Newsmonth December 2013

Newspaper of the NSW/ACT Independent Education Union (vol 33 #8) December 2013

Is Big Brother watching? p4

IEU 2014 Calendar – see insert

A claim

Self-education cap quashed

for all sectors Improved release for beginning teachers, a review of workload arrangements and provisions for VET teachers are among key elements of the IEU’s claim for teachers in Catholic systemic schools – and the Union says it is transferable across all sectors.

The Union is requesting all Catholic systemic school chapters meet to endorse the 2014 IEU claim, which includes a 5% pay rise and: •

•

•

•

employer reimbursement of compulsory fees for the NSW Institute of Teachers and the Working With Children Check creation of new Coordinator positions to provide support regarding teacher accreditation induction and teacher practicums release time for provisionally and conditionally accredited teachers in line with the new government school standard, ie two hours per week for the teacher and one hour for the supervisor/mentor in the first year and one hour per week in the second year agreement on processes for teacher performance and development and performance management with all dioceses, and

•

compensation for vocational education and training (VET) teachers on a time in lieu basis for time spent outside normal school hours visiting workplaces to supervise students or acquiring mandatory industry experience for accreditation.

IEU General Secretary John Quessy says the claim is made “in a context where the Union is expecting significant changes in the work of teachers” and where there is “a new emphasis on teacher performance and development and teacher accreditation”.

“The key elements of this claim are transferable to all sectors and are not confined to Catholic systems,” he says.

Improvements such as those sought for VET teachers will be broadly welcomed.

Raelene Maxworthy, a VET Coordinator at McCarthy Catholic College in Tamworth is among those grappling with multiple and often clashing requirements from BOSTES, their Registered Training Organisation and their school. As a result of these, VET teachers are falling between the cracks when it comes to workload arrangements and release time.

The claim seeks to redress this via compensation on a time in lieu basis.

Prac pay review p5

“It has to be recognised and acknowledged that VET in schools must be treated differently as it has the constraints of operating within a school,” Raelene says.

Some of the elements in the IEU claim for Catholic systemic schools are also contained in a claim for Christian schools, such as improved release time for beginning teachers and mentors.

Medowie Christian School IEU Rep Peter Barnes says executive staff at his school will be “very welcoming of the provisions for mentors”.

“They are already very busy so they will appreciate any assistance in the mentoring process,” he says.

The IEU General Secretary says the claim seeks industrial solutions to a range of professional issues.

“There have been and continue to be dramatic changes in the nature of teachers work and the character and level of their accountability,” Mr Quessy says.

“It is proper that appropriate industrial and professional protections be in place and enforceable.”

For more information about the Catholic systemic schools claim and the Christian schools claim, see page 3.

The IEU applauds the Coalition Government’s decision to ditch the $2000 self-education cap.

After the IEU made a submission on the issue, the outgoing Labor Government announced it would place on the backburner its cap on tax concessions for work-related self-education expenses, says IEU General Secretary John Quessy.

“The Coalition Government’s announcement that it will dump the cap has major, positive implications for teachers who are required to meet 100 hours of professional development over five years in order to maintain their accreditation with the NSW Institute of Teachers,” he says.

“In particular, this will be a major relief for those who choose higher degrees or a significant conference as a method of doing this.”

Following the Union’s submission on this issue to the previous Government, they announced they would defer the cap’s introduction from 1 July 2014 to 1 July 2015, to allow further consultation on how to best target excessive claims “while ensuring the impact on university enrolments and genuine continuing professional development is minimised”.

Equal pay claim to benefit more teachers

By extending its equal pay claim to include preschools as well as long day care centres, 700 more early childhood teachers in NSW could benefit from a potential $20,000 a year pay rise.

In October the IEU lodged the equal pay claim with the Fair Work Commission on behalf of university qualified early childhood teachers in long day care centres all over Australia.

That claim has now been extended to include more than 700 teachers in preschools around NSW. United Voice originally lodged an equal pay application with Fair Work Commission on behalf of its members which did not include preschool employees.

The IEU had raised the exclusion of preschool employees in discussions with United Voice and, with the support of some employer representatives, including Community Connections Solutions Australia, were able to persuade them to widen the scope to include preschool teachers throughout Australia.

The IEU’s equal remuneration claim for all early childhood employees will be heard Continued on page 11

www.ieu.asn.au on the ground

Step forward for Parramatta counsellors Gloria Taylor IEU Deputy Secretary In a significant move towards greater job clarity and certainty for counsellors employed by the Catholic Education Office of Parramatta, the Diocese has agreed to commence discussions around an Enterprise Agreement (EA).

The Union welcomes this initiative.

It follows the upheaval of a major restructure of Student Services within the Diocese late last year that has impacted significantly on the salaries and working arrangements of counsellors and other CEO staff.

There has been ongoing disputation into 2013, particularly around the issues of qualifications.

The Union met with a large group of Parramatta counsellor members at Blacktown on 5 November where a motion was carried unanimously adopting the broad parameters of a claim for an EA. The meeting also elected a reference group to work with the Union in further developing the EA. An initial meeting between the IEU and CEO occurred on 12 November where there was an exchange on the framework of the EA and a promising response to at least some elements of our

claim. The claim includes salary rates consistent with the CEO Professional Officers’ scale and school holidays as per current arrangements. Classifications also include coordinator and manager levels. A key issue for discussion involves the CEO’s current expectations around qualifications and the Union’s right to protect the legitimate interests of counsellors who were employed in good faith by the CEO on the basis of their then acceptable qualifications. A further meeting between the Union and the CEO was scheduled at press time.

Counsellors play an essential role in non-government schools, but there is still inadequate regulation of their pay and conditions. The Union recently achieved an EA for counsellors who work within schools in the CEO Wollongong, but are employed by CatholicCare.

The third Agreement for counsellors employed by CatholicCare and working in Canberra systemic schools is currently being finalised. Counsellors employed in AIS schools are currently covered by the MEA applying to support and operational staff, but this has been contentious and will be reviewed when up for renegotiation in 2014.

The Union is eager to make agreements for counsellors employed in other dioceses and in Catholic independent schools. Current discussions in Parramatta are an important step in achieving greater consistency and security for our members undertaking this important professional work.

St Greg’s dispute goes on As another year draws to a close, teachers at St Gregory’s College, Campbelltown have still not had a satisfactory resolution to the pay dispute that commenced in 2012. As many of you would be aware, St Gregory’s teachers sought a pay rise in line with other similar Catholic independent schools rather than the 2.5% on offer from the employer. The College used the ‘Single Interest’ mechanism in the Fair Work legislation to try to force the teachers into an Agreement with a number of low fee paying ‘List D’ Catholic independent schools. In the end the Agreement fell down due to a technicality in the Fair Work Commission (FWC).

While the College fortunately has now paid teachers the back dated 2.5%, they

have steadfastly refused to budge on salary increases above that level. This is despite a committed industrial campaign by the teachers and numerous attempts on the part of the Union to negotiate an outcome. Conciliation also failed when the Union notified a bargaining dispute to FWC. The Union is also representing boarding house staff at the College over their pay and conditions. These members were to be covered by the Catholic Independent Schools Support and Operational Agreement that recently went to a successful vote across Catholic independent schools. St Greg’s was one of three schools that pulled out the boarding house staff only two days before the circulation of the agreement.

The Union will continue to pursue fair outcomes for all staff at the College and we will work strategically with the chapter to pursue a fair teachers’ agreement in 2014.

The Union urges the employer to respect the bargaining rights of employees and restore harmony and morale by resolving this intractable dispute.

Consultation crucial in restructures Carol Matthews IEU Assistant Secretary Employers are legally obliged to consult employees and the Union when introducing change that may have significant impacts on employees. This includes for example the potential loss of employment, alteration of hours of work, the need for retraining or changes to promotions opportunities.

A school must also do everything possible to minimise the adverse effects of such changes on employees. This could include considering whether some employees may wish to take leave without pay or convert to part-time employment (so that the redundancy is delayed or unnecessary), redeploying affected staff to another work site or calling for

Changing employers in the New Year?

Here is a short checklist: 2

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expressions of interest in voluntary redundancy.

A failure to consult with employees or the Union means that a forced redundancy may be considered an unfair dismissal and entitle the employee to apply to the Fair Work Commission seeking reinstatement or up to six months compensation.

When the Union is consulted we can sometimes get significantly improved outcomes for members.

For example the Union was recently contacted by members at St Charbel’s College, where the school had advised teachers they were restructuring promotion positions. The College claimed it was acting on advice from the Association of Independent New rate of pay Ensure you know the rate of pay with the new employer before you accept the position. If your new job is covered by a standards agreement, also check that you know how and when you move to a higher band.

Letter of appointment Make sure the letter reflects your understanding of the job, including whether it is temporary or permanent, as the letter will be interpreted legally as over-riding verbal discussions.

Notice You have to give notice to your current employer in accordance with the

Schools. Following Union involvement, the restructure of Pastoral Care and Curriculum Coordinator positions has been deferred pending an appraisal to take place in 2014 (see page 4) and teachers have maintained their positions in the meantime.

Another example is at a country independent Anglican school where there was initially no consultation with the Union. Following Union involvement we were able to negotiate the redeployment of one member, ensure that criteria for selecting employees for redundancy were not discriminatory and ensure that employees who accepted voluntary redundancies received clear advice about the proposed dates of redundancies and their entitlements. We also requested that

the employer discussed with employees who had not been made redundant the proposed changes to their duties. In this case the consultation was achieved following the notification of a dispute to the Fair Work Commission after the AIS had initially advised the school it was not required to consult with the Union.

If you have been advised that your school is considering a restructure, ensure that the Union is involved in the negotiations. Ask your Union rep at the school to contact the Union to make sure we know what is happening. It may happen that schools say the Union has been consulted when we may not have even been advised of the restructuring by the employer organisation.

applicable agreement or award. Usually for teachers the requirement is four term weeks notice within the one term.

A failure to give the required notice may mean that you pay a penalty of up to four weeks pay. Check your agreement and if you are unsure of the notice required, ring the Union for advice.

Statement of service An employer is required to give a teacher a statement of service on termination, setting out the period of your employment and the job you held.

You will need this to substantiate your step level when you are classified by your new employer.

Portability If moving between different Catholic employers, you can often transfer accrued long service and sick leave. In the case of long service leave you can have a break of up to two terms and still be entitled to portability. Check whether the leave will be portable when you resign and go to your new employer.

Entitlements Entitlements such as pro rata holiday pay (also called termination pay) and annual leave loading are paid on termination. If you are entitled to long service leave then this will also be paid to you unless you are seeking to transfer leave directly to a new employer.

www.ieu.asn.au on the ground

It’s what we do and who we are John Quessy General Secretary

During the past three months I’ve had the pleasure of visiting dozens of workplaces to present badges to colleagues who have been members of the IEU for more than 30 years.

None of these joined the IEU, most joined its predecessor the ITA (Independent Teachers Association) although a few can trace their membership back to the AMMA (The Assistant Masters and Mistresses Association). What they all have in common however is a great sense of the history of the Union and the struggles to achieve the pay and conditions that exist today.

Some of these members remember the times before any Award when they lined up at the Presbytery on Friday afternoon for whatever wages were on offer and before equal pay for men and women. All remember times without paid maternity leave, RFF or universal superannuation. They remember when

LSL was less than half what they have now. And they remember their part in the Union’s efforts to make gains in each of these areas.

