GUIDE TO SALARY ASSESSMENT

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GUIDE TO SALARY ASSESSMENT

for

Aided Secondary Schools

Education Bureau August 2010

This guide intends to provide schools with reference in assessing the salaries of staff who are remunerated under the Salaries Grant in aided schools. Schools should also refer to the Codes of Aid and relevant circulars when assessing salaries. Please note that in case the salary assessment made by an aided school is determined to be incorrect, the SMC / IMC should be responsible for the arrangement of rectifying any overpayment or underpayment with the staff concerned. The subsidy on the Salaries Grant payroll to an aided school is based on the salary assessment made by EDB, which is final.

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Guide to Salary Assessment for Aided Secondary Schools

1. General Principles

1.1 Basics of salary assessment

1.1.1 The entry salary of new appointees should normally be offered at the prevailing minimum pay point of that rank commensurate with the prescribed entry qualification and/or experience.

Additional increments may be offered for appointees possessing relevant post-qualification experience in excess of the minimum entry requirement for the new appointment. (Details of ‘Salary Assessment for Teaching Staff’ and ‘Salary Assessment for Non-teaching Staff’ are at Sections 2 and 3 respectively.)

1.1.2 Basic steps of assessing entry salary of a new appointee are:

a) confirm about the rank of the new appointee;

b) identify the entry qualification(s);

c) identify the appropriate pay scale (see relevant parts of Appendix 6D);

d) determine the salary bar (if any);

e) calculate the incremental credit for experience (ICE) in terms of years and months by counting the relevant post-qualification experience after deducting the capped experience (if any);

f) calculate only the experience acquired with valid Registered Teacher / Permitted Teacher status (details are in Appendix 13);

g) determine the incremental credit for qualification (ICQ);

h) add the number of years of ICE (if any) and the number of ICQ (if any) to the minimum pay point of the appropriate pay scale;

i) determine the incremental date by means of the effective date of appointment and the number of residual months of ICE (if any);

j) confirm about the salary particulars including the entry salary point and the date of next increment.

1.1.3 A teacher paid under the Salaries Grant transferring from an aided school to another aided school at the same substantive rank and same full time equivalence of his/her former post with continuous service and without taking no-pay leave could normally retain the salary particulars he/she received in the former post.

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1.1.4 For those teaching and non-teaching staff who had been subject to the reduced starting salaries effective from 1 April 2000 and were still serving on the entry ranks as at 1 August 2007, their salaries should be adjusted in accordance with the conversion arrangement as detailed in Section 4.

1.1.5 With effect from 1 August 2007, the “carry-forward” arrangement will apply to all serving teachers upon transfer (within the same rank or between comparable ranks) between public-sector schools without a break in service. The salary as determined under this arrangement will prevail over the calculation of salary based on the new starting salaries plus incremental credit for experience (ICE). (The details are in Appendix 10A)

(The steps of salary assessments for teaching and non-teaching staff are summarized in Appendices 1A and 1B respectively.)

1.2 Qualifications

The date of recognition of a qualification should normally be the date of obtaining the qualification, i.e. date of announcement of result or date of issue of certificate/diploma.

1.2.1 Local qualifications

Unless otherwise specified, entry qualifications contained in Appendix 6 refer to qualifications awarded by local institutes with self-accrediting status. (A list of some typical local qualifications for teaching staff and their recognition status is in Appendix 2A) 1.2.2 Non-local qualifications

For holders of non-local academic/teacher training qualifications, they should normally approach the Hong Kong Council for Accreditation of Academic and Vocational Qualifications (HKCAAVQ) for qualification assessment. (A list of some typical non-local qualifications and their recognition status is in Appendix 2B)

1.2.3 Non-local qualifications as listed in EDB Circular No. 41/1998 For the non-local qualifications as listed in paragraph 2 of the EDB Circular No. 41/1998 on ‘Non-local Qualifications for

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Appointment to Graduate Teaching Posts’, the holders may approach the respective Regional Education Offices if they wish to ascertain whether the Education Bureau still accepts such qualifications for appointment / regrading to graduate teaching posts in aided / caput schools.An extract of the Circular is in Appendix 2C.

1.2.4 Guiding principles in vetting non-standard qualifications

The Advisory Committee on Teacher Education and Qualifications (ACTEQ) has endorsed a set of guiding principles in vetting non-standard qualifications for appointments in aided schools. The guiding principles take effect on 1.3.2010. The details are in Appendix 2D.

1.3 Teaching experience

1.3.1 All claims of teaching/working experience must be supported by official record/certificate of service (sample in Appendix 14) with at least the following information:

a) length of employment with exact dates (dd/mm/yy);

b) nature of employment: rank, full-time or part-time (in fraction of full-time equivalence) , source of funding; and c) number of days of no-pay leave taken (if any).

1.3.2 Relevant post-qualification experience in excess of the minimum required for appointment may be considered for the purpose of incremental credit. (Details of consideration of teaching experience are in Appendix 3)

1.4 No-pay leave

Serving teachers taking a no-pay leave of more than 15 days and less than or equal to 45 days consecutively will have their incremental dates (ID) deferred by one month; a no-pay leave of more than 45 days and less than or equal to 75 days consecutively deferred by two months; and so on. Their ID will remain unchanged if the no-pay leave taken is less than or equal to 15 days consecutively.

