PROMOTION AND TRANSFER PROCEDURES FOR ...PROMOTION AND TRANSFER PROCEDURES FOR SCHOOL TEACHERS 2013...

PROMOTION AND TRANSFER PROCEDURES FOR SCHOOL TEACHERS 2013

Vacant Teaching Service positions in schools are filled in accordance with the Agreement between the NSW Department of Education and Communities and the NSW Teachers Federation on the Staffing of NSW Public Schools 2012-2016 which can be found at http://www.teach.nsw.edu.au/documents/agreement.pdf. Information on how vacancies are filled is contained in Parts 1 and 2 of these procedures. These procedures relate to vacant classroom teacher (including school counsellors, teacher librarians, careers advisers, learning and support teachers and itinerant teachers), executive and principal positions. These procedures rescind and replace all previous procedures for promotion and transfer contained in Promotion and Transfer Procedures for School Teachers 2012 and the accompanying Selection Panel Procedures for School Teachers 2012. The staffing of schools takes place on an ongoing basis. Once a teacher submits an application for transfer the application remains current until an appointment is made or the applicant withdraws his or her application. Applications for compassionate transfer status are reviewed annually. Classroom teachers, executive staff or principals successful in gaining a position will generally take up their appointment at the start of either Term 1 or Term 2, unless a different starting date is negotiated between principals (or Directors, Public Schools NSW for principal positions). However, where the appointment involves a promotion, the successful applicant should commence in the position at the earliest opportunity. This publication should be read in conjunction with Selection Panel Procedures for School Teachers 2013 which is located on the department’s website at http://www.teach.nsw.edu.au/documents/sel_panelproc.pdf. Current NSW Department of Education and Communities employees and persons not currently employed by the Department of Education and Communities (referred to as external applicants) are eligible to apply for advertised positions. Information on applying for advertised positions can be found in Part 4 of these procedures. Advice on preparing and submitting an application is available at www.dec.nsw.gov.au/careers. Those seeking advertised vacancies are encouraged to subscribe to JobFeed – see http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/jobfeed . An online version of these procedures can be found at: http://www.teach.nsw.edu.au/documents/procedures.pdf.

PROMOTION AND TRANSFER PROCEDURES FOR SCHOOL TEACHERS 2013 – updated May 2014 1

http://www.teach.nsw.edu.au/documents/agreement.pdf

http://www.teach.nsw.edu.au/documents/sel_panelproc.pdf

http://www.dec.nsw.gov.au/careers

http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/jobfeed


http://www.teach.nsw.edu.au/documents/procedures.pdf

CONTENTS Page No. PART ONE PROCEDURES FOR TEMPORARY APPOINTMENT TO A PERMANENT POSITION ........................................................ 4 PART TWO OVERVIEW OF FILLING VACANT POSITIONS 1 Classroom teachers ........................................................................................ 5

• Temporary to part-time permanent positions ......................................... 5 • Step 1 and Step 2 .................................................................................. 6 • Graduate Recruitment Program ............................................................ 7 • Filling positions by local choice ............................................................. 8 • Filling positions by central appointment ............................................... 10

2 Executive staff............................................................................................... 11

• Step 1 and Step 2 ................................................................................ 11 • Filling positions by advertisement ........................................................ 12 • Filling positions by central appointment ............................................... 12

3 Principal s ...................................................................................................... 13

• Step 1 and Step 2 ................................................................................ 13 • Filling positions by advertisement ........................................................ 14 • Filling positions by central appointment ............................................... 14

4 Exemption from a central appointment ......................................................... 15 PART THREE APPLYING FOR TRANSFER 1 Procedures .................................................................................................... 16 2 Categories of transfer .................................................................................... 19 3 Calculating transfer points ............................................................................. 24 PART FOUR APPLYING FOR AN ADVERTISED POSITION 1 Procedures .................................................................................................... 26


PART FIVE CLASSROOM TEACHER POSITIONS: APPLYING FOR A

POSITION FILLED FROM THE POOL OF INTERESTED APPLICANTS FROM EITHER THE NOMINATED TRANSFER, EMPLOYMENT, GRADUATE RECRUITMENT, SERVICE TRANSFER OR RESUMPTION OF DUTY FROM LEAVE WITHOUT PAY FOR PERSONAL REASONS LISTS

1 Procedures ..................................................................................................... 29 PART SIX STAFFING CODES 1 Section Index .................................................................................................. 31 2 Preamble ........................................................................................................ 32 3 Primary positions ............................................................................................ 33 4 Secondary positions........................................................................................ 40 PART SEVEN CLASS SIZES ........................................................................... 50 PART EIGHT PRINCIPLES FOR THE STAFFING OF MULTI-CAMPUS

COLLEGES ............................................................................... 51 USEFUL LINKS ....................................................................................................... 54 INDEX ....................................................................................................................... 56


PART ONE

PROCEDURES FOR TEMPORARY APPOINTMENT TO A PERMANENT POSITION

The following procedures are to be used by principals to determine whether a permanent position should be filled on a permanent or temporary basis. Subject to the provisions of 1.1 and 1.2 below, when a classroom teacher or executive staff vacancy occurs, the principal will determine, based on the needs of students and local workforce planning needs, whether the position is to be filled on a temporary or permanent basis. 1.1 A permanent position may be filled on a temporary basis when: • the enrolments at the school have been and/or are projected to decline • the enrolments at the school have been fluctuating • the curriculum offerings at the school are changing and some subjects have been

and/or are projected to decline • part-time positions are required to target specific whole of school programs which

are subject to annual review and change.

1.2 The filling of permanent positions on a temporary basis will be monitored as part of the staffing component of the school’s plan.


PART TWO

OVERVIEW OF FILLING VACANT POSITIONS 1 CLASSROOM TEACHERS Permanent full-time and permanent part-time classroom teacher vacancies will be filled in the ways outlined below. Classroom teacher positions will be filled in the first instance, at Step 1, by incentive transfers or Aboriginal or Torres Strait Islander employment applicants. If the position is not filled at Step 1, the position will be filled at Step 2 either by Local Choice or a Central Appointment. Permanent part-time positions Teachers applying to convert from permanent full-time to permanent part-time work in their own position will have priority for appointment over all categories of permanent part-time transfer and employment applicants. Where a temporary teacher has occupied a single substantive part-time position (i.e. has occupied an unfilled vacancy on the school’s entitlement) for two years or more and it is expected that the position will continue, the teacher may apply for consideration for conversion to permanent part-time status in that position using the form on the Department’s website.


FILLING VACANT CLASSROOM TEACHER POSITIONS The principal submits the requirements of the vacant position to People and Careers. STEP 1 • People and Careers runs a computerised match for:

o incentive transfers for classroom teachers who have served the required

number of years in eight, six or four point incentive schools o Aboriginal or Torres Strait Islander employment applicants

• The subject/teaching area codes only are used to run the computerised match • Where there is a suitable incentive transfer or Aboriginal or Torres Strait Islander

employment applicant match, an appointment is made. STEP 2 If there are no incentive transfers or Aboriginal employment applicants and: (i) the last vacant classroom teacher position at the school was filled by a central

appointment*, the school can choose how to fill the position (see page 8) * incentive transfer; Aboriginal employment; nominated transfer; priority transfer of Aboriginal teachers or teachers in special education settings; compassionate transfer; sponsored teacher; graduate; service transfer; or teacher resuming duty after leave**

OR

(ii) the last vacant classroom teacher position was filled by local choice and a teacher who would be appointed through a central appointment process* matches the requirements of the position, the teacher will be appointed (see page10).

* nominated transfer; priority transfer of Aboriginal teachers or teachers in special education settings; compassionate transfer; sponsored teacher; graduate; service transfer; or teacher resuming duty after leave**

The subject/teaching area codes and skills and/or experiences codes are used to run the computerised match for all teachers except for graduate recruits and sponsored teachers under targeted recruitment programs, who will be matched on subject/teaching area codes only. **Note: For a period of 3 years from Day 1, Term 4, 2012 classroom teachers who are on approved leave without pay for personal reasons prior to the commencement of the new procedures will continue to be considered in the central appointment mix. At the end of the 3 year transition period teachers who have not resumed duty will no longer be considered in the central appointment mix. Such teachers who wish to resume duty can seek an extension of their casual approval and can apply for advertised positions, or they can choose to resign and make an application to be placed on the employment list and/or apply for advertised positions.


Graduate Recruitment Program To provide opportunities for outstanding graduates to be appointed to NSW public schools a new Graduate Recruitment Program will be implemented. The program elements are: • a notional quota for graduate appointments will be determined for primary and

secondary each year • in Term 1 each year People and Careers will survey principals online to seek

nominations from schools which would like to appoint a graduate/s if a vacancy occurs during the following staffing year

• the principal will be able to indicate if they wish the graduate to be appointed from

the top of the graduate list or from the pool of graduates who match the requirements of the position and wish to be appointed to the school

• where a vacancy occurs in a school on the list and the vacancy is not filled by an

incentive transfer or an Aboriginal or Torres Strait Islander employment applicant, and the vacancy is to be filled through a central appointment process, the appointment of a graduate will be considered

• principals of schools who did not nominate during Term 1 will be able to nominate

at a later stage, provided the quota has not been filled • principals of schools who did not submit a nomination in Term 1 will be able to

elect to use the graduate pool or graduate list • to facilitate the appointment of graduates only the subject/teaching area codes will

be used for the match.


FILLING CLASSROOM TEACHER POSITIONS BY LOCAL CHOICE Where a school is filling a position by Local Choice, the school selects the method of filling the vacant position from one of the options below: • Advertisement

o current members of the Teaching Service and teachers external to the

Department are eligible to apply

• Nominated transfer

o the school can request People and Careers to appoint the top match from the nominated transfer list

OR o the school can request the pool of interested applicants and form a

selection panel to consider the applicants

• Employment

o the school can request People and Careers to appoint the top match from the employment list



• Graduate Recruitment

o the school can request People and Careers to appoint the top match from the graduate recruitment list



• Service transfer

o the school can request People and Careers to appoint the top match from the service transfer list


selection panel to consider the applicants • Resumption of duty from leave without pay for personal reasons*

o the school can request People and Careers to appoint the top match from the resumption of duty from leave without pay for personal reasons list


selection panel to consider the applicants. *Note: This list will be in place for the three year transition period from Day 1, Term 4, 2012.


