WORKFORCE MANAGEMENT 1 Education Assistants’ Induction RUMA NETWORK.

WORKFORCE MANAGEMENT

1


Education Assistants’

Induction

RUMA NETWORK


2

WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT

Induction Program – Background• Department of Education Staff Induction Policy –

“Induction to the work environment of the Department of Education… is essential for all newly appointed employees”

• Education Assistants (Government) General Agreement 2010 – all new employees will attend specific induction sessions within three months of commencement of employment.

RUMA NETWORK


3


The Department of Education

• Largest employer in Western Australia.• Provides comprehensive school education for more than

250,000 students in 770 schools spread across Australia’s largest state.

• Central Office located at 151 Royal St, East Perth, provides leadership, policies, strategies and guidelines.

RUMA NETWORK


4


The Department’s ValuesGovernment schools are open for all students.Actions are guided by the following values:

• Learning – positive encouragement for all.• Excellence – high expectations of all.• Equity – workplaces free of discrimination and

abuse for all.• Care – trust, mutual respect, acceptance of

responsibility for all.

RUMA NETWORK


5


Key Objectives(Plan for Government Schools 2008 – 2011)• To make every student a successful student• To have sound teaching in every classroom• To ensure every public school is a good school• To provide practical support for our teachers and support

staff• To deliver meaningful accountability• To build public confidence in our schools

RUMA NETWORK


6


Education Assistants’ (Government)General Agreement 2010

Covers the following employees:• Education Assistants (Mainstream and Special Needs)• Education Assistants (Auslan, Braille, Behaviour Centres)• Education Assistants (Rural Integration Program)• Education Assistants (Defence Force Transitional Aides)• Ethnic Assistants• Aboriginal and Islander Education Officers• Home Economic Assistants (for wages only)

RUMA NETWORK


7


Understanding the RoleLook closely at your Job Description Form. • Identify

– a particular aspect that you see as a potential highlight

– an aspect that may be a potential challenge in your role.

• Share your thoughts with a partner and be prepared to share your discussion with the whole group.

RUMA NETWORK


8


General Principles of Official Conduct in WA Public Sector

All public sector employees are required to:• Act with integrity – in use of official information, equipment

and facilities.• Exercise proper courtesy and sensitivity – with the public

and fellow employees.• Comply with legislation re: behaviour, code of ethics and

standards.“An Introduction to Working in the Public Sector”

RUMA NETWORK


9


Staff Conduct PolicyApplies to all Departmental staff.

• Provides broad direction on ethical responsibilities and appropriate behaviour.

• Employees have the right to be treated fairly and equitably.• There are avenues for resolving complaints.• Guided by the Department’s core values.

RUMA NETWORK


10


Staff Conduct PolicyAll Staff Must:• familiarise themselves with the Policy • Visit http://det.wa.edu.au/policies/detcms/policy-planning-and-accountability/policies-framework/policies/staff-

conduct.en?oid=au.edu.wa.det.cms.contenttypes.Policy-id-11889934

• Access the DET Portal www.portal.det.wa.edu.au and complete the modules within “Accountable and Ethical Decision Making” under the Professional Learning tab.

• report any serious breachSome Potential Risk Areas:

– customer service– attendance– occupational safety and health– working environment – alcohol, tobacco– ICT usage (i.e. Twitter and Facebook out of school hours)– use of Department resources– harassment and bullying

RUMA NETWORK


11


Equal Opportunity ActAll students, employees and potential employees are to be treated with fairness, respect and dignity.– Working conditions and terms of employment should

reflect these principles.– Under the Act it is unlawful to discriminate against

anyone on the following basis:

(The Department’s Equal Employment Opportunity/Diversity Policy)

RUMA NETWORK


12


• race• sex• marital status• pregnancy• impairment• religious conviction


Unlawful Discrimination

RUMA NETWORK

• political conviction• age• family responsibility• family status• gender history• sexual orientation


13


Equal Opportunity Complaints• An equal opportunity complaint is a complaint made under

the Equal Opportunity Act 1984.• Further information is available from the Equal Opportunity

Commission:

www.equalopportunity.wa.gov.au/

RUMA NETWORK


14


Diversity• WA has a diverse population, which is reflected in our

schools and workplaces.• The Department has a commitment to diversity. This is

reflected in workplaces that are welcoming and sensitive to the gender, cultural and linguistic differences of our staff, students and school communities, and where the contributions of all are valued.