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1.5 Mark-time arrangement

With effect from 1.10.1989, mark-time arrangements at the initial salary point(s) for untrained GM were abolished (see Appendix 8 for the history of such arrangement).

With reference to ASGC No. 14/1991 dated 20.3.1991 on appointment of CM holding non-standard qualifications, mark-time arrangements at the initial salary point(s) for untrained non-graduate teachers were abolished with effect from 1.1.1991 (pre 1.1.1991 experience should be counted for mark-time arrangements) (see Appendices 6Aii, 6Bii, 6Cii and 6Dii for pay scales with mark-time arrangement).

1.6 Break in service

1.6.1 Before 1.9.2006, for the purpose of salary assessment, including the special pay arrangement 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. With effect from 1.9.2006, a break exceeding one year will be considered as a break in service for the purpose of salary assessment of teachers. (Details of the change effective from 1.9.2006 are in Appendix 13)

1.6.2 Before 1.9.2006, teacher’s service not in the public sector schools may constitute a break in service. With effect from 1.9.2006, relevant working experience in 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. (Details of the change effective from 1.9.2006 are in Appendix 13)

1.7 Salary bar / capped experience not counted for increments

1.7.1 Graduate Master/Mistress (GM) appointed on or after 5.12.1980 and Certificated Master/Mistress (CM) appointed on or after 1.1.1991 (effective date for implementing the barring is 1.4.1991) are barred at specific salary points (details in Appendices 4 and 5) beyond which untrained teachers are not allowed to proceed.

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1.7.2 The salary bars have been changed over the years. With effect from 1 August 2007, the salary bars would be set at five pay points above the prevailing starting salaries and would be adjusted automatically whenever there is a change in the starting salaries.

The adjusted salary bars would apply to newly recruited untrained teachers.

1.7.3 The salary bars at different times since 1991 are listed as follows:

GM / MPS Pt. CM / MPS Pt.

before 1.9.1997 27 19

effective from 1.9.1997 22 19

1.7.4 With effect from 1 August 2007, serving untrained teachers on transfer or within the same school, without change in rank/grade and without a break in service are also subject to the prevailing salary bars of the respective rank or subject to the highest salary bar that he / she has experienced in the appointment to the respective rank, whichever is the higher.

1.7.5 Capped experience refers to the post-qualification teaching experience acquired when the salary is frozen at the respective salary bar point. Such experience is not counted for incremental credits.

1.8 Incremental date

The incremental date (ID) of new teacher is determined by the date of assumption of full duties. If the date falls on or between the 1^st and the 15^th day of the month, the ID is the first day of the month. If the date falls on or between the 16^thand the end of the month, the ID is the first day of the following month.

1.9 Reference (Delinked) / Increment (Adjusted) pay scale

With the implementation of revised starting salaries that took effect from 1.4.2000, delinking arrangements applicable to all new recruits were also introduced on the same date. “Adjusted” (now referred as

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“Increment”) pay scale means a pay scale that is subject to the annual pay trend adjustment mechanism. And “delinked” (now referred as

“reference”) pay scale means a pay scale that is delinked from the annual pay trend mechanism. (Some illustrative examples are in Appendix 11) 1.9.1 All newly appointed teachers of basic rank, except those who are under the special arrangement for pay as stipulated in categories (a) to (c) in Appendix 10B, are to enter the revised salary scale on delinked pay point.

1.9.2 Teachers belonging to categories (d) and (e) in Appendix 10B appointed to the basic ranks should enter at the delinked pay point of the revised salary scale plus incremental credit for experience (ICE) and incremental credit for qualifications (ICQ), if applicable.

1.9.3 Subject to the provisions in the Codes of Aid on granting of annual increment on the ‘Incremental Date’ (ID), teachers on delinked pay scale will move to the adjusted pay scale on their next incremental date and progress along the corresponding adjusted pay scale.

1.9.4 Newly appointed teachers on maximum pay point on delinked pay scale will move to the adjusted pay scale when they reach their service anniversary, subject to satisfactory performance.

1.10 Discontinuation of the delinking arrangement and abolition of the reference pay scales

1.10.1 The starting salaries implemented with effect from April 2000 had been delinked from the annual civil service pay adjustment resulting from the pay trend survey. This was implemented through the creation of a set of reference pay scales which are frozen at fixed dollar values until the next Starting Salaries Survey (SSS) except for special circumstances. New appointees were remunerated on the reference pay scales until they received their first annual increment during which they would revert to the

‘standard’ pay scales.

1.10.2 In the light of the periodic and frequent conduct of SSSs, the delinking arrangement has been discontinued and the reference pay scales abolished with effect from 1 August 2007. All serving

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teachers and non-teaching staff remunerated on the reference pay scales on that day have been migrated to the corresponding pay point of the relevant ‘standard’ pay scales. All new recruits appointed on or after 1 August 2007 should be remunerated on the respective ‘standard’ pay scales.

2. Salary Assessment for Teaching Staff

The basic ranks of teachers in aided secondary schools are Certificated Master/Mistress (CM) for non-graduate teachers and Graduate Master/Mistress (GM) for graduate teachers. The development in GM and CM salary scales are in Appendices 4 & 5.

