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The Presbyterian and Methodist Schools Association Enterprise Agreement 2010 TABLE OF CONTENTS Subject Matter PART 1 - PRELIMINARY 3

1.1 Title .................................................................................................................................................................3 1.2 Application ......................................................................................................................................................3 1.3 Date and Period of Operation ..........................................................................................................................3 1.4 Posting of Agreement ......................................................................................................................................3 1.5 Consultative Committee ..................................................................................................................................3 1.6 The Mission Statement of the PMSA ..............................................................................................................3 1.7 Endorsement ....................................................................................................................................................4 1.8 Objectives of this Agreement ..........................................................................................................................4

PART 2 - RELATIONSHIP TO AWARDS 6 2.3 Procedures for Preventing and Settling Disputes.............................................................................................7

PART 3 - WAGES 8 3.2 Casual Teachers.............................................................................................................................................10 3.3 Variation of agreement ..................................................................................................................................11 3.4 Salary Packaging ...........................................................................................................................................11 3.6 No Further Increases......................................................................................................................................13

PART 4 - SCHOOL PROGRAM 13 4.1 Whole School Program..................................................................................................................................13 4.3 Extra Curricula Activities ..............................................................................................................................14

PART 5 - EFFICIENT AND ECONOMICAL USE OF RESOURCES 16 PART 6 - TECHNOLOGICAL COMPETENCIES 16

6.1 Introduction ...................................................................................................................................................16 PART 7 - PROBATION 17 PART 8 - INDUCTION 17

8.1 Induction of all Employees............................................................................................................................17 8.2 Induction of Graduate Teachers.....................................................................................................................17

PART 9 – PERFORMANCE PLANNING AND REVIEW 17 PART 10 - RISK MANAGEMENT & WORKPLACE HEALTH & SAFETY 18 PART 11 - CURRICULUM REVIEW AND DEVELOPMENT 18 PART 12 - VOCATIONAL EDUCATION 18 PART 13 - SCHOOL OFFICER CLASSIFICATION REVIEW 18 PART 14 - SUPERANNUATION 19 PART 15 - JOB SHARE 20 PART 16 - FAMILY LEAVE 20 PART 17 – SPECIAL RESPONSIBILITY PATERNITY LEAVE 20 PART 18 - TERMINAL ILLNESS CARERS LEAVE 20 PART 19 - LONG SERVICE LEAVE 21 PART 20 - REDUNDANCY 21

20.1 Discussions before terminations ....................................................................................................................21 20.2 Reduction in hours of work, classification or rate of pay in lieu of Redundancy..........................................21 20.3 Time off during notice period........................................................................................................................22 20.4 Notice to Centrelink.......................................................................................................................................22 20.5 Severance pay................................................................................................................................................22 20.6 Employee leaving during notice ....................................................................................................................22 20.7 Alternative employment ................................................................................................................................22 20.8 Employees exempted.....................................................................................................................................23 20.9 Application ....................................................................................................................................................23 20.10 Entitlements...................................................................................................................................................23 20.11 Exemption Where Transmission of Business ................................................................................................23 20.12 Transmission of business...............................................................................................................................23

PART 21 - COMPLAINTS AGAINST EMPLOYEES 24 PART 22 - PAY SLIP ADVICE 24 PART 23 - SICK LEAVE 24 PART 24 - FUTURE RE-NEGOTIATION OF AGREEMENT 24 PART 25 - PROMOTIONAL POSITIONS REVIEW 24


PART 26 - TERMINATION OF EMPLOYMENT 25 SCHEDULE 1 - DETAILS OF SALARIES AND ALLOWANCES 27 SCHEDULE 2 - PROMOTIONAL POSITIONS 28 SCHEDULE 3 - WAGE SCHEDULE – SCHOOL OFFICERS 30 SCHEDULE 4 - SCHOOL OFFICERS CLASSIFICATIONS 31


PART 1 - PRELIMINARY

1.1 Title This agreement shall be known as the Presbyterian and Methodist Schools Association Enterprise Agreement 2010. 1.2 Application This Agreement shall apply to the Presbyterian and Methodist Schools Association (PMSA) and the schools operated by the PMSA, as listed below, and the schools' teachers, school officer employees and guidance officers who are qualified teachers

Clayfield College, ABN No 83 986 300 603 Brisbane Boys College, ABN No 43 257 489 023 Somerville House, ABN No 72 347 198 980

Sunshine Coast Grammar School, ABN No 40 192 147 977 Subject to a decision of Fair Work Australia in accordance with s.201 (2) of the Act, the Independent Education Union shall also be covered by the agreement. 1.3 Date and Period of Operation This Agreement shall operate from the date that advised by Fair Work Australia and shall remain in force until 31 March 2013. Where a provision of this Agreement is nominated as commencing from a particular date then the provision shall commence from that date. 1.4 Posting of Agreement Copies of this Agreement shall be exhibited in conspicuous and convenient places in each of the Schools. 1.5 Consultative Committee 1.5.1 A consultative committee is to be established at each school to consider issues arising from or pertaining

to the implementation of this agreement. The composition of the committee shall be:

(a) 3 School Representatives as nominated by the Principal; (b) 3 Employee Representatives comprising two teachers’ representatives and one school officer

representative as elected by the staff of the School. The Committee will meet once per semester or as necessary at the request of the employee representatives or the Principal.

1.6 The Mission Statement of the PMSA The following is the Mission Statement of the Religious and Educational Aims of the Presbyterian and Methodist Schools Association: ��

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1.7 Endorsement

The parties to this agreement endorse and are committed to the achievement of the Mission Statement of the PMSA and Aims and Objectives of the following PMSA schools:

Brisbane Boys College Clayfield College Somerville House Sunshine Coast Grammar School

1.8 Objectives of this Agreement The agreed objectives of this Agreement are: 1.8.1 To maintain and improve the productivity, efficiency, flexibility and effectiveness of PMSA schools

through the implementation of agreed measures which will significantly increase the performance of the Schools and offer secure and worthwhile employment for their employees;

1.8.2 To adopt a consultative and participative approach to implement increased and sustained improvement in

performance across all areas of operation of the Schools; and 1.8.3To develop an environment of continuous improvement which is conducive to a flexible work organisation

able to respond to changing demands in education. 1.9 Individual Flexibility Arrangement 1.9.1 An employer and employee covered by this enterprise agreement may agree to make an individual

flexibility arrangement to vary the effect of terms of the agreement if:

(a) the agreement deals with one (1) or more of the following matters:

(i) arrangements about when work is performed; (ii) overtime rates; (iii) penalty rates; (iv) allowances; (v) leave loading; and


(b) the arrangement meets the genuine needs of the employer and employee in relation to 1 or more of the matters mentioned in paragraph (a); and

(c) the arrangement is genuinely agreed to by the employer and employee.

1.9.2 The employer must ensure that the terms of the individual flexibility arrangement:

(a) are about permitted matters under section 172 of the Fair Work Act 2009; and (b) are not unlawful terms under section 194 of the Fair Work Act 2009; and (c) result in the employee being better off overall than the employee would be if no arrangement was

made. 1.9.3 The employer must ensure that the individual flexibility arrangement:

(a) is in writing; and (b) includes the name of the employer and employee; and (c) is signed by the employer and employee and if the employee is under 18 years of age, signed by a

parent or guardian of the employee; and (d) includes details of:

(i) the terms of the enterprise agreement that will be varied by the arrangement; and (ii) how the arrangement will vary the effect of the terms; and (iii) how the employee will be better off overall in relation to the terms and conditions of his or

her employment as a result of the arrangement; and

(e) states the day on which the arrangement commences. 1.9.4 The employer must give the employee a copy of the individual flexibility arrangement within 14 days

after it is agreed to. 1.9.5 The employer or employee may terminate the individual flexibility arrangement:

(a) by giving no more than 28 days written notice to the other party to the arrangement; or (b) if the employer and employee agree in writing — at any time.

1.10 Consultation 1.10.1 This term applies if:

(a) the employer has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise; and

(b) the change is likely to have a significant effect on employees of the enterprise.

1.10.2 The employer must notify relevant employees of the decision to introduce the major change. 1.10.3 The relevant employees may appoint a representative for the purposes of the procedures in this term.


1.10.4 If:

(a) a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and

(b) the employee or employees advise the employer of the identity of the representative; the employer

must recognise the representative. 1.10.5 As soon as practicable after making the decision, the employer must:

(a) discuss with relevant employees (i) the introduction of the change; and (ii) the effect of the change is likely to have on the employees; and (iii) measures the employer is taking to avert or mitigate the adverse effect of the change on the

employees; and

(b) for the purposes of discussion – provide, in writing, to the relevant employees:

(i) all relevant information about the change including the nature of the change proposed; and (ii) information about the expected effects of the change on employees; and (iii) any other matters likely to affect the employees.

1.10.6 However, the employer is not required to disclose confidential or commercially sensitive information to

the relevant employees. 1.10.7 The employer must give prompt and genuine consideration to matters raised about the major change to

relevant employees. 1.10.8 If a term in the enterprise agreement provides for major change to production, program, organisation,

structure or technology in relation to the enterprise of the employer, the requirements set out in subclauses 1.10.2, 1.10.3 and 1.10.5 are taken to not apply.

1.10.9 In this term, a major change is likely to have significant effect on employees if it results in:

(a) termination of the employment of employees; or (b) major change to the composition of, operation or size of the employer’s workforce or to the skills

required by employees; or (c) the elimination or diminution of job opportunities (including opportunities for promotion or

tenure); or (d) the alteration of hours of work; or (e) the need to retain employees; or (f) the need to relocate employees to another workplace; or (g) the restructuring of jobs; or (h) adverse effect upon workload.

1.10.10 In this term, relevant employees means the employees who may be affected by the major change. PART 2 - RELATIONSHIP TO AWARDS 2.1 Relationship with Awards 2.1.1 This Agreement is deemed to incorporate the following specific terms of the Educational Services

(Schools) General Staff Award 2010:

(a) Part 3 - Types of employment and termination of employment; (b) Part 5 - Hours of work and related matters; and


(c) Part 6 - Leave and public holidays. 2.1.2 This Agreement is deemed to incorporate the following specific terms of the Educational Services

(Teachers) Award 2010.

(a) Clause 10 - Types of employment; (b) Clause 17 - Payment of Salary; and (c) Clauses 22 and 23 – Pro-rata payment of salary inclusive of annual leave and Leave Loading.

