Under the new Non-Union Compensation Framework, will my post baccalaureate studies, including approved Diploma or Certificate Program, Masters or Instructional Leadership Academy or Doctoral/PhD studies, be recognized for a certification upgrade?

Yes. The Office of Teacher Certification will continue to process and recognize upgrades to teaching certificates.
 

If you have questions about the upgrading process, visit https://certification.ednet.ns.ca/
 

Under the new Non-Union Compensation Framework, will I receive an increase in salary when I am approved for a teaching certificate upgrade?

If you complete the requirements for a teaching certificate upgrade prior to August 1, 2023 you will have until September 30, 2023 to submit the required documentation to the Office of Teacher Certification to process your upgrade.
 

When the certificate upgrade is approved, your salary in the new Non-Union Compensation Framework will be set within the new pay range at the level closest to, but not less than, your new upgraded salary in the current salary grid.
 

For example, an individual with an ATC1 who has completed the requirements to upgrade to ATC2 prior to August 1, 2023 will have until September 30, 2023 to submit the required documentation to the Office of Teacher Certification to process the upgrade. When approved, your salary will be re-assessed so that your placement in the new Non-Union Compensation Framework will be based on an ATC2 certificate. This process will be completed on a case-by-case basis.

I have been pre-approved or completed part of an approved educational program that would upgrade my teaching certificate. With the new Non-Union Compensation Framework, will my salary increase when I complete my studies and receive approval of my upgraded Teaching Certificate?

Only individuals who have completed the requirements for a teaching certificate upgrade prior to August 1, 2023 will have until September 30, 2023 to submit the required documentation to the Office of Teacher Certification to process the upgrade and receive any salary upgrade.
 

In the new Non-Union Compensation Framework, job complexity is the foundation for compensation. This moves away from the current model where compensation is aligned with teaching certificate and years of experience. All non-union jobs, including principals and vice-principals, will receive compensation based on job complexity.
 

What role will an individual’s education level play in the new Non-Union Compensation Framework?

“Administrators are essential partners with the Department in establishing and maintaining the conditions that raise the bar and close the gaps for students in Nova Scotia.” (MOU, p.1) As an education sector, education will always play an important role as follows:
 

• Meeting the educational qualifications to apply for a job and the interview process; and
• Enhancing professional practice as educational leaders. These experiences are important in preparing you for new leadership opportunities that may include taking on additional school or system level responsibilities that are in other pay bands.
   

I’m a teacher who has accepted a vice-principal position for the start of the school year on August 1, 2023. Or I’m a vice-principal who has accepted a principal position starting on August 1, 2023. How will my salary be determined?

The salary for any position filled prior to August 1, 2023, will be based on current practice which is a combination of your certification level plus the administrative bonus connected to the position.

This salary will determine your placement in the new Compensation Framework. You will be placed in the pay band at the level closest to, but not less than the salary of your new position which will include the 3% economic increase.
 

If I am red-circled, will I receive the economic increases?

Employees who are red-circled will not receive an economic increase until the salary of the pay band you are in catches up to your current salary or you move to a more complex job in a higher pay band. Provincially, 70% of employees who are red-circled are within 5% of the top of their pay band.
 

What numbers were used to calculate the total staff FTEs for my school?

The total number of teaching and non-teaching FTEs (excluding the principal and/or vice-principals) used for transition to the new Compensation Framework on August 2, 2022, were calculated using the September 30, 2021, numbers. Based on an assessment schedule of every three years, the next scheduled update will be in 2025 using September 30, 2024, numbers.
 

Schools will be assessed by the Common Services Bureau using data from the previous school year as of September 30. Assessments will be conducted on a provincial basis. Where a reassessment results in the school being assessed into a higher pay band, the principal and/or vice-principal will be moved into the new pay band.
 

Where a reassessment results in the school being assessed into a lower pay band, the principal and/or vice-principal will be red-circled as long as they remain at that school for a maximum of 12 months, whichever is less. Changes in compensation due to a reassessment will typically be effective on the first day of the school year (August 1), however, an alternate date may be implemented if required due to unique circumstances.
 

A school may be reassessed by the Common Services Bureau before the next scheduled three-year assessment if it is impacted by a significant change that increases or decreases the school’s size. Reassessment in these situations requires the approval from/by the applicable RED / Superintendent and the Deputy Minister of the Department or their designate.
 

Examples of significant change include but are not limited to significant increases or decreases in the number of grades, classrooms, or satellite sites. These may occur as one large change or through two or more smaller changes.
 

I have a concern about the new Non-Union Compensation Framework? What should I do?

For any questions or concerns related to the implementation of the new Non-Union Compensation Framework’s impact on your compensation, please visit the Framework’s website at https://www.ednet.ns.ca/compensationalignment and connect with your HR Director or RED/Superintendent.
 

How was the job evaluation process completed?

Developing a compensation framework for all non-union positions across the province that provides a coherent and consistent approach for all employers and employee groups required a rigorous examination of all jobs throughout the education sector in Nova Scotia. All jobs were evaluated using the Hay Method of job evaluation.

The Hay Method is a leading job evaluation tool and is the primary job evaluation tool used by the Government of Nova Scotia. It is widely used around the world by both public and private sector companies. To objectively evaluate the jobs and to ensure consistency in the rating process, the following was undertaken:
 

• All job descriptions were reviewed and updated by each of the RCEs/CSAP and provided to a team of evaluation experts to complete the job evaluation process.
• Job descriptions provided the information needed to complete the job evaluation process.
• Members of the evaluation team met with Directors from the RCEs/CSAP and the REDs/Superintendent on several occasions to clarify jobs and to gain a better understanding of each of the RCEs/CSAP.
• The evaluation team, using the Hay Method, undertook an extensive evaluation process of all jobs. The Hay Method measures the know-how, problem solving, accountability and working conditions present in each job.
• The evaluation process is designed to objectively evaluate all jobs to ensure consistency in the rating process.
• During the job evaluation process, points were assigned to each factor in the Hay Method of job evaluation. These points were then added together to create an overall point score. The point score allowed similarly valued jobs to be grouped together into pay bands based on complexity.
• Although two jobs share the same title, there are often significant differences in job content either within or across Regions/Board and, as a result, they may be in different pay bands.
• The job evaluation process and assigned points lay the foundation for the pay ranges, which were designed and aligned to bands to ensure equal pay for work of equal value.
• The results of the job evaluation are used to rank jobs based on complexity, and this complexity, not the performance or certification level of the employee doing the job, is the foundation for compensation in the new Non-Union Compensation Framework.