2.1 Salary assessment for GM grade teachers

2.1.1 Salary assessment of new appointees should follow the prevailing salary scales as laid down in relevant parts of Appendix 6:

Effective date Prevailing salary scales in

before 1.4.2000 Appendix 6Ai

1.4.2000 – 31.7.2007 Appendix 6Bi 1.8.2007 – 30.9.2010 Appendix 6Ci

from 1.10.2010 Appendix 6Di

2.1.2 The salary scales are applicable to all new recruits of the above respective effective periods. Schools should also refer to Appendices 10A and 10B when applying the above salary scales.

2.1.3 For GM appointed prior to 1.1.1991, their salary particulars may be explained by the salary history in Appendix 8.

2.2 Salary assessment for CM grade teachers

2.2.1 Salary assessment of new appointees should follow the prevailing salary scales as laid down in relevant parts of Appendix 6

Effective date Prevailing salary scales in

before 1.4.2000 Appendix 6Aii

1.4.2000 – 31.7.2007 Appendix 6Bii 1.8.2007 – 30.9.2010 Appendix 6Cii

from 1.10.2010 Appendix 6Dii

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2.2.2 The salary scales are applicable to all new recruits of the above respective effective periods. Schools should also refer to Appendices 10A and 10B when applying the above salary scales.

2.2.3 For CM appointed prior to 1.1.1991, their salary particulars may be explained by the salary history in Appendix 9.

2.2.4 In general, the starting salary of a CM is one point lower than the normal salary if the teacher training does not match the school level. The starting salary for a degree holder without appropriate teacher training appointed as a CM in a primary school is also at one point lower than the normal salary.

With effect from 1.9.2006, 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.

(Details of the change effective from 1.9.2006 are in Appendix 13)

2.3 Salary arrangement for non-graduate teachers regraded to graduate level

The salary particulars of a serving non-graduate secondary school teacher regraded to the GM grade that includes the rank of GM and SGM are determined as follows:

2.3.1 Salary point

a) A serving CM, AM or SAM, upon regrading to GM, is allowed to retain his/her substantive salary before regrading and to proceed normally along the GM pay scale, provided his/her substantive salary before regrading is not higher than the maximum of the GM pay scale (i.e. ‘fit-in’ salary treatment);

b) An SAM who has reached MPS Pt.33 should, upon regrading to GM, stay at MPS Pt.33 (maximum salary point of GM) and not be allowed to progress further.

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c) Before 1.9.2008, a PAM, upon regrading, should enter in the rank of GM and stay at the maximum point of the GM pay scale at MPS Pt.33 and not be allowed to progress further. With effect from 1.9.2008, a PAM may apply for regrading to SGM under the provisions of EDBC No.

4/2008 on ‘Enhancement of Graduate Teacher Ratio in Aided Secondary Schools’. Upon successful regrading to SGM, a PAM is allowed to retain his/her existing salary according to the ‘fit-in’ salary arrangement.

Starting from 1.9.2001, teacher is no longer be granted one increment or advancement in incremental date for having served at the maximum salary point of his/her former post for over one year at the time of regrading.

2.3.2 Salary bar point

The arrangements regarding the salary bar of a serving untrained teacher upon his/her regrading from a non-graduate rank to the rank of GM on or after 21 February 2002, are as follows –

(i) If the pay point of the teacher, on appointment to the rank of GM, is below the prevailing salary bar of his/her new post, he/she can progress along the pay scale to the new salary bar point. Subject to the acquisition of appropriate teacher training qualification, he/she can proceed beyond the salary bar point to the maximum point of the pay scale.

(ii) If the pay point of the teacher concerned on appointment to the rank of GM 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 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 appropriate teacher training qualification, provided that the maximum point of the pay scale is not exceeded.

2.3.3 Incremental credits for qualifications

Starting from 1.9.2003, an untrained teacher regraded from a non-graduate rank to the rank of GM, who subsequently acquires appropriate teacher training qualification, will:

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(i) be eligible for the award of two additional increments if he/she entered at the minimum point of the GM pay scale prevailing at the time he/she was regraded (e.g. MPS point 15 effective from 1.10.2010), provided that the maximum point of the pay scale is not exceeded; or

(ii) be eligible for the award of one additional increment if he/she entered at one point above the minimum point of the GM pay scale prevailing at the time he/she was regraded (e.g. MPS point 16 effective from 1.10.2010), provided that the maximum point of the pay scale is not exceeded; or (iii) not be eligible for the award of any additional increment if

he/she entered at two or more points above the minimum point of the GM pay scale prevailing at the time he/she was regraded (due to, for example, the retention of his/her existing pay in the former non-graduate post under the pay on appointment arrangements).

The above arrangements are in line with relevant civil service practices. Schools should note, in particular, that the new arrangements will affect teachers who do not acquire appropriate teacher training qualification before 1 September 2003 and who entered the respective pay scales at or above the entry points for trained teachers appointed at the time they were regraded (with the higher entry point offered for reasons other than the possession of appropriate working experience).

2.3.4 Incremental date

With effect from 1.9.2001, the incremental date of a non-graduate teacher upon his/her regrading to graduate level should be the date of regrading. If the date of regrading falls on or between the 1^st and the 15^th 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 16^th day and the end of the month, the incremental date will be taken to be the first day of the following month.

