBER
EVALUATION BEGINS
EVALUATORS:
GUIDANCE COUNSELORS:
GUIDANCE COUNSELORS:
Make application for
promotion to the next career
level when eligible, using the
Application for Promotion
SCHOOL
ADMINISTRATION DEPARTMENT
HEAD:
Choose activity and time for
announced observation.
Visit at scheduled times to
observe counselors'
performance.
Confirm schedule for
evaluators by completing the
Observation Confirmation
Form.
Make dichotomous (yes/no)
decisions indicating whether or
not skills and activities are
demonstrated.
Rate the level at which the skills
or activities are demonstrated.
Record specific evidence to
substantiate their observations
during discussions with the
guidance counselors and/or the
Review Board.
Counselors to be evaluated for
promotion.
Prepare observational ratings
immediately after each activity
so that specific examples and
incidences can be recalled and
cited.
98
OCTOBER-JANUARY
CONFERENCES GUIDANCE
COUNSELORS:
Make available to evaluators goals
forecasts, calender and records as
evidence of guidance counselors'
activities.
Complete Section IV of the
Performance Assessment
Document in consultation with
evaluators.
MARCH-MAY
FEBRUARY
ASSESSMENT
REVIEW BOARD
GUIDANCE
COUNSELORS:
Considers applications for
Complete and submit Selfreports (Guidance Counselors'
Performance Assessment
Document PA III) to Head of
Department and Principal.
promotion.
Conducts interviews, if
necessary.
Make recommendations
regarding promotions to the
Department of Education.
Submits a comprehensive
report of their findings to the
Department of Education.
EVALUATORS:
EVALUATORS:
Complete assessments.
Examine guidance counselors
records (calendar, forecasts, etc.)
Summarize results of
observations.
Share findings related to
guidance counselors
performance.
Complete and submit reports to
Review Board.
Discuss recommendations for
professional development with
guidance counselors. Completed
Section IV of the Performance
Assessment Document (PA-I or PA
II) in conjunction with counselors.
99
JUNE-JULY
APPROVAL
MINISTRY/DEPARTMENT OF
EDUCATION:
Forwards Review Board's
recommendations to the Public
Service Commission for
consideration.
DEPARTMENT OF EDUCATION
CAREER PATH FOR PUBLIC SCHOOL GUIDANCE COUNSELORS AND
ADMINISTRATOR LEVEL I
APPLICATION FOR PROMOTION
Please print clearly. This application must be completed by the Guidance Counselor and
submitted through the Principal.
NAME: ____________________________________________________________________
Surname (block capitals)
First
Middle
Years of Guidance and Counseling: _______________
Total years of service:
Current Career Level: ___________________________
School:
Island:
Qualifications:
Date obtained
Discipline
Summary of Counseling Activities (PAIs over the last four years)
Year:
Score:
Date:
Date:
Guidance Counselor's Signature:
Principal's Signature: __________
100
9. PERFORMANCE CRITERIA FOR GUIDANCE COUNSELOR
ASSESSMENT
A.
Mandatory Criteria
Levels I to IV and Administrator - Level I are assessed in the mandatory
areas of
Guidance Counseling
Service to School:
(III)
School and Department goals,
School-based community services
Professional Development.
Levels III, IV, and Administrator-Level I are further assessed in
the areas of leadership, supervision and management.
B.
Rationale for Guidance Counselors' Performance Criteria
(I)
Guidance Counseling
The guidance counselor's professional skills and experiences are
fundamental to the guidance counselor's role, and therefore, a crucial
component to be evaluated. All guidance counselors are excepted to
contribute to the overall growth and development of the students and
the effective running of the school.
The scheduled time devoted to the guidance and counseling functions
by Guidance Counselors vary at different levels.
(II)
Service to School, Community and Department of Education
Service to school, community and Department of Education is most
important. Guidance counselors are expected to facilitate the overall
growth and development of students, support school goals and
objectives, and school based community activities, which are integral
parts of the performance assessment of guidance counselors.
