After three working groups at the ministry (in April, June et November 2024), the educational assistant management framework was updated in a circular dated September 17, 2025, published in BO n°38 from October 9, 2025. Better late than never!
This text repeals circular 2003-092 of 06/11/2003 and includes nine models in annexes (job description, fixed-term contract, permanent contract, amendments, professional interview report, etc.).
This new circular was essential given the numerous legal and regulatory changes that have occurred in recent years. These include, among others:
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new recruitment methods to fill permanent civil service jobs (January 2020);
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the introduction of end-of-contract compensation, called precariousness bonus (January 2021);
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the possibility of working overtime (January 2022);
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covering part of the supplementary social protection contributions (January 2022);
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access to the permanent contract (September 2022), and therefore to the conventional termination and to mobility and personal convenience leave;
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payment of REP and REP+ compensation (January 2023);
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the obligation for the employer to inform public officials about the conditions of exercise of their functions (decree 2023-845 of August 30, 2023) ;
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the definition of the modalities for the assessment of professional value (decree of December 27, 2024) ;
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payment of compensation in the event of unused leave (decree 2025-564 of June 21, 2025 et decree of June 21, 2025).
In addition, this new management framework identifies fundamental provisions for educational assistants ranging from recruitment conditions (publication of the job description, processing and management of applications, fixed-term contract, etc.) to training rights (training to adapt to employment, credit hours, professional training leave, personal training account) including:
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the possibility of suspending the contract to be recruited as a teacher or CPE without having to resign;
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the non-automatic nature of the CDI and the organization of CDIization operations by academic services;
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the possibility of mobility for education assistants on permanent contracts, at the request of the AED or the administration;
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the direct recruitment on a permanent contract of an AED already on a permanent contract in another academy;
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the functions they can perform – and only those;
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the re-examination at least every three years of the remuneration of permanent education assistants in view of the results of the professional interview and the manner of service.
However, let us not misunderstand the purpose of thise circular 2025. It certainly has the merit of listr and clarifiesrby explaining the elements of law, often valides for all public officials. She does not bring nevertheless no new progress : it does not secure management practices nor professional careers AEDs, elle does not guarantee greater respect for their rights, et elle does not respond in any way to the demands of these staff to improve their employment, remuneration and working conditions!
Permanent contract, mobility and the development of an index scale with re-evaluation methods are left to the discretion of the academies.
Indeed, CDIization by the rectorates continues to pose a problem. It is most often carried out piecemeal and on a case-by-case basis, without rules clearly identified by the AEDs, heads of establishments, CPEs and unions. Each year, AEDs with excellent service records and benefiting from a “Very favorable opinion from the head of establishment” for permanent employment are refused permanent employment, even though there is a need from the administration and there is no risk of compromising the balance between the different profiles within the AED workforce. For the SNALC, this is not acceptable!
Mobility possibilities for AEDs on permanent contracts remain almost non-existent. Portability is not automatic: the CDIsé AED must apply and there is no guarantee of their recruitment in the coveted academy (the host academy must agree to recruit new AEDs already on permanent contracts) nor the maintenance of their hourly rate. The new employer is not required to take over all the clauses of the previous contract, with the exception of the remuneration index (currently, increased index 375 during permanent recruitment). Intra-academic mobility is also exceptional and subject to the arbitrariness of academic services.
On the remuneration side, for the SNALC, it is urgently necessary to revise upwards the remuneration indices of education assistants on fixed-term and permanent contracts, develop, from the first recruitment on fixed-term contracts, a national index scale for these staff and establish methods of advancement defined by the ministry and which would apply to all academies!
The SNALC has always defended a national, and de facto harmonized, framework for these questions, which this new circular “Management framework for personnel carrying out the missions of educational assistants” absolutely does not do. This text in no way amends the managerial practices of academic establishments and services.
Educational assistants will have to continue to be subject to partial management, often very disadvantageous for them, and to receive derisory remuneration, even though they are essential for middle and high schools to function!
To conclude, although this national management framework has the merit of existing, it is not intended to put an end to the precariousness of AEDs and the suffering experienced in the exercise of their functions.
For the SNALC, it is urgent to open negotiations for the creation of a body of civil servants for education assistants!