While a great deal has been achieved in the past by these men and women there is much that still needs to be done in the next few years to safeguard the professional status of teaching. Quality education is what we do and who we are and the salaries and conditions claim for Catholic schools endorsed by our October AGM sets out a clear agenda to advance and secure professional status through industrial means.

The key elements of this claim are transferable to all sectors and are not confined to Catholic systems.

As a profession we can deliver the highest quality practicum experience for teachers in training; provide world’s best practice induction to our profession through quality mentoring. We can demonstrate that we have reached and

surpassed appropriate standards and we can engage in expert conversations about our work and our practices. All these things we are already doing but we want them properly regulated, resourced and remunerated.

Our claim on universities addresses the decades of stagnation in compensation for expert guidance and supervision of teachers in training without which tertiary institutions could not complete their contract with students.

Our claim on employers to resource induction and mentoring will help guarantee the ongoing quality of the teaching force. Such resourcing must be seen not as a favour but as an absolute right and needs therefore to be contained within an enforceable instrument.

Additional to this claim on Catholic employers the IEU have asked the NSW Government to mandate support for induction and mentoring as a requirement for the registration of non-

government schools. Education Minister Adrian Piccoli recently created a new standard in support for provisionally and conditionally accredited teachers in Department schools and as the Minister for ALL schools he must act to ensure that no early career teacher in NSW is left unsupported.

We are seeking further protection for provisionally and conditionally accredited teachers by seeking to have the new BOSTES (merger of Board of Studies and Institute of Teachers) oversee the accreditation process of any beginning teacher where the process extends into a third (and final) year.

There have been and continue to be dramatic changes in the nature of teachers work and the character and level of their accountability. It is proper that appropriate industrial and professional protections be in place and enforceable.

Claim for Christian schools Mark Northam Assistant Secretary

An IEU NewsExtra has been forwarded to members in Christian schools outlining the Union’s claim for 2014-2015. Members are being requested to meet and vote on the claim.

The claim is seeking to ensure pay rates remain above those in Catholic systemic schools and improves conditions such as paid maternity leave which are currently below Catholic and government standards.

A further significant shift is the impact that the “teacher performance and development” structure (as developed by AITSL and part of Great Teaching, Inspired Learning) will have on schools. Whilst 2014 and 2015 will be developmental – with all secondary teachers coming under the auspices

of the NSW Institute of Teachers in 2016 and primary teachers in 2017 – the necessity to meet government requirements imposes another layer of complexity upon work in schools.

Mentoring and induction of beginning teachers, to meet Institute requirements, is also a feature of the claim. Many schools are providing support and their arrangements must be captured in the agreement. For those members that choose to engage with the higher levels of the Institute (Highly Accomplished and Lead Teachers) a claim is being made for an allowance. The IEU anticipate positive discussion with Christian Schools Australia.

Increased payments for practicum supervision The IEU has made contact with all

Calling for ebook activists The NSW/ACT IEU has gained a grant from the ACTU to assist in the development of a series of online training modules and supporting ebooks.

Modules will include enterprise bargaining, workplace consultation and workplace meetings among others.

We are seeking expressions of interest from members who would be willing to act as a paid consultant to the project.

We are looking for a trade union activist with experience in developing online learning and in using iBook Author.

If you think you may be interested in contributing to this project, or would like more information, contact Marilyn Jervis before 17 January 2014.

Marilyn can be contacted on 8202 8900 or by email marilyn@ieu.asn.au

teacher education institutions in NSW seeking discussions and agreements to enhance practicum payments. The current rates are embarrassingly low ($21.20 in primary and for two methods in secondary) and have been in place since the early 1990s. The rates do not capture the complex interactions between an experienced teacher and a trainee teacher to induct them into the profession, nor reflect the additional time involved. The Union is advising members not to accept students on the current rates as of Term 2 2014.

The claim ($39 per day) will not come as a surprise to the various teacher education faculties as the Union has signalled its intent at various forums. What is required will be the support of members to lever revised agreements into place.

Members should note that while this claim reflects a ‘catch up’ it also should be placed in the context of modules developed by AITSL which supervising teachers will increasingly be directed to undertake. These courses are online and are part of a national approach to consistency and ensuring the practicum is high quality. While the intention is laudable, the expectations that members simply engage for the sake of the profession is no longer valid.

The Commonwealth Government provides funding to higher education institutions for practice teaching supervision. The Union is seeking that their funds are apportioned in a fair manner.

Want to be more active in the IEU? In 2014 the IEU will start a training program for members who are seeking to become more active in the Union, particularly at chapter and branch level and through the various forums of the Union.

This will be a residential program during the Easter break (April 13-15) at Leura in the Blue Mountains and is limited to 25 participants.

The agenda will cover the role of trade unions in Australia, the place of the IEU in the wider union movement, IEU policy, its structure and representational forums. Member-based campaigning will also be a feature.

To register your interest or get further information contact your School Organiser or Marilyn Jervis (marilyn@ieu.asn.au)

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www.ieu.asn.au on the ground

Union hopeful of resolution for Malek Fahd

The IEU is considering all possible actions available to support its 115 members facing uncertainty at Australia’s largest Muslim school, Malek Fahd, in western Sydney, Newsmonth Journalist Sue Osborne writes.

The school is grappling with compliance issues after the NSW Board of Studies recommended its registration not be renewed in 2014. Deregistration of a school is a rare event in NSW. The Union remains optimistic that a resolution can be found to the current difficulties, and understands the school board and staff are working hard to reach a solution.

Soon after the possibility of deregistration was announced, IEU Assistant Secretary Mark Northam was present at a wellattended chapter meeting at the school.

The IEU continues to make strenuous representations on behalf of its members,

and liaise with the Board of Studies on the school.

At Newsmonth deadline the Board of Studies was due to meet to discuss the school’s future. The Union supports it remaining registered.

IEU Deputy Secretary Gloria Taylor said the Union’s main concern was the future of teachers and support staff.

“The IEU has been in regular contact with its members at the school all year, and will continue to offer professional advice and guidance during the current situation and beyond,” Ms Taylor said.

“The Union will seek to ensure its members receive full support. Chapter meetings will be held at all three of the school’s sites at Greenacre, Hoxton Park and Beaumont Hills this week,” Ms Taylor said.

“Following those meetings, the IEU will be pressing for talks between all stakeholders and the NSW Minster for Education, to discuss the school’s future.”

Union negotiates HSC marker pay rates The IEU has entered into discussions with the NSW Board of Studies for a new HSC Markers State Award from 2014. Talks are being held in conjunction with the NSW Teachers Federation and the National Tertiary Education Union, IEU Organiser Peter Bishop writes.

With full negotiations due to commence early in the New Year, there will be challenges ahead. These include the NSW State Government policy regarding ‘efficiencies’ to achieve pay rises above a set cap.

Hard-won conditions need to be maintained and there have been efficiencies achieved already by the extended application of online marking.

The IEU will be seeking input from marker members as to the shape of a new Award. We thank members acting as IEU Reps in marking centres throughout the State.

The Board of Studies employs more than 5000 markers, with more than 1500 now marking on-screen. This year 44% of HSC marks will be captured onscreen and the NSW Government says the volume of papers marked onscreen is increasing every year.

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Security cameras foster workplace insecurity

Worried members at Al Faisal College Auburn called their Union after security cameras with audio function were installed in the College’s staff rooms, IEU Organiser David Towson writes.

Cameras have previously been installed in playgrounds, classrooms and corridors. Members conceded that these cameras may serve a useful purpose in some settings, but putting them into staff rooms seemed a leap too far.

The move may also breach the Surveillance Act 2005.

The College’s IEU Chapter held a meeting on 12 November and aired their concerns. Chapter regarded the installation of the cameras as a breach of trust between employer and employee. Members raised cultural

and religious concerns about being filmed in their staff rooms. Female members in particular were concerned about an invasion of privacy.

The Union immediately contacted the College requesting the cameras be removed from the staff rooms.

The College said the cameras were not yet operational and they would be removed if staff wished.

However, on 29 November the College informed the IEU that a final decision had not been made, even though 28 staff had signed a petition calling for their removal.

The College claimed this was not a majority.

Another Chapter meeting is planned and discussions with the College will continue, seeking a satisfactory solution.

www.ieu.asn.au on the ground

Prac pay needs review in the class, and how they could make Science and Maths Teacher improvements.

Marina Hanna is a strong believer “I also write an overall report of how in providing prac opportunities for they went at the end of their prac.” pre-service teachers, Newsmonth Marina says she thinks it’s “fantastic” Journalist Sue Osborne writes. that the IEU has initiated a campaign to The St Bishoy Coptic Orthodox College improve the reimbursement provided to Mt Druitt Teacher is always keen to put supervising teachers. up her hand to take prac students. She “I believe the rate of $20 a day has not has supervised one or two prac students been reviewed for years. each year for the past five years.

“If I logged the time I spent with the “It’s an opportunity to help up and prac teachers, it is a lot more than one coming teachers and have a look at hour a day, so the pay works out at a few different people’s teaching styles,” dollars an hour.

Marina says.

“It’s been too long since a revision of “The prac was definitely a useful part rate was undertaken of my own training, as “It’s been too long this so it’s good the Union is it gave me an chance since a revision calling for that. to see how Science “I know from speaking teaching works and of this rate was to colleagues that many how the school as a undertaken so it’s of them take home prac whole works.” good the Union is teachers’ assessments St Bishoys takes and lesson plans and prac students from the calling for that.” talk to them after hours University of Western to help them prepare for Sydney, Charles Sturt the next day’s lesson University and the Wesley Institute.

“Many schools have stopped taking Marina says she always checks her prac students from universities due to the students’ lesson plans in the morning effort required to mentor students with before they take a class. such a low reimbursement rate.

“I give them a few suggestions on how “I think a review of the rate is long to improve their lesson plans if necessary, overdue.” and make some modifications.

The IEU has contacted every teacher “I also help them with the curriculum. education provider in NSW seeking to If it is their first prac they won’t have negotiate a new daily payment of $39 for much of an idea about that. teachers who supervise prac students, “Then I write an assessment report at with a view to implementing the revised the end of each lesson and sit down with arrangements in Term 2 next year. them to have a chat about what happened

St Charbel’s members unite for their right to be consulted St Charbel’s College members and the IEU have been working together to achieve a positive outcome after the College announced a restructure of its leadership positions in September, IEU Organiser David Towson writes.

Under Clause 19.2 of the Teachers (Catholic Independent Schools – List D) Enterprise Agreement 2011, when an employer has made a definite decision to introduce changes that are likely to have significant effects on employees, the employer is obliged to notify the employees who may be affected and their union. Similar clauses are found in all enterprise agreements.

As the employer had not contacted the Union, the IEU immediately contacted the College. The IEU was referred to the Association of Independent Schools (AIS) who assured the Union that “no definite decision has been made”. This was despite the fact one member had already been offered a redundancy.

The AIS met with staff and informed them that coordinator positions would be restructured. Staff received an email from their employer confirming that the College would be “undertaking a necessary restructure”. Acting on recommendations from the AIS, the College intended spilling the coordinator positions, reducing the overall number of coordinator positions and either increasing workloads in some of the positions (with no extra remuneration) or reducing the allowances paid to other coordinator positions.

