Vol. 1 No. 1 October 2011 The newsletter for the Christian School Sector In this edition • Advocating for a transparent funding policy, pg. 1 • Consultative committees - what they can achieve, pg. 2 • Positions of added responsibility, pg. 2 • Wage rates in the sector, pg. 3 • Experienced teacher provisions, pg. 3 • Member profile, pg. 4 hristian C V oice Sustaining jobs in schools at risk under Gonski school funding review IEUA members are set to lobby politicians to commit to a funding policy that recognises the legitimacy of independent and Christian schools and ensures all schools in our sector receive adequate funding. Successive collective agreements ensure King’s Christian College staff receive wages and conditions in line with the public and Catholic sectors Employees at the school receive a 4.5 per cent wage increase each year for the life of the current agreement, enhanced paid maternity leave conditions, and a new job share clause. IEUA-QNT organiser Brad Hayes said it was essential for members, particularly at Christian schools who were generally not paid on par with the general education community, to negotiate collective agreements and better their wage outcomes. Members at Christian schools who collectively negotiate agreements with the support of IEUA-QNT are more likely to gain significant enhancements to their wages and conditions. King’s Christian College is one school where members have successfully negotiated an agreement that puts their remuneration in line with that received by colleagues in the public and Catholic sectors. IEUA-QNT has launched this complimentary quarterly newsletter to help employees across the Christian sector stay informed about evolving issues and provide information about how to get involved in shaping a fairer future. The Independent Education Union of Australia - Queensland and Northern Territory Branch (IEUA-QNT) understands the significant challenges faced by employees in the Christian sector. IEUA-QNT hopes to create a forum for the Christian sector in order to achieve outcomes that are beneficial for the students at the schools in which you work, and for all employees. A complimentary newsletter for employees in the Christian education sector All Australian students deserve a well funded, world-class education and the opportunity to choose to receive it in a non-government school. IEUA-QNT is persistently and actively advocating for a fair and transparent school funding policy. As the Federal Government’s panel, headed by David Gonski, continues to review and make recommendations for changes to current policy, it is becoming clearer that jobs in our schools are vulnerable. While the government has claimed that no school will receive less funding, it will not commit to appropriate indexation that takes into the continually rising costs of education. IEUA-QNT secretary Terry Burke said without appropriate indexation, schools could be left with massive funding shortfalls as rising costs soared above funding that was not based accurately on the cost of education. “This would result in a downward pressure on wages and conditions and/or job losses,” Mr Burke said. “Campaigning for robust and transparent funding is a job for all members. “It is about the future of quality education and all members’ jobs,” he said. “Guaranteeing funding certainty will ensure job protection in our schools, and, in turn, provide confidence for students and their families and communities.” Four interim reports were released by the Gonski panel in August, with the final recommendations set to be delivered to the federal government in November 2011. IEU federal secretary Chris Watt said emergent and decisive action was needed. “IIt is abundantly clear that if we don’t make our voices heard now ... then our non-government education sector (and ultimately members’ jobs) are at risk,” Mr Watt said. Ahead of the recommendations, IEUA-QNT members will begin, in term four, lobbying federal politicians to commit to a transparent funding policy that is based on a robust measure of the needs of the students attending the school, and one that is indexed annually to account for the rising costs of education. For more information, visit out website www.qieu.asn.au.
C_VOICE_OCT_2011_FINAL
Mar 27, 2016
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Vol. 1 No. 1 October 2011 The newsletter for the Christian School Sector
In this edition
• Advocating for a
transparent funding policy, pg. 1
• Consultative committees - what they can achieve, pg. 2
• Positions of added responsibility, pg. 2
• Wage rates in the sector, pg. 3
• Experienced teacher provisions, pg. 3
• Member profi le, pg. 4
hristianC Voice
Sustaining jobs in schools at risk under Gonski school funding reviewIEUA members are set to lobby politicians to commit to a funding policy that recognises the legitimacy of independent and Christian schools and ensures all schools in our sector receive adequate funding.
Successive collective agreements ensure King’s Christian College staff receive wages and conditions in line with the public and Catholic sectors
Employees at the school receive a 4.5 per cent wage increase each year for the life of the current agreement, enhanced paid maternity leave conditions, and a new job share clause.
