VOL.28 / NO.1
Welcome to Teaching – A Guide for New Members
Maternity Leave Explained • Discipline Task Force Interim Report
PADDY HEALY PRESIDENT
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Indeﬁnate Duration 39 Recruitment Drive 34 Book Reviews
2 TUI NEWS
A Word From The President
As the new academic year begins, Maximum pressure must be placed on the a propensity to act unilaterally. Don’t wait
I had hoped to be able to report that government to make a quantum leap in for the lump sum before considering buying
a signiﬁcant recommendation had education provision in the forth coming added years!!!
been made to tackle the problem budget estimates.
of indiscipline in schools and that a Tax relief on pension contributions can
major increase of funding had been Unfortunately the main opposition party no longer be spread backwards over the
provided to support the work of our is not being helpful. The main thrust of its previous ten years.
members in second level schools, publicity is not directed at remedying under
further education, institutes funding but at eliminating waste in public Still at the Helm!
of technology, youthreach and services, demanding greater productivity for I have made signiﬁcant revisions of the
other centres. benchmarking and securing the publication content of the TUI diary, particularly in the
of school league tables. area of pensions. Comments and suggestions
Unfortunately this is not so. Instead, the Teachers must examine the policies of all the are welcome. But in at least one respect the
Minister is giving priority to the publication of political parties in order to exert maximum President nodded off during proofreading.
inspection reports in order to provide choice pressure towards an adequately funded Despite being written out of history in the
for parents choosing a school. At the same education system. Teachers acting as a Diary, Paddy Byrne is still at the helm of the
time, the penny pinching approach being coherent lobby group can be very effective. Retired Members Association as Chairman.
adopted by the Department of Education to He is full of energy and of plans. Con Kelly
the safety issue on school busses, is denying Indiscipline has not mounted a comeback coup but
choice to thousands of pupils and damaging The lack of urgency evident in the interim continues as area representative. Christy
the intake to some of our schools. At third report of the commission on indiscipline is Conville deserves all our thanks for taking up
level, the ministerial priority includes the most disappointing. TUI has decided to begin the onerous duties of secretary of RMA. He
elimination of the right to a sworn public talks immediately to secure the right of a replaces Donnachadh O’Riordain who was
enquiry before dismissal and the requirement teacher to remove a persistently disruptive made Honorary Life President at the AGM
for ministerial sanction. student from class during class time. If of RMA.
urgent implementation does not follow the
The chronic under funding of our education recommendations of the commission in In completing work-in-hand since his
system is not being tackled. The same old 40 January, we must be prepared to take action retirement as RMA secretary, Donnachadh
million euro to combat disadvantage has been on this issue. has secured pension retrospection of
recycled several times in ministerial speeches €22,500 for an 81-year RMA member and
and spread thinly across ﬁrst, second, further, Third Level conference retrospection of €29,000 for another.
adult and third level education. A conference of our third level members In his ﬁnal year he secured total retrospection
with international speakers will be held this of €100,000 as well as the consequential
In the league of education spending per month to discuss the implications of the increases in the on-going pension. His
student, Ireland languishes at 18th place OECD report. TUI has sought a high level expertise is still available to me on a daily
of 26 OECD countries and at 20th place meeting with the Department to discuss the basis. Christy Conville has a hard act
when the comparison is conﬁned to second issue of dismissal procedures prior to the to follow!
level education. publication of the HEA bill which is imminent.
The current budget surplus is now predicted Retirement I wish to thank the many branches which
to be 8 billion euro. It is outrageous that the The system of strands of early retirement, nominated me for a second term of ofﬁce,
bulk of this surplus is being spent on roads, which was introduced under PCW, falls due which I commenced on July 1. It is a great
bridges and broadband while students suffer for review in 2006. There is no commitment honour to serve TUI as President.
irreparably and teachers are being faced by government to the continuation of the Above all I want to thank TUI as a body and
with insuperable problems in their work. system in its current form. Serious changes all the executive members, ofﬁcials, branches,
All other developed countries borrow for will be sought by the ofﬁcial side. TUI will and individuals who showed such kindness
physical infrastructure as it will serve many strongly oppose any worsening of this beneﬁt and support to me and my family on the
generations to come. This is the human for which teachers gave up a pay rise. But death of my mother during the summer.
approach. It is also the sensible economic it is well to note that the Department has
approach as a well educated population is the recently introduced an increase in the cost of
most important “infrastructure” of all. added years without agreement and now has
TUI NEWS 3
of Teachers by Principals?
There is reason to believe that the
Department of Education will seek the
introduction of Performance Management
Development Systems (PMDS) in schools
in new national pay talks to be completed
by the end of the year. This could involve
performance appraisal of teachers
by principals. TUI is vehemently opposed
to such a development.
PADDY HEALY, PRESIDENT, TUI
Already our members in Institutes of Already civil service unions have agreed Background
Technology, Adult Education Organisers that outcomes of performance appraisal
and Resource Persons in Youthreach are can be an element in deciding on the award The Government accepted the
subject to the ﬁrst stages of the “roll out” of increments and in promotions to higher recommendations of a report on public
of this process. I believe that this system is posts. In Institutes of Technology, TUI has service pay by consultants Fitzpatrick and
inappropriate for all our members and should secured an agreement that outcomes can Associates (1998) which recommended that
be removed. At a minimum, it must not be be used for no purpose whatever except performance management assessment by
allowed to proceed further. The government professional development. The danger is that superiors (PMDS) be introduced throughout
side can be expected to demand further this restriction could be over-ridden by a new the public service as a stage on the road to a
development of the system where it exists in national pay agreement. system of performance related pay. It made
the new talks. clear that this recommendation covered
health, education and security. (2)
If an agreement similar to that in the civil
One of the reasons underlying the TUI
service were introduced in schools,
decision to vote against the Benchmarking The terms of reference of the ﬁrst
it would seriously weaken the system
criteria at the Public Services Committee benchmarking body included in its
we have negotiated to ensure fairness in
of ICTU was that the criteria allowed framework of assessment “the way reward
promotions to Assistant Principal and Special
awards to be reduced due to the absence systems are structured in the private sector”.
of performance related pay. Performance This has again been included in the current
Related Pay in which a superior/principal terms of reference despite the opposition
decides on the portion of a pay increase. On the other hand no attempt has been of TUI. Under a previous benchmarking
This is the end objective of performance made by Government or health service exercise for higher paid public servants
management. This system has seriously employers to introduce individual appraisal (Buckley Report), reductions were made
damaged education in other countries. in hospitals for nurses and doctors. As in to certain awards because of the absence
It undermines collegiality and demotivates schools, a large proportion of employees of performance related pay systems for the
professionals.(1) are professionals. grades concerned.
4 TUI NEWS
The original benchmarking body which Collegiality References
dealt with our members did not make
any recommendation on performance Teachers are the most accountable of all (1) Roche, Professor William, 1998
related pay stating “Pending a review of professionals. We are subject to individual “Working together for excellence in
the operation of Performance Management inspection, subject inspection and whole the Public Service” Paper 2, IPC/NPC
Development Systems, the Body decided school evaluation. In accordance with our Conference, March 5, 1998 (cited in
that any recommendation in relation to the status as professionals, these processes are ICTU submission to Benchmarking Body,
introduction of performance related pay carried out by a professional inspectorate. 2000.ICTU)
would be premature”.
(2) Fitzpatrick Associates, 1999. Review
We also have subject inspection. A Teaching
of public Service pay Determination
The current national partnership Council has now been set up under
(Report to Department of Finance and of
agreement, Sustaining Progress, which a ﬁtness to practice committee can
the Taoiseach) August 1999
stipulates that full and robust appropriate process complaints against teachers. These
performance management systems must procedures are in accord with the ethos (3) Murgatroyd, Prof Stephen Total Quality
be put in place throughout the entire public of collegiality under which all the teachers Management in the Public Service
service by January 2005 (Section 20.7) as a collegium take responsibility for the Library of the Teaching Centre, St
This applies to schools. education of students. Patrick’s Drumcondra Leadership and
Followership as a Relational Process
The Department of Education is now In Institutes of Technology we have course -- Russell 31. Murgatroyd, S. and Gray,
insisting that Principals and Deputy reviews, department reviews, school reviews HL (1984) ‘Leadership and the Effective
Principals be benchmarked separately and external peer review as part of a School’, in P. Harling (ed.)
from all other grades of teacher. This rigorous quality assurance system. New Directions in Educational
would facilitate the award of separate pay Just as the diagnosis and treatment of patients Leadership. London: Falmer.
rises and separate changes in duties and is the most important activity in a hospital,
responsibilities. This approach strengthens the teaching of students is the most important Paddy Healy, President
the fear that the Department intends to activity in a school. Any policy which deems
fundamentally change the governance administrative duties to be superior to Teacher Unity
of schools from the collegiate to the teaching duties is destructive of the collegial A plenary meeting of the executives of TUI,
industrial/managerial model. Under such ethos and the professional status of teachers. ASTI and INTO took place in the Gresham
Hotel on Friday September 9th to discuss
a model, the principal teacher would
be replaced over time with a manager Performance management of professionals
The meeting was hugely constructive and
who would have a role in performance by administrators (so-called superiors) is must be seen as a ﬁrst step towards a
managing teachers, promotions, hiring tantamount to reduction of teaching from a common approach on these issues.
and ﬁring and determining a portion of profession to a job. There is ample eminent Further discusses are envisaged with the
pay based on performance. Because opinion in support of the view that collegiality meeting also acting as an important ﬁrst
such a development would excite strong is central to a successful education system (3) step towards maximising solidarity between
opposition if implemented suddenly, it The policy of the Department of Education, teachers generally.
would be “rolled out” incrementally over if implemented, will seriously damage the Both the depth of the discussions and the
a number of years in line with current Irish education system and the pay and constructive atmosphere bodes well for
“change management” strategies conditions of our members in the process.
TUI NEWS 5
Training Seminar for VEC Staff Reps
Gresham Hotel, Dublin 26/05/05
After an opening address by Mr
Paddy Healy,TUI President, Mr Oliver
Mahon BL elaborated in detail on
“the legislative framework for VEC
members: new developments and
directions,” focussing on three areas:
1) A summary of the legal basis
for the VEC sector since the
2) The changed nature of a VEC
since the Vocational Education
(Amendment) Act 2001.