The St Charbel’s IEU Chapter met on 13 September and discussed the many concerns held by members, principally that the proposed restructure amounted to a reduction of care and support for the College’s students. Many felt the College did not understand or appreciate the work they did for the students and were understandably concerned about the threat to their income.

The Chapter passed a resolution requesting that the College delay making

a final decision to allow for more consultation. The affected members requested that the IEU support them at their one-on-one interviews to ensure that the process was fair.

Affected coordinator members came up with a list of concerns and alternatives to the proposed restructure to present to the College leadership.

On 17 September the IEU supported seven members at their individual meetings with their employer. Members then had to wait during the Term 3 break to find out what final decision the College had made.

The IEU again contacted the College on 15 October to learn a new principal was to be appointed. Restructuring around the top leadership positions (head of school and director positions) was confirmed but information with respect to the pastoral care and curriculum positions remained elusive.

By 5 November the affected members had been waiting seven weeks for an answer following their individual

meetings with their employer. The IEU requested these positions be maintained pending a review in 2014 and that any decision to restructure following this review take affect from the start of 2015.

On 15 November the Head of School informed the IEU that the status quo would be maintained with appraisals of those roles to take place during 2014.

The IEU would like to congratulate its members for the solidarity they showed in working towards achieving a good outcome. It was encouraging to see the Chapter Rep and members not directly affected rally to support those members whose jobs were on the line. The IEU further congratulates the College executive who ultimately took the time to consider the views of their staff and the IEU.

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www.ieu.asn.au on the ground

Lesley a ‘go-to person’ for PD

leadership workshops, conferences and awards evenings.

Helping teachers access professional She also assisted with post-school support programs development, and seeing the benefits flow for students with special needs who are not able to on to students, has been a rich source of continue to Year 12, helping them find work. job satisfaction for Parramatta Diocese But it was the administration of professional learning Administrative Assistant Lesley Said. courses and school-based professional development For the past six years Lesley fulfilled a varied role at which had been Lesley’s main focus. the Diocese’s centre for professional She was responsible for taking room development, the Aengus Kavanagh “It’s rewarding Centre at Mt Druitt, which is also knowing we are bookings, setting up courses on the professional learning portal, organising home to the Jarara Indigenous Unit, supporting the rooms, IT needs and catering for every post school options, learning exchange and Parramatta Diocesan primary and professional lives training session.

This year the professional learning secondary sports. of our teachers centres at Aengus Kavanagh and the Lesley recently moved to the Diocesan and therefore Diocesan Assembly Centre at Blacktown head office at Parramatta to take up a had 19,000 participants attending more new role supporting a team administering supporting the a thousand training sessions. professional development for staff. educational needs than Lesley enjoyed supporting teachers “It was a very tough decision for me to of our students.” and presenters with all aspects of make because I’ve loved working across training. the various service areas of the CEO at “You hear the gratitude in our teacher’s voices when the Aengus Kavanagh Centre,” Lesley says. you tell them you can find an accredited course for them “The Centre is unique as we have similarities to a school or when you can assist them with varied requests. with a close knit community and contact with presenters, “It’s rewarding knowing we are supporting the team leaders, educators, teachers and students. But we professional lives of our teachers and therefore still have the teaching ‘umbrella’ behind us. supporting the educational needs of our students.”

Lesley’s role at the centre was broad. As well Always a member of the IEU, Lesley says support staff as assisting with professional development, she should join the Union to have someone to turn to if they administered a database of Indigenous students in the need confidential support or advice.

Diocese, which has grown from 300 to 600 students “It’s something I have found worthwhile,” she says. since she arrived at the centre.

She organised administrative support for the Jarara Unit, including paperwork for the Indigenous census,

End of era for KidSmart

The IBM/IEU KidSmart Program had its final workshop at the IEU’s Sydney office recently.

The Program has been running for over a decade, delivering hundreds of Young Explorer computer units to communityrun regional and remote early learning centres and preschools in NSW. IBM has withdrawn the KidSmart program to review the technology. The IEU is awaiting feedback to see if IBM will join forces with the Union in the

future to run a program (similar to KidSmart) for teachers in not-for-profit education and care centres and remote, Indigenous and regional centres.

In many cases the program provided centres with technology to incorporate into their early learning programs for the first time. This year the IEU received five Young Explorer units.

At the final workshop IEU Professional Development Officer Amy Cotton delivered a thought-provoking

session focusing on how ICT intersected with the National Quality Framework.

IEU Organiser Tina Smith congratulated IBM for their commitment to providing technological resources to community-based services in NSW and their support of the IEU and the early childhood profession.

“This has been a wonderful project that has benefited many children.

We would also like to thank not just our 2013 IBM KidSmart participants,

but also all past participants for their commitment to the IBM/IEU Early Learning program,” Tina says.

“Without your interest in ICT and your commitment to implementing technology into your services hundreds of young learners would not have had a technological experience.”

Fees to rise under new funding model Gabrielle Connell Vice President Early Childhood Services The new funding model for community-based preschools has just been released. It is far from being an equitable model, with many services set to lose funding in two or three years unless they change their enrolment patterns significantly.

Services are now funded according to their SEIFA band (Socio Economic Indexes for Areas). These bands can vary significantly within a 2km radius which means services who draw from the same areas will receive markedly different funding – in many cases $2000-$3000 more per child. This will cause a huge fee variance and families will lose the right to choose services that suit their needs in order to chase lower fees.

Preschools will no longer receive funding for children who turn four after 6

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31 July unless they are ‘equity’ children, that is children from low socio economic backgrounds or Aboriginal children. This will mean that children who attend in the same group will be split into eligible and non-eligible and will pay two different fees.

Not only will they not receive funding for this age group, but if they enrol younger children in an effort to fill vacancies and remain viable – they will be penalised and have a percentage of their funding taken away.

Where is the logic in that? The State Government’s reasoning is that if we are enrolling young children then we are preventing those attending from achieving the goal of 15 hours attendance in the year before school. Many families cannot afford the magic 15 hours as fees are too high.

We will be penalised even if: • every single family who elected to take up the option of a third day (15 hours) when completing their enrolment forms before the start of the preschool year has received that third day • we do not have a waiting list for four-year-olds • the preschool needs to fill all vacancies or it would not be a financially viable proposition. This is especially relevant in rural areas where there are only a limited number of four-year-olds in the catchment areas in any given year • three-year-olds are required as a ‘feeder’ class into the four-year-old classes. Without them, our four-year- old enrolments would decline, and • a three-year-old child has additional needs and would greatly benefit from the extra year at preschool.

Many preschools have also lost their remote classification and will lose funding of up to $1000 a child.

Far from fees going down with this ‘amazing new model’, we will see fees continue to rise.

We must continue to reflect the true cost of running a preschool service – this includes staffing and a wage increase to parity. State Education Minister Adrian Piccoli said it was the responsibility of the employer to fund wage rises so this must result in higher fees.

Do not absorb these costs yourselves by accepting lower wages and working extra hours. Demand the time you need to fulfil your documentation and regulatory requirements, as well as higher wages.

www.ieu.asn.au on the ground

Health and Safety Rep Training Health and Safety Reps from around NSW have been getting the low-down on changes to the State's workplace safety legislation during five-day IEU workshops split into two parts.

When elected HSR’s request training, employers are obliged to pay all expenses.

All IEU training is tailored for the education context. Check the IEU website regularly for dates of more training and professional development opportunities at www.ieu.asn.au

Elizabeth Thrum Science Teacher, Mount Saint Benedict’s College

I came here to get more informed about workplace health and safety (WHS) because, as a Science Teacher, I’m in a high-risk category. The training has been amazing – really informative and practical. There is so much work we need to do in order to meet requirements but we now have the steps and we know where to start. I’ve been teaching for 23 years and the nature of our work has changed dramatically, particularly in terms of workloads and expectations. We really do need to consider how our jobs impact on our health.

“I’ve been teaching for 23 years and the nature of our work has changed dramatically, particularly in terms of workloads and expectations. We really do need to consider how our jobs impact on our health.”

Todd Gardner Maintenance Staff, Mount Saint Benedict’s College

Four of us have come to do this training after we were encouraged by our school’s business director and human resources manager. At first it was overwhelming because I hadn’t picked up a book since Year 10, so I was glad we did a couple of days with a break in-between. The pacing has been good and I’ve got more of an understanding about the different factors of WHS, which I hadn’t considered before. When I go back and need to get everyone else up-to-date it will be a huge help that others from my school have also done this training. A highlight for me has been the group discussions and I really like the IEU’s training facilities. It wasn’t a pressured learning environment.

Paul McKie Teacher, James Sheahan Catholic High School

I’ve always had an interest in WHS and having been on a school executive for a long time I’ve come to understand the process of putting into place new work practices. One of the most important things is consultation. People have lots of great ideas but in order to make it work you need to consult and bring others along with you. I think many schools think everything has to be for the benefit of students. This is true but we also need to look after staff. When you’ve got happy staff you have happy students. It’s good to have people from a range of workplaces do this training. It gives us more of an indication of what we’re doing well and what can be improved, based on what others are doing.

Amanda Noble Admin Staff, Werris Creek & District Preschool

The HSR role is so important and we understandably have a lot of information to take in. It was great that we divided the training into shorter sessions with breaks in-between. This way we weren’t just looking at paper. The format also allowed lots of interchange between us so we got to discuss many real-life scenarios.

It is so natural to put children first so I found it really interesting that we were focusing on staff. I do feel that if our workplaces are good for staff they will be good for students too. These sessions have emphasised the importance of consultation and they have increased my confidence. I’m keen to help knock out the fear factor others feel about speaking up. I’d definitely recommend this training to other HSRs.

Present Tense ELICOS News Kendall Warren IEU Organiser In recent months, there has been some concern over the emergence of a dubious organisation for international students, the National Liaison Committee for International Students, and its auxiliary grouping, the Overseas Students Association. All 11 NSW universities, the NSW Police and four major museums have issued warnings to students, and the NSW Office of Fair Trading has launched an investigation.

Concerns have been raised that people associated with the OSA have tried to get sensitive information from students, including passport numbers.

Fair Trading is investigating the group’s ‘safety card’, which purports to offer significant discounts at museums, and special protection from the police – neither of which is true (Crikey).

Teachers should warn their students against the activities of these organisations.

• One member has recently highlighted a little-known clause in the modern award (the Educational Services (PostSecondary Education) Award 2010) relating to the recognition of service.

Traditionally, the only experience recognised for the purposes of calculating a step level had to be in Australia.

However, the modern award, at Clause C.2.2 (which allows for additional experience to be recognised at a ‘discount’ rate) omits any reference to Australia.

What this means is that overseas experience must be credited by employers when calculating a step rate, so long as the experience in question can be demonstrated (with, say, a reference or a Statement of Service). Experience is then credited at one year for each two years of teaching, up to a maximum of three years.

This has the potential to boost the step level of hundreds of teachers across NSW, so contact the IEU if you have any questions about this.

• Your Union has been contacted by several members recently, complaining that their college is forcing them to use up all of their accrued annual leave.