IEUA-QNT organiser Brad Hayes said it was essential for members, particularly at Christian schools who were generally not paid on par with the general education community, to negotiate collective agreements and better their wage outcomes.
Members at Christian schools who collectively negotiate agreements with the support of IEUA-QNT are more likely to gain signifi cant enhancements to their wages and conditions.
King’s Christian College is one school where members have successfully negotiated an agreement that puts their remuneration in line with that received by colleagues in the public and Catholic sectors.
IEUA-QNT has launched this complimentary quarterly newsletter to help employees across the Christian sector stay informed about evolving issues and provide information about how to get involved in shaping a fairer future.
The Independent Education Union of Australia - Queensland and Northern Territory Branch (IEUA-QNT) understands the signifi cant challenges faced by employees in the Christian sector.
IEUA-QNT hopes to create a forum for the Christian sector in order to achieve outcomes that are benefi cial for the students at the schools in which you work, and for all employees.
A complimentary newsletter for employees in the Christian education sector
All Australian students deserve a well funded, world-class education and the opportunity to choose to receive it in a non-government school.
IEUA-QNT is persistently and actively advocating for a fair and transparent school funding policy. As the Federal Government’s panel, headed by David Gonski, continues to review and make recommendations for changes to current policy, it is becoming clearer that jobs in our schools are vulnerable.
While the government has claimed that no school will receive less funding, it will not commit to appropriate indexation that takes into the continually rising costs of education.
IEUA-QNT secretary Terry Burke said without appropriate indexation, schools could be left with massive funding shortfalls as rising costs soared above funding that was not based accurately on the cost of education.
“This would result in a downward pressure on wages and conditions and/or job losses,” Mr Burke said.
“Campaigning for robust and transparent funding is a job for all members.
“It is about the future of quality education and all members’ jobs,” he said.
“Guaranteeing funding certainty will ensure job protection in our schools, and, in turn, provide confi dence for students and their families and communities.”
Four interim reports were released by the Gonski panel in August, with the fi nal recommendations set to be delivered to the federal government in November 2011.
IEU federal secretary Chris Watt said emergent and decisive action was needed.
“IIt is abundantly clear that if we don’t make our voices heard now ... then our non-government education sector (and ultimately members’ jobs) are at risk,” Mr Watt said.
Ahead of the recommendations, IEUA-QNT members will begin, in term four, lobbying federal politicians to commit to a transparent funding policy that is based on a robust measure of the needs of the students attending the school, and one that is indexed annually to account for the rising costs of education.
For more information, visit out website www.qieu.asn.au.
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Positions of added responsibility agreement successfully negotiated for Calvary Christian College in LoganA structured positions of added responsibility agreement was successfully negotiated for Calvary Christian College earlier this year and will be implemented at the beginning of term four.
The agreement is similar to that which is currently in place in the Catholic sector and allows for set units of time release and financial incentives to be allocated to certain positions of added responsibility.
IEUA-QNT organiser Geoff Buckland said the agreement was a key success for staff at Calvary Christian College who were in the process of negotiating their next collective bargaining agreement.
“The PAR agreement rewards people for taking on added responsibilities,” Mr Buckland said.
“It rewards people with time release or financial incentives, or both. The negotiated framework also allows for positions to be either fixed term or continuing.
“This is good because it recognises that some positions are ongoing.
“The other benefit is that the time release allows for people to take adequate amounts of time away from the classroom to manage their responsibilities effectively.”
Each position of added responsibility at Calvary Christian College is now allocated with a number of units. A unit can be allocated to a position in
Calvary Christian College Positions of Added Responsibility Agreement
• There are two types of PAR; a fixed term (12 month) appointment, or a continuing position
• Teachers will not hold more than one PAR unless exceptional circumstances exist
• Senior teachers may apply for a PAR. If appointed, they will be remunerated in accordance with the position that has the most substantive remuneration.
• Each unit of salary allowance is equal to 3.5% of Band 3, Step 4 of the salary scale for teachers as per the current Calvary Christian College Agreement, or approximately $2505.00 per annum.