Appointing the top match People and Careers will maintain the nominated transfer, employment, graduate recruitment, service transfer and resumption of duty from leave without pay for personal reasons lists.

Where a school requests People and Careers to provide the top match from:

• either the employment, service transfer, nominated transfer or resumption of duty from leave without pay for personal reasons lists:

o the subject/teaching area codes and skills and/or experiences codes are used to run the computerised match

o for the employment list, the teacher who matches the position and has the highest priority date will be appointed

o for the service transfer, nominated transfer or resumption of duty from leave without pay for personal reasons lists, the teacher who matches the position and has the highest transfer points will be appointed

• the graduate recruitment list: o the subject/teaching area codes are used to run the computerised match o the graduate who is the top match and who has the highest ranking from

the graduate recruitment process will be appointed. Selecting from the pool of interested applicants Where the school requests People and Careers to provide the pool of interested applicants from either the employment, graduate recruitment, service transfer, nominated transfer or resumption of duty from leave without pay for personal reasons lists, the following process applies:

• the subject/teaching area codes and skills and/or experiences codes are used to run the computerised match from the employment, service transfer, nominated transfer or resumption of duty from leave without pay for personal reasons lists

• the subject/teaching area codes only are used to run the computerised match from the graduate recruitment list

• People and Careers emails all suitably qualified teachers on the appropriate list who match the specific criteria of the position and who have indicated an interest in a position at that school. An SMS message will also be sent to these teachers to advise them that there is a vacant position, provided they have notified People and Careers of a mobile telephone number

• teachers are provided with the specific selection criteria and must submit information online addressing the specific criteria as well as the contact details for two referees. The information must be submitted by the stated deadline

• the resumes of applicants who have indicated interest are provided to the principal

• a school based selection panel short lists and interviews the applicants from the pool of interested applicants.


FILLING CLASSROOM TEACHER POSITIONS BY CENTRAL APPOINTMENT • People and Careers runs a computerised match for:

o nominated transfers in the case of school closures, amalgamations, reclassification of schools, reduction in student numbers, changed curriculum needs or following completion of a non school based temporary appointment or an above establishment appointment

o transfers made under the Aboriginal or Torres Strait Islander Transfer Scheme

o transfers approved on recognised compassionate grounds o transfers for classroom teachers who have served the required number of

years in Education Training Units in juvenile justice centres and special schools/units/classes

o sponsored teachers under targeted recruitment programs (Scholarships, sponsored training programs)

o service transfers o graduate recruitment applicants o teachers resuming duty after leave (approved leave without pay for

personal reasons*)

• The subject/teaching area codes and skills and/or experiences codes are used to run the computerised match for all teachers except for graduate recruits and sponsored teachers under targeted recruitment programs who will be matched on subject/teaching area codes only

• Where there are teachers who match the requirements of the position who would be appointed through more than one central appointment type the following factors will be considered in determining which appointment type will be made:

o ensuring the number of teachers who are above establishment, such as

nominated transfers, are placed in positions as soon as possible, and o wherever possible, a mix of central appointment types will be made in a

school

• Where there is a suitable match, an appointment is made. *Note: For a period of 3 years from Day 1, Term 4, 2012 classroom teachers who are on approved leave without pay for personal reasons prior to the commencement of the new procedures will continue to be considered in the central appointment mix.

At the end of the 3 year transition period teachers who have not resumed duty will no longer be considered in the central appointment mix. Such teachers who wish to resume duty can seek an extension of their casual approval and can apply for advertised positions, or they can choose to resign and make an application to be placed on the employment list and/or apply for advertised positions.


2 EXECUTIVE STAFF Permanent executive vacancies will be filled in the ways outlined below. Executive positions will be filled in the first instance, at Step 1, by incentive transfers. If the position is not filled at Step 1, the position will be filled at Step 2 either by Advertisement or a Central Appointment. FILLING VACANT EXECUTIVE POSITIONS The principal submits the requirements of the vacant executive position to People and Careers. STEP 1 • People and Careers runs a computerised match for incentive transfers for

executive staff who have served the required number of years in eight, six or four point incentive schools

• The position level code and, in the case of head teachers, assistant principals and deputy principals primary and special education, the area of responsibility codes, and subject/teaching area codes where applicable, are used to run the computerised match

• Where there is a suitable incentive transfer applicant an appointment is made. STEP 2 If there are no incentive transfer applicants and: • the executive position at the school was filled on the last occasion by a central

appointment*, the position will be advertised * incentive transfer; nominated transfer; compassionate transfer; executive staff member in

special education settings or executive staff member resuming duty after leave** OR

• the executive position was filled on the last occasion by local choice and an executive staff member who would be appointed through a central appointment process* matches the requirements of the position, the executive staff member will be appointed.

* nominated transfer; compassionate transfer; executive staff member in special education settings or executive staff member resuming duty after leave**

**Note: For a period of 3 years from Day 1, Term 4, 2012 executive staff who are on approved leave without pay for personal reasons prior to the commencement of the new procedures will continue to be considered in the central appointment mix.


At the end of the 3 year transition period executive staff who have not resumed duty will no longer be considered in the central appointment mix. Such executive staff who wish to resume duty can seek an extension of their casual approval and can apply for advertised positions, or they can choose to resign and make an application to be placed on the employment list and/or apply for advertised positions.

FILLING EXECUTIVE POSITIONS BY ADVERTISEMENT Current members of the Teaching Service and teachers external to the Department are eligible to apply. FILLING EXECUTIVE POSITIONS BY CENTRAL APPOINTMENT • People and Careers runs a computerised match for:

o nominated transfers in the case of school closures, amalgamations, reclassification of schools, reduction in student numbers, changed curriculum needs or following completion of a non school based temporary appointment or an above establishment appointment

o transfers approved on recognised compassionate grounds o transfers for executive staff who have served the required number of

years in Education Training Units in juvenile justice centres and special schools/units/classes

o executive staff members resuming duty after leave (approved leave without pay for personal reasons*).

• The position level code and, in the case of head teachers, assistant principals and

deputy principals primary and special education the area of responsibility codes, and subject/teaching area codes where applicable, are used to run the computerised match

• Where there are executive staff who match the requirements of the position who would be appointed through more than one central appointment type the following factors will be considered in determining which appointment type will be made:

o ensuring the number of teachers, including executive staff, who are above establishment, such as nominated transfers, are placed in positions as soon as possible, and

o wherever possible a mix of central appointment types will be made in a school

• Where there is a suitable match, an appointment is made. *Note: For a period of 3 years from Day 1, Term 4, 2012 executive staff who are on approved leave without pay for personal reasons prior to the commencement of the new procedures will continue to be considered in the central appointment mix.

At the end of the 3 year transition period executive staff who have not resumed duty will no longer be considered in the central appointment mix. Such executive staff who wish to resume duty can seek an extension of their casual approval and can apply for advertised positions, or they can choose to resign and make an application to be placed on the employment list and/or apply for advertised positions.


3 PRINCIPALS Principal vacancies will be filled in the ways outlined below. Principal positions will be filled in the first instance, at Step 1, by incentive transfers. If the position is not filled at Step 1, the position will be filled at Step 2 either by Advertisement or a Central Appointment. FILLING VACANT PRINCIPAL POSITIONS The Director, Public Schools NSW submits the requirements of the vacant principal position to People and Careers. STEP 1 • People and Careers runs a computerised match for incentive transfers for

principals who have served the required number of years in eight, six or four point incentive schools

• The position level code is used to run the computerised match • Where there is a suitable incentive transfer applicant an appointment is made. STEP 2 If there are no incentive transfer applicants and: • the principal position at the school was filled on the last occasion by a central

appointment*, the position will be advertised (see page 14) * incentive transfer; nominated transfer; compassionate transfer; principal in special education

settings or principal resuming duty after leave** OR

• the principal position was filled on the last occasion by local choice and a principal who would be appointed through a central appointment process* matches the requirements of the position, the principal will be appointed (see page 14).

* nominated transfer; compassionate transfer; principal in special education settings or principal resuming duty after leave**

**Note: For a period of 3 years from Day 1, Term 4, 2012 principals who are on approved leave without pay for personal reasons prior to the commencement of the new procedures will continue to be considered in the central appointment mix. At the end of the 3 year transition period principals who have not resumed duty will no longer be considered in the central appointment mix. Such principals who wish to resume duty can seek an extension of their casual approval and can apply for advertised positions, or they can choose to resign and make an application to be placed on the employment list and/or apply for advertised positions.


FILLING PRINCIPAL POSITIONS BY ADVERTISEMENT Current members of the Teaching Service and teachers external to the Department are eligible to apply. FILLING PRINCIPAL POSITIONS BY CENTRAL APPOINTMENT • People and Careers runs a computerised match for:

o nominated transfers in the case of school closures, amalgamations, reclassification of schools, or following completion of a non school based temporary appointment, or an above establishment appointment

o transfers approved on recognised compassionate grounds o transfers for principals who have served the required number of years in

Education Training Units in juvenile justice centres and special schools/units/classes

o principals resuming duty after leave (approved leave without pay for personal reasons*)

• The position level code is used to run the computerised match • Where there are principals who match the requirements of the position who would

be appointed through more than one central appointment type the following factors will be considered in determining which appointment type will be made:

o ensuring the number of teachers, including principals, who are above establishment, such as nominated transfers, are placed in positions as soon as possible, and

o wherever possible, a mix of central appointment types will be made in a school

• Where there is a suitable match, an appointment is made. *Note: For a period of 3 years from Day 1, Term 4, 2012 principals who are on approved leave without pay for personal reasons prior to the commencement of the new procedures will continue to be considered in the central appointment mix.

At the end of the 3 year transition period principals who have not resumed duty will no longer be considered in the central appointment mix. Such principals who wish to resume duty can seek an extension of their casual approval and can apply for advertised positions, or they can choose to resign and make an application to be placed on the employment list and/or apply for advertised positions.


4 EXEMPTION FROM A CENTRAL APPOINTMENT Schools which have not been able to access local choice for the preceding five vacancies at any level may apply for exemption from a central appointment and be permitted to access local choice. These requests will be considered by People and Careers.