101
CHART-WEIGHTING OF ELEMENTS IN GUIDANCE COUNSELOR
PERFORMANCE ASSESSMENT FOR CAREER PATH
LEVELS
INDIVIDUAL
COUNSELING
CLASSROOM
GUIDANCE
ENRICHMENT
PROGRAMMES
SMALL GROUP
COUNSELING
STAFF
CONSULTATION
CASE CONSULTATION
LIAISON WITH
COMMUNITY
OTHER
COUNSELING
FUNCTIONS
PROFESSIONAL
DEVELOPMENT
MANAGEMENT AND
SUPERVISORY
SCHOOL AND
DOE
GOALS
SCHOOL BASED
COMMUNITY
SERVICE
LEVEL 1
25%
10%
10%
10%
5%
3%
7%
5% '
15%
-
5%
5%
LEVEL II
25%
10%
10%
10%
5%
3% '
7%
5%
15%
-
5%
5%
LEVEL III
20%
10%
10%
10%
5%
3%
7%
5%
15%
5%
5%
5%
LEVEL IV
15%
5%
10%
5%
10%
7%
8%
5%
15%
10%
5%
5%
H.OD.
10%
5%
7%
5%
10%
5%
10%
3%
20%
20%
5%
5%
102
The proficiencies and skills are rated on a scale of 0 to 5 by the
Internal/External Evaluators during observation sessions either
for the Annual Assessment or Promotional Assessment.
Section IV is completed by the Evaluators in consultation with the
counselor after observation (s). It includes the commendations,
concerns and recommendations of the Evaluators, counselor's
comments, signatures of both parties, and the dates the comments
are written.
Form PA 2 - Guidance Counselors SelfReport for Guidance Counselors
This instrument has four sections:

objectives, achievement and remarks

service to school/Department of Education/community

Professional Development

Research and or Projects (mandatory at levels III &IV).
103
Performance Assessment Form PA -1
DEPARTMENT OF EDUCATION
PERFORMANCE ASSESSMENT FORM - PA - 1
GUIDANCE COUNSELOR AND ADMINISTRATOR I
ASSESSMENT PERIOD:
/
/
TO
/ ____________________ /
THIS SECTION IS TO BE COMPLETED BY THE COUNSELOR AT THE BEGINNING OF EACH SCHOOL
YEAR.
A. PERSONAL
Name ___________________
Surname (block capitals)
____________________
First
Date of Birth: ______ /______ / _____
________________
Middle
__________________
Maiden
Date of appointment to:
Public Service:
___
Employee Number: ________
National Insurance Number: ______________
Guidance & Counseling
Service
/ __ /
/
Present Post:
Present Salary: $ ___________________ p.a.
B. QUALIFICATIONS (complete all that apply)
QUALIFICATION
INSTITUTION
YEAR
COMPLETED
Teacher's Certificate/Diploma
_________________________________
Associate Degree
Bachelor of Science
Bachelor of Arts
Bachelor of Education
Master of Arts
Master of Science
Master of Education
Doctorate (Ph.D.)
104
Doctorate (Ed.D.)
Other:
C. PROFESSIONAL
(Deployments within the last 5 years)
Present Deployment Previous Deployment
Previous Deployment
________________ ____________________
___________________
Name of school
Period of deployment
from
to
from
to
from
to
D. EXTRACURRICULAR
Hobbies/Interests
Participant
________________________________________________________________
Spectator
E. GUIDANCE COUNSELOR'S WEEKL Y WORKLOAD
a. Individual Counseling
b. Classroom Guidance
c. Small Group Counseling
d. Staff Consultation
e. Case Consultation
.f.. Liaison with the Community
g. Other Counseling Functions
h. Professional Responsibilities
Signature: ______________________________________
105
Date:
Documentation of Goals and Objectives Form
SECTION II
THIS SECTION IS TO BE COMPLETED BY THE GUIDANCE COUNSELOR AT THE
BEGINNING OF EACH SCHOOL YEAR.
A.
Mission statement from the Department of Education.
B.
Mission statement of the School.
C.
Departmental Goals:
_________________________
_________________________
_________________________
D.
Objectives of the Guidance Counselor for the academic year:
1.
2
3
E.
Leadership Objectives of the Guidance Counselor for the academic year:
Guidance Counselor's Signature: _____________
Date:
Principal's Signature: ____________________
Date:
106
REQUIRED RATINGS FOR PROMOTIONS
(This corresponds with Section III)
Two ratings, in particular, are very important in arriving at administrative decisions pertaining to
increments and promotions. These are:
The cumulative score for Guidance Counselors
The overall performance assessment score
A.
