St Michael’s School, Gordonvale

Principal

Full Time Fixed Term Position (5 Year Contract)

Commencing 18 January 2016

Applications Close: Tuesday 3 November 2015

Applications are invited from suitably qualified and experienced candidates for this position.

The successful applicant will be a committed, practising Catholic with exemplary leadership and

teaching skills, sound curriculum knowledge, appropriate tertiary qualifications, excellent

communication skills and a commitment to the practice of Catholic Education.

Applicants for leadership position must be registered or be eligible to register with Queensland

College of Teachers.

Catholic Education Services is an equal opportunity employer.

1. Complete Employment Application Form

Complete the attached Employment Application Form. Please notify your referees that you are applying for this position and ensure you have their consent to nominate them. A referee from your current or most recent line manager must be included. It is the Applicant’s responsibility to ensure all referee information provided is accurate and contact details are correct and that their referee returns the completed Referee Report by the application close date.

2. Covering Letter (Maximum 2 Pages)

Provide a covering letter outlining you experience and reason for applying for this position.

3. CV/Resume (Maximum 2 Pages)

Provide a CV/Resume which includes:

Education

Employment history (position, organisation, employment dates)

Professional memberships

Professional Development (any other courses you have completed or are currently enrolled in)

4. Reflective Essay

Provide a Reflective Essay on:

a) Your personal vision of the Catholic Church;

b) Your vision of leadership in Catholic Education;

c) Your prior experiences as a Leader.

5. Supporting Documentation

Provide supporting documentation which include:

Qualifications and academic transcripts

Most recent Appraisal Report

Registration:

o Queensland College of Teachers

o Professional Membership

6. Submit Application

Submit your application comprising of:

Employment Application Form

Covering Letter

CV/Resume

Reflective Essay

Supporting Documentation

Submit To: Miss Manpreet Sendhar Human Resources Officer

Catholic Education Services PO Box 5296 Cairns QLD 4870 Ph: (07) 4050 9711 Fax: (07) 4031 6134 Email: hr@cns.catholic.edu.au

You will receive confirmation of receipt of your application.

HOW TO APPLY

QUICK TIP

Current employees are not required to provide supporting

documentation.

QUICK TIP

Do not bind/ place your application in a

folder or submit original copies of documentation.

INTRODUCTION

Catholic Education Services welcomes enquiries from those talented and committed people considering the position of a Principal within the Cairns Diocese. Principals are part of a large and dynamic educational ministry of the Cairns Diocese. The role of Principal is a challenging and rewarding leadership role within the Catholic school community. The Principal plays an essential role in the growth and development of students.

The following documentation outlines the criteria which are essential for applicants to be considered for selection as a Principal within Catholic Education Services. You will note that the criteria are divided into two sections: - essential criteria and highly desirable criteria. These criteria are taken into consideration in the selection and appointment process for the Principal. As well as the criteria listed here, community needs which are identified in the community profile are also taken into account.

Meeting the essential criteria listed in this document is required for an applicant to be eligible for short-listing and selection. However, the Executive Director has the authority to exercise discretion with regard to selection criteria in exceptional circumstances. Applicants who do not meet the essential criteria and who wish to make an application for the Executive Director’s discretion should do so at or before the time of application giving reasons in detail.

Accreditation to Teach in a Catholic School in the diocese of Cairns and Accreditation to Teach Religion in a Catholic School in the diocese of Cairns are requirements for Principal of a Catholic Primary School within Catholic Education Services

The criteria listed reflect the need for applicants to bring a balance of knowledge and experience gained in a variety of ways and in a range of situations to the position of Principal of a school. In making an application for a Principal position, applicants are asked to indicate the extent to which they meet the criteria outlined.

