peregian_beach_college_enterprise_agreement_2010_2013

Final Copy (Clean)

ATTACHMENT A

PEREGIAN BEACH COLLEGE

ENTERPRISE AGREEMENT 2010 - 2013

PART 1 – PRELIMINARY Clause

Title .................................................................................................................................................................................. 1.1

Application ...................................................................................................................................................................... 1.2

Coverage .......................................................................................................................................................................... 1.3

Commencement Date and Period of Operation ............................................................................................................... 1.4

Posting of Agreement ...................................................................................................................................................... 1.5

Relationship to the Schedules .......................................................................................................................................... 1.6

PART 2 – CONSULTATION

Enterprise Agreement Meetings ..................................................................................................................................... 2.1

Consultation ..................................................................................................................................................................... 2.2

PART 3 – RELATIONSHIP TO AIMS OF THE COLLEGE

Mission Statement ........................................................................................................................................................... 3.1

Acknowledgement ........................................................................................................................................................... 3.2

College Aims ................................................................................................................................................................... 3.3

Objectives of this Agreement .......................................................................................................................................... 3.4

Reduce College Operating Costs ..................................................................................................................................... 3.5

Expectations of Staff........................................................................................................................................................ 3.6

PART 4 – REMUNERATION

Wage Increases ................................................................................................................................................................ 4.1

No Further Increases ........................................................................................................................................................ 4.2

Payment of Salaries ......................................................................................................................................................... 4.3

Occupational Superannuation .......................................................................................................................................... 4.4

PART 5 – FAMILY FRIENDLY POLICIES

Long Service Leave ......................................................................................................................................................... 5.1

Personal/Carer‘s Leave .................................................................................................................................................... 5.2

Parental Leave ................................................................................................................................................................. 5.3

Unpaid Carers Leave ....................................................................................................................................................... 5.4

Bereavement Leave ......................................................................................................................................................... 5.5

Study Leave ..................................................................................................................................................................... 5.6

College Year .................................................................................................................................................................... 5.7

Individual Flexibility ....................................................................................................................................................... 5.8

PART 6 – NON-SALARY ITEMS

Public Holidays ................................................................................................................................................................ 6.1

Incidental and Peripheral Tasks ....................................................................................................................................... 6.2

Appraisal Process............................................................................................................................................................. 6.3

First Aid Certification ...................................................................................................................................................... 6.4

Promoting the Teaching Profession and the College ....................................................................................................... 6.5

Job Share Provision ......................................................................................................................................................... 6.6

Job Security ..................................................................................................................................................................... 6.7

Termination of Employment ............................................................................................................................................ 6.8

Statement of Service ........................................................................................................................................................ 6.9

Professional Development and Training ........................................................................................................................ 6.10

Position Descriptions ..................................................................................................................................................... 6.11

Redundancy ................................................................................................................................................................... 6.12

Teaching Resources ....................................................................................................................................................... 6.13

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Final Copy (Clean) 2

Staff Discount ................................................................................................................................................................ 6.14

Community Service Leave............................................................................................................................................. 6.15

Salary Packaging ........................................................................................................................................................... 6.16

Dress code for all staff ................................................................................................................................................... 6.17

PART 7 – TEACHERS

Definitions ....................................................................................................................................................................... 7.1

Employment Categories ................................................................................................................................................... 7.2

HAT Allowance .............................................................................................................................................................. 7.3

Salary Increments ............................................................................................................................................................ 7.4

Payment for Full Year and Proportionate Payments ........................................................................................................ 7.5

Salary Provisions relating to Three Year Trained Teachers ............................................................................................ 7.6

Salary Provisions relating to Four Year Trained Teachers .............................................................................................. 7.7

Annual Leave Loading .................................................................................................................................................... 7.8

Induction .......................................................................................................................................................................... 7.9

Four Term Probation...................................................................................................................................................... 7.10

Hours of Work ............................................................................................................................................................... 7.11

Co-Curricular ................................................................................................................................................................ 7.12

Non Contact Time ......................................................................................................................................................... 7.13

Supervisions when Absent ............................................................................................................................................. 7.14

PART 8 – SCHOOL OFFICERS AND SERVICES STAFF

Employment other than Full-Time .................................................................................................................................. 8.1

Definitions ....................................................................................................................................................................... 8.2

Hours of Work ................................................................................................................................................................. 8.3

Contract of employment ................................................................................................................................................. 8.4

Casual School Officers ................................................................................................................................................... 8.5

Use of Fixed Term Contracts .......................................................................................................................................... 8.6

Rest Pauses ...................................................................................................................................................................... 8.7

Meal Breaks ..................................................................................................................................................................... 8.8

Annual Leave .................................................................................................................................................................. 8.9

Overtime ....................................................................................................................................................................... 8.10

School Officer Classification Structure ......................................................................................................................... 8.11

Progression ................................................................................................................................................................... 8.12

PART 9 – DISPUTE RESOLUTION

Dispute Resolution Clause ............................................................................................................................................... 9.1

Principles for Disciplinary Procedures ............................................................................................................................ 9.2

PART 10 – SAVINGS CLAUSE

PART 11 – SIGNATORIES

SCHEDULE 1 – WAGES

SCHEDULE 2 – LONG SERVICE LEAVE

SCHEDULE 3 – SCHOOL OFFICER CLASSIFICATION STRUCTURE

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PART 1 - PRELIMINARY

1.1 Title

This Agreement shall be known as the Peregian Beach College Enterprise Agreement 2010-2013.

1.2 Application

This agreement shall apply to the Peregian Beach College (―the College‖), (ACN 109 546 358) and its employees and

to the Independent Education Union of Australia - Queensland and Northern Territory Branch ( IEUA-QNT) - (ABN 74

662 601 045).

1.3 Coverage

This Agreement shall apply to all employees of the Peregian Beach College for whom classification and rates of pay are

provided herein.

1.4 Commencement Date and Period of Operation

This Agreement shall operate from seven (7) days after approval by Fair Work Australia and shall remain in force for

until 19th

Jan 2013.

1.5 Posting of Agreement

A copy of this Agreement shall be made accessible to all employees. A copy shall also be forwarded to all new

employees.

1.6 Relationship with Schedules

This Agreement shall be read and interpreted in conjunction with its schedules except as varied by the terms of this

Agreement.

PART 2 - CONSULTATION

2.1 Enterprise Agreement Meetings

For the purposes of negotiating this Agreement a Enterprise Agreement Unit (―EAU‖) consisting of Employee, Union

and Management representatives was established:

2.1.1 Three (3) employee representatives, one (1) representing academic staff, one (1) representing school officer or

services staff and other employees in the College, an independent representative and an IEUA-QNT

representative.

2.1.2 Three (3) management representatives.

2.2 Consultation

The College, its employees and IEUA-QNT signatory to this agreement are committed to ongoing and positive

cooperation to increase the efficiency and productivity of the College and to enhance the career opportunities and job

security of its employees.

2.2.1 This term applies if:

a) the employer has made a definite decision to introduce a major change to production, program,

organisation, structure, or technology in relation to its enterprise; and

b) the change is likely to have a significant effect on employees of the enterprise.

2.2.2 The employer must notify the relevant employees of the decision to introduce the major change.

2.2.3 The relevant employees may appoint a representative for the purposes of the procedures in this term.

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2.2.4 If a relevant employee appoints, or relevant employees appoint, a representative for the purposes of

consultation; and the employee or employees advise the employer of the identity of the representative; the

employer must recognise the representative.

2.2.5 As soon as practicable after making its decision, the employer must:

a) discuss with the relevant employees:

i) the introduction of the change; and

ii) the effect the change is likely to have on the employees; and

iii) measures the employer is taking to avert or mitigate the adverse effect of the change on the

employees; and

(b) for the purposes of the discussion — provide, in writing, to the relevant employees:

i) all relevant information about the change including the nature of the change proposed; and

ii) information about the expected effects of the change on the employees; and

iii) any other matters likely to affect the employees.

2.2.6 However, the employer is not required to disclose confidential or commercially sensitive information to the

relevant employees.

2.2.7 The employer must give prompt and genuine consideration to matters raised about the major change by the

relevant employees.

2.2.8 If a term in the enterprise agreement provides for a major change to production, program, organisation,

structure or technology in relation to the enterprise of the employer, the requirements set out in clauses 2.2.2,

2.2.3 and 2.2.5 are taken not to apply.

2.2.9 In this term, a major change is likely to have a significant effect on employees if it results in:

(a) the termination of the employment of employees; or

(b) major change to the composition, operation or size of the employer‘s workforce or to the skills

required of employees; or

(c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure);

or

(d) the alteration of hours of work; or

(e) the need to retrain employees; or

(f) the need to relocate employees to another workplace; or

(g) the restructuring of jobs.

2.2.10 In this term, relevant employees means the employees who may be affected by the major change.

PART 3 - RELATIONSHIP TO AIMS OF THE COLLEGE

3.1 Mission Statement

All members of the Peregian Beach College community strive for excellence within a caring, positive and safe

environment where diversity is valued and where students can develop the academic and social skills necessary to

become successful members of the wider community.

3.2 Acknowledgment

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The parties to this Agreement acknowledge and will work towards the achievement of the Mission Statement detailed

above.

3.3 College Aims

The aims of Peregian Beach College are:

3.3.1 To provide a friendly, caring, positive and happy environment where children are recognised as individuals and

nurtured individually;

3.3.2 To provide a place where learning is encouraged and celebrated;

3.3.3 To facilitate the development of confident, caring and respectful students with the skills and abilities to

contribute to their community;

3.3.4 To provide a non-religious teaching environment with a structured curriculum format;

3.3.5 To encourage interaction between local community groups and the school;

3.3.6 To ensure application of strong social justice principles to all children attending the Company‘s school

regardless of ethnic background, religion, physical and intellectual ability or gender; and

3.3.7 To maintain a ―small school philosophy‖.

3.4 Objectives of this Agreement

3.4.1 This Agreement provides a framework for management, employees and unions to work together towards

improving educational outcomes that can be evaluated against national benchmarks. It aims to provide

benefits to:

a) students and parents through enhanced service delivery, increased value for money and a more

effective and efficient College;

b) the College through a broad workplace reform agenda, improved operational efficiency and flexibility

of the College; and

c) employees through improved wages linked to their contributions to the development and

implementation of initiatives to improve performance and through improvements in the working

environment.

3.4.2 The parties shared objectives are to:

a) implement measures to improve effectiveness and efficiency in the College;

b) provide greater scope for improved performance to be identified, negotiated and implemented,

recognising the operational requirements of the College and its clients;

c) provide incentives for the parties to pursue initiatives that will lead to improved performance;

d) foster the development of a positive and productive College environment through the introduction of

Best Practice initiatives; and

e) provide certainty and equity in relation to wage outcomes for the life of the Agreement in an

atmosphere of mutual trust.

3.5 Reduce College Operating Costs

The parties agree to implement improved management practices over the life of the Agreement to reduce College

operating costs by:

3.5.1 Ensuring the security of classrooms after hours and at breaks;

3.5.2 Maintaining classrooms and grounds to a high standard of neatness and presentation;

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3.5.3 Maintenance of a litter-free environment;

3.5.4 The vigilant observance of a vandalism/graffiti free environment;

3.5.5 Developing community within the College by encouraging parental participation in the education process;

3.5.6 Water conservation;

3.5.7 Paper recycling; and

3.5.8 Turning off lights when rooms are not in use.

3.6 Expectations of Staff

3.6.1 College employees shall:

a) have significant participation in the organization, planning and development of the School‘s

curriculum;

b) never knowingly bring the College reputation into disrepute;

c) hold a current ―C‖ class Queensland driver‘s licence.

3.6.2 a) The staff and management acknowledge that Peregian Beach College operates in accordance with its

Aims, Objectives and Mission Statement.

b) The parties of the Agreement acknowledge and work towards the achievement of the College‘s Aims,

Objectives and Mission Statement.

PART 4 – REMUNERATION

4.1 Wage Increases

4.1.1 The employer recognises the valuable contribution made to the College by its staff, and wishes to recognise

that contribution by offering the following wage increases.

4.1.2 Not withstanding the wage rates contained in the relevant awards and conditions of employment applicable at

the time of making of this Agreement, the rates of pay shown in Schedule 1 shall apply to employees covered

in this Agreement in consideration of the matters specified in this agreement.

4.1.3 Provided that any employee, who would receive a greater increase by application of any safety net increases

determined by Fair Work Australia (FWA), shall have wages/salaries adjusted as from the effective date of

FWA‘S determination so that employees receive increases at least equivalent to that determined by FWA.

4.2 No Further Increases

4.2.1 There shall be no further wage increases during the life of this Agreement except in relation to those matters

identified within this Agreement.

4.2.2 To that end the parties recognise that this Agreement constitutes a closed Agreement in settlement of all

matters for its duration. The union undertakes that there will be no further claims which would alter labour

costs for the life of this Agreement, beyond those issues envisaged by this Agreement.

4.2.3 The above clause shall not prevent the undertaking of a review of conditions applying to Promotional Positions

as envisaged in the relevant awards or industrial agreements. The implementation of the results of any review

may be implemented as agreed between the parties.

4.3 Payment of Salaries

Salaries shall be paid fortnightly (except where otherwise mutually agreed between the College and the majority of

employees) by Electronic Funds Transfer (―E.F.T.‖) into an account/s nominated by the employee. Payment by a

means other than E.F.T. shall be at the discretion of the College.

