enhancement measures on teacher appointment and related matters 20.5.2010

Enhancement Measures on Enhancement Measures on Teacher Appointment and Related MattersTeacher Appointment and Related Matters

20.5.2010

Basic Principles of Teacher Appointment

Formulate explicit policies and procedures to select suitable candidates

Open, fair and transparent

Verify from various sources and be stringent in the selection to safeguard students’ well-being

Legitimate, reasonable and prudent

General Procedures on Teacher Appointment

Schools shouldSchools shouldFormulate objective assessment criteriaConduct open recruitmentForm an independent selection panelConsider all eligible applications Assess the suitability of applicants Keep a proper record of the assessment

results

Please refer to the relevant sections of Chapter 7 of School Administration Guide

Enhancement measures to preventEnhancement measures to prevent improper persons from serving as teachers improper persons from serving as teachers

Before Appointment

Check the documents- Verify carefully the qualification documents

of the applicantsCertificate of Registration as a Teacher andCertificate of Service

- Ensure the appointees not yet registered to apply for teacher registration before assumption of duties

Require the applicants to declare - Whether they have been convicted of any cri

minal offence(s) in Hong Kong or elsewhere- Whether their registration or permission stat

us as a teacher has been cancelled/ refused (in the job application form and/or other related do

cuments)

Require Native English Speaking Teachers (NETs) directly employed by schools to produce a Certificate of No Criminal Conviction or other legitimate documentary proof issued by their countries of residence (Effective from the 2009/10 s.y.)

Enhancement Measures (Cont’d)Enhancement Measures (Cont’d)

Let the applicants know- Any criminal conviction may not

necessarily render their applications unsuccessful

- The consequences of refusing to provide the necessary information

When the Sexual Offences Records Check is established, schools should adopt appropriate measures accordingly.


Verify the information

- With prior consent of the applicants, consult their previous employers about their job performance and the reason(s) for leaving, if deemed necessary

- Require the applicants to apply to EDB for releasing their registration information to the school in case of doubt


- State in the conditions of services

The consequences of intentionally providing false information/ withholding any material information

The obligation to report to the school forthwith any criminal proceedings against them after appointment



After appointmentAfter appointmentProfessional ConductProfessional Conduct Convey to all staff the expectations regarding

their conduct and performance on a regular basis through a variety of channels

Declaration/reportDeclaration/report Require teachers to report to the school if

criminal proceedings are instituted against them


Report to EDB serious offence or act of misconduct allegedly committed by a teacher when such comes to notice

Specify in the Certificate of Service the reason(s) for leaving, for reference of other schools (applicable to all staff)

Disciplinary measuresDisciplinary measures Suspend a teacher from duties, if deeme

d necessary, in case where criminal proceedings of a serious nature are instituted against him/her

Summary Summary (Verify from various sources and be stringent in the selection)(Verify from various sources and be stringent in the selection)

About to appoint

Qualifications & Eligibility

Formulate the procedures and assessment criteria

Conduct & Experience

Prepare contracts

State expectations/ professional conduct

Promptly report/seek support

Require teachers to

Declare Consent/ Apply

Previous employers EDB

Cross-check with

Appointed

~ End ~~ End ~

Enhancement MeasuresEnhancement Measuresapplicable to applicable to

1. Teachers: Temporary/ contract/ part-time/ daily-rated supply teachers NETsTeachers paid out of cash grants, etc.

2. Non-teaching staff:Staff employed on whatever terms Coaches/ instructors leading extra-curricular activitiesTeaching assistants, etc.

3. Service providers:Personnel deployed to work in schools

Declarations to be made in the job Declarations to be made in the job application form and/or other related application form and/or other related

documents 1(for reference)documents 1(for reference)• Declaration on any record of criminal conviction or

cancelled/refused registration or permission status as a teacher Have you ever been convicted of any criminal offence(s) in H

ong Kong or elsewhere [excluding any record(s) of conviction regarded as “spent” under the Rehabilitation of Offenders Ordinance] ? Yes No

Has your registration or permission status as a teacher been cancelled/refused by the Education Bureau ? Yes No

If yes, please provide the details:_______________________

• Any criminal conviction may not necessarily render job applications unsuccessful.

• The consequences of refusing to disclose the necessary information and intentionally providing false information/ withholding any material information

For example, the applicants will declare:

I understand that if I fail to provide the necessary information, my job application will not be considered.

I understand that if I intentionally provide false information/withhold any material information, it will render me liable to disqualification for employment, or to termination of employment if already employed by the school.


documents 2(for reference)documents 2(for reference)

Brief on Sexual Offences Brief on Sexual Offences Records ChecksRecords Checks

Recommendations by Law Reform Commission (LRC)•Establish a mechanism on Sexual Offences Records

Checks•Apply to employees who undertake work relating to

children or mentally-incapacitated persons•Not mandatory•Initiated by job applicants•Only cover prospective employees in the initial phase•Mechanism to be implemented next year the soonest


documents 3(for reference)documents 3(for reference)

• Authorization by the applicants to the school for consulting their previous employers about their job performance and/or reasons for leaving

I consent/do not consent to the ABC School making enquiries, for the purposes relating to recruitment and appointment, to my current/ previous employers about my job performance and/or reasons for leaving.

Revised Revised SampleSample of of Conditions of Services Conditions of Services

Including “Disclosure of Information”:

A teacher should report to the school forthwith any criminal proceedings against him/her after appointment. A teacher will be liable to disciplinary action if found to have intentionally provided false information to/ withheld any material information from the school.

Revised Revised SampleSample of of Certificate of ServiceCertificate of Service

Including “Reason(s)

for Leaving”：

• Resignation dueto personal reasons

• Expiry of contract• Dismissal• Summary dismissal

SAMPLECertificate of Service

SAMPLECertificate of Service

enhancement measures on teacher appointment and related matters 20.5.2010

Documents