3REF:eb/chr/nambour/eb1/namchr12gp;vs
Form 11 APPLICATION FOR CERTIFICATION OF AGREEMENT QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act 1999 (Queensland) Section 156 NAMBOUR CHRISTIAN COLLEGE AND
QUEENSLAND INDEPENDENT EDUCATION UNION OF EMPLOYEES AND
TRANSPORT WORKERS’ UNION OF AUSTRALIA, UNION OF EMPLOYEES (QUEENSLAND BRANCH)
(No..................of 2000)
NAMBOUR CHRISTIAN COLLEGE CERTIFIED AGREEMENT 2000 COMMISSIONER................................................... (Approved)......................................
THIS AGREEMENT, made under the, Industrial Relations Act 1999 (Queensland), this ...…..…...... day of ...............…......... 2000 between Nambour Christian College (hereinafter referred to as “the Employer” and the Queensland Independent Education Union of Employees, and Transport Workers’ Union of Australia, Union of Employees (Queensland Branch), (hereinafter referred to as “the Unions”), witnesses that it is mutually agreed as follows:-
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ARRANGEMENT Subject
Page No.
1. PRELIMINARY
5
1.1.
Title
5
1.2.
Application
5
1.3.
Date and Period of Operation
5
1.4.
Certified Agreement Posting
5
1.5.
Single Bargaining Unit
5
2. RELATIONSHIP TO THE AWARDS 2.1.
6
Relationship with Parent Awards
6
3. RELATIONSHIP TO AIMS OF THE COLLEGE
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3.1.
Preamble
6
3.2.
Mission Statement
7
3.3.
Objectives
7
3.4.
Acknowledgment
7
3.5.
College Consultative Committee
8
3.6.
Objectives of the College Consultative Committee
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3.7.
Tasks of the College Consultative Committee
9
3.8.
Requirements for staff of Nambour Christian College
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3.9.
Key Performance Indicators
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3.10. College Improvement
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4. WAGES
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4.1.
Salary and Wage Increases
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4.2.
No Further Claims
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4.3.
Variation of Agreement
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5. NON-SALARY BENEFITS 5.1.
12
Long Service Leave
12
6. EFFICIENCY AND EFFECTIVENESS INITIATIVES
12
6.1.
Sick Leave
12
6.2.
Enhanced Conditions for those with Family Responsibilities
12
6.3.
Superannuation
13
6.4.
Promoting the Teaching Profession
13
3
6.5.
Job Share Provision
13
6.6.
Union Recognition Clause
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7. EMPLOYMENT POLICIES & WORK PRACTICES
13
7.1.
Hours of Duty
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7.2.
Non-Contact Time
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7.3.
Induction
14
7.4.
Role Descriptions
14
7.5.
Use of Technology
14
7.6.
Vocational Education
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7.7.
Further Career Advancement for Classroom teachers
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7.8.
Positions of Added Responsibility
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7.9.
Classification of School Officers
15
7.10. Performance Review
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7.11. Payslips
17
7.12. Professional Development
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7.13. Dress Code
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8. PROCEDURES FOR RESOLVING DISPUTES
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8.1.
Industrial Disputes
18
8.2.
Harassment Disputes
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9. SAVINGS CLAUSE
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10. FUTURE RE-NEGOTIATION OF AGREEMENT
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10.1. Variation, Renewal or Replacement of Agreement
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SCHEDULE 1
WAGES
SCHEDULE 2
SENIOR TEACHER
SCHEDULE 3
THE PHILOSOPHICAL BASIS OF APPRAISAL
4
1.
PRELIMINARY 1.1.
Title This Agreement shall be known as the Nambour Christian College Certified Agreement 2000.
1.2.
Application This Agreement shall apply to Nambour Christian College (“the Employer”) and its employees and to the Unions signatory to this Agreement.
1.3.
Date and Period of Operation This Agreement shall operate from 8 December and shall remain in force until 8 December 2003. . The Agreement may only be terminated by any of the Parties to the Agreement in the matter prescribed by Section 172 and 173 of the Industrial Relations Act 1999.
1.4.
Certified Agreement Posting A copy of this Certified Agreement shall be exhibited in a conspicuous and convenient place at the College so as to be easily read by employees.
1.5.
Single Bargaining Unit For the purposes of negotiating this Enterprise Agreement a Single Bargaining Unit (SBU) has been established consisting of Employee, Union and Management representatives and specifically with membership as follows:-
•
•
seven (7) Employee representatives, four (4) representing academic staff, two (2) representing school officer staff and one (1) representing other employees in the College, and a QIEU representative acting for and on behalf of all unions party to this Agreement. Five (5) Administration Representatives and an Industrial Adviser.
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2.
RELATIONSHIP TO THE AWARDS 2.1.
Relationship with Parent Awards This Agreement shall be read and interpreted in conjunction with Awards having application to or adopted for the purposes of Section 160 and Section 163 of the Industrial Relations Act 1999, as set out hereunder except as varied by the terms of this Agreement – •
Teachers’ Award – Non-Governmental Schools and Industrial Agreements pertaining to that Award
Teaching Staff
Kindergarten Teachers’ Award - State •
School Officers
School Officers’ Award - Non-Governmental Schools
•
Cleaners and Caretaker
Miscellaneous Workers’ Award - State
•
Groundstaff
Greenkeeping Industry Award - State
•
Drivers
Motor Drivers etc Award - Southern Queensland
In the event of any inconsistency with existing Awards and Industrial Agreements, the terms of this Agreement will take precedence.