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4.4 Occupational Superannuation

4.4.1 Application – In addition to the rates of pay prescribed by this Agreement, eligible employees shall be entitled

to Superannuation Benefits, in accordance with the provisions of this clause.

4.4.2 Definitions:

a) ―Approved Fund‖ means a Fund identified by this clause for the receipt of superannuation

contributions for employees. The funds are:

i) ANZ Super Advantage;

ii) Sunsuper;

iii) The Queensland Independent Education and Care Superannuation Trust.

b) Eligible employee‖ means an employee who has earned $450 or more in any month.

c) ―Ordinary time earnings‖ means the actual ordinary rate of pay the employee receives for ordinary

hours of work including all allowances and loadings, including those applying to shiftwork, casual

work, weekend and holiday work, tools and travel.

4.4.3 Contributions

a) Amount – The College shall contribute on behalf of each eligible employee as from certification an

amount calculated at 9.00% of the employee‘s ordinary time earnings, into the Approved Fund. Each

such payment of contributions shall be rounded off on an equitable basis either to the nearest cent or

10 cents provided that there is consistency of application to all employees at the College.

b) Regular Payment – The College shall pay such contributions to the credit of each such employee at

least once each calendar month or in accordance with the requirements of the superannuation Fund

Trust Deed.

c) Minimum level of earnings – The College will not be required to pay superannuation contributions on

behalf of any eligible employee whether full-time, part-time, casual, adult or junior in respect of any

month where the employee‘s earnings are less than $450.

d) Absences from Work – Contributions shall continue to be paid on behalf of an eligible employee

during any absence on paid leave such as annual leave, long service leave, public holidays, sick leave

and bereavement leave. Except in the case of absence on WorkCover, the College will not be required

to pay superannuation contributions on behalf of any eligible employee during any period of leave

without pay. In the case of WorkCover, the College will contribute in accordance with the clause

above whenever the employee is receiving by way of WorkCover, an amount of money no less than

the Award rate of pay.

e) Where an employee wishes to make voluntary contributions to superannuation, the employee may

authorise the College to deduct from the employee‘s wages an amount specified by the employee.

f) Additional employee contributions and/or additional employer contributions in accordance with the

provisions of this Agreement, will be forwarded to the Fund by the College at the same time as the

College‘s contributions.

g) Cessation of Contributions – The College shall not be required to make any further contributions on

behalf on an eligible employee for any period after the end of the ordinary working day upon which

the contract of employment ceases to exist.

h) No Other Deductions – No additional amounts shall be paid by the College for the establishment,

administration, management or any other charges in connection with the Fund other than the

remission of contributions as prescribed herein.

(i) Any administrative arrangement may only be varied by the employee annually in writing.

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4.4.4 Salary Sacrifice to Superannuation

An employee may elect to Salary Sacrifice an amount to Superannuation. Where the employee so elects the

following provisions will apply:

a) The College will continue to calculate the contributions required as detailed above and/or the

Superannuation Guarantee (Administration) Act 1992 on the basis of the employee‘s ordinary time

earnings before the salary sacrifice is deducted.

b) Salary sacrifice deductions will be made during a period of paid leave and the employee will receive

the rate of pay specified under this agreement less the salary sacrifice deduction.

c) Calculation of salary for all purposes including leave accruals and other payments due on termination

of employment shall be calculated on a rate of pay which includes the salary sacrifice contributions.

4.4.5 Enrolment

a) The College shall as soon as practicable for both current and future eligible employees:

i) notify each employee of the employee‘s entitlement to Superannuation;

ii) take all reasonable steps to ensure that each eligible employee receives, completes, signs and

returns the necessary application forms provided by the College to enable that employee to

become a member of the Superannuation Fund; and

iii) submit all completed application forms and any other relevant material to the Trustees of the

Superannuation Fund.

b) Each employee upon becoming eligible to become a member of the Superannuation Fund will:

i) complete and sign the necessary application forms to enable that employee to become a member

of the Fund; and

ii) return such forms to the College within 28 days of receipt in order to be entitled to the benefit of

the contributions detailed above.

c) Notwithstanding the failure of an employee to complete the required paperwork, the College will

make payments on behalf of the employee to the Superannuation fund.

4.4.6 Unpaid Contributions

a) Subject to the Fair Work Act 2009 where it has been established that the College has failed to comply

with the payment requirements in respect of any eligible employee, the College will be liable to make

the appropriate contributions retrospectively to the date of eligibility of the employee, plus an amount

equivalent to the rate of return those contributions would have attracted in the Superannuation Fund

had they been paid on the due dates.

b) The making of such contributions shall not limit any common law action which may be available in

relation to death, disablement or any similar cover existing within the terms of the Superannuation

Fund.

PART 5 - FAMILY FRIENDLY POLICIES

5.1 Long Service Leave

This clause is to be read in conjunction with Schedule 2 – Long Service Leave.

5.1.1 Accrual of Long Service Leave

All staff shall accrue long service leave at the rate of 1.3 weeks per year of continuous service in accordance

with the provisions of Schedule 2 – Long Service Leave.

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5.1.2 Access to long service leave

Employees are entitled to access their accrued long service leave after completing seven (7) years of

continuous service. An employee is entitled to access subsequent leave, where that employee has an

entitlement of four (4) weeks or more. All applications for leave will be in accordance with the provisions for

taking of such leave.

a) An employee who has completed at least seven (7) years of continuous service is entitled to a

proportionate payment for long service leave on the termination of the employee‘s service.

b) The minimum period of leave that may be taken by an employee is normally four (4) weeks.

i) In some clearly identified and demonstrated exceptional circumstances an employer may

approve an application for a period less than four (4) weeks, but not less than one (1) week.

ii) Where the period of long service leave is less than a school term (nominally ten (10) weeks) that

leave should normally be taken wholly within the school term period.

iii) Non-teaching term time employees may access accrued long service leave during periods of

unpaid leave, including school vacations.

c) An employee will make an application to take long service leave by giving at least twenty weeks (20)

notice prior to the commencement of the period of leave for which application is made.

d) Where the period of leave applied for is not in accordance with clause above the employee will

provide the employer with notice as soon as practicable. Such notice will normally be provided not

less than four (4) weeks prior to the proposed date for the commencement of the leave.

e) Any period of long service leave taken by an employee is exclusive of any public holiday(s), and/or

paid vacation periods.

f) An employee may request to have a period of long service leave re-credited and sick leave used for a

period of illness whilst on long service leave.

g) An employee is entitled to have the period of long service leave re-credited where the period of illness

is one calendar week (seven days) or more and the request is accompanied by a medical certificate.

h) When an employee has a period of long service leave re-credited (as provided in clause above, the

actual period of absence from work will not normally be extended.

i) The College will consider the particular circumstances of applications for periods of leave without

pay to be taken in conjunction with long service leave. Such applications will be considered in

conjunction with existing guidelines for leave without pay.

5.1.3 Long Service Leave at Half Pay

a) Accrued Long Service Leave (LSL) may be accessed at half pay. In such circumstances the employee

will be entitled to double the period of leave which would otherwise be applicable.

b) The period of LSL at half pay will be paid for at half the rate which would have been applicable if the

employee was not accessing LSL at half pay.

c) Where an employee accesses LSL at half pay that employee will accrue all leave entitlements on a pro

rata basis.

d) Where an employee accesses long service leave at half pay and where a salary packaging agreement

exists, this agreement will be honoured or renegotiated. Any associated costs will be borne by the

employee consistent with current salary packaging arrangements.

e) A period of LSL at half pay will be exclusive of Public Holidays. A Public Holiday occurring during

a period of LSL at half pay, and which falls on a day on which the subject employee would otherwise

work, will be paid for at half the rate which would have been applicable if the employee was not

accessing LSL at half pay.

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f) Where an employee on a period of LSL at half pay becomes ill during such period, the provisions will

apply, except that the:

i) period of Sick Leave will be paid for at half the rate which would have been applicable if the

employee was not accessing LSL at half pay;

ii) quantum of LSL re-credited to the employee will be half that which would have been applicable

if the employee was not accessing LSL at half pay;

iii) quantum of Sick Leave debited from the employee‘s sick leave account will be half that which

would have been applicable if the employee was not accessing LSL at half pay;

iv) a period of LSL at half pay will be exclusive of school vacations;

v) school vacations (except for the Christmas vacation) which are within a period of LSL at half

pay will be paid for at half the rate which would have been applicable if the employee was not

accessing LSL at half pay;

vi) school vacations (except for the Christmas vacation) which are contiguous with a period of LSL

at half pay will be paid for at the rate which would have been applicable if the employee was not

accessing LSL at half pay; and

vii) Where an employee accesses a period of LSL at half pay which is wholly within one calendar

year (as defined in paragraph v)below), that employee will be paid a sum for the Christmas

vacation calculated in accordance with the following formula:

L

P = ____ X S

-

A

W

Where:

P is the total amount paid to the employee for the Christmas vacation;

L is the number of weeks actually worked plus the number of weeks debited from the

employees LSL account;

W is the number of weeks the teacher would have worked if they had not accessed

LSL;

S is the total amount which would have been paid for the calendar year if the

employee was not accessing LSL at half pay;

A is the total amount paid to the employee in that calendar year prior to the Christmas

vacation.

viii) For the purposes of this clause, ―Calendar year‖ will be defined in one of two ways, depending

on the method of employing staff used by the employer. Where the College employs staff from

1 January to 31 December, then that is the definition of calendar year to be used. Where the

College employs staff from the beginning of term one to the day before the beginning of term

one in the following year, then that is the definition of calendar year to be used.

ix) Where an employee accesses a period of LSL at half pay and that period extends across two

calendar years (as defined in paragraph v)), that employee will be paid in accordance with this

paragraph (paragraph vi)). For the Christmas vacation at the end of each calendar year the

employee will be paid a sum calculated in accordance with the formula prescribed in paragraph

iv). All other school vacations (including, where applicable, the Christmas vacation at the

beginning of a calendar year) which are within a period of LSL at half pay will be paid for at half

the rate which would have been applicable if the employee was not accessing LSL at half pay.

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5.2 Personal/Carer’s Leave

An employee‘s entitlement to personal/carer‘s leave is subject to the following conditions:

5.2.1. All employees are entitled to personal/carer‘s leave at the rate of ten (10) days per year. Leave is accumulated

at one (1) day for every 5.2 weeks worked.

Part time employees shall accrue personal/carer‘s leave on a proportional basis, based on hours of service.

5.2.2 All employees are entitled to Compassionate leave of up to two (2) days per permissible occasion.

5.2.3 If the absence due to personal illness exceeds two (2) days, the employee shall be required to produce a

certificate from a duly qualified medical practitioner specifying the nature of the illness and period or

approximate period during which the employee will be unable to work, or other evidence of illness to the

satisfaction of the Head of College.

5.2.4 The employee shall promptly notify the Head of College of the illness and of the approximate period during

which the employee will be unable to work.

a) The continuity of employment of an employee with the College for Personal/Carers leave

accumulation purposes shall be deemed to be not broken by absence from work on leave granted by

the College.

b) In calculating the period of employment of the employee with the College, absence from work on

leave granted by the College shall not be taken into account.

5.2.5 The College recognises the importance of employees maintaining healthy lifestyles and regular health check-

ups. In an effort to foster healthy lifestyles employees with forty (40) or more days of accumulated

Personal/Carer‘s leave shall be entitled to use one (1) day per annum of their Personal/Carer‘s leave to obtain

medical advice and/or treatment of a preventative nature. The employee shall, where practicable, give the

employer four (4) weeks notice prior to taking Health Check Leave.

5.3 Parental Leave

The following Parental Leave provisions are to be read in conjunction with the National Employment Standards

and the Fair Work Act 2009 as varied from time to time.

Entitlement

5.3.1 Paid Maternity Leave

a) In addition to statutory entitlements to unpaid leave, an eligible employee is entitled to paid

maternity leave of ten (10) weeks, exclusive of vacation periods and inclusive of public holidays

which may fall during the period of paid leave.

b) The employer funded ten (10) weeks paid maternity leave will be in addition to the

Commonwealth Government's implementation of a national paid parental leave scheme on 1

January 2011.

c) Superannuation, and all other employee entitlements, continue to accrue during the employer-

funded part of an employee‘s period of paid parental leave.

5.3.2 Paid Adoption Leave

a) In addition to statutory entitlements to unpaid adoption leave, an eligible employee is entitled to

paid adoption leave of ten (10) weeks for the purpose of the adoption of a child who is, or will

be, under school age as at the day of placement, or expected day of placement of the child.

b) The child must not have been living with the employee for a period of six (6) months or more as

at the day of placement, or the expected day of placement of the child.

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c) The period of leave shall be exclusive of vacation periods and inclusive of public holidays which

may fall during the period of paid leave.

d) Superannuation, and all other employee entitlements, continue to accrue during the employer-

funded part of an employee‘s period of paid adoption leave.

5.3.3 Unpaid Parental Leave

a) An eligible employee is entitled to a further maximum total of 52 weeks unpaid parental leave

provided that such unpaid leave does not extend beyond the child's first birthday.

b) An employee may request an extension of unpaid parental for a further period of up to 52 weeks

immediately following the end of the available parental leave contained in the above clause.

5.3.4 Paid Paternity Leave

In addition to the unpaid paternity leave provisions prescribed by legislation, an employee, other than a casual, is

entitled to a period of 5 days paid paternity leave exclusive of their accrued sick leave.

