Nambour_Christian_EBA1

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3REF:eb/chr/nambour/eb1/namchr12gp;vs

Form 11

APPLICATION FOR CERTIFICATION OF AGREEMENT

QUEENSLAND INDUSTRIAL RELATIONS COMMISSION

Industrial Relations Act 1999 (Queensland)Section 156

NAMBOUR CHRISTIAN COLLEGE

AND

QUEENSLAND INDEPENDENT EDUCATION UNION OF EMPLOYEES

AND

TRANSPORT WORKERS’ UNION OF AUSTRALIA, UNION OF EMPLOYEES(QUEENSLAND BRANCH)

(No..................of 2000)

NAMBOUR CHRISTIAN COLLEGE

CERTIFIED AGREEMENT 2000

COMMISSIONER...................................................(Approved)......................................

THIS AGREEMENT, made under the, Industrial Relations Act 1999 (Queensland), this ...…..…...... dayof ...............…......... 2000 between Nambour Christian College (hereinafter referred to as “theEmployer” and the Queensland Independent Education Union of Employees, and Transport Workers’Union of Australia, Union of Employees (Queensland Branch), (hereinafter referred to as “the Unions”),witnesses that it is mutually agreed as follows:-

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ARRANGEMENT

Subject Page No.

1. PRELIMINARY 5

1.1. Title 5

1.2. Application 5

1.3. Date and Period of Operation 5

1.4. Certified Agreement Posting 5

1.5. Single Bargaining Unit 5

2. RELATIONSHIP TO THE AWARDS 6

2.1. Relationship with Parent Awards 6

3. RELATIONSHIP TO AIMS OF THE COLLEGE 6

3.1. Preamble 6

3.2. Mission Statement 7

3.3. Objectives 7

3.4. Acknowledgment 7

3.5. College Consultative Committee 8

3.6. Objectives of the College Consultative Committee 8

3.7. Tasks of the College Consultative Committee 9

3.8. Requirements for staff of Nambour Christian College 9

3.9. Key Performance Indicators 10

3.10. College Improvement 10

4. WAGES 11

4.1. Salary and Wage Increases 11

4.2. No Further Claims 11

4.3. Variation of Agreement 11

5. NON-SALARY BENEFITS 12

5.1. Long Service Leave 12

6. EFFICIENCY AND EFFECTIVENESS INITIATIVES 12

6.1. Sick Leave 12

6.2. Enhanced Conditions for those with Family Responsibilities 12

6.3. Superannuation 13

6.4. Promoting the Teaching Profession 13

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6.5. Job Share Provision 13

6.6. Union Recognition Clause 13

7. EMPLOYMENT POLICIES & WORK PRACTICES 13

7.1. Hours of Duty 13

7.2. Non-Contact Time 14

7.3. Induction 14

7.4. Role Descriptions 14

7.5. Use of Technology 14

7.6. Vocational Education 15

7.7. Further Career Advancement for Classroom teachers 15

7.8. Positions of Added Responsibility 15

7.9. Classification of School Officers 15

7.10. Performance Review 15

7.11. Payslips 17

7.12. Professional Development 17

7.13. Dress Code 18

8. PROCEDURES FOR RESOLVING DISPUTES 18

8.1. Industrial Disputes 18

8.2. Harassment Disputes 20

9. SAVINGS CLAUSE 21

10. FUTURE RE-NEGOTIATION OF AGREEMENT 21

10.1. Variation, Renewal or Replacement of Agreement 21

SCHEDULE 1 WAGES

SCHEDULE 2 SENIOR TEACHER

SCHEDULE 3 THE PHILOSOPHICAL BASIS OF APPRAISAL

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1. PRELIMINARY

1.1. Title

This Agreement shall be known as the Nambour Christian College Certified Agreement2000.

1.2. Application

This Agreement shall apply to Nambour Christian College (“the Employer”) and itsemployees and to the Unions signatory to this Agreement.

1.3. Date and Period of Operation

This Agreement shall operate from 8 December and shall remain in force until8 December 2003. .

The Agreement may only be terminated by any of the Parties to the Agreement in thematter prescribed by Section 172 and 173 of the Industrial Relations Act 1999.

1.4. Certified Agreement Posting

A copy of this Certified Agreement shall be exhibited in a conspicuous and convenientplace at the College so as to be easily read by employees.

1.5. Single Bargaining Unit

For the purposes of negotiating this Enterprise Agreement a Single Bargaining Unit(SBU) has been established consisting of Employee, Union and Managementrepresentatives and specifically with membership as follows:-

• seven (7) Employee representatives, four (4) representing academic staff, two(2) representing school officer staff and one (1) representing other employeesin the College, and a QIEU representative acting for and on behalf of allunions party to this Agreement.

• Five (5) Administration Representatives and an Industrial Adviser.

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2. RELATIONSHIP TO THE AWARDS

2.1. Relationship with Parent Awards

This Agreement shall be read and interpreted in conjunction with Awards havingapplication to or adopted for the purposes of Section 160 and Section 163 of theIndustrial Relations Act 1999, as set out hereunder except as varied by the terms ofthis Agreement –

• Teaching Staff Teachers’ Award – Non-Governmental Schoolsand Industrial Agreements pertaining to thatAward

Kindergarten Teachers’ Award - State

• School Officers School Officers’ Award - Non-GovernmentalSchools

• Cleaners and Caretaker Miscellaneous Workers’ Award - State

• Groundstaff Greenkeeping Industry Award - State

• Drivers Motor Drivers etc Award - Southern Queensland

In the event of any inconsistency with existing Awards and Industrial Agreements, theterms of this Agreement will take precedence.

