Special Regimes
This Frequently Asked Questions (FAQ) section on special regimes applicable to the teaching career provides answers to the most common questions related to these regimes.
Career Repositioning
Yes. For teachers undergoing repositioning who find themselves in the situations described in Circular No. B25012794H, dated 07-04-2025, the provisions therein may be considered, with the necessary adaptations.
The first repositioning takes effect on September 1st of the current academic year and results from the requirements that teachers held on August 31st.
In accordance with paragraph 1 of Article 13 of Decree-Law No. 108/2025, teachers placed in the Extraordinary External Competition, with professional qualifications, enter the career with effect from the date of publication of the final placement lists, this being the effective date of their first repositioning, provided they fulfill the duties of acceptance and presentation.
In these cases, the repositioning is done based on the requirements held on the working day immediately preceding the publication of the final lists.
To the heads of the school cluster/school/private education institution where the teacher is currently teaching. In the case of teachers in the QZP (Qualified Teacher Placement) who are not yet placed in a school cluster/school cluster, it is the responsibility of the heads of the school cluster/school cluster where the teacher was last placed to validate the information.
No. Obtaining a master's or doctoral degree in Educational Sciences or in a field directly related to the teaching group, even before tenure, entitles the holder to a reduction, regardless of the type of tenure.
Condition: the teacher must have always been evaluated with a grade equal to or higher than Good.
Yes. The reduction for a master's degree can be combined with the reduction for a doctorate, provided that, at the time of the decision, there is sufficient service time in the pay grade to apply both.
This is a reduction, not a bonus.
This applies to the grade/index the teacher is in at the date of the order. There is no transfer of excess time to the next grade.
No. The application allows you to update the data needed to determine temporary or permanent repositioning at any time.
This means that the teacher can reduce the number of days they still need to complete in their current pay grade for career progression purposes.
Example: If there are 500 days left to complete the salary scale and a reduction of 365 days is granted, the teacher will only remain for another 135 days.
If there are fewer than 365 days remaining, the reduction only applies up to the limit of the remaining days.
There is no remaining time transition to the next tier.
In SIGRHE, in the application:
- Career Repositioning in Teaching –» Completion
- After submission, the record becomes available in the Consultation tab.
In SIGRHE → Repositioning in the Teaching Career → Teacher Consultation.
AGSE notifies users by email whenever a new submission is received.
The absence of objection within 90 working days implies acceptance of the data, in accordance with paragraph 2 of article 193 of the CPA, in conjunction with subparagraph b) of paragraph 1 of article 58 of the CPTA.
Yes. Whenever observed lessons are required for repositioning in the 3rd and/or 5th pay grade, the teacher can make the request in a single application. The date of fulfillment of this requirement takes effect on the date the application is submitted.
No. Master's degrees that confer professional qualification for teaching do not grant the right to the reduction provided for in Article 54 of the ECD (Educational Career Statute).
No. The right to a reduction is granted only once, upon the first attainment of a master's or doctoral degree.
Yes. But with clear rules. In the application, the records may appear as:
- 1st Repositioning – first record submitted for the teacher;
- Requirements update – subsequent records;
- Without Professional Qualification or not exempt from completing the Probationary Period – when the teacher does not have professional qualifications or does not meet the conditions for exemption.
All these records can be corrected by the AE/EnA/EPERP manager, using the “destroying machine” icon in the Consultation sub-tab, provided that the following are ensured:
- The absence of a decision already consolidated in the legal system;
- Holding a prior hearing with the interested parties, when legally required;
- The cancellation of incorrect records.
Only valid records submitted by 6 PM on the 12th of each month are exported for financial allocation purposes in the following month.
Teachers who entered the profession this academic year through external recruitment processes, and teachers awaiting their first repositioning or updating of requirements related to recruitment processes from previous years.
When the teacher serves as the director of a school cluster or non-clustered school; a training center of a school association; or a Portuguese school abroad.
The decision rests with the Coordinating Council for Evaluation, after analysis of the application and the certificate. The decision takes effect from the date of the order.
Following a request from the teacher and presentation of proof of their degree, it is up to the Director of the School Group/National School where the teacher works to decide on and implement this right.