PART THREE

APPLYING FOR TRANSFER 1 PROCEDURES The relevant online Application for Transfer must be completed by: • permanent full-time and permanent part-time classroom teachers applying:

o for an incentive, nominated or compassionate transfer o to be placed on the service transfer list, or o for resumption of duty from leave*.

• executive staff and principals applying:

o for an incentive, nominated or compassionate transfer o for resumption of duty from leave*.

*Note: For a period of 3 years from Day 1, Term 4, 2012 classroom teachers, executive staff or principals who are on approved leave without pay for personal reasons prior to the commencement of the new procedures will continue to be considered in the central appointment mix. At the end of the 3 year transition period classroom teachers, executive staff or principals who have not resumed duty will no longer be considered in the central appointment mix. Such classroom teachers, executive staff and principals who wish to resume duty can seek an extension of their casual approval and can apply for advertised positions, or they can choose to resign and make an application to be placed on the employment list and/or apply for advertised positions. The relevant application must be submitted through the Department’s employee self service website located at https://www.det.nsw.edu.au/shr. After logging in, the classroom teacher, executive staff member or principal should select the My Details and then My Transfers options. In My Transfers, a current transfer application can be amended or a new transfer application created.

Once the initial details of the application are saved, the classroom teacher, executive staff member or principal must select the staffing area/s or school/s to which he or she is seeking to transfer in preference order, or these may be grouped to indicate equal preference.

Classroom teachers, executive staff and principals returning from leave who do not have right of return to their substantive position at their previous school must submit an online Application for Transfer (refer also to the Note above).

Applicants for transfer are responsible for ensuring that all information on the application form is complete and correct. Any statement found to be misleading may result in rejection of the application. If a statement is found to be misleading and the applicant has been appointed to a new position, the appointment may be rescinded.

Applications can be made, or varied, online at any time. Applicants are responsible for ensuring that information on their Application for Transfer is updated online if details change.


https://www.det.nsw.edu.au/shr

Teachers and executive staff may submit applications for new staffing codes or changes to their existing staffing codes by selecting the My Skills option in the My Details section of the employee self service website. For a transfer to be considered, classroom teachers and executive staff must complete the My Transfers and My Skills sections. Staffing codes can be updated through the My Skills section at any time, without applying for transfer. Note: Teachers and executive staff will be appointed to a position on the basis of their current staffing codes. Teachers and executive staff will be required to teach any subject/teaching areas which they have included in their staffing codes and which were a requirement when the position was matched by the computerised staffing system. In completing their applications, applicants should consult: • Staffing Codes in Part Six of this publication to ensure the codes for position level,

areas of responsibility, subject/teaching areas, and skills and/or experiences codes are accurate, and

• page 24 of this publication for information on calculating transfer points.

Ensuring Quality in Transfers – Classroom teachers • The applicant’s current principal or, for applicants in non school based teaching

service positions, their state office director, senior manager or Director, Public Schools NSW, is responsible for verifying information provided by the applicant on the application form. This includes verification of service eligibility requirements where applicable

• Teachers nominated for transfer and teachers applying for other transfers will be certified by their current principal to validate satisfactory performance in the position held in that school

• In certifying that the teacher has satisfactory performance, the principal will use his or her knowledge from the Teacher Assessment and Review Schedule in making this determination. The principal will endorse the application if he or she has indicated the teacher is performing satisfactorily on the Teacher Assessment and Review Schedule* and there have been no performance problems raised since that time.

*Note: For applicants in a non school based teaching service position, the current Director, Public Schools NSW, state office director or senior manager is responsible for using his or her knowledge from the Non School Based Teaching Service Officer Assessment and Review Schedule in making this determination.


Ensuring Quality in Priority Transfers – Executive staff • The applicant’s current principal or, for applicants in non school based teaching

service positions, their state office director, senior manager or Director, Public Schools NSW is responsible for verifying information provided by the applicant on the application form. This includes verification of service eligibility requirements where applicable

• Executive staff nominated for transfer and executive staff applying for other

transfers will be certified by their current principal to validate satisfactory performance in the position held in that school

• In certifying that the executive staff member has satisfactory performance, the

principal will use his or her knowledge from the Executive Assessment and Review Schedule in making this determination. The principal will endorse the application if he or she has indicated that the executive staff member is performing satisfactorily on the Executive Assessment and Review Schedule* and there have been no performance problems raised since that time.

*Note: For applicants in a non school based teaching service position, the current Director, Public Schools NSW, state office director or senior manager is responsible for using his or her knowledge from the Non School Based Teaching Service Officer Assessment and Review Schedule in making this determination. Ensuring Quality in Priority Transfers – Principals • The applicant’s current Director, Public Schools NSW or, for applicants in non

school based teaching service positions, their state office director or senior manager is responsible for verifying information provided by the applicant on the application form. This includes verification of service eligibility requirements where applicable

• Principals nominated for transfer and principals applying for other transfers will

be certified by their current Director, Public Schools NSW to validate satisfactory performance in the position held in that school

• In certifying that the principal has satisfactory performance, the Director, Public

Schools NSW will use his or her knowledge from the Principal Assessment and Review Schedule in making this determination. The Director will endorse the application if he or she has indicated that the principal is performing satisfactorily on the Principal Assessment and Review Schedule* and there have been no performance problems raised since that time.

*Note: For applicants in a non school based teaching service position, the current Director, Public Schools NSW, state office director or senior manager is responsible for using his or her knowledge from the Non School Based Teaching Service Officer Assessment and Review Schedule in making this determination.


2 CATEGORIES OF TRANSFER (i) Incentive transfer

Service in eight, six and four point incentive schools attracts a number of benefits, including transfer to a preferred location after a minimum required period of service has been completed. The teach.NSW benefits calculator provides indicative information about the allowances payable and other benefits available to teachers in NSW public schools. The benefits calculator is located at www.teach.nsw.edu.au/calculator. Any information published on the calculator is indicative only and should be verified through the relevant award or industrial agreement, if necessary. Classroom teachers, executive staff and principals in eight and six point incentive schools are eligible to apply for an incentive transfer from those schools after completing three years of service, or two years of service in the identified small number of schools * (refer to the schools listed on pages 20-21). Teaching partners of classroom teachers, executive staff and principals appointed to and moving out of positions in eight and six point incentive schools will be provided with concurrent compassionate transfer status. Placement of teaching partners will depend on a suitable vacant position being available, in line with the Staffing Agreement.

Classroom teachers, executive staff and principals in four point incentive schools are eligible for an incentive transfer from those schools after completing five years of service*. *Note: Incentive transfer applications can be submitted no earlier than Day 1, Term 2 when the classroom teacher, executive staff member or principal is eligible for an incentive appointment from the commencement of the following year. Where a classroom teacher, executive staff member or principal is not eligible for an incentive appointment until the commencement of the following year, he or she will only be matched to positions which have an entry on duty date on or after Day 1, Term 1 of the following school year.


https://www.det.nsw.edu.au/eAT/TchAllow?Command=Browse

SCHOOLS ATTRACTING INCENTIVE TRANSFER BENEFITS

as at October 2013

2 Years of Service – Incentive Transfer 8 point incentive schools Clare Public Enngonia Public Goodooga Central

Louth Public Tibooburra Outback School of

the Air Wanaaring Public

Weilmoringle Public White Cliffs Public Wilcannia Central

3 Years of Service – Incentive Transfer 8 point incentive schools Booligal Public Boomi Public Bourke-Walgett School of Distance Education Brewarrina Central Bullarah Public Burren Junction Public Carinda Public

Carrathool Public Collarenebri Central Gwabegar Public Ivanhoe Central Lightning Ridge Central Mallawa Public Marra Creek Public Menindee Central Mungindi Central

Pilliga Public Quambone Public Rowena Public Toomelah Public Tulloona Public Walgett Community College,

High Walgett Community College,

Public 6 point incentive schools Alma Public Balranald Central Barham High Barham Public Bellata Public Boggabilla Central Bonshaw Public Bourke High Bourke Public Broken Hill High Broken Hill North Public Broken Hill Public Burke Ward Public Buronga Public Bylong Upper Public Cabramurra Public Cobar High Cobar Public Condobolin High Condobolin Public Coomealla High Coonamble High Coonamble Public Croppa Creek Public Dareton Public

Darlington Point Public Emmaville Central Euabalong West Public Euston Public Fairfax Public Garah Public Girilambone Public Gol Gol Public Goolgowi Public Gravesend Public Gulargambone Central Hay Public Hay War Memorial High Hermidale Public Hillston Central Khancoban Public Lake Cargelligo Central Mingoola Public Morgan Street Public Moulamein Public Naradhan Public Niangala Public North Star Public Nowendoc Public Nyngan High

Nyngan Public Oaklands Central Palinyewah Public Pomona Public Railway Town Public Rankins Springs Public School of the Air Tallimba Public Tingha Public Tooleybuc Central Tottenham Central Trundle Central Tullamore Central Tullibigeal Central Ungarie Central Urana Central Wakool Burraboi Public Walhallow Public Weethalle Public Wentworth Public Willyama High Wytaliba Public Yetman Public

Continued page 21


Continued from page 20

5 Years of Service – Incentive Transfer 4 point incentive schools Ardlethan Central Ariah Park Central Baradine Central Barellan Central Barwon Learning Centre Beckom Public Berrigan Public Binnaway Central Blighty Public Bombala High Bombala Public Boree Creek Public Brocklesby Public Bunnaloo Public Coleambally Central Conargo Public Delegate Public Deniliquin High

Deniliquin North Public Deniliquin South Public Edward Public Finley High Finley Public Gralee School Jerilderie Public Leeton High Leeton Public Mathoura Public Mayrung Public Mendooran Central Moree East Public Moree Public Moree Secondary College, Albert Street Campus Moree Secondary College, Carol Avenue Campus

Murrami Public Narrandera East Infants Narrandera High Narrandera Public Pallamallawa Public Parkview Public Quandialla Central Trangie Central Wamoon Public Warren Central Wee Waa Public Wee Waa High West Wyalong High West Wyalong Public Whitton Public Wyalong Public Yanco Public

(ii) Nominated transfer Classroom teachers and executive staff have nominated transfer status where the position they hold substantively is affected by school closure, amalgamation, reclassification of schools, reduction in student numbers, changed curriculum needs, or following completion of a non school based temporary appointment or an above establishment appointment. Principals have nominated transfer status where the position they hold substantively is affected by school closure, amalgamation, reclassification of schools, or following completion of a non school based temporary appointment, or an above establishment appointment. Where changes to enrolments or curriculum requirements necessitate the nominated transfer of public school teachers, such employees will retain permanent employment within the state-wide teaching service. Classroom teachers, executive staff and principals: • will be placed in a suitable vacancy closest to their current school or in a suitable

vacancy closest to their last school based appointment if returning from a non school based appointment

• will be eligible for removal expenses provided the transfer falls within the terms of

the Transferred Officers Determination (Teachers Handbook, Section 1.7). The relevant Employee Service Centre (ESC) can provide advice in relation to the Transferred Officers Determination


https://www.det.nsw.edu.au/media/downloads/employment/awardcon/handbook_ch1.doc

• will be placed in a temporary vacancy or above establishment position in the event of no suitable position being available immediately.