PRINCIPAL CRITERIA

ESSENTIAL CRITERIA

1. Committed Catholic

2. Understanding of, and commitment to, education in the Catholic tradition

3. Professional qualifications in:

EDUCATION and

RELIGION

4. Successful teaching experience including religious education

5. Administrative experience:

previous experience in administrative position (s)

demonstrated ability in education leadership

demonstrated administrative ability

demonstrated skills in interpersonal relationships

6. Demonstrated ability in curriculum development including knowledge of contemporary educational issues at state and national levels

7. Written and verbal communication skills of a high order

8. Demonstrated commitment to the Pastoral Care of members of the school community

9. Skills of building community including facilitation, delegation and consultation

10. Registered or eligible to register with Queensland College of Teachers

HIGHLY DESIRABLE CRITERIA

1. A Masters degree in Education (Catholic school or related areas)

2. Tertiary administrative qualifications

3. Involvement in professional associations

4. Demonstrated ability in the development of a professional learning community

5. Capacity for credible leadership across the P-7 spectrum

6. Knowledge and understanding of :

Workplace, Health and Safety regulations

Workers Compensation and Rehabilitation mechanism

Information Technology

Accounting/finance procedures

Legal issues affecting schools

7. Demonstrated personal ability:

to work with and lead a team

to inspire and empower others

to be a positive role model

to be an effective decision maker

POSITION TITLE: Principal

REPORTS TO: Director School Development through to the Executive Director

CLASSIFICATION: Cairns Catholic Education Services Principals’ Agreement 2013

ACCOUNTABILITY: Executive Director

We must remember that teachers and educators fulfil a specific Christian vocation and share an

equally specific participation in the mission of the Church, to the extent that it depends chiefly on

them whether the Catholic school achieves its purpose.’

The Catholic School on the Threshold of the

Third Millennium

THE POSITION DESCRIPTION FORMAT:

The following six domains outline the role of the Assistant Principal as it is envisaged in Catholic

schools in the Diocese of Cairns. Following each domain is the Statement of Performance

Competency followed by Performance Indicators.

For example, under the heading Primary Duties and Responsibilities:

Domain is: FAITH LEADERSHIP

Performance Competency is: To share the essential mission of the Church as leaders within the school faith community.

Performance Indicators are: These are examples of practices which may evidence the fulfilment

of the Domains. It is not necessary for all of the examples of

practices to be demonstrated in order to achieve the descriptor.

1. PRIMARY DUTIES AND RESPONSIBILITIES

1. FAITH LEADERSHIP

To share in the essential Mission of the Church as a leader within the school Faith community

The Principal:

Contributes to and supports the role of the Bishop and Parish Priest in their teaching, governing and sanctifying roles

Nurtures and shares commitment to the vision and mission of the school

Promotes Catholic identity through culture, gospel values, evangelization, faith education, liturgy and prayer

Demonstrates active pastoral engagement, authentic witness, sacramental participation and leadership in the life of the Church and school community

Maintains the standards of Religious Education in the school, in accordance with Diocesan and Parish guidelines and policies

Seeks opportunities for personal faith development

2. EDUCATIONAL LEADERSHIP

Leading learning and teaching

The Principal:

Ensures opportunities for students to achieve to the best of their ability

Nurtures relationships as a basis for learning and teaching

Ensures effective pedagogical practices are in place

Ensures effective pastoral care of all students is practised.

Ensures educational accountability practices are in place

Builds and maintains high educational standards

Is knowledgeable about current educational trends and issues

Affirms and promotes best practice

Models lifelong learning

3. STAFF LEADERSHIP

Developing self and others

The Principal:

Oversees the spiritual formation and professional development of staff

Demonstrates the personal ability to develop self, others and team

Facilitates the operation of the Leadership Team

Provides effective supervision of staff

Develops and maintains positive, professional relationships

Manages effective staff performance and review processes

Is committed to the support, development, implementation and evaluation of school and Diocesan policies

Encourages and promotes leadership of staff

4. ORGANISATIONAL LEADERSHIP

Management of the school

The Principal:

Takes control and responsibility for the efficient and effective management of the school, in compliance with funding bodies, diocesan policy and regulations, and legislation applicable to schools

Leads the development of school policies in collaboration with the school community

Oversees the financial stewardship of resources, including accountability for administration of the school funds

Ensures duty of care is carried out for students and staff, in accordance with legislative and policy requirements

Ensures employment processes are in accordance with diocesan policies

Develops and manages effectively the plant, equipment and maintenance plan of the school, in accordance with diocesan, parish and legislative requirements

