/Diocesan_Agreement_EB4 by Dave Tehan

Form 40

Application for certification of agreement

R.139(1)

Industrial Relations Act 1999, section 156 (Form to apply for certification of an agreement)

QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act 1999, s 156. THE CORPORATION OF THE TRUSTEES OF THE ROMAN CATHOLIC ARCHDIOCESE OF BRISBANE (BRISBANE CATHOLIC EDUCATION) THE ROMAN CATHOLIC TRUST CORPORATION FOR THE DIOCESE OF CAIRNS THE ROMAN CATHOLIC TRUST CORPORATION FOR THE DIOCESE OF ROCKHAMPTON THE CORPORATION OF THE ROMAN CATHOLIC DIOCESE OF TOOWOOMBA THE ROMAN CATHOLIC TRUST CORPORATION FOR THE DIOCESE OF TOWNSVILLE THE CORPORATION OF THE SISTERS OF MERCY OF THE DIOCESE OF TOWNSVILLE THE CORPORATION OF THE SISTERS OF MERCY OF THE DIOCESE OF CAIRNS AND THE QUEENSLAND INDEPENDENT EDUCATION UNION OF EMPLOYEES THE AUSTRALIAN LIQUOR, HOSPITALITY AND MISCELLANEOUS WORKERS’ UNION – QUEENSLAND BRANCH, UNION OF EMPLOYEES THE QUEENSLAND NURSES’ UNION OF EMPLOYEES THE AUSTRALIAN WORKERS’ UNION OF EMPLOYEES THE PLUMBERS AND GASFITTERS EMPLOYEES’ UNION OF AUSTRALIA, QUEENSLAND BRANCH, UNION OF EMPLOYEES THE TRANSPORT WORKERS’ UNION OF AUSTRALIA, UNION OF EMPLOYEES (QUEENSLAND BRANCH) THE AUSTRALIAN MUNICIPAL, ADMINISTRATIVE, CLERICAL AND SERVICES UNION, CENTRAL AND SOUTHERN QUEENSLAND CLERICAL AND ADMINISTRATIVE BRANCH, UNION OF EMPLOYEES THE CONSTRUCTION, FORESTRY, MINING AND ENERGY, INDUSTRIAL UNION OF EMPLOYEES, QUEENSLAND THE SHOP, DISTRIBUTIVE AND ALLIED EMPLOYEES ASSOCIATION (QUEENSLAND BRANCH) UNION OF EMPLOYEES FEDERATED CLERKS UNION OF AUSTRALIA, NORTH QUEENSLAND BRANCH, UNION OF EMPLOYEES

(No.CA

of 2003 )

APPLICATION FOR CERTIFICATION OF THE DIOCESAN CATHOLIC EDUCATION EMPLOYING AUTHORITIES IN QUEENSLAND CERTIFIED AGREEMENT 2003 Form 40, R.139(1).

TO:

The Industrial Registrar, Industrial Registry, Level 14, Central Plaza 2, 66 Eagle Street, (Corner Creek and Elizabeth Streets), Brisbane 4000, GPO Box 373, Brisbane Q 4001 Phone: (07) 3227 8060, Fax: (07) 3221 6074

THE AGREEMENT, attachment A, having been made under the Industrial Relations Act 1999 on , BETWEEN The Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane (Brisbane Catholic Education), The Roman Catholic Trust Corporation for the Diocese of Cairns, The Roman Catholic Trust Corporation for the Diocese of Rockhampton , The Corporation of the Roman Catholic Diocese of Toowoomba, The Roman Catholic Trust Corporation for the Diocese of Townsville, The Corporation of the Sisters of Mercy of the Diocese of Townsville, The Corporation of the Sisters Of Mercy of the Diocese of Cairns AND The Queensland Independent Education Union of Employees, The Australian Liquor, Hospitality and Miscellaneous Workers’ Union – Queensland Branch, Union of Employees, The Queensland Nurses’ Union of Employees, The Australian Workers’ Union of Employees, The Plumbers and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees, The Transport Workers’ Union of Australia, Union of Employees (Queensland Branch), The Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees, The Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland, The Shop, Distributive and Allied Employees Association (Queensland Branch) Union of Employees, Federated Clerks Union of Australia, North Queensland Branch, Union of Employees. All the parties to the agreement now seek certification of the agreement under chapter 6, part 1 of the Act. All the party’s signatures appear below. The information required under the Industrial Relations Regulations 2000, section 9 and any other information in support of the application is set out in the affidavit of Terrence Patrice Burke which is the attachment marked B. Particulars of current or previous certified agreement(s) (a) Catholic Education Employing Authorities in Queensland Certified Agreement 2000 (CA 748 of 2000) (b) Brisbane Catholic Education Enterprise Bargaining Agreement Certified Agreement 1998 (CA 551 of 1998) (c) Cairns Catholic Education Diocese Certified Agreement 1999 (CA 606 of 1999) (d) Mt St Bernard College Certified Agreement 1999 (CA 602 of 1999) (e) Rockhampton Catholic Education Diocese Certified Agreement 1999 (CA 604 of 1999) (f) St Patrick’s College – Townsville Certified Agreement 1999 (CA 603 of 1999) (g) Toowoomba Catholic Education Diocese Certified Agreement 1999 (CA 601 of 1999) (h) Townsville Catholic Education Diocese Certified Agreement 1999 (CA 605 of 1999)) This agreement does not replace the agreements in (a) to (h) above Dated: (day, month and year)

Signed for and on behalf of the Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane (Brisbane Catholic Education)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Roman Catholic Trust Corporation for the Diocese of Cairns

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Roman Catholic Trust Corporation for the Diocese of Rockhampton

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Corporation of the Roman Catholic Diocese of Toowoomba

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Roman Catholic Trust Corporation for the Diocese of Townsville

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Corporation of the Sisters of Mercy of the Diocese of Townsville

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Corporation of the Sisters of Mercy of the Diocese of Cairns

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Queensland Independent Education Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Australian Liquor, Hospitality and Miscellaneous Workers’ Union – Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Queensland Nurses’ Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Australian Workers’ Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Plumbers and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Transport Workersâ&#x20AC;&#x2122; Union of Australia, Union of Employees (Queensland Branch)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Shop, Distributive and Allied Employees Association (Queensland Branch) Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Federated Clerks Union of Australia, North Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

This agreement is certified under the Industrial Relations Act 1999, chapter 6, part 1. (Signature) (name of commissioner)

Industrial Commissioner Filed on

, certified by the commission and given Register No (day, month and year)

(number and year)

in the Certified Agreements Register. Dated (day, month and year)

Operative date:

Industrial Registrar

7 (Last page)

PARTICULARS OF THE EMPLOYER Name: The Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane (Brisbane Catholic Education) Business address: GPO Box 1201, Brisbane Qld 4001 Address for service: As above Phone number or contact phone number: 3840 0400 Fax number (if any): 3844 5101 E-mail address (if any): executivedirector@bne.catholic.edu.au Name: The Roman Catholic Trust Corporation for the Diocese of Cairns Business address: PO Box 5296, Cairns Qld 4870 Address for service: As above Phone number or contact phone number: 4050 9700 Fax number (if any): 4050 9750 E-mail address (if any): ceo@ceo.cairns.catholic.edu.au Name: The Roman Catholic Trust Corporation for the Diocese of Rockhampton Business address: PO Box 524, Rockhampton Qld 4700 Address for service: As above Phone number or contact phone number: 4931 3600 Fax number (if any): 4931 3700 E-mail address (if any): Name: The Roman Catholic Trust Corporation for the Dioceses of Townsville Business address: PO Box 861, Aitkenvale Qld 4814 Address for service: As above Phone number or contact phone number: 4773 0900 Fax number (if any): 4773 0901 E-mail address (if any): Name: The Corporation of the Roman Catholic Dioceses of Toowoomba Business address: PO Box 759, Toowoomba Qld 4350 Address for service: As above Phone number or contact phone number: 4637 1400 Fax number (if any): 4637 1499 E-mail address (if any): Name: The Corporation of the Sisters of Mercy of the Diocese of Townsville Business address: c/- St Patrickâ&#x20AC;&#x2122;s College, PO Box 5370, Townsville Qld 4810 Address for service: As above Phone number or contact phone number: 4772 2591 Fax number (if any): 4721 5988 E-mail address (if any): Name: The Corporation of the Sisters of Mercy of the Diocese of Cairns Business address: c/- Mount St Bernard College, Private Mail Bag, Herberton Qld 4872 Address for service: As above Phone number or contact phone number: 4096 2246 Fax number (if any): 4096 2509 E-mail address (if any):

PARTICULARS OF OTHER PARTIES Name: Terry Burke, General Secretary, Queensland Independent Education Union of Employees Residential or business address: 346 Turbot Street, Spring Hill, Qld 4000 Address for service: as above Phone or contact phone number: (07) 3839 7020 Fax number: (if any): (07) 3839 7021 E-mail address (if any): tburke@qieu.asn.au Name: The Australian Liquor, Hospitality and Miscellaneous Workers Union – Queensland Branch Residential or business address: 3rd Floor, 74 Astor Terrace, Spring Hill, Qld 4000 Address for service: as above Phone or contact phone number: (07) 3831 3355 Fax number: (if any): (07) 3832 4232 E-mail address (if any): lhmuqld@lhnu.org.au Name: Queensland Nurses’ Union of Employees Residential or business address: 56 Boundary Street, West End, Qld, 4101 Address for service: As Above Phone or contact phone number: 3840 1444 Fax number: 3844 9387 E-mail address: Name: Construction, Forestry, Mining and Energy Industrial Union of Employees, Queensland Residential or business address: 366 Upper Roma Street, Brisbane, Qld, 4000 Address for service: As Above Phone or contact phone number: 3236 2355 Fax number: 3236 2230 E-mail address: Name: Australian Workers’ Union of Employees Residential or business address: GPO Box 88, Brisbane Qld 4001 Address for service: As Above Phone or contact phone number: 3221 8844 Fax number: (if any) 3221 3700 E-mail address (if any) Name: Plumber and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees Residential or business address: PO Box 3596, South Brisbane Qld 4101 Address for service: As Above Phone or contact phone number: 3844 8433 Fax number: (if any) 3844 8233 E-mail address (if any): Name: Transport Workers’ Union of Australia, Union of Employees (Queensland Branch) Residential or business address: PO Box 452, Cannon Hill Qld 4170 Address for service: As Above Phone or contact phone number: 3890 3066 Fax number: (if any) 3890 1105 E-mail address (if any):

Name: Shop, Distributive and Allied Employees Association (Queensland Branch), Union of Employees Residential or business address: PO Box 490, Spring Hill Qld 4004 Address for service: As Above Phone or contact phone number: 3832 3303 Fax number: (if any) 3832 0168 E-mail address (if any): Name: Federated Clerks Union of Australia, North Queensland Branch Residential or business address: PO Box 135, Townsville Qld 4810 Address for service: As Above Phone or contact phone number: 4771 2873 Fax number: (if any) 4721 1582 E-mail address (if any): Name: Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees Residential or business address: PO Box 478, Fortitute Valley Qld 4006 Address for service: As Above Phone or contact phone number: 3252 8666 Fax number: (if any) 3252 1208 E-mail address (if any):

Attachment A Diocesan Catholic Education Employing Authorities in Queensland Certified Agreement 2003

PART 1 - PRELIMINARY

1.1

Title

1.2

Definitions

1.3

Application

1.4

Date and period of operation

1.5

Posting of agreement

1.6

No further claims

1.7

Objectives of this agreement

PART 2 – RELATIONSHIP TO AWARDS

2.1

Relationship to relevant awards and agreements

2.2

Procedures for preventing and settling disputes

3. 3.1

PART 3 - SALARY AND WAGE INCREASES Salary and wage increases

PART 4 – NON-SALARY ITEMS

7 7

4.1

Superannuation

4.2

Professional development

4.3

Resignation notice period

4.4

Curriculum development

4.5

Safe work practices

4.6

Students with special educational needs

4.7

Vocational education

4.8

School Officers

4.9

Specialist Teachers

4.10

Length of school terms

4.11

Workplace stress

4.12

Complaints against employees

4.13

Induction

4.14

Union Education Leave (Brisbane Catholic Education Only)

4.15

Union development leave

2 4.16

Banking of authorised overtime

4.17

Health check leave

4.18

Casual employment

4.19

Part-time teachers

4.20

Workplace harassment

4.21

Integrating ICT into school practice

4.22

Breast-feeding and expressing facilities

4.23

Access to Leave – Terminally Ill Member of Household

4.24

Job share

4.25

Long Service Leave

4.26

Portability of Long Service Leave

4.27

Portability of Sick Leave

4.28

Salary packaging

4.29

Pay slip advice

4.30

Positions of Added Responsibility and Senior Administration

5. 5.1

PART 5 – NEW AGREEMENT New agreement

PART 6 – SIGNATORIES TO AGREEMENT

19 19

SCHEDULE 1 – SALARY, WAGES AND ALLOWANCES

SCHEDULE 2 – SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY PROVISIONS

SCHEDULE 3 – SCHOOL OFFICER CLASSIFICATION

SCHEDULE 4 - TERMS OF REFERENCE – PROFESSIONAL DEVELOPMENT

SCHEDULE 5 - PORTABILITY OF EMPLOYEE BENEFITS

SCHEDULE 6 - SALARY PACKAGING

SCHEDULE 7 – JOB SHARE

PART 1 - PRELIMINARY 1.1

Title This document shall be known as the Diocesan Catholic Education Employing Authorities in Queensland Certified Agreement 2003.

1.2

Definitions ‘Act’ shall mean the Industrial Relations Act 1999 ‘Catholic education employing authorities’ referred to in this Agreement are defined as follows. (a)

The Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane (Brisbane Catholic Education); or

(b)

The Roman Catholic Trust Corporation for the Diocese of Cairns; or

(c)

The Roman Catholic Trust Corporation for the Diocese of Rockhampton; or

(d)

The Corporation of The Roman Catholic Diocese of Toowoomba; or

(e)

The Roman Catholic Trust Corporation for the Diocese of Townsville; or

(f)

The Corporation of the Sisters of Mercy of the Diocese of Townsville; or

(g)

The Corporation of the Sisters of Mercy of the Diocese of Cairns; or

(h)

Trustees of the Christian Brothers (Queensland) ; or

(i)

The Corporation of the Society of the Missionaries of the Sacred Heart; or

(j)

The Corporation of the Congregation of the Oblates of Mary Immaculate; or

(k)

The Trustees of the Marist Brothers; or

(l)

Padua College Limited (ACN 072 693 700) ; or

(m) Villanova College (ACN 103 181 362) ; or (n)

The Corporation of the Trustees of the Order of the Sisters of Mercy in Queensland; or

(o)

The Trustees of the Sisters of the Brigidine Congregation; or

(p)

Corpus Christi College (ACN 050 874 354) ; or

(q)

Loreto College Coorparoo; or

(r)

Lourdes Hill College (ACN 010 639 460) ; or

(s)

Mt Alvernia College Limited (ACN 092 899 075) ; or

(t)

Mt St Michael’s College Limited (ACN 058 186 520) ; or

(u)

St Rita’s College Limited (ACN 054 678 349) ; or

(v)

The Community of Ursuline Nuns; or

(w) St Ursula’s College Limited (ACN 054 678 358) In Clauses 4.26 and 4.27, ‘Catholic education employing authorities’ shall mean all of the above employing authorities and Stuartholme School (ACN 091 211 451). ‘Union’ shall mean: (i)

the Queensland Independent Education Union of Employees; or

(ii)

the Australian Liquor, Hospitality and Miscellaneous Workers’ Union – Queensland Branch, Union of Employees; or

(iii)

the Queensland Nurses’ Union of Employees; or

(iv)

the Australian Workers’ Union of Employees; or

(v)

the Plumber and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees; or

(vi)

the Transport Workers’ Union of Australia, Union of Employees (Queensland Branch); or

1.3

(vii)

the Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees; or

(viii)

the Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland; or

(ix)

the Shop, Distributive and Allied Employees Association (Queensland Branch) Union of Employees; or

(x)

Federated Clerks Union of Australia, North Queensland Branch; or

Application This Agreement shall apply to those employees who are employed by 1.3.1 The Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane (Brisbane Catholic Education); or 1.3.2 The Roman Catholic Trust Corporation for the Diocese of Cairns; or 1.3.3 The Roman Catholic Trust Corporation for the Diocese of Rockhampton; or 1.3.4 The Corporation of The Roman Catholic Diocese of Toowoomba; or 1.3.5 The Roman Catholic Trust Corporation for the Diocese of Townsville; or 1.3.6 The Corporation of the Sisters of Mercy of the Diocese of Townsville; or 1.3.7 The Corporation of the Sisters of Mercy of the Diocese of Cairns; who are signatories to this Agreement and who are covered by the following awards and industrial agreements (or any Award which replaces any of the named instruments): •

Teachers’ Award – Non-Governmental Schools

•

School Officers’ Award – Non-Governmental Schools 2003

•

Greenkeeping Industry Award – State 2002

•

Miscellaneous Workers’ Award – State 2002

•

Retail Industry Interim Award – State

•

Motor Drivers, etc, Award – Southern Division

•

Passenger Vehicle Drivers etc., Award – Northern and Mackay Divisions 2003

•

Engineering Award – State 2002

•

Nurses’ Award – State

•

Child Care Industry Award – State 2003

•

Building Products, Manufacture and Minor Maintenance Award – State 2003

•

Clerical Employee’s Award – State 2002

•

Catholic Boarding Schools and Colleges Employees (excluding South-East Queensland) Industrial Agreement

•

Catholic Boarding Schools and Colleges Employees (South-East Division) Industrial Agreement

•

Teachers' Award – (Non-Governmental) Schools Catholic Education School Counsellors (Teacher) Industrial Agreement

•

Teachers' Award – (Non-Governmental) Schools Brisbane Catholic Education School Counsellors (Teacher) School Education Consultants (Teacher) Industrial Agreement

and who are included in the list of callings of unions which are parties to this Agreement.

1.4

Date and period of operation This Agreement shall operate from the date of certification provided that where this Agreement specifies an operative date then that provision shall operate from that date. This Agreement shall remain in force until Friday 2 June 2006 unless otherwise agreed in terms of the provisions of the Industrial Relations Act 1999.

1.5

Posting of agreement A copy of this Agreement shall be made accessible to all employees.

1.6

No further claims There shall be no further wage increases during the life of this Agreement other than that provided for in Clause 3.1 below. The Agreement constitutes a closed agreement in settlement of the matters contained herein for the duration of this Agreement. The parties agree that there will be no further claims in regard to the matters set out herein during the life of this Agreement. This Certified Agreement may be varied in circumstances where all of the parties genuinely agree that a variation is necessary. Where agreement is reached then this Agreement shall be varied by application to the Queensland Industrial Relations Commission in accordance with the provisions of the Industrial Relations Act (1999). Any agreed variation to this Agreement will be subject to the same consultation and approval process as that used for this Agreement.

1.7

Objectives of this agreement 1.7.1 This Agreement provides a framework for the employing authority, employees and the unions to work together towards improving productivity and efficiency. 1.7.2 The Objectives of the Enterprise Agreement are to develop a culture of workplace reform by:

(a)

improving the quality of teaching.

(b)

improving the learning outcomes for students.

(c)

improving the effectiveness of support services in contributing to the provision of quality teaching and learning.

(d)

developing staff members so that they will give witness to the mission, values and goals of the Catholic school.

(e)

supporting the life long development of the spirituality of staff members to enliven the ethos of the Catholic school.

(f)

enhancing the provision of broad curriculum services for students through effective and efficient college /school arrangements and practices.

(g)

developing collaborative and consultative decision making processes.

(h)

creating more effective school management and resourcing processes which increase flexibility, responsiveness and professionalism.

(i)

reflecting upon and giving support to the principles of employment equity, social justice, subsidiarity and accountability.

(j)

recognising the key role of staff members in Catholic schools and initiating measures designed to provide for their pastoral care.

(k)

providing benefits to employees through improved wages relative to their contributions to the development and implementation of workplace reform and through improvements in the working environment.

PART 2 â&#x20AC;&#x201C; RELATIONSHIP TO AWARDS 2.1

Relationship to relevant awards and agreements The parties agree that, except as provided herein, this Agreement shall be read and interpreted in conjunction with the Awards listed in Clause 1.3 above and the Certified Agreements and Industrial Agreements pertaining to these Awards that are set out below. 2.1.1 Certified Agreements (a)

Catholic Education Employing Authorities in Queensland Certified Agreement 2000 (CA 748 of 2000)

(b)

Brisbane Catholic Education Enterprise Bargaining Agreement Certified Agreement 1998 (CA 551 of 1998)

6 (c)

Cairns Catholic Education Diocese Certified Agreement 1999 (CA 606 of 1999)

(d)

Mt St Bernard College Certified Agreement 1999 (CA 602 of 1999)

(e)

Rockhampton Catholic Education Diocese Certified Agreement 1999 (CA 604 of 1999)

(f)

St Patrick’s College – Townsville Certified Agreement 1999 (CA 603 of 1999)

(g)

Toowoomba Catholic Education Diocese Certified Agreement 1999 (CA 601 of 1999)

(h)

Townsville Catholic Education Diocese Certified Agreement 1999 (CA 605 of 1999)

2.1.2 Industrial Agreements (a)

Catholic Schools - Hours of Duty - Teaching Staff - Queensland - Industrial Agreement

(b)

Teachers - Catholic Schools (Long Service Leave Scheme) Industrial Agreement

(c)

Teachers' Award – (Non-Governmental) Schools Catholic Education School Counsellors (Teacher) Industrial Agreement

(d)

Teachers' Award – (Non-Governmental) Schools Brisbane Catholic Education School Counsellors (Teacher) School Education Consultants (Teacher) Industrial Agreement

(e)

Teachers' Award - Non-Governmental Schools Positions of Senior Administration, Positions of Added Responsibility in Catholic Schools, Queensland Industrial Agreement

(f)

Catholic Boarding Schools and Colleges Employees (excluding South-East Queensland) Industrial Agreement

(g)

Catholic Boarding Schools and Colleges Employees (South-East Division) Industrial Agreement

In the event of any inconsistency with existing awards, industrial agreements and certified agreements, the terms of this Agreement shall take precedence to the extent of the inconsistency.

2.2

Procedures for preventing and settling disputes 2.2.1 The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the employing authority in respect of any industrial matter and all other matters that the parties agree on and are specified herein. Such procedure shall apply to a single employee or to any number of employees. 2.2.2 In the event of an employee having a grievance or dispute the employee shall, in the first instance, attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. 2.2.3 If the grievance or dispute is not resolved under subclause (2) hereof, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee's representatives. 2.2.4 If the grievance or dispute is still unresolved after discussions listed in subclause (3) hereof, the matter shall, in the case of a union member, be reported to the State Secretary of the relevant Union of Employees and the Principal or nominated representative of the Employing Authority. An employee who is not a union member may report the grievance or dispute to senior management or the nominated representative of the Employing Authority. This action should occur as soon as it is evident that discussions under subclause (3) hereof will not result in resolution of the dispute. 2.2.5 If, after discussion between the parties, or their nominees as outlined in subclause (4), the dispute remains unresolved, then notification of the existence of the dispute is to be given in pursuance of Section 229 of the Industrial Relations Act 1999. 2.2.6 Whilst the foregoing procedure is being followed normal work shall continue except in the case of a genuine safety issue. 2.2.7 Except in the case of termination, the status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.2.8 All parties shall give due consideration to matters raised or any suggestion or recommendation made by an Industrial Commissioner or Industrial Magistrate with a view to the prompt settlement of the dispute.

