Presentation on theme: "Victorian Government Schools Agreement 2013"— Presentation transcript:
1 Victorian Government Schools Agreement 2013 Next slide – Key issues to be addressed
2 Key FeaturesCombined Agreement covering all Teaching Service Employees (four unions covered - AEU, APF, CPSU and United Voice)Salary increases combining base increases with increases in the gaps between salary sub divisions$1,000 lump sum paymentRedesigned classification structures6 weeks’ additional leave for education support class employees and the abolition of the existing recall arrangementsAdvertisement of all vacancies longer than six weeksSelection based solely on merit - employees with priority status no longer considered in isolation but guaranteed interview – dedicated redeployment/career transition support for excess employees.Parental leave changesConsultation improvementsImproved unsatisfactory performance process
3 Salary Increases Salary Increases have two drivers – base pay increases payable each six months of varying amountswidening the gap between salary sub divisionsSalaryEmployee BenefitApril 2013Feb 2014Aug 2013Feb 2015Aug 2014Aug 2015
5 Classification Structure Key changes to the career structure are:Principal classification with six remuneration rangesAssistant principal classification with four remuneration rangesLeading teacher classification with one salary rangeClassroom teacher classification with two salary rangesTwo paraprofessional classifications each with two salary rangesTwo education support classifications with five salary ranges at level 1 and one salary range at level 2Speaking NotesRead from slideNext Slide: proposed Career Structure
6 Principal Class - New Structures Principal Liaison principal Range6Liaison PrincipalRange6Range5Range5Assistant principalAssistant PrincipalRange4Range4Range4Range3Range3Range3Range2Range2Range2Absorbed in 2017Range1Range1Range1
7 Teacher and ES - New Structures Teacher Class Education Support Class Level 2Range 6Leading TeacherLevel 1Range 5Classroom TeacherLevel 2Teacher ClassRange 4Education Support ClassRange 3Level 1Range 2Range 1
8 Identification of Excess Selection on MeritCurrent process for identification of excess and redundancy processes unchangedAll vacancies of longer than 6 weeks to be advertisedMove to merit being the only criterion for selection by removing the priority status provisions (ie redeployment managed solely on relative merit selection of all applicants)Applicants with priority status guaranteed interview for any vacancyRetrenchment processes at the end of the redeployment period unchanged2 weeks4 monthsIdentification of ExcessRedundancy ProcessRedeployment Process12 months for teacher - 6 months for ESCCareer Transition Support** School pays the cost of career transition support
9 Performance & Development Existing performance and development arrangements continue to apply for the performance cycle.Common performance cycle with salary progression for eligible employees paid from 1 May each year.Notification obligation moved to 1 March (rather than 1 February). If notification is not provided by 1 March the employee will receive salary progression irrespective of the outcome of the performance assessment.The minimum period of service for eligibility for salary progression increased from four months to six months.Performance and development arrangements will be reviewed in consultation with the unions and other key stakeholders. Any changes to the performance and development arrangements will not be introduced before the commencement of the performance cycle.
10 Performance & Development Process Unsatisfactory Performance Performance OutcomesHigh performingHigh PerformingPerformance & Development ProcessAt or above ThresholdHigh PerformingBelow ThresholdUnder performingUnsatisfactory Performance
11 Unsatisfactory performance The Agreement includes improved procedures for managing unsatisfactory performanceThe new procedures anticipate completion of unsatisfactory performance procedure within a maximum thirteen week period (while recognising that circumstances may arise where this timeframe is not achievable)Prime objective remains improving an employee’s performance to a satisfactory levelProvides clarity for principals and employees about the steps, timeframes and appeal mechanisms in the event unsatisfactory performance procedures are implementedNew right of appeal for an employee at the commencement of the procedures (however the lodging of an appeal does not prevent the continuation pending the outcome of the appeal)
12 Fixed Term EmploymentExisting arrangements continue with the following changes:Introduction of standard 7 year fixed term employment to replace an employee on parental absence with early termination on 10 weeks’ notice if the employee on parental absence resumes dutyIntroduction of standard 7 year fixed term where employment is linked to Student Support Funding with early termination on 10 weeks’ notice if funding or comparable funding reduces or ceasesThe Agreement continues to provide opportunities for fixed term employees to be offered translation to ongoing employment and includes changed eligibility requirements
13 Education Support Class Introduction of revised employment and leave arrangements for education support class employees including:a single employment and salary model replacing the existing 52/52, 48/52 and school year models of employmentaccrual of ten weeks leave each year comprising 20 days annual leave and 30 days additional leavepayment of a leave purchase allowance for attendance for up to six days during one or two school vacation periods to replace existing recall arrangements or for a longer period agreed between the principal and the employee up to a maximum of 30 dayscapacity for schools to advertise positions that require attendance during the 30 day additional leave periodtransitional arrangements for existing employees working in excess of the 48/52 model of employment including 52/52 employeesprobation period extended from three months to six monthsthe minimum redeployment period for excess education support class employees increased from three months to six months