Maintains effective system administration practices, including reporting and evaluation

5. COMMUNITY LEADERSHIP

Engaging and working with the community

The Principal:

Promotes the growth of the student community, staff community and wider community

Liaises with the parish priest in accordance with Diocesan policy and practice

Supports, co-operates and collaborates with the Board of Governance (Education), Catholic Education Services, School Board, Parents and Friends’ Association, Religious Orders and members of the wider community

Participates fully in the life of the Church within the Diocese and is duly accountable

Actively participates in the collegial approach to leadership in the Diocese

6. STRATEGIC LEADERSHIP

Leading improvement, innovation and change

The Principal:

Leads the School Renewal and Compliance Program, according to Diocesan policy and procedures

Encourages a culture of continuous renewal

Is an effective change manager

Develops a climate that facilitates the effective engagement of the school community

2. CORE COMPETENCIES & INTERPERSONAL SKILLS

Capacity to accept responsibility for own work

Capacity to work effectively as a member of the School Leadership Team

Demonstrates excellent relational skills

Capacity to respond pastorally to human and interpersonal issues

Proficiency in the use of ICT for administration; understands and promotes its role in effective learning and teaching.

3. MANDATORY QUALIFICATIONS AND REQUIREMENTS

Participation in and commitment to the sacramental life of the Church

Understanding and commitment to education in the Catholic tradition

Professional qualifications in Education and Religion, as per Queensland Catholic Education Commission Policies of Qualifications for Senior Educational Leadership Positions in Catholic Schools in Queensland and The Religious Dimension of Senior Education Leadership in Catholic Schools in Queensland

Successful teaching experience, including religious education

Administrative experience:

o Previous experience in administrative position(s)

o Demonstrated ability in education leadership

o Demonstrated administrative ability

o Demonstrated skills in interpersonal relationships

Demonstrated ability in curriculum development, including knowledge of contemporary educational issues at state and national levels

Written and verbal communication skills of a high order

Demonstrated commitment to the pastoral care of members of the school community

Skills for building community, including facilitation, delegation and consultation

Registered or eligible to register with Queensland College of Teachers

4. HIGHLY DESIRABLE CRITERIA

A Masters Degree in Education (Catholic school or related area)

Tertiary administrative qualifications

Involvement in professional associations

Demonstrated ability in the development of a professional learning community

Capacity for leadership within a school

Knowledge and understanding of:

o Workplace Health and Safety regulations

o Workers Compensation and Rehabilitation mechanisms

o Information Technology

o Accounting/finance procedures

Legal issues effecting schools

5. GENUINE OCCUPATIONAL REQUIREMENTS

sharing in the Church as a professional within the school faith community

Planning, preparing and implementing for effective learning and teaching (Refer to the National Professional Standards for Teachers, Number 1, 2, 3 & 5)

Creating and maintaining safe, supportive and caring environments (Refer to the National Professional Standards for Teachers, Number 4)

Engaging in professional learning and reflection (Refer to the National Professional Standards for Teachers, Number 6)

Engaging professionally with colleagues, parents/carers and the community (Refer to the National Professional Standards for Teachers, Number 7)

Maintain a lifestyle within and outside the workplace that is consistent with the doctrine, teachings and values of the Roman Catholic Church.

Providing strategic leadership and leading improvement, innovation and change.

Management of school including financial stewardship of resources.

6. ADDITIONAL INFORMATION

A non-smoking Policy is effective in Catholic Education Services buildings, offices, and motor vehicles.

The appointee to this position will be required to complete a period of 5 months probation in accordance with The Fair Work Act 2010.