2.1.3 Where there is any inconsistency between the express terms of the agreement and the incorporated

terms of the Awards identified in clauses 2.1.1 and 2.1.2, this agreement's terms prevail to the extent of the inconsistency. In this agreement references to the Award shall mean the specified Award terms as incorporated into this agreement unless the context requires otherwise.

2.3 Procedures for Preventing and Settling Disputes The parties to this agreement have a genuine desire to resolve through the process of negotiation and settlement grievances or complaints related to the working environment, pay and conditions of service, including issues arising from this agreement. 2.3.1 Procedure for a dispute between an employee(s) and the employer:

(a) The employee is required to notify (in writing or otherwise) the employer as to substance of the grievance, request a meeting with the employer for bilateral discussions and state the remedy sought. Such meeting shall be held as soon as practicable.

(b) A grievance must initially be dealt with as close to the source as possible with further discussions and resolution at higher levels of authority, if required.

(c) Reasonable time limits must be allowed for discussions at each level of authority. (d) At the conclusion of this discussion, the employer must provide a response to the employee's

grievance, including reasons for not implementing any proposed remedy if the matter has not been resolved.

(e) While this procedure is being followed, normal work must continue except in the case of genuine health and safety concerns.

(f) The employee may be represented by the Union.

2.3.2 Procedure for a dispute between an employer and employee(s):

(a) A question, dispute or difficulty must initially be dealt with as close to the source as possible, with further discussions and resolution at higher levels of authority, if required.

(b) Reasonable time limits must be allowed for discussions at each level of authority. (c) While this procedure is being followed, normal work must continue except in the case of genuine

health and/or safety issues. (d) The employer may be represented by an industrial representative and the employees may be

represented by the Union for the purpose of each procedure.

2.3.3 Reference to Fair Work Australia:

(a) Each party retains the right to refer a matter to Fair Work Australia and while this process is being pursued, and except in relation to termination, normal work is to be made available and performed, without prejudicing the outcome.

(b) So as to remove doubt Fair Work Australia may exercise its conciliation and arbitration powers, subject to the provisions of the Fair Work Act 2009, to settle any matter in dispute and in relation to arbitration any order or determination (subject to the right of appeal under the Act) will be final and binding.


PART 3 - WAGES Salaries, wages and applicable allowances will be increased as set out in clause 3.3.1.�All of the increases apply from the beginning of the first pay period to commence on or after the dates specified. Full details of the rates are contained in Schedule 1. . 3.1 Wage Increases 3.1.1 Teachers

(1) 2010

a) From 1 January 2010 salaries and allowances were increased by 4%, as a good faith act.

b) From 1 July 2010 - subject to a successful vote by employees:

i) The salary for Band 2/Step 1 to increase to $54,498 per annum.

ii) The salaries for Band 2/Step 2 to Band 3/Step 4 to be increased by 0.5%.

c) From the date at which the PMSA Certified Agreement is approved by ballot of employees:

i) Allowances – Classroom Teachers

A new Senior Classroom Teacher (SCT) Allowance (replacing the AST1 Allowance) of $3,415 per annum to be paid to all teachers (except teachers who are in receipt of a PAR allowance) who have been at Band 3/Step 4 for a minimum of 12 months. Teachers receiving any PAR Allowance would not be entitled to the SCT Allowance.

While progression to eligibility for the new Senior Classroom Teacher (SCT) Allowance is automatic, the allowance replaces the previous Advanced Skills Teacher 1 (AST1) Allowance, and appointees to the SCT Allowance are expected to maintain the standards of teaching practice of the AST1 as outlined in the Teachers Award Non-Government Schools Award 2003.

ii) PAR Allowances

a. A new Position of Added Responsibility to be created with allowance of $16,500 per annum (for a Head of Department with 100 hours of weekly subject time) with existing Heads of Department allowances to remain at their current weekly subject time.

b. Coordinators 4 and 5 roles to be abolished and roles currently remunerated at these levels will move to Coordinator 3.

c. Coordinator 3 PAR to increase to $4,189 per annum (5.4% increase) and Coordinator 2 PAR to increase to $4,907 per annum (2.7% increase).

d. All other allowances for Positions of Added Responsibility to be increased by 1.5%.

(2) 2011

From 1 April 2011:

a. Salaries:

ii. The salary for Band 2/Step 1 to be increased to $56,900 per annum (4.4% increase).

iii. The salary for Band 3/Step 4 to be increased to $77,820 per annum (4% increase).

iv. Salaries for Band 2/Step 2 to Band 3/Step 3 to be restructured to allow eight equal steps from Band 2/Step 1 to Band 3/Step 4.


b. Allowances – Classroom Teachers

ii. SCT Allowance to be increased by 4% (to $3,552 to provide total remuneration of $81,372).

iii. In addition, teachers will be able to access a new position of a merit based Accomplished Classroom Teacher (ACT) classification with a total annual remuneration of $83,820 (consisting of Band 3/4 salary plus an ACT Allowance of $6,000 p.a.). Teachers receiving this ACT Allowance would not be entitled to the SCT Allowance.

iv. Appointment criteria for the ACT Allowance will be comparable with those of similar roles in other independent Christian school sectors, including a selection panel, defined term and regular review, portability across PMSA schools and a requirement to demonstrate commitment to the mission and culture of the PMSA and school.

c. PAR Allowances

ii. The allowances for Positions of Added Responsibility to be increased by 5%. Teachers receiving any PAR Allowance would not be entitled to either the SCT or ACT Allowances.

(3) 2012:

a. From 1 January 2012

i. Salaries and Allowances to be increased by 4%.

b. From 1 April 2012

i. The Accomplished Classroom Teacher Allowance will increase to provide a total annual remuneration of $87,820 (consisting of Band 3/4 salary of $80,933 plus an allowance of $6,887 p.a.).

ii. The allowance for Head of Department 4 (for subjects with up to 30 weekly teaching hours) to be increased to $6887.

iii. The allowances for all other Positions of Added Responsibility to be increased to a level of 10% above the 2011 rates.

3.1.2 School Officers

1) From 1 January 2010 salaries and allowances were increased by 4%, with a minimum increase of $34 per week, as a good faith act.

a) Given the increase from 1 January 2010, the following will apply will apply from 1 July 2010 - subject to a successful vote by employees :

• If the effective wage increase from 1 January 2010 was 4.5% or higher then no

increase is applicable. • If the effective wage increase from 1 January 2010 was below 4.5% but above 4%

then a further increase applies to bring the total increase to 4.5%. • If the effective wage increase from 1 January 2010 was 4% then an increase of 0.5%

applies.

2) From 1 April 2011 wages to be increased by 4% or $34 per week, whichever is the greater. 3) From 1 January 2012 wages to be increased by 4% or $34 per week, whichever is the greater.


4) Specialist Care

A school officer who is designated by the employer to engage in, or assist particular students with ongoing specialised care needs (for example, medical, manual handling and/or hygiene procedures) will be paid in addition to the rate of wage specified in this agreement a Specialised Care Allowance equivalent to the value of the First Aid Allowance, provided that this allowance shall not apply where the employee already receives payment for those specialist care duties.

3.1.3 Review Clause The Parties note that the current Education Queensland Enterprise certified agreement with its teachers expires on 30 June 2012 and agree to reconvene the negotiating committee within one month of any agreed outcome of negotiations for the subsequent Education Queensland certified agreement to reconsider, and if necessary, amend wage rates and/or allowances for teachers. It is the intention of the Parties to ensure that teachers' remuneration is comparable with the remuneration paid to teachers employed by Education Queensland over the life of this Agreement. Comparability will be based on qualifications and years of experience. Any amendments to wage rates and/or allowances in order to meet this intention will be made on the first pay period after 1 January 2013. 3.1.4 Progression

(a) A 4 Year trained Teacher shall be appointed at Band 2 Step 1.

(b) A Teacher admitted to the service as a 4 Year trained Teacher who has an Approved bachelor's degree with first and second degree honours from a recognised University plus one Year of Teacher education or 2 Approved degrees from a recognised university plus one Year of Teacher education shall commence on the salary prescribed for Step 2.

(c) Except as otherwise provided by this Award, progression from one salary Step to a higher salary

Step shall be by annual increment up to a maximum salary of Band 3. �

3.1.5 Salary Increments Subject to satisfactory conduct, diligence, and efficiency, a Teacher shall receive annual increments in salary according to the scale of salaries applicable until the Teacher receives the maximum salary for which the Teacher is eligible under this Award. �

3.2 Casual Teachers 3.2.1 A casual teacher is one engaged as such and paid in accordance with the provisions of 3.4.2 to relieve a

teacher absent from duty or to meet a short term staffing need. 3.2.2 The rate of payment for a casual teacher shall be calculated as follows:

By dividing the fortnightly rate of salary prescribed by this agreement for a Teacher of equivalent teaching experience and academic qualification by 53 and adding thereto a casual loading of 23 percent. No payment shall be made to such casual teacher for statutory holidays, school vacation periods or days absent from duty because of illness or any other reason.

3.2.3 A casual teacher shall be employed for a minimum period of three (3) hours in respect of any one engagement. There shall be a minimum payment of 3 hours for each day so employed.

3.2.4 A casual teacher will not be asked or directed to perform duties in excess of those for which the casual

employee is paid.


3.2.5 Where casual teachers teach in the secondary school, they will be allowed one hour for preparation and correction for every five hours of teaching time. This time shall be paid at the rate prescribed herein. Provided that payment for preparation and correction, assessments or evaluations shall not apply to casual teachers in respect of the first two (2) days of any one engagement.

3.2.6 For the purposes of salary increments a casual teacher shall be deemed to have completed a year of

service only when the aggregate amount of time paid for is 1,200 hours. 3.3 Variation of agreement This enterprise agreement may be varied in circumstances where all of the parties genuinely agree that a variation is necessary. Where agreement is reached then this agreement shall be varied by application to Fair Work Australia in accordance with the Fair Work Act 2009. 3.4 Salary Packaging 3.4.1 An employee may elect to salary package a dollar or percentage amount of ordinary time earnings up to

the maximum amount determined by the Australian Tax Office into an approved superannuation fund. 3.4.2 Any such arrangement arising out of 3.4.1 shall be in writing, signed by the employee and on behalf of

the School. This agreement may only be altered once per annum. However in exceptional circumstances (i.e. changes in relevant legislation) the arrangement may be reviewed at any time.

