APPENDICES - Department of Education and Communities - NSW ...

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Other AwardsAwards covering DET staff that were made or reviewed in 2001included the following:! Crown Employees (Chief Education Officers - Department ofEducation and Training) Salaries and Conditions Award! Bradfield College (Department of Education and Training)Salaries and Conditions Award! Crown Employees (Institute Managers in TAFE) Salaries andConditions Award! Crown Employees (National Art School, Academic Staff) Salariesand Conditions Award! Crown Employees (Saturday School of Community Languages)Salaries and Conditions Award! NSW Adult Migrant English Service Crown Employees(Teachers and Related Employees) Award 2001! Farm Assistants (Department of Education and Training) HoursAward! NSW TAFE Commission (Graphic Arts Section, SydneyInstitute) Wages and Conditions Award! TAFE Commission of NSW - Security Employees - Wages andConditions Award.TAFE and Schools Wages StaffThe Department successfully concluded negotiations with theLabor Council and unions representing wages staff for‘catch up’ productivity increases for TAFE and schools wagesstaff of 7.8 per cent.Equal Remuneration Test Case involving TAFELibrary WorkersTAFE NSW developed an application for a new award coveringstaff in TAFE libraries following the application by the PublicService Association for a new award for librarians in the publicsector. The matter was arbitrated in the Industrial RelationsCommission of NSW and is the first case to be heard under theCommission’s Equal Remuneration and Other ConditionsPrinciple. The parties are awaiting the Commission’s reserveddecision on the competing award applications.Department of Education and Training FlexibleWorking Hours Agreement 2001Following a successful trial, and negotiations with the PublicService Association, a new Flexible Working Hours Agreementcovering administrative staff in AMES, the Department’s districtand state offices and TAFE institutes was introduced inDecember 2001.Review of the Work of School Assistants andSenior School AssistantsThe Department of Education and Training and the Public ServiceAssociation formed a joint working party to review the work ofschool assistants and senior school assistants. The reviewexamined the roles and working conditions of staff as well asthe needs of schools.The Department engaged Price Waterhouse Coopers to assistthe joint working party in gathering and analysing data on theroles and responsibilities of school assistants and senior schoolassistants, the effectiveness of the current classificationstructures and the impact of technology.The role of the joint working party includes makingrecommendations for possible areas of change in terms of roles,classification structures and the use of technology. The reviewis scheduled to be completed in 2002.Personnel Policies and PracticesDeferred Salary SchemeThe Deferred Salary Scheme enables permanent school teachers,non school-based teaching staff, TAFE teachers and relatedemployees the opportunity for a year away from teaching forprofessional renewal and development. Participants put asidetwenty per cent of their salary for four years and take the fifthyear away from teaching to gain new skills and experiences.In 2001, a total of 267 school teachers who commenced thescheme in 1997 took their deferred salary leave year and 107school teachers commenced in the scheme.During the reporting period, the scheme was extended to includenon school-based teaching staff, TAFE teachers and relatedemployees. Twenty-six applications were received from theseofficers who undertake their deferred salary leave year in 2006.An evaluation of the scheme for school teachers was undertakenduring 2001. The evaluation found that the scheme shouldcontinue to be offered as an opportunity for eligible staff to gainskills and experiences that they might not otherwise have beenable to access.School teachers who took their deferred salary year in 2001 willbe invited to complete a questionnaire during 2002 to assess theeffectiveness of the scheme in terms of professional renewal.Salary Packaging for TeachersSalary packaging recognises the professional status of schooland TAFE teachers and provides further recognition of theirstanding in the community. It allows for salary arrangements tobe tailored to meet teachers’ particular circumstances.During 2001 the Department extended the scheme to permanentTAFE teachers and related