Special Privileges: 

1. Experience Allowance: 

In addition to the salary component as per guidelines, teachers also get a experience allowance of Rs.200 per year. This is only for trained teachers at Pre-  Primary, Primary and Secondary levels. This work experience is counted only after they have completed their teacher training. Years of experience before doing their teacher training course shall not be counted.  

Work Experience Allowances added to the gross salary. 

This experience allowance is not given to visiting faculty, assistant teachers, and  admin staff .  

2. Fee consideration / waiver for their children:  

• Your joining date defines the benefits you will get.  
• Fee waiver for staff children will be given only if they are part time/ full time as per level definition.  
• This privilege is meant for up to two children only. 
• If due to personal choice any staff takes a special time assignment, fee waiver will not be given.  
• Visiting faculty and consultants are not eligible for this privilege. 

This year, Board has reviewed the policy of annual fee waiver for staff children. 

Staff  who have taken admission for their child/children till academic year 2010-11will get 50 % or 100% annual fee waiver for those on probation or on confirmation or when confirmed as the case may be.  

Those who get 100% fee waiver will pay full amount for TLM (cost of text books, note books, study material or any other per head cost incurred by the school ). Those who get 50 % waiver will pay 50 % of the TLM cost.  

Staff who will take admission for their child from academic year 2011-12 – all will get 50 % waiver for annual fees. Board will consider exceptions for 100% fee waiver on criteria based recommendation.  

Admission fees:  

Everyone who is on probation or new joinee pays 100% onetime admission fees. 50% of this gets refunded after one year of continuous service at TOS.  

If the child is in school before the staff joins, then staff has to join only within one year  of your child’s  admission, then you get 50% of the admission fees  refund after you complete  1 year service.  

Tuition fees :  

Once paid, cannot be refunded. Only further installment will have the applicable fee waiver.  

3. Subsidized child care:  

• Available for staff children if the children are attending TOS. If they are in some other school, teachers may use this facility on special occasions with prior permission. 
• The charges will be  Rs. 800 / per child per month.  
• The amount charged will be irrespective of the numbers of working days in the month in advance. 
• The amount will be charged term wise.  Challan goes in May / June and October  

4. Free Transport: 

• Staff given free transport if using the school transport to work. This privilege is for the stops and not to door step. Staff’s children will, however pay for the transport.  
• School transport if possible may be provided for staff for official work, field trip etc. Transport requisition to be given to Admin Head in advance to book the school van. If the van not available or booked for some other purpose or economically not viable for just one person going then a proportionate transport allowance will be granted by the appropriate authority as per travel policy. 

5. Medical check up and Mediclaim Insurance:  

• All new employees will  submit  a fitness certificate  at the time of appointment.  
• After completing one year, all employees required to undergo medical check-up, every year by the Medical Officer appointed by the Management. 
• In case any employee is declared medically unfit by Medical Officer appointed by Management and if the Management is satisfied that the employee is incapable to discharge his/her duties, the Management can terminate services of such employee by giving him/her three months/two months (as applicable) notice and paying him/her all legal dues as prescribed in the Rules and Regulations of the school. 

• Medical Checkup for TOS staff for those who have completed 1 year compulsory. Staff who have completed 1 year will pay certain amount of the total bill. It depends on the total bill amount, age of the employee etc. This amount will be decided by the core committee on yearly basis. Other TOS staff too can avail of this facility and TOS will coordinate with hospital for the check up. The amount will be deducted from salary. A consent letter to this effect should be signed.  
• Medical insurance and mediclaim policy for hospitalization for confirmed employees introduced. TOS will contribute Rs. 500 per year for each confirmed employee towards the premium. The staff needs to pay the balance premium as per plan in equal monthly installments (12 months). Other staff members can avail the facility by paying the full premium. When an employee gets confirmed, the medi claim policy premium should be paid irrespective of the premium cycle.  

6. Staff Training:  

• The employee will be required to update knowledge and skills every year by attending in-service and out bound programs.  
• These may be within or after school hours or on holidays. 
• Employee will be required to travel outside Pune, to attend training programs when necessary.  
• When deputed from school for attending seminars, workshops, conferences, the employee will pay 50% cost of the training/ workshop / seminar.  
• Local or outstation training travel, Boarding and Lodging will be paid by TOS as applicable. 
• In case of cancellation  of participation (after all payments done) from staff side  3 days before the work shop   staff to reimburse  50 % of the fees school has paid and look for substitute to fill the place. Last minute cancellation, staff to pay 100% amount the school has paid for. 