3.
RELATIONSHIP TO AIMS OF THE COLLEGE 3.1.
Preamble Nambour Christian College is a Christian college in both orientation and expression, which places emphasis on the development of the whole person including academic, spiritual, cultural, social, practical and physical dimensions. This agreement has six major priorities, which are considered essential for the maintenance and preservation of the special qualities, which constitute the distinctive style, and nature of the College. These priorities are:1. 2. 3. 4. 5. 6.
The distinctive ethos of the College. God’s Word (the Bible) is our standard of truth. The sense of a Christ-centred learning faith community. The commitment to excellence in all endeavours. The high quality of education provided by the College. A commitment by staff to work in cooperation with students and parents to maximise learning outcomes for students.
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3.2.
Mission Statement The mission of Nambour Christian College is to provide a Christ-centred, caring environment for every student, through the co-operation and involvement of staff, students and their families in the College community. We encourage all the students to pursue excellence according to their potential, so that they can develop into effective members of society, serving God and using their gifts and talents in their chosen fields.
3.3.
Objectives The agreed objectives of this Agreement are to:
3.4.
1.
Maintain and improve productivity, efficiency, flexibility and effectiveness of the College through the implementation of agreed measures, which will significantly increase the performance of the College and offer secure and worthwhile employment for its employees.
2.
Adopt a consultative and participative approach to implement increased and sustained improvement in performance across all areas of operation of the College.
3.
Develop an environment of continuous improvement which is conducive to a flexible work organisation able to response to changing demands in education.
4.
Develop management systems and work practices that are capable of assuring all stakeholders of the quality of the College services.
5.
Maintain the College as a non-elitist agency of services to the community through continued awareness of increasing pressures on operating costs and encouragement of optimum resource usage.
6.
Maximise the learning outcomes for students through quality teaching.
7.
Share equitably the benefits of enhanced service delivery among employees and the College community.
Acknowledgment The Parties to this Agreement acknowledge and work towards the achievement of the College Mission detailed in Clause 3.2, the Objectives detailed in Clause 3.3. and the following philosophy: Being involved in Christian education, a Christ-like spirit of servant hood should pervade the approach taken by all staff to their work and that there be a commitment to serving the needs of the students, staff and the College. A community of mutual caring for the needs of others will bring about harmony and assist in developing unity and a sense of purpose within the College.
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3.5.
College Consultative Committee The Parties agree to form a College Consultative Committee to work through issues and provide recommendations to the College regarding matters, which may arise as a result of implementation of this Agreement. In agreeing to form a College Consultative Committee all Parties, management and employees, acknowledge the requirement for an atmosphere of mutual trust and cooperation. The overall purpose of the Committee is to provide an environment for greater two-way communication and in doing so, establish a forum in which employees are able to participate in the implementation of the Enterprise Bargaining Agreement. The College Consultative Committee also provides management with the opportunity to utilise employee knowledge and experience. All Parties support the principles of co-operation and consultation and agree that effective consultation is dependent upon: 1. 2. 3. 4. 5.
3.6.
a commitment to participation ; co-operation and consultation prior to decisions being made; effective communication processes within the College; training; and regular meetings.
Objectives of the College Consultative Committee The College Consultative Committee is established to implement, monitor and evaluate the Enterprise Bargaining Agreement at the College level. The objectives of the Committee are: 1.
to promote a co-operative approach to the implementation of the terms of the Enterprise Bargaining Agreement;
2.
to plan and ensure that necessary changes in work practices and organisation as outlined in the Enterprise Bargaining Agreement are implemented;
3.
to provide a mechanism for employees to have input into decisions arising from the Enterprise Bargaining Agreement that affect their working lives, thus providing a more satisfying work environment;
4.
to provide a mechanism for employees to be involved in problem solving relating to the Enterprise Bargaining Agreement.
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3.7.
Tasks of the College Consultative Committee To achieve the above objectives, the College Consultative Committee will: 1.
monitor the implementation of the Agreement by monitoring the Key Performance Indicators in the Agreement;
2.
recommend to the Nambour Christian College Single Bargaining Unit items to be included in the next Enterprise Bargaining Agreement.
3.
consult with all Parties affected by ongoing implementation.
The College Consultative Committee will reflect the staffing structure of the College and should include: 1. 2 persons appointed by the Principal; 2. 1 elected from each of the following areas:• Primary Teacher, Secondary Teacher, School Officer and Services Staff. Where appropriate, other relevant personnel may be co-opted for input in specific issues.
3.8.
Requirements for staff of Nambour Christian College All staff of Nambour Christian College are required to carry out their duties and responsibilities in accordance with the Statement of Faith and Christian Ethics of the College as contained in the Staff Guidelines. In particular, this means recognising that Nambour Christian College exists to provide a Christian Ministry to all the families associated with the College. Staff are required to: 1. Regularly and frequently attend a Christian church and to regularly and frequently support Staff Devotions and Staff Worship Services; 2. Conduct their private lives in a manner consistent with Biblical principles and traditional Christian beliefs; 3. Conscientiously and consistently act in such a way that the well being of the total school is considered at all times, and particularly that the rights of children and their parents are respected and valued; and 4. Actively support the Christian basis of the College, as expressed in the Statement of Faith, and to conscientiously and consistently model Christian behaviour that reflects that basis. Where any staff member ceases to conduct themselves, or pursue a lifestyle in a manner which does not support these requirements, and it becomes publicly damaging to the College, the Principal may call the staff member to account. The Principal may initiate due process, including an attempt at restoration, and may require them to resign their position if there continues to be significant incompatibility.