5.3.5 Payment

An employee shall be paid at the rate of pay applying immediately prior to the taking maternity leave.

5.3.6 Eligible employee

5.3.6.1 Employees other than casual employees

An employee, other than a casual employee, is not entitled to paid parental leave unless the employee has, or will

have, completed at least 12 months of continuous service with the College immediately before the date of

confinement (as confirmed by a doctor) or placement (as confirmed by the relevant adoption agency).

5.3.6.2 Casual employees

A casual employee, is not entitled to paid parental leave unless:

a) the employee is, or will be, a long term casual employee (with 12 months service) of the employer

immediately before the date that applies under subsection h); and

but for:

b) the birth or expected birth of the child; or

c) the placement or the expected placement of the child; or

the employee would have a reasonable expectation of continuing employment by the employer on a regular

and systematic basis.

5.3.7 Eligibility

To become eligible for maternity leave payments a female employee must do the following:

a) provide the Head of College a notice in writing of the date upon which she proposes to

commence maternity leave stating the period of leave to be taken, not less than ten (10) weeks

prior to the presumed date of confinement; and

b) provide the Head of College a notice in writing, confirming her intention to return to work, not

less than eight (8) weeks prior to the expiration of her period of maternity leave.

5.4 Unpaid Carer’s Leave

In addition to provisions of the National Employment Standards employees may access up to 2 days unpaid carers leave

per occasion to provide care and support for members of their immediate family or household when they are ill.

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5.5 Bereavement Leave

An employee shall, on the death of a spouse, parent, sibling, spouse‘s parent, child or grand parent, be entitled on notice

to leave up to and including the day of the funeral of such relative and such leave shall be without deduction of pay for

a period not exceeding the number of hours worked by the employee for two (2) ordinary days of work.

5.6 Study Leave

Subject to the operational requirements of the College, upon completion of five (5) years continuous service an

employee may be granted up to twelve (12) months unpaid study leave. Application for such leave shall be made at the

earliest possible date but must be in writing at least three (3) months prior to such leave being taken from the employee.

Such leave shall be available at a time agreed upon by both the Head of College and employee and shall not count as

service with the College.

5.7 College Year

A standard College year shall be forty (40) weeks.

5.8 Individual Flexibility

5.8.1 Notwithstanding any other provision of this agreement, an employer and an individual employee may agree to

vary the application of certain terms of this agreement to meet the genuine individual needs of the employer

and the individual employee. The terms the employer and the individual employee may agree to vary the

application of are those concerning:

a) arrangements for when work is performed;

b) allowances;

c) leave loading;

d) overtime rates; and

e) penalty rates.

5.8.2 The employer and the individual employee must have genuinely made the agreement without coercion or

duress.

5.8.3 The agreement between the employer and the individual employee must:

a) be confined to a variation in the application of one or more of the terms listed in clause 5.8.1; and

b) result in the employee being better off overall than the employee would have been if no individual

flexibility agreement had been agreed to.

5.8.4 The agreement between the employer and the individual employee must also:

a) be in writing, name the parties to the agreement and be signed by the employer and the individual

employee and, if the employee is under 18 years of age, the employee‘s parent or guardian;

b) state each term of this agreement that the employer and the individual employee have agreed to vary;

c) detail how the application of each term has been varied by agreement between the employer and the

individual employee;

d) detail how the agreement results in the individual employee being better off overall in relation to the

individual employee‘s terms and conditions of employment; and

e) state the date the agreement commences to operate.

5.8.5 The employer must give the individual employee a copy of the agreement and keep the agreement as a time

and wages record.

5.8.6 Except as provided in clause 5.8.4a) the agreement must not require the approval or consent of a person other

than the employer and the individual employee.

5.8.7 Where an employee or an employer seeks to enter into an agreement as provided by this clause, the intiating

party must provide a written proposal. Where the employer initiates the proposal and where the employee‘s

understanding of written English is limited, the employer must take measures, including translation into an

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appropriate language and the opportunity to seek advice and assistance, to ensure the employee understands

the proposal.

5.8.8 The agreement may be terminated:

a) by the employer or the individual employee giving four weeks‘ notice of termination, in writing, to the

other party and the agreement ceasing to operate at the end of the notice period; or

b) at any time, by written agreement between the employer and the individual employee.

5.8.9 The right to make an agreement pursuant to this clause is in addition to, and is not intended to otherwise affect,

any provision for an agreement between an employer and an individual employee contained in any other term

of this agreement.

PART 6 - NON-SALARY ITEMS

6.1 Public Holidays

All employees other than casuals shall be entitled to the following holidays or any day appointed under the Holiday Act

1983 to be kept in place of such holiday:

New Years Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, Anzac Day, Labour Day,

Queens Birthday, Christmas Day, Boxing Day, Noosa Show Day.

By mutual agreement between the College and the majority of employees another day may be substituted for any of the

above holidays.

6.2 Incidental and Peripheral Tasks

6.2.1 The College may direct an employee to carry out such duties as are reasonably within the limits of the

employee‘s skill, competence and training.

6.2.2 The College may direct an employee to carry out such duties and use such tools and equipment as may be

required provided that the employee has been properly trained in the use of such tools and equipment (where

relevant).

6.2.3 Any direction issued by the College pursuant to the aforementioned clause shall be consistent with the

College‘s responsibilities to provide a safe and healthy working environment.

6.3 Appraisal Process

The parties acknowledge that an appraisal system provides opportunities for employees to identify strengths to set goals

and identify training needs. A formative appraisal process shall be maintained for all employees. The College‘s

appraisal structures and process, consideration should be given to such elements as the following:

6.3.1 it should be linked with the College‘s goals and objectives;

6.3.2 it should be built into the operational practice of the College via training of all employees, which aims to build

common values and understandings of the structure and process;

6.3.3 it is developmental and focuses on improvement and development not supervision of individuals;

6.3.4 it should be directly linked to a clearly articulated statement of agreed expectations of the employee(s). The

emphasis is on objective criteria;

6.3.5 it provides for a variety of information collection processes and sources;

6.3.6 it needs to be flexible to allow for changes and modifications within the stated framework; and

6.3.7 it makes provision for the allocation of adequate resources to operate the process.

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6.4 First Aid Certification

All employees, who are required to as part of their role, shall hold a current Senior First Aid Certificate. The employer

shall pay the costs associated with maintaining Senior First Aid Certificates and shall endeavour to provide such

training.

6.5 Promoting the Teaching Profession and the College

The parties agree to work towards improving the status of the teaching profession in the Peregian Beach community and

to increase the attractiveness of the teaching profession to the students and parents of Peregian Beach College.

6.6 Job Share Provision

6.6.1 ―Job Share‖ is defined as a mode of employment where the duties, responsibilities and benefits of an

employment classification contained in this Enterprise Agreement is shared between two (2) employees.

6.6.2 Principles underpinning Job Share arrangements:

a) Job Share is entered into voluntarily;

b) Job Share arrangements shall be flexible and accommodate both the school and the employees‘ needs.

6.6.3 A request may be made by an existing full-time permanent employee to share the position the employee is

currently holding. The request must be made (in writing) to the employer and must identify the proposed

division of the position. If the request is accepted by the employer:

a) The parties to the proposal must negotiate a mutually suitable division of the work;

b) The residual position must be advertised;

c) Both employees sharing the Job Share position will share the responsibility for the position for a fixed

term of up to one (1) year.

d) The Job Share arrangement will conclude at the end of the school year (or a shorter time as agreed)

and both employees will return to their substantive employment status each held before the Job Share

arrangement began.

6.6.4 Employees subject to the job share arrangement prescribed by this clause shall be entitled to pro rata benefits

of such leave, vacation periods, public holidays and all other accrued benefits to full-time employees based in

the percentage division of the work.

6.6.5 If a participating employee is unable to attend Duty because of illness, the other participant may be offered the

residual day(s) or part day(s) of work by the employer. If the offer is accepted by the participant, the employee

shall be paid as a causal employee for the residual days(s) or part day(s) worked.

6.6.6 Should either participating employee leave the employment of the College, the remaining employee may be

offered the residue of employment. If this offer is not accepted by the remaining participant, the residual

position will be advertised as a fixed term vacancy for the remainder of the agreed fixed term.

6.6.7 Should either job share partner choose to end the job share arrangement, the employee ending the arrangement

shall be considered to be on Leave Without Pay until the end of the fixed term. At the end of the fixed term the

employee on Leave Without Pay shall return to their substantive position in accordance with clause 6.7.2. d)

6.6.8 The number of job share position offered shall not exceed one to seven (7) or fraction of seven (7) full-time

employees employed at the College.

6.7 Job Security

The Parties agree that changes to work practices and productivity initiatives must be consistent with the operation of the

College. The Parties further acknowledge that employees are a critical element in the improvement of quality service

delivery. The College does not subscribe to a policy of arbitrary job reductions or the unnecessary use of contracts.

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6.8 Termination of Employment

6.8.1 The College shall give to an employee at least four (4) weeks notice, to be increased to five (5) weeks if the

employee is over 45 years of age and has completed at least two (2) years of continuous service with the

College, in writing of the termination of their employment.

6.8.2 Employee‘s shall give to the College four (4) weeks notice in writing of their intention to resign from their

position.

6.8.3 Where possible the notice should be exclusive of vacation periods.

6.9 Statement of Service

The statement of service should:

a) be an original or certified copy of an original document;

b) be provided on the official letterhead of the College and it must be signed and dated by the employer

or an authorised person;

c) specify the position held;

d) specify the period of employment;

e) specify the exact nature of the employment e.g. full-time, part-time, casual, etc. and provide a

detailed description of the teaching or other relevant duties performed;

f) detail whether the employment was part-time – and if so the number of hours worked per week or

their full-time equivalent, or the total number of hours paid for the total period of employment;

g) detail whether the employment was casual – and if so the total number of hours paid for the total

period of employment;

h) indicate any periods of unpaid leave that were taken; and

i) specify whether any leave without pay was taken and the period when this leave without pay

occurred. If no periods of leave without pay were taken, the statement must show that ‗no leave

without pay was taken‘.

6.10 Professional Development and Training

6.10.1 The employer and all employees accept a joint responsibility for the negotiation of a program of relevant

professional development linked to the school goals and the development/ renewal plan. The employer

recognises the value of all employees undertaking professional development relevant to the performance of

their work role and duties.

As part of a school‘s professional development program, all employees are entitled to apply to undertake

relevant professional development activities. Costs and release time involved in attending such professional

development shall be covered in accordance with the College‘s professional development plan.

6.10.2 Except where the employer sponsors, provides and/or pays for the professional development, the costs shall be

met by the individual teaching or non-teaching employee.

Where professional development is required by the employer for school officers and services staff outside

ordinary working time, the employee will be granted travel reimbursement when the professional development

is further than 50 kms from the College.

In the context of the school development/renewal plan the employee can each year undertake professional

development outside of school time and exclusive of pupil free days.

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6.10.3 Teachers

Each teacher will develop a professional development program in consultation with the Head of College. Such

a program may be reviewed annually.

6.10.4 Professional development, including that held during pupil free days and staff meetings, conducted by the

employer for teaching staff will, wherever relevant, articulate the QLD College of Teacher (QCT) professional

standards.

6.10.4 Teachers who attend these planned professional development activities will be provided with a record of

attendance. Such documentation will be provided by the employer to teachers to support the maintenance of a

teacher‘s individual account of professional development undertaken which is required for report to the QCT.

6.10.5 School Officers and services staff

The employer recognises the specific training requirements of school officers and services staff within schools.

A professional development plan will be jointly developed between the school officer or services staff

employee and the Head of College. This plan will be implemented within the employer‘s resource capacity.

6.11 Position Descriptions

6.11.1 The parties recognise the value of position descriptions for employees and the determination of positions

within an appropriate classification structure.

6.11.2 Where employees are without a position description, the parties agree that by no later than the final day of term

two in 2011 joint development (subject to employer prerogative) of position descriptions shall be completed

6.11.3 Position descriptions are to take into account the following issues where appropriate:

a) clarification of current positions;

b) consultation regarding future position changes;

c) acknowledgement of current flexibility on roles of all Employees; and

d) clarification of typical duties of all Employees ( which can include co-curricular and extra-curricular

activities/events)

6.12 Redundancy

The National Employment Standards entitle an employee to be paid redundancy pay by the employer if the employee‘s

employment is terminated:

a) at the employer‘s initiative because the employer no longer requires the job done by the employee to be

done by anyone, except where this is due to the ordinary and customary turnover of labour; or

b) because of the insolvency or bankruptcy of the employer.

In the case of termination because of redundancy, employees other than a casual employee shall be entitled to:

6.12.1 Notice as provided in section 6.8.1 of this Agreement;

6.12.2 A severance payment of two (2) weeks for each completed year of service thereafter to a maximum payment of

twenty (20) weeks; and

accrued entitlements of annual and long service leave.

6.12.3 An employee given notice of termination in circumstances of redundancy must be allowed up to one day‘s time

off without loss of pay during each week of notice for the purpose of seeking other employment. If the

employee has been allowed paid leave for more than one day during the notice period for the purpose of

seeking other employment, the employee must, at the request of the employer, produce proof of attendance at

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an interview or they will not be entitled to payment for the time absent. For this purpose a statutory declaration

is sufficient.

