Ordinance concerning Teachers (Teacher Ordinance, LPV) (Lehrpersonalverordnung, LPV) - Scope (LPV)

1. This regulation applies to all teaching personnel employed under a public law employment relationship, except for those provisions that are explicitly restricted to teachers at certain schools.

2. For school management, the regulation applies to the part of their workload in which they conduct teaching.

1. The duration of a lesson is 45 minutes.

1. Teaching and Supervision of a Class

1. * Teaching Obligation: 29 Lessons

1a. * Relief for Class Teachers: 2 Lessons

2. Salary Band: L12

1. Instruction in Group or Individual Lessons

1. Teaching Obligation: 29 Lessons

2. Salary Band: L12

1. Teaching as an Educator and Supervision of a Class

1. Teaching Obligation: 29 Lessons

1a. * Reduction for Class Teachers: 1 Lesson

2. Salary Band: L12

1. Teaching in one or two subjects at the orientation school or the lower secondary school; Teaching diploma with seminar-based or university education or training at a pedagogical college

1. Teaching obligation: 28 lessons

2. Salary band: L12

1. Teaching and Supervision of a Class

1. * Teaching Obligation: 29 Lessons

1a. * Relief for Class Teachers: 2 Lessons

2. Salary Scale

a) with Kindergarten Diploma: L9

b) * with Teaching Diploma Kindergarten/Lower Primary: L10

1. Teaching a Group of Subjects in Formal Classroom Teaching; Teaching Diploma for Lower Secondary Education (Integrated Orientation School, Cooperative Orientation School, or Vocational School)

1. * Teaching Commitment: 28 Lessons

1a. * Relief for Homeroom Teachers: 2 Lessons

2. Salary Band: L13

1. Teaching in certain subjects is generally conducted in classroom instruction. An age-appropriate pedagogical training requires the teaching diploma for maturity schools or another pedagogical training of an equivalent level.

2. Subject-specific training at tertiary level A (university or ETH with a master’s degree, licentiate, diploma as a physical education teacher II, or diploma as a music teacher II) in the subject area to be taught.

3. Teaching obligations

Subject | Lower Secondary School | Secondary School

--- | --- | ---

Chemistry, including elective areas (without lab assistance) | - | 20 lessons

Biology / Physics, including elective areas (without lab assistance) | 23 lessons | 21 lessons

Sports | 25 lessons | 25 lessons

All other subjects according to the timetable | 25 lessons | 23 lessons

All other elective subjects | - | 23 lessons

Further education courses | 26 lessons |

Further education courses with certificate completion | 25 lessons |

4. Salary band: L16

5. For teachers who teach Economics/Work/Household, Technical Design, or Media and Informatics in the lower secondary school and have training at a pedagogical university, the relevant provisions for subject teachers for Secondary Level I according to § A1-18 apply.

6. For instrumental lessons and solo singing lessons, the provisions according to § A1-23 apply.

1. A stage-appropriate pedagogical training requires a teaching qualification for upper secondary level II according to Art. 46 of the Ordinance on Vocational Education and Training (Vocational Education and Training Ordinance, BBV) or another pedagogically equivalent qualification.

2. The following trainings are considered pedagogically equivalent to a teaching qualification for secondary level I

| | | | |

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

| 1. **\*** | Instructor FA; | | |

| | | | |

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

| 2. **\*** | Company instructor HFP; | | |

| | | | |

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

| 3. **\*** | Certified adult educator HF; | | |

| | | | |

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

| 4. **\*** | Certified training manager HF. | | |

3. Teaching Obligation

| Subject | Lessons |

| --- | --- |

| Vocational baccalaureate instruction | 23 lessons |

| Continuing education courses | 26 lessons |

| Continuing education courses with certificate completion | 25 lessons |

| All other subjects | 25 lessons **\*** |

4. Teacher I

| | | | |

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

| 1. | Salary band: L16 | | |

| | | | |

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

| 2. **\*** | Subject training at tertiary level A with master's degree (university of applied sciences, university, ETH or diploma as physical education teacher II) in the subject area to be taught | | |

