The point november 2013

Hall of Shame 2013 Page 3

New Directions explainedPage 19

Bargaining RoundupPage 4

Returning to workPage 12

Victorian Catholic Agreement Page 10-11

print post 100010937

indePendent education union ViCtoRiA tASmANiA Volume 3 No 6 NoVemBeR 2013

Got a pay rise?thank a union member

solidarity

THE POINT November 20132

Contacts & contents

ContaCt usEDITORIAL/ADVERTISING ENQUIRIEST: (03) 9254 1860 F: (03) 9254 1865 FreeCall: 1800 622 889E: [email protected] W: www.ieuvictas.org.au

CONTRIbUTIONS & LETTERS from members are welcome and should be forwarded to: The Point PO box 1320, South Melbourne 3205, or by email to: [email protected]

MELbOURNE OFFICE: 120 Clarendon Street, Southbank 3006HObART OFFICE: 379 Elizabeth Street, Nth Hobart 7000

The Point is published by the Independent Education Union Victoria Tasmania.

EDITORIAL CONTENT Responsibility for editorial comment is taken by D.James, 120 Clarendon Street, Southbank 3006. Views expressed in articles reflect those of the author and are not necessarily union policy.

DESIGN/SUbEDITOR Deborah Kelly

COMMITTEE OF MANAGEMENTGeneral Secretary Debra JamesDeputy Secretary Loretta CotterAssistant Secretary (Tas) Angela briantPresident Mark WilliamsDeputy President Elisabeth buckley

Ordinary MembersPatrick bennett Andrew Dunne Maureen Shembrey Coralie Taranto Emma Wakeling

School OfficersMargot Clark Christine Scott

Council Presidents & DeputiesCatholic Primary Council President: Maree Shields Deputy: VacantCatholic Secondary Council President: Stephen Hobday Deputy: Ruth PendavinghIndependent Council President: Cara Maxworthy Deputy: VacantTasmanian Council President: John Waldock Deputy: Jeremy OliverPrincipals’ Council President: John Connors Deputy: Duncan Arendse

what’s

The IEU’s Hall of Shame 2013 The best of the worst among education employers this year page 3

Bargaining roundup A busy year of bargaining in review page 4

Working with vulnerable people New legislation for Tasmanian members is cause for concern page 7

Victorian Catholic Agreement Finally! The votes are in, and so are the pay rises page 8-9

White Ribbon Day How you can help take a stand against domestic violence page 10

Training reviewed 2013 was our biggest year for professional development page 11

National and international news Everything education, from Brisbane to Bucharest page 15

Returning to work Getting back into the workforce after parental leave page 16

How to stay safe at Christmas We’ve made a list (and checked it twice) page 17

Summer Lovin’ Tell me more, tell me more back page

Work with us!

new assistant seCretariesAs the ieu has steadily grown its membership over the last few years, we need to change the way our office functions in order to deal with the logistics of working with a significantly larger membership.

We’re pleased to announce the appointment of David Brear and Cathy Hickey to the newly created positions of Assistant Secretary. In these roles they will assist the existing leadership

and employees of the branch in the work of the union.David Brear joined the union in 1989 and was an active sub-branch

rep at a number of schools before he came to work for the IEU in 2001. David has extensive experience as an organiser and bargaining representative and is a member of the IEU Bargaining Support Group and Communications Team.

Cathy Hickey commenced work with us in 1997 after working for the IEU in New South Wales. Cathy is currently the Education and Policy Officer of the union and also co-ordinates the union’s work in the area of WorkCover for our injured members.

The IEU is looking for two organisers to commence early in 2014 at the Melbourne office. The central focus of these positions

will be to organise in workplaces - to promote and advance the interests of IEU members both professionally and industrially, recruit new union members and to represent members in collective bargaining. Applicants will need to address the following criteria:

n A demonstrated commitment to trade unionism (eg. as an active IEU member or sub-branch rep, an organiser in another union)

n Effective communication skills including strong written communication skills and public speaking skills

n An ability to effectively represent the union in a range of professional and industrial forums

n Strong interpersonal skills including the ability to deal sensitively with members, to work well in a team and the ability to develop and manage a

range of professional relationshipsn Sound negotiation skillsn An ability to work under considerable pressure

including meeting deadlines and working in hostile environments

n Strong strategic thinking and planning skillsn An understanding of the non-government

education sector.A driver’s licence is essential. Call the IEU (Sharon

Goulding 9254 1860) if you have any queries about the positions.

Applications should be marked ‘Confidential’ and addressed to:

Debra JamesGeneral Secretaryieu Victoria tasmaniaPo Box 1320 SoutH melBouRNe ViC 3205

Applications close Wednesday 4 December.

IEu summEr hours

The IEU Victoria Tasmania offices in Melbourne and Hobart will be closed from 1pm Friday 20 December for the summer break.

A duty officer will be available to assist with urgent member enquiries from Thursday 9 January between 10am–4pm, though messages will be checked periodically before this date.

Regular office hours (8.30am – 5pm Monday to Thursday, 8.30am – 4.30pm Friday) will resume on Wednesday 22 January 2013.

November 2013 THE POINT 33

Yes, it’s that time again: time to recognise high achievers in the field of heartless exploitation of workers in our industry.

It gives me a special pleasure to write this column, as virtually every person working in a school or education office gives far beyond

what they are paid for – day in and day out – to contribute to the best possible experience for our kids. They go way beyond the call of duty, sacrificing their time and energy trying to make schools better places and giving every child every chance.

And in return, some of them cop some of the worst and most unscrupulous treatment from their employer.

This year, for the first time in living memory, the Catholic Education Office IR Unit have failed to make the list at all. Having taken out first prize for several years running, in 2012 they only managed a very poor second place. This drop in form has continued and in 2013 they seem to have lost the will entirely. Despite a couple of great opportunities, the IR unit have mostly resolved problems pretty fairly. So in 2013 it was down to some independent schools to show how to exploit, deceive and abuse.

Special mention goes to the independent school that won’t pay overtime without a fight. We especially like the mistreatment of support staff because they are usually on the lowest pay rates and get treated like also-rans, but do everything that needs doing and

more without the slightest complaint. Then, when they are leant on to work long hours, the business manager laps up the work they do (and takes credit for it), but makes them beg for the overtime pay they are entitled to. The icing on the cake was the business manager’s threat to sue the Organiser for having the gall to ask questions. Things were a lot easier when slavery was still legal.

The Runner-up for 2013 excelled in the specialty field of age discrimination. The school apparently decided it needed a bit more youth. It wrote to all teachers advising that voluntary redundancies would be on offer. Then it wrote to a select group suggesting that they would certainly get the redundancy deal if they put their hands up. There was just one characteristic common to this select group: They all needed a nip and tuck – and probably wouldn’t wear their baseball caps backwards. We expect great things from this awesome, cool institution again in 2014 (even if they do have to increase the graffiti-removal budget). And we can’t wait for the 2014 staff photo …

On the subject of ‘surplus staff’, this year’s Gold Medal was jointly won by two independent schools for creative use of the redundancy process. One announced 5 redundancies at the same time as advertising

and appointing 3 new staff to do the same work. Nothing like a bit of a freshening up for the new year.

The other gold medallist announced two redundancies then, as soon as the Union intervened, retracted them and set about trying to force the employees out with attacks on their performance.

Why pay redundancy if you can drive the staff to despair and resignation? This school backed up by developing their own version of post-natal depression. It refused to let a new mum come back part-time, claiming the impact on ‘the continuum of student learning’ would be too bad. Forced to compromise, it then offered her 0.4FTE spread over 8 days per fortnight. And to make sure it was totally unworkable, they arranged it so that those days would vary each week so she couldn’t arrange childcare. Why won’t these uppity women just stay at home like they used to?Dastardly, but unreportable

There are a number of contenders whose dastardly deeds cannot be reported on because the Union is currently prosecuting them in the courts.

We regret that they are ineligible for an award this year, but will ensure that they are considered in next year’s Hall of Shame awards.

that was the year that was

The mammoth Agreement for the Victorian Catholic sector approved by Fair Work on

13 November brings to a close a campaign of almost two years, not counting the many months of consultation with members over the formulation of the claim through 2011. We kicked off this school year with the rally in the Treasury Gardens on 14 February, moved it along through petitions, email protests, member rallies and of course hundreds of hours of bargaining, drafting and several days in the Fair Work Commission in conciliation. The result? A 99.3% approval vote across 489 workplaces with back pay and

bonuses to flow before Christmas. But more than the Agreement outcome, the campaign delivered a growth in union membership, increased engagement among reps and members, and a real lift in union pride.

As dominant as the Catholic Campaign was, it was certainly not all the IEU was doing over the year. At the same time, members in Tasmanian Catholic schools were engaged in the development of a claim and the commencement of bargaining for their next Agreement. Tasmanian Catholic employers have proved to be just as forthcoming with money as their Victorian

counterparts! While negotiations have not concluded, progress has been made on a number of items. However, the key sticking points are full parity of wages, the time it takes for part-timers to progress through the incremental scale and a just wage and classification structure for support staff.

It was also a bumper year for bargaining in independent schools. This year, 24 new Agreements have been approved, and we are at various stages of the bargaining process in another 35 schools. Negotiations with representatives of 15 Lutheran schools will hopefully soon deliver a deal, meaning the IEU is currently working on the wages and conditions for members in 50 of Victoria’s independent schools. Each of these Agreements is unique to the school in which it

is made and, while approaches by employers in each of the schools very widely, they are always hard fought and significant local level campaigns.

An extraordinary bargaining and campaigning period was underpinned by the usual round of individual disputes and increased representation of members. Throw in a federal election, a funding campaign, new legislation on union governance... and you’ve got the year.

Looking back, I think the IEU has had a great year, indeed one of our best. I want to thank our members and reps, the Committee of Management, and the officers and staff of the union for their outstanding commitment to our union and their work to protect and advance the interests of all our members.

