Replacement of Appendix 2 and Appendix 5 to the Code of Aid for Primary Schools

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Replacement of Appendix 2 and Appendix 5 to the Code of Aid for Primary Schools

With the full implementation of the all-graduate teaching force policy starting from the 2019/20 school year, the ratio of graduate teacher posts in public sector primary schools has been increased from 65% to 100%. In other words, from the 2019/20 school year onwards, all teaching posts on the approved establishment of public sector primary schools are graduate teacher posts.

Schools and teachers are required to refer to the roles and functions of teachers in different ranks of the graduate grade as appropriate.

Under the all-graduate teaching force policy, newly-joined teachers appointed in aided schools within the approved establishment (regular teachers) from the 2019/20 school year onwards should possess a local bachelor’s degree (or equivalent) and satisfy all the entry requirements and standing conditions set out for graduate teachers in the Code of Aid. Besides, all non-graduate regular teachers currently appointed in aided schools holding a local bachelor’s degree (or equivalent) may be regraded as graduate teachers in the corresponding rank.

If serving non-graduate teachers choose not to be regraded as graduate teachers of their own accord, or their qualifications cannot meet the requirement for regrading, they may stay in their serving aided schools as non-graduate teachers.

In addition, the promotion mechanism for the non-graduate grade will cease to operate. Schools should, as early as possible, orderly work out promotion- related arrangements for teachers currently acting in the non-graduate grade in accordance with their school-based mechanism.

Details about the staff establishment and qualifications required for the appointment of teachers of different ranks in the graduate and non-graduate grade in aided primary schools prior to the 2019/20 school year are available in the attached Appendix 2 and Appendix 5 (re-named as Appendix 4 in the version starting from 1 September 2019) to the Code of Aid for Primary Schools (version as at 31 August 2019) for reference purpose.

1 September 2019

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Appendix 2A Teaching Staff Establishment, Educational Psychologist and

Primary School Assistant Social Work 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) Aided primary schools are staffed with teachers at the grades of Certificated Master/Mistress (for non-graduate teachers) and Primary School Master/Mistress (for graduate teachers).

(d) Each primary school is entitled to have 65% of its teaching staff in the graduate grade from the 2017/18 school year onwards, and should put in place a reasonable grade structure.

(1) The recommended grade structure is as follows –

(i) 65% of the senior teacher posts excluding the headship and the deputy headship posts should be graduate teacher posts; and

(ii) The remaining graduate teacher posts should be allocated to the basic rank teacher level.

(updated on 1 September 2017)

(2) Notwithstanding (d)(1) above, a school has the flexibility to determine an alternative grade structure, and the following should apply –

Grade structure with the number of Primary School Master/Mistress posts exceeding the prescribed percentage of the senior teacher posts

(i) The sponsor/school management committee should consult all the teaching staff and obtain their consensus before determining the grade structure.

(ii) The headship and the deputy headship posts should remain at the graduate level.

(iii) Flexibility may be allowed in determining the percentage of graduate teacher posts in the senior teacher rank and the basic rank, subject to the total number

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of senior teacher posts, graduate teacher posts and the staff entitlement in each school not being exceeded.

(iv) The sponsor/school management committee should forward the proposed grade structure with justifications to the Education Bureau for endorsement. It should also consult all the teaching staff and obtain their consensus before proposing any subsequent changes to the grade structure adopted six months in advance.

Prior consent from the Education Bureau should be obtained before implementation.

(updated on 1 September 2016) 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), Primary School Master/Mistress (PSM) or Assistant Master/Mistress (AM) 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 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 – 23 classes, one PSM post will be re-ranked to the SPSM rank for the deputy head, and in a primary school with 24 classes or more, two PSM posts will be re-ranked to the SPSM rank for deputy heads. Teachers in the PSM or AM rank may be appointed by promotion or direct appointment to take up the deputy head posts. (updated on 1 September 2008)

(c) Class Teachers

The rank of Class Teachers will be Assistant Primary School Master/Mistress (APSM) or Certificated Master/Mistress (CM) as appropriate. 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 without the student guidance service grant or not being served by Student Guidance Officer, an additional post at the PSM (under sponsor-based entitlement only) or AM 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. In connection with the enhancement of graduate teacher ratio under Section A(d) –