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3.9.
Key Performance Indicators The following are the Key Performance Indicators which will form the Criteria for assessing success of this Enterprise Bargaining Agreement. 1. A high level of Parent Satisfaction: • • • •
maintenance, growth and retention of enrolments; effective communications between parents and school; effective management of public relations; high standards of student appearance, behaviour and manners.
2. Provision of educational programs: • •
catering for full range of students; maintenance of high standard of curricular and co-curricular activities.
3. Focus on the Christian ethos of the College: • •
maintenance and development of links with the Christian community. maintenance and development of effective pastoral care.
4. A concern for Staff: • •
3.10.
provision for professional development effective communication.
College Improvement 3.10.1
The Parties agree that over the life of this agreement, that the staff will devise and support methods of achieving improvement in all the following areas, to the point where the staff and students see the daily achievement of these as part of the culture of the College: 1. Ensuring the security of classrooms after hours and at breaks 2. Maintaining classrooms and grounds to a high standard of neatness and presentation 3. Maintenance of a litter-free environment 4. The vigilant observance of a vandalism/graffiti free environment 5. Developing community within the College by encouraging parental participation in the education process.
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4.
WAGES 4.1.
Salary and Wage Increases This agreement provides for the following wage increases to be implemented as follows: The Employer is committed to the following salaries: 4.1.1
Stage One As from 29 November 2000 the Employer will pay a 3% increase as per Appendix Schedule 1.
4.1.2
Stage Two
The Employer will provide a salary increase in 2001, effective from the first pay in July, 2001. The increase is expected to be 3%, however, the final amount paid will be determined by consideration of the following factors:
4.1.3
1.
Current enrolments and other circumstances at the time which will affect the capacity of the college to pay an increase, and
2.
State Award salary rates, as well as prevailing salary rates in Catholic, Anglican and Lutheran Systems.
Stage Three
The Employer will provide a salary increase in 2002, effective from the first pay in July, 2002. The increase is expected to be 4%, however, the final amount paid will be determined by a consideration of the following factors:
4.2.
1.
Current enrolments and other circumstances at the time which will affect the capacity of the college to pay an increase, and
2.
State Award salary rates, as well as prevailing salary rates in Catholic, Anglican and Lutheran Systems.
No Further Claims The Parties to this Agreement, undertake that for the duration of this Agreement, no further claims will be made on the College in respect to wages or working conditions.
4.3.
Variation of Agreement This 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.
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5.
NON-SALARY BENEFITS 5.1.
Long Service Leave All full-time staff will be entitled to long service leave on full pay, which may be utilised after ten years of continuous service. The full entitlement will be thirteen weeks after the completion of ten years, i.e. 1.3 weeks per year. Application for long service leave must be made in writing by 01 October of the previous year, and the time and manner of the taking of such leave is subject to mutual agreement between the staff member and the Principal. It is expected that the number of weeks utilised shall be sufficient to cover the full academic term in which the leave is taken. When the number of weeks utilised is less than the full entitlement, the balance may be utilised with subsequent entitlements. The subsequent completing of similar periods of ten years will each carry similar entitlements, except that if the staff member ceases to be employed after the completion of five years, the staff member will be entitled to pro rata long service leave. If some or all of the service is part-time, the number of weeks of Long Service Leave of the entitlement is calculated in the same proposition as the time actually worked bears to full-time employment. For part-time staff the above conditions apply, except that the Long Service leave entitlement is calculated in hours as follows: Actual Service (in hours) -----------------------------------52
6.
X
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EFFICIENCY AND EFFECTIVENESS INITIATIVES 6.1.
Sick Leave New employees will be granted upon appointment their pro rata entitlement for that calendar year at the rate of two (2) days per term or part thereof.
6.2.
Enhanced Conditions for those with Family Responsibilities Notwithstanding the provisions of the Family Leave Award (Qld) employees may access all accrued sick leave entitlements not exceeding eight (8) days per year to provide care and support for members of their immediate family or household when they are ill.
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6.2.1
Maternity Leave 1. Employees, other than casuals, who have three (3) years continuous service shall be eligible for paid maternity leave. 2. Two (2) weeks paid maternity leave or four (4) weeks paid at ½ full time rate is available from 1 January 2001. 3. Maternity leave without pay is available for a period of up to one year (two weeks maternity leave inclusive)
6.3.
Superannuation From Certification of this Agreement the Parties agree to implement a choice of Superannuation fund selected by staff at Nambour Christian College.
6.4.
Promoting the Teaching Profession The parties agree to work towards improving the status of the teaching profession in the Nambour Christian Community and to increase the attractiveness of the teaching profession to the students and parents of Nambour Christian College.
6.5.
Job Share Provision Job Sharing is one option that the College may use in order to fill a vacancy. The final decision will be made by the Principal.
6.6.