Travel  Policy  

For Local Travel: 

Wherever possible school van/bus will be arranged. If there are more members , it is better to hire a bus. 3-4 and upto 7 members can travel in the School van .  

In case no transport can be arranged, then Riksha  can be used but prior approval  by the training head / authorized person necessary.  

For Out station Travel: 

If travelling to Mumbai: Travel by bus(Volvo), train is economical, especially if staying overnight. 

If 3-4 people travelling and going for a day trip, then hiring a car would definitely be economical because then even the local travel is taken care of. 

Travelling to other cities: 

      Mode of Transport and eligibility: 

Air- Director and Principal 

Train-3^rd AC: Unit-heads, Coordinators 

Train- Sleeper class : Staff members.  

Hotel Accomodation: 

Range:  Sanctioned by the authorized person.  

Local Transport as per Actual.  

Cancellation Rules: 

• Staff will have to pay 100% travel cost in case of last minute cancellation of a bus ticket or a train ticket, as that is the cost to the institution. 
• If the staff cancels a train ticket in advance , then he/she can pay the actual cancellation charges. 
• In case of a flight ticket, if it is a non-endorsable ticket, then the individual will have to bear the full charges as again there is no refund on such a ticket.  
• If the ticket is endorsable/refundable and there is a cancellation, then the individual if cancelling in advance, pays only the cancellation charges. But if it  is a last minute no-show , then  the individual will have to bear the full charges as there is no refund in this case. 
• If a room reservation is cancelled, then the individual pays the cancellation charges as applicable by the Hotel authorities. 

7. Exchange programme: 

• For the TOS staff who is participating in any Exchange programme: TOS/PNES may contribute up to Rs. 25,000 per candidate. The participant has to sign a one academic year bond (May -April). If violating this agreement, candidate to pay rupees 50,000 as penalty. Bond on stamp paper.
• TOS staff who is participating in any Exchange programme has to host the teachers coming in for the exchange programme. If not possible due to personal reasons, they have to reciprocate hospitality  in some form – may be take the guests on guided tour, dinners etc.
• If due to any special circumstances (like crisis or emergency life turning events), the terms of separation needs to be reexamined, the committee reserves the right to do so at its discretion.

8.Contributory Provident Fund Pension Scheme :

• All employees including   except those on visiting faculty / contractual /consultancy services will be required to become members of the Contributory Provident Fund Scheme as required under the employees' Provident fund and Miscellaneous Provisions Act  1952 or shall be eligible for pension and gratuity if adopted by the school.
• 12% of the Basic +D.A will be deducted for employee's contribution.
• 13.61%  of your Basic + D.A will be added to your P.F. account from the Employer, maximum up to Rs. 780 per month.
• Employees  will be given a P.F. Account number so you can monitor your savings.
• Provisional and Temporary appointment / substitutes   No P.F.

Other privileges: 

• Bank letters related to loan application etc. given to employees only after confirmation. (without any liabilities)  
• For Fine Arts Faculty: Special concert practice allowance recommended and sanctioned by core committee and authorized by Unit Heads. 
• Uniforms for Service staff except Saturday are compulsory. 2 sets of the uniforms will be provided to them every year. 
• Peons and Maushis are eligible for salary advance (up to 1 month salary) after completing 1 year of continuous service. They are given the advance once in two years. The advance should be recovered within one year.  
• Work experience letter given to employees only if worked for a minimum period of one academic year. 
• Reference letter from Unit Heads,  Coordinators  given only if employees honour separation norms and complete all required formalities. 

Unit Head’s  / Co odinator’s Special Privileges: 

This position is a privilege and not just a post. It offers enormous possibilities for learning and growth. They are mentored and coached for leadership position and performance.They are visible faces of the organization. They represent their respective domain in all dimensions.  

• In addition to the salary component, experience allowances etc. an additional Unit head / Coordinator  allowance is added to the gross salary. 
• Salary will be according to their qualifications. (refer to salary guidelines)  
• They will get annual increment only on salary.  
• Individual Unit Head’s & Coordinator' allowance gets reviewed every 3 years. Principal's allowance gets reviewed every 2 years.  Annual increase 10% for every year to be  Academic; 6000/- per month Unit Head Pre-Primary,  Primary.and secondary calculated.  
• Unit Heads, Coordinators  & IT department by virtue of their role work many times on extended work hours. But some of them are required to be at school on any given working day at 8.30 am to welcome children, take assembly, arrange substitution etc. To acknowledge the fact they need respite once in a while and not lose the spirit of the time commitment, they can come late 5 times in a month by 15minutes i.e. by 8.45 A.M. latest. (Regular staff has 3 times). They can also take a half day once in a month. However, they need to fill the TR form for the same and mention compensatory off for stretched time. 
• IT department can  come  late and fill up TR (only on days they have scheduled work beyond school hours). 
• Other rules and privileges are applicable as per other TOS staff. 
• If elevated to new Role for temporary reason, will get allowance of new role only. 
• The role holder allowance ( as fixed amount) be given to the interim person when the head is proceeding on long leave.  