As the 2013 school year winds to a close and we all go off for well-deserved breaks we should take a moment to reflect on some achievements of 2013, and what a year it was!

general secretaryDeb james

hall of shame 2013


news

bargaining roundup 2013

At KardiniaInternationalCollegeand at ShelfordGirls’Grammar, staff have met to discuss and develop a claim

which should be presented to the employer before the end of 2013.

The bargaining team at StMargaret’sSchoolBerwick met recently to receive the employer’s response to the staff claim served in August. The school has agreed to negotiate an Agreement covering all staff, except for casual music staff and some leadership positions. Wages have not yet been set. IEU members Cara Maxworthy and Kim Charlesworth are keeping all members fully informed of the progress of negotiations.

Three Agreements cover staff working at MtScopusMemorialCollege. The Agreement covering school and kinder assistants and the Agreement covering clerical and admin staff have already been endorsed by staff and are awaiting approval at Fair Work Australia. Negotiations on the Agreement covering teachers have concluded with the new Agreement expected to be in place by the end of the school year.

Improvements to conditions include increases to severance pay for all staff as well as a new provision which will allow teaching staff to use up to 2 days of their personal leave as private leave to do things like attend weddings and appointments. All staff receive a 3.3% wage rise each year for 2013 -2016 which will see all employees paid above government rates. Teachers at the top of the scale will be close to 6% above government rates in 2016.

YarraValleyGrammarstaff are still in the early stages of developing their claim, but they are keen to ensure that all staff are covered in the new Agreement, not just teachers which is currently the case. At CornishCollege negotiations have commenced but look set to carry over into 2014. The school has agreed to a 4% pay increase in February 2014 whether or not agreement has been reached. We are very pleased to have commenced bargaining at HumeAnglicanGrammarand employee

representatives have now presented their log of claims.

At BillanookCollege, negotiations have concluded on the 2014 – 2016 ESS Agreement. Salary increases are 3.5% in both 2014 and 2015 and 3% in 2016. The College has also agreed to formalise an arrangement which provides an additional 1% contribution to an employee’s superannuation fund where that employee has made a voluntary contribution of 6%. The negotiations were marked by goodwill and respect for each other’s position throughout. Thanks to IEU Rep Murray George, who was very ably supported by the ESS representatives at the table.

Negotiations are in the final and hopefully concluding stages at StPaul’sAnglicanGrammarSchool with the parties expected to review the draft Agreement soon. At FlindersChristianCommunityCollege bargaining meetings have been progressing well, with a number of items already agreed. This is the first Agreement at the College and will cover only teachers.

Teachers at TheKingDavidSchool have endorsed a new Agreement which will see face-to-face teaching time for primary and ELC teachers reduced and pay rates set above government rates. The new Agreement runs from 2013 to 2016 with staff receiving average wage increases of 2.9% in 2014, 4.1% in 2015 and 2.5% in 2016. In 2016 teachers will be paid 3.2% above government rates.

The bargaining representatives at TheGeelongCollege have met again to discuss outstanding issues. As a result of feedback from staff, the College agreed that there will be no change to the status of current part-time staff. This means there can be no variation of current part-time staff’s hours without consent. New part-time staff will be subject to having part-time hours varied. The College has proposed a new Positions of Responsibility structure, which allows scope for new positions to be developed and to promote achieving goals in the position.

The wage offer provides for a margin of a minimum of 6% above government rates

at the top of the scale, and the College has agreed to back pay for all current staff once the Agreement is made. A number of other matters were also resolved, reflecting the agreed outcomes of bargaining. All parties are looking forward to finalising this Agreement and staff have provided positive feedback in relation to the proposed Agreement.

LutheranBargainingBargaining for the next Lutheran Schools

Agreement is progressing well. It is hoped that an in principle Agreement will be reached this year and that a final draft will be ready to be taken to a vote early next year. A revised wage offer has been made for both teachers and school officers which is currently being considered. The parties have had robust discussion about face-to-face teaching and attendance requirements. LESER is considering its position on these matters and the employee representatives are reviewing a number of outstanding issues.

LESER proposes moving all new school officers to a 52/52 scale with any leave additional to annual leave being purchased leave. A new salary structure is also proposed and classification descriptors have been amended. The structure removes the lowest level and adds an improved top level. At our most recent meeting LESER agreed to amend the classification structure ensuring that school officers will not be disadvantaged in the process of translating from the old scale to the new. The parties agree that school officers’ salaries need to be improved and that moving towards parity with government rates needs to be achieved. The revised offer will bring school officers closer to parity over the life of the Agreement.

Consultation was also a significant area of discussion. The current Agreement provides that a Consultative Committee may be established if 25% of employees want one. LESER proposes to maintain this barrier, but has agreed to include workload issues, for example, extras and release time as being within the scope of the Committee.

2013 has been a busy year for bargaining in independent schools with a number of schools negotiating Agreements for the first time and many others updating existing Agreements. The IEU has worked closely with members to achieve good outcomes and to fight off a concerted push in some schools to diminish existing entitlements.

Kicking goals

dePuty secretaryloretta Cotter

The key goals we identified were: growing and broadening our membership, increasing the number of Agreements in the independent sector, engaging members and reps in active resolution of workplace issues, leading on social justice issues, representing the professional and industrial issues of members, and improving justice and fairness in the workplace.

High aspirations! In a year where we have been so busy across all fronts, particularly

with Tasmanian and Victorian bargaining, there has been barely time to catch our breath. But we will. And I am confident when we drill into the data of the last four years such as membership growth, retention, rep training, professional development, bargaining outcomes, we will have reached many if not all of the targets we set.

We wanted to achieve 20,000 members by 2013. We are nudging 21,000. We wanted to extend our reach in the

independent sector, particularly through collective bargaining, and we have. IEU staff have worked tirelessly with members, school by school, facing down some pretty tough ISV ideology. We have had some wonderful firsts – the first Agreement in an Islamic school, a Christian school, the first in Seventh Day Adventist schools, the first multi-employer Lutheran agreement, the first IEU non-teaching agreement in a Tasmanian independent school. In 2009 we had 70 independent schools covered by collective Agreements. In 2013 we have 109.

I am proud that, while we are a good campaigning union, we have never ignored our core business of being service-orientated and

responsive to members’ needs. Our challenge as we get larger is to continue to empower and educate reps in every workplace, as they are our backbone. We also need to keep building density in every Catholic and independent workplace across every section of our membership.

My hope is that one day we achieve a union culture in every workplace, that the word ‘union’ is synonymous with respect, and that our members will remain confident in our capacity to build the collective and to ensure the principle of a ‘fair go’ for everyone. What we will always work to do is remain true to our values of justice, fairness, and belief in the collective. See you next year!

In 2009, the IEU developed a strategic plan for the next four years by which to measure our work. Next year we will take the time to build on this and to evaluate how far we have come and where we still need to improve.

negotiations continue at: Alphington Grammar Ballarat Christian College- draftingBeaconhills CollegeBerry StreetCarey Baptist Grammar SchoolEltham CollegeFirbank Grammar SchoolGippsland GrammarKilvington Grammar School- draftingLauriston Girls’ School- staff do not accept wage offerMelbourne Montessori Plenty Valley Montessori School- draftingThe Knox School- to be lodgedSt Mary’s Coptic Orthodox CollegeWestbourne GrammarWoodleigh School


around the union

Com heads to CanberraThe highlights of this year’s agenda, entitled

‘Quality Education’, were the welcoming of World Teachers’ Day 2013 at the National

Carillon on the shore of Lake Burley Griffin, an informative address by Mick Lyons, National President of NASUWT, UK’s largest teachers’ union and an opportunity for dialogue with the new Federal Minister for Education, the Hon. Christopher Pyne.

As reinforced by our Federal Secretary, Chris Watt, it was not to be disregarded that Minister Pyne’s first public engagement since his official appointment was to address a gathering of union delegates. While we do not expect to be in full agreement with some aspects of the Abbott government’s education agenda, the Minister’s detailed knowledge of his portfolio was quite impressive for someone so new to the position, as was his somewhat brave decision to devote half of his allocated time to answering impromptu questions from the floor.

The following day, after our gathering by the Carillon on a brisk, yet sunny Canberra morning, we returned to Old Parliament House where Mick Lyons

provided us with a sobering vision of why we must remain ever vigilant in protecting and defending the values of quality education. Education in the United Kingdom has suffered under a fresh wave of Thatcherist ‘free market’ reforms. Alarmingly poor wages and conditions have driven communities across the country to take to the streets in grassroots protests to save their local schools – acts of desperation replacing the proactive negotiation processes we often take for granted in Australia.

It wasn’t all bad news though – some schools have been fortunate enough to become the latest business acquisition of a prominent chain of carpet stores. In recompense for the low wages, teachers at these schools can supplement their remuneration package with complimentary floor coverings. Perhaps a stylish bathmat as a welcome gift, leading to a full recarpeting of one’s living area in a deluxe wool-blend as a commemoration of 25 years of dedicated service?

To quote the late Iron Lady herself, ‘What government has to do is to set the framework for human talent to flourish.’

For the second time, your IEU Committee of Management headed to Canberra on 2 October to be part of a national gathering of branch executive bodies, sacrificing three days of our holidays in the name of unionism! COM member Stephen Hobday reports.

national unionsuE Cavanagh &trIsh DIxon

Trish, who has worked at Catholic College for nearly 27 years said that she ‘just knew’ that they would work well together when she read Sue’s job application. Both started their lab

careers working in hospitals, Sue at Epworth and Trish at what is now the Western. It is this early experience which has resulted in them having very similar detailed, methodical approaches which meet the demands of their work.

Both are renowned ‘fixers’ who have thrived on the variety of experiences that are part of working in a school environment. They once renovated the science room themselves, so successfully in fact that it led to a delay of the official refurbishment. Their attempts to address a plumbing issue weren’t quite as successful, but that too is a good memory now. They are veterans of four major building projects in their area and have developed all kinds of innovative ways to keep programs running amid the chaos of a building site.