This appears to part of a growing trend across the economy, as employers try to respond to sometimes ballooning accrued leave balances. While the IEU supports the regular use of annual leave – paid holidays are there to be used, after all – the timing of leave is supposed to be by agreement between the employee and the employer. If you are having any trouble at your workplace, contact your Union.

• In late November, the NSW Government announced that it planned to abolish specialist support for ESL teachers in State schools, in a move decried by teachers across the industry.

Critics of the move claimed that it would greatly disadvantage refugee and other children for whom English was not their first language. The Government has countered that in fact there will be

additional Gonski money next year, and English proficiency will attract a special loading for funding.

It is possible that this move by the Government will have some flow-on effect for the private language providers, though it is hard to see any widespread benefits without the funding following the students.

• This will be the last Present Tense for 2013. Have a great Chrissy and New Year, and we’ll see you again after the silly season.

If you have any issues at your college, don’t hesitate to contact your Union, the IEU via kendall@ ieu.asn.au.

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www.ieu.asn.au on the ground

Rep Spotlight Sharyn Fitzgerald

Making an impact

Left: Catherine McAuley Primary School IEU Rep Sharyn Fitzgerald.

Above: Catherine and some of the trusty crew who regularly gather to make sandwiches for the Vinnies Van in Orange.

If personalities in primary school are any indication of what students will be like as adults, then Catherine McAuley Primary School Teacher Sharyn Fitzgerald was always going to make a good IEU Rep, Newsmonth Journalist Tara de Boehmler writes.

“My mum tells these stories that when I was a kid I was forever asking questions,” Sharyn says. “I always wanted to know why and I wanted everything explained.

Even now as an adult if I don’t understand something I will ask why and I will dig until I know what is going on.”

Sharyn says that when she became a Rep she initially thought there wasn’t much to do.

“But I found that when I went to meetings and we learnt about new legislation or aspects of the award I would think, ‘Well, how does that affect my school and why is it occurring?’ I also found that when colleagues asked me to look into things I would get as much information as I could. I would dig and dig and give them the relevant contacts, pamphlets, pieces of literature and whatever I could find.

“I think the more information you can get the better equipped you are to sort your problems out. The more you talk it though the more likely you are to get an answer that you are looking for. When I 8

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into practice so well that “often we are not do this for my colleagues, they can choose even aware we are doing it”. what’s best for them.”

School-based initiatives include She is also discreet, will not be “brushed ‘Mini Vinnies’, with kids planting bulbs aside and dismissed” and is a fan of IEU and selling the blooms to raise funds professional development and training for the Vincent de Paul Society. Other opportunities. gardening projects have raised money for “I went to last year’s Women’s a children’s hospital wing. During Mission Conference and it was fantastic,” she Week a ‘Deny and Donate’ exercise saw says. “I usually go to training days as it’s students donate their recess food to the always good to keep up-to-date, and I Vinnies Van, which provides a free daily like to take a staff member when I attend sandwich service in the local area.

PIPs (Pedagogy in the Pub). I’ve let the Sharyn is one of more than 10 staff new scheme teachers know these are members – including accredited and I’ve been “You have so many retired staff – who make impressed that they are all so relevant to what we people behind you “humble” but popular chicken and mayonnaise do. The Union’s training – such a big team sandwiches for the is fabulous and definitely the way to go.” that are willing to Vinnies Van throughout year.

Sharyn also has a all stand up for you the“It’s good for the “strong sense of justice” and speak in the students to know we’re and likes to see a level doing this and it’s playing field. It’s part one voice.” empowering for them to of the value she sees in know they can help someone they can’t union membership. put a face to.

“It’s about protecting the little people,” “There will always be people that need she says. “To those thinking of joining I help and it’s important for the students to always say ‘You will have so many people know other kids do it tough. They should behind you - such a big team that is willing to all stand up for you and speak in want to do something about that.”

One of the highlights of Sharyn’s early one voice’.” teaching career was a two-year stint She says Catherine McAuley Primary teaching needy kids in London. It’s when School, which is based in Orange, shares she realised primary teaching was for her. her social justice commitment and puts it

“They were all ESL students of Bangladeshi background and poor as dirt, but they just loved learning,” she says. “I bounced out of bed every day just to go to school because I knew how excited they were. Education for them was a way out of their poverty and they hung on to every word I had to say.

“The kids at Catherine McAuley are also interested in learning, but it’s a bit different as there are so many opportunities and safety nets if they don’t do well at school.”

Sharyn says classrooms are an indication of the society we will live in tomorrow.

“I tell my students I get excited when I think we could have the next prime minister in our classroom or someone who discovers a cure for cancer. There is just so much potential in the 25 kids you have in front of you.

“Any time I’m feeling a bit off I ask myself why I am teaching and what I hope the students will go on and achieve in their lives. Somewhere down the track there could be someone for whom I have made an impact and I find that so exciting. Even now, while I’m saying it I’m getting tingles,” Sharyn says.

“I remember reading about the teacher who died in the 1986 space shuttle explosion, Christa McAuliffe. She said ‘teaching kids, you touch the future’ and I find that to be so true.”

www.ieu.asn.au on the ground

A tale of two Jennys “We should always be good mentors for women in the system because it’s not as easy to get promotions in secondary schools, particularly if you’re a woman.”

As the year draws to a close, two retiring school principals come together to reflect on their careers.

Jenny Gabbe and Jenny Stirling share with Newsmonth Journalist Tara de Boehmler tales and insights from their combined 86 years of experience.

Jenny Stirling (pictured left), from All Saints Catholic Girls College Liverpool, and Jenny Gabbe (pictured right), from Holy Innocents Catholic Primary School Croydon both say being a school principal is one of the best jobs in the world.

But neither imagined this would be their career.

Jenny S was only able to attend university because she won a teacher’s college scholarship.

“My father wouldn’t let me go to university because the thinking was that girls didn’t go to uni – boys did – and it would be a waste of time for girls as they would only get married and have children,” Jenny S says. “Forty years of work later, I think I can say he was wrong.”

Jenny S did her first decade of teaching in the government school system. She moved to a Catholic school in the mid 1980s and has worked in the Catholic system ever since. First and foremost a Science teacher, Jenny S has always taught in secondary schools but “over the years has taught everything, as you do”.

Jenny G always knew she wanted to be a teacher. In her youth, while known by her maiden name, Ross, she earned herself the moniker ‘Bossy Rossy’ due to her propensity to “always organise other children”.

“Whether making them line up to do their tables or making them say a decade of the Rosary, it was a part of my purpose to organise others,” she says.

Her teachers at St Augustine’s, a Good Samaritan school in Coffs Harbour, recognised these skills. In her final years

at the school she recalls being asked to supervise or teach other students when their teachers were absent.

“I learnt early in the piece that I was capable of controlling 50 or 60 children,” she says. “It was a very natural thing for me to be in front of a class.”

When Jenny G completed teacher training in the 1960s she returned to Coffs Harbour to teach infants classes with the Good Samaritans.

While Jenny G and Jenny S were always committed to their work, it wasn’t always easy navigating the job market – particularly while their children were young. Both recall job interviews in which their abilities to combine work and parenting were questioned.

“During my first interview in the Catholic system for a Coordinator role I was told I could not possibly do the job with two small children,” Jenny S says. “I asked whether they would say this about my husband.”

Meanwhile Jenny G had an interview in which two nuns asked why she was going back to work when she had small children.

“I said I would organise my family and that it wasn’t part of the conversation,” she says. “Once I was on staff they were very happy with the product.”

They are both grateful for the gains made for working women and in their view Catholic Education Office is doing a good job in maintaining female-friendly conditions.

“Now ‘how can I support you’ is part of the conversation,” Jenny S says. “It wasn’t back then.”

Fortunately for both Jenny G and Jenny S, they had the support of their families, stand-out mentors and no shortage of encouragement to seek out leadership roles.

“I’d been a deputy of two schools and thought I’d stay a deputy,” Jenny S says.

“When I was a deputy at Mt St Joseph’s

Milperra, my Principal said I should become a principal and she pushed me until I did. She encouraged me and provided good role modeling. We should always be good mentors for women in the system because it’s not as easy to get promotions in secondary schools, particularly if you’re a woman.”

Jenny G has taught in 10 schools and communities and has been Principal of Holy Innocents since 2000. Teaching was her “first love” and she didn’t aspire to leadership.

“I just loved watching children learn and grow,” she says. “I had the capacity to lead but was not really interested as I knew the pressures that were placed on leaders in school and how difficult this made it to keep in touch with the classroom.

“But I did have some wonderful leaders and mentors who saw the ability in me and kept saying ‘you need to consider it – we are putting your name forward’.”

In turn they have made a point of mentoring others and both say this is “more important than ever”.

“Some mothers have it much tougher, particularly single mothers, but they have a lot to contribute,” Jenny S says. “In a girls school I felt it was always important for the students to see working mothers, to see they could also do this with children.”

Jenny G says: “Even when they’re under stress at certain times, this just means they need some additional support.”

Among the many changes they have seen to the education landscape, increased responsibilities, accountability and transparency have all been beneficial but have increased teacher stress levels, they say.

“Teachers are more stressed, with more expected of them and they are working longer hours outside the classroom,” Jenny S says. “As a result of this, many more are leaving in their first six year of teaching.”

Jenny G says with all the assessments and non-teaching requirements some

are “no longer confident of their skills in the classroom”.

“They can feel overwhelmed,” she says.

“So I let them know they are doing a wonderful job and, while we can’t all be expected to be perfect at everything, we can make it easier by supporting each other.”

One thing they say has not changed is the students.

“The child sitting in front of you is still the same,” Jenny S says. “They are still delightful, naughty, good and wonderful.

Teenagers are wonderful people. They are generous, hard working, they can be trouble but in a delightful way. For thousands of years people have said young people are not as good as they once were but they are every bit as good and they always were.”

Jenny G says: “Children are children and they are delightful. The core of it is relationships and this can’t be overstated.

“Relationships that demonstrate trust, generosity, humour, integrity, cooperativeness and compassion. This has to come from the people within the school.”

Making a contribution to students’ lives is a major reward for a job well done and like all teachers, they love nothing more than hearing from former students about the positive impact they have had.

Recently Jenny G attended the St Augustine’s Coffs Harbour centenary celebrations and felt she had “come the full cycle”.

“A couple of ex pupils came up to me and spoke about the influence I’d had on them - about how I had given them a purpose and instilled my love of learning in every one of them, in particular my love of literature,” she says.

One of the former students who approached her is now the Librarian at St Augustine’s.

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www.ieu.asn.au on the ground

“The staff and Principal did a remarkable job keeping the children calm, as they were walking with the fire at their backs to exit the school. They just followed their walkathon route.”

Left: Blue Mountains Deputy Mayor Brendan Luchetti.

Above: St Thomas Aquinas Principal Sergio Rosato meets the Wiggles, who visited his school following the bush fires.

The worst of times, the best of people Blue Mountains Deputy Mayor Brendan Luchetti witnessed first hand the bravery and calmness displayed by school staff during the bushfire emergency which engulfed the Blue Mountains on 17 October, Newsmonth Journalist Sue Osborne writes.

A PDHPE and History Teacher for the past 13 years at McCarthy Catholic College in Emu Plains, Brendan was supervising school sport at Springwood when he first spotted smoke.

Brendan’s own children Isabella, 12, and Eammon, nine, attend St Thomas Aquinas School at Springwood.