3) Four Speciﬁc ‘Problem Areas’
for Staff and Parent
a) The role of members elected by
staff and parents OLIVER MAHON, JIM DORNEY AND DR BARNEY O’REILLY AT THE VEC STAFF REP TRAINING DAY, GRESHAM HOTEL, DUBLIN
b) Conﬁdentiality issues
c) The role of the CEO
reserved function shall be an executive The Role of Staff and Parent
d) Reserved and Executive functions
function of a VEC”. Thus the powers of Representatives
the actual Committee are greatly Conscious that “education works best when
It is worth examining these areas brieﬂy, altered. A VEC is explicitly precluded organised on a partnership basis...
beginning with the last since it is the key to both from performing executive functions so evident in all recent education legislation”
understanding the changed responsibilities and from directing the CEO as to their (Mahon), the intention of having these
of a VEC. performance” (Mahon). If a dispute arises as representatives is ‘to try to ensure’ that VEC
to the nature of a function it is to be referred decisions are informed by the views of these
Reserved and Executive Functions to the Minister for decision (Section 11.4). two important groups. However the new
The concepts of ‘reserved’ and ‘executive’ Under recent legislation, the Minister has a reserved versus executive function distinction
functions have been well established in Irish more complete control of the VEC sector. means that the VEC members are restricted
local government over sixty years. Simply to mainly policy formulation/planning and
put, all functions or responsibilities fall The Role of the CEO away from the administration of the system.
into either of these categories. Executive From the above it is obvious that the
functions may only be performed by the CEO’s role has been radically enhanced in The key difﬁculty for staff/parent
County Manager (or CEO in this context), the 2001 Act. Section 15 states that (s)he representatives is that while they represent
while reserved functions may only be must perform the executive functions and report back to their ‘constituencies’,
performed by the elected members. and manage VEC business on a daily basis they are part of the decision making body
as well as implementing the service plan. and must abide by the principle of collective
Broadly, reserved functions deal with policy All stafﬁng functions (e.g. appointments, responsibility. In practice, whenever a
making or ﬁnancial matters. These are promotions) are the CEO’s responsibility, divisive issue is dealt with by the VEC,
speciﬁed in the Vocational Education except, of course, the appointment of the members quite properly will voice their
(Amendment) Act 2001, e.g. adoption of a CEO him/herself. As a VEC employee, opinions and even disagree heatedly.
Service Plan and Annual Report, establishing (s)he must follow the committee’s policies However, when a vote is taken or the
and dissolving Sub-committees, purchasing and inform and be accountable to the VEC proposal becomes a VEC decision, the
or leasing land, scholarships, borrowing, etc. while retaining “day to day autonomy and a member must support it as the collective
A key provision, section 12.1 states statutory guarantee against interference from decision. If a representative cannot do so
“ Every function of a VEC that is not a the committee” (Mahon). in conscience then resignation is the only
6 TUI NEWS
honourable course. With the “separation” After lunch, Dr Barney O’ Reilly, CEO
of executive and reserved functions, though, of Kerry Education Service, delivered a
such a situation is less likely to arise. very informative presentation on “VEC
Management and Administration: Corporate
Conﬁdentiality Issues Governance for VECs”. He traced recent
legislation and Circular Letter 11/05, leading
As mentioned above, principles of to improvement and modernisation of
accountability and transparency can conﬂict public service management. Emphasising the
with those of proper conﬁdentiality and division of reserved and executive functions
collective responsibility. Rather than the as a key structure, he highlighted and detailed
extremes of absolute secrecy or complete ﬁve key verbs (or functions) from the 2001
disclosure, a balanced position is preferable Act. VECs must PLAN, CO-ORDINATE,
and possible, whereby elected members can REVIEW, ASSESS and CONSULT. They
report back judiciously and sensitively to their are accountable to various organs of State
constituencies. VECs are not BOMs which (the Minister, Department of Education
conduct their meetings in private. and Science, the Comptroller and Auditor
General, the Oireachtas through the Public
The questions and debate continued over tea Accounts Committee), to parents, to
break. Afterwards, three TUI colleagues staff and to the community. For example,
(Ms Mary Farrell, Longford, Mr Nicholas planning requires a ﬁve-year Education Plan
Ryan, Sligo, and Mr Denis Magner, Offaly) (e.g. 2006-10), setting out priorities and
reported their experience of and advice objectives and the measures to achieve them.
on VEC membership. Essentially, staff An Annual Service Plan details these further.
representatives need to attend branch and The Annual Report gives an account of its
VEC meetings and familiarise themselves stewardship for that year.
with new legislation, circular letters and TUI
policies. Avoiding ‘party politics’, one can Each VEC member has received an
thus consult, inform, lobby and network ‘Information Pack and Handbook’ detailing
with other VEC members and staff, arguing the legislation, codes of Best Practice and
from enlightened ‘best practice’ rather than of Ethics for all aspects of VEC governance,
union policy alone. Principles of partnership, and providing templates and draft policies.
transparency and accountability underpin From the 1998 and 2001 Acts, Dr O’Reilly
recent legislation, and so must inform highlighted four areas needing thought and
all VEC policy and practice. There followed attention. Firstly, as the body corporate, the
detailed questions and discussion of VEC is legally responsible for the actions of its
problems emerging. schools, BOMs and staff, so it must (a) advise,
TUI NEWS 7
are responsible for risk management e.g. process). Better resourcing of both the IVEA
Health and Safety measures etc. Fourthly, and an IVEA/TUI forum at a national level
VECs act as an appeal forum. would be necessary, as would appeal/review
mechanisms for employment cases.
Finally, Dr O’Reilly identiﬁed areas of
VEC-TUI concern. As the VEC is responsible Delegates then participated in one of three
for policy and procedures, its executive workshops on Pro-active Representation,
structures (CEO-BOM-Principal-Staff) should Review of TUI guidelines for staff
implement these, following the principle of representatives or Liaison with the local
subsidiarity i.e. individual cases are dealt with Branch and Head Ofﬁce.
at the most suitable, local level. (The sole
exception to this is a decision to suspend After feedback and discussion, Mr Tim O’
an employee, which must come before the Meara, vice-president TUI, concluded the
VEC). Secondly, he advocated local interface seminar, thanking all involved, especially
between individual VECs and TUI branches, Mr Declan Glynn for his organisation and
DELEGATES AT VEC STAFF REP TRAINING DAY
and national dialogue between IVEA and co-ordination of the day. All members
TUI to agree procedures and protocols. owe a debt of gratitude to their VEC staff
assist and support these and (b) review these, Individual VECs vary greatly, as decentralised representatives for their service in the
conﬁrming or repealing decisions. Secondly, education providers. Dr O’Reilly pointed challenging times ahead.
VECs are legally responsible for their policies out the value of such local experience in the
and consequently must follow (a) and (b) National Partnership Forum (the consultation John McDonagh, Staff Rep,
above (i.e. the ﬁve key verbs). Thirdly, VECs vehicle for the Civil Service modernisation Kildare VEC
Dissemination of Inspection Reports
The Minister for Education and Science, provide the reader with valuable information
Mary Hanaﬁn, has invited the Union to on the educational opportunities provided by
meet with the Department’s Inspectorate the school.The comments that they contain
to discuss how wider availability of School are fully sensitive to the context in which the
Inspection Reports can best be effected. school operates in a way which is not possible
In issuing the invitation, the Minister has with league tables.
reiterated her opposition to League Tables,
stating that: Inspection acknowledges the importance
of involving the whole school community
“such tables, based on examination or test in evaluating the school and naturally, an
results, provide an unbalanced and grossly inspection report is of interest to the school’s
limited indication of a school’s performance management, its teachers and parents.
and that in the longer term, these tables WSE reports in general also contain valuable
can damage the overall quality of the information that will be of interest to schools
school system.” who may wish to learn from the experience of
others and to parents who need accurate and
Continuing, she advises that: balanced information when selecting
“In contrast to school league tables, I believe
that school inspection reports from WSE, The Union will be attending the meeting,
Subject Inspections and other evaluations which is scheduled for Wednesday, 14th
can provide balanced and well-informed September, with a view to hearing the views
information on schools.When read in their of the Inspectorate and assessing the position
entirety, school inspection reports can in the light of the views expressed. MINISTER MARY HANAFIN
8 TUI NEWS
The Fees Debate
It seems that a summer cannot a different issue and a different debate as ‘Companies in the technology and e-
pass without somebody raising to whether fees should be restored. The learning sectors stand to beneﬁt in the
the issue of the re-introduction restoration of fees will either not at all or context of the more technologically literate
of fees for third level. This summer minimally affect two groups: those who learning community that higher education
has been no exception and during fall within the income levels of the third is creating in Ireland. It is not unreasonable
the ‘silly season’ the issue was level grant will not be affected by the re- therefore that they should be asked to
raised yet again and the ensuing introduction of fees as by deﬁnition they contribute some of the funding and
debate occupied newspaper space would not be paying fees in any event. facilities that would establish a national
and airtime. e-learning community’.
Minimally, if affected at all, are the wealthy
The main view being put forward by those for whom the payment of fees is but a minor The Union would welcome a debate not
supporting the reintroduction of fees is inconvenience as their overall wealth and on the limited agenda of re-introduction of
that the third level institutes in Ireland income is with regard to the level of fees a fees; whether or not third level education is
are under-funded. Such a view is being mere trivia. Those likely to be affected by the adequately funded and who pays for such
presented in a manner that it appears that reintroduction of fees are the large group third level education. But on the overall
opponents of the reintroduction of fees of the population who lie within those two issue of the adequate funding of a mass or
are somehow of the view that there is no extremes; those for whom the payment of universal system of higher education being
such under-funding. The TUI position is fees represents a very signiﬁcant expenditure developed in this country, beneﬁciaries of
very clear in this regard: there is no doubt and more so where more than one member this education system, the extension of the
in TUI that the funding for third level and of the family has to be supported in third taxation provision across the board not of
in particular in Institutes of Technology is level education. personal tax rates direct or indirect for the
seriously deﬁcient, and a very signiﬁcant majority but a fair an equitable taxation
increase in funding is required. The Union Prior to the introduction of fees, such system at both individual and corporate
agrees with of the rationale put forward in people had through long-term savings, made level. Such a discussion is worthwhile.
respect of third level education – increased provision for keeping their offspring students
funding is required to improve the stock in third level education. The reintroduction Meanwhile, the TUI applauds the
of the third level sector and to allow it to of fees in any short timescale will make continuing stance of the Minister of
be in the top ﬂight worldwide. However, such participation in third level prohibitively Education and of the present Government
TUI does not agree that the source of such expensive and will reinforce social divisions in its reiteration of the fact that the
funding should be the students. between those who can attend third level re-introduction of third level fees continue
education and those who cannot, which to be ‘off the agenda’. Agreement
The union view is founded on a view of in turn will reinforce social divisions within between teacher unions and ministers
society, a society which believes there are society. of education may be relatively infrequent,
basic fundamentals provided by the state however on this occasion the agreement
out of taxation. There is no issue that a It is the Union’s view that the increased is strong.
good health service, social welfare service, funding for third level, be it Institutes of
and education system is part of this social Technology or university, is something
structure which should be provided from which falls to the central exchequer and
taxation. The issue which appears to arise subsequently to the taxpayer. As part of its
is whether or not third level education is submission to the OECD Report on Third
part of this fundamental requirement or Level Education, the union has put forward
whether third level education is a luxury the view that some of this additional funding
accessible to those who can afford it. might be levied on some of the corporate
Whatever the rights or wrongs of the beneﬁciaries of a mass system of higher
decision to remove fees from third level, education, as is being developed in Ireland.
a decision the union supports, it is now To quote from the submission to the OECD:
10 TUI NEWS
Agreement on Cork School
of Music Contract
TUI welcomes the agreement of the
contract for the new Cork School of Music
(CSM) Public Private Partnership project.