When reflecting on the changes they have seen in their time in Catholic Education they list technology, especially communication and record keeping; changes in how students respond to discipline; and safety compliance requirements for things like chemical storage as the most notable.

Both joined the IEU because they wanted access to advice from experts and to be supported in their work. They feel fortunate to have a really great local sub-branch rep in Jim Kelliher who is so supportive of members, but have also appreciated that other advice is only a phone call away. They see future challenges in ensuring that non-teaching staff have access to professional development, as access to this has become more and more difficult but is so valuable in maintaining high standards.

Trish and Sue look forward to the new opportunities that retirement will bring. Sue looks forward to having more time to spend with her Mum who is in residential care in Melbourne, while Trish also plans for time with her Mum in Perth and heading out in the caravan with her husband. After so long working side by side they know that they will miss each other, but look forward to regular coffee and shopping catch-ups.

When asked what they will miss most about their work in schools they speak with genuine affection about the students, especially those they have collaborated with in competitions, Open Days, displays and other projects. These memories are clearly precious. They speak of the significance of the Marist traditions of the school and in particular Brothers Hilary and Majella who had such a special way of showing them that their work and efforts were valued. They also speak of the many other friends and colleagues they have shared their experiences with over the years. It is these relationships that they will miss when they finally say goodbye to the workplace they have shared for the past two decades.

member Profiles

Laboratory Technicians Trish Dixon and Sue Cavanagh have worked together for 20 years and six months at Catholic College Sale. They have both decided that the end of 2013 is the right time to start to enjoy retirement and a change of pace.

actu school kit The resource is designed to help

careers co-ordinators and teachers prepare students for a healthy and

empowered working life.In addition to a workplace rights poster,

brochures about work and the role of unions and information about other use-ful resources for careers education, the kit includes the WorkRight! teacher resource, a practical and informative 34-page booklet produced by the Teacher Learning Network focusing on important themes such as minimum employment conditions, bullying and discrimina-tion, representational rights, and occupational health and safety.

On request, we can provide a limited number of schools with the full 223-page Work Right! student resource, containing 70 classroom-ready activities and tasks relating directly to the themes in the teacher resource – details are included in the kit.

We will be relying on feedback from members in Victorian schools to fine-tune the package as we prepare for national distribution in the future – if you have used

the kit, please follow the links to the online survey at www.surveymonkey.com/s/workrightkit.

We would be happy to post the kit to Tasmanian schools. Email [email protected] if you would like a copy for your school.

IEU reps in Victorian schools have received a copy of the new ACTU School Kit for them to pass onto the careers or work-experience co-ordinator in their school.


tasmanian radio star awarded

No member left behind

Teacher concerns about the inequities of the middle of the scale have been

fixed so there is a far more even spread of wage increase moving through the middle to upper levels. We have retained all current associated conditions, many of which our employer representatives continually threatened to decrease.

Education Support Staff not only received commensurate wage increases, but a new career path so that they will now access salary scales commensurate with their growing knowledge and skill base.

Principals also fared well, with good wage increases and most importantly the dropping off of the smaller school salary scales for principals, ensuring a far more just wage for members running these smaller schools. As importantly this ensures that the vast majority of principals never earn less than deputy principals, other than those in our largest secondary schools.

The strong, affirmative vote ensured that no-one was left behind and showed the strength of the Union and our members in successfully negotiating good outcome. This comes at a time

when we had a state government intent on performance pay, and the rest of the ‘like-minded’ eastern seaboard slashing funding to education systems which were looking forward to being resourced under the Gonski model. Given the political uncertainty now with a new federal government it is good that we have locked in wages and conditions for the next few years.

As we race towards the finish line of 2013, the work of the Union does not slow down. Negotiations for the next Agreement in Tasmania for the Catholic system are well underway and intense.

Bargaining is also still on foot in a large number of independent schools.

I thank you all, school reps and members, for your tremendous support throughout this protracted campaign in Catholic schools.

I thank also our IEU organisers and administration staff for standing with us throughout this dispute, and I hope you all enjoy the benefits of the $1000 payment and back pay which you have earned as union members. Please give your non-members, who also received this rise, a big hug from me!

from the President

tasmanian member triumPhluncheon rePort

the ieU officers of the Union and particularly Deb james, loretta Cotter and Denis matson, should be congratulated on the agreement they have negotiated on our behalf for the past 18 months and some 90-odd meetings.

The Australian commercial radio awards recently held in Brisbane recognised Tasmanian quiet achiever, IEU member Ryan Kinder.

PrInCIPals’ CounCIl

The Principals’ Council heard reports from:n Council President,

John Connorsn Principals’ Officer,

David Forbesn APPA rep, Michael Bournen PAI, Justin LIoyd.

In these reports special mention was made of Sue Prichard who had worked so tirelessly for the cause of principals and was in fact, the first appointed Principals’ Officer at VIEU. Sue’s legacy is one that now sees the IEU with over 20,000 members affording greater strength, influence and bargaining power for all members.

Peter Moran, who worked closely with Sue through the amalgamation and later followed her as Principals’ Officer, gave a fitting tribute to Sue at the luncheon. It was good to see a number of retired principal members return for this celebration along with IEU General Secretary, Deb James, David Prichard and Lou Nicholson (Sue’s husband and daughter).

The Principals’ Council had previously unanimously endorsed that the proposed Victorian Multi-Employer Agreement 2013 be put to all employees in Catholic Education for ballot.

It was recorded that at this meeting that Council offered their congratulations to the negotiating team upon reaching Agreement in what was a very tough bargaining environment. The principal members were strong in their support of what had been achieved such as:

n Salary increases with net benefits from 13.46% to 18.86%

n Collapse of the two ‘bottom levels’ raising the rate for principals in small schools making the lowest starting salary for a principal in a small school $113,945 at the end of the Agreement – more than 20% increase

n Removal of overlap between the levels

n The number of incremental steps in several levels has been reduced and the incremental steps ‘smoothed’

n Confirmed enrolment at the time of advertising to be used for initial classification purposes but substantive reclassification when enrolments have been maintained in the higher band for three years

n Salary maintenance and salary compensation for non-reappointment has been retained with modified arrangements regarding evidence and intention.

The Council asked that it be recorded that they were pleased to see in particular the gains for school officers.

Principals know the value that SOs add to school life and they felt the access to higher rates of pay and reclassification was a much needed gain.

The meeting concluded with Michael Victory from the Teacher Learning Network (TLN) presenting a number of options for professional development for 2014.

The Council is looking at utilising the many resources of the TLN in an effort to offer some exciting programs and learning opportunities for principal members. A report of these options will be distributed to members in the near future.

The Council meeting concluded as principals and invited guests started arriving for the luncheon. This luncheon is an important time to share with colleagues and acknowledge those who may be retiring or leaving Principalship. We were pleased that the following members were able to attend:

n Anthony Chalkley ( St Patrick’s School Tongala)n John Steele ( Holy Eucharist School St Albans)n Denise Frantz (St Joseph’s School Kerang)

As part of this function Anthony, John and Denise were invited to share some reflections with those gathered which were very well received.

On Friday 15 November the Principals’ Council conducted their final meeting for the year which was followed by the annual luncheon held at the Maribyrnong Reception and Convention Centre in Footscray.

In the Australian Commercial Radio Awards (ACRA’S) held in Brisbane, Tasmanian Catholic

school teacher and proud union member Ryan Kinder scooped the ‘Best Newcomer On Air’ Award.

Ryan Kinder is 7HO FM Friday funny man and he is now rewarded as the nation’s best new talent in the radio industry.

Ryan is a teacher at the picturesque Sacred Heart School Geevestone, and he is a budding breakfast comedic singer/songwriter in his other life. He took home the award with his entry ‘The week that was’ - a funny rap up of the week’s events in Hobart and a favourite for radio listeners.

7HO FM Content Director Ross Turner proudly said, ‘We were first introduced to Ryan through the Waterboys and quickly added him to the Mick and Jane breakfast show. He is a truly talented guy, and this acknowledgement is the perfect reward’.

We know Ryan as a great teacher and good person who enjoys all that teaching brings with its diversity and challenges that no doubt provide Ryan with content for his radio show. Well done, Ryan!

reminder:annual conference

delegates

IEU Victoria Tasmania’s Annual Conference will be held on Saturday 30 November at the FEU Conference Centre, 120 Clarendon Street Southbank, with registrations beginning at 9.15am. The event concludes with lunch at 1pm.

Attendance is important for all elected delegates to Conference. Through open discussion, reports and with guest speakers, the conference will consider a wide range of topics including amendments to existing policies, and will receive the Annual Report.


bargaining

Margaret Shearer, yet another Tasmanian gem of a teacher in our schools!

After close to twelve months of bargaining negotiations for a new Tasmanian Agreement, we are now at the point of assessing just how far we come to date.

assistant secretary (tasmania) angela briant

as the school year builds up towards the busy end of year period inevitably many of us will be reflecting on the memorable features of the year. as an initial observation, it’s interesting to note that the school year almost builds up to a crescendo, whereas in previous eras we would more often consider that schools would be ‘winding down’.

take carethe year in tasmania

industrial landscaPe tasmania

No matter how much we are committed to our jobs and absolutely believe in

the work we are doing, energy levels can flag. This is precisely the time workers in schools need to look after themselves and also be gentle on co-workers. At the times of most pressure when deadlines for multiple tasks all seem to coincide and expectations feel overwhelming, ask yourself the question ‘Will the sky fall in if I don’t get this done right now?’ Usually it won’t.

A special feature of year end is the correspondence we receive

from members who are retiring or moving out of the Tasmanian non-government school sector. Thank you to all of you who have sent in ‘farewell’ letters. One really special communication we received this year is an email from a member who recalled her attendance at the very first meeting of the TCEEA (Tasmanian Catholic Education Employees’ Association) in 1985. Our member wrote, ‘Please pass on my gratitude to the hardworking, dedicated team who have fought tirelessly for better working conditions’.