5. Teacher II

| | | | |

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

| 1. | Salary band: L15 | | |

| | | | |

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

| 2. | Education: | | |

| | | | |

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

| | a) **\*** | Subject training at tertiary level A with bachelor's degree (university of applied sciences, university, ETH or diploma as physical education teacher I) in the subject area to be taught; or | |

| | | | |

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

| | b) **\*** | Diploma as physical education teacher I in the subject area to be taught; or | |

| | | | |

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

| | c) **\*** | Teaching diploma for general education | |

6. Teacher III

| | | | |

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

| 1. | Salary band: L14 | | |

| | | | |

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

| 2. **\*** | Education: | | |

| | | | |

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

| | a) **\*** | Subject training at tertiary level B (Federal professional examination) in the subject area to be taught; or | |

| | | | |

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

| | b) **\*** | Teaching diploma for compulsory school | |

7. Teacher IV

| | | | |

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

| 1. | Salary band: L13 | | |

| | | | |

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

| 2. | Subject training at upper secondary level II (Federal certificate of competence) with professional experience | | |

1. Teaching a group of subjects in classroom instruction, as well as coaching learners and collaborating with career and academic counselors, specialized and official agencies, trial apprenticeship and internship companies, and legal guardians; Teaching diploma for compulsory school with additional qualification in educational support measures

1. Teaching Obligation: 25 Lessons

2. Salary Scale: L13

1. Teaching Obligation

1. Individual and Small Group Teaching: 28 hours

2. Large Group Teaching / Ensemble: 28 lessons

2. Teacher I

1. Salary Band: L12

2. Qualifications

a) Master of Arts in Music Education

b) Master of Arts in Music (Conducting), except when providing instrumental instruction

c) Teaching diploma from state-recognized vocational music schools

3. Teacher II

1. Salary Band: L11

2. Qualifications

a) Master of Arts in Performance (Concert Diploma)

b) Master of Arts in Specialized Music Performance (Soloist Diploma)

4. Teacher III

1. Salary Band: L10

2. Qualifications

a) Diploma in Rhythmics (four-year program)

b) Diploma in Rhythmics (two-year part-time program) combined with a primary teaching diploma

5. Teacher IV

1. Salary Band: L9

2. Qualifications

a) Bachelor of Arts in Music

b) Diploma of Advanced Studies (DAS) with a diploma from a teacher training college

c) Master of Arts in Music (Conducting), when providing instrumental instruction

d) Primary school or kindergarten diploma with recognized additional training in elementary education

e) Comparable qualification

6. Teacher V

1. Salary Band: L6

2. Qualifications: Students of Bachelor of Arts in Music

7. Teacher VI

1. Salary Bands L5, L3

2. Other Teaching Personnel

1. Teaching and Supervision of a Class

1. Teaching Obligation: 29 Lessons

1a. * Relief for Class Teachers: 1 Lesson

2. * Salary Scale

a) * with Kindergarten Diploma: L11

b) * with Teaching Diploma for Kindergarten/Lower Primary: L12

1

1. Teaching Obligation

a) in Personal Instruction: 34 lessons

b) in Group Instruction: 29 lessons

2. * Salary Scale

a) * with a Diploma in German as a Second Language (GSL): L9

b) * with a Teaching Diploma for Kindergarten/Lower Level or Primary Level: L10

1. Instruction in One or Two Subjects, Generally in Half-Classes, Group, or Individual Lessons

1. Teaching Obligation: 29 Lessons

2. Salary Band: L10

1. Teaching and Supervision of a Class

1. * Teaching Obligation: 29 Lessons

1a. * Relief for Class Teachers: 2 Lessons

2. Salary Band: L10

1. The Execution Ordinances of the Personnel Law shall apply unless this Ordinance contains divergent provisions.

2. Sections 5-25, 34-39, 47-48, 57-62, 74-80, and 85-87 of the Personnel Ordinance are not applicable.

3. For teachers of the school communities, the differing municipal provisions, particularly the remuneration agreement, shall apply.

1. Wage Bands

| Band | Functional Value | Functional Wage, 5/8 of Theoretical Band Maximum | Effective Maximum Amount of Experience Wage Component | Achievable Maximum Wage in % of Band Maximum | Theoretical Band Maximum |

