Regulations on the employment and further training of teachers at compulsory schools (AWR) - Object and Purpose** (AWR)

1. This Regulation clarifies the conditions and requirements that must be met for the canton to provide contributions to a municipality under the School Contribution Ordinance. In this sense

a) it specifies which provisions of the Personnel Ordinance (PV, RB 2.4211) and its implementing regulations must be applied analogously by the municipalities and district schools

b) it contains additional implementing provisions regarding the employment conditions of public school teachers

c) it regulates the continuing education conditions and intensive training for public school teachers

2. It aims to achieve equal legal employment conditions for teachers in the municipalities and at the district schools.

3. To the extent that this Regulation does not contain specific provisions, the Personnel Regulation (RB 2.4213) is to be applied accordingly.

1. Kindergarten

| Function | Required Education or Diplomas | Salary Class |

| --- | --- | --- |

| Teacher | Diploma as Kindergarten Teacher | 1 |

| Teacher for German Language Instruction | Diploma as Primary School Teacher | 1 |

| Teacher for Integrative Support | Diploma as Primary School Teacher and in training for SHP | 3 |

| Teacher for Integrative Support | SHP Diploma | 4 |

2. Primary Level

| Function | Required Education or Diplomas | Salary Class |

| --- | --- | --- |

| Teacher | Diploma as Primary School Teacher or Diploma for Upper Level | 2 |

| Teacher for German Language Instruction | Diploma as Kindergarten Teacher | 1 |

| Teacher for Technical Design | with Specialized Diploma for a Subject | 2 |

| Teacher for Integrative Support | Diploma as Primary School Teacher with Additional Training | 2 |

| Teacher for Integrative Support | Diploma as Primary School Teacher and in training for SHP | 3 |

| Teacher for Special Education | SHP Diploma | 4 |

| Teacher for Sports | ESSM Sports Diploma, ETH or University Degree | 3 |

| Teacher for Music | Diploma in School Music 1 or 2 | 3 |

3. Upper Level including Workshop School

| Function | Required Education or Diplomas | Salary Class |

| --- | --- | --- |

| Teacher | Diploma as Secondary, Real, or Workshop School Teacher | 5 |

| Teacher for Technical Design and Home Economics | Diploma in Technical Design and Home Economics | 4 **\*** |

| Teacher (without Teaching Diploma for Upper Level) | Teaching Diploma of a Lower School Level with Training Requirements or Temporary Substitute for 1 to 2 School Years | 3 |

| Specialized Teacher for 1 to 2 Subjects | Teaching Diploma of a Lower School Level and Training or Specialized Diploma for 1 to 2 Subjects at the Upper Level (Foreign Language Diploma or Degree in a Subject at University Level) | 4 |

| Specialized Teacher for 3 or More Subjects | Teaching Diploma of a Lower School Level and 3 or more Specialized Diplomas or Qualification for at least three Subjects | 5 |

| Teacher for Sports | ESSM Sports Diploma | 4 |

| Teacher for Sports | ETH or University Degree | 5 |

| Teacher for Music | Diploma in School Music 1 or 2 | 5 |

4. Special Education Center

| Function | Required Education or Diplomas | Salary Class |

| --- | --- | --- |

| Teacher at Special School | Diploma as Primary School Teacher | 2 |

| Teacher at Special School | SHP Diploma | 4 |

| Teacher for Speech Therapy | Diploma in Speech Therapy | 4 |

5. Cross-Stage

| Function | Required Education or Diplomas | Salary Class |

| --- | --- | --- |

| School Management | Teaching Diploma and Additional Training (CAS or comparable) | 6 |

| School Management | Teaching Diploma and Principal's Diploma (DAS) | 7 |

1. The municipalities and the district schools shall apply the following provisions of the Personnel Ordinance (PO, RB 2.4211) mutatis mutandis

a) Establishment, formation, and termination of the employment relationship (Art. 4 to 25 PO). The position may be advertised not only in the Official Gazette of the Canton of Uri, but also in a professional journal or another suitable publication medium.

b) Duties of employees (Art. 26 to 36 PO)

c) Salary (Art. 37 to 39 PO)

d) Cost of living allowance and 13th month's salary (Art. 43 and 44 PO)

e) Long service award (Art. 49 PO)

f) Family and household allowances (Art. 50 PO)

g) Remuneration during incapacity to perform work duties (Art. 53 to 59 PO)

h) Prohibition of discrimination (Art. 66 and 67 para. 1 PO)

1. Employment is generally commenced at the beginning of the school year.

2. Temporary employment relationships shall be restricted to the necessary minimum.

1. Teachers who were unable to be assigned the mandatory lessons stipulated in their employment contract for a school year may make up the missing lessons in the following school year, provided that the school operations allow for it.