Another member who is

moving on to work in Catholic education in another state wrote, ‘I have been reflecting on the kind and knowledgeable support I have received from the union; It has meant so much to know that you were there and you understood’. Thank you to our exiting members, your dedication to the important work you carry out, and your collective commitment to your union inspires us.

You lift us up again and help us to keep going with great determination when our energy levels might otherwise flag a little.

TASMANIAN GEM

Among the winners of the National Excellence in Teaching Awards (NEiTA)

from the Australian Scholarships Group this year is a humble Tasmanian Catholic school teacher and union member Margaret Shearer. The national awards are chosen from 690 finalists, with about 60 recipients from all states and territories every year.

Some 1,550 people were nominated from parents, students, student councils, grandparents, colleagues, and other related groups to do with teaching. Winners such as Margaret are really appreciated and special. ‘I found out I had been nominated for an award just before a school assembly. It was a great surprise and at the same time a great honour,’ said Margaret.

Like most staff in schools in our sector, there is a ‘head down and sleeves up’ attitude that typifies the dedication and passion people possess. ‘The first I knew of the state award was from the Principal ringing me while I was in a meeting for a conference at the University in Hobart during the holidays! It is a humbling experience. I know I have found myself, when, asked what I do, say I am just a teacher. I am learning not to say that. I love what I do,’

said Margaret, confirming that she is a deserving award winner.

A teacher for 23 years Margaret teaches legal studies, history and introductory studies in sociology and psychology at St Brendan Shaw College Devonport. Margaret was nominated by the student council due to her many varied roles at the college. She is described as the most patient, generous, encouraging and supportive facilitator of reconciliation. As the college’s Aboriginal student support teacher, she ensures indigenous students fully engage with their schooling.

Margaret created Lawfest which is a one day program that gives legal studies students and teachers the opportunity to connect with the University of Tasmania. Her students take part in the Model United Nations Assembly and Youth Parliament.

NEiTA chairman Terry O’Connoll said the awards recognise the teachers across Australia. ‘We need to make sure we are acknowledging and supporting teachers, as the role they play in educating the next generation is a vitally important one’.

Margaret is but one great teacher and IEU member in our schools.

So far, nineteen formal negotiating meetings have taken place, most of which

have been full day meetings. Over this time all of the sixty-six IEU claims and the eight employer claims have been discussed in detail. Further meetings are scheduled in late November and early December.

The IEU has tabled draft clauses to express the intent of each claim. In many cases following the employer’s team response the IEU has redrafted the clause (sometimes a number of times) in order to work toward agreement. The employers have also tabled a number of draft clauses in regard to both their claims and in response to IEU claims.

In principle agreement has been reached in many areas, but it’s worth noting there is no formal agreement on any matters until final agreement is reached on the package of all matters.

Both the union and employers

are committed to a major overhaul of the classification structure for support staff, and the IEU has proposed that this work take place in 2014.

Other contentious issues are still unresolved however, including the employers’ claim for salary increases for all support staff ‘separate’ to teacher salary increases, and their claims around teachers’ hours of work.

A lot of work has been done in cooperation with the employers on reworking the ordering and presentation of the Agreement, with a mutual commitment to a new Agreement which is much clearer and easier to use than the current Agreement.

In response to members’ questions as to whether the bargaining will be completed before the end of 2013, while that would be an ideal outcome, it is important to resolve satisfactorily these key and critical outstanding matters before any deal is made.

While the IEU is always supportive of measures to better protect the children in our care, we also have significant concerns

with the Bill, which were outlined in this letter to Tasmanian Premier Lara Giddings.

Dear Premier Re: Working With Vulnerable People background

ChecksThe IEU recently made submission in relation to the

Working with Vulnerable People (background Checking) bill 2013. This is important legislation and the Independent Education Union Victoria Tasmania (IEU) supports the Tasmanian Government’s commitment to the protection of vulnerable Tasmanians. Please find our submission attached for your consideration.

I am writing to you to raise a number of significant concerns about the proposed bill. The union is concerned about the lack of specific consultation with the education unions in the development of the bill, particularly given its scope and complexity, and the significant number of improvements we believe are needed to ensure clarity and procedural fairness.

The proposed bill is complex, will duplicate existing checking process for registered teachers, and, as proposed, increase red tape. The IEU is also concerned that the mooted cost of the checks to individuals will impose an unreasonable cost burden, particularly on groups of low paid employees working in the areas covered by the legislation.

The IEU believes that the proposed bill will have a significant impact on both the education and early childhood sectors in Tasmania, affecting a large workforce. Compliance with the requirements of the legislation will also necessitate significant resourcing to implement and maintain currency of checks for employees.

The IEU also notes that the bill goes further than the Working with Children Check in most states and introduces a more complex definition of vulnerable persons. These factors alone highlight a requirement for careful and fulsome consultation. We are concerned

that there is insufficient time to fully address these issues if the government intends to table the bill before parliament rises for the year.

Of significant concern to the IEU, the bill does not exclude registered teachers as one of the listed occupations.

Tasmanian teachers are already subject to a rigorous criminal records checking process, as well as assessments, when appropriate, of professional fitness and suitability requirements. The Tasmanian Teachers Registration board conducts these processes. In other states registered teachers are exempt from the Working with Children Check. For example, the Victorian Institute of Teaching undertakes the processes for the registration of teachers and registered teachers are exempt from the Working with Children check.

The union is concerned about duplication and delays in the teacher registration process, as well as the unnecessary additional workload and cost associated with including teachers in the WWVP process, when this process is already appropriately carried out by another authority.

The IEU has also submitted that the use of the word registration as the term used for the WWVP check is confusing.

The IEU’s submission also highlights concerns with the definition of relevant offences, and at the lack of relevance, appropriateness and disregard of principles of natural justice in the inclusion of several matters in the definition of non-conviction information to be considered in the risk assessment. The IEU’s submission also details concern about some areas of excessive or unclear penalties for breaches of the Act.

The IEU is concerned that the bill needs to be as fair and workable as possible and as such the draft bill needs further consultation and work. The IEU would be pleased to meet with you to discuss our concerns.

Yours sincerelyDebra James, General Secretary

The Working with Vulnerable People (Background Checking) Bill 2013 is before the Tasmanian Parliament. This legislation is designed to, among other things, enforce compulsory background and police checks for employees or volunteers working with children. Those who satisfactorily complete checks will be given photo ID and be registered for three years.

vulnErablE PEoPlE


teacher learning network

managing teacher Performance

What if you could access over 150 professional learning programs FREE of charge? What if these programs were diverse enough to meet the expectations of the widest range of teacher needs?

What if these programs were run by expert teachers, not ‘experts’ telling teachers what they should be doing?

The TLN, the professional development body operated by the IEU, operates on collegial sharing and collaboration to improve practice. Classroom teachers conduct professional learning on classroom teaching!

Our program brings to all IEU members in Victoria and Tasmania, metropolitan and remote, primary and secondary, Catholic and independent an exciting range of professional learning. The TLN program includes:

n Leadership on Literacyn iPads – for engaging students and recording datan Working with students with special learning needsn Teaching students online and through digital technology

n Classroom Management – getting the basics right for graduatesn Formative Assessmentn Leading a safe school – free of bullyingn Reggio Emilia influences on primary education.All of this and much more is FREE to all staff who are employed in

schools who have joined the TLN. Membership is easy. Go to www.tln.org.au or call 9418 4992 or email Michael Victory at [email protected]

Join now to get your membership at 2013 rates and your membership will be current to the end of December 2014.

MembershipFees:A school with fewer than 100 students $200 per annumA school with 100 – 499 students $250 per annumA school with 500 – 999 students $350 per annum

Rates for larger schools are on the website.For all inquiries www.tln.org.au or [email protected]

Performance Management is in the news. It should be. Everyone wants teachers to be at their best, but how to help all teachers reach and sustain excellence? – that is a more difficult question.

white ribbon Day 25 november 2013

ieu members take a stand against domestic Violence

‘Violence against women is perhaps the most shameful human rights violation. And, it is perhaps the most pervasive. It knows no boundaries of geography, culture, or wealth. As long as it continues, we cannot claim to be making real progress towards equality, development and peace.’ Kofi Annan (General Secretary, United Nations.1997- 2006)

Monday 25 November is White Ribbon Day—a day to campaign for the prevention of violence against women and girls, and a chance to provide positive examples for the next generation.

Domestic violence attacks the outcomes of Quality EducationDomestic violence is a key issue affecting the educational outcomes

of many students in our schools. Shockingly, one in four children will witness violence against their mother.

Teachers and other school employees perform the remarkable task of addressing the emotional and behavioural fallout of domestic violence, with many students being either directly or indirectly affected.Domestic violence is a Workplace Issue

Domestic violence is also a workplace issue, with research indicating more than 65 per cent of people who experience domestic violence are in the workforce (Broderick, 2011). Domestic violence impacts on workplaces through increased absenteeism due to injury, sickness, stress, court attendance and other factors. It can limit an employee’s ability to perform effectively, resulting in performance management, terminations and resignations.

Many IEU collective agreements now provide for the inclusion of support for employees experiencing domestic violence and help to bring about the attitudinal change needed to eliminate this social problem and its terrible impact on families.What is the White ribbon Campaign?

The focus of the White Ribbon campaign is to encourage cultural change so that physical or psychological violence is never seen as acceptable. In particular, the White Ribbon campaign is implementing a range of programs in schools, sport and workplaces to promote non-violent relationships and to empower boys and men to speak out against violence.What does the white ribbon represent?

