The pattern of days you work can affect whether you work more or fewer days than your contractual entitlement. 

For example: 

Staff who work Mondays may work additional days because some public holidays fall on Mondays. 

Staff who do not work Mondays may sometimes work fewer days overall. 

It is important to compare: 

The number of days you are expected to attend basedon your timetable, and 

The number of days covered by your salary allocation.  

If your working pattern means: 

You are working more days than your contractual allocation, you may be due time back. 

You are working fewer days than your contractual allocation, you may owe time to the school. 

This should be discussed with your line manager to agree a fair and practical solution.  

Usually, no. 

Part-time teachers are only required to complete their pro-rata share of collegiate time. 

The only collegiate activity that may require attendance on a non-working day is a parents’ evening. 

However, you are only required to complete your proportional share of the hours allocated for parents’ evenings. 

Arrangements should be agreed in advance with your line manager.  

Collegiate time is calculated on a pro-rata basis according to your contract percentage. 

For example: 

A teacher working 0.6 FTE would complete up to 3 hours collegiate time per week on average.

Not necessarily. 

Part-time teachers should attend their proportional allocation of In-Service Days. 

It is recommended that this is discussed and agreed with your line manager before the start of the school year, ideally by the end of the previous session. 

This allows agreement on which days would be most beneficial or relevant to attend.  

 Before changing to part-time working, you should: 

Review the school calendar carefully 

• Calculate how many days you are likely to work 
• Compare this with your contractual entitlement 
• Discuss collegiate time and In-Service Day attendance with your line manager 
• Agree arrangements in advance wherever possible 

This helps avoid misunderstandings later in the school year.  

You should raise any concerns initially with your line manager. 

If necessary, you may also wish to seek advice from info@ssta.org.uk or HR department.  

Yes, if you are aged 16 or over and working or volunteering in a regulated role with children or protected adults. Teaching is classified as a regulated role, making PVG membership a mandatory legal requirement. If your scheme membership lapses you will not be permitted to continue in a teaching role.  

Under the Disclosure (Scotland) Act, PVG membership now lasts for 5 years. The previous lifetime membership system for new joiners ended on April 1, 2026.  

No. If you move schools within the same local authority or work for the same employer, you do not need to apply for a brand new PVG. Your employer just needs to request a ‘Scheme Record Update’. However, if you work for entirely different regulatory bodies (e.g. teaching at a school and coaching for a sports club independently), you may need separate PVGs for each organisation.  

You can apply or track your application through your online account using your ScotAccount- mygov.scot .   

Fees may be processed and paid by your employer, or deducted from your salary, or you may be asked to pay directly. An update fee is currently £18, adding a new workforce group costs £59.