Classroom teachers and executive staff who wish to be reappointed to their present school should a vacancy occur before the end of February, must clearly indicate this by listing their current school as the first preference on their application form. Classroom teachers, executive staff and principals who have nominated transfer status should note that they will be appointed to, not offered, a position at another school. Classroom teachers who have nominated transfer status may also apply to be placed on the service transfer list if service requirements have been met. Classroom teachers who have gained a nominated transfer will be deemed to have continuity of service when applying to be placed on the service transfer list. This means that when calculating transfer points, full points apply to the school from which the classroom teacher is a nominated transfer and the school into which the classroom teacher is appointed. (iii) Transfers made under the Aboriginal or Torres Strait Islander Transfer Scheme Aboriginal or Torres Strait Islander classroom teachers who have satisfied service requirements for transfer are eligible to apply for transfer under the Aboriginal or Torres Strait Islander Transfer Scheme. (iv) Compassionate transfer Classroom teachers, executive staff and principals may apply for compassionate transfer at any time. Applicants must notify People and Careers if their circumstances change or if they wish the application to be withdrawn. The status of compassionate transfer applications is reviewed annually. An application for compassionate transfer will be approved only on the basis of exceptional and compelling circumstances. These circumstances need to justify not only the request to move from the school to which the classroom teacher, executive staff member or principal is presently appointed, but also the reasons for requesting the schools to which the classroom teacher, executive staff member or principal is seeking transfer. Applications must contain full and substantiated grounds and supporting documentation. Applications for compassionate transfer are submitted through the online transfer system on Employee Self Service: https://www.det.nsw.edu.au/shr. Applicants will be advised of the outcome.



If the applicant is granted compassionate transfer status, this does not guarantee appointment to a new position. An appointment is dependent on the availability of a suitable vacancy, in line with the Staffing Agreement. Applicants granted compassionate transfer status will enhance their opportunity for appointment by including a number of schools on their preference list. (v) Transfers from Education Training Units in juvenile justice centres and special schools/units/classes Classroom teachers, executive staff and principals who have taught a minimum of three years in an educational setting listed below and who wish to apply for transfer will be appointed to the nearest suitable vacancy by People and Careers, taking into account the person’s individual circumstances: • an Education Training Unit in a juvenile justice centre • special schools/units/tutorial programs catering for students with behaviour

difficulties • classes catering for students with behaviour difficulties, emotional disturbance or

autism • special schools and classes catering for students with mild, moderate and severe

intellectual disabilities • special schools and classes catering for students with physical disabilities. (vi) Service transfer for classroom teachers Classroom teachers who have served for at least three years in their current school position (or two years in the schools listed on page 20) are eligible to apply to be placed on the service transfer list. This list will be maintained by People and Careers. The requirement to serve for at least three years in the current school position (or two years in the schools listed on page 20) applies from the time of entry on duty in a new position to the time of entry on duty into another new position at another school. Where classroom teachers accept an appointment to a non school based teaching service position, they will be considered to have continuity of service for the purpose of service eligibility requirements to be placed on the service transfer list. Where a classroom teacher enters on duty in a school on or before Day 1, Term 2, that year counts as a full year. When an applicant is matched to a suitable vacancy, an appointment – not an offer – will be made. It is the responsibility of the teacher to alter preferences or withdraw the application if circumstances change. Each school attracts a certain number of transfer points annually, with schools in some rural and isolated locations attracting the largest number of points. Refer to pages 24–25 for details on calculating transfer points.


(vii) Local transfer scheme The local transfer scheme provides opportunities for permanent classroom teachers and executive staff to gain new skills, experiences and professional understandings through permanent transfer to another position at the same level in a different school. Classroom teachers and executive staff need to satisfy the eligibility criteria for the position to which they are seeking transfer. Information about this scheme is available on the Department’s website at: https://www.det.nsw.edu.au/about-us/careers-centre/school-careers/teaching/our-programs-and-initiatives/local-transfer-scheme. Note: Rural teacher exchange program The rural teacher exchange program provides an opportunity for teachers in rural and remote schools to exchange with teachers in other schools for one year at a time. Participating teachers would return to their substantive school at the end of the year. Through this program teachers in rural and remote schools can experience teaching in a different environment and other teachers are able to consider through direct experience whether teaching in a rural or remote school is a longer term option for them. Further details are available at the Department’s teach.Rural website at: www.dec.nsw.gov.au/teachrural. 3 CALCULATING TRANSFER POINTS In calculating transfer points classroom teachers, executive staff and principals should refer to the transfer points calculator on the online Application for Transfer located at https://www.det.nsw.edu.au/shr and consider the following: • Transfer points are credited for all service as a permanent teacher • Permanent part-time classroom teachers and permanent part-time executive staff

accumulate transfer points on a pro rata basis • For principals and executive staff, transfer points for incentive, nominated or

compassionate transfer or resumption of duty are calculated on the basis of full points for each location and for each year served at the current executive level

• Transfer points are credited for all temporary and/or casual service for periods in

excess of one term when the teacher becomes permanent and subsequently seeks a transfer as follows:

o for service as a casual teacher for periods in excess of one term in all

four, six or eight point schools, transfer points are credited retrospectively o for service as a casual teacher in one and two point schools, transfer

points are credited if the service as a casual teacher for periods in excess of one term was from Term 3, 1997 onwards

o for service as a temporary teacher, transfer points are credited if the service as a temporary teacher for periods in excess of one term was from Term 1, 2001 onwards.


https://www.det.nsw.edu.au/about-us/careers-centre/school-careers/teaching/our-programs-and-initiatives/local-transfer-scheme

https://www.det.nsw.edu.au/about-us/careers-centre/school-careers/teaching/our-programs-and-initiatives/local-transfer-scheme

http://www.dec.nsw.gov.au/teachrural


Note: The transfer points for any eligible casual or temporary service are considered in the same way as the transfer points for service in previous schools. That is, the transfer points related to the casual or temporary teaching service are halved.

• If a classroom teacher has been a nominated transfer to his or her current school,

full points apply to both the school from which the classroom teacher was a nominated transfer and the current school

• At the time of completing an application form, transfer points for any year should

be determined according to where the teacher was located on Day 1, Term 2. That is, applications submitted during Term 1 will not include calculation of transfer points for the current year

• Fractional transfer points for part year service equivalent to 1/3 of a year’s credit

for each term or part of a term of service prior to 1987 and 1/4 of a year’s credit for each term or part of a term of service from 1987 will be credited in the following situations:

o where a classroom teacher, executive staff member or principal is

appointed to a new position level or a first appointment (classroom teachers only) which includes part of one year

o where re-employment has been gained or a classroom teacher, executive staff member or principal has resumed duty after leave without pay for personal reasons at the same position level which includes part of one year.

Note: Classroom teachers, executive staff or principals who commenced service in a new position level or a first appointment on or before Day 1, Term 2 may claim credit for one full year.

• Teachers who have been temporarily appointed to non school based teaching

service positions within the NSW Department of Education and Communities may claim the transfer points of the nearest school to their main office. Points for the school prior to taking up a non school based temporary appointment are calculated at full points. Teachers who have been approved to work with other authorities may submit a special case for credit to People and Careers

• Approved leave, excluding leave without pay for personal reasons, attracts the

transfer points of the school from which the leave was granted • If a teacher has resigned and is later re-employed, both periods of service may be

used in the calculation of transfer points. The transfer points for service in previous schools prior to re-employment are halved

• Where teachers have had service in schools which are now closed (and the

school is no longer included in the transfer points list), the school is deemed to have the same points as the nearest school of the same type

• Service in schools other than NSW public schools is not recognised for the

purpose of calculating transfer points.


PART FOUR

APPLYING FOR AN ADVERTISED POSITION 1 PROCEDURES Classroom teacher positions will be filled in the first instance by incentive transfers or Aboriginal or Torres Strait Islander employment applicants. (See Step 1, page 6.) If the position is not filled at Step 1, the position will be filled at Step 2, either by Local Choice or a Central Appointment. (See Step 2, pages 6–10.) Executive positions will be filled in the first instance by incentive transfers. (See Step 1, page 11.) If the position is not filled at Step 1, the position will be filled at Step 2, either by Advertisement or a Central Appointment. (See Step 2, pages 11–12.) Principal positions will be filled in the first instance by incentive transfers. (See Step 1, page 13.) If the position is not filled at Step 1, the position will be filled at Step 2, either by Advertisement or a Central Appointment. (See Step 2, pages 13–14.) Advertisements for positions will be placed on the jobs.nsw website. These can be accessed through the Department’s Careers website at www.dec.nsw.gov.au/about-us/careers-centre. Note: Current NSW Department of Education and Communities employees and persons not currently employed by the NSW Department of Education and Communities (referred to as external applicants) may apply for positions filled by advertisement. Eligibility Classroom teachers Classroom teachers who are performing their duties satisfactorily are eligible to apply for an: • advertised classroom teacher position provided they have not accepted another

substantive classroom teacher position in the current staffing operation • advertised promotion position provided they have not accepted any other

promotion position in the current staffing operation. Classroom teachers who have accepted another classroom teacher position in the current staffing operation are eligible to apply for advertised promotion positions. All suitably qualified teachers who have not yet been appointed to a substantive classroom teacher position (including temporary or casual teachers and teachers not currently employed with the Department), and who are eligible for approval to teach with the NSW Department of Education and Communities, are eligible to apply for an advertised classroom teacher position.


http://www.dec.nsw.gov.au/about-us/careers-centre


Executive staff and principals Executive staff and principals who are performing their duties satisfactorily and who meet the academic requirements for the position are eligible to apply for an: • advertised position at a higher level provided they have not accepted any other

promotion in the current staffing operation • advertised position at their current or lower level provided they have not accepted

another position at the same salary level as the advertised position in the current staffing operation.