The decision takes effect from the date of the order.
Professionally qualified teachers who obtain a master's or doctoral degree in Educational Sciences or in a field directly related to their teaching area may benefit.
The reduction is 1 year for obtaining a master's degree; 2 years for obtaining a doctorate.
Article 54 of the Teaching Career Statute (ECD), as amended by Article 25 of Decree-Law No. 139-B/2023, of December 29.
Probationary Period
No. It applies exclusively for the purposes of career repositioning/progression.
To the heads of the school cluster/school/private partnership where the teacher is currently teaching. In the case of teachers in the QZP (Qualified Teacher Placement) who are not yet placed in a school cluster/school, it is the responsibility of the heads of the school cluster/school where the teacher was last placed to validate the information.
They complete their probationary period upon returning to their original career path, unless they are exempt from such a period.
When a teacher is justifiably absent from teaching for up to 20 days, consecutive or intermittent, for reasons not covered in Article 103 of the ECD (Educational Career Statute).
No. The 730 days must be effectively classified with a minimum rating of Good.
Yes. It counts as long as the evaluation has a minimum rating of Good according to the regional statutes.
In SIGRHE, in the application:
Repositioning in the Teaching Career: Filling Positions, Professionalization, and Probationary Period.
- Access always available.
- This field is mandatory for all teachers entering the profession through applicable external recruitment processes, including the Extraordinary External Recruitment Process, provided they accept and report for duty.
In SIGRHE → Repositioning in the Teaching Career → Teacher Consultation.
AGSE notifies you by email whenever there is a new submission. The absence of objection within 90 working days implies acceptance of the data, in accordance with paragraph 2 of article 193 of the CPA, in conjunction with subparagraph b) of paragraph 1 of article 58 of the CPTA.
Between two and five, according to paragraph 5 of article 5 of Regulatory Decree no. 26/2012, of February 21.
Yes. The repositioning takes effect on September 1st of the current academic year or on the date of publication of the final placement lists for the Extraordinary External Competition and is processed in the integrated SIGRHE application. Reading the Career Repositioning FAQ is recommended.
Yes. For this purpose, consideration must be given to the possible existence of a settled/consolidated case in the legal system, as well as the need to hold a prior hearing with interested parties.
The rules set out in Article 44 of Decree-Law No. 32-A/2023, of May 8, shall apply, with effect from September 1 of the current academic year or the date of publication of the final placement lists of the Extraordinary External Competition, with the teacher being responsible for submitting the request for salary transition on the SIGRHE platform > Remuneration Positioning of Contracted Teachers tab > Teacher Request sub-tab.
When absences (considered effective work performance or equivalent) exceed 6 consecutive or intermittent weeks, the teacher completes the missing period upon returning to work.
Dismissal is permitted for those who, by August 31st of the previous school year, have accumulated 730 days of service as qualified teachers, whether consecutive or intermittent, classified with a minimum rating of Good according to the ECD (Educational Career Statute), regardless of whether these services were provided in a recruitment group different from the one in which they are currently employed.
For teachers selected through the Extraordinary External Competition, the 730 days are counted up to the working day prior to the publication of the final lists.
Continuing/Specialized Training
It should focus on the recruitment group in which the teacher is employed or performs duties.
No. It can be completed up to the date of progression.
Yes. There is no legal impediment.
No. Except in cases of recovery of service time under Decree-Law No. 48-B/2024.
Yes, provided they are accredited by the CCPFC. The date on the accreditation certificate is what counts.
The date of successful completion. If this information is not provided, the date of issue will be considered.
Performance Evaluation – Complaint and Appeal
It is not absolutely mandatory. The teacher may decline with justification, even though it is a functional duty covered by Article 10-B of the ECD (Educational Career Statute).
Only if they were applied during the initial harmonization process.
Otherwise, it is sufficient that the rating is equal to or higher than that of the last teacher to receive a merit mention.
No. They are prevented from doing so under the terms of Article 69 of the CPA.
Members of the General Council and the Pedagogical Council may be part of the arbitration panel, provided they are not in a situation of impediment.
No. The appeal can only address issues that have been raised previously.
However, additional arguments may be presented to reinforce the issues already raised.