6.13 Teaching Resources

The employer shall provide access to such textbooks, computer hardware and/or software as the Head of

College/employer considers necessary for curriculum delivery, support or management. All such equipment shall

remain the property of the College.

6.14 Staff Discount

As at 1 January 2011 all staff shall be entitled to a 10 % discount on tuition fees (excluding levies and camps) for their

children, after 12 months service, for their period of employment. This clause does not alter the existing arrangements

for current employees. The current arrangements will be confirmed in writing by the Principal within one month of this

agreement‘s certification date.

6.15 Community Service Leave

6.15.1 An employee, other than a casual employee, required to attend for jury service during their ordinary working

hours shall be reimbursed by the employer an amount equal to the difference between the amount paid in

respect of their attendance for such jury service and the ordinary pay the employee would have been paid if the

employee was not absent on jury service up to a maximum of 10 days for jury service in any one year.

6.15.2 Alternatively, by agreement, fees (other than meal allowance) received by the employee to attend jury service

will be paid to the employer and the employer will continue to pay the employee their ordinary pay for the time

the employee was absent on jury service.

6.15.3 Employees shall notify their employer as soon as practicable of the date upon which they are required to attend

for jury service and shall provide their employer with proof of such attendance, the duration of such attendance

and the amount received in respect thereof.

6.15.4 If the employee is not required to serve on a jury for a day or part of a day after attending for jury service and

the employee would ordinarily be working for all or part of the remaining day, the employee must, if

practicable, present for work at the earliest reasonable opportunity.

6.15.5 Ordinary pay means the rate of pay that an employee would normally expect to receive for working ordinary

hours on an ordinary day of the week, including any over-award payment. Ordinary pay excludes overtime,

penalty rates of all types - including those attaching to working ordinary hours (for example) on a Saturday,

disability allowances, shift allowances, special rates, fares and travelling time allowances, bonuses and other

ancillary payments of a like nature.

6.16 Salary packaging

6.16.1 The College agrees to the implementation of salary packaging for components other than superannuation.

Administrative guidelines will be made available to all employees.

Components that may be subject to salary packaging arrangements shall be specified by the College and may

include, but are not limited to: mobile phones; laptop computers; self education expenses; motor vehicles;

childcare expenses; work related equipment; accident or income protection insurance premiums; technical

journal subscriptions; uniforms; protective clothing; union fees or professional association fees. The College

shall notify in writing those items which may be included in the salary package.

a) Components which may be subject to salary packaging arrangements will be determined in

consultation with employees and will be at the College‘s discretion.

b) Where agreement is reached between the College and the employee, salary packaging arrangements

may be made between the individual employee and the College and shall be recorded in writing.

c) Where such an agreement is reached, the employee's total salary shall be reduced by an amount

equivalent to that agreed between the employer and employee plus any relevant tax liability including

fringe benefits tax incurred by the employer.

d) The employee‘s salary used to calculate superannuation contributions, leave loading, long service

leave, severance and termination payment entitlements, will be the gross base salary as per Schedule 1

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– Salary, Wages and Allowances of this Agreement the employee would receive if not taking part in

the salary packaging arrangement.

e) The maximum amount allowable for salary packaging purposes shall be in accordance with the

provisions of the Australian Taxation Office.

f) Salary packaging arrangements may be altered once per annum.

g) The College reserves the right to outsource the administration of salary packaging arrangements to a

provider appointed by the College. The College will meet the cost associated with the transmission of

approved funds to the service provider. The costs of administration will be borne by the employee in

regard to their own package.

h) Where the College determines that it will internally administer the salary packaging, the costs borne

by the employee will be consistent with the costs of administering the elements in the package and

will be consistent with that which would be charged by an outsourcer for an equivalent package.

6.16.2 Salary Package into Superannuation Funds

Employees shall be permitted to elect to salary package into an approved superannuation fund, subject

to compliance with superannuation legislation. Where the College and individual employee agree an

additional contribution may be made into a complying superannuation fund within the range of funds

offered by the College. This Agreement shall be subject to the following provisos:

a) the fund(s) comply with the provisions of the Superannuation Industry (Supervision) Act

1993;

b) the nominated fund is to be within the range of funds nominated by the College but in any

event no fund shall be a personal fund;

c) the implementation of any such arrangements shall be at the discretion of the College ;

d) the contribution shall be expressed as a dollar amount;

e) such salary packaging arrangements shall be available to all employees with the exception of

casual employees and those employed on fixed term contracts for less than a school year;

f) the funds shall accept electronic funds transfer;

g) any arrangements as set out in this clause shall be at the employee‘s request;

h) the terms of the arrangement shall be committed to writing and signed by the College and the

employee;

i) a copy of the signed agreement shall be held by the College and a copy provided to the

employee;

j) this arrangement may be altered only once per annum;

k) the College shall apply a total employment cost (TEC) approach to make payments under the

Salary Packaging Agreement.

The Employee‘s TEC will be the sum of the base salary, leave loadings, locality allowances where they apply and

superannuation contributions being met by the College.

The parties acknowledge that within the limits prescribed in this clause the implementation of any salary packaging

arrangement shall be at the discretion of the College.

Notwithstanding the foregoing, the costs of administration of salary packaging for the purpose of superannuation only

shall be met by the College.

6.17 Dress Code for all Staff

As professional educators, members of the school community will look to you for knowledge, guidance and support.

Clothing worn at Peregian Beach College should be appropriate to the tasks you are undertaking. As a professional

educator you should model the correct dress code and expected behaviour of students. Enclosed footwear should be

worn.

The College will collaboratively develop guidelines on dress standards for staff members. The guidelines will reflect

common understanding of appropriate professional dress, be consistent with the particular work environment of the

staff member and comply with all aspects of Workplace Health and Safety requirements.

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PART 7 - TEACHERS

The provisions in this section shall only apply to teachers.

7.1 Definitions

7.1.1 ‗Teacher‘ shall mean and include any employee, other than the Head of College, who is ordinarily engaged

(full-time, part-time or casual) in teaching on the staff of the College.

7.1.2 ‗Three year trained teacher‘ shall mean a person appointed as a teacher with three years of approved teacher

education or such other qualifications as may be recognised by the College for this purpose.

7.1.3 ‗Four year trained teacher‘ shall mean a person appointed as a teacher who holds either;

a) An approved three year degree or an approved equivalent tertiary qualification plus at least one year

of approved teacher education or such other qualifications recognised by the College as equivalent to

one year of teacher education, or

b) An approved four year degree or such other qualifications recognised by the College as equivalent.

7.1.4 ‗Year of service‘ for the purpose of assessing the salary payable to a Teacher shall be determined with due

regard to their qualifications and years of service in a capacity equivalent to the particular category of Teacher

in a school or schools to which this Agreement applies, in a school or schools controlled by Education

Queensland, and such other teaching service as the employing school might recognise.

7.1.5 ―Approved‖ used in relation to course, diploma, degree, or university, means a course, diploma, degree or

university acceptable to be recognised by the Director-General of Education (Queensland) for similar

qualifying purposes in respect of teachers employed by Education (Queensland).

7.1.6 ―Year‖ used in relation to an approved university course or an approved course at a comparable institution

means the subject requirements specified for a year of full-time course or an equivalent number or point value

of subjects which are relevant to subjects being taught.

7.1.7 ―Job Share‖ is defined as a mode of employment where the duties, responsibilities and benefits of an

employment classification contained in this Agreement are shared between two teachers.

7.2 Employment Categories

7.2.1 Casual Teachers

A casual teacher shall be employed on an intermittent basis to relieve a teacher absent from duty or to meet a

short term staffing need.

a) A casual teacher shall be employed for a minimum period of three (3) hours per day and a maximum

period of 11 days in respect of any one engagement. There shall be a minimum payment of three (3)

hours for each day so employed.

b) Casual teachers will be paid for the hours they are required to work.

c) Remuneration for a casual teacher shall be based on the scale of salaries prescribed in Schedule 1

(Wages and Salaries) to this Agreement and in accordance with the formula contained in clause 1.

d) Casual teachers will be paid for preparation and correction time at the rate of one hour for every five

hours of teaching time. Casual teachers will not receive such payment in respect of the first two (2)

days of any one engagement.

For the purposes of salary increments a casual teacher shall be deemed to have completed a year of service

when the aggregate amount of time paid is 1000 hours.

7.2.2 Part-Time Teachers

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a) A part-time teacher shall mean a teacher who is employed on a weekly contract of employment, but

who is employed for less teaching time than a full-time teacher.

b) The hourly rate of payment for part-time teachers shall be calculated by dividing the fortnightly rate of

salary prescribed by this Agreement for a teacher of equivalent teaching experience and academic

qualification by sixty (60).

c) Part-time teachers shall accrue entitlements under this agreement in the same manner as full-time

teachers, however payment for entitlements shall be pro-rata based on the average weekly hours of

employment.

d) A part-time teacher shall be deemed to have completed a year of service, for the purpose of this clause

and this clause only when the aggregate amount of time paid for equals 1000 hours.

e) The aforementioned salary increment provisions shall apply to part-time teacher.

f) Payment shall be made at the prescribed rate to a part-time teacher whose class or classes are not

available unless notice has been given to the part-time teacher of the unavailability of such class or

classes on the preceding school day.

7.2.3 Fixed-term Contracts

The College will employ an employee on a fixed term contract of employment only where the employee is

appointed to cover an identifiable short term need. An employee may be employed for a fixed term period of

time for a period of at least four (4) weeks but no more than twelve (12) months on either full-time or part-time

basis to:

a) undertake a specified project for which funding has been made available;

b) undertake a specified task which has a limited period of operation;

c) replace an employee who is on leave, performing other duties temporarily or whose employment has

terminated after the commencement of the school year. Provided that where the replacement

arrangement extends beyond twelve (12) months, the fixed term employment may be extended for up

to a further twelve (12) months;

d) accommodate for fluctuations in enrolments and/or subject choices; or

e) employing a part-time teacher to address class size issues and/or enhance curriculum offerings on a

short-term basis.

7.2.4. Other Information

a) Part-time teachers, specialist teachers, graduate teachers and those providing release for senior

administration will not as a matter of course be employed on a fixed term basis.

b) A fixed term contract of employment will not be used as a probationary period.

c) Where the College employs an employee on a fixed term contract, the College will indicate in the

employee‘s letter of appointment the identifiable short term need which the employee is appointed to

fill. The letter of appointment will also contain the terms, conditions and specific duration

(commencement and cessation dates) of the appointment.

7.2.5 Conversion from Fixed Term to Continuing Status

The College will provide information to any teacher on a fixed term appointment of the procedures to be followed and

the criteria used if the teacher wishes to apply for continuing status.

7.3 Highly Accomplished Teacher

7.3.1 Background

The Highly Accomplished Teacher (HAT) provision provides an opportunity for classroom teachers to further teaching

excellence and provide leadership amongst classroom teachers consistent with the ethos of the school, the school's

mission statement and strategic plan by undertaking higher level task(s).

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7.3.2 Eligibility

All teachers with at least three years experience as a Band 3 Step 4 teacher as at 1 January each year, and will be paid

from 1st January of that year may apply. Teachers can have accumulated their years of service in both the government

and non-government sectors.

Teachers currently working part-time are also eligible to apply for HAT, provided that their experience as a teacher

equates to one year of service on the completion of one thousand (1000) hours teaching.

7.3.3 Application Process

Highly Accomplished Teachers will be required to:

provide written evidence clearly indicating that they have met the Selection Criteria listed below; and

receive verification of their application by the Head of College.

Broadly, the criteria covers what teachers do with: students; the school community; each other as colleagues; and the

curriculum that they teach.

SC1: Promotes positive student outcomes and high level learning experiences, (250 words max)

SC2: Engages in positive interactions with the wider school community including parents/guardians and other

community members.(250 words max)

SC3: Assists colleagues and models high-level professional expertise in planning, development and practice. (250

words max)

SC4: Has a high-level understanding of and continued commitment to implement current and future initiatives in

curriculum. (250 words max)

SC5: Demonstrates a high degree of proficiency in the use of ICT and clear evidence of meaningful integration of ICT

into the curriculum. (250 words max)

SC 6: Active and productive participation in leading the Pastoral Care Program. (250 words)

A teacher whose HAT application has been declined shall be advised in writing of those criterion which he/she is said

to have failed to satisfy.

Unsuccessful applicants may re-apply for HAT status within twelve (12) months of receipt of the College‘s decision to

decline their original application. The HAT allowance shall be paid from the pay cycle immediately following a

successful re-application.

7.3.4 Tenure

There is no tenure on HAT and there is no limit on the number of teachers who can be classified as a HAT.

7.3.5 Appraisal Process

In accordance with clause 6.3, the College‘s agreed teacher appraisal process, a HAT teacher will be required to provide

the Head of College with evidence detailing how the teacher fulfilled each of the 6 criterion at the end of each academic

year subsequent to the appointment to HAT status. This will be evidenced by meeting the following as indicated:

SC1ongoing promotion of positive student outcomes and high level learning experiences;

SC2 ongoing engagement in positive interactions with the wider school community;

SC3 ongoing collegial assistance and modelling of high-level professional expertise in planning, development and

practice;

SC4 ongoing understanding and commitment to the implementation of current and future curriculum initiatives;

SC5 ongoing proficiency of ICT integration into the curriculum;

SC6 ongoing active participation and leadership of the Pastoral Care Program

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Each applicant must be appraised on the criteria specified in this clause and not against other HAT teachers. The

evidence collated by each appraise is not mandated and can take any form the appraise chooses which bests promotes

their HAT status.