Much of the credit here must go to the
staff of the school who have continually
lobbied the Department of Education
and Science during the various delays in
formulating the school’s future.
The school will be built on the existing
School of Music site on Union Quay
and will be a signiﬁcant and welcome
contribution to the overall regeneration
of the City Centre and the docklands
CORK SCHOOL OF MUSIC
area of Cork City. Facilities will include
specialised tuition rooms, lecture rooms,
rehearsal halls, a recording studio, drama Higher Diploma The Diploma course is delivered through
suite and library. in Professional Education Studies a combination of regionally-based outreach
(School Planning) sessions (between October and May) and
Work on the project will commence central summer school sessions. Most
immediately and under the terms of the The Higher Diploma in Professional outreach sessions take place at weekends
contract the new CSM will be completed Education Studies (School Planning) (Friday evening/Saturday), though
and available by September 2007. provides accreditation for a one-year there may be one or two single evening
training programme conducted by SDPI. sessions. The course culminates with a
It was initiated in 2002 as a partnership week-long summer school in late June.
Labour Court Hears project by the School Development The regional centres for the outreach
Incremental Credit Issue in Planning Initiative and NUI Galway, sessions in 2005/06 will be ﬁnalised in
Institutes of Technology with the support of the Department of accordance with the geographical pattern
Education and Science. The three-year of applications. A regional centre can be
The longstanding claim for the application initial pilot phase has just concluded. established only where there are sufﬁcient
of the recently agreed incremental credit We are happy to announce that approval applicants from the area to make it viable
structure to those appointed since the has been granted for a second phase. and where personnel are available to
PCW was heard by the labour court. deliver the course. During the pilot
A strong submission was made by the The Department of Education and phase, there were regional centres in
Union for the application of the agreement Science will continue to meet the tuition Dublin, Cork, Galway and the Midlands.
to those members of the Union appointed fee for the School Planning Diploma, Other venues may be considered if
since the introduction of the PCW. The thus providing the equivalent of a numbers warrant.
new agreement is being implemented now four-ﬁgure subsidy to each participant.
in respect of all new appointments – a In 2005/06, participants in the Diploma Detailed Information on the Diploma
Circular Letter to this effect was issued in course are required to pay only the NUI, course is available, together with an
March 2005, the Circular Letter reference Galway registration fee of €650, which Application and Registration Form from
is IT01/05 which has been circulated both entitles students to full access to library and from the SDPI website www.sdpi.ie.
to all Institutes and to all Branches and is student services, and covers examination The closing date for registration is 23rd
to be found on the TUI website: www.tui.ie and certiﬁcation fees. September 2005.
TUI NEWS 11
Discipline Interim Report
‘Lacks Cutting Edge’
MINISTER OF EDUCATION & SCIENCE, MARY HANAFIN AND DR MAEVE MARTIN NATIONAL UNIVERSITY OF IRELAND, MAYNOOTH AT LAUNCH OF INTERIM REPORT
Interim Report of Discipline Task TUI warmly welcomes the report’s We are discouraged that the Task Force, at
Force ‘Lacks Cutting Edge’ recognition that the problem of pupil least as yet, has not suggested reducing class
disruption “may be more manifest in some sizes in a targeted way.”
The interim report of the Task Force on schools than in others”. TUI asserts again that
Student Behaviour to the Minister for all schools are not the same. Schools, which TUI notes that the right to learn of the
Education and Science, Ms. Mary Hanaﬁn, - by virtue of their open enrolment policies majority of willing pupils is espoused in the
T.D., was published at the beginning of July. and location in areas of socio-economic report. However, the Task Force has shied
While welcoming the publication of the deprivation - have a disproportionately large away from anything speciﬁc to support the
report, TUI Assistant General Secretary intake of pupils who exhibit challenging majority of willing learners. Why doesn’t the
Declan Glynn highlights a number of behaviour, should be resourced to meet Task Force consider legislative change, we
concerns the union has with the ﬁndings the needs of their entire cohort of students. wonder? Why would the Task Force, as it
to date. The provision of a signiﬁcantly preferential appears to have done, limit the scope of its
teacher to pupil ratio and additional specialist own work? The terms of reference of the
“Whilst recognising that this is an interim personnel is essential to this end. We applaud Task Force allow for legislative change, and
report, TUI considers that the Task Force the Task Force for noting the desire to TUI believes that, as in Canada and Spain
has been excessively cautious: in our view ensure that “responsibility for catering for for example, clear codifying in law of pupils’
its caution is at the risk of a serious loss of disruptive students be shared as equitably responsibilities in their own learning would be
momentum and impetus for change. as possible across the spectrum of schools welcome. TUI fears that on the evidence of
TUI is disappointed that the report does in a given locality”, and we look forward the report the balance of rights is still tipped
not identify solutions. We do not think to a pragmatic recommendation to give in favour of the disruptive pupil.
it unreasonable that pragmatic solutions effect to this. TUI will continue to insist that
should have been offered at this stage, the recognition that some schools carry TUI notes that the Task Force is dubious
given the strong “solution-oriented” focus a disproportionate burden is addressed about the merits of Pupil Referral Units.
of its work.” through tangible and practical interventions. We have not advocated the establishment
12 TUI NEWS
of such units. TUI draws the distinction of concern”. These areas, set out below, will repeating however that it is unfair and
between (external) Pupil Referral Units and inform the Task Force’s recommendations. facile to return to schools and to individual
(school-based) Learning Support Centres or teachers responsibility for pupil disruption.
Guidance Units, which we have consistently 1 Section 29 – “recommendations aimed Schools are not the problem. Teachers
advocated. It is absolutely essential that a at improving this very time consuming, are not the problem. The problem derives
properly resourced withdrawal process stressful and expensive process” from the needs of pupils, and its solution
is established in schools to allow for the 2 Engaging parents – will make relevant lies in the interventions we provide for
immediate withdrawal of signiﬁcantly recommendations “to improve the them. The teacher does not need ﬁxing,
disruptive pupils. home/school relationship” and, in a situation in which the high quality
3 Teacher education – “speciﬁc themes for of our schools and teachers is constantly
At this point schools badly need to know continuous professional development” extolled, citing the performance of teachers
what measures they can take to address and “teacher preparation” as a signiﬁcant causal factor of their
disruption that are fair but also enforceable; 4 Diverse cohort – resource implications pupils’ disruption is at best an unwelcome
that protect the interests of the majority of - “recommendations aimed at distraction. This is particularly so when
willing learners, but also the right of teachers streamlining”. one considers that the last Department
to teach in a safe and orderly environment; 5 Empowerment of students – “making of Education and Science Circular Letter
and that also address the education and them part of the solution” offering guidance to schools on formulating
socialisation needs of the pupils causing the 6 Quality of leadership and professional codes of behaviour issued in 1991 and the
disruption. We believe that a minority of competence – the Task Force sees type of “continuous high-quality professional
students exercises a disruptive inﬂuence out that it has a role to play in examining development for staff” which the Task Force
of all proportion to its size but many schools the “negative consequences of has called for has never been provided.
feel unable to deal with the problem under under-performing teachers and
current structures. For such continually ineffective leadership” and will make TUI will welcome practical, well-grounded
disruptive pupils, for whom early intervention recommendations in this regard. recommendations in most of these areas
measures (where available) have not had 7 A whole school approach – however, and we wish to work with the Task
led to improved behaviour, a specialist “recommendations aimed at integrated Force to that end. We note that the Task
in-school support unit with the provision of thinking and coherent policy” Force has acknowledged the lack of impact
expert staff to assist their re-introduction 8 Time to function effectively of the two previous reports on behaviour
into mainstream classes is required. The – “recommendations to streamline in second level schools (1982 and 1997)
Task Force seems to have had a strong focus the functioning of key personnel with and the failure to implement many of the
on policies and practices at school level, but designated pastoral care roles” recommendations of those reports, and we
appears to have paid scant attention to such 9 Transition from primary to post-primary take its acknowledgement as a signal of intent
structural change. The report states that – “schools that prepare carefully are less that the same fate should not befall its work.
“reﬂections on current practice … some troubled”: models of good practice will We will make further representations to
effective new measures, combined with some be identiﬁed the Task Force over the course of the next
modiﬁed ways of working could produce 10 Rights and responsibilities – the Task number of months and will set out again in a
positive outcomes”. One would hope that Force will consider teachers’ rights to forthcoming edition of TUI News our policy
this does not represent the sum of the Task teach and make recommendations that position and demands of this process. We will
Force’s plans. TUI’s research points to the “will align the rights and responsibilities conduct an audit of members’ experiences
need for (1) a properly resourced and staffed of all in the school community” in dealing with disruptive behaviour having
withdrawal process (2) specialist in-school 11 Interagency working – the Task Force regard, in particular, to the amount of time
support units, (3) short-term ‘off-site’ or will explore “cross-sectoral work” to spent on addressing disruptive behaviour.
home tuition for continually disruptive pupils support vulnerable students When the audit form gets to you, please ﬁll
and (4) a range of permanent alternative 12 Provision for seriously disruptive it in and return it to us. It is in everybody’s
provision for disruptive pupils with very students – “how to make provision for interests that you would do so.
exacerbated needs. both categories”. The Task Force will
visit centres of alternative provision
The report identiﬁes 12 areas which are It is not possible to deal with each of these
“taken as representative of the central issues areas in turn in this brief overview. It bears
TUI NEWS 13
Education, the Vital Link
- Attention Deﬁcit Hyperactivity
Conference for parents, teachers and
childcare professionals at Moran’s Red Cow
Hotel, Naas Road, Dublin 12 on Saturday
12th November 2005
HADD Family Support Group, a voluntary
organisation supporting parents and
educating professionals, this year celebrates
its 25th anniversary by launching an TUI DELEGATES PICTURED AT ICTU BIENNIAL CONFERENCE, BELFAST. L-R ASSISTANT GENERAL SECRETARY
ANNETTE DOLAN, VICE PRESIDENT TIM O’ MEARA, EXECUTIVE MEMBER PAT MCQUAILE, PRESIDENT PADDY HEALY,
Education Strategy Resource Book for
EXECUTIVE MEMBERS TOM DOOLEY AND JACQUELINE SHEIL, DEPUTY GENERAL SECRETARY PETER MACMENAMIN
teachers on ADHD, and by hosting this
conference with the theme, Education, • Wyn McCormack, Guidance counsellor,
the Vital Link. For Booking Form and
resource teacher and author of Lost for Conference Information
Words, dyslexia at second level schools.
