Appendix 2A Teaching Staff Establishment, Educational Psychologist, School-based Speech Therapist,

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CODE OF AID FOR PRIMARY SCHOOLS (version as at 31.08.2022)

Appendix 2A

Teaching Staff Establishment, Educational Psychologist, School-based Speech Therapist, Primary School Assistant Social Work Officer and School Executive Officer of Aided Primary Schools

A. Teaching Staff Establishment (a) (i) Basic Provision

The teaching establishment of an aided bi-sessional or whole-day primary school is calculated respectively on the basis of 1.4 or 1.5 teachers per class, including the additional provision calculated on the basis of 0.1 teacher per class for the full implementation of specialised teaching in English Language, Chinese Language and Mathematics since the 2007/08 school year. In order to avoid the use of fractions of a teacher, the number of teachers resulting from the application of the 1.4:1 or 1.5:1 formula will be rounded up to the nearest whole number. The only exception to the general rule is that schools operating only one class will be staffed with 1.5 teachers.

The teaching posts provided under the teacher-to-class ratios above are referred to as basic provision.

(ii) Additional Provision

With effect from the 2017/18 school year, the teacher-to-class ratio of public sector primary schools is increased by 0.1 teacher per class, i.e. additional provision. The additional teaching post(s) so created is/are at the rank of Assistant Primary School Master/Mistress and not included in calculating the ratio of graduate teacher posts in the teaching staff establishment.

(updated on 1 September 2017)

(b) In schools with 6 or more classes, the calculation is exclusive of the post of the Head of the school.

(c) Starting from the 2019/20 school year, all teaching posts on the approved establishment of aided schools are graduate teacher posts with the full implementation of the all graduate teaching force policy. (updated on 1 September 2019)

B. Ranking of Teaching Staff (a) Head of School

(i) In schools with 1-11 classes, the rank of Head will be Senior Primary School Master/Mistress (SPSM). (updated on 1 September 2008)

(ii) In schools with 12-23 classes, the rank of Head will be Headmaster/Headmistress II (HMII).

(iii) In schools with 24 classes or more, the rank of Head will be Headmaster/Headmistress I (HMI).

(b) Senior Teachers

The provision of Senior Teachers is included in the manning scale in Attachment A1 for primary schools operating bi-sessional classes at the ratio of one senior teacher for every four classes and Attachment A2 for whole-day primary schools at the ratio of one senior teacher for every three classes. The rank of a Senior Teacher will be Senior Primary School Master/Mistress (SPSM) or Primary School Master/Mistress (PSM) as appropriate. Senior Teachers will be required to undertake specific duties in addition to class teaching. The School Management Committee or Head of a school may exercise discretion in the

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allocation of duties to Senior Teachers as well as the re-distribution of their duties in the light of the school’s entitlement of Senior Teachers. In a primary school with 12 –17 classes, one PSM post will be re-ranked to the SPSM rank for the deputy head; in a primary school with 18 – 23 classes, two PSM posts will be re-ranked to the SPSM rank for deputy heads;

and in a primary school with 24 classes or more, three PSM posts will be re-ranked to the SPSM rank for deputy heads. Teachers in the PSM rank may be appointed by promotion or direct appointment to take up the deputy head posts. (updated on 1 September 2020) (c) Class Teachers

The rank of Class Teachers will be Assistant Primary School Master/Mistress (APSM). The provision of Class Teachers is included in the manning scale in Attachment A1 for primary schools operating bi-sessional classes and Attachment A2 for primary schools operating whole-day classes.

C. Additional Teachers

(a) Student Guidance Teacher

For schools not changing to the new funding mode under the policy of ‘one school social worker for each school’ and not provided with Student Guidance Service Grant or Student Guidance Officers, an additional post at the PSM rank for Student Guidance Teacher (SGT) is to be provided to a school with 18 or more classes or shared by 2 schools each with 5 – 17 classes under the same sponsoring body. For a sponsoring body entitling to one SGT only for the school under it, the entitlement of SGT post will be changed from sponsored- based to school-based. (updated on 1 September 2019)

(b) Teacher-librarian

A school meeting one of the following conditions is entitled to the provision of one additional APSM post for undertaking the duties of a teacher-librarian –

(i) each whole-day primary school with three or more ordinary classes (ii) each bi-sessional primary school with 12 or more ordinary classes

(iii) two bi-sessional primary schools housed in the same premises with a total of 12 or more ordinary classes (i.e. the number of a.m. ordinary classes plus the number of p.m.

ordinary classes)

This teacher-librarian post is a regular post in addition to the normal teaching establishment of a school calculated under paragraph A (a) and (b) above. The service of a teacher- librarian is counted as teaching experience for promotion purposes in aided primary schools.

A school, upon the provision of this additional post, may deploy a teacher at the PSM rank to fill the teacher-librarian post. For appointment as a teacher-librarian, a teacher should have a minimum of two years’ teaching experience and preferably the relevant professional qualification in librarianship. Upon appointment, a teacher-librarian is required, where appropriate, to complete a part-time day-release training course or other professional training course organised by the Education Bureau. (updated on 1 September 2019) (c) Additional Senior Teacher Post of English

An additional Senior Teacher post, to be offset by a post at the rank of APSM, is provided to each school that operates six or more classes to provide curriculum leadership in the teaching of English to improve co-ordination, planning and methodology. In an aided bi- sessional primary school with a total of 25 classes or more for both sessions, each session is considered as a separate school. The conditions for appointment to the additional post are at Appendix 5. (updated on 1 September 2019)

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(d) Primary School Curriculum Leader

With effect from the 2020/21 school year, each primary school, regardless of the number of approved classes, is entitled to the provision of a Primary School Curriculum Leader post at the PSM rank. (updated on 1 September 2020)

(e) Special Educational Needs Coordinator (SENCO)

Starting from the 2017/18 school year, an additional teaching post at the APSM rank is provided by phases in 3 years to each public sector ordinary primary school to facilitate the assignment of a designated teacher to take up the role of SENCO to lead, manage and coordinate matters relating to special educational needs. Starting from the 2019/20 school year, the rank of SENCO in schools with the Learning Support Grant (LSG) meeting the specific threshold will be upgraded to the PSM rank. The arrangement of SENCO for schools with the LSG not meeting the specific threshold will be the same as that of the 2017/18 school year. The additional teaching post at the APSM rank will not be included in calculation of the number of senior teacher posts in the teaching staff establishment.

