Practice before 1 September 2006 Revised Arrangement
(Effective from 1 September 2006) (1) For the purpose of salary assessment,
including the special pay arrangement (Note 1) after 1.4.2000, a break between the former and the new teaching appointment will be
considered as a break in service if the break exceeds 45 consecutive days.
A break after 1 September 2006
exceeding one year will be considered as a break in service for the purpose of salary assessment of teachers. Please see Note 2 for some examples.
(2) Teacher’s service not in the public sector schools may constitute a break in service.
Relevant working experience in the Education Bureau (EDB) and education faculties of recognized local tertiary
institution will not be considered as break in service for salary assessment purpose.
However, teachers’ service in other
non-public sector schools is still regarded as a break in service. For the special pay arrangement, the rank in the public sector school before the teacher joined EDB/
education faculties would be taken as the rank before the present appointment,
irrespective of the post(s) in EDB / education faculties.
(3) Teaching experience as
CM/APSM/GM paid under specified fund sources (Salaries Grant, QEF, OEBG, CEG, Subscription / General Fund) may be:
- counted for incremental purpose (Note 3);
- counted for promotion purpose;
- regarded as serving teachers for the purpose of special pay arrangement
Teaching experience as CM/APSM/GM paid under funds of public sector schools, irrespective of source of funding, may be:
- counted for incremental purpose;
- counted for promotion purpose; and - regarded as serving teachers for the
purpose of special pay arrangement
(4) For the new appointment of APSMs in aided primary schools, only
post-qualification experience in the PSM grade (e.g. APSM or PSM ranks) will be counted for incremental
For the new appointments of APSMs in aided primary schools, post-qualification teaching experience in the PSM grade and in the other teaching grades of primary and secondary schools can be counted for incremental purpose.
(5) Post-qualification teaching experience in a school for which registration of teachers under the Education
Ordinance is not exempted (Note 4) may be counted for incremental
purpose based on documentary proof of the teaching service without
considering the Registered Teacher (RT) / Permitted Teacher (PT) status.
Post-qualification teaching experience in a school for which registration of teachers under the Education Ordinance is not exempted should be acquired with valid RT/PT status. Otherwise, the teaching experience will not be counted for incremental purpose.
(6) The starting salary of a CM is one point lower than the normal salary if the teacher training does not match the school level (e.g. Holders of Certificate in Primary Education will enter at MPS Pt.12 when appointed in a primary school but at MPS Pt. 11 if appointed in a secondary school). The starting salary for a degree holder without appropriate teacher training appointed as a CM in a primary school is also one point lower.
The starting salary of a CM who is appointed to take up teaching duties in both primary and secondary levels of a school, such as a through-train or a special school with both primary and secondary levels, will not be one point lower than the normal salary for reason of teacher training not matching the school level.
(7) Salary particulars may not be retained for changing to a school of different level even though there is no break in service. (Please see Note 5 for an example.)
Salary particulars may be retained for
teachers at basic rank changing to a school of different level without changing rank if there is no break in service except for the cases as specified in Note 6. (For the purpose of this arrangement, changing from GM to APSM (or vice versa) is treated as not a change of rank.)
(8) Specified non-standard qualifications (Note 7) such as various Diplomas / Certificates awarded by the Approved Post Secondary Colleges can be accepted for appointment as
Certificated Master/Mistress (CM).
(a) For aided primary schools, untrained teachers with specified non-standard qualifications will not be accepted for new appointment or reappointment as CM after a break in service.
(b) For aided secondary schools, untrained teachers with specified non-standard qualifications may be accepted for appointment as CM only for subjects in demand (e.g. technical/practical/
vocational subjects). Priority should still be given to teachers with standard
(9) Teachers directly appointed to
promotion ranks (i.e. AM/ PSM/ SGM, etc.) in aided schools of a different sponsor, regardless of whether there is a break in service or not, will be remunerated at the minimum point of the appropriate scale.
Upon transfer from an aided school to another aided school to take up a teaching post of promotion ranks (i.e. AM/ PSM/
SGM, etc.), irrespective of the sponsors, the teacher will be remunerated at the salary point determined as follows:
(a) If the teacher is appointed to a promotion rank, without a break in service, at the same rank or above the substantive rank of his/her former post, he/she will be remunerated as if the appointment / promotion is in the same school
(b) If the teacher is appointed to a promotion rank of the same grade but below the substantive rank of his/her former post, without a break in service, he/she will be remunerated at the starting point of the new post, plus incremental credit for experience acquired while serving at the promotion rank which is at or above the new rank. The new salary is capped by the maximum salary point of the new post.
