THE SCHOOL LEADERS’ SUPPORT PROJECT…. PACK NO.4 THE SCHOOL LEADERS’ COUNCIL - SSTUWA. YOUR INDUCTION PACK Education Assistants Developed to provide leaders

THE SCHOOL L

EADERS’

SUPPORT

PROJECT…

.

PACK NO.4

THE S

CHOOL LEA

DERS’

COUNCIL - SS

TUWA.

YOUR INDUCTION PACKYOUR INDUCTION PACKEducation AssistantsEducation Assistants

Developed to provide leaders with an easier starting point to improving induction for Education Assistants.

With thanks to Workforce Management and Labour Relations Branch of DOE and the School Leaders Council for their feedback.

There are slides (6 & 7) that are templates to include your particular welcome message and vision of your school.

A SCHOOL LEADERS’ SUPPO

RT

PROJEC

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THE S

CHOOL LEADER

S’ COUNCIL -

SSTUWA.


WELCOME TO YOUR ROLE…..…

TEMPLATE BY -THE SCHOOL LEADERS' COUNCIL - SSTUWA

WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Planned OutcomesPlanned OutcomesTo provide:• A welcome to you in your key role at school• Information on the Department’s goals, values, policies

and procedures.• An opportunity for newly appointed Education Assistants

to learn about their entitlements, duties and responsibilities.

• An overview of employee support programs.• An opportunity for a representative of United Voice to

provide information.

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT AgendaAgenda• Welcome / Introductions / Background• Your Union• The Department• My Job• Expectations• Terms of Employment• Support & Development• Close


TEMPLATE BY -THE SCHOOL LEADERS' COUNCIL - SSTUWA 5

WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT

Induction Program – BackgroundInduction Program – Background• Department of Education Staff Induction Policy –

“Induction to the work environment of the Department of Education… is essential for all newly appointed employees”

• Education Assistants (Government) General Agreement 2007 – all new employees will attend specific induction sessions within three months of commencement of employment.

THE SCHOOL L

EADERS’

SUPPORT

PROJECT…

.

PACK NO.4

THE S

CHOOL LEADER

S’ COUNCIL -

SSTUWA.

Education Assistants’ Education Assistants’ InductionInduction

United Voice Information

INDUCTION INTRODUCTION…INDUCTION INTRODUCTION…Welcome to our team…it takes a while to get know all the names,

find out how things are done and where things are. In a new school.

There is support and many willing people to assist you at this time of induction.

Induction really takes a full school year, we hope this outline to the start of the process assists you settle into your new school.

Joesphine Bloggs-SmithPrincipal.Anywhere Primary School.


OUR VISIONOUR VISION Provide quality educational programs for all children.

Collegiate, supportive and motivated staff with an ongoing commitment to extending their knowledge and skills as well as a willingness to share their knowledge with staff.

A positive school environment which cares for and respects our students, community and the environment.

A school that plays an important role in educating students for the future and informing parents about how / what students learn.

Create a learning environment which is attractive, engaging and effective in meeting the needs of the students and community.


THE S

CHOOL LEADER

S’ COUNCIL -

SSTUWA.

A BIG PICTURE ED

UCATION ASSIST

ANT’S

INDUCTION

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT The Department of EducationThe Department of Education

• Largest employer in Western Australia.• Provides comprehensive school education for more than

250,000 students in 770 schools spread across Australia’s largest state.

• Central Office located at 151 Royal St, East Perth, provides leadership, policies, strategies and guidelines.

• There are Regional Offices to support staff in schools and provide services.


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The Department’s ValuesThe Department’s ValuesGovernment schools are open for all students.Actions are guided by the following values:• Learning – positive encouragement for all.• Excellence – high expectations of all.• Equity – workplaces free of discrimination and

abuse for all.• Care – trust, mutual respect, acceptance of

responsibility for all.



WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Key ObjectivesKey Objectives

• To make every student a successful student• To have sound teaching in every classroom• To ensure every public school is a good school• To provide practical support for our teachers and support

staff• To deliver meaningful accountability• To build public confidence in our schools

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Education Assistants’ (Government)Education Assistants’ (Government)General Agreement 2007General Agreement 2007

Covers the following employees:• Education Assistants (Mainstream and Special Needs)• Education Assistants (Auslan, Braille, Behaviour Centres)• Education Assistants (Rural Integration Program)• Education Assistants (Defence Force Transitional Aides)• Ethnic Assistants• Aboriginal and Islander Education Officers• Home Economic Assistants (for wages only)


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Understanding the RoleUnderstanding the Role

Look closely at your Job Description Form. • Identify

– a particular aspect that you see as a potential highlight

– an aspect that may be a potential challenge in your role.