(Before 1.9.2001, the incremental date after regrading depended on the effective date of regrading, the incremental date before regrading and whether the teacher was already at the top of the CM pay scale)

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3. Salary Assessment for Non-teaching Staff

Revised salary scales for non-teaching staff, which take effect from 1.10.2010, are in Appendix 6Diii and the salary scales effective in different time periods are in Appendices 6Aiii, 6Biii and 6Ciii.

3.1 Salary of non-teaching staff upon transfer to aided schools

3.1.1 Upon transfer within the aided school sector, the salaries of the following non-teaching staff are determined by the

“carry-forward” arrangement:

a) All non-teaching staff paid by the Salaries Grant upon their deployment to the same rank from one aided school to another under the same sponsoring body; and

b) Serving non-teaching staff paid by the Salaries Grant on the Master Pay Scale (MPS) upon their transfer to the same rank without a break of service, i.e. within a period of 45 days, between aided schools, including monthly paid temporary non-teaching staff paid by the Salaries Grant and non-teaching staff employed on contract terms paid by the Salaries Grant who are to renew a further contract in aided schools or on transfer between aided schools.

The salary calculated under this arrangement should prevail over the calculation of salary based on the prevailing starting salaries plus incremental credits for experience (ICEs). For those non-teaching staff who had been subject to reduced starting salaries effective from 1 April 2000 but were not in service on 1 August 2007 (i.e. reference date for normal conversion of salaries of affected staff), the salary should be determined as if they have undergone normal conversion (if applicable) on the first day of appointment.

3.1.2 The pay arrangements of non-teaching staff paid by the Salaries Grant upon appointment/transfer to the new post are listed in the Appendix 10C.

3.1.3 The arrangements set out in 3.1.1 (b) above do not apply to:

a) clerical and janitor staff paid by the Administration Grant, Revised Administration Grant or other non-Salaries Grants in aided schools;

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b) non-specialist staff on Model Scale I, including workshop attendants, teacher assistants, watchmen and janitor staff paid by the Salaries Grant; and

c) non-teaching staff transferring from the civil service or other subvented sectors to aided schools.

The salaries of these non-teaching staff should be assessed on the basis of prevailing starting salaries plus ICEs, if applicable.

3.2 Granting of ICEs for non-teaching staff upon transfer with a break in service

3.2.1 The recognised experience of laboratory technicians and some specialist staff should be counted towards incremental credits for experience on the revised pay scale upon transfer with a break in service. These specialist staff comprise occupational therapists, physiotherapists, speech therapists, educational psychologists, nurses and staff at the social work officer or social work assistant grade.

3.2.2 Other non-teaching staff paid by the Salaries Grant should be paid the prevailing starting salaries on the revised pay scale without ICEs upon transfer with a break of service.

3.3 Salary assessment for Laboratory Technician (Lab Tech)

3.3.1 The basic grade of laboratory technician appointment is Lab Tech II and III. Lab Tech III can be promoted to Lab Tech II and Lab Tech I is a promotion post for Lab Tech II.

3.3.2 The arrangements set out in 3.1.1 above should also apply to laboratory technicians, including those on the Training Pay Scale (TPS), on transfer (i). between aided schools; and (ii). from Caput and Direct Subsidy Scheme (DSS) schools to aided schools. (For pay arrangement, the salary of the laboratory technician in a DSS school should be determined as if his/her service in the DSS school had been with an aided school.)

3.3.3 Lab Techs in the training rank of Lab Tech III appointed before 1 August 2007 should, upon promotion to Laboratory Technician II on or after 1 August 2007, be paid the starting pay point at MPS Point 8 on the new pay scale.

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4. Conversion Arrangement for Affected Serving Staff 4.1 Normal conversion arrangement

4.1.1 As the starting salaries effective from 1.8.2007 are higher than the starting salaries effective from April 2000, there is a need to adjust the pay of those serving teaching and non-teaching staff who were appointed to the entry ranks of these grades prior to the implementation of the increased starting salaries, i.e. 1.8.2007, and are still serving on the entry ranks on 1.8.2007. This is because a serving (and therefore more senior) staff should not be paid less than his/her junior in the same entry rank (unless for very special reasons such as the award of additional increments for relevant previous experience). For these affected staff, a normal conversion arrangement is proposed to adjust their salaries accordingly.

4.1.2 The pay of the affected teaching and non-teaching staff should be adjusted in accordance with the normal conversion arrangement, viz.

a) where the pay of an affected staff is lower than the revised starting salary for his/her rank on 1.8.2007, his/her salary should be brought up to a level equal to the new starting salary; and

b) where the pay of an affected staff is equal to or higher than the revised starting salary for his/her rank on 1.8.2007, his/her pay should be brought up to the next higher pay point (including omitted point, if any), subject to the maximum pay point of his/her rank and the salary bar, if applicable.

4.1.3 The incremental date of an affected staff should be re-aligned to 1 August if his/her pay point before 1.8.2007 is two or more pay points below the new starting salaries. These staff whose incremental date has been re-aligned to 1 August will earn their next annual increment one year after 1.8.2007, provided that they have not reached the maximum point of the pay scales of their ranks.

4.1.4 For the rules for identifying affected staff and the rules for determining pay after the normal conversion, please see Appendices 15 and 16 respectively.