employees. By December 2001, atotal of 5,625 eligible employees were participating in the scheme.The scheme is administered by an external consultant, McMillanShakespeare.During 2002 the Department will undertake a tender processfor the renewal of the contract to administer the scheme.Salary Sacrifice to SuperannuationThe Department continues to promote salary sacrifice to eligibleemployees. Most permanent and temporary administrative andclerical and related staff are eligible to make additionalsuperannuation contributions of up to 30 per cent of theirsuperannuable salary from gross or pre-tax dollars. By December2001, 628 eligible staff were making salary sacrifice tosuperannuation.TAFE Teachers and Related Employees AnnualReviewThe TAFE Teachers and Related Employees Annual Reviewpolicy was implemented in 2001. Under this policy theemployee’s institute director, division director, state officedirector or nominee ensures that the teacher or related employeeis appraised by annual review.256 NSW Department of Education and Training Annual Report 2001
TAFE teachers and related employees who have not reached thetop of the incremental salary scale will be entitled to progress tothe next step on the salary scale after a satisfactory annualreview.Performance Management Scheme for InstituteManagersA performance management scheme was introduced for TAFEinstitute managers in 2001. The scheme provides a frameworkfor individuals to plan their work performance, training andcareer development and for the provision of objective feedbackfrom supervisors.Teacher Assessment and Review Schedule 2001A strengthened Teacher Assessment and Review Schedule(TARS) for all permanent and temporary school teachers wasdeveloped and implemented in 2001. The TARS process aimsto maintain high teaching standards by providing feedback onteachers’ performance through an annual review.Employee Assistance ProgramThe Department’s Employee Assistance Program (EAP)provides a free, confidential counselling service for eligible stafffor work-related or personal problems, with up to six hours ofcounselling in a two-year period. As part of the managementconsultation initiative, school principals and TAFE collegedirectors or campus managers are entitled to up to three hoursfree consultation during a two-year period to deal with difficultsituations in the workplace. The introduction of onsite counsellingfor staff affected by a serious incident has proved to be asuccessful addition to the program. During 2001 the EmployeeAssistance Program was promoted through staff seminars,pamphlets and posters. This resulted in improved awareness ofthe program throughout the Department and is demonstratedin the increased utilisation of both the general counsellingsessions and the management consultation service.From 1 December 2000 to 30 November 2001, a total of 2,740staff attended a total of 7,644 counselling sessions. During thesame period, some 59 principals and college directors/campusmanagers accessed 99.5 management consultation sessions. Atotal of 426 staff were assisted with onsite counselling followingserious incidents.APPENDIX 11Equal Employment OpportunityThe Department’s 2001 Equal Employment Opportunity (EEO)Management Plan outlined the EEO strategies to be achieved inschools, district offices, State office, and TAFE NSW. Theoutcomes achieved in relation to each of the strategies are reportedin detail in the Department’s EEO Annual Report.Major Achievements Across theDepartmentFemale StaffThe Spokeswomen’s Program continued to provide support forfemale staff. A range of initiatives were developed andimplemented by spokeswomen across the Department includingaddressing the training needs of female staff by advising ontraining and facilitating access to training, distributingnewsletters, developing websites and providing informationsessions on issues including career development, equity andfinancial planning.Forty spokeswomen attended the Departmental Spokeswomen’sInformation Day on 2 May 2001. The information day providedan opportunity for spokeswomen to meet and network, shareexperiences, plan future events and participate in professionaldevelopment. Information regarding the Spokeswomen’sProgram is promoted through Personnel Directorate’s home pageon the Department’s intranet.During the reporting period, the Department developed aSpokeswomen’s program for both NSW public schools and TAFENSW. The Department also participated in the development ofthe NSW