3. RELATIONSHIP TO AIMS OF THE COLLEGE

3.1. Preamble

Nambour Christian College is a Christian college in both orientation and expression,which places emphasis on the development of the whole person including academic,spiritual, cultural, social, practical and physical dimensions. This agreement has sixmajor priorities, which are considered essential for the maintenance and preservationof the special qualities, which constitute the distinctive style, and nature of the College.

These priorities are:-

1. The distinctive ethos of the College.2. God’s Word (the Bible) is our standard of truth.3. The sense of a Christ-centred learning faith community.4. The commitment to excellence in all endeavours.5. The high quality of education provided by the College.6. A commitment by staff to work in cooperation with students and parents to

maximise learning outcomes for students.

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3.2. Mission Statement

The mission of Nambour Christian College is to provide a Christ-centred, caringenvironment for every student, through the co-operation and involvement of staff,students and their families in the College community.

We encourage all the students to pursue excellence according to their potential, sothat they can develop into effective members of society, serving God and using theirgifts and talents in their chosen fields.

3.3. Objectives

The agreed objectives of this Agreement are to:

1. Maintain and improve productivity, efficiency, flexibility and effectiveness ofthe College through the implementation of agreed measures, which willsignificantly increase the performance of the College and offer secure andworthwhile employment for its employees.

2. Adopt a consultative and participative approach to implement increased andsustained improvement in performance across all areas of operation of theCollege.

3. Develop an environment of continuous improvement which is conducive to aflexible work organisation able to response to changing demands ineducation.

4. Develop management systems and work practices that are capable ofassuring all stakeholders of the quality of the College services.

5. Maintain the College as a non-elitist agency of services to the communitythrough continued awareness of increasing pressures on operating costs andencouragement of optimum resource usage.

6. Maximise the learning outcomes for students through quality teaching.

7. Share equitably the benefits of enhanced service delivery among employeesand the College community.

3.4. Acknowledgment

The Parties to this Agreement acknowledge and work towards the achievement of theCollege Mission detailed in Clause 3.2, the Objectives detailed in Clause 3.3. and thefollowing philosophy:

Being involved in Christian education, a Christ-like spirit of servant hood shouldpervade the approach taken by all staff to their work and that there be a commitmentto serving the needs of the students, staff and the College. A community of mutualcaring for the needs of others will bring about harmony and assist in developing unityand a sense of purpose within the College.

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3.5. College Consultative Committee

The Parties agree to form a College Consultative Committee to work through issuesand provide recommendations to the College regarding matters, which may arise as aresult of implementation of this Agreement.

In agreeing to form a College Consultative Committee all Parties, management andemployees, acknowledge the requirement for an atmosphere of mutual trust and co-operation. The overall purpose of the Committee is to provide an environment forgreater two-way communication and in doing so, establish a forum in which employeesare able to participate in the implementation of the Enterprise Bargaining Agreement.The College Consultative Committee also provides management with the opportunityto utilise employee knowledge and experience.

All Parties support the principles of co-operation and consultation and agree thateffective consultation is dependent upon:

1. a commitment to participation ;2. co-operation and consultation prior to decisions being made;3. effective communication processes within the College;4. training; and5. regular meetings.

3.6. Objectives of the College Consultative Committee

The College Consultative Committee is established to implement, monitor and evaluatethe Enterprise Bargaining Agreement at the College level. The objectives of theCommittee are:

1. to promote a co-operative approach to the implementation of the terms of theEnterprise Bargaining Agreement;

2. to plan and ensure that necessary changes in work practices and organisationas outlined in the Enterprise Bargaining Agreement are implemented;

3. to provide a mechanism for employees to have input into decisions arisingfrom the Enterprise Bargaining Agreement that affect their working lives, thusproviding a more satisfying work environment;

4. to provide a mechanism for employees to be involved in problem solvingrelating to the Enterprise Bargaining Agreement.

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3.7. Tasks of the College Consultative Committee

To achieve the above objectives, the College Consultative Committee will:

1. monitor the implementation of the Agreement by monitoring the KeyPerformance Indicators in the Agreement;

2. recommend to the Nambour Christian College Single Bargaining Unit items tobe included in the next Enterprise Bargaining Agreement.

3. consult with all Parties affected by ongoing implementation.

The College Consultative Committee will reflect the staffing structure of the Collegeand should include:

1. 2 persons appointed by the Principal;2. 1 elected from each of the following areas:-

• Primary Teacher, Secondary Teacher, School Officer and Services Staff.

Where appropriate, other relevant personnel may be co-opted for input in specificissues.

3.8. Requirements for staff of Nambour Christian College

All staff of Nambour Christian College are required to carry out their duties andresponsibilities in accordance with the Statement of Faith and Christian Ethics of theCollege as contained in the Staff Guidelines. In particular, this means recognising thatNambour Christian College exists to provide a Christian Ministry to all the familiesassociated with the College.

Staff are required to:

1. Regularly and frequently attend a Christian church and to regularly and frequentlysupport Staff Devotions and Staff Worship Services;

2. Conduct their private lives in a manner consistent with Biblical principles andtraditional Christian beliefs;

3. Conscientiously and consistently act in such a way that the well being of the totalschool is considered at all times, and particularly that the rights of children and theirparents are respected and valued; and

4. Actively support the Christian basis of the College, as expressed in the Statementof Faith, and to conscientiously and consistently model Christian behaviour thatreflects that basis.