3.4.3 Prior to entering into such an arrangement it shall be the responsibility of the relevant employee to seek

independent financial and industrial advice. 3.5 Annualisation of salary – Term Time School Officers 3.5.1 Where a school officer is employed on a term-time basis for at least one year, the employee may elect to

have his/her salary annualised. School officers engaged for a fixed period will not be eligible to elect to annualise their salary.

3.5.2 Where a school officer elects to have his/her salary annualised, the employee must make application to do

so prior to the conclusion of Term 4 of the year preceding the calendar year in which the employee elects to receive such annualised payments. A school officer who does not make application to have his/her salary annualised in accordance with the timeline detailed above will not be eligible to receive such annualised payments.

3.5.3 Where a school officer elects to have his/her salary annualised, such arrangement will operate for a period

of twelve months and the employee will be paid annualised fortnightly payments for twelve months year commencing from the first term week of the academic year. A school officer will elect whether or not he/she will continue the arrangement on an annual basis. Having made the election to have his/her salary annualised, such arrangements cannot be altered during the calendar year in which they are in operation.

3.5.4 Upon receipt of a school officers’ application to have his/her salary annualised, the employer will provide

to the employee confirmation in writing of the net annualised fortnightly salary which will be paid to the employee for the period of the arrangement.

3.5.5 A school officers’ net annualised fortnightly salary will be calculated as follows:

(a) A school officers’ normal net fortnightly salary (A) will be identified by multiplying the ordinary hourly rate of pay as prescribed by this Agreement (B) by the number of hours the employee will normally be engaged to work per fortnight (C) and subtracting the appropriate amount of tax. NB: A change in an employee’s taxation circumstances, leading to an increase in tax, during the period of the arrangement will impact on the normal net fortnightly salary.


(B x C) less tax = A (b) A school officers’ normal net annual salary (D) will be identified by multiplying the school

officers’ normal net fortnightly salary (A) by the total of the number of fortnights the employee will be engaged to work for the year in which the arrangement will operate (E) and the school officers’ pro-rata entitlement to annual leave (F) (calculated on a fortnightly basis and in accordance with clause 6.2.2 of this Agreement.

A x (E + F) = D

(c) A school officers’ annualised net fortnightly salary (G) will be identified by dividing the normal

net annual salary (D) by the number of fortnights in the particular year in which the arrangement will operate (twenty-six (26).

D/26 = G

(d) The difference between the normal net fortnightly salary (A) and the annualised net fortnightly

salary (G) will be banked by the Employing Authority each fortnight (H).

A – G = H (banked each fortnight) (e) The school officer will be paid their annualised net fortnightly salary for each fortnight of the year. (f) In addition, a school officer will be paid out at the end of each school year his/her pro-rata

entitlement to annual leave loading plus any additional annual leave accrued during the period of the arrangement due to additional hours being worked.

3.5.6 Where the number of hours a school officer is normally engaged to work per fortnight increases during

the period of the arrangement from that identified in subclause (c) above, through the submitting of an altered contract of employment, the original arrangement entered into in accordance with 3.5.2 above, will not be re-negotiated. In this situation, the net fortnightly salary paid to the employee during term time will be increased to reflect the changed circumstances. The amount that is banked in accordance with the arrangement each fortnight (H) will however not be altered. The salary paid to the employee, during school vacation periods that fall within the period of the arrangement following the increase in hours, will be consistent with the annualised net fortnightly salary as calculated in 3.5.2 above, at the time the arrangement was originally entered into.

3.5.7 Where the number of hours a school officer is normally engaged to work per fortnight decreases during

the period of the arrangement from that identified in subclause (c) above, through the submitting of an altered contract of employment, the original arrangement entered into in accordance with 3.5.2 above, will become void. In this situation the employee will be paid out the balance of what has been banked in accordance with the arrangement so far. The employee will subsequently be paid the normal net fortnightly salary that is consistent with the number of hours for which it has been confirmed the employee will be engaged to work per fortnight through the altered contract of employment.

3.5.9 Any overtime hours which the employee is required to work will be paid at the appropriate overtime rate,

calculated using the ordinary hourly rate of pay as prescribed by this Agreement. The employee will be paid these hours in addition to the annualised net fortnightly salary. In lieu of payment time in lieu may be agreed between the employee and the employer.

3.5.10 Any pro-rata annual leave loading to which the school officer is entitled will be paid at the ordinary

hourly rate of pay as prescribed by this Agreement. 3.5.11 Where a school officer ceases the arrangement during the course of the calendar year, the employee will

be paid out the balance of what has been banked in accordance with the arrangement so far.


3.5.12 Where a school officer elects to have his/her salary annualised, such an arrangement will be notated and retained within the time and wages record kept by the employer for the employee.

3.5.13 So as to avoid doubt, where a school officer is entitled to pro-rata annual leave, that employee will

receive payment for any public holiday which falls within the period of pro-rata leave (calculated in accordance with the employee’s days of employment immediately before the period of leave).

3.5.14 This clause shall operate for a trial period of two years from the date of commencement of this

agreement. Following a review of the operation of this clause the parties may agree for the clause to continue to apply.

3.6 No Further Increases Except as provided in this Agreement there shall be no further wage increases during the life of this Agreement. Except as provided in this Agreement the Union and employees undertake that there will be no further claims which would alter labour costs for the life of the Agreement. PART 4 - SCHOOL PROGRAM 4.1 Whole School Program 4.1.1 The Parties recognise that independent schooling involves as a basic tenet the concept of all- round

education and the all encompassing curriculum that this implies. This fact is reflected in the PMSA and School Aims and Objectives.

4.1.2 Accordingly the Parties are committed to the concept of a School Program which involves a total

curriculum of academic, pastoral and extra-curricula activities. 4.1.3 Extra curricular activities as previously defined by the Teachers Award Non-Governmental Schools shall

continue to be performed on an honorary and voluntary basis. 4.1.4 Staff undertake that coverage of the program will be provided within the context of available support

mechanisms, for example support groups, parent bodies, former students and coaches.

4.2 School Program Review Committee

A School Program Review Committee has been established in each PMSA school to review the curriculum and co-curricular program of each school. The committee will review the curriculum and co-curricular program of the school and make recommendations to the School Principal on:

(a) Achieving an appropriate balance in the school program to meet the academic, pastoral, co-

curricular and spiritual needs of students. (b) Ensuring that content of the program is regularly reviewed and excess and/or unnecessary content

is removed. (c) Reviewing the workload on staff and students so that the program is manageable.


4.3 Extra Curricula Activities 4.3.1 Notwithstanding the provision of Clause 4.1.3, during the life of this agreement discussions may be held

at school level between employer and staff representatives regarding payment for extra-curricular activities. Such discussions will be held on a without prejudice basis and any proposals arising from these discussions shall be submitted to staff and PMSA Council for their consideration and approval if acceptable.

4.3.2 Where it is agreed that a schedule of payments will be implemented at a school level then it is accepted

that performance of extra-curricula activities, is no longer honorary and voluntary and that the Principal at a specific School has the final authority to assign the most appropriate member of staff to any activity having regard for the provisions of Clause 4.1.4.

4.3.3 Where it is decided by the Principal that an honorarium will be paid for selected extra-curricula roles at a

school level then the performance of such roles will remain voluntary. 4.4 Hours of Duty – Teachers 4.4.1 The calendar weeks given to professional duties in PMSA schools shall be consistent with current

practice. The maximum number of days that teachers will be required to attend during term weeks and non-term weeks will be 198 in each calendar year.

4.4.2 The following circumstances are not included when determining the 198 teacher attendance days:

(a) co-curricular activities that are conducted on a weekend; (b) school related overseas and domestic trips, conferences and similar activities undertaken on a

voluntary basis during non-term weeks; (c) when the employee appointed to a leadership position is requested to perform essential duties in

non-term weeks that are directly associated with the leadership position; (d) when the employee has boarding house responsibilities and the employee is performing those

duties during term weeks and non-term weeks; and (e) exceptional circumstances, such as the requirement to provide pastoral care to students in the event

of a critical incident in the school community, in which an employee may be recalled to perform duties relating to their position.

4.4.3 In addition to programmed work provided in clause 4.5 it is acknowledged that it is necessary for

teachers, including teachers who are appointed to a PAR, to spend considerable amounts of time on their professional duties including planning and preparing for lessons, setting assessments and in marking essays and assessments and that they will make professional decisions around such a range of other duties which, in their professional judgment, may be necessary to enhance teaching and learning.

4.4.4 The annual salary and any applicable allowances payable under this Agreement are paid in full

satisfaction of an employee’s entitlements for the school year or a proportion of the school year. The employee’s absence from school during non-term weeks is deemed to include their entitlement to annual leave.

4.5 Programmed Work Time 4.5.1 At a school level the daily and weekly timetables may be organised to suit the school’s own institutional,

educational and community needs.


4.5.2 Programmed work is defined as those activities a teacher is required to undertake at the direction of the School.

4.5.3 Programmed work may be aggregated and averaged in a cyclic timetable which is structured over more

than five days. Aggregation and averaging shall not extend beyond the length of the defined cycle. 4.5.4 Where the nature of a teacher’s duties require aggregation beyond the length of the school’s defined

timetable cycle, the principal shall negotiate, with the teacher, an averaging period and aggregation which is consistent with the provisions of this clause.

4.5.5 In the context of the above the total programmed work of a teacher shall be 30 hours per week which shall

include programmed teaching, programmed preparation and correction, ten minutes per day morning tea break and other duties as allocated by the Principal and not more than one third of the daily hours shall be worked before 9am and after 5pm.

4.5.6 For the Senior & Middle School (Years 7 to 12) the principal may allocate up to 20 hours per week for

programmed subject area teaching. An amount equal to a minimum of 20 percent of actual programmed subject area teaching time shall be allocated to preparation and correction time as part of the total programmed work. This provision shall include teachers who hold positions of added responsibility. Part-time teachers shall receive pro-rata provision of preparation and correction time.

4.5.7 For the Junior School (Years Prep to 6) a minimum of two (2) hours per week shall be programmed non

contact time. Such time shall be taken in blocks that facilitate effective and productive preparation and correction. Part-time teachers shall receive pro-rata provision of preparation and correction time.