“I became concerned because I could see the smoke was heading in the direction of Thomas Aquinas, and my own home.

“I was also concerned about getting the students back to McCarthy before the highway was closed. So we finished sport early and headed back down to school.

“Then I made what turned out to be good decision by heading back up the Mountains the long way, so I missed the roadblock.”

During his journey Brendan heard on the radio that Winmalee Shopping Centre was being used as a mustering point for

children evacuated from St Aquinas.

“I got there just about the same time the children arrived. The staff and Principal did a remarkable job keeping the children calm, as they were walking with the fire at their backs to exit the school.

“They just followed their walkathon route.”

A number of teachers and the school Principal Sergio Rosato knew their own homes had been destroyed by fire, but stayed with the students at the shopping centre, some up to midnight, before checking on their own homes.

Brendan has lost count of the affected families he knows in his capacity as councillor.

Since the fires passed it has been a tough time for local government representatives. More homes were lost in this event than any previous Blue Mountains fires.

Brendan was only appointed Deputy Mayor a few weeks before the disaster. But he says he is glad to have been in a position to aid the community during this time.

“I must acknowledge my Principal Robyn Meddows and the Parramatta Diocese for allowing me to be away from school for 10 days to deal with this emergency.

Shorts Girls thriving at school, disadvantaged at work The Tracking Equity, Comparing Outcomes for Women and Girls Across Australia COAG report has found girls are performing better than males educationally. Women under 30 are attaining higher-level qualifications, but after graduation women’s salaries are lower. Male pay remains on average 17% higher than women’s. Women remain under-represented in leadership roles. However, COAG Chair John Brumby says there is “some cause for optimism that educational changes in the younger age groups signal generational change that will have positive flow-on effects in other areas of reform”.

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Diabetes and bullying Ignorance and misinformation among teachers and students was leading to problems and even bullying for some children with Type 1 diabetes. Type 1 diabetes is an unavoidable autoimmune disease. Type 2 diabetes is related to unhealthy lifestyles. Only 1% of school students are affected by Type 2 diabetes, but Kristi Gale from the lobby group ‘Change the Name of Type 1 Diabetes’ reports some children with Type 1 diabetes are being teased for being overweight or unhealthy. Even more worryingly, Kristi reports a teacher scolded a student for eating potentially lifesaving jellybeans to prevent a ‘hypo’ saying they were “fattening”. Kristi says

“The community has really rallied and offered each other great support during this time. They say the worst of times brings out the best in people.

“People who had lost their houses but processed it quickly were helping others who were still in shock.”

Brendan has been on Blue Mountains Council for about five years. He had never planned to be a councillor, but he was horrified by plans by a supermarket chain to use civic land to build in Springwood.

“I thought that’s the last thing Springwood needs, it would destroy the small retailers.”

He spoke at a few Save Our Springwood (SOS) community meetings and was encouraged by his wife Brodie and community members to stand for Council as an independent.

Political service is not new to the Luchetti family. His grandfather Tony Luchetti was the ALP Federal Member for Macquarie for 25 years, right through the Whitlam era.

“Many people in the area still remember my grandfather fondly, and that didn’t hurt my campaign to be elected to council.

“Coming from such a left wing orientated family, I never had to be

education and awareness at school was crucial for student with Type 1 diabetes.

Canberra Shakespeare festival Bell Shakespeare will hold its first ever schools festival in Canberra next year.

Held in collaboration with Canberra Theatre Centre, the festival will consist of a directors’ weekend for teachers in June, rehearsals in schools in August to October and school performances in November. Invitations are being sent now to Canberra schools to take part in the festival.

Free kitchen garden curriculum Teachers needing fresh lesson ideas can access a new curriculum that uses

asked twice to join the IEU, and I counsel younger teachers about the value of joining the Union.

“Sadly today unions have been demonised, and people are enjoying the benefits that unions fought for, without realising the need to keep up the fight for these benefits by joining the union themselves.

“Pay aside, it just takes one student who might not be happy with you to put in a complaint, and you’re in trouble.

“With the Union behind you, you have legal support and knowledge you would have to find and pay for yourself otherwise.”

Brendan says he has no immediate plans to follow in his grandfather’s footsteps and enter politics on a larger stage. He is busy with school, Council and his young family (he also has a new baby, Arlo, nine months).

“At this stage of my life I am happy to focus on doing the best job I can advocating for my community at a local level.”

the garden and kitchen for handson learning. The Australian Organic Schools curriculum is for students aged five to 12 and teaches them how to create, care for and cook from an organic garden. All 32 lessons and digital resources are aligned with the Australian Curriculum with lesson links to sustainability, maths, science and literacy skills. All resources can be downloaded from the Australian Organic Schools website www.organicschools.com.au

www.ieu.asn.au on the ground

Home grown professional learning Meeting today’s raft of professional learning requirements can be a juggle, but a new system developed

by Holy Cross College Ryde Principal Adam Taylor offers some teacherfriendly strategies for those wanting to get ahead, Newsmonth Journalist Tara de Boehmler writes.

The system is coordinated via a “100% homegrown” web-based professional learning tool that Adam (pictured front left) created as part of a larger Doctoral study. The tool, ‘MyPL’*, links staff with standards information, activities and mentors to help them progress at their own rate.

“It’s not at the heart of my Doctoral studies but it’s a catalyst to get teachers talking about the standards because it engages them,” says Adam, whose own study focuses on teachers’ perceptions of the standards.

‘MyPL’ enables staff members to select their current teaching stage, the stage they want to get to, and offers a range of strategies for achieving it. It aligns the Great Teaching Inspired Learning blueprint with the Institute of Teachers’ and AITSL’s professional standards and the College’s strategic priorities.

“Teachers start with the end in mind, looking at what they want to do,” Adam says. “It’s a starting point and a guide for their professional learning.”

‘MyPL’, which is currently in a trialphase, enables teachers to access mentors for professional development and plan and track their own learning activities.

It also displays a range of strategies employed by others - all de-identified data pulled from several schools using the system.

“People get to see there are 1001 ways to achieve any given standard, which I think is very useful,” Adam says.

One of the ways teachers can demonstrate proficiency or progress to new standards is via College-based professional development programs.

One of these programs, Pairs and Pods, provides opportunities for teachers to come together between the hours of 1.30pm and 4.30pm to reflect on specific areas of their practice.

They can volunteer to watch each other’s lessons and provide feedback.

Some have used video footage taken of them in class to review their own teaching style. Working with a mentor they have developed a brief reflection

that encapsulate the standards they are demonstrating. These brief reflections are then recorded over the raw classroom footage.

“New scheme teachers have been really excited with the outcome. They get a high quality video artifact that they can use in their portfolio,” Adam says. “It enables them to self-assess and get their heads around the scope of teachers’ work.”

Adam is among those taking part in the program. Last year he was paired with IEU Rep Paul Ainsworth (pictured front right), who got to critique his boss.

“We were pairs in a pod and what really came through from Adam was his passionate commitment to the process,” Paul says. “It’s useful to have someone whose opinion you trust in the room being able to give feedback and to have a fresh pair of eyes. With some of the insights into my own style, I might think ‘but why am I not picking this up?’ and that’s because I am teaching the lesson. My focus is different.

“I got an awful lot out of the process and the more I became involved, the more I benefitted from having a critical friend in the room. I’ve also given feedback and I can see Adam has taken it on board. It builds a collegial network.”

Paul says that although the 1.30pm4.30pm timeframe of the sessions (with lunch provided) asks “that little bit more” it’s worth it.

“It makes a difference to get that release time from class to actually engage with your own pedagogy and reflect upon it,” he says. “It’s investing in yourself, so an extra hour after school is worthwhile.

“What I find really good is that the Executive is being clever in aligning what we have to do with things we can use for accreditation at the same time.”

Adam says participation in the program is voluntary and participants can come and go as it suits them.

“I’ve focused on teacher improvement rather than teacher accountability and said ‘Your professional development is your responsibility’,” Adam says.

“This is not about high-handed accountability, it’s about strong professional responsibility. Many people will seek other roles and we strongly support developing teachers for leadership in other schools. Part of my leadership is to see others develop as leaders. And one of the first questions people will ask is, ‘What is this person’s

“People get to see there are 1001 ways to achieve any given standard, which I think is very useful.” commitment to professional learning?

How have they attended to it?’

“I can also see it’s got a role for staff who want to use it when applying for promotion or contract renewal. But my purpose is clear and that’s to use it for professional learning,” Adam says.

“That’s the new environment in which we find ourselves and it’s a good environment that says you need to take care of your professional learning. “ Many aspects of Holy Cross College Ryde’s professional learning program put

to use National Partnerships funding. The IEU will continue to review the methods schools are using to assist staff in meeting professional learning requirements and will seek relevant industrial clauses and agreements around these systems where necessary. * The MyPL system designed by Adam Taylor is different to and wholly separate from the DEC’s state-wide program My PL@Edu.

Equal pay claim to benefit more teachers Continued from page 1 by the Fair Work Commission together with the claim lodged by United Voice for educators.

The IEU’s claim is for degree qualified early childhood teachers. The Union will be seeking to have the rates of pay in the modern award reflective of what teacher rates are in DEC schools and Catholic schools. The decision will be applicable to all early childhood teachers in Australia.

Community sector workers received pay increases of between 23% and 45%, phased in over an eight-year period, as a result of a similar equal remuneration claim lodged by their union.

“All early childhood teachers deserve better pay, and we are pleased to be able to extend the claim to cover preschools,”

Connell said she was pleased preschool IEU General Secretary John Quessy said. teachers were to be included.

“The pay of early childhood teachers “We have problems attracting and is much lower than the pay of teachers retaining teachers, as many leave in schools and other university qualified preschools to work in primary schools professionals in other sectors,” Mr where the pay is Quessy said.

“Our claim is “All early childhood better. We did not want them leaving for seeking up to teachers deserve long day care centres $20,000 more per better pay, and we are as well. annum for early “Many early childhood teachers, pleased to be able to childhood teachers based on the fact extend the claim to are assessing their that the pay of early cover preschools.” futures because of the childhood teachers low pay, wondering is reduced because how it will affect their families, and more than 95% of them are women and worrying about their retirement. the work is seen as ‘caring’.”

“They don’t want to have to work Speaking in support of the claim, extra years in a physically and mentally Albury Preschool Director Gabrielle

demanding job because the pay is too low. Any move to increase salaries is welcome.”

Jacaranda Preschool Director Louise Murfet said teachers at her Caringbah Preschool used their experience and training to design individual curricula based on the needs of their children, and this high level work needed to be recognised. “All teachers are teachers and deserve equal pay,” Louise said.

The claim is more likely to be successful if the Union has good coverage of teachers in the early childhood sector, so the more teachers who join the Union, the better.

Members are encouraged to talk to their colleagues about the benefits of joining the Union.

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www.ieu.asn.au overview

The IEU continues to honour its loyal and long-serving members in workplaces all over NSW and the ACT with 30-year badges.

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www.ieu.asn.au overview

Labour Bites The IEU websites (www.ieu.asn.au) carries regular updates of local and international news with a trade union flavour. IEU General Secretary John Quessy reproduces below some recent items

When I’m 74 Australians would be denied access to both superannuation and the age pension until they turned 70 under a radical plan that goes far beyond the one recently proposed by the Productivity Commission.