Where any staff member ceases to conduct themselves, or pursue a lifestyle in amanner which does not support these requirements, and it becomes publicly damagingto the College, the Principal may call the staff member to account. The Principal mayinitiate due process, including an attempt at restoration, and may require them toresign their position if there continues to be significant incompatibility.

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3.9. Key Performance Indicators

The following are the Key Performance Indicators which will form the Criteria forassessing success of this Enterprise Bargaining Agreement.

1. A high level of Parent Satisfaction:

• maintenance, growth and retention of enrolments;• effective communications between parents and school;• effective management of public relations;• high standards of student appearance, behaviour and manners.

2. Provision of educational programs:

• catering for full range of students;• maintenance of high standard of curricular and co-curricular

activities.

3. Focus on the Christian ethos of the College:

• maintenance and development of links with the Christian community.• maintenance and development of effective pastoral care.

4. A concern for Staff:

• provision for professional development• effective communication.

3.10. College Improvement

3.10.1 The Parties agree that over the life of this agreement, that the staff will deviseand support methods of achieving improvement in all the following areas, tothe point where the staff and students see the daily achievement of these aspart of the culture of the College:

1. Ensuring the security of classrooms after hours and at breaks2. Maintaining classrooms and grounds to a high standard of

neatness and presentation3. Maintenance of a litter-free environment4. The vigilant observance of a vandalism/graffiti free environment5. Developing community within the College by encouraging

parental participation in the education process.

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4. WAGES

4.1. Salary and Wage Increases

This agreement provides for the following wage increases to be implemented asfollows: The Employer is committed to the following salaries:

4.1.1 Stage One

As from 29 November 2000 the Employer will pay a 3% increase as perAppendix Schedule 1.

4.1.2 Stage Two

The Employer will provide a salary increase in 2001, effective from the first pay inJuly, 2001. The increase is expected to be 3%, however, the final amount paid willbe determined by consideration of the following factors:

1. Current enrolments and other circumstances at the time which willaffect the capacity of the college to pay an increase, and

2. State Award salary rates, as well as prevailing salary rates inCatholic, Anglican and Lutheran Systems.

4.1.3 Stage Three

The Employer will provide a salary increase in 2002, effective from the first pay inJuly, 2002. The increase is expected to be 4%, however, the final amount paid willbe determined by a consideration of the following factors:

1. Current enrolments and other circumstances at the time which willaffect the capacity of the college to pay an increase, and

2. State Award salary rates, as well as prevailing salary rates inCatholic, Anglican and Lutheran Systems.

4.2. No Further Claims

The Parties to this Agreement, undertake that for the duration of this Agreement, nofurther claims will be made on the College in respect to wages or working conditions.

4.3. Variation of Agreement

This Agreement may be varied in circumstances where all of the parties genuinelyagree that a variation is necessary. Where agreement is reached then this Agreementshall be varied by application to the Queensland Industrial Relations Commission inaccordance with the provisions of the Industrial Relations Act 1999.

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5. NON-SALARY BENEFITS

5.1. Long Service Leave

All full-time staff will be entitled to long service leave on full pay, which may be utilisedafter ten years of continuous service. The full entitlement will be thirteen weeks afterthe completion of ten years, i.e. 1.3 weeks per year. Application for long service leavemust be made in writing by 01 October of the previous year, and the time and mannerof the taking of such leave is subject to mutual agreement between the staff memberand the Principal. It is expected that the number of weeks utilised shall be sufficient tocover the full academic term in which the leave is taken. When the number of weeksutilised is less than the full entitlement, the balance may be utilised with subsequententitlements.

The subsequent completing of similar periods of ten years will each carry similarentitlements, except that if the staff member ceases to be employed after thecompletion of five years, the staff member will be entitled to pro rata long serviceleave.

If some or all of the service is part-time, the number of weeks of Long Service Leave ofthe entitlement is calculated in the same proposition as the time actually worked bearsto full-time employment.

For part-time staff the above conditions apply, except that the Long Service leaveentitlement is calculated in hours as follows:

Actual Service (in hours) 12------------------------------------ X ----- 52 10

6. EFFICIENCY AND EFFECTIVENESS INITIATIVES

6.1. Sick Leave

New employees will be granted upon appointment their pro rata entitlement for thatcalendar year at the rate of two (2) days per term or part thereof.

6.2. Enhanced Conditions for those with Family Responsibilities

Notwithstanding the provisions of the Family Leave Award (Qld) employees mayaccess all accrued sick leave entitlements not exceeding eight (8) days per year toprovide care and support for members of their immediate family or household whenthey are ill.

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6.2.1 Maternity Leave1. Employees, other than casuals, who have three (3) years continuous

service shall be eligible for paid maternity leave.

2. Two (2) weeks paid maternity leave or four (4) weeks paid at ½ fulltime rate is available from 1 January 2001.

3. Maternity leave without pay is available for a period of up to one year(two weeks maternity leave inclusive)

6.3. Superannuation

From Certification of this Agreement the Parties agree to implement a choice ofSuperannuation fund selected by staff at Nambour Christian College.

6.4. Promoting the Teaching Profession

The parties agree to work towards improving the status of the teaching profession inthe Nambour Christian Community and to increase the attractiveness of the teachingprofession to the students and parents of Nambour Christian College.

6.5. Job Share Provision

Job Sharing is one option that the College may use in order to fill a vacancy. The finaldecision will be made by the Principal.

6.6. Union Recognition Clause

The Employer recognises the Unions party to this Certified Agreement as thelegitimate industrial representatives of the employees according to their Unions’respective callings.

