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Victorian Government Schools Agreement 2013

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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 Features Combined 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 payment Redesigned classification structures 6 weeks’ additional leave for education support class employees and the abolition of the existing recall arrangements Advertisement of all vacancies longer than six weeks Selection 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 changes Consultation improvements Improved unsatisfactory performance process

3 Salary Increases Salary Increases have two drivers –
base pay increases payable each six months of varying amounts widening the gap between salary sub divisions Salary Employee Benefit April 2013 Feb 2014 Aug 2013 Feb 2015 Aug 2014 Aug 2015

4 Teacher Class Salaries
Existing Structure New Structure VGSA 08 2.75% Leading Teacher LT 1-3 $89,423 $91,883 LT 1-2 $86,944 $89,335 LT1-1 $84,536 $86,861 Expert E-4 $81,806 $84,056 E-3 $74,351 $76,396 E-2 $72,115 $74,099 E-1 $69,946 $71,870 Accomp A-5 $67,516 $69,373 A-4 $65,645 $67,451 A-3 $63,826 $65,582 A-2 $62,057 $63,764 A-1 $60,337 $61,997 Grad G-2 $57,040 $58,609 G-1 $55,459 $56,985 Translation April 2013 Aug Feb 2014 2015 Level 3 T3-3 $93,721 $94,476 $95,704 $97,422 $97,852 $104,296 T3-2 $91,122 $91,715 $92,678 $94,028 $94,365 $99,424 T3-1 $88,598 $89,279 Level 2 T2-6 $85,737 $86,396 $87,467 $91,276 $93,558 $94,961 T2-5 $77,924 $78,628 $79,773 $81,375 $81,776 $87,785 T2-4 $75,581 $76,230 $77,283 $78,759 $79,128 $84,661 T2-3 $73,307 $73,903 $74,871 $76,227 $76,565 $81,648 T2-2 $70,760 $71,331 $72,257 $73,554 $73,878 $78,742 T2-1 $68,800 $69,310 $70,139 $71,299 $71,589 $75,940 Level 1 T1-5 $66,894 $67,347 $68,083 $69,114 $69,372 $73,238 T1-4 $65,039 $65,439 $66,088 $66,997 $67,224 $70,631 T1-3 $63,237 $63,586 $64,152 $65,100 $65,289 $68,118 T1-2 $59,781 $60,204 $60,890 $61,851 $62,091 $65,694 T1-1 $58,125 $58,498 $59,106 $61,199 $61,334 $63,356 Total % increase 16.6% 17.1% 17.6% 16.1% 17.7% 18.2% 18.8% 19.5% 20.5% 19.7% 18.9% 18.6% 18.0% 17.0%

5 Classification Structure
Key changes to the career structure are: Principal classification with six remuneration ranges Assistant principal classification with four remuneration ranges Leading teacher classification with one salary range Classroom teacher classification with two salary ranges Two paraprofessional classifications each with two salary ranges Two education support classifications with five salary ranges at level 1 and one salary range at level 2 Speaking Notes Read from slide Next Slide: proposed Career Structure

6 Principal Class - New Structures Principal Liaison principal
Range 6 Liaison Principal Range 6 Range 5 Range 5 Assistant principal Assistant Principal Range 4 Range 4 Range 4 Range 3 Range 3 Range 3 Range 2 Range 2 Range 2 Absorbed in 2017 Range 1 Range 1 Range 1

7 Teacher and ES - New Structures Teacher Class Education Support Class
Level 2 Range 6 Leading Teacher Level 1 Range 5 Classroom Teacher Level 2 Teacher Class Range 4 Education Support Class Range 3 Level 1 Range 2 Range 1

8 Identification of Excess
Selection on Merit Current process for identification of excess and redundancy processes unchanged All vacancies of longer than 6 weeks to be advertised Move 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 vacancy Retrenchment processes at the end of the redeployment period unchanged 2 weeks 4 months Identification of Excess Redundancy Process Redeployment Process 12 months for teacher - 6 months for ESC Career 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 Outcomes High performing High Performing Performance & Development Process At or above Threshold High Performing Below Threshold Under performing Unsatisfactory Performance

11 Unsatisfactory performance
The Agreement includes improved procedures for managing unsatisfactory performance The 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 level Provides clarity for principals and employees about the steps, timeframes and appeal mechanisms in the event unsatisfactory performance procedures are implemented New 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 Employment Existing 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 duty Introduction 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 ceases The 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 employment accrual of ten weeks leave each year comprising 20 days annual leave and 30 days additional leave payment 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 days capacity for schools to advertise positions that require attendance during the 30 day additional leave period transitional arrangements for existing employees working in excess of the 48/52 model of employment including 52/52 employees probation period extended from three months to six months the 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 days From 6 October Current 6 weeks additional leave Leave purchase allowance 24 days 4 weeks leave 4 weeks leave 4 weeks annual leave 6 days 4 weeks leave Attendance can be required for 6 of the additional leave days 52/52 Salary (Equivalent 48/52) Common Salary 48/52 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 $84,562 A current ES range 4-4 employee at 48/52 is paid $78,057 From the commencement of the new structure both employees will be paid A 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% = $6,505 The 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 $84,562 A current ES range 4-4 employee at 48/52 is paid $78,057 From the commencement of the new structure both employees will be paid A 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% = $1,795 The 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 input The 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 input Same as previously with the following changes : common consultative arrangements for the teacher class and the education support class matters to be agreed as part of the consultative arrangements and reported by 1 September are clearly defined definitions of “long-term planning” and “workforce plan” to better clarify what is to be the subject of consultation the 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
Curriculum Program SRP (Budget) Workload Preferred Staffing Profile Workforce Planning Attrition Staff Movement Roles & Duties Career Structure

20 Parental absence The 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 Department the 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 2013 Salary 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 2013 Commencement of changes to the classification structures New priority status arrangements commence New education support class arrangements commence All positions to be advertised

23 Key Documents

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