In order to be promoted from one level to the next, the applicant must
obtain the following ratings:
Promotion to Guidance Counselor an average rating of 3 Promotion
to Senior Guidance Counselor an average rating of 4 Promotion to
Master Guidance Counselor an average rating of 4
A cumulative rating that is less than that which is stipulated indicates
the need for remediation/professional development and
subsequent observation and evaluations.
A guidance counselor who does not attain the required rating must be
afforded an opportunity for remediation/professional development.
B.
Overall Performance Assessment Scores
Scores from the mandatory assessment components comprise the Overall
Performance Assessment Score which is stated as a percentage. The counselor
performance rating is converted to a percentage using the Conversion Chart
(Table # _).
All individual scores are recorded on the Overall Performance Assessment
report (see pages __ ) along with the final score.
Counselors seeking promotion must attain a minimum of 70% for level II . . .
and 80% for levels III and IV.
C.
Composition of Overall Assessment Score
Counselors must obtain a score in all of the evaluation components
(See Table 4).
107
108
SECTION IV
CONSULTATION FORM
TO BE COMPLETED BY THE ASSESSORS AND THE GUIDANCE COUNSELOR
Assessor's commendations
Assessor's concerns
Assessor's recommendations
Names of Assessors:
(Please
print)
Signature
Date:
Signature
Date:
Signature
Date:
Guidance Counselor's comments
Date:
Guidance Counselor's Signature:
109
Performance Assessment Form PA-2
DEPARTMENT OF EDUCATION GUIDANCE COUNSELOR'S PERFORMANCE
ASSESSMENT FORM
P A - 2 GUIDANCE COUNSELOR SELF-REPORT
ASSESSMENT PERIOD:
Name:
First
/
/TO _ _ /
Middle
Surname (block capitals)
Present Post: ________________
School:
Island:
SECTION I
OBJECTIVES
ACHIEVEMENTS/REMARKS
Counselor's Remarks
110
/
Performance Assessment Form PA -2
SECTION II
SERVICE TO SCHOOL/DEPARTMENT OF EDUCATION/COMMUNITY
(Evidence must be provided)
Major Resource,
etc.
Total Hours
Guidance Counselor's Remarks
Principal's/Supervisor's Remarks (Initial and date each remark)
111
Funding/achievements
Remarks and summary of achievements/results
Performance Assessment Form PA -2
SECTION III
RESEARCH/PROJECTS FOR SENIOR/MASTER GUIDANCE COUNSELOR
(Optional for others) (Evidence
must be provided)
Major Resource, etc.
or Major
concern/topic
Total Hours
Funding/achievements
Remarks and summary of
achievements/results
COUNSELOR'S REMARKS
PRINCIPAL'S/SUPERVISOR'S REMARKS (Initial and date each remark)
112
Performance Assessment Form PA - 2
SECTION IV
PROFESSIONAL DEVELOPMENT
OBJECTIVES
ACHIEVEMENT
GUIDANCE COUNSELOR'S REMARKS
PRINCIPAL'S/SUPERVISOR'S REMARKS
GUIDANCE COUNSELOR'S SIGNATURE: _______________________________ DATE:
PRINCIPAL'S SIGNATURE: __________________________________________ DATE:
113
Performance Assessment Form PA -2
SECTION V
RESEARCH/PROJECTS FOR SENIOR/MASTER GUIDANCE COUNSELOR
(Optional for others) (Evidence
must be provided)
Major Resource, etc. or
Major concern/topic
Total Hours
Funding/achievements
Remarks and summary of
achievements/results
COUNSELOR'S REMARKS
PRINCIPAL'S/SUPERVISOR'S REMARKS (Initial and date each remark)
114
Professional Development
DEPARTMENT OF EDUCATION
CAREER PATH FOR PUBLIC SCHOOL GUIDANCE COUNSELORS AND
ADMINISTRATOR LEVEL I
PROFESSIONAL DEVELOPMENT ACTIVITIES AND RATINGS FORM
Guidance Counselor's Name:
Surname
First
Middle
Island:
School:
PARTICIPANTS: Length of
Unit Value
participation
2
2 hours or ½ day participant
5 hours or ½ day participant
30 hours-or 1 week participant
5
30
60
60 hours or 2 week participant
PRESENTORS:
1 hour of presentation =
Number of hours: __________
ORGANIZERS:
1 hour of presentation
Number of hours: ___
TOTAL:
115
Units awarded:
Calculation of Rating
The maximum number of units which guidance counselor/Head of Department will receive for
Professional Development Activities = 100
100 Units = 15% of total assessment
116
PA Report Level I, II
DEPARTMENT OF EDUCATION
CAREER PATH FOR PUBLIC SCHOOL GUIDANCE COUNSELOR AND
ADMINISTRATOR LEVEL I
OVERALL PERFORMANCE ASSESSMENT REPORT
FOR GUIDANCE COUNSELOR - LEVEL I AND LEVEL II
Name: _________________________
Surname
____________________ ____________
First
School: __________________________________
Middle
Island: _________
ASSESSMENTS
A.
