This is a guidance document specifically concerned with transport from home to school at the start of the school day and transport from school to home at the end of the school day.

The policy codifies and clarifies the requirements around AccessNI checking for contractors working on EA sites and when roles fall within regulated activity in the Safeguarding Vulnerable Groups (NI) Order 2007.  The document provides guidance to both EA staff and organizations contracting with us about when a check should be carried out. 

The parental payment itself has been equality screening and can be found on the EA website.
There has also been a move over the last number of years to make many of the EA processes digital and those screenings can be found on the EA website too.

This screening relates to the decision to rectify an administrative error around the contractual enrolment of some employees into the NILGOSC pension scheme.

The proposal is to develop a policy to derive a fair and consistent Article 60 budget for each Special School, calculated on a consistent basis for each school.  It is proposed that this would operate on a pilot basis for the 2020-21 financial year.

As part of the on-going improvements introduced to EA’s recruitment and selection processes in 2019, a review of the supporting pre-employment checking processes has also taken place.

The aim of this document is to introduce a focused health and wellbeing strategy and action plan for EA, which will provide health and wellbeing initiatives and bring existing initiatives under one banner. 

This suite of guidance was developed to improve outcomes for school age mothers (SAMs) by providing a labelled pathway of integrated support for young parents and their families, as well as other stakeholders.

The Arrangements allows KS4 pupils and +16 pupils, in Controlled, Maintained and Irish Medium schools, to engage in a period of work placement and be absent from normal schooling.  

This screening has been updated following an individual engagement exercise with impacted staff. This exercise accounted for individual staff needs and sought the best outcome based on staff’s individual circumstances. This exercise was completed by the end of July 2018.

The Education Authority employs almost 40,000 staff, has an annual budget of almost £1.5 billion and provides a wide range of educational services for nearly 340,000 children and young people. The division impacted by the proposed changes is Infrastructure and Capital Development, which sits within the Directorate of Operations and Estates.

HR has commenced its change programme by firstly implementing an interim functional area operating model as of January 2017. This interim model was to be reviewed within one year of operation.

The document sets out a consistent and modernised ICT Acceptable Use Policy for all users in EA. It clearly sets out the ‘Do’s’ and ‘Do Not’s’ in relation to the use of all ICT resources owned or operated by the organisation.

The EA Strategic Plan 2017- 2027 details our Vision, Mission, Values and future strategic priorities over the next 10 years. The Strategic Plan is a high level document, which identifies the areas of work that we must take forward to progress towards the achievement of the strategic priorities and recognises the context in which we will do this.

The responsibility of the screening rests with the respective senior manager who leads on the policy or decision (the ‘lead policy officer’).  As a matter of good practice, and to ensure that screening is robust, s/he will involve others with relevant knowledge and experience in the exercise.

The implementation of these schemes will enable the employing authority – the EA to comply with statutory legislation and associated regulations and provide detail in relation to the entitlements relating to each of the schemes.

The aim of this policy is to communicate the commitment of EA to the promotion of equality of opportunity, fair participation and good relations.

The policy aims to provide a framework of guidance which will allow the Education Authority (EA) to deal with dignity at work complaints and consider the rights and obligations of those involved. It is also to ensure that dignity at work complaints within the EA are dealt with in a fair and consistent manner and in accordance with this policy and the supporting code of practice and procedures.

It seeks to drive up standards in schools by introducing a management tool to enable the termination of a teacher’s contract on grounds of efficient discharge of the employer’s function in circumstances where both the definition and the requirements of the scheme have been met.

The Scheme sets out the policy and procedures for the recruitment and selection of teaching staff employed by controlled schools in Northern Ireland. 

The purpose of this document is to clearly set out for school principals, senior leaders, teachers and boards of governors the purposes for which the Northern Ireland Substitute Teacher Register (NISTR) should be used.

The aim of the above policy is to enable staff and members of the public to raise concerns about issues of public interest either internally or externally at an early stage.

The RMS outlines and presents the EA corporate philosophy towards risk management and identifies lead responsibility for ensuring that key risks are managed effectively.