7 2.2.9 Any order of the Queensland Industrial Relations Commission (subject to the parties right of appeal under the Act) will be final and binding on all parties to the dispute. Discussion at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in pursuance of Section 229 of the Industrial Relations Act 1999.

PART 3 - SALARY AND WAGE INCREASES 3.1

Salary and wage increases 3.1.1 Salary and wage increases are payable in accordance with the employing authorities’ commitment to the following: (a)

Teachers (up to Band 3 Step 4) covered by this Agreement will receive wage increases paid to teachers at the same classification levels in Education Queensland from 1 March 2003 to 2 June 2006;

(b)

All other Catholic education employees covered by this Agreement will be paid the percentage increases that will be applied to the Band 3 Step 4 rate in this Agreement, effective from the same dates applied to teachers except as provided for in Clauses 3.1.5 and 3.1.6;

(c)

The percentage salary increases applied to Education Queensland Deputy Principals will be applied to Deputy Principals covered by this Agreement;

(d)

The percentage salary increases applied to Deputy Principals covered by this Agreement will be applied to Assistants to the Principal covered by this Agreement, who are paid substantive salaries.

3.1.2 A salary or wage increase of 3.8% of the applicable salary or wage rates detailed in CA 748 of 2000 shall be paid from the first pay period on or after a successful ballot for this Agreement. This payment will be back dated to 1 June, 2003. 3.1.3 A further salary or wage increase of 3.5% of the applicable salary or wage rates shall be paid from on 1 July, 2004. 3.1.4 A further salary or wage increase of 3.5% of the applicable salary or wage rates shall be paid from on 1 July, 2005. 3.1.5 A flat dollar increase equivalent to the wage increase granted to employees at the 100% relativity rate established in the School Officers’ Award, will be paid to all employees at or below that 100% relativity rate. The flat dollar increase will be only for the first wage increase of this agreement. 3.1.6 In addition to the salary increases specified above the allowance paid to Advanced Skills Teachers 1 /Leading Teacher shall be increased by 10% from 1 July, 2005. (a)

Clause 10.3.1 of Schedule 2 – Senior Administration and Positions of Added Responsibility Provisions of this Agreement shall apply

(b)

In determining the pay rate for the Advanced Skills Teacher 2 rate where such classification applies, the 10% increase in the AST1 allowance shall be applied to the respective component of the AST2 allowance, effective from 1 July, 2005.

3.1.7 Award allowances listed in Schedule 1 – Salary, Wages and Allowances will increase by the percentage increase applied to the Band 3 Step 4 rate 3.1.8 The salary, wage and allowances for all classifications are set out in Schedule 1 – Salary, Wages and Allowances.

PART 4 – NON-SALARY ITEMS 4.1

Superannuation 4.1.1 Catholic education employing authorities recognise that an increased employer contribution combined with an employee co-payment, delivers a substantial benefit to the employee’s superannuation savings.

8 4.1.2 In line with the parties’ commitment to quality teaching and learning and the provision of a Catholic Education that is affordable for all families, the parties agree that the maintenance of at least the current level of educational resourcing is to be maintained. 4.1.3 The parties recognise that any additional superannuation contributions from employees is a matter of employee choice within the options available. The payment to be made by employing authorities will be subsumed into any payment mandated by Superannuation Guarantee Charge legislation, if any such payment is mandated. 4.1.4 Employees shall receive a minimum level of superannuation consistent with contractual arrangements which apply in each employing authority. 4.1.5 The employing authority shall make available to all employees the following options: (a)

as of the first full pay period on or after 16 February, 2004 or the first full pay period on or after a successful ballot whichever is the later, a superannuation employer option of 10.75% inclusive of the Superannuation Guarantee Contribution, with a co-payment of 3% as the minimum employee contribution, and

(b)

as of the first full pay period on or after 16 February, 2004 or the first full period on or after a successful ballot whichever is the later, a superannuation employer contribution of 11.75% inclusive of the Superannuation Guarantee Contribution, with a co-payment of 4% as the minimum employee contribution; and

(c)

as of the first full pay period on or after 14 February, 2005, a superannuation employer contribution of 12.75% inclusive of the Superannuation Guarantee Contribution, with a copayment of 5% as the minimum employee contribution..

Where an employee wishes to access one of the options identified in paragraphs (a), (b) or (c) above, the employee will make written application to their employer. 4.1.6 An employee’s voluntary superannuation co-payment may be before tax in accordance with the salary packaging provisions.

4.2

Professional development The parties recognise that professional development is a shared responsibility of both employee and employer. In negotiating the content, format, timing and financial arrangements for professional development, the goals of the individual, the school (renewal planning) and the system will be taken into account. Particular attention will be given to ICT competencies in relation to schools’ ICT plans and implementation. 4.2.1 Teachers The parties to this Agreement agree that participation in planning, pastoral and curriculum matters is an important element in the professional status of teachers, as well as in maintaining the efficient and effective operation of Colleges and Schools. They will cooperate in encouraging and enabling involvement in professional activities such as subject panels, regional subject and teacher meetings within the schools’ resource capacity. 4.2.2 School officers and services staff (a)

The employing authority recognises the specific training requirements of school officers and services staff within schools in their contribution to the support of students, teaching staff and school programs.

(b)

Where professional development is required outside ordinary working hours, school officers and services staff will be granted time-in-lieu for the equivalent hours taken at a mutually convenient time or alternatively, the employee may request to receive payment at the ordinary hours rate.

4.2.3 Review During the life of the Agreement, the parties will meet to clarify the nature and purpose of professional development and to attempt to reach agreement concerning reasonable expectations for the quantity and scope of professional development for individual employees for implementation in the next agreement. These discussions will make reference to any impact on the operations of the school and the cost efficiency of the school system. The terms of reference for this review are to be found in Schedule 4 – Terms of Reference – Professional Development.

4.3

Resignation notice period

9 The parties agree to develop and promote an agreed commentary to inform and reassure employees regarding: 4.3.1 the operation of Clause 13 â&#x20AC;&#x201C; Proportion of Salary of the Teachers Award Non-Governmental Schools in regard to vacation leave entitlements; 4.3.2 the recognition by employing authorities that teachers will apply for various positions, and that employing authorities encourage employees to advise of their interest in, and application for, various advertised positions, and that such advice to the employing authority will not be to the employeeâ&#x20AC;&#x2122;s detriment; and 4.3.3 minimum notice of resignation in accordance with the relevant Award.

4.4

Curriculum development 4.4.1 School Renewal Plans shall be formulated and implemented consistent with the System/School Mission Statement. 4.4.2 Consideration shall be given at appropriate school sites to the nature and implementation of postcompulsory education initiatives. 4.4.3 Staff at the workplace level and at the system level shall be involved in the process of identifying and clarifying the industrial implications of such curriculum changes. 4.4.4 In determining appropriate mechanisms for implementation of the curriculum changes the following matters shall be considered: (a)

The Mission Statement of the school/system;

(b)

Identification of the matters to be implemented;

(c)

Clarification of the process of implementation;

(d)

Clarification of the relevant curriculum structures to be implemented;

(e)

The resource support to be provided to staff, (eg. inservice; support staff; non-contact provision; external support services), especially in primary schools, relative to the degree of implementation adopted by the employing authority. Consideration shall be given to the planning, implementation and evaluation of curriculum change when determining this support;

(f)

The time frame for implementation;

(g)

The on-going role of staff in the process of implementation;

(h)

Protocols which may be developed for the supervision and administration of curriculum initiatives in Years 11 and 12 including programs which focus on the world of work and the delivery of VET (including apprenticeships and traineeships) in schools;

(i)

The st ructures and process by which relevant staff may acquire requisite registration to teach VET accredited subjects;

(j)

Appropriate staffing formula for those schools which may offer VET accredited subjects;

(k)

Identification of the short term and on-going impact on workload of the staff from the process of implementation;

(l)

Identification of the technology hardware, software and associated professional development needed to implement the change; and

(m) Identification of teacher support, in particular for data entry and other clerical support for curriculum program development, classroom resource development and other tasks associated with curriculum development management and the implementation of change.

4.5

Safe work practices Employing authorities acknowledge that Health and Safety issues, especially in relation to duty of care are important. As schools provide various activities and instruction for students, situations requiring risk assessments may arise. Employing authorities are committed to their administrative guidelines relating to risk management for hazardous situations. The guidelines will include clear advice on the need for detailed risk assessment prior to undertaking instructional activities outside of the school. A risk assessment will be informed by reference to resources such as the Department of Education Manual (DOEM) and similar manuals from

10 other educational authorities, sporting and outdoor education bodies and current legal and insurance advice. Decisions about the ratio of supervisors to students shall be made at the school level. Employing authorities will endeavour to ensure that their employees are familiar with and adhere to these procedures when planning out-of-class activities, where student safety may be of special concern. Where an employee forms the view that the supervision level determined by the employing authority is insufficient to meet duty of care considerations then the employee may notify a dispute under Clause 2.2 of this Agreement and the provisions of Clause 2.2 will apply. Employing authorities reaffirm their commitment to Workplace Health and Safety and the need to provide appropriate supervision. This is best attended to within the context of each situation and the activity to be undertaken. A supervisor shall be either a teacher suitably qualified for the activity or where not required by the provisions of the Board of Teacher Registration Act an adult person who is suitably qualified and has the direct authority of the employing authority to undertake the activity and associated supervision.

4.6

Students with special educational needs 4.6.1 Preamble The employing authority has a long-term commitment to the educational provision for students with an ascertained special education need. Students with special educational needs are those students ascertained at level 4 with vision, hearing and physical impairment, and at levels 5 or 6 with intellectual impairment, physical impairment, autistic spectrum disorder, hearing impairment, vision impairment, social emotional disorder, and speech and language impairment. 4.6.2 Support A teacher, and as appropriate a learning assistant assigned a class in which a special needs student is enrolled, shall be provided with information pertinent to the special need of the student prior to the student’s placement in the class. Within the school’s resources, this may include appropriate training for teachers and school officers relevant to the student’s special educational need or impairment, and time for planning and meetings. A teacher assigned a class in which a student with an ascertained special need is enrolled shall be provided with information pertinent to the educational support needs of the student as soon as possible before the student’s placement in the class. The level of support provided to teachers will include reference to the following elements. (a)

professional development and training

(b)

time allocation to plan support activities and liaise with appropriate professional groups.

4.6.3 Training for school officers The employing authority will provide relevant training for school officers as part of their commitment to educational provision for these students. This will include information relevant to the student’s particular condition, techniques and strategies appropriate to supporting the student’s learning and other advice. Instruction in physical lifting and support techniques shall be provided if appropriate. As part of the training program, specific focus will be given to the need of providing relevant information and training to enable them to execute their role. 4.6.4 Administration of medication The employing authority will ensure that clear procedures exist which will guide employees in the administering of medication to special needs students. Appropriate training will be provided and authorisation to administer medication documented. 4.6.5 Emergency procedures In the overall school emergency procedures, special consideration, as necessary, will be made for students with special educational needs. These procedures will be communicated to relevant teachers, learning assistants and support staff as relevant and ongoing training will be provided.

4.7

Vocational education

11 Where an employee incurs expenses whilst undertaking their professional duties such expenses will be reimbursed to the employee upon presentation of a receipt, invoice or telephone log. Such expenses may include such items as home telephone use, vehicle expenses, resource provision and training. Where teachers are required to undertake industry placement to gain or maintain accreditation to deliver vocational competencies, such placement will occur where possible during normal hours of duty. Where the professional development can be scheduled only outside of school time, the principal shall negotiate with the teacher prior to undertaking the relevant industry placement, arrangements which may include additional release time, timetable adjustments, time-in-lieu provision, adjustments to supervisions and release from other duties. Costs associated with the industry placement will be met by the school.

4.8

School Officers 4.8.1 The provisions of Schedule 3 â&#x20AC;&#x201C; School Officers of this Agreement will operate from, and be implemented from 1 January 2004. 4.8.2 The provisions of the School Officers Award - Non-Governmental Schools relating to Characteristics, Typical Duties/Skills and wage relativities will be replaced by the provisions of Schedule 3 - School Officers of this Agreement. Further, Schedule 1 â&#x20AC;&#x201C; Salary, Wages and Allowances prescribes the quantum of allowances which are defined in the Schedule 3 â&#x20AC;&#x201C; School Officers. 4.8.3 (a)

The parties recognise that the Australian Quality Training Framework (AQTF) may be relevant to this matter and there is a need to consider the implications of the AQTF to the recognition of qualifications.

(b)

It is accepted that the recognition of qualifications for Level 2 School Officers may be the subject of further discussions between the parties during the life of this Agreement and may be a matter for negotiation for a replacement Certified Agreement.

(a)

The parties recognise that the Queensland Independent Education Union may seek arbitration of the Award wage relativities applying to Level 7 School Officers.

(b)

The parties agree that should the arbitration result in Award wage relativities for Level 7 which are higher than those contained in this Certified Agreement then such higher relativities (and resultant wage rates) will be reflected in this Agreement. Any consequent process to amend this Agreement will be consistent with the provisions of the Industrial Relations Act 1999.

4.8.4

4.8.5 School officer relief provision The employing authority agrees that when a school officer who is undertaking duties with essential student supervision responsibilities that cannot be reallocated, is absent from work due to the accessing of leave, they will be replaced, where a suitable replacement is available, by another employee for the duration of their absence. This clause will not apply where the absence is less than 5 hours.

4.9

Specialist Teachers The central principle of the appointment of specialist teachers (primary), teacher librarians and support teachers is to maximise learning opportunities and outcomes for students. In recognition of the particular work patterns of such employees the parties agree to implement provisions which 4.9.1 clarify the role and responsibility of these employees 4.9.2 determine appropriate contact and non-contact time 4.9.3 clarify the nature of other duties 4.9.4 clarify the work pattern of itinerant teachers 4.9.5 confirm (already agreed) travel arrangements. The agreed provisions shall operate no later than the first full pay period on or after 1 July 2004.

4.10 Length of school terms

12 The parties agree to support a state-wide implementation of a standard length for the school terms such that the teaching period does not vary by more than one (1) week from a standard four (4), ten (10) week terms in each school year.

4.11 Workplace stress 4.11.1 Preamble The prevention and management of workplace stress helps secure a safer and healthier and more effective workplace for employees. The term 'workplace stress' refers to those negative reactions people have to aspects of their environment due to pressures within the work environment. The employer recognises its legal requirement to assess the working environment for systems and practices that may lead to negative stress response and to put into place preventative measures. It is also recognised that policies which benefit employee health can improve productivity. Low levels of negative stress response are associated with low levels of staff turnover, absenteeism and low rates of injury. Workplaces that are perceived as healthy are characterised by clear policies and active methods of dealing with people which encourage (a)

respect for the dignity of each employee

(b)

regular feedback and recognition of performance

(c)

clear goals for employees in line with organisational goals

(d)

employee input into decision-making and career progression

(e)

consistent and fair management actions.

4.11.2 Implementation The employing authority agrees to the implementation of strategies to prevent and address workplace stress. 4.11.3 Managing Workplace Stress Stress management interventions shall be based on prevention, management and minimisation strategies and are aimed at identifying and eliminating causes of workplace stress. 4.11.4 Structured Approach A structured step-by-step problem solving approach involving participation and consultation shall be adopted to identify and focus on the real issues causing workplace stress. 4.11.5 Control Strategies Control strategies shall be adopted to reduce the incidence of workplace stress.

4.12 Complaints against employees 4.12.1 The parties acknowledge that schools are a partnership between the employing authority, staff, students and parents. The employing authority will ensure that guidelines exist to cover situations where complaints are made against employees. 4.12.2 The guidelines will ensure that, in dealing with a complaint, the concerns are addressed in an objective and sensitive manner giving due consideration to the reputation and dignity of the persons concerned, and that any staff member who is subject to a complaint will be afforded the fundamental principles of natural justice within a fair and transparent process. 4.12.3 The parties agree that a policy and guidelines consistent with these principles shall be developed or reviewed in consultation with employees and their union. Once developed or reviewed the policy and guidelines will be documented and recorded by the parties. 4.12.4 It is recognised that these processes are not those used to deal with situations where allegations of abuse or sexual misconduct are made against employees.

4.13 Induction 4.13.1 An induction program shall be implemented for all employees and shall include as a minimum (a)

provision of a duty statement.

(b)

identification of lines of support .

13 (c)

provision of materials relevant to the ethos and mission of the system/school.

(d)

provision of documents relevant to the system / school policy and procedures.

(e)

provision of clear guidance in terms of curriculum expectation and implementation.

(f)

provision of documentation and training consistent with workplace health and safety requirements specific to the duties undertaken by the employee.

(g)

provision of information relevant to union coverage and benefits.

(h)

provision of information relevant to superannuation entitlements and options.

4.13.2 Notification of employment details All employees will be provided with written advice prior to the commencement of their engagement setting out the (a)

nature of their employment (i.e. full-time, part-time, term-time, casual, fixed-term etc).

(b)

date of commencement of duties.

(c)

job title and a short description of the duties required.

As soon as is practicable, the following additional details will be provide on the employee’s pay advice (i)

classification level and, where appropriate, the incremental step, and

(ii)

rate of wages to be paid.

4.14 Union Education Leave (Brisbane Catholic Education Only) To amend existing Clause 6.3 from Brisbane Catholic Education Certified Agreement CA 551 of 1998 4.14.1 Paid leave of absence may be granted to employees under the following conditions. (a)

Up to three days leave on ordinary pay shall be granted to attend courses and seminars conducted by; TUTA (Trade Union Training Australia Inc), ACTU or, specific union training courses approved by the union.

(b)

Courses other than those approved by the (previous) Trade Union Training Authority shall be subject to consultation between the employing authority and Unions who are parties to this Agreement.

(c)

The leave shall be non-cumulative. One month’s notice must be given of the employee's intention to take this leave.

(d)

The application for leave shall be endorsed by the respective union.

(e)

The granting of such leave shall be subject to the reasonable convenience of the employing authority having regard to the efficient operation of the school concerned. Consistent with the College’s/School’s professional development guidelines the employer shall not unreasonably withhold approval to attend such courses.

(f)

No employee shall be granted leave in excess of the duration of the course – i.e. travelling time is not included.

(g)

The employing authority is not responsible for any additional costs except for the payment of relief employees where this is considered appropriate. The maximum number of employees at a particular school who may avail themselves of this leave at the same time are: (i)

(ii)

Teachers

•

where the school employs up to 30 teachers - 1 teacher

•

where the school employs more than 30 teachers - 2 teachers.

Non-teaching staff

•

where the school employs up to 8 non-teaching staff - 1 non-teaching employee

•

where the school employs more than 8 non-teaching staff - 2 non-teaching employees.

14 4.14.2 Application Applications for this leave must be submitted through the principal to Personnel Services within the prescribed time limits and must include the following documentation: (a)

an application for leave (E6 Form);

(b)

details of the course to be attended; and

(c)

endorsement from the respective Union.

4.15 Union development leave An employee may request leave without pay for a minimum of four (4) weeks and a maximum of up to two (2) terms for union training and development. During this leave, the union will be this person’s employer and the union will be responsible for the payment of the person’s salary. Accruals of leave for the person shall continue during a union leave of absence and provision for the costs of such accruals shall be included in a payment to the employing authority. The Catholic education employing authority will maintain the employee’s continuity of employment. Upon completion of the leave of absence, the employee will return to his/her former position. Union development leave is restricted to not more than three (3) employees per year from Brisbane Catholic Education and two (2) employees per year from each other Diocesan Catholic education employing authority. The two employees from an employing authority should not be from the same school unless agreed upon by the employing authority. An employee will not be eligible to apply for union development leave more than once in any three (3) year period. Such leave will be at the discretion of the employing authority. Normally, there will be at least three (3) months’ notice given, in order to secure such leave. The impact on the school, its students and staffing profile will be taken ni to account in the granting of such leave. The employing authority will not unreasonably withhold approval of such leave. The employing authority will identify any reasonable consequential location, advertising or other expense arising from the granting of union development leave and the union will meet the costs where agreed.

4.16 Banking of authorised overtime This clause replaces the provisions of Clause 6.2 of the School Officers’ Award – Non-Governmental Schools. 4.16.1 Subject to the provisions of this clause the ordinary hours of work for an employee shall not exceed 38 hours per week. 4.16.2 Such ordinary hours of work shall be worked continuously (except for meal breaks) between 7.00a.m. and 6.00p.m. on Mondays to Fridays inclusive. 4.16.3 The normal starting and finishing times of ordinary hours shall be established at the point of engagement and may only be varied by the employing authority with two weeks’ notice, or a shorter period by mutual agreement. 4.16.4 Where the employ ing authority requires an employee to work either before these normal starting times or after these normal finishing times, the employee may choose to receive overtime payment in accordance with sub-clause 4.16.5 or the employee may choose, subject to the provisos outlined in 4.16.6, to bank time, and be accessed in accordance with sub-clause 4.16.6. 4.16.5 Except as provided in sub-clause 4.16.6, any authorised time outside, or in excess of, the ordinary hours of work, will be overtime and will be paid for at the rate of time and one-half for the first three (3) hours and double time thereafter. 4.16.6 Notwithstanding the provisions of sub-clause 4.16.5, an employee who has undertaken authorised overtime may bank time which will be paid as time off in lieu in accordance with this sub-clause. (a)

Only the first three (3) hours of overtime at any one day may be banked.

(b)

Banked time taken as time off in lieu will be taken and paid for at the rate of ordinary time. Overtime on any one day, in excess of three (3) hours, will be paid at the rate of double time.

(c)

An employee may choose to bank time to be paid during a vacation period. An employee exercising this option must allocate all banked time off in lieu toward payment during the

15 vacation period(s). Banked time taken at other times will be taken at a mutually convenient time. (d)

Where an employee exercises their choice to access time off in lieu during a vacation period the employee must advise their employer in writing of this decision and the period(s) when they wish to receive payment within four (4) weeks of the first banking of overtime in that school year.

(e)

Time off in lieu, except for that described in paragraph (c) must be taken within six (6) months of its accrual and will be taken at a mutually convenient time.

(f)

Any banked time not taken in accordance with paragraphs (c) or (e) will be paid at the rate of time and one-half.

4.17 Health check leave The parties recognise the importance of employees maintaining healthy lifestyles and regular health check-ups. The employing authority agrees that employees with forty (40) or more days of accumulated sick leave shall be entitled to use one (1) day per annum of the accumulated sick leave to obtain medical advice and/or treatment of a preventative nature. The employee shall, where practicable, give the employing authority two (2) weeks’ notice prior to taking health check leave.