Guidance Counselor
B.
(i)
Service To School, D.O.E. and Community
Achievement of Student Enrichment Goals ( 15%)
(ii)
Achievement of School and D.O.E. Goals (5%) .............
(iii)
Achievement of School-based Community Goals (5%).
Sub-total (25%) ............................................................ ...
C.
Professional Development ( 15%) ..............................................
D.
Total Overall Rating
Guidance Counselor - Level I (A+B+C) . ..... . .................
Guidance Counselor - Level II (A+B+C) .................... .
117
Overall Performance Assessment
Report Levels III, IV and Administrator I
DEPARTMENT OF EDUCATION
CAREER PATH FOR PUBLIC SCHOOL GUIDANCE COUNSELOR AND
ADMINISTRATOR LEVEL I
OVERALL PERFORMANCE ASSESSMENT REPORT
FOR
GUIDANCE COUNSELOR - LEVEL III AND LEVEL IV AND
ADMINISTRATOR LEVEL I
Name: _________________________
____________ , ______
____________
Surname
First
Middle
School: __________________________; ________ Island:__________________
ASSESSMENTS
%
A.
Guidance Counselor .....................................................................
_____
B.
Management and Supervisory Responsibilities.. ..............................
____
C.
Professional Development........ ......................................................
____
D.
Service to School, D.O.E. and Community
Achievement of Student Enrichment Goals (15%) ............................................
____
Achievement of School and D.O.E. Goals (5%).................................................
____
Achievement of School-based and Community Goals (5%)....
________________
Sub-total (25%) .............. .............................................. ...........
E.
TOTAL OVERALL RATING...
CHART FOR THE CONVERSATION OF FIVE (5)-POINT SCALE TO PERCENTAGES
118
____
5%
15%
20%
25%
30%
60%
0.1 -0.2
0.3-0.5
0.6-1.0
.3
.7
1.0
1
1.7
3.4
5.0
2
4
2
3
1.3
2.7
4.0
4
8
12
1.1 - 1.2
1.3-1.5
1.6-2.0
1.3
1.7
2.0
4 5-.
•
6
5.3
6.7
8.0
6.7
10.0
8
10
12
2.1-2.2
2.3-2.5
2.6-3.0
2.3
2.7
3.0
7
8
9
9.3
10.7
12.0
11.7
13.4
15.0
14
16
18
28
80-89
3.1-3.2
3.3-3.5
3.6-4.0
3.3
3.7
4.0
10
11
12
'13.3
14.7
16.0
16.7
18.4
20.0
20
22
24
40
44
48
90- 100
4.1 -4.2
4.3-4.5
4.6-5.0
4.3
4.7
5.0
13
14
15
17.3
18.7
20.0
21.7
23.4
25.0
26
52 56
28
30
60
CATEGORY
0-59
60-69
70-79
SCALE
119
8:4
6
16
20
24
32
36
11.
A.
REVIEW BOARD
Appointment of the Review Board
The Review Board is comprised of seven (7) members who are appointed by
the Minister of Education. It is a permanent body headed by a Chairperson
appointed by the Minister of Education in consultation with The Bahamas
Union of Teachers.
B.
( I)
Composition of the Review Board
Two (2) persons nominated by the Department of Education
Two (2) persons nominated by the Bahamas Union of Teachers.