Spokeswomen’s Strategic Plan 2001 - 2004 for the NSWpublic sector.The Department sponsored two places for women in both theSydney Leadership Program, and the Executive DevelopmentProgram which provide high level management skills andknowledge of whole-of-government perspectives.In 2001, the Department funded four places in a managementdevelopment conference, Beyond Traditional Boundaries, whichwere filled by women. The conference provided opportunitiesfor participants to gain knowledge and understanding of wholeof-communityapproaches and new service models forgovernment.The Department continues to fund a cohort of middlemanagers to complete the Public Sector Management courseannually. Seven of the eight Department-funded places wereoffered to women in 2001.TraineeshipsThe Department continued to implement and participate in thePublic Sector Traineeships Strategy (formerly known as the 2000by 2000 Strategy). In 2001, the Department employed 169 newentrant trainees. These trainees, mostly young people, wereemployed under a formal training agreement in a job whichcombines work and structured training leading to a nationallyrecognised qualification. The training was provided by aregistered training organisation. The trainees developed skillswhich enabled them to make a positive contribution to theoperation of the workplace. Of the 169 new entrant trainees, 111were women, 54 were Aboriginal people or Torres Strait Islanders,16 were from non-English speaking backgrounds and two werepeople with a disability.Existing school administrative and support staff were alsooffered traineeship opportunities. During the reporting period,over 800 staff including school assistants and teachers aides(special), commenced two-year traineeships in educationsupport. Twenty-nine Aboriginal education assistants in schoolswho commenced their traineeships in 1999 completed the coursein 2001, receiving an accredited outcome at Certificate III level.NSW Department of Education and Training Annual Report 2001 257
Page 1 and 2: APPENDICESNSW Department of Educati
Page 3 and 4: APPENDIX 1Legislative Context and C
Page 5 and 6: Ms Sam Thomas, TC, BEdDirector, Adu
Page 7 and 8: Master Painters Australia (NSW Asso
Page 9 and 10: Mr Colin Parker, BA, MEdStudDistric
Page 11 and 12: Mr Bernard Ollis, DipArt&Design, BA
Page 13 and 14: APPENDIX 6SES Performance Statement
Page 15 and 16: Major capital works projects were c
Page 17 and 18: The State Numeracy Plan provides a
Page 19 and 20: Enrolments continued to grow substa
Page 21 and 22: Hetty CislowskiAssistant Director-G
Page 23 and 24: During the year, Mr Sutton worked a
Page 25 and 26: APPENDIX 8Risk Management and Insur
Page 27 and 28: Benchmarking Audit ServicesThe Depa
Page 29: Institute Management ReviewsTAFE NS
Page 33 and 34: Initiatives for Staff With Disabili
Page 35 and 36: APPENDIX 13Overseas VisitsState Off
Page 37 and 38: State Office and Schools Cont’dPe
Page 45 and 46: TAFE InstitutesPeriod of Visit Name
Page 47 and 48: TAFE Institutes Cont’dPeriod of V
Page 55 and 56: APPENDIX 14Code of ConductThe Depar
Page 57 and 58: APPENDIX 17Freedom of InformationTh
Page 59 and 60: APPENDIX 18PublicationsA selection
Page 61 and 62: Title Purpose Frequency Phone/Inter
Page 63 and 64: APPENDIX 19Research and Development
Page 65 and 66: Project TitleMajor OutcomesAmountAl
Page 71 and 72: Programs and ServicesCulturally Inc
Page 73 and 74: TAFE institutes continued to provid
Page 75 and 76: APPENDIX 21Disability Action PlanTh
Page 77 and 78: the district level to provide profe
Page 79 and 80: APPENDIX 23ConsultantsConsultant Pr
Page 81 and 82:
OrganisationNSW Federation of Schoo
Page 83 and 84:
Grants to Community Organisations C
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APPENDIX 26Major Capital WorksMajor
Page 101 and 102:
Project DescriptionSCHOOL EDUCATION
Page 103 and 104:
TAFE EDUCATION SERVICES CONT’DPro
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APPENDIX 28Land DisposalIn 2000/200
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APPENDIX 31Government Energy Manage
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APPENDIX 33Privacy and Personal Inf
Page 111 and 112:
Directory of School District Office
Page 113 and 114:
IndexAAboriginal and Torres Strait
Page 115 and 116:
RReading Recovery, 52Records Manage
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APPENDICES - Department of Education and Communities - NSW ...

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