4.18 Casual employment 4.18.1 Casual loading As from the first full pay period on or after the coming into effect of this Agreement, the casual loading payable to relevant employees will be twenty-three per cent (23%) unless varied within the life of this Agreement by a general ruling of the Queensland Industrial Relations Commission. 4.18.2 Duties A casual employee cannot be directed to perform duties in excess of those for which the employee is paid.

4.19 Part-time teachers The provisions of the Teachers’ Award – Non Governmental Schools apply except where specifically varied by this provision. 4.19.1 The status and rate of payment of a part time teacher as set out hereunder shall be determined by the employing authority at point of engagement. 4.19.2 The rate of payment for part-time teachers shall be calculated by: (a)

Dividing the fortnightly rate of prescribed salary for a teacher of equivalent teaching experience and academic qualification by 53 and adding a loading. The loading shall be 23% unless varied by a general ruling of the Queensland Industrial Relations Commission. No payment shall be made to such part-time teachers for statutory holidays, school vacation periods or days absent from duty because of illness or any other reason; or

(b)

Dividing the fortnightly rate of prescribed salary for a teacher of equivalent teaching experience and academic qualification by 60. Part-time teachers employed in accordance with this provision shall accrue a pro rata entitlement to sick leave and vacation periods based on the average weekly hours of employment.

4.19.3 No existing employee will have the basis of his/her employment changed unless the change is agreed to by the employee. 4.19.4 A part-time teacher in secondary schools and in secondary departments of primary schools shall be allowed time for corrections, assessments or evaluations at the school not less than at the rate of one (1) hour for every five (5) hours of teaching time. This time shall be paid at the appropriate part time rate. 4.19.5 No part -time teacher shall be employed in a school or schools operated by the employing authority for more than an aggregate of sixteen (16) hours of actual teaching per week or if employed in more than one school be actually engaged in teaching for an aggregate time in excess of nineteen (19) hours per week.

16 4.19.6 Notwithstanding the above, a part time teacher fulfilling the role of specialist teacher or senior administration relief in a primary school may be employed in such school or schools operated by the employing authority for an aggregate of 22 hours per week. 4.19.7 The provisions of Clause 12 (Salary Increments) contained in the Teachers' Award NonGovernmental Schools shall apply to part -time teachers: Provided that a part-time teacher shall be deemed to have completed a year of service, for the purpose of this clause and this clause only when the aggregate amount of time paid in respect of work performed is 1,000 hours. 4.19.8 Payment shall also be made at the prescribed rate to a part-time teacher whose class or classes are not available unless notice of the unavailability of such classes has been given to the part-time teacher on the preceding school day.

4.20 Workplace harassment The employing authority agrees to ensure workplace harassment policies and procedures. The policy development (if relevant) shall take place within the life of this Agreement and shall occur in consultation with the union and their representatives. The structure of the policy and procedures will be determined by the employing authority, but consideration will be given to the following: 4.20.1 Policy Consideration will be given to the following inclusions: (a)

Definition of workplace harassment and provision of examples of the types of behaviour which constitute such harassment;

(b)

A statement that workplace harassment is unacceptable and will not be tolerated;

(c)

A statement as to the negative impact on individuals, colleagues and the organisation;

(d)

An encouragement to workers who experience or witness workplace harassment to engage in procedures to end such behaviour;

(e)

A commitment to education and training in regard to the policy and procedures on a regular basis or at least once per year; and

(f)

Provision for the appointment, training and time release of contact person(s) to handle complaints.

4.20.2 Procedures The procedures shall: (a)

be fair and equitable;

(b)

ensure principles of natural justice are upheld;

(c)

respect privacy and confidentiality;

(d)

be undertaken with discretion so as to protect the reputation of the persons being investigated;

(e)

be aimed at resolving the problem rapidly;

(f)

ensure that accurate records and documentation are kept;

(g)

include procedural steps for dealing with the alleged harassment; and

(h)

include formal steps for dealing with the alleged harassment which incorporates an investigative process outlining how and who will conduct the investigation, the rights of both the respondent and the complainant to representation and the need for each party to receive a report on the outcome.

4.20.3 The policy and procedures shall be available to all staff and their availability advertised widely.

4.21 Integrating ICT into school practice The parties acknowledge the importance of integrating information and communication technologies (ICTs) into teaching programs and school operations in order to enhance quality teaching, learning and administration.

17 4.21.1 The school’s ICT plans should address the adequate resourcing of students and staff in terms of hardware, software, systems and technical support and should include consideration of and strategies that address the following: (a)

Access to ICT Resources;

(b)

Support for ICT Development and ongoing implementation;

(c)

Professional development needs of employees.

4.21.2 Any development of ICT policy and guidelines and the implementation of policy and guidelines shall be in consultation with employees. The policy should include an Acceptable Use of ICT statement and procedures for staff and students which should address issues including: (a)

use by students of employees’ workplace email addresses;

(b)

the definition of work-related use; and

(c)

clarification of monitoring.

4.21.3 The development and use of ICTs, which assist teaching, learning and administrative support, requires a differently-skilled workforce. The parties acknowledge that each staff member has a commitment to professional development and training involving both the schools and their own time. 4.21.4 The employing authority agrees to support each employee as they work towards attaining the ICT competency standards as identified by each employing authority. The standards will be developmental in nature and reflect current best practice. Where they do not already exist, competency standards will be determined in consultation with employees. 4.21.5 Except where the employing authority sponsors, provides and/or pays for the professional development, the cost shall be met by the individual employee.

4.22 Breast-feeding and expressing facilities The employing authority will, upon request, provide a private and secure area for the purpose of breastfeeding and/or expressing and storing milk separate to communal staff facilities.

4.23 Access to Leave – Terminally Ill Member of Household Employees are entitled to access paid leave of up to ten (10) days, in addition to the existing Family Leave provision, to care and support a household or an immediate family member who is terminally ill. Such leave shall be deducted from the employee’s sick leave accrual. A further three (3) months of unpaid leave can be accessed by the employee to continue such care and support if necessary. An employing authority may request a doctor’s certificate indicating the terminal nature of the illness.

4.24 Job share The parties agree that job share provisions can assist employees in balancing work and family demands throughout various stages of their life and work cycle and as such job share can have advantages for employees and employing authorities. The employing authority agrees to implement job share provisions. 4.24.1 Teachers Brisbane Catholic Education and Diocesan Catholic Education Office, Rockhampton agree to continue the implementation of job share provisions in accordance with current agreed guidelines. Other employing authorities agree to implement a job share provision in accordance with guidelines agreed during the life of the Agreement, in consultation with the union. The agreed guidelines are attached to this Agreement as Schedule 7 – Job Share. 4.24.2 School Officers and Services Staff Job Share may be available to School Officers and Services employees holding full-time continuing positions. Such job share provisions will be at the employing authority’s discretion.

18 Employing authorities will develop administrative guidelines for such job share in the first year of this Agreement.

4.25 Long Service Leave The parties agree to review and amend, as appropriate, Long Service Leave arrangements consequent upon amendments to the Industrial Relations Act 1999 (the Act). This review will be carried out, and amendments made, on the basis of, but not limited to the following. 4.25.1 Employees are entitled to pro rata Long Service Leave after completing the quantum of service identified in the Act for eligibility for pro rata leave. 4.25.2 The accrual rate for Long Service Leave is the rate identified in previous Certified and Industrial Agreements. 4.25.3 Any period of Long Service Leave taken by an employee is exclusive of any public holidays or vacation periods (as the case may be) which may fall during the period of Long Service Leave.

4.26 Portability of Long Service Leave From 1 January 2004, Long Service Leave accruals with Catholic education employing authorities shall be portable for school officers and services staff provided that: (a)

all continuous service with the employee’s employer as at 1 January 2004 shall be portable for the purpose of Long Service Leave accrual; and

(b)

all continuous service, from 1 January 1994, with a Catholic education employing authority shall be portable for the purp ose of Long Service Leave accrual; and

(c)

there must be continuity of service between Catholic education employing authorities.

4.27 Portability of Sick Leave 4.27.1 There will be portability of sick leave among all Catholic education employing authorities within Queensland conditional upon the following. (a)

All sick leave accruing after the date of certification of the Agreement will be portable; and

(b)

There must be continuity of service between Catholic education employing authorities; and

(c)

As of twelve (12) months after the certification date of this Agreement, the provision that exists for the recognition of eight (8) days sick leave for an employee who moves from one Catholic education employer to another will cease.

4.27.2 Sick Leave access for teachers Diocesan employing authorities agree to formalise and continue the provision of access to sick leave which has been available to teachers working in Diocesan schools. This provision is inserted in Schedule 5 – Portability of Employee Benefits of this Agreement.

4.28 Salary packaging 4.28.1 The employing authority agrees to the implementation of salary packaging for components other than superannuation, from the first full pay period on or after 1 April 2004. Administrative guidelines will be developed by the employing authority and made available to all employees. 4.28.2 Components that may be subject to salary packaging arrangements shall be specified by the employing authority and may include, but are not limited to: mobile phones; laptop computers; self education expenses; motor vehicles; childcare expenses; work related equipment; accident or income protection insurance premiums; technical journal subscriptions; uniforms; protective clothing; union fees or professional association fees. The employing authority shall notify in writing those items which may be included in the salary package. 4.28.3 Where agreement is reached between the employer and the employee, salary packaging arrangements may be made between the individual employee and the employer and shall be recorded in writing. 4.28.4 Where such an agreement is reached, the employee's total salary shall be reduced by an amount equivalent to that agreed between the employer and employee plus any relevant tax liability including fringe benefits tax incurred by the employer. 4.28.5 The employee’s salary used to calculate superannuation contributions, leave loading, long service leave, severance and termination payment entitlements, will be the gross base salary as per

19 Schedule 1 - Wages of this Agreement the employee would receive if not taking part in the salary packaging arrangement. 4.28.6 The maximum amount allowable for salary packaging purposes shall be in accordance with the provisions of the Australian Taxation Office. 4.28.7 Salary packaging arrangements may be altered once per annum. 4.28.8 The employing authority reserves the right to outsource the administration of salary packaging arrangements to a provider appointed by the employing authority. 4.28.9 The employing authority will meet the cost associated with the transmission of approved funds to the service provider. The costs of administration will be borne by the employee in regard to their own package. 4.28.10Where the employing authority determines that it will internally administer the salary packaging, the costs borne by the employee will be consistent with the costs of administering the elements in the package and will be consistent with that which would be charged by an outsourcer for an equivalent package. 4.28.11Notwithstanding the foregoing, the costs of administration of salary packaging for the purpose of superannuation only shall be met by the employing authority as outlined in Clause 6.5 of CA551 of 1998, and Clauses 7.1 of CA606 of 1999, CA602 of 1999, CA604 of 1999, CA603 of 1999, CA601 of 1999 and CA605 of 1999. The provision in each Certified Agreement is set out at Schedule 6 – Salary Packaging.

4.29 Pay slip advice The employing authority agrees to the implementation of measures to provide all employees with details of leave accruals where the employing authority does not currently provide such details on Pay Advice Slips. Where information concerning the accrual of sick leave and annual leave is not currently reported on pay slips, the employing authority will respond to employee requests for this information within twenty-one (21) days of receipt of the request. Where the capacity to report on these accruals currently does not exist, the employing authority will work towards achieving this capacity within the life of the Agreement. Employees who currently receive such information on Pay Advice Slips shall continue to be provided with such information on Pay Advice Slips. Employing authorities will advise employees when they are eligible for Long Service Leave. They will respond to requests from employees for an assessment of current long service leave accrual within twenty-one (21) days of receipt of the request.

4.30 Positions of Added Responsibility and Senior Administration 4.30.1 The parties agree that arrangements for Positions of Added Responsibility and Senior Administration are in Schedule 2 – Senior Administration and Positions of Added Responsibility of this Agreement. 4.30.2 During the life of this Agreement, Diocesan employing authorities will, in consultation with QIEU, investigate: (a)

how primary schools are providing for the coordination of technology, sport and curriculum; and

(b)

any release time or allowances allocated to teachers to undertake the above tasks. This release time or allowance would be in addition to that detailed in current awards and agreements (and for Rockhampton, as detailed in the document “Assistant to the Principal – Curriculum Primary Schools”, 18 June 2001). The above tasks and requirements do not apply to duties undertaken by teachers as part of a Leading Teacher Action Plan or to activities utilised by Advanced Skills Teachers to meet the criteria for attaining AST status. Employing authorities reserve their position concerning any outcome from the review.

PART 5 – NEW AGREEMENT 5.1

New agreement

20 The parties agree to re-open negotiations at least three (3) months prior to the expiry of this Agreement, with a view to negotiate a further agreement.

PART 6 â&#x20AC;&#x201C; SIGNATORIES TO AGREEMENT

Signed for and on behalf of the Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane (Brisbane Catholic Education)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Roman Catholic Trust Corporation for the Diocese of Cairns

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Roman Catholic Trust Corporation for the Diocese of Rockhampton

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Corporation of the Roman Catholic Diocese of Toowoomba

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Roman Catholic Trust Corporation for the Diocese of Townsville

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Corporation of the Sisters of Mercy of the Diocese of Townsville

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Corporation of the Sisters Of Mercy of the Diocese of Cairns

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Queensland Independent Education Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Australian Liquor, Hospitality and Miscellaneous Workers’ Union – Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of Queensland Nurses’ Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Australian Workers’ Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Plumbers and Gasfitters Employeesâ&#x20AC;&#x2122; Union of Australia, Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Transport Workersâ&#x20AC;&#x2122; Union of Australia, Union of Employees (Queensland Branch)

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Construction, Forestry, Mining and Energy, Industrial Union of Employees, Queensland

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Shop, Distributive and Allied Employees Association (Queensland Branch) Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

Signed for and on behalf of the Federated Clerks Union of Australia, North Queensland Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

Signed for and on behalf of the Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees

In the presence of:

(signature)

(witness to sign)

(print name)

SCHEDULE 1 – SALARY, WAGES AND ALLOWANCES WAGE SCHEDULE Employees living in regions other than South-East Queensland will receive an additional division and district allowance as per their award. Teachers’ Award – Non-Governmental Schools

Classification

3.8% Increase as at 1 June, 2003 Fortnightly Annual Full Time Casual (Hourly) 23%

3.5% Increase as at 1 July, 2004 Fortnightly Annual Full Time Casual (Hourly) 23%

3.5% Increase as at 1 July, 2005 Fortnightly Annual Full Time Casual (Hourly) 23%

Band 1 Step 1 Step 2 Step 3 Step 4

$1,374.20 $1,413.20 $1,460.70 $1,511.00

$35,852.00 $36,869.00 $38,108.00 $39,420.00

$22.90 $23.55 $24.35 $25.18

$31.89 $32.80 $33.90 $35.07

$1,422.30 $1,462.70 $1,511.80 $1,563.90

$37,107.00 $38,161.00 $39,442.00 $40,801.00

$23.71 $24.38 $25.20 $26.07

$33.01 $33.95 $35.09 $36.29

$1,472.10 $1,513.90 $1,564.70 $1,618.60

$38,406.00 $39,497.00 $40,822.00 $42,228.00

$24.54 $25.23 $26.08 $26.98

$34.16 $35.13 $36.31 $37.56

Band 2 Step 1 Step 2 Step 3 Step 4 Step 5

$1,553.10 $1,639.30 $1,725.10 $1,811.20 $1,897.60

$40,519.00 $42,768.00 $45,006.00 $47,252.00 $49,506.00

$25.89 $27.32 $28.75 $30.19 $31.63

$36.04 $38.04 $40.04 $42.03 $44.04

$1,607.50 $1,696.70 $1,785.50 $1,874.60 $1,964.00

$41,939.00 $44,266.00 $46,583.00 $48,907.00 $51,240.00

$26.79 $28.28 $29.76 $31.24 $32.73

$37.31 $39.38 $41.44 $43.50 $45.58

$1,663.80 $1,756.10 $1,848.00 $1,940.20 $2,032.70

$43,408.00 $45,816.00 $48,213.00 $50,619.00 $53,032.00

$27.73 $29.27 $30.80 $32.34 $33.88

$38.61 $40.75 $42.89 $45.03 $47.17

Band 3 Step 1 Step 2 Step 3 Step 4

$1,969.50 $2,041.70 $2,113.50 $2,189.80

$51,382.00 $53,266.00 $55,139.00 $57,130.00

$32.83 $34.03 $35.23 $36.50

$45.71 $47.38 $49.05 $50.82

$2,038.40 $2,113.20 $2,187.50 $2,266.40

$53,181.00 $55,132.00 $57,071.00 $59,129.00

$33.97 $35.22 $36.46 $37.77

$47.31 $49.04 $50.77 $52.60

$2,109.70 $2,187.20 $2,264.10 $2,345.70

$55,041.00 $57,063.00 $59,069.00 $61,198.00

$35.16 $36.45 $37.74 $39.10

$48.96 $50.76 $52.54 $54.44

Band 2 Step 1 Step 2 Step 3 Step 4 Step 5

$1,553.10 $1,639.30 $1,725.10 $1,811.20 $1,897.60

$40,519.00 $42,768.00 $45,006.00 $47,252.00 $49,506.00

$25.89 $27.32 $28.75 $30.19 $31.63

$36.04 $38.04 $40.04 $42.03 $44.04

$1,607.50 $1,696.70 $1,785.50 $1,874.60 $1,964.00

$41,939.00 $44,266.00 $46,583.00 $48,907.00 $51,240.00

$26.79 $28.28 $29.76 $31.24 $32.73

$37.31 $39.38 $41.44 $43.50 $45.58

$1,663.80 $1,756.10 $1,848.00 $1,940.20 $2,032.70

$43,408.00 $45,816.00 $48,213.00 $50,619.00 $53,032.00

$27.73 $29.27 $30.80 $32.34 $33.88

$38.61 $40.75 $42.89 $45.03 $47.17

Band 3 Step 1 Step 2 Step 3 Step 4

$1,969.50 $2,041.70 $2,113.50 $2,189.80

$51,382.00 $53,266.00 $55,139.00 $57,130.00

$32.83 $34.03 $35.23 $36.50

$45.71 $47.38 $49.05 $50.82

$2,038.40 $2,113.20 $2,187.50 $2,266.40

$53,181.00 $55,132.00 $57,071.00 $59,129.00

$33.97 $35.22 $36.46 $37.77

$47.31 $49.04 $50.77 $52.60

$2,109.70 $2,187.20 $2,264.10 $2,345.70

$55,041.00 $57,063.00 $59,069.00 $61,198.00

$35.16 $36.45 $37.74 $39.10

$48.96 $50.76 $52.54 $54.44

24 Positions of Senior Administration and Positions of Added Responsibility 10.0% 3.8% Increase as at 1 June, 2003

3.5% Increase as at 1 July, 2004

3.5% Increase as at 1 July, 2005

Fortnightly

Annual

Fortnightly

Annual

Fortnightly

Annual

$91.20 $166.70 $242.20 $317.70

` $4,349.00 $6,319.00 $8,288.00

$94.40 $172.60 $250.70 $328.90

$2,463.00 $4,503.00 $6,541.00 $8,581.00

$107.50 $188.40 $269.30 $350.20

$2,805.00 $4,915.00 $7,026.00 $9,136.00

Senior Administration Salary AP Level 1 AP Level 2 AP Level 3

$2,638.80 $2,705.10 $2,768.60

$68,844.00 $70,573.00 $72,230.00

$2,731.20 $71,254.00 $2,799.80 $73,044.00 $2,865.50 $74,758.00

$2,826.80 $2,897.80 $2,965.80

$73,748.00 $75,601.00 $77,375.00

Deputy Principals DP 1st Year DP 2nd Year DP 3rd Year DP 4th Year DP 5th Year

$2,705.10 $2,768.60 $2,838.20 $2,907.20 $2,980.20

$70,573.00 $72,230.00 $74,046.00 $75,846.00 $77,750.00

$2,799.80 $2,865.50 $2,937.50 $3,009.00 $3,084.50

$2,897.80 $2,965.80 $3,040.30 $3,114.30 $3,192.50

$75,601.00 $77,375.00 $79,318.00 $81,249.00 $83,289.00

Position Middle Management Allowances PAR Level 1 PAR Level 2 PAR Level 3 PAR Level 4

$73,044.00 $74,758.00 $76,636.00 $78,502.00 $80,472.00

25 School Counsellors and Special Education Consultants (Teachers) 3.8% 3.5% Increase as at 1 June, 2003 Increase as at 1 July, 2004 Classification Fortnightly Annual Full Time ( Casual Fortnightly Annual Full Time ( Casual Hourly) Hourly) Primary 1st Year of Service 2nd Year of Service 3rd Year of Service

$2,356.40 $2,431.80 $2,507.30

$61,476.00 $63,443.00 $65,413.00

$39.27 $40.53 $41.79

3.5% Increase as at 1 July, 2005 Fortnightly Annual Full Time Casual ( Hourly)

$54.69 $56.44 $58.19

$2,438.90 $63,628.00 $2,516.90 $65,663.00 $2,595.10 $67,704.00

$40.65 $41.95 $43.25

$56.60 $58.41 $60.23

$2,524.30 $65,856.00 $2,605.00 $67,962.00 $2,685.90 $70,072.00

$42.07 $43.42 $44.77

$58.58 $60.46 $62.33

1st Year of Service $2,356.40 $61,476.00 $39.27 $54.69 2nd Year of Service $2,431.80 $63,443.00 $40.53 $56.44 3rd Year of Service $2,507.30 $65,413.00 $41.79 $58.19 Teachers’ Award – Non-Governmental Schools – Teaching Allowances

$2,438.90 $63,628.00 $2,516.90 $65,663.00 $2,595.10 $67,704.00

$40.65 $41.95 $43.25

$56.60 $58.41 $60.23

$2,524.30 $65,856.00 $2,605.00 $67,962.00 $2,685.90 $70,072.00

$42.07 $43.42 $44.77

$58.58 $60.46 $62.33

Secondary

10% 3.8%

3.5%

Increase as at 1 June, 2003 Per Hour Fortnightly Annual

Increase as at 1 July, 2004 Per Hour Fortnightly Annual

Increase as at 1 July, 2005 Per Hour Fortnightly Annual

AST 1 BCE only AST 2 BCE only AST1 All Other Authorities

$91.20 $160.20 $69.00

$2,379.00 $4,179.00 $1,800.00

$94.40 $165.80 $71.40

$2,463.00 $4,326.00 $1,863.00

$107.50 $181.40 $81.30

$2,805.00 $4,733.00 $2,121.00

Leading Teacher

$91.20

$2,379.00

$94.40

$2,463.00

$107.50

$2,805.00

MODERATION 2 Teachers 1 Teacher

$20.30 $13.70

$530.00 $357.00

$21.00 $14.20

$548.00 $370.00

$21.70 $14.70

$566.00 $384.00

SECONDMENT ALLOWANCE First Year Second Year Third Year

$67.80 $84.20 $100.90

$1,769.00 $2,197.00 $2,632.00

$70.20 $87.10 $104.40

$1,831.00 $2,272.00 $2,724.00

$72.70 $90.10 $108.10

$1,897.00 $2,351.00 $2,820.00

OVERTIME

$15.20

$15.73

$16.28

26 School Officersâ&#x20AC;&#x2122; Award â&#x20AC;&#x201C; Non-Governmental Schools 3.8% Increase as at 1 June, 2003 Southern Division Level