Union Recognition Clause The Employer recognises the Unions party to this Certified Agreement as the legitimate industrial representatives of the employees according to their Unions’ respective callings. The Employer and the Unions are committed to working constructively together to further the interests of education and specifically non-governmental education and the employees in this industry, while at the same time working constructively together to further the interests of Nambour Christian College, as expressed in this agreement and other public documents. Subject to agreement with the respective Union, the Employer shall make available to all employees facilities for the payment of their Union fees, either by payroll deduction, direct debit or other schemes as agreed. The operation of any such facility shall be dependent upon the appropriate authorisations being signed by the employee.
7.
EMPLOYMENT POLICIES & WORK PRACTICES 7.1.
Hours of Duty The parties agree to establish a working party in consultation with the College Consultative Committee during the life of the Agreement to review the hours of duty at the College, with a view to clarifying issues such as maximum contact time, preparation and correction time, other duties, meal breaks, release time. The current industry standards will be taken into account.
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7.2.
Non-Contact Time During the period of this agreement, preparation and correction time in the Primary section of the College shall be at least three (3) hours and twenty (20) minutes per fortnight.
7.3.
Induction Teaching staff who commence their service with the College at the beginning of the school year shall undertake an orientation program which will include:
7.4.
1.
provision of a duty statement;
2.
identification of lines of support;
3.
provision of material relevant to the ethos and mission of the College;
4.
provision of documents relevant to the policies and procedures of the College;
5.
provision of information documents relevant to superannuation entitlements and options;
6.
provision of this Certified Agreement;
7.
provision of information relevant to union coverage and the benefits of union membership.
Role Descriptions The Parties are committed to the ongoing development of Position Descriptions. The Position Descriptions as currently exist, will remain in place until they are replaced or altered. Before alterations are made, or new positions added, a process of consultation with relevant employees or groups of employees will take place. It is acknowledged that educational institutions are generally in a period of considerable change and re-direction. It is very likely that numerous positions at the College will undergo change and/or significant restructuring over the coming years. The Parties acknowledge that the Principal has the ultimate responsibility for making decisions on the positions, roles and responsibilities within the College.
7.5.
Use of Technology The Employer recognises the importance of the provision of access to teaching resources and equipment eg: textbooks, computer software/hardware, as the Employer considers necessary for curriculum delivery, support or management. All such resources which are provided by the College shall remain the property of the College. Further, the Employer and all teaching and administrative employees, accept a joint responsibility for enhancing skills in the use of technology in the College. The provision of appropriate professional development and training shall be subject to negotiation. 14
By the end of the year 2000, it is expected that all current teaching staff will have successfully completed Level 1 Computer Competencies. All new teachers will complete Level 1 by the end of their first year. Teaching staff will be required to undergo further training as part of their Professional Development as provided by the College.
7.6.
Vocational Education During the life of this Agreement, the Parties will monitor developments in the area of Vocational Educational.
7.7.
Further Career Advancement for Classroom teachers The Parties agree to the implementation of a Senior Teacher provision as of 1 January 2001 for eligible teachers who satisfy the agreed process. The Senior Teacher provision is outlined in Schedule 2 of this Agreement.
7.8.
Positions of Added Responsibility The parties are committed to developing a new PAR document which will come into effect from 1 January 2002.
7.9.
Classification of School Officers The Parties recognise that employees, such as Librarians and Instrumental Music Teachers, who do not hold teaching qualifications, may not be adequately provided for in the existing classification structure. It is agreed that an appropriate classification structure and remuneration will be developed for such employees during the life of this Agreement. In addition, it is agreed that the existing classification structure will be reviewed to ensure that Technical Staff (including Computer Co-ordinators, Audio Visual Technicians, Laboratory Technicians, Library Technicians, Scientific Assistants, Teacher Aides and other similar employees) are appropriately provided for and remunerated.
7.10.
Performance Review 7.10.1 Philosophical Basis of Appraisal The Parties acknowledge that the current appraisal system provides opportunities for employees to identify strengths, to set goals and identify training needs. The attached Philosophical Basis of Appraisal (Schedule 3) shall inform the appraisal process. 7.10.2 Special Case – Performance Review 1. From time to time, the performance of a teacher (including a person in a position of Added Responsibility) may come under particular scrutiny. This could be for a variety of reasons such as, but not exclusively, pedagogical performance, classroom management, insubordination, philosophical and religious issues, continued absences, staff relationships, parental concerns, a failure to meet the requirements of the Position Description. 2. To ensure that all parties concerned are treated justly, and to maintain professional and legal credibility, the procedures outlined below must be followed. 15
3. If after appropriate counselling and written direction and explanation from a Head of School or other supervisor, a teacher still appears to be experiencing major difficulty in discharging his/her duties as a teacher at the College, the Principal is to inform the teacher in writing that he/she is required to undergo a Performance Review. The specific grounds and/or focus for the Review will be made clear in the letter of notification. 4. The Performance Review may involve all or some of the following, at the initiation of either the Principal or the teacher concerned. i. ii. iii. iv. v.
vi.
Classroom inspections by at least two senior teachers Counselling by internal or external advisers Interviews and discussions with the teacher, and/or the Mentor Reference to, and comparison of present practice with, the current Personal Appraisal File. Examination of relevant records, such as programs, rolls, assessment records, and other documentation produced by the teacher. Soliciting of information from students, parents and other staff.
5. The relevant Head of School will write, or cause to be written, a report which covers the following areas: i. ii. iii. iv. v.
