As we approach the end of the year, many Special Needs Assistants (SNA) members will be wondering what’s been happening during 2025 on the SNA Workforce Development Plan and the review of the SNA employment contract. The Department of Education and Youth has largely concluded consultation with stakeholders, including Fórsa, and will now proceed to discussion with the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation (DPER) on costings and other implementation issues.
Once the plan has been finalised, the Minister for Education and Youth will bring a Memorandum to Government seeking approval for the package of measures, after which Fórsa will make the appropriate arrangements to consult with members in meetings and conduct a ballot.
As there has been a recent change of minister in the department, this process may take a bit longer than usual to complete.
Discussions have taken place throughout the year on the issues listed below:
A new circular on the role of the SNA
The new circular is still in draft form. It sets out clarifications for SNAs and schools on the various ways SNAs support students with additional needs. The new circular will more accurately reflect the variety of demands on SNAs in schools.
It will be accompanied by comprehensive guidance providing additional information and examples to inform SNA practice in schools. The circular and guidance document will not extend the role of the SNA. The draft text is intended to capture best practice and recognise the value of the role of the SNA to students and the whole school community.
72-hour obligation
Fórsa has consistently maintained a position that the 72-hour obligation needed to be removed. We have argued that the hours were consistently abused and that SNAs have been expected to undertake meaningless and often demeaning tasks under their guise.
Consensus has been reached on a more flexible and reasoned approach to the use of these hours. SNAs may only undertake appropriate duties including appropriate training and CPD, assist with student planning and review and attend relevant staff meetings/policy planning meetings during these hours. The main focus will be on training and development which will account for at least half the time available with SNAs asked to complete a form at the end of the school year setting out what training they have completed.
June working in Post-Primary
The requirement for SNAs in post-primary to be present in school during the month of June has been fully considered, with Fórsa making arguments for the obligation to be removed.
The final plan will clarify work that is appropriate to be carried out by SNAs in addition to supporting students with additional needs who are sitting exams or assessments. If work has to be allocated it can include work that the SNA can carry out remotely such as training.
SNAs who are supporting students with additional needs will continue to be required to support them through the examination process. This means SNAs not supporting students sitting exams should be allocated work they can do remotely.
Redeployment Scheme
The SNA Redeployment Scheme will be operational in 2026 and will facilitate the redeployment of SNAs who may be at risk of redundancy. The introduction of this scheme will ensure that knowledgeable and experienced SNAs are retained by schools. The details of the redeployment scheme are still under discussion; it has been confirmed that the scheme will be administered by the NCSE, and updates will be published on the NCSE website and the SNA information hub, as they develop.
New Minimum Educational Qualification
It is expected that the minimum educational qualification will change to a more appropriate level of qualification, which we expect to be at QQI Level 6 in accordance with the longstanding Fórsa claim. There are still issues to consider regarding the way in which this change is managed. The SNA National Training Programme with ATU, St. Angela’s will continue and is accredited at QQI Level 6.
Training provision
The final plan will contain a learning and development framework for SNAs. It is intended that a Learning and Development Programme will be established with actions to support SNAs through training opportunities to build their individual capacity and that of the SNA workforce as a whole.
Career progression for SNAs
Fórsa submitted a claim for the establishment of new SNA Posts of Responsibility (PoRs) as part of the local bargaining process under the Public Service Agreement 2024-2026.
The purpose of PoRs would be to support and mentor new staff, to provide support to colleagues and also to liaise with school management. The Programme for Government states that the Department will provide clarity on career paths for SNAs and we have received confirmation that the Department is willing to develop a proposal on introducing SNA PoRs in the near future.
As the local bargaining funding (1% of the SNA pay bill) has to be used before the current Public Service Agreement expires in June 2026, there will be a problem if these new posts cannot be introduced in September next year which seems highly unlikely.
Therefore, Fórsa is considering seeking the adoption of the claim for clerical and administrative grades across the civil and public sector which provides for an increase at the top of the payscale of 1.25% from September 2025 and the skipping of an increment from the pay scale to assist members reaching the top of the scale in a shorter period of time. If this option is used, discussions on introducing PoRs will continue. Members will be consulted on this option when a formal offer is made.
Review of the SNA Contract of Employment
There has been significant discussion and exchanges on a new contract of employment. It is intended that a new updated contract will replace the old contracts set out in Circular 12/05 and 15/05. We expect there to be greater clarity provided around the appropriate application of contracts. Guidance will be provided to support the issuing of the new circular and employment contract, to ensure SNAs and school management are clear on the provisions within the contract.
Consultation
The past 18 months have seen extensive engagement on all areas of the plan, including on the above items. 5 working groups were established under which the various elements of the plan were discussed with all stakeholders and the Department, where views and positions could be put forward.
The work of those groups was scheduled to be completed in September; however, this was delayed slightly, and the groups concluded their discussions in October.
Extensive research has been carried out by the department to inform the plan, and a number of reports have been published and are available on www.gov.ie on the SNA Information Hub. Many of you participated in this research providing important information to support the views presented by Fórsa on your behalf. Reports from the consultation processes that took place are linked below:
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