4.5.8 In addition to the weekly hours allocated to programmed work under clause 4.5.5 above, up to an

additional 30 hours per annum may be scheduled by the school for each teacher within the school year to cover additional responsibilities. Part-time teachers shall have scheduled pro-rata allocation of these additional hours.

These are functions that a teacher is required to attend but are not part of the normal weekly schedule such as fetes, presentation nights, and parent/teacher evenings unless otherwise included, in part or fully, within the programmed work of a teacher in 4.5.5 above. The various activities under this sub-clause shall be scheduled by the Principal, on an annual basis, after consideration by the School Consultative Committee.

4.5.9 The School Consultative Committee will meet to identify practice in 2010. The School Consultative Committee may review the programmed work time schedule, determined by the Principal, for the purpose of ensuring that it is compliant with the terms of this agreement.

4.6 Professional Development and Training 4.6.1 The PMSA is committed to enhancing the knowledge base of the employees through the provision of

both internal and external professional development and training, within the schools' resource capacity, linked to:

(a) The Performance Planning and Review Process; (b) Individual goals based on the PMSA and School objectives.

4.6.2 Teachers will undertake eight days of professional development and administrative duties per annum

within the school year as defined in 4.4.1, with these development activities and duties being under the direction of the school principal. However, it is intended that there be flexibility for school principals in consultation with staff to arrange this time, to best serve the interests of the school and its students.


4.6.3 The staff professional development program, covering four days of relevant and directed professional development, will where possible, articulate with the Queensland College of Teachers (QCT) professional development requirements.

4.6.4 Subject to the prior approval of the Principal, up to one day of individual professional development may

be included in the quantum in clause 4.6.3. 4.6.5 Four (4) days of the quantum designated in clause 4.6.2 may be used for administration and reporting

requirements, with the actual dates to be published prior to the end of the year for the next calendar year. 4.6.6 The school consultative committee may make recommendations to the Principal regarding the content

and timing of the professional development and administration days. 4.6.7 Casual teachers regularly employed in PMSA schools and teachers on extended leave will be offered

access to the aforementioned professional development to assist in meeting their QCT requirements for continued registration.

4.7 Lunch Break

Teachers will be entitled to an unpaid meal break of at least thirty (30) continuous minutes duration per day. Lunch periods do not comprise part of programmed work unless a teacher is directed to undertake supervision of students or as otherwise directed to undertake duties by the employer.

PART 5 - EFFICIENT AND ECONOMICAL USE OF RESOURCES The parties agree to monitor, and implement where appropriate, improved management practices to reduce school operating costs. Specific attention will be given to the following cost areas:

(a) telephone (b) photocopying (c) maintenance (d) cleaning (e) energy (f) printing (g) relief staff

PART 6 - TECHNOLOGICAL COMPETENCIES 6.1 Introduction 6.1.1 There are compelling educational reasons for schools to ensure that their students are confident and

capable users of information and communication technologies. PMSA is committed to ensuring that its students have the opportunities to become confident, capable users of the technologies. Such commitment by the PMSA will be ongoing.

The aim is to improve student learning outcomes through the integration of computers in the curriculum and bringing worldwide information resources to classrooms. The parties recognise the achievement of this aim is dependant on teachers' confidence and competence in the use of computers for learning and teaching. Technological competence is acknowledged as a basic teaching prerequisite without which professionals are not adequately skilled to teach in the most effective ways.


PART 7 - PROBATION Where a teacher is engaged on the basis of a probationary period of more than three (3) months then the length of the probationary period is to be included in their letter of appointment. A teacher on such a probationary appointment shall be advised early in the last school term of their probation whether the required standards are being achieved and where improvement is necessary to continue in employment. PART 8 - INDUCTION 8.1 Induction of all Employees

The parties recognise that PMSA schools have a comprehensive induction program which covers all new employees.

8.2 Induction of Graduate Teachers The parties recognise that induction is a significant phase in the continuum of teacher development and that effective induction takes place in a process of dialogue and professional collaboration which can be effectively managed by the following strategies: 8.2.1 Suitable colleague mentors who want to work with graduate teachers; 8.2.2 Monitored total workload in terms of curricular and extra curricular work to avoid such commitments

adversely affecting the graduate teacher’s classroom performance and learning opportunities; 8.2.3 Clear guidance and feedback on the requirements of the Queensland College of Teachers for full

registration including regular reviews with their mentor and/or Academic Co-ordinator; 8.2.4 Assistance with the development of suitable teaching programs consistent with the requirements of the

school work program. 8.2.5 In accordance with existing practice, assistance with students with ascertained disabilities. PART 9 – PERFORMANCE PLANNING AND REVIEW The Parties acknowledge that: 9.1.1 PMSA Schools have established a Performance Planning and Review process to continually improve the

quality of teaching and learning and the environment in which teaching and learning occurs. 9.1.2 This ongoing performance management process is being progressively implemented across all PMSA

schools for all employees from 2010 to 2012 and aims to ensure that each employee has a clear understanding of his/her role and responsibilities.

9.1.3 School Principals and management will support employees to achieve school and individual goals (as

approved by the school) and will conduct periodic reviews of performance to determine each employee’s success in meeting the school and individual goals. Professional development and career development needs will be identified during such reviews.

9.1.4 The Performance Planning and Review process will involve a three-year cycle for teachers and an annual

cycle for other employees. The process involves the stages of Performance Planning (in development of the Personal Activity Statement), Performance Tracking (including an annual tracking meeting with a supervisor for teachers), and Performance Reflecting and Review at the end of each cycle.


9.1.5 Each employee will have a Personal Activity Statement, jointly developed by the employee and his or her supervisor. This document will be referred to throughout the cycle and summaries the employee’s planned activities and performance expectations in the areas of achievement related to Department, Division and School goals as well as personal goals relevant to the individual’s position description and personal development, and the employee’s personal development needs in light of the planned activities and career goals.

PART 10 - RISK MANAGEMENT & WORKPLACE HEALTH & SAFETY Considerable work has been undertaken in the area of Risk Management & Workplace Health & Safety. All commit to improved practices in relation to Risk Management & Workplace Health & Safety, including: 10.1. Supporting the efforts by schools and their WHSOs to improve workplace safety. 10.2 Accepting a responsibility to create a safer workplace and learning environment for staff, students and

volunteers, and for monitoring of safety in the workplace. 10.3 Participating in initial and ongoing Workplace Health & Safety training in accordance with legal

obligations and the PMSA Injury Risk Management programme (including the RMSS system for reporting and managing risks).

PART 11 - CURRICULUM REVIEW AND DEVELOPMENT The parties acknowledge the importance of on-going curriculum review and development and recognise the importance of a well resourced and staged implementation consistent with a well managed change process. The parties agree to undertake curriculum review and development and consistent with the consultative mechanisms provided in this agreement agree to promote improvements in the quality of teaching and learning within the parameters of available resources and planning time. It is acknowledged that existing school officers have a support role to play in assisting the respective schools to meet school goals. PART 12 - VOCATIONAL EDUCATION The parties accept that under exceptional circumstances and with the approval of their line manager it may be necessary to visit and monitor student learning in the workplace. Where this takes place outside of normal working hours the VET employee shall keep a log of such visits and will be compensated either by equivalent time-in-lieu or by payment.

Where an employee incurs approved expenses whilst undertaking their professional duties such expenses will be reimbursed to the employee upon presentation of a receipt or invoice. Such expenses may include such items as vehicle expenses, resource provision and training. PART 13 - SCHOOL OFFICER CLASSIFICATION REVIEW 13.1 The Parties acknowledge that the nature and scope of the duties performed by School Officers have, in

some cases, changed.

It is agreed that where a School Officer feels that the position has evolved beyond the original classification they may request in writing and will be entitled to have the level of their position reviewed in accordance with the provisions of the School Officers Award.

13.2 No more than one such review will occur in each academic year unless the employee's duties are

substantially changed by the employer.


13.3 The review shall be completed within four weeks of receipt of the written request. 13.4 The review will consider the content of the current position description together with details of the work

actually performed by the employee and the employer's actual requirements for the position. 13.5 Where an employee is dissatisfied with the outcome of such a review the grievance procedure contained

in this certified agreement may be accessed. PART 14 - SUPERANNUATION 14.1 Employees may specify their standard superannuation contribution rate from the Table below. Their

chosen level of contribution together with the corresponding level of PMSA contribution, as a percentage of the employee’s ordinary time earnings, will be paid by the PMSA into the employee’s nominated approved superannuation fund. For the purposes of this clause 14 approved superannuation funds are either Sunsuper Corporate or Sunsuper Solutions.

Superannuation contribution rates as a percentage of ordinary time earnings

PMSA *Salary Continuance Insurance

Total PMSA

Contribution

Standard member contribution rates

Corresponding PMSA Contribution rates

0% 9.0% 10% 3.0% 9.75% 10.75% 4.0% 10.75% 11.75% 5.0% 11.75%

1.0%

12.75% 14.2 Notwithstanding the provisions of Clauses 14.1 employees who as at the operative 24 May 2007 have

superannuation arrangements that include PMSA contribution rates different to those to operate as from 1 January 2004 may elect to continue with their current superannuation arrangements. In such cases the employee and the PMSA shall continue to make superannuation contributions in accordance with those arrangements. Should the PMSA decide to discontinue the provision of the current salary continuance cover then the employer will, immediately on cessation of such a salary continuance policy, increase the employer’s superannuation contribution to compensate for the removal of the salary continuance insurance.

14.3 It is recognised that the PMSA sponsored Salary Continuance Insurance policy taken out on behalf of

employees is the equivalent of 1% of salary. Salary Continuance Insurance only applies to employees who are members of Sunsuper Corporate.

14.4 Should the PMSA decide to discontinue the provision of the current salary continuance cover then the

employer will, immediately on cessation of such a salary continuance policy, make superannuation contributions at the relevant rates specified as the “Total PMSA Contribution” in the above table.

14.5 Employees may make voluntary contributions to their nominated superannuation fund at a rate in excess

of that identified in the table at 14.1. Such contributions will not attract higher levels of employer contributions.

14.6 Where an employee does not make a co-contribution and the employer salary continuance insurance is

discontinued the employer will only be liable to contribute the 9% superannuation payment in accordance with Superannuation Guarantee Legislation. This sub-clause does not apply to employees covered by sub-clause 14.2.