Schools are advised to refer to the relevant circular currently in force for details of the provision of SENCO. ( updated on 1 September 2019)

(f) Special Educational Needs Support Teacher (SENST)

Starting from the 2019/20 school year, schools with the Learning Support Grant (LSG) meeting different thresholds will be allowed to exchange/provided with one to three additional teaching post(s) at the APSM rank. The title of the teacher assuming the said post is SENST. These one to three posts will not be included in calculation of the number of senior teacher posts in the teaching staff establishment. Schools are advised to refer to the relevant circular currently in force for details of the provision of SENST. (updated on 1 September 2019)

D. Educational Psychologists

(a) The Education Bureau creates additional educational psychologist (EP) posts in aided ordinary schools and invites school sponsoring bodies (SSBs) to apply for these posts under the School-based Educational Psychology Service (SBEPS) starting from the 2008/09 school year. Each EP post awarded to the SSB is employed as a non-teaching specialist staff of a base school under its sponsorship to provide SBEPS for schools assigned by the Education Bureau and such schools are not limited to those belonging to the same SSB operating the base school.

(b) The EP posts created in aided ordinary schools are combined establishment, with the ranks of EP I and II. Candidates having fully met the entry requirements for EP I, with at least 3 years of satisfactory service as an EP II, can be considered for direct appointment to EP I.

Candidates not fully meeting the above criteria may be appointed as EP II, should they meet the entry requirements for this rank. Guides to appointment of EP I and II and conditions for promotion of EP are stipulated in Attachment J and K of Appendix 4 respectively, and conditions for promotion of EP are stipulated in Appendix 5.

(updated on 1 November 2013) E. School-based Speech Therapists

The Education Bureau creates school-based speech therapist posts in aided ordinary schools clusters to implement the Enhanced School-based Speech Therapy Service and invites aided ordinary schools to implement the provision starting from the 2019/20 school year. Each school- based speech therapist post awarded is employed as a non-teaching specialist staff of a base school

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to provide school-based speech therapy services for schools assigned by the Education Bureau.

Guides to appointment of School-based Speech Therapist are stipulated in Attachment L of Appendix 4.

F. Primary School Assistant Social Work Officers

The Education Bureau creates additional Primary School Assistant Social Work Officer posts in aided ordinary schools and invites aided primary schools to apply for creating these posts starting from the 2018/19 school year. Guides to appointment of Primary School Assistant Social Work Officer are stipulated in Attachment M of Appendix 4.

G. School Executive Officers

The Education Bureau creates the school executive officer posts in the approved non-teaching staff establishment in aided schools and invite schools to opt for creating these posts starting from the 2019/20 school year. Guides to appointment of School Executive Officer are stipulated in Attachment N of Appendix 4.

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Appendix 2B

Clerical and Janitor Staff Entitlement

The following scales shall apply in determining the clerical and janitor staff entitlements of a school for the purpose of calculating the amount of Administration Grant or the Revised Administration Grant^Noteas appropriate payable to it -

(I) Clerical staff

(a) Bi-sessional schools

No. of classes Rank and no. of clerical staff entitled

1 to 3 Nil

4 to 11 1 Clerical Assistant

12 to 23 1 Assistant Clerical Officer/Clerk Class II

24 or more 1 Assistant Clerical Officer/Clerk Class II + 1 Clerical Assistant In bi-sessional schools with 25 classes or more, each session will be considered as a separate school in the calculation of the clerical staff establishment.

(b) Whole-day Schools

No. of classes Rank and no. of clerical staff entitled

1 - 3 Nil

4 - 11 1 Clerical Assistant

12 – 23 1 Assistant Clerical Officer/Clerk Class II + 1 Clerical Assistant

24 or more 1 Assistant Clerical Officer/Clerk Class II + 2 Clerical Assistants

(II) Janitor staff

One janitor staff may be allowed for every four or fraction of four classes and special purpose rooms in use for the AM or whole-day session and one janitor staff may be allowed for every eight or fraction of eight classes and special purpose rooms in use for the PM session. If the total includes a fraction of 0.5 or above, it will be rounded up to next whole number.

Note A school that opts for the Revised Administration Grant will pay the salaries of its janitor staff through

the Revised Administration Grant, amount of which is calculated with reference to the scale at (II) above.

It will be provided with clerical staff according to the scale at (I) above and pay the actual salaries of its clerical staff through the Salaries Grant.

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Appendix 2/Attachment A1 Teaching Staff Establishment

in Aided Primary Schools Operating Bi-sessional Classes

under the 1.4:1 Teacher-to-class Ratio (including Additional Posts for Specialised Teaching) and the Ratio of One Senior Teacher for Every Four Classes, i.e. Basic Provision No. of classes* Rank of Head Deputy Head

(SPSM)@

Senior Teachers (PSM) (excluding Deputy Head, if entitled)

No. of Class Teachers (APSM)

Total No. of Staff (including Head)

1 2 3 4 5 6 7 8 9 10 11

SPSM SPSM SPSM SPSM SPSM SPSM SPSM SPSM SPSM SPSM SPSM

-- -- -- -- -- -- -- -- -- -- --

0 0 0 1 1 1 1 2 2 2 2

0.5 2 4 4 5 8 9 10 11 12 14

1.5 3 5 6 7 10 11 13 14 15 17 12

13 14 15 16 17 18 19 20 21 22 23

HMII HMII HMII HMII HMII HMII HMII HMII HMII HMII HMII HMII

1 1 1 1 1 1 2 2 2 2 2 2

2 2 2 2 3 3 2 2 3 3 3 3

14 16 17 18 19 20 22 23 23 25 26 28

18 20 21 22 24 25 27 28 29 31 32 34 24

25 26 27 28 29 30 31 32 33 34 35 36

HMI HMI HMI HMI HMI HMI HMI HMI HMI HMI HMI HMI HMI

3 3 3 3 3 3 3 3 3 3 3 3 3

3 3 3 3 4 4 4 4 5 5 5 5 6

28 29 31 32 33 34 35 37 37 39 40 41 42

35 36 38 39 41 42 43 45 46 48 49 50 52

* In a bi-sessional school with 25 classes or more, each session will be considered as a separate school in the calculation of the teaching staff establishment.