In Dublin on Saturday, 12th November Please contact the organiser, Clara Clark,
2005, you will have the opportunity to hear • Dr Amanda Kirby, founder of the Clara Clark Event Management Ltd,
key experts on how education can help those Dyscovery Centre in Cardiff, which is 17 Pine Lawn, Newtownpark Avenue,
affected with ADHD, how specialist support recognised internationally for its work on Blackrock, Co. Dublin E: firstname.lastname@example.org,
can help to develop their full potential, Dyspraxia and related speciﬁc learning Tel: 01- 289 8533, Fax: 01- 289 8817
as well as inform teachers and childcare difﬁculties.
professionals. Speakers will include: • Sharon Weiss. M. Ed. A behavioural To talk to HADD Family Support
consultant in USA. She is co-author of Group, contact Carmichael Centre for
• Fintan J. O’Regan, MA BSc. Behaviour From Chaos to Calm: Effective parenting of Voluntary Groups, Carmichael House,
Management Consultant, author of How to challenging children with ADHD and other North Brunswick Street, Dublin 7.
teach and manage children with ADHD. behavioural problems. Tel: 01- 847 8349
2005 Eating Distress Conference Fees Before After
1 Oct 2005 1 Oct 2005
Anorexia and Over-eating: • Dr. Michael Corry, Consultant Psychiatrist IAEDP €80.00 €100.00
Two Sides of the Same Coin. with the Institute of Healing, Dun Laoighre Member
The Role of Family and Professionals • Bodywhys – The Eating Disorders IAEDP €90.00 €100.00
in the Treatment of Eating Distress Non-Member
Crowne Plaza, Santry,
Dublin on Friday October 21st • Dr. Louise Braben, Consultant Psychiatrist * International Academy of Eating Distress Practitioners
with Newmarket House, Norwich * Registration limited to 200!
Guest Speakers and Workshop Delegates • Penelope Bailey, Director and Founder
of Newmarket House, Norwich If you have any questions or would like
• Dr. Hana Papezová, MD., PhD, Prof. to attend, please phone or e-mail:
• Thomas Glowatzki, Father
Assoc. Psychiatrist, Head of Eating
Disorders Unit • Dr. Tarek Zourob, GP & Eating Distress The Marino Therapy Center
Specialist Tel: 01 8333126
• MU Dr. Antonín Paøízek, CSc.,
Department of Obstetrics and • Marie Sosková-Campion, Nutritionist, E-mail: email@example.com
Gynecology, Charles University and Founder of The Marino Therapy Centre, Visit our website at
General Faculty Hospital, Prague Author www.marinotherapycentre.com
14 TUI NEWS
second level teaching
You are most welcome to the Qualiﬁcations – Second Level Sector
Qualiﬁcations – Second Level Sector
teaching profession and to our • To be qualiﬁed as a second level teacher in the vocational sector
public sector schools and centres. you must hold a recognised degree (or equivalent) in at least one
of the subjects on the Leaving Certiﬁcate programme.
We wish you the very best in what A document known as Memo V7 details the speciﬁc
requirements. Currently, a Higher Diploma in Education is
we are sure will be a long, eventful not a requirement for recognition as a qualiﬁed teacher in the
and fulﬁlling career. • In Community and Comprehensive Schools you require either
an appropriate degree (or equivalent) and the Higher Diploma
Always bear in mind that the work you do is of fundamental
in Education (or equivalent) or an appropriate degree that
importance to society. In an increasingly complex world you will
includes a training in teaching qualiﬁcation to be recognised
provide the instruction, guidance and - more often than some
as fully qualiﬁed and eligible for appointment as a permanent
bilious commentators would have you believe - the inspiration that
will sustain young people as they proceed into adulthood.
• Generally speaking, subjects taken in ﬁnal year degree
As you begin your career, the TUI would like to offer some examinations may be taught to Leaving Certiﬁcate level while
practical advice based on the experience of our members over those taken in earlier years of the degree course may be taught
several years. to Junior Certiﬁcate level.
Employer Qualiﬁcations – Further Education Sector
• All teaching positions with public sector employers, other than • To be fully qualiﬁed for a teaching position in the Further
casual short-notice positions, are ﬁlled following advertisement Education/Post-Leaving Certiﬁcate area, in Youthreach Centres,
in the national press and competitive interview. Traveller Training Centres or in the Prison Service, you must
• Your employer is either the Vocational Education Committee hold a qualiﬁcation that satisﬁes either the terms of Memo V7
or, in the case of teachers in Community and Comprehensive or the terms of Department of Education and Science Circular
schools, the Board of Management. Letter 32/92.
• In the case of a VEC, appointment is to the “scheme” (normally • Both Memo V7 and CL32/92 can be downloaded from the
deﬁned by county) which means that one may be assigned to any TUI website.
Vocational School or Community College within the scheme and
may, in subsequent years and subject to protocols agreed with
the union, be transferred within the scheme. Contracts / Written Statements
• Community and Comprehensive schools are stand-alone • All part time teachers have contracts whether written or not.
employers. The Industrial Relations Act, 1990, speciﬁes that contracts of
employment may be “expressed or implied, oral or in writing.”
Qualiﬁcations – General
• The Terms of Employment (Information) Act, 1994, stipulates
• You need absolute clarity about your qualiﬁcations. What are that employees who have been employed for more than one
you qualiﬁed to teach? Are you recognised by your employer month and who are normally expected to work at least 8 hours
and/or the Department of Education and Science as a fully per week are entitled to a written statement regarding their
qualiﬁed teacher who is eligible for appointment to a permanent employment contract or relationship.
wholetime teaching position in your subject/specialism?
• Employers are required to provide employees with a written
statement of particulars of the employee’s terms of employment
within 2 months of the date of commencement of employment.
16 TUI NEWS
welcome to second level teaching
A written statement should contain: Contracts and Salary – Permanent Wholetime Teachers
• the name of both you and your employer • By deﬁnition, a permanent wholetime teacher is deemed to be
• the address of your employer
• In your ﬁrst year of service as a permanent wholetime teacher
• the place of work you will be placed on the third incremental point of the Common
• the job title or a description of the nature of the work Basic Scale if you hold the Higher Diploma in Education (or
• the date of commencement of employment an alternative, recognised training in teaching qualiﬁcation)
and on the second incremental point if you don’t. Your salary
• the nature of the contract comprises the appropriate point of the CBS plus the qualiﬁcations
• the rate of pay, method of calculation and frequency of payment allowances to which you are entitled. Two qualiﬁcations
• the hours of work allowances can be held – typically, for a primary degree and the
Higher Diploma in Education.
• the entitlements to paid leave
• the period of notice required Contracts and Salary – Part-time Teachers
• reference to any collective agreement affecting the terms Pro-rata Contracted
of the contract
• details of relevant disciplinary procedures • If you are a fully qualiﬁed part-time teacher (i.e. with fewer than
22 teaching hours per week) and have been engaged to teach for
a speciﬁed number of hours per week over the course of the full
• Any change in the contract must be notiﬁed to you within one school year (with a start date not later than 1st November) you
month of the change having taken place. are entitled to a pro-rata contract.
• Disputes regarding any aspect of a contract of employment can • This is a written, ﬁxed-term, contract of employment and must
be dealt with directly with your employer with the assistance of be signed.
TUI, where required. • The standard contract is appended to Circular Letters PPT
19/03 (Community and Comprehensive schools) and PPT
• Your employer must provide with every wage packet a written 20/03 (VECs) which can be downloaded from the TUI website.
statement of gross wages and the nature and amount of any • To be entitled to a pro-rata contract you must have been
deduction made from that gross amount. appointed following a formal selection process. This process
involves advertisement of the position in the national press and
competitive interview by a properly constituted interview board.
• If your appointment was not subject to a formal selection
process you are not entitled to a pro-rata contract.
• If you otherwise satisfy the conditions for award of a pro-rata
contract (i.e. if you are qualiﬁed and have speciﬁed hours over
the course of the school year) but have not been appointed
following a formal selection process, you should contact your
TUI School Representative and, assisted by her/him, ask your
employer to advertise the position and make an appointment
following a formal selection process. There is the risk in this that
you might not be appointed but the cost to you of not pursuing
the matter is considerable.
• If, before 1st November, additional teaching hours are added
to your weekly timetable – as sometimes happens after the
commencement of the school year when a school’s timetable
eventually “settles” - your contract is augmented to take account
of those hours.
TUI NEWS 17
welcome to second level teaching
• Any further hours – undertaken on an occasional basis - that • The current ﬁxed hourly rate of payment for these hours is
are worked by a pro-rata contracted teacher during the school €43.19.
year will be paid at an hourly rate calculated by dividing the sum • If, as such a teacher, you work for more than 150 hours in the
of your point on the CBS and your qualiﬁcations allowances by school year each additional hour in excess of 150 will be paid at
735 (i.e. the number of teaching hours in the school year of a an hourly rate calculated by dividing the sum of your point on the
permanent wholetime teacher). CBS and your qualiﬁcations allowances by 735 (i.e. the number
• Having a pro-rata contract means that you are entitled to a of teaching hours in the school year).
salary for the full school year. For this purpose the school year • This type of contract applies in cases in which the work arises
runs from the date of commencement of your contract to 31st only on an intermittent basis and where the employer may
August, inclusive. The commencement date must fall within the reasonably expect that the hours worked will not exceed 150 in
period from 1st September to 31st October, inclusive. the course of the school year.
• Your salary for the school year is based on your hours as a
proportion of the wholetime hours (22). To calculate your
salary, you apply that proportion to the sum of your point of the Permanency
CBS and your qualiﬁcations allowances.
• It is a policy of the TUI to seek permanent wholetime teaching
Example: Annual Salary of (a) a Permanent Wholetime Teacher contacts for the greatest possible proportion of the teaching
and (b) a Pro-rata Contracted Teacher, in their ﬁrst year of service force. Currently, VECs and Community and Comprehensive
Status Wholetime Pro-rata Schools are entitled to appoint up to 95% of their teaching
Hours 22 15
allocation on a permanent wholetime basis. The 5% leeway
means, in practice, that every year vacancies arise for part-time
CBS-3rd Point €30,399 -
positions. Customarily, a signiﬁcant number of new entrants to
Degree (Hons) €4508 -
the profession will ﬁrst secure these positions, as opposed to
H.Dip (Pass) €541 - permanent posts. The legitimate expectation of such teachers,
(a) Annual Salary €35,448 (€35,448 x15) ÷ 22 however, is that temporary and/or part-time experience will
(b) Annual Salary - €24,169 signiﬁcantly improve their chances of subsequent permanent
• Full salary details - inclusive of the increase payable from 1st July
2005 under the terms of the national agreement, Sustaining
Contracts of Indeﬁnite Duration
Progress - are available on the TUI website: http://www.tui.ie
• A Pro-rata contract is a ﬁxed-term contract.
Contracts and Salary – Non-casual
• The Protection of Employees (Fixed-term Work) Act 2003
Part-time Teaching Contract offers certain protections to employees who have completed
• A fully qualiﬁed part-time teacher who is employed to teach successive ﬁxed-term contracts.
for a period in excess of 150 hours during the school year but • Arising from this Act, negotiations are continuing with the
for less than the course of a full school year is classiﬁed as a Department of Education and Science which will result in the
“non-casual part-time teacher” and is entitled to a non-casual award of Contracts of Indeﬁnite Duration to part-time teachers
part-time teaching contract. who have been in successive ﬁxed-term contracts with the same
• As such a teacher, you will be paid at an hourly rate calculated by employer, who satisfy particular conditions and whose teaching
dividing the sum of your point on the CBS and your qualiﬁcations service will be required on an ongoing basis. It is open to an
allowances by 735 (i.e. the number of teaching hours in the employer to award a Contract of Indeﬁnite Duration (CID) to
school year). a part-time teacher in the teacher’s ﬁrst year of service with the
employer and a CID must be awarded in the ﬁfth consecutive
• If you are employed to replace a teacher on maternity leave or year of service unless there are objective grounds to prevent this.
extended sick leave you may fall within this category.
