Public School Administrators Employment Relations Regulations
made under Sections 14 and 26 of the
Public School Administrators Employment Relations Act
S.N.S. 2018, c. 1, Schedule B
O.I.C. 2018-209 (effective August 1, 2018), N.S. Reg. 146/2018
amended to O.I.C. 2024-101 (effective March 12, 2024), N.S. Reg. 67/2024
Table of Contents
Please note: this table of contents is provided for convenience of reference and does not form part of the regulations.
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Citation
Definitions
Temporary return to classroom at administrator’s request
Temporary return to classroom at employer’s direction
Association membership during temporary return to classroom
Salary
Salary for administrators other than senior staff
Placement and changes in job assignment
Step increases through salary ranges
Economic adjustment
Salary for administrator who is senior staff
Loss of salary or service
Deferred salary leave plan
Travel expenses
Benefit Plans
Insurance
Union Life and AD&D Policy
NSTU Total Care Policy
Optional extended dental benefits
Long term disability insurance premiums
Deduction of contributions and premiums
Contributions and premiums during temporary assignment
Notification of family or marital status change
Personal liability insurance
Insurance for transporting students
Indemnity
Additional benefits provided by Association
Leave
Leave entitlement
Pregnancy leave allowance
Parental leave allowance
Schedule A: Salary Pay Plans
Citation
1 These regulations may be cited as the Public School Administrators Employment
Relations Regulations.
Definitions
2 In these regulations,
“Act” means the Public School Administrators Employment Relations Act;
“compensation framework guidelines” means the Compensation Framework for
Non-Union Employees approved by the Treasury and Policy Board;
“Conseil” means the Conseil scolaire acadien provincial established by the
Education (CSAP) Act;
“employer”, in relation to a regional executive director, means the Minister and, in
relation to any other administrator, means the education entity employing the
administrator;
“principal” means the principal of a public school under the jurisdiction of a
regional centre under the Education Act or appointed by the Conseil under the
Education (CSAP) Act;
“school academic year” means the school academic year established by subsection
8(1) of the Education Act;
“senior staff”, in relation to a regional centre for education, means senior staff as
defined in the Ministerial Education Act Regulations made under the Education
Act and, in relation to the Conseil, means senior staff as defined in the Ministerial
Education (CSAP) Act Regulations made under the Education (CSAP) Act;
“superintendent” means the superintendent of the Conseil under the Education
(CSAP) Act.
Temporary return to classroom at administrator’s request
3 (1) In this Section, “temporary return”, in relation to an administrator, means a
temporary return of the administrator to a classroom teaching position at the
administrator’s request under subsection (2).
(2) An administrator may request the approval of the employer to return to a
classroom teaching position on a temporary basis for a period of no longer than 2
years.
(3) A temporary return may be extended to a period longer than 2 years if both the
administrator and the employer agree to the extension.
(4) An administrator whose request for a temporary return is approved by the
employer must receive a salary for the first year of the temporary return of at least
the amount the administrator would have received had the administrator not
returned to a classroom teaching position.
(5) Subject to subsection (6), at the conclusion of a temporary return an administrator
must return to the assignment the administrator held immediately before the
temporary return, unless any of the following occurs:
(a) the administrator provides notice in writing to the employer of the
administrator’s election to return to a classroom position on a permanent
basis in accordance with subsection 22(3) of the Act;
(b) the employer reassigns the administrator to a classroom teaching position
under Section 16 of the Act;
(c) the administrator is assigned to another position as determined by the
employer after consultation with the administrator.
(6) If the temporary return of an administrator who makes an election in accordance
with subsection 22(3) of the Act concludes on a date earlier than the last day of the
school academic year in which the election is made, the employer may direct the
administrator to return to or take up 1 of the following until the date the election
takes effect in accordance with subsection 22(5) of the Act:
(a) the position the administrator held with the employer immediately before
the temporary return;
(b) a classroom teaching position;
(c) another position, as determined by the employer after consultation with the
Administrator.
