Regular/tenured/permanent/E1 Teacher positions and how to get them

What are these positions?
These positions guarantee rehire in September. The board has an obligation to employ these teachers every year. If there is no teaching load for these teachers they are placed on availability where they are still paid and considered employees of the board. In these situations the teachers can be asked to do supply work or any other reasonable work that the board needs completed. There have been very few cases of teachers on availability since the 70’s. 


These positions are not guarantees of the following

• Not being fired. 
• Of having the courses/groups you want. 
•  Of remaining/going to a preferred school. 
•  Of a preferred schedule in any way. 
• A  reduced chance of disciplinary action. 
• A reduction in expectations in involvement and contribution to the school.  

Permanency does not affect your pension, benefits or union representation vs being a contract teacher. 

Yes, Teachers can be fired.
The procedures for being fired are the same for regular teachers and teachers that are on the recall list, or even teachers not on the recall list. There are certain actions that allow the board to summarily dismiss a teacher. There are other patterns of behaviour that, if documented, will allow the board to dismiss a teacher. Your status doesn’t change these.

Non-rehiring, what does that mean?
To be removed from the recall list also has a set of criteria. HR or Administration cannot summarily decide to remove someone from the recall list without justification. Any of the reasons that would allow the board to fire a teacher can be used to justify a non-rehire and removal of a teacher from the recall list. 
In addition, failing 2 evaluations will result in a teacher being removed from the recall list.  

Requirements for permanent positions

• 2 successful evaluations
• 2 consecutive 100% contracts in your own name

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Successful Evaluations:

The successful evaluations are actually the more straightforward requirement. Teachers should be evaluated every year, until they have two satisfactory evals in their file. After that evaluation usually occurs sporadically throughout a teacher's career. As often as every 5 years, even if there are no specific concerns. 


100% Contracts:

The contract part is more tricky. There are several ways to have a 100% contract that do not count towards permanency. 
It’s a replacement contract
These contracts can vary in percentage and several can be stitched together to create a post.
For instance, my first 100% contract was 40% in my name, and 20% in the name of another math teacher, another 20% in yet another teacher’s name, and 20% in a third teacher’s name. One of these other teachers was on progressive retirement and the other two had part time leaves.This contract did not contribute towards permanency.
It’s a contract that relies on Mesure money
Mesure monies are special budgets that are not guaranteed to be renewed from year to year. The unreliability of the budget means that they do not contribute to the permanent positions in a school board. Often the school Board will “top up” contracts with mesure money to make them more attractive posts. They might use mesure money to increase a 60% position to a 100% position. This means a teacher will get paid at 100%, but the contract does not count towards being permanent. This should be disclosed to the teacher when the position is being offered. Though it never hurts to ask!
No matter what kind of contract you have, your work experience will be counted towards your seniority once you become a permanent (tenure) teacher.  


2 Prior Consecutive Contracts
It’s on your 3rd consecutive 100% contract in your name that you will become permanent. There can be no breaks in between these contracts. Certain events like sick leaves or Parental leaves do not interrupt this process.