Eastern Districts

Western Districts

Mackay

As at 1-Jan-04

3.5% Increase as at 1 July, 2004

Northern Division

Southern Division

Eastern Districts

Western Districts

Mackay

3.5% Increase as at 1 July, 2005

Northern Division

Southern Division

Eastern Districts

Western Districts

Northern Division Mackay

Eastern Districts

Western Districts

Level 1 Step 1 Step 2 Step 3 Step 4

$541.90 $553.40 $564.60 $576.00

$542.95 $554.45 $565.65 $577.05

$542.80 $554.30 $565.50 $576.90

$542.95 $554.45 $565.65 $577.05

$545.15 $556.65 $567.85 $579.25

$560.90 $572.80 $584.40 $596.20

$561.95 $573.85 $585.45 $597.25

$561.80 $573.70 $585.30 $597.10

$561.95 $573.85 $585.45 $597.25

$564.15 $576.05 $587.65 $599.45

$580.50 $592.80 $604.90 $617.10

$581.55 $593.85 $605.95 $618.15

$581.40 $593.70 $605.80 $618.00

$581.55 $593.85 $605.95 $618.15

$583.75 $596.05 $608.15 $620.35

Step 1 Step 2 Step 3

$587.30 $603.10 $610.10

$588.35 $604.15 $611.15

$588.20 $604.00 $611.00

$588.35 $604.15 $611.15

$590.55 $606.35 $613.35

$607.90 $624.20 $631.50

$608.95 $625.25 $632.55

$608.80 $625.10 $632.40

$608.95 $625.25 $632.55

$611.15 $627.45 $634.75

$629.20 $646.00 $653.60

$630.25 $647.05 $654.65

$630.10 $646.90 $654.50

$630.25 $647.05 $654.65

$632.45 $649.25 $656.85

Step 1 Step 2 Step 3 Step 4

$610.10 $624.70 $653.10 $671.40

$611.15 $625.75 $654.15 $672.45

$611.00 $625.60 $654.00 $672.30

$611.15 $625.75 $654.15 $672.45

$613.35 $627.95 $656.35 $674.65

$662.80 $675.50 $688.20 $694.90

$663.85 $676.55 $689.25 $695.95

$663.70 $676.40 $689.10 $695.80

$663.85 $676.55 $689.25 $695.95

$666.05 $678.75 $691.45 $698.15

$686.00 $699.10 $712.30 $719.20

$687.05 $700.15 $713.35 $720.25

$686.90 $700.00 $713.20 $720.10

$687.05 $700.15 $713.35 $720.25

$689.25 $702.35 $715.55 $722.45

Step 1 Step 2 Step 3

$683.50 $701.90 $720.40

$684.55 $702.95 $721.45

$684.40 $702.80 $721.30

$684.55 $702.95 $721.45

$686.75 $705.15 $723.65

$707.40 $726.50 $745.60

$708.45 $727.55 $746.65

$708.30 $727.40 $746.50

$708.45 $727.55 $746.65

$710.65 $729.75 $748.85

$732.20 $751.90 $771.70

$733.25 $752.95 $772.75

$733.10 $752.80 $772.60

$733.25 $752.95 $772.75

$735.45 $755.15 $774.95

Step 1 Step 2 Step 3

$744.70 $762.80 $781.10

$745.75 $763.85 $782.15

$745.60 $763.70 $782.00

$745.75 $763.85 $782.15

$747.95 $766.05 $784.35

$770.80 $789.50 $808.40

$771.85 $790.55 $809.45

$771.70 $790.40 $809.30

$771.85 $790.55 $809.45

$774.05 $792.75 $811.65

$797.80 $817.10 $836.70

$798.85 $818.15 $837.75

$798.70 $818.00 $837.60

$798.85 $818.15 $837.75

$801.05 $820.35 $839.95

Step 1 Step 2 Step 3 Step 4 Step 5

$806.00 $849.90 $893.70 $938.50 $981.30

$807.05 $850.95 $894.75 $939.55 $982.35

$806.90 $850.80 $894.60 $939.40 $982.20

$807.05 $850.95 $894.75 $939.55 $982.35

$809.25 $853.15 $896.95 $941.75 $984.55

Level 2

Level 3 $640.40 $652.70 $664.90 $671.40

Level 4

Level 5

Level 6 $834.20 $835.25 $835.10 $835.25 $837.45 $863.40 $864.45 $864.30 $864.45 $866.65 $879.60 $880.65 $880.50 $880.65 $882.85 $910.40 $911.45 $911.30 $911.45 $913.65 $925.00 $926.05 $925.90 $926.05 $928.25 $957.40 $958.45 $958.30 $958.45 $960.65 $971.30 $972.35 $972.20 $972.35 $974.55 $1,005.30 $1,006.35 $1,006.20 $1,006.35 $1,008.55 $1,015.60 $1,016.65 $1,016.50 $1,016.65 $1,018.85 $1,051.10 $1,052.15 $1,052.00 $1,052.15 $1,054.35

Level 7 Step 1 Step 2 Step3 Step 4 Step 5

$994.00 $1,012.50 $1,030.90 $1,049.10 $1,067.30

Allowances First Aid Allowance Qualification Allowance

Juniors 15 years 16 years 17 years 18 years 19 years 20 years

$10.38 $24.19

$1,028.80 $1,047.90 $1,067.00 $1,085.80 $1,104.70

$10.74 $25.04

Zone allowances are added to the Southern Division Eastern District as follows: Southern Division Western District - $1.05 Mackay - $0.90 Northern Division Eastern District - $1.05 Northern Division Western District - $3.25

$1,029.85 $1,048.95 $1,068.05 $1,086.85 $1,105.75

$1,029.70 $1,048.80 $1,067.90 $1,086.70 $1,105.60

$1,029.85 $1,048.95 $1,068.05 $1,086.85 $1,105.75

$1,032.05 $1,051.15 $1,070.25 $1,089.05 $1,107.95

$1,064.80 $1,084.60 $1,104.30 $1,123.80 $1,143.40

$11.12 $25.92

$1,065.85 $1,085.65 $1,105.35 $1,124.85 $1,144.45

$1,065.70 $1,048.80 $1,067.90 $1,086.70 $1,105.60

$1,065.85 $1,085.65 $1,105.35 $1,124.85 $1,144.45

$1,068.05 $1,087.85 $1,107.55 $1,127.05 $1,146.65

27 Miscellaneous Workersâ&#x20AC;&#x2122; Award â&#x20AC;&#x201C; State

Level

Western Districts $508.65 $539.15 $567.45 $610.55

Eastern Western Eastern Western Districts Districts Districts Districts

Level 1 Level 2 Level 3 Level 4

$507.60 $538.10 $566.40 $609.50

$508.50 $539.00 $567.30 $610.40

$508.65 $539.15 $567.45 $610.55

$510.85 $541.35 $569.65 $612.75

$525.40 $556.90 $586.20 $630.80

Cleaner (Day) Shift Cleaner (Day + 15%) Caretaker

$538.10 $539.15 $539.00 $618.80 $619.85 $619.70 $538.10 $539.15 $539.00

$539.15 $619.85 $539.15

$541.35 $556.90 $622.05 $640.40 $541.35 $556.90

$526.45 $557.95 $587.25 $631.85

Eastern Western Eastern Western Districts Districts Districts Districts $526.30 $557.80 $587.10 $631.70

$557.95 $557.80 $641.45 $641.30 $557.95 $557.80

$526.45 $557.95 $587.25 $631.85

$528.65 $560.15 $589.45 $634.05

$543.80 $576.40 $606.70 $652.90

$544.85 $577.45 $607.75 $653.95

$557.95 $560.15 $576.40 $577.45 $641.45 $643.65 $662.90 $663.95 $557.95 $560.15 $576.40 $577.45

Allowances Broken Shift Caretakers without quarters

$7.32 per day $7.98 weekly

$ 7.58 per day $ 8.26 weekly

$7.84 per day $8.55 weekly

Caretakers without fuel or light Toilet Cleaning Allowance In Charge of up to 15 Employees In Charge of more than 15 Employees

$3.44 weekly $6.46 weekly

$ 3.56 weekly $ 6.69 weekly

$3.69 weekly $6.92 weekly

$13.87 weekly

$ 14.36 weekly

$14.86 weekly

$20.83 weekly

$ 21.56 weekly

$22.31 weekly

Eastern Western Districts Districts $544.70 $577.30 $607.60 $653.80

$544.85 $577.45 $607.75 $653.95

$547.05 $579.65 $609.95 $656.15

$577.30 $577.45 $663.80 $663.95 $577.30 $577.45

$579.65 $666.15 $579.65

28 Greenkeeping Industry Award â&#x20AC;&#x201C; State

Level

Level 1 Trainees upto 3 months Trainees upto 6 months

$485.85 $485.70 $508.45 $508.30

$485.85 $508.45

$488.05 $510.65

$507.90 $525.20

$508.95 $508.80 $526.25 $526.10

$508.95 $526.25

$511.15 $528.45

$531.80 $543.60

$532.85 $532.70 $544.65 $544.50

$532.85 $544.65

$535.05 $546.85

$533.20

$534.25 $534.10

$534.25

$536.45

$551.90

$552.95 $552.80

$552.95

$555.15

$571.20

$572.25 $572.10

$572.25

$574.45

Level 3 Greenkeeper

$564.60

$565.65 $565.50

$565.65

$567.85

$584.40

$585.45 $585.30

$585.45

$587.65

$604.90

$605.95 $605.80

$605.95

$608.15

Level 4

$610.10

$611.15 $611.00

$611.15

$613.35

$631.50

$632.55 $632.40

$632.55

$634.75

$653.60

$654.65 $654.50

$654.65

$656.85

Level 5

$640.40

$641.45 $641.30

$641.45

$643.65

$662.80

$663.85 $663.70

$663.85

$666.05

$686.00

$687.05 $686.90

$687.05

$689.25

Level 6

$671.40

$672.45 $672.30

$672.45

$674.65

$694.90

$695.95 $695.80

$695.95

$698.15

$719.20

$720.25 $720.10

$720.25

$722.45

Level 2 Assistant Greenkeeper Groundsman All Other Employees

Juniors Under 18 Juniors Under 17

29 Building Products, Manufacture and Minor Maintenance Award â&#x20AC;&#x201C; State Position

Labour Tradesman

3.8% Increase as at 1 June, 2003 Southern Division Mackay Northern Division Eastern Western Eastern Western Districts Districts Districts Districts $498.00 $499.05 $498.90 $499.05 $501.25 $610.10 $611.15 $611.00 $611.15 $613.35

Tool Allowance: Carpenter and/or Joiner

3.5% Increase as at 1 July, 2004 Southern Division Mackay Northern Division Eastern Western Eastern Western Districts Districts Districts Districts $515.40 $516.45 $516.30 $516.45 $518.65 $631.50 $632.55 $632.40 $632.55 $634.75

3.5% Increase as at 1 July, 2005 Southern Division Mackay Northern Eastern Western Eastern Districts Districts Districts $533.40 $534.45 $534.30 $534.45 $653.60 $654.65 $654.50 $654.65

$20.45

$21.17

$21.91

per hour $0.55

per hour $0.57

per hour $0.59

per day

Allowances Wet Work

per day Leading Hand In charge of more than 1 person In charge of not more than 5 persons In charge of 6 and not more than 10 persons In charge of more than 10 persons

Labours mixing wet concrete Work in excessive heat where the temperature is raised by artifical means 46 and 54 degrees Where temperature exceeds 54 degrees Work under unpleasant conditions Dirty Work Roof repairs Obnoxious or toxic substances

$3.29 $7.26

$3.41 $7.51

$3.53 $7.77

$9.12 $12.18

$9.44 $12.61

$9.77 $13.05

per hour $0.49

per hour $0.51

per hour $0.53

$0.65

$0.67

$0.69

$0.66 $0.55 $0.55 $0.66 $0.66

$0.68 $0.57 $0.57 $0.68 $0.68

$0.70 $0.59 $0.59 $0.70 $0.70

$0.49 $0.66

$0.51 $0.68

$0.53 $0.70

per week $11.40

per week $11.80

per week $12.20

Employee required to clean down bricks Working in confined spaces

First aid attendant

Division Western Districts $536.65 $656.85

30 Retail Industry Interim Award â&#x20AC;&#x201C; State

Level

2nd Level Supervisor 1st Level Supervisor Shop Assistant

3.8% 3.5% 3.5% Increase as at 1 June, 2003 Increase as at 1 July, 2004 Increase as at 1 July, 2005 Southern Division Mackay Northern Division Southern Division Mackay Northern Division Southern Division Mackay Northern Division Eastern Western Eastern Western Eastern Western Eastern Western Eastern Western Eastern Western Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts $610.10 $611.15 $611.00 $611.15 $613.35 $631.50 $632.55 $632.40 $632.55 $634.75 $653.60 $654.65 $654.50 $654.65 $656.85 $578.90 $579.95 $579.80 $579.95 $582.15 $599.20 $600.25 $600.10 $600.25 $602.45 $620.20 $621.25 $621.10 $621.25 $623.45 $565.40 $566.45 $566.30 $566.45 $568.65 $585.20 $586.25 $586.10 $586.25 $588.45 $605.70 $606.75 $606.60 $606.75 $608.95

Juniors Under 16 Under 17 Under 18 Under 19 Under 20 Under 21 Allowances First Aid Allowances Extra Rate for Heavy Weights Meal Allowance Uniform Laundry Allowance

$12.13 weekly $0.61 per hour $10.97 per meal $3.45 Weekly or $0.69 Daily

$12.55 weekly $0.63 per hour $11.35 per meal $3.55 Weekly or $0.71 Daily

$12.99 weekly $0.65 per hour $11.75 per meal $3.65 Weekly or $0.73 Daily

31 Motor Driversâ&#x20AC;&#x2122; etc Award â&#x20AC;&#x201C; Southern Division 3.8% 3.5% 3.5% Increase as at 1 June, Increase as at 1 July, Increase as at 1 2003 2004 July, 2005 Position Southern Division Southern Division Southern Division Eastern Western Eastern Western Eastern Western Districts Districts Districts Districts Districts Districts Cleaner/Greaser $523.90 $524.95 $542.20 $543.25 $561.20 $562.25 Bus Driver <25 Persons $562.30 $563.35 $582.00 $583.05 $602.40 $603.45 Bus Driver >25 Persons $572.40 $573.45 $592.40 $593.45 $613.10 $614.15 Zone allowances are added to the Southern Division Eastern District as follows: Southern Division Western District - $1.05 Mackay - $0.90 Northern Division Eastern District - $1.05 Northern Division Western District - $3.25

32 Boarding Schools and Colleges South Eastern Division 3.8% Position

3.5%

Increase as at 1 Increase as at 1 Increase as at 1 June, 2003 June, 2004 June, 2005

Introductory Boarding School Employee Boarding School Employee Level 1 Boarding School Employee Level 2 Boarding School Employee Level 3 Boarding School Employee Level 4 Boarding School Employee Level 5

$476.90 $498.00 $529.20 $551.90 $584.90 $646.50

$493.60 $515.40 $547.70 $571.20 $605.40 $669.10

$510.90 $533.40 $566.90 $591.20 $626.60 $692.50

Casual Hourly Rate = ((Weekly Rate x 23%)*38) Weekend Penalty Rate = All ordinary time worked by employees on a Saturday or a Sunday shall be paid at the rate of time and a half. Juniors Under 17 years of age 17 and under 18 18 and under 19 19 and under 20 Supervisory Allowances

55% 65% 75% 85%

of the rate for the applicable classification

$0.52

$0.54

$0.56

Assistant Supervisory whose specified duties exceed 10 hours in any one week shall receive the approriate rate for a boarding supervisor for that particular week.

Less Weekly Deductions:

$117.62 $113.08 $119.40

for board and lodgings (shared room) for lodging only for board and lodgings

33 Boarding Schools and College Excluding South Eastern District 3.8% 3.5% 3.5% Increase as at 1 June, 2003 Increase as at 1 July, 2004 Increase as at 1 July, 2005 Southern Division Mackay Northern Division Southern Division Mackay Northern Division Southern Division Mackay Northern Division Eastern Western Eastern Western Eastern Western Eastern Western Eastern Western Eastern Western Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts Districts

Position

Boarding Supervisor 1st year 2 year 3rd year Housekeeper Student Movement Coord School Maintenance Assist Chef or First Cook Second Cook Cook Employed Alone Cook Kitchenhand/Laundryhand Other Domestic Staff Farm Hand/Estate Hand

$538.40 $541.90 $545.60 $555.00 $557.80 $511.50 $555.90 $540.20 $513.40 $507.20 $499.20 $499.20 $500.80

$539.45 $542.95 $546.65 $556.05 $558.85 $512.55 $556.95 $541.25 $514.45 $508.25 $500.25 $500.25 $501.85

$539.30 $542.80 $546.50 $555.90 $558.70 $512.40 $556.80 $541.10 $514.30 $508.10 $500.10 $500.10 $501.70

$539.45 $542.95 $546.65 $556.05 $558.85 $512.55 $556.95 $541.25 $514.45 $508.25 $500.25 $500.25 $501.85

$541.65 $545.15 $548.85 $558.25 $561.05 $514.75 $559.15 $543.45 $516.65 $510.45 $502.45 $502.45 $504.05

$557.20 $560.90 $564.70 $574.40 $577.30 $529.40 $575.40 $559.10 $531.40 $525.00 $516.70 $516.70 $518.30

$558.25 $561.95 $565.75 $575.45 $578.35 $530.45 $576.45 $560.15 $532.45 $526.05 $517.75 $517.75 $519.35

$558.10 $561.80 $565.60 $575.30 $578.20 $530.30 $576.30 $560.00 $532.30 $525.90 $517.60 $517.60 $519.20

$558.25 $561.95 $565.75 $575.45 $578.35 $530.45 $576.45 $560.15 $532.45 $526.05 $517.75 $517.75 $519.35

$560.45 $564.15 $567.95 $577.65 $580.55 $532.65 $578.65 $562.35 $534.65 $528.25 $519.95 $519.95 $521.55

$576.70 $580.50 $584.50 $594.50 $597.50 $547.90 $595.50 $578.70 $550.00 $543.40 $534.80 $534.80 $536.40

$577.75 $581.55 $585.55 $595.55 $598.55 $548.95 $596.55 $579.75 $551.05 $544.45 $535.85 $535.85 $537.45

Casual Hourly Rate = ((Weekly Rate x 23%)*38) Weekend Penalty Rate = All ordinary time worked by full time employees (other than casual and part-time employees) on a Saturday or a Sunday shall be paid at the rate of time and a half.

Juniors Under 17 years of age 17 and under 18 18 and under 19 19 and under 20 Supervisory Allowances

55% 65% 75% 85% $

> > > >

0.52 per hour

of the rate for Kitchenhand/ Laundryhand for the respective district

$0.54 per hour

$0.56 per hour

Assistant Supervisory whose specified duties exceed 10 hours in any one week shall receive the approriate rate for a boarding supervisor for that particular week.

Less Fortnightly Deductions: For Board $ For Lodging $ For Board and Lodging $

Zone allowances are added to the Southern Division Eastern District 63.65 31.85 95.50

Southern Division Western District - $1.05 Mackay - $0.90 Northern Division Eastern District - $1.05 Northern Division Western District - $3.25

$0.58 per hour

$577.60 $581.40 $585.40 $595.40 $598.40 $548.80 $596.40 $579.60 $550.90 $544.30 $535.70 $535.70 $537.30

$577.75 $581.55 $585.55 $595.55 $598.55 $548.95 $596.55 $579.75 $551.05 $544.45 $535.85 $535.85 $537.45

$579.95 $583.75 $587.75 $597.75 $600.75 $551.15 $598.75 $581.95 $553.25 $546.65 $538.05 $538.05 $539.65

34 Childcare Industry Award State

Classification

Unqualified Assistant Year 1 Year 2 Year 3 Year 4

$501.30 $535.30 $549.40 $561.90

$502.35 $536.35 $550.45 $562.95

Unqualified Co-ordinator Year 1 Year 2 Year 3

$652.70 $663.70 $681.30

$653.75 $653.60 $664.75 $664.60 $682.35 $682.20

$653.75 $655.95 $675.50 $664.75 $666.95 $686.90 $682.35 $684.55 $705.10

Qualified Co-ordinator Year 1 Year 2 Year 3

$704.50 $715.40 $725.00

$705.55 $705.40 $716.45 $716.30 $726.05 $725.90

$705.55 $707.75 $729.20 $716.45 $718.65 $740.40 $726.05 $728.25 $750.40

$502.20 $536.20 $550.30 $562.80

$502.35 $536.35 $550.45 $562.95

$504.55 $538.55 $552.65 $565.15

$518.80 $554.00 $568.60 $581.60

$519.85 $555.05 $569.65 $582.65

$519.70 $554.90 $569.50 $582.50

$538.05 $574.45 $589.55 $603.05

$540.25 $576.65 $591.75 $605.25

$676.55 $676.40 $676.55 $678.75 $699.10 $687.95 $687.80 $687.95 $690.15 $710.90 $706.15 $706.00 $706.15 $708.35 $729.80

$700.15 $700.00 $700.15 $711.95 $711.80 $711.95 $730.85 $730.70 $730.85

$702.35 $714.15 $733.05

$730.25 $730.10 $730.25 $732.45 $754.70 $741.45 $741.30 $741.45 $743.65 $766.30 $751.45 $751.30 $751.45 $753.65 $776.70

$755.75 $755.60 $755.75 $767.35 $767.20 $767.35 $777.75 $777.60 $777.75

$757.95 $769.55 $779.95

$519.85 $555.05 $569.65 $582.65

$522.05 $557.25 $571.85 $584.85

$537.00 $573.40 $588.50 $602.00

$538.05 $574.45 $589.55 $603.05

$537.90 $574.30 $589.40 $602.90

35 Nursesâ&#x20AC;&#x2122; Award State SE Division Eastern Districts Registered Nurse Level 1 1st Year 2nd Year 3rd Year 4th Year

$689.60 $724.40 $759.10 $793.20

3.8% Increase as at 1 June, 2003 SE Northern Division Division Mackay Western Eastern Districts Districts $1.05 $0.90 $1.05

Northern Division Western Districts $3.25

SE Division Eastern Districts

$690.65 $725.45 $760.15 $794.25

$692.85 $727.65 $762.35 $796.45

$690.50 $725.30 $760.00 $794.10

$690.65 $725.45 $760.15 $794.25

3.5% Increase as at 1 July, 2004 SE Northern Division Division Mackay Western Eastern Districts Districts $1.05 $0.90 $1.05