External applicants who are eligible for approval to teach in the NSW Department of Education and Communities are also eligible to apply for an advertised executive or principal position. Submitting an Application Vacancies will be advertised on the jobs.nsw website and accessed through the Department’s Careers website at www.dec.nsw.gov.au/about-us/careers-centre. Applications are to be made online by the advertised closing date. Information addressing the selection criteria for the classroom teacher, executive or principal position must be provided in the application: • applicants for classroom teacher positions must address the specific selection

criteria for the position in their application • applicants for executive or principal positions must address both the general

selection criteria and the specific selection criteria for the position in their application

• applicants for head teacher positions should check their eligibility for appointment

by referring to: https://www.det.nsw.edu.au/policies/employment/recruit/head_teach/implementation_1_PD20050275.shtml.

Applicants for advertised positions are responsible for ensuring that all information provided in the application is complete, correct and prepared by the applicant. Any statement found to be misleading may result in rejection of the application. If a statement is found to be misleading and the applicant has been appointed, the appointment may be rescinded and action taken in relation to the Department’s Code of Conduct. Note: Teachers and executive staff will be appointed to a position on the basis of the advertised criteria. Teachers and executive staff will be required to teach any subject/teaching areas which were a requirement when the position was advertised.



https://www.det.nsw.edu.au/policies/employment/recruit/head_teach/implementation_1_PD20050275.shtml


For applicants currently in a classroom teacher, executive, principal or non school based position, the applicant’s current principal, Director, Public Schools NSW, state office director or senior manager is responsible for verifying the applicant’s current position and that the applicant is performing his or her duties satisfactorily. Applicants applying for advertised classroom teacher, executive or principal positions must include the names, position titles and contact details of three referees, including a mobile telephone number if available, in their application: • for applicants in classroom teacher and executive positions, the first referee must

be the applicant’s current principal • for applicants in principal positions, the first referee must be the applicant’s

current Director, Public Schools NSW • for applicants in non school based positions, the first referee must be the

applicant’s current Director, Public Schools NSW, state office director or senior manager

• for external applicants, the first referee should be the applicant’s current (or most recent) supervisor.

Note: For teachers who are applying for advertised positions, and who are not currently employed by the Department, it will not always be possible for them to have a principal as a referee. However, where a teacher has completed a substantial period of temporary teaching, it may be possible to have a principal as a referee. Interviews should be held outside school hours whenever possible and should minimise disruption to students. It is expected therefore that where it is available in the school or nearby Department office location, videoconferencing will be used by the selection panel and applicant to minimise disruption to schools and students. The use of teleconferencing will also assist to minimise disruption. A combination of face to face and videoconference interviews can be used, keeping in mind that one of the key matters for consideration in determining the method of interviews is ensuring that no applicant is disadvantaged. Appointment Successful applicants will take up their appointment at the start of either Term 1 or Term 2, unless a different entry on duty date is negotiated. Teachers, executive and principals newly appointed to rural and remote schools may be offered a ten week trial before their permanent appointment is confirmed.


PART FIVE

CLASSROOM TEACHER POSITIONS: APPLYING FOR A POSITION FILLED FROM THE POOL OF INTERESTED APPLICANTS FROM EITHER THE NOMINATED TRANSFER, EMPLOYMENT, GRADUATE RECRUITMENT, SERVICE TRANSFER OR RESUMPTION OF DUTY FROM LEAVE WITHOUT PAY FOR PERSONAL REASONS LISTS 1 PROCEDURES Classroom teacher positions will be filled in the first instance by incentive transfers or Aboriginal or Torres Strait Islander employment applicants. (See Step 1, page 6.) If the position is not filled at Step 1, the position will be filled at Step 2 either by Local Choice or a Central Appointment. (See Step 2, pages 6–10.) Where a position is being filled by Local Choice, the school selects whether it will be filled by advertisement or from the nominated transfer, employment, graduate recruitment, service transfer or resumption of duty from leave without pay for personal reasons lists. (See Step 2, page 8.) Where a position is being filled from the nominated transfer, employment, graduate recruitment, service transfer or resumption of duty from leave without pay for personal reasons lists, the school can request People and Careers to appoint directly from the relevant list or request the pool of interested applicants and form a selection panel to short list and interview the applicants. (See Step 2, page 9.) Eligibility Where a school requests the pool of interested applicants from either the nominated transfer, employment, graduate recruitment, service transfer or resumption of duty from leave without pay for personal reasons lists, People and Careers will:

• identify all suitably qualified teachers on the appropriate list who match the specific criteria of the position and have indicated an interest in a position at the school with the vacant position

• send an email to these teachers to advise them that there is a vacant position.

The email will include a link to the position information and application process • also send an SMS message to these teachers to advise them that there is a

vacant position, provided applicants have notified People and Careers of a mobile telephone number.


Application Process

Teachers on the appropriate list who wish to continue being considered for the position should access information about the specific selection criteria from the email link provided.

These teachers must provide information online, clearly and concisely addressing the specific criteria and providing the name, position titles and contact details of two referees, including mobile telephone numbers if available. The information must be submitted by the stated deadline.

Applicants for advertised positions are responsible for ensuring that all information provided in the application is complete, correct and prepared by the applicant. Any statement found to be misleading may result in rejection of the application. If a statement is found to be misleading and the applicant has been appointed, the appointment may be rescinded and action taken in relation to the Department’s Code of Conduct.

Note: Teachers will be appointed to a position on the basis of the advertised criteria. Teachers will be required to teach any subject/teaching areas which were a requirement when the position was advertised. For applicants in permanent classroom teacher positions, the first referee must be the applicant’s current principal.

For other applicants who are not currently permanently employed by the Department, it will not always be possible for them to have a principal as a referee. However, where a teacher has completed a substantial period of temporary teaching, it may be possible to have a principal as a first referee.

The resumes of applicants who have indicated interest are provided to the principal.

In the case of the graduate recruitment list, the principal will also be provided with details of each graduate’s ranking from the graduate recruitment process.

Applicants who are being actively considered by the selection panel to proceed to interview will have their two referees contacted as part of the short listing process.

Interviews should be held outside school hours whenever possible and should minimise disruption to students.

It is expected therefore that where it is available in the school or nearby Department office location, videoconferencing will be used by the selection panel and applicant to minimise disruption to schools and students.

The use of teleconferencing will also assist to minimise disruption.

A combination of face to face and videoconference interviews can be used, keeping in mind that one of the key matters for consideration in determining the method of interviews is ensuring that no applicant is disadvantaged. Appointment

Successful applicants will take up their appointment at the start of either Term 1 or Term 2, unless a different entry on duty date is negotiated.


PART SIX

STAFFING CODES Page No. PREAMBLE ........................................................................................................................................32 SECTION 1 – PRIMARY POSITIONS

A. Primary or SSP classroom teacher positions

Position level codes ...................................................................................................................33 Subject/teaching area codes .....................................................................................................34 Skills and/or experiences codes ................................................................................................35

B. Primary or SSP executive positions Position level codes ...................................................................................................................36 Areas of responsibility codes .....................................................................................................37 Subject/teaching area codes .....................................................................................................38

C. Primary, Central School or SSP principal positions Position level codes ...................................................................................................................39

SECTION 2 – SECONDARY POSITIONS A. Secondary or SSP classroom teacher positions

Position level codes ...................................................................................................................40 Subject/teaching area codes .....................................................................................................41 Skills and/or experiences codes ................................................................................................43

B. Secondary or SSP executive positions Position level codes ...................................................................................................................44 Areas of responsibility codes .....................................................................................................45 Subject/teaching area codes .....................................................................................................46

C. Secondary or Central School principal positions Position level codes ...................................................................................................................49


PREAMBLE The Department of Education and Communities uses staffing codes to match particular characteristics of teachers to vacant positions in schools. While the staffing codes formally acknowledge subject and teaching area qualifications and specialist skills and experiences, inherent in all teachers should be the capacity to have: • an understanding of and sensitivity to the needs of Aboriginal students and

students from non-English speaking backgrounds • an understanding of the educational implications of schools meeting the needs of

students from low socio-economic status communities and schools in isolated rural locations

• an understanding of the needs of gifted and talented students • an awareness of gender equity issues, and • a capacity to integrate technology into effective classroom practice.

Teachers are also expected to demonstrate a level of professional expertise consistent with the Professional Teaching Standards of the Board of Studies, Teaching and Educational Standards and the Australian Professional Standards for Teachers. The staffing codes have been listed in categories of primary (preschool to Year 6) and secondary (Years 7 to 12), as teachers are provided with approval in these individual subject and teaching areas according to their teaching methodology. Special schools may choose from either list to provide teachers appropriate to their age cohort and curriculum. Schools may also have a need to request a teacher who has approval in a different level of schooling, for example, a secondary school may require a primary teacher to teach students in Years 7 and 8 or a primary school may require a secondary teacher to conduct a particular program. Teachers and executive staff may submit applications for new staffing codes or changes to their existing staffing codes by selecting the My Skills option in the My Details section of the employee self service website. For a transfer to be considered, classroom teachers and executive staff must complete the My Transfers and My Skills sections. Staffing codes can be updated through the My Skills section at any time, without applying for transfer. Note: Teachers and executive staff will be appointed to a position on the basis of their current staffing codes. Teachers and executive staff will be required to teach any subject/teaching areas which they have included in their staffing codes and which were a requirement when the position was matched by the computerised staffing system.


http://www.nswteachers.nsw.edu.au/Main-Professional-Teaching-Standards/

http://www.nswteachers.nsw.edu.au/Main-Professional-Teaching-Standards/

http://www.teacherstandards.aitsl.edu.au/


SECTION 1 PRIMARY POSITIONS

A. PRIMARY OR SSP CLASSROOM TEACHER POSITIONS

The staffing codes listed below are to be used by: • classroom teachers completing an online application form to apply for transfer or

resumption of duty* to a primary or school for specific purposes (SSP) classroom teacher position

• principals defining the requirements of a primary or school for specific purposes

(SSP) classroom teacher vacancy when it is to be filled.