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

| L 1 | 19 | 3,781 * | 1,929 * | 94.4 | 6,049 * |

| L 2 | 20 | 3,966 * | 2,024 * | 94.4 | 6,345 * |

| L 3 | 21 | 4,162 * | 2,123 * | 94.4 | 6,658 * |

| L 4 | 22 | 4,368 * | 2,229 * | 94.4 | 6,988 * |

| L 5 | 23 | 4,584 * | 2,339 * | 94.4 | 7,334 * |

| L 6 | 24 | 4,811 * | 2,455 * | 94.4 | 7,697 * |

| L 7 | 25 | 5,047 * | 2,577 * | 94.4 | 8,076 * |

| L 8 | 26 | 5,295 * | 2,702 * | 94.4 | 8,471 * |

| L 9 | 27 | 5,562 * | 2,840 * | 94.4 | 8,900 * |

| L 10 | 28 | 5,841 * | 2,981 * | 94.4 | 9,345 * |

| L 11 | 29 | 6,129 * | 3,128 * | 94.4 | 9,806 * |

| L 12 | 30 | 6,438 * | 3,285 * | 94.4 | 10,300 * |

| L 13 | 31 | 6,757 * | 3,449 * | 94.4 | 10,811 * |

| L 14 | 32 | 7,097 * | 3,622 * | 94.4 | 11,355 * |

| L 15 | 33 | 7,447 * | 3,802 * | 94.4 | 11,916 * |

| L 16 | 34 | 7,818 * | 3,990 * | 94.4 | 12,509 * |

2. Parameters for the Calculation of Salary Guidelines

| Wage Band | Age (Start Year) * | Minimum Wage per Month (62.5%) | Annual Increase in Years 1-6 | Annual Increase in Years 7-12 | Annual Increase in Years 13-18 | Annual Increase in Years 19-25 |

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

| L 1 | 19 | 3,781 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 2 | 19 | 3,966 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 3 | 20 | 4,162 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 4 | 20 | 4,368 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 5 | 21 | 4,584 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 6 | 21 | 4,811 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 7 | 22 | 5,047 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 8 | 22 | 5,295 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 9 | 22 | 5,562 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 10 | 22 | 5,841 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 11 | 22 | 6,129 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 12 | 25 | 6,438 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 13 | 25 | 6,757 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 14 | 25 | 7,097 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 15 | 28 | 7,447 * | 1.80% | 1.40% | 1.05% | 0.50% |