3.5% Increase as at 1 July, 2005 SE Northern Division Division Mackay Western Eastern Districts Districts $1.05 $0.90 $1.05

Northern Division Western Districts $3.25

SE Division Eastern Districts

Northern Division Western Districts $3.25

$713.70 $749.80 $785.70 $821.00

$714.75 $750.85 $786.75 $822.05

$714.60 $750.70 $786.60 $821.90

$714.75 $750.85 $786.75 $822.05

$716.95 $753.05 $788.95 $824.25

$738.70 $776.00 $813.20 $849.70

$739.75 $777.05 $814.25 $850.75

$739.60 $776.90 $814.10 $850.60

$739.75 $777.05 $814.25 $850.75

$741.95 $779.25 $816.45 $852.95

Registered Nurse Level 2 1st Year 2nd Year 3rd Year 4th Year

$965.70 $966.75 $966.60 $966.75 $968.95 $988.50 $989.55 $989.40 $989.55 $991.75 $1,011.50 $1,012.55 $1,012.40 $1,012.55 $1,014.75 $1,034.50 $1,035.55 $1,035.40 $1,035.55 $1,037.75

$999.50 $1,023.10 $1,046.90 $1,070.70

$1,000.55 $1,024.15 $1,047.95 $1,071.75

$1,000.40 $1,024.00 $1,047.80 $1,071.60

$1,000.55 $1,024.15 $1,047.95 $1,071.75

$1,002.75 $1,026.35 $1,050.15 $1,073.95

$1,034.50 $1,058.90 $1,083.50 $1,108.20

$1,035.55 $1,059.95 $1,084.55 $1,109.25

$1,035.40 $1,059.80 $1,084.40 $1,109.10

$1,035.55 $1,059.95 $1,084.55 $1,109.25

$1,037.75 $1,062.15 $1,086.75 $1,111.45

Registered Nurse Level 3 1st Year 2nd Year 3rd Year 4th Year

$1,077.80 $1,108.80 $1,129.30 $1,155.30

$1,115.50 $1,147.60 $1,168.80 $1,195.70

$1,116.55 $1,148.65 $1,169.85 $1,196.75

$1,116.40 $1,148.50 $1,169.70 $1,196.60

$1,116.55 $1,148.65 $1,169.85 $1,196.75

$1,118.75 $1,150.85 $1,172.05 $1,198.95

$1,154.50 $1,187.80 $1,209.70 $1,237.50

$1,155.55 $1,188.85 $1,210.75 $1,238.55

$1,155.40 $1,188.70 $1,210.60 $1,238.40

$1,155.55 $1,188.85 $1,210.75 $1,238.55

$1,157.75 $1,191.05 $1,212.95 $1,240.75

$1,078.85 $1,109.85 $1,130.35 $1,156.35

$1,078.70 $1,109.70 $1,130.20 $1,156.20

$1,078.85 $1,109.85 $1,130.35 $1,156.35

$1,081.05 $1,112.05 $1,132.55 $1,158.55

36 Passenger Vehicle Drivers etc Award â&#x20AC;&#x201C; Northern and Mackay Divisions 3.8% 3.5% 3.5% Increase as at 1 June, 2003 Increase as at 1 July, 2004 Increase as at 1 July, 2005 Position Mackay Northern Division Mackay Northern Division Mackay Northern Division Eastern Western Eastern Western Eastern Western Districts Districts Districts Districts Districts Districts Driver of Buses with a passenger capacity of 25 or greater $560.80 $560.95 $563.15 $580.40 $580.55 $582.75 $600.70 $600.85 $603.05 Driver of Buses with a passenger capacity of less than 25 $554.70 $554.85 $557.05 $574.10 $574.25 $576.45 $594.20 $594.35 $596.55 Zone allowances are added to Mackay District Northern Division Eastern District - $0.15 Northern Division Western District - $2.35

SCHEDULE 2 – SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY PROVISIONS SENIOR ADMINISTRATION POSITIONS and POSITIONS OF ADDED RESPONSIBILITY IN CATHOLIC SCHOOLS, QUEENSLAND CONTENTS 1.

INTRODUCTION

DEFINITIONS

APPOINTMENT – SECONDARY SCHOOLS

APPOINTMENT – PRIMARY SCHOOLS

TERMINATION OF EMPLOYMENT – PRIMARY AND SECONDARY

ALLOCATION OF SENIOR ADMINISTRATION POSITIONS

RELATIONSHIP WITH THE TEACHERS’ AWARD NON-GOVERNMENTAL SCHOOLS

RELEASE TIME SENIOR ADMINISTRATION POSITIONS – SECONDARY

RECOGNITION OF PREVIOUS SERVICE FOR THE POSITION OF DEPUTY PRINCIPAL OR ASSISTANT TO THE PRINCIPAL

10.

SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY – SECONDARY

11.

ALLOCATION OF ALLOWANCE AND RELEASE POINTS

12.

APPOINTMENT OF RELIGIOUS EDUCATION CO-ORDINATOR – SECONDARY SCHOOLS WITH ENROLMENTS OF LESS THAN 300

13.

SCHOOL CONSULTATIVE COMMITTEE – SECONDARY – POSITIONS OF ADDED RESPONSIBILITY

14.

ROLE DESCRIPTIONS AND KEY SELECTION CRITERIA FOR SENIOR ADMINISTRATION POSITIONS AND POSITIONS OF ADDED RESPONSIBILITY

15.

REMUNERATION AND RELEASE TIME – PRIMARY SCHOOLS

16.

APPOINTMENT OF ASSISTANT TO THE PRINCIPAL RELIGIOUS EDUCATION OR RELIGIOUS EDUCATION CO-ORDINATOR – PRIMARY SCHOOLS WITH ENROLMENTS OF LESS THAN 150 STUDENTS

17.

APPOINTMENT OF MEMBERS OF RELIGIOUS CONGREGATIONS TO SENIOR ADMINISTRATION POSITIONS AND POSITIONS OF ADDED RESPONSIBILITY

18.

APPOINTMENT OF ACTING POSITIONS

19.

VARIATIONS TO THE APPLICATION OF THIS SCHEDULE

INTRODUCTION 1.1

The Schedule shall form part of the Diocesan Catholic Education Employing Authorities in Queensland Certified Agreement 2003 (this Agreement).

1.2

This Schedule shall apply to Senior Administration Positions and Positions of Added Responsibility in schools conducted by employing authorities which are party to this Agreement. This Schedule will replace the provisions of the Industrial Agreement and Memorandum of Understanding signed by the parties in 1992.

1.3

This Schedule shall not apply to such persons who are in Holy Orders or are members of a recognized Religious Institute.

38 1.4

The parties to this Agreement recognize that Catholic schools are conducted for the purposes related to the Mission of the Catholic Church in addition to those purposes common to all schools in Queensland.

1.5

It is therefore accepted that the management structures appropriate to Catholic schools will reflect both the nature and ethos or the values that derive from those purposes and take account of different educational needs without prejudice to principles of public accountability and equity.

1.6

This Schedule provides Senior Administration Positions and Positions of Added Responsibility in Catholic schools that: a)

assure quality learning for students;

provide a satisfactory career path for teachers;

incorporate a Christian leadership model that is committed to the principle of collegiality and subsidiarity;

1.7

value responsibility for people and for processes;

support school staff pastorally;

maintain quality management and accountability

contribute positively to the particular ethos of the school;

are determined in a fair manner; and

(i)

receive just remuneration.

Existing Contractual Arrangements 1.7.1

A person currently employed in either a Senior Administration Position or a Position of Added Responsibility with a continuing employment contract for a position which continues to exist, shall be appointed to that continuing position on the terms included in this Schedule.

1.7.2

A person employed with assured permanency in a position that continues to exist shall be eligible to continue in that position on the same basis as the previous employment, i.e. permanency in the position is assured. Provided that the employee shall be remunerated within the terms of this Schedule, and the employer may request and the employee may agree that a new contractual arrangement may be entered into as to continued tenure in the position, i.e. the parties may agree to adjust the permanency into fixed term arrangements.

DEFINITIONS 2.1

Senior Administration Positions 2.1.1

2.2

Senior Administration Positions howsoever designated include all appointments of teachers within the school who provide support to the principal in the senior management of the school.

Positions of Added Responsibility 2.2.1

Positions of Added Responsibility include all appointments of teachers within the school designated to provide support to the principal in the overall management of the school specifically in the areas of curriculum, pastoral care and other administrative responsibilities.

2.2.2

Provided that Senior Administration Positions and Positions of Added Responsibility do not include those positions which would fill a minor co-ordinating role and which attract an allowance payment in accordance with Clause 8B of the Teachersâ&#x20AC;&#x2122; Award NonGovernmental Schools or any other allowance of less than one point as defined.

APPOINTMENT â&#x20AC;&#x201C; SECONDARY SCHOOLS

39 3.1

3.2

3.1.1

Each person who accepts a position of Senior Administration in a Secondary School shall be appointed for an initial period for five (5) years with a further five (5) year appointment subject to a satisfactory performance review at the conclusion of the first five (5) years. The review/appraisal process shall be determined by the Employing Authority. That process will be based upon principles outlined in Attachment 1 of this Schedule.

3.1.2

After the completion of an appointment period of ten (10) years, the Employing Authority may at its discretion advertise the position. Subject to a successful application the incumbent shall be appointed in accordance with 3.1.1.

3.1.3

After the completion of an appointment period of ten (10) years and notwithstanding the foregoing provision 3.1.2, the Employing Authority may, by mutual agreement with the incumbent and subject to satisfactory appraisal, appoint the incumbent for a period of up to five (5) years. At the completion of this agreed period, the Employing Authority will advertise the position. Subject to a successful application the incumbent shall be appointed in accordance with 3.1.1.

Positions of Added Responsibility in secondary schools 3.2.1

Each person who accepts a Position of Added Responsibility in a Secondary School shall be appointed for an initial period of three (3) years. A further three (3) year appointment will be made subject to a continued designation of the position and a satisfactory performance review at the conclusion of the first three (3) years. The review/appraisal process shall be determined by the Employing Authority. That process will be based upon principles outlined in Attachment 1 of this Schedule.

3.2.2

After the completion of an appointment period of six (6) years, the Employing Authority may at its discretion advertise the position. Subject to a successful application the incumbent shall be appointed in accordance with 3.2.1 of this Schedule.

3.2.3

Should an incumbent holding a position resign during a period of the contract, a fixed term contract will be made for the balance of the current triennium. Any subsequent appointment will be made in accordance with 3.2.1 of this Schedule.

APPOINTMENT – PRIMARY SCHOOLS 4.1

Senior Administration in secondary schools

Senior Administration in primary schools 4.1.1

Each person who accepts a position of Assistant to the Principal Religious Education or Assistant to the Principal Administration in a Primary school shall be appointed on the same terms and conditions as set out in Clause 3.1.

4.1.2

Each person who accepts a position of Religious Education Co-ordinator in a Primary School shall be appointed on the same terms and conditions as set out in Clause 3.2.

TERMINATION OF EMPLOYMENT - PRIMARY AND SECONDARY 5.1

Both the employee and employer shall have the right to terminate employment in positions occupied in accordance with this Schedule.

5.2

In the case of a person categorised in accordance with Clause 3.1 and Clause 4.1.1 of this Schedule, a minimum of three (3) months’ notice is required by either party.

5.3

In the case of a person categorised in accordance with Clause 3.2 and Clause 4.1.2 of this Schedule a minimum of one (1) months’ notice is required by either party.

5.4

A person whose position is terminated in accordance with the terms of this Schedule shall continue to be employed as a teacher under the terms and conditions of the Teachers’ Award - Non-Governmental Schools. Provided that, a person who occupies a position whose length of appointment is determined by Clause 3.1 or Clause 4.1 may be required to accept employment with the Employing Authority other than at the school where the previous position was held.

40 5.5

ALLOCATION OF SENIOR ADMINISTRATION POSITIONS 6.1

Enrolment levels for the purpose of allocation of Senior Administration Positions within bands as outlined in Clause 10 and Clause 15 of this Schedule shall be those taken from the Commonwealth School Census for the year prior to the operating year.

6.2

Notwithstanding the provisions of Clause 3.1 and Clause 4.1 of this Schedule, in the event of a decrease below the enrolment required for the allocation of a Senior Administration Position, the position shall continue for that year and for the following year and then shall cease to exist. Provided that the incumbent of the position whose appointment has terminated shall be granted continued employment with the Employing Authority as a teacher.

6.3

Notwithstanding the provisions of Clause 3.1 and Clause 4.1 of this Schedule, in the event of a decrease below or increase above the enrolment required for the current classification of a Senior Administration Position, the classification of the position will continue for that year and shall then be adjusted to the appropriate band at the beginning of the following year.

RELATIONSHIP WITH THE TEACHERS' AWARD NON-GOVERNMENTAL SCHOOLS 7.1

This clause shall not apply to any employee dismissed for incompetence, misconduct or neglect of duty who may be summarily dismissed without notice.

All the terms and conditions of the Teachers’ Award - Non-Governmental Schools and all other Industrial Agreements between the parties shall apply to persons covered by this Schedule for Positions of Added Responsibility, excepting Clauses 8A, 2(17), and 16 and for Senior Administration Positions only, Clauses 25, 2(10), 2(11), 2(19), 16 and 17.

RELEASE TIME SENIOR ADMINISTRATION POSITIONS - SECONDARY 8.1

The following table of release time from teaching duties shall apply to Senior Administration Positions in Secondary Schools. The designated figure represents the proportion of the teaching load for which the appointee will be released. The teaching load is based on the maximum contact time in the Catholic Schools – Hours of Duty – Teaching Staff – Queensland – Industrial Agreement. School Size <300 300-599 600+ 800+

8.2

10.

Deputy Principal 0.6 0.7 0.8 0.9

Assistant Principal 0.3 0.35 0.4 0.45

Provision of additional release time beyond the above allocation may be taken from the general teaching provision of a school in accordance with local decision, subject to the terms and conditions of the Industrial Agreement on Hours of Duty, Catholic Schools, Queensland and the Teachers’ Award Non- Governmental Schools, whichever is applicable.

RECOGNITION OF PREVIOUS SERVICE FOR THE POSITION OF DEPUTY PRINCIPAL OR ASSISTANT TO THE PRINCIPAL 9.1

All previous service as a Deputy Principal or Principal of a Catholic school shall be recognised in determining the appropriate salary level for the Deputy Principal. Such service as Deputy Principal or Principal is recognised provided that there is not a break of service exceeding twelve (12) months.

9.2

All service as an Assistant to the Principal, Deputy Principal or Principal of a Catholic school shall be recognised in determining the appropriate salary level for the Assistant to the Principal. Such service as Assistant to the Principal, Deputy Principal or Principal is recognised provided that there is not a break in service exceeding twelve (12) months.

9.3

A break in service of twelve (12) months or more may be recognised as service for purposes of allocation of salary level, if that break was for the purposes of professional development or some other purpose acceptable to the Employing Authority.

SENIOR ADMINISTRATION AND POSITIONS OF ADDED RESPONSIBILITY – SECONDARY

41 10.1

10.2

Positions of Senior Administration 10.1.1

One position of Deputy Principal shall be established in all secondary schools with an enrolment of less than 300 students.

10.1.2

Two positions of Deputy Principal shall be established in secondary schools with an enrolment in excess of 300 students.

10.1.3

Three positions of Deputy Principal shall be established in secondary schools with an enrolment in excess of 1200 students.

10.1.4

Notwithstanding the provisions of Clauses 10.1.2 the Employing Authority may, at its discretion, create two Senior Administration Positions in lieu of the second position of Deputy Principal in schools with an enrolment in excess of 300 students.

10.1.5

Notwithstanding the provisions of Clauses 10.1.3 the Employing Authority may, at its discretion, create Senior Administration Positions in lieu of the third position of Deputy Principal in schools with an enrolment in excess of 1200 students

Allowance and release time: Positions of Added Responsibility - Secondary 10.2.1

School Enrolment Allocation of Pastoral (20%) Academic, Other Pastoral and Others Total

The following table outlines the minimum points available commensurate with school enrolments for the provision of both allowance payments and release time for Positions of Added Responsibility in Secondary Schools. > 1000

8511000

751 – 850

651 – 750

551 – 650

451 – 550

351 – 450

301 – 350

151 – 300

130

108

164

136

120

106

10.2.2

10.3

The allowance for each of the four levels is calculated as follows: •

One (1) point of allowance will be equal to the Advanced Skills Teacher 1 rate or the Leading Teacher rate (as applicable);

•

Two (2) points of allowance will be equal to the Advanced Skills Teacher 1 rate or the Leading Teacher rate (as applicable) plus 1/29th of Band 3 Step 4 of the teacher classification scale;

•

Three (3) points of allowance will be equal to the Advanced Skills Teacher 1 rate or the Leading Teacher rate (as applicable) plus 2/29ths of Band 3 Step 4 of the teacher classification scale;

•

Four (4) points of allowance will be equal to the Advanced Skills Teacher 1 rate or the Leading Teacher rate (as applicable) plus 3/29ths of Band 3 Step 4 of the teacher classification scale.

Release points value 10.4.1

11.

Enrolment levels for the purpose of allocation of Positions of Added Responsibility within the above bands shall be those taken from the Commonwealth School Census for the year prior to the operating year.

Allowance points value 10.3.1

10.4

< or =150

One point of release time is equal to a minimum of 48 minutes of face to face teaching.

ALLOCATION OF ALLOWANCE AND RELEASE POINTS

42 11.1

Consultation 11.1.1

11.2

The School Consultative Committee in Secondary schools will make recommendations about release time within the available points allocated for the school and appropriate for the structure they have suggested. The Principal, following consultation with the SCC, shall determine the release time to be allocated to each PAR position.

Academic Co-ordinators 11.2.1

In establishing the appropriate Academic PAR structure, the School Consultative Committee shall take account of the following (a)

All academic subject areas within a school shall be supervised either by an academic co-ordinator or a member of the Senior Administration Team.

(b)

There shall be four (4) levels of allowance.

(c)

The co-ordinator of a subject area or group of subject areas shall receive an allowance in addition to the salary payable under the Teachers’ Award – Non Governmental Schools and a minimum release time according to the total number of teaching hours per average five day cycle as set out in the following table.

Level

Allowance

4 3 2 1

4 points 3points 2points 1point 11.2.5

The number of hours a subject is taught in the school 75 or more hours per average 5 day cycle 50-74 hours per average 5 day cycle 25-49 hours per average 5 day cycle 1 teacher with sole responsibility for a subject area

In determining if additional release time from the quantum available is necessary, the following factors will be considered. § § § § § § §

11.2.6

Minimum Release 4 points 3 points 2 points 1 point

the number of teachers needing to be co-ordinated the number of subjects involved in any area of academic responsibility the curriculum structure of the school e.g. KLAs, Middle School and Senior School, unitised / vertical curriculum the number of students studying subject / KLA the structure of the school e.g. multiple campuses or 8-10, 11-12, 8-12 arrangements school curriculum initiatives other relevant factors.

A ten percent (10%) flexibility level is permissible in allocating points to release time per position. For example: A level 4 Co-ordinator has the following allocation: Salary points = 4. Release points = 4. 10 per cent of 4 release points = 0.4 points. If, for example, one point of release time is equivalent to 48 minutes of face to face teaching then 0.4 release points = (0.4 x 48 minutes) = 19.2 minutes. In this example, the range for a 4 point release is (4 x 48 minutes) + 19.2 minutes. This will permit a Level 4 Co-ordinator release time of: either 4 x 50 minute periods or 4 x 45 minute periods or 5 x 40 minute periods.

11.3

Pastoral Co-ordinators

43 11.3.1 The appropriate designations, allowance and release time to be allocated, is determined by the principal following consultation with the School Consultative Committee. 11.3.2 The occupants of these positions may be responsible for the welfare of groups of students whether structured by year groups, “houses” in schools or otherwise. 11.3.3 In determining the appropriate allowances and release time to be recommended for Pastoral Coordinators, the School Consultative Committee shall take account of the following factors. § § § § §

the pastoral care structure of the school e.g. vertical or Year level the number of students and teachers involved in the pastoral care structure the number of Year levels involved if structure is based on Year levels particular pastoral care needs peculiar to the school responsibility for outside school activities each of which is of more than four days duration e.g. camps other relevant factors.

§ 11.4

Other Positions in response to emerging needs 11.4.1

The appropriate designations, allowance and release time to be allocated, is determined by the principal following consultation with the School Consultative Committee.

11.4.2

In determining the appropriate allowances and release time to be recommended for these positions, the School Consultative Committee shall take account of the following factors: § § § §

11.5

impact of school initiatives e.g. VET, technology, “health promoting school” the numbers of students and teachers involved in the program / activity the level of overall resourcing in a particular area e.g. technical support. other relevant factors

11.4.3

The occupants of these positions shall be responsible for activities which may include, but are not limited to, careers advice or sports co-ordination.

11.4.4

The term of appointment to these positions may be varied according to need and be less than that provided in Clause 3.2. Such variation would be by consultation with the incumbent, the School Consultative Committee and the Principal/employing authority.

PAR POINTS ALLOCATION IN P-10 & P-12 SCHOOLS 11.5.1

Allocation of points to positions across primary and secondary enrolments The Principal is responsible for determining the appropriate PAR structure for the school. The School Consultative Committee shall propose to the Principal possible models of Positions of Added Responsibility appropriate for the particular school after consultation with the whole teaching staff. In determining these models and recommending the appropriate allowances and release time, the SCC shall take into account factors such as: • the distribution of positions that would occur if the primary and secondary components of the school were separate (as detailed in Clauses 11.2, 11.3, 11.4, 15 and 16) • the curriculum organisation of the school as a whole • special curriculum initiatives that impact across the school • the pastoral care structure of the total school • the number of students and teachers involved in each segment of the pastoral care structure • the campus structure • the extent to which such things as technological provision and sporting competition cross over traditional primary/secondary categories • the level of technical, clerical or aide support across primary and secondary components of the school.

11.6

Additional Resourcing

44 11.6.1

12.

APPOINTMENT OF RELIGIOUS EDUCATION CO-ORDINATOR WITH ENROLMENTS OF LESS THAN 300 STUDENTS 12.1

13.

SECONDARY SCHOOLS

In Secondary Schools with enrolments of less than 300 students, a Religious Education Co-ordinator may be appointed to a Position of Added Responsibility. The Employing Authority may at its discretion appoint an Assistant to the Principal Religious Education. The additional cost beyond the appropriate allowance pertaining to a Position of Added Responsibility shall be borne by the Employing Authority.

SCHOOL CONSULTATIVE RESPONSIBILITY 13.1

COMMITTEE -

SECONDARY

POSITIONS

ADDED

School Consultative Committee - Secondary 13.1.1

The Principal shall determine the appropriate middle management structure and release time for a secondary school. In determining this structure a consultative process involving the formation of a School Consultative Committee (SCC) will be followed.