Temporary return to classroom at employer’s direction
4 An administrator who is assigned by the employer to a classroom teaching position on a
temporary basis other than as requested by the administrator under Section 3 must
receive a salary for at least the first year of the temporary assignment of at least the salary
the administrator would have received had the temporary assignment not been made.
Association membership during temporary return to classroom
5 For greater certainty, during the temporary return of an administrator to a classroom
teaching position, the administrator remains an administrator and a member of the
Association and must pay any required membership fees to the Association in
accordance with the Act and the Association’s bylaws.
Salary
Salary for administrators other than senior staff
6 (1) Effective on the date set out in Schedule A, an administrator other than senior staff
of an education entity must be paid a salary as set out in Sections 7, 8 and 9 and in
accordance with Schedule A and the compensation framework guidelines.
(2) If the salary of an administrator other than senior staff on the date set out in
Schedule A exceeds the corresponding salary applicable to a position determined
in accordance with Schedule A and the compensation framework guidelines, the
administrator’s salary will remain the same, so long as they remain in that position,
until the salary applicable to the position is greater than the administrator’s salary
as of the date set out in Schedule A.
(3) An administrator’s salary must not decrease below the salary paid before the date
set out in Schedule A, except when there is a change in the administrator’s job
assignment as set out in Section 7.
Placement and changes in job assignment
7 The salary of an administrator other than senior staff upon hiring or job change as set out
in Schedule A is as set out in the compensation framework guidelines.
Step increases through salary ranges
8 Administrators other than senior staff may receive a step increase in the salary bands in
Schedule A on August 1st of each year as set out in the compensation framework
guidelines.
Economic adjustment
9 The salaries in Schedule A may be increased in accordance with an increase required by
an enactment, economic adjustments approved by the Treasury and Policy Board or as
directed by the Treasury and Policy Board.
Salary for administrator who is senior staff
9A (1) An administrator who is a member of senior staff of a regional centre for
education is entitled to compensation calculated in accordance with Sections 70 to
73 of the Governor in Council Education Act Regulations made under the
Education Act.
(2) An administrator who is a member of senior staff of the Conseil is entitled to
compensation calculated in accordance with Sections 69A to 69E of the
Ministerial Education (CSAP) Act Regulations made under the Education (CSAP)
Act.
Loss of salary or service
10 An administrator must not suffer a loss of salary or service accrual for any period of
leave or absence if a unionized teacher engaged by the administrator’s education entity
would not suffer a loss of salary or service accrual for the equivalent leave or absence
under the terms of a professional agreement.
Deferred salary leave plan
11 An administrator employed on a permanent basis may enter into an agreement with the
employer for a deferred salary leave plan for a 6-month or 1-year pre-paid leave of
absence.
Travel expenses
12 The employer must reimburse an administrator for kilometres travelled in the
performance of the administrator’s duties in accordance with the Kilometrage Rates,
Monthly Allowances and Transportation Allowances Regulations made under the Civil
Service Act.
Benefit Plans
Insurance
13 In accordance with the Act and the Teaching Profession Act, an administrator is entitled
to participate on the same terms and conditions as a unionized teacher, with necessary
changes, in benefit plans, services and programs established, sponsored or otherwise
provided for the benefit of unionized teachers, including all of the following:
(a) Union Life and AD&D Policy;
(b) NSTU Total Care Policy;
(c) Extended Benefits (Dental) provisions of the NSTU Total Care Policy;
(d) Long Term Disability Insurance Policy;
(e) any other benefit plan, service or program established, sponsored or
otherwise provided for the benefit of unionized teacher by the Union or the
employer.
Union Life and AD&D Policy
14 The employer must pay 100% of the monthly premium for the existing Union Life and
AD&D Policy for coverage in the amount of $50 000 for each administrator.
NSTU Total Care Policy
15 The employer must pay 100% of the monthly premium of the existing NSTU Total Care
Policy for each administrator who holds the single or family policy.
Optional extended dental benefits
16 (1) An administrator may elect or decline to add Extended Benefits (Dental)
provisions to their NSTU Total Care Policy.