| L 16 | 28 | 7,818 * | 1.80% | 1.40% | 1.05% | 0.50% |

1. Salary Band L 9

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 22 | 5,729 * | 5,562 * | |

| 28 | 6,719 * | 6,523 * | 6,327 * |

| 34 | 7,489 * | 7,271 * | 7,053 * |

| 40 | 8,066 * | 7,831 * | 7,596 * |

| 47 | 8,387 * | 8,143 * | 7,898 * |

| 50 | 8,387 * | 8,143 * | 7,898 * |

| 55 | 8,387 * | 8,143 * | 7,898 * |

| 60 | 8,387 * | 8,143 * | 7,898 * |

| 65 | 8,387 * | 8,143 * | 7,898 * |

1. Salary Band L 10

| Age | Band Position c top | Salary Guideline | Band Position c bottom |

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

| 22 | 6,016 * | 5,841 * | |

| 28 | 7,056 * | 6,850 * | 6,645 * |

| 34 | 7,864 * | 7,635 * | 7,406 * |

| 40 | 8,471 * | 8,224 * | 7,977 * |

| 47 | 8,808 * | 8,551 * | 8,295 * |

| 50 | 8,808 * | 8,551 * | 8,295 * |

| 55 | 8,808 * | 8,551 * | 8,295 * |

| 60 | 8,808 * | 8,551 * | 8,295 * |

| 65 | 8,808 * | 8,551 * | 8,295 * |

1. Salary Band L 11

| Age | Band Position c Upper | Salary Guideline | Band Position c Lower |

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

| 22 | 6,313 * | 6,129 * | |

| 28 | 7,404 * | 7,188 * | 6,972 * |

| 34 | 8,252 * | 8,012 * | 7,771 * |

| 40 | 8,889 * | 8,630 * | 8,371 * |

| 47 | 9,242 * | 8,973 * | 8,704 * |

| 50 | 9,242 * | 8,973 * | 8,704 * |

| 55 | 9,242 * | 8,973 * | 8,704 * |

| 60 | 9,242 * | 8,973 * | 8,704 * |

| 65 | 9,242 * | 8,973 * | 8,704 * |

1. Salary Band L 12

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 25 | 6,631 * | 6,438 * | |

| 31 | 7,777 * | 7,550 * | 7,324 * |

| 37 | 8,668 * | 8,416 * | 8,163 * |

| 43 | 9,337 * | 9,065 * | 8,793 * |

| 50 | 9,708 * | 9,425 * | 9,142 * |

| 55 | 9,708 * | 9,425 * | 9,142 * |

| 60 | 9,708 * | 9,425 * | 9,142 * |

| 65 | 9,708 * | 9,425 * | 9,142 * |

1. Salary Band L 13

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 25 | 6,960 * | 6,757 * | |

| 31 | 8,162 * | 7,925 * | 7,687 * |

| 37 | 9,098 * | 8,833 * | 8,568 * |

| 43 | 9,799 * | 9,514 * | 9,228 * |

| 50 | 10,189 * | 9,892 * | 9,595 * |

| 55 | 10,189 * | 9,892 * | 9,595 * |

| 60 | 10,189 * | 9,892 * | 9,595 * |

| 65 | 10,189 * | 9,892 * | 9,595 * |

1. Salary Band L 14

| Age | Band Position c top | Salary Guideline | Band Position c bottom |

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

| 25 | 7,310 * | 7,097 * | |

| 31 | 8,573 * | 8,323 * | 8,074 * |

| 37 | 9,556 * | 9,277 * | 8,999 * |

| 43 | 10,292 * | 9,993 * | 9,693 * |

| 50 | 10,702 * | 10,390 * | 10,078 * |

| 55 | 10,702 * | 10,390 * | 10,078 * |

| 60 | 10,702 * | 10,390 * | 10,078 * |

| 65 | 10,702 * | 10,390 * | 10,078 * |

1. Salary Band L 15

| Age | Band Position c Upper | Salary Guideline | Band Position c Lower |

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

| 28 | 7,670 * | 7,447 * | |

| 34 | 8,996 * | 8,734 * | 8,472 * |

| 40 | 10,027 * | 9,735 * | 9,443 * |

| 46 | 10,800 * | 10,485 * | 10,171 * |

| 53 | 11,229 * | 10,902 * | 10,575 * |

| 55 | 11,229 * | 10,902 * | 10,575 * |

| 60 | 11,229 * | 10,902 * | 10,575 * |

| 65 | 11,229 * | 10,902 * | 10,575 * |

1. Salary Band L 16

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 28 | 8,053 * | 7,818 * | |

| 34 | 9,444 * | 9,169 * | 8,894 * |

| 40 | 10,526 * | 10,220 * | 9,913 * |

| 46 | 11,338 * | 11,008 * | 10,678 * |

| 53 | 11,789 * | 11,446 * | 11,102 * |

| 55 | 11,789 * | 11,446 * | 11,102 * |

| 60 | 11,789 * | 11,446 * | 11,102 * |

| 65 | 11,789 * | 11,446 * | 11,102 * |

1. Salary Band L 1

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 19 | 3,894 * | 3,781 * | |

| 25 | 4,567 * | 4,434 * | 4,301 * |

| 31 | 5,091 * | 4,943 * | 4,794 * |

| 37 | 5,483 * | 5,324 * | 5,164 * |

| 44 | 5,701 * | 5,535 * | 5,369 * |

| 50 | 5,701 * | 5,535 * | 5,369 * |

| 55 | 5,701 * | 5,535 * | 5,369 * |

| 60 | 5,701 * | 5,535 * | 5,369 * |

| 65 | 5,701 * | 5,535 * | 5,369 * |

1. Salary Band L 2

| Age | Band Position c Upper | Salary Guideline | Band Position c Lower |

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

| 19 | 4,085 * | 3,966 * | |

| 25 | 4,791 * | 4,651 * | 4,512 * |

| 31 | 5,340 * | 5,184 * | 5,029 * |

| 37 | 5,752 * | 5,584 * | 5,417 * |

| 44 | 5,980 * | 5,806 * | 5,632 * |

| 50 | 5,980 * | 5,806 * | 5,632 * |

| 55 | 5,980 * | 5,806 * | 5,632 * |

| 60 | 5,980 * | 5,806 * | 5,632 * |

| 65 | 5,980 * | 5,806 * | 5,632 * |

1. Salary Band L 3

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 20 | 4,287 * | 4,162 * | |

| 26 | 5,028 * | 4,881 * | 4,735 * |

| 32 | 5,604 * | 5,441 * | 5,277 * |

| 38 | 6,036 * | 5,860 * | 5,684 * |

| 45 | 6,276 * | 6,093 * | 5,910 * |

| 50 | 6,276 * | 6,093 * | 5,910 * |

| 55 | 6,276 * | 6,093 * | 5,910 * |

| 60 | 6,276 * | 6,093 * | 5,910 * |

| 65 | 6,276 * | 6,093 * | 5,910 * |

1. Salary Band L 4

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 20 | 4,499 * | 4,368 * | |

| 26 | 5,276 * | 5,123 * | 4,969 * |

| 32 | 5,881 * | 5,710 * | 5,539 * |

| 38 | 6,335 * | 6,150 * | 5,966 * |

| 45 | 6,587 * | 6,395 * | 6,203 * |

| 50 | 6,587 * | 6,395 * | 6,203 * |

| 55 | 6,587 * | 6,395 * | 6,203 * |

| 60 | 6,587 * | 6,395 * | 6,203 * |

| 65 | 6,587 * | 6,395 * | 6,203 * |

*Values marked with an asterisk could represent either a currency or special condition based on context.