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(i) for a sponsoring body entitling to one SGT only for the schools under it, the SGT post is included in the teaching staff entitlement of the base school for working out the graduate post entitlement of that school and the SGT will be considered together with other teachers in the school for regrading; and

(ii) for a sponsoring body entitling to two or more SGTs, the following options are given –

 The SGT post be included in the teaching staff entitlement of each individual base school for working out the graduate post entitlement of the school and the SGT be considered together with other teachers in the school concerned for regrading; or

 A graduate post entitlement equivalent to 65% of the SGT posts entitled be provided to the sponsoring body, and the appointment of SGTs at the PSM rank be considered separately under the same sponsoring body.

For (ii) above, the option, once made, is irrevocable under normal circumstances.

(updated on 1 September 2017)

(b) Teacher-librarian

A school meeting one of the following conditions is entitled to the provision of one additional CM 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 AM/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.

(c) Additional Senior Teacher Post of English

An additional Senior Teacher post, to be offset by a post at the rank of CM or APSM as appropriate, 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 6.

(d) Primary School Curriculum Leader

With effect from the 2007/08 school year, an additional post for Primary School Curriculum Leader at the PSM rank is provided to a primary school with 12 or more approved classes;

and for a primary school with 6 to 11 approved classes, the post is at the APSM rank.

(updated on 1 September 2008)

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(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 coordinate matters relating to special educational needs. The post will not be included in calculating the graduate teacher ratio in the teaching staff establishment. (updated on 1 September 2017) 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 5 respectively, and conditions for promotion of EP are stipulated in Appendix 6.

(updated on 1 November 2013)

E. 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 L of Appendix 5.

(updated on 1 September 2018)

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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 GrantNoteas 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 # (excluding Deputy Head, if entitled)

No. of Class Teachers #

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 1 1 1 1 1 1

2 2 2 2 3 3 3 3 4 4 4 4

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

2 2 2 2 2 2 2 2 2 2 2 2 2

4 4 4 4 5 5 5 5 6 6 6 6 7

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

# The respective numbers of Senior Teachers (excluding the Deputy Head) and Class Teachers at the rank of PSM, AM, APSM and CM entitled to a school shall be determined in accordance with the grade structure it has adopted or as endorsed by the Education Bureau as appropriate, subject to the total number of graduate teacher posts entitled to the school not being exceeded.

(updated on 1 September 2017)

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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 # (excluding Deputy Head, if entitled)

No. of Class Teachers #

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 1 1 1 1 1 1

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

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

2 2 2 2 2 2 2 2 2 2 2 2 2

6 6 6 7 7 7 8 8 8 9 9 9 10

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 - 23 classes, one PSM post will be re-ranked to the SPSM rank for deputy heads, and in ordinary primary schools with 24 classes or more, two PSM posts

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will be re-ranked to the SPSM rank for deputy heads.

# The respective numbers of Senior Teachers (excluding the Deputy Head) and Class Teachers at the rank of PSM, AM, APSM and CM entitled to a school shall be determined in accordance with the grade structure it has adopted or as endorsed by the Education Bureau as appropriate, subject to the total number of graduate teacher posts entitled to the school not being exceeded.

(updated on 1 September 2017)

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Appendix 5 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 and Primary School Assistant Social Work Officer are shown in Attachments A to L. (updated on 1 September 2018)

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

(updated on 1 September 2018)

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Appendix 5/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.

(updated on 1 September 2008)

   

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Appendix 5/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

(a) Normally - Promotion/Regrading

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

(updated on 1 September 2008)

(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.

(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 12 to 23 classes.

3. Pay scale MPS Point 35-39

4. Period of probation 2 years for direct entrants.

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

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(i) as a Headmaster/Headmistress II;

Or

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

(updated on 1 September 2016)

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.

(updated on 1 September 2011)

(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;

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(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.

(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.