No. The decision cannot result in a lower classification than the one initially assigned.
Yes. If the new classification is equal to or higher than the last mention assigned after applying percentiles, a supernumerary mention may be assigned.
Yes. New arguments and supporting documents may be presented.
Performance Evaluation – Classroom Observation
It must belong to the recruitment group corresponding to the subject actually taught by the evaluated teacher.
Yes, provided they have functional contact with students.
If functional contact is not possible, a statement of impossibility must be requested from the director.
In these cases, they cannot receive the "Excellent" rating.
Withdrawal results in the assignment of the maximum grade of Good, unless there is a valid justification, in accordance with paragraph 2 of Article 10 of Order No. 24/2012, of October 26.
They must apply:
- Career teachers who wish to achieve the "Excellent" rating;
- Teachers temporarily reassigned to the 2nd or 4th pay grade;
- Contracted teachers, when required for changes in salary positioning.
Performance Evaluation – Teachers Integrated into the Career
No. Training and evaluation are cumulative but independent requirements for progression. The absence of training may influence the respective dimension if the approved criteria so determine.
No. The ranking is expressed on a scale of 1 to 10. The application of percentiles may limit access to merit awards.
The teacher is evaluated if they have provided effective service during at least half of the evaluation period. Otherwise, they may use their most recent evaluation; or opt for a curriculum-based assessment.
There is no legal framework that allows for the early conclusion of the process. Even if classroom observation takes place in the third-to-last year, the evaluation concludes at the end of the year prior to the end of the cycle.
No. The classification applies to all reports submitted throughout the evaluation cycle. However, the reports are subject to an annual qualitative assessment.
Yes. Curriculum weighting does not preclude access to the "Excellent" grade.
The cycle begins on the date of the last progression. Its duration corresponds to the period of stay in the grade.
Performance Evaluation – Teachers with fixed-term contracts
No. Mobilization allows for contract renewal and the time served to be counted for tender purposes.
It does not allow: waiver of the probationary period and changes in salary level.
The 180 days are calculated regardless of the contracted workload. This includes school breaks and legally mandated holidays.
No. If the requirements for effective evaluation are not met, there is no obligation to submit the report.
Curriculum consideration may apply when the teacher is absent in a manner equivalent to effective work performance (e.g., high-risk pregnancy or maternity leave); does not have the minimum 180 days of service; or has never been evaluated after the entry into force of Decree-Law No. 15/2007, of January 19.
Regulatory Order No. 19/2012, of August 17, applies.
Yes. They can use their most recent evaluation when they have been absent from work and are considered to be performing actual work, provided that the rating obtained was not lower than Good.
There is no legal framework for evaluation through classroom observation. However, observed classes may be conducted as a requirement for the purpose of changing salary levels.
The minimum period is 180 days of effective teaching service. For this purpose, teaching breaks and vacation days to which the teacher is entitled are counted.
Performance Evaluation – Teachers in the 10th Grade
No. There are no progressive effects in the 10th pay grade.
Yes. In accordance with Article 42 of the ECD and Article 27 of Regulatory Decree No. 26/2012, the evaluation takes place at all levels.
Yes. For Very Good or Excellent, adherence to the general regulations is mandatory. For Excellent, classroom observation is mandatory.
Implement a training plan approved by the Pedagogical Council.
- Special procedure: dimensions of points b) and c) of article 4;
- General regime: all dimensions of article 4.
At the end of the school year prior to the one in which the teacher completes 1460 days in the 10th pay grade.
- Director (special procedure);
- Designated internal coordinator/evaluator (general regime).
Regarding the activity carried out in the previous four years, in accordance with article 19 of Regulatory Decree no. 26/2012.
Performance Evaluation – External Evaluators in the scientific and pedagogical component
Yes, provided they meet the legal requirements.
No. The duties of a director are performed on a full-time basis and are incompatible with being enrolled in a scholarship program.
Must meet the requirements set out in paragraph 1 of Article 13 of Regulatory Decree No. 26/2012, of February 21. Alternatively, may possess: training in performance evaluation or pedagogical supervision; and experience in pedagogical supervision roles (supervision of internships, rapporteur, evaluator or department coordinator).