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4.2 Special incremental award for qualification

4.2.1 The teaching grades are the only ones in the whole civil service with the general grant of incremental award for qualification (IAQ) plus a barring arrangement for failure to acquire a specific qualification. In view of its unique nature, additional pay point(s), as a special arrangement, have been granted to affected teachers in government and aided schools, on top of the normal conversion, upon the implementation of the new starting salaries. An award of two additional IAQ pay points have been granted to affected GM with appropriate Post-graduate Certificate in Education (PGCE) or equivalent in aided secondary schools on top of the normal conversion arrangement.

4.2.2 The special IAQ arrangement is also applicable to CM in government and aided schools. All affected CM with appropriate teacher training should receive one additional pay point on top of the normal conversion.

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Appendix 1A Flow Chart for Salary Assessment (for Teachers)

Confirm the appointed rank

Basic rank

Refer to item (9) of Appendix 13 to determine the salary

No, promotion rank

Serving in public sector school⁽¹⁾

Yes

Break in service Same or comparable rank as former post

Determine the salary by carry-forward arrangement⁽²⁾(see Appendix 10A for details)

Identify the entry qualification⁽³⁾ and the appropriate pay scale (see Appendix 6 for pay scales and Appendix 10A for other related arrangement)

Teacher training

Determine the appropriate salary bar (see Section 1.7 for details)

Determine the

incremental credit for qualification (ICQ) (1 or 2 increments), where appropriate

Yes No Yes

No

Yes No Yes

No

Calculate the incremental credit for experience (ICE) (by counting relevant post-qualification experience (see Section 1.3) in terms of years and complete months, excluding capped experience (see Section 1.7.5)

Add ICE (if any) and ICQ (if any) to the minimum point of the pay scale to determine the salary point

Determine the incremental date, and date of next increment by considering the residual months of ICE (if any)

Remark:

(1) For the purpose of salary assessment in this document, public sector schools refer to government schools, aided schools and schools under the Direct Subsidy Scheme.

(2) The teacher’s incremental date may be deferred if the new appointment is not continuous from the former one. For example, the ID would be deferred by one month if there is a gap of 16 to 45 days between the new and the former appointment (by drawing reference to the arrangement for no-pay leave, see Section 1.4 for details).

(3) For non local qualification, please see Sections 1.2.2 and 1.2.3 for necessary actions.

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Appendix 1B Flow Chart for Salary Assessment (for Non-teaching Staff)

Confirm the appointed rank⁽¹⁾

New appointee to aided sector

Break in service⁽²⁾ No

(1) Deployed to the same rank in aided school under the same sponsoring body; or

(2) Paid by Salaries Grant on Master Pay Scale and transferred to the same rank

Determine the salary by carry-forward arrangement (see Section 3.1.3 for inapplicable cases) No

Yes

Identify the entry qualification⁽³⁾ and the appropriate pay scale (see Appendix 6).

Yes

No

Calculate the incremental credit for experience (ICE)⁽⁴⁾ (by counting relevant post-qualification experience in terms of years and complete month).

Add ICE to the minimum point of the pay scale to determine the salary point.

Determine the incremental date, and date of next increment by considering the residual months of ICE (if any).

Yes

Remark:

(1) For Clerical Staff (in primary schools) / Laboratory Technician (in secondary schools), please refer to Section 3.3 for further details related to their salary assessment.

(2) For non teaching staff, a break in service refers to a period exceeding 45 consecutive days.

(3) For non local qualification, please approach Hong Kong Council for Accreditation of Academic &

Vocational Qualifications (HKCAAVQ) for qualification assessment.

(4) Award of increments is only applicable to certain non-teaching staff (see Section 3.2.1) appointed at the basic rank.

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Appendix 2A Local Qualifications

The following typical local qualifications are listed for reference:

1. The Bachelor of Education in Language Education degree awarded by the University of Hong Kong is considered to be a degree plus PGCE.

2. The Bachelor of Education (Language Education) and Bachelor of Education (Mathematics Education) degrees awarded by the Chinese University of Hong Kong are considered to be a degree plus PGCE.

3. The Bachelor of Education in Physical Education & Sports Science degree (four-year programme) awarded by the Chinese University of Hong Kong is considered to be a degree plus PGCE. The three-year programme is considered to be a degree only.

4. The Bachelor of Education (Hon.) (Primary) degree awarded by the Hong Kong Institute of Education is equivalent to a first degree plus PGDE in Primary Education. The Bachelor of Education (Hon.) (Secondary) degree awarded by the Hong Kong Institute of Education is equivalent to a degree plus teacher training at secondary level.

5. The Bachelor of Science in Mathematics (Mathematics and IT Education) awarded by the Hong Kong University of Science and Technology in collaboration with the Hong Kong Institute of Education is equivalent to a degree plus PGDE (Secondary).

6. The Bachelor of Science in

Biochemistry/Biology/Chemistry/Physics and Science Education awarded by the Hong Kong University of Science and Technology in collaboration with the Hong Kong Institute of Education is equivalent to a degree plus PGDE (Secondary).