A HAT who is said to have failed to evidence their continued fulfilment of the six (6) criterion shall be advised in

writing of those criterion which he/she is said to have failed to satisfy.

7.3.6 Grievance Procedure

A teacher may seek a review of the College‘s decision to decline or withdraw HAT status by engaging the disputes

resolution procedure contained in clause 9.1 of this Agreement.

7.3.7 Allowance

A Highly Accomplished Teacher shall receive an allowance in accordance with Schedule 1 of this agreement.

7.4 Salary Increments

A full-time teacher shall receive annual increments in salary according to the scale of salaries applicable in such case

until the teacher receives the maximum salary for which the teacher is eligible under this Agreement.

7.5 Payment for Full Year and Proportionate Payments

7.5.1 A teacher, upon appointment, shall be paid as from the date upon which that teacher commenced duty.

7.5.2 A teacher who has taught (or has been granted paid leave by the College) for each day of the school year at the

College shall be paid as for a full calendar year commencing on the last designated pay day before Australia

Day.

7.5.3 A teacher who ceases duty before at least ten (10) teaching weeks of employment shall be paid, in lieu of

vacation pay, an amount equal to one twelfth of that teacher‘s ordinary pay for the period of employment.

7.5.4 A teacher who ceases duty after at least ten (10) teaching weeks of employment shall be paid the proportion of

their salary that the teacher‘s service, excluding school vacations bears to a standard school year. Such

proportion of salary shall be calculated on the salary which the employee was receiving immediately before

cessation of employment.

7.5.5 A standard year shall be deemed, for the purposes of this clause, to be forty (40) weeks.

7.6 Salary Provisions relating to Three Year Trained Teachers

7.6.1 A three year trained teacher shall be appointed Band 1 Step 1 as provided by Schedule 1.

7.6.2 Except as otherwise provided by this Agreement, progression from one salary step to a higher salary step shall

be by annual increments up to a maximum salary of Band 2 Step 5.

7.6.3 A three year trained teacher shall have access to Band 3 and shall (except as provided above) complete two

years service on Step 1, 2 and 3 of Band 3 before progression to the next step up to the maximum salary of

Band 3 Step 4.

7.7 Salary Provisions relating to Four Year Trained Teachers

7.7.1 A four (4) year trained teacher shall be appointed at Band 2 Step 1 as provided in

Schedule 1.

7.7.2 A four (4) year trained teacher who has first or second degree honours, a Masters or Doctorate, or who has two

approved degrees shall commence on the salary prescribed for Band 2 Step 2.

7.7.3 Except as otherwise provided by this Agreement, progression from one salary Step to a higher salary step shall

be by annual increment up to the maximum of salary Band 3 Step 4.

7.8 Annual Leave Loading

7.8.1 A teacher who has taught (or who has been granted paid leave by the College) for each day of the school year

at the College shall receive an annual leave loading equivalent to seventeen and a half percent (17½%) of four

24


(4) weeks salary calculated upon the salary which such employee was receiving immediately before

commencing the mid summer vacation.

7.8.2 A teacher who commences employment after the beginning of a school year and who has actually taught for at

least twenty (20) weeks, or who has taught for at least a full school term and who teaches to the end of the

school year, shall be paid a proportion of the annual leave loading prescribed above that the teacher‘s service

(excluding school vacations) bears to a standard school year.

7.8.3 A teacher who resigns, having given the prescribed notice in writing, or whose services are terminated by the

College for some reason or reasons other than misconduct, incompetence or neglect of duty and who has taught

for at least the full first school term, shall be paid the proportion of the annual leave loading prescribed above

that the teacher‘s service (excluding school vacations) bears to a standard school year.

7.8.4 The abovementioned loading shall be calculated upon the salary which the employee was receiving

immediately before the cessation of employment. Such loading shall be paid to the teacher at the

commencement of the mid-summer vacation or prior to the date of cessation of employment.

7.8.5 A standard year shall be deemed for the purpose of this clause to be forty (40) weeks.

7.9 Induction

7.9.1 A teacher in the first year of experience shall participate in an induction process of one year‘s duration. In

certain circumstances the teacher and the Head of College may agree that the teacher should participate in the

induction process for a further year.

7.9.2 The induction process shall be determined by the Head of College in consultation with the teacher to assist the

teacher‘s professional development, which shall be reviewed regularly throughout the year.

7.9.3 The Head of College shall provide a written statement to the teacher outlining the teacher‘s progress and

development. Where viewed as practical by the College this shall be provided no later than four (4) weeks

before the end of the school year and in any event not later than the submission of reports to Queensland

College of Teachers (QCT).

7.9.4 Teaching staff who commence their service with the College at the beginning of the school year shall

undertake an orientation program which will include:

a) provision of a duty statement;

b) identification of lines of support;

c) provision of material relevant to the ethos and mission of the College;

d) provision of documents relevant to the policies and procedures of the College;

e) provision of information documents relevant to superannuation entitlements and options;

f) provision of this Certified Agreement;

g) relevant Workplace Health & Safety information.

7.10 Four Term Probation

The probation period for new employees at the College shall be four (4) terms.

7.11 Hours of Work

Hours of duty refers to the hours of work that the school may direct and require a teacher to perform duties. The

College recognises the professional commitment of teachers who often provide their services, on a voluntary basis,

which can be in excess of the hours specified in this section.

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a) The ordinary hours of Duty for Teachers shall not exceed 30 hours per week of which not more than

one-third shall be performed before 9am and after 5pm.

b) Of the 30 hours required per week occurring between Monday and Friday in a secondary school a

maximum of 27.5 hours shall be contact time. Ordinary hours are inclusive of teaching time, pastoral

care periods, playground and bus duty, assembly times and programmed sporting times.

c) Teachers are expected to be available 30 minutes before the commencement of classes (i.e. before the

ordinary hours of duty) and 30 minutes after the completion of classes per day (i.e. after the ordinary

hours of duty) for pastoral care with allocated classes. This time does not form part of ordinary hours

of duties and does not attract further remuneration.

d) Provided that such duties shall be allocated, when practicable, on a roster basis. The employer will

also give special consideration to those employees who may on occasions not be able to fulfil clause

7.10 c) due to family commitments.

7.12 Co-Curricular

In order to achieve the tenet of providing holistic education for students maximising student learning including

classroom teaching, a program of co-curricular and extra-curricular activities is in place.

7.12.1 Co-Curricular

Co-curricular activities are defined as those activities that support the curriculum and activities which are considered to

be fundamental to the day to day operation of the College. These co-curricular activities may include:

Camps

College musical

Fun Day/ Evening

Full time staff are required to attend and participate in these co-curricular activities without additional payment. Part

time staff (who are employed to work more than 15hrs/week) are required to attend and participate in these co-

curricular activities up to a maximum of 10hrs (pre-approved) per year outside of their scheduled hours of work without

additional payment.

The above list may be amended from time to time with the agreement of staff. In negotiation of such an amendment,

staff shall be provided with all relevant information including but not limited to dates, times, venues, preparation and

other information that is relevant to enabling employees to adequately organise their personal and professional lives.

7.12.2 Extra-Curricular

Extra-curricular activities are defined as those activities which, while in part of the broader life of the College

communities, support the core elements of the College‘s purpose. Extra-curricular activities may include:

After school hours sports;

Barefoot in the Park

Out of school hours excursions

Formals

Extra-curricular activities are honorary and voluntary.

7.12.3 Notification

As a matter of efficiency, all co-curricular and extra-curricular activities will be identified at the commencement of each

semester.

7.13 Non-Contact Time

a) Designated non-contact time should only be used for its prescribed purpose, (i.e. to carry out

educational planning and preparation activities) and shall be performed on site unless specifically

permitted in writing by the Head of College to be performed elsewhere.

26


b) During the period of this agreement, preparation and correction time shall be at least four (4) hours per

fortnight for full time teachers and proportional for part-time teachers who are employed for seven (7)

hours or more per week. The non-contact time for part-time teachers will reflect the proportion of

hours their employment bears to fulltime teacher hours.

c) Non-contact time can be aggregated as necessary for periods of up to one school term at the discretion

of the Head of College.

d) Every endeavour will be made to ensure that the non-contact time be allocated in blocks of not less

that 30 minutes duration.

7.14 TEACHER GUIDELINES RE: SUPERVISIONS FOR ABSENCE

7.14.1 Teachers may be required to take up to forty (40 periods per annum as ―extras‖) The varying demands from

term to term for relief teachers and the limited number of relief teachers available at times will mean some

flexibility in the operation of this allocation.

7.14.2 Should an assigned class be absent, or have finished for the term/year, other classes and duties may be assigned

―in lieu‖ of the assigned classes and shall be treated as a part of a teachers normal face to face allocation and

shall not be considered as extras.

7.14.3 To promote equity, supplementary periods will be allocated to teachers who are not timetabled for the number

of periods which are deemed to be usual full-time face to face teaching load per week or cycle. Supplementary

periods are not extras but are given to ‗top up‘ a teaching load to the full teaching load of the College.

Supplementary periods may also be allocated to replace teachers who are absent. Teachers may be advised at

the start of the year how many supplementary periods they can expect to receive.

7.14.4 Part-time teaching staff shall be allocated face to face extras pro-rata to their FTE.

7.14.5 A teacher who has met the requirement of forty (40) periods of extras or pro-rata before the end of the teaching

year may elect to take on additional extras and be remunerated for those periods at their current hourly rate of

pay.

7.14.6 Relief teachers, where the subject falls outside their qualifications and experience, shall not be required to

supervise a practical class. The subject teacher needs to have prepared suitable work for the non-specialist

relief teacher.

7.14.7 Practical subjects are among those that require a higher duty of care. They may involve the use of materials

and/or equipment, which may be injurious to the health students or have a significant practical (hands on)

component. The subjects designated as practical are Visual Arts, Design and Technology, Food Technology,

Technical, Music, Drama and related subjects in Year 11 and 12.

7.14.8 In its growing phase, the College will have some classes with less than ten (10) students. When teachers

undertake cover for assigned classes with less than ten (10) students on three (3) or more occasions in any four

week period , then one (1) ―extra‖ for every three (3) occasions is deemed to have been created and will be

recorded accordingly.

PART 8 - SCHOOL OFFICERS AND SERVICES STAFF

The provisions of this section shall apply to school officers and services staff being those employees who are not

covered by Part 7.

8.1 Employment other than Full-Time

8.1.1 a) Where an employee is employed on other than a full-time basis (i.e. part-time, term-time or fixed

period) the employee shall be entitled to be paid an hourly rate for ordinary hours worked equal to the

appropriate weekly full-time rate divided by 38.

b) Employees under this subclause shall be entitled to receive pro rata entitlements to annual leave and

sick leave.

c) Where a public holiday falls on a day upon which an employee is normally employed, that employee

shall be paid the appropriate rate for the number of hours normally worked on that day.

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8.1.2 Hourly remuneration for a casual employee shall be calculated by dividing the weekly rate of pay by thirty-

eight (38) and adding a casual loading of twenty-five percent (25%). No payment shall be made to such casual

employee for statutory holidays, school vacation periods or days absent from duty due to illness or any other

reason.

8.2 Definitions

8.2.1 ―Full-time Employee‖ is one engaged to work thirty eight (38) ordinary hours per week on the basis of fifty-

two (52) weeks per annum.

8.2.2 ―Part-time Employee‖ is an employee engaged to work:

a) a constant number of ordinary hours of less than thirty-eight (38) hours per week on the basis of fifty-

two (52) weeks per annum.

b) paid an hourly rate for ordinary hours worked equal to the appropriate weekly full-time rate divided

by thirty-eight (38).

8.2.3 ―Term-time Employee‖ is a continuing employee engaged to work:

a) thirty-eight (38) ordinary hours per week but less than fifty-two (52) weeks per annum; or

b) less than thirty-eight (38) ordinary hours per week and less than fifty-two (52) weeks per annum.

8.2.4 ―Casual Employee‖ is one who is:

a) employed by the hour for a maximum period of twenty (20) working days on any one engagement; or

b) paid an hourly rate equal to one thirty-eighth of the weekly rate for a full-time employee plus the

abovementioned loading.

8.2.5 ―Fixed Period Employee‖ is one engaged to work thirty-eight (38) ordinary hours or less per week with a

specified commencement and cessation date. Provided that a Fixed Period Employee may be engaged for a

period of up to fifty-two (52) weeks in respect of any one engagement.

8.3 Hours of Work

8.3.1 Subject to the provisions of this clause the ordinary hours of work for a school officer shall not exceed 38

hours per week.

8.3.2 Such ordinary hours of work shall be worked continuously (except for meal breaks) between 7.00 am and 6.00

pm on Mondays to Fridays inclusive or on such other terms as agreed at the point of engagement or

subsequently changed by mutual agreement in accordance with the individual flexibility clause at 5.8.