Yes. As long as the legally required qualifications are met, nothing prevents the simultaneous exercise of the functions.
Career Repositioning
Yes. For teachers undergoing repositioning who find themselves in the situations described in Circular No. B25012794H, dated 07-04-2025, the provisions therein may be considered, with the necessary adaptations.
The first repositioning takes effect on September 1st of the current academic year and results from the requirements that teachers held on August 31st.
In accordance with paragraph 1 of Article 13 of Decree-Law No. 108/2025, teachers placed in the Extraordinary External Competition, with professional qualifications, enter the career with effect from the date of publication of the final placement lists, this being the effective date of their first repositioning, provided they fulfill the duties of acceptance and presentation.
In these cases, the repositioning is done based on the requirements held on the working day immediately preceding the publication of the final lists.
To the heads of the school cluster/school/private education institution where the teacher is currently teaching. In the case of teachers in the QZP (Qualified Teacher Placement) who are not yet placed in a school cluster/school cluster, it is the responsibility of the heads of the school cluster/school cluster where the teacher was last placed to validate the information.
No. Obtaining a master's or doctoral degree in Educational Sciences or in a field directly related to the teaching group, even before tenure, entitles the holder to a reduction, regardless of the type of tenure.
Condition: the teacher must have always been evaluated with a grade equal to or higher than Good.
Yes. The reduction for a master's degree can be combined with the reduction for a doctorate, provided that, at the time of the decision, there is sufficient service time in the pay grade to apply both.
This is a reduction, not a bonus.
This applies to the grade/index the teacher is in at the date of the order. There is no transfer of excess time to the next grade.
No. The application allows you to update the data needed to determine temporary or permanent repositioning at any time.
This means that the teacher can reduce the number of days they still need to complete in their current pay grade for career progression purposes.
Example: If there are 500 days left to complete the salary scale and a reduction of 365 days is granted, the teacher will only remain for another 135 days.
If there are fewer than 365 days remaining, the reduction only applies up to the limit of the remaining days.
There is no remaining time transition to the next tier.
In SIGRHE, in the application:
- Career Repositioning in Teaching –» Completion
- After submission, the record becomes available in the Consultation tab.
In SIGRHE → Repositioning in the Teaching Career → Teacher Consultation.
AGSE notifies users by email whenever a new submission is received.
The absence of objection within 90 working days implies acceptance of the data, in accordance with paragraph 2 of article 193 of the CPA, in conjunction with subparagraph b) of paragraph 1 of article 58 of the CPTA.
Yes. Whenever observed lessons are required for repositioning in the 3rd and/or 5th pay grade, the teacher can make the request in a single application. The date of fulfillment of this requirement takes effect on the date the application is submitted.
No. Master's degrees that confer professional qualification for teaching do not grant the right to the reduction provided for in Article 54 of the ECD (Educational Career Statute).
No. The right to a reduction is granted only once, upon the first attainment of a master's or doctoral degree.
Yes. But with clear rules. In the application, the records may appear as:
- 1st Repositioning – first record submitted for the teacher;
- Requirements update – subsequent records;
- Without Professional Qualification or not exempt from completing the Probationary Period – when the teacher does not have professional qualifications or does not meet the conditions for exemption.
All these records can be corrected by the AE/EnA/EPERP manager, using the “destroying machine” icon in the Consultation sub-tab, provided that the following are ensured:
- The absence of a decision already consolidated in the legal system;
- Holding a prior hearing with the interested parties, when legally required;
- The cancellation of incorrect records.
Only valid records submitted by 6 PM on the 12th of each month are exported for financial allocation purposes in the following month.
Teachers who entered the profession this academic year through external recruitment processes, and teachers awaiting their first repositioning or updating of requirements related to recruitment processes from previous years.
When the teacher serves as the director of a school cluster or non-clustered school; a training center of a school association; or a Portuguese school abroad.
The decision rests with the Coordinating Council for Evaluation, after analysis of the application and the certificate. The decision takes effect from the date of the order.
Following a request from the teacher and presentation of proof of their degree, it is up to the Director of the School Group/National School where the teacher works to decide on and implement this right.
The decision takes effect from the date of the order.