(c) If there is a break in service, he/she should be remunerated at the minimum point of the pay scale for the rank prevailing at the time of appointment.
(Please see Note 8 for other conditions.)
This refers to the special arrangement for pay on appointment when introducing the revised starting salaries on 1 April 2000. For details, please refer to Appendix 10B.
This rule will apply from 1 September 2006 with no retrospective effect. For example, a teacher who has no teaching service from 1.7.2006 to 31.8.2006 (2 months) is considered to have a break in service. However, there is no break in service if a teacher has no teaching service from 1.9.2006 to 31.8.2007 (one year). (There is flexibility in treating the period without teaching service from 1.9.2006 to 2.9.2007 as not a break in service in case the first school day of the new school year is 3.9.2007 (Monday).) If the teacher has no teaching service from 1.8.2006 to 31.1.2007 (6 months, with one month falling before 1.9.2006), the teacher is considered to have no break in service.
Teaching experience with salary paid by the school operator’s own funding is currently counted for incremental purpose but neither counted for promotion purpose nor regarded as
For instance, government school teachers are exempted from registration under the Education Ordinance and their post-qualification teaching experience in government schools may be counted for incremental purpose irrespective of the RT status.
Suppose a teacher holding a Certificate in Primary Education was appointed as CM in a primary school on 1.9.2001. He entered at MPS Pt. 12 and would proceed to MPS Pt. 16 on 1.9.2005 (4 years of teaching experience) if he continued to teach in the primary school.
However if he changed to a secondary school to take up a CM post on 1.9.2005, his salary would become MPS Pt. 15 under the existing rules (starting point at MPS Pt. 11 for teacher training not matching with the school level + 4 increments for 4 years of teaching experience).
The salary particulars could not be retained even though there was no break in service.
1. A teacher at a basic rank (CM/APSM/GM) changing his/her appointment from one aided school to another aided school without changing the rank should be allowed to retain all the salary particulars in the previous post provided that there is no break in service except the following cases:
(a) For GM changing to APSM, the new salary point is capped by the maximum pay point of APSM.
(b) If the pay point of an untrained APSM on appointment to the rank of GM is below the prevailing salary bar of his/her new post of GM, he/she can progress along the respective pay scale to the new salary bar.
(c) If the pay point of the untrained APSM is at or above the prevailing salary bar of his/her new post of GM, his/her salary will be frozen at that pay point before completion of teacher training.
(d) An untrained GM on appointment to the rank of APSM can progress along the respective pay scale to the new salary bar.
2. The salary particulars may not be retained also in the following cases:
(a) the service is not continuous between the former and the new teaching appointment;
(b) the teacher has taken no-pay leave in the former teaching post; and
(c) the full time equivalence of the new teaching post is not the same as the former one.
The specified non-standard qualifications include the followings:
(a) Approved Post-secondary Secondary College (APSC) diplomas from:
- Hong Kong Baptist College (now known as Hong Kong Baptist University);
- Lingnan College (now known as Lingnan University); and - Shue Yan College;
(b) Higher Certificate / Professional Diploma / Higher Diploma / Diploma / Certificate (Commerce / Secretary) plus one/two years of relevant post-qualification experience and without technical teacher training from:
- Hong Kong Polytechnic University (former Hong Kong Polytechnic);
- City University of Hong Kong (former City Polytechnic of Hong Kong); and - technical institutes (former Technical College);
(c) Diploma (before 1994 and for Music only) and Advanced Diploma (after 1994 and for Music only) from Hong Kong Academy for Performing Arts (APA).
For the purpose of this rule, the teacher’s former post in a government, Caput, BPS or DSS School should be considered as if his/her post is in an aided school.
For example, teachers changed from SGM to PGM or from HMII to HMI would be benefited from the rule. However, this rule is not applicable to teachers changed from GM to SGM or from CM to AM in which cases the teachers upon promotion would normally be remunerated at the minimum point of the respective promotion rank.