PART 15 - JOB SHARE The parties agree that job share provisions can assist employees in balancing work and family demands throughout various stages of their life and work cycle and as such job share can have advantages for employees and employing authorities. Job Share may be available to School Officers. The parties recognise that a number of these employees work less hours than would be worked by a full time employee. Such employees may be classed as term time or part time. It is agreed that School Officers who are employed for less than the maximum ordinary hours (but who have continuing status of employment) will be considered for Job Share subject to approval from their employer. PART 16 - FAMILY LEAVE The PMSA recognises that it is of paramount importance to support families, especially during the birth of a child. It also recognises that its practices should convey an important message to students and the community on the ability of women to combine careers with family life. Therefore, the PMSA will amend its Parental Leave policy from 1 January 2011 to provide for: • 15 weeks of paid maternity leave, which is to be taken as the initial absence of the approved maternity

leave period and which is exclusive of any vacation period but inclusive of any public holiday that falls during the period of leave;

• Unpaid leave of up to 37 weeks, which may be extended by another year in accordance with the National Employment Standard;

• 15 weeks of paid adoption leave for the primary care giver, which is to be taken as the initial absence of the approved adoption leave period (i.e. from time of placement of child);

• To qualify, the minimum period of continuous service with the PMSA is 12 months; • Entitlement to second and subsequent periods of 15 weeks’ paid Maternity / Adoption Leave, after

returning to work for at least one year after the previous entitlement; • In exceptional and individual circumstances, school principals may reduce the qualifying period after

returning to work for second and subsequent entitlements to Maternity Leave; • The period of paid maternity or adoption leave will be inclusive of public holidays but exclusive school

vacation periods falling during the period of the paid leave. For the purposes of this clause school vacation periods exclude non term days consisting of five days at after the end of term 4 and three days prior to the commencement of term 1. This is based on the school year in PMSA schools consisting of 198 days.

• A teacher who commences maternity leave or adoption leave shall be paid their proportion of salary for the year calculated in accordance with Clause 22 of the Educational Services (Teachers) Award 2010. For the purposes of this clause the divisor shall be 198 days. The period of paid maternity or adoption leave shall count as service for the purposes of the proportional leave calculation. This is in addition to payment for the period of the maternity or adoption leave. Superannuation shall be paid on this entitlement.

PART 17 – SPECIAL RESPONSIBILITY PATERNITY LEAVE The parties agree that male employees shall be entitled to five (5) days paid paternity leave in accordance with the provisions of the Family Leave Award. PART 18 - TERMINAL ILLNESS CARERS LEAVE Employees are entitled to access paid carers leave of up to two (2) weeks to care for and support a household or an immediate family member who is terminally ill. A further three (3) months of unpaid leave can be accessed by the employee to continue such care and support if necessary.


The Principal may request a doctor’s certificate indicating the terminal nature of the illness. To provide care over a longer term an employee may access a further twelve (12) month’s leave on application to the employer. PART 19 - LONG SERVICE LEAVE The PMSA will amend its long service leave policy from 1 January 2011 to grant employees access to long service leave after seven years service. The PMSA policy relating to Long Service Leave, as amended, shall not change to employees’ detriment whist this agreement has application. PART 20 – REDUNDANCY 20.1 Discussions before terminations 20.1.1 The parties recognise that redundancy is not a common occurrence within PMSA Schools, however

where an employer has made a decision that the employer no longer wishes the job the employee has been doing to be done by anyone, and this is not due to the ordinary and customary turnover of labour, and that decision may lead to termination of employment, the employer shall consult with the employees directly affected and, where relevant, their Union.

20.1.2 The consultation shall take place as soon as it is practicable after the employer has made a decision

which will invoke clause 20.1.1, and shall cover inter alia, the reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to avert or mitigate the adverse effects of any terminations of the employees concerned.

20.1.3 For the purpose of the consultation the employer shall, as soon as practicable, provide in writing to the

employees concerned and their Union, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, the number of workers normally employed and the period over which the terminations are likely to be carried out:

Provided that an employer shall not be required to disclose confidential information, the disclosure of which would be inimical to the employer's interests.

20.2 Reduction in hours of work, classification or rate of pay in lieu of Redundancy 20.2.1 Where an employer seeks to reduce an employee’s hours of work, classification or rate of pay rather

than terminating the employment, the employee will have the choice of either accepting or rejecting such a reduction.

20.2.2 If an offer, as described in clause 20.2.1, is accepted by an employee, the employee will continue in

employment on the new agreed terms. The employee shall be entitled to the same period of notice of such reduction as the employee would have been entitled to if their employment had been terminated, and the employer may, at the employer's option, make payment in lieu thereof of an amount equal to the difference between the former ordinary time rate of pay and the new lower ordinary time rate of pay for the number of weeks of notice still owing. The employee will not be entitled to the benefits of clause 20.5.

20.2.3 If an employer’s offer, as described in clause 20.2.1, is not accepted by the employee, the employer will

either continue to employ the employee on the pre-existing terms and conditions in a comparable position, or terminate the employment of the employee. Where the employment is terminated in such circumstances the employee will be entitled to the benefits of this clause 20.


20.2.4 Where an employee is not continued in a ‘promotional position’ for reasons identified Schedule 2the employee will not be entitled to the benefits of this clause 20. However, such an employee will be entitled to a continuing full time position as a teacher.

20.3 Time off during notice period 20.3.1 Where a decision has been made to terminate an employee in the circumstances outlined in clause 20.1,

the employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.

20.3.2 If the employee has been allowed paid leave for more than one day during the notice period for the

purpose of seeking other employment, the employee shall, at the request of the employer, be required to produce proof of attendance at an interview or the employee shall not receive payment for the time absent. For this purpose a statutory declaration will be sufficient.

20.4 Notice to Centrelink

Where a decision has been made to terminate employees in the circumstances outlined in clause 20.1.1 the employer shall notify Centrelink thereof as soon as possible giving relevant information including a written statement of the reasons for the terminations, the number and categories of the employees likely to be affected and the period over which the terminations are intended to be carried out.

20.5 Severance pay

In addition to the period of notice prescribed for ordinary termination an employee whose employment is terminated for reasons set out in clause 20.1 shall be entitled to the following amounts of severance pay:

Period of Continuous Severance Pay Less than one year Nil 1 year but less than 2 years 4 weeks' pay 2 years but less than 3 years 6 weeks' pay 3 years but less than 4 years 7 weeks' pay 4 years and over 2 Weeks pay for each completed year of service to a maximum of 52

weeks pay.

"Weeks' pay" means the ordinary time rate of pay for the employee concerned.

20.6 Employee leaving during notice

An employee whose employment is terminated for reasons set out in clause 20.1 may terminate such employment during the period of notice, and, if so, shall be entitled to the same benefits and payments under this clause 20 had such employee remained with the employer until the expiry of such notice:

Provided that in such circumstances the employee shall not be entitled to payment in lieu of notice.

20.7 Alternative employment

The employer, in a particular case, may make application to Fair Work Australia to have the general severance pay prescription amended if the employer obtains acceptable alternative employment for an employee.


20.8 Employees exempted This Clause 20 shall not apply:

20.8.1 where employment is terminated as a consequence of misconduct on the part of the employee;

20.8.2 to employees engaged for a specific period of time or for a specific task or tasks; or

20.8.3 to casual employees.

20.9 Application The Union undertakes not to rely on the benefits in clause 20.5 other than in the circumstances provided for in this clause 20.

20.10 Entitlements In addition to the above employees whose employment is terminated on account of redundancy shall be entitled to: 20.10.1 Accrued recreational leave; 20.10.2 Accrued long service leave for employees who have worked for at least one year, on the basis of 1.3

weeks for each year of continuous service and a proportionate amount for an incomplete year of service. 20.11 Exemption Where Transmission of Business 20.11.1 The provisions of Clause 20.5 "Severance Pay" are not applicable where a business transmitted from an

employer (transmitter) to another employer (transmittee), in any of the following circumstances:

(a) where the employee accepts employment with the transmittee which recognises the period of continuous service which the employee had with the transmittor, and any prior transmittor, to be continuous service of the employee with the transmittee; or

(b) where the employee rejects an offer of employment with the transmittee; (c) in which terms and conditions are substantially similar and no less favourable, considered on an

overall basis, than the terms and conditions applicable to the employee at the time of ceasing employment with the transmittor; or

(d) which recognises the period of continuous service which the employee had with the transmittor and

any prior transmittor to be continuous service of the employee with the transmittee.

20.11.2 The Commission may amend clause 20.11.1 if it is satisfied that it would operate unfairly in a particular case, or in the instance of contrived arrangements.

20.12 Transmission of business 20.12.1 Where a business is, whether before or after the date of insertion of this clause in the Award transmitted

from an employer (transmitter) to another employer (transmittee), and an employee who at the time of such transmission was an employee of the transmittor of the business, becomes an employee of the transmittee:

(a) the continuity of the employment of the employee shall be deemed not to have been broken by

reason of such transmission; and


(b) the period of employment which the employee has had with the transmittor or any prior transmittor shall be deemed to be service of the employee with the transmittee.

20.12.2 In clause 20.12 ‘Transmission of business’, ‘business’ includes trade, process, business or occupation

and includes a part or subsidiary (which means a corporation that would be taken to be a subsidiary under the Corporations Law, whether or not the Corporations Law applies in the particular case) of any such business and ‘transmission’ includes transfer, conveyance, assignment or succession whether by agreement or by operation of law and ‘transmitted’ has a corresponding meaning.

PART 21 - COMPLAINTS AGAINST EMPLOYEES The parties recognise that schools are a partnership between the PMSA as the employer, staff, students and parents and that occasionally the key stakeholders will have grievances with each other and make a complaint. In dealing with a complaint the parties believe it is essential that concerns are addressed in an objective and sensitive manner which gives due consideration to the reputation and dignity of the persons concerned and that any staff member who is subject to a complaint must be afforded the fundamental principles of natural justice within a fair and transparent process. PART 22 - PAY SLIP ADVICE 22.1 The parties agree that the following basic information should be provided to all PMSA employees:

22.1.1 Salary band and step or wage classification 22.1.2 Gross payment 22.1.3 Tax paid 22.1.4 Net payment 22.1.5 Superannuation contributions 22.1.6 Number of sick days accrued 22.1.7 Long Service Leave

Where this is not currently provided on the wage slip an employee may request such information from the school pay office and receive such information within two working weeks of application. PART 23 - SICK LEAVE The parties agree that all employees shall accrue sick leave at the rate of ten days for each full year of completed service from 20 October 2006. PART 24 - FUTURE RE-NEGOTIATION OF AGREEMENT The parties agree to commence negotiations for the replacement Certified Agreement six (6) months prior to the expiry date of this Agreement. PART 25 - PROMOTIONAL POSITIONS REVIEW The parties agree to establish a Working party, consisting of four employee and four employer representatives to review the structure and provisions for Positions of Added Responsibility and to make recommendations for improvements to be included in the next enterprise agreement, with any such recommendations to be submitted to the parties at least one year prior to the expiry of the current enterprise agreement.