Professionally qualified teachers who obtain a master's or doctoral degree in Educational Sciences or in a field directly related to their teaching area may benefit.
The reduction is 1 year for obtaining a master's degree; 2 years for obtaining a doctorate.
Article 54 of the Teaching Career Statute (ECD), as amended by Article 25 of Decree-Law No. 139-B/2023, of December 29.
Probationary Period
No. It applies exclusively for the purposes of career repositioning/progression.
To the heads of the school cluster/school/private partnership where the teacher is currently teaching. In the case of teachers in the QZP (Qualified Teacher Placement) who are not yet placed in a school cluster/school, it is the responsibility of the heads of the school cluster/school where the teacher was last placed to validate the information.
They complete their probationary period upon returning to their original career path, unless they are exempt from such a period.
When a teacher is justifiably absent from teaching for up to 20 days, consecutive or intermittent, for reasons not covered in Article 103 of the ECD (Educational Career Statute).
No. The 730 days must be effectively classified with a minimum rating of Good.
Yes. It counts as long as the evaluation has a minimum rating of Good according to the regional statutes.
In SIGRHE, in the application:
Repositioning in the Teaching Career: Filling Positions, Professionalization, and Probationary Period.
- Access always available.
- This field is mandatory for all teachers entering the profession through applicable external recruitment processes, including the Extraordinary External Recruitment Process, provided they accept and report for duty.
In SIGRHE → Repositioning in the Teaching Career → Teacher Consultation.
AGSE notifies you by email whenever there is a new submission. The absence of objection within 90 working days implies acceptance of the data, in accordance with paragraph 2 of article 193 of the CPA, in conjunction with subparagraph b) of paragraph 1 of article 58 of the CPTA.
Between two and five, according to paragraph 5 of article 5 of Regulatory Decree no. 26/2012, of February 21.
Yes. The repositioning takes effect on September 1st of the current academic year or on the date of publication of the final placement lists for the Extraordinary External Competition and is processed in the integrated SIGRHE application. Reading the Career Repositioning FAQ is recommended.
Yes. For this purpose, consideration must be given to the possible existence of a settled/consolidated case in the legal system, as well as the need to hold a prior hearing with interested parties.
The rules set out in Article 44 of Decree-Law No. 32-A/2023, of May 8, shall apply, with effect from September 1 of the current academic year or the date of publication of the final placement lists of the Extraordinary External Competition, with the teacher being responsible for submitting the request for salary transition on the SIGRHE platform > Remuneration Positioning of Contracted Teachers tab > Teacher Request sub-tab.
When absences (considered effective work performance or equivalent) exceed 6 consecutive or intermittent weeks, the teacher completes the missing period upon returning to work.
Dismissal is permitted for those who, by August 31st of the previous school year, have accumulated 730 days of service as qualified teachers, whether consecutive or intermittent, classified with a minimum rating of Good according to the ECD (Educational Career Statute), regardless of whether these services were provided in a recruitment group different from the one in which they are currently employed.
For teachers selected through the Extraordinary External Competition, the 730 days are counted up to the working day prior to the publication of the final lists.
Continuing/Specialized Training
It should focus on the recruitment group in which the teacher is employed or performs duties.
No. It can be completed up to the date of progression.
Yes. There is no legal impediment.
No. Except in cases of recovery of service time under Decree-Law No. 48-B/2024.
Yes, provided they are accredited by the CCPFC. The date on the accreditation certificate is what counts.
The date of successful completion. If this information is not provided, the date of issue will be considered.
Performance Evaluation – Complaint and Appeal
It is not absolutely mandatory. The teacher may decline with justification, even though it is a functional duty covered by Article 10-B of the ECD (Educational Career Statute).
Only if they were applied during the initial harmonization process.
Otherwise, it is sufficient that the rating is equal to or higher than that of the last teacher to receive a merit mention.
No. They are prevented from doing so under the terms of Article 69 of the CPA.
Members of the General Council and the Pedagogical Council may be part of the arbitration panel, provided they are not in a situation of impediment.
No. The appeal can only address issues that have been raised previously.
However, additional arguments may be presented to reinforce the issues already raised.
No. The decision cannot result in a lower classification than the one initially assigned.