A new proposal from the Grattan Institute would double the pace of retirement delay, lifting the access age by six months every year until it hits 70 in 2025. After that it would be progressively lifted further in line with increases in lifespans, with no ultimate limit.

Developed parallel to, and without knowledge of, the Productivity Commission plan, the Grattan Institute proposal would also lift the age of access to superannuation. The super access age is already scheduled to climb from 55 to 60 by 2024.

But Grattan would increase it by six months every year from 2015 until it hit 70 in 2035. Then it would index the access age to rise automatically.

The Institute conceded that “some who would prefer to stop working earlier will not be able to afford to do so’’. Those excluded from the pension by the change would be offered the option of continuing to receive it in return for allowing the Commonwealth to accumulate an interest in their property, which it would take in cash when it was sold.

(Source: SMH)

Wal-Mart misbehaves: again and again and again US federal officials are preparing to file formal complaints against WalMart for allegedly violating the legal rights of protesting workers last year.

The National Labor Relations Board found merit in charges that the retailer unlawfully threatened employees in California and Texas with reprisal if they engaged in strikes and protests ahead of Black Friday, the big shopping day after Thanksgiving. They are also ready to press charges that Wal-Mart illegally threatened, disciplined or terminated more than 100 employees in 13 states for participating in legally protected strikes and protests last November over wages and working conditions.

The protests last year were organised by the union-backed group OUR Walmart, which has been pushing the company for years to raise wages and benefits. The same group is preparing to launch similar actions at Wal-Mart stores across the country next week in an effort to highlight thousands of store employees who make poverty wages of less than $25,000 a year.

A Wal-Mart spokesperson said: “We believe our actions were legal and justified, the fact is we provide good jobs and unparalleled opportunities for our associates”.

(Source: Star Tribune)

Paint it black Some of Britain’s biggest construction firms are to face legal action over the way in which they allegedly blacklisted union activists for years. Construction union Ucatt announced it was to sue the firms for breach of confidence and misuse of private information found in their files, the only option it says is available.

The Union launched the court cases to coincide with the TUC’s antiblacklisting day of action. Initially naming nine companies, it expects the list of companies to grow as more workers come forward to take action.

Some construction firms, including some being joined to this legal action, have announced they have opened a compensation scheme to provide redress for construction workers. However, the Union has raised a series of objections to the scheme, saying that litigants are being forced to accept gagging clauses, construction firms refuse to accept liability and some offers will start as low as £1000.

(Source: The Guardian)

Amazon strike German labour union Verdi is preparing strikes to step up pressure on Amazon, the world’s biggest internet retailer, in a dispute over pay and conditions.

The Union has organised several short strikes this year in a bid to force Amazon to accept a collective agreement on employment conditions similar to deals for the mail order and retail sector. Amazon regards staff as logistics workers and says they receive above-average pay by the standards of that industry. (Source: Reuters)

Regional women’s forums highlight diversity

Building on the success of other IEU regional women’s forums earlier in the year, Term 4 has seen well attended gatherings in Canberra, Albury, Dubbo and Penrith, writes IEU Women in Education Committee Convenor Pam Smith writes.

Dr Meredith Burgmann, well known to IEU members for her 16-year role in the NSW Legislative Council, as a member of Sydney Council and as a long term anti-racism and social justice campaigner, addressed the Canberra women’s forum and dinner on 12 November, with around 50 members present. The following evening she spoke in Albury at the inaugural Riverina Branch women’s forum.

As well as Dr Burgmann’s input, the Albury gathering of 60 members received an update by the IEU’s ECS Vice President Gabe Connell, director of Albury Preschool, and from Margaret Brassil, chair of the Wagga Wagga CSO’s Gender Equality Committee. The Wagga Committee is planning a 2014 International Women’s Day event with guest speaker Dr Melinda Tankard-Reist.

In Dubbo on 15 November the highlight of the evening was a presentation by Dr Maria Bennet from the Charles Sturt University campus in Dubbo on programs to support Indigenous students at school and to enhance their pathways into further education, including specific initiatives at CSU. Dr Bennet also invited

participants to become involved in CSU community programs and immersion activities on Indigenous culture. An invitation has been extended to Dr Bennet to present a workshop at the 2014 IEU Women’s Conference.

A joint IEU/Bathurst CEO International Women’s Day event is being planned for Bathurst on 6 March, 2014.

The Penrith women’s forum on 20 November was inspired by members of Asian Women at Work who spoke of the challenges faced by garment workers in Australia and internationally, including pay exploitation and health and safety concerns.

A major achievement for clothing outworkers in Australia was the enactment of Federal Government legislation in 2012 to protect outworkers by ensuring that they have the same minimum rights as other textile, clothing and footwear industry employees. Asian Women at Work made a presentation at last year’s ACTU Congress and the Textile Clothing and Footwear Union national secretary Michele O’Neil spoke at last year’s IEU Women’s Conference.

Noting the diversity of members who have attended this year’s IEU regional women's events, Women in Education Committee Convenor Pam Smith thanked those members for their commitment to workplace equity.

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www.ieu.asn.au overview

card t s o P e g n a Exch nt Carmel

from Mou au Troy Sicily ed with Es g n a h c x e s in Yass ha elihan r James Wh F m o r f a r Tamu a. ary, Canad lg a C in l o Scho

When the planets align “In regards to the perception that children fall behind during critical years of schooling, in our experience we have seen our children blossom.”

Troy My family and I are at the end of a year-long Canadian extravaganza full of learning, excitement and incredible travels. The planets aligned when our family was matched with the beautiful Tamura family from Calgary. I have thoroughly enjoyed teaching Esau’s Science and School of Rock classes in Calgary and he has had a blast teaching Science and filling my role as a radio DJ in the small country town of Yass.

Not only do Esau and I share common interests but my wife Angie and Esau’s wife Deb share a love of Yoga. In fact Deb has taken over Angie’s Yass Yoga business while we have been abroad, which has worked out brilliantly for both families.

Calgary borders the stunning Rocky Mountains in the province of Alberta and it has been the ideal location for an exchange. Being close to the Rockies has given our family the opportunity to explore activities such as skiing, dog sledding, skating, hiking and bob sledding.

If you look hard enough you will find loads of reasons why next year is the wrong time to go on exchange. There is always a wedding that you will miss or a perception that your daughter’s schooling is at a critical stage etc. On the flip side, if you stay home you are missing out on so much more. I am glancing at the calendar on the fridge and it seems that our family has literally one engagement free day in the months of November and December.

In regards to the perception that children fall behind during critical years of schooling, in our experience we have seen our children blossom.

Our son Baxter (now 6) has experienced starting his schooling in a foreign land and has taken to Canada like a duck to water. He has grown to be both socially confident and an engaged learner. He can also ski like a demon and will return to Australia as the best 6-year-old ice hockey player in the country.

Our daughters Ruby and Stella (twins aged 11) have had an absolute life changing experience. They have grown in confidence and have embraced the Canadian lifestyle. They have been tearing up the ice on their way to scoring goals in ringette (like ice hockey).

They have made loads of beautiful friends through both school and sport and taken on challenges that have seen them grow in both character and maturity.

They have not skipped a beat with regards to their schooling either. The curricula are very similar and the experience of being in a larger school has been a positive change. Both girls are also looking to become part of the student leadership team at Mt. Carmel on their return to Australia.

The message that we as a family would like share is to get out there and do it.

The International Teacher Exchange program is a professionally invigorating and fulfilling experience with a bounty of

rich challenges and rewards for you and your family.

Esau Living in another country has been on my bucket list for a while now, and being in Australia has emphatically checked it off. Travelling through the teacher exchange program has allowed me the opportunity to live here for the past year with two of the main obstacles accounted for: a place to live and a job.

There were many other obstacles along the way, including expenses, vehicles, and adapting to the change in lifestyle for me, my wife Deb and two children Eoin and Isaac. These challenges, while not fun and often very taxing, have brought our family together. It has also made me feel more alive than I have in years. As for the positives of uprooting my life for a year to live in small town Yass, NSW, they have been innumerable and I feel so fortunate that we went out of our comfort zone and embarked on this adventure.

Prior to leaving Calgary, Alberta in Canada I had been working as a teacher for five years at the same school I had originally been hired at. I had experienced success at this school, had enjoyed teaching many of the students and had made close bonds with the incredible staff. Despite this positive experience, I was feeling worn down from becoming a new father with a new job, as did Deb who had returned to work as well. We

Hellos and goodbyes

Farewell to our Year 2013 visiting exchange teachers. We hope that your experience has been a rewarding one and that you take home many memories from your exchange experience so that others may benefit from your time here.

Please try and become involved in your local exchange leagues. Those who attended exchange weekends, dinners and walks organised by the NSW ETL would realise how hard the regional reps and central committee work for the good of the exchange program.

Farewell to our outgoing Year 2014 exchange teachers. You are off to some 14

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exciting (yet cold) destinations: Alberta, Ontario, British Columbia and Wales. You and your families will have a wonderful year. You will continue to receive the Union’s publications whilst on exchange to keep abreast with all the news!

We are still accepting applications for 2015 – for all provinces in Canada (we are still waiting for our first exchange to Prince Edward Island, the Yukon and the North West Territories – it could be you), the United Kingdom, Colorado in the USA, and international schools in Europe (are you under 30 years of age or do you have a EU passport?)

For those of you who missed out

on a match for next year, you will be our priority for the next round of matching, so please think seriously about reactivating your applications. Most who miss out the first time, do not miss out the second time.

We are also hopeful of setting up an exchange arrangement with the Association of German International Schools and they are happy to promote the program on the AGIS website www.agis-schools.org and also advertise for interested applicants. So if you are keen on an international exchange experience to Hamburg, Munich, Frankfurt etc and to celebrating

had a sinking feeling that we needed a change of pace, and that is when I stumbled across a flyer for the exchange program. We applied and the process proceeded quickly. We found ourselves primed in under a year to move our lives to Australia.

Upon arrival we were greeted warmly by the local community, including staff and student families from the school, plus some friends of the exchangees, the Sicily’s. Some of the people that we met on our first day in Yass have become close friends of both Deb and I, and have made our time here feel like a second home.

Eoin has enjoyed playing rugby for the local under 7’s team and has made many friends. Isaac has started preschool and has learned to swim in his time here. He has undergone a noticeable growth in size and maturity and I can only hope he remembers some of his time here as he grows older.

As far as professional development goes, this has been the most introspective and enlightening period of my career.

While I am always learning something new at my regular job back home, being removed from the situation and being given a new culture, method and staff to work with have opened my eyes and perspective on teaching and life. I am a better teacher and father (I think) as a result of being here.

A+ to the program.

Oktoberfest in Germany and not here at home, email a brief profile.

If you want to experience one or two winter festive seasons (you may also apply for a mid year exchange) download an application from the IEU website (www.ieu.asn.au and click on teacher exchange). There is also an exchange video on the website (on the video section on the IEU’s homepage).

For more details call Helen Gregory on 8202 8900 or 1800 467 943 or email a brief profile to helen@ieu.asn.au

www.ieu.asn.au overview

Daniel Long

IT Wizard Google open courses Have you ever wanted to learn computer science? Thanks to a teamup between Google and The University Of Adelaide, you now can, online and for free. The dynamic duo will provide a course to help primary school teachers learn computer science and computational thinking.