Two (2) persons agreed by both the Department of Education and The
Bahamas Union of Teachers; one of these persons must be selected from the
public at large. (IV) One person from the Advisory Council on Education.
C.
(I)
Tenure
A Board member's tenure is three (3) years (1 Term)
Note: In the first instance four members, one each from B(I), (II), (HI)
above and the member at (IV), are appointed for three years.
Three other members, one each from B (I), (II) and (III) above are
appointed for two years. Thereafter, the tenure of all members will
be three (3) years.
(II)
An individual can serve more than one term as a Board Member;
however, cannot
serve for two consecutive terms.
D.
Functions of the Review Board
The Review Board
Determines the suitability of all Guidance and Counseling personnel in the
Public School System in the Commonwealth of The Bahamas who are eligible
for promotion within the system;
120
Makes recommendations to the Department of Education regarding the
candidates who are considered suitable for promotion;
Reviews appeal cases of assessment for promotion referred by the
Guidance Counselor; Department of Education or The Bahamas Union of
Teachers;
Submits a triennial review of the operation of the Career Path to the
Department of Education.
Note: The Department/Ministry of Education is responsible for forwarding
the Review Board's recommendation to the Public Service
Commission.
12.
A.
APPEALS
Lodging an Appeal
Formal notification of candidates of the results of their application by the
Public Service Commission constitutes the final step in the promotional
assessment process. However, candidates who have not been recommended
for promotion by the Review Board will be informed of this by the
Ministry/Department of Education within two weeks of receiving the Review
Board's recommendations.
The Guidance Counselor who feels that an unfair assessment has been made
may lodge an appeal with the Review Board. Appeal cases of assessment also
may be referred to the Review Board by the Ministry/Department of
Education and The Bahamas Union of Teachers. The appeal must be made
within one month of the candidate being notified and must be supported by
grounds for reassessment. The Chairman of the Review Board must respond
formally within one month of the receipt of the appeal. If the appeal is denied,
the Chairman must give the reasons for the Board's decision.
B.
The Appeals Process
In the Appeals Process, the appellant, school principal, designated officers of
the Ministry/ Department of Education and the Review Board all assume
specific responsibilities. All persons involved will be expected to adhere
strictly to the steps comprising the process as follows:

The guidance counselor writes to the* Chairman of the Review Board
and forwards the letter through the principal;

The principal forwards the letter to the Department of Education
for onward transmission to the Review Board;
121

The Review Board considers the appeal and makes a decision to
uphold the initial recommendation or to authorize a reassessment by
another team of evaluators.

The Chairman of The Review Board communicates its decision in
writing to the guidance counselor or administrator.

The decision of the Review Board is final.
13. EXTRAORDINARY ACTIVITIES - IMPLEMENTATION OF THE
CAREER PATH SYSTEM
The implementation of the Career Path requires the use of specific activities
that differ from those that will be used when the system is fully established.
These activities which will be used ONCE are:
Grandfathering of Senior and Master Guidance Counselor
Phasing in of the Assessment Process
Partial Use of Evaluation Component
Application for Promotion Form
A.
Grandfathering of Senior and Master Guidance Counselors
It is recognized that there are guidance counselors in the system who
may be functioning at the senior and master guidance counselor levels,
but do not possess the required qualifications.
Criteria for application in this implementation phase ONLY are:
(I)
(II)
Twenty years of service as a trained teacher/guidance
counselor
(endorsed Teacher's Certificate preferred);
" Six B.J.C.'s acquired at one sitting, Cambridge Senior Certificate,
or 3 - 4 G.C.E's or equivalent;
(III)
B.
Above Average performance rating on ACR's over the last five years.
Phasing in of the Assessment Process
In 1999/2000 academic year, the new method of assessing the guidance
counselor's performance will be used ONLY in the Evaluation Process
122
for Promotion. The Annual Confidential Record will continue to be used
for the annual assessment of guidance counselor's performance.
Additionally, the Promotion Assessment Team for the initial
academic year will comprise of three external evaluators.
Thereafter, the prescribed composition of the teams will be
followed.
C.