• Share your thoughts with a partner and be prepared to share your discussion with the whole group.


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General Principles of Official Conduct in General Principles of Official Conduct in WA Public SectorWA Public Sector

All public sector employees are required to:• Act with integrity – in use of official information, equipment

and facilities.• Exercise proper courtesy and sensitivity – with the public

and fellow employees.• Comply with legislation re: behaviour, code of ethics and

standards.“An Introduction to Working in the Public Sector”


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Staff Conduct PolicyStaff Conduct PolicyApplies to all Departmental staff.• Provides broad direction on ethical responsibilities and

appropriate behaviour.• Employees have the right to be treated fairly and equitably.• There are avenues for resolving complaints.• Guided by the Department’s core values.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Staff Conduct PolicyStaff Conduct PolicyAll Staff Must:• familiarise themselves with the Policy • sign the Employee Acknowledgement Form• report any serious breachSome Potential Risk Areas:

– customer service– attendance– occupational safety and health– working environment – alcohol, tobacco– telecommunications usage– use of Department resources– harassment and bullying


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Equal Opportunity ActEqual Opportunity Act

All students, employees and potential employees are to be treated with fairness, respect and dignity.– Working conditions and terms of employment should

reflect these principles.– Under the Act it is unlawful to discriminate against

anyone on the following basis:

(The Department’s Equal Employment Opportunity/Diversity Policy)


racesexmarital statuspregnancyimpairmentreligious conviction

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Unlawful DiscriminationUnlawful Discrimination

• political conviction• age• family responsibility• family status• gender history• sexual orientation


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Equal Opportunity ComplaintsEqual Opportunity Complaints

• An equal opportunity complaint is a complaint made under the Equal Opportunity Act 1984.

• Further information is available from the Equal Opportunity Commission:

www.equalopportunity.wa.gov.au/


http://www.equalopportunity.wa.gov.au/

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT DiversityDiversity

• WA has a diverse population, which is reflected in our schools and workplaces.

• The Department has a commitment to diversity. This is reflected in workplaces that are welcoming and sensitive to the gender, cultural and linguistic differences of our staff, students and school communities, and where the contributions of all are valued.

(The Department’s Equal Employment Opportunity/Diversity Policy)


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Duty of Care for StudentsDuty of Care for Students

Non-teaching staff must take reasonable care to avoid doing or not doing things that could reasonably be contemplated as causing injury to others (including students).

(The Department’s Duty of Care for Students Policy)


THE S

CHOOL LEADER

S’ COUNCIL -

SSTUWA.

Duty of Care For Students…..

EDUCATI

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INDUCTION

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Duty of Care for StudentsDuty of Care for Students All Education Assistants are involved in personally caring

for students as part of their normal duties, however the following groups have a higher level of responsibility. Refer to the appropriate JDF;Education Assistants Special NeedsAboriginal and Islander Education OfficersEthnic AssistantsDefence Force Transitional AidesEducation Assistants (Behaviour Centre, Auslan, Braille)


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Duty of Care for StudentsDuty of Care for Students• Where duty of care is not a requirement in a JDF, teaching

staff must first obtain agreement from an Education Assistant to care for students without a member of teaching staff also being present.

• Where it is not a requirement in a JDF, Education Assistants have the right to refuse responsibility. If an Education Assistant agrees to assume responsibility, teaching staff must provide clear instructions as to level of care required.

(The Department’s Duty of Care for Students Policy)


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Duty of Care for StudentsDuty of Care for Students

• When Education Assistants agree to perform tasks that require them personally to care for students (in the absence of a member of the teaching staff), they will also owe a duty to take reasonable measures to protect students from risks of harm that reasonably ought to be foreseen.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT What is ‘Reasonable Care’?What is ‘Reasonable Care’?The following factors must be considered:

• student’s age, experience and capability• physical and intellectual impairment• medical condition• behavioral characteristics• nature of the school activity• nature of the environment• any conflicting responsibilities of a school or staff

member• normal practices within the school and Departmental

policies and procedures.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Performance Management PolicyAll staff will participate in a performance management process.– The process is directly linked to intended outcomes of

the school/workplace.– Staff in supervisory roles are responsible for managing

the process for you to: • demonstrate accountability • access growth and development opportunities• receive access to quality and timely feedback


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Stages of the Performance

Management Process1. Self reflection – staff members review their own

performance in preparation for planning meeting.2. Planning meeting – ensures clarity about expectations,

roles and responsibilities. Results in a performance agreement.