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@ In ordinary primary schools with 12 – 17 classes, one PSM post will be re-ranked to the SPSM rank for deputy head; in ordinary primary schools with 18 – 23 classes, two PSM posts will be re-ranked to the SPSM rank for deputy heads; and in ordinary primary schools with 24 classes or more, three PSM posts will be re-ranked to the SPSM rank for deputy heads.

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Appendix 2/Attachment A2 Teaching Staff Establishment

in Whole-day Aided Primary Schools

under the 1.5:1 Teacher-to-class Ratio (including Additional Posts for Specialised Teaching) and the Ratio of One Senior Teacher for Every Three Classes, i.e. Basic Provision No. of classes Rank of Head Deputy Head

(SPSM)@

Senior Teachers (PSM) (excluding Deputy Head, if entitled)

No. of Class Teachers (APSM)

Total No. of Staff (including Head)

1 2 3 4 5 6 7 8 9 10 11

SPSM SPSM SPSM SPSM SPSM SPSM SPSM SPSM SPSM SPSM SPSM

-- -- -- -- -- -- -- -- -- -- --

0 0 1 1 1 2 2 2 3 3 3

0.5 2 3 4 6 7 9 10 11 12 14

1.5 3 5 6 8 10 12 13 15 16 18 12

13 14 15 16 17 18 19 20 21 22 23

HMII HMII HMII HMII HMII HMII HMII HMII HMII HMII HMII HMII

1 1 1 1 1 1 2 2 2 2 2 2

3 3 3 4 4 4 4 4 4 5 5 5

14 16 17 18 19 21 21 23 24 25 26 28

19 21 22 24 25 27 28 30 31 33 34 36 24

25 26 27 28 29 30 31 32 33 34 35 36

HMI HMI HMI HMI HMI HMI HMI HMI HMI HMI HMI HMI HMI

3 3 3 3 3 3 3 3 3 3 3 3 3

5 5 5 6 6 6 7 7 7 8 8 8 9

28 30 31 32 33 35 35 37 38 39 40 42 42

37 39 40 42 43 45 46 48 49 51 52 54 55

@ In ordinary primary schools with 12 – 17 classes, one PSM post will be re-ranked to the SPSM

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rank for deputy head; in ordinary primary schools with 18 – 23 classes, two PSM posts will be re-ranked to the SPSM rank for deputy heads; and in ordinary primary schools with 24 classes or more, three PSM posts will be re-ranked to the SPSM rank for deputy heads.

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Appendix 3 Salary Scales and Allowances

(This appendix should be read in conjunction with Appendix 4) (A) Salary Scales

(I) The salary scales of teaching staff in each grade and rank are as follows:

Grade/Rank Salary Scale

(Points on the Master Pay Scale)

1. Headmaster/Headmistress (HM I) 38-41

2. Headmaster/Headmistress II (HM II) 35-39

3. Senior Primary School Master/Mistress (SPSM) 34-35 (updated on 1 September 2008)

4. Primary School Master/Mistress (PSM) 30-33

5. Assistant Primary School Master/Mistress (APSM) 17-29 if appointed before 1.4.2000

12-29 if appointed between 1.4.2000 and 31.7.2007 (both dates inclusive) 17-29 if appointed between 1.8.2007 and 30.9.2010 (both dates inclusive) 15-29 if appointed on or after 1.10.2010

Untrained APSM will not be allowed to proceed beyond the salary bar as shown below-

Date of appointment Salary Bar

Before 1.4.2000 27

Between 1.4.2000 and 30.9.2010 (both dates inclusive) 22

On or after 1.10.2010 20

Remarks : With effect from 1.8.2007, the salary bar would be set at five pay points above the prevailing starting salary and would be adjusted automatically whenever there is a change in the starting salary in the future. A serving untrained APSM without a break in service is subject to the adjusted salary bar or the highest salary bar point he/she has ever experienced in the appointment as APSM, whichever is the higher.

6. Principal Assistant Master/Mistress (PAM)# 34-39 (* Bar at 36) 7. Senior Assistant Master/Mistress (SAM)# 30-33C (* Bar at 33)

(* Passage requires acquisition a Bachelor of Arts

Degree in Primary Education, or equivalent.)

8. Assistant Master/Mistress (AM)@ 25-29

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9. Certificated Master/Mistress (CM)@ 14-24 if appointed before 1.4.2000

12-24 if appointed between 1.4.2000 and 31.7.2007 14-24 if appointed on or

after 1.8.2007 Untrained CM will not be allowed to proceed beyond the salary bar as shown below-

Date of appointment Salary Bar

Between 1.1.1991 and 31.3.2000 (both dates inclusive) 19 Between 1.4.2000 and 31.7.2007 (both dates inclusive) 17

On or after 1.8.2007 19

Remarks : With effect from 1.8.2007, the salary bar would be set at five pay points above the prevailing starting salary and would be adjusted automatically whenever there is a change in the starting salary in the future. A serving untrained CM without a break in service is subject to the adjusted salary bar or the highest salary bar point he/she has ever experienced in the appointment as CM, whichever is the higher.

10. Unqualified Teacher (UQT) 4

# No non-degree holders should be appointed as new school heads. Serving heads at AM, SAM and PAM rank who are non-degree holders will be accommodated until natural wastage.