Assistant Principals-Religious Education are covered under the Single Enterprise Collective Agreement 2010-2012

7. RELATED DOCUMENTS

Principal and Mission

Cairns Catholic Education Services Principals’ Agreement 2010

Qualifications for Senior Education Leadership Positions in Catholic Schools in Queensland (QCEC Policy)

The Religious Dimensions of Senior Education Leadership in Catholic Schools in Queensland (QCEC Policy)

Principal and Pastor Document (currently in draft form for the Diocese of Cairns)

Framework For Leadership in Catholic Education in Cairns

Statement of Principles for Employment in Catholic Education, Diocese of Cairns

Code of Conduct for Employees of Catholic Education, Diocese of Cairns

Compulsory Compliance Audit

Qualifications for senior educational

leadership positions in Catholic schools in Queensland

A policy statement of the Queensland Catholic Education Commission

1. Introduction

Those in positions of senior educational leadership in Catholic schools are called to excellence in their service

of education, church and society. There are a number of dimensions of leadership required by those who

work in Catholic schools in Queensland.

This policy addresses only the qualifications aspect of Catholic school educational leadership

2. Policy Statement

Those appointed to senior educational leadership positions in Catholic schools in Queensland will have eight

semester units of postgraduate study (or their equivalent) from any one or more of: Theology, Scripture,

Christian Leadership, Religious Education, Liturgy and Spirituality as determined by employing authorities. This

shall be the minimum requirement except for positions of Assistant to the Principal Administration and

Assistant to the Principal Religious Education in smaller or remote area schools where there is difficulty in

attracting personnel to these positions. At the discretion of the appropriate employing authority, the

minimum requirement may be four postgraduate units.

3. Rationale

This policy applies to all those who are appointed to senior educational leadership positions in Catholic schools

in Queensland. These positions include: Principal, Deputy Principal, Assistant Principal, Assistant to the

Principal or Dean (Religious Education, Administration, Curriculum, Pastoral Care, Student Services or Mission)

The following principles underpin the policy perspective on qualifications for positions of senior educational

leadership in Catholic Schools in Queensland:

Effective educational leadership, modelled on the person, the life and the Gospel of Jesus Christ, is

central to the unique ethos and successful functioning of the Catholic school;

Catholic school communities are committed to the pursuit of authenticity in Christian leadership in all

educational leadership roles

4. Consequences

1. Employing authorities will communicate this policy to current and prospective employees and will

incorporate them into diocesan/school requirements and selection criteria.

2. Where a successful applicant does not meet the policy requirement, the employer will negotiate with

the employee the manner and time frame in which the requirement will be addressed.

3. Employing authorities will collaborate to ensure that a common recognition of approved qualifications

and their equivalents will apply across Queensland

The religious dimension of senior

education leadership in Catholic schools in

Queensland

A policy statement of the Queensland Catholic Education Commission

1. Introduction

Those in positions of senior educational leadership in Catholic schools are called to excellence in their service of

education, church and society. There are a number of dimensions of leadership required by those who work in

Catholic schools in Queensland.

This policy addresses the religious dimension underpinning and permeating all aspects of Catholic school

educational leadership. Other dimensions are covered in the QCED policy statement: Qualifications for senior

educational leadership positions in Catholic schools in Queensland.

This policy applies to all those who are appointed to senior educational leadership positions in Catholic schools in

Queensland. These positions include: Principal; Deputy Principal; Assistant Principal, Assistant to the Principal or

Deal (Religious Education, Administration, Curriculum, Pastoral Care, Student Services or Mission) or equivalent.

2. Policy Statement

Those appointed to senior educational leadership positions in Catholic schools in Queensland will:

i. Demonstrate commitment to participate in the life of the Catholic community, and in its worship and

mission in the world

ii. Demonstrate commitment to ongoing religious formation

iii. Usually have experience teaching religious education in Catholic schools

iv. Also meet any diocesan / school requirements and selection criteria.

3. Rationale

The following principles underpin a policy perspective on the religious dimension of senior educational leadership

in Catholic schools in Queensland:

I. Effective and authentic leadership, modelled on the person, the life and the Gospel of Jesus Christ, is

central to the unique ethos and successful functioning of the Catholic school

II. Catholic school communities are committed to the pursuit of excellence in Christian leadership in all

educational leadership roles.

