IMPROVING GRADING OF TEACHERS

Dominion, Volume 29, Issue 197, 18 May 1936, Page 3

IMPROVING GRADING OF TEACHERS

Institute’s Suggestions “DEFINITE WEAKNESSES IN PRESENT SYSTEM” Designed to correct many weaknesses which it saw in tlie present grading system for primary schools, the executive of the New Zealand Educational Institute brought down a number of recommendations to the conference ol branch representatives, which was concluded at Wellington on Saturday. In a report the executive said the operation of the quota system with its artificial bars to professional advancement had had in the case of many efficient teachers an opposite effect than that lor which if was devised—to reward efficiency and to stiinulate and encourage teachers to improve their skill. “Under a unified system of control and appointment of teachers; the grading scheme of the primary service in its present term would probably not be applicable to the new conditions," stated the report, "though some scheme of grading teachers would still be needed. The actual form’ such scheme should take would depend upon the degree of unification decided upon, the salary scheme 'adopted, the system of grading and staffing schools and the method of appointing teachers.” "That provided the maximum school toll be 400. and that grades of schools be arranged accordingly, thus providing prospect of reasonable promotion, the institute is prepared to support Ihe retention of i lie present grading system witli modification.”Au amendment by Mr. O. A. Banner, that separate groups corresponding to salary groups should supersede the present system, was lost. Another reeoinmendaliou was that tlie system of appointing aud promoting teachers under the unified system should make provision for the I'oilowing:— (a) The preparation of a teachers classified roll or register containing the names of all teachers of publie schoois, primary, secondary anil technical. (b) Appointments to be made on a national scale by the district education boards, (e) Promotion to be based on efficiency, qualifications and experience, the graded list to be tlie basis of appointment, (il) Applications for all positions to be called by advertisement. (c) The district boards shall have the right to transfer when necessary, provision being made for tlie right ol'"appeal against hardship, (f) Unsuccessful applicants elmll have the right of appeal against non-appointincnt, ami where, in tlie case vf a school rising in grade, a teacher lower graded Ilian the one occupying tlie position is translcrred to the school, tlie higher graded teacher shall have tlie rigid of appeal against nonappointment. <g) Appointments shall take effect at Hie beginning of a term, easiril vacancies to lie filled by relieving teachers. It is essential to have a staff of specialised relieving teachers who shall be attached to the staffs of schools when not relieving, (h) Only in exceptional cases shall a teacher be transferred within two year,- ot his appointment to a position. After a long discussion it was agreed that the recommendations ou grading and salaries should lie sent by the executive to all brandies so that a consensus of opinion could be obtained. It. was agreed that tlie Auckland branch's report: on the system should be scut as iuformution.