Partial use of the Evaluation Components
The Career Path seeks to evaluate guidance counselors in the areas of:
(I)
Guidance and Counseling performance
School and Department of Education goals;
School based community service;
Professional Development
The Services to School component will not be used in the initial academic year
given the need to ensure parity of evaluation. Therefore, the total overall
assessment will be composed of guidance and counseling, managerial and
supervisory responsibilities and professional development components as they
relate to the respective Levels. Consequently, the aggregate overall rating will be
75% instead of 100%.
Extraordinary Application Form
The use of all components in the evaluation of the guidance counselor's
performance will commence after the initial academic year of its
implementation for guidance counselors.
During the initial year of implementation of this program, a Special Application
for Promotion form will be used. In subsequent years the form in this booklet
will be used.
123
GUIDANCE COUNSELORS’ CAREER PATH
& SALARY SCALE PROPOSAL
COUNSELOR LEVEL
Entry Level Bachelors Degree: (0 –3
years experience) Bachelor’s degree
preferably psychology, or a related
field and enrolled in a Master’s
degree program in school,
community, or clinical counseling.
Master’s Degree Entry Level: A
minimum of a Master’s degree in
school, community, or clinical
counseling or a related area (e.g.
Psychology, sociology or Education)
and 0-3 years experience.
Master Counselor: : A minimum of a
Master’s Degree in school,
community, or clinical counseling or
a related area (e.g. Psychology,
sociology or Education) and 4-7
years counseling experience.
Master Counselor: A minimum of a
Master’s Degree in school,
community, or clinical counseling or
a related area (e.g. Psychology,
sociology or Education) and
SALARY SCALE
JOB TITLE
$27,300 - $30,100
($700.00 increment for each
year of experience)
$30,800 - $33,600
Trainee Guidance Counselor
Guidance Counselor 111
($700.00 increment
each year)
$34,300 - $37,100
Guidance Counselor 11
($700.00 increment
each year)
$37,800 - $40,600
Guidance Counselor 1
($700.00 increment
each year)
8-11 years of experience.
Senior Counselor: A minimum of a
Master’s Degree in school,
community, or clinical counseling or
a related area (e.g. Psychology,
sociology or Education) and
$41,300 - $44,100
($700.00 increment
each year)
twelve (12) or more years of
experience.
124
Senior Guidance Counselor
ADDITIONS TO SALARY SCALE
ADDITIONAL QUALIFICATIONS
ADDITION TO SALARY
Counselor’s Certification
$500
Licensed Counselor
$500
Teacher’s Certification
$500
1-5 Years Teaching Experience
$500
6-10 Years Teaching Experience
$600
11-15 Years Teaching Experience
$800
16 or More Years Teaching Experience
$1,000
Head of Guidance Department
$1,500
125
APPENDIX D
SCHOOL LIBRARY PROPOSAL
FOR THE COLLECTIVE BARGAINING AGREEMENT
BAHAMAS UNION OF TEACHERS
We propose that:
TRAINING:
FOR ALL NEW STAFF APPOINTED TO THE
IBRARY.
Be quick training
4 days a month for 6 months
Extra training can be done locally at the College of the Bahamas,
Internationally through a Online Courses or at Colleges
aboard.
They are then to visit the various levels of schools; Primary, Junior High,
Senior High to evaluate the operating of the library.
THAT THE FLEXIBLE TIMETABLE BE IMPLEMENTED IN ALL SCHOOLS:
As the study of Library Skills are done informally throughout
the schools without a grade to be recorded on the report card.
A flexible timetable was implemented for the Primary School
Teacher Librarians so that they are able to teach all grade
levels for the year and give students the opportunity to
practice what has been taught by taking two (2) grade levels
each term. E.g.
1st Term
Grades 3 & 6
2nd Term
Grades 2 & 5
3rd Term
Grades 1 & 4
There is also time allotted for class teachers to sign-up to
bring in their students for extra class work using the
information and resources in the library. They are asked to
give the area in which they would like to work so that the
library staff are able to collect the information and resources
in time for the class arrival. Also the time table gives the
library staff times to accomplish the necessary work needed
to keep the library organized and functioning, as well as to go
out and collect resources and information for class projects.
126
Sample enclosed of Primary Timetable
THAT
Grades 7 in the Junior High and Grades 10 in the Senior High Schools are
scheduled for the library during the first term preferably through the
Language Arts Department.