(The Department’s Equal Employment Opportunity/Diversity Policy)

RUMA NETWORK


15


Duty of Care for Students Non-teaching staff must take reasonable care to avoid

doing or not doing things that could reasonably be contemplated as causing injury to others (including students).

(The Department’s Duty of Care for Students Policy)

RUMA NETWORK


16


Duty of Care for Students All Education Assistants are involved in personally caring

for students as part of their normal duties, however the following groups have a higher level of responsibility. Refer to the appropriate JDF;Education Assistants Special NeedsAboriginal and Islander Education OfficersEthnic AssistantsDefence Force Transitional AidesEducation Assistants (Behaviour Centre, Auslan, Braille)

RUMA NETWORK


17


Duty of Care for Students• Where duty of care is not a requirement in a JDF, teaching

staff must first obtain agreement from an Education Assistant to care for students without a member of teaching staff also being present.

• Where it is not a requirement in a JDF, Education Assistants have the right to refuse responsibility. If an Education Assistant agrees to assume responsibility, teaching staff must provide clear instructions as to level of care required.

(The Department’s Duty of Care for Students Policy)

RUMA NETWORK


18


Duty of Care for Students• When Education Assistants agree to perform tasks that

require them personally to care for students (in the absence of a member of the teaching staff), they will also owe a duty to take reasonable measures to protect students from risks of harm that reasonably ought to be foreseen.

RUMA NETWORK


19


What is ‘Reasonable Care’?The following factors must be considered:

• student’s age, experience and capability• physical and intellectual impairment• medical condition• behavioral characteristics• nature of the school activity• nature of the environment• any conflicting responsibilities of a school or staff

member• normal practices within the school and Departmental

policies and procedures.

RUMA NETWORK


20


Performance Management PolicyAll staff will participate in a performance management process.– The process is directly linked to intended outcomes of

the school/workplace.– Staff in supervisory roles are responsible for managing

the process for you to: • demonstrate accountability • access growth and development opportunities• receive access to quality and timely feedback

RUMA NETWORK


21


Stages of the Performance Management Process

1. Self reflection – staff members review their own performance in preparation for planning meeting.

2. Planning meeting – ensures clarity about expectations, roles and responsibilities. Results in a performance agreement.

3. Implementation of the agreement, ongoing feedback, constructive support and appropriate training.

4. Review meeting – results in a review report.

RUMA NETWORK


22


Performance ManagementPerformance Management discussions are held between the Education Assistant and appropriate manager/supervisor (e.g. Business Manager/Registrar, Principal, Classroom Teacher).

This may vary between schools and individual Education Assistants.

RUMA NETWORK


23


General Terms of Employment• The employer may direct an employee to carry out such

duties as are within the limits of the employee’s skill, competence and training, including work, which is incidental or peripheral to the employee’s main tasks or functions.

• Education Assistants are employed subject to a probation period not exceeding three months.

(Sections 9.1 and 11.1 of the General Agreement)

RUMA NETWORK


24


Hours of Work• The ordinary full time hours of work is 32.5 hours per week.• Where the nature of the work requires ordinary hours to be

more than 32.5 hours, the Employer and the Union may agree that it can be up to but not exceeding 38 hours per week.

• The ordinary hours for an Education Assistant (Behaviour Centre) is 38 hours per week.

