CHURCHLANDS SENIOR HIGH SCHOOL ANNUAL REPORT 2012

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COMMUNITY ENGAGEMENTStaff InformationSchool Surveys 2012The school conducts parallel surveys of students, staff and parents everytwo years. The most recent data was collected in February/March 2012and would generally be expected to inform on the perception of thecommunity based on the school’s performance.Parent SurveyParents were chosen at random with 40% returning the survey. All parentresponses either strongly or moderately endorsed the school in each ofthe thirty eight survey items.Staff SurveyTeachers were surveyed on fifty items with eighty two responses. On allbut one of fifty items staff gave moderate to strong support for the school.The one item where no clear picture was formed was:This school does not have a bullying problemvery close to rejection.Student Surveyscore 2.3 which isStudents were surveyed on thirty eight items as per above. In most casesstudents gave moderate support for the school and in some situations noclear picture arose with rejection occurring once, again on bullying.This school does not have a bullying problem. score 2.2School ResponseBased on the survey returns and analysis, a cyber-bullying program wasdevised in 2012 to be implemented in 2013. This program tackles thefollowing issues:Year 8What is cyber bullying? What to do if you are cyber bullied? Who, in theschool, can you go to if you need help or support? Touch on sexting andawareness of the personal information put on the net.Year 9Reinforce cyber bullying and cyber safety through the Study Skills programthat the school has purchased. This also touches on your "digital footprint,"social network safety, sexting and reinforces – “think carefully before youdo, post or send anything on the net”.Year 10This is aligned with the ICT general capabilities in the Australian curriculumwhich states “Applying social and ethical protocols and practices whenusing ICT”. Included are the following:• Protecting intellectual property.• Digital information security (protect the rights, identity, privacy andemotional safety of online users; avoid and prevent cyber bullying;ensure the safety of self and others; respect audiences – be aware ofthe portrayal of self and others).• Managing your digital footprint.Year 11/12Confirm the understanding of and the need to manage your "digital footprint".What employers want to see on social media if they are looking for informationon a possible employee? The pros and cons of social media in relation totheir study plan.A general activity is to promote cyber smarts include displays in the libraryand articles in the newsletter.Staff ProfileResearch indicates that it is the quality of teaching that has the singlegreatest impact on student learning. To that end, Churchlands embarkedupon a program to ensure how teachers could become the very bestpossible at their craft. We commenced the Churchlands Art of TeachingProgram in 2008. Since then 108 teachers have completed this five dayintensive program, which has met our desired target. This program is nowon maintenance until a sufficient number of staff need the training. The aimis to:• Increase the awareness and comprehension of a range of instructionalskills and strategies available to classroom teachers as a tool toimprove student outcomes.• Increase the capacity and confidence of classroom teachers toapply instructional skills and strategies as a tool to improve studentoutcomes.• Recognize that classroom management skills and strategies areparamount to the successful integration of instructional strategies intothe classroom.I have confidence that as a consequence, Churchlands teachers who preferto remain in the classroom are encouraged to upgrade their status asshown by the table below. There are currently 118 teaching staff occupyingfull and part time roles at Churchlands SHS. There are an additional tenstaff attached to the school who are either on leave or acting elsewhere.This table shows a continuing growth in the percentage and number ofteachers who upgrade from Level 2 status to Senior Teacher or Level 3Teacher status. In particular the change from 52% of Level 2 teachers downto 28% over this period is most encouraging.YearTeachingStaffNumbersSeniorExc StaffLevel 3AdminLevel 3Teacher2009 137 4 12 5(3.6%)2010 122 4 12 7(5.7%)2011 121 3 12 9(7.4%)SeniorTeacherStatus45(32.8%)55(45.1%)54(44.6%)2012 117 3 12 10 (8.5%) 58(49.6%)2013 128 3 12 13(10.2%)64(50.0%)Level 2Teacher71(52%)44(36%)43(35%)34(29%)36(28%)NOTE: All figures in the above table are based on the staff status atthe commencement of each academic year.Our Target is to achieve fifteen Level 3 teachers by 2015 and we are currentlyon target to meet this.Staff AttendanceDuring 2012 staff took a total of 1022 days of Sick Leave, Short Leave orFamily Carers Leave, which translates to an attendance rate of 94.8%.Other entitled leave such as Long Service Leave, Maternity Leave, etc. hasnot been considered as a part of this scope as fixed term replacementteachers are employed as replacements.This rate is significantly lower than in past years. This has been due to theabsence of two teachers for the entire year plus one staff member forapproximately seven months. If they were removed from the attendancecalculations then the teacher attendance rate would have increased to97.3% which is significantly better than past years.Year 2009 2010 2011 2012TeacherAttendanceRate96% 96.9% 96.6% 94.8%10