1. Salary Band L 5

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 21 | 4,722 * | 4,584 * | |

| 27 | 5,537 * | 5,376 * | 5,215 * |

| 33 | 6,172 * | 5,992 * | 5,812 * |

| 39 | 6,648 * | 6,454 * | 6,261 * |

| 46 | 6,912 * | 6,711 * | 6,510 * |

| 50 | 6,912 * | 6,711 * | 6,510 * |

| 55 | 6,912 * | 6,711 * | 6,510 * |

| 60 | 6,912 * | 6,711 * | 6,510 * |

| 65 | 6,912 * | 6,711 * | 6,510 * |

1. Salary Band L 6

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 21 | 4,955 * | 4,811 * | |

| 27 | 5,812 * | 5,642 * | 5,473 * |

| 33 | 6,478 * | 6,289 * | 6,100 * |

| 39 | 6,977 * | 6,774 * | 6,571 * |

| 46 | 7,255 * | 7,043 * | 6,832 * |

| 50 | 7,255 * | 7,043 * | 6,832 * |

| 55 | 7,255 * | 7,043 * | 6,832 * |

| 60 | 7,255 * | 7,043 * | 6,832 * |

| 65 | 7,255 * | 7,043 * | 6,832 * |

1. Salary Band L 7

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 22 | 5,198 * | 5,047 * | |

| 28 | 6,097 * | 5,919 * | 5,742 * |

| 34 | 6,795 * | 6,597 * | 6,400 * |

| 40 | 7,319 * | 7,106 * | 6,893 * |

| 47 | 7,610 * | 7,389 * | 7,167 * |

| 50 | 7,610 * | 7,389 * | 7,167 * |

| 55 | 7,610 * | 7,389 * | 7,167 * |

| 60 | 7,610 * | 7,389 * | 7,167 * |

| 65 | 7,610 * | 7,389 * | 7,167 * |

1. Salary Band L 8

| Age | Band Position c Top | Salary Guideline | Band Position c Bottom |

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

| 22 | 5,454 * | 5,295 * | |

| 28 | 6,396 * | 6,210 * | 6,024 * |

| 34 | 7,129 * | 6,922 * | 6,714 * |

| 40 | 7,679 * | 7,455 * | 7,232 * |

| 47 | 7,984 * | 7,752 * | 7,519 * |

| 50 | 7,984 * | 7,752 * | 7,519 * |

| 55 | 7,984 * | 7,752 * | 7,519 * |

| 60 | 7,984 * | 7,752 * | 7,519 * |

| 65 | 7,984 * | 7,752 * | 7,519 * |

1. The recognition of educational qualifications, the issuance of teaching ability certificates, and the prohibition of teaching activities are governed by Art. 21 of the Education Act.

1. Wage Development Index

Band Position | if the maximum achievable salary is not yet reached | in case of insufficient performance

--- | --- | ---

a | 200 | 0

b | 150 | 0

c | 100 | 0

d | 75 | 0

e | 50 | 0

1. The Professional Mandate includes, based on Art. 22 of the Education Act, the four areas of work

1. Class and Instruction;

2. Students and Environment;

3. School;

4. Teacher.

**1. The Scope of Class and Teaching Encompasses the Areas of Instructing and Educating, as well as Planning, Preparing, Organizing, and Evaluating the Instruction.**

1. The area of Instructing and Educating includes direct work with learners. This encompasses

1. instructional activities in the classroom;

2. activities outside the classroom, particularly the execution of excursions, school trips, and school relocations.

2. The area of Planning, Preparing, Organizing, and Evaluating the Instruction is directly linked to instructing and educating and specifically includes

1. lesson planning, preparation, and evaluation;

2. correction and assessment of learners' work;

3. organizational, administrative, and planning activities.

1. The Working Area of Learners and Environment includes teaching and advisory activities outside of regular instruction and encompasses, in particular

1. evaluation and consultation;

2. collaboration with school management, teachers, parents, professionals, authorities and specialist offices, institutions, and other educational partners;

3. issuing reports and references.

1. The field of work in schools includes tasks that are part of the core responsibilities of every teacher and those that are part of the extended responsibilities.

2. Tasks that are part of the core responsibilities include

1. the educational co-design of the school, especially through participation in internal events for school and quality development;

2. collaboration within the faculty, with authorities, and government offices;

3. the preparation and implementation of school events;

4. participation in meetings and conferences;

5. the fulfillment of supervisory duties.