The Employer and the Unions are committed to working constructively together tofurther the interests of education and specifically non-governmental education and theemployees in this industry, while at the same time working constructively together tofurther the interests of Nambour Christian College, as expressed in this agreement andother public documents.

Subject to agreement with the respective Union, the Employer shall make available toall employees facilities for the payment of their Union fees, either by payroll deduction,direct debit or other schemes as agreed. The operation of any such facility shall bedependent upon the appropriate authorisations being signed by the employee.

7. EMPLOYMENT POLICIES & WORK PRACTICES

7.1. Hours of Duty

The parties agree to establish a working party in consultation with the CollegeConsultative Committee during the life of the Agreement to review the hours of duty atthe College, with a view to clarifying issues such as maximum contact time,preparation and correction time, other duties, meal breaks, release time. The currentindustry standards will be taken into account.

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7.2. Non-Contact Time

During the period of this agreement, preparation and correction time in the Primarysection of the College shall be at least three (3) hours and twenty (20) minutes perfortnight.

7.3. Induction

Teaching staff who commence their service with the College at the beginning of theschool year shall undertake an orientation program which will include:

1. provision of a duty statement;

2. identification of lines of support;

3. provision of material relevant to the ethos and mission of the College;

4. provision of documents relevant to the policies and procedures of the College;

5. provision of information documents relevant to superannuation entitlementsand options;

6. provision of this Certified Agreement;

7. provision of information relevant to union coverage and the benefits of unionmembership.

7.4. Role Descriptions

The Parties are committed to the ongoing development of Position Descriptions. ThePosition Descriptions as currently exist, will remain in place until they are replaced oraltered.

Before alterations are made, or new positions added, a process of consultation withrelevant employees or groups of employees will take place.

It is acknowledged that educational institutions are generally in a period ofconsiderable change and re-direction. It is very likely that numerous positions at theCollege will undergo change and/or significant restructuring over the coming years.

The Parties acknowledge that the Principal has the ultimate responsibility for makingdecisions on the positions, roles and responsibilities within the College.

7.5. Use of Technology

The Employer recognises the importance of the provision of access to teachingresources and equipment eg: textbooks, computer software/hardware, as theEmployer considers necessary for curriculum delivery, support or management.All such resources which are provided by the College shall remain the property of theCollege.

Further, the Employer and all teaching and administrative employees, accept a jointresponsibility for enhancing skills in the use of technology in the College. Theprovision of appropriate professional development and training shall be subject tonegotiation.

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By the end of the year 2000, it is expected that all current teaching staff will havesuccessfully completed Level 1 Computer Competencies. All new teachers willcomplete Level 1 by the end of their first year. Teaching staff will be required toundergo further training as part of their Professional Development as provided by theCollege.

7.6. Vocational Education

During the life of this Agreement, the Parties will monitor developments in the area ofVocational Educational.

7.7. Further Career Advancement for Classroom teachers

The Parties agree to the implementation of a Senior Teacher provision as of1 January 2001 for eligible teachers who satisfy the agreed process.

The Senior Teacher provision is outlined in Schedule 2 of this Agreement.

7.8. Positions of Added Responsibility

The parties are committed to developing a new PAR document which will come intoeffect from 1 January 2002.

7.9. Classification of School Officers

The Parties recognise that employees, such as Librarians and Instrumental MusicTeachers, who do not hold teaching qualifications, may not be adequately provided forin the existing classification structure. It is agreed that an appropriate classificationstructure and remuneration will be developed for such employees during the life of thisAgreement.

In addition, it is agreed that the existing classification structure will be reviewed toensure that Technical Staff (including Computer Co-ordinators, Audio VisualTechnicians, Laboratory Technicians, Library Technicians, Scientific Assistants,Teacher Aides and other similar employees) are appropriately provided for andremunerated.

7.10. Performance Review

7.10.1 Philosophical Basis of Appraisal The Parties acknowledge that the current appraisal system provides opportunities foremployees to identify strengths, to set goals and identify training needs. The attached Philosophical Basis of Appraisal (Schedule 3) shall inform the appraisalprocess.

7.10.2 Special Case – Performance Review

1. From time to time, the performance of a teacher (including a person in a positionof Added Responsibility) may come under particular scrutiny. This could be for avariety of reasons such as, but not exclusively, pedagogical performance,classroom management, insubordination, philosophical and religious issues,continued absences, staff relationships, parental concerns, a failure to meet therequirements of the Position Description.

2. To ensure that all parties concerned are treated justly, and to maintainprofessional and legal credibility, the procedures outlined below must be followed.

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3. If after appropriate counselling and written direction and explanation from a Headof School or other supervisor, a teacher still appears to be experiencing majordifficulty in discharging his/her duties as a teacher at the College, the Principal isto inform the teacher in writing that he/she is required to undergo a PerformanceReview. The specific grounds and/or focus for the Review will be made clear inthe letter of notification.

4. The Performance Review may involve all or some of the following, at the initiationof either the Principal or the teacher concerned.

i. Classroom inspections by at least two senior teachersii. Counselling by internal or external advisersiii. Interviews and discussions with the teacher, and/or the Mentoriv. Reference to, and comparison of present practice with, the

current Personal Appraisal File.v. Examination of relevant records, such as programs, rolls,

assessment records, and other documentation produced by theteacher.

vi. Soliciting of information from students, parents and other staff.