(2) The employer must pay 65% of the monthly premium for an Administrator who
has elected to add the Extended Benefits (Dental) provisions to their NSTU Total
Care Policy.
(3) An administrator is entitled to only the approved benefits under the Extended
Benefits (Dental) provisions of the NSTU Total Care Policy to which a unionized
teacher is entitled under a professional agreement.
Long term disability insurance premiums
17 (1) Except as provided in subsection (2), the employer must pay 50% of the monthly
premium of the NSTU Long Term Disability Policy for each administrator who
obtains the policy.
(2) If the employer was obligated to pay 70% of the monthly premium of the NSTU
Long Term Disability Policy for an administrator immediately before the effective
date of these regulations, the employer must pay 70% of the monthly premium for
the administrator.
Deduction of contributions and premiums
18 On receipt of written authorization from an administrator to deduct any of the following
amounts, the employer must deduct the amount from the salary of the administrator and
remit the amount deducted to the appropriate authority:
(a) the administrator’s portion of contributions and premiums in respect of a
benefit plan referred to in these regulations;
(b) payments due to the Teachers Plus Credit Union;
(c) Canada Savings Bonds payments.
Contributions and premiums during temporary assignment
19 The contributions and premiums payable by an administrator under a benefit plan during
a temporary assignment or temporary return to a classroom teaching position must be
calculated based on the salary the employee is receiving during the temporary
assignment or return.
Notification of family or marital status change
20 For the purpose of determining the contributions and premiums for an administrator
under a benefit plan, an administrator must immediately notify the employer and the
Association of any material change in their marital or family status.
Personal liability insurance
21 (1) An education entity must obtain personal liability insurance coverage for an
administrator while the administrator is acting as an agent of the education entity
and within the scope of the administrator’s responsibilities.
(2) A personal liability insurance policy must provide an administrator with coverage
in an amount and on terms and conditions equivalent to the personal liability
insurance coverage provided by an education entity for unionized teachers.
Insurance for transporting students
22 An administrator must be included under an education entity’s insurance policy
providing protection for teachers and administrators using a personal vehicle to transport
students with the approval of the education entity.
Indemnity
23 (1) The employer must indemnify an administrator from a civil action or other
proceeding brought against the administrator that arises from the administrator’s
lawful performance of their duties or a duty that the administrator, acting in good
faith, reasonably believed to be lawful.
(2) The indemnity in subsection (1) includes the legal costs actually and reasonably
incurred in defence of the action or proceeding, on terms and conditions
equivalent to those that apply to the employer’s indemnity of a unionized teacher
in equivalent circumstances.
(3) Subsection (1) does not apply in respect of any of the following:
(a) a criminal proceeding brought against the administrator, unless the
employer agrees in advance to pay some or all of the legal costs associated
with the proceeding;
(b) any action or proceeding between the employer and the administrator in
respect of the administrator’s employment;
(c) costs or expenses associated with an appeal by the administrator of a
decision in relation to a proceeding or action, unless the costs or expenses
were undertaken with the prior approval of the employer.
Additional benefits provided by Association
24 In addition to the benefits referred to in these regulations, an administrator is entitled to
any benefits and services provided by the Association, at the expense of the Association
or the administrator, in accordance with the bylaws.
Leave
Leave entitlement
25 (1) An administrator is entitled to periods of leave with or without pay for the same
periods and on the equivalent terms and conditions as a unionized teacher engaged
by the same education entity, with necessary changes.
(2) For greater certainty, an administrator is entitled to the following categories of
leave, which must be granted for periods and under terms and conditions in
accordance with subsection (1):
(a) pregnancy leave;
(b) adoption leave;
(c) parental leave;
(d) leave for birth of a child for a non-birth parent;
(e) leave for injury on duty;
(f) compassionate care leave;
(g) sick leave;
(h) bereavement leave;
(i) leave of absence without pay up to one year;
(j) education leave;
(k) leave to attend retirement seminars;
(l) other or special leave, as applicable to a unionized teacher employed by the
same education entity as the administrator.