@ With the full implementation of the all-graduate teaching force policy starting from the 2019/20 school year, no newly-joined teachers should be appointed as CM, or directly appointed as or promoted to AM upon the phasing out of the non-graduate grade. Serving non-graduate teachers at CM and AM rank will be accommodated in their current post until natural wastage or regraded to the graduate grade. (updated on 1 September 2019)

(II) The salary scales of educational psychologists are as follows:

1. Educational Psychologist I (EPI) 34 - 44

2. Educational Psychologist II (EPII) 25 - 33 if appointed before 1.4.2000

20 - 33 if appointed between 1.4.2000 and 31.7.2007 (both dates inclusive)

25 - 33 if appointed between 1.8.2007 and 30.9.2010 (both dates inclusive) 23 - 33 if appointed on or after 1.10.2010

(III) The salary scales of School-based Speech Therapist 18 - 33 if appointed before 1.4.2000

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(IV) The salary scales of Primary School Assistant Social Work Officers

18 - 33 if appointed before 1.4.2000

(*with omitted points at Point 20, 24 and 30) (updated on 1 September 2018)

(V) School Executive Officer (Sch ExO) (updated on 1 September 2019)

15 - 27

(B) Supply Teachers

Appointment Salary per working day

Qualified Teacher Refer to Revised Daily Rates of Pay for Supply Teachers as Unqualified Teacher announced in Education Bureau Circular currently in force.

(C) Acting Allowance

A full-time AM who has been recommended and approved to take up the functional duties of SPSM, or a full-time HMII/SPSM/PSM/APSM who has been recommended and approved to take up the functional duties of 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 follows-

(a) 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 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

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acting post. The rate will be revised to 100% of the difference after the first 180 calendar days of acting. (Note 10) (updated on 1 November 2012)

(b) 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 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 10) (updated on 1 November 2012)

Note :

1. With the full implementation of the all-graduate teaching force policy from the 2019/20 school year, the promotion mechanism for the non-graduate grade will cease to operate. In other words, no CM or AM could be approved to act up a promotion post in the non- graduate grade through promotion/selection exercise starting from the 2019/20 school year.

2. The minimum 30-calendar-day qualifying period for acting appointment shall 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.

3. 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.

4. 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.

5. 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 November 2012)

6. 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.

7. A teacher can only draw one acting allowance at any one time, and schools should not make concurrent multiple acting appointments.

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

9. All allowances will be treated as salary for Provident Fund purposes.

10. The rate of acting allowance takes effect on 1 September 2004.

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Appendix 4

Qualifications Required for Grades of Appointment in Aided Primary Schools

1. The guides to appointment in respect of the grades/ranks Headmaster/Mistress I, Headmaster/Mistress II, Senior Primary School Master/Mistress, Primary School Master/Mistress, Assistant Primary School Master/Mistress, Principal Assistant Master/Mistress, Senior Assistant Master/Mistress, Assistant Master/Mistress, Certificated Master/Mistress, Educational Psychologist I, Educational Psychologist II, School-based Speech Therapist, Primary School Assistant Social Work Officer and School Executive Officer are shown in Attachments A to N. (updated on 1 September 2019)

2. With effect from 2004/05 school year, aspiring principals are required to attain the Certification for Principalship in addition to complying with the appointment conditions in force at the time before they could be considered for appointment to principalship.

3. With effect from the 2019/20 school year, all teaching posts on the approved establishment of aided schools are graduate teacher posts, including additional teaching posts that are provided for schools under various measures. Newly-joined teachers (including those with a break of service exceeding one year) should possess a local bachelor’s degree (or equivalent) and satisfy all the entry requirements and standing conditions in force at the time before they could be considered for appointment to the graduate teacher posts. Serving non-graduate teachers at CM, AM, SAM and PAM rank will be accommodated in their current posts until natural wastage or regraded to the corresponding rank in the graduate grade.

4. The guide to appointment in respect of clerical staff is shown at Attachment O.

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Appendix 4/Attachment A

GUIDE TO APPOINTMENT Aided Primary Schools Headmaster/Headmistress I

(For information: This document is not part of any agreement of service) 1. Appointment

requirements

(a) Normally - Promotion/Regrading

(i) Promotion - promotion rank for Headmaster/Headmistress II.

(ii) Regrading - A Principal Assistant Master/Mistress# serving in the nominating primary school with a local first degree is eligible for consideration for regrading as Headmaster/Headmistress I.

(b) Exceptionally - Direct Entry

(i) Candidates should have fulfilled all requirements for normal promotion to this rank. The School Management Committee must submit justifications for the exceptional nature of the proposed appointment for which the Permanent Secretary will have discretion either to approve or reject having regard to the special circumstances.

(ii) Starting from the 2000/01 school year, new school heads should be limited to candidates holding a local first degree plus teacher training in primary education, or equivalent qualifications.

2. Type of work Head of a primary school with 24 classes or more.

3. Pay scale MPS Point 38-41

4. Period of probation 2 years for direct entrants.

5. Promotion prospects Nil

6. Any other remarks (a) The salary scale and incremental date of a Headmaster/Headmistress I regraded from the rank of Principal Assistant Master/Mistress will be determined as follows:

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(i) If immediately before regrading, his/her pay is less than the minimum of the pay scale of the new office, he/she will receive the minimum. The new incremental date will be determined by the date of regrading;

(ii) If his/her pay is the same or more than the minimum and not more than the maximum of the pay scale of the new office, he/she will receive the salary point which is equivalent to his/her existing substantive salary. The new incremental date will be determined by the date of regrading;

(iii) If he/she is regraded on his/her incremental date, for the purpose of these rules, his/her pay before regrading will be taken to be the pay he/she would have received on that date had he/she not been regraded; and

(iv) If the date of regrading falls on or between the 1st and the 15th day of the month, the incremental date will be taken to be the first day of that month.

If the resultant date falls on or between the 16th day and the end of the month, the incremental date will be taken to be the first day of the following month.

(b) With effect from the 2002/03 school year, a school head appointed by direct appointment to a head post in another aided school at the same substantive rank of his/her former head post without a break is allowed to retain the salary pay point he/she received in the former post; if there is a break in service, he/she should be remunerated at the minimum point of the pay scale for the rank.

