Schools Reconfiguration for Diversity: Information for Special Needs Assistants (SNAs) and Ancillary Staff

The aim of the schools reconfiguration is to create more multi-denominational primary schools in Ireland. The process helps schools to transfer patronage from denominational (Church) to multi-denominational patrons, if the school community want this. A denominational school is a school with a religious patron – the vast majority of primary schools are under Catholic patronage. A multi-denominational school is a school under a non-religious patron, where children learn about all faiths and belief systems through a multi-denominational programme. Examples include Community National Schools in the ETB sector, Educate Together schools and An Foras Pátrúnachta schools).

The Programme for Government includes a commitment to seek “to increase choice for parents by ensuring that families can access both multi/non-denominational and faith-based education”.

Every school has a patron, who appoints a board of management to manage the school on their behalf. The patron determines the ethos of the school. Religious education or instruction may be provided at the school in line with the school’s ethos.

When a school changes patron, this is called a ‘transfer of patronage’. The new patron takes over responsibility for the school.

When a school transfers patronage, this can mean a change in its ethos. For example, a denominational (religious) school may become a multi-denominational school. For transfers of patronage to multi-denominational patron bodies, the school will change to a multi-denominational school. A change of ethos can take place at the same time as the transfer of patronage or can take place on a more gradual basis. For example, where each new intake of junior infants follows a multi-denominational programme, while the more senior classes continue to follow the denominational programme, until over time, all pupils are following a multi-denominational programme.

When a transfer of patronage takes place, there may be cultural and operational changes to school life. This can also mean changes in how the school is governed. Transfer of school patronage requires time and meaningful engagement from the school community, directly supported by the school patron.

Patrons are responsible for establishing the ethos of their schools. When a school transfers patronage the new patron takes over the running of the school and supports the school community with establishing a multi-denominational ethos.

Special Needs Assistants (SNAs)

The board of management of a school is the employer of SNAs in denominational primary schools. Salaries are paid directly by the Department of Education and Youth.

If the incoming patron is an Education and Training Board, that Education and Training Board becomes the employer of the SNA with effect from the date of transfer of patronage. SNAs’ salaries will continue to be paid by the Department of Education and Youth.

If the incoming patron is a company limited by guarantee such as An Foras Pátrúnachta or Educate Together, the board of management remains the employer of the SNA. SNAs’ salaries will continue to be paid by the Department of Education and Youth.

Ancillary staff

The board of management of a school is the employer of ancillary staff (for example, secretaries / cleaners / caretakers) in denominational primary schools. Salaries are paid directly by the schools. However, there are some schools that employ secretaries/caretakers under the 1978 schemes and these employees are paid by the Department of Education and Youth.

If the incoming multi-denominational patron is an Education and Training Board, the ETB will become the employer. As ETBs have specific pay scales and terms and conditions for ancillary staff which may differ to those in place in the school, ancillary staff can consider whether they wish to retain their existing terms and conditions or whether they wish to transfer to the ETB’s ancillary staff terms and conditions. In choosing the latter, ancillary staff will transfer to the relevant ETB pay scale and associated superannuation, sick leave, annual leave arrangements etc. Each ancillary staff member will need to make a decision in this regard. The ETB can inform ancillary staff of the relevant pay and conditions arrangements.

If an incoming patron is a company limited by guarantee for example An Foras Pátrúnachta or Educate Together, the board of management remains the employer of the ancillary staff and no change occurs as a direct result of the transfer of patronage.

In general, redundancy of ancillary staff will not arise directly on foot of a transfer of patronage as the school will continue to operate (albeit under different patronage and ethos) and the employment for the ancillary staff remains in place