• Sections 8 and 9 of the Act provide as follows:
Contracts and Salary – Casual 8 (1): Where an employee is employed on a ﬁxed-term contract
the ﬁxed-term employee shall be informed in writing
Part-time Teaching Contract
as soon as practicable by the employer of the objective
• A fully qualiﬁed teacher who is not employed on a Pro-rata condition determining the contract whether it is –
Contract or on a Non-casual Teaching Contract is regarded as a) arriving at a speciﬁc date,
working on a casual basis for the ﬁrst 150 hours worked in the
school year. b) completing a speciﬁc task, or
c) the occurrence of a speciﬁc event.
18 TUI NEWS
welcome to second level teaching
8 (2): Where an employer proposes to renew a ﬁxed-term
contract, the ﬁxed-term employee shall be informed in
writing by the employer of the objective grounds justifying
the renewal of the ﬁxed-term contract and the failure to
offer a contract of indeﬁnite duration, at the latest by the
date of the renewal.
9 (1): Subject to subsection (4), where on or after the passing
of this Act a ﬁxed-term employee completes or has
completed his or her third year of continuous employment
with his or her employer or associated employer, his or
her ﬁxed-term contract may be renewed by that employer
on only one occasion and any such renewal shall be for a
ﬁxed term of no longer than one year.
9 (2): Subject to subsection (4), where after the passing of
this Act a ﬁxed-term employee is employed by his or
her employer or associated employer on two or more
continuous ﬁxed-term contracts and the date of the ﬁrst
such contract is subsequent to the date on which this Act
is passed, the aggregate duration of such contracts shall
not exceed 4 years.
• Under legislation (and because it makes sense) every school is
9 (3): Where any term of a ﬁxed-term contract purports to required to have a code of behaviour. Be conversant with it and
contravene subsection (1) or (2) that term shall have no apply the procedures it sets out consistently and fairly.
effect and the contract concerned shall be deemed to be a
contract of indeﬁnite duration.
9 (4): Subsections (1) to (3) shall not apply to the renewal of a
contract of employment for a ﬁxed term where there are
objective grounds justifying such a renewal. • Ensure that you are in command of your subject and well
prepared and you can legitimately insist upon the highest
standard from each student that s/he is capable of reaching. It is
Your School and You central to our educational philosophy in TUI that every student,
irrespective of background, has an entitlement to a high quality,
publicly funded education. As individual teachers we should be
Collegiality guided by this public service ethos.
• Be aware of public policy as expressed in legislation, particularly
• Make sure that you maintain close contact with your teaching education legislation.
colleagues. Teaching can be very isolating and you can quickly,
and mistakenly, conclude either that your style and methods. • Be accountable. The TUI supports the principle of appropriate
are entirely right or entirely wrong. Don’t confuse appropriate public accountability of schools through elected public
professional autonomy with raising the drawbridge. Remain representatives and agencies such as the inspectorate of the
open to professional discourse. The quality of your teaching will Department of Education and Science.
be signiﬁcantly enriched if you continue to be a learner. • Make sure that you respect the rights and personal integrity
• Involve yourself fully in the life of the school community. of your students. The idea of being “ﬁrm but fair” may have
Contribute to school planning and decision-making processes become clichéd but it still has considerable merit. It is especially
and to co-curricular activities. Your reward will be a greater important to maintain a critical professional distance from
sense of belonging to a vibrant learning community. your students.
• Maintain clear, objective records. These may relate to student
progress and conduct, other aspects of classroom management,
School Structures and Procedures contacts with parents, issues relating to your employment,
formal discussions with school management and other
• There are particular members of the teaching staff with whom relevant matters.
you will have regular contact. These include the Deputy Principal,
Year Heads, the Guidance Counsellor and the Head of the
subject department. Get to know them and don’t be shy about
seeking their advice.
TUI NEWS 19
welcome to second level teaching
Your Rights and Duties as a Teacher In Case of Difﬁculty
• You are entitled to the support of your employer in your efforts • If you encounter a difﬁculty with your employer, address it
to ensure that students receive an education of the highest at the earliest opportunity. In this as in other matters, keep
quality. In that regard, you are entitled to a healthy and safe the issue and the personality separate. Informal resolution of
workplace marked by respect for human dignity and the absence difﬁculties is desirable, provided the rights of all parties are
of bullying or intimidation. The principles of equity, equality and respected. If informal resolution is not possible, approach the
inclusivity should inform school practice. TUI school representative and process the issue through the
• Your employer, your colleagues, your students and their agreed grievance procedures for your sector. The procedures
parents/guardians are entitled to your respect, loyalty and are set out in the TUI Diary and may be downloaded from the
best professional service. The principles of equity, equality and union website.
inclusivity should also inform your practice.
Keeping Professionally Fit
• You are on probation for your ﬁrst year. If the school
management has any difﬁculty with the quality of your work,
it is obliged to bring it to your attention and offer appropriate • Finally, avoid letting the intellectual and professional grass grow
advice. If you are not advised of any difﬁculty you are entitled under your feet. Involve yourself in reﬂective practice and
to assume that there is none and that you will be probated. professional development from the outset. In this regard, you
might consider joining the relevant subject associations. You
should also avail of in-service and professional development
Your Union – Teachers Union of Ireland opportunities. These are provided by a wide variety of agencies
and institutions, including the Second Level Support Service, the
Special Education Support Service, the Education Centres and the
• Join the union and actively shape your professional environment, teacher unions. The Teaching Council, at present in its infancy,
both locally and nationally. You will quickly become au fait with is quite likely to set a premium on continuing professional
the pressing issues of the hour (and the arcane rituals of union development. The TUI is campaigning for a continuum of
activists!). Research has consistently shown that disaffection professional development that will sustain excellence throughout
with and disengagement from one’s work are most pronounced one’s teaching career. As public servants, we must be to the fore
where employees are least involved in decision-making in insisting upon and maintaining the highest quality in our public
processes. education system.
• Find out who the TUI school representative, school committee
members, Branch Ofﬁcers and Area Representative are. Go n-éirí go geal libh
Get to know them. The same applies to the union/ teacher
representatives on the VEC and/or the Board of Management.
Avail of the earliest opportunity to attend a meeting of your
local Branch of the TUI.
• Use your TUI Diary – your conditions of service and the range
of union services are more fully explained.
• There are certain conditions of service that are regarded by the
union as so important as to require the protection of directives.
These conditions relate to the maxima that apply to class contact
hours, class size (i.e. student numbers) and the number of days
in the school year. As a member of the TUI you are obliged to
abide by these directives – there is no discretion in the matter.
• The directives should be displayed on the TUI Noticeboard
in the school and can be downloaded from the TUI website.
20 TUI NEWS
Maternity Leave Explained
following maternity leave, which is a statutory
Alternatively, if she chooses to apply for
unpaid maternity leave to the end of the
school year, if such leave is sanctioned, she
will be due to return on the ﬁrst day of the
school year in 2006/07.
A teacher who wishes to apply for additional
unpaid maternity leave or non-statutory
maternity leave to the end of the school year
should in normal circumstances apply to her
VEC/Board of Management for approval at
least one month before her paid maternity
leave expires. Teachers going on maternity
leave should consult the relevant circular
letters CL 21/97, CL 22/97.
Application Period of Notice
TAOISEACH BERTIE AHERN PICTURED AT LAUNCH OF ICTU NEW RIGHTS FOR WORKING MOTHERS Intention to avail 4 weeks
GUIDELINES LAST YEAR
of maternity leave
Queries are frequently received by TUI with entitled to leave in lieu are general school Attendance at 2 weeks
regard to the calculation of maternity leave, vacation days including public and church ante-natal/post natal
particularly if it overlaps the holiday period. holidays and other school closings. Days clinics
The following is an example of such a query. on which schools are closed in exceptional Change of date of Within 2 weeks
circumstances (e.g. inclement weather commencement of of conﬁnement
“I am expecting a baby on Saturday or polling) do not count in calculating the leave due to earlier
the 15th October 2005. What is the number of days leave in lieu.
Additional 4 weeks
minimum period of leave I must
take prior to the birth of the baby In this case the teacher will have overlapped
Leave to end 4 weeks
together with the date on which vacation periods by a total of 16 days (5 days
of school year
I should return to work assuming for the October mid-term break and 11 days
Intention to return to 4 weeks
that I do not avail of unpaid for the Christmas holiday period.)
work following leave
In this example, the days in lieu clash with
A minimum period of 2 weeks must be taken the February mid-term break. In such a
• A teacher with a Post of Responsibility who
prior to the birth of the baby. Therefore situation, the days in lieu are ‘frozen’ for the
is on paid maternity leave retains her post
the maternity leave would commence on week in question and added on after the mid
of responsibility allowance
Monday 3rd October and would run for 18 term break.
consecutive weeks and conclude on Sunday,
5th February 2006, with the teacher due to Her paid maternity leave will therefore • A teacher who intends going on maternity
return on Monday 6th February. extend until Monday 6th March 2006 and leave should submit, through the
However, where maternity leave overlaps she will return to school on Tuesday 7th management authority of her school, a
school holidays a teacher will be entitled March unless she had notiﬁed her school medical certiﬁcate conﬁrming pregnancy
to leave in lieu with pay for the vacation authority at least 4 weeks before the date and stating the expected week of
days overlapped, subject to a maximum on which the maternity leave is due to end conﬁnement. This must be submitted at
of 30 school days in any school year. The that she wishes to take up to 8 consecutive least four weeks before the date on which
overlapped days for which the teacher is weeks additional unpaid leave immediately she intends to go on maternity leave.
22 TUI NEWS
• A minimum period of maternity leave • Pro rata part time teachers also receive
must be taken, beginning not later the beneﬁts outlined above. Other
than two weeks before the end of the part time teachers may be entitled to
expected week of conﬁnement maternity beneﬁt from the Department
of Social, Community and Family
• Teachers taking maternity leave should Affairs (LoCall 1890 690 690).
always conﬁrm the date of return
to school with the Department of
• Paternity leave allows fathers to take 3
Education and Science in the case of
days leave with pay. The leave may be
a Community and Comprehensive
taken at the time of the birth or up to
school and with the VEC in the case of
four weeks after the birth. A minimum
a teacher working in this sector.
period of four weeks notice is required.
• Time off may be allowed for
attendance at ante-natal. And post- • Maternity leave will be granted
natal clinics. Evidence of appointment irrespective of an employee’s sick leave
or attendance at the clinic will be record and will not reckon as
required by the school authority. sick leave.
