Human Resources Manual - 125 - Initiating a NWTTA Competition

1. The majority of staffing for NWTTA positions occurs during the Annual Recruitment Campaign.
2. When there is an NWTTA vacancy to be filled during the school year, the Board must initiate a competition.

3. Application for Transfer and Promotion is the form distributed by the Deputy Head to NWTTA staff members to indicate an interest in other teaching and promotional assignments.
4. Assistant Principal is a Teacher who has been delegated additional responsibilities by the Principal.
5. Human Resources Representative means those employees of the Department of Human Resources designated to co-ordinate the recruitment process
6. Selection Committee includes the Chairperson, who is the Deputy Head or delegate, and any other member(s) participating in the selection of a candidate for a vacancy.
7. Deputy Head is the Senior Public Service employee of a Government Department, Board or Agency. For Divisional Education Councils, the Deputy Head is the Director/Superintendent.
8. NWTTA Staff Members includes all school staff members who are members of the NWTTA Teachers' Association, including Teachers, Teacher Consultants, Assistant Principals and Principals as defined herein.
9. Principal is the head of the school. The Education Act defines the duties of the Principal.
10. Promotion is the transfer or reassignment of a current Government of the Northwest Territories’ (GNWT) Teacher to a Teacher Consultant, Assistant Principal or Principal position.  Teachers and Assistant Principals are eligible for promotion when they have successfully completed their probationary period.
11. Reassignment is a change in assigned duties and responsibilities, possibly including relocation within a school or community. This can occur at any time at the discretion of the Deputy Head or designate.
12. Teacher includes school teachers, including part time teachers, program support teachers, aboriginal language specialists, grade or subject coordinators, department heads, and curriculum specialists.
13. Teacher Consultant is an experienced teacher designated responsibilities for developing and implementing education curriculum and programs, and supporting/in servicing other school staff(s).
14. Transfer is the relocation of an NWTTA staff member to a position in another community within the Board or to a position in another Board.  Employees are eligible to apply for transfer when they have successfully completed their probationary periods and are currently employed on an indeterminate basis.
15. Transfer Applicants means those NWTTA Staff Members currently employed by the Government as indeterminate employees who are eligible and have submitted their application for transfer or promotion. Transfer applicants must have successfully completed two years of employment with the GNWT and have completed their probationary period.
16. Required Education is the education required under the Education Act Regulations in order for certification as a Teacher or Principal in the Northwest Territories. Required education may also include specialist qualifications where necessary.
17. Required Experience is the experience required for specialist teacher positions such as program support teachers and guidance counselors, and promotional positions such as Department Heads, grade or subject coordinators, curriculum specialists, school administrators, and teacher consultants.
18. Preferred Education and Experience is the education and experience that will increase the likelihood that an individual will perform satisfactorily in the job.
19. Teachers on Approved Leave mean those NWTTA Staff Members returning from approved leave under Section 37(3) of the Public Service Act who are entitled to a position upon return.
20. Lay-Off Teachers means NWTTA Staff Members who have received official lay-off notice and have staffing priority.

