1. Education Assistants’
RUMA NETWORK
WORKFORCE MANAGEMENT
Education Assistants’
Induction

2. Induction Program – Background
RUMA NETWORK
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.

3. The Department of Education
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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.

4. The Department’s Values
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
The Department’s Values
Government 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.

5. Key Objectives (Plan for Government Schools 2008 – 2011)
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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

6. Education Assistants’ (Government)
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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)

7. Understanding the Role
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
Understanding the Role
Look 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.

8. General Principles of Official Conduct in WA Public Sector
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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”

9. Staff Conduct Policy WORKFORCE MANAGEMENT RUMA NETWORK
Applies 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.

10. Staff Conduct Policy WORKFORCE MANAGEMENT RUMA NETWORK
All Staff Must:
familiarise themselves with the Policy
Visit
Access the DET Portal and complete the modules within “Accountable and Ethical Decision Making” under the Professional Learning tab.
report any serious breach
Some 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

11. Equal Opportunity Act WORKFORCE MANAGEMENT RUMA NETWORK
All 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)

12. Unlawful Discrimination
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
Unlawful Discrimination
race
sex
marital status
pregnancy
impairment
religious conviction
political conviction
age
family responsibility
family status
gender history
sexual orientation

13. Equal Opportunity Complaints
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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:

14. Diversity WORKFORCE MANAGEMENT RUMA NETWORK WORKFORCE MANAGEMENT
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)

15. Duty of Care for Students
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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)

16. Duty of Care for Students
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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 Needs
Aboriginal and Islander Education Officers
Ethnic Assistants
Defence Force Transitional Aides
Education Assistants (Behaviour Centre, Auslan, Braille)

17. Duty of Care for Students
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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)

18. Duty of Care for Students
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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.

19. What is ‘Reasonable Care’?
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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.

20. Performance Management Policy
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
Performance Management Policy
All 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

21. Stages of the Performance
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
Stages of the Performance
Management Process
Self reflection – staff members review their own performance in preparation for planning meeting.
Planning meeting – ensures clarity about expectations, roles and responsibilities. Results in a performance agreement.
Implementation of the agreement, ongoing feedback, constructive support and appropriate training.
Review meeting – results in a review report.

22. Performance Management
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
Performance Management
Performance 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.

23. General Terms of Employment
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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)

24. Hours of Work WORKFORCE MANAGEMENT RUMA NETWORK WORKFORCE MANAGEMENT
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)

25. Breaks WORKFORCE MANAGEMENT RUMA NETWORK WORKFORCE MANAGEMENT
Education 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.

26. Breaks WORKFORCE MANAGEMENT RUMA NETWORK WORKFORCE MANAGEMENT
With 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.

27. Flexible Working Conditions
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
Flexible Working Conditions
In 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.

28. Part-Time Work WORKFORCE MANAGEMENT RUMA NETWORK WORKFORCE MANAGEMENT
Part-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)

29. Personal Leave WORKFORCE MANAGEMENT RUMA NETWORK WORKFORCE MANAGEMENT
Personal 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.
(Section 34 of the General Agreement)

30. Application for Personal Leave
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
Application for Personal Leave
Employees 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.

31. Application for Personal Leave
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
Application for Personal Leave
Planned personal leave will not be approved for regular
ongoing situations.
Evidence that would satisfy a reasonable person must be
provided for any absence greater than 2 consecutive days.
The evidence required will vary depending on the
circumstances surrounding the leave application.
(Section 34 of the General Agreement)

32. Personal Leave Entitlements
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
Personal Leave Entitlements
15 days per service year for a full-time employee, pro-rata for part-time employees.
Of these 15 days: 2 days are non-cumulative and 13 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)

33. Variation of Hours Process
RUMA NETWORK
WORKFORCE MANAGEMENT
Variation of Hours Process
The 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 employment
Education Assistant (Special Needs) working in mainstream schools - in their first two years of employment.

34. Dispute Settlement Procedure
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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.

35. Human Resources Management Information System (HRMIS)
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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:

36. Pay Details WORKFORCE MANAGEMENT RUMA NETWORK WORKFORCE MANAGEMENT
The 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 the
Payroll Customer Service Team on , option 1.

37. For further information go to www.superchoice.wa.gov.au
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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

38. Salary Packaging WORKFORCE MANAGEMENT RUMA NETWORK
Salary Packaging is available to all employees of the Department.
The Department’s salary packaging provider’s are:
Maxxia
Selectus Employee Relations

39. Employee Support Bureau
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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 Wellbeing Employee Assistance Program (Counselling) Occupational Safety and Health Mediation Services Injury Management Workers’ Compensation

40. Employee Assistance Program
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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. PRIMEXL Ph: or

41. Occupational Safety and Health
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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)

42. Bullying WORKFORCE MANAGEMENT RUMA NETWORK WORKFORCE MANAGEMENT
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)

43. The Department’s Response to Bullying
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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.

44. Options For Employees Feeling Bullied
RUMA NETWORK
WORKFORCE MANAGEMENT
WORKFORCE MANAGEMENT
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.

45. Employee Complaints WORKFORCE MANAGEMENT RUMA NETWORK
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)

46. Employee Complaints WORKFORCE MANAGEMENT RUMA NETWORK
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.