POSITION LEVEL CODES The position level code refers to the level of the teacher’s current substantive school position.

POSITION LEVEL CODE

Teacher TCH

* Resumption of duty applies to those teachers, executive staff and principals who were on leave without pay prior to the commencement of Term 4 2012 and who had relinquished their substantive position in a school prior to that date. This consideration will continue for a period of three years to the commencement of Term 4, 2015.


SUBJECT/TEACHING AREA CODES

a) Subject/teaching area codes approved

Approved means approved by the department in accordance with its qualifications guidelines.

b) Subject/teaching area codes not approved

Not approved means that the teacher has taught the subject/teaching area for at least two of the previous five years. By including these codes, teachers are indicating that they are prepared to teach that subject/teaching area, will do so if requested by a principal and are confident that they can do so with an acceptable level of success. Failure to do so may render the application invalid and lead to withdrawal of an appointment.

Teachers will be required to confirm each year that they meet these requirements and have that confirmation endorsed by their principal.

CODE DESCRIPTION OF SUBJECT/TEACHING AREA


General

INF Infants (K – 2) PRI Primary (3 – 6) PSC Pre-school

Primary Languages

PAB Aboriginal Languages PMA Chinese (Mandarin) PFR French PGE German PIN Indonesian PIT Italian PJA Japanese PKO Korean PSN Spanish

Community Languages

CAA Arabic CAS Assyrian CAU Auslan CBE Bengali CCH Chinese (Mandarin) CCC Chinese (Cantonese) CDA Dari CFI Filipino (Tagalog) CFR French CGE German CGR Greek CHB Hebrew CHN Hindi CIN Indonesian CIT Italian CJA Japanese CKH Khmer (Cambodian) CKO Korean CLO Lao CMA Macedonian

CMI Maori

Community Languages continued

CFA Persian CPO Portuguese CPU Punjabi CRU Russian CSA Samoan CSE Serbian CSP Spanish CTA Tamil CTO Tongan CTU Turkish CUR Urdu CVI Vietnamese

Other

ESP English as a Second Language LIP Library RER Reading Recovery DSC School Counselling

Special Education

AUP Autism BCD Behaviour Difficulties BLE Braille (Specific positions only) SCP Substitute Care Program EDP Emotional Disturbance HDP Hearing Impairment LAL Learning Assistance – Language LAR Learning Assistance – Reading LSP Learning and Support Primary LXS Learning and Support K-12 MIP Mild Intellectual Disability MOP Moderate Intellectual Disability PDP Physical Disability EIT Early Intervention SDP Severe Intellectual Disability VDP Vision Impairment


SKILLS AND/OR EXPERIENCES CODES Teachers must demonstrate particular skills and/or experiences to use the following staffing codes. These must be at a level which equips the teacher to lead and manage whole school programs requiring the relevant skills and/or experiences, across the full range of schools to which the teacher may be considered for appointment. This capacity must also be endorsed by the teacher’s principal. Schools seeking to use these codes for position matches must have a need for the skills and/or experiences through significant existing school programs or an identified need to establish such programs. The new ICT staffing code is for teachers who lead and embed technology into teaching and learning beyond their own classroom. Teachers with the ICT code will be expected to have extensive knowledge of current and emerging technologies which enhance teaching and learning and be able to advise teachers on the most appropriate use of that technology in their classrooms. The ICT code is not intended to be a replacement for the obsolete Computer Coordinator (CCO) staffing code. Teachers who were previously assigned the CCO staffing code will not automatically be given the new ICT code.

SKILL AND/OR EXPERIENCE CODE SKILL AND/OR EXPERIENCE CODE

Band BAN Information Communication Technology ICT

Choir CIR Music MUC

Dance DAN Public Speaking and Debating PSD

Drama DRM Sport SPO

Gifted and Talented GFP Visual Arts VIA


B. PRIMARY OR SSP EXECUTIVE POSITIONS

The staffing codes listed below are to be used by: • executive staff completing an online application form to apply for priority transfer

or resumption of duty* to a primary or school for specific purposes (SSP) executive position

• principals defining the requirements of a primary or school for specific purposes

(SSP) executive vacancy when it is to be filled. POSITION LEVEL CODES Position level codes refer to the level of your current substantive school position.

POSITION LEVEL CODE

Principal-Environmental Education Centre 1 PE6


Principal-Hospital School 1 P6H


Assistant Principal (Infants, Primary, Special Education) APR

Deputy Principal (Infants, Primary, Special Education) DPR



AREAS OF RESPONSIBILITY CODES Areas of responsibility describe the specific nature of executive positions.

POSITION LEVEL AREA OF RESPONSIBILITY CODE

Assistant Principal (Primary, Special Education)

Primary (K – 6) PIW

Learning and Support Primary LSP

Learning and Support K-12 LXS

Special Education – General SSE

Special Education – Emotional Disturbance EDP

Special Education – Hearing Impairment HDP

Special Education – Vision Impairment VDP

Deputy Principal (Primary, Special Education)

Primary (K – 6) PIW

Special Education – General SSE

Special Education – Behaviour Difficulties BCD

Special Education – Emotional Disturbance EDP

Special Education – Hearing Impairment HDP

Special Education – Vision Impairment VDP


SUBJECT/TEACHING AREA CODES a) Subject/teaching area codes approved Approved means approved by the department in accordance with its qualifications guidelines. b) Subject/teaching area codes not approved Not approved means that the teacher has taught the subject/teaching area for at least two of the previous five years. By including these codes in an application form, teachers are indicating that they are prepared to teach that subject/teaching area, will do so if requested by a principal and are confident that they can do so with an acceptable level of success. Failure to do so may render the application invalid and lead to withdrawal of an appointment. Teachers will be required to confirm each year that they meet these requirements and have that confirmation endorsed by their principal.



General

INF Infants (K – 2) PRI Primary (3 – 6) PSC Pre-school Other

ESP English as a Second Language LIP Library Special Education

AUP Autism BCD Behaviour Difficulties BLE Braille (Specific positions only) SCP Substitute Care Program

Special Education (continued)

EDP Emotional Disturbance HDP Hearing Impairment LAL Learning Assistance – Language LAR Learning Assistance – Reading

LSP Learning and Support Primary LXS Learning and Support K-12 MIP Mild Intellectual Disability MOP Moderate Intellectual Disability PDP Physical Disability EIT Early Intervention SDP Severe Intellectual Disability VDP Vision Impairment


C. PRIMARY, CENTRAL OR SSP SCHOOL PRINCIPAL POSITIONS

The staffing codes listed below are to be used by: • principals completing an online application form to apply for priority transfer or

resumption of duty* to a primary, central school or school for specific purposes (SSP) principal position

• Directors, Public School NSW defining the requirements of a primary, central

school or school for specific purposes (SSP) principal vacancy when it is to be filled.

POSITION LEVEL CODES Position level codes refer to the level of your current substantive school position.

POSITION LEVEL CODE





Primary Principal Level 1 PP1






Central School Principal Level 1 PC1




SSP Principal Level 1 PS1





SSP Principal Level 6 PS6 * Resumption of duty applies to those teachers, executive staff and principals who were on leave without pay prior to the commencement of Term 4 2012 and who had relinquished their substantive position in a school prior to that date. This consideration will continue for a period of three years to the commencement of Term 4, 2015.


SECTION 2 SECONDARY POSITIONS

A. SECONDARY OR SSP CLASSROOM TEACHER POSITIONS

The staffing codes listed below are to be used by: • classroom teachers completing an online application form to apply for transfer or

resumption of duty* to a secondary classroom teacher position • principals defining the requirements of a classroom teacher vacancy when it is to

be filled. POSITION LEVEL CODES The position level code refers to the level of your current substantive school position.

POSITION LEVEL CODE

Teacher TCH * Resumption of duty applies to those teachers, executive staff and principals who were on leave without pay prior to the commencement of Term 4, 2012 and who had relinquished their substantive position in a school prior to that date. This consideration will continue for a period of three years to the commencement of Term 4, 2015.


SUBJECT/TEACHING AREA CODES

a) Subject/teaching area codes approved Approved means approved by the department in accordance with its qualifications guidelines.

b) Subject/teaching area codes not approved Not approved means that the teacher has taught the subject/teaching area for at least two of the previous five years. By including these codes in an application form, teachers are indicating that they are prepared to teach that subject/teaching area, will do so if requested by a principal and are confident that they can do so with an acceptable level of success. Failure to do so may render the application invalid and lead to withdrawal of an appointment. Teachers will be required to confirm each year that they meet these requirements and have that confirmation endorsed by their principal.


CODE DESCRIPTION OF SUBJECT /TEACHING AREA

English ENG English (Years 7 – 10) ESG English (Years 11 – 12)

Mathematics MTH Mathematics (Years 7 – 10) MSH Mathematics (Years 11 – 12)

Science

BIO Biology CHE Chemistry EVS Earth and Environmental Science PHY Physics SCI Science Human Society and its Environment

ABS Aboriginal Studies BST Business Studies COM Commerce ECO Economics GEO Geography HIS History (Years 7 – 10) HIA History (Ancient) HIM History (Modern) LST Legal Studies SOC Society and Culture/International Studies

REL Studies of Religion

Languages (other than English)

ABL Aboriginal Languages ARA Arabic

Languages (other than English) continued

ARM Armenian CHI Chinese (Mandarin) CRO Croatian DUT Dutch FIL Filipino FRE French GER German GRC Greek Classical GRM Greek Modern HBC Hebrew Classical HBM Hebrew Modern HIN Hindi HUN Hungarian IND Indonesian ITA Italian JAP Japanese KHM Khmer KOR Korean LAT Latin MAC Macedonian MAL Malay MAT Maltese PER Persian POL Polish

POR Portuguese RUS Russian SER Serbian SPA Spanish SWD Swedish TML Tamil TUR Turkish VIE Vietnamese


Creative Arts

DNC Dance DRA Drama MUS Music PHO Photographic and Digital Media ART Visual Arts VDN Visual Design

Personal Development, Health & Physical Education

CFS Community & Family Studies ECS Exploring Early Childhood/Child Studies PHP PD/Health/PE

SLR Sport, Lifestyle and Recreation/Physical Activity and Sports Studies

Technology

AGR Agriculture/Agriculture Technology DAT Design and Technology ITX Technology Mandatory (Years 7-8) ENS Engineering Studies/ Industrial Technology