3. Tasks that are part of the extended responsibilities particularly include

1. engagement in working groups on school and instructional projects;

2. the evaluation and introduction of new teaching materials and curricula;

3. the undertaking of additional tasks as directed by the school administration.

1. The Scope of Duties of a Teacher includes

1. the evaluation of one's own activities according to the school's quality concept;

2. the further development of one's professional duties;

3. institutionalized, non-institutionalized, and school-internal further education pursuant to §§ 33-40.

1. The employment of teachers ordinarily commences on the 1st of August.

2. In the event of termination at the end of the school year, the employment relationship lasts until the 31st of July.

1. The number of weekly teaching lessons is determined for each category of teaching staff in Annex 1.

2. The employment authority contractually establishes the workload of the teacher. This cannot exceed the teaching obligation according to Annex 1.

3. The contractually stipulated number of lessons can be exceeded or undercut by a maximum of two lessons annually without salary adjustment; however, the deviation may never total more than three lessons.

4. If the deviation from the contractually stipulated number of lessons exceeds two lessons in a year, a corresponding contract adjustment must be made.

5. Upon leaving the school, any differences are settled with the salary.

1. For teachers who reach the age of 55 in the current calendar year, the weekly teaching obligation according to Appendix 1 is reduced by one lesson starting from August 1.

2. For teachers who reach the age of 58 in the current calendar year, the weekly teaching obligation according to Appendix 1 is reduced by a total of two lessons starting from August 1.

3. For teachers who reach the age of 60 in the current calendar year, the weekly teaching obligation according to Appendix 1 is reduced by a total of three lessons starting from August 1.

4. In cases of part-time employment, the reduction is proportionally adjusted.

5. If teachers are partially able to work due to health reasons, the employing authority may appropriately reduce the weekly teaching obligation on a temporary basis without a salary reduction. In this case, § 10 paragraphs 3-4 do not apply.

1. The working hours for a full-time position amount to 1907 effective working hours per year and encompass the entire professional duties of the teaching staff.

2. The allocation of teachers' time is approximately as follows

1. Classroom and teaching activities: 82.5%;

2. Student and environment activities: 5%;

3. School-related activities: 7.5%;

4. Personal development for teachers: 5%.

3. The school administration establishes the specified working hours and schedules for each semester or year as binding.

1. For part-time teachers at the primary school with a teaching obligation of 50% or more, participation in school-related activities amounts to 100%.

2. When calculating the workload, this obligation must be taken into account with regard to remuneration.

1. Teachers who take on additional tasks in service of the school, alongside their teaching duties, may be relieved of some of their weekly teaching time by the appointing authority.

2. A pool of lessons is provided by the canton and the school communities for school operational and developmental tasks.

3. School operational tasks particularly include: information technology, media library, school library, management of materials and teaching resources, scheduling, crisis intervention, and stand-ins for participation in committees and working groups.

4. School developmental tasks particularly include: project management, steering groups, tasks related to quality assurance and improvement, and health promotion.

5. The volume of the lesson pool is determined by

1. the Secondary School Council or the Vocational Education Commission or the Special Education Commission for cantonal schools;

2. the School Council for community schools.

1. The appointing authority may require a teacher to temporarily teach at another public school within the framework of the contractually agreed workload if the full workload cannot be covered at their own school.

1. For foreseeable cancellation of classes, an authorization must be obtained from the school administration. The school administration decides on the legitimacy of the cancellation as well as on a substitute or any possible rescheduling of the missed instructional time.

2. Unforeseeable cancellation of classes must be reported to the school administration immediately. Absences of the teacher due to illness, accident, or pregnancy that last more than three working days must be substantiated by a medical certificate.

3. In the case of unforeseeable absences of a teacher, teaching for the students must be ensured, and in primary school, supervision must also be guaranteed during block time.

1. Teachers take their vacations during non-teaching periods within the school holidays.

2. During the school holidays, the school administration may schedule presence times for the completion of internal school tasks and further training.

1. The authority for granting unpaid leave lies with the school administrations.

2. There is no entitlement to unpaid leave.

3. For unpaid leave, the salary for the missed school weeks or lessons will be deducted.

4. The deduction per full school week is calculated as follows

"Annual salary including 13th month's salary" / "School weeks of the school"

5. For partial school weeks, the deduction per lesson is calculated as follows

"Annual salary including 13th month's salary" / ("School weeks of the school" x "weekly teaching obligation")

1. Female teachers are entitled to maternity leave in accordance with § 33 of the Personnel Regulations.

2. Maternity leave that falls during school holidays cannot be taken at a later date.

1. Each teacher is generally assigned to a salary band based on their role as well as their professional and pedagogical qualifications according to Appendix 1.

