2.5 Promotion & Career

In this section: - the criteria for promotion - how to apply for a promotion - promotion processes and guidelines.

Rules: Promotion

Includes: Fundamental principles of promotion; Who can be promoted and how; the Teacher Portfolio; and roles and responsibilities. 

Fundamental principles of promotion

Who can be promoted and how

The Teacher Portfolio

The Teacher Portfolio is a major tool for determining whether a teacher should be promoted. It is a personal file which accompanies the teacher throughout the teacher’s career and is filled in by the school leader. The Teacher Portfolio contains:

Roles and responsibilities

Promotion is based on a credit system determined by the TSC (under development).

Process: Criteria for promotion of a teacher

 

A recommendation for promotion of a teacher may result directly from accumulating sufficient credits in the Teacher’s Portfolio, from the annual performance appraisal or from the school leader’s and SMC’s observations during the year. A teacher may also feel that he or she is deserving and that it is time for promotion. Whatever the reason, it is important for transparency, fairness and the provision of equal opportunities that it is always based on objective and commonly accepted criteria.

Process: Criteria for promotion to a school leader position

 

For a teacher to be promoted to a school leader position, the following criteria may be applied:

Process: How to apply for promotion

 

Process: Salary grades and requirements for teacher & school leader positions

 

Teacher and school leader positions, salary grades, and qualification and experience requirements. 

POSITION

SALARY GRADE

EDUCATION

EXPERIENCE

Principal

Secondary School

11

Degree in Education;

Degree + Diploma in Education

Min. 8 years

Vice-Principal

Secondary School

10

HTC-Secondary;

Degree in Education;

Degree + Diploma in Education

Min. 8 years

Head-Teacher

Primary School

10

HTC-Primary/Secondary;

Degree in Education;

Degree + Diploma in Education

Min 8 years

Deputy Head Teacher

Primary School

9

HTC-Primary/Secondary;

Degree in Education;

Degree + Diploma in Education

Min. 8 years

Senior Teacher Secondary School

9

HTC Secondary;

Degree in Education;

Degree + Diploma in Education

Min. 4-5 years

Senior Teacher

Primary School

7

HTC-Secondary;

Degree in Education;

Degree + Diploma in Education

Min. 4-5 years

Teacher

Secondary School

8

Degree in Education;

Degree+ Diploma in Education

 

Teacher

Secondary School

7

HTC-Secondary

 

Teacher

Primary School

7

HTC-Primary

 

Teacher

6

TC;

 

Teacher

5

TCL (Lower); Arabic Certificate

 

 

Best Practice: How to use a Promotion Score Chart

Download Promotion Score Sheet.

Promotion-score-sheet.jpg

 

 

Further reading: Promotion and career path

 

Promotion and career are essential aspects of strategic HRM. The HR practice of promotion:

  1. rewards an employee for years of service, professional performance and achievements, and the competencies the employee acquires
  2. ensures the organisation makes optimal use of the skills and experience an employee develops
  3. stimulates excellency in performance
  4. stimulates individual professional development, i.e. higher levels of education, participation in training courses, and self-directed learning
  5. Promotes commitment to the organisation.

Promotion means moving one or more steps up in the hierarchy of positions taking on more demanding responsibilities and tasks and acquiring increased authority and decision-making powers. Promotion also means a higher salary and, in some cases, additional benefits and privileges.

The sense of being on a career path with opportunities for aspiring to higher positions and grades is an important motivational driver for professional development and improvements in performance.  

In many professional jobs an employee can choose between a) a professional career path, b) a managerial career path, and c) an academic career path. This also applies to the teaching profession.

Promotion to a managerial position will require demonstration of managerial skills and an aptitude for management. Continuing on a professional career path to higher positions and grades will require demonstration of professional excellence. Pursuing an academic career will require a high degree of subject interest and an aptitude for academic work, research and teaching at tertiary level.

This has been part of the rational underlying the introduction of the professional standards for teachers and school leadersand the four levels on the competency ladder for teachers, i.e. new teacher, proficient teacher, highly accomplished teacher, and distinguished teacher.

For the teaching profession, and especially for school leaders with administrative experience, there is also the possibility of moving from teaching into an administrative job in the teaching service, in TSC, MBSSE, or other organisations in the sector, or working with national, regional or international agencies engaged in education.

If applied optimally as a strategic HR tool, promotion can be a driver of reform and change. Teachers who strive for excellent knowledge and skills in teaching are a prerequisite for improving the quality of teaching in schools. School leaders who strive for good managerial competencies are a prerequisite for well-functioning schools with strong teams and a conducive climate for learning. Academic work and research of an international standard determines the quality and relevance of the school curriculum and the quality of teacher education.