(updated on 1 September 2008)

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Appendix 5/Attachment C (with effect from 1 September 2008) GUIDE TO APPOINTMENT

Aided Primary Schools

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

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

requirements

(a) Normally - Promotion Promotion rank for

(i) Primary School Master/Mistress, and

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

(b) Exceptionally - Direct Entry

(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 Either as the head of a primary school with 11 or less classes, or as the deputy head of a primary school with 12 or more classes.

3. Pay scale MPS Point 34-35

4. Period of probation 2 years for direct entrants.

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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.

(updated on 1 September 2016)

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.

(updated on 1 September 2011)

(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 5/Attachment D1

GUIDE TO APPOINTMENT Aided Primary Schools Primary School Master/Mistress

I. Senior Teacher

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

requirements

(a) Normally - Promotion/Regrading

(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.

(b) Exceptionally - Direct Entry

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 duties in addition to class teaching.

3. Pay scale MPS Point 30-33

4. Period of probation 2 years for direct entrants.

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.

(updated on 1 September 2016)

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.

(updated on 1 September 2008)

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Appendix 5/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) 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.

(b) Exceptionally - Direct Entry

(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’

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.

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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.

3. Pay scale MPS Point 30-33

4. Period of probation 2 years for direct entrants.

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 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.

(updated on 1 September 2008)

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Appendix 5/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 as teacher of senior primary classes.

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

and 30.9.2010 (both dates inclusive)

(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 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.

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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 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

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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) (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

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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.

(updated on 1 September 2010)

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Appendix 5/Attachment F

GUIDE TO APPOINTMENT Aided Primary Schools Principal Assistant Master/Mistress

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

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.

3. Pay scale MPS Point 34-39

(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 5/Attachment G

GUIDE TO APPOINTMENT Aided Primary Schools Senior Assistant Master/Mistress

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

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.

(updated on 1 September 2008)

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Appendix 5/Attachment H1

GUIDE TO APPOINTMENT Aided Primary Schools Assistant Master/Mistress

I. Senior Teacher

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

requirements

(a) Normally – Promotion

Promotion rank for Certificated Master/Mistress.

(b) Exceptionally - Direct entry

Candidates should have fulfilled all requirements for normal promotion to this rank. The Permanent Secretary may require the School Management Committee to 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 in a primary school with duties in addition to class teaching.

3. Pay scale MPS Point 25-29

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.

(updated on 1 September 2008)

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Appendix 5/Attachment H2 GUIDE TO APPOINTMENT

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

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

requirements

(a) Normally – Acting

The School Management Committee may appoint an Assistant Master/Mistress (Student Guidance Teacher) on acting capacity. Candidates should be experienced qualified primary school teachers who have no less than three years’ experience serving in government/aided primary school(s) and have completed the necessary training. Necessary training 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. The teacher would have to gain five years’ experience, at least two of which as a Student Guidance Teacher, before being promoted.

(b) Exceptionally – Direct Entry

The School Management Committee may appoint a teacher with the necessary experience and training for direct entry to Assistant Master/Mistress (Student Guidance Teacher). Candidates should be experienced qualified primary school teachers who have no less than five years’ experience serving in government/aided primary school(s), and at least two of which as Student Guidance Teachers. The candidate should also have completed the necessary training when the appointment is offered. Necessary training 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. 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.

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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.

3. Pay scale MPS Point 25-29

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.

(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.

(updated on 1 September 2008)

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Appendix 5/Attachment I

GUIDE TO APPOINTMENT Aided Primary Schools Certificated Master/Mistress

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

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

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

and 31.7.2007 (both dates inclusive)

(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 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.

4. Period of probation Two years.

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5. Promotion prospects Assistant Master/Mistress.

A Certificated Master/Mistress with:

(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 three-year full-time training course or an equivalent qualification; or

(b) the status of qualified teacher awarded after passing the Non-Graduate Teacher Qualifications Assessment (NGTQA) and the successful completion of an In- service Course of Training for Teachers in Primary Schools or a period of supervised teaching for at least one year; or

(c) equivalent qualifications

will be eligible for consideration for promotion to Assistant Master/Mistress after he/she has served successfully as a Certificated Master/Mistress in a primary school for at least 5 years and undertaken training course(s) specified by or acceptable to the Permanent Secretary. Certificated Masters/Mistresses not possessing teacher training or an equivalent qualification but appointed prior to 1 January 1991 will be eligible for consideration for promotion to Assistant Master/Mistress.