#The PAM rank will be phased out through natural wastage.

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Appendix 4/Attachment B GUIDE TO APPOINTMENT

Aided Primary Schools Headmaster/Headmistress II

(For information: This document is not part of any agreement of service)

1. Appointment requirements

(i) Promotion - promotion rank for Senior Primary School Master/Mistress or Primary School Master/Mistress.

(ii) Regrading – A Senior Assistant Master/Mistress#

serving in the nominating primary school with a local first degree or equivalent is eligible for consideration for regrading as Headmaster/Headmistress II.

(i) Candidates should have fulfilled all requirements for normal promotion to this rank. The School Management Committee must submit justifications for the exceptional nature of the proposed appointment for which the Permanent Secretary will have discretion either to approve or reject having regard to the special circumstances.

(ii) Starting from the 2000/01 school year, new school heads should be limited to candidates holding a local first degree plus teacher training in primary education, or equivalent qualifications.

2. Type of work Head of a primary school with 12 to 23 classes.

5. Promotion prospects Headmaster/Headmistress I.

A Headmaster/Headmistress II will be eligible for consideration for promotion to Headmaster/Headmistress I after he/she has served successfully as follows in a primary school for at least 3 years:

Either

(i) as a Headmaster/Headmistress II;

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Or

(ii) as a Senior Assistant Master/Mistress and then as a Headmaster/Headmistress II.

6. Any other remarks (a) In the case of promotion to Headmaster/Headmistress I, as the salary scale of a Headmaster/Headmistress II overlaps that of a Headmaster/Headmistress I (MPS Pt 38-41), the promotees’ salary scale and incremental date will be determined as follows:

(i) If their pay before promotion is less than the minimum of the pay scale of the new higher office by more than one point, they will enter at the minimum and their new incremental date will be determined by the date of their promotion;

(ii) If their pay before promotion is less than the minimum of the pay scale of the new higher office by not more than one point, they will enter at the minimum and retain their existing incremental date;

(iii) If their pay before promotion is not less than the minimum of the pay scale of the new higher office and subject to the maximum point of the new scale not being exceeded, they will enter the new scale at the point which is next above their pay and retain their existing incremental date; and

(iv) If the promotees are already receiving the maximum pay of their former office at the date of promotion, they will enter the new scale at the point next above their pay and their new incremental date will be determined by the date of promotion.

(b) The salary scale and incremental date of Headmaster/Headmistress II regraded from the rank of Senior Assistant Master/Mistress will be determined as follows:

(i) If immediately before regrading, his/her pay is less than the minimum of the pay scale of the new office, he/she will receive the minimum. The new incremental date will be determined by the date of regrading;

(ii) If his/her pay is the same or more than the minimum and not more than the maximum of the

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pay scale of the new office, he/she will receive the salary point which is equivalent to his/her existing substantive salary. The new incremental date will be determined by the date of regrading;

(iii) If he/she is regraded on his/her incremental date, for the purpose of these rules, his/her pay before regrading will be taken to be the pay he/she would have received on that date had he/she not been regraded; and

(iv) If the date of regrading falls on or between the 1^st and the 15th day of the month, the incremental date will be taken to be the first day of that month.

If the resultant date falls on or between the 16th day and the end of the month, the incremental date will be taken to be the first day of the following month.

(c) With effect from the 2002/03 school year, a school head appointed by direct appointment to a head post in another aided school at the same substantive rank of his/her former head post without a break is allowed to retain the salary pay point he/she received in the former post; if there is a break in service, he/she should be remunerated at the minimum point of the pay scale for the rank.

#The SAM rank will be phased out through natural wastage.

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Appendix 4/Attachment C (with effect from 1 September 2008) GUIDE TO APPOINTMENT

Aided Primary Schools

Senior Primary School Master/Mistress I. Head and Deputy Head

requirements

(a) Normally - Promotion Promotion rank for

(i) Primary School Master/Mistress, and

(ii) Assistant Master/Mistress with a local first degree or equivalent.

(i) Candidates should possess a local first degree plus teacher training in primary education, or equivalent qualifications. They should also meet the teaching experience requirement and complete training course(s) specified by or acceptable to the Permanent Secretary for normal promotion to this rank. The School Management Committee must submit justifications for the exceptional nature of the proposed appointment for which the Permanent Secretary will have discretion either to approve or reject having regard to the special circumstances.

(ii) Starting from the 2000/01 school year, new school heads and deputy heads should be limited to candidates holding a local first degree plus teacher training in primary education, or equivalent qualifications.

2. Type of work (a) Head of a primary school with 11 or less classes; OR (b) Deputy head of a primary school with 12 or more classes,

in addition to class teaching.

(updated on 1 September 2019) 3. Pay scale MPS Point 34-35

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5. Promotion prospects Headmaster/Headmistress II

A Senior Primary School Master/Mistress will be eligible for consideration for promotion to Headmaster/Headmistress II after he/she has served successfully as follows in a primary school for at least 5 years:

Either

(i) as a Senior Primary School Master/Mistress;

Or

(ii) as an Assistant Master/Mistress/Primary School Master/Mistress and then as a Senior Primary School Master/Mistress.

6. Any other remarks (a) In the case of promotion to Headmaster/Headmistress II, as the salary scale of a Senior Primary School Master/Mistress overlaps that of a Headmaster/Headmistress II (M.P.S. Pt 35-39), the promotees’ salary scale and incremental date will be determined as follows:

(i) If their pay before promotion is less than the minimum of the pay scale of the new higher office, they will enter at the minimum and retain their existing incremental date; and

(ii) If the promotees are already receiving the maximum pay of their former office at the date of promotion, they will enter the new scale at the point next above their pay and their new incremental date will be determined by the date of promotion.

(b) With effect from 2004/05 school year, aspiring principals are required to attain the Certification for Principalship in addition to complying with the appointment conditions in force at the time before they could be considered for appointment to principalship.

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Appendix 4/Attachment D1

GUIDE TO APPOINTMENT Aided Primary Schools Primary School Master/Mistress

I. Senior Teacher

requirements

(i) Promotion - promotion rank for Assistant Primary School Master/Mistress.