Explanation/elaboration of the initial grounds/focus for the Performance Review. Detailed comments following appraisal of the teacher’s performance in areas relevant to the grounds/focus. Recommendations for change or improvement in clearly specific areas. Evidence of consultation with at least two senior staff and the teacher’s Mentor. Supportive material gleaned from sources such as, but not exclusively, classroom observations, collegial comments, parental or student comments, the teacher’s records of planning and assessment.
6. A copy of this report to be forwarded to the Principal and the teacher. 7. After studying the report, the Principal will follow the procedures as detailed below: i.
Formally interview the teacher: The teacher may have another staff member present for support. ii. Observe the teacher in the classroom if deemed necessary. iii. Examine appropriate records such as programs, rolls, record cards, pupil assessments, etc. iv. Confer with other members of the college community if appropriate.
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8. The Principal will then decide appropriate action from the following alternatives: i. Confirm the teacher’s position at the college. ii. Notify the teacher of a “period of grace” at the college with professional support and/or a supervision program. After a period of no less than 4 term weeks and no more than ten term weeks, a second appraisal will be undertaken, as in 6.4 above. 9. If a teacher’s performance is found to be unsatisfactory after this appraisal, the Principal may proceed to dismiss the teacher with appropriate notice or payment in lieu of notice.
7.11.
Payslips The Parties agree to the implementation of measures to provide all employees with Pay Advice Slips showing the following: 1. 2. 3. 4. 5. 6. 7.
7.12.
salary band and step; gross payment; tax paid; net payment; superannuation contributions; accrued Long Service Leave; accrued annual leave (which shall include the accrued number of sick days on the Pay Advice Slip containing the annual leave statement).
Professional Development The parties are committed to enhancing the skills of employees through the provision of both internal and external professional development and training, within the College’s resources capacity, linked to: 1. 2. 3. 4. 5.
The relevant appraisal system The goals of the College The personal goals of the employees as related to their work. The appropriateness to the employee’s position Workplace and industrial issues.
All staff recognise the importance of professional development as a means of enhancing their skills. It shall be the employer’s responsibility for provision of care of professional development, including release time and course fees, within the College budget. Staff acknowledge a need for on-going professional development, including release time and course fees, within the College budget. Staff acknowledge a need for ongoing professional development which may occur in school time and in their own time. Teaching staff may be involved in such things as relevant subject associations, the Board of Senior Secondary School Studies as Panel Chairs and Review Panel members, cluster meetings and conferences and further formal study. In accordance with our desire to have committed, dedicated Christian teachers in our College, we believe that a teacher’s ability to teach “Christianly” is a continuous and ongoing process. Understanding their subject matter from a Christian perspective is imperative. Therefore, the College will provide professional development courses for teachers from a Christian perspective for one semester duration each year. 17
7.13.
Dress Code It is recognised that staff members provide role models for students at Nambour Christian College. Therefore their dress, grooming and presentation should be of a high standard reflecting the expectations of the wider community we serve and the high standards we set for our students. The following guidelines are offered: 1. 2. 3.
4. 5. 6.
8.
Whilst not needing to be expensive, clothing should be smart and attractive Clothing should not be beach or holiday wear nor should it be too casual Female staff should wear dresses, shirts and blouses, or dress slacks. These should conform with the above. Jeans and T/shirts are inappropriate. Culottes and tailored shorts may be worn provided they are a modest length. Male teaching staff should either wear tailored shorts or trousers. Teachers electing to wear shorts must wear long socks. Thongs and joggers are inappropriate, sandals are acceptable for female staff only. Teachers should wear hats at all times when engaged in duties outside the classroom.
Procedures for Resolving Disputes 8.1.
Industrial Disputes The matters to be dealt with in this procedure shall include all industrial disputes between an employee and the employer in respect to any industrial matter, including the terms and conditions of this Agreement, College Policy Documents, WH&S requirements, relevant Awards and/or legislation. This procedure shall apply to a single employee or to any number of employees. Subject to the Industrial Relations Act 1999, any such industrial dispute should be dealt with by following the procedure and sequence outlined below. 1.
In the event of an employee having a grievance the employee shall, after prayer, attempt to resolve the matter with the relevant senior staff member, who shall respond to the matter as soon as reasonably practicable under the circumstances.
2.
If no resolution of the grievance or dispute is reached as a result of subclause 1 above, the employee should initiate a discussion between the employee and/or his representative with the relevant Head of School or Business Manager. This step should be completed within five (5) school days of the employee’s notification of his desire for a discussion. All parties may have representatives or witnesses at this meeting and any meeting in the steps outlined below.
3.
If no resolution of the dispute is reached the employee should advise the Principal, i. ii. iii. iv.
that a dispute exists; the exact nature and/or details of the dispute; a brief outline of the steps taken thus far to attempt to resolve the issue; and of a formal request that the matter be addressed by the Principal and/or, if he wishes, his agent. 18
The Principal will hold formal discussions with the employee. As a part of the Principal’s investigation of this matter, the exact nature and details of the dispute will be agreed in writing. This process should be completed, and a decision communicated in writing within seven (7) school days after the request by the employee. 4.
If the employee is still dissatisfied, the employee should, within three (3) working days of the decision being received, request a second meeting with the Principal, to attempt to resolve the dispute. This meeting must be held within three (3) working days of receipt of that request.
5.
