• 沒有找到結果。

Rules for counting the last day of no-pay leave and relevant arrangements (a) When the last day of no-pay leave is followed by a Sunday or a gazetted

B. Non-teaching Staff Establishment 1. Laboratory Technician

10. Rules for counting the last day of no-pay leave and relevant arrangements (a) When the last day of no-pay leave is followed by a Sunday or a gazetted

public holiday, such Sunday or gazetted public holiday will be regarded as an extension of the period of no-pay leave.

(b) When the last day of no-pay leave is followed by the major school holidays, i.e. Christmas, Chinese New Year, Easter and Summer Vacation, payment of salary will resume on the day the staff member concerned reports to school for duty, provided that it is neither a Sunday nor a gazetted public holiday.

(c) When the last day of no-pay leave is followed by a school holiday, other than the major school holidays, payment of salary will resume on the day following the last day of such no-pay leave provided that it is neither a Sunday nor a gazetted public holiday.

(d) Where, however, no-pay leave has been granted as no-pay maternity, sick, or special tuberculosis leave, payment of salary will resume on the day following the last day of such no-pay leave, notwithstanding that the day following the last day of such no-pay leave may be a Sunday or a gazetted public holiday.

Section 7B Conditions for Employment of Short-term Supply Staff

1. The Incorporated Management Committee may approve the employment of short-term supply staff on daily pay basis to substitute for various staff, whose salaries are covered under the Salaries Grant, as follows –

Type of staff Condition for employment of supply staff Teacher For a teacher who is on approved leave for less than

90 days13. Non-teaching Staff

Laboratory Technician For a laboratory technician who is on approved leave for three consecutive calendar days or more.

Nurse (in school section) For a nurse who is on approved sick leave, maternity leave, paternity leave or no-pay leave for one or more days, or to fill any unfilled vacancies provided that the school has made every effort to fill such vacancies.

Nurse (in boarding section) For the respective staff member who is on approved sick leave, maternity leave, paternity leave or no-pay leave for more than two days, or to fill any unfilled vacancies provided that the school has made every effort to fill such vacancies.

Boarding Service Master/Mistress II Houseparent Cook

Motor driver/Special driver For the staff member who is on approved sick leave, maternity leave, paternity leave or no-pay leave for one or more days, or to fill any unfilled vacancies provided that the school has made every effort to fill such vacancies.

Clerk (in primary school or the primary school section of special school)

For the clerk who is on approved sick leave or maternity leave for not less than 14 days provided that the school has only one clerk who is paid out of the Salaries Grant.

Teacher Assistant For a teacher assistant who is on approved sick leave or maternity leave for not less than 14 days.

Artisan

No supply staff Workshop Attendant

Watchman

(updated on 1 September 2017)

13 With the introduction of the Teacher Relief Grant (TRG), schools will be provided a recurrent cash grant calculated on approved formula for the employment of daily-rated supply teachers, where necessary, to substitute teachers on leave for less than 30 days. However, schools may continue to apply for reimbursement for employment of daily-rated supply teachers for teachers on maternity leave, sick leave and other approved leaves lasting for 30 days or more and temporary replacement on monthly terms for leave periods of 90 days or more. Schools should refer to Section 12 of the Compendium and the Supplement to School Administration Guide and related circulars for further details of the administrative arrangements and usage of the TRG.

2. Employment of supply teachers and laboratory technicians

(i) A supply teacher to be employed should be of the same grade as, or of a lower grade than, the teacher for whom he is substituting, except that a non-graduate may be engaged to replace an unqualified teacher.

(ii) For supply laboratory technicians, they will be paid the daily rate of a non-graduate teacher, if they hold an approved Laboratory Technician Certificate or equivalent, otherwise the daily rate of an unqualified teacher should be paid.

3. Employment of relief workers

For boarding sections which are fully operational all year round, the Incorporated Management Committee may also approve the employment of relief workers on a daily rate basis to substitute for nurses, boarding service masters/mistresses II, houseparents and cooks on annual leave if their leave cannot be staggered. Prior approval of such leave must be obtained from the Permanent Secretary.

4. Qualification for appointment of supply staff on daily basis

The qualification required for appointment of all supply staff, if applicable, should be in accordance with those stipulated in Section 4.

5. Service of supply staff

Service as supply staff on a daily pay basis is not counted for the purpose of increment or regarded as service for any other purposes.

6. Daily rates of supply staff

The daily rates of pay of supply staff should be determined by the Permanent Secretary and announced through circulars from time to time.

Section 8 Allowances

(This Section should be read in conjunction with Section 4.) A. Responsibility Allowance

1. Responsibility allowance for Principals and deputy heads of primary schools/primary special schools

(a) A responsibility allowance will be payable to Principals of primary/primary special schools at the rank of Assistant Master/Mistress* at the rate of one increment above their substantive pay while serving in this capacity.