(ii) Regrading – An Assistant Master/Mistress [including AM(SGT)] serving in the nominating primary school with a local first degree is eligible for consideration for regrading as Primary School Master/Mistress.

Candidates should possess a local first degree plus teacher training in primary education, or equivalent qualifications. They should also meet the teaching experience requirement and complete training course(s) specified by or acceptable to the Permanent Secretary set for normal promotion to this rank. The School Management Committee must submit justifications for the exceptional nature of the proposed appointment for which the Permanent Secretary will have discretion either to approve or reject having regard to the special circumstances.

2. Type of work Senior Teacher with the following duties:

(a) Assist the school head and deputy head in guiding the work in various functional areas in order to take forward education initiatives in the primary school;

(b) Take the lead in diversified professional duties;

(c) Undertake class teaching; and

(d) Perform other related duties as assigned by the school.

5. Promotion prospects Senior Primary School Master/Mistress or Headmaster/Headmistress II.

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(a) Senior Primary School Master/Mistress

A Primary School Master/Mistress will be eligible for consideration for promotion to Senior Primary School Master/Mistress after he/she has served successfully as a Senior Teacher in a primary school for at least 2 years, and undertaken training course(s) specified by or acceptable to the Permanent Secretary.

(b) Headmaster/Headmistress II

A Primary School Master/Mistress will be eligible for

consideration for promotion to

Headmaster/Headmistress II after he/she has served successfully as follows in a primary school for at least 5 years:

Either

(i) as a Primary School Master/Mistress;

or

(ii) as an Assistant Master/Mistress and then as a Primary School Master/Mistress.

With effect from 2004/05 school year, aspiring principals are required to attain the Certification for Principalship in addition to complying with the appointment conditions in force at the time before they could be considered for appointment to principalship.

6. Any other remarks A Primary School Masters/Mistresses regraded from the rank of Assistant Master/Mistress will enter at the minimum of the Primary School Master/Mistress pay scale with his/her new incremental date determined by the date of his/her regrading.

If the date of regrading falls on or between the 1st and the 15th day of the month, the incremental date will be taken to be the first day of that month. If the date of regrading falls on or between the 16th day and the end of the month, the incremental date will be taken to be the first day of the following month.

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Appendix 4/Attachment D2

GUIDE TO APPOINTMENT Aided Primary Schools Primary School Master/Mistress

II. Student Guidance Teacher

(For information: This document is not part of any agreement of service)

1. Appointment requirements

(a) (i) Normally – Regrading

A serving Assistant Master/Mistress (Student Guidance Teacher) with a local first degree or equivalent is eligible for consideration for regrading as Primary School Master/Mistress (Student Guidance Teacher) under sponsor-based entitlement. (only applicable for student guidance teachers who were appointed before the 2019/20 school year without a break of service for more than one year)

(ii) Normally – Acting

The School Management Committee may appoint a Primary School Master/Mistress (Student Guidance Teacher) on acting capacity. Candidates should have completed the necessary training, which refers to the Pre- service Training Course for Student Guidance Teachers conducted by the former Education Department or the Education Bureau, or the Certificate Course on Student Guidance for Teachers of Primary Schools conducted by a local tertiary institute or its equivalent, and have served successfully as follows in government/aided primary school(s) for at least three years:

Either

(i) as an Assistant Primary School Master/Mistress;

Or

(ii) as a Certificated Master/Mistress and then as an Assistant Primary School Master/Mistress.

The teacher would have to gain five years’ teaching experience, at least two of which as a Student Guidance Teacher, before being promoted.

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(i) Candidates should possess a local first degree plus teacher training in primary education, or equivalent qualifications. They should also have completed successfully the necessary training in student guidance and should possess no less than five years’

teaching experience in government/aided primary school(s), with at least two of which as Student Guidance Teachers. Necessary training refers to the Pre-service Training Course for Student Guidance Teachers conducted by the former Education Department or the existing Education Bureau, or the Certificate Course on Student Guidance for Teachers of Primary Schools conducted by a local tertiary institute or its equivalent.

(ii) The School Management Committee must submit justifications for the exceptional nature of the proposed appointment, which the Permanent Secretary will have discretion either to approve or reject, having regard to the special circumstances.

2. Type of work In addition to the existing duties in his/her serving primary school(s), a Primary School Master/Mistress (Student Guidance Teacher) is expected to assist his/her sponsoring body in the following areas :

(i) Overall coordination of student guidance service and the implementation of the Comprehensive Student Guidance Service;

(ii) Co-ordination of staff development for Student Guidance Teachers;

(iii) Mobilisation of community resources in the delivery of student guidance service among its primary schools;

(iv) Overall evaluation of the student guidance service;

(v) Identification and sharing of good practices among Student Guidance Teachers.

5. Promotion prospects Nil

6. Any other remarks (a) The entitlement and appointment of these posts are considered separately under the same sponsoring body.

(b) A Primary School Master/Mistress (Student Guidance Teacher) regraded from the rank of Assistant Master/Mistress (Student Guidance Teacher) will enter at the minimum of the Primary School Master/Mistress pay

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scale with his/her new incremental date determined by the date of regrading. If the date of regrading falls on or between the 1st and the 15th day of the month, the incremental date will be taken to be the first day of that month. If the date of regrading falls on or between the 16th day and the end of the month, the incremental date will be taken to be the first day of the following month.

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Appendix 4/Attachment E

GUIDE TO APPOINTMENT Aided Primary Schools

Assistant Primary School Master/Mistress

(For information: This document is not part of any agreement of service) 1. Appointment New Recruitment

requirements

(a) Candidates should possess a local first degree plus teacher training in primary education, or equivalent qualifications.

(b) Regrading Serving Teachers

A Certificated Master/Mistress serving in the nominating primary school with a local first degree is eligible for consideration for regrading as Assistant Primary School Master/Mistress.