• If employed for bus and classroom duties, the ordinary hours will not exceed 42 hours per week.

• Hours may vary according to student enrolments under certain circumstances.

(Sections 15 and 17 of the General Agreement)

RUMA NETWORK


25


BreaksEducation Assistants are entitled to:– a paid Tea Break of ten minutes daily between the

second and third hour from the school starting time each day.

– an unpaid Lunch Break of between 30 minutes and 1 hour between the hours of midday and 2pm.

Education Assistants are not required to supervise students or undertake other duties during these rostered breaks.

RUMA NETWORK


26


BreaksWith the exception of these two rostered breaks, all remaining time is counted as time worked.Should an Education Assistant need to leave the school grounds during a rostered break, the Business Manager/Registrar must be notified prior to leaving.

RUMA NETWORK


27


Flexible Working ConditionsIn accordance with its commitment to flexible working conditions, the Department has developed the Part-time Working and Job Share Arrangements Policy to assist employees to balance their work and family responsibilities.

RUMA NETWORK


28


Part-Time WorkPart-time employment is defined as work that is regularly undertaken for less than the designated full-time hours.

A part-time employee is entitled to the same entitlements as a full-time employee on a pro-rata basis in accordance with the hours worked.

(Section 13 of the General Agreement)

RUMA NETWORK


29


Personal LeavePersonal leave encompasses traditional sick leave and paid carers’ leave entitlements.– The intention of personal leave is to give greater

flexibility by providing paid leave for a variety of personal purposes.

– Personal leave is not to be used for circumstances normally met by other forms of leave.


RUMA NETWORK


30


Application for Personal LeaveEmployees must complete the necessary application and clearly identify which of the following circumstances apply:

Sickness – injury or illness of employee not directly caused by the misconduct of the employee.

• Family – to be the primary care giver of a member of the employee’s family who is ill, injured or in need of immediate care.

• Unplanned – for unanticipated matters of a compassionate or pressing nature which arise without notice and require immediate attention.

• Planned – by prior approval of the employer, having regard for agency requirements and needs of the employer, where arrangements cannot be organized outside of normal working hours or through other leave.

RUMA NETWORK


31


Application for Personal LeavePlanned personal leave will not be approved for regularongoing situations.

Evidence that would satisfy a reasonable person must beprovided for any absence greater than 2 consecutive days.The evidence required will vary depending on thecircumstances surrounding the leave application.


RUMA NETWORK


32


Personal Leave Entitlements15 days per service year for a full-time employee, pro-rata for part-time employees.

Of these 15 days:2 days are non-cumulative and13 days are cumulative

The non-cumulative days are taken before cumulative days are accessed, and are lost on completion of each anniversary year.

(Section 34.2 of the General Agreement)

RUMA NETWORK


33

WORKFORCE MANAGEMENT RUMA NETWORK

Variation of Hours ProcessThe Union and the Department have acknowledged through the General Agreement that Education Assistants’ hours can vary according to student enrolments. To reduce hours the following process is required:

• voluntary reduction• voluntary relocation• compulsory reduction • selection process

Compulsory reduction - Education Assistants can have their hours varied following variation of the staffing establishment in line with student enrolments. This can occur for:Education Assistant Mainstream - in their first year of employmentEducation Assistant (Special Needs) working in mainstream schools - in their first two years of employment.


34


Dispute Settlement Procedure(Clause 53 of the General Agreement)

Any questions, disputes or difficulties arising in the course of employment should be dealt with in accordance with this clause.

Employees have the right to be accompanied by a support person or Union representative throughout this process.

RUMA NETWORK


35


Human Resources Management Information System (HRMIS)

• The Department uses this on-line system to make all payments of wages, allowances or other entitlements. Schools manage personnel and leave processing on-site.

• All employees are eligible to have access to view and update aspects of their personal information, submit leave applications and view payslips held on HRMIS.