STAFF RECRUITMENT PROCEDURE & POLICY

 All appointments to all categories of employees shall be made by the Selection Committee nominated by the School Managing Committee, either by direct recruitment or by promotion through a selection process recommended by the School Managing Committee and ratified upon by the Board of Trustees.

Steps/ Procedure for selection:

 Pre planning:

• Staff requirement
• Level for which staff ( specially teaching) is recruited
• Subject specialization , if any
• Qualification required for the post
• Experience if any needed
• Special qualities, skills, traits needed for the post
• Pay scale recommended ( consolidated or on scale)
• Duration – if temporary or long term assignment

Advertisement

The ad must say the following:

• School address, website, email and phone numbers
• The number and details of vacancies
• who can apply (qualifications)
• Extra traits desired

 Receiving Application

• Received & filtered – Teachers apply up to a certain period, applications are scanned and filtered and then called for the next stages
• Walk-in – Give a fixed date and time, every applicant gets a chance to attempt the entrance test.

Selection Process:

It consists of five stages:

 Walk-in interviews

• Entrance test
• Pre-interview tasks – Demo Lessons for teacher category and tasks for administrative category
• Personal interview
• Ratification by the Board of Trustees

1. Walk-in interviews

Candidates are met for brief period by the interview panel.

This meeting gives them an idea of their role, our expectations, compensation packages and special packages. The panel gets an opportunity to check spoken English, check their true intensions and formulate initial impressions about the candidate. If they clear this stage, then they are given the entrance test.

2.  Entrance Test 

All applicants get a fair chance to express themselves and show their caliber not only in the few minutes of a tense personal interview but they can write over an extended, relaxed time.
 Objectives:

• To test English language proficiency
• To test subject competency and mastery of subject in a candidate. (
• To test level of general awareness related to school matters, pedagogic principles and practices
• To test level of sensitivity towards child’ needs

 Documents required for conducting entrance test:

• Fact sheet about the candidate
• Entrance test questions

 Entrance test process:

• Administer entrance test
• Candidates submit the bio-data
• Check the answers
• Grade / marks according to the key given
• Enter the marks, remarks in grading summary sheet

If the candidate gets minimum 60% marks and if the qualifications meet with the post requirements, she / he is called for the next level - Group Discussion and or personal interview.

3. Pre-interview tasks for candidates:

Objectives:

• To test the candidates ability to demonstrate actual work / tasks assigned to them

Demonstration lesson for teachers

Practical task for front-desk admin to test computer skills, drafting ability and creativity.

Note: No demo lesson for teacher assistants

No pre –Interview tasks for counselor, house keeper etc

Grading sheet is made on 20 marks for the demo lesson as well as other tasks.

4.Personal Interview:

Objectives:

• To give the candidate a chance to know about the school and expected work.
• To create an opportunity for the trustees and the school team to meet  the candidate
• To evaluate the candidate’s confidence level in answering range of questions
• To clarify roles, pay scales and other practical issues concerning the candidate’s appointment

 Interview process:

• Short-listed candidates are already been given a letter giving details of the interview.
• Panel of interviewers:  Trustee representatives, Director, Head of the respective level ( Pre-primary, primary or secondary) and for special posts like role holders an educationist/psychologist/consultant
• Panelists are briefed about each candidate. A full grading sheet of the overall performance of the candidate is provided for reference. If any special requirements are there on part of the school, the panelists are briefed about this too.
• Grading sheet gives guidelines for marking the candidate’s performance during the interview.

 5. Final Selection :

• Is based on the over all performance of the candidate at all levels of selection process.
• The list of candidates finalized are placed for ratification to the Board of Trustees
• Appointment letters sent with all details 
• Acceptance copy duly signed and filed in personal file along with the bio data, photo copies of the degree / diploma certificates, experience letters, other reference letters, salary details etc

Encl:

• Fact sheet about candidate
• Entrance test
• Compilation grid for entrance test
• Group Discussion grading grid
• Pre-Interview task sheet / Demo lesson grading grid
• Compilation grid
• Interview grading grid