Deportation Cases Must Be
Handled with Compassion
TUI President Paddy Healy has called for Diligent and conscientious students had manner that lacks a shred of compassion.
more sensitive handling of any future cases their studies disrupted and the harmonious We acknowledge that there are rules in
involving the deportation of students, atmosphere of the classroom was shattered place, but compassion and decency should
describing the handling of some cases by bureaucracy. Too much heed was given take precedence over bureaucracy. We
during the last school year as ‘lacking to convoluted procedures and red tape, with would hope that the relevant authorities
compassion.’ scant regard paid to humanitarian and other have learned from their mistakes of the
considerations. The work of the teachers and past and handle any future cases in a way
“At the start of any school year, it is always students of Palmerstown Community School that respects the dignity of all concerned,
useful to reﬂect on what we could improve on behalf of a Leaving Certiﬁcate student last especially when those in question are
upon in the future. With this in mind, the year reﬂects the approach which should students in our schools. There have also
manner in which some deportation orders be adopted. been cases where students who are not
were executed was a cause of Irish citizens have been refused entry to
grave concern last year. In general, It was indeed ironic that the Government had France on school trips. The Department
students should be allowed to complete organised trade missions to China last year of Foreign Affairs should put agreements
their studies. to attract more students to the country while in place with other countries to avoid such
diligent and model students were treated in a incidents.”
TUI NEWS 23
Since the passage The early meetings involved the teasing
out and identiﬁcation of the precise issues
of the Protection of and the more recent parts of the discussion ..Do not sign any
have centred around the formulation and
Employees (Fixed consideration of agreement in respect of
contract of employment
Term Work) Act,
the issues raised. At the present time, no which is offered to you
agreement has been concluded and the issues
the Union has been remain under discussion. It is hoped that unless you can verify
there will be agreement on a range of issues
engaged in both in the near future. that this contract is
national discussions Meanwhile, as agreed, any cases which are
agreed with the Union...
in the process of being referred either to
on implementation of the Rights Commissioner or which if heard
at Rights Commissioner have yet to have
the Act and in several ﬁndings issued, such cases remain on hold
obligation on behalf of the employer
to issue contracts to its employees – this
cases in taking cases to and it is the Union’s understanding that
the management will not take any action
Rights Commissioner in respect of cases which are under such There is an obligation to offer written
consideration pending the outcome of terms and conditions of employment.
where it is the view the talks. This is sometimes done by way of written
of the Union that the The union has heard of an attempt in certain
contract of employment which sets out
the terms and conditions of employment,
Act has not been fairly employment situations for documents
purporting to be contracts of indeﬁnite
however it is not necessarily done in
this way and the Union oppose the
applied. duration being provided to members of implication that employers are offering
TUI. The TUI position is very clear: pending contracts purportedly under a legislative
This has led to a large number of cases national agreement, there is no such thing provision requiring them to do so in the full
being taken with employers in different as an agreed contract of indeﬁnite duration knowledge that this is not the case.
parts of the country, and in the view of in respect of any member of TUI. It follows
the Union, is not the most desirable way therefore that no member of TUI should Advice
of resolving these issues. It had therefore sign any contract purporting to be a contract
been agreed by the Executive Committee of indeﬁnite duration until such contract is Do not sign any contract of employment
prior to the summertime to engage in a agreed between the union, the management which is offered to you unless you can
process, the purpose of which was to seek and the Department of Education and verify that this contract is agreed with the
a broad agreement on a range of issues Science. It has been stated that there is an Union. Agreed contracts can be found
covered by the legislation. on the TUI website: www.tui.ie and prior
...There is no such thing to signing, the text of any such contracts
Discussions started involving the three should be checked against the text on the
teacher unions, the Department of as an agreed contract website. In the event of there being no
Education and Science, the Department contract of a particular denomination on
of Finance and management groups in of indeﬁnite duration the website, then further enquiries should
respect of all sectors of education, with be made as it can safely be assumed that
the exception of the university sector
in respect of any there is no agreed contract.
which chose not to be involved in these member of TUI...
24 TUI NEWS
membership application form
Teachers Union of Ireland, 73 Orwell Road, Rathgar, Dublin 6.
t: 01 492 2588 f: 01 492 2953 e: firstname.lastname@example.org
personal details Surname First Name(s)
School/Institute (name & address/department)
Date of Birth Telephone Number
Qualifications Grade (e.g. Class III teacher, LI, etc)
whole time Is your present post your first whole time appointment? Yes No
teacher / lecturer only Is your appointment? PWT Job-share
part-time Please indicate the number of regular timetabled hours
teacher / lecturer only Are you employed directly by the School/College? Yes No
union membership Are you at present, or have you previously been a member of the TUI or any other Union?
If “Yes”, please state name of Union/Branch/Place of Employment
new members I hereby apply for membership of the Teachers’ Union of Ireland and, if accepted, agree to be bound
by the Rules of the Union no in force and as may be amended.
Note: 1. Once all sections of the application for are fully completed, please forward to: Membership Section, TUI Head Office, 73 Orwell Road, Rathgar, Dublin 6.
2. Please return a fully completed DAS form with your application form. DAS forms are available from your school/college representative, TUI Head Office or www.tui.ie
office use only New Member Existing Member
26 TUI NEWS Number Branch
deduction at source authorisation form
Teachers Union of Ireland, 73 Orwell Road, Rathgar, Dublin 6.
t: 01 492 2588 f: 01 492 2953 e: email@example.com
personal details Surname in English Surname in Irish
Surname before Marriage First Name(s)
School/Institute (name & address)
employment status PWT * Part-time Job-share
(please tick as appropriate)
*Part-time – please indicate the number of regular timetabled hours
deductions Payroll Number
TUI Subscription €€ .
TUI Credit Union €€ .
authorisation I hereby authorise
IT’s Institute of Technology
C&C Department of Education and Science
to deduct monthly from my salary, until further notice, the Union subscription appropriate to my
employment status at any time as a teacher/lecturer*, to be paid to the TUI on my behalf, together with
the amount shown in respect of the TUI Credit Union (if applicable). The amount of subscription to be
determined by Annual Congress.
*This authorises the Employer to alter my Union Subscription from Part-time to PWT/job-share as appropriate
office use only New Member Existing Member
TUI NEWS 27
Branch Treasurers Seminar TUI Conference 2005 Third World Fund
‘The Change Agenda
A seminar for Branch Treasurers in Higher Education’ The 3rd World Fund for 2005 will
will be held on have at its disposal an amount in excess
Date: of €13,000. The fund is used to aid
Wednesday, Wednesday, 21st September 2005 developmental, education and trade
21st September 2005 union projects in underdeveloped
in Ashling Hotel, Time: countries.
Parkgate Street, Dublin 8 All Day Conference
Registration 8.45am – 9.30am If you have a project which you would
from 11.30 a.m. to 3.45 p.m. Proceedings 9.30am – 4.15pm like supported with money from the
(lunch 1pm-2pm) Fund, please make a written submission
Notiﬁcation has been sent to all Branch to Hilary O’Byrne, Administrative
Treasurers on 25th August 2005. Venue: Ofﬁcer, before 1st November 2005
Davenport Hotel, Dublin 2 outlining details of the project.
(near junction of Clare St and
Merrion Sq) Last year a total of 17 projects received
a contributions from the Third World
Have we got your Union The union will convene a consultative Fund. Examples of some of the types of
Membership details correct? conference to the theme of projects contributed to were:
‘The Change Agenda in Higher
• Has your union membership Education’ on Wednesday, 21st • Building of a small library for Project
status changed? e.g. from Part-Time September 2005. Pasthali, Napal
to Permanent Whole Time, from
• Funding for a former TUI member
Permanent Whole Time to Job-Share or A panel of distinguished speakers will working in education in the Pemba
have your part-time hours increased address the challenges facing higher region of Zambia
• Have you transferred from one education lecturers and institutions in
the context of national, European and • Funding for a pre-school/playgroup in
employer to another?
international developments. Paraiba, Brazil
• Have you just returned from a Career
• “Moving Mountains” project in
Break, Leave of Absence or any
Topics to be covered will include: Nairobi.
• GATS and Globalisation
• The Transfer of the IOT Sector Each of the 17 projects received
If the answer is “yes” to any of the
to the HEA between €525 and €800. While
above questions, please ensure that you
these amounts may appear to be small
complete a new Deduction at Source • The Bologna Process from our perspective, the feedback we
(DAS) form immediately and send it to:
• TUI’s Response to the OECD get from the various projects indicates
Dara Blighe, Membership Secretary,
• Report on Higher Education that your funding of these projects
TUI, 73 Orwell Road, Rathgar, Dublin 6.
makes a signiﬁcant impact and is greatly
• National and international perspectives appreciated. There is also the added
DAS forms are available on the TUI from TUAC, NQAI and HETAC bonus that the money goes directly to
website – www.tui.ie. They are also
the projects concerned.
available from your School/College
Full details regarding bookings, the day’s
Representative, from Head Ofﬁce
full proceedings and all other details have
or in this issue of TUI News.
been sent to all TUI branches.
Please complete a new DAS form to
avoid falling into arrears. Help keep our
data base up to date – keep us informed!
28 TUI NEWS
Garland Songs at the Cork Opera House.
An extra night at the hotel will cost €51.
Please make direct booking with the hotel,
telephone 021 4508 122 stating TUI RMA
October Mini Break.
The AGM in Galway marked the end of
an era with the resignation of Donnchadh
O’Riordan as secretary of RMA, a position
he held for twelve years. Donnchadh was
given a tremendous sent off with many
commendations from RMA members
and the TUI President, Paddy Healy. The
AGM reached a new level of service with
professional assistance with registration
and a conference folder, both provided by
a new sponsor Hidden Hearing.
TIM O‘MEARA, DONNCHADH O’RIORDAIN AND PADDY HEALY I would like to welcome all new members
to RMA and to invite you to join us at
Following our very successful AGM in for a cost of €159.00 with no supplement our Autumn Break in Cork. Some of
Galway in May the Social Committee required for single rooms. our plans for the future are, to provide a
(Dora, John and George) have arranged Discount Card for members, to provide a
an eventful October Break far us in Cork As well as the usual social events the diary especially for RMA members and to
- the European City of Culture 2005. The committee have arranged visits to same organise overseas breaks even a cruise.
venue is the Gresham Mertopole Hotel, of the numerous cultural exhibitions
MacCurtain Street, Cork. Dates: Sunday associated with the City of Culture, a trip
23’ d October to Tuesday 25th inclusive to Cobh and hopefully a night of Judy Christy Conville, Secretary, RMA
A Special Thanks to Donnchadh O’Riordain
Mr. Donnchadh O’Riordain retired as meetings all over the country, giving talks
secretary of the R.M.A. of the Teachers and advise on how best to prepare
Union of Ireland on 11th May 2005, for retirement.
twelve years after he ﬁrst agreed to take
the position in the same hotel, the Ardiliun There are many people all over the
Hotel, Galway. country who beneﬁted greatly from his
hard work and great knowledge of the
Donnchadh worked with diligence and rules and regulations.
concerned himself with the problems of
the retired members and their families, and We wish Donnchadh well and many years
became an authority on allowances and of happy and peaceful retirement.
conditions. He was much sought after to
speak at retirement courses, and attended Con Kelly
PADDY BYRNE - STILL CHAIRMAN OF RMA.