6. Any other remarks (a) Direct entrants with non-standard qualifications will be appointed to a point, or sub-point, of the salary scale considered appropriate by the Permanent Secretary.

(b) A salary bar is specified in paragraph 3 above, beyond which untrained teachers will not be allowed to proceed.

Other than those holders of qualifications acquired through the Non-Graduate Teacher Qualifications Assessment (NGTQA), serving Certificated Masters/Mistresses who are appointed at a sub-point of the scale without teacher training and who successfully undertake a part-time In-Service Course of Teacher Training may be awarded an additional increment if they are not already at the top of the basic scale.

(c) For appointment as Certificated Master/Mistress in aided primary schools, a holder of the following qualifications acquired through the NGTQA is regarded as having a non-standard qualification acceptable to the Permanent Secretary:

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(i) An Assessment Certificate (Primary Level) issued by the Education Bureau certifying the holder having passed Part I and Part II of the NGTQA;

or

(ii) An Assessment Certificate (Primary Level) issued by the Education Bureau certifying the holder having passed Part I, Part II and Part III of the NGTQA.

(d) Starting from 1 August 2007, holders of the above non- standard qualification acquired through the NGTQA in paragraph 6(c)(i) or (ii) above will enter at MPS Point 12 upon appointment in an aided primary school.

Teachers holding the qualification specified in paragraph 6(c)(i) above shall be allowed to proceed beyond MPS Point 19 of the Certificated Master/Mistress pay scale upon successful completion of an In-service Course of Training for Teachers in Primary School in a College of Education/the Hong Kong Institute of Education. No additional increment will be awarded for the successful completion of the In- service Course of Training for Teachers in Primary School. Teachers holding the qualification specified in paragraph 6(c)(ii) above shall be allowed to proceed beyond MPS Point 19 of the Certificated Master/Mistress pay scale after having successfully completed a period of supervised teaching for at least one year in a primary school or the primary section of a special school. An additional salary increment will be awarded to such teachers after successfully completing the supervised teaching period. No Additional increment will be awarded to such teachers for subsequent completion of an In-service Course of Training for Teachers in Primary School.

(e) With effect from 1.9.2006, untrained teachers with specified non-standard qualifications (such as Approved Post-secondary Secondary College diplomas) will not be accepted for new appointment or reappointment as CM after a break in service.

(updated on 1 September 2010)

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Appendix 5/Attachment J

GUIDE TO APPOINTMENT Aided Primary Schools Educational Psychologist I 1. Qualifications and

Experience for Appointment :

Candidates should have :

(a) a first degree in Psychology from a local university or equivalent;

(b) a Master’s or Doctoral degree in Educational Psychology (Professional Practice) from a local university or equivalent;

(c) a Post Graduate Certificate in Education from a local university or equivalent;

(d) obtained full membership of the Division of Educational Psychology of the Hong Kong Psychological Society or an equivalent status in an internationally recognised professional organization of Educational Psychology (applicable to those appointed on or after 1.9.2012);

(e) a minimum of 6 years’ relevant post-degree experience of which at least 3 years should be as an Educational Psychologist;

(f) good command of Cantonese and written Chinese; and

(g) good command of spoken and written English.

2. Duties : Educational Psychologists provide comprehensive services to schools at the following target levels:

(a) Student support level

 To provide assessment, counseling and guidance services for students;

 To provide intervention or behavioural guidance programmes for students directly and/or in collaboration with school personnel such as teachers, school social workers and/or speech therapists, etc.; and

 To promote home-school co-operation in child management and deliver parent training programmes in collaboration with school personnel.

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(b) Teacher support level

 To support teachers in the early identification of at risk students as well as the planning and implementation of appropriate intervention measures for them;

 To advise teachers on measures to enhance learning and teaching effectiveness as well as behaviour support, including the formulation of individual education plans for the students;

 To advise teachers and school social workers in planning and implementing school-based psycho-educational programmes for students;

 To support teachers in school-based action research related to the domains of student support as well as learning and teaching;

and

 To conduct staff development training to equip school personnel with the necessary professional knowledge and skills to meet the personal, social and special educational needs of students.