• The allowance is added to the teacher’s salary and taken into account when calculating superannuation and leave loading.
• Each unit of time release is equal to duration of one lesson per week.
• PARs are only available to qualified classroom teachers.
Each unit is equal to 60 minutes release time per week or 3.5 per cent of band three, step four on the exisiting pay scale. The maximum number of units that can be allocated to a position of added responsibility is four salary units and 21 time release units.
Mr Buckland said as the framework was implemented in term four, any issues that members had with the system’s application would be included in the negotiations for the school’s collective bargaining agreement.
“It is vital that all Christian schools develop an agreement for positions of added responsibility that adequately allows for time release and salary incentives that are appropriate to taking on added responsibilities,” Mr Buckland said.
School consultative committees provide essential forum for employee input and way to address concerns, maximising beneficial outcomes
A school consultative committee is not a decision-making body, nor does it impinge on the school management’s perogative.
Rather, consultative committees are part of the formal consultative mechanisms set in place as part of an enterprise bargaining agreement to ensure benefits gained in an agreement are implemented.
The committees provide a forum for employees to raise issues that may affect themselves and their colleagues, and are a way for employees to have their input in future agreements and negotiations.
Consultative committees are made up of employer and employee representatives.
IEUA-QNT organiser Geoff Buckland said all schools should ensure a consultative committee was in place.
“Consultative committees ensure the entitlements won in a collective bargaining agreement are implemented at the school,” Mr Buckland said.
“Without a consultative committee, employees run the risk of allowing
important enhancements to current working conditions to never be fully implemented at the school.
“It is the job of the school consultative committee to discuss, monitor and make recommendations around the implementation of a successfully negotiated collective bargaining agreement.”
School Consultative Committee Functions:
• Monitor the implementation of an agreement;• Recommend items to be included in the next agreement;• Consult with all parties affected by ongoing
implementation;• Increase employee participation in the decision-making
process;• Promote co-operation;• Allow employees to have a say in matters concerning
them;• Liaise and report on the effects of changes in the
workplace
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Progressive experienced teacher provisions a model for the Christian sectorWestside Christian College teachers have negotiated an agreement that puts the salaries of experienced teachers on par with their cross-sector colleagues.Experienced teachers at Westside Christian College can look forward to achieving pay parity with the Catholic and public sectors after successfully negotiating a landmark collective agreement.
Teachers whose positions are currently classified at the highest level of the scale, will soon be able to apply for an additional annual allowance of $4,263, pushing their total annual salary up to $83,822; the same figure that a teacher classified at Experienced Teacher 6 in the Catholic sector receives.
IEUA-QNT organiser Craig Darlington said the negotiations at Westside Christian College were a major victory for the school’s experienced teachers.
“The progressive experienced teacher provisions present in the Westside Christian College agreement may be a model for all Christian schools to achieve parity with the Catholic and other sectors,” Mr Darlington said.
Experienced teachers at ET6 in the Catholic sector currently receive an annual allowance of $6,016, while a teacher with similar or the same level of experience who works at a Christian Ministry School does not currently receive any annual financial incentive or allowance.
IEUA-QNT secretary Terry Burke said experienced teacher provisions and incentives were vital way to keep the most proficient teachers in classrooms.
“Appropriately rewarding teachers for their experience and expertise is essential,” Mr Burke said.
“Experienced teachers who are working in Christian schools need to be aware of what their salaries are in comparison to the average rate in other sectors,” Mr Burke said.
IEUA-QNT organiser Brad Hayes said negotiations were well under way at Emmanuel College in the Gold Coast and members were hoping to achieve results similar to those Westside Christian College acheived.
“Employees are seeking salary and wage parity with the leading Queensland school sectors, along with a range of professional and industrial issues identified by college staff,” Mr Hayes said.
“Employees hope to build on existing negotiated positions to provide for additional teacher promotional opportunities, family friendly work arrangements and recognition of the contribution of school officer and services staff,” he said.
“Providing opportunities for experienced teachers is an important part of contemporary agreements. Promotional opportunities are a key way to recognise the proficiency of senior teachers and are an incentive for the most experienced teachers to stay in classrooms. This is as opposed to applying for management positions in order to receive financial incentives, which often involves significant time out of the classroom.”