Wearing a white ribbon is a personal pledge demonstrating that the wearer does not excuse violence against women, and is committed to supporting community action to stop violence against women.White ribbon Programs for schools

White Ribbon’s Breaking the Silence Program is unique within prevention education in Australia. In driving attitudinal and behavioural change with young people across primary and secondary schools (8-18 years), Breaking the Silence works to enhance respectful relationship

education to prevent the perpetration of violence against women and girls. The program is suited to both primary and secondary schools and takes the unique White Ribbon approach of facilitating and enhancing respectful relationships within the school culture, filtering in to class-room activities and engaging students in learning and experiencing respectful relationships.

Resources for Breaking the Silence Program can be located at http://www.whiteribbon.org.au/schoolsmaking violence a thing of the past

If we are to move our society forward and prevent violence against women from occurring, we must speak out and take action to challenge attitudes and behaviours. Wearing a white ribbon on 25 November is a first step.

Resources For further information and support material on White Ribbon Day, go to http://www.whiteribbon.org.au/resources

AustralianWomen’slifetimeexperienceofviolence

Every week in Australia, one woman is killed by her current or former partner, often after a history of domestic violence. The Australian Bureau of Statistics (2006) record:

n 40% of women have experienced violence at some time in their adult life

n 29% women have experienced physical assault

n 17% of women have experienced sexual assault

n 16% have experienced violence by a current or previous partner in their lifetime

n Since the age of 15, one third of women (33%) have experienced inappropriate comments about their body or sex life, one quarter (25%) have experienced unwanted sexual touching, and one in five (19%) have been stalked.


training 2013RepDevelopmentOne of the first tasks for reps this year was to organise a rep election. For some schools this meant a new IEU rep for the next term of office, 2013-2017, for others and because the turnover was quite significant last year, many reps made the commitment to continue in the role.

The IEU rep training program in Victoria followed a similar format to previous years with initial rep and experienced rep training days each term. This year we also introduced a ‘rep induction day’ early in term one. The day focused on specific skills and strategies which would equip reps with confidence and a deeper understanding of the role. We invited some of our most experienced reps to share their experiences and all reps had the opportunity to work with their IEU organiser in developing a plan for the year. In Tasmania, we ran rep training in Campbelltown.

The positive feedback from reps this year indicates that we are on track with training but many say they would like more time to focus on industrial instruments; Collective Agreements and Awards. This reflects both the capacity and enthusiasm of our reps in schools.

The annual Rep Dinner in Victoria was held the night before Council 1 in June this year. This special event was well attended by IEU reps and a great opportunity for regional reps to attend both the forum and the IEU Council on Saturday morning. Dave Oliver, ACTU Secretary, addressed reps and spoke of job and income security as over-arching themes for unions in the 2013 election year. The Tasmanian Rep Dinner and Council was held on 15-16 June.

ProfessionalDevelopmentIn Victoria we ran the annual Beginning Teacher Conference and the Student Teacher Conference. Both these events are expertly organised and the calibre of presenters and speakers is testament to the quality of the professional development for teachers new to the profession.

With the AEU we presented a seminar series for casual relief teachers. Each has a different focus and always draws a capacity crowd.

The professional program for education support staff provided individual seminars for library technicians, laboratory technicians, student support staff and clerical staff. We also ran a legal liability seminar which draws staff from across these areas.

TrinidadHuntThe ever-dynamic Trinidad Hunt facilitated seminars both in Victoria and Tasmania during her trips from Hawaii in May and August. Trinidad continues to inspire our members and has developed quite a following with some of our ESS members. She provided a professional development session which targeted teachers and others which were open to all staff in schools.

Trinidad has gained international respect for her work in the field of leadership development. This year she ran a two-day leadership course for aspirant leaders. We already have registrations for more Trinidad wisdom next year.

In Tasmania this year the training program also provided opportunities for members to participate in seminars with Jo Lange; behaviour management and the well- known and highly regarded Glen Pearsall; an expert teacher practitioner.

The Webinar seminars offered through the Teacher Learning Network continue to be accessed by our members in Tasmania and online opportunities will again be available in 2014.

Throughout 2013 we offered CV writing and interview skills seminars each term break. These popular sessions are facilitated by Steve Whittington, former IEU member with rich teaching experience across all levels in Australia, Europe, Asia and New Zealand. These seminars attract a diverse group and many participants continue to access Steve’s advice and guidance towards finding that next job or life change.

The IEU Victoria Tasmania looks forward to the challenge of providing a broad, interesting and worthwhile professional development and training program in 2014.

The professional development and training program in Victoria and Tasmania 2013, included most categories of employees across the sector and continued to respond to the needs of IEU members.

The collective buying power of over 20,000 members (and growing) can help you save

money and enjoy your holidays.Your membership number

gives you access to the Member Advantage program and Union Shopper, both of which are linked to the IEU website. They offer savings for gifts, entertainment, movie tickets, wine and din-ing. Discount shopping options include manchester, appliances, toys and games, whitegoods, elec-tronics, gift cards, handbags and accessories, books and magazines, and discount cards which can be redeemed for groceries and petrol. Member Advantage also offers discounts and deals at over 400 restaurants and cafes across Australia – check their list before booking your next special meal!

If you are hitting the road, you can book accommodation at dis-count rates through Best Western or HotelClub – or if you are looking for holiday ideas, try an adventure experience through Red Balloon or discount theme park passes to make the most of summer.

For members lucky enough to be travelling, Member Advantage offers discounted travel insurance, airline lounges, car rental and international mobile SIM cards.

The summer break is also the time to tackle your ‘to do list’: buy-ing a new car, getting or chang-ing your home or personal loan or insurer, investigating novated lease options, seeing a financial planner or advisor or updating your will through the free referral available to all members – your IEU membership can help you to get the best deal.

To get the full ‘value’ of mem-bership, spend some time this summer exploring the other member benefits at www.ieuvic-tas.org.au/membership/

Enjoy your summer break!

Summer holidays approach, and there is no better time to make the most of the great discounts and benefits available to IEU members.

MEMBER BENEFITSmanaging teacher

Performance n Classroom Management – getting the basics right for graduatesn Formative Assessmentn Leading a safe school – free of bullyingn Reggio Emilia influences on primary education.All of this and much more is FREE to all staff who are employed in

schools who have joined the TLN. Membership is easy. Go to www.tln.org.au or call 9418 4992 or email Michael Victory at [email protected]

Join now to get your membership at 2013 rates and your membership will be current to the end of December 2014.

MembershipFees:A school with fewer than 100 students $200 per annumA school with 100 – 499 students $250 per annumA school with 500 – 999 students $350 per annum

Rates for larger schools are on the website.For all inquiries www.tln.org.au or [email protected]

white ribbon Day 25 november 2013‘Violence against women is perhaps the most shameful human rights violation. And, it is perhaps the most pervasive. It knows no boundaries of geography, culture, or wealth. As long as it continues, we cannot claim to be making real progress towards equality, development and peace.’ Kofi Annan (General Secretary, United Nations.1997- 2006)

education to prevent the perpetration of violence against women and girls. The program is suited to both primary and secondary schools and takes the unique White Ribbon approach of facilitating and enhancing respectful relationships within the school culture, filtering in to class-room activities and engaging students in learning and experiencing respectful relationships.

Resources for Breaking the Silence Program can be located at http://www.whiteribbon.org.au/schoolsmaking violence a thing of the past

If we are to move our society forward and prevent violence against women from occurring, we must speak out and take action to challenge attitudes and behaviours. Wearing a white ribbon on 25 November is a first step.

Resources For further information and support material on White Ribbon Day, go to http://www.whiteribbon.org.au/resources

AustralianWomen’slifetimeexperienceofviolence

Every week in Australia, one woman is killed by her current or former partner, often after a history of domestic violence. The Australian Bureau of Statistics (2006) record:

n 40% of women have experienced violence at some time in their adult life

n 29% women have experienced physical assault

n 17% of women have experienced sexual assault

n 16% have experienced violence by a current or previous partner in their lifetime

n Since the age of 15, one third of women (33%) have experienced inappropriate comments about their body or sex life, one quarter (25%) have experienced unwanted sexual touching, and one in five (19%) have been stalked.

membership


Of the 23,942 employees eligible to vote, 19,312 voted and 19,178 voted Yes. That’s a 99.3% vote for approval and close to 81% participation.

The $1,000 bonus and the new rates of pay started flowing in schools soon after the vote.

Because it was a complicated wages outcome, calculations of back pay will need to be made for each employee by schools’ finance staff.

Schools have been advised to pay as soon as they can, but please be patient.

The date of technical effect of the new Agreement is 20 November 2013, that is, seven days after the Commission approved it on 13 November.

Some key changes n Fixed term employment

Before advertising any job in a school, the employer must give written notice to any suitably qualified fixed term employee that there is a vacant position, and, if they apply, interview them for the position.

We should no longer have the situation where the replacement Grade 3 teacher sees the new starter walk through the gates and then finds out they themselves are leaving via a school newsletter. If a fixed term employee is not going to be re-appointed, they must now be provided with 7 weeks’ notice of the fact, and payment in lieu of notice.

The Agreement also clarifies that a contract cannot be set to avoid payment of entitlements – for example, a contract set to finish one week before the end of term 4 to avoid full payment of school holidays.

There is a specific provision ensuring that the union will be provided with data about fixed term employment and that pro-active processes will be implemented to ensure that there are no abuses of this mode of employment.

n Parental leaveThe lump sum payment now counts as service. Paid partner leave of five days is now a separate benefit. The procedures for providing notice of taking parental leave are now

less onerous.

Returning to work part-time provisions remain essentially the same, although there is now a requirement to provide 8 weeks’ written notice in term time when making the request. The employer must respond to this request within 21 days of receiving it, and can only refuse it on specific grounds.

There is now greater clarity about what leave employees access when something goes wrong in the pregnancy. If this occurs after the 20 week mark they can proceed on paid parental leave. The return to work provisions in this scenario are spelt out with appropriate balance for the rights of the employee and the employer. If something goes wrong before the 20 week mark, employees continue to have access to special maternity leave which could be a combination of paid and unpaid personal leave.