14 Education Support Class - Leave Attendance can be agreed for the remaining 24 of the additional leave daysFrom 6 OctoberCurrent6 weeks additional leaveLeave purchase allowance24 days4 weeks leave4 weeks leave4 weeks annual leave6 days4 weeks leaveAttendance can be required for 6 of the additional leave days52/52 Salary(Equivalent 48/52)Common Salary48/52 Salary
15 Leave Purchase Allowance The leave purchase allowance is paid when an employee attends during the additional leave period and the additional leave reduced accordingly.Leave purchase allowance = Hourly rate x additional leave purchased x 72.47%For Example:A current ES range 4-4 employee at 52/52 is paid$84,562A current ES range 4-4 employee at 48/52 is paid$78,057From the commencement of the new structure both employees will be paidA 52/52 employee will be paid a leave purchase allowance for 30 days (228 hours) additional leave calculated as follows:$39.37 x 228 hours x 72.47% = $6,505The employees total earnings will be base pay ($78,057) + allowance ($6505) = $84,562
16 Leave Purchase Allowance The leave purchase allowance is paid when an employee attends during the additional leave period and the additional leave reduced accordingly.Leave purchase allowance = Hourly rate x additional leave purchased x 72.47%For Example:A current ES range 4-4 employee at 52/52 is paid$84,562A current ES range 4-4 employee at 48/52 is paid$78,057From the commencement of the new structure both employees will be paidA 48/52 employee who is required to attend for duty for the maximum 6 days (45.6 hours) will be paid a leave purchase allowance calculated as follows:$39.37 x 45.6 hours x 72.47% = $1,795The employees total earnings will be base pay ($78,057) + allowance ($1,795) = $79,852
17 School Based Consultation The aim is to have workplace consultative arrangements that ensure school based decisions are carried out in a framework that enables staff to have inputThe agreement describes consultation as ……………‘Consultation is not perfunctory advice on what is about to happen. This is common misconception. Consultation is providing the individual, or other relevant persons, with a bona fide opportunity to influence the decision maker… Consultation is not joint decision-making or even a negative or frustrating barrier to the prerogative of management to make decisions. Consultation allows the decision making process to be informed, particularly as it may affect the employment prospects of individuals.’
18 School Based Consultation Consultative arrangements ensure the principal has ultimate administrative and operational responsibility for decisions at the school level, provided that these decisions are made within a framework that enables staff inputSame as previously with the following changes :common consultative arrangements for the teacher class and the education support classmatters to be agreed as part of the consultative arrangements and reported by 1 September are clearly defineddefinitions of “long-term planning” and “workforce plan” to better clarify what is to be the subject of consultationthe requirement for long-term planning decisions to be determined and communicated to staff in writing by the end of November each year and grievances, if any, against those decisions lodged within 5 days of the decision.
19 School Based Consultation CurriculumProgramSRP(Budget)WorkloadPreferredStaffing ProfileWorkforcePlanningAttritionStaff MovementRoles&DutiesCareer Structure
20 Parental absenceThe Agreement provides for the following changes to the parental absence arrangements:extends the existing 7 year parental absence arrangements to education support class employees consistent with the arrangements in place for other Teaching Service employees. In addition the requirement to notify an intention to resume duty in the following school year has been brought forward to 1 October in the previous year.the renaming of Adoption Leave which is now known as Other Paid Parental Leave. The purpose of this change is to widen the eligibility for this paid leave to include employees who become the legal parent of a child via adoption, legal guardianship, surrogacy or other circumstances approved by the Departmentthe introduction of the option of half pay maternity leave. This will enable an employee to elect to take 14 weeks maternity leave on full pay or 28 weeks maternity leave on half pay.
21 Part Time“….Any time fraction reduction is permanent however the employee and the Employer may agree in writing, at the time of the reduction, or at a later time, to a future dated time fraction increase….” - clause 24(10)“….An employee may request to return to duty following a parental absence on a part- time basis until the child reaches school age to assist the employee in reconciling work and parental responsibilities….” - clause 26(17)(i)“….Where an employee returns to duty on a part-time basis under this subclause that employee will revert to the time fraction she/he was working immediately prior to the commencement of the parental absence when the child reaches school age….”- clause 26(17)(i)
22 Implementation 8 August 2013 $1,000 lump sum paid to all employees on the payroll as at 10 July Employees on leave without pay will be paid the lump sum on resumption of duty provided the resumption occurs within the life of the Agreement (ie on or before 31 October 2016).22 August 2013Salary and allowance increases and arrears paid to all eligible employees. Employees must have commenced current employment on or before 10 July to be eligible for arrears earlier than that date.6 October 2013Commencement of changes to the classification structuresNew priority status arrangements commenceNew education support class arrangements commenceAll positions to be advertised