The 8th and 9th grades as well as a the 11th and 12 th come to the library by
appointments made by the teachers requesting specific topic
to be taught
for subject requirements.
Other than that the library in the High Schools are open for regular use by
the students.
SCHOOL LIBRARY CAREER PATH
Copy Attached.
JOB DISCRIPTION FOR THE TEACHER LIBRARIAN AND LIBRARY CLERKS –
ATTACHED
REMINDER- The Library Clerks are not teachers, but they are to
maintain the smooth running of the library and to assist the
Teacher Librarian.
RECLASSIFICATION
THAT the title Teacher Librarian remain as it is universal for
teachers who work in the library therefore we will keep this
title.
That the Library Clerks be reclassified as Information
specialist. Also enclosed is the Public School Library Staff List.
Enc.
127
JOB DESCRIPTION
CLERICAL AND SUB-CLERICAL LIBRARY PERSONNEL
o Library Clerks and Filing Assistants or Library Aides assist in
such procedures as;
o
processing and repairing books and audio-visual materials;
following library guidelines for preparation of acquisitions lists,
vertical file materials, magazine collections, etc.;
typing library orders, catalogue cards, book lists, and audio-visual
lists;
organizing library displays;
o
providing reader assistance and assisting in answering basic
reference routines;
o
working at the circulation desk and assisting patrons requiring use
of annual
reports;
o
filing and shelving;
o
operating audio-visual equipment and assisting patrons;
o
preparing circulation statistics, and assisting in the preparation of
annual
reports;
o
delivering instruction in library use (lesson plans and schemes to be
prepared by teacher or Librarian in charge when teaching load is
too great for one person.
o
NOTE; The clerical or sub-clerical person in the library is not a
trained teacher, but in many instances Principals expect such
persons to function as trained teachers or as professional librarians.
128
o
Clerical persons are also expected to report to Ministry of Education
during summer vacations, and the majority have no more than three
(3) weeks of leave per annum.
129
As instructor, advisor and guide in the library, the librarians assist the school
population in this regard. A trained, qualified enthusiastic worker like a class
teacher is best suited to enrich the developing minds of students and the work
of their teachers.
The school libraries exist to provide materials and information through books
and other media including technological tools such as the computer, CD
ROMs and internet: and operate as the nerve centre or the school.
I envisage the potentiality of students being drawn to great heights when they
tap into the
multiplicity of resources that are stored in our libraries. Because of the general
purpose of public libraries and their great distances from many residential
areas throughout the Bahamas, it is often
difficult for students to get to them and to readily obtain information for their
immediate needs.
The school library provides the alternative with a collection to complement their
studies. Therefore it is important to have vibrant, properly stocked libraries and
efficient skilled workers.
So, I believe that this first Bahamian Library Manual will erase
many myths and create pride in the untrained library worker who
wants to be a source of inspiration to every patron.
Dr. Curlean Fernander January 4, 2000.
130
Teacher-Librarian Qualifications

Teacher Librarian: may be a professional
librarian or a trained teacher with additional
qualifications or expertise in Librarianship.
Teacher-Librarian Duties
She/He:
 Professional
 Provides professional leadership.
 over-all supervision of the Library.
 Develops a philosophy and programs to
promote full use of all learning resources.
 Establishes and implements policy
 Identify needs and plans, programs, accordingly.
 Plans, organizes, provides service, evaluates and
revises.
 Keeps abreast of professional developments
which will improve Library services and the
expertise of the Library staff.
 Service
 Acts as reference, and or advisor both for teachers
and students.
 Acts as curriculum consultant and. instructional
developer for teachers.
 Provides teachers and students with the best
available resource materials, equipment and service
in an environment that is conducive to learning.
131
 Makes sure materials and equipment are
appropriate and relevant to the information,
educational and cultural needs of all persons in
your school.
 Facilities
 Provides an attractive learning environment that
promotes the use of the facility and all of its
resources.
 Collection
 In co-operation with teachers, selects, acquires,
catalogues and circulates print and non-print
materials which support curriculum and student
needs.
 Produces that which is not readily available.
 Catalogues and classify collections in
accordance with Ministry of Education
policies. Maintains card catalogue or
computer database of holdings.