8.3.3 The normal starting and finishing times of ordinary hours shall be established at the point of engagement. The

normal starting and finishing times can only be varied by the College with two (2) weeks notice or shorter

period by mutual agreement

8.3.4 Payment or Banking of Ordinary Hours for School Officers

a) Where an employer authorises additional hours to be worked by an employee (and the employee

agrees to work those additional hours) beyond the employee‘s normal starting and finishing times, but

within ordinary hours of work, prescribed in clauses 8.3.1 and 8.3.1, these hours will be either:

i) paid for at the ordinary rates; or

ii) banked where this is agreed with the employer.

b) Where an employee banks hours in accordance with clause 8.3.4.ii), those banked hours must be

availed during school vacation periods except where the employing authority, at the request of the

28


employee, approves that the accrued hours be taken at alternative times. The banked hours shall be

paid at the ordinary time rate.

c) All employees shall have a zero balance of banked hours at the beginning of each 12 month cycle. A

12 month cycle is taken to begin on the first day following the school vacation in January and

extending through to the last day of the school vacation period in the next year. Any banked hours not

taken prior to the completion of each 12 month cycle will be paid at the employee‘s ordinary time

rate.

d) On resignation, employee must avail themselves of any banked hours prior to the resignation taking

effect. In special or extenuating circumstances, if the employee is unable to avail themselves of

banked hours, these banked hours shall be paid to the employee at the employee‘s ordinary time rate

no later that the date of the next full pay period after termination.

8.4 Contract of employment –School Officers and Service Staff

Each employee, other than a casual employee, shall be advised in writing at point of engagement and at other times

when varied in accordance with this Agreement, the following:

a) The nature of engagement as either full-time or such other category as provided in clause 8.2.

b) The normal starting and finishing time for each day's employment.

c) The duration of the engagement in respect of employment for a fixed period.

8.5 Casual School Officers

a) Casual School Officers means an employee engaged and paid as such and who is employed by the

hour for a maximum period of 20 working days on any one engagement

b) A casual School Officer shall be paid an hourly rate equal to 1/38th

of the weekly rate for a full time

employee plus 25% with a minimum payment of 2 hours for each day‘s engagement.

8.6 Use of fixed term contracts – School Officers

The College will employ an employee on a fixed term contract of employment only where the employee is appointed to

cover an identifiable short term need. An employee may be employed for a fixed term period of time of at least four (4)

weeks but no more than twelve (12) months on either full time or part time basis to:

a) undertake a specified project for which funding has been made available;

b) undertake a specified task which has a limited period of operation;

c) replace an employee who is on leave, performing other duties temporarily or whose employment has

terminated after the commencement of the school year. Provided that where the replacement

arrangement extends beyond twelve (12) months, the fixed term employment may be extended for up

to a further twelve (12) months;

d) accommodate for fluctuations in enrolments and/or subject choices; or

e) employing a part time school officer to address class size issues and/or enhance curriculum offerings

on a short term basis.

8.7 Rest Pauses

8.7.1 Full-time employees shall receive a paid rest pause of ten (10) minutes‘ duration in the first half and the second

half of each day worked.

8.7.2 Employees other than full-time who work a minimum of four (4) consecutive ordinary hours but no more than

six (6) consecutive ordinary hours on any one day shall receive a rest pause of ten minutes‘ duration.

Employees who work in excess of six (6) consecutive ordinary hours (excluding the meal break) on any one

day shall receive a rest pause of ten minutes‘ duration in the first half and the second half of the period worked.

8.7.3 Such rest pauses shall be taken at such times as will not interfere with continuity of work where continuity is

necessary.

8.7.4 Notwithstanding the foregoing, where the College and the employees agree the rest pauses may be combined.

8.8 Meal Break

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An employee shall be entitled to an unpaid meal break of not less than half an hour and not more than one (1) hour per

working day.

8.9 Annual Leave

8.9.1 Entitlements:

a) Full-time, Part-time and fixed period employees, covered by this Agreement shall, at the end of each

year of employment, be entitled to annual leave with pay as set out hereunder.

b) The accrual rate of annual leave for full-time employees shall be 152 hours per annum (i.e. four (4)

weeks annual leave per annum on a thirty-eight (38) hour week basis).

c) Part-time, term-time and fixed period employees shall at the end of each school year be entitled to

annual leave calculated as follows:

Number of weeks worked during the year X 4 weeks X average hours per week calculated on weeks

worked

Divided by 52

d) Annual leave shall be taken by all employees during school vacation periods unless otherwise agreed

between the College and employee.

e) If an employee and the College so agree, annual leave may be taken wholly or partly in advance

before the employee has become entitled to annual leave.

i) An employee who has taken in advance the whole of the annual leave that would be due at the

end of a year of employment, is not entitled to any further annual leave at the end of that year of

employment.

ii) An employee, who has taken in advance part of the annual leave that would be due at the end of

a year of employment, becomes entitled at the end of that year of employment to the part of the

annual leave not already taken.

8.9.2 Calculation of Annual Leave Pay

a) In respect to annual leave entitlements to which this clause applies, annual leave pay (including any

proportionate payments) shall comprise:

i) the employee‘s ordinary wage rate as prescribed by this Agreement for the period of the annual

leave; and

ii) a further amount calculated at the rate of seventeen and one half per centum (17.5%) of the

amounts referred to in provision i) of this subclause.

b) The provisions in paragraph a) shall not apply to any period or periods of leave exceeding four (4)

weeks per annum in any other case.

8.9.3 Notification

Every employee shall be given at least four (4) week‘s notice by the College of the commencement of annual

leave provided that less than four (4) week‘s notice of the commencement of annual leave maybe given by

agreement between the College and the employee.

8.10 Overtime

8.10.1 All authorised time worked outside of the hours prescribed in clause 8.3 and the normal starting and finishing

times shall be paid for at the rate of time and one-half for the first 3 hours and double time thereafter.

30


8.10.2 Time in lieu

a) Where the employer requires an employee to work either before the normal starting times or after the

normal finishing times contained in clause 8.3 up to a maximum of 2 hours on any one day the

employee may be granted time in lieu for the equivalent authorised hours worked to be taken at a

mutually convenient time or receive payment at the rate of time and one half for the authorised time

worked.

b) Where the employer requires the employee to work more than 2 hours before the normal starting times or

more than 2 hours beyond the normal finishing times on any one day, the employee may receive payment

at the rate of time and a half for the first hour and double time thereafter for all authorised time worked

beyond the first 2 hours or receive payment in accordance with clause 8.3 for the full period so worked.

c) Any accrued time in lieu not taken within 6 months of its accrual shall be paid at the rate of time and one-

half.

8.11 School Officer Classification

Classification structure of School Officer‘s shall be in accordance with Schedule 3.

8.12 Progression

8.12.1 Each level of the structure has varying pay steps which provide for yearly service increments within a level.

Such increments are payable subject to satisfactory performance but will not be unreasonably withheld by the

employer without due process.

8.12.2 For the purposes of establishing the entitlement of an employee to a yearly pay increment a year's service

shall constitute 1976 hours of duty.

8.12.3 Progression from one level to a higher level is either by appointment to such higher level as a result of

vacancy at that level or the employer requiring an employee to perform at a higher level in accordance with

the classification criteria set out in clause 8.11.

8.12.4 An employee may be appointed to a higher level without having progressed through all paypoints within a

lower level.

PART 9 - DISPUTE RESOLUTION

9.1 Dispute Resolution Clause

The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an

employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such

procedures shall apply to a single employee or to any number of employees.

9.1.1 In the event of an employee having a grievance or dispute, the employee shall in the first instance attempt to

resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably

practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor

the employee/s may bypass this level in the procedure.

9.1.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in

this clause.

9.1.3 If the grievance or dispute is not resolved under clause 9.1.1, the employee or the employee's representative

may refer the matter to the next higher level of management for discussion. Such discussion should, if possible,

take place within 24 hours after the request by the employee or the employee's representative.

9.1.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence

the grievance resolution process by reporting the allegations to the next level of management beyond that of

the supervisor concerned. If there is no level of management beyond that involved in the allegation the

employee may proceed directly to the process outlined at clause 9.1.6.

31


9.1.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 9.1.3, the matter shall, in the

case of a member of the Union, be reported to the relevant officer of the Union and the senior management of

the employer or the employer's nominated industrial representative. An employee who is not a member of the

Union may report the grievance or dispute to senior management or the nominated industrial representative.

This should occur as soon as it is evident that discussions under clause 9.1.3 will not result in resolution of the

dispute.

9.1.6 If, after discussion between the parties, or their nominees mentioned in clause 9.1.5, the dispute remains

unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the

existence of the dispute is to be given to Fair Work Australia.

9.1.7 Fair Work Australia may deal with the dispute in 2 stages:

a) Fair Work Australia will first attempt to resolve the dispute as it considers appropriate, including by

mediation, conciliation, expressing an opinion or making a recommendation; and

b) if Fair Work Australia is unable to resolve the dispute at the first stage, Fair Work Australia my then:

i) arbitrate the dispute; and

ii) ii make a determination that is binding on the parties.

(Note: If Fair Work Australia arbitrates the dispute, it may also use the powers that are available to it under the Act.)

A decision that Fair Work Australia makes when arbitrating a dispute is a decision for the purpose of Div 3 of Part 5.1

of the Act. Therefore, an appeal may be made against the decision.

9.1.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine

safety issue.

9.1.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above

procedure is being followed.

9.1.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation

made by the Fair Work Australia with a view to the prompt settlement of the dispute.

9.1.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance

that some matters may be of such complexity or importance that it may take a reasonable period of time for the

appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open

to any party to give notification of the dispute in accordance with the provisions of the Act.

9.1.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial

matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for

refusing a request under the National Employment Standards for flexible working arrangements or an

application to extend unpaid parental leave.

9.2 Principles for Disciplinary Procedures

9.2.1 Discipline Procedures (to be followed in accordance with the procedural processes outlined above in 9.1.3)

a) Any areas of concern are to be dealt with face-to-face, sooner rather than later, and at the lowest level

of management.

b) The purpose of the discipline is to:

i) identify and substantiate the problem and its causes; and

ii) put in place a program for remediating the problem, agreeable to the staff member and the

supervisor.

c) If informal, face-to-face discussions do not result in improvement, procedures a) and b) above are to

be re-done in writing, with a copy going to the next level of management.

d) These written descriptions are to be signed and dated by all parties, with a clear time-line given for the

agreed plan of action, which will include how regular support and review will be given, and by whom.

32


e) If no improvement occurs, procedures c) & d) are repeated with each successive level of management,

up to and including the Head of College.

f) If still no improvement occurs, the Head of College will include a formal letter of warning about

possible dismissal.

g) The abovementioned procedures are not necessary for acts of misconduct which can lead to summary

dismissal.

PART 10 - SAVINGS CLAUSE

The existing agreement conditions and accrued entitlements of employees employed at the date of signing, shall not be

reduced as a result of this Agreement coming into effect.

PART 11 - SIGNATORIES

Signed for Peregian Beach College:

(ACN 109 546 358) In the presence of:

In the presence of:

_________________________________________

(signature)

___________________________________

(witness to sign)

_________________________________________

(print name)

___________________________________

(print name)

_________________________________________

(position, title, office etc)

_________________________________________

(address)

_________________________________________ ______/______/2010

AND

Signed for the Independent Education Union of

Employees – Queensland and Northern Territory

Branch (ABN 74 662 601 045) In the presence of:

__________________________________________

(signature)

______________________________________

(witness to sign)

__________________________________________

(print name)

_______________________________________

(print name)


__________________________________________

(address)

AND

Independent Bargaining Agent

____________________________________

(witness to sign)

33


__________________________________________

(signature)

______________

(print name)

_______________________________________

(print name)

__________________________________________


__________________________________________

(address)

__________________________________________

34


SCHEDULE 1

TEACHERS

Classification August 13th

2010 August 12th

2011 August 10th

2012

Band 2 Step 1 51,025 53,066 55,189

Step 2 53,856 56,010 58,251

Step 3 56,674 58,941 61,300

Step 4 59,499 61,879 64,355

Step 5 62,338 64,832 67,424

Band 3 Step 1 64,701 67,289 69,981

Step 2 67,076 69,759 72,549

Step 3 69,437 72,214 75,103

Step 4 71,936 74,813 77,807

HAT Allowance 3,299 3,431 3,568

SCHOOL OFFICERS

Classification 13-Aug-10 12-Aug-11 10-Aug-12

Level 1 Step 1 38,534 39,421 40,308

Step 2 39,176 40,063 40,950

Step 3 39,807 40,694 41,581

Step 4 40,444 41,331 42,218

Level 2 Step 1 41,075 41,962 42,849

Step 2 41,952 42,839 43,726

Step 3 42,348 43,235 44,122

Level 3 Step 1 44,086 44,973 45,860

Step 2 44,821 45,719 46,616

Step 3 45,568 46,479 47,389

Step 4 45,964 46,883 47,801

Level 4 Step 1 47,723 48,678 49,632

Step 2 47,968 48,928 49,888

Step 3 49,230 50,214 51,198

Level 5 Step 1 50,890 51,908 52,925

Step 2 52,126 53,170 54,214

Step 3 53,373 54,441 55,508

Level 6 Step 1 55,074 56,175 57,276

Step 2 58,075 59,236 60,397

Step 3 61,070 62,291 63,512

Step 4 64,127 65,411 66,695

Step 5 67,044 68,385 69,726

Level 7 Step 1 67,926 69,286 70,645

Step 2 69,184 70,567 71,949

Step 3 70,441 71,850 73,259

Step 4 71,688 73,123 74,558

Step 5 72,940 74,399 75,857

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SCHEDULE 2 – LONG SERVICE LEAVE

2.1 Application of Schedule

Schedule 2 shall apply to all staff employed at Peregian Beach College. This Schedule shall be read subject to the

provisions of this Agreement.