2. Type of work Mainly deployed to perform the following duties:

(a) Coordinate and discharge diversified professional duties;

(b) Undertake class teaching; and

(c) Perform other related duties as assigned by the school.

3. Pay scale (a) MPS Point 17-29 for those appointed before 1.4.2000

(b) MPS Point 12-29 for those appointed between 1.4.2000

and 31.7.2007 (both dates inclusive)

(c) MPS Point 17-29 for those appointed between 1.8.2007

(d) MPS Point 15-29 for those appointed on or after 1.10.2010

Note: Untrained Assistant Primary School Master/Mistress will not be allowed to proceed beyond a salary bar as specified below:

(a) Bar at MPS Point 27 for those appointed before 1.4.2000

(b) Bar at MPS Point 22 for those appointed between 1.4.2000 and 30.9.2010 (both dates inclusive)

(c) Bar at MPS Point 20 for those appointed on or after 1.10.2010

With effect from 1.8.2007, the salary bar would be set at five pay points above the prevailing starting salary and would be adjusted automatically whenever there is a change in the starting salary in the future. A serving untrained APSM without

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a break in service is subject to the adjusted salary bar or the highest salary bar point he/she has ever experienced in the appointment as APSM, whichever is the higher.

4. Period of probation 2 years for direct entrants.

5. Promotion prospects Primary School Master/Mistress.

An Assistant Primary School Master/Mistress possessing a Post-graduate Diploma/Certificate in Education, or a teacher's certificate from a Hong Kong College of Education/the Hong Kong Institute of Education, or equivalent will be eligible for consideration for promotion to Primary School Master/Mistress after he/she has served successfully as follows in a primary school for at least 5 years and undertaken training courses(s) specified by or acceptable to the Permanent Secretary:

Either

(i) as an Assistant Primary School Master/Mistress;

Or

(ii) as a Certificated Master/Mistress and then as an Assistant Primary School Master/Mistress.

6. Any other remarks (a) Candidates without a Post-graduate Diploma/Certificate in Education, or a teacher's certificate from a Hong Kong College of Education/the Hong Kong Institute of Education, or equivalent will enter at the minimum of the pay scale on appointment.

(b) Candidates who also possess an appropriate Post- graduate Diploma/Certificate in Education, or a teacher's certificate from a Hong Kong College of Education/the Hong Kong Institute of Education, or equivalent will enter at the third point in the pay scale on appointment.

(c) Starting from 21 February 2002, the arrangement for the salary bar of a serving untrained teacher upon his/her regrading from a non-graduate rank to the rank of Assistant Primary School Master/Mistress, is as follows –

(i) If the pay point of the teacher concerned on

appointment to the rank of Assistant Primary School Master/Mistress is below the prevailing salary bar of his/her new post, he/she can progress along the respective pay scale to the new salary bar point. Subject to the acquisition

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of acceptable teacher training qualification, he/she can proceed beyond the appropriate salary bar point to the maximum of the respective pay scale; and

(ii) If the pay point of the teacher concerned on appointment to the rank of Assistant Primary School Master/Mistress is at or above the prevailing salary bar of his/her new post (due to, for example, the retention of his/her existing pay in the former non-graduate post under the special pay on appointment arrangements), his/her salary will be frozen at that pay point.

Progression beyond the frozen pay point is subject to his/her acquisition of acceptable teacher training qualification, provided that the maximum of the respective pay scale is not exceeded.

(d) A serving Assistant Primary School Master/Mistress who acquires a Post-graduate Diploma/Certificate in Education, or a teacher's certificate from a Hong Kong College of Education/the Hong Kong Institute of Education, or equivalent after pursuing a full-time or part-time course will be awarded two additional increments if he/she entered at the first point in accordance with paragraph 6(a) or has not been previously awarded additional increments on the strength of such, provided that the maximum of the salary scale is not exceeded. However, with effect from 1 September 2003, an untrained teacher regraded from Certificated Master/Mistress to Assistant Primary School Masters/Mistresses, who subsequently acquires acceptable teacher training qualification, will –

(i) be eligible for the award of two additional increments if, other than through possession of recognized experience, he/she entered at the minimum point of the Assistant Primary School Masters/Mistresses pay scale prevailing at the time he/she was regraded, provided that the maximum of the pay scale is not exceeded; or (updated on 1 November 2013)

(ii) be eligible for the award of one additional increment if, other than through possession of recognized experience, he/she entered at one point above the minimum point of the Assistant Primary School Masters/Mistresses pay scale prevailing at the time he/she was regraded, provided that the maximum of the pay scale is not exceeded; or (updated on 1 November 2013)

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(iii) not be eligible for the award of any additional increment if, other than through possession of recognized experience, he/she entered at two or more points above the minimum point of the Assistant Primary School Masters/Mistresses pay scale prevailing at the time he/she was regraded. (updated on 1 November 2013) (e) The salary scale and incremental date of an Assistant

Primary School Masters/Mistresses regraded from the rank of Certificated Master/Mistress will be determined as follows:

(i) If immediately before regrading, his/her pay is

less than the minimum of the pay scale of the new office, he/she will receive the minimum.

The new incremental date will be determined by the date of regrading.

(ii) If his/her pay is the same or more than the minimum and not more than the maximum of the pay scale of the new office, he/she will continue to receive his/her existing pay in the former post. The new incremental date will be determined by the date of regrading;

(iii) If he/she is regraded on his/her incremental date,

for the purpose of these rules, his/her pay before regrading will be taken to be the pay he/she would have received on that date had he/she not been regraded; and

(iv) If the date of regrading falls on or between the

1st and the 15th day of the month, the incremental date will be taken to be the first day of that month. If the date of regrading falls on or between the 16th day and the end of the month, the incremental date will be taken to be the first day of the following month.

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Appendix 4/Attachment F

GUIDE TO APPOINTMENT Aided Primary Schools Principal Assistant Master/Mistress

requirements

N.A.

(Note : Starting from the 2000/01 school year, no non-degree holders should be appointed as new school heads. Serving heads at PAM rank who are non-degree holders will be accommodated until natural wastage.)