5. The relevant Head of School will write, or cause to be written, a report whichcovers the following areas:

i. Explanation/elaboration of the initial grounds/focus for thePerformance Review.

ii. Detailed comments following appraisal of the teacher’sperformance in areas relevant to the grounds/focus.

iii. Recommendations for change or improvement in clearlyspecific areas.

iv. Evidence of consultation with at least two senior staff and theteacher’s Mentor.

v. Supportive material gleaned from sources such as, but notexclusively, classroom observations, collegial comments,parental or student comments, the teacher’s records ofplanning and assessment.

6. A copy of this report to be forwarded to the Principal and the teacher.

7. After studying the report, the Principal will follow the procedures as detailedbelow:

i. Formally interview the teacher: The teacher may have anotherstaff member present for support.

ii. Observe the teacher in the classroom if deemed necessary.iii. Examine appropriate records such as programs, rolls, record

cards, pupil assessments, etc.iv. Confer with other members of the college community if

appropriate.

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8. The Principal will then decide appropriate action from the following alternatives:

i. Confirm the teacher’s position at the college.ii. Notify the teacher of a “period of grace” at the college with

professional support and/or a supervision program. After aperiod of no less than 4 term weeks and no more than ten termweeks, a second appraisal will be undertaken, as in 6.4 above.

9. If a teacher’s performance is found to be unsatisfactory after this appraisal, thePrincipal may proceed to dismiss the teacher with appropriate notice or paymentin lieu of notice.

7.11. Payslips

The Parties agree to the implementation of measures to provide all employees withPay Advice Slips showing the following:

1. salary band and step;2. gross payment;3. tax paid;4. net payment;5. superannuation contributions;6. accrued Long Service Leave;7. accrued annual leave (which shall include the accrued number of sick days on the

Pay Advice Slip containing the annual leave statement).

7.12. Professional Development

The parties are committed to enhancing the skills of employees through the provisionof both internal and external professional development and training, within theCollege’s resources capacity, linked to:

1. The relevant appraisal system2. The goals of the College3. The personal goals of the employees as related to their work.4. The appropriateness to the employee’s position5. Workplace and industrial issues.

All staff recognise the importance of professional development as a means ofenhancing their skills. It shall be the employer’s responsibility for provision of care ofprofessional development, including release time and course fees, within the Collegebudget.

Staff acknowledge a need for on-going professional development, including releasetime and course fees, within the College budget. Staff acknowledge a need for on-going professional development which may occur in school time and in their own time.

Teaching staff may be involved in such things as relevant subject associations, theBoard of Senior Secondary School Studies as Panel Chairs and Review Panelmembers, cluster meetings and conferences and further formal study.

In accordance with our desire to have committed, dedicated Christian teachers in ourCollege, we believe that a teacher’s ability to teach “Christianly” is a continuous andongoing process. Understanding their subject matter from a Christian perspective isimperative. Therefore, the College will provide professional development courses forteachers from a Christian perspective for one semester duration each year.

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7.13. Dress Code

It is recognised that staff members provide role models for students at NambourChristian College. Therefore their dress, grooming and presentation should be of ahigh standard reflecting the expectations of the wider community we serve and thehigh standards we set for our students.

The following guidelines are offered:

1. Whilst not needing to be expensive, clothing should be smart and attractive2. Clothing should not be beach or holiday wear nor should it be too casual3. Female staff should wear dresses, shirts and blouses, or dress slacks. These

should conform with the above. Jeans and T/shirts are inappropriate. Culottesand tailored shorts may be worn provided they are a modest length.

4. Male teaching staff should either wear tailored shorts or trousers. Teacherselecting to wear shorts must wear long socks.

5. Thongs and joggers are inappropriate, sandals are acceptable for female staffonly.

6. Teachers should wear hats at all times when engaged in duties outside theclassroom.

8. Procedures for Resolving Disputes

8.1. Industrial Disputes

The matters to be dealt with in this procedure shall include all industrial disputesbetween an employee and the employer in respect to any industrial matter, includingthe terms and conditions of this Agreement, College Policy Documents, WH&Srequirements, relevant Awards and/or legislation. This procedure shall apply to asingle employee or to any number of employees.

Subject to the Industrial Relations Act 1999, any such industrial dispute should be dealtwith by following the procedure and sequence outlined below.

1. In the event of an employee having a grievance the employee shall, afterprayer, attempt to resolve the matter with the relevant senior staff member,who shall respond to the matter as soon as reasonably practicable under thecircumstances.

2. If no resolution of the grievance or dispute is reached as a result of subclause1 above, the employee should initiate a discussion between the employeeand/or his representative with the relevant Head of School or BusinessManager. This step should be completed within five (5) school days of theemployee’s notification of his desire for a discussion. All parties may haverepresentatives or witnesses at this meeting and any meeting in the stepsoutlined below.

3. If no resolution of the dispute is reached the employee should advise thePrincipal,

i. that a dispute exists;ii. the exact nature and/or details of the dispute;iii. a brief outline of the steps taken thus far to attempt to resolve the

issue; andiv. of a formal request that the matter be addressed by the Principal

and/or, if he wishes, his agent.

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The Principal will hold formal discussions with the employee. As a part of thePrincipal’s investigation of this matter, the exact nature and details of thedispute will be agreed in writing. This process should be completed, and adecision communicated in writing within seven (7) school days after therequest by the employee.

4. If the employee is still dissatisfied, the employee should, within three (3)working days of the decision being received, request a second meeting withthe Principal, to attempt to resolve the dispute. This meeting must be heldwithin three (3) working days of receipt of that request.

5. If the dispute is still unresolved the Principal will fully inform the BoardChairman of the unresolved dispute, and will continue to do so until thedispute is resolved. The Board Chairman will also keep the Board fullyinformed about the progress of the dispute.