21. The Annual Recruitment Campaign requires cooperation between Schools, Divisional Education Councils (DECs) and the Department of Education, Culture and Employment.
22. Vacancies arise as a result of funding increases, or NWTTA staff member resignations, transfer or promotion, reassignment of current staff within a school or community, and changes in the staffing needs of the school.
23. Deputy Heads of each DEC are responsible for notifying their NWTTA staff members of the deadlines to submit their resignations or requests for transfer or promotion to the NWT DEC(s) of their interest.
24. Resignations must be tendered at least 60 calendar days prior to the end of the academic school year. The DEC will normally accept, with prejudice, a letter of resignation after the closing date.  Accepting a resignation with prejudice means that ultimate removal will be denied.
25. Deputy Heads, or their delegate, are responsible for coordinating any reassignments of existing teaching staff.
26. Vacancies may be filled without competition by NWTTA Staff Members returning from approved leave as a legal commitment exists to guarantee them teaching positions upon their return from approved leave.
27. NWTTA Staff Members returning from approved leave are guaranteed a position at the DEC. The DEC may appoint NWTTA Staff Members returning from approved leave directly to a position for which they are deemed qualified. DECs may use their discretion in deciding whether or not to interview NWTTA Staff Members returning from approved leave for specific positions.
28. Term NWTTA Staff Members who have been hired into their term position through competition may be appointed to an indeterminate position at the discretion of the Deputy Head.
29. Transfer applicants may not be considered for vacancies after May 15.
30. Promotion applicants will be considered for vacancies after May 15.
31. Internal Competitions may be held at each school to determine which existing member of the Teaching staff will be delegated the additional responsibilities of Assistant Principals.
32. For NWTTA Staff Member positions, the Principal defines Required and Preferred Education and Experience. For Principal positions, the Superintendent/Director defines Required and Preferred Education and Experience.
33. The Deputy Head ensures their DECs contact information is correct and their needs are reflected in Annual Recruitment Promotional Efforts coordinated by Education, Culture and Employment.
34. Competition files are to be kept for a period of at least two years.

35. The Deputy Head or designate of each DEC must provide NWTTA Staff Members through each school principal with the “Application for Transfer and Promotion” form, and instructions on where to send the application forms, criteria, procedures and deadlines.
36. By January, the Deputy Head notifies NWTTA Staff Members that the closing date for resignations is 60 calendar days prior to the end of the academic school year and that a NWTTA Staff Member who provides 90 or 120 calendar days official written notice of their resignation is eligible for an early notice bonus.
37. The Human Resources Representative contacts NWTTA Staff Members on approved leave to confirm their return from leave.
38. Teachers on Approved Leave must confirm their intentions to return by March 15th.
39. The Principal of each school submits vacancy information to the Deputy Head, at the Education Board, and copies HR Service Centre on an ongoing basis in writing or by e-mail.  This information includes:
    • Position Type
      • Primary (K-3)
      • Middle School (4-6)
      • Junior High (7-9)
      • Senior High (10-12)
      • Assistant Principal
      • Principal
      • Teacher Consultant
    • Required and Preferred Criteria as needed
    • Subject Specialties if required (i.e. French, Physics, Chemistry, Fine Arts, etc.)
40. The Deputy Head or designate reviews the school staffing needs and teaching reassignments.
41. The Deputy Head or designate reviews the current complement of term Teachers hired through competition. The Principal recommends to the Deputy Heads which term Teachers may be provided with indeterminate job offers.
42. The HR Service Centre staff determine whether there are Teachers on Approved Leave that should be considered for the vacancy and advise the Deputy Head.
43. The Deputy Head reviews vacancy information and provides written approval to the Principal(s) and the Human Resources Representative to staff the vacancies.
44. The Human Resources Representative ensures all vacancies are posted electronically at North of 60, as well as the Human Resources website.
45. The Human Resources Representative verifies the following:
    • The pay level and allowances,
    • Position type – full-time, term, part-time, etc.,
    • Location of the position.
46. The Human Resources Representative will use and/or provide the Competition Checklist to the Chairperson of the Selection Committee to ensure compliance with GNWT staffing guidelines, procedures and timelines.
47. The Selection Committee Chairperson ensures that the Selection Committee complies with GNWT staffing guidelines, procedures and timelines.
48. Once vacancy information and approval to staff is received, the Deputy Head or designate(s), or the Human Resources Representative creates competition files for all position types in each community which includes:
    • A list of vacant positions to be staffed from this competition file;
    • The authorization to staff the position(s);
    • Job advertisement; and
    • Competition checklist (optional).
49. Prior to advertising, the DEC must determine if there are lay-off teachers to consider for the position.

Education Act

NWTTA Collective Agreement

Public Service Act