SEE PRESIDENT’S CLARIFICATION ON P.3
30 TUI NEWS
Key Stats Published
A new report shows that investment in third The report shows the number of graduates
level education in Ireland is above the EU in mathematics, science and technology at 24
average but expenditure at primary and post- per 1,000 of population, which is double the
primary levels is below average. European average.
The Key Education Statistics report, which TUI education ofﬁcer John MacGabhann
looks at trends and international comparisons said there needed to be more opportunities
in education from 1993-4 to 2003-4, also for permanent employment for teachers of
shows an improvement in literacy skills. 11% science subjects. He also said the increase in
of 15-year-olds in Ireland are categorised as full-time students at Institutes of Technology
low achievers in reading literacy, compared was at least partly due to the abolition of
with 19.8%of 15-year-olds in other third-level fees and the reintroduction of fees
EU countries. could not be justiﬁed.
Young Environmentalist Awards
The ECO-UNESCO Young The awards are open to teams (5-25) of Certiﬁcate level, into Transition Year and
Environmentalist Awards honours the young people aged between12–18. At within Chemistry, Biology and Geography
actions of young people who protect, the heart of every Young Environmentalist at Leaving Certiﬁcate, Leaving Certiﬁcate
conserve and enhance our local and global Awards project is an environmental issue. Applied and Leaving Certiﬁcate Vocational
environment. The YEA is an experiential The challenge is to identify an environmental Programs.
and active environmental education issue in the school or local community and to
learning experience where young people carry out an action which will help improve The Young Environmentalist Awards are
engage in a local environmental action the environment in a visible way. The group projects for the environment and for young
project which will beneﬁt themselves and must also tell others about their project people with many beneﬁts to both. Further
their community. and the environmental issue, developing information on the awards can be obtained
citizenship skills by writing letters to local from Rachel Kavanagh at ECO UNESCO,
Each year hundreds of young people, authorities, generating an interest in their 26 Clare Street, Dublin 2, Republic of
teachers and youth leaders get involved in own school or community group or engaging Ireland. Tel. 00 353 1 662 5491 or e mail:
environmental projects. Up and down the local media. firstname.lastname@example.org.
country people carry out habitat surveys,
water testing, litter picks, waste and energy In the Republic of Ireland the Young
auditing and school or community wildlife Environmentalist Awards can be integrated
gardening, to name a few. into CSPE, geography and science at Junior
TUI NEWS 31
John Daffy (1943-2004)
It is with great sadness that the members them to better serve and help students to
of The Tipperary North Branch of TUI achieve their true potential.
mark the sudden and untimely departure
of John Daffy, who died in December John was always active in the support of
2004. John graduated from UCG with a local organizations. His work on behalf of
B.Comm. Degree in 1965, and began his St. Anne’s School Roscrea for people with
teaching career in Nenagh later becoming Special Needs will always be remembered.
the Guidance Counsellor in the school. John’s union involvement began when he sympathy to his wife Sinead, and family;
He was appointed Vice-Principal in 1975 ﬁrst started teaching. He held the positions Siobhan, Fionnuala, Sean and his mother
and progressed to his next appointment as of Branch Chair, Branch Secretary and Catherine. A good and loyal friend of
Principal of St. Joseph’s College, Newport, Branch Treasurer at various times. John Vocational Education and TUI, sadly missed,
Co. Tipperary in 1984. He returned to also served the local Branch as the TUI but always remembered.
Nenagh in 1989 where he was appointed representative on the VEC. A very able
Principal. In 1997 he was appointed Acting negotiator, he also represented area No. 5 Is le Bhrón mór a chualamar faoi bhás Sheáin
C.E.O. I Education Ofﬁcer for North on the Union Executive from 1980 to 1984. Ui Dhafaigh. Gara mór le Gaelcholaiste an
Tipperary VEC until 2000. He retired in As chairman of the Finance Sub-Committee Aonaigh o 1997 go dtí gur chuaigh se amach
August 2000. during this period he introduced the present ar phinsean sa bhliain 2000. Déanaimid
system of indexing of Union Membership comhbhrón lens chlann, a bheanceile Sinéad,
John was at all times to the fore when it Subscription. He remained up to his a inionacha Siobhan agus Fionnuala, a mhac
came to new developments and innovations retirement an active member of the Branch. Seán, a mháthair agus a chlann uilig.
in education, and his vision was `education He was one never to miss the real meeting Leabeidh imeasc na n-aingeal da anam
for living and life’. He promoted access to afterwards in our local hostelry. cneasta.
education for all in the community. He had
the ability to encourage his fellow teachers to The North Tipperary Branch of TUI wish A tribute from the North Tipperary Branch
continue to develop new skills; to empower to take this opportunity to express their of the Teachers Union of Ireland.
The past academic year was a particularly Mary was a great GAA follower and a
sad year for us in Greenhills College in stalwart supporter of her native county
Co. Dublin. October 5th next marks the Galway. Mary also took a keen interest in
ﬁrst anniversary of the death of our friend politics, books, ﬁlms and theatre and was
and colleague, Mary Kilgannon. Mary died frequently at the centre of many lively
following a long illness. Mary was a dedicated debates on these topics.
and hard-working teacher of Irish and
History and taught in Greenhills College for Mary’s quiet dignity and amazing courage
twenty ﬁve years. throughout her illness touched us deeply and
has been an inspiration to us all.
Mary had many ﬁne and admirable qualities.
To us, her colleagues and friends, she was Mary was laid to rest on Friday 8th of
loyal, kind and generous. She was sincere and October 2004 in her native village of Caltra, Beidh cuimhne bhuan orainn go leir
true to herself - whether at staff meetings or Co Galway. On that day the college was uirthi go heag. Go ndeana Dia trocaire
chatting in the canteen, Mary always spoke closed as colleagues, both past and present, ar a hanam dilis.
her mind. and students travelled to Galway to bid a
dear friend a ﬁnal farewell. - J.M.
32 TUI NEWS
New DVD Training System For
He realised that teachers, like himself,
were far removed from the practicalities
of today’s booming Irish building industry.
Building Blocks hopes to bridge the gap
between theories and the realities of the
Taking large groups to working sites
is impossible under the current safety
regulations; with Building Blocks the need
to leave the classroom is eliminated.
Pat explains that “it makes the job for
teachers much more interesting and the
students will have something visual to
relate the drawings and text to. It will
A new system for the Architectural and Science, contains all a student needs to be particularly helpful when it comes to
(Technology/Construction) course for learn the current course curriculum and will revision time for exams. I have to admit,
schools and colleges is set to revolutionise also bring a fresh perspective on the subject I also learned much about the industry
life for both teachers and students alike. to teachers and trainers. during the process of creating this new
Building Blocks, new to the market this system. At the end of the day we are
September, comprises a set of twelve Building Blocks has been created by teachers, not engineers, architects
DVDs with an accompanying student Carraig-Rue Developments in Co. Kilkenny. or builders”.
workbook. The Managing Director of the company is
Pat Larkin who designed the series. TUI For further details on Building
This new product, which has received full member Pat is a fully qualiﬁed construction Blocks Teaching and Training Aids
support from the department of Education and woodwork teacher. contact 051 845436.
L-R JOHN MCDONAGH, STAFF REP, KILDARE VEC, TUI EXECUTIVE MEMBERS JACQUELINE SHEIL & DON RYAN
AT VEC STAFF REP TRAINING EVENT, GRESHAM HOTEL, DUBLIN
TUI NEWS 33
Swan Pendant traditional poems that employ rhyme
by Patrick Devaney and ﬁxed metre, though all are aimed
at the ordinary reader rather than an
Patrick Devaney’s second collection of more intellectual elite.
than one hundred poems deals with many
contemporary issues, including man’s impact While the poems do not give a complete
on nature, teenage rebellion, social change, picture of a life, they do indicate some of
our Anglo-Irish heritage, the Northern the writer’s dominant concerns: the need
Ireland conﬂict, the Iraq war, and religious for conservation, the hope for reconciliation
belief in a scientiﬁc age. between Unionists and Nationalists, the
relentless progress of Time and the solace
Written over a period of ﬁve decades, the derived from an unexpected vision of Beauty.
poems in Swan Pendant reﬂect many of If, as Devaney suggests in his foreword, he is
Devaney’s experiences, from his youth in like a half wild apple tree producing unpicked
County Roscommon, through his years in fruit, the reader may ﬁnd that wild apples
New York, to his return to Ireland to teach often prove a welcome change from the
and raise a family. As might be expected, the cultivated varieties!
poems in such a broad collection vary in style
and form: short lyrics jostling long, reﬂective Price: €10.00
pieces; modern verse contrasting with more ISBN: 1- 900913-11- 9
Accordion Music These warm-hearted tales recount the Play On’ is an ofﬁce worker in search
by Frank 0’ Carroll escapades and the stratagems adopted by of romance, only to discover love in the
characters in search of love and security, mundane setting `back in the ofﬁce.’ In
(Reviewed by Jack Harte) ﬂeeing the black dogs of loneliness and the another story, `Matters of the Heart’, two
Georgian Rose Press (Price €10) even blacker dogs of advancing age. people are brought together by a common
interest in furniture restoration.
This collection brings together stories by ... a heart-felt sincerity The author’s background in teaching
Frank 0 Carroll that have been published, provides the setting for a few stories
and won prizes, in `Ireland’s Own’ and that communicates also. In `The Last Schoolmaster’ the hero
other magazines over the past few years. conducts a one-man crusade against the
Georgian Rose Press is to be commended warmly to the reader ... absence of men in his profession.
on showing faith in the short story form
and on providing between covers these Frank 0’ Carroll tells his stories with
wonderful stories of 0’ Carroll. Some of the stories have a rural background. a heart-felt sincerity that communicates
The hero of the title story struggles with the warmly to the reader, who will enjoy
The world of 0’ Carroll’s stories is a economics of replacing his accordion in time every twist and turn of the eternal
fascinating one, fascinating to a generation for the annual festival of `The Wran’ . themes and the eternal struggle.
who came of age in the sixties or seventies, Written with extraordinary compassion
since it explores the heartscapes of Love and romance are 0’ Carroll’s main for his characters, these stories certainly
that generation, fascinating to younger preoccupations, however, and he is adept at explore and present the heartscapes of
generations too, who must ﬁnd that this exploring these themes in different situations a whole generation.
world is another country to be explored and with a wide spectrum of characters.
with the fresh eyes of discovery. The hero of `If Music Be The Food Of Love
34 TUI NEWS
World Teachers’ Day 2005
Quality Teachers for Quality Education
On 5 October, teachers’ organisations
worldwide mobilise to ensure that
the needs of future generations
are taken into consideration in this
increasingly complex, multicultural
and technological world.