Staff RetentionThis table shows the number and percentage of staff who remain atChurchlands from year to year.The following table is a copy of the student achievement targets whichwere laid out in our 2011 – 2013 Business Plan. This report should show,amongst other achievements, our progress towards meeting these targets.Totalteachingstaff(includingpart-time)Teachingstaff retainedStaffRetentionRate2008 to20092009 to20102010 to20112011 to20122012 to2013137 122 121 117 114123 99 112 114 11889.8% 81.1%* 92.5% 97.4% 94.5%Only one teacher has applied for a transfer in the last five years which wasbased on family reasons. The current high retention rate of staff is due tothe high permanency rate of existing staff. Currently ten permanent membersof staff are on various forms of extended leave. In 2012 we had fiveretirements and/or resignations. The school has recruited six new graduatesover the past two years.Teacher qualificationsAll teaching staff meet the professional requirements to teach in WesternAustralian public schools and can be found on the public register of teachersof the Western Australian College of Teaching. All have current “Workingwith Children Checks” (WWCC’s).Expenditure and teacher participation in professional learningAll teachers participated in professional learning activities during 2012.Activities included:• Churchlands Art of Teaching on Instructional Strategies.• ChArT IDEAS trial program.• Conferences.• Faculty based PD.• Qualifications Upgrades.• Course of Study Professional Development.The average expenditure per teacher was consistent with 2011, a little over$1,800. The bulk of expenditure was on Teacher Relief which cost theschool $500 per day.Target AreaYear 9 NAPLANLiteracy &NumeracyPerformanceYear 9 NAPLANLiteracy &NumeracyValue AddingYear 9 WAMSEYear 12WACEYear 12MusicFull VETQualificationAchievement– Certificate11or higherYear 12SecondaryGraduationSchoolAttendanceBehaviourTeacherdevelopmentBenchmark Targets2011-2013Achieve higher than the National andWA Government School average for“like” schools in NAPLAN testing foreach of the areas:• Reading.• Writing.• Language Conventions• Numeracy.in each of the years 2011/12/13.In each of the years 2011/12/13 FirstCut data indicates Year 9 NAPLANperformances are superior to thesame cohort’s Year 7 NAPLANperformance, particularly at the topend and meeting National MinimumStandards.Achieve higher than the GovernmentSchool average for “like” schools inWestern Australia on WAMSE Year 9testing in the areas of Science andSociety & Environment for each Year2011-2013.Maintain an annual WACE ranking inthe top five Government Schools and95% or more of students achievingan ATAR who applied to Universitywill receive an offer.WACE Stage 3 music results placethe program in the top two schoolresults every year.The mean of the Gifted andTalented music results is maintainedat least 5% above the averageachieved by schools offering music inboth the state and private sectorseach year.There will be at least a 70% retentionrate for students in the Year 8–10GATE program, and at least a 90%retention rate for students in themusic Year 11–12 program.Increasing trend of non ATARstudents achieving VET qualificationsof Certificate 11 or higher for eachyear 2011-13.The number of students achievingsecondary graduation will be at least97% for each year 2011-13.There is an improvement in overallattendance and in “at risk”category students.Churchlands attendance data issuperior to that of “like” schools.Suspension numbers will decreaseannually.Increases in the number of Level 3classroom teachers from eight tofifteen by 2015.Over 75% of the eligible teachingwork force are senior teachers.AchievedYesYesYesYesYesYesYesYesYesNoChangeYesYesYesYesNoYes11
Page 1 and 2: CHURCHLANDSthCHURCHLANDSSENIOR HIGH
Page 3 and 4: From the PrincipalThe 2012 academic
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Page 7 and 8: student informationOur Extension Sw
Page 9: ProductionsMusicThe “Heart and So

CHURCHLANDS SENIOR HIGH SCHOOL ANNUAL REPORT 2012

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