2. The individual salary is determined according to the salary bands as set out in Appendix 2.

3. The adjustment of the individual salary generally takes place based on the salary development matrix according to Appendix 3.

1. Teachers without level-appropriate subject-specific education for the subjects to be taught are classified at least one salary band lower.

2. Teachers without level-appropriate pedagogical education are classified at least one salary band lower.

3. Individuals without pedagogical education are classified at least two salary bands lower, taking into account previous education and professional experience.

1. The initial salary generally falls within Salary Band Position C according to the age.

2. When determining the initial salary within Salary Band Position C, particular consideration must be given to the previous professional experience.

1. The Personnel Office calculates the salary proposals for the following year based on the current salaries of the individual teachers using the salary development index.

2. The salary development index is calculated based on the position in the performance salary band according to the salary development matrix in Annex 3 and a calculation factor that takes into account the salary guideline.

1. The allowance for mentors corresponds to the payment for overtime according to § 21 paragraph 3 of the Personnel Ordinance.

1. Substitutes are compensated based on whole school weeks or, in the case of partial school weeks, per lesson.

2. Compensation for each whole school week is calculated as follows

"Annual salary including 13th month's salary" / "School weeks of the school"

3. Compensation for partial school weeks is calculated per lesson as follows

"Annual salary including 13th month's salary" / ("School weeks of the school" x "weekly teaching obligation")

4. The salary is determined within the salary range. It must not exceed the salary guideline.

5. For substitutes of no more than five school days, the salary may be based on the functional salary.

6. This salary includes compensation for holidays and the portion of the 13th month's salary.

1. The purpose of mentoring is to introduce teachers without teaching experience at the corresponding school level to the profession and to integrate new teachers into the school operations.

2. The school administration determines the duration.

3. In secondary schools and vocational schools, the mentoring procedures and tasks are regulated in the quality concept.

1. The provisions of this section apply to primary schools and are applicable to the consultation of

1. Teachers during their professional induction;

2. Teachers in training during their internship activities;

3. Teachers newly entering the school service of a municipality or canton after the completion of their professional induction, especially including substitute teachers.

2. For the consultation of teachers in training, the instructions of the respective training institutions also apply.

1. As mentors, experienced teachers are to be employed, who typically have at least three years of teaching experience and advisory skills.

2. They attend further training that corresponds to their role and personal qualifications.

3. Mentors can supervise one to two teachers. They generally work in the same school building as the teacher being advised.

1. Teachers are introduced to the profession during the first two school years following the completion of their basic training.

2. The professional introduction encompasses a total of 80 to 100 hours.

3. The implementation is the responsibility of the individual schools and the specialist office for teacher further education.

4. Mentors are appointed by the school management.

1. The introduction pertains to all areas of responsibility of the teaching staff.

2. It includes

1. Teaching, in particular, lesson organization and planning, methodology and didactics, student assessment, handling of teaching aids and school materials, work with technical tools, homework;

2. Education, especially classroom management and teaching climate;

3. An introduction to local school conditions, teamwork, and quality development;

4. Collaboration with parents and authorities;

5. An introduction to the cantonal framework conditions and education legislation.

3. It also includes mutual school visits.

1. In addition to individual consultation, teachers may participate in a practice group during their induction period.

1. The school administration is responsible for the induction of newly appointed teaching staff following their career induction, specifically including substitutes.

2. The induction may include the following areas

1. an introduction to the school conditions of the municipality;

2. an introduction to the cantonal framework conditions;

3. one or more school visits.

1. Continuing education is both a right and a duty of teachers and preserves their ability to fulfill their professional responsibilities in accordance with Art. 22 of the Education Act.

2. Furthermore, continuing education for teachers serves the development of the school in general.

1. Teachers, in consultation with the school administration, ensure appropriate professional development.

2. Professional development pursuant to § 36 Nos. 1, 3, 4, and 5 requires approval from the school administration.

3. Applications must be submitted with the corresponding documents.

1. Continuing education comprises approximately five percent of a teacher's working time and generally takes place during non-teaching periods. Depending on what is offered, it can also occur during teaching hours.

2. Continuing education should be equally divided between institutionalized and non-institutionalized activities.

3. Each teacher periodically reports to the school administration on the fulfillment of their continuing education obligation.