According to UNESCO, World Teachers’ Education International
Day represents a signiﬁcant token of the highlights this issue under
awareness, understanding and appreciation the slogan:
displayed for the vital contribution
that teachers make to education and Training for a Stronger
development. Education International Teaching Force!
strongly believes that this Teachers’ Day
should be internationally recognized and EI believes teacher
celebrated around the world. EI also believes education must include Bridging the gap
that, on this anniversary date, the principles sound basic training that is supported by between training and the reality
of the 1966 and 1997 Recommendations in-service education so that teachers have of teaching
should be considered for implementation in a theoretical and practical understanding
all nations. of the methodologies and practices that All teachers, at every level, should receive
underpin their profession. Although teacher high quality basic training. And they should
Over 100 countries observe World education should be a central concern of all also receive in-service training and continuing
Teachers’ Day. The efforts of Education governments, there is an increasing trend for education so that they can further develop
International and its 348 member governments to use poorly trained teachers. as education professionals and maintain the
organisations have contributed to this widely This fundamentally undermines the quality of highest standards in the profession.
spread recognition. Every year, EI launches education. EI believes it is crucially important
a public awareness campaign to highlight the that teachers receive the highest quality post- To support teachers in their efforts to
contributions of the teaching profession. secondary professional training. improve the quality of education, it is the
responsibility of government and education
World Teachers’ Day provides the Quality initial training is essential! authorities to provide teachers with a high
opportunity to draw public attention to quality education and continuing professional
the role of teachers worldwide and their Initial or pre-service training is important development .
importance in society. because it provides teachers with a
basic theoretical understanding of the Teachers need training
Quality Teachers for methodologies required to be a professional
Quality Education teacher. • In academic subjects, education sciences,
methodology and didactics and teaching
World Teachers’ Day provides the perfect Teacher training should be fully integrated practice.
opportunity for teacher unions and education into national education policies and reﬂect
• In the tasks demanded of teachers
supporters to lobby their governments to cultural diversity. EI also believes teachers
today, such as working as a member of
release the necessary ﬁnancial and human should be active participants in the
a teaching team, contact with parents
resources for a true quality education for all. development of the policies governing their
and local institutions, action-research
This year, EI will concentrate on the need training and professional development.
and participation in the organisation and
to provide teachers with the best possible
running of education institutions.
training before they enter the classroom. EI is promoting the development of greater
The quality of teacher training has a critical co-operation between teacher education • In professional development, ICT updates,
and long-lasting impact on the quality institutions, government and teachers’ and in-service programmes to keep their
of education. organisations. skills up-to-date.
TUI NEWS 35
Participation in TUI Could new members feel more ‘Everyone taking turn on a pro rate
Structures Survey welcome? basis’ was identiﬁed as the main way
of encouraging more women to put
TUI recently conducted an extensive 85% of male respondents felt new members themselves forward for election as a TUI
survey on Participation in TUI Structures. could feel more welcome. staff representative.
Questions addressed attitudes to TUI 89% of female respondents felt new
structures at branch level, in the school/ members could feel more welcome. Would you feel conﬁdent to assume
college and at executive level. Results the role of: (Breakdown by gender)
were broken down into male and Is the branch relevant to you?
female responses. Yes No
70% of male members felt that branch was Equality M 46% M 54%
The ﬁndings will be analysed by the relevant to them Ofﬁcer F 49% F 51%
Equality Council and used and considered 80% of female respondents felt that the Treasurer M 57% M 43%
in future policy recommendations. branch was relevant to them F 32% F 68%
Secretary M 57% M 43%
Some of the main ﬁndings are Are women in your school/college F 46% F 54%
outlined below: encouraged to go forward for Chariperson M 52% M 48%
election as a TUI staff representative? F 29% F 71%
When you ﬁrst joined TUI were TUI Area M 41% M 459%
you made feel welcome by your Rep on F 37.5% F 62.5%
According to female respondents, 65%
Branch? felt ‘regularly’ encouraged, 22% felt
‘occasionally’ encouraged and 13% felt
88% of male respondents felt welcome. ‘never’ encouraged.
66% of female respondents felt welcome.
The main factors for not going forward A questionnaire was sent out to 595
identiﬁed by female respondents were time members, 94 of which were completed
constraints and a lack of interest. and returned.
36 TUI NEWS
The Return Trip to Tipp
PILGRIMS ON THE TRIP TO TIPP
For the second year our June outing set out our schedule of outings until June Guests’ competition
took place in Co. Tipperary and once 2006 (in order; Dundrum [X2], Mount 1st: Niall Mooney (39 pts)
again more than sixty members and Juliet and Athlone). New members 2nd: Pat King (36 pts)
guests experienced the famous Tipperary are very welcome – information about the 3rd: Seán McCann (34 pts)
hospitality. Roscrea Golf Club was the society and application forms are in the
venue and its beautiful parkland course ‘Beneﬁts and Services’ section on the TUI 1st Nine
was a delight. The day was sunny; the website. The society’s AGM will also be held Don Ryan (22 pts)
atmosphere congenial, the golf was really in Portarlington – we have lots to report and
good, and the clubhouse facilities excellent. more plans to unveil, no doubt. 2nd Nine
Our thanks to the staff in Roscrea Golf Michael O’Riordan (20 pts)
Club, who were a pleasure to deal with. P.S. Sunny Portugal is now on the horizon!
The ‘full Irish’ was much appreciated and Mr. Dermot Healy, Kenmare C. S,
the mixed grill after golf was a carnivore’s won the weekend for two in the Burlington
dream. One member, who will remain OUTING RESULTS Hotel, sponsored by Jury Doyle Hotels.
anonymous, but has Offaly/Portuguese Another Jury Doyle Hotels-sponsored
connections, took on the challenge of the Category I weekend will be available presently. Thank
mixed grill platter – and succeeded! He 1st: Michael Power (39 pts) you for these splendid prizes.
has now taken to the Atkins diet. Our new 2nd: Damien Carey (39 pts)
beanies were on sale and caused quite a 3rd: Dan Joe Cahill (37 pts) The TUI Credit Union is so good to
stir, one member using his as a cover for us that it would be plain bad manners not
his driver (big head). Category II to declare their wonderful support of us
1st: Matt Burke (40 pts) in our ﬁrst two years. The TUI Credit
Our next outing is the Captain’s prize in 2nd: Oliver Bolton (38 pts) Union has been a very ﬁne patron for
Portarlington on Saturday, 24 September 3rd: Michael O’Brien (38 pts) us indeed.
2005. This outing sees the start of the
new membership year, for which the Ladies’ Competition Captain’s Prize, Saturday
annual sub is due. Our new ﬁxture cards, 1st: Josephine Fitzpatrick (34 pts) Sept 24th, Portarlington Golf
which were sponsored by our printers, 2nd: Phyllis O’Sullivan (33 pts) Club. New members welcome.
Typecraft, were a great hit. The cards 3rd: Finola Butler (28 pts) Forms on website.
TUI NEWS 37
Success for Monaghan
TUI Members in Rights
Two separate claimants, supported The Principal of the school wrote to the The claimants referred the matter to the
by Ms Annette Dolan, Assistant CEO detailing why it had not been possible Rights Commissioners Service under the
General Secretary TUI, were to stop the tour and to assure the CEO Payment of Wages Act, 1991.
recently ruled in favour of by the that there had been no intention to
Rights Commissioner in cases undermine his authority and that at The Rights Commissioner accepted the
taken against Co Monaghan VEC. all times he had acted in accordance VEC’s right to take disciplinary action
The claims arose from a school trip with his duty of care both to the children against any employee it believes is in
to Paris organised by a Year Head concerned and to the College. breach of his/her responsibilities,
at Beech Hill College. but found that the claimants’ contracts
Mr John Heaphey, school Principal of employment and disciplinary code
Five teachers were absent from the and Mr Gerry McGann, Deputy provided no grounds for a deduction
school for three days. The CEO of Principal were informed by the CEO from the Principals and Deputy
Monaghan VEC, Mr Larry McCloskey that it was their responsibility to recoup Principals Allowances.
refused permission for the ﬁve teachers the cost of Substitution for the ﬁve
to be absent for the days in question, on teachers and that a deduction would The Rights Commissioner found that the
the grounds that it did not comply with be made from their Principal and Deputy monthly deductions from wages were
Circular Letter M20/04, which advises Principal allowances, despite the fact unlawful and should cease and awarded
that school tours should in general not take that no additional cost were incurred since compensation of €362.70 and €544.02
place during school term. Arrangements the absent teachers were covered respectively, being the net losses incurred
for the tour had been ﬁnalised prior to the by voluntary cover from fellow by the claimants since the deductions
issue of the Circular Letter. teachers. commenced in December 2004.
School Year 2005/06
From Circular Letter M21/04
October 2005 Mid-term Break February 2006 Mid-term Break Easter 2006
All schools will close from 31st October Post-Primary schools will close from 13th All schools will close on 7th April
to 4th November 2005 inclusive. to 17th February 2006 inclusive. which will be the ﬁnal day of the school
term. All schools will re-open on
Christmas 2005 Primary schools will close from 16th to 17th 24th April 2006.
February 2006 inclusive. (Primary schools
All schools will close on 22nd December may use 3 discretionary days to extend this
2005 which will be the ﬁnal day of the break to an alternative option of a 5 day
school term. All schools will re-open on break).
9th January 2006.
38 TUI NEWS
TUI Recruitment Drive
This September, as new All new teaching staff, be they permanent
or temporary, part-time or wholetime.
teaching staff start in should be approached immediately by TUI
representatives. Teachers/lecturers who did
our third level Institutes, not join the union in previous years should
be approached again to encourage them
Vocational Schools, to join.
Community Colleges, The approach to recruitment of potential
Community and new members should be one of welcome
and assistance and should point out the
Comprehensive Schools, beneﬁts of the Union particularly in
terms of job security, job protection and
VTOS, Youthreach improved salaries and conditions.
and Traveller Training Other beneﬁts should also be mentioned
Centres, TUI is, as ever, such as the highly competitive Car
Insurance Scheme, the Income
engaged in a major Continuance Plan, the TUI Credit
Union and the Union’s Provident Fund
recruitment drive. which provides assistance with medical
expenses. Details of these and other
To this end, recruitment posters and wallets schemes are included in the recruitment
have been despatched to all representatives, material along with an application form,
and additional copies are available from TUI Deduction at Source form and Credit Union The forms are also downloadable
head ofﬁce. application form. from TUI’s website (www.tui.ie).
Are you a graduate of Galway-Mayo And if you are, or you know someone who In order to be able to notify you of the
Institute of Technology (GMIT), is, a graduate living on the East Coast of the beneﬁts and services we provide, we need
formerly known as the Regional USA, we’d like to invite you to an Alumni up-to-date contact details. Please contact
Technical College, Galway? event in New York in October 2005, which Michelle Healy, GMIT Alumni Relations
coincides with the FBD Connacht Football Ofﬁcer, to get an Alumni Update
Would you like to get in touch with Final replay between GMIT and NUT, Galway. Form or to register your interest in the
former classmates and be notiﬁed above events.
of events happening at GMIT? Membership of the GMIT Alumni Association
If so, we’d be delighted to hear is free and automatic to all graduates and Tel: +353-91-742735
from you! provides a range of beneﬁts - including the Fax: +353-91-751144
organisation of class reunions and other Email: email@example.com
In particular, we want to hear from events, discounts, assistance with starting
graduates of 1994 and 1995 for a reunion your own business - with many more beneﬁts
event in Galway in November 2005. being planned for the future.
TUI NEWS 39