2. If a teacher conducts more lessons during a school year than provided for in the employment contract, they may compensate for the excess lessons in the subsequent years.

1. Teachers who do not fulfill the full mandatory teaching load will have their salary correspondingly reduced.

2. Overtime that exceeds a full workload and arises due to a reduced mandatory teaching load according to Article 29a, Paragraph 4 of the Personnel Ordinance (RB 2.4211) (age relief) will be compensated based on the salary class in which the affected teacher is classified. However, the minimum level is decisive in every case.

3. If the employment relationship is terminated before the exceeded or unmet mandatory number of lessons is compensated, the difference must be paid out or deducted from the salary.

1. The vacations of teaching staff generally align with the school holidays.

2. Continuing education, military service, civil protection, illness, accident, maternity, and days off that fall during the school holidays are not compensated. In cases of hardship, the employing authority may grant exceptions.

1. The classification of teaching and school leadership personnel into a salary grade is determined according to the annex of this regulation.

2. Teachers with relevant training but without a diploma are to be classified into the initial levels of the corresponding salary class.

3. Upon a new appointment, one year of experience is credited for every 700 lessons taught at the corresponding school level. The crediting of these years is based on the commencement of service in the school system. Activities in areas related to pedagogy, such as supervising students and leadership experience, are to be credited at half. One quarter of a year is credited for each year of other professional experience and family work.

4. If a teacher changes the school level, the years worked at another school level are to be appropriately considered.

5. The Directorate of Education and Culture advises the municipalities on the classification of teachers.

1. For teachers who do not teach for an entire school year, the salary is reduced by 1/40 for each missing school week.

2. For part-time positions, the salary is determined by the degree of employment. If the number of lessons taught fluctuates greatly during the school year, the number of lessons given is to be taken into account for salary payment.

3. For fixed-term employment relationships up to and including five months, the remuneration is based on flat rates per lesson given. The following rates apply

Salary Class | Teachers with Diploma: 1st-7th Year of Service | Teachers with Diploma: from 8th Year of Service | Without Diploma

1 | 47 Swiss Francs | 60 Swiss Francs | 38 Swiss Francs

2 | 55 Swiss Francs | 70 Swiss Francs | 44 Swiss Francs

3 | 57 Swiss Francs | 72 Swiss Francs | 46 Swiss Francs

4 | 62 Swiss Francs | 78 Swiss Francs | 50 Swiss Francs

5 | 65 Swiss Francs | 82 Swiss Francs | 52 Swiss Francs

4. The rates correspond to the consumer price index level of 100 points according to the national consumer price index as of May 1, 1993. The rates are adjusted annually for inflation as decided by the government council for cantonal employees.

1. For each department that operates with two or more class levels, an allowance of 1,400 Swiss Francs (based on Article 8, Paragraph 4) plus any applicable inflation allowance is to be granted per year and department. Eligibility applies only to teachers who teach more than 14 weekly lessons in a department with two or more class levels.

2. If teachers undertake supervisory duties during lunchtime or after the conclusion of classes, compensation for supervision is to be provided at the rate of half a lesson per 60 minutes of supervision. If the supervision results in exceeding the required teaching load, compensation is based on the lump-sum rates as per Article 8, Paragraph 3.

3. The effort required for coordination and arrangements concerning the supervision of students with Integrative Special Education (IS) status is compensated for the responsible head teacher and the special education teacher at a rate of half a lesson per IS student.

4. The effort required for coordination and arrangements is compensated for special education teachers at a rate of a quarter of a lesson per class supervised.

1. If teachers incur expenses and disbursements due to special activities such as reconnaissance, participation in school trips, school relocations, or exchange projects, these should be reimbursed according to the rates applicable to the respective municipal employees.

2. Regarding the area of further education, Article 12 paragraph 3 applies.

1. The calculation of the service anniversary gift according to Article 49 PV (RB [2.4211](https://rechtsbuch.ur.ch/data/2.4211/de)) is based on the average employment level over these 20 years for a period of 20 years. For subsequent service anniversary gifts, the average employment level of the last five years must be considered.