 Designs a loan system to meet unique needs of
the school as well as Ministry of Education
requirements.
 Non-print materials
 Provides a local production area that has suitable
equipment and necessary materials to support
teachers and learners.
 Teaches others to use the equipment and
materials.
 Education
 Reinforces a positive attitude toward learning as
well as reading and listening for pleasure.
132
 Provides instruction for teachers and students
in all aspects of the operation of the library
(including rules and regulations).
 Prepares all lesson plans and teaches the Library
Skills Program.
 Promotion of Library
 Promotes the library through such vehicles as
displays, book fairs, select bibliographies,
brochures and conducts orientation for target
groups.
 Attends staff meetings and planning
sessions so as to inform teachers of
available resources/services.
 Increases awareness in all "clients" of
the services offered by the library.
Interprets the resources and services
of the Library to the school
community.
 Develops and maintains a co-operative working
relationship with administration, faculty and
students at the school and district level.
 Evaluation
 Is responsible for formal and informal evaluation
of the Library.
 Revises existing library programs and implements
new ones in keeping with the results of the
evaluation.
 Monitors the use of the Library to keep all
programs operating roperly.
133
 Conducts evaluation to get support, suggestions
and feedback.
 Record Keeping stablishes mechanisms to
account for all items in the Library.
 Maintains records of important aspects of the
Library (circulation figures, disposition of
consumables, lost items, repair records,
major incidents etc).
 Prepares and submits end of term statistics and
annual reports on library activities (or as required
by Ministry regulations.)
Items required for basic operation of the library:
The following is a partial listing of items that should be in a
library in order for it to function properly. Before you open
your library please check to see that most of these items are
available to you. While not all of the items are found in all
school libraries, the list is a good example.
134
APPENDIX E
HARDSHIP (PROPOSAL)
No. of
Teachers
Present
Allow.
Future
Allow.
Present
Cost
Future Cost
Variance
AbacoG.Cay,C.Rocks
15
$3,000.00
$4,500.00
$45,000.00
$67,500.00
$22,500.00
AbacoGGC,HT,CH
etc
32
$2,000.00
$3,000.00
$64,000.00
$96,000.00
Acklins
20
$3,000.00
$4,500.00
$60,000.00
$90,000.00
$30,000.00
Andros
76
$1,500.00
$2,000.00
$114,000.00
$154,000.00
$38,000.00
AndrosCentral
41
$1,500.00
$2,000.00
$61,500.00
$82,000.00
$20,500.00
Berry Is.
16
$2,500.00
$2,500.00
$40,000.00
$40,000.00
$0.00
Cat Is.
42
$2,000.00
$3,000.00
$84,000.00
$126,000.00
$42,000.00
Crooked Is.
18
$3,000.00
$4,500.00
$54,000.00
$81,000.00
$27,000.00
EleutheraW.Bight
24
$1,500.00
$2,000.00
$36,000.00
$48,000.00
$12,000.00
EleutheraCurrent Is
1
$3,000.00
$4,500.00
$3,000.00
$4,500.00
$1,500.00
ExumaBP,FC,SC
10
$3,000.00
$4,500.00
$30,000.00
$45,000.00
$15,000.00
G.BahamaS.C, Wcay
10
$3,000.00
$4,500.00
$30,000.00
$45,000.00
$15,000.00
G.BahamaH.Rock,F.T
10
$1,500.00
$2,000.00
$15,000.00
$20,000.00
$5,000.00
Inagua
21
$3,000.00
$45,000.00
$63,000.00
$94,500.00
$31,500.00
Long Cay
1
$3,000.00
$4,500.00
$3,000.00
$4,500.00
$1,500.00
Long Is.
72
$1,500.00
$2,000.00
$108,000.00
$144,000.00
$39,000.00
Mayaguana
8
$3,000.00
$4,500.00
$24,000.00
$36,000.00
$12,000.00
Ragged Is
2
$3,000.00
$4,500.00
$6,000.00
$9,000.00
$3,000.00
Rum Cay
2
$3,000.00
$4,500.00
$6,000.00
$9,000.00
$3,000.00
$47,000.00
$108,500.00
$846,500.00
$1,196,000.00
$350,500.00
Island
Total
135
$32,000.00