4. Consequences

I. Communication of this policy to current and prospective employees.

II. Reflect this policy in individual contractual arrangements where appropriate.

Employment Application Form

Mobile:

Mrs

As Above

Ms

PERSONAL DETAILS

Post Code:

Post Code:

Position Applied For:

REFEREES

In order to make an informed decision on your suitability for the position, Catholic Education will require to speak to referees that you nominate. A referee is a person that can provide us with detail in respect to your work ethic, experience and competency. Please list three referees, including a line manager in your most recent position. For teaching positions, you must include a line manager in your most recent education position, eg Principal. A Church representative/ Religious or Clergy reference is defined as a Parish Priest, Bishop or member of a religious order. We reserve the right to request an additional referee if we believe a person has not been fully forthcoming.

Referee 1 (Line Manager)

Title: Mr

Surname:

Given Names:

Preferred Name:

Residential Address:

Postal Address:

Home Phone:

Email:

Religion:

Miss Other

Name:

Position:

Organisation:

Phone Number:

Mobile:

Email:

Document Name: Employment Application Form Document Number: HRF 11 Issue Number: 3 Issue Date: 02/07/2015 Reviewed Date: 26/08/2015

Name:

Position:

Organisation:

Phone Number:

Mobile:

Email:

Referee 3 (Church Representative)

Name:

Position:

Organisation:

Phone Number:

Mobile:

Email:

Name:

Position:

Organisation:

Phone Number:

Mobile:

Email:

Referee 4 (Other Professional)

Referee 2 (Employer)

WORKING IN THE DIOCESE OF CAIRNS

The Catholic school system is an integral part of the Church. The Catholic Diocese of Cairns extends from Cardwell in the south, west to the Northern Territory border including the Atherton Tablelands, and north to gulf country, Cape York Peninsula and the Torres Strait Islands. With the exception of schools in Weipa, Cooktown and Thursday Island, all schools and colleges are within two hours driving time from Cairns.

Catholic Education Services is the Diocesan education office. Leadership and strategic management of the system of schools is the responsibility of the Executive Director of Catholic Education Services, who is the employer of all Catholic Education staff in the Diocese. Further information about Catholic Education in the Diocese of Cairns is available from the website: www.cns.catholic.edu.au

Any appointment to a teaching position with Catholic Education in the Diocese of Cairns is subject to the appointee demonstrating appropriate qualifications and registration with the Queensland College of Teachers Registration. Any appointment to a non-teaching position with Catholic Education in the Diocese of Cairns is subject to the appointee being eligible to apply for and obtaining a Working With Children Blue Card unless the appointee is a registered Health Practitioner performing within their professional area. For more information please visit www.bluecard.qld.gov.au.

All employees have a responsibility for promoting and safeguarding the wellbeing of children and young persons that they are responsible for or come into contact with.

Employment is conditional upon the acceptance of the Statement of Principles for Employment in Catholic Education and for teaching position the attainment of Accreditation to Teach Religion in a Catholic School. To view the Statement of Principles, visit www.cns.catholic.edu.au and click on Employment / Agreements, Schedules & Awards.

EMPLOYMENT REQUIREMENTS

EMPLOYMENT COLLECTION NOTICE

In submitting this application for employment you agree that you will not seek access to references provided by third parties or to confidential notes or reports made by us relating to your application for employment. We seek your agreement in this regard to ensure that referees are not inhibited from providing complete and accurate references as to your suitability for the position.

DECLARATION

I agree to the conditions of the Employment Collection Notice. I understand that I have a duty to disclose sufficient information to enable a prospective employer to make a properly informed decision about my employment. I declare that the information I have provided in this application is true and correct at the time of submission. I have read, understood and accept that the Statement of Principles referred to above are contractual obligations underpinning employment with Catholic Education - Diocese of Cairns.

Signature: Date:

If submitting electronically, typing your name below denotes supplying your signature.

Employment is conditional upon the appointee demonstrating eligibility of Working Rights in Australia.

In applying for this position and submitting your application for employment you will be providing Catholic Education Services with personal information, for example your name, address and information contained in your resume. We will collect and record this information in order to assess your application. To view Catholic Education's Privacy Policy, visit www.cns.catholic.edu.au and click on About/Privacy. Your records will be kept on file for a three month period only pending your employment within the Diocese.