If the dispute is still unresolved the Principal will fully inform the Board Chairman of the unresolved dispute, and will continue to do so until the dispute is resolved. The Board Chairman will also keep the Board fully informed about the progress of the dispute.
6.
If the dispute is still unresolved after discussions the employee should notify the State Secretary of the relevant Union of employees or the employee’s nominated industrial representative. The Principal shall also be notified at the same time.
7.
If, after discussion between the Parties, or their nominees mentioned in the clause above the dispute remains unresolved, then notification of the existence of the dispute should be given, pursuant to Section 229 of the Industrial Relations Act 1999, (Queensland).
8.1.1
Procedural Processes Relating to the Resolution Process The following protocols must be observed by all parties during the course of the events described above. 1.
Wherever possible the matters should be kept confidential to the persons concerned.
2.
Every attempt to resolve the matter should be made at the earliest possible stage of this process. Should the employee not proceed to the next step of the process within 14 days of the previous step being completed or a mutually agreed time period, the dispute shall be deemed to be lapsed.
3.
Whilst all of the above procedure is being followed, and until the dispute is resolved, normal work free of any bans, limitations or stoppages, and the status quo existing before the emergence of the grievance shall continue except in a case of genuine health and/or safety issue, or in the case of termination of employment.
4.
All Parties shall give due consideration to the 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.
5.
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. 19
8.2.
6.
Discussions 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 pursuant to Section 229 of the Industrial Relations Act 1999, (Queensland).
7.
Once the matter is resolved, the details of the agreed outcome will be recorded and a copy given to each party.
Harassment Disputes Procedures for Preventing and Settling Disputes in Relation to Harassment of Employees. Harassment for the purpose of this clause includes, but is not limited to, sexual harassment, bullying and violence. Grievances arising out of harassment are of an emotive nature. Therefore, grievances arising out of harassment shall not be addressed by the abovementioned Procedures for Resolving Disputes. In the event of an incident of harassment the person allegedly harassed may either, 1.
attempt to resolve the matter with the harasser by informing that person, either verbally or in writing, that the behaviour is unacceptable and should stop immediately. Where a verbal approach is adopted a diary note should be made recording the attempted resolution, or,
2.
in the case of a member of a Union, contact a Union official, or, in the case of a person who is not a union member a report may be made to senior management or the nominated representative of the Employer. Where the approach in paragraph (b) is used, a meeting between the complainant, the alleged harasser, the union official (or other nominated representative of the employee) and a representative of the Employer shall be arranged as soon as practicable. Such meeting shall occur not later than two working days from the time of the request for a meeting by a Union official, or the report by the employee (to senior management or the representative of the Employer), as the case may be.
If, after discussion between the parties, or their nominees as outlined above, the dispute remains unresolved, the complainant may choose to access legal or industrial procedures, including: 1.
where the harassment involves acts of discrimination or sexual harassment lodge a complaint under the Queensland Anti-Discrimination Act 1991, or other legislation relating to equality of opportunity; or,
2.
lodge a complaint under the Workplace Health & Safety Act 1995, or
3.
notify the Queensland Industrial Relations Commission of the existence of a dispute or seek such other industrial remedy as may be appropriate, or
4.
make a complaint to the Police or some other relevant authority, or
5.
seek such other legal remedy as may be appropriate.
20
The parties agree to formulate, where one does not currently exist, a policy and procedures guide for dealing with harassment in the workplace. The onus being on the employer to ensure publication and dissemination of the material so formulated during the life of this Agreement.
9.
SAVINGS CLAUSE The existing award conditions and accrued entitlements of employees employed at the date of signing, shall not be reduced as a result of this Agreement coming into effect.
10.
FUTURE RE-NEGOTIATION OF AGREEMENT 10.1.
Variation, Renewal or Replacement of Agreement Subject to satisfactory implementation of this Agreement the Parties agree to re-open st negotiations by 1 August 2003 with a view to negotiating a replacement Agreement Further the Parties agree to monitor the implementation of the Agreement through the SBU and identify issues suitable for negotiation in a replacement agreement. The Parties agree that this Certified Agreement may be varied by a further Certified Agreement in circumstances where all of the Parties genuinely agree that a variation is necessary. Any agreed variation to this Certified Agreement will be subject to the same consultation and approval process as that used for the Certified Agreement. This clause will operate pursuant to Section 169 of the Industrial Relations Act 1999.