– Engineering FTY Food Technology ITG Industrial Technology – Graphics/Graphics

Technology ITO Industrial Technology – Automotive ITB Industrial Technology – Building & Construction ITE Industrial Technology – Electronics ITF Industrial Technology – Farm Maintenance ITM Industrial Technology – Metal ITD Industrial Technology –

Multimedia/Photography ITP Industrial Technology – Polymers ITW Industrial Technology – Timber IPT Information Processes & Technology IST Information & Software Technology MAR Marine Studies/Marine and Aquaculture

Technology SDD Software Design & Development TXD Textiles and Design/Textiles Technology

Vocational Education and Training Industry Curriculum Framework areas VBS Business Services VCG Construction VNG Entertainment Industry – General VHO Hospitality – Commercial Cookery VHF Hospitality – Food and Beverage VIF Information Technology – Foundation VIG Information Technology – General VIN Information Technology – Network Administration VIS Information Technology – Software Applications VEG Metal and Engineering VPL Primary Industries – Conservation

and Land Management VPG Primary Industries – General Agriculture VPH Primary Industries – Horticulture VRO Retail Services – Operations VRF Retail Services – Fresh Food Other

CAR Careers ESS English as a Second Language GEN General LIS Library DSC School Counselling Special Education

AUS Autism BCD Behaviour Difficulties BLE Braille (Specific positions only) SCP Substitute Care Program EDS Emotional Disturbance HDS Hearing Impairment LSS Learning and Support Secondary LXS Learning and Support K-12 MIS Mild Intellectual Disability MOS Moderate Intellectual Disability PDS Physical Disability SDS Severe Intellectual Disability TRI Transition VDS Vision Impairment


SKILLS AND/OR EXPERIENCES CODES Teachers must demonstrate particular skills and/or experiences to use the following staffing codes. These codes must also be endorsed by the teacher’s principal. Teachers who use the skills and/or experiences codes of English Extensions 1 and 2, History Extension, Mathematics Extensions 1 and 2, and Music Extension, are expected to have the capacity to teach these Board of Studies, Teaching and Educational Standards extension course/s. Teachers who use these codes must be willing to accept an appointment to teach the extension course/s indicated. A teacher may demonstrate the capacity to teach the extension course/s through a range of ways including successful teaching experience with extension classes, completion of related academic study, participation in relevant professional learning activities, involvement in related professional association courses and/or successful teaching of talented students in the junior years. In the case of the other codes, the teacher’s skills and/or experiences must be at a level which equips the teacher to lead and manage whole school programs requiring the relevant skills and/or experiences, across the full range of schools to which the teacher may be considered for appointment. Schools seeking to use these codes for position matches must have a need for the skills and/or experiences through significant existing school programs or an identified need to establish such programs. In the case of English Extensions 1 and 2, History Extension, Mathematics Extensions 1 and 2 and Music Extension, the principal will need to submit to the staffing officer supporting documentation that shows either the course is currently being offered or that it will be offered. This documentation should include at least one of the following: elective lines; timetable; Board of Studies, Teaching and Educational Standards entry records; school plan; faculty evaluations; or class roll for the particular course.

SKILL AND/OR EXPERIENCE CODE SKILL AND/OR EXPERIENCE CODE

Band BRS History Extension HIE

Choral CRL Information Communication Technology ICT

Dance DAN Mathematics Extensions 1 & 2 MAE

Public Speaking and Debating PSD Music Extension MUE

English Extensions 1 & 2 ENE Multimedia MMA

Film Making FLM Musical Theatre MUT

Gifted and Talented (whole school programs) GAT Orchestra ORC

Sports Coaching XSC


B. SECONDARY OR SSP EXECUTIVE POSITIONS

The staffing codes listed below are to be used by: • executive staff completing an online application form to apply for priority transfer

or resumption of duty* to a secondary executive position • principals defining the requirements of an executive vacancy when it is to be filled. POSITION LEVEL CODES Position level codes refer to the level of your current substantive school position.

POSITION LEVEL CODE





Head Teacher HED

Deputy Principal (Secondary) DPH



AREAS OF RESPONSIBILITY CODES Areas of responsibility describe the specific nature of executive positions.

POSITION LEVEL AREA OF RESPONSIBILITY CODE

Head Teacher

Access ACS Administration ADM Agriculture AGR Commercial Studies CMS Computing Studies CST Creative and Performing Arts CPA Distance Education DED District Guidance Officer (School Counselling) DSC English ENG English/History EHI Female Students GIR History HIS Home Economics HEC Human Society and Its Environment HSE Industrial Arts INA Intensive English Centre INL Languages LAN Learning Support LRN Mathematics MTH Mathematics/Science MSC Music MUS Personal Development, Health and Physical Education PHP Science SCI Secondary Studies SES Social Sciences SSC Special Education – General SSE Special Education – Hearing Impairment HDS Special Education – Vision Impairment VDS Sport SPT Teaching and Learning* TAL Technological and Applied Studies TAS Visual Arts ART Vocational Education and Training VET Welfare WEL

Continued on page 46


Continued from page 45 * Head Teacher Teaching and Learning The role of this classification of head teacher will involve coordination across secondary school areas such as curriculum implementation, assessment and reporting, literacy and teacher development. In confirming a head teacher’s application for transfer to a position of head teacher teaching and learning, the principal is also confirming that the head teacher has the capacity to undertake the role of this classification. SUBJECT/TEACHING AREA CODES a) Subject/teaching area codes approved Approved means approved by the department in accordance with its qualifications guidelines. b) Subject/teaching area codes not approved Not approved means that the teacher has taught the subject/teaching area for at least two of the previous five years. By including these codes in an application, teachers are indicating that they are prepared to teach that subject/teaching area, will do so if requested by a principal and are confident that they can do so with an acceptable level of success. Failure to do so may render the application invalid and lead to withdrawal of an appointment. Teachers will be required to confirm each year that they meet these requirements and have that confirmation endorsed by their principal.






English ENG English (Years 7 – 10) ESG English (Years 11 – 12) Mathematics MTH Mathematics (Years 7 – 10) MSH Mathematics (Years 11 – 12)

Science

BIO Biology CHE Chemistry EVS Earth and Environmental Science PHY Physics SCI Science Human Society and its Environment

ABS Aboriginal Studies BST Business Studies COM Commerce ECO Economics GEO Geography HIS History (Years 7 – 10) HIA History (Ancient) HIM History (Modern) LST Legal Studies SOC Society and Culture/International

Studies REL Studies of Religion Languages (other than English)

ABL Aboriginal Languages ARA Arabic ARM Armenian CHI Chinese (Mandarin) CRO Croatian DUT Dutch FIL Filipino FRE French GER German GRC Greek Classical GRM Greek Modern

Languages (other than English) continued

HBC Hebrew Classical HBM Hebrew Modern HIN Hindi HUN Hungarian IND Indonesian ITA Italian JAP Japanese KHM Khmer KOR Korean LAT Latin MAC Macedonian MAL Malay MAT Maltese PER Persian POL Polish POR Portuguese RUS Russian SER Serbian SPA Spanish SWD Swedish TML Tamil TUR Turkish VIE Vietnamese Creative Arts

DNC Dance DRA Drama MUS Music PHO Photographic and Digital Media ART Visual Arts VDN Visual Design Personal Development, Health & Physical Education

CFS Community & Family Studies ECS Exploring Early Childhood/Child

Studies PHP PD/Health/PE SLR Sport, Lifestyle and Recreation/ Physical Activity and Sports Studies






Technological and Applied Studies

AGR Agriculture/Agriculture Technology DAT Design and Technology ITX Technology Mandatory (Years 7-8) ENS Engineering Studies/Industrial

Technology - Engineering FTY Food Technology ITG Industrial Technology –

Graphics/Graphics Technology ITO Industrial Technology – Automotive ITB Industrial Technology – Building & Construction ITE Industrial Technology – Electronics ITF Industrial Technology – Farm

Maintenance ITM Industrial Technology – Metal ITD Industrial Technology –

Multimedia/Photography ITP Industrial Technology – Polymers ITW Industrial Technology – Timber IPT Information Processes & Technology IST Information & Software Technology MAR Marine Studies/Marine and

Aquaculture Technology SDD Software Design & Development TXD Textiles and Design/Textiles

Technology Vocational Education and Training Industry Curriculum Framework areas

VBS Business Services VCG Construction VNG Entertainment Industry – General VHO Hospitality – Commercial Cookery VHF Hospitality – Food and Beverage VIF Information Technology – Foundation VIG Information Technology – General VIN Information Technology – Network Administration VIS Information Technology – Software Applications

Vocational Education and Training Industry Curriculum Framework areas continued

VEG Metal and Engineering VPL Primary Industries – Conservation and Land Management VPG Primary Industries – General Agriculture VPH Primary Industries – Horticulture VRO Retail Services – Operations VRF Retail Services – Fresh Food Other

CAR Careers ESS English as a Second Language GEN General LIS Library DSC School Counselling Special Education

AUS Autism BCD Behaviour Difficulties BLE Braille (Specific positions only) SCP Substitute Care Program EDS Emotional Disturbance HDS Hearing Impairment LSS Learning and Support Secondary LXS Learning and Support K-12 MIS Mild Intellectual Disability MOS Moderate Intellectual Disability PDS Physical Disability SDS Severe Intellectual Disability TRI Transition VDS Vision Impairment


C. SECONDARY SCHOOL PRINCIPAL POSITIONS

The staffing codes listed below are to be used by: • principals completing an online application form to apply for priority transfer or

resumption of duty* to a secondary or central school principal position • Directors, Public Schools NSW defining the requirements of a secondary or

central school principal vacancy when it is to be filled. POSITION LEVEL CODES Position level codes refer to the level of your current substantive school position.

POSITION LEVEL CODE

High School Principal Level 1 PH1

High School Principal Level 2 PH2

* Resumption of duty applies to those teachers, executive staff and principals who were on leave without pay prior to the commencement of Term 4, 2012 and who had relinquished their substantive position in a school prior to that date. This consideration will continue for a period of three years to the commencement of Term 4, 2015.


