The standard vetting procedures will apply to any staff recruited or appointed to provide services for pupils in your school. It is imperative that you liaise with Human Resources on the appointment of all teaching and non-teaching staff (Maintained schools will need to liaise with CCMS regarding teaching staff only).
The agreed salary rates of pay should be paid for all recognised posts within the education sector. Where a school negotiates an hourly/sessional rate for a particular service then the coach/tutor delivering that service must still be paid through the NEELB payroll system and be liable for income tax and national insurance.
For auxiliary and ancillary staff the NJC rates of pay should be used. DE has suggested that schools can negotiate individual rates of pay for coaches/tutors; however the Board’s Human Resources Department should be consulted in the first instance in order to ensure that there is equity in payment. Payments to incumbent teachers should not impact adversely on existing management structures within school.
All absences (sickness / maternity cover, INSET, personal reasons, etc) must be met from your school’s Extended Schools allocation. It may be necessary for schools to anticipate expenditure in relation to absence and set aside a contingency sum. All additional costs as a result of absence will be a charge to a school’s delegated budget if no provision is made for absence cover.
No. This person should be engaged as Extended Schools Leader or Extended Schools Assistant, whichever is appropriate.
Yes. They should be engaged as Extended Schools Leader or Extended Schools Assistant, whichever is appropriate.
Yes. The school should take steps to ensure the required criminal background checks have been undertaken and that those employed are suitably qualified to deliver the programme.