2.2 Definitions

Nothing in Schedule 2 shall be deemed or construed to diminish the conditions of long service leave any employee was

receiving prior to the date of coming into operation of Schedule 2.

2.3 Mode of taking leave

a) The College may direct an employee to take the full period of long service leave accrued within 12 calendar

months of the date upon which the employee's accrued entitlement reaches 13 weeks and the employee shall so

take that leave.

b) The minimum and maximum periods of leave that may be taken shall be 4 weeks and 13 weeks respectively, with

the proviso that where an employee has accrued 26 weeks leave entitlement at the date of commencement, the

employee shall be granted leave up to a maximum at one time of 26 weeks.

c) An employee shall give at least six (6) calendar months' notice in writing of the employee's intention to take

leave, and an employer shall give at least 3 calendar months' notice in writing of the direction to take leave.

36


SCHEDULE 3

3. RECLASSIFICATION PROCESS FOR SCHOOL OFFICERS

3.1 A school officer may request a reclassification of their position. Such a request may be made either in relation to the

classification level of an existing position or where the classification level of the position has been changed. Except in

exceptional circumstances no employee shall be permitted to seek a reclassification of their position on more than one

occasion in a twelve (12) month period.

3.2 The employee shall make any such Request for Reclassification, in writing, to the employer.

3.3 The employer shall consider the Request for Reclassification and notify the employee in writing of the decision regarding the

employee‘s request.

3.4 If after receiving the employer‘s notification, the employee believes that their position has not been classified at the correct

level, the employee may apply for a review of that decision. In this case the employee shall make written application for a

Review of Classification to the employer.

3.5 The school officer will be advised in writing of the outcome of this review.

3.6 If an agreed outcome cannot be reached then the employee may refer the matter to Fair Work Australia in the terms of the

Disputes Resolution Procedure.

37


CHARACTERISTICS AND QUALIFICATION

Competency of Employee

Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

2.1.1 Competency at this level involves application of knowledge and skills to a range of tasks and roles

3.1.1 Competency at this level involves application of knowledge with depth in some areas and a broad range of skills

5.1.1 Competency at this level involves self directed application of knowledge with substantial depth in some areas

6.1.1 Competency at this level involves self directed development and application of professional knowledge with substantial depth in some areas

7.1.1 Competency at this level involves the use of initiative in self directed development and application of expert knowledge with extensive recognised expertise in some areas

2.1.2 There is a defined range of contexts where the choice of actions required is clear

3.1.2 There is a range of roles and tasks in a variety of contexts

4.1.1 There is a wide variety of tasks and roles in a variety of contexts.

5.1.2 A range of technical and/or other skills are applied to roles and functions in both varied and highly specific contexts.

6.1.2 A broad range of professional skills are applied to roles and functions in both varied and highly specific contexts.

7.1.2 A breadth and depth of professional skills are applied to roles and functions in both varied and highly specific contexts.

2.1.3 There is limited complexity of choice

3.1.3 There is some complexity in the extent and choice of actions required

4.1.2 There is complexity in the ranges and choice of actions required

6.1.3 A proportion of competencies involve complex, specialized or professional functions.

7.1.3 A high proportion of competencies involve significant scope and/or complex, specialized or professional functions.

2.1.4 Competencies are normally checked within well established routines, methods and procedures

3.1.4 Competencies are normally used within routines, methods and procedures

4.1.3 Competencies are normally used within a variety of routines, methods and procedures

5.1.3 Competencies are normally used independently and both routinely and non routinely.

6.1.4 Competencies are used independently and are substantially non-routine with initiative being exercised in the application of professional practices

7.1.4 Duties of an innovative and/or critical nature are undertaken without professional direction and initiative is exercised in the application of professional practices

2.1.5 Limited discretion and judgement about possible actions is involved

3.1.5 Some discretion and judgement are involved in selection of equipment, work organisation, services, actions and achieving outcomes within time constraints.

4.1.4 Discretion and judgement are required for self and/or others in planning, selection of equipment, work organisation, services actions and achieving outcomes within time constraints.

5.1.4 Discretion and judgement are required in planning and selecting appropriate equipment, service techniques and work organisation for self and/or others.

6.1.5 Significant discretion and judgement are required in planning, design, professional, technical or supervisory functions related to services, operations or processes for self and/or others.

7.1.5 Significant discretion and independent judgement are required within constraints set by management.

Supervision of Employees’ Work


2.1.1 Works under direct and/or routine supervision depending on function.

3.1.1 Works under limited supervision.

4.1.1 Work is carried out under general supervision.

5.1.1 Works under general supervision and/or broad guidance depending on function.

6.1.1 Works under broad guidance.

7.1.1 Work is usually performed under general guidance with limited or no professional supervision.

2.1.2 Work is intermittently checked.

3.1.2 Work may be checked in relation to overall progress

6.1.2 Work is usually measured in terms of the achievement of stated objectives to agreed standards.

7.1.2 The general quality of work is monitored by school management and is subject to stated objectives and professional standards.

38


2.1.3 May take the form of general guidance where working in teams is involved.

3.1.3 May take the form of broad guidance.

4.1.2 Progress and outcomes sought are under general guidance.

6.1.3 May be less direct than at lower levels and usually be related to task methodology and work practices.

2.1.4 May involve detailed instructions in some situations;

3.1.4 May involve a level of autonomy when working in teams.

6.1.4 May involve a level of autonomy in accordance with a broad plan or budget strategy.

Supervision of Others


2.1.1 An employee at this level will have no supervisory responsibilities

3.1.1 Peer assistance may be provided to others.

4.1.1 The work of others may be supervised

3.1.2 An employee may have limited responsibility for guidance of the work of others

4.1.2 Responsibility for the work and organisation of others in limited areas.

5.1.1 Responsibility for the planning and management of the work of others may be involved

6.1.1 Responsibility for the supervision and monitoring of the work of others and of workflow in the area of responsibility may be involved.

7.1.1 Responsibility for the setting and achieving of objectives by a work section and its staff may be involved.

2.1.2 An experienced employee may assist others by providing peer support in the completion of routine tasks

3.1.3 Team co-ordination may be required

4.1.3 Teams may be guided or facilitated.

6.1.2 Leadership and development of teams and responsibility for outcomes may be required.

Training of subordinate staff may be required.

Supervision and training of lower level staff may be involved.

Responsibility for assessment, training and development and performance counselling of staff may be required.

Levels 1 to 7 Qualifications Matrix


2.1.1 Junior Certificate is the minimum formal qualification. No experience is required.

3.1.1 Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position.

4.1.1 Tertiary qualifications at Certificate level or equivalent qualifications relevant to the position may be required or such knowledge, qualifications and experience that are deemed by the employer as necessary to successfully carry out the duties of the position.

5.1.1 Tertiary qualifications at Associate Diploma/Diploma level or equivalent qualifications relevant to the position may be required by the employer or knowledge, qualifications and experience that are determined by the employer as necessary to successfully carry out the duties of the position.

6.1.1 Relevant formal qualifications at degree level are required.

7.1.1 Formal qualifications at degree level are required, along with relevant post graduate qualifications or extensive and relevant experience as required by the employer to reflect higher levels of professional outcomes.

39


TYPICAL DUTIES/SKILLS Employee Assisting Student Learning


2.1.1 Assist developmentally appropriate student learning, either individually or in groups, under the direct supervision of an academic staff member where limited discretion and judgement are involved.

2.1.2 Under direct supervision of a higher level officer or members of the academic staff prepare and clear away materials for display/use in classrooms or libraries.

2.1.3 Perform within well established routines tasks associated with the mass production of printed material including collating, stapling, binding, folding, cutting, etc

2.1.4 Under direct and /or routine supervision, perform tasks of limited complexity, associated with classroom learning experiences, such as assisting teachers in preparing, implementing and supervising learning programs.

2.1.5 Support students in relation to their physical needs.

3.1.1 Assist developmentally appropriate student learning, either individually or in groups, where some discretion and judgement are involved in evaluating and assessing (under the supervision of an academic staff member(s)) the learning needs of students.

3.1.2 Within routines, methods and procedures carry out liaison between the school, the student and the student’s family where some discretion and judgement are involved.

3.1.3 Support students in relation to their physical needs where some discretion and judgement are involved.

4.1.1 Assist developmentally appropriate student learning, either individually or in groups, under the general supervision of an academic staff member(s). Employees at this level are required to exercise discretion and judgement to modify education programmes to meet the learning needs of specific students.

4.1.2 Carry out liaison between the school, the student and the student’s family where discretion and judgement are required in relation to planning, actions and achieving outcomes.

4.1.3 Within a variety of routines, methods and procedures provide significant assistance in the enrolment, family liaison and placement of overseas students.

5.1.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: developing the framework for and providing the instruction to students (within a structured learning environment) under the general supervision of an academic staff member(s); providing pastoral ministry and support for students.

5.1.2 Under broad guidance, supervise the operations of the school’s processes and activities in relation to overseas students. This may include: enrolment; family liaison; and placement.

6.1.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree. This may include: the gathering, analysis and interpretation of data; or preparation of reports and the consequent giving of advice to other professional staff to assist student learning; or providing pastoral ministry; or providing counselling and/or guidance support for students.

6.1.2 Provide professional advice to staff and students in the officer’s area of expertise or qualification.

7.1.1 Undertake more complex professional activities involving the selection and application, based on professional judgement, of new and existing techniques and methodologies requiring the exercise of professional independence combined with competence derived from extensive experience and/or additional study.

7.1.2 Undertake supervisory responsibilities which may include on the job training, staff assessment and performance counselling in relation to staff in lower level positions.

7.1.3 Operate and be accountable for the quality of output of a section or function within the school.

Final Copy (Clean)

Laboratory Employees


2.2.1 Provide science program assistance where limited discretion and judgement are involved

2.2.2 Maintain science equipment, materials and specimens not requiring a depth of knowledge or technical skills.

2.2.3 Under the direct supervision of an academic staff member(s) prepare and maintain laboratory teaching areas including routine setting up and dismantling of items of equipment for use in experimental, observational and teaching activities

2.2.4 Assist in the demonstration of experiments and scientific equipment under the direct supervision of an academic staff member(s).

3.2.1 Provide science program assistance where some discretion and judgement are involved.

3.2.2 Assist in the design / demonstration of experiments under supervision of an academic staff member(s) where some discretion and judgement are involved.

3.2.3 Under direction, prepare, maintain, organize, set-up and dismantle equipment and materials for routine experiments or student projects and dispose of waste materials.

3.2.4 Peer assistance and/or guidance may be provided for other assistants in a laboratory.

3.2.5 Under direction and within existing routines, methods and procedures, prepare, maintain and dispense stock solutions, simple chemical mixtures and compounds, cultures or similar materials.

4.2.1 Responsibility for and/or training of subordinate staff in limited areas may be required.

4.2.2 Design and demonstrate experiments, within a variety of routines and procedures, under the supervision of an academic staff members(s) where discretion and judgement are required.

4.2.3 Where there is complexity in the range and choice of action and discretion and judgement are required: prepare, maintain and dispense solutions, chemical mixtures, compounds and cultures; prepare, maintain, organise, set-up and dismantle equipment and material for experiments.

5.2.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: designing laboratory experiments; and appropriate responsibility for the application of workplace health and safety requirements in the laboratory

6.2.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree.

6.2.2 Operate (at a level consistent with the qualifications required) a laboratory. This may (or may not) include responsibility for the supervision, monitoring and training of staff in lower level positions.

6.2.3 Administer the allocation and monitoring of resources in the laboratory.

6.2.4 Support employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

6.2.5 Provide professional advice to staff and students in the officer’s area of expertise.

6.2.6 Formulate procedural policy and guidelines in the employee’s area of responsibility; submit recommendations for decision and prepare supporting statements as necessary.

7.2.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree and post graduate qualifications and/or other professional development and/or industry experience.

7.2.2 Responsibility for the operation of a

laboratory which provides complex and varied services. This may (or may not) include responsibility for the supervision, monitoring and training of professional staff and staff in lower level positions.

7.2.3 Manage the allocation and

monitoring of resources in the laboratory.

7.2.4 Responsibility for direction and

support of employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

7.2.5 Provide subject matter expertise

and/or policy advice across a range of programs or activities undertaken by the organizational area. Formulate policies and provide specialist advice on policy development to senior management.

Administration Employees


2.3.1 Use keyboard skills to produce a document from written text using a standard format.

2.3.2 Receive and deal with enquiries within well established routines,, including the provision of general information and assistance to the public, parents, students and other employees.

2.3.3 Perform a range of general clerical duties at a basic level, for example, filing, handling mail, maintaining records.

3.3.1 Carry out a wide range of secretarial and clerical duties at an advanced level, including shorthand, typing, word processing and maintaining manual and computerized records.

3.3.2 Respond to enquiries from staff, students, parents and the general public and address issues in accordance with routines, methods and procedures.

3.3.3 Enter financial data into computer and prepare financial and management reports for review and authorization by senior management.

4.3.1 Provide administrative support to senior management of a school where discretion and judgement are required, including: taking minutes; shorthand; organizing appointments and diaries; initiating and handling correspondence (which may include confidential correspondence); monitoring telephone calls; and establishing and/or maintaining working filing systems.