Document Name: Employment Application Form Document Number: HRF 11 Issue Number: 3 Issue Date: 02/07/2015 Reviewed Date: 26/08/2015

PRE-EMPLOYMENT HEALTH DECLARATION

If you are successful in securing an interview with Catholic Education, you will be required to complete a Pre-Employment Health Declaration. The purpose of this declaration is to ensure that you are fully able to perform the inherent requirements of the role (with reasonable adjustments if required) and that you are not placed in an environment or given tasks that would result in risks to your health or safety.

October 2015

Dear Referee

Re: Confidential Reference:

Selection of Principal – St Michael’s School, Gordonvale

Thank you for agreeing to provide a reference for the applicant. In doing so, you are carrying out a significant and

important task. I have provided you with some background information to assist you in completing your

assessment of the applicant.

The style and format of the Referee Assessment form has been designed in order to make the task more streamlined and also more meaningful to you and to applicants.

In completing the attached form, it is important to be conscious of the role you are assuming in undertaking this task. Your role as a referee is not an advocacy role, but rather the role of one representing the employer, carrying out a professional assessment.

It is hoped that you would be able to speak with the applicant in terms of your assessment of his/her potential/readiness for the position at this stage of their career development.

Interviewing panels rely heavily on the confidential responses made by Principals/Consultants/Senior Officers who have the task of giving some input to the process in this significant way.

The assessment contained in your reference is one of the most critical pieces of information utilised by panels in both short-listing and reaching a final decision.

Research tells us that the present and recent past performance of an applicant indicates future success.

Applicants have been advised to ring their referees the day before applications close to check whether the Referee Assessment Forms have been returned to Catholic Education Services.

In this whole area of referee support, it is quite clear that both the applicant and referee need to set up an honest dialogue for this part of the process to be credible and effective.

The applicant has granted permission that the information you provide will remain confidential between the employer and yourself and may not be disclosed to the applicant.

With my best wishes and appreciation.

Yours sincerely

BILL DIXON

Executive Director

Church Representative/Religious or Clergy Report Position: Principal – St Michael’s School, Gordonvale

(To be completed by a Nominated Referee)

Thank you for agreeing to act as referee for:

Name of Applicant: ___________________________________________________________________________ Your input, from the perspective of the church is a significant consideration for leadership positions in Catholic Education. Name of Referee: ____________________________________________________________________________

Current Position: _____________________________________________________________________________

How many years have you known the applicant professionally? ___________________________________________

In what capacity do you know the applicant?

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What knowledge do you have of the applicant’s religious practice?

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Religious Leadership:

Applicants capacity to ensure the primacy of faith formation of students in an authentic Catholic Community: Strengths and weaknesses. _______________________________________________________________________________________________

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General Character Assessment _______________________________________________________________________________________________

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Readiness for the Position

Please comment on the applicant’s readiness/suitability for the position. _______________________________________________________________________________________________

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Please tick the appropriate box:

❏I Recommend the applicant for this position.

❏I Do Not Recommend the applicant for this position.

Signature: ___________________________________ Date: ____________________________________ Please return this form to: Private & Confidential Miss Manpreet Sendhar Human Resources Officer Catholic Education Services Cairns PO Box 5296 Cairns QLD 4870 Fax: 4031 6134 Email: hr@cns.catholic.edu.au BY TUESDAY 3 NOVEMBER 2015

REFEREE ASSESSMENT FORM

Position: Principal

School: St Michael’s School, Gordonvale (To be completed by a Nominated Referee)

APPLICANT Name: ________________________________________________________________________________ Current Position: _______________________________________________________________________

REFEREE Name: _______________________________________________________________________________ Current Position:_______________________________________________________________________ Address:______________________________________________________________________________ Number of years I have known applicant:___________________________________________________

PLEASE TICK THE APPROPRIATE BOXES

Apply the following codes: N = Not applicable/unknown 1 = Unsatisfactory 2 = Developing 3 = Well Developed 4 = Superior

