347. Deputy Michael Lowry asked the Minister for Education and Youth the reason special needs assistants (SNAs) who have worked on zero-hour contracts are not considered for incremental salary increases, even where documentary evidence of previous hours worked is available; whether her Department has examined this matter in the context of fair employment practices and retention of experienced SNAs; and if she will make a statement on the matter. [13663/26]

I would like to thank the Deputy for his question.

My department recognises the value of the SNA role in the successful inclusion of students with special educational needs into mainstream education, special classes and special schools, ensuring that these students can access education to enable them to achieve their best outcomes and reach their full potential.

SNAs are public servants who are directly employed by a school’s Board of Management/ETBs. My department provides a pay roll support service to schools but is not the employer. The salary scale applicable to SNAs is determined by the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation (DPER). The current salary scales for SNAs are set out in DE Circular 0006/2026. The Government is committed to the delivery of quality public services and continues to approach public service pay in a balanced way that is reasonable and fair to both public servants and to the taxpayer. This has been achieved through a series of national collective agreements, agreed between trade unions and the Government, applying across the public sector.

Incremental credit may also be awarded to qualified Special Needs Assistants (SNA) is set out in Circular 0139/2006 as agreed with the unions representing the Special Needs Assistants, School Management Representatives, the Department of Public Expenditure and Reform, and the Department of Education.

In terms of supporting SNAs, my department has established an SNA Workforce Development Unit (SNAWDU) in order to ensure that sufficient time and attention is given to examination of the SNA role and any reform or development required. Work is currently progressing on the first Special Needs Assistants Workforce Development Plan (the plan) with a scheduled completion date later this year.

The key areas that the plan will address are:

– Pillar 1 - Review and Development of the SNA role

– Pillar 2 - Establishment of a Quality Framework

– Pillar 3 - Establishment of a SNA Learning and Development Programme

– Pillar 4 - Supporting SNA Recruitment, Retention and Diversity

– Pillar 5 - Development of a Communications Strategy

The plan is being developed in direct consultation and collaboration with SNAs and other key stakeholders including school leaders, teachers, parents and students, giving all parties an opportunity to provide input and share views on the future development and direction of the SNA service.

The work in progress under Pillar 4 Supporting SNA Recruitment, Retention and Diversity includes an extensive review of the SNA contract of employment currently set out in circulars 12/2005 and 15/2005 which will fulfil a commitment under the Building Momentum public service agreement.

Undertaken in conjunction with work on the plan, the SNA Redeployment Scheme will be operated by the National Council for Education (NCSE). For the first time, it will allow SNAs in posts which may no longer be required for reasons such as falling enrolments, reduced care needs or changing demographics, to be redeployed to a school which has a vacant post. This will ensure that experienced SNAs are retained in our schools, building capacity in the workforce and enhancing the service to children with special educational needs.

The scheme is being implemented for the 2025/26 school year, providing an opportunity for redeployment of SNAs as the need arises for the start of the 2026/27 school year. The NCSE will be supported by the SNA Workforce Development Unit and relevant units within my department.

It is important to note that SNAs in surplus standard posts identified through the NCSE’s SNA Review process will remain in the relevant school for the rest of the academic year. Assuming no change to SNA allocations in the meantime, eligible SNAs in standard posts (both full-time and part-time) who opt for redeployment may be redeployed to a new post in September 2026.

The NCSE will provide support to schools and SNAs through webinars to provide further information on the operation of the SNA Redeployment Scheme. Schools and SNAs are encouraged to raise any issues/queries with their staff representatives and management bodies so that my department and the NCSE can address these together during regular consultations, both in the lead up to the Scheme’s launch and throughout its implementation during the 2025/26 school year.

Updates and final details of the SNA Redeployment Scheme, including a comprehensive circular and guidelines, will be published on the NCSE website and the SNA Information Hub on www.gov.ie as work progresses.