4.3.2 Within a variety of routines, methods and procedures apply inventory and purchasing control procedures, prepare monthly summaries of debtors and creditors ledger transactions and reconcile these.

4.3.3 Apply knowledge of advanced functions of computer software packages and to manage data ie. modify fields of information, develop new databases or spreadsheet models; or graph previously prepared spreadsheets.

5.3.1 Provide executive support to senior management and associated committees concerning designated aspects of school management.

5.3.2 Direct and supervise the work of administrative/clerical and/or other staff.

5.3.3 Under broad guidance, supervise the operations of the school's office and other administrative activities, in the areas of enrolment, equipment and statistical staffing returns.

5.3.4 Under broad guidance, supervise the operations of the school’s processes and activities in relation to overseas students. This may include: enrolment; family liaison; and placement.

6.3.1 Operate and be responsible for an autonomous section and all its operations.

6.3.2 Provide professional advice to staff and students in the officer's area of expertise.

6.3.3 Monitor and analyse regular management information, such as staffing and financial resource usage; ensure that associated information systems are maintained and that regular reports are provided to management.

7.3.1 Supervise staff including implementation and participation in induction, training, review, counselling and appraisal

7.3.2 Manage the work of administrative officers and other staff, assigning and outlining the work, advising on administrative problems, and revising work for accuracy and adequacy.

7.3.3 Identify policies and procedures requiring review or re-development, and define relevant issues.

Administration Employees


2.3.4 Operate within well established routines, office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, laminator, franking machine, calculators, switchboard, etc.

2.3.5 Under the direct supervision of the principal or nominee, contact parents, students and/or others in relation to school attendance and related matters.

2.3.6 Under the direct supervision of the principal or nominee assist with the arrangement of group meetings, morning teas, meetings of parents and external parties, parent/teacher nights etc.

2.3.7 Carry out minor cash transactions including receipting, balancing and banking.

3.3.4 Prepare and process payroll transactions within routines, methods and procedures.

3.3.5 Within routines, methods and procedures : provide administrative support to senior management; arrange appointments and diaries; and prepare correspondence.

3.3.6 Within routines, methods and procedures, prepare and dispatch statements to debtors and payments to creditors, follow up on unpaid accounts; prepare bank reconciliations and reconcile accounts to balance; maintain wage and salary records.

3.3.7 Maintain petty cash float and expenses for accounting purposes

4.3.4 From verbal or rough handwritten instructions; answer non-standard executive correspondence, prepare papers, briefing notes, or other written material.

4.3.5 Utilizing a variety of routines, methods and procedures, calculate and maintain wage and salary records; perform routine classification determinations; and process resignations, retirements and redundancies in accordance with relevant award entitlements.

4.3.6 Within a variety of routines, methods and procedures provide significant assistance in the preparation of: financial information to trial balance; budgets; cash flow records; balance sheets; trading accounts; cash management analysis; FBT and entity disclosure requirements. NOTE An employee is not required to perform all duties listed to satisfy this skill descriptor.

4.3.7 Train staff classified at lower levels by means of personal instruction and demonstration.

4.3.8 Within a variety of routines, methods and procedures provide significant assistance in the enrolment, family liaison and placement of overseas students.

5.3.5 Prepare the accounts of the school to operating statement stage and assist in the formulation of period and year-end entries.

5.3.6 Provide advice requiring knowledge of policies and / or the interpretation of rules or regulations within their area of operation. Assist in developing policy and procedures relating to their work area and identifying future trends.

5.3.7 Under broad guidance supervise the administration of specialized salary and payroll requirements, which may include: eligible termination payments, superannuation trust deed requirements, redundancy calculations or workers’ compensation claims.

5.3.8 Prepare for senior management financial reports relating to the employee’s area of responsibility.

6.3.4 Provide financial, policy, or planning advice which may include providing reports, statistical surveys and advice on regulations and procedures.

6.3.5 Monitor expenditure against a budget at a school level, draft financial forecasts / budgets at organizational level and / or prepare complex financial reports.

6.3.6 Administer programs with a range of tasks such as advice on financial implications, interpretation of information, assistance and advice concerning complex issues.

6.3.7 Prepare correspondence which is complex, original and which initiates or responds to new cases or situations.

7.3.4 Provide written reports to the school executive on complex matters, suggesting alternative courses of action and analyzing the implications of each alternative.

7.3.5 Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or clients.

7.3.6 Be substantively involved in the construction of annual and forward planning school budgets

7.3.7 Manage the operations of a discrete organizational area, program or administrative function.

Administration Employees cont…

2.3.8 Monitor and maintain stock levels of stationery/materials for office/department within established parameters including reordering.

2.3.9 Within well established routines, sort, prepare and record documents (e.g. invoices, cheques, correspondence) on a daily basis; file such documents in the appropriate system.

2.3.10 Within well established routines, receive and distribute incoming mail collect outgoing mail, maintain mail registers and records and collate and dispatch documents for bulk handling.

2.3.11 Perform, within well established routines, tasks associated with the mass production of printed material including collating, stapling, binding, folding, cutting, etc.

3.3.8 Assist in the preparation of internal and external publications.

3.3.9 Assist in the enrolment function including handling initial enquiries and arranging interviews.

3.3.10 Under supervision, prepare Government and Statutory Authority returns for authorization by senior management.

3.3.11 Use software application packages for personal computers to create database file structures; and spreadsheets/work sheets.

3.3.12 Under direction and within routines, methods and procedures: draft agenda for meetings; assemble supporting documents for informal meetings; take and produce minutes.

3.3.13 Draft and type routine correspondence from brief oral or written instructions. Respond to requests for information including drafting routine correspondence in reply.

5.3.9 Apply a knowledge of relevant industrial awards and agreements and occupational health and safety requirements. Provide general advice to staff in these areas.

5.3.10 Original writing of promotional and advertising material.

5.3.11 Coordination of, and participation in, marketing activities.

5.3.12 Design of promotional and marketing plans.

5.3.13 Responsibility for liaison with media.


6.3.9 Direct and support employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

6.3.10 Advise and assist in the preparation of the school budget.

6.3.11 Provide executive support to Principals and senior management.

6.3.12 Provide advice or make recommendations requiring detailed knowledge of policies, and/or the interpretation of rules or regulations within established guidelines, relating to a major function of the organizational work areas.

6.3.13 Supervise staff including participation in induction, training, review, counselling and appraisal and providing feedback on performance.

7.3.8 Provide subject matter expertise and/or policy advice across a range of programs or activities undertaken by the organizational area, formulate policies and provide specialist advice on policy formulation to senior management.

7.3.9 Undertake high level research, review or investigations including the preparation of reports and associated papers to provide advice to the school on the operational and/or future directions of the employee’s section and to contribute to the development of that section in the educational context of the school.

7.3.10 Prepare papers, investigate and present information with recommendations for decision by senior officers.

3.3.14 Maintain established central filing / records systems in accordance with routines, methods and procedures. This would include: creating and indexing new files, retrieving records; distributing files within the school as requested, monitoring file locations and identifying and processing inactive and closed files.

3.3.15 Maintain a store through such duties as participation in ordering and issue of expendable stores, recording of stock levels, maintaining records of equipment distribution, delivery dockets, invoices and payment vouchers and responsibility for keys.

3.3.16 Make and record appointments on behalf of another and, where necessary, resolve involved appointment scheduling problems.

3.3.17 Make travel and accommodation bookings in line with a given itinerary.

3.3.18 Within routines, methods and procedures carry out liaison between the school, the student and the student’s family where some discretion and judgement are involved.

6.3.14 Develop systems and procedures for implementation in accordance with school policy.

6.3.15 Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or clients.

6.3.16 Original writing of promotional and advertising material requiring significant discretion and judgement concerning content and design.

6.3.17 Management of, and participation in, marketing activities.

6.3.18 Design of promotional and marketing plans requiring initiative in the application of professional practices.

6.3.19 Responsibility for representing the school in the media.

Information Services and Resources Employees


2.4.1 Process basic transactions such as issues and returns, produce overdue lists, entry of orders in a computerised system, perform stock takes, entering of accession information into computer.

2.4.2 Operate and demonstrate the use of audio-visual equipment where there is limited complexity.

2.4.3 Maintain a booking system for equipment use and for the organisation of repairs and replacement of equipment.

2.4.4 Within well-established routines, methods and procedures, record audio/video programs and maintain a catalogue system of such recordings.

2.4.5 Perform a range of general duties at a basic level, for example, minor book repairs, photocopying and shelving.

2.4.6 Receive and deal with initial requests for information from library clients.

2.4.7 Under the direct supervision of an academic staff member(s), assist in the demonstration of routine library operations and procedures.

2.4.8 Under the direct supervision of an

academic staff member(s), assist in the supervision of students in the library.

2.4.9 Under direct supervision of a higher level officer or members of the academic staff prepare and clear away materials for display/use in classrooms or libraries.)

3.4.1 Search and verify bibliographical data where some discretion and judgement are involved.

3.4.2 Copy catalogue books, magazines, journals and recorded material where some discretion and judgement are involved.

3.4.3 Maintain circulation systems where some discretion and judgement are involved.

3.4.4 Respond to enquiries from staff, students, parents and the general public and address issues in accordance with routines, methods and procedures.

3.4.5 Assist in the demonstration of complex audio visual or computer equipment under supervision of academic staff member(s) where some discretion and judgement are involved.

4.4.1 Responsibility for and/or training of subordinate staff in limited areas may be required

4.4.2 Within a variety of routines and procedures and with a depth of knowledge in some areas: demonstrate to staff and students the use of complex audio visual or computer equipment; or monitor performance of and carry out repairs to specialised equipment.

5.4.1 Apply a range of technical and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: independent and original cataloguing and classification following precedents and standards; monitoring the performance of, and carrying out repairs to, specialised equipment; and developing the framework for and providing the instruction to students (within a structured learning environment) under the general supervision of an academic staff member(s).

6.4.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree.

6.4.2 Operate (at a level consistent with the qualifications required) a library/resource centre. This may (or may not) include responsibility for the supervision, monitoring and training of staff in lower level positions.

6.4.3 Administer the allocation and monitoring of resources in the library/resource centre.

6.4.4 Support employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

6.4.5 Provide professional advice to staff and students in the officer’s area of expertise.


7.4.1 Apply a range of professional knowledge gained through successful completion of an appropriate undergraduate degree and post graduate qualifications and/or other professional development and/or industry experience.

7.4.2 Responsibility for the

operation of a library/resource centre which provides complex and varied services. This may (or may not) include responsibility for the supervision, monitoring and training of professional staff and staff in lower level positions.

7.4.3 Manage the allocation and

monitoring of resources in the library/resource centre.

7.4.4 7Responsibility for direction

and support of employees reporting to the position in policies to be followed, methods to be used and standards to be observed.

7.4.5 Provide subject matter

expertise and/or policy advice across a range of programs or activities undertaken by the organizational area, formulate policies and provide specialist advice on policy formulation to senior management.

Computer/ICT Employees


2.5.1 Use keyboard skills to

produce a document from written text using a standard format.

2.5.2 Operate within well

established routines, office equipment, such as, computer, photocopier, facsimile, binding machine, guillotine, laminator, franking machine, calculators, switchboard, etc.

3.5.1 Use software application packages for personal computers to create database file structures; and spreadsheets/work sheets.

4.5.1 Within a variety of

routines, methods and procedures, maintain the hardware and software components of a computer network and provide user support.

4.5.2 Responsibility for

and/or training of subordinate staff in limited areas may be required.

5.5.1 Apply a range of technical

and other skills involving the self-directed application of knowledge gained through formal studies/qualifications applicable to this level or knowledge and experience that are determined by the employer as necessary to successfully carry out the duties of the position. This may include: Assisting with systems analysis and design in relation to the development and maintenance of computer systems; and assisting with application programming (eg modification of package systems; and investigation of malfunctions in operational programs).

6.5.1 Operate and be responsible for the computing section of the school and all its operations.

6.5.2 Perform non-routine professional tasks governed by procedures or guidelines. Within such constraints the employee is responsible for the independent performance of such functions.

6.5.3 Provide financial, policy and planning advice and investigate, interpret or evaluate information for the guidance of staff or management in the computing area.

6.5.4 Be responsible for the development of software, hardware or applications systems based on the use of current computer techniques.

6.5.5 Be responsible for the development of computer systems, and recommend changes and improvements in systems where appropriate.

6.5.6 Undertake maintenance programming tasks, including investigation and design requirements necessary to implement changes to existing systems.

6.5.7 Provide advice to the senior executive of the school on the operations/future directions of the section by utilising acquired knowledge and experience.

6.5.8 Carry out a range of tasks necessary to support and develop systems software or other support processes.

7.5.1 Operate and be responsible for the

computing section which provides complex and varied services to the school community including being responsible for the supervision, monitoring and development of other staff reporting to the position.

7.5.2 Research and examine likely long-term

requirements for computer systems, suggest alternative plans and strategies and report on their feasibility.

7.5.3 Consult with departmental computer

users to understand and meet the needs of the department and resolve problems concerning systems.

7.5.4 Investigate and design the

implementation of computer systems to meet specific needs of work areas.

7.5.5 Carry out a range of complex and

varied tasks requiring the selection and application of new and existing techniques and methodologies necessary to support and develop systems software or other support processes.

7.5.6 Develop and present appropriate

computer training courses.

Documents

peregian_beach_college_enterprise_agreement_2010_2013