(b) A responsibility allowance will also be payable to Assistant Masters/Mistresses who serve as deputy heads of primary schools with 12 or more classes in addition to undertaking special duties as a Senior Teacher, or in the case of primary special schools, with 12 or more equivalent ordinary primary classes, at a rate equivalent to 75%

of one increment above their substantive pay while serving in this capacity. The responsibility allowance should cease immediately upon the promotion/appointment of a teacher to the Senior Primary School Master/Mistress rank for deputy heads. In any case, the responsibility allowance for deputy heads will cease will effect from 2010/11 school year.

(c) Over-ranked non-graduate Principals will not be eligible for the Responsibility Allowance.

* No non-degree holder should be appointed as new primary/primary special school principal. Serving Principals at AM, SAM and PAM rank who are non-degree holders will be phased out through natural wastage.

(updated on 1 September 2008)

2. Boarding Responsibility Allowance for Principals of secondary schools/special schools with an approved boarding section

The responsibility allowance will be payable to the Principal of a secondary school/special school with an approved boarding section on condition that he should not be paid other job-related allowances, namely, the responsibility allowance for taking up headship post and the Special Education Allowance. The allowance should be equivalent to 15% of the mid-point of the salary scale for Senior Social Work Assistant.

3. Boarding Responsibility Allowance for boarding staff

A responsibility allowance at the rate of two increments above their substantive pay will be payable to the following boarding staff:

(a) warden of secondary schools with an approved boarding section with 60 to 120 boarders at Chief Social Work Assistant or Assistant Social Work Officer rank;

(b) assistant warden; and (c) houseparent-in-charge

at Social Work Assistant rank of secondary schools/special schools with an approved boarding section.

B. Acting Allowance

1. For secondary schools or secondary section of special schools, a full-time PGM/SGM/GM or SAM who has been recommended and approved to take up the functional duties of a higher office in the rank of Pr.I/Pr.II/PGM/SGM or PAM as appropriate on an acting basis for a qualifying period of not less than 30 calendar days will be entitled to draw an acting allowance for the period concerned as stated in paragraph 3 and 4 below.

2. For primary schools or primary section of special schools, a full-time SAM/AM/CM or HMII/SPSM/PSM/APSM who has been recommended and approved to take up the functional duties of a higher office in the rank of PAM/SAM/AM or HMI/HMII/SPSM/PSM as appropriate on an acting basis for a qualifying period of not less than 30 calendar days will be entitled to draw an acting allowance for the period concerned as stated in paragraph 3 and 4 below. (updated on 1 September 2008)

3. In the case of acting-up with replacement (this involves acting in a functional post which carries a higher maximum salary point than that of the teacher’s substantive rank) – 90% of the difference between the teacher’s substantive salary and the minimum salary of the higher rank in which he/she is acting; or at a rate equivalent to 90% of the increment next on the rank-scale of the acting post above the level of the teacher’s substantive salary if it is the same or more than the minimum salary of the acting post. The rate will be revised to 100% of the difference after the first 180 calendar days of acting (Note (i)).

(updated on 1 April 2013)

4. In the case of doubling-up without replacement provided (this involves acting in a headship post which carries a higher maximum salary point than that of the teacher’s substantive rank in addition to undertaking his/her own duties) – 23% of the minimum salary of the higher rank or 100% of the difference in pay between the teacher’s substantive salary and the minimum salary of the higher rank in which he/she is acting, whichever is the more (Note (i)).

(updated on 1 April 2013)

5. Notes on award of acting allowance:

(a) The minimum 30-calendar-day qualifying period should include intervening Sundays and public holidays, and Sundays and public holidays immediately preceding and following the acting period.

However, Sundays and public holidays immediately preceding and following the acting period will not be included in calculating the

acting allowance.

(b) School holidays can be counted as qualifying period and attract acting allowances provided that the teachers concerned are required to perform duties of the acting posts during the holidays. Such qualifying period should be recognised and properly recorded by school.

(c) The qualifying period may include up to a maximum of 3 consecutive days’ leave or absence in total (excluding sick leave and absence for authorised training and duty) taken during the acting period. Leave and absence in excess of 3 consecutive days will not be counted as part of the qualifying period.

(d) Leave exceeding 3 consecutive working days involves the forfeiture of acting allowance for the whole period of the acting staff’s leave (i.e.

leave and intervening public holidays and Sundays).

(updated on 1 April 2013)

(e) When a teacher acts in different ranks consecutively, each acting appointment should be counted individually and separately and cannot be aggregated for the purpose of meeting the minimum qualifying period for acting allowances.

(f) A teacher should only draw one acting allowance at any one time and schools should not make concurrent multiple acting appointments.