Yes. If the new classification is equal to or higher than the last mention assigned after applying percentiles, a supernumerary mention may be assigned.
Yes. New arguments and supporting documents may be presented.
Performance Evaluation – Classroom Observation
It must belong to the recruitment group corresponding to the subject actually taught by the evaluated teacher.
Yes, provided they have functional contact with students.
If functional contact is not possible, a statement of impossibility must be requested from the director.
In these cases, they cannot receive the "Excellent" rating.
Withdrawal results in the assignment of the maximum grade of Good, unless there is a valid justification, in accordance with paragraph 2 of Article 10 of Order No. 24/2012, of October 26.
They must apply:
- Career teachers who wish to achieve the "Excellent" rating;
- Teachers temporarily reassigned to the 2nd or 4th pay grade;
- Contracted teachers, when required for changes in salary positioning.
Performance Evaluation – Teachers Integrated into the Career
No. Training and evaluation are cumulative but independent requirements for progression. The absence of training may influence the respective dimension if the approved criteria so determine.
No. The ranking is expressed on a scale of 1 to 10. The application of percentiles may limit access to merit awards.
The teacher is evaluated if they have provided effective service during at least half of the evaluation period. Otherwise, they may use their most recent evaluation; or opt for a curriculum-based assessment.
There is no legal framework that allows for the early conclusion of the process. Even if classroom observation takes place in the third-to-last year, the evaluation concludes at the end of the year prior to the end of the cycle.
No. The classification applies to all reports submitted throughout the evaluation cycle. However, the reports are subject to an annual qualitative assessment.
Yes. Curriculum weighting does not preclude access to the "Excellent" grade.
The cycle begins on the date of the last progression. Its duration corresponds to the period of stay in the grade.
Performance Evaluation – Teachers with fixed-term contracts
No. Mobilization allows for contract renewal and the time served to be counted for tender purposes.
It does not allow: waiver of the probationary period and changes in salary level.
The 180 days are calculated regardless of the contracted workload. This includes school breaks and legally mandated holidays.
No. If the requirements for effective evaluation are not met, there is no obligation to submit the report.
Curriculum consideration may apply when the teacher is absent in a manner equivalent to effective work performance (e.g., high-risk pregnancy or maternity leave); does not have the minimum 180 days of service; or has never been evaluated after the entry into force of Decree-Law No. 15/2007, of January 19.
Regulatory Order No. 19/2012, of August 17, applies.
Yes. They can use their most recent evaluation when they have been absent from work and are considered to be performing actual work, provided that the rating obtained was not lower than Good.
There is no legal framework for evaluation through classroom observation. However, observed classes may be conducted as a requirement for the purpose of changing salary levels.
The minimum period is 180 days of effective teaching service. For this purpose, teaching breaks and vacation days to which the teacher is entitled are counted.
Performance Evaluation – Teachers in the 10th Grade
No. There are no progressive effects in the 10th pay grade.
Yes. In accordance with Article 42 of the ECD and Article 27 of Regulatory Decree No. 26/2012, the evaluation takes place at all levels.
Yes. For Very Good or Excellent, adherence to the general regulations is mandatory. For Excellent, classroom observation is mandatory.
Implement a training plan approved by the Pedagogical Council.
- Special procedure: dimensions of points b) and c) of article 4;
- General regime: all dimensions of article 4.
At the end of the school year prior to the one in which the teacher completes 1460 days in the 10th pay grade.
- Director (special procedure);
- Designated internal coordinator/evaluator (general regime).
Regarding the activity carried out in the previous four years, in accordance with article 19 of Regulatory Decree no. 26/2012.
Performance Evaluation – External Evaluators in the scientific and pedagogical component
Yes, provided they meet the legal requirements.
No. The duties of a director are performed on a full-time basis and are incompatible with being enrolled in a scholarship program.
Must meet the requirements set out in paragraph 1 of Article 13 of Regulatory Decree No. 26/2012, of February 21. Alternatively, may possess: training in performance evaluation or pedagogical supervision; and experience in pedagogical supervision roles (supervision of internships, rapporteur, evaluator or department coordinator).
Yes. As long as the legally required qualifications are met, nothing prevents the simultaneous exercise of the functions.