13.1.2

Membership of the School Consultative Committee shall include: § two persons nominated by the Employing Authority/Principal § one Union member elected by the school Chapter of the QIEU § one staff member elected by the teaching staff other than members of Senior Administration.

13.1.3

It would be appropriate for the School Consultative Committee to determine a number of options for the middle management structure which take account of the current organisation and future needs of the school. Consultation by the whole Committee with the entire teaching staff is recommended.

13.1.4

Appropriate management provision shall be made for pastoral, academic and other emerging needs of the contemporary secondary school. The Employing Authority in consultation with the School Consultative Committee will give consideration to the particular requirements of the school by first allocating up to twenty (20) per cent of available points to the pastoral area. Academic and other needs including pastoral needs will be assessed in the context of the remaining available points.

13.1.5

14.

After considering the overall level of resources across the school, the employing authority, at its discretion, may provide additional points in exceptional circumstances.

A consultative process involving participation of the School Consultative Committee will be the vehicle by which the school’s middle management structure will be reviewed each three (3) years or by local agreement. The detail and the form of such a review is to be negotiated between the parties.

ROLE DESCRIPTIONS AND KEY SELECTION CRITERIA FOR SENIOR ADMINISTRATION POSITIONS AND POSITIONS OF ADDED RESPONSIBILITY 14.1

Role Descriptions 14.1.1

Role Descriptions for all Senior Administration Positions and Positions of Added Responsibility will be developed where they do not already exist. Such Role Descriptions may include statements similar to those below:

14.1.2

Contributions to the Mission / Ethos of the School or College • Participate in processes that contribute to the positive development of the school mission and ethos • Participate in processes that assist in the formation of school / College policies and practices

14.1.3

Learning and teaching • Develop and maintain effective teaching • Implement quality pedagogies

45 • •

14.2

Plan, implement and evaluate the nature of student’s learning outcomes Develop collaborative ways of improving teaching and learning in specialised subject areas

14.1.4

Information, Communication and Technology • Establish policies relating to the use of information technologies for students and teachers • Monitor the implementation of the use of information technologies for students and teachers • Plan for the provision of suitable professional development

14.1.5

Accountability including student outcomes • Become familiar with QSA procedures and requirements relating to the programming and assessment • Develop and implement QSA and school based programs • Plan for the provision of quality professional development for staff

14.1.6

Accountability to school community • Ensure quality reporting programs are in place for students, parents and staff • Work collaboratively with the school administration to develop these reporting programs

14.1.7

Professional development • Access quality professional development for staff • Develop collaboratively school based professional development • Encourage participation in professional associations or similar organisation

14.1.8

Management of staff and resources • Work collaboratively with staff and administration to ensure appropriate allocation of classes • Establish effective budgeting and resource process • Ensure appropriate WHS procedures are established and monitored

Key Selection Criteria 14.2.1

Key Selection Criteria will be developed where they do not exist currently. Such Key Selection Criteria could include: (a) Demonstrated commitment to the Catholic mission/ethos of the school/college (b) Demonstrated achievement in the learning and teaching aspects of school life. (c) Ability to implement and use creatively a range of activities associated with information technology (d) Demonstrated understanding of curriculum development and QSA and employing authority procedures (e) Ability to plan effectively and communicate an appropriate range of reporting processes (f) Demonstrated involvement and commitment to quality professional development (g) Ability to develop processes to manage staff and resources effectively and collaboratively

15.

REMUNERATION AND RELEASE TIME - PRIMARY SCHOOLS 15.1

A position of Assistant to the Principal Religious Education and a position of Assistant to the Principal Administration shall be established in schools with an enrolment of 451 or more students. The occupant of either of these positions may be required to deputise for the Principal in respect of short term absences.

46 15.2

A position of Assistant to the Principal Religious Education or Religious Education Co-ordinator shall be established in schools with an enrolment of 450 or less students.

15.3

In schools of 450 or less students, a specific teacher shall be designated to deputise for the Principal in respect of short term absences. Where the person deputising is not the Assistant to the Principal Religious Education or Religious Education Co-ordinator, an allowance of one (1) point per annum shall be paid.

15.4

If REC/APRE does not deputise, the person appointed to deputise shall receive one point of allowance per annum by way of remuneration.

15.5

The following table outlines the minimum positions, form of remuneration and release time commensurate with school enrolments for Senior Administration Positions in Primary Schools.

PRIMARY SCHOOLS

16.

17.

School enrolment

Minimum Positions

Allowance points

Release time

<51 51-75 76-150 151-250 251-300 301-325 326-400 401-450 451-500 501-550 551-600 601-700 701+

REC/APRE REC/APRE REC/APRE REC/APRE REC/APRE REC/APRE REC/APRE REC/APRE APRE + APA APRE + APA APRE + APA APRE + APA APRE + APA

1 pt 1 pt 1 pt 2 pts 2 pts 3 pts 3 pts 4 pts Salaries Salaries Salaries Salaries Salaries

2 hrs 6 hrs 6 hrs 7.5 hrs 7.5 hrs 11 hrs 13.75 hrs 13.75 hrs 16.5 hrs (each position) 16.5 hrs (each position) 16.5 hrs (each position) Full Release Full Release

APPOINTMENT OF ASSISTANT TO THE PRINCIPAL RELIGIOUS EDUCATION OR RELIGIOUS EDUCATION CO-ORDINATOR - PRIMARY SCHOOLS WITH ENROLMENTS OF LESS THAN 150 STUDENTS 16.1

It is recognised by the parties that difficulty may be encountered in the attraction of suitable applicants to the positions of Assistant to the Principal Religious Education or Religious Education Co-ordinator in schools in remote localities with enrolments of less than 150 students.

16.2

The Employing Authority undertakes to make every effort to fill a vacant position both by internal notification and by newspaper advertisement. Should the position remain vacant, the Principal shall carry out the appropriat e duties until a suitable applicant can be found. Provided that a suitably qualified applicant may be appointed for a fixed term period of one year, in accordance with the fixed term provisions contained in sub-clause 2(18) of the Teachersâ&#x20AC;&#x2122; Award Non Governmental Schools.

APPOINTMENT OF MEMBERS OF RELIGIOUS CONGREGATIONS TO ADMINISTRATION POSITIONS AND POSITIONS OF ADDED RESPONSIBILITY 17.1

17.2

SENIOR

An Employing Authority shall place in a school any number of Religious Congregation members it deems appropriate. Whilst placement of Congregational members would normally be at the beginning of the year or semester, placement may occur at other times. The Employing Authority, in making all placements shall consider the interests of the students, Principal and other staff members. The Employing Authority shall retain the right to appoint the Principal, and any other person to Positions of Added Responsibility through the Principal.

18.

17.3

Where a Congregational member is appointed to a position of Senior Administration or other Positions of Added Responsibility then the points allocated to both allowance and release time for such a position should be considered to be allocated as if the appointee was a salaried teacher.

17.4

Schools shall not allocate points belonging to a Congregational member occupying a Position of Added Responsibility to any other Position of Added Responsibility in the school. A salaried teacher may be appointed to a Position of Added Responsibility previously held by a Congregational member. A Congregational member may be appointed to a Position of Added Responsibility previously held by a salaried teacher.

APPOINTMENT OF ACTING POSITIONS 18.1

19.

Provision for the Appointment of a Person to Act in a Senior Administration Position or a Position of Added Responsibility. 18.1.1

This provision applies to the appointment of a person to act in the position of Deputy Principal, Assistant to the Principal (Administration), Assistant to the Principal (Religious Education), in Primary and/or Secondary schools or a Position of Added Responsibility.

18.1.2

Appointment to an acting position is for a defined period and shall be confirmed in writing.

18.1.3

An acting position may be determined in those situations where the incumbent is on leave or an interim vacancy exists.

18.1.4

The number and/or existence of such positions is determined by the employing authority.

18.1.5

The appointment to an acting position is for a fixed term of four (4) or more continuous weeks. This provision shall not preclude appointment to an acting position for less than four (4 )weeks for emergent reasons.

18.1.6

An appointment of four weeks may include student free days.

18.1.7

The four (4) weeks or more of continuous service in the acting position will be exclusive of the vacation periods. Where the appointment is made across a vacation period the appointee will be paid at the acting rate for the vacation period. Where the appointment is contiguous to student free days the student free days shall be paid at the acting rate.

18.1.8

The salary rate paid shall be in accordance with the salary schedule outlined in this Agreement for that position provided that the acting appointeeâ&#x20AC;&#x2122;s experience in the position shall be recognised.

18.1.9

Where appropriate the employing authority/principal may call for expressions of interest from current employees regarding the acting position.

18.1.10

All paid leave taken during an acting appointment shall be paid at the appropriate acting rate.

18.1.11

School vacation leave, which is immediately following a period designated as acting, shall be paid at the acting rate.

18.1.12

When an employee takes paid leave immediately following a period designated as acting, that employee shall be paid for such leave at the acting rate.

VARIATION TO THE APPLICATION OF THISSCHEDULE 19.1

In special or unique circumstances the employing authority and the union may enter into arrangements, the application of which will vary the provisions of this Schedule for an identified school. These arrangements will be recorded in writing by way of exchange of letters between the parties and will normally be for a period not exceeding twelve (12) months.

48 20.

Attachments Attachment 1 – Review/Appraisal Process Principles The Principles that shall be applied to the appraisal process will include the following: •

Shared Responsibility

•

Negotiation

•

Consultation

•

Self Review of Performance Based on Role Description and Duty Statements

•

Validation

•

Documentation

•

Confidentiality

•

Natural Justice

•

Resourcing

The above Principles are elaborated in the following terms: Shared Responsibility: • •

The responsibility for the appraisal process is shared by the employer (or nominee) and the appraisee. The details of the process will clearly indicate who has the responsibility for each component of the process and how the responsibility will be exercised.

Negotiation: • •

Negotiable aspects should be identified and documented within the broad framework developed by each employing authority/school for its appraisal process. The Principal/Appraisee should be prepared to discuss and agree upon certain aspects within the broad framework of the appraisal process.

Consultation: • •

The Employing Authority/Principal consults collaboratively with the role holder for input and advice. The final decision on the appraisal process rests with the employing authority.

Self Review of Performance Based on Role Description and Duty Statement • • • • • •

The appraisee reflects upon practice within the framework of the Role Description and Duty Statement applicable during the term under review. These documents set and inform the parameters for the format of the self review. The self review may be transmitted in written, oral or some other negotiated form. The self review may be a culmination of on-going documentation of practice. The reflection includes areas of performance that are believed to have been effective and areas of performance that may require further development. It is the performance of the incumbent that is being reviewed. There is no judgement of the person involved.

Validation: • •

Within the framework of the process, data related to the role and duty statements will be gathered to validate the self review. The methodology for validation shall form part of the consultation process.

Documentation: •

The Summative Appraisal generates a written report that is submitted to the Employing Authority/Principal. The report remains the property of the Employing Authority / Principal and the Appraisee.

49 Confidentiality: •

All materials other than the final report generated in the process shall remain confidential to that process.

Natural Justice: • • • •

The appraisee is advised of the content of information obtained in relation to the appraisee as part of the process. Only information which has been substantiated will form part of the appraisal process. The appraisee has the right to approach the panel to be informed of the content and nature of the information gathered and the identity of those who supplied it. The appraisee is given reasonable opportunity to respond to the matters dealt with in the information. Any person asked to provide information for use in an appraisal process is to be advised, at the time of the request, that such information and the identity of the person providing the information may be made known to the appraisee.

Resourcing: • • •

Provision of appropriate resources for the process will be negotiated between the appraisee, those undertaking a role in the appraisal on the one hand and the employing authority on the other. Those elements of the process which are of the nature of self-appraisal will not receive additional resources from the employing authority. The level of resourcing to address the outcomes of appraisal will be a matter of negotiation between the appraisee and the employing authority.

SCHEDULE 3 – SCHOOL OFFICER CLASSIFICATION 1.

WAGE RELATIVITIES Level

Step

Relativity

1 2 3 4

88 90 92 94

1 2 3

96 99 100

1 2 3 4

105 107 109 110

1 2 3

112 115 118

1 2 3

122 125 128

1 2 3 4 5

132 139 146 154 161

1 2 3 4 5

163 166 169 172 175

RECLASSIFICATION PROCESS FOR SCHOOL OFFICERS 2.1 A school officer may request a reclassification of their position. Such a request may be made either in relation to the classification level of an existing position or where the classification level of the position has been changed. Except in exceptional circumstances no employee shall be permitted to seek a reclassification of their position on more than one occasion in a 12 month period.

2.2 The employee shall make any such Request for Reclassification, in writing, to the employer. 2.3 The employer shall consider the Request for Reclassification and notify the employee in writing of the decision regarding the employee’s request.

2.4 If after receiving the employer’s notification, the employee believes that their position has not been classified at the correct level, the employee may apply for a review of that decision. In this case the employee shall make written application for a Review of Classification to the employer.

2.5 Where the employer receives a Review of Classification application, the employer shall advise the Queensland Independent Education Union (QIEU) in writing that an application has been received.

2.6 A joint review of the classification by QIEU and the employer shall then take place. The persons representing QIEU and the employer will, wherever practicable, have substantial experience in the classification of school officers. Further, wherever practicable, the person who made the original decision in relation to the classification will also be involved.

2.7 The joint review will seek to reach a consensus position. The school officer will be advised in writing of the outcome of this review.

2.8 If an agreed outcome cannot be reached between the employer and QIEU then the employee may refer the matter to the Queensland Industrial Relations Commission in the terms of the Grievance Procedure.

2.9 The provisions of this clause 2.2 will be in addition to the provisions of clause 5.1.1 of the Award.

ALLOWANCES 3.1 A school officer who has been on Level 2 Step 3 for twelve months (or 1976 hours for other than full time employees), and who holds a Certificate Level (III) qualification (or higher) which is relevant to their work, and who holds a current First Aid certificate will receive the Qualification Allowance identified in Schedule 1 â&#x20AC;&#x201C; Salary, Wages and Allowances.

3.2 A school officer will apply for the payment of the allowance prescribed in 3.1. Where the employee applies for the Allowance within six (6) months of the qualification being obtained the Allowance will be paid as from the date that the qualification is obtained. In other circumstances the school officer will be paid the Allowance from the date of making the application.

3.3 A school officer who holds a current First Aid certificate and who is appointed by their employer to be a First Aid Officer will receive the First Aid Allowance identified in Schedule 1 â&#x20AC;&#x201C; Salary, Wages and Allowances.

3.4 A school officer may receive one or other of the allowances described in 3.1 and 3.3, but not both. 3.5 Where a Level 2 school officer holds a Certificate Level (III) qualification (or higher) which is relevant to their work, and the school officer wishes to access the allowance identified in clause 3.1, the employer will pay any fees associated with obtaining and maintaining the First Aid certificate. The employee will contribute the time required to obtain the qualification.

3.6 The employer will pay any fees associated with obtaining and maintaining the First Aid certificate which are incurred by a Level 2 school officer in the twelve (12) months immediately preceding such an employee satisfying the other two criteria (twelve months on Level 2 Step 3, and obtaining a Certificate Level (III) qualification (or higher) which is relevant to their work) identified in 3.1. The fees will be reimbursed to the school officer by the employer upon the meeting of the two (2) criteria (twelve (12) months on Level 2 Step 3, and obtaining a Certificate Level III qualification (or higher) which is relevant to their work). The employee will contribute the time required to obtain and/or maintain the first aid qualification.

CHARACTERISTICS AND QUALIFICATION

Competency of Employee Level 2

Level 3

Level 4

Competency at this level involves application of knowledge and skills to a range of tasks and roles

Competency at this level involves application of knowledge with depth in some areas and a broad range of skills

There is a defined range of contexts where the choice of actions required is clear

There is a range of roles and tasks in a variety of contexts

There is a wide variety of tasks and roles in a variety of contexts.

There is limited complexity of choice

There is some complexity in the extent and choice of actions required

There is complexity in the ranges and choice of actions required

Competencies are normally checked within well established routines, methods and procedures

Competencies are normally used within routines, methods and procedures

Competencies are normally used within a variety of routines, methods and procedures

Limited discretion and judgement about possible actions is involved

Some discretion and judgement are involved in selection of equipment, work organisation, services, actions and achieving outcomes within time constraints.

Discretion and judgement are required for self and/or others in planning, selection of equipment, work organisation, services actions and achieving outcomes within time constraints.

Level 5

Level 6

Level 7

Competency at this level involves self directed application of knowledge with substantial depth in some areas

Competency at this level involves self directed development and application of professional knowledge with substantial depth in some areas

Competency at this level involves the use of initiative in self directed development and application of expert knowledge with extensive recognised expertise in some areas

A range of technical and/or other skills are applied to roles and functions in both varied and highly specific contexts.

A broad range of professional skills are applied to roles and functions in both varied and highly specific contexts.

A breadth and depth of professional skills are applied to roles and functions in both varied and highly specific contexts.

A proportion of competencies involve complex, specialized or professional functions.

A high proportion of competencies involve significant scope and/or complex, specialized or professional functions.

Competencies are normally used independently and both routinely and non routinely.

Competencies are used independently and are substantially non-routine with initiative being exercised in the application of professional practices

Duties of an innovative and/or critical nature are undertaken without professional direction and initiative is exercised in the application of professional practices

Discretion and judgement are required in planning and selecting appropriate equipment, service techniques and work organisation for self and/or others.

Significant discretion and judgement are required in planning, design, professional, technical or supervisory functions related to services, operations or processes for self and/or others.

Significant discretion and independent judgement are required within constraints set by management.

Supervision of Employeesâ&#x20AC;&#x2122; Work Level 2

Level 3

Level 4

Works under direct and/or routine supervision depending on function.

Works under limited supervision.

Work is intermittently checked.

Work may be checked in relation to overall progress

May take the form of general guidance where working in teams is involved.

May take the form of broad guidance.

May involve detailed instructions in some situations;

May involve a level of autonomy when working in teams.

Level 5

Work is carried out under general supervision.

Works under general supervision and/or broad guidance depending on function.

Progress and outcomes sought are under general guidance.

Level 6

Level 7

Works under broad guidance.

Work is usually performed under general guidance with limited or no professional supervision.

Work is usually measured in terms of the achievement of stated objectives to agreed standards.

The general quality of work is monitored by school management and is subject to stated objectives and professional standards.

May be less direct than at lower levels and usually be related to task methodology and work practices. May involve a level of autonomy in accordance with a broad plan or budget strategy.

Supervision of Others Level 2

Level 3

Level 4

An employee at this level Peer assistance may be will have no supervisory provided to others. responsibilities

The work of others may be supervised

An employee may have limited responsibility for guidance of the work of others

Responsibility for the work and organisation of others in limited areas.

An experienced Team co-ordination may employee may assist be required others by providing peer support in the completion of routine tasks

Teams may be guided or facilitated.

Training of subordinate staff may be required.

Level 5

Responsibility for the planning and management of the work of others may be involved

Level 6

Level 7

Responsibility for the Responsibility for the setting and supervision and monitoring of achieving of objectives by a work the work of others and of section and its staff may be involved. workflow in the area of responsibility may be involved. Leadership and development of teams and responsibility for outcomes may be required.

Supervision and training of lower level staff may be involved.

Responsibility for assessment, training and development and performance counselling of staff may be required.

Levels 1 to 7 Qualifications Matrix Level 1 Junior Certificate is the minimum formal qualification. No experience is required.

Level 2 Junior Certificate is the minimum formal qualification. No experience is required.

Level 3 Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position.

Level 4 Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position.

Level 5 Tertiary qualifications at Associate Diploma/Diploma level or equivalent qualifications relevant to the position may be required by the employer or knowledge, qualifications and experience that are determined by the employer as necessary to successfully carry out the duties of the position.

Level 6 Relevant formal qualifications at degree level are required.

Level 7 Formal qualifications at degree level are required, along with relevant post graduate qualifications or extensive and relevant experience as required by the employer to reflect higher levels of professional outcomes.

Typical Duties/Skills Employee Assisting Student Learning Level 2 2.1.1 Assist developmentally appropriate student learning, either individually or in groups, under the direct supervision of an academic staff member where limited discretion and judgement are involved. 2.1.2 Under direct supervision of a higher level officer or members of the academic staff prepare and clear away materials for display/use in classrooms or libraries. 2.1.3 Perform within well established routines tasks associated with the mass production of printed material including collating, stapling, binding, folding, cutting, etc 2.1.4 Under direct and /or routine supervision, perform tasks of limited complexity, associated with classroom learning experiences, such as assisting teachers in preparing, implementing and supervising learning programs. 2.1.5 Support students in relation to their physical needs.

Level 3

Level 4

3.1.1 Assist 4.1.1 Assist developmentally developmentally appropriate appropriate student student learning, learning, either either individually or in individually or in groups, under the groups, where general supervision some discretion of an academic staff and judgement member(s). are involved in Employees at this evaluating and level are required to assessing (under exercise discretion the supervision of and judgement to an academic staff modify education member(s)) the programmes to learning needs of meet the learning students. needs of specific students. 3.1.2 Within routines, methods and 4.1.2 Carry out liaison procedures carry between the school, out liaison the student and the between the student’s family school, the where discretion student and the and judgement are student’s family required in relation where some to planning, actions discretion and and achieving judgement are outcomes. involved. 4.1.3 Within a variety of 3.1.3 Support students routines, methods in relation to their and procedures physical needs provide significant where some assistance in the discretion and enrolment, family judgement are liaison and involved. placement of overseas students.

Level 5

Level 6

Level 7

5.1.1 Apply a range of technical and other skills involving the selfdirected application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: developing the framework for and providing the instruction to students (within a structured learning environment) under the general supervision of an academic staff member(s); providing pastoral ministry and support for students. 5.1.2 Under broad guidance, supervise the operations of the school’s processes and activities in relation to overseas students. This may include: enrolment; family liaison; and placement.

6.1.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree. This may include: the gathering, analysis and interpretation of data; or preparation of reports and the consequent giving of advice to other professional staff to assist student learning; or providing pastoral ministry; or providing counselling and/or guidance support for students. 6.1.2 Provide professional advice to staff and students in the officer’s area of expertise or qualification.

7.1.1 Undertake more complex professional activities involving the selection and application, based on professional judgement, of new and existing techniques and methodologies requiring the exercise of professional independence combined with competence derived from extensive experience and/or additional study. 7.1.2 Undertake supervisory responsibilities which may include on the job training, staff assessment and performance counselling in relation to staff in lower level positions. 7.1.3 Operate and be accountable for the quality of output of a section or function within the school.

Laboratory Employees Level 2

Level 3

Level 4 4.2.1 Responsibility for and/or training of subordinate staff in limited areas may be required.

2.2.1

Provide science program assistance where limited discretion and judgement are involved

3.2.1 Provide science program assistance where some discretion and judgement are involved.

2.2.2

Maintain science equipment, materials and specimens not requiring a depth of knowledge or technical skills.

3.2.2 Assist in the design/demonstration of experiments under supervision of an academic staff member(s) where some discretion and judgement are involved.