7. Before 1.3.2010, holders of part-time Bachelor Degree in Primary Education awarded by the Chinese University of Hong Kong, Open University of Hong Kong, Baptist University of Hong Kong, and City University of Hong Kong were not eligible for appointment in aided secondary schools as graduate teachers. With effect from 1.3.2010, part-time Bachelor Degree awarded by local institutes with self-accreditation status could be accepted for appointment as graduate teachers (Details of the change effective from 1.3.2010 are

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8. With effect from September 1994, aided schools might employ graduates of Hong Kong Academy for Performing Arts holding the following qualifications as CM to teach general music up to secondary 5:

a) Diploma in Music (before 1994) + 5 passes in HKCEE (including Chinese and English Language (Syll B)); and

b) Advanced Diploma in Music (1994 and after) + 5 passes in HKCEE (including Chinese and English Language (Syll B)).

9. For teacher holding Diploma or Higher Diploma from Hong Kong Polytechnic University ⁱ, City University of Hong Kong ⁱⁱ, or technical institutes or former Technical College, being appointed to a prevocational school/a school formerly categorized as prevocational school as CM teaching technical subject(s) ⁱⁱⁱ, with relevant working experience in excess may be awarded additional increments in the basic scale. However, the teacher will not be allowed to proceed beyond the salary bar without completion of appropriate teacher training course.

10. Schools are reminded that they are required to ensure that the teachers employed are registered teachers (RTs). If not, the schools have to apply for teaching permits for these teachers so that they become permitted teachers (PTs). With effect from 1.10.2004, the minimum qualifications for PT teaching in schools providing primary and secondary education have been raised to post secondary level (i.e. a higher diploma or an associate degree).

11. With effect from 1.9.2006, 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 qualifications. (Details of the change effective from 1.9.2006 are in Appendix 13).

i former Hong Kong Polytechnic;

ii former City Polytechnic of Hong Kong;

iii Technical subjects include Metalwork, Electrical Studies, Technical Drawing, Electronics and

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Appendix 2B Non-local Qualifications

The following typical non-local qualifications are listed for reference:

1. With effect from 1.9.1995, non-local degree holders with appropriate local PGCE will be eligible for appointment as GMs in aided secondary, caput and bought-place schools irrespective of whether the non-local degree is equivalent to a local degree. On new appointment as GMs, they enter at two pay points above the minimum point of the GM pay scale (i.e. at MPS Pt. 19 on/after 1.8.2007 and MPS Pt. 17 on/after 1.10.2010).

2. Holders of diploma awarded by the Taipei Physical Education College ceased to be recognized as a qualified teacher in public sector schools with effect from November 1989. Serving teachers appointed before November 1989 should not be affected by the change, provided that they continue to teach in the aided schools without a break in service, or with a break approved by the former Education Department.

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Appendix 2C

Non-local Qualifications for Appointment to Graduate Teaching Posts (Extracted from the EDB Circular No. 41/1998)

1. On the basis of the latest advice from the accreditation authorities, the following non-local qualifications have been assessed as not meeting the entry requirements for appointment to graduate teaching posts :

Non-local Qualifications Awarding Institutions

B Teaching Australian Catholic University

B Phil (Ed) University of Birmingham

B Ed (Hons) In-service University of Brunel B Ed

B Sc

Cheltenham & Gloucester College of Higher Education

B A (Ed) University of Hull

B Ed (Hons) Two Centre Programme University of Nottingham B Ed

B Ed (Hons)

University of Wolverhampton / Wolverhampton Polytechnic

2. The above list is compiled by reference to past cases of non-local qualifications held by applicants which have been submitted to the accreditation authorities for assessment for appointment to graduate teaching posts. In determining eligibility for appointment to graduate teaching posts, the following will be taken into account by the Director of Education.

(a) The information contained in the list is indicative only and is not a comprehensive or exhaustive list of non-local qualifications which has been assessed as not meeting the entry requirements for appointment to graduate teaching posts.

(b) Assessment of the cases on the list is based on the independent advice and assessment of accreditation authorities on the academic comparability of non-local qualifications with local ones for appointment to graduate teaching posts. The list is compiled for reference in relation to appointment to graduate teaching posts only and does not relate to any general recognition or accreditation by the Government.

(c) The list includes only to the qualifications and the awarding institutions.

Other particulars and details of the cases have been omitted. The assessment of qualifications on the list in the context of individual cases may vary on account of individual awarding circumstances or particulars of the qualifications (e.g. credit exemptions granted in recognition of

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prior qualifications). Cases involving non-local qualifications on the list will still be subject to individual assessment.

(d) The acceptance of those non-local qualifications awarded before 31 December 1998 in accordance with paragraph 1 above is subject to the awarding circumstances and particulars of qualifications being comparable to those cases accepted for appointment to graduate teaching posts previously.

3. For candidates whose non-local qualifications have previously been accepted for appointment to graduate teaching posts, if they apply again for graduate teaching posts, their qualifications need not be reassessed.

4. Subject to paragraph 2 above, those non-local qualifications that have previously been accepted for appointment to graduate teaching posts will continue to be accepted as eligible for appointment to graduate teaching posts provided that they are awarded before 31 December 1998.

5. Subject to paragraph 2 above, for individual applicants who have successfully completed such programmes on or before 31 December 1998 but are awarded the non-local qualifications only in early 1999 due to administrative arrangements of the awarding institutions, such non-local qualifications will also be accepted as eligible for appointment to graduate teaching posts.