Fixed term employees who commence parental leave and then their contract ends are entitled to have the remainder of the parental leave paid as a lump sum payment. This new provision redresses a key disadvantage for this group when compared to ongoing employees.

There are also new provisions which are consistent with the National Employment Standards (NES) such as the capacity for partners to take up to eight weeks unpaid concurrent leave and keeping in touch days for employees on parental leave.

NB. The IEU will run parental leave seminars in 2014 to go through in detail all of the changed parental leave provisions with members.

n new career structuresThe entry point for primary principals is now significantly higher, with

a collapsing of the two lowest enrolment bands. The new classification structures for CEO Clerical, School Officers, and

School Services Officers go a long way to delivering on our claim. Many ESS members will have a valid argument for re-classification

based on the new level descriptors, and the union will provide extensive support, resources, and training through 2014.

The Agreement also contains a new clause requiring employers to establish consultative mechanisms for all non-teaching employees and that no employee has an unfair, unreasonable or excessive workload.

All members will receive their own copy of the new Agreement early next year. Watch for training and other related resources in 2014.

At a glance: the Agreement took nearly two years to negotiate, two separate days of action, various legal proceedings, regional rallies, petitions, emails, letters, and the magnificent, concerted collective spirit of the reps and members of the Independent Education Union.

timeline of a struggle

Victorian Catholic agreement

28 May 2011DraftClaimtakentoCouncil

27 June 2011 Claimservedonemployers

31 December 2011 PreviousAgreementexpires

5 September 2012 RallyatRoyalExhibitionBuildings

oVerView


Initially, the concern was with the then Baillieu government’s proposal to set quotas on

progression as a method of punishing the alleged vast numbers of ‘underperforming’ teachers in schools. Everybody from the crossing lady to the chairperson of the school board recognised this as a divisive and ineffective way of improving student outcomes and was

somewhat relieved when the CECV came out strongly saying that they were not intending to introduce Performance Pay.

But the jig was not completely up. Performance Pay still had legs, as the CECV negotiators continued to pursue non-automatic progression. This applies in the state sector and, if introduced in Catholic schools, would provide barriers to higher incremental

steps, with access based on meeting specified performance criteria. By any other name this would be Performance Pay.

Currently the AEU is in dispute with the Napthine government over this issue. Despite no substantive changes to the performance and development criteria in their Agreement, the government is pressuring principals in state schools to a

more rigorous interpretation of the criteria that could lead to a significant number of teachers in each school being prevented from progressing. They are battling Performance Pay by stealth.

Sensibly, in reaching final agreement, wholesale barriers to incremental progression were taken off the table by the employer and limited to a discretionary option for the

employer when an employee is formally placed on an employee improvement plan (EIP).

This is a great victory for IEU members in schools and a common sense outcome for Catholic education. Unlike our colleagues in the state sector, IEU members in Catholic schools will not, for the period of this Agreement at least, be fighting Performance Pay by stealth.

The spectre of Performance Pay loomed large throughout the campaign over the last two years and was still on the employer ‘most wanted’ list in the months leading up to the final Agreement. If any single issue struck a chord in every staffroom or principal’s office in Catholic schools across Victoria, it was Performance Pay.

Victory for the time being

5 September 2012 RallyatRoyalExhibitionBuildings

14 February 2013 RallyatTreasuryGardens

August 2013 RalliesoutsideCEOs

12 October 2013 RepsendorseAgreement

1 November 2013 Agreementvotedon:99.3%sayYES

7 November 2013 Agreementsigned

Performance Pay: gone for now

Agreement snapshot: what 99.3% voted YEs toWho What WhenCategory B SOs Payment for recall Start of 2014 school year

Primary teachers 22.5 SCT 2015

Secondary Teachers 14 hours extras a year 2015

Everyone Parental leave as service Now

Everyone LSL half pay, double time Now

Part-timers 8 weeks’ notice and reasons for change to hours Now

Everyone 3 days Compassionate leave Now

Everyone 3 days Community Services Leave Now

New employees Induction Now

Everyone 5 days paid paternity leave Now


returning to work after parental leave

Part-time work lessons

When the time comes to return to work after a period of parental leave, there are many things to consider- child care, adapting to the big juggle of being a working parent and rejoining the workforce after a period of absence. All of these things can be challenging and require time and effort to work well.

One of the most common ways of making returning to work successful is to be able to work part-time. The National Employment Standards (NES) provide minimum employment

entitlements which support employees in requesting part-time work. The NES provides that employees can make a request for a flexible

work arrangement and that an employer must consider that request and provide a response in writing no later than 21 days after the request is made. The employer may only refuse the request on reasonable business grounds.

Reasonable business grounds include such things as cost to the employer, capacity to change work arrangements, practicality and whether there would be a significant negative effect on customer service. Many independent school Agreements also contain clauses providing employees with the ability to request a part-time return to work from parental leave and the new Catholic Agreement makes provision for requesting and entering a part-time work arrangement.

With legislative and Agreement based support, it is clear that employers have an obligation to consider requests and to respond appropriately. The IEU has supported a number of members recently in their efforts to secure suitable part-time work on return from parental leave. In particular, the IEU issued a dispute at the Fair Work Commission on the basis that a teacher’s request had not been given proper consideration under the school’s Enterprise Agreement.

Initially, the request, made at a large P-12 school was refused on the basis that allowing part-time work would ‘impact on the continuum of the students learning’ and that teachers must ‘be present for all parts of the program throughout the year’.

The teacher had made her request well in advance of her proposed return to work and had indicated her willingness to be flexible about the days she worked and the subjects she could teach.

This knock back was challenged and as a result part-time work was offered, comprising .44 FTE to be done over 8 days of a 10 day cycle, with different days of attendance in each week. For this offer to be taken up, the teacher would have been required to use full-time childcare for less than half a full salary. Clearly, the offer was not one that could be accepted - the cost to both our member financially and on her family was too high.

Following conciliation at the Commission and a great deal of

discussion about timetabling, a suitable spread of part-time hours was offered and accepted. Reflecting on this process, it is clear that a number of steps could have been taken to avoid this dispute.

n Have a job share policy and register. This would allow staff at the school to register interest in returning to work part-time and for the school to match up possible job share options.

n Good communication while on leave will make the return to work much smoother. If a teacher has had the opportunity to keep in touch with what is happening at the school while on leave, this may also assist in identifying part-time work opportunities. In this case, the school had advertised a part-time position that would have suited the teacher - but she missed the opportunity to apply for it because she was not kept up to date with internal emails or up-coming job vacancies.

n Keeping up PD contact while on leave will help overcome the anxiety of returning to work and having to catch up on any new developments that have occurred during the parental leave absence.

n Once part-time work has been identified, allow enough time for the teacher to familiarise him or herself with the course work. The return may not always be at the start of the year and may require the teacher to teach a new subject or year level. If possible, some induction lead in time will make the process less stressful for the teacher and give students a chance to familiarise themselves with any new arrangements.

n When asking to return to work part-time, be clear about what you want. If possible, indicate what days are best for you, what subjects you can teach, job share proposals and ideal part time FTE. This will make it easier for your employer to consider your request.

n Allow plenty of time to both make the request and to work through the options. Parties should be mindful of when timetabling and work related choices are made to give the best chance of accommodating requests. Agreements may provide time limits for making the request, so these should be observed.

n Both the employee making the request and the employer considering the request should be open to ideas that will help both parties to find a good outcome. While it is easy to say ‘no,’ finding a solution will bring long term benefits for the employer, the employee and their family.

Part-time work


Young members

why become a graduate member?

n protection at work - all members are entitled to advice and representation

n expert legal support

n professional indemnity insurance

n publications and email bulletins to keep you up-to-date

n professional development opportunities

n 2014 beginning teacher conference.

the super special graduate offer

Student members who convert their membership before 26 January will get their 2014 annual membership for $154.80, which can be paid in instalments (half-yearly, quarterly, monthly, twice monthly depending on payment method). Plus, you’ll go in the draw to win one of four $200 Coles Myer Gift Cards.

thinking of casual relief teaching?

If doing CRT work in the non-government sector, it is still very important that you join the union and ensure you are protected. There is a special low rate of $54.00 that makes it affordable. Most importantly, you will be covered when you are working in both non-government and government schools within Victoria and Tasmania.

Get your career off to the right start by converting your student membership to an IEU graduate membership.

In 2013 the number of IEU student members grew to over 2,300 across Victoria and

Tasmania, making this the largest number of students to ever join the IEU in a given year.

IEU officers involved with the student program have been lecturing at universities, holding stalls at expos and conferences, and organising fantastic professional development like the Best Foot Forward Conference and PD in the Pub.

Crucially, the IEU continues to work closely with the AEU to provide a comprehensive member program that assists students with their transition from study to work. The lecture series provides valuable advice and practical information to students in the areas of legal issues, applying for jobs and conditions of employment.

Finding a job after graduation is a significant challenge for new teachers, and this is why the IEU has specifically developed student teacher conferences, held in Victoria and Tasmania, that focus on CV writing and interview skills. The conference provided an opportunity for students to meet principals from a variety of Catholic and independent schools. This year’s conferences were again sold out and had many more participants online.

The IEU student program will continue to evolve in 2014 and therefore ensure that each generation of new educators is welcomed into the profession by their union.

IEU student membership has set a new record for the second year running.

STUDENT MEMBER RECORDBROKEN

focus on membershiP

young member surVey results

kickstart your career

The union invited all our members under the age of 35 to take part in the survey, and asked for feedback on the way we support and

communicate with members, as well as responses to the big issues we tackle as a union. We were very happy to see the high levels of satisfaction with the services the IEU currently offers, but will also be carefully considering all the suggestions about how we can better support and engage with IEU members across Victoria and Tasmania.