2.2.3

2.2.4

Under the direct supervision of an academic staff member(s) 3.2.3 Under direction, prepare, prepare and maintain maintain, organize, set-up laboratory teaching areas and dismantle equipment including routine setting and materials for routine up and dismantling of experiments or student items of equipment for use projects and dispose of in experimental, waste materials. observational and teaching 3.2.4 Peer assistance and/or activities guidance may be provided Assist in the for other assistants in a demonstration of laboratory. experiments and scientific 3.2.5 Under direction and within equipment under the direct existing routines, methods supervision of an and procedures, prepare, academic staff member(s). maintain and dispense stock solutions, simple chemical mixtures and compounds, cultures or similar materials.

Level 5

5.2.1 Apply a range of technical and other skills involving the self-directed application of 4.2.2 Design and demonstrate knowledge gained experiments, within a through formal variety of routines and studies/qualifications procedures, under the applicable to this supervision of an level or knowledge academic staff and experience that members(s) where are determined by the discretion and employer as judgement are required. necessary to 4.2.3 Where there is complexity successfully carry out in the range and choice of the duties of the action and discretion and position. This may judgement are required: include: designing prepare, maintain and laboratory dispense solutions, experiments; and chemical mixtures, appropriate compounds and cultures; responsibility for the prepare, maintain, organise, application of set -up and dismantle equipment and material for workplace health and experiments. safety requirements in the laboratory

Level 6 6.2.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree. 6.2.2 Operate (at a level consistent with the qualifications required) a laboratory. This may (or may not) include responsibility for the supervision, monitoring and training of staff in lower level positions. 6.2.3 Administer allocation monitoring resources laboratory.

the and of the

6.2.4 Support employees reporting to the position in policies to be followed, methods to be used and standards to be observed. 6.2.5 Provide professional advice to staff and students in the officerâ&#x20AC;&#x2122;s area of expertise.

6.2.6 Formulate procedural policy and guidelines in the employeeâ&#x20AC;&#x2122;s area of responsibility; submit recommendations for decision and prepare supporting statements as necessary.

Level 7 7.2.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree and post graduate qualifications and/or other professional development and/or industry experience. 7.2.2 Responsibility for the operation of a laboratory which provides complex and varied services. This may (or may not) include responsibility for the supervision, monitoring and training of professional staff and staff in lower level positions. 7.2.3 Manage the allocation and monitoring of resources in the laboratory. 7.2.4 Responsibility for direction and support of employees reporting to the position in policies to be

57 followed, methods to be used and standards to be observed. 7.2.5 Provide subject matter expertise and/or policy advice across a range of programs or activities undertaken by the organizational area. Formulate policies and provide specialist advice on policy development to senior management.

Administration Employees Level 2

Level 3

Level 4

Level 5

Level 6

2.3.1 Use keyboard skills to produce a document from written text using a standard format. 2.3.2 Receive and deal with enquiries within well established routines,, including the provision of general information and assistance to the public, parents, students and other employees. 2.3.3 Perform a range of general clerical duties at a basic level, for example, filing, handling mail, maintaining records.

3.3.1 Carry out a wide range of secretarial and clerical duties at an advanced level, including shorthand, typing, word processing and maintaining manual and computerized records. 3.3.2 Respond to enquiries from staff, students, parents and the general public and address issues in accordance with routines, methods and procedures. 3.3.3 Enter financial data into computer and prepare financial and management reports for review and authorization by senior management.

4.3.1 Provide administrative support to senior management of a school where discretion and judgement are required, including: taking minutes; shorthand; organizing appointments and diaries; initiating and handling correspondence (which may include confidential correspondence); monitoring telephone calls; and establishing and/or maintaining working filing systems. 4.3.2 Within a variety of routines, methods and procedures apply inventory and purchasing control procedures, prepare monthly summaries of debtors and creditors ledger transactions and reconcile these. 4.3.3 Apply knowledge of advanced functions of computer software packages and to manage data ie. modify fields of information, develop new databases or spreadsheet models; or graph previously prepared spreadsheets.

5.3.1 Provide executive 6.3.1 Operate and be support to senior responsible for an management and autonomous section associated committees and all its concerning designated operations. aspects of school 6.3.2 Provide management. professional advice 5.3.2 Direct and supervis e to staff and students the work of in the officer's area administrative/clerical of expertise. and/or other staff. 6.3.3 Monitor and 5.3.3 Under broad analyse regular guidance, supervise management the operations of the information, such as school's office and staffing and other administrative financial resource activities, in the areas usage; ensure that of enrolment, associated equipment and information systems statistical staffing are maintained and returns. that regular reports are provided to 5.3.4 Under broad management. guidance, supervise the operations of the schoolâ&#x20AC;&#x2122;s processes and activities in relation to overseas students. This may include: enrolment; family liaison; and placement.

Level 7 7.3.1 Supervise staff including implementatio n and participation in induction, training, review, counselling and appraisal 7.3.2 Manage the work of administrative officers and other staff, assigning and outlining the work, advising on administrative problems, and revising work for accuracy and adequacy. 7.3.3 Identify policies and procedures requiring review or redevelopment, and define relevant issues.

Administration Employees cont.. 2.3.4 Operate within well established routines, office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, laminator, franking machine, calculators, switchboard, etc. 2.3.5 Under the direct supervision of the principal or nominee, contact parents, students and/or others in relation to school attendance and related matters. 2.3.6 Under the direct supervision of the principal or nominee assist with the arrangement of group meetings, morning teas, meetings of parents and external parties, parent/teacher nights etc. 2.3.7 Carry out minor cash transactions including receipting, balancing and banking.

3.3.4 Prepare and process payroll 4.3.4 From verbal or rough handwritten instructions; transactions within routines, answer non-standard methods and procedures. executive correspondence, 3.3.5 Within routines, methods prepare papers, briefing and procedures : provide notes, or other written administrative support to material. senior management; arrange 4.3.5 Utilizing a variety of appointments and diaries; routines, methods and and prepare correspondence. procedures, calculate and maintain wage and salary 3.3.6 Within routines, methods records; perform routine and procedures, prepare and classification dispatch statements to determinations; and process debtors and payments to resignations, retirements creditors, follow up on and redundancies in unpaid accounts; prepare accordance with relevant bank reconciliations and award entitlements. reconcile accounts to 4.3.6 Within a variety of routines, balance; maintain wage methods and procedures and salary records. provide significant assistance in the preparation 3.3.7 Maintain petty cash float of: financial information to and expenses for trial balance; budgets; cash accounting purposes flow records; balance sheets; trading accounts; cash management analysis; FBT and entity disclosure requirements. NOTE An employee is not required to perform all duties listed to satisfy this skill descriptor.

4.3.7 Train staff classified at lower levels by means of personal instruction and demonstration.

4.3.8 Within a variety of routines, methods and procedures provide significant assistance in the enrolment, family liaison and placement of overseas students.

5.3.5 Prepare the accounts of the school to operating statement stage and assist in the formulation of period and year-end entries. 5.3.6 Provide advice requiring knowledge of policies and / or the interpretation of rules or regulations within their area of operation. Assist in developing policy and procedures relating to their work area and identifying future trends. 5.3.7 Under broad guidance supervise the administration of specialized salary and payroll requirements, which may include: eligible termination payments, superannuation trust deed requirements, redundancy calculations or workersâ&#x20AC;&#x2122; compensation claims. 5.3.8 Prepare for senior management financial reports relating to the employeeâ&#x20AC;&#x2122;s area of responsibility.

6.3.4 Provide financial, policy, or planning advice which may include providing reports, statistical surveys and advice on regulations and procedures. 6.3.5 Monitor expenditure against a budget at a school level, draft financial forecasts / budgets at organizationa l level and / or prepare complex financial reports. 6.3.6 Administer programs with a range of tasks such as advice on financial implications, interpretation of information, assistance and advice concerning complex

7.3.4 Provide written reports to the school executive on complex matters, suggesting alternative courses of action and analyzing the implicatio ns of each alternative . 7.3.5 Provide financial, policy and planning advice and investigate , interpret or evaluate informatio n for the guidance of staff or clients. 7.3.6 Be substantiv ely involved in the constructi on of annual and forward planning school

60 issues. 6.3.7 Prepare corresponden ce which is complex, original and which initiates or responds to new cases or situations.

budgets 7.3.7 Manage the operations of a discrete organizati onal area, program or administra tive function.

61 Administration Employees contâ&#x20AC;Ś

2.3.8 Monitor and maintain stock levels of stationery/materials for office/department within established parameters including reordering. 2.3.9 Within well established routines, sort, prepare and record documents (e.g. invoices, cheques, correspondence) on a daily basis; file such documents in the appropriate system. 2.3.10 Within well established routines, receive and distribute incoming mail collect outgoing mail, maintain mail registers and records and collate and dispatch documents for bulk handling. 2.3.11 Perform, within well established routines, tasks associated with the mass production of printed material including collating, stapling, binding, folding, cutting, etc.

3.3.8 Assist in the preparation of internal and external publications. 3.3.9 Assist in the enrolment function including handling initial enquiries and arranging interviews. 3.3.10 Under supervision, prepare Government and Statutory Authority returns for authorization by senior management. 3.3.11 Use software application packages for personal computers to create database file structures; and spreadsheets/work sheets. 3.3.12 Under direction and within routines, methods and procedures: draft agenda for meetings; assemble supporting documents for informal meetings; take and produce minutes.

3.3.13 Draft and type routine correspondence from brief oral or written instructions. Respond to requests for information including drafting routine correspondence in reply.

5.3.9 Apply a knowledge of relevant industrial awards and agreements and occupational health and safety requirements. Provide general advice to staff in these areas. 5.3.10Original writing of promotional and advertising material. 5.3.11 Coordination of, and participation in, marketing activities. 5.3.12 Design of promotional and marketing plans. 5.3.13 Responsibility for liaison with media.

6.3.8 Formulate procedural policy and guidelines in the employeeâ&#x20AC;&#x2122;s area of responsibility; submit recommendations for decision and prepare supporting statements as necessary. 6.3.9 Direct and support employees reporting to the position in policies to be followed, methods to be used and standards to be observed. 6.3.10 Advise and assist in the preparation of the school budget. 6.3.11Provide executive support to Principals and senior management. 6.3.12Provide advice or make recommendations requiring detailed knowledge of policies, and/or the interpretation of rules or regulations within established guidelines, relating to a major function

7.3.8 Provide subject matter expertise and/or policy advice across a range of programs or activities undertaken by the organizational area, formulate policies and provide specialist advice on policy formulation to senior management. 7.3.9 Undertake high level research, review or investigations including the preparation of reports and associated papers to provide advice to the school on the operational and/or future directions of the employeeâ&#x20AC;&#x2122;s section and to contribute to the development of that section in the educational

62 of the organizational work areas.

6.3.13Supervise

staff including participation in induction, training, review, counselling and appraisal and providing feedback on performance.

context of the school. 7.3.10Prepare papers, investigate and present information with recommendatio ns for decision by senior officers.

63 3.3.14 Maintain established central

6.3.14Develop systems and

filing / records systems in accordance with routines, methods and procedures. This would include: creating and indexing new files, retrieving records; distributing files within the school as requested, monitoring file locations and identifying and processing inactive and closed files.

procedures for implementation in accordance with school policy.

3.3.15 Maintain a store through such duties as participation in ordering and issue of expendable stores, recording of stock levels, maintaining records of equipment distribution, delivery dockets, invoices and payment vouchers and responsibility for keys.

6.3.15Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or clients.

6.3.16 Original

writing of promotional and advertising material requiring significant discretion and judgement concerning content and design.

6.3.17 Management of, and participation in, marketing activities.

3.3.16 Make

6.3.18 Design of promotional

3.3.17 Make

6.3.19 Responsibility

and record appointments on behalf of another and, where necessary, resolve involved appointment scheduling problems. travel and accommodation bookings in line with a given itinerary.

3.3.18 Within routines, methods and procedures carry out liaison between the school, the student and the studentâ&#x20AC;&#x2122;s family where some discretion and judgement are involved.

and marketing plans requiring initiative in the application of professional practices. for representing the school in the media.

Information Services and Resource Employees Level 2 2.4.1 Process basic transactions such as issues and returns, produce overdue lists, entry of orders in a computerised system, perform stock takes, entering of accession information into computer. 2.4.2 Operate and demonstrate the use of audio-visual equipment where there is limited complexity. 2.4.3 Maintain a booking system for equipment use and for the organisation of repairs and replacement of equipment. 2.4.4 Within well-established routines, methods and procedures, record audio/video programs and maintain a catalogue system of such recordings. 2.4.5 Perform a range of general duties at a basic level, for example, minor book repairs, photocopying and shelving. 2.4.6 Receive and deal with initial requests for information from library clients. 2.4.7 Under the direct supervision of an academic staff member(s), assist in the demonstration of routine library operations and procedures. 2.4.8 Under the direct supervision of an academic staff member(s), assist in the supervision of students in the library. 2.4.9 Under direct supervision of a higher level officer or members of the academic staff prepare and clear away materials for display/use in classrooms or libraries.)

Level 3 3.4.1 Search and verify bibliographical data where some discretion and judgement are involved. 3.4.2 Copy catalogue books, magazines, journals and recorded material where some discretion and judgement are involved. 3.4.3 Maintain circulation systems where some discretion and judgement are involved. 3.4.4 Respond to enquiries from staff, students, parents and the general public and address issues in accordance with routines, methods and procedures. 3.4.5 Assist in the demonstration of complex audio visual or computer equipment under supervision of academic staff member(s) where some discretion and judgement are involved.

Level 4 4.4.1 Responsibility for and/or training of subordinate staff in limited areas may be required 4.4.2 Within a variety of routines and procedures and with a depth of knowledge in some areas: demonstrate to staff and students the use of complex audio visual or computer equipment; or monitor performance of and carry out repairs to specialised equipment.

Level 5 5.4.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualification s applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: independent and original cataloguing and classification following precedents and standards; monitoring the performance of, and carrying out repairs to, specialised equipment; and developing the framework for and providing the instruction to students (within a structured learning environment) under the general supervision of an academic staff

Level 6 6.4.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree. 6.4.2 Operate (at a level consistent with the qualifications required) a library/resource centre. This may (or may not) include responsibility for the supervision, monitoring and training of staff in lower level positions. 6.4.3 Administer the allocation and monitoring of resources in the library/resource centre. 6.4.4 Support employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

Level 7 7.4.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree and post graduate qualifications and/or other professional development and/or industry experience. 7.4.2 Responsibility for the operation of a library/resource centre which provides complex and varied services. This may (or may not) include responsibility for the supervision, monitoring and training of professional staff and staff in lower level positions. 7.4.3 Manage allocation monitoring resources in library/resource centre.

the and of the

7.4.4 Responsibility for direction and support of employees reporting to the position in policies to be followed, methods

65 member(s).

6.4.5 Provide professional advice to staff and students in the officerâ&#x20AC;&#x2122;s area of expertise. 6.4.6 Formulate procedural policy and guidelines in the employeeâ&#x20AC;&#x2122;s area of responsibility; submit recommendations for decision and prepare supporting statements as necessary.

to be used standards to observed.

and be

7.4.5 Provide subject matter expertise and/or policy advice across a range of programs or activities undertaken by the organizational area, formulate policies and provide specialist advice on policy formulation to senior management.

66 Computer/ICT Employees Level 2

Level 3

2.5.1 Use keyboard 3.5.1 Use software skills to produce application a document from packages for written text using personal a standard format. computers to create database 2.5.2 Operate within file structures; well established and routines, office spreadsheets/wo equipment, such rk sheets. as, computer, photocopier, facsimile, binding machine, guillotine, laminator, franking machine, calculators, switchboard, etc.

Level 4

Level 5

4.5.1 Within a variety of 5.5.1 Apply a range of routines, methods technical and other skills and procedures, involving the selfmaintain the directed application of hardware and knowledge gained software through formal components of a studies/qualifications computer network applicable to this level and provide user or knowledge and support. experience that are determined by the 4.5.2 Responsibility for employer as necessary and/or training of to successfully carry out subordinate staff in the duties of the limited areas may position. This may be required. include: Assisting with systems analysis and design in relation to the development and maintenance of computer systems; and assisting with application programming (eg modification of package systems; and investigation of malfunctions in operational programs).

Level 6

Level 7

6.5.1 Operate and be responsible for the computing section of the school and all its operations.

7.5.1 Operate and be responsible for the computing section which provides complex and varied services to the school community including being responsible for the supervision, monitoring and development of other staff reporting to the position.

6.5.2 Perform non-routine professional tasks governed by procedures or guidelines. Within such constraints the employee is responsible for the independent performance of such functions. 6.5.3 Provide financial, policy planning advice investigate, interpret evaluate information for guidance of staff management in computing area.

and and or the or the

6.5.4 Be responsible for the development of software, hardware or applications systems based on the use of current computer techniques.

7.5.2 Research and examine likely longterm requirements for computer systems, suggest alternative plans and strategies and report on their feasibility.

6.5.5 Be responsible for the development of computer systems, and recommend changes and improvements in systems where appropriate.

7.5.3 Consult with departmental computer users to understand and meet the needs of the department and resolve problems concerning systems.

6.5.6 Undertake maintenance programming tasks, including investigation and design requirements necessary to implement changes to existing systems.

7.5.4 Investigate and design the implementation of computer systems to meet specific needs of work areas.

6.5.7 Provide advice to the senior executive of the school on the operations/future directions

67 of the section by utilising acquired knowledge and experience.

Computer/ICT Employees contâ&#x20AC;Ś 6.5.8 Carry out a range of tasks necessary to support and develop systems software or other support processes

7.5.5 Carry out a range of complex and varied tasks requiring the selection and application of new and existing techniques and methodologies necessary to support and develop systems software or other support processes. 7.5.6 Develop and present appropriate computer training courses.

SCHEDULE 4 - TERMS OF REFERENCE – PROFESSIONAL DEVELOPMENT DIOCESAN PROFESSIONAL DEVELOPMENT WORKING PARTIES Purpose The purpose of each working party is to research, provide information and develop recommendations concerning the nature, quantity and scope of professional development being undertaken by employees in Catholic Education and the nature, quantity and scope of professional development being offered by the Catholic education employing authority. Membership Membership of each Diocesan working party will include employer and employee representatives, including a representative from their union. The Diocesan Authorities will convene and chair each working party as well as provide basic resources –eg meeting venue, secretarial support and general assistance – as required. Timeline Each working party will complete its tasks by the end of 2004 school year. Tasks The tasks for the working party will include •

research current professional development undertaken in Queensland Diocesan Schools -

professional development undertaken by employees

professional development provided and or sponsored by employing authorities

professional development undertaken by employees at their own cost

•

provide information concerning the format, timing and financial arrangements for professional development undertaken by employees.

•

provide information about the cost impact on individuals, schools and systems related to the provision and undertaking of professional development.

•

consider options for the coordination and integration of professional development programs with a view to achieving a better balance between system and individual needs, priorities and programs

•

provide advice about options and strategies to facilitate the better integration of professional development programs with school development/renewal planning, system and individual planning

•

provide advice about the costs of professional development provision.

•

consider the impact of professional development on the operations of schools, school system, and the individual.

•

consider the specific training and professional development needs of school officers and service staff within schools

•

provide advice on suitable options for the development of Professional Development Plans for school officers and service staff in schools.

Advice and recommendations shall be subject to consideration by the parties and each party reserves its position on any matter.

SCHEDULE 5 - PORTABILITY OF EMPLOYEE BENEFITS POLICY AND ADMINISTRATIVE PROCEDURES [Edited version of a memorandum sent 9 October 1987 to all Diocesan employing authorities.] The following statement was endorsed by Directors on 8 October, 1987. Sick Leave Policy On 18 August, 1982, the Directors of all Catholic Education Offices in Queensland issued the following policy statement : “The Directors have agreed that portability will apply from 1st January, 1983, from Parish and Diocesan owned schools throughout Queensland to all teachers currently employed. Service to be retrospective to 26 January, 1979 as the earliest date of adequate central records for all Dioceses. Sick Leave entitlement within the Diocese will not be affected by these decisions”. This policy is for teaching employees only. Parties to the Policy It should be noted that this policy in regard to portability of sick leave only relates to Parish and Diocesan owned schools. That is, Order owned [now Religious Institute] schools are not a party to this policy statement. Order of Payment Where a person takes sick leave, the leave should be taken off the entitlement accrued with the present employer. It should only be taken off leave accrued with previous employers where there is no leave balance available that was accrued during the present period of service. Claim on Previous Employer(s) At any point, if the current employer has granted sick leave within an individual’s entitlement and this exceeds by ten (10) or more days the aggregate of : ♦ ♦

Sick leave accrued with the current employer, and Sick leave previously claimed by the current employer and paid for by a former employer (transferred),

Then a claim for reimbursement from the previous employer(s) equivalent to the monetary value of the total leave shortfall may be made.

SCHEDULE 6 - SALARY PACKAGING Clause 6.5 of CA551 of 1998 6.5

Salary Package into Superannuation Funds Employees shall be permitted to elect to salary package into an approved superannuation fund, subject to compliance with the Workplace Relations Act. Where the Employing Authority and individual employee agree an additional contribution may be made into a complying superannuation fund. This Agreement shall be subject to the following provisos; (1)

the fund(s) comply with the provisions of the Superannuation Industry (Supervision) Act 1993

(2)

no fund shall be a personal fund

(3)

the implementation of any such arrangements shall be at the discretion of the Employing Authority

(4)

the contribution shall be expressed as a dollar amount

(5)

such salary packaging arrangements shall be available to all employees with the exception of casual employees and those employed on fixed term contracts for less than a school year

(6)

the funds shall accept electronic funds transfer

(7)

any arrangements as set out in this clause shall be at the employeeâ&#x20AC;&#x2122;s request

(8)

the terms of the arrangement shall be committed to writing and signed by the Employing Authority and the employee

(9)

a copy of the signed agreement shall be held by the Employing Authority and a copy provided to the employee

(10) this arrangement may only be altered once per annum The parties acknowledge that within the limits prescribed in this clause the implementation of any salary packaging arrangement shall be at the discretion of the Employing Authority. Clauses 7.1 of CA606 of 1999, CA602 of 1999, CA604 of 1999, CA603 of 1999, CA601 of 1999 and CA605 of 1999. 7.1

Salary Package into Superannuation Funds Employees shall be permitted to elect to salary package into an approved superannuation fund, subject to compliance with the Industrial Relations Act. Where the Employing Authority and individual employee agree an additional contribution may be made into a complying superannuation fund within the range of funds offered by the Employing Authority. This Agreement shall be subject to the following provisos: (1)

the fund(s) comply with the provisions of the Superannuation Industry (Supervision) Act 1993;

(2)

the nominated fund is to be within the range of funds nominated by the Employing Authority but in any event no fund shall be a personal fund;

(3)

the implementation of any such arrangements shall be at the discretion of the Employing Authority;

(4)

the contribution shall be expressed as a dollar amount;

(5)

such salary packaging arrangements shall be available to all employees with the exception of casual employees and those employed on fixed term contracts for less than a school year;

(6)

the funds shall accept electronic funds transfer;

(7)

any arrangements as set out in this clause shall be at the employeeâ&#x20AC;&#x2122;s request;

(8)

the terms of the arrangement shall be committed to writing and signed by the Employing Authority and the employee;

(9)

a copy of the signed agreement shall be held by the Employing Authority and a copy provided to the employee;

(10)

this arrangement may only be altered once per annum;

(11)

The Employing Authority shall apply a total employment cost (TEC) approach to make payments under the Salary Packaging Agreement. The Employeeâ&#x20AC;&#x2122;s TEC will be the sum of the base salary, leave loadings, locality allowances where they apply and superannuation contributions being met by the Employing Authority.

