Abu Dhabi jobs: 6 mandatory positions private schools must ensure under revised policy
The employment policy in some private schools in the Capital has been changed by the road map which is published by Abu Dhabi’s Department of Education and Knowledge (Adek). The educational authority set full-time non-optional positions, qualification requirements, and conditions regarding dismissal so that the work of educational establishments would run smoothly and the rights of staff and students would be safeguarded responsibly.
In accordance with the plan, every school will at all times assign a principal, vice-principal, head of inclusion, health & safety officer, social worker, and nurse to the six full-time positions that Schools must have. But newer schools that have less than five hundred students enrolled may spend the first five years having a senior leader function in the position of acting vice-principal.
There are other jobs, for example, career and university guidance counselors for schools that have upper cycles which may be required by other ADEK policies but they do not belong to the category coined mandatory positions for licensing purposes.
Teachers filling all the classes of all subjects must remain in position with no vacancies. In the case of a temporary vacancy, a substitute teacher should be appointed.
These policies became effective from the academic year 2024/25; schools however are advised to implement the changes early by the 1st of February 2026.
Qualification, license requirements
The employment policy in some private schools in the Capital has been changed by the road map which is published by Abu Dhabi’s Department of Education and Knowledge (Adek). The educational authority set full-time non-optional positions, qualification requirements, and conditions regarding dismissal so that the work of educational establishments would run smoothly and the rights of staff and students would be safeguarded responsibly.
In accordance with the plan, every school will at all times assign a principal, vice-principal, head of inclusion, health & safety officer, social worker, and nurse to the six full-time positions that Schools must have. But newer schools that have less than five hundred students enrolled may spend the first five years having a senior leader function in the position of acting vice-principal.
There are other jobs, for example, career and university guidance counsellors for schools that have upper cycles which may be required by other ADEK policies but they do not belong to the category coined mandatory positions for licensing purposes.
Teachers filling all the classes of all subjects must remain in position with no vacancies. In the case of a temporary vacancy, a substitute teacher should be appointed.
These policies became effective from the academic year 2024/25; schools however are advised to implement the changes early by the 1st of February 2026.
New staff appointments
The provisions in the Adek staff eligibility policy are described and all ‘New Assignments’’ must comply with them.
However, schools may utilize existing staff who are not eligible for core positions on an acting basis in order to cover temporary absences for a maximum period of six months at any given time. Behaviors that deal with acting staff are spelled out below
1. This provision applies only to non-teaching roles such as acting finance director and those appointed should be willing to take on the role on a temporary basis
2. This involves the case where the person is one of the current staff who has the qualification but does not have the required experience for that particular position.
3. Such persons will be referred to as acting in a particular capacity throughout the period in question.
4. This provision will weak the requirement that restricts work experience counting towards acting experience.
Non-discrimination and inclusivity
The revised policy put forward by Adek has placed a lot of emphasis on embracing diversity and promoting inclusiveness in the Schools recruiting process. This document prohibits discrimination on the grounds of race, colour, sex, religion, national or social origin, or disability status
Nonetheless, notwithstanding these general principles, gender restrictions are valid for specific positions and schools shall ensure the compliance to staff gender requirements.
The private schools however are advised to implement PoDs support in hiring practice as well as Corrective Measures when necessary to increase employment. During the recruitment process, schools are expected to actively seek out People of Determination for positions within their institutions.
The requirements of PoDs should not constitute a hurdle in persons with disabilities application, election, or appointment to a particular position. Where such needs exist, they should be factored into the assessment for the candidate’s capability to hold such a position.
Appointment to multiple roles
It is permitted for a school to appoint specific members of staff to serve in up to three roles upon receiving written consent. A staff member may also hold several extra role positions in addition to the three roles. Such other positions should be registered in Adek pass.
All the staff members of the school have to be registered on Adek pass (staff licensing portal) and also must have a letter of appointment/work permit for each internal/external candidate before they engage the school.
Employment of minors
In addition, the policy provides juvenile employment with stringent criteria, making certain that student roles are properly monitored especially outside academic hours where relevant.
Apart from the employment age and parental consent, laws also recognize and respect employment’s condition where minors employ at the same school are only allowed to work during breaks [free period] or after school.
Finally, students of the school where the minors are employed should be given the same rights and protection as ordinary students.
Employee welfare, leave
This policy conforms to Adek’s practices which promote an openness when it comes to working hours, employment probation timeframes and any types of leave entitlement.
All schools should state the duration of such probation period, if any which should not last more than six months from the date of employment of the staff, when probation is to be rescinded and how other related matters. Full wages should be paid to staff who are on probation even if, the school break falls on this period.
Section (the staff members who have a formal position at a given school institution’ clear cut date which was approved for the academic year and corresponding working days with mandatory staff calendar, which was recommended calendar is posted in all schools. They can have different calendars for different types of staff (teaching vs. administrative, etc.).
All members of staff should acquaint with all the types of leaves they are eligible for including maternity, sick, bereavement, parental, study and sabbatical (applied to UAE Nationals only).
The School Administrators, as well as the teachers, have a leeway to determine working hours for the management staff, and the teachers, accordingly, the working hours for the teachers consist of the teaching and non-teaching hours which are mentioned in the employment manual and employee engagements to promote clarity.
As minimum requirements of the employment contract for the academic teaching staff it should include at least a two years period with an annual leave and breaks which comes within already stated two years period.
Termination
With a view towards enhancing stability within the organization, termination of any member of the leadership or teaching staff, if it has emanated, during the academic term is not permitted without the approval of Adek. This includes those who are terminated voluntarily (resignation) and those who are terminated involuntarily.
Because of gross misconduct or serious charges, whereas staff members conduct schools including paid personnel with extraordinary and quite serious irreconcilable and serious offenses after a written investigation is done of such a staff member.
Adek’s intention is to foster a secure and professional environment for both staff and students of the organization by defining key positions’ standards, diversity promotion, and improving labor protection.
Comments