The benefits of the course, says the University, is that instead of relying on teaching computer science subjects to students in later secondary years, the emphasis will be on helping younger students to learn and experiment with computational thinking. Teachers will be encouraged to build the concepts into regular lesson plans. Google believes that tomorrow’s IT creators will be born out of programs such as these.

The Digital Technologies Curriculum course will run for 8-10 weeks and will be open for access at any time once it begins online. Course participants will be quizzed, assessed and provided with feedback. On successful completion of the course, teachers will be presented with a certificate. The course begins March next year.

School education guide to the web The Department Of Parliamentary Services has released a Quick Guide to internet links. The 17-page PDF manual contains a listing of the who, what and where of policy and administrative frameworks for school education, including a section on school funding, education statistics, indigenous education and state and territory government websites to name just a few.

Learn more about COAG’s Intergovernmental Agreement on Federal Financial Relations (IGA), get the low-down on the Schools Assistance Act 2008 and know all there is about the My School website, which includes key statistical data, financials and NAPLAN results.

The guide includes links on international organisations and overseas education departments, made up of fascinating data sets from the OECD and UNESCO websites.

If you’ve ever wanted to know where or what to look for when it comes to education and policy, this is a useful guide for online resources.

Details: www.tinyurl.com/m4vzsqj

Click for your online rights Many of you already have your favourite internet browsers by now: Google Chrome, Firefox and Safari are three of the biggies available to download free online. But have you ever considered an operating system (OS) powered by your favourite browser?

And better yet, one that could benefit you as a union member?

In 1996 the union-aligned duo Jeremy Green and Eric Lee estatablished the internationally respected LabourStart website that hosts news from unions around the world.

If you haven’t visited the site, the best way to describe LabourStart.org is as a Wikipedia-style depository of worldwide union news, resources and campaign links. It’s a non-profit undertaking run by volunteers. Firefox OS, run by the non-profit Mozilla Foundation are among one of the few independent web operators left on the internet.

Recent leaks by former NSA employee Edward Snowden demonstrate the scale by which Google and Apple have cooperated with the US Government spy agencies to give carte blanche access to

personal users data. Mozilla’s Firefox continues to champion freedom, privacy and tyranny from censorship across the world.

Firefox OS has been championed by LabourStart as a “broader open source revolution” and one that attempts to create an “ethical” mobile phone that respects workers’ rights. In addition, the apps are said to be cheaper to create than both Apple and Android (Google).

Firefox OS phones are already available to purchase in parts of Europe and Latin America (with Australia soon to follow we are told – although dates are not provided as yet). If you are interested in online freedom and the right of workers to demonstrate, organise and assist one another in the digital domain, you could check out why Firefox should be part of your online footprint – if it isn’t already.

Details: www.labourstart.org/firefoxos www.mozilla.org

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www.ieu.asn.au overview

New Year, new challenges

Demonstrated strength

Chris Wilkinson President Well how time flies. Here we are at the end of another year.

This time last year the officers and clerical staff in the Union’s Sydney office were madly packing boxes in readiness for the big move to the new premises on Wattle Street.

One year on and we have well and truly settled in to this beautiful building. The staff are happy and comfortable in their new surroundings. Throughout the year the building has played host to numerous PIPs and meetings which have proved popular and convenient to the many participants who have attended these events.

Women in Education forums have been held in both city and country areas over the last few months. Many young participants have attended. It is great to see these young women coming to their first ever Union function and then realising that the conditions that they are enjoying in their employment are a result of many years of negotiation and hard work by the IEU. Next year will be characterised by continuing challenges, with our pay and conditions claim of 5% with an interim increase from January 2014.

Also the proposed new funding model by the Federal Government and the implications of this will be interesting as we watch the state governments,

education bodies and all concerned fight for their piece of the promised pie.

I would like to farewell the members and their families who are leaving our shores to enjoy the challenge of the Teacher Exchange Program. They are travelling to some beautiful parts of the world. I wish them a successful and wonderful year and look forward to their stories on return. To all the returning families, welcome back to Australia and the warm sun. We also look forward to hearing about your experiences during 2013.

Congratulations to all the members who have received their 30-year badges, recognising their years of service and the commitment that they have shown to the IEU. It has been great listening to the stories from officers who have had the pleasure of attending morning teas and special little functions to recognise these members. Well done and we look forward to your continued support.

I take this opportunity to wish you all a Merry Christmas and a Happy New Year. Enjoy your Christmas break, relax, catch up with family and friends, travel, read a book or just rest. Thank you for your support and friendship throughout 2013. I look forward to working with you again in 2014.

Join the online conversation Join the IEU social group & keep up to date with us... www.ieu.asn.au

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Louise Glase South Coast Branch President The final South Coast Branch meeting for 2013 was held on Wednesday 13 November at the Woonoona Bulli RSL Club.

A well-attended meeting, the discussion was robust and diverse, demonstrating the continuing strength of the South Coast Branch.

Data has been compiled from the recent Wollongong Diocese Managing Workload Survey. The majority of responses came from secondary schools. The meeting acknowledged that response numbers may in themselves be indicative of the on-going intensification of workloads. Those members that were able to complete the survey are thanked for their contribution. Les Porter will provide analysis of the collected data at the next branch meeting.

The meeting was privileged to have Assistant General Secretary Gloria Taylor in attendance and was given a thorough update on the current industrial climate. Gloria discussed the current state of play with respect to:

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Catholic independent schools – List D teachers Catholic independent schools – non- teaching staff Claim for Christian schools, and ECS.

It is clear the CCER is using the Federal system to delay pay rises in some areas – notably St Gregory’s College, Campbelltown and Catholic independent support staff.

The 2014 claim for Catholic teachers in systemic schools was also discussed and unanimously endorsed by Branch.

The Branch received positive feedback from support staff members who attended the IEU Support Staff Conference. There was also much discussion about a range of industrial issues facing support staff in both systemic and independent schools. In light of a suggestion from the floor, the IEU will investigate hosting a support staff meeting in Term1 of 2014.

The next South Coast Branch meeting is 12 February, 2014 at Woonona-Bulli RSL.

The Question Paul Ryan Cumberland Branch President To retire or not to retire? That is the question.

Whether ‘tis nobler in the mind to suffer the new technology That costs an outrageous fortune, Or to fold my arms around my text books And, with my glasses, teach them.

To retire. To sleep. To sleep in....

And in my calm to say we end the thousand Meetings, programmes and compliances that teaching is heir to.

‘Tis a confirmation devoutly to be wished.

To retire. To retire. Perchance to reinvent oneself.

Aye, there’s the attraction.

For in that time that’s left, what opportunities may come When we have shuffled off this logged in life?

For who would bear the the Moodles, Scootles , Oscars, Neras, Gonskis and Napsis, the instructional walks, The learning intentions, the UBDs, the PBLs, the oppressor’s wrong, When he himself might his decision make With a brave decision?

Who would Open Plan classrooms bear, Naplan, My School, Pat Rs and Data Walls that puzzle the will, When he could travel to other places that we know not of?

Thus retirement doth make opportunity for us all.

Best wishes to all members who have taken the brave decision to retire. May there be many years ahead that will be relaxing, healthy, fulfilling and productive.

Yes, after 38 years of teaching, I am joining you.

www.ieu.asn.au overview

Principals analyse education agenda

Well deserved pay claim

Sidonie Coffey Principals’ Branch President

Michelle O’Keefe Lansdowne Branch Secretary

The IEU Principals’ Branch met at the Union’s Parramatta Office on 2 November with a focus on the implications of the National Plan for School Improvement, the NSW Government’s Great Teaching, Inspired Learning blueprint and the forthcoming coverage of all teachers by the NSW Institute of Teachers (which is being merged with the Board of Studies to form the Board of Studies, Teaching and Education Standards).

Principals acknowledged the role of the IEU in meeting with diocesan directors and seeking to map, clarify and align national and state government requirements with employer expectations. As far as possible, the Union believes that existing employer processes should form the basis of meeting the new agenda, with extra workload kept to a minimum.

Since the Branch meeting, the Union has appreciated the opportunity to connect with some Parramatta Diocese secondary principals to discuss current and emerging compliance issues, including implementation of the Australian Curriculum and Catholic sector requirements for RE accreditation of all staff at various levels.

During Term 4, the IEU has also welcomed engagement with principals at regional level events such as the Canberra-Goulburn Archdiocese principals’ conference on 23-25 October and at gatherings in Forbes on

28 October, Wagga Wagga on 30 October and Armidale on 22 November. Issues highlighted by principals have included funding, rural/regional principals’ roles and workloads, and health and safety concerns such as dealing with stressful parent/teacher interactions.

The IEU has greatly valued the opportunity to present 30-year membership badges to a number of principal members, including retired Principal Julie Price-Randall together with Marian College, Kenthurst, Principal Lynn Bard, at the Branch meeting on 2 November. Other recent principal recipients have been Margaret Morgan (now at Sydney CEO), and Anne Marrins in the Parramatta Diocese, as well as Armidale Diocese Principals Louise O’Sullivan, Suzanne Fern, Peter Holmes and Karen Jagers. Many other principals have received their badges with staff at their own schools. The Union looks forward to acknowledging other 30-year principal members and thanks them for their dedication and commitment to the IEU. Principals’ Branch has paid tribute to St Thomas Aquinas Primary School Principal Sergio Rosato who, with his staff, led students to safety in the October Blue Mountains bushfires. Sergio and his wife lost their own home in the fire and the Union’s thoughts continue to be with the St Thomas Aquinas and St Columba’s school communities during the recovery process.

Equity for VET teachers Michelle Omeros Vice President, Non-Systemic Schools Vocational Education Teachers (VET) in AIS schools are being inundated with further training that must be completed by next year. This has meant that teachers are not only trying to complete an exhausting schedule of yearly examinations, marking, reports, presentation nights, etc, but they have assessments of their own to complete.

It is an added complexity to our teaching role that VET teachers have to retrain for every unit that they teach.

All teachers have to manage evolving curriculums, but the VET changes are abrupt due to the lack of consultative processes provided for Board of Studies subjects. The VET timeframes for change are unmanageable and the processes are at odds with the Board of Studies system of management regarding syllabus change for other HSC subjects.

VET teachers are being asked to complete a huge number of assessments.

Professional development is vital for all teachers and we do not dispute this.

However when our knowledge and skills exceed the tasks that we are subjected to

then one starts to question the validity of this further training.

Many VET teachers have decided that this is all too much and are not continuing with the training. Therefore, teachers are being forced to give up teaching VET subjects that both the teachers and students enjoy and find worthwhile as a second career pathway while in high school. We are losing good teachers and students are missing out on valuable opportunities in careers such as Hospitality, Retail or Construction, just to name a few.

We must continue to be vocal in this area, in order for changes to be made.

There is an inequity among VET teachers in relation to pay and time to complete this extra training. All teachers should be treated equally.

The Lansdowne Branch unanimously endorsed the 2014 claim for teachers in Catholic schools at our meeting on 7 November. After two years of pay rises being suppressed by the O’Farrell Government’s artificial and unfair 2.5% salaries cap, the Lansdowne Branch calls on Catholic employers to support the IEU in achieving a well-deserved 5% pay rise in 2014.

