Question 8686 — teaching

Summary

The volume of positions offered in the public teacher recruitment competition is determined in accordance with the positions voted in the finance law according to a certain number of criteria, such as forecast student numbers and the number of retirements in each academy. The distribution of positions by academy, within which recruitment is organized (decree no. 90-680 amended from August 1, 1990 relating to the status particularly of school teachers), is carried out with regard to a projection of the needs of each of them. Each competition results in the establishment of a main list ranking in order of merit the candidates declared suitable by the jury. The jury only has the possibility of establishing an additional list if the main list is complete. The complementary list thus makes it possible to replace winners admitted to the list principal who cannot be appointed or, possibly, to fill vacancies occurring between two competitions. However, in order to ensure the access of the winners to the training system under the same conditions as the winners of the main lists, the replacement by call to the complementary list of candidates registered on the main list is not intended to be implemented beyond the period of one month. after the start of the training. Concerning public secondary school teachers, the competition is organized at the national level. Disciplinary logic constitutes a strong limit to recruitment on a complementary list. Indeed, for disciplines with high needs but in tension in the recruitment pool, there is no possibility of creating additional lists. Regarding disciplines with a strong pool of talent but for which the teaching needs are covered at the national level, there is a risk of disciplinary overstaffing which hampers annual recruitment. It thus appears that the winners registered on the complementary list are mainly appointed at the start of the school year, in both primary and secondary education. Furthermore, in the absence of recourse to additional lists, needs are taken care of by contract teachers. Recruitment of common law for contractual agents corresponds to the level of qualification required to take the internal competitions of the various teaching, education and psychologist bodies concerned. Staff recruited in this way benefit from training and support for the duration of their contract in order to facilitate their integration into the functions held. The nature and duration of job adaptation training depend on the agent's previous professional experience. In addition, in order to allow them access to long-term employment within the public service, contract workers are supported and have facilities to follow preparations for teacher recruitment competitions. This support can take the form of monitoring carried out by a tutor, designated by the academic authority on a voluntary basis, whose mission is to contribute to the acquisition by the contractual agent of professional gestures corresponding to the professions of teaching, education, or psychologist. Finally, the renovated management framework for contractual agents governed by Decree No. 2016-1171 of August 29, 2016 allows national harmonization of the management of contract employees, while guaranteeing rectors the necessary margins of maneuver for the development of a policy at the level academic taking into account local specificities and needs.

Machine translation from French. The official text remains authoritative.

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