The parties acknowledge that within the limits prescribed in this clause the implementation of any salary packaging arrangement shall be at the discretion of the Employing Authority.

SCHEDULE 7 â&#x20AC;&#x201C; JOB SHARE Job Share Guidelines â&#x20AC;&#x201C; Brisbane Catholic Education Office 1. Definition Job-sharing is a voluntary arrangement in which a full-time position is divided between two teachers with shared responsibility for the position on a fixed-term basis. 2. Principles Underpinning the Guidelines 2.1. Job-share is entered into voluntarily. 2.2 Job-share arrangements shall be flexible and accommodate both school and employee needs. 3. Size of School/Ratio 3.1 The number of job-share positions offered in any one school shall usually not exceed one to seven full-time teachers employed at that school. 4. Selection Procedures 4.1 The job-share position, (C), [please see model referred to at the end of this document], shall be filled by a current full time continuing teacher (A) and another teacher (B) who is a current full time teacher at the same school or at another school (with the written consent of the principal of each school). This releases a full time position at the school which may be filled by a teacher (D) on a fixed term basis. Teacher (D) position is to be appointed in accordance with Brisbane Catholic Education Teacher Selection processes. Teacher (A) and (B) will be employed on a continuing part time basis for the duration of job-share. If teacher (D) is appointed he/she will be employed on a fixed term basis for the duration of the job-share arrangement. At the end of the job-share arrangement (A) and (B) will revert back to their full time continuing positions and if (D) has been appointed then his /her contract will cease. 4.2 Where a full-time continuing teacher wishes to job-share and the procedure outlined above (4.1) is not a viable option another teacher maybe employed on a fixed-term basis for the duration of the job-share arrangement, i.e., one teacher shall be on a fixed-term part-time basis and the other teacher shall be on a continuing part-time basis for the duration of the job-share. At the end of the job-share arrangement the part-time continuing teacher will take up the full-time continuing position and the position of the part-time, fixed term employee will cease. 5. Subsequent Appointment 5.1 In the event that either job-share partner leaves the job-share position, within the time of the jobshare arrangement, the full-time position may be offered to the remaining teacher until the end of the job-share. In the event that the remaining teacher declines to take the full-time position the vacancy for the remainder of the fixed term contract is advertised and will be subject to job-share arrangements. 5.2 Except in extenuating circumstances, should either job-share teacher choose not to fulfil the jobshare contract, the employer holds no responsibility for the continued employment of that teacher until the job-share contract has concluded and would consider the teacher on Leave Without Pay. 6. Length of Appointment 6.1 Appointments to job-share positions are made for a maximum period of one school year. The job-share arrangement may be renewed each year subject to the arrangement being deemed acceptable by the employees concerned and the employer.

6.2 By the end of Term 3 of the school year prior to the completion of the job-share arrangement, a review shall be carried out in order to ascertain whether the arrangements are satisfactory from the viewpoint of both the employees and the employer. 7. Arrangements The arrangements for a job-share position are to be considered on a number of levels. 7.1 Level One is at the system level where parameters are set in accordance with these guidelines. 7.2 Level Two is at school level where considerations such as: 1. 1. 1. 2.

Is job-share appropriate for this school? How many positions? Which class level/s would be appropriate? What process will be used to determine the teachers who will job-share and under what arrangement the teachers will work? 1. How will this be announced to staff and parents? 7.3 Level three is at the partnership level. Each participant shall be provided with an individual letter of appointment which contains the results of negotiations between the participants and the Principal regarding the hours of duty arrangements and shall include all of the following: - days worked - communication - planning time - non-contact time - excursions - parent teacher interviews - assessment and reporting procedures - playground and bus duty - attendance at staff meetings and other meetings - professional development. 7.4 Employees shall be provided with a copy of these guidelines prior to any agreement being reached in relation to a job-share position. In particular, employees shall have their attention drawn to the contents of Clause 5.2 relating to a failure to fulfil a job-share contract. 8. Alteration to Arrangements 8.1 Changes to the arrangements as referred to in 7.3 may be made by either the principal or the teachers with two weekâ&#x20AC;&#x2122;s notice or shorter by mutual consent. 9. Division of Position 9.1 It is recommended that days worked be full days. 9.2 The most suitable arrangement appears to be the five day fortnight whereby each partner would work three days one week and two days the next week - i.e. a 0.5 split. An alternative could be a 0.6/0.4 split where one partner works three days each week and the other partner works two days each week. 10. Rates of Pay 10.1 Payment is made on a pro-rata basis, proportional to the rate of a full-time employee. 11. Pro-Rata Conditions and Benefits

NOTE: As stated in Clause 6 of this document, job-share arrangements terminate at the conclusion of a school year or earlier, and are normally reviewed in Term 3 each year. 11.1 All entitlement to annual leave, annual leave loading, sick leave, long service leave, public holidays, superannuation and all award benefits are on a pro-rata basis. 11.2 In the event one partner is absent on sick leave the other partner should be offered the relief work. If the partner accepts the relief work, then this partner will be paid at the fulltime hourly rate and accrue appropriate leave entitlements for those hours. 11.3 In the event the other partner refuses the offer or is unavailable to accept the offer, a relief teacher will be engaged. The teacher doing the relief work in this instance will be paid on a casual basis. 11.4 Long Service Leave and/or Special Leave may be granted within the period of the job-share arrangement. Usual conditions for taking such leave will apply and with usual conditions for replacement. 11.5 Maternity/paternity/adoption leave will be granted within the period of the job-share arrangement. Usual conditions for taking such leave will apply and with usual conditions for replacement. 11.6 Where 11.4 and 11.5 do not apply (i.e. leave which is not due to be completed within the school year) negotiations would need to cover how the leave entitlements would be accommodated in the following school year. 12. Professional Development, Promotion, Redundancy 12.1 Job-share employees shall be afforded the same opportunities to access professional development and promotion as full time employees. 12.2 In the event of a full-time position becoming redundant, the normal supernumerary process applies. 13. Calculation of Service 13.1 All work done by job-share employees counts towards incremental progression on a pro-rata basis. 14. Professional Development Planning Days 14.1 Job-share employees are expected to report for full day duty for the pupil free days nominated for professional development activities during the school year declared by the employer as requiring attendance by all employees. Payment will be in full for time so worked.

Job Share Model

Current full time continuing teacher

Fixed Term full time position which may be filled by

A + B=

C Job share position

Advertised or from school. Contract position.

After one year appointment

Returns to full time continuing teacher role

D This contract ends

Job Share Guidelines – DCEO Rockhampton Guidelines The Diocese of Rockhampton recognises that, for pastoral and/or professional reasons, some teachers in Diocesan schools may wish to enter into a job-share arrangement. These guidelines afford teachers the opportunity of a part-time position while retaining the mechanism to access a full-time position if their circumstances and needs change. Job-share arrangements can provide the Diocese with opportunities to employ teachers for schools in arrangements which, because they meet the needs and circumstances of the teachers, may contribute to enhancing professional aspects of their commitment to teaching. This, in turn, may enrich the teaching learning environment and provide tangible educational and pastoral benefits to students. It is also recognised that, in some circumstances, the advantages outlined may not warrant the introduction of a job-share arrangement. The educational and pastoral needs of students and classes vary considerably as do the professional and administrative needs of each school in the Diocese. The guidelines are in accordance with the Teachers Award Non-Government Schools clause 15B and the Diocese of Rockhampton Enterprise Certified Agreement 1999 clause 5.10. In accordance with the Award, any existing teacher may request their position to be job-shared. Initial requests should be directed to the Principal who will have discussions with the teacher concerning the arrangements that are to apply. The selection of a suitable job-share partner is a key factor in assisting with the successful implementation of job-share arrangement. The Award states that the residual (partner) position must be advertised. This may be achieved by advertising within the school and (as suitable) schools within the region/locality. In discussion with the Principal the teacher should outline the reasons for the request, the proposed division of the position and any of the organisational details she/he is able to propose. The Principal will discuss any job-share request with the Supervisor of Schools and advise the teacher that no commitment to the arrangement can be given until after the annual staffing conference. Nonetheless, the Supervisor of Schools may authorise the school Principal to continue with the development of the proposal including the advertising and selection of suitable job-share partner and documentation. Approval for a jobshare arrangement to be entered into will not be given until the necessary documentation (see below) is completed and forwarded to the Director (through the School Supervisor and Staffing Officer). Applications will normally be made before the beginning of the last week of term three in any year (for implementation in the following year) to enable the proposal to be considered at the annual staffing conference. For applications received after the staffing conference, consultation with the Supervisor of Schools is still required. If a job-share arrangement is entered into after this period, such an arrangement will be for a fixed term (until the end of the school year) in order that, in the following school year, the arrangement may be considered at the staffing conference. In secondary schools expressions of interest in a job-share arrangement will need to be made by the beginning of the fourth last week of term three in order to enable the Principal to adequately plan staffing arrangements for the following year. Factors to be considered when assessing a Job-share Application In assessing each application for a job-share arrangement, the following factors should be considered: ♦the educational and pastoral needs of the students ♦the needs and interests of the staff ♦the requirements of the teaching program ♦the administrative needs of the schools ♦general context of the particular school ♦parental considerations ♦ any requirements contained in the Teachers’ Award Non-Governmental Schools and Industrial Agreements (the Award and Agreements) ♦The Rockhampton Catholic Education Diocese Certified Agreement ♦The Catholic Schools – Hours of Duty – Teaching Staff – Queensland Industrial Agreement ♦ Positions of Senior Administration, Positions of Added Responsibility in Catholic Schools, Queensland Industrial Agreement

Authorisation – Documentation Following approval at the annual staffing conference, the job-share teachers and the principal shall prepare the agreement document (see section Job-share Arrangements Documentation below). It will be signed by the principal and the teachers and forwarded to the Director for approval/non approval. The agreement will be forwarded to the Diocesan Catholic Education Office in a timely manner in order to determine whether approval is to be given at least four weeks before the arrangement is due to commence. If the Director approves the arrangement, a copy of the agreement signed by the Director will be returned to the Principal for keeping in the school records and so that a copy will be provided to the teachers. A copy will be kept on the personal file of each participating teacher. Should the arrangement not receive approval, the parties will receive written notification. Term of a Job-share Arrangement Persons seeking approval to enter a job-share arrangement should initially consider some of the terms of the arrangement and the processes by which job-share arrangements are established. Leaving a Job-share Arrangement If either participating employee leaves the employment of the school, the remaining employee may be offered the residue of employment [refer Award clause 15B(6)], that is the position becomes full-time. If this offer is not accepted, then clause 15B(1) of the Award applies and the position may again be considered for a job-share arrangement. Alternatively, the employing authority may not agree for the position to continue on a job-share basis. If this occurs, the remaining teacher, if employed prior to job-share would revert to the terms of employment which applied before he/she entered into the job-share position. The employing authority can determine whether the position will continue on a job-share basis. Job-share Salary and Other Conditions The salary to be paid to employees engaged in a job-share arrangement will be calculated according to the full time salary scale appropriate to the employee and calculated according to the pro-rata division of work for the position. Such employees will be entitled to pro-rata benefits such as leave, vacation periods, statutory holidays and other accrued benefits. If additional costs are incurred by a school from the implementation of a job-share arrangement, such costs will need to be paid for by the school. Absence of a Job-share Teacher If a participating teacher is unable to attend duty because of illness the Principal may offer the other participant the day(s) work. If this is accepted she/he will be paid as a casual employee for the relevant period. Such arrangements may apply in circumstances where a participating teacher is absent for approved family leave or other approved leave. As job-share forms one full-time position, it will normally be necessary that, throughout the day, either one of the teachers in a job-share arrangement will be in attendance at the school premises. The Number of Job-share Positions Per School The number of job-share arrangements in any school will be in accordance with sub-clause (7) of Clause 15B of the Teachers’ Award Non-Governmental Schools. That is, “the number of job-share positions offered under this Award in any school shall not exceed one to seven or fraction of seven permanent teachers employed by the same Employer in the same school”. On Going Evaluation There should be provision in any job-share proposal/agreement for the ongoing evaluation of the impact of the job-share on the educational and pastoral needs of the students and the administrative needs of the school. As well, there should be on going evaluation of the impact of the job-share on the professional and pastoral needs of the participating teachers. This evaluation may lead to changes to the job-share arrangement in order to address specific issues arising from the evaluation. Such evaluation should consider the issues listed under the heading ‘factors to be considered when assessing a job-share application’ above.

In some circumstances, the parties to a job-share arrangement may not be in agreement with particular changes proposed for job-share arrangements. In such cases, the grievance procedure as outlined in clause 2.3 of The Rockhampton Catholic Education Diocese Certified Agreement 1999 will be followed. Accreditation Teachers working in job-share arrangements shall meet all relevant provisions of Diocesan Accreditation Policies and Procedures. Leave Should either participating employee apply for and be granted Long Service Leave or Maternity/Paternity leave the job-share arrangement continues. The remaining employee may be offered the residue of employment for the duration of the leave. Alternatively, a temporary appointment may be made. At the conclusion of leave the employee will normally return to the job-share arrangement. In some circumstances a teacher in a job-share arrangement may apply for and be granted Special Leave. There will be occasions where teachers who are on leave do not return to their position. When this happens the teacher will be deemed to have left the employment of the school and clause 15B(6) Teachers Aware Non-Government Schools and the Leaving a Job-share Arrangement, section of this document, would apply. “Should either participating employee leave the employment of the school, the remaining employee may be offered the residue of employment. If this offer is not accepted by the remaining participant, the provisions of subclause (1) hereof shall be followed.” Teachers' Award Non-Government Schools (the Award). Job-share Arrangements Documentation After a job-share arrangement has been approved, the principal and the teachers involved will be required to document the administrative arrangements applying. The information detailed below will provide checklists that can be utilised in recording the appropriate documentation. In particular cases the following matters will also need to be included in the documentation. In determining job-share arrangements consideration must be given to the Awards and Agreements as outlined; ♦

The minimum notice period to initiate any consideration of changes to arrangements already entered into shall be four weeks. Joint planning arrangements must specify: That, within the primary school context, both teachers in a job-share arrangement share responsibility for a holistic approach to curriculum planning. It must detail the regularity and scope of joint planning meetings as well as detail as to how regular communication concerning whole of class or individual student issues will take place.

♦

That, in the secondary school context, while class subjects will normally remain discreet similar joint planning may be required.

♦

Attendance at whole-school professional development activities, school and Diocesan in-service will generally be on a pro-rata basis. However, in circumstances wherein teachers need to attend the Bishop’s In-service Day and/or the Religious Education In-service Day in order to maintain eligibility for accreditation and this is beyond any pro-rata expectation, DCEO will meet any necessary additional salary costs. Specific arrangements should be clearly documented outlining dates and times. Should the Principal require attendance additional to pro rata attendance from either or both participants, then the Principal should ensure that appropriate additional salary payments are made. The school will normally pay for such additional payments.

♦

Clarification of expected involvement in co-curricular activities – refer to The 1999 Rockhampton Catholic Education Diocese Certified Agreement Clause 5.2.

♦

Procedures and arrangements for assessment of student progress report preparation, attendance at parentteacher meetings and general availability for consultation with parents.

Details for Inclusion in Job-Share Arrangement Documentation § Names of the participating teachers § Teachers profile* § Rationale for the proposal § Date from which the arrangements are effective § Percentage share of the position which applies to each teacher § Timetable, as appropriate, for the job-share participants § On-going evaluation of the impact of the job-share on the educational and § pastoral needs of the students and the administrative needs of the school § On-going evaluation of the impact of the job-share on the professional and § pastoral needs of the participating teacher § Arrangements should either or both parties wish to leave the job-share § Arrangements for the notice period required to change the arrangement § Joint planning arrangements § Method(s) of communication between teachers § Arrangements for attendance at whole school professional development and in-service pupil free days (see The Catholic Schools – Hours of Duty – Teaching Staff – Queensland Industrial Agreement) § Arrangements for attendance at other whole of school activities such as liturgy, retreats, sport days, excursions and camps (see The Catholic Schools – Hours of Duty – Teaching Staff – Queensland Industrial Agreement) § Arrangements for the sharing of duties such as bus duty, playground supervision etc § Arrangements for assessment and reporting and attendance at parent interviews § Space for the signatures of the Principal, participants and the Director of Catholic Education § Arrangements concerning approach to teaching style and classroom management*

*optional

ATTACHMENT B AFFIDAVIT

I, Terence Patrick Burke, the deponent, of 346 Turbot Street, Spring Hill, make oath as follows – 1.

I am the General Secretary of the Queensland Independent Education Union and I am authorised under the Act and rules to make this affidavit.

The agreement, attachment A is not a project agreement.

The agreement is made with ten employee organisations.

The full names and addresses of the employee organisations are – Queensland Independent Education Union of Employees PO Box 418 Fortitude Valley Qld 4006 The Australian Liquor, Hospitality and Miscellaneous Workers Union – Queensland Branch 3rd Floor, 74 Astor Terrace, Spring Hill Qld 4000 Queensland Nurses’ Union of Employees 56 Boundary Street West End, Qld, 4101 Construction, Forestry, Mining and Energy Industrial Union of Employees, Queensland 66 Upper Roma Street Brisbane, Qld, 4000 Australian Workers’ Union of Employees GPO Box 88 Brisbane Qld 4001 Plumbers and Gasfitters Employees’ Union of Australia, Queensland Branch, Union of Employees PO Box 3596 South Brisbane Qld 4101 Transport Workers’ Union of Australia, Union of Employees (Queensland Branch) PO Box 452 Cannon Hill Qld 4170 Shop, Distributive and Allied Employees Association (Queensland Branch), Union of Employees PO Box 490 Spring Hill Qld 4004 Federated Clerks Union of Australia, North Queensland Branch, Union of Employees PO Box 135 Townsville Qld 4810

Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees PO Box 478 Fortitude Valley Qld 4006 5.

The employers, as listed at point 12 are in the Education Industry.

The name of the relevant awards are the Teachers’ Award – Non-Governmental School; School Officers’ Award – Non-Governmental Schools 2003; Greenkeeping Industry Award – State 2002; Miscellaneous Workers’ Award – State 2002; Retail Industry Interim Award – State; Motor Drivers, etc, Award – Southern Division; Passenger Vehicle Drivers etc., Award – Northern and Mackay Divisions 2003; Engineering Award – State 2002; Nurses’ Award – State; Child Care Industry Award – State 2003; Building Products, Manufacture and Minor Maintenance Award – State 2003; Clerical Employee’s Award – State 2002

The employers operate schools at numerous locations throughout the breadth of Queensland.

The number of female employees to be covered by the agreement is 9940.

The number of male employees to be covered by the agreement is 2652.

10.

The number of apprentices to be covered by the agreement is nil.

11.

The number of trainees to be covered by the agreement is 9.

12.

The name and address of the employers to be bound by the agreement are: The Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane (Brisbane Catholic Education) GPO Box 1201 Brisbane Qld 4001 The Roman Catholic Trust Corporation for the Diocese of Cairns PO Box 5296 Cairns Qld 4870 The Roman Catholic Trust Corporation for the Diocese of Rockhampton PO Box 524 Rockhampton Qld 4700 The Roman Catholic Trust Corporation for the Dioceses of Townsville PO Box 861 Aitkenvale Qld 4814 The Corporation of the Roman Catholic Dioceses of Toowoomba PO Box 759 Toowoomba Qld 4350 The Corporation of the Sisters of Mercy of the Diocese of Townsville c/- St Patrick’s College PO Box 5370 Townsville Qld 4810

The Corporation of the Sisters of Mercy of the Diocese of Cairns c/- Mount St Bernard College Private Mail Bag Herberton Qld 4872 13.

This Certified Agreement is not a project Agreement.

14.

The persons who negotiated the agreement were: Terry Burke, General Secretary - Queensland Independent Education Union Christopher Seymour, Assistant General Secretary - Queensland Independent Education Union Christine Cooper, Organiser - Queensland Independent Education Union Gaye Vale, Teacher – Mt St Michael’s College Bernadette Murray, School Officer – Lourdes Hill College Trish Sullivan, Teacher – Mt Alvernia College on behalf of the employees and; Mr Mike Byrne, Co-ordinator, Queensland Catholic Education Commission Mr Jim King, Diocese Catholic Education Office, Rockhampton Mr Kevin Twomey, Brisbane Catholic Education Office Mr John O’Dwyer, Brisbane Catholic Education Office Mr Kevin Cuddihy, Queensland Catholic Education Commission Ms Jennifer Elvery, Queensland Catholic Education Commision on behalf of the employer.

15.

The average percentage by which the wages of the employees to be covered by the agreement will increase under the agreement compared with wages before the agreement is 3.6% annum.

16.

The average percentage by which the wages of the employees to be covered by the agreement will not decrease.

17.

The nominal expiry date of the agreement is 2 June, 2006.

18.

The steps taken to ensure compliance with section 143 of the Act were that QIEU advised the other proposed parties to the Agreement on 4 November, 2002, that it was our intention to negotiate an Agreement. Negotiations did not commence until at least 14 days after this advice was given.

19.

The steps taken to ensure compliance with section 144 were that employees were provided with a copy of the proposed agreement more than 14 days before the ballot and were provided with an explanation regarding the affects of the proposed agreement.

20.

The results of the ballot were 1004 accepting the ballot, 289 rejecting, 11 informal and 122 non returns.

21.

The Certified Agreement is not a project Agreement.

22.

To the best of my knowledge the employer did not coerce, or attempt to coerce, any relevant employee not to make a request to a relevant employee organisation to be represented by the employee organisation in negotiating with the employer about the agreement.

23.

To the best of my knowledge the employer did not coerce, or attempt to coerce, any relevant employee into withdrawing a request made by the employee to a relevant employee organisation for the relevant employee organisation to represent the employee in negotiating the agreement.

24.

The procedures for preventing and settling disputes are set out in clause 2.2 of the Agreement.

25.

The requirement of s156(1)(1)(i) of the Act is meet because the employer remunerates all men and women employees of the employer equally for work of equal or comparable value.

26.

The agreement, to the best of my knowledge and belief, passes the â&#x20AC;&#x2DC;no disadvantage testâ&#x20AC;&#x2122; under chapter 6, part 1, division 3 of the Act.

I swear that the facts set out above are true. Deponent SWORN by the deponent at 346 Turbot Street, Spring Hill, on this

commissioner for declarations

day of

before me