3. Implementation of the agreement, ongoing feedback, constructive support and appropriate training.

4. Review meeting – results in a review report.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Performance Management

Performance Management discussions are held between the Education Assistant and appropriate manager/supervisor (e.g. Business Manager/Registrar, Principal, Classroom Teacher).

This may vary between schools and individual Education Assistants.


THE S

CHOOL LEADER

S’ COUNCIL -

SSTUWA.

Your Terms of Employment…

EDUCATI

ON ASSISTANT’S

INDUCTION


General Terms of EmploymentGeneral Terms of Employment• The employer may direct an employee to carry out such

duties as are within the limits of the employee’s skill, competence and training, including work, which is incidental or peripheral to the employee’s main tasks or functions.

• Education Assistants are employed subject to a probation period not exceeding three months.

(Sections 9.1 and 11.1 of the General Agreement)

WORKFORCE MANAGEMENT


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Hours of WorkHours of Work• The ordinary full time hours of work is 32.5 hours per week.• Where the nature of the work requires ordinary hours to be

more than 32.5 hours, the Employer and the Union may agree that it can be up to but not exceeding 38 hours per week.

• The ordinary hours for an Education Assistant (Behaviour Centre) is 38 hours per week.

• If employed for bus and classroom duties, the ordinary hours will not exceed 42 hours per week.

• Hours may vary according to student enrolments under certain circumstances.

(Sections 15 and 17 of the General Agreement)


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT BreaksBreaks

Education Assistants are entitled to:– a paid Tea Break of ten minutes daily between the

second and third hour from the school starting time each day.

– an unpaid Lunch Break of between 30 minutes and 1 hour between the hours of midday and 2pm.

Education Assistants are not required to supervise students or undertake other duties during these rostered breaks.


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Your BreaksYour BreaksWith the exception of these two rostered breaks, all remaining time is counted as time worked.Should an Education Assistant need to leave the school grounds during a rostered break, the Business Manager/Registrar must be notified prior to leaving.

WORKFORCE MANAGEMENT


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Flexible Working ConditionsFlexible Working ConditionsIn accordance with its commitment to flexible working conditions, the Department has developed the Part-time Working and Job Share Arrangements Policy to assist employees to balance their work and family responsibilities.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Part-Time WorkPart-Time Work

Part-time employment is defined as work that is regularly undertaken for less than the designated full-time hours.

A part-time employee is entitled to the same entitlements as a full-time employee on a pro-rata basis in accordance with the hours worked.

(Section 13 of the General Agreement)


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Personal LeavePersonal Leave

Personal leave encompasses traditional sick leave and paid carers’ leave entitlements.– The intention of personal leave is to give greater

flexibility by providing paid leave for a variety of personal purposes.

– Personal leave is not to be used for circumstances normally met by other forms of leave.



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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Application for Personal LeaveApplication for Personal Leave

Employees must complete the necessary application and clearly identify which of the following circumstances apply:

Sickness – injury or illness of employee not directly caused by the misconduct of the employee.

• Family – to be the primary care giver of a member of the employee’s family who is ill, injured or in need of immediate care.

• Unplanned – for unanticipated matters of a compassionate or pressing nature which arise without notice and require immediate attention.

• Planned – by prior approval of the employer, having regard for agency requirements and needs of the employer, where arrangements cannot be organised outside of normal working hours or through other leave.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Application for Personal LeaveApplication for Personal LeavePlanned personal leave will not be approved for regularongoing situations.

Evidence that would satisfy a reasonable person must beprovided for any absence greater than 2 consecutive days.The evidence required will vary depending on thecircumstances surrounding the leave application.



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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Personal Leave EntitlementsPersonal Leave Entitlements15 days per service year for a full-time employee, pro-rata for part-time employees.Of these 15 days:

2 days are non-cumulative and13 days are cumulative

The non-cumulative days are taken before cumulative days are accessed, and are lost on completion of each anniversary year.

