Recruitment - FAQ’s - HR Queries during Current Exceptional School Closure Period

Recruitment - FAQ’s - HR Queries during Current Exceptional School Closure Period

In order to avoid a significant back log of work when schools return to normal working, the following advice and guidance allows for a number of HR related matters to progress:-

A teacher wishing to return from long term sickness absence.

The guidance outlined in Teacher Attendance procedure still applies (TNC 2008/2)

Where a Principal is concerned about the support arrangements in place for those returning they should contact their HR Adviser (via email or mobile)

A teacher wishing to return from maternity leave early

The guidance outlined in Teacher’s Maternity Leave Scheme still applies (TNC 2015/2)

Where a Principal is concerned about the support arrangements in place for those returning they should contact their HR Adviser (via email or mobile)

Substitute Teachers

For example – if a substitute teacher was booked to cover sick leave/ maternity leave – and the teachers on sick/maternity leave return to work – the school should continue to pay the substitute teacher for the ‘period of engagement’ that had been initially agreed.

Can a teacher still retire on 31 August 2020?

https://www.education-ni.gov.uk/publications/application-retirement-benefits-tp4

Ill Health Retirements

A teacher who is suffering from ill health and wishes to apply for retirement (on the grounds of ill health) should complete a TP5 form which is available on the DE website via the following link:-

https://www.education-ni.gov.uk/publications/applying-retirement-benefits-1

TP5’s are completed by a teacher’s GP and can be supported by additional medical evidence. 

The TP5 form should be scanned and sent through to CCMS for countersigning before it is sent to Teachers Pensions.  If you have a teacher who wishes to apply for ill health retirement please advise them to contact angela.armstrong@ccmsschools. com to discuss.

Recruitment Process

Due to the restrictions imposed by the lockdown measures all recruitment processes are currently paused. 

Principal/Vice Principal Vacancies

Principal vacancies linked to retirement or taking up a new post in another school – the HR adviser for the school will liaise with the Chair of Board of Governors to discuss.

Teacher Vacancies

We would ask schools to liaise with their HR Adviser if a teaching vacancy is identified in advance of a return to normal working. CCMS are currently reviewing how best to plan for recruitment so that schools can be operational on day one.

Teacher’s resigning from their post: -

A copy of the resignation letter of any teacher resigning from their post (once accepted by Governors) should be sent to Teachers’ Pay and Admin Branch (DE) with the monthly teacher returns for payroll purposes.

Please refer to “Guidance on Governance in Catholic Maintained Schools during the Current Exceptional Closure Period” which can be accessed on the CCMS website which provides advice in relation to Board of Governors and decision making in the interim period.

Redundancy Process

Can a teacher request a change in their contract for 2020/21 school year?

The guidance in the following policies apply:

Please refer to “Guidance on Governance in Catholic Maintained Schools during the Current Exceptional Closure Period” which can be accessed on CCMS website.

Permanent Status Requests

In accordance with CCMS Circular 2006/22 teachers who have worked continuously in a school for 4 years (with no gaps in service) have the right to request their employer confirms that they are now a permanent employee.

Due to the current lockdown restrictions all permanency requests are currently on hold - as these requests are subject to ratification and approval by a sub-committee of Council.

Teachers can still proceed with making written request to school/Governors. 

The Principal should liaise with the HR Adviser for the school who will ensure the employment history check is completed when a return to normal working resumes to confirm the requirement for 4 years continuous service is met.

Employee Relation Cases (Grievance/Disciplinary/ Bullying & Harassment)

Due to the current lockdown restrictions it may not be possible to proceed with employee relation matters where a panel is still investigating a matter.

If it is possible to progress cases in accordance with agreed procedures this work may continue, with health and safety of all parties being paramount.

Advice should be sought from the HR Adviser supporting the matter and where appropriate correspondence issued (electronically) to the parties (teacher/unions) concerned in relation to status of the matter and mutual agreement sought to pause where relevant.

Childcare Vouchers

CCMS are continuing to process any variation requests for childcare vouchers.  If a teacher wishes to vary the deduction they make each month they should email This email address is being protected from spambots. You need JavaScript enabled to view it.

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