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Appendix 2D

Guiding Principles in Vetting Non-standard Qualifications (Effective from 1.3.2010)

The Advisory Committee on Teacher Education and Qualifications (ACTEQ) has endorsed the following principles in vetting non-standard qualifications for appointments in aided schools:

(i) A non-local higher degree (usually a Master’s degree) should not be accepted automatically in its own right for meeting the qualification requirement for appointment as Graduate Master/Mistress (GM) / Assistant Primary School Master/Mistress (APSM) / Certified Master/Mistress (CM) in aided schools.^{Note 1} (ii) A non-local higher degree plus a local Post-graduate Diploma in

Education (PGDE) could be accepted as comparable to a local first degree for appointment as GM / APSM / CM in aided schools. ^{Note 1} (iii) A recognised Master’s degree (whether non-local or jointly offered

by a local and an overseas university) plus a recognised post-secondary qualification from a post-secondary college ^{Note 2}or equivalent could be accepted as comparable to a local first degree for appointment as GM / APSM / CM in aided schools.

(iv) The qualifications awarded by local institutes with self-accreditation status should be accepted for appointment as GM / APSM / CM in aided schools irrespective of whether the study is on full-time or part-time basis.^{Note 3}

(v) For the non-local qualifications as listed in Appendix 2C, EDB would continue its existing practice by making reference to the precedent cases when assessing the candidates with these non-local qualifications for appointment to graduate teaching posts.

Note 1: Principles (i) and (ii) are also applicable to local higher degrees.

Note 2: It refers to a Diploma / Higher Diploma / Honours Diploma / Senior Diploma conferred by approved post-secondary colleges (i.e. former Hong Kong Baptist College, former Hong Kong Shue Yan College and former Lingnan College) or equivalent.

Note 3: The qualifications in principle (iv) refer to bachelor and higher degrees only.

When principle (iv) is applied to a higher degree, principles (i) to (iii) should also be taken into consideration.

(Updated in August 2012)

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Appendix 3 Teaching Experience

A. For appointment to basic rank

1. Teaching experience is counted on a complete month basis. For example, teaching experience from 12.9.1996 to 28.2.1998 on full-time basis attracts an incremental credit of 1 year and 5 months. The residual period of 17 days should be discarded.

2. Part-time post-qualification experience may be compressed to full months for incremental credits. No incremental credit for part-time service below 0.5 should be granted before 1.4.1973.

3. Before 1.9.2006, teaching experience as CM/APSM/GM paid under the fund sources provided by EDB/former EMB/former ED may be considered for incremental purpose. With effect from 1.9.2006, teaching experience as CM/APSM/GM paid under funds of public sector schools, irrespective of source of funding, may be counted for incremental purpose. (Details of the change effective from 1.9.2006 are in Appendix 13)

4. Teaching experience in private primary and secondary schools before 1.9.1971 is counted 2 years as 1 year.

5. Teaching experience overseas and in Others (Day Schools offering formal curriculum courses to own registered full-time students) will be considered on an individual basis.

6. Pre-qualification experience should not be counted for incremental credits.

7. Post-qualification teaching experience capped by salary bar should not be counted for incremental credits as untrained teachers are not allowed to proceed beyond the salary bar.

8. Daily paid and hourly paid teaching experience should not be counted for incremental credits.

9. Teaching experience in evening schools should not be counted for incremental credits.

10. With effect from 1.9.2006, 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

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status. Otherwise, the teaching experience will not be counted for incremental purpose. (Details of the change effective from 1.9.2006 are in Appendix 13)

B. For appointment to promotion rank

11. With effect from 2002/2003 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 post without a break in service 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.

12. Before 1.9.2006, 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.

13. With effect from 1.9.2006, 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 or above the substantive rank of his/her former post, irrespective of sponsors, will be remunerated at the salary point 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 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.

(See Note 8 of Appendix 13 for other conditions.)

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Appendix 4 Development in GM Salary Scales

1. GMs appointed on or after 5.12.1980 are barred at MPS Pt. 27 beyond which untrained teachers will not be allowed to proceed. GMs appointed on or after 1.9.1997 are barred at MPS Pt. 22 beyond which untrained teachers will not be allowed to proceed.

2. With the implementation of the recommendations of the Standing Commission’s Report No. 26 w.e.f. 1.10.1989, salary conversion for serving GMs with different types of academic qualifications should follow the appropriate conversion tables at Aided Schools General Circular (ASGC) No. 9/1991 dated 1.3.1991.

(Type 1) GM without a PGCE/TC

(Type 2) GM without a PGCE/TC but appointed before 5.12.1980 (Type 3) GM holding a PGCE

(Type 4) GM possessed a TC at the time of appointment to the rank, and subsequently acquired a PGCE

3. With the implementation of the recommendations arising from the 1999 Review on Civil Service Starting Salaries on appointments offered on or after 1.4.2000, the starting pay point of GM has been revised from MPS Pt. 17 to MPS Pt. 12 and the salary bar from MPS Pt.

22 to MPS Pt. 17.

4. GMs newly appointed on or after 1.4.2000 are barred at MPS Pt. 17 beyond which untrained teachers will not be allowed to proceed. The aforementioned change in salary bar is applicable to new recruits and teachers on transfer with a break in service. Serving teachers, appointed before 1.4.2000, on transfer without change in rank/grade and without a break in service may be allowed to retain their salary bars in their former posts.