(g) Acting appointments can be made on operational grounds even if no acting allowance is payable.

(h) Acting allowances will be treated as salary for provident fund purposes.

(updated on 1 April 2013)

(i) The rate of acting allowance takes effect on 1 September 2004.

(updated on 1 April 2013)

In addition to notes (a) – (i) above, primary and primary special schools should also note the following point:

(j) Leave exceeding 30 days or leave necessitating the grant of another teacher to act as the Principal or deputy head for the whole or part of his leave involves the forfeiture of the responsibility allowance for the whole period of leave.

C. Special Education Allowance

The Special Education Allowance (SEA) will be payable to teaching staff who are engaged in special education duties and have completed the recognised special education training as follows:

1. The SEA has ceased to be payable to new recruits and existing teaching staff who have not yet commenced their recognised special education training in the 2002/03 school year. This is applicable to all teaching staff of intensive remedial teaching programmes, integrated education

programmes and aided special schools (abbreviated as teaching staff of special education hereunder). (updated on 1 September 2008)

2. For the existing teaching staff of special education, who are in receipt of the SEA or pursuing their studies in recognised special education courses, the following arrangements will apply:

(a) Teaching staff of special education, including Principal I in the aided sector, who are in receipt of the SEA will retain an SEA of one salary point above their substantive salary, provided that the sum of their substantive salary and the SEA should not exceed their maximum pay point on their respective pay scale regardless of their existing pay point, except in the circumstances specified in sub-paragraph (b) below.

(b) Teaching staff of special education who have already reached the maximum pay point in the 2002/03 school year will be allowed to retain an SEA of one salary point above the maximum pay point.

(c) Teaching staff of special education who have been pursuing their studies in recognised special education courses in the 2002/03 school year are, in principle, allowed to be paid an SEA of one salary point above their substantive salary with effect from September of the following school year on successful completion of the recognised special education courses, provided that they remain as teaching staff of special education. However, the sum of their substantive salaries and the SEA should not exceed their maximum pay point on their respective pay scales.

(d) Teaching staff of special schools who are in receipt of other responsibility allowance are not allowed to retain the SEA with effect from 1 September 2003.

3. The above arrangements will also be applicable to the existing teaching staff of special education on transfer to another aided school performing the duties as a teacher in a special education programme or to another aided special school without a break in service, provided that the posts they fill

(a) have been created in the 2002/03 school year, or

(b) are created after the 2002/03 school year due to expansion of classes or with explicit permission of the Education Bureau for the post-holders to retain their SEA.

4. All teaching staff of practical schools and skills opportunity schools who are in receipt of SEA will cease to receive SEA upon full mainstreaming of their school.

D. All allowances stated in this Section are subject to review by the Permanent Secretary from time to time when necessary, and will be treated as salary for provident fund purpose.

Section 8/ Attachment A Special Education Programmes in Ordinary Aided Secondary/Primary Schools

1. In ordinary aided secondary schools, special education programme is conducted as Integrated Education Programme.

2. Details of the special education programme conducted in ordinary aided primary schools are as follows:–

Size of Programme (a) The number of students in a special education programme (currently known as Intensive Remedial Teaching Programme) for children with learning difficulties is 8 – 15, except with the written permission of the Permanent Secretary;

(b) The Permanent Secretary may from time to time approve the ratio of students per programme in respect of such category of students in need of special educational provision, as may seem to him necessary.

Ratio of Teachers per Programme

The approved ratio of teachers to programme in an ordinary primary school is 1 teacher per programme.

These teachers will form part of the staff establishment of the school.

Class Grant (a) A Class Grant is made in respect of the Intensive Remedial Teaching Programme and is paid monthly in advance.

(b) Items of expenditure which may be charged to the Class Grant account are identical to those class-based items chargeable to the School and Class Grant.

Note: Apart from the above details, special education programme in aided primary schools should be operated in accordance with the Code of Aid for Aided Schools.

(updated on 1 September 2009)

Section 9 Administration Grant for Aided Secondary Schools

1. The Administration Grant is provided for aided secondary schools to employ administrative and janitor staff to meet their specific needs. The Incorporated Management Committee should be responsible for the appointment, dismissal, salaries and terms of service of all staff employed with the Administration Grant in accordance with all employment related rules and regulations under relevant ordinances. Expenditure on cleaning services of the school premises by contract may also be chargeable to the Administration Grant. The amount of grant is normally assessed on a per class basis at the rate, which is adjusted annually in accordance with the movement of the Composite Consumer Price Index, as announced in the relevant circular issued by the Permanent Secretary.

2. Calculation of administrative staff grant element and janitor staff grant element in the Administration Grant per class is based on the notional posts in a standard aided secondary school with 29 classes as follows –

(a) Administrative Staff

Post No.