PART 26 - TERMINATION OF EMPLOYMENT 26.1 Statement of employment The employer shall, in the event of termination of employment, provide upon request to an employee who has been terminated a written statement specifying the period of employment and the classification or type of work performed by the employee. 26.2 Termination by employer - full-time Teachers

(a) The employer shall give to a full-time Teacher at least one month's notice in writing of the termination of their services

(b) Employees over 45 years of age at the time of the giving of notice, and with more than 5 years'

service with the employer, shall be entitled to an additional week's notice to that prescribed in clause 26.2 (a).

(c) Payment in lieu of notice shall be made if the appropriate notice is not given.

Provided that employment may be terminated by part of the period of notice specified and part payment in lieu thereof.

(d) In calculating any payment in lieu of notice the ordinary time rate of pay for the employee

concerned shall be used.

(e) The period of notice in clauses 26.2 (a) and 26.2 (b) shall not apply in the case of dismissal for misconduct or other grounds that justify instant dismissal.

26.3 Termination by employer - part-time Teachers

(a) The employer shall give to part-time Teachers the following notice in writing of the termination of their services.

Less than 3 years' service 2 weeks' notice More than 3 years but less than 5 years 3 weeks More than 5 years 4 weeks

(b) In addition to the notice in clause 26.3(a) employees over 45 years of age at the time of the giving

of notice and with not less than 2 years continuous service, shall be entitled to an additional week's notice.

(c) Payment in lieu of notice shall be made if the appropriate notice is not given:

Provided that employment may be terminated by part of the period of notice specified and part payment in lieu thereof.

(d) In calculating any payment in lieu of notice the ordinary time rate of pay for the employee

concerned shall be used.

(e) The period of notice in clause 26.3(a) shall not apply in the case of dismissal for misconduct or other grounds that justify instant dismissal, or in the case of casual employees.


26.4 Notice of termination by employee

(a) The notice of termination required to be given by an employee shall be the same as that required of an employer:

Provided that there shall be no additional notice based on the age of the employee concerned.

(b) If an employee fails to give notice the employer shall have the right to withhold monies due to the

employee with a maximum amount equal to the ordinary time rate for the period of notice:

Provided that employment may be terminated by part of the period of notice specified and part withholding of wages in lieu thereof.

SIGNATORIES Signed for and on behalf of Presbyterian and Methodist Schools Association:

(Signature)

Position:

Full Name:

Address:

Date signed

Signed by the Independent Education Union as bargaining representative

(Signature)

Position:

Full Name:

Address:

Date signed:


SCHEDULE 1 - DETAILS OF SALARIES AND ALLOWANCES

2010 2011 2012 2012 TEACHER SALARIES

4% 1 Jan 2010

4% and Spine

Corrected

4%

Years of Experience Band Step 0.5% 1 July 1-Apr 1-Jan 1-Apr

1 (Graduate) 2 1 $54,498 $56,900 $59,176 $59,176 2 2 2 $56,020 $59,515 $61,896 $61,896 3 2 3 $58,953 $62,130 $64,615 $64,615 4 2 4 $61,890 $64,745 $67,335 $67,335 5 2 5 $64,844 $67,360 $70,054 $70,054 6 3 1 $67,300 $69,975 $72,774 $72,774 7 3 2 $69,771 $72,590 $75,494 $75,494 8 3 3 $72,229 $75,205 $78,213 $78,213 9 3 4 $74,827 $77,820 $80,933 $80,933

SCT with Allowance

$78,242 $81,372 $84,627 $84,627

ACT with Allowance

$78,242 $83,820 $87,820 $87,820

TEACHER ALLOWANCES

4% 1 Jan

Up 5% Up 4% Up balance of 10%

PARs - HEAD OF DEPARTMENT

(weekly subject teaching hrs)

1.5% from Ballot

From 1 April

From 1 Jan From 1 April

� 100 hours $16,500 $17,325 $18,018 $19,058 � 75 hours $14,546 $15,273 $15,884 $16,801 � 45 hours $8,725 $9,161 $9,527 $10,077 � 30 hours $5,820 $6,110 $6,354 $6,887 PARs - COORDINATOR

From Ballot

From 1 April

From 1 Jan

From 1 April

� Level 1 $5,626 $5,908 $6,144 $6,498 � Level 2 $4,907 $5,152 $5,358 $5,668 � Level 3 $4,189 $4,398 $4,574 $4,838 CLASSROOM TEACHERS

From Ballot

From 1 April

From 1 Jan

From 1 April

� SCT $3,415 $3,552 $3,694 $3,694 � ACT $0 $6,000 $6,240 $6,887

NB: All of the aforementioned increases to apply from the beginning of the first pay period to commence on

or after the dates specified.


SCHEDULE 2 - PROMOTIONAL POSITIONS 2.1 Introduction

There will be a promoted positions structure within PMSA secondary schools. Such structure including the number of positions will be determined by the Principal/Headmaster as that necessary in the context of the school's academic and curriculum structures and sustainable within the overall budgeting requirements of the School. Prior to such final determination the Principal/Headmaster shall consult with appropriate staff committees.

2.2 Head of Department

A teacher who is appointed as a Head of Department in a school shall be entitled to additional remuneration as specified in Schedule 1 and release time based on the following:

(a)

Subject or subject area concerned occupies at least the following hours in the weekly teaching programme in the secondary school.

The minimum release time (from the normal weekly timetable teaching time) for teachers appointed to each level shall be as follows:

100 3 hours

75 3 hours

45 3 hours

30 2 hours

To allow greater flexibility and at the initiative of the Head of Department additional release time may be agreed at school level between the individual teacher and the Principal/Headmaster on the basis that no extra financial cost to the school shall be incurred.

2.3 Co-ordinator

2.3.1 Definition- A subject co-ordinator shall mean a teacher who is appointed as such in a subject or subject area to accept sole responsibility for the program in the school.

2.3.2 Remuneration- 3 levels of allowance are available with the demands of the position determining the level of the allowance to be assigned to a particular position. This is not an incremental scale based on service.

2.3.2 Selection criteria- The following selection criteria will be applied to assess the level of allowance to be paid to a particular co-ordinator position:

(a) weighting of the subject in the curriculum as measured by student units (i.e. the number of students by the number of lessons in the week);

(b) school curriculum priority (i.e. the emphasis on a particular subject area as part of the school development plan);

(c) relative degree of autonomy required to be exercised by the teacher and extent of Departmental support (i.e. whether within or outside a Departmental support structure);

(d) number of staff involved;


(e) experience of the teacher (including in the role of co-ordinator and the professional experience that contributes to the teacher's ability to perform as a co-ordinator);

(f) level of communication complexity (teachers in area being full-time, part-time, job share and across subject areas); and

(g) extent of responsibility to Board of Senior Secondary School Studies.

2.4 Selection procedures

Appointment as a Head of Department or Co-ordinator shall beat the discretion of the Principal/Headmaster acting for and on behalf of the PMSA.

Suitability of an applicant for a position will be based on the requirements of the job description and general school needs.

From the job description an appropriate set of criteria will be developed for each position.

2.5 Tenure

A teacher who is appointed to a promotional position shall retain that position except where:

(a) the structural position has been abolished;

(b) a teacher’s performance has been found deficient by a formal appraisal process;

(c) after 3 years the position has been declared vacant and the teacher fails to be re-appointed to such a position.

2.6 Pastoral care

Pastoral care is an important and integral part of the philosophy of PMSA Schools as reflected in the Schools' Mission Statements. Therefore there will be a promotional structure in each school covering pastoral care positions.

Teachers appointed to these positions will be assigned by the Head of School one of the remuneration levels in the academic promoted positions scale.


SCHEDULE 3 – WAGE SCHEDULE – SCHOOL OFFICERS

Base RateWeekly1 Jan 09

Fortnightly$

Fortnightly$

Monthly$

Annual

$Full-Time(Hourly)

$Casual

$Fortnightly

$Monthly

$Annual

$Full-Time(Hourly)

$Casual

$Fortnightly

$Monthly

$Annual

$Full-Time(Hourly)

$Casual

$Fortnightly

$Monthly

$Annual

$Full-Time(Hourly)

$Casual

LEVEL 1Step 1 697.8 1395.6 1463.60 3182.00 38184 19.2579 23.6872 1470.9 3197.80 38374 19.3539 23.8054 1538.90 3345.70 40148 20.2487 24.9059 1606.90 3493.50 41922 21.1434 26.0064Step 2 710.5 1421.0 1489.00 3237.30 38847 19.5921 24.0983 1496.4 3253.30 39040 19.6895 24.2181 1564.40 3401.20 40814 20.5842 25.3186 1632.40 3549.00 42588 21.4789 26.4191Step 3 723.2 1446.4 1514.40 3292.40 39509 19.9263 24.5094 1522.0 3308.90 39707 20.0263 24.6324 1590.00 3456.80 41482 20.9211 25.7329 1658.00 3604.70 43256 21.8158 26.8334Step 4 736.0 1471.9 1539.90 3347.80 40174 20.2618 24.9221 1547.6 3364.60 40375 20.3632 25.0467 1615.60 3512.40 42149 21.2579 26.1472 1683.60 3660.30 43923 22.1526 27.2477

LEVEL 2Step 1 748.7 1497.3 1565.30 3403.10 40837 20.5961 25.3331 1573.1 3420.10 41041 20.6987 25.4594 1641.10 3567.90 42815 21.5934 26.5599 1709.10 3715.80 44589 22.4882 27.6604Step 2 766.2 1532.3 1600.30 3479.20 41750 21.0566 25.8996 1608.3 3496.60 41959 21.1618 26.0291 1676.30 3644.40 43733 22.0566 27.1296 1744.30 3792.30 45507 22.9513 28.2301Step 3 774.1 1548.2 1616.20 3513.80 42165 21.2658 26.1569 1624.3 3531.30 42376 21.3724 26.2880 1692.30 3679.20 44150 22.2671 27.3885 1760.30 3827.00 45924 23.1618 28.4891

