20 October 2019
2020 Negotiations for the CSQ school sector and the APEQ
In the CSQ school sector, the Fédération du personnel de soutien scolaire (FPSS-CSQ), along with the Fédération des syndicats de l’enseignement (FSE-CSQ), the Fédération des professionnelles et professionnels de l’éducation du Québec (FPPE‑CSQ), as well as the Association provinciale des enseignantes et enseignants du Québec (APEQ-QPAT) all filed their union demands at the same time as the other unions, as part of the re-negotiation of collective agreements that will expire on March 31, 2020.
All of these union organizations in the school sector are demanding that the Treasury board take concrete measures to recruit and retain staff in our schools, which will require, among other things, improving the working conditions of their members.
In a show of solidarity, the four organizations in the school sector are uniting under the same theme, “In education, things must change now!”, to remind the government of the urgent need to invest in education. At the same time, they are reminding us that we cannot say we value education if we do not value those who devote themselves to it on a daily basis.
The President of the FPSS-CSQ, Éric Pronovost, says that “Support staff are important figures in the daily lives of our students. These people have unique skills to provide educational services. It is essential that we ensure that these valuable resources are maintained. Recruiting and retaining competent support staff will require better working conditions.”
Demands of the Fédération du personnel de soutien scolaire (FPSS-CSQ)
The shortage of manpower, the enhancement and stimulation of jobs, the mobility of staff, future prospects and promotions, as well as the revision of certain working conditions, are all of concern to the FPSS-CSQ. They are proposing solutions to these problems. School support staff must be recognized for what they contribute and for the services they provide to students. WE are also education!
Union Demands of the FPSS-CSQ
The demands of the Fédération du personnel de soutien scolaire (FPSS-CSQ) are focused on the recognition of support staff, quality of jobs, and services to students. Due to various specificities of regular school boards and those with special status, five submissions are required. We have demands for the S3 (francophone school boards), S8 (Cree), S9 (Kativik), S12 (anglophone) and S13 (anglophone bus drivers) collective agreements.
The demands revolve around the following themes:
Recruitment and retention of personnel
- Ensure that vacant positions are filled quickly in order to minimize the impact on student services;
- Reduce the precariousness of jobs in several sectors of activity;
- Increase the number of family responsibility leaves and facilitate access to these leaves;
- Facilitate the gradual return to work of employees on disability;
- Provide equitable treatment of all support staff regardless of the sector in which they work.
Enhancement and stimulation of jobs
- Combine positions and organize work schedules to promote the creation of full-time jobs;
- Increase planning and preparation time for those working with special needs students;
- Ensure the participation of support staff in the development of intervention plans aimed at students in their charge;
- Strengthen support staff representation on all of the school board’s committees;
- Compensation for the supervision of stagiaires.
- Promote staff mobility with more access to replacement positions and specific assignments that will help them acquire the experience required to meet ongoing needs moving forward;
- Decompartmentalize assignment and bumping procedures;
- Identify the targeted clientele for positions before staff are assigned;
- Create positions dedicated to a multidisciplinary standby team to meet the immediate need to replace personnel.
Future prospects and promotions
- Develop professional development and continuing education programs for career advancement and succession planning;
- Establish uniform prequalification and selection mechanisms for job eligibility tests;
- Relax specific requirements on job postings and eliminate, reduce or restrict (relevance, passing grades) the use of tests as part of the selection process;
- Provide training and professional development with coaching in the workplace.
- Wage catch-up based on how the same jobs are remunerated in other sectors of activity.