(c) School system level

 To support schools in developing whole- school policies to cater for student diversity;

 To support schools in developing effective mechanism to meet the diverse educational needs of their students;

 To support schools in developing policy and mechanism on crisis management and to render crisis management service to schools whenever necessary.

Educational Psychologist I also leads the planning, execution, management and evaluation of the Educational Psychology Service as well as provides support to Educational Psychologist II, where appropriate.

3. Salary Scale : MPS Point 34 - 44 4. Period of Probation : 2 years for direct entrants 5. Promotion Prospects: Nil

6. Any Other Remarks : (a) Holders of degrees other than those from a local university or equivalent may apply, but should attach copies of transcripts of studies to their applications.

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(b) The candidate must be eligible for graduate membership of the Hong Kong Psychological Society or the British Psychological Society or equivalent. The Master’s or Doctoral Degree in Educational Psychology (Professional Practice) obtained must be one which can prepare the candidate for independent professional work as an educational psychologist.

(c) The requirement for a candidate to obtain full membership of the Division of Educational Psychology of the Hong Kong Psychological Society or an equivalent status in an internationally recognised professional organization of Educational Psychology in Para 1(d) is also applicable to the existing educational psychologist incumbents who take up a new appointment in another school as Educational Psychologist I on or after 1.9.2012

.

(updated on 1 September 2018)

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Appendix 5/Attachment K

GUIDE TO APPOINTMENT Aided Primary Schools Educational Psychologist II 1. Qualifications and

Experience for Appointment :

Candidates should have :

(a) a first degree in Psychology from a local university or equivalent;

(b) a Master’s or Doctoral degree in Educational Psychology (Professional Practice) from a local university or equivalent;

(c) obtained full membership of the Division of Educational Psychology of the Hong Kong Psychological Society or an equivalent status in an internationally recognised professional organization of Educational Psychology or been eligible for such membership. Candidate so eligible shall obtain such full membership within nine months after appointment. (This requirement is applicable to those appointed as Educational Psychologist II on or after 1.9.2012 and the existing educational psychologist incumbents who take up a new appointment in another school as Educational Psychologist II on or after 1.9.2012);

(d) good command of Cantonese and written Chinese; and

(e) good command of spoken and written English.

2. Duties : Educational Psychologists provide comprehensive services to schools at the following target levels : (a) Student support level

 To provide assessment, counseling and guidance services for students;

 To provide intervention or behavioural guidance programmes for students directly and/or in collaboration with school personnel such as teachers, school social workers and/or speech therapists, etc.; and

Schools should add a clause in the employment contracts for new appointees that if the appointees cannot obtain the above required full membership within nine months after the appointment, their contracts will be terminated.

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 To promote home-school co-operation in child management and deliver parent training programmes in collaboration with school personnel.

(b) Teacher support level

 To support teachers in the early identification of at risk students as well as the planning and implementation of appropriate intervention measures for them;

 To advise teachers on measures to enhance learning and teaching effectiveness as well as behaviour support, including the formulation of individual education plans for the students;

 To advise teachers and school social workers in planning and implementing school-based psycho-educational programmes for students;

 To support teachers in school-based action research related to the domains of student support as well as learning and teaching;

and

 To conduct staff development training to equip school personnel with the necessary professional knowledge and skills to meet the personal, social and special educational needs of students.

(c) School system level

 To support schools in developing whole- school policies to cater for student diversity;

 To support schools in developing effective mechanism to meet the diverse educational needs of their students; and

 To support schools in developing policy and mechanism on crisis management and to render crisis management service to schools whenever necessary.

3. Salary Scale : (a) MPS Point 25-33 for those appointed before 1.4.2000

(b) MPS Point 20-33 for those appointed between 1.4.2000 and 31.7.2007 (both dates inclusive) (c) MPS Point 25-33 for those appointed between

1.8.2007 and 30.9.2010 (both dates inclusive) (d) MPS Point 23-33 for those appointed on or after

1.10.2010 4. Period of Probation : 2 years

Figure

Updating...

References

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