Occasional Teacher Guide
Occasional teachers are certified teachers who are employed by a board to teach as a substitute for a teacher or a temporary teacher who is, or was, employed by the board in a position that is part of a regular teaching staff. (This includes daily occasional teachers, long-term occasional teachers, and may include uncertified teachers when certified teachers are unavailable).
Occasional Teacher Evaluation
The Occasional Teacher Evaluation process is designed to support the ongoing professional growth of occasional teachers through dialogue and feedback with the principal on their teaching practice. Under Ontario Regulation 274 - Hiring Practices, part of the requirements for an occasional teacher on the long term occasional (LTO) list to apply for a permanent position is to have completed a long term occasional contract of at least four (4) months in length of which the teacher has not received an unsatisfactory evaluation.
The Occasional Teacher Evaluation is derived from the Ontario College of Teachers' Standards of Practice for the Teaching Profession and, more specifically, the Teacher Performance Appraisal (TPA). The performance expectations identified in the OT Evaluation are fewer and more generalized than the TPA competencies required of permanent contract teachers. This is in recognition of the circumstances and continuum of development of an occasional teacher.
NOTE: The OT Evaluation is not considered equivalent to a TPA and does not exempt a teacher from the requirements of TPA once in a permanent position.
Occasional Teacher Evaluation Process
HR-21 Evaluation Form - Occasional Teachers
PAY FOR LTOs – MODIFIED SEMESTER TIMETABLE
- The RDSB Payroll Department has instructed secondary school office staff to report what you have actually worked in any given week.
- Some teachers may have been under/overpaid in the first pay or two because of inconsistencies in reporting across locations. If you have been affected, your pay will be adjusted in a subsequent pay period to reflect actual days worked
- LTO pay is based on timesheets being submitted. Apparently, in some schools the office staff write up the timesheets but in other schools, the teachers are expected to record and submit directly to Payroll
- LTO pay is every four weeks, with a 2-week lag between the close of the pay period and when pay is actually deposited in employee accounts
- In a 20-day pay period with no statutory holidays or unpaid days (eg. Unpaid personal days), anyone working a 1.0 timetable would receive 20.0 days’ pay
- Things get more complicated as soon as there is a statutory holiday or other unpaid day(s) within the pay period.
PAID SICK LEAVE
- Employees in long-term occasional contracts are entitled to sick days under a provision in the central portion of the current collective agreement (Article C9.1f).
- Be aware that if you take a paid sick day, the deduction from your sick day bank depends on the week you take it in. If you are on a Prep week, your sick day deduction (per sick day that week) would be 0.67. If you take a sick day on a 4/4 week, the deduction is 1.33 per sick day that week. Essentially, the sick day deduction corresponds to the equivalent day worked in that week.
UNPAID PERSONAL LEAVE
- Employees working a 1.0 long-term occasional contract are entitled to take up to two unpaid personal days in the school year. Personal days are prorated depending on the full-time equivalent (FTE) status and/or length of the assignment. If you are planning to take a personal day and have questions, please contact the OSSTF District Office. There are limitations on scheduling of personal days
The information above is not meant to be exhaustive and is intentionally general. If you have specific questions about your particular LTO, please contact Sue Melville, District Officer at email@example.com.