21
Signatories Signed for and on behalf of Nambour Christian College
(Signature)
(Full Name)
(Position)
Witness
(Signature)
(Full Name)
(Position)
Queensland Independent Education Union of Employees
(Signature)
(Full Name)
(Position)
Witness
(Signature)
(Full Name)
(Position)
Transport Workers’ Union of Employees (Queensland Branch)
Australia,
Union
of (Signature)
(Full Name)
(Position)
Witness
(Signature)
(Full Name)
(Position)
22
SCHEDULE 1 WAGES Teacher Pay Rates (Effective 4 December 2000)
CLASSIFICATION
Annual 4.12.2000
Actual Fortnightly 4.12.2000
BAND
STEP
Band 1
Step 1
31026.69
1189.25
1189.25
Step 2
31907.34
1223.01
1223.00
Step 3
32977.51
1264.03
1264.05
Step 4
34113.60
1307.57
1307.55
Step 1
35065.32
1344.05
1344.05
Step 2
37010.99
1418.63
1418.65
Step 3
38945.33
1492.77
1492.75
Step 4
40894.09
1567.47
1567.45
Step 5
42844.91
1642.24
1642.25
Step 1
44468.19
1704.46
1704.45
Step 2
46096.62
1766.88
1766.90
Step 3
47716.81
1828.98
1829.00
Step 4
49442.06
1895.11
1895.10
51500.00
1973.99
1974.00
Step 1
31026.69
19.82
Step 2
31907.34
20.38
Step 3
32977.51
21.07
Step 4
34113.60
21.79
Step 1
35065.32
22.40
Step 2
37010.99
23.64
Step 3
38945.33
24.88
Step 4
40894.09
26.12
Step 5
42844.91
27.37
Step 1
44468.19
28.41
Step 2
46096.62
29.45
Step 3
47716.81
30.48
Step 4
49442.06
31.59
Step 1
31026.69
22.44
Step 2
31907.34
23.08
Step 3
32977.51
23.85
Step 4
34113.6
24.67
Step 1
35065.32
25.36
Step 2
37010.99
26.77
Step 3
38945.33
28.17
Step 4
40894.09
29.57
Step 5
42844.91
30.99
Step 1
44468.19
32.16
Step 2
46096.62
33.34
Step 3
47716.81
34.51
Step 4
49442.06
35.76
FULL TIME
Band 2
Band 3
Snr Teacher Band 1
PART-TIME
Calculated Fortnightly 4.12.2000
Band 2
Band 3
Band 1
CASUAL
Band 2
Band 3
23
School Officers Pay Rates (Effective from 4 December 2000)
ANNUAL SALARY 4.12.2000
$ Per F/night 4.12.2000
PART-TIME CASUAL $ Per Hour 19% $/Hr 4.12.2000 4.12.2000
CLASSIFICATION
RELATES TO
Level 1
Casual
Step 1
21,766.29
834.30
10.98
13.06
Short-term
Step 2
22,572.45
865.20
11.38
13.55
Step 3
23,109.89
885.80
11.66
13.87
Step 1
23,109.89
885.80
11.66
13.87
Teacher Assistants
Step 2
23,486.10
900.22
11.85
14.10
Library Assistants
Step 3
23,969.79
918.76
12.09
14.39
Technical Assistant
Step 1
24,176.98
926.70
12.19
14.51
Teacher Assistants
Step 2
24,728.65
947.85
12.47
14.84
Library Assistants
Step 3
25,274.96
968.79
12.75
15.17
Cleaning staff
Step 4
25,829.31
990.04
13.03
15.50
Technical Assistant
Step 1
26,372.94
1,010.87
13.30
15.83
Teacher Assistants
Step 2
27,128.14
1,039.82
13.68
16.28
Library Assistants
Step 3
27,473.60
1,053.06
13.86
16.49
Step 1
27,473.60
1,053.06
13.86
16.49
Step 2
28,119.00
1,077.80
14.18
16.88
Step 3
29,399.08
1,126.86
14.83
17.64
Step 4
30,218.55
1,158.27
15.24
18.14
Step 1
30,775.58
1,179.63
15.52
18.47
Step 2
31,595.04
1,211.04
15.93
18.96
Step 3
32,136.00
1,231.77
16.21
19.29
Step 4
32,422.55
1,242.75
16.35
19.46
Step 1
33,520.53
1,284.84
16.91
20.12
Step 2
34,342.67
1,316.35
17.32
20.61
Step 3
35,162.14
1,347.76
17.73
21.10
Step 4
35,847.09
1,374.02
18.08
21.51
Step 1
36,284.22
1,390.77
18.30
21.78
Step 2
38,260.59
1,466.52
19.30
22.96
Step 3
40,242.31
1,542.48
20.30
24.15
Step 4
42,248.13
1,619.37
21.31
25.36
Step 5
44,187.00
1,693.68
22.29
26.52
Level 2
Technical Assistant
Cleaning staff Grounds staff Office staff Level 3
Grounds staff Office staff Level 4
Cleaning staff Grounds staff Office staff Level 5
Advanced step for Levels 2-4
Level 6
Level 7
Level 8
Snr Office staff
Snr Office staff
Snr Office staff
24
Bus Drivers Pay Rates (Effective from 4 December 2000)
2000
CLASSIFICATRELATES TO
Weekly 4.12.2000
2000
Hourly 4.12.2000
2000 4.12.00 Time & Half 4.12.2000
2000 Public Holidays 4.12.2000
2000 CASUAL 19% $ /Hr 4.12.2000
] G3
< 25 passengers
$
455.47
$
11.3867
$
17.0800
$
28.4666
$
13.5501
G4
> 25 passengers
$
467.31
$
11.6828
$
17.5242
$
29.2069
$
13.9025
25
SCHEDULE 2 Senior Teacher 1.0.
Senior Teacher
1.1.
The College may appoint eligible teachers to the position of Senior Teacher for the purpose of using their experience to assist in furthering the teaching/learning process within the College.
1.2.
A selection committee will be established with two representatives from the primary school, two from the secondary school and two from administration.
1.3.
The number of teachers selected for the position of Senior Teacher will be at the discretion of the Principal.
1.4.
To be eligible to apply for the position of Senior Teacher; he/she must be a full time permanent teacher and: a)Has been on classification Band 3 Step 4 for a period of 12 months; and b)Signs and presents to the Principal an undertaking clearly consistent with Clause 2.
