Archdiocese of Canberra and Goulburn
Catholic Education Office

Employment of Teachers to Promotions Positions (Draft)

Related Policies:

Religious Education Teachers Accreditation
Selection Criteria and Duty Statements for Assistant Principals, Religious Education Coordinators & Coordinators
Professional Development Program for Assistant Principals, Religious Education Coordinators & Coordinators
Developmental Staff Appraisal for Assistant Principals, Religious Education Coordinators & Coordinators
Appointment Renewal for Assistant Principals, Religious Education Coordinators & Coordinators

Purpose:

This policy outlines the procedures associated with the appointment of teachers to promotions positions to ensure that the most suitable applicant is appointed.

Policy:

To ensure the best possible Catholic education for students in Archdiocesan schools the Director of the Catholic Education Office will appoint to the position of Assistant Principal, Religious Education Coordinator and Coordinator, persons who by their personal witness, moral example and professional development will uphold and promote the ideals and values of the Catholic Church in education.

When appointing a Religious Education Coordinator, the Director will require the appointee to assist the Principal in the promotion of the Catholic ethos of the school, the provision of excellence in Religious Education curriculum, and the nurturing of parish-school links.

The Teachers (Archdiocese of Canberra and Goulburn Catholic Diocesan Schools ) Certified Agreement provides for the establishment of procedures for appointment of teachers to promotions positions. These positions carry an allowance additional to the basic salary entitlement or a salary appropriate to the promotion position.

Whilst employment as a Teacher in the Archdiocese will continue, initial appointment to a promotions position for the position of Assistant Principal or Religious Education Coordinator or Coordinator will be for periods of 2 + 4 + 4 years. At the conclusion of the first 2-year and first 4-year appointment, subject to availability of the position and a satisfactory performance review, the contract will be renewed for a further 4-year period. In Term 2 of the fourth year of the second 4-year appointment and subsequent 4-year appointments, there will be a performance review.

At the conclusion of the second 4-year appointment and subsequent 4-year appointments, the Principal may recommend to the Director the readvertising of the position.

In special circumstances, and to accommodate the needs of the school, an appointment period may be varied at the time of appointment by the Director in discussion with the teacher and the union.

Subject to a satisfactory review and availability of position, the teacher is eligible for re-appointment at that school in line with the current employment and professional development policy.

An appointment to a promotions position applies to a particular school.

If the position is to be advertised the incumbent is eligible to re-apply.

A teacher in a promotions position may resign from the position by giving four weeks notice, though this will not necessarily terminate the employment of that teacher at the school.

Definitions:

Teacher

A person employed as such to assist the Principal in the work of the school.

Promotions Position

“Assistant Principal” means a teacher appointed as such in a school who assists the Principal in his or her responsibility for the conduct and organisation of the school.

“Religious Education Co-ordinator” means a teacher appointed as the leader of the team of Religious Education teachers, who share responsibility for the implementation of Religious Education .

“Co-ordinator” means a teacher appointed as such in a school who is responsible to the Principal for the co-ordination of the programme of work in an area of instruction or activity as determined by the Principal.

The use of the term ‘Coordinator' in the policy refers to all Coordinators in Archdiocesan primary and secondary schools including the following:

• General Coordinator
• Middle School Coordinator
• Primary Coordinator
• Curriculum Coordinator
• Subject Coordinator
• Studies Coordinators
• Year Coordinator
• House Coordinator
• Pastoral Coordinator
• Pastoral Care Coordinator
• Teaching and Learning Coordinator
• Learning Technologies Coordinator

A Religious Education Coordinator (REC) is referred to separately.

Procedures:

The procedure for appointment of persons to promotions positions is the same as for teachers seeking continuing employment status.

1. Responsibilities and Authority

2. Principal

The Principal is responsible for the administration of an appointment to a promotion position. The following table lists the administrative tasks to be overseen by the Principal or his/her nominee.

2.1 Responsibilities

• Obtain referee reports before the interview. Referees should include the Parish Priest and either two employers or one employer covering the last 7 years.
• In the event that an applicant is deemed unsuitable because of a referee's report, provide the name and contact number of the referee to the Director should further details be required.
• Provide the selection panel with oral reports from the Parish Priest and employer/s at the time of the interview, even where written reports have been provided.
• Advise all applicants that originals of documents will not be returned automatically.
• Read the policy on providing feedback (section 3.5) and provide feedback as appropriate in accordance with this policy. For example, note the obligation to keep the panel's discussions confidential.

3. Selection Panels

3.1 Responsibilities

Selection Panel members responsibilities include:

• reading applications thoroughly;
• knowing the selection criteria;
• being actively involved in the interview in accordance with an agreed role;
• following a process of discernment in selecting the appropriate candidate for recommendation;
• maintaining confidentiality.

3.2 Selection Panels (All schools other than ACT Secondary)

For selection of staff from internal advertisement , the selection panel should comprise at least three members:

• The Principal.
• The Parish Priest or nominee.
• A person nominated by the school board (not a member of staff).

For selection of staff from external advertisement the selection panel should comprise at least the above three members. The Principal is responsible for the System interview and sighting originals of qualifications and relevant documentation.

3.3 Selection Panels (ACT Secondary schools)

For selection of staff from internal advertisement , the selection panel should comprise at least four members:

• The Principal.
• The Chaplain or nominee.
• The Assistant Principal or appropriate Coordinator.
• A person nominated by the School Board (not a member of staff).

For selection of staff from external advertisement the selection panel should comprise the above four members. The Principal is responsible for the System interview and sighting originals of qualifications and relevant documentation.

3.4  Selection Panels for Promotions Positions

• The Selection Panel for an Assistant Principal shall comprise at least the Principal, Parish Priest/Chaplain, a School Board member and a nominee of the Director of Catholic Education.
• The appointment of an Assistant Principal must have the approval of the head of the Human Resources Division of the Catholic Education Office.
• School level selection panels for RECs should include a representative from the Religious Education and Curriculum Team, Education Services Division of the Catholic Education Office.
• The appointment of the REC must have the approval of the Head of the Education Services Division of the Catholic Education Office.
• Applicants for the position of Co-ordinator are interviewed by a school level selection panel.

3.5 Protocols for Interviews

3.6 Interview Process – Administrative Checklist

3.7 Process of Formal Appointment following Interviews

• The successful applicant will be appointed by the Director, in writing, to take up duties on an agreed date or as soon as possible after signing and returning the acceptance to the Director.
• Until the successful applicant occupies the position, the vacant position can be filled on a casual basis.
• Should the appointee not accept the position, a further recommendation for employment will be sought from the selection panel of those persons short listed. In the event of there being no suitable application, the position will be readvertised.

References:

Teachers (Archdiocese of Canberra and Goulburn Catholic Diocesan Schools ) Certified Agreement.

Teaching in Catholic Schools – A Statement of Principles

Employment and Professional Development.

Forms:

Prohibited Employment Declaration (NSW)
Child Related Employment Declaration (ACT)
Working with Children Check
Application for Employment: Teaching Position
Tax File Number Declaration
Banking Details – Salaries Section

Last updated on November 13, 2006