6. If the dispute is still unresolved after discussions the employee should notifythe State Secretary of the relevant Union of employees or the employee’snominated industrial representative. The Principal shall also be notified at thesame time.

7. If, after discussion between the Parties, or their nominees mentioned in theclause above the dispute remains unresolved, then notification of theexistence of the dispute should be given, pursuant to Section 229 of theIndustrial Relations Act 1999, (Queensland).

8.1.1 Procedural Processes Relating to the Resolution Process

The following protocols must be observed by all parties during the course ofthe events described above.

1. Wherever possible the matters should be kept confidential to thepersons concerned.

2. Every attempt to resolve the matter should be made at the earliestpossible stage of this process. Should the employee not proceed tothe next step of the process within 14 days of the previous step beingcompleted or a mutually agreed time period, the dispute shall bedeemed to be lapsed.

3. Whilst all of the above procedure is being followed, and until thedispute is resolved, normal work free of any bans, limitations orstoppages, and the status quo existing before the emergence of thegrievance shall continue except in a case of genuine health and/orsafety issue, or in the case of termination of employment.

4. All Parties shall give due consideration to the matters raised or anysuggestion or recommendation made by an Industrial Commissioneror Industrial Magistrate, with a view to the prompt settlement of thedispute.

5. Any Order of the Queensland Industrial Relations Commission(subject to the Parties’ right of appeal under the Act) will be final andbinding on all Parties to the dispute.

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6. Discussions at any stage of the procedure shall not be unreasonablydelayed by any Party, subject to acceptance that some matters maybe of such complexity or importance that it may take a reasonableperiod of time for the appropriate response to be made. If genuinediscussions are unreasonably delayed or hindered, it shall be open toany Party to give notification of the dispute pursuant to Section 229 ofthe Industrial Relations Act 1999, (Queensland).

7. Once the matter is resolved, the details of the agreed outcome will berecorded and a copy given to each party.

8.2. Harassment Disputes

Procedures for Preventing and Settling Disputes in Relation to Harassment ofEmployees.

Harassment for the purpose of this clause includes, but is not limited to, sexualharassment, bullying and violence.Grievances arising out of harassment are of an emotive nature. Therefore, grievancesarising out of harassment shall not be addressed by the abovementioned Proceduresfor Resolving Disputes.

In the event of an incident of harassment the person allegedly harassed may either,

1. attempt to resolve the matter with the harasser by informing that person, eitherverbally or in writing, that the behaviour is unacceptable and should stopimmediately. Where a verbal approach is adopted a diary note should be maderecording the attempted resolution, or,

2. in the case of a member of a Union, contact a Union official, or, in the case of aperson who is not a union member a report may be made to senior managementor the nominated representative of the Employer.

Where the approach in paragraph (b) is used, a meeting between thecomplainant, the alleged harasser, the union official (or other nominatedrepresentative of the employee) and a representative of the Employer shall bearranged as soon as practicable. Such meeting shall occur not later than twoworking days from the time of the request for a meeting by a Union official, or thereport by the employee (to senior management or the representative of theEmployer), as the case may be.

If, after discussion between the parties, or their nominees as outlined above, thedispute remains unresolved, the complainant may choose to access legal or industrialprocedures, including:

1. where the harassment involves acts of discrimination or sexual harassment lodgea complaint under the Queensland Anti-Discrimination Act 1991, or otherlegislation relating to equality of opportunity; or,

2. lodge a complaint under the Workplace Health & Safety Act 1995, or

3. notify the Queensland Industrial Relations Commission of the existence of adispute or seek such other industrial remedy as may be appropriate, or

4. make a complaint to the Police or some other relevant authority, or

5. seek such other legal remedy as may be appropriate.

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The parties agree to formulate, where one does not currently exist, a policy andprocedures guide for dealing with harassment in the workplace. The onus being onthe employer to ensure publication and dissemination of the material so formulatedduring the life of this Agreement.

9. SAVINGS CLAUSE

The existing award conditions and accrued entitlements of employees employed at the date ofsigning, shall not be reduced as a result of this Agreement coming into effect.

10. FUTURE RE-NEGOTIATION OF AGREEMENT

10.1. Variation, Renewal or Replacement of Agreement

Subject to satisfactory implementation of this Agreement the Parties agree to re-opennegotiations by 1st August 2003 with a view to negotiating a replacement AgreementFurther the Parties agree to monitor the implementation of the Agreement through theSBU and identify issues suitable for negotiation in a replacement agreement.

The Parties agree that this Certified Agreement may be varied by a further CertifiedAgreement in circumstances where all of the Parties genuinely agree that a variation isnecessary.

Any agreed variation to this Certified Agreement will be subject to the sameconsultation and approval process as that used for the Certified Agreement.

This clause will operate pursuant to Section 169 of the Industrial Relations Act 1999.