Experienced teacher provisions currently exist in the Catholic sector in two forms; ET5 can be applied for first, followed by ET6 after three years are completed successfully at ET5.
For more information about about collective bargaining, or to join your colleagues at our union, please visit our website www.qieu.asn.au.
A number of Christian school chapters are currently in the process of negotiating their next collective agreements or waiting for an agreement to be approved by Fair Work Australia. These include:
• Westside Christian College• Southside Christian College• Emmanuel College• Hillcrest Christian College
• Annandale Christian School• Mackay Christian College• Mueller College• Calvary Christian College
Christian Schools Negotiating for a Fairer Future
Christian VoiceChristian Voicewas prepared by Clare Chapman
Editor: Mr Terry Burke, Secretary
IEUA-QNTPO BOX 418, FORTITUDE VALLEY QLD 4006
PH: (07) 3839 7020 FX: (07) 3839 7021
Email: [email protected] Website: www.qieu.asn.au
ABN : 74 662 601 045
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Mem
ber
Pro
file
Jessica Prouten, Calvary Christian College, Logan Join Your Union Today!
To fi nd out more about IEUA-QNT visit our website:
www.qieu.asn.auAlternatively, call our membership
department on freecall 1800 177 938.
What do you enjoy most about working in education?I work with a great team of people. It’s also great to be able to share my knowledge and passion for the subjects that I teach with others. Even after a relatively short time in education, I already have students at university emailing me to say they are doing well because of the things I taught them.
What are the bene� ts of working in Logan?Logan is situated perfectly between Brisbane and the Gold Coast which means I don’t have to battle traffi c every day. It also has a diverse make up. I work ten minutes from a major shopping centre but also in the middle of a semi-rural setting.
What are some of the challenges you face?Society’s expectations of what a ‘teacher’ is continue to increase. I remember reading in a brochure many years ago about all the things teachers are supposed to do for their students - encourage moral develoment, ensure physical well-being, counsel them when things go wrong, teach manners etc. - and I think that has only increased in the last few years. It can be quite demoralising to hear all of society’s ills laid at the feet of teachers.
What makes you passionate about your job as a teacher?I love seeing the light in students’ eyes when the encounter something new, and are passionate about it. I also love the opportunities my school provides to work with students outside the classroom. Co-curricular activities are where I fi nd that students really come alive.
How long have you been a teacher and where did you start your career?I’m in my sixth year of teaching. I started my career at the school at which I currently teach. I come from a state school background and did my practicum at a state school so the move to a Christian school has been iof real interest to me. The fi rst time my students greeted me with ‘God Bless You’ I remember being very surprised.
Seeing students come alive when they are passionate about something, whether it be in the classroom, on the sports fi eld, out canoeing, or at the theatre, is what keeps Jessica Prouten enthusiastic her job. And for Jessica, making the most of the ongoing opportunities to get involved in extra-curricular activities with the students is one of the most rewarding aspects of working in the Christian sector.
What is the most rewarding part of your job?The global light bulb moment when a class suddenly gets it, the thrill of working out the 131st way of explaining something for the child who hasn’t got it, and the opportunities to see how students who maybe don’t excel academically perform when given a soccer ball, or provided with a set of ingredients. I also love how my most talkative and excuse-fi lled students acheive when given an outlet for their noise and enthusiasm and also the fact that someone is recognsing that they have a gift and not just telling them to be quiet and stop arguing.
What is the best thing about working in a Christian school?The pastoral side of my work is greatly enhanced byt eh Christian ethos of the school. Not only am I able to talk to students about what is important in their lives, but I can also witness to them on a spiritual level.
Why is being a member of our union important to you?Union membership is very important as it serves as an important support for me as a teacher. Providing advice when needed, as well as other great services like access to Union Shopper and Teachers Union Health.
How has being a member of our union helped you and your colleagues?Our union has provided invaluable advice when negotiating our collective bargaining agreement, participating as a member when formulating our Positions of Added Responsibility Policy, and assisting as required when problems arise at the school.
Jessica Prouten has been a member of our union since she started her career in the education profession six years ago.