2. Type of work Head of a primary school with 24 classes or more.

(Bar at MPS Point 36, the passage of which requires acquiring a Bachelor of Arts Degree in Primary Education, or equivalent) 4. Period of probation N.A.

5. Promotion prospects Nil 6. Any other remarks Nil (updated on 1 September 2008)

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Appendix 4/Attachment G

GUIDE TO APPOINTMENT Aided Primary Schools Senior Assistant Master/Mistress

requirements

N.A

(Note : Starting from the 2000/01 school year, no non-degree holders should be appointed as new school heads. Serving heads at SAM rank who are non-degree holders will be accommodated until natural wastage.)

2. Type of work Head of a primary school with 12-23 classes.

3. Pay scale MPS Point 30-33C

(Bar at MPS Point 33, the passage of which requires acquiring a Bachelor of Arts Degree in Primary Education, or equivalent) 4. Period of probation N.A.

5. Promotion prospects Refer to Any other remarks below

6. Any other remarks A serving Senior Assistant Master/Mistress with local first degree or equivalent qualifications is allowed to compete with Headmaster/Headmistress II for promotion to the next higher rank in the school or in schools operated by the same sponsoring body.

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Appendix 4/Attachment H1

GUIDE TO APPOINTMENT Aided Primary Schools Assistant Master/Mistress

I. Senior Teacher

requirements

(a) Normally – Promotion

Promotion rank for Certificated Master/Mistress.

(Note: Starting from the 2019/20 school year, no Certificated Master/Mistress should be promoted to Assistant Master/Mistress, except those who have been selected for acting up the post through a promotion exercise before the 2019/20 school year. Serving Assistant Master/Mistress will be accommodated until natural wastage or regraded to the graduate grade.) (b) Exceptionally - Direct entry

N.A.

(Note: Starting from the 2019/20 school year, teachers cannot be directly appointed to fill a non-graduate post at the promotion rank, except for the redeployment of teacher from one school to another under the same school sponsoring body.)

2. Type of work Senior Teacher in a primary school with duties in addition to class teaching.

4. Period of probation Two years for direct entrants.

5. Promotion prospects Senior Primary School Master/Mistress

An Assistant Master/Mistress with a local first degree or equivalent qualification will be eligible for consideration for promotion to Senior Primary School Master/Mistress after he/she has served successfully for at least 2 years as an Assistant Master/Mistress in a primary school and undertaken training course(s) specified by or acceptable to the Permanent Secretary.

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Appendix 4/Attachment H2 GUIDE TO APPOINTMENT

Aided Primary Schools Assistant Master/Mistress II. Student Guidance Teacher

requirements

N.A.

(Note:

(i) Starting from the 2019/20 school year, teachers cannot be directly appointed to fill a non-graduate post at the promotion rank, including the Assistant Master/Mistress (Student Guidance Teacher) post.

(ii) Starting from the 2019/20 school year, newly-joined Student Guidance Teachers (including Student Guidance Teachers with a break of service exceeding one year) should possess a local bachelor’s degree (or equivalent) and satisfy all the entry requirements and standing conditions set out for Primary School Master/Mistress (Student Guidance Teacher).

(iii) Serving Assistant Masters/Mistresses (Student Guidance Teacher) will be accommodated in their current post of their serving schools, or take up an Assistant Master/Mistress (Student Guidance Teacher) post in another aided school operated by the same school sponsoring body through redeployment until they leave the service because of natural wastage or obtain the required qualifications and choose to be regraded to the graduate grade.)

2. Type of work An Assistant Master/Mistress (Student Guidance Teacher) helps to coordinate the service of a school-based guidance team and to implement the Comprehensive Student Guidance Service including formulating a student guidance policy, promoting the personal growth education, providing responsive service to students and supportive service to parents and teachers.

4. Period of probation Two years for direct entrants.

5. Promotion prospects Refer to Any other remarks below.

6. Any other remarks (a) A serving Assistant Master/Mistress (Student Guidance Teacher) with a local first degree or equivalent is eligible for consideration for regrading as Primary School Master/Mistress under school-based entitlement or Primary School Master/Mistress (Student Guidance Teacher) under sponsor-based entitlement.

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(b) An Assistant Master/Mistress (Student Guidance Teacher) under school-based entitlement with a local first degree or equivalent qualification will be eligible for consideration together with other eligible senior teachers in the school for promotion to Senior Primary School Master/Mistress after he/she has served successfully for at least 2 years as an Assistant Master/Mistress in a primary school and undertaken training course(s) specified by or acceptable to the Permanent Secretary.

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Appendix 4/Attachment I

GUIDE TO APPOINTMENT Aided Primary Schools Certificated Master/Mistress

requirements

(a) Certificate in Primary Education from the Hong Kong Institute of Education/Teacher's Certificate from a College of education in Hong Kong obtained after a 3- year full-time training course or an equivalent qualification; or

(b) A non-standard qualification acceptable to the Permanent Secretary

(Note:

(i) Starting from the 2019/20 school year, all newly-joined teachers should possess a local bachelor’s degree (or equivalent). No non-degree holders could be appointed as new teachers.

(ii) Serving Certificated Master/Mistress will be accommodated until natural wastage or regraded to the graduate grade.)

2. Type of work (a) Class teacher in an aided primary school; and (b) Other duties as the Head of the school may require.

3. Pay scale Basic scale

(a) MPS Point 14-24 for those appointed before 1.4.2000 (b) MPS Point 12-24 for those appointed between 1.4.2000

(c) MPS Point 14-24 for those appointed on or after 1.8.2007

Note: Untrained Certificated Master/Mistress will not be allowed to proceed beyond a salary bar as specified below:

(a) Bar at MPS Point 19 for those appointed between 1.1.1999 and 31.3.2000 (both dates inclusive)

(b) Bar at MPS Point 17 for those appointed between 1.4.2000 and 31.7.2007 (both dates inclusive)

(c) Bar at MPS Point 19 for those appointed on or after 1.8.2007

With effect from 1.8.2007, the salary bar would be set at five pay points above the prevailing starting salary and would be