New staffing agreement explained
Contrary to media reports, teacher transfers and appointments remain effectively the same, writes ANGELO GAVRIELATOS.
While introducing changes to the system of employment of new permanent teachers, the staffing agreement maintains a statewide staffing system and, in particular, its centrepiece, a system of transfers essential in ensuring the appointment of teachers in every school across the state.
The new staffing agreement will operate from day 1, term 2, 2005 until the commencement of term 2, 2008.
In the face of an aggressive deregulation agenda, the negotiation of a new three-year staffing agreement with the Department of Education and Training (DET) is a significant achievement.
Classroom teacher positions
In the first instance, classroom teacher positions will be filled by priority transfers, service transfers and/or Priority Employment Program (PEP) "targeted casual" positions. DET intends to fully utilise the 300 PEP positions it has had available to it to fill vacancies. The method of filling PEP positions remains unchanged.
Vacant positions not filled in the manner described above will be filled by teachers employed under the Graduate Recruitment Program (GRP), the "targeted graduate" program, or off the "employment list".
The DET determines which vacancies will be filled by a PEP or a GRP position, taking into account the five most recently filled vacancies in each school.
The overwhelming majority of classroom teacher vacancies will continue to be filled by teachers off the employment list. For example, in the past 12 months, some 1500 vacant positions were filled off the employment list compared to approximately 450 vacancies filled under the GRP.
Where a vacancy is to be filled off the employment list, the school may request the appointment of the next teacher with the highest priority date who matches the vacancy or may request the names of the next five teachers with the highest priority dates who match the vacancy and then proceed to interview.
It is the change in this process which has recently been inaccurately described in the media.
Whilst endorsing the agreement, Federation has stated its opposition to this change to the employment of teachers off the employment list. The changes are not only unfair on casual/temporary teachers who have given loyal service to DET, they will also lead to inefficiencies in the staffing operation given the time delay caused by this process in the filling of vacancies.
The procedures for teachers returning to duty from leave without pay, scholarship holders, retrainees and other classifications not mentioned remain the same.
Teachers in promotions positions including principals
In the first instance, vacant promotions positions, including that of principal, will be filled by priority transfer. Vacancies not filled by priority transfer will be filled by a new system of transfer called the Executive Mobility Process and, in the case of principals, Merit Selection From Within Current Principals.
Teachers in promotions positions, including principals, with the exception of those seeking priority transfer, will no longer be required to submit a transfer form.
Schools will advertise their vacancy in Job file, describing the vacancy in a manner consistent with agreed staffing codes. Teachers in promotions positions, including principals, will be given the opportunity within one week to submit an "expression of interest" for advertised vacant positions at their salary and status level.
The names of applicants with the five highest transfer points will be provided by the staffing unit to the panel convenor responsible for the school vacancy. The panel convenor will invite the applicants to interview. Applicants will be requested to submit a two-page statement demonstrating how they meet the specific selection criteria for the vacant position.
Promotions positions, including that of principal, not filled by priority transfer or the method of transfer described above will be released to be filled by way of promotion. The procedures for promotion are not altered by the new staffing agreement.
The 2002 Staffing Agreement required a selection panel considering applicants for executive transfer to recommend the appointment of one of the applicants. The new agreement extinguishes that requirement. This was the case prior to 2002 and has been the case since the introduction of Merit Selection from Within Current Principals.
Federation opposed this change during the negotiations.
As a safeguard to promoted teachers, including principals seeking transfer, a new requirement will be placed on selection panels. In the extraordinary and exceptional circumstances where a panel does not recommend an applicant for appointment, a written report outlining the reasons clearly stated against the terms of the advertisement must be prepared and the process reviewed by the School Education Director, or the Regional Director in the case of principal vacancies.
Reduction of meaningless staffing codes
The reduction in staffing codes was pursued because teachers continue to feel disappointed and demoralised by limitations that are placed on transfers as a result of meaningless staffing codes. There is also widespread belief that codes are used to manipulate the staffing process.
As a result of the new staffing agreement, there will be a reduction of many meaningless staffing codes and an end to the duplication of codes which obstructed many transfers.
Since 1991/1992 when codes were first introduced, there has been a reduction from 122 codes other than subject teaching area codes, to between seven to 18 codes depending on the classification of positions.
Federation is currently preparing detailed advice to be distributed to all schools outlining, in specific detail, the new staffing process to be introduced from term 2.
Angelo Gavrielatos is the Senior Vice President.
Full text of Staffing Agreement
For further information
March 2005 contents
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