One item of particular concern to us is that almost half of the respondents on fixed-term contracts

reported being unaware of the reason for their fixed-term employment. This makes it clear that we need to work harder to get the message out that staff are entitled to ongoing employment except in certain specific circumstances. It is essential that members contact the IEU office if they have any questions about their employment contract.

The results have also underlined the importance of members encouraging their colleagues to join the union – while the majority of respondents joined on their own initiative or while studying, around a third joined when it was suggested to them by a colleague.

The results from our first Youth Membership Survey are in, and we would like to thank all those who contributed.

student members

to convert your membership today email [email protected] you have already replied to our recent email about your plans for 2014, there is no need to do anything more. You will receive the information you need in early December.

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womenWORLD nEWs

Staff in Catholic education in SouthAustralia will vote on a proposed new Agreement soon, after negotiations between the parties were finalised. After a long-running campaign, IEU SA expects the Agreement to be approved by a vote of eligible staff and to be in place for the start of the new school year. The Agreement includes improvements in a number of conditions, such as flexible working arrangements and parental leave, provides wage increases of 3% per annum, and the provision of new allowances for Highly Accomplished Teacher and Lead Teacher.

NorthernTerritory state sector teachers are set to continue industrial action after a stop-work action in mid-November. The AEU has planned two further strikes in both metro and regional areas in November as the campaign against cuts to the education budget gather momentum. The AEU is currently in negotiations with the government and is prepared to call off further action should progress be made.

Teachers in the State sector in Queensland are preparing to strike in response to the

government’s state-based education program, dubbed Great Teachers = Great Results which introduces performance bonuses, fixed-term contracts for leadership positions such as principals, and appraisal for all teachers without union involvement. A QTU member poll found about 96% supported industrial action. QTU President Ken Bates said, ‘Industrial action will be a last resort, but when we look at the fundamentals of the education system being under attack, that’s something that has to be defended.’

Another 250 state schools in WesternAustraliamay become ‘Independent Public Schools’ with an expansion of local school autonomy while part of the public school system. This is despite schools currently in the trial lobbying the government to review the decision to introduce funding changes that would see schools receive 600 fewer teachers than they expected next year and not be able to offer as wide a range of courses. The AEU is also concerned over the lack of consultation and the impact on equity and access issues in the public education system.

Teachers in Romania marched through the capital, Bucharest, in early November demanding better wages and working conditions, and calling on the Government to increase education spending. The starting salary for a teacher in Romania is less than half the average wage in the country, forcing many teachers to seek other work to supplement their income. A union delegation presented a petition to the government signed by ten thousand teachers supporting their claims and, if there is no movement by the government, education unions are considering further strike action.

Education unions in Ghana are to take part in a general strike in the country in late November called by the Trade Union Congress with education staff to be joined by colleagues from other sectors including health, transport and agriculture. Planned strikes and demonstrations have been called in response to spiralling utility prices. At the same time, plans have been proposed to further cut wages of all public servants, including teachers. This is against a background of an ongoing and long-term battle by teachers for a living wage and where some teachers are still battling to get monies owed from previous promised pay rises.

Education unions in Spaindeclared the nation-wide strike in late October a success, with 83% of

education employees participating across all levels of education. The strike was designed to combat the current philosophy informing the austerity measures which has led to massive cuts in education budgets across the country. The striking workers called on the government to make education a priority by making financial commitments to the sector and ensuring that educational opportunities are available to all.

Teachers in CostaRica went on strike in mid-November against the privatisation of many areas of government control, including education. This was part of ongoing action taken by unions in the country against the rise of privatisation, increasing taxation and increases in the cost of utilities. Strikes and demonstrations occurred throughout the country as workers from many sectors including health, transport, and education, protested their government’s neo-liberal agenda, and with more disruptions planned.

And finally, in Leicestershire, UK, a schoolboy was spoken to by police after flicking a rubber-band at a younger student. Despite apologising immediately, the younger student was apparently ‘traumatised’ and reported the matter to authorities. While not condoning flicking objects, perhaps in this case police intervention was a stretch too far?

NATIONAL nEWs

The project, the first of its kind in Australia, was developed by the VIRWC in response to the passage of the Crimes Legislation Amendment

Act 2012 that criminalises forced marriage in Australia and provides for sentences of up to seven years for those found guilty of forcing someone into marriage. ‘The Choice is Yours!’ pamphlets are designed to raise awareness of the issue by being distributed at high schools and in community groups.

VIRWC Executive Director Melba Marginson says, ‘Forced marriage is a cruel violation of a person’s human rights. However, like human trafficking and female genital mutilation, this crime is both insidious and largely hidden from the mainstream public. While outlawing forced marriage is an important first step, it will take grassroots action on the ground in high-risk communities to make the law effective’.

‘The priority now must be protection and prevention – protection of victims through the creation of institutional mechanisms and support networks and prevention through educational campaigns to train community workers and empower at-risk individuals.’

Victims of forced marriage are most often high

school-aged girls from particular culturally and linguistically diverse backgrounds which means that it is critical to engage the leadership of the affected communities themselves. Teachers and education staff are seen as a key group to tackle the issue, with warning signs including slipping grades, self-harm, depression and absences from school. It is hoped that by raising awareness of the issue, girls at risk can understand what their rights and options are when faced with pressure from their family to marry against their will.

The Victorian Immigrant and Refugee Women’s Coalition (VIRWC) is the peak body for migrant, refugee and other multicultural women’s organisations across Victoria. The coalition provides representation, capacity-building support, and advice to a range of organisations whose priority is the development and support of immigrant and refugee women. It aims to increase the visibility of these women, as well as their capacity to effect societal change.

For more information on the ‘Choice is Yours!’ project, or the work of the VIRWC, contact them on 9654 1243 or [email protected]

‘The Choice is Yours!’, a community education program focused on the prevention of forced marriage was launched recently by the Victorian Immigrant and Refugee Women’s Coalition (VIRWC).

The choice is yours!

union summerunion + internshiP = union summerAre you passionate about workers’ rights and looking for some practical work experience with a union?

In 2014 the IEU Victoria Tasmania will be participating in the Union Summer program, organised by Victoria Trades Hall Council (VTHC). The program consists of a three week internship with the IEU from 27 January to 14 February 2014, and aims to develop the skills needed to promote social justice and improve rights in the workplace. During the internship the successful applicant will receive four days of training from the VTHC on campaigning and organising and two weeks of on-the-job training with officers of the IEU.

At the IEU, the intern will be involved in union campaigns that deal specifically with non-government education in Victoria and Tasmania. These campaigns are designed to encourage member involvement, and improve and protect the rights of teachers and education support staff in Catholic and independent schools.

applications close Friday 6 December 2013. Please contact Christian bombig, IEu organiser, on 03 9254 1860 or [email protected] to obtain the application pack.


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Xmas tipshealth and safety at work

creatiVe learning sPaces

10 Tips to stay safe at Christmas.‘… he knows when you are sleeping, she knows when you’re awake and they know if you’ve been good or bad so be good for goodness sake …. Santa Claus is coming to town.’

This is the ‘hub’ that has been created by our dedicated Erica Halley, sub-branch

rep at Corpus Christi School Bellerive, and we are all proud of the environment she has created to foster such learning and care for students. The school library is an ideal place to create readers, scientists and foster communication. It also offers a refuge to youngsters who want an alternative to the playground.

Reading and writing groups are conducted by the older kids, and there are computers and laptops for exploration, homework and fun. The library also contains educational distractions such as chess, Lego, 3D games, as well as a Discovery Section which involves science experiments, growing plants, the odd fish or two (if they survive ) and even a pet rat.

The library is an area where kids relate, recommendations are made, and which also supplements the prescribed curriculum. Encouraging reading for pleasure cultivates children’s research and enquiry skills with books, magazines, newspapers and online magazines.

The library also hosts The Last

Chapter Cafe each Wednesday during term 2 and 3 for kids to enjoy a range of foods , and sit and chat over a milkshake or a hot chocolate (while trying not to annoy cleaning staff with crumbs and other incidentals on the floor).

The differentiated curriculum plays an integral part in library lessons, with all children able to cuddle a toy while sitting, reading or listening to a story. Soft toys delight kinders, inspire role play, offer solace and comfort in the heady world of school. Recycled refrigerator boxes for small learning and talking spaces especially help children with special needs. Movable shelves, furniture and electronic solutions accommodate the changing needs of teaching and learning.

The school community has easy access to the full library and school catalogue, with the computerised management system networked round the school and indicating the location of all individual resources. All library lessons are also on the intranet for students and staff.

Congratulations to Erica for being the creative force behind such a wonderful resource!

What is the central educational hub in a school? The library, of course. It is the beating heart of the school, both a refuge and a place of discovery with open access (open before school, recess, lunch and after school), and a flexible learning centre open for everyone working in the school and the school community.

lIbrarY-hub In bEllErIvE

1Beware the end of year Christmas Party. It should be a lot of fun, but it’s

definitely not the occasion for getting stuffed and turning into the Christmas Turkey. If you consume too much alcohol and metamorphose into ‘Bad Boy or Bad Girl Bubby’ you may awake to find you have cooked more than your goose!

Far too often, the Christmas Party has resulted in staff letting more than their hair down and has led some to lose much more than their dignity. Unwanted sexual advances, violence, ill thought out Kris Kringle presents or drink driving may result in dismissal or an appearance in court.

Being careless in the ‘Silly Season’ may deliver a very long and unpleasant hangover that no amount of Berocca or Milk Thistle can cure.

2Christmas trees, decorations and lights are hazardous. Artificial trees should be fire

resistant and real trees dry out; so when setting up your tree, place it away from flames or sources of radiant heat. Check the condition of your tree lights; ensure there are no missing bulbs or exposed wires. Avoid decorations that are sharp or have small removable parts that could be swallowed or inhaled by young children.

3Don’t burn the candle at both ends. Christmas holidays usually mean lots

of socialising, and catching up with friends and relatives. Some of us even burn the candle in the middle at this time of the year. Remember to get good quality sleep, particularly if driving.