The Branch was pleased to note other elements of the claim citing the management of workloads as critical in a time of ever increasing requirements and expectations being placed upon schools and teachers by government and employers.

The Branch was also happy to learn that the Sydney CEO has revised their Leave Handbook following extensive negotiation with the IEU. The Branch

is reassured to learn that principals will again be trusted to manage staff and their leave entitlements by using their discretion in requesting evidence for absences only when necessary.

Members hope that their integrity and professionalism will not be questioned by automatic requests for sick notes after two days of absence.

Following the meeting, 19 members attended our traditional end of year dinner. The Branch acknowledges that it may be Ron Inglis’ final Lansdowne Branch meeting. Ron has attended Branch for more than 25 years, since the Lansdowne Branch was first created.

Ron is retiring from his position at Regents Park Christian School at the end of this year. He intends keeping in touch with the IEU as either a retired or casual member. The Branch wishes Ron every happiness in retirement.

Learning from each other Keith Heggart Penrith-Blue Mountains Branch Secretary The Penrith-Blue Mountains Branch of the NSW/ACT IEU has had another successful and productive year. The Branch meetings were well attended by a good combination of new and experienced reps, and one of the best things about the meetings was the opportunity for learning from each other that took place. It was also pleasing to see increasing representation from independent schools and early childhood teachers, who brought with them their own particular knowledge and concerns.

The Branch farewelled Sandra White from this region, as she returned to the North West. We thanked her for her tireless devotion to the interests of the members and know that she will continue to advance the interests of members in her new role. We welcomed Jim Hall, Peter Bishop and Michael Davis to the Branch.

There were also many members who received badges for service to the IEU in excess of 30 years. In particular, Regina Bryan and Keiran Murnane are to be congratulated. They serve as role models for less experienced reps, and their knowledge is highly valued by the branch. Brian Edwards was also thanked for his service, as he moves towards retirement.

Our exchange teachers from Canada will soon be heading home. We hope that they have found their time in Australia to be valuable and enjoyable.

Finally, the bushfires in the Blue Mountains recently had a devastating effect on some of our members. The Branch offers our condolences to those members whose homes were damaged or destroyed, and notes the tireless commitment and professionalism of all the members in the Blue Mountains in trying circumstances.

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Raise a glass to Peter Lehmann I’ve left it very late this year to decide what I’ll be drinking this Christmas and what I’ll be giving to those friends and acquaintances who are deserving of a decent bottle. In all honesty I’ll probably not make many changes on 2012. I’ll still be drinking the Tyrell’s Stevens Semillon 2008 which continues to develop ever so gently.

Screw caps just seem to prolong the liveliness of good wines but don’t seem to interfere with their softening.

I’ll also be drinking the Wilson Polish Hill Riesling again, but the current vintage, the 2013 ($29). Another great year in the Clare Valley for Riesling and again this wine is a green tinted pale yellow showing intense aromatics of green lime and white peach. I can do no better than quote the winemaker who says of the flavours: “Abundant fruit on a rich and ripe palate providing salivating lemons, Bickford lime and refreshing acid”.

Lately I’ve been flirting with Pinot Gris again. I got turned off this variety years ago when the fashion was for heavy oily styles but it is pleasing that some winemakers are experimenting with a fresher approach.

Mount Majura Pinot Gris 2013 ($25) is such a wine which I tried while tasting their Spanish varieties earlier in the year. From the Canberra region, this vintage was picked early and captures the zesty floral aromas and flavours, although the characteristic pear nuances are well evident. At 13.5% alcohol, the wine will match typical summer meals well enough.

I’d like to think that serious Australian wine drinkers will include a good bottle of Peter Lehmann in their Christmas celebrations in honour of the contribution he has made to the industry and to our enjoyment during his lifetime. If you don’t have an appropriate bottle to hand I suggest the 2012 Adelaide Hills Shiraz ($30) from the District series. A stunning vintage, the wine is a deep crimson with plenty of red cherry fruit on the nose and on the palate. A touch of spice and that soft medium body of a cooler climate, Shiraz makes this perfect for early drinking. It will match the roast pork or turkey perfectly.

If you happen to have an old Stonewell Shiraz it would be appropriate to lift a glass in memory of a great man who made many thousands happy.

This year the Grenache will be a blend, with Mataro, Shiraz and GMS (40%, 30%, 30%). The Teusner Avatar 2012 ($30) returns to quality after a very poor 2011.

Bright crimson-purple, the generous aromas are of plum and black cherry. The 10 months in oak provides great savoury characteristics to the enormous onslaught of competing fruits and spices that the first mouthful reveals. This is a truly lovely wine and might well be the best Avatar to date.

It has good balance, medium bodied and ripe tannins. Well worth drinking with a good meal and well worth wrapping up for those who have been good this year.

Good drinking.

www.ieu.asn.au overview

Bernard O’Connor NGS Super

Income Generator is here The perennial question of ‘How much is enough?’ is difficult to answer because of varying lifestyles, life expectancy and most importantly, investment returns. Like the fabled ant and grasshopper, will diligent savings during the accumulation phase be adequate for a comfortable retirement? And the sobering but dreadful expression, ‘longevity risk’ is worth considering – will I outlive my savings?

NGS Super has been thinking about these questions in an effort to help pension members maximise their super savings. The trick, obviously, is to live from income and resist drawing down on capital as long as possible. After much time, thought and effort from the investment team and external investment specialists, NGS will introduce a new investment option called Income Generator early in 2014 for its pension members. The Fund hopes that this new option will assist members who require a steady income stream throughout their retirement years.

The aim of the option is to produce a level of income over time and, subject to no capital drawdowns, capital to grow over time. Essentially the Income Generator will consist of two accounts with 95% of capital in an investment account and the remaining 5% in a cash account. The focus of the investment account will be on high dividend producing shares, Australian commercial property to capture rental income streams and may include commodities, overseas equities and fixed income securities. These sources of income are then paid into the cash account and distributed via the NGS Super account-based pension on a quarterly basis. Fully or partially franked dividends also enhance the overall income as there is no tax payable on earnings in the pension stream and franked dividends can be used as tax credits.

The concept is essentially simple and represents what Australian retirees have been doing for years: buying blue chip stocks and/or property and living from the dividends and rent. They then try to hold the stocks as long as possible while living from the income produced.

Investment comes with risk and the Income Generator is no exception. The first risk is that the income produced will not meet the financial needs of the pensioner. This could be a result of inadequate capital initially deposited, changes in the expected dividends and/or rental income or minimum drawdown limits. In each of these cases capital would have to be drawn upon to supplement the required income.

This is not how the Income Generator is designed to work. It is designed to produce levels of income which investors can drawdown, rather than drawing on capital.

Another risk is that the pool of investments is not as diversified as a balanced or mixed portfolio because of the high concentration on income producing shares and commercial property. The Income Generator is specifically constructed to produce revenue into the Cash account and does not purport to have the diversification that many default options in superannuation funds have.

The Income Generator represents a creative approach to solve the age old ant and grasshopper problem – adequacy of income for life! It may not be the right product for all NGS Super pensioners, but it may hit the mark for those who are looking for a regular income stream in retirement.

A very Merry Christmas and happy New Year from the NGS Super directors, management and staff.

Newsmonth Newsmonth is published eight times a year (two issues per term) by the NSW/ACT Independent Education Union.

Executive Editor: John Quessy (General Secretary) for and on behalf of the

IEU Executive and members.

Managing Editor: Tara de Boehmler Journalists: Tara de Boehmler, Sue Osborne and Daniel Long.

Graphic Design: Chris Ruddle Contributions and letters from members are welcome. These do not reflect endorsement if printed, and may be edited for size and style at the Editor's discretion. They should be forwarded to: Newsmonth 485-501 Wattle Street ULTIMO NSW 2007 GPO Box 116 SYDNEY NSW 2001 Tel: 8202 8900 Toll free: 1800 467 943 Fax: 9211 1455 Toll free fax: 1800 804 042 email: ieu@ieu.asn.au On the net: www.ieu.asn.au

Advertising inquiries Chris Ruddle on 8202 8900. Such advertising is carried out to offset production costs to members and at commercial rates. It does not in any way reflect endorsement by the NSW/ACT IEU.

NSW/ACT IEU Executive John Quessy General Secretary Gloria Taylor Deputy General Secretary Carol Matthews Assistant Secretary Mark Northam Assistant Secretary Chris Wilkinson President St Joseph’s Catholic College East Gosford Michelle Omeros Vice President Non-Systemic St Euphemia College, Bankstown Bernadette Baker Vice President Systemic St Mary’s Cathedral College, Sydney Carolyn Collins Vice President Support Staff St Michael's Primary School, Nowra Gabrielle Connell Vice President ECS Albury Preschool Kindergarten

General Executive Members John O’Neill Carroll College, Broulee Ann Rogers ASPECT South Coast School, Corrimal Pat Devery St Mary’s Cathedral College, Sydney Marty Fitzpatrick St Francis Xavier’s Primary School Ballina Ralph Hunt The Armidale School, Armidale Denise McHugh McCarthy Catholic College, Tamworth Patricia Murnane Emmaus Catholic College, Kemps Creek Michael Hagan Mater Maria College, Warriewood Louise Glase St Patrick's College, Campbelltown James Jenkins-Flint St Brigid's Primary School Marrickville

Leah Godfrey Vice President, ACT St Jude’s Primary School, Holder Peter Moore Financial Officer De La Salle College, Cronulla

(Important information: The information in this article is general information only and does not take into account your objectives, financial situation or needs. Before making a financial decision, please assess the appropriateness of the information to your individual circumstances, read the Product Disclosure Statement for any product you may be thinking of acquiring and consider seeking professional advice.)

Marie MacTavish Financial Officer St Joseph’s Primary School East Maitland

newsmonth - Vol 33 #8 2013

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www.ieu.asn.au giveaways

Giveaway 1

Giveaway 2

The Adventures of Figaro Pho

The Wiggles Go Santa Go

Three DVDs to give away ABC DVD Lots to keep the kids amused in the holidays or make great gifts in this December’s selection of giveaways. The Adventures of Figaro Pho is a children’s series about a warm-hearted adorable and mischievous character who just happens to be afflicted with a phobia about almost anything – spiders, vampires, toilets and even ducks. The awardwinning series shows how he uses his imagination to overcome his fears.

Three DVSs to give away ABC DVD The happiest band in the land, the Wiggles, has joined with the happiest man in the world, Santa (played by Bert Newton), to bring you their best ever songs and stories. Famous football players Lote Tuqiri, Jay Laga’ana and Joel Reddy feature as Santa’s Little Helpers!

Giveaway 3

Annabel Langbein Simple Pleasures, The Free Range Cook Three DVDs to give away Roadshow Entertainment Building on the success of the first season of her TV series, Annabel Langbein, The Free Range Cook, Annabel returns to her idyllic lakeside cabin in the beautiful south island of New Zealand to cook up some exciting new recipes, sourcing quality natural ingredients that need little preparation.

To enter one of these giveaways, write your name, membership number and address on the back of an envelope clearly marked with which giveaway you are entering by Wednesday, 18 December. Address it to Newsmonth, GPO Box 116, Sydney, NSW 2001.

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newsmonth - Vol 33 #8 2013