2. A service anniversary gift according to Article 49 PV (RB [2.4211](https://rechtsbuch.ur.ch/data/2.4211/de)) can, with the consent of the school board, be taken in the form of relief lessons over a period of up to two years. The calculation basis is the number of average weekly lessons as per paragraph 1, multiplied by four weeks if the service anniversary gift amounts to one month's salary, or by six weeks if the service anniversary gift amounts to one and a half month's salaries.

1. Continuing education supports the teacher throughout the entire duration of their professional activity, in order to maintain and expand their professional, social, and self-competence with regard to the exercise of their profession.

2. It promotes the teacher's ability to implement innovations in the school and to collaborate with fellow teachers, the school administration, or in schools without administration, with the school board, with guardians, and with other educational partners.

1. The Canton bears the costs

a) of the courses it conducts itself or in cooperation with other cantons

b) of participation in courses of the University of Teacher Education Central Switzerland (PHZ)

c) of participation in courses from other providers following prior approval by the Office of Public Schools

d) of internal school further education including team supervision

2. The assumption of costs under letter b and c requires approval by the school management, or in schools without management, by the school board, and an un-terminated employment relationship.

3. The employer reimburses the teacher for expenses incurred by attending courses outside the canton. In doing so, they apply the compensation rates for the cantonal employees.

1. For the settlement of course costs, the canton provides the schools with a flat rate per hundred percentage points of the teaching staff.

2. The Education Council determines annually the amount of the flat rate within the limits of the available resources.

3. The following are funded outside the flat rate

a) intensive training

b) additional training programs

c) further qualifications lasting more than twenty half-days

4. The Education Council determines which additional training programs and further qualifications are eligible for contributions. The Government Council establishes the cost-sharing of the teachers.

1. For intensive training, additional training, and further qualifications lasting more than twenty half-days, the canton covers the necessary substitute costs within the available budget. In exceptional cases, particularly in the training of school leadership personnel, the substitute costs may also be covered for shorter courses.

1. In-house school training is generally to be scheduled during non-teaching periods.

2. Contributions to in-house school training are only provided if it takes place during non-teaching periods.

1. The type of individual further training is determined in consultation between the teacher and the school administration, or in schools without school administration between the teacher and the school board.

2. The scope of individual further training is based on the official mandate (RB 10.1212).

3. For intensive training, additional qualifications, and re-qualifications lasting more than twenty half-days, the Office for Public Schools, the school, and the participating teacher enter into an agreement with a duty of loyalty. Article 55 of the Personnel Regulations (RB 2.4213) is to be applied accordingly.

4. The school administration, or in schools without school administration, the school board, verifies whether the further training obligations are being fulfilled. He or she may issue directives.

1. The Intensive Training Serves

a) comprehensive professional placement assessment

b) in-depth engagement with school and teaching matters

c) the aim of maintaining professional motivation

1. Intensive Training is a paid full-time training program lasting no more than 12 weeks. Up to ten weeks of this may coincide with the teaching period.

2. It can also be extended over a longer period of time with a corresponding reduction in teaching hours or combined with unpaid leave.

1. The Advanced Training Comprises

a) participation in an organized program of a University of Education

b) an individual project requiring approval

2. Excluded are projects that prepare for another educational function or a non-educational activity, or do not fulfill the purpose as per Article 17.

1. Intensive training courses are possible only after ten years of service in the canton.

2. They require the approval of the employer and the Office of Public Schools.

3. Applications for cost coverage must include personal motivation, objectives, key content areas, the desired timeframe, and a budget.

1. The costs of intensive training may not exceed 10,000 Swiss francs (excluding replacement costs and expenses). This applies even if the intensive training includes other educational offerings, such as a language stay.

2. Teachers must contribute 10 percent to the costs stated in paragraph 1. Additionally, they must bear all expenses.

1. Legal Protection is Governed by the School Law (RB 410.1111).

1. The following decrees are repealed

a) Regulation of July 31, 1995, on the intensive training of kindergarten, elementary school, and secondary school teachers

b) Regulation of March 13, 2001, concerning general contributions of the canton to elementary schools (Contribution Regulation)

c) Guidelines of January 10, 1996, for teachers participating in part-time training courses

d) Guidelines of October 19, 1983, for granting unpaid leave to teachers

e) Directives of September 12, 1984, for the continuing education of elementary school teachers

1. This regulation shall enter into force retroactively on January 1, 2008.