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Signatories

Signed for and on behalf of Nambour Christian College(Signature)

(Full Name)

(Position)

Witness(Signature)

(Full Name)

(Position)

Queensland Independent Education Union of Employees(Signature)

(Full Name)

(Position)

Witness(Signature)

(Full Name)

(Position)

Transport Workers’ Union of Australia, Union ofEmployees (Queensland Branch)

(Signature)

(Full Name)

(Position)

Witness(Signature)

(Full Name)

(Position)

23

SCHEDULE 1WAGES

Teacher Pay Rates (Effective 4 December 2000)

CLASSIFICATION BAND STEPAnnual 4.12.2000

Calculated Fortnightly 4.12.2000

Actual Fortnightly 4.12.2000

Band 1 Step 1 31026.69 1189.25 1189.25

Step 2 31907.34 1223.01 1223.00

Step 3 32977.51 1264.03 1264.05

Step 4 34113.60 1307.57 1307.55

Band 2 Step 1 35065.32 1344.05 1344.05

Step 2 37010.99 1418.63 1418.65

Step 3 38945.33 1492.77 1492.75

Step 4 40894.09 1567.47 1567.45

Step 5 42844.91 1642.24 1642.25

Band 3 Step 1 44468.19 1704.46 1704.45

Step 2 46096.62 1766.88 1766.90

Step 3 47716.81 1828.98 1829.00

Step 4 49442.06 1895.11 1895.10

Snr Teacher 51500.00 1973.99 1974.00

Band 1 Step 1 31026.69 19.82

Step 2 31907.34 20.38

Step 3 32977.51 21.07

Step 4 34113.60 21.79

Band 2 Step 1 35065.32 22.40

Step 2 37010.99 23.64

Step 3 38945.33 24.88

Step 4 40894.09 26.12

Step 5 42844.91 27.37

Band 3 Step 1 44468.19 28.41

Step 2 46096.62 29.45

Step 3 47716.81 30.48

Step 4 49442.06 31.59

Band 1 Step 1 31026.69 22.44

Step 2 31907.34 23.08

Step 3 32977.51 23.85

Step 4 34113.6 24.67

Band 2 Step 1 35065.32 25.36

Step 2 37010.99 26.77

Step 3 38945.33 28.17

Step 4 40894.09 29.57

Step 5 42844.91 30.99

Band 3 Step 1 44468.19 32.16

Step 2 46096.62 33.34

Step 3 47716.81 34.51

Step 4 49442.06 35.76

CA

SU

AL

FU

LL

TIM

EP

AR

T-T

IME

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School Officers Pay Rates (Effective from 4 December 2000)

CLASSIFICATION RELATES TO

ANNUAL SALARY 4.12.2000

$ Per F/night 4.12.2000

PART-TIME $ Per Hour 4.12.2000

CASUAL 19% $/Hr 4.12.2000

Level 1 Casual Step 1 21,766.29 834.30 10.98 13.06

Short-term Step 2 22,572.45 865.20 11.38 13.55

Step 3 23,109.89 885.80 11.66 13.87

Level 2 Technical Assistant Step 1 23,109.89 885.80 11.66 13.87

Teacher Assistants Step 2 23,486.10 900.22 11.85 14.10

Library Assistants Step 3 23,969.79 918.76 12.09 14.39

Cleaning staff

Grounds staff

Office staff

Level 3 Technical Assistant Step 1 24,176.98 926.70 12.19 14.51

Teacher Assistants Step 2 24,728.65 947.85 12.47 14.84

Library Assistants Step 3 25,274.96 968.79 12.75 15.17

Cleaning staff Step 4 25,829.31 990.04 13.03 15.50

Grounds staff

Office staff

Level 4 Technical Assistant Step 1 26,372.94 1,010.87 13.30 15.83

Teacher Assistants Step 2 27,128.14 1,039.82 13.68 16.28

Library Assistants Step 3 27,473.60 1,053.06 13.86 16.49

Cleaning staff

Grounds staff

Office staff

Level 5 Advanced step for Step 1 27,473.60 1,053.06 13.86 16.49

Levels 2-4 Step 2 28,119.00 1,077.80 14.18 16.88

Step 3 29,399.08 1,126.86 14.83 17.64

Step 4 30,218.55 1,158.27 15.24 18.14

Level 6 Snr Office staff Step 1 30,775.58 1,179.63 15.52 18.47

Step 2 31,595.04 1,211.04 15.93 18.96

Step 3 32,136.00 1,231.77 16.21 19.29

Step 4 32,422.55 1,242.75 16.35 19.46

Level 7 Snr Office staff Step 1 33,520.53 1,284.84 16.91 20.12

Step 2 34,342.67 1,316.35 17.32 20.61

Step 3 35,162.14 1,347.76 17.73 21.10

Step 4 35,847.09 1,374.02 18.08 21.51

Level 8 Snr Office staff Step 1 36,284.22 1,390.77 18.30 21.78

Step 2 38,260.59 1,466.52 19.30 22.96

Step 3 40,242.31 1,542.48 20.30 24.15

Step 4 42,248.13 1,619.37 21.31 25.36

Step 5 44,187.00 1,693.68 22.29 26.52

25

Bus Drivers Pay Rates (Effective from 4 December 2000)

2000 2000 2000 2000 2000

CLASSIFICATRELATES TOWeekly

4.12.2000Hourly

4.12.2000Time & Half 4.12.2000

Public Holidays 4.12.2000

CASUAL 19% $ /Hr 4.12.2000

]

G3 < 25 passengers 455.47$ 11.3867$ 17.0800$ 28.4666$ 13.5501$

G4 > 25 passengers 467.31$ 11.6828$ 17.5242$ 29.2069$ 13.9025$

4.12.00

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SCHEDULE 2

Senior Teacher

1.0. Senior Teacher

1.1. The College may appoint eligible teachers to the position of Senior Teacher for the purpose ofusing their experience to assist in furthering the teaching/learning process within the College.

1.2. A selection committee will be established with two representatives from the primary school, twofrom the secondary school and two from administration.

1.3. The number of teachers selected for the position of Senior Teacher will be at the discretion of thePrincipal.

1.4. To be eligible to apply for the position of Senior Teacher; he/she must be a full time permanentteacher and:

a) Has been on classification Band 3 Step 4 for a period of 12 months; andb) Signs and presents to the Principal an undertaking clearly consistent with Clause 2.