LEVEL 3Step 1 774.1 1548.2 1616.20 3513.80 42165 21.2658 26.1569 1624.3 3531.30 42376 21.3724 26.2880 1692.30 3679.20 44150 22.2671 27.3885 1760.30 3827.00 45924 23.1618 28.4891Step 2 785.5 1570.9 1638.90 3563.10 42757 21.5645 26.5243 1647.1 3580.90 42971 21.6724 26.6570 1715.10 3728.80 44745 22.5671 27.7575 1783.70 3877.90 46535 23.4697 28.8678Step 3 819.6 1639.2 1707.20 3711.60 44539 22.4632 27.6297 1715.7 3730.10 44761 22.5750 27.7673 1784.30 3879.30 46551 23.4776 28.8775 1855.70 4034.40 48413 24.4171 30.0330Step 4 842.2 1684.4 1752.40 3809.80 45718 23.0579 28.3612 1761.2 3829.00 45948 23.1737 28.5036 1831.60 3982.10 47785 24.1000 29.6430 1904.90 4141.40 49697 25.0645 30.8293



LEVEL 6Step 1 1010.1 2020.1 2100.90 4567.50 54810 27.6434 34.0014 2111.4 4590.30 55084 27.7816 34.1713 2195.90 4774.10 57289 28.8934 35.5389 2283.70 4964.90 59579 30.0487 36.9599Step 2 1064.6 2129.1 2214.30 4814.10 57769 29.1355 35.8367 2225.4 4838.20 58058 29.2816 36.0163 2314.40 5031.70 60380 30.4526 37.4567 2407.00 5233.00 62796 31.6711 38.9554Step 3 1120.2 2240.3 2329.90 5065.40 60785 30.6566 37.7076 2341.5 5090.60 61087 30.8092 37.8953 2435.20 5294.30 63532 32.0421 39.4118 2532.60 5506.10 66073 33.3237 40.9881Step 4 1175.7 2351.3 2445.40 5316.50 63798 32.1763 39.5769 2457.6 5343.00 64116 32.3368 39.7743 2555.90 5556.80 66681 33.6303 41.3652 2658.10 5778.90 69347 34.9750 43.0193Step 5 1229.6 2459.1 2557.50 5560.30 66723 33.6513 41.3911 2570.3 5588.10 67057 33.8197 41.5983 2673.10 5811.60 69739 35.1724 43.2620 2780.00 6043.90 72527 36.5789 44.9921

*whichever is the greater

Increase from 1 January 20104% or $34 per week*

Increaseconsistent

with Teacher Review clause

Increase from 1 July 20100.5%

Increase from 1 April 20114% or $34 per week*

Increase from 1 January 20124% or $34 per week*


SCHEDULE 4 - SCHOOL OFFICERS CLASSIFICATIONS��

4.1.1 An employer shall determine the classification of a position through the following process.

(a) An analysis is to be undertaken to establish the skills and responsibilities required for each identified position and a position description written for each position.

(b) Each position is classified by reference to the classification criteria set out in clause 4.1.2 using

the position description developed in accordance with clause 4.1(a). (c) Employees are appointed to a position at the appropriate level within the structure and to a step in

the level according to experience based on years of service as defined in clause 4.3.1. 4.1.2 If at any time an employee or an employer considers that the skills and responsibilities as required by

the employer for a position have altered or do not reflect the classification determined, a review of the classification applicable to the position is to be undertaken in accordance with clause 4.1.1 and an appropriate classification determined. However, except in exceptional circumstances such as a change in the skill and/or responsibility required, or a change in the conditions under which the work is performed, no employee shall be permitted to seek a reclassification of their position on more than one occasion in a 12-month period.

4.1.3 Where a disagreement arises as to the outcome of a classification review, it will be dealt with under the

grievance procedure. At any meeting the person who made the decision about the classification review shall, wherever possible participate.

4.1.4 Classification criteria

(a) Classification criteria are guidelines to determine the appropriate classification level under this Award and consist of characteristics and typical duties and skills.

(b) The characteristics are the principal guide to classification as they are designed to indicate the

level of basic knowledge, comprehension of issues, problem and procedures required, the level of autonomy, accountability supervision/training involved with the position. The characteristics of a level must be read as a whole to gain an understanding of the position and the performance requirements. Isolated characteristics should not be used to justify the classification of a position.

(c) The typical duties/skills are a non-exhaustive list of duties/skills that may be comprehended

within the particular level. They reflect the competencies of a particular level. They are an indicative guide only and at any particular level employees may be expected to undertake duties of any level lower than their own. Employees at any particular level may perform/utilise one such duty/skill or many of them depending on the particular work allocated to them. Typical duties/skills should not be used as the primary determinant in classifying employees but may be useful if the characteristics of a level cannot be easily applied in an individual instance.

Some of the Characteristics have been included in the Typical Skills/Duties at each level. Where there is inconsistency between the Characteristics and the Typical Skills/Duties, the Characteristics will prevail over the Typical Skills/Duties.

(d) The key issue to be looked at in properly classifying an employee is the level of initiative, responsibility/accountability, competency and skill that an employee is required to exercise in performing the employee's work within the parameters of the characteristics, read as a whole, of the position.


(e) It should be noted that some typical duties/skills appear at one level only while others appear at more than one level. Because of this, the classification or reclassification of a position needs to be done by reference to the specific characteristics of the level. As an example, because an employee may be utilising a skill comprehended at a higher level than that to which the employee has been appointed, the employee assumes the level of initiative, accountability/responsibility, skill and competency envisaged by the characteristics of the higher level.

(f) Level 1 in the structure may be applied as a level at which employees learn and gain competency

in the basic skills required by the employer. In the event that the increased skills/competency are utilised by the employer, progression through the structure may be possible.

4.1.5 Classification levels

Subject to the provisions of clause 5.4 all employees shall be classified into one of the following levels:

LEVEL 1 Range 88 - 94%

Level 1 in the structure may be applied as a level at which employees learn and gain competency in the basic skills required by the employer. In the event that the increased skills/competency are utilised by the employer, classification to higher levels within the structure may be possible. A position shall be graded at this level where the principal characteristics of the position, as required by their employer are identified as follows: Characteristics The Characteristics are to be read as a whole. Supervision of Employee

- Work is performed under close supervision either as an individual or in a team environment. - Work is regularly checked. - Less direct guidance and some autonomy may be involved when working in teams. Competency required for position - Competency at this level involves application of knowledge and skills to a limited range of tasks and roles. - There is a specific range of contexts where the choice of actions required is clear. - Competencies are normally used within established routines, methods and procedures that are predictable. - Judgment against established criteria is also involved. Formal qualifications/experience - Junior certificate is the minimum formal qualification. No experience is required. Typical duties/skills The Typical Duties/Skills are subject to the Characteristics clause. - Perform a range of general clerical duties at a basic level, for example, filing, handling mail, maintaining records.


Operate routine office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, franking machine, calculators, etc. - Operate audio visual equipment at a basic level. - Attend to front counter and refer enquires to the appropriate member of staff. - Carry out minor cash transactions including receipting, balancing and banking. - Monitor and maintain stock levels of stationery/materials for office/department within established parameters including reordering. - Prepare and clean away materials for display/use in classroom or libraries under instruction of a higher level officer or member of the academic staff. - Carry out minor maintenance of equipment and material.

LEVEL 2 Range 96 - 100% An employee in a position at this level performs work above and beyond the skills of an employee in a position at level 1. A position shall be graded at this level where the principal characteristics of the position as required by the employer are identified as follows: Characteristics The Characteristics are to be read as a whole. Supervision of Employee - An employee in a position at this level works under direct and/or routine supervision depending on function. - An employee's work is intermittently checked. - Supervision may take the form of general guidance where working in teams is involved. - Supervision may involve detailed instructions in some situations. Supervision of Other Employees - Within a team responsibility for some roles and coordination may be required. - Provide guidance to other employees at a lower level. - Provide assistance to less experienced employees at the same level. Competency required for position - Competency at this level involves application of knowledge and skills to a range of tasks and role. - There is a defined range of contexts where the choice of actions required is clear. - There is limited complexity of choice of actions required. - Competencies are normally used within established routines methods and procedures. - Discretion and judgement about possible actions are involved in some cases. Formal qualifications/experience - Junior certificate is the minimum formal qualification. No experience is required.


Typical duties/skills The Typical Duties/Skills are subject to the Characteristics clause. - Perform a range of general clerical duties at a basic level, for example, filing, handling mail, maintaining records. - Operate routine office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, franking machine, calculators, etc. - Attend to front counter and refer enquires to the appropriate member of staff. - Assist student learning, either individually or in groups, under the direct supervision of an academic staff member. - Prepare and clear away materials for display/use in classrooms or libraries under instruction of a higher level officer or member of the academic staff. - Process basic library transactions such as issues and returns, produce overdue lists, entry of orders in a computerised system, perform stock-takes, entering of accession information into computer. - Operate and demonstrate the use of audio-visual equipment where there is limited complexity. - Maintain a booking system for equipment use and organisation of repairs and replacement of equipment. - Record audio/video programs and maintain a catalogue system of such recordings in accordance with established routines, methods and procedures. - Carry out minor cash transactions including receipting, balancing and banking. - Monitor and maintain stock levels of stationery/materials of an office/department within established parameters including reordering. - Provide assistance with an academic programme where limited discretion and judgment are involved. - Within a defined range of contexts, where the choice of actions is clear, maintain science equipment, materials and specimens. - Under direct supervision, assist in design/demonstration of experiments and scientific equipment under the supervision of academic staff member.

LEVEL 3 Range 100 - 110% An employee in a position at this level performs work above and beyond the skills of an employee in a position at level 2. A position shall be graded at this level where the principal characteristics of the position, as required by the employer are identified as follows: Characteristics The Characteristics are to be read as a whole.