Pregnancy leave allowance
26 (1) The employer must pay the following allowance to an administrator taking
pregnancy leave in accordance with these regulations:
(a) 75% of the administrator’s weekly pay rate for the 1-week employment
insurance waiting period imposed by the Government of Canada, less any
other income received by the administrator during that waiting period;
(b) for up to 5 consecutive weeks after the 1-week employment insurance
waiting period, an amount equal to the difference between the
administrator’s weekly employment insurance benefit and 93% of the
administrator’s weekly pay rate.
(2) An administrator is entitled to payment of the pregnancy allowance on terms and
conditions equivalent to those that apply to a unionized teacher entitled to a
pregnancy allowance under a professional agreement.
Parental leave allowance
27 (1) The employer must pay the following allowance to an administrator on parental or
adoption leave in accordance with these regulations:
(a) 75% of the administrator’s weekly pay rate for the 1-week employment
insurance waiting period imposed by the Government of Canada, less any
other income received by the administrator during that waiting period;
(b) for up to 10 consecutive weeks after the 1-week employment insurance
waiting period, an amount equal to the difference between the
administrator’s weekly employment insurance benefit and 93% of the
administrator’s weekly pay rate.
(2) An administrator is entitled to payment of the parental allowance on terms and
conditions equivalent to those that apply to a unionized teacher entitled to a
parental allowance under a professional agreement.
________________________________________________________________
Schedule A: Salary Pay Plans
Effective July 31, 2024
Band
|
Minimum Biweekly
|
Maximum Biweekly
|
Position
|
|
80%
|
100%
|
|
11
|
$3,482.78
|
$4,353.48
|
Vice Principal, Principal,
Coordinator
|
12
|
$3,827.57
|
$4,784.46
|
Vice Principal, Principal,
Coordinator, Subsystem
Supervisor
|
13
|
$4,103.14
|
$5,128.93
|
Principal, Coordinator,
Subsystem Supervisor
|
14
|
$4,398.59
|
$5,498.24
|
Principal, Coordinator,
Subsystem Supervisor
|
15
|
$4,715.28
|
$5,894.10
|
Coordinator, Director
|
16
|
$5,054.78
|
$6,318.48
|
Director
|
17
|
$5,418.70
|
$6,773.38
|
Director
|
Effective August 1, 2024
Band
|
Minimum Biweekly
|
Maximum Biweekly
|
Position
|
|
80%
|
100%
|
|
11
|
$3,587.26
|
$4,484.08
|
Vice Principal, Principal,
Coordinator
|
12
|
$3,942.39
|
$4,927.99
|
Vice Principal, Principal,
Coordinator, Subsystem
Supervisor
|
13
|
$4,226.24
|
$5,282.80
|
Principal, Coordinator,
Subsystem Supervisor
|
14
|
$4,530.55
|
$5,663.19
|
Principal, Coordinator,
Subsystem Supervisor
|
15
|
$4,856.74
|
$6,070.92
|
Coordinator, Director
|
16
|
$5,206.42
|
$6,508.03
|
Director
|
17
|
$5,581.26
|
$6,976.58
|
Director
|
Effective August 1, 2025
Band
|
Minimum Biweekly
|
Maximum Biweekly
|
Position
|
|
80%
|
100%
|
|
11
|
$3,659.01
|
$4,573.76
|
Vice Principal, Principal,
Coordinator
|
12
|
$4,021.24
|
$5,026.55
|
Vice Principal, Principal,
Coordinator, Subsystem
Supervisor
|
13
|
$4,310.77
|
$5,388.46
|
Principal, Coordinator,
Subsystem Supervisor
|
14
|
$4,621.16
|
$5,776.45
|
Principal, Coordinator,
Subsystem Supervisor
|
15
|
$4,953.87
|
$6,192.34
|
Coordinator, Director
|
16
|
$5,310.55
|
$6,638.19
|
Director
|
17
|
$5,692.89
|
$7,116.11
|
Director
|
The following regulations are not yet in force and are
not included in the current consolidation: