Council Decision 9/2/08 -- Schools Staffing

After more than two months of negotiations for a new schools staffing agreement, and while the Federation�s representatives were attending a further negotiation meeting on the matter, the Minister for Education and Training, John Della Bosca, announced sweeping changes to the current staffing system.

In a media release dated 4 February 2008, the Minister broke from negotiations and declared the phase-out of the service transfer system for classroom teachers and the abolition of Expressions of Interest mobility for executives and principals.

Federation proudly advocates the strengths and efficacy of a collegial approach over the competitive approach exemplified by the DET�s and Minister�s proposed staffing model.

The Minister�s announcement comes on top of attempts to lower teacher qualification standards in TAFE, a denial of the need to employ more teachers and a 2.5% pay offer that is a cut in real terms.

The Minister is proposing to dismantle a state-wide staffing system based on transfers that ensures teacher supply to all schools, especially those that are difficult to staff because of geographical location and other factors that impinge on a school�s ability to attract and retain staff. The Minister fails to understand that increasing some schools� capacity to locally select their teachers will actually reduce the capacity of hundreds of other schools to attract and retain qualified teachers.

The statewide staffing system is the conception that the State Government has responsibility for ensuring that resources, particularly trained and qualified teachers, are equitably distributed and the common basis on which teachers are allocated will be undermined if principals have increasing power to hire locally.

Dismantling the centralised system is just one part of a broader ideology of subjecting all elements of public education to market forces and transforming principals from educators to managers.

There are very good reasons why the current system exists. Under current arrangements, we have stability and security at a time of teacher shortages in other states and overseas. Transfers maintain the supply lines to all schools, especially those that cannot compete evenly with schools in preferred locations. After a specified period of time, teachers� service in these harder to staff schools is recognised and rewarded through a transfer.

Further, teachers who have the most years of service in one school can seek transfer to another school for new professional opportunities. Access to transfer is a valuable professional and personal benefit. Mobility by experienced teachers benefits teaching, schools and communities.

Importantly, transfers underpin a teacher�s right to permanent employment, as distinct from limited tenure, contract-based employment in one school.

The NSW Government and the DET must surely acknowledge that promoting student learning is the prime activity of all schools in NSW. As such, it must be noted that there is no demonstrable evidence of any connection between a deregulated staffing system based on local selection and improved student learning.

Through an agreement derived from decades of practical experience, the current staffing system balances the needs of teachers, students and parents in school communities across NSW. Our system works effectively and efficiently and is an incentive to teach in our public schools.

However, Federation recognises that our current system is not perfect. Improvements to our staffing efficiency and effectiveness can be achieved. Improved financial, accommodation and travel incentives for difficult to staff schools, on-the-job evaluation of promotion eligibility, and more transparent employment and promotion practices, would enhance the statewide viability of public education.

While open to further negotiations on this matter, the Federation remains absolutely committed to protecting teachers� rights at work, and students� rights at school to be taught by well paid, suitably qualified teachers whose service is truly valued by their employer and the Government.

In the wake of the defeat of a Federal Coalition Government that sought to impose local hire and fire, individual contracts (AWAs), performance pay and limited tenure, teachers are justifiably angry that a State Labor Government could now be setting the ground for the same agenda.

Should the Government pursue its policy the staffing crisis of the health system will be visited on the education system.

In Western Australia, local selection processes have been frozen because of the State�s teacher shortages.

Action:

1. Senior Officers are authorised to continue negotiations to achieve a new staffing agreement that maintains the current state-wide staffing system.

2. Materials that highlight the practical effects of this attack be distributed to members via Federation representatives. A specific letter to casual and temporary teachers will also be drafted and distributed by Federation Representatives. This document will include information about how the Government�s proposed changes to the Staffing Agreement will undermine their capacity for permanency. Schools to continue to meet and carry resolutions in support of a state-wide transfer system, if they have not already had the opportunity to do so and in view of the Minister�s withdrawal from negotiations.

3. Federation will lodge an application to seek the assistance of the NSW Industrial Relations Commission, at an appropriate time, to achieve a negotiated settlement of this matter.

4. Federation State Council on 8 March 2008 will determine a course of sustained, state-wide political and industrial action, including Stop Work Sky Channel meetings before the end of Term One, to achieve a staffing agreement that protects teachers� rights at work and students� rights at school. This action will address the maintenance of teacher qualification standards, the employment of additional teachers to address professional workload issues and better meet the needs of students, and the achievement of Federation�s salaries claim for public education teachers.

5. Federation will distribute staffing campaign material including a parliamentary brief for all NSW Members of Parliament, a leaflet for parents / carers and speakers� notes. Between February and March Council meetings, school visits by Organisers to explain the issues surrounding staffing will be a priority.

6. Federation Representatives are called on to inform or address a meeting of their school�s Parents & Citizens Association about the staffing campaign, to encourage parents� active support for maintaining the statewide staffing system.

7. Forums similar to �meet the candidate� forums be held combining Associations, with power point presentations that summarise and illuminate the changes and their implications, and that also outline details of the broader campaign aspects of salaries and lowering of teachers qualification standards in TAFE. Association Executives can liaise and determine suitable dates and venues.

8. Schools, Organisers and Associations are to organise delegations to meet with local state Members of Parliament and other activities that generate community support for this campaign.

9. Council authorises the conduct of a trade union training day/s for Federation Representatives on the staffing campaign as a priority.

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Last Modified: 12 Feb 2008