• You should have a user ID and password.• A self service manual is available from the HRMIS

webpage on the Department’s website:http://www.det.wa.edu.au/education/hrmis/

RUMA NETWORK


36


Pay DetailsThe Department’s employees are paid fortnightly into their nominated bank account.Queries regarding pay should be initially directed to your Business Manager/Registrar. “Reading your Payslip” information sheets are issued to you

today. Please keep these for your future information.If your query remains unresolved, please contact thePayroll Customer Service Team on 9264 8383, option 1.

RUMA NETWORK


37


Superannuation• The Department pays the compulsory 9% of your salary

into a Government Employees Superannuation Board (GESBSUP) account.

• An account is automatically opened in your name when you receive your first salary payment.

A choices in provider for superannuation is pending as at the date of this presentation.

For further information go to www.superchoice.wa.gov.au

RUMA NETWORK


38


Salary PackagingSalary Packaging is available to all employees of the Department.

The Department’s salary packaging provider’s are:

Maxxiawww.maxxia.com.au

Selectus Employee Relationswww.selectus.com.au

RUMA NETWORK


39


Employee Support Bureau• Responsible for all aspects of occupational safety and

health, employee well-being services and workers’ compensation for all Department staff.

• Comprised of the following areas:Organizational Health and WellbeingEmployee Assistance Program (Counselling)Occupational Safety and HealthMediation ServicesInjury ManagementWorkers’ Compensation

RUMA NETWORK


40


Employee Assistance Program• Professional counselling to help resolve work-related or

personal problems.• Available for all employees and immediate family members

including fully dependent children up to the age of 18.– 6 free sessions annually

• Independent, strictly confidential and voluntary service.

PRIMEXLPh: 08 9492 8900 or 1800 674 188

RUMA NETWORK


41


Occupational Safety and Health• The Department is committed to providing and promoting a

workplace that is safe and healthy and in which hazards are minimised and controlled.

• All employees of the Department must take reasonable care at work.

• Whenever practicable, the resolution of safety and health issues will occur at the work site.

• The resolution of safety and health issues will be prompt, consultative, follow legislative requirements and the Department’s procedures.

(The Department’s Occupational Safety and Health Policy)

RUMA NETWORK


42


Bullying• Bullying is defined as repeated inappropriate behaviour

which could reasonably be regarded as undermining the individual’s right to dignity and respect at work.

• It includes any behaviour that harms, intimidates, threatens, victimises, undermines, offends, degrades or humiliates an employee…whether or not it is observed by others.

(The Department’s Staff Conduct Policy)

RUMA NETWORK


43


The Department’s Response to Bullying• The Department has an obligation to provide a safe

working environment for all employees, including an environment free from bullying or harassment.

• Bullying is not tolerated at any worksite.• In a school, the Department’s representative of OS&H is

the Principal.

RUMA NETWORK


44


Options For Employees Feeling Bullied• Seek advice from others (e.g. Business Manager/Registrar,

Principal, Safety & Health Representative, Union Delegate).• Keep notes about incidents.• Consider approaching the bully about their behaviour.• Use the Department’s Employee Assistance provider.• Notify the line manager and/or another senior manager.

RUMA NETWORK


45


Employee Complaints• All employees have a responsibility to maintain a work

environment that is safe and free from all forms of conflict, harassment and discrimination.

• All Employees should refuse to participate in, or condone, behaviour that is inconsistent with the Staff Conduct Policy.

(The Department’s Employee Complaints Policy)

RUMA NETWORK


46


Employee Complaints• Complaints are addressed within a general framework of

co-operation, and resolution at the local level is preferred (where appropriate).

• Employees have the right to have complaints addressed as quickly as possible, and to be accompanied by a support person throughout the process.

• Employees have the right to seek to redress complaints through an external agency.

RUMA NETWORK

WORKFORCE MANAGEMENT 1 Education Assistants’ Induction RUMA NETWORK.

Documents