2.0 Senior Teacher Action Plan

2.1 The teacher will submit a Senior Teacher Action Plan which lists one or more tasks the teacherwill undertake consistent with the express intention of increasing the excellence of the teacher’scontribution to the education life of the College.

2.2 This undertaking will be in the form of a Senior Teacher Action Plan which will identify specifictask/s consistent with one or more of the skills identified in Clause 2.7.

2.3 The Senior Teacher Action Plan will be submitted to the Principal signed by the Teacher andthe Principal, once the Plan is agreed upon by both parties. The Principal may delegate thisrole to a Head of School, or may ask the teacher to modify the Action Plan in consultation withthe Head of School. This process should be carried out in timely and efficient manner.

2.4 The date of the final signing by both parties is the date of appointment, unless the Action Planspecifies a different starting date.

2.5 The Senior Teacher Action Plan may be altered (a) by a teacher re-submitting the SeniorTeacher Action Plan to the principal, or (b) the Principal giving the teacher at least one term’snotice of the need to submit a new Action Plan. The teacher may re-submit a Senior TeacherAction Plan no more than once per year, which will go through the same process as in Clause2.3.

2.6 The tasks identified in the Senior Teacher Action Plan will be undertaken by the teacher in atimely and effective manner consistent with the overall program of the College.

2.7 The task/s identified shall utilise and/or demonstrate one or more of the following:

1. Skills in effective classroom practices;

2. Skills in tutoring or extending students’ knowledge or skills;

3. Skills in evaluating and reporting student’s progress;

4. Skills in developing a co-curricular area;

5. Skills in developing relationships with students;

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6. Skills in the development of personal and professional relationships with other staffmembers, parents and the wider community;

7. Skills in the development and implementation of ideas gained from professionaldevelopment activities to enhance student’s learning;

8. Skills in the development and implementation of ideas gained from professionaldevelopment activities to promote organisational development.

9. Skills in administration or organisation or a technical field;

3.0 Classroom Allocation

3.1 The tasks of a Senior Teacher will not be so frequent or onerous as to detract from the SeniorTeacher’s primary role as a classroom teacher. The normal classroom load of a SeniorTeacher may be adjusted when necessary, from time to time at the discretion of the Principal,with the available resources and consistent with the Hours of Duty provisions.

4.0 Tenure

4.1 Tenure is for a three year period and the Senior Teacher may apply at the end of the term.

4.2 Should a teacher not comply with an undertaking he/she has given, or fails to submit anacceptable Action Plan at the request of the Principal, (as in 2.5 above), the Principal will:

(a) Outline the nature of the non-compliance;(b) Provide the teacher with an opportunity to provide an explanation.

4.3 If the teacher does not provide an explanation to the satisfaction of the Principal and after beinggiven an opportunity, fails to address the situation, then:

(a) The Principal will provide a written determination to the teacher outlining the teacher’snon-compliance with the undertaking; and

(b) The teacher will revert to the classification Band 3 Step 4 for a period of 12 monthsfrom the date of the Principal’s written determination.

4.4 After 12 months, the teacher may be eligible for access to senior teacher, provided that thePrincipal is satisfied that the undertaking given will be honoured.

4.5 The appointment will automatically lapse in the event of the person taking on a temporary orpermanent Position of Added Responsibility.

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SCHEDULE 3

THE PHILOSOPHICAL BASIS OF APPRAISAL

Nambour Christian College strives for the best resources and conditions for the most effectiveeducation. This is not just a sensible educational strategy, but is a Christian responsibility. The CollegeBoard is committed to the professional development and welfare of the staff team, as the most valuableresource of the College.

Nambour Christian College strives for excellence in all things – in the consciousness of our Christianwitness and practice, and in the teaching of subjects. It wants to see that students are exposed to thebest possible conditions and surroundings, the highest standards of teaching and the most effectiveways of learning. Every staff member has the responsibility to do his/her best, and bring out the best inthe student.

The College is also operating in a legal and industrial setting, and both Board and staff are required toact in accordance with the legitimate requirements of this setting.

There is a strand of thought in the Scriptures that underlines the principles we would seek to apply inany form of Appraisal that we adopt. In their broad focus, the Scriptures:

1. require us to be honest with our colleagues,2. constrain us to speak to each other in love,3. acknowledge the role of authority and leadership, and4. remind us of our duties to the collective community or organisation.

In 1 Thessalonians 5:11-15, we hear all of these themes:

“Therefore encourage one another and build each other up… respect those who work hard among you,and who are over you in the Lord and admonish you…warn those who are idle, encourage the timid,help the weak, be patient with everyone… always be kind to each other…”

St. Paul clearly calls on us here to encourage, build self-esteem, help those who need it, and beconstructive in our criticisms. In Romans 13:1-7, he reminds us of the legitimate role of leadership.

Further, in Ephesians 4, St. Paul extends a sustained and impassioned plea to his readers to maintain astrong unity so that we may be able to fulfil our particular roles and develop in our areas of expertise.

Honesty and truth are naturally non-negotiable, while sensitivity and being constructive can be seen astheir companions. The God-given strengths and abilities of colleagues are to be highly valued andrecognised by each other with thanks.

In summary then, we can approach Appraisal positively and with a sense that we have in our hands avehicle through which to learn and grow together for the benefit of all. The Word of God itself providesus with the call, the guidelines, the goals and the encouragement to undertake the Appraisal process.