2.0
Senior Teacher Action Plan
2.1
The teacher will submit a Senior Teacher Action Plan which lists one or more tasks the teacher will undertake consistent with the express intention of increasing the excellence of the teacher’s contribution to the education life of the College.
2.2
This undertaking will be in the form of a Senior Teacher Action Plan which will identify specific task/s consistent with one or more of the skills identified in Clause 2.7.
2.3
The Senior Teacher Action Plan will be submitted to the Principal signed by the Teacher and the Principal, once the Plan is agreed upon by both parties. The Principal may delegate this role to a Head of School, or may ask the teacher to modify the Action Plan in consultation with the Head of School. This process should be carried out in timely and efficient manner.
2.4
The date of the final signing by both parties is the date of appointment, unless the Action Plan specifies a different starting date.
2.5
The Senior Teacher Action Plan may be altered (a) by a teacher re-submitting the Senior Teacher Action Plan to the principal, or (b) the Principal giving the teacher at least one term’s notice of the need to submit a new Action Plan. The teacher may re-submit a Senior Teacher Action Plan no more than once per year, which will go through the same process as in Clause 2.3.
2.6
The tasks identified in the Senior Teacher Action Plan will be undertaken by the teacher in a timely and effective manner consistent with the overall program of the College.
2.7
The task/s identified shall utilise and/or demonstrate one or more of the following: 1.
Skills in effective classroom practices;
2.
Skills in tutoring or extending students’ knowledge or skills;
3.
Skills in evaluating and reporting student’s progress;
4.
Skills in developing a co-curricular area;
5.
Skills in developing relationships with students;
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6.
Skills in the development of personal and professional relationships with other staff members, parents and the wider community;
7.
Skills in the development and implementation of ideas gained from professional development activities to enhance student’s learning;
8.
Skills in the development and implementation of ideas gained from professional development activities to promote organisational development.
9.
Skills in administration or organisation or a technical field;
3.0
Classroom Allocation
3.1
The tasks of a Senior Teacher will not be so frequent or onerous as to detract from the Senior Teacher’s primary role as a classroom teacher. The normal classroom load of a Senior Teacher may be adjusted when necessary, from time to time at the discretion of the Principal, with the available resources and consistent with the Hours of Duty provisions.
4.0
Tenure
4.1
Tenure is for a three year period and the Senior Teacher may apply at the end of the term.
4.2
Should a teacher not comply with an undertaking he/she has given, or fails to submit an acceptable Action Plan at the request of the Principal, (as in 2.5 above), the Principal will: (a) (b)
4.3
Outline the nature of the non-compliance; Provide the teacher with an opportunity to provide an explanation.
If the teacher does not provide an explanation to the satisfaction of the Principal and after being given an opportunity, fails to address the situation, then: (a)
The Principal will provide a written determination to the teacher outlining the teacher’s non-compliance with the undertaking; and
(b)
The teacher will revert to the classification Band 3 Step 4 for a period of 12 months from the date of the Principal’s written determination.
4.4
After 12 months, the teacher may be eligible for access to senior teacher, provided that the Principal is satisfied that the undertaking given will be honoured.
4.5
The appointment will automatically lapse in the event of the person taking on a temporary or permanent Position of Added Responsibility.
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SCHEDULE 3 THE PHILOSOPHICAL BASIS OF APPRAISAL Nambour Christian College strives for the best resources and conditions for the most effective education. This is not just a sensible educational strategy, but is a Christian responsibility. The College Board is committed to the professional development and welfare of the staff team, as the most valuable resource of the College. Nambour Christian College strives for excellence in all things – in the consciousness of our Christian witness and practice, and in the teaching of subjects. It wants to see that students are exposed to the best possible conditions and surroundings, the highest standards of teaching and the most effective ways of learning. Every staff member has the responsibility to do his/her best, and bring out the best in the student. The College is also operating in a legal and industrial setting, and both Board and staff are required to act in accordance with the legitimate requirements of this setting. There is a strand of thought in the Scriptures that underlines the principles we would seek to apply in any form of Appraisal that we adopt. In their broad focus, the Scriptures: 1. 2. 3. 4.
require us to be honest with our colleagues, constrain us to speak to each other in love, acknowledge the role of authority and leadership, and remind us of our duties to the collective community or organisation.
In 1 Thessalonians 5:11-15, we hear all of these themes: “Therefore encourage one another and build each other up… respect those who work hard among you, and who are over you in the Lord and admonish you…warn those who are idle, encourage the timid, help the weak, be patient with everyone… always be kind to each other…” St. Paul clearly calls on us here to encourage, build self-esteem, help those who need it, and be constructive in our criticisms. In Romans 13:1-7, he reminds us of the legitimate role of leadership. Further, in Ephesians 4, St. Paul extends a sustained and impassioned plea to his readers to maintain a strong unity so that we may be able to fulfil our particular roles and develop in our areas of expertise. Honesty and truth are naturally non-negotiable, while sensitivity and being constructive can be seen as their companions. The God-given strengths and abilities of colleagues are to be highly valued and recognised by each other with thanks. In summary then, we can approach Appraisal positively and with a sense that we have in our hands a vehicle through which to learn and grow together for the benefit of all. The Word of God itself provides us with the call, the guidelines, the goals and the encouragement to undertake the Appraisal process.
28