For comprehensive details of the maternity leave scheme, refer to Chapter 8 of circular 54/2019, published 1 September 2019.
- Job sharing options
- Withdrawing from job sharing
- ‘Croke Park’ Hours
- Courses/School planning
- Additional work while job sharing
Teacher that will have, at the end of the year in which they are applying, completed at least twelve months of continuous service with the same school and have a post for the following school year that is greater than 50% of a whole-time teacher (i.e. greater than 14 hours 10 minutes per week for primary teachers) may apply to job share.
Exceptions: Principals, Home School Liaison Co-ordinators and teachers on secondment are not eligible to job share.
Teachers may apply to job share in one of the following ways:
- Sharing a whole-time post with another teacher in their own school.
- Sharing a whole-time post with another teacher in a different school (inter-school job share).
- Sharing a whole-time post with a replacement teacher recruited by the employer.
- Reducing hours that are less than whole-time hours to job sharing hours and asking school to recruit a replacement teacher for the remaining hours.
The minimum period for a job sharing arrangement is one full school year. In exceptional circumstances, an employer may allow a job sharing arrangement to start mid-year and end no sooner than the end of the school year.
A teacher wishing to job share should complete the ‘Application form for job sharing’ (available in the DES publication) and submit it to his/her employer no later than 1 February prior to the school year in which s/he proposes to start/continue job sharing.
If a teacher wishes to extend his/her job sharing arrangement he/she must apply each year to do so.
A teacher should not be allowed to withdraw from the job sharing arrangement after 14th April or once the replacement teacher’s contract has been signed, whichever happens first. In exceptional circumstances, an application for withdrawal from a job sharing scheme or and/or an early return to full-time work may be considered by the employer. Such an application cannot be considered beyond 1 st November.
It is up to the employer to decide the job sharing pattern it is willing to endorse, e.g. week on/week off or split week, while facilitating the teacher as far as is practicable.
‘Croke Park’ hours should be completed on a pro rata basis for job sharing teachers. i.e. where two teachers are sharing a whole-time post, each should complete 18 hours.
Job-sharing teachers who are required to attend courses/school planning days when they were not timetabled to work are entitled to a day’s leave in lieu, except where the course forms part of the additional hours commitment under the Public Service Agreement (‘Croke Park’
This includes the full day/half days closures for School Planning on the 2017 Child Protection Procedures for the 2017/18 school year.
Confirmation of attendance at the course/school planning day should be submitted in writing to the employer for input via the OLCS/relevant ETB system.
The Department/ETB will not pay for substitute cover for these days.
Job sharing teachers are not permitted to work as substitute teachers or special needs assistants. A job sharing teacher is not permitted to engage in outside employment without the consent of the employer.
Where a teacher is recruited as replacement teacher, s/he is employed on a specified purpose (fixed term) contract, and is not a contracted job sharer. The replacement teacher can apply for any available hours, including substitution, in any school up to the maximum of a whole-
It is a matter for each employer to draw up and maintain its own policy on teacher absences, including job sharing. In any such policy, the welfare and education needs of pupils should be prioritised.
The employer must issue a written notice of approval/refusal of job sharing to the applying teacher by 1 st March at the latest.
Where job sharing refused, the grounds for refusal should be set out in the letter of refusal.