Fórsa has negotiated a further strengthening of the special needs assistants’ (SNAs) supplementary assignment panel for the forthcoming academic year. This builds on gains achieved over the past two years. 

The panel determines how schools allocate additional of SNA posts and hours. 

In the first instance, the hours must be offered to existing part-time staff on the basis of seniority. They can be advertised if there is no take-up from existing part-time staff, and schools must interview candidates with PF1 forms (panel rights) first and on separate days to other candidates.

Fórsa has maintained the ability to raise or highlight alleged breaches of the circular without revealing the name of the individual concerned. Complaints are submitted are considered by the union, the education department and the appropriate management body.

The wording and layout of the procedure has been strengthened to reinforce the intent of the circular, which is to provide those with PF1 forms the greatest opportunity of being re-employed by another school, having had their original post deemed redundant.

The correspondence informing employers of the circular will also remind them when it’s inappropriate to use fixed-term or specific purpose contracts. It also confirms that the appropriate contract is the 2005 contract agreed centrally with the department.

The union has been working tirelessly over the past year to ensure members understand the provisions in place for members and the obligations that an employer has when out of work SNAs are applying for positions.  We sent a comprehensive document to members on this issue last year and will be amending same and reissuing to members in the coming weeks.

Fórsa official Shane Lambert believes the revised arrangements will have a positive effect on the hiring process.

“The biggest change from the circular happening in the next year will be the push to only accept contracts that have been agreed nationally with the union. This should prevent individuals signing incorrect contracts which deviate from those that are nationally agreed and as such are incorrect.  This has been an issue for the union in recent years and is a difficult one to resolve once a contract has been signed.

“For too long SNAs have been treated with little respect and this has been evident in the hiring process. Ensuring the contracts that have been agreed nationally are the only ones used will mean new staff have the right contract with the correct terms and conditions,” he said.

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