Supervision of Employee - An employee in a position at this level works under limited supervision. - An employee's work may be checked in relation to overall progress. - Supervision may take the form of broad guidance. - A level of autonomy may be involved when working in teams. Supervision of Other Employees - Limited responsibility for the work of others may be involved. - Team co-ordination may be required. - Assistance and/or guidance may be provided to other employees. Competency required for position - Competency at this level involves application of knowledge with depth in some areas and a broad range of skills. - There is a range of roles and tasks in a variety of contexts. - There is some complexity in the extent and choice of actions required. - Competencies are normally used within routines, methods and procedures. - Some discretion and judgement is involved in selection of equipment, work organisation, services, actions and achieving outcomes within time constraints. Formal qualifications/experience Tertiary qualifications at certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position. Typical duties/skills The Typical Duties/Skills are subject to the Characteristics clause. - Carry out a wide range of secretarial and clerical duties at an advanced level, including, typing, word processing, maintain manual and computerised records, and shorthand. - Handle administration enquires from staff/students/parents/public. - Enter financial data into computer and prepare financial and management reports for review and authorisation by senior management. - Prepare and process payroll within routines, methods and procedures. - Carry out bank and ledger reconciliations. - Maintain petty cash. - Assist with preparation of internal and external publications. - Provide administrative support to senior management. Arrange appointments and diaries and prepare confidential and general correspondence. - Assist in the enrolment function including handling initial enquires and arranging interviews. - Prepare government and statutory authority returns for authorisation under supervision. - Provide academic programme assistance where some discretion and judgement are involved.


- Under supervision assist in the design/demonstration of experiments where some discretion and judgement are involved. - Limited responsibility for the work of other assistants in a laboratory. - Assistance and/or guidance may be provided for other assistants in a laboratory. - Provide technical assistance in the operation of the library where some discretion and judgement are involved. - Search and verify bibliographical data where some discretion and judgement are involved. - Copy catalogue books, magazines, journals and recorded material, maintain library circulation systems. - Produce display and publicity materials. - Carry out liaison between the school, the student and the student's family where some discretion and judgement are involved. - Assist staff and students in accessing library information where some discretion and judgement are involved. - Assist staff and students in use of library equipment where some discretion and judgement are involved. - Assist in supervision of students in the library where some discretion and judgement are involved. - Assist student learning, where some discretion and judgement is involved, including evaluation and assessment, under the supervision of an academic staff member, of the learning needs of students.

LEVEL 4 Range 112 - 118% An employee in a position at this level performs work above and beyond the skills of an employee in a position at level 3. A position shall be graded at this level where the principal characteristics of the position, as required by the employer are identified as follows: Characteristics The Characteristics are to be read as a whole. Supervision of Employee - Work is carried out under general supervision. - Progress and outcomes sought are under general guidance. Supervision of Other Employees - The work of others may be supervised. - Teams may be guided or facilitated. - Responsibility for the work and organisation of others in limited areas. - Training of subordinate staff may or may not be required.


Competency required for position - Competency at this level involves the application of knowledge with depth in some areas and a broad range of skills. - There is a wide variety of tasks and roles in a variety of contexts. - There is complexity in the ranges and choice of actions required. - Competencies are normally used within a variety of routines, methods and procedures. - Discretion and judgement are required for self and/or others in planning, selection of equipment, work organisation, services, actions and achieving outcomes within time constraints. Formal qualification/experience Tertiary qualifications at certificate level or equivalent qualifications relevant to the position may be required by the employer or knowledge qualifications and experience as are deemed by the employers as necessary to successfully carry out the duties of the position. Typical duties/skills The Typical Duties/Skills are subject to the Characteristics clause. - Advanced application of computer software packages. - Provide administrative support to senior management at a higher level than at level 3 where discretion and judgment are required. - Initiate and handle correspondence, which may include confidential correspondence. - Calculate and maintain wage and salary records for a large payroll utilising a variety of routines, methods and procedures. - Apply inventory and purchasing control procedures, prepare monthly summaries of debtors and creditors ledger transactions and reconcile these. - Control the purchase and storage function for a discrete department. - Within a variety of routines, methods and procedures and with depth of knowledge in some areas, demonstrate to staff and students the use of complex audio visual or computer equipment. - Within a variety of routines, methods and procedures and with depth of knowledge in some areas, monitor performance of and carry out repairs to specialised equipment. - Within a variety of routines, methods and procedures and with depth of knowledge in some areas, supervise and maintain the hardware and software components of a computer network and provide user support. - Assist student learning, either individually or in groups, under the general supervision of an academic staff member(s). Employees at this level are required to exercise discretion and judgement to modify education programmes to meet the learning needs of specific students. - Carry out liaison between the school, the student and the student's family where discretion and judgement are required in relation to the planning, actions and achieving outcomes. - Design and demonstrate experiments within a variety of routines, methods and experiences under the supervision of academic staff members where discretion and judgment are required.


LEVEL 5 Range 122 - 128% An employee in a position at this level performs work above and beyond the skills of an employee in a position at level 4. A position shall be graded at this level where the principal characteristics of the position, as required by the employer are identified as follows: Characteristics The Characteristics are to be read as a whole. Supervision of Employee - An employee in a position at this level works under general supervision and/or broad guidance depending on function. Supervision of Other Employee - The work of others may be supervised. - Teams may be guided. - Responsibility for the planning and management of the work of others may be involved. - Supervision and training of staff in lower level positions may or may not be involved. Competency required for position - Competency at this level involves self directed application of knowledge with substantial depth in some areas. - A range of technical and other skills are applied to roles and functions in both varied and highly specific contexts. - Competencies are normally used independently and both routinely and non routinely. - Discretion and judgement are required in planning and selecting appropriate equipment, service techniques and work organisation for self and/or others. Formal qualifications/experience Tertiary qualifications at associate diploma/diploma level or equivalent qualifications relevant to the position may be required by the employer or knowledge, qualifications and experience that are determined by the employer as necessary to successfully carry out the duties of the position. Typical duties/skills The Typical Duties/Skills are subject to the Characteristics clause. - Provide executive support to senior management and associated committees concerning designated aspects of school management. - Direct and supervise the work of other staff. - Oversight the operations of the school's office and other administrative activities, in the areas of enrolment, equipment and statistical staffing returns. - Ensure deadlines and targets are met. Prepare the accounts of the school to operating statement stage and assist in the formulating of period and year end entries.


- Provide specialist technical advice, direction and assistance in the employee's area of expertise using the application of knowledge gained through formal study/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position in areas such as the operation of a library/resource centre, laboratory or information technology. This may also include developing the framework for and providing the instruction to students (within a structured learning environment) under the general supervision of an academic staff member/s.

LEVEL 6 Range 132 - 161% An employee in a position at this level performs work above and beyond the skills of an employee in a position at level 5, demonstrating work of a professional nature. A position shall be graded at this level where the principal characteristics of the position, as required by the employer are identified as follows: Characteristics The Characteristics are to be read as a whole. Supervision of Employee - An employee at this level works under limited guidance in accordance with a broad plan or strategy. Supervision of Other Employees - Responsibility and accountability is exercised within defined parameters, either for the supervision and monitoring of the work of employees of a lower level or for a defined work function. - Competency required for position - Competency at this level involves the development and application of professional knowledge in a specialised area/s and utilising a broad range of skills. - Competencies are normally applied independently and are substantially non-routine. - Competency at this level involves the delivery of professional services within defined accountability levels. - Employees may operate individually or as a member of a team. - Significant discretion and judgement is required in planning, design, of professional, technical or supervisory functions related to services, operations or processes. - Employees at this level are expected to plan their own professional development and such increased knowledge, relevant to the position held, will be applied to the work situation. Formal qualifications/experience - Formal qualifications at degree level are required. Typical duties/skills The Typical Duties/Skills are subject to the Characteristics clause. - Operate and be responsible for a structurally and/or operationally defined section.


- Provide professional advice to staff and students in the officer's area of expertise. - Prepare advice, reports, proposals or submissions for the senior executives of the school and/or outside bodies. - Within defined accountability levels, perform professional activities which may include: Responsibility for planning and development of programs of structured learning activities; guidance and counselling services; and information services, within the employee's area of expertise.

LEVEL 7 Range 164 - 178% An employee in a position at this level performs work above and beyond the skills of an employee in a position at level 6. A position shall be graded at this level where the principal characteristics of the position, as required by the employer are identified as follows: Characteristics The Characteristics are to be read as a whole. Supervision of Employees - An employee in a position at this level is accountable to the school or college administration for the conduct of their work. - Within the constraints set by management, an employee works autonomously and is responsible for the professional content of the work performed. Supervision of Other Employees - An employee at this level may be required to provide active supervision of and be responsible for other staff. Competency required for position - Within constraints set by management, employees exercise initiative in the application of professional practices demonstrating independent discretion and judgment, which may have effect beyond a work area. - An employee at this level is expected to carry out a high proportion of tasks involving complex, specialised or professional functions. Formal Qualifications/Experience Formal qualifications at degree level are required, along with relevant post graduate qualifications or extensive and relevant experience, as required by the employer, to reflect higher levels of professional outcomes. Typical Duties/Skills The Typical Duties/Skills are subject to the Characteristics clause. - Undertake more complex professional activities above and beyond those required in Level 6, involving the selection and application, based on professional judgement, of new and existing techniques and methodologies.


- Provide advice to the senior executive of the school on the operational and/or future directions of the employee's section and to contribute to the development of that section in the educational context of the school. Such advice may be given in specialist areas.

4.2 Incremental Advancement 4.2.1 Each level of the structure has varying pay steps which provide for yearly service increments within a

level. Such increments are payable subject to satisfactory performance but will not be unreasonably withheld by the employer without due process.

4.2.2 For the purposes of establishing the entitlement of an employee to a yearly pay increment a year's

service shall constitute 1976 hours of duty. 4.2.3 Progression from one level to a higher level is either by appointment to such higher level as a result of

vacancy at that level or the employer requiring an employee to perform at a higher level in accordance with the classification criteria set out in clause 5.1.2.

4.2.4 An employee may be appointed to a higher level without having progressed through all pay points

within a lower level. 4.3 Recognition Of Previous Service For Salary Purposes 4.3.1 Recognition of years of service for salary purposes shall include all previous service as a school officer

within the non-government education industry at or above the classification level of the position to which the employee is appointed on and from the 27 February 1995.

4.3.2 The provision of documentary evidence of previous employment as a school officer shall be the

responsibility of the employee. 4.3.3 Notwithstanding the above other forms of documentary evidence may be accepted at the discretion of

the employing authority.

ea_signing_13_12_10_final

Documents

variation of agreement

school program

induction of graduate

casual teachers

economical use of resources

technological competencies

period of operation

mission statement