Jason Trinh is an award-winning new teacher who inspired veteran science educators with his fresh ideas. When hand-picked to design a summer math camp, he did such a stellar job that the camp is now credited with helping boost Grade 9 test scores.

The ace rookie who holds a master’s degree in molecular biology was honoured with an Ontario Premier’s New Teacher of the Year Award, earned while he was filling in on a string of maternity leaves at two of Toronto’s top high schools.

But this fall, Trinh has been doomed by controversial new hiring rules brought in by the Liberal government that force schools to hire based on seniority.

He can’t get a job — in fact, he can’t even land an interview.

“I don’t have a chance,” says Trinh. “If seniority was not the factor and I could compete, I think my portfolio would let me put up a good fight, but I don’t have that opportunity — I’m about 800th on a seniority list with 2,000 names.

“I’m not trying to complain, but it’s a little disheartening. I’m sort of stuck in limbo.”

Regulation 274 has rewritten the rules for hiring Ontario teachers for long-term contracts or permanent jobs. Meant to address long-standing concerns of nepotism raised by Catholic teachers, it now applies to all public school boards. Principals now have no choice but to hire from among applicants who’ve been working the longest.

Outside of the government and the Ontario English Catholic Teachers’ Union, it has no support, and Trinh is a virtual poster boy for the reason why: It shuts out gifted educators simply because they’re new.

When the Ontario English Catholic Teachers’ Association asked the government for the regulation as a way to help prevent principals from hiring their friends and relatives, seniority seemed the fairest tool, said union president James Ryan.

“We regularly hear complaints about teachers whose last names are remarkably similar to those in senior positions — or trustees — getting jobs straight out of teachers’ college, when occasional teachers with experience have been unable to get jobs,” said Ryan.

“But seniority is not the only factor considered in hiring; even to apply to get on the supply list, there’s a lot of screening and a pastor’s reference letter, and for a permanent position you need a positive evaluation from your supervisor.”

An applicant deemed unsuitable must now be told where he or she fell short.

Said Ryan: “There’s quite a bit of transparency. If I were a director of education I’d love these processes.”

Not so, replied Tony Pontes, director of the Peel District School Board.

Most — if not all — directors dislike the regulation “that came in without any consultation with directors, with boards, and it does not accurately reflect fair and equitable hiring practices,” he said, adding that accusations of nepotism are unfounded.

Besides, he added, Peel was already in the process of improving its hiring process.

“We will hire outstanding occasional teachers into permanent (positions), but the regulation doesn’t allow us to consider everyone. That’s the objection … we can’t say we hired the very best person. In some cases, it will have been the best, but in order to be fair and equitable, we need to consider everyone.”

The ministry has told directors it will ask for their feedback on Regulation 274 at the end of the school year, and it has struck two committees with the province’s public elementary and high school teachers, who also want the rules changed.

Sam Hammond, president of the Elementary Teachers’ Federation of Ontario, has vowed to fight the regulation, saying it is causing “chaos” for occasional teachers.

Others said it will hamper boards’ ability to hire more ethnically diverse staff.

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“It’s really harming the profession,” warned Ron Owston, dean of the faculty of education at York University. “It’s a step backwards … it prevents new blood, new ideas, and new graduates who are coming out with great skills in technology.”

It also means teachers who switch boards “more or less start from scratch” because they lose all seniority.

“You are not going to see diversity, renewal, a refreshing of the teaching profession that we’ve had in the past.”

That’s exactly the kind of effect Trinh had: he came out of teachers’ college with innovative ideas, like having Forest Hill Collegiate students get on their hands and knees to measure surface area using lentils, or running a science fair club twice a week at Northern Secondary.

Some long-time science teachers even borrowed his idea of having kids use pizza boxes and LED lights to build houses with lighting to learn about electricity.

Before the regulation, Toronto principal David Crichton received more than 100 applications for one position; after evaluating candidates’ experience and interest, he whittled that down to a shortlist of five.

“Under regulation 274, I obviously don’t sift from 100,” he added. “I sift from five.”

Principals who don’t find a suitable teacher from among the first five must justify that decision, and then move to the next five on the seniority list.

“My concern would be, if I’m looking at my school, looking at my students, looking at my community, I want a teacher who is going to be a good fit,” said Crichton, who leads Rose Avenue Junior Public School in St. James Town.

“My school has a very high number of ESL students and parents. It’s helpful if I have teachers who speak those languages and who are culturally representative.”

But Education Minister Liz Sandals said the new rule doesn’t push principals to settle for those they don’t want to hire.

“If none of the people who get interviewed are acceptable,” she said, “the principal has the right to interview more.”