Secretary 1

Clerical Officer 1

Assistant Clerical Officer 1

Typist 1

Clerical Assistant 1

5 (b) Janitor Staff

Post No.

Office Assistant 1

Workshop/Laboratory Attendant 3

Workman II 9

13 3. The janitor staff grant element payable to a secondary school may be calculated

individually on an operating class basis or on a classroom equivalent basis according to the janitor staff requirement for the school in relation to the number of classrooms, special rooms, laboratories and workshops.

Section 10 Administration Grant/Revised Administration Grant for Aided Primary,

Special Schools and Boarding Section of Aided Secondary Schools

1. The Administration Grant or Revised Administration Grant is provided for aided primary, special schools and the boarding section of aided secondary schools for the employment of clerical and janitor staff to meet their specific needs as follows –

(a) Administration Grant

For a school that has elected to receive the Administration Grant, the salaries for the clerical and janitor staff employed will be paid out of the Administration Grant. The Incorporated Management Committee should be responsible for the appointment, dismissal, salaries and terms of service of these non-teaching staff in accordance with all employment related rules and regulations under relevant ordinances.

(b) Revised Administration Grant

For a school that has elected to receive the Revised Administration Grant, the salaries of the janitor staff will be paid through the Revised Administration Grant, while the approved salaries of the clerical staff will be paid through the Salaries Grant as provided under Section 10.1 of the Code of Aid for Aided Schools. The Incorporated Management Committee should be responsible for the appointment, dismissal, salaries and terms of service of the janitor staff in accordance with all employment related rules and regulations under relevant ordinances.

2. Schools are given an option to choose between the two Grants. Schools that opt for the Revised Administration Grant may opt for the Administration Grant if they so prefer. However, the option once exercised in favour of the Administration Grant is final and irrevocable.

3. Both the Administration Grant and the Revised Administration Grant can be used for procuring ancillary services (e.g. the cleaning of the school premises) by contract.

4. The clerical and janitor staff entitlements as shown at Section 1B for aided primary schools and Section 1C for special schools, with rates set with reference to the mid-point salary of an entitled clerical post and the maximum point salary of the janitor post at the September 1999 level, are used as the basis for calculating the amount of the Administration Grant, or Revised Administration Grant where appropriate. The rates are adjusted annually in accordance with the movement of the Composite Consumer Price Index and will be announced in the relevant circular issued by the Permanent Secretary.

5. A school that opts for the Revised Administration Grant will be required to follow the guide to appointment for clerical staff shown at Section 4.

Section 11 Expanded Operating Expenses Block Grant (EOEBG)

1. Purpose

The EOEBG aims at providing IMC schools with more financial autonomy in the deployment of funds for educational purposes.

2. Features

(a) The EOEBG is provided to aided schools in the school year following their establishment of the IMCs. More non-salary recurrent grants that are formerly outside the Operating Expenses Block Grant (OEBG) are included in the EOEBG. The full list of constituent grants under the EOEBG is set out in the EOEBG User Guide. The EOEBG includes virtually all non-salary recurrent grants to aided schools, except those which are ad-hoc in nature, those which are currently under review, and those which are paid for very specific purpose on a reimbursement basis.

The demarcation between the General Domain and Special Domain adopted in the OEBG is removed in the EOEBG, with the exception of some specified grants e.g. Capacity Enhancement Grant (CEG). The EOEBG is provided as one block grant and schools are free to deploy the funding flexibly.

(b) Similar to the OEBG, schools may use the surplus under the EOEBG on items chargeable to other Education Bureau (EDB) subsidies outside the EOEBG. In addition, schools may use the surplus to top up non-recurrent expenses for projects approved/funded by the EDB. However, schools should not take out a large amount of surplus under the EOEBG to top-up a single project, which might affect the opportunity for students to enjoy other educational resources they are entitled to. Subject to certain limits, schools may also use the surplus to top up recurrent expenses arising from other government-funded projects, furniture and equipment and other facilities or educational services acquired through private donations or other fund-raising schemes.

(c) The computation and annual adjustment of provision of the EOEBG are simplified and based mostly on the number of approved classes, except for some school specific grants. School specific grants are grants that are of special nature and only applicable to selected schools with special circumstances. They will continue to be determined separately in accordance with the prevailing criteria applicable to each of these grants.

3. Ambit

The EOEBG covers ambits of all its constituent grants. It can be used for purposes related to teaching and learning, operation and development of the schools. For example, schools may use the EOEBG to cover expenditure incurred from operating cost such as telephone and electricity charges of the schools, procurement of consumables and teaching aid, conduct of educational programmes for their students, hiring of staff outside permanent staff establishment, procurement of stores, furniture and equipment, cleansing,

相關文件