1.0 FAITH LEADERSHIP N 1 2 3 4

1.1 Sets an example of faith, hope and love

1.2 Demonstrates a commitment to the Catholic ethos of the school

1.3 Articulates the place of the school within the educational mission of the Diocese

1.4 Establishes and nurtures a school climate which is faith centred

1.5 Assists people to be actively involved in the expression of their own faith within the life of the school

1.6 Establishes practices and procedures to facilitate the experience of the Christian message by the school community

Comments:

2.0 MISSION LEADERSHIP N 1 2 3 4

2.1 Communicates the school’s mission to the school and wider community and seeks understanding and support

2.2 Promotes a curriculum that is an authentic expression of the shared vision and values of the community

2.3 Understands and develops the relationship of vision and mission with policy and practice

2.4 Facilitates the development of policies aligned with the mission of the school

2.5 Ensures that the school’s mission determines school organisational structures and operating practices

2.6 Includes, in a meaningful way, all members of the school community in the development, implementation and review of mission, policies and procedures

Comments:

3.0 EDUCATION LEADERSHIP N 1 2 3 4

3.1 In consultation with others, develops, shares and promotes a clear educational philosophy which connects faith, Catholic tradition and sound educational practices

3.2 Develops and shares an awareness of issues/events and educational trends which impinge on the operation of the school

3.3 Facilitates the establishment of suitable learning environments

3.4 Takes responsibility for the overall development, implementation and monitoring of the total curriculum

3.5 Plans with others, for the future educational needs of students

Comments:

4.0 DEVELOPMENT LEADERSHIP N 1 2 3 4

4.1 Works with teachers, individually or in groups, in a manner that obtains their commitment agreed school goals

4.2 Facilitates the (school) community’s understanding of the school’s vision, mission and goals

4.3 Supports and provides for the development of staff through program planning, individual goal setting, reflective practice and professional development

4.4 Has a sound overall knowledge of the strengths and needs of staff and facilitates the development of appropriate professional development programs to affirm good practice and address needs

4.5 Has sound overall knowledge of the strengths and inadequacies of programs and facilitates the development of appropriate processes to acknowledge the strengths and address the inadequacies

Comments:

5.0 ADMINISTRATIVE LEADERSHIP N 1 2 3 4

5.1 Has an overview of the necessary support systems to facilitate the effective and efficient operation of the school

5.2 Has a sound knowledge of system administrative policies and procedures and shares them in a positive way with the school community

5.3 Ensures that system initiatives are promoted in the school community

5.4 Has an awareness as to appropriate standards for the delivery of education within the local culture

5.5 Ensures that the organization of work, scheduling of routines, application of technical services, provision of supplies, equipment and information all contribute to the effectiveness and efficiency of the school

5.6 Facilitates the operation of system administrative policies and procedures in the school community

5.7 Has knowledge of legal requirements concerning education in general and schools in particular and implements practices which are consistent with this

5.8 Assists with facilitation of appropriate human resource processes to address the needs of the school

5.9 Prepares, seeks approval for and manages the budget for the school

Comments:

6.0 COMMUNITY LEADERSHIP N 1 2 3 4

6.1 Ensures that the school is sensitive to particular characteristics of the local community

6.2 Develops mutual support, trust and collaboration among students, parents, staff, pastors and the broader educational community

6.3 Supports the development of a faith community

6.4 Uses effective decision making processes

6.5 Demonstrates an understanding of his/her responsibilities as leader of the school community towards the local and system wide community

6.6 Builds community through working effectively with staff, students and parents

Comments:

7.0 COMMENTS You may wish to comment on the ratings which you have provided above, or on other relevant knowledge which you may have of the applicant’s capacity for the position.

8.0 READINESS FOR THE POSITION Please comment on the applicant’s readiness for the position.

9.0 RECOMMENDATION Please tick the appropriate box:

❏ I RECOMMEND THE APPLICANT FOR THIS POSITION

❏ I DO NOT RECOMMEND THE APPLICANT FOR THIS POSITION

Signature: ____________________________________________ Date: ________________________________

Please Return this form to: Private & Confidential Miss Manpreet Sendhar Human Resources Officer Catholic Education Services PO Box 5296 Cairns Qld 4870 Email: hr@cns.catholic.edu.au or Fax: 4031 6134 BY: TUESDAY 3 NOVEMBER 2015