1. Institutionalized, Job-Related Continuing Education Includes, Among Others

1. Continuing education courses;

2. In-house training;

3. Long-term continuing education, particularly leadership courses and additional qualifications;

4. Full-time continuing education, particularly within the framework of educational leave;

5. Intercantonal and international exchange of teaching staff.

**1. Non-Institutionalized Continuing Education Outside of Teaching Hours**

Non-institutionalized continuing education outside of teaching hours includes individual engagement with subject-specific and professional issues, particularly within the framework of conferences, commissions, expert committees, or working groups, as well as the study of specialized literature.

1. The school administration schedules internal training sessions outside of instructional hours.

1. In justified exceptional cases, the Education Directorate may approve in-school training sessions on at most two half-days during teaching time.

2. The Education Directorate may order training sessions for the teachers of municipal schools during teaching time in consultation with the School Presidents' Conference.

3. The school authorities may designate up to two half-days per school year for observations in municipal schools, which fall within teaching time.

1. The school administration may approve a prolonged full-time further education program.

2. Such a program can generally be undertaken no earlier than after ten years of teaching service and no later than five years before reaching the standard retirement age.

3. There is no entitlement to full-time further education.

1. The Educational Directorate is responsible for

1. the approval of the annual program for teacher professional development;

2. the determination of mandatory professional development events;

3. the issuance of guidelines for fees and expenses.

1. The Office for Teacher Continuing Education plans and organizes the further education of teaching staff.

2. It has, in particular, the following duties

1. determining the continuing education requirements in collaboration with the Educational Specialist Commission, the relevant departments of the Directorate of Education, neighboring cantons, and the University of Teacher Education Central Switzerland;

2. preparation of the annual program;

3. planning, execution, and evaluation of courses;

4. preparation of the budget forecast;

5. advising teaching staff, school management, and school authorities on matters of further education;

6. cooperation with training and other continuing education institutions.

1. The cantonal department for sports is responsible for the organization and execution of sports courses.

2. It coordinates its course offerings with the office for teacher continuing education.

1. The canton bears the costs for

1. the specialist department for teacher continuing education;

2. the courses organized by the specialist department and the sports department;

3. courses from other cantons, other institutions, and the University of Teacher Education Central Switzerland, provided these courses are equivalent to the cantonal program offerings;

4. events and courses for career entrants;

5. further education events of the cantonal level conferences;

6. leadership training, insofar as it takes place on behalf of the canton;

7. further education events attended in connection with activities commissioned by the canton.

2. The municipalities bear the costs for

1. the internal school continuing education;

2. the expenses of course participants in accordance with the fee and expense guidelines;

3. contributions approved upon request for teachers to attend additional further education events;

4. full-time continuing education according to guidelines;

5. leadership training on behalf of the municipalities.

1. Educators are responsible for a portion of the costs for

1. voluntary training events that, in addition to professional content, also address the personal interests of the participants;

2. voluntary courses with significant material expenses.

2. The cost share must be specified in the announcement.

1. Teachers who are temporarily not teaching, and school authorities may generally use the continuing education offers free of charge, provided there are available spots.

2. Individuals who are not employed in the public service of a school community or a cantonal school are responsible for covering their own course costs.

3. For course participants from other cantons, the course costs will be collected through the relevant cantonal specialist offices.

1. In the case of further education for acquiring an additional qualification, the teachers are required to reimburse the employer's cost contribution in accordance with the provisions of Sections 93-97 of the Personnel Regulation.

1. Cost Coverage for the teachers of the cantonal high school and the vocational school is governed by §§ 88-92 of the Personnel Ordinance.

1. Reimbursement of the Employer's Contribution to Costs is Governed by §§ 9-13 of the Further Education Regulation.

1. School communities shall implement the working hours for part-time teachers in accordance with § 13 by no later than the beginning of the 2009/10 school year.

1. The school communities shall regulate the internal continuing education during teaching hours by no later than the start of the 2009/10 school year in accordance with §§ 38 and 39.

1. For professionals in speech therapy school services and professionals in psychomotor school services who still have an employment contract with reference to the Teaching Staff Regulation during the 2020/2021 school year, the previous law shall apply until no later than July 31, 2021.

1. Municipalities must implement the amendment of June 10, 2025, no later than August 1, 2026. Until implementation, the previous provisions shall apply.

1. The following provisions are repealed

1. Sections 93-113 of the Implementation Ordinance of July 1, 2003, concerning the Law on Elementary Schools (Elementary School Ordinance)[13];

2. Section 63 as well as Sections 66-73 of the Implementation Ordinance of June 12, 2007, concerning the Law on Cantonal Secondary Schools (Secondary School Ordinance)[14].

1. This regulation shall enter into force on August 1, 2008.