4Good food is essential for good health. While it’s great to treat ourselves, the risk

at Christmas is to over-indulge. Fish, fish oil, fresh fruit and vegetables, blueberries, cherries, dark chocolate and red wine all taste great and in moderate portions are great for our health as well. Minimising our intake of saturated fats and sugars is also beneficial.

5Exercise and exercise some more. You don’t have to run a marathon or raft the

Franklin, but at least 60 minutes of moderate exercise per day provides the benefit of burning the excess calories.

If our exercise choices take us outside, there is the added benefit of Vitamin D accumulation from exposure to sunlight, about 20 minutes of sunlight on the skin

per day is all we need to avoid vitamin D deficiency.

6Avoid driving in a state of fatigue. Research shows that driver fatigue is a

factor in up to 50% of all road crashes. Recognise the symptoms, continued yawning, closing, heavy or sore feeling in the eyes, slowed reactions, blurred or dim visions, lack of concentration, becoming impatient, fluctuating driving speed, wandering across lanes, making bad gear changes, feeling stiff or cramped.

7Plan the journey and drive in a well prepared vehicle. Take a rest break at least every 2

hours of driving, share the driving. Leave sufficient distance and reaction time between yourself and other road users, don’t follow too close or tail gate.

If you can’t see the mirrors of the vehicle in front of you, you are too close, back off a little.

Keep windows and headlights clean of dust and insects, maximise your visibility and avoid over-driving your headlights at night.

8Eliminate distractions to the driver. Mobile phones, iPads and tablets, portable DVDs

and in-car navigation systems can be deadly to the occupants if the driver if distracted. Make driver attention to the road the number one priority and remove as many of these devices from the cabin as possible.

9Pay attention to the weather conditions and know what hazards you are likely to

confront along your route and at your destination. Floods, bushfires and severe thunderstorms are all part of the Australian summer. Check the weather forecast before you depart and know the frequency of the emergency radio broadcasting station of the regions you are going to.

10Treat lakes, rivers and the oceans with respect. Swim only in

designated areas, between the flags and avoid swimming alone. Severe spinal injuries are a hazard of diving into rivers and pools or from jetties without first having checked the depth and be aware the depth can change over time.

Taking a few moments to step back, think and assess a situation can be the most valuable few moments we can ever have. It can mean the difference between a holiday period that relaxes and recharges our batteries and one which changes our lives forever.

KEEp yoUr DETaIls Up-To-DaTEYour Member Details Form 2014 is on the way, and should arrive by 8 December. Make sure you fill it in, keep your membership card, and return the form to the IEU. OR this year you can change your details online: www.ieuvictas.org.auMake sure you get in promptly to enter our competition and to get the early-bird discount.


IEU members get great discounts!Visit our new Health Centre at 52 Bridge Road, Richmond to enjoy great discounts on quality Eyecare and Dental services:

Call 8412 0200 or visit teachershealth.com.au

For the well-being of teachers & their families.

Be an early bird!Pre-book your school holiday appointment.

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For the well-being of teachers & their families.

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Victorian government introduces sweeping changes in schools

The recent document ‘From New Directions to Action: World Class Teaching and School Leadership’ simply

repackages many of the previous ideas in slightly different coloured wrapping paper. Most of the key ideas are there - the rationale to lift the outcomes of Victorian students because we are being outperformed by a number of other countries in international assessments; ‘rigorous’ assessment of teacher performance in government schools which will see significant percentages of teachers unable to progress through the incremental scale; and enormous pressure on principals to implement this punitive regime.

Performance Pay ResurrectedIn government schools, both teachers and

principals will have a ‘Balanced Scorecard’ approach where their performance is assessed against the achievement of outcomes. Based on their balanced scorecard every teacher will receive a differentiated performance rating. Performance ratings will be linked to principals’ decisions on promotion, salary progression, and accelerated progression. A school will be provided with ‘annual guidance’ on the expected profile of performance in that school. If the school’s assessment profile departs significantly from the guidance, the principal will be asked to demonstrate how this outcome is consistent with the school’s level of student learning growth. A principal’s success in establishing a ‘culture of self-improvement’ will be one focus of a new performance system for principals.

The government is also proposing to introduce different pathways and qualifications for Principalships. This will

strengthen the government’s concept of increasing management skills in principals.government teachers oppose changes

The AEU is committed to fight the government’s imposition of these significant changes to the review process currently contained in their Agreement. It successfully sought an injunction against the government introducing the changes which the union argued are a breach of the Fair Work Act. A two day hearing was held on Friday 8 November and a decision expected the following week.

PUTINDECISIONIFWEKNOWITnon-government schools impacted

For those in non-government schools, the document sets out a number of proposed changes which will have an effect on them. The document certainly sets the tone of performance assessment of teachers and principals and dismissal as key elements of lifting student outcomes. This is not the capacity building model promoted worldwide for improving outcomes! The central philosophy of the document sets a concerning tone for schooling in Victoria.

More directly impacting on those in the non-government sector are the following actions:

(1) developing options to make the membership of the Council of the Victorian Institute of Teaching expertise-based and not representative based. Teachers on the Council are currently elected by and from registered teachers in Victoria

(2) reviewing teacher education including introducing new approaches to admissions

and devolving more elements of per-service training to schools. The document proposes to adopt a ‘Talent Strategy’ which includes approaches for high achieving graduates. This will include extending such programs as the Teach for Australia program, which provides for alternative pathways into teaching other than directly from a university teacher training course. The Department will also be investigating models such as the Direct Training Program in the UK which enables a school to select, recruit and train teacher candidates. Another immediate action is the Department ‘s establishment of 12 Teaching Academies (clusters of a university and a number of government schools) which will operate somewhat similarly to teaching hospitals.

NoconsultationproposedThe government is not proposing to

consult further on the actions outlined in the document. However, the IEU will write to the Education Ministers to detail the union’s concerns over a number of the proposals.

stoP PressThe AEU has now withdrawn its Federal Court Action against the Victorian Government over annual salary increments for Victoria’s public education workforce, after settling with the Education Department. As part of the settlement, Department Secretary Richard Bolt wrote to all school employees advising them he was not directing principals to manage within a guiding range or quota.

Last month, the Victorian Government launched its action plan for significant changes to education in Victoria. Many of these were foreshadowed in the 2012 document ‘New Directions for School Leadership and the Teaching Profession’. The IEU and many other organisations responded to this document highlighting a number of major concerns with its ‘direction’.

attract great people into teaching:n Attract stronger candidates and improve

their preparationn Review the quality of Victorian teacher

education coursesn Develop options for making the

membership of the VIT Council expertise-based, as per the recommendations of the 2008 King Review

n Pursue ways to attract high achievers into teaching

n Increase the Victorian cohort of Teach for Australia

n Make teacher education courses responsive to feedback from principals and teachers

n Assess and publish information to make it easier to tell how well different universities prepare teachers

n Establish 12 Teaching Academies of Professional Practice to improve pre-service preparation

Create a high performance profession:n Stimulate a culture of excellence and

effective professional developmentn Provide schools with a choice of quality

teaching practice modelsn Equip principals for effective

performance and development and require rigorous, evidence-based teacher assessment

n Align principals’ powers with their responsibilities, including devolving the power to dismiss teachers for sustained unsatisfactory performance

n Build teacher capacity in peer observation, evaluation and feedback

Provide strong direction and support:n Elevate the role of leadership at school

and system levelsn Design a talent identification and

management system and a new program to develop the capabilities of up to 400 emerging leaders

n Support principals to lead by building the capacity of up to 200 middle leaders

n Provide up to 100 high-potential leaders with the opportunity to complete a Principal Preparation Program

n Provide sustained support for up to 260 new principals

n Provide leadership coaching for up to 200 principals and 90 leadership teams, and coaching training for up to 120 retired and experienced principals

n Provide support for up to 80 high-performing principals to become system leaders

n Reform the principal selection process by moving to expertise-based selection panels

n Introduce a new performance and development process

Immediateactions–commencing2013/2014

Feature

my summer

I’m having Christmas with my extended family. My parents are coming over from SA, so the family are gathering at my place to catch up. I’ll also be attending a three-day workshop on the IB Theory of Knowledge new syllabus in Adelaide in January. I also teach IB Theatre and VCE Theatre Studies and will be planning my curriculum for a combined class of these subjects. There is a new Theatre studies syllabus in 2014.Christine Anketell, Kardinia International College

I plan on taking a trip to Yackandandah to visit my family at some time in the holidays.Jennifer Daly, St Aloysius’ School Redan

I’m planning on taking this van, minus the campaign signage, and my wife Cathy, for a month-long road trip round the south west of WA for the holidays. Cathy insisted the signs come off before we left.Michael Barling, Emmanuel College Warrnambool

I’m planning on taking the caravan to Cape Bridgewater, a secluded bay ringed by cliffs and lined by endless white sand. When the weather turns nasty there are magnificent walks such as to the seal colony and a unique rock formation known as the Petrified Forest. The sight must be great: my children are prepared to walk up Victoria’s highest coastal cliff to get there!George El-Hage, St Joseph’s Primary School Warrnambool

I am looking forward to spending quality time during the holiday period with my beautiful wife, Julie, and our gorgeous son, Max.Terry Read, Nazareth Catholic Primary School Grovedale

Holidays for me will be about spending time with my family at the beach and preparing my daughter for her first day at primary school.Fiona Dawson, St Aloysius’ School Queenscliff

I’ll be resting up after a tough year and then I’m off to Fiji for some scuba diving!Debra James, IEU General Secretary

These holidays my family and I are going to Adelaide to see my nieces that we have not seen in 3 years.Jeremy Oliver, St John’s Richmond

I’ll be negotiating a new Agreement with the elves. They produce millions of toys in sub-zero temperatures, and never get to see their families. They deserve a massive pay-rise!Santa Claus, North Pole

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