Return to Written Question 22, asked by Mr. Barnabas to the Minister of Education, Culture and Employment concerning terms of employment for principal.
Terms of Employment for Principal
The Member for the High Arctic asked a number of questions concerning the termination of principals.
1. Does the change of term of employment also include the termination of the principal?
The Minister's directive does not affect the ability of a District Education Authority to terminate a principal's employment. As stated in the previous response to written question dated February 26, 1997, District Education Authorities may use section 63(6) if they wish to terminate a principal's term prior to the expiration of five years.
2. Why does the District Education Authority have the responsibility for terminating principals in their own communities?
In consultation with education bodies and other interested parties during the preparation and drafting of the Education Act, it was made clear that community input and community responsibility was desired by the local education bodies concerning hiring and staffing decisions for positions in their communities. This was incorporated in the final draft of the Act.
3. Does not this legislation render communities powerless when it comes to terminating principals?
District Education Authorities are elected bodies that are responsible to the communities which have elected them. Through this representation communities have direct input concerning decisions such as a termination of a principal. Communities are in fact empowered through the legislation. They have greater and more specific power under the new legislation.
4. How does the legislation empower communities when it is the GNWT that is dictating the terms and conditions of employment for the principals?
As outlined in the previous written response, the Minister's directive was designed to assist District Education Authorities by designating a fair and reasonable notice period for principals whose positions were changing from an indeterminate status to a term status. Such a fair and consistent approach will alleviate potential liability for these education bodies. After consultation with Labour Relations it was a recommended course of action. It was a directive which outlined one of the terms of employment. It does not prevent an education body from including other terms or conditions as that body sees fit.