PART SEVEN

CLASS SIZES

Class sizes will be planned generally on the following basis* and will have regard to the needs of the school: PRIMARY SCHOOLS AND PRIMARY DEPARTMENTS OF CENTRAL SCHOOLS K–2 The statewide average class sizes are 20 in Kindergarten, 22 in Year 1, and 24 in Year 2. Years 3–6 No class need exceed 30 students. HIGH SCHOOLS AND SECONDARY DEPARTMENTS OF CENTRAL SCHOOLS Years 7–10 The principal, in consultation with staff, is responsible for determining actual class sizes on the basis of the curriculum needs of the school, student needs, community expectations, and the expertise of the teachers. In the case of vocational education, principals also take account of work health and safety issues when forming classes. No class need exceed 30 students. Practical classes Years 7–10 When forming classes, principals of secondary schools also take into account the following advice.

o the organisation of industrial technology in Years 7–10, and Year 7 visual arts on the basis of no class need exceed 20 students

o the organisation of food technology and textiles technology in Years 7–10 on the basis of no class need exceed 24 students, and

o the organisation of technology (mandatory) classes in Years 7–8 and design and technology (elective) classes in Years 7–10 on the basis of no class need exceed 22 students.

Years 11–12 No class need exceed 24 students. OTHER SCHOOLS Class sizes not listed above will be determined by the principal in accordance with formulae current as at the commencement of these procedures. *Note: This page is an extract from the Staffing Agreement, located at: http://www.teach.nsw.edu.au/documents/agreement.pdf



PART EIGHT

PRINCIPLES FOR THE STAFFING OF MULTI-CAMPUS COLLEGES

The following principles will apply to the organisation and staffing of multi-campus colleges.

1. A multi-campus college will be considered a regular comprehensive high school and as such will receive its ordinary monetary allocations, global budget allocations, staffing allocations and other relevant resourcing allocations as detailed in these procedures.

2. Each college will have a college principal with overall management responsibilities for the college. At colleges where the college principal role is shared on a rotational basis among the campus principals, a non-teaching deputy principal position will continue to be allocated.

3. A college principal will be an additional member on a selection panel for a campus principal.

4. A principal will be appointed to each campus.

5. The college principal remuneration will be maintained at the rate of PH1, with an additional allowance of $5,000 per annum.

6. Teachers and executive staff will be appointed to the college, with an initial location of a campus. Following a teacher’s appointment to a college and the initial allocation of that teacher at a campus, the College Management Group (CMG) can allocate a teacher or executive staff member to a different campus. Consistent with the principles in these procedures, principals will consider the preferences of individual teachers and executive staff, the approved subjects and teaching areas of individual teachers and executive staff, the experience and skills of individual teachers and executive staff and the needs of the students on each campus.

7. Teachers will have an opportunity to indicate their class and campus preferences each year for the following year.

8. The CMG, comprising the college principal and the campus principals, will assign teachers and executive staff to classes and campuses for the commencement of each school year.

9. The CMG will ensure that all staff members have access to cross campus teaching opportunities and will provide initiatives which enhance these opportunities such as part-time arrangements, common timetabling and complementary timetabling.


10. In assigning teachers and executive staff to classes and campuses, the CMG

will consider: 10.1 the needs of the students on each campus 10.2 the preferences of individual teachers and executive staff 10.3 the approved subjects and teaching areas of individual teachers and

executive staff 10.4 the experience, skills and professional needs of individual teachers

and executive staff.

11. Vacancies identified by the CMG will be filled in accordance with the Staffing Agreement.

12. A College General Staffing Entitlement (CGSE) will be provided to each College to ensure staffing and resourcing levels for a College are not less than what the aggregate of the staffing and resourcing levels would have been for the “stand alone” schools.

12.1 The CGSE will be calculated as the difference between the general

scale upper entitlement calculated for the total number of Year 11 and 12 students within the College and the total of the general scale upper entitlements for each campus within the College calculated after a notional equal distribution of Year 11 and 12 student enrolments to each campus.

12.2 The CGSE will be used to establish college teacher concessional allowances (CCA) and additional recognised executive positions (eg head teacher welfare, deputy principal). At least 60% of the CGSE will be used for CCA.

12.3 The CCA will be used to reduce individual school teaching staff

timetabled period loads where these teachers are cross campus teaching.

13. The CCA may additionally be utilised by school teachers to address the following operational needs: coordination and communication issues welfare issues professional dialogue curriculum support support for year advisers release and relief for consultation between the College Management

Group and the local NSW Teachers Federation Representatives College Committee (TFRCC).


14. The College General Staffing Entitlement will be used to support head teachers who have responsibility across more than one college campus. Head teachers with faculty management responsibilities on more than one campus within the College, shall be entitled to an additional 0.2 FTE executive release for each additional campus on which they have such responsibilities, drawn from the CGSE.

15. The College Management Group will consult with the local TFRCC (where established) prior to determining the use of the CGSE.

16. Documentation must be provided to the Director, People and Careers as well as the Director, Public Schools NSW and the Teachers Federation organiser with responsibility for the College, by the commencement of the next Staffing Operation, ie Day 1 Term 2 of each year, in regard to the use of the CGSE.

17. A small schools supplement, as detailed in the Department’s staffing entitlement guidelines, will continue to be allocated to each campus within a college, provided that enrolments are consistent with the guidelines and the allocation of a small schools supplement.

18. Further additional deputy principal and/or head teacher positions and appropriate executive allowances may be created by utilising up to 40% of the CGSE.

19. The travel provisions of the Crown Employees (Teachers in Schools and Related Employees) Salaries and Conditions Award 2009 – Schedule 7 Excess Travel and Compensation for Travel on Official Business, will apply to teachers, executive staff and principals who work across campuses within a college.


USEFUL LINKS Advertised positions with the Department of Education and Communities: http://jobs.nsw.gov.au/ Australian Professional Standards for Teachers: http://www.teacherstandards.aitsl.edu.au/ Board of Studies, Teaching and Educational Standards: http://www.bostes.nsw.edu.au/wps/portal/home Careers with DEC: www.dec.nsw.gov.au/careers Employee Self Service website: https://www.det.nsw.edu.au/shr Graduate Recruitment Program: http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching/our-programs-and-initiatives/graduate-recruitment-program Head Teacher qualifications and eligibility: https://www.det.nsw.edu.au/policies/employment/recruit/head_teach/implementation_1_PD20050275.shtml Human Resources DEC Promotion and Transfer site: https://detwww.det.nsw.edu.au/lists/directoratesaz/humanresources/schoolteachers/promottransfer/index.htm JobFeed: http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/jobfeed . Promotion and Transfer Procedures for School Teachers 2013: http://www.teach.nsw.edu.au/documents/procedures.pdf Selection Panel Procedures for School Teachers 2013: http://www.teach.nsw.edu.au/documents/sel_panelproc.pdf Staffing Agreement: http://www.teach.nsw.edu.au/documents/agreement.pdf teach.NSW: http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching teach.NSW allowances and benefits calculator: www.teach.nsw.edu.au/calculator


http://jobs.nsw.gov.au/


http://www.bostes.nsw.edu.au/wps/portal/home

http://www.dec.nsw.gov.au/careers


http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching/our-programs-and-initiatives/graduate-recruitment-program

http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching/our-programs-and-initiatives/graduate-recruitment-program



https://detwww.det.nsw.edu.au/lists/directoratesaz/humanresources/schoolteachers/promottransfer/index.htm

https://detwww.det.nsw.edu.au/lists/directoratesaz/humanresources/schoolteachers/promottransfer/index.htm


http://www.teach.nsw.edu.au/documents/procedures.pdf

http://www.teach.nsw.edu.au/documents/sel_panelproc.pdf


http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching

https://www.det.nsw.edu.au/eAT/TchAllow?Command=Browse

teach.Rural: http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching/teach-rural Updating your staffing codes: http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching/your-teaching-career/approved-teachers/maximise-your-opportunities/update-staffing-codes


http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching/teach-rural

http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching/teach-rural

http://www.dec.nsw.gov.au/about-us/careers-centre/school-careers/teaching/your-teaching-career/approved-teachers/maximise-your-opportunities/update-staffing-codes



INDEX Aboriginal or Torres Strait Islander Transfer Scheme ................................................ 22 Applying for advertised positions ............................................................................... 26 Applying for pool positions ......................................................................................... 29 Applying for transfer……………………………………………………………….……….16 Appointments: entry on duty dates ....................................................................... 28,30 Calculating transfer points ......................................................................................... 24 Central appointment: classroom teacher positions .................................................... 10 Central appointment: executive positions .................................................................. 12 Central appointment: principal positions .................................................................... 14 Class size guidelines ................................................................................................. 50 Classroom teacher positions: local choice ................................................................... 8 Classroom teacher positions: central appointment .................................................... 10 Compassionate transfers ........................................................................................... 22 Eligibility for advertised positions ............................................................................... 26 Ensuring quality in transfers ...................................................................................... 17 Education Training Units and special schools/units/classes transfers ....................... 23 Executive positions: advertisement ........................................................................... 12 Executive positions: central appointment .................................................................. 12 Exemption from central appointment ......................................................................... 15 Graduate Recruitment Program ................................................................................... 7 Incentive transfers ..................................................................................................... 19 Incentive transfer schools list ..................................................................................... 20 Local Choice: classroom teacher positions.................................................................. 8 Local Transfer Scheme ............................................................................................. 24 Multi-campus colleges: principles for staffing ............................................................ 51 Nominated transfer .................................................................................................... 21 Principal positions: advertisement ............................................................................. 14 Principal positions: central appointment .................................................................... 14 Rural Teacher Exchange Program ............................................................................ 24 Schools attracting incentive transfer benefits ............................................................ 20 Service transfers ........................................................................................................ 23 Special schools/units/classes transfers ..................................................................... 23 Staffing codes: primary .............................................................................................. 33 Staffing codes: secondary ......................................................................................... 40 Temporary appointment to a permanent position ........................................................ 4 Temporary to part-time permanent position conversion .............................................. 5 Transfer benefits ........................................................................................................ 20 Transfer categories .................................................................................................... 19 Transfer points ........................................................................................................... 24 Transfer procedures .................................................................................................. 16 Useful links…………………………………………………………………………………..54


PROMOTION AND TRANSFER PROCEDURES FOR ...PROMOTION AND TRANSFER PROCEDURES FOR SCHOOL TEACHERS 2013...

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