5. With the implementation of the findings of the new Starting Salaries Surveys conducted by the Civil Service Bureau in 2006, the starting pay point of GM has been revised from MPS Pt. 12 to MPS Pt. 17 for appointment on or after 1.8.2007 and the salary bar is revised to MPS Pt. 22 (i.e. five pay points above the prevailing starting salaries).

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6. With the implementation of the findings of the new Starting Salaries Surveys conducted by the Civil Service Bureau in 2009, the starting pay point of GM has been revised from MPS Pt. 17 to MPS Pt. 15 for appointment on or after 1.10.2010 and the salary bar is revised to MPS Pt. 20 (i.e. five pay points above the prevailing starting salaries).

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Appendix 5 Development in CM Salary Scales

1. The triennial increment at MPS Pt. 19 (old MPS Pt. 23) and biennial increments at Pt. 20 and 21 (old MPS Pt. 24 and 25) were abolished w.e.f. 1.7.1982 upon the recommendation of the Standing Commission’s Report No. 8.

2. Before 1.1.1991, one additional increment was only granted to holders of Approved Post Secondary Colleges (APSC) diplomas on completion of the relevant ICTT course.

3. In addition to the cessation of mark-time arrangements, the following practices were implemented for the appointment of CM holding non-standard qualifications as stated in ASGC No. 14/1991 dated 20.3.1991:

a) one additional increment to be awarded to those untrained teachers upon their successful completion of the appropriate ICTT or PGCE, i.e. CMs in aided secondary schools on completion of ICTT(S)/PGCE, provided that they have not reached the maximum point or have not been paid at sub-point on first appointment;

b) one additional increment for holders of ICTT(P) teaching in secondary schools for completing the appropriate conversion course;

c) a salary bar to be introduced at MPS Pt. 19 beyond which untrained teachers will not be allowed to proceed (the effective date for implementing the barring is 1.4.1991); and

d) untrained teachers are not allowed for promotion.

4. With the implementation of the recommendation arising from the 1999 Review on Civil Service Starting Salaries on appointments offered on or after 1.4.2000, the standard starting pay point of CM has been lowered from MPS Pt. 14 to MPS Pt. 12 and the salary bar from MPS Pt. 19 to MPS Pt. 17.

5. With the implementation of the findings of the new Starting Salaries Surveys conducted by the Civil Service Bureau in 2006, the standard starting pay point of CM has been revised from MPS Pt. 12 to MPS Pt.

14 for appointment on or after 1.8.2007 and the salary bar is revised to MPS Pt. 19 (i.e. five pay points above the prevailing starting salaries).

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Appendix 6Ai Salary Scales of Graduate Teaching Grades and Non-Teaching Staff

in Aided Secondary Schools Effective before 1.4.2000

Graduate Grade _Clerical/

GM Promotion Grade Lab Tech

Workman

17-33 34-39 38-41 40-44 45-49 22-28 16-21 3-15 1-10 1-6 2-10

Degree 17-22/27#-33 (award of 2 increments on completion of PGCE^ and allowed to go to Pt. 33) ※ Degree (appointed before 5.12.80) Degree + 19-33 PGCE^/TC/PGCE^+TC (including non local-equivalent degree + local PGCE^ w.e.f. 1.9.95) SGM PGM PII PI Lab Tech III (TPS 4-6) Lab Tech II 10-17@-21 Lab Tech I CO ACO CA OA Typist Workman II (MOD I 1-3)

Secondary

a) b) c)

MPS 0

1 1 1

2 2 2 1

3 1 3 3 2

4 2 4 4 3

5 3 5 5 4

6 4 6 6 5

7 5 7 6

8 6 8 7

9 7 9 8

10 1 8 10 9

11 2 9

12 3 10

13 4 11

14 5 12

15

appointed on or after 1.9.97 appointed before 1.9.97

6 13

16 7 1

17 1 1 1 8@ 2

18 2 2 2 9 3

19 3 3 3 1 10 4 20 4 4 4 2 11 5 21 5 5 5 3 12 6

22 6# 6 6 4 1

23 7 7 7 5 2

24 8 8 8 6 3

25 9 9 9 7 4

26 10 10 10 8 5 27 11 11# 11 9 6 28 12 12 12 10 7 29 13 13 13 11

30 14 14 14 12 31 15 15 15 13 32 16 16 16 14 33 17 17 17 15 # Salary bar:

34 1 untrained teachers should not proceed beyond 35 2 Pt.22/27

36 3

37 4 @ Efficiency bar (removed w.e.f 1.10.2000) 38 5 1

39 6 2 ※ For the award of additional increment(s) on 40 3 1 completion of PGCE subsequent to regrading, 41 4 2 please refer to EDBC No. 1/2002

42 3

43 4 ^ Awarded after appropriate teacher training

44 5

45 1

46 2

47 3

48 4

49 5

GUIDE TO SALARY ASSESSMENT

GUIDE TO SALARY ASSESSMENT

for

Aided Secondary Schools

Guide to Salary Assessment for Aided Secondary Schools

CONTENTS

Guide to Salary Assessment for Aided Secondary Schools

Secondary