(Section 34.2 of the General Agreement)


Variation of Hours ProcessVariation of Hours ProcessThe Union and the Department have acknowledged through the General Agreement that Education Assistants’ hours can vary according to student enrolments. To reduce hours the following process is required:

voluntary reduction voluntary relocation compulsory reduction selection process

Compulsory reduction - Education Assistants can have their hours varied following variation of the staffing establishment in line with student enrolments. This can occur for:Education Assistant Mainstream - in their first year of employmentEducation Assistant (Special Needs) working in mainstream schools - in their first two years of employment.

42TEMPLATE BY -THE SCHOOL LEADERS' COUNCIL - SSTUWA

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Dispute Settlement ProcedureDispute Settlement Procedure(Clause 53 of the General Agreement)

Any questions, disputes or difficulties arising in the course of employment should be dealt with in accordance with this clause.

Employees have the right to be accompanied by a support person or Union representative throughout this process.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Human Resources Management Human Resources Management Information System (HRMIS)Information System (HRMIS)

• The Department uses this on-line system to make all payments of wages, allowances or other entitlements. Schools manage personnel and leave processing on-site.

• All employees are eligible to have access to view and update aspects of their personal information (such as contact details) held on HRMIS.

• You should have a user ID and password.• A self service manual is available from the HRMIS

webpage on the Department’s website:http://www.det.wa.edu.au/education/hrmis/


http://www.det.wa.edu.au/education/hrmis/

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Pay DetailsPay DetailsThe Department’s employees are paid fortnightly into their nominated bank account.Queries regarding pay should be initially directed to your Business Manager/Registrar. If your query remains unresolved, please contact thePayroll Customer Service Team on 9264 8383.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT SuperannuationSuperannuation• The Department pays the compulsory 9% of your salary

into a Government Employees Superannuation Board (GESB) account.

• An account is automatically opened in your name when you receive your first salary payment.

GESB Member Services CentrePH: 13 43 72

www.gesb.wa.gov.au


http://www.gesb.wa.gov.au/

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Salary PackagingSalary Packaging

Salary Packaging is available to all employees of the Department.

The Department’s salary packaging provider’s are:

Maxxiawww.maxxia.com.au

Selectus Employee Relationswww.selectus.com.au


http://www.maxxia.com.au/

http://www.selectus.com.au/

THE S

CHOOL LEADER

S’ COUNCIL -

SSTUWA.

Support and Development…

EDUCATI

ON ASSISTANT’S

INDUCTION

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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Employee Support BureauEmployee Support Bureau• Responsible for all aspects of occupational safety and

health, employee well-being services and workers’ compensation for all Department staff.

• Comprised of the following areas:Organisational Health and WellbeingEmployee Assistance Program (Counselling)Occupational Safety and HealthMediation ServicesInjury ManagementWorkers’ Compensation


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Employee Assistance ProgramEmployee Assistance Program• Professional counselling to help resolve work-related or

personal problems.• Available for all employees and immediate family members

including fully dependent children up to the age of 18.– 6 free sessions annually

• Independent, strictly confidential and voluntary service.

PRIMEXLPh: 08 9492 8900 or 1800 674 188


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Occupational Safety and HealthOccupational Safety and Health• The Department is committed to providing and promoting a

workplace that is safe and healthy and in which hazards are minimised and controlled.

• All employees of the Department must take reasonable care at work.

• Whenever practicable, the resolution of safety and health issues will occur at the work site.

• The resolution of safety and health issues will be prompt, consultative, follow legislative requirements and the Department’s procedures.

(The Department’s Occupational Safety and Health Policy)


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT BullyingBullying

• Bullying is defined as repeated inappropriate behaviour which could reasonably be regarded as undermining the individual’s right to dignity and respect at work.

• It includes any behaviour that harms, intimidates, threatens, victimises, undermines, offends, degrades or humiliates an employee…whether or not it is observed by others.

(The Department’s Staff Conduct Policy)


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT The Department’s Response to BullyingThe Department’s Response to Bullying

• The Department has an obligation to provide a safe working environment for all employees, including an environment free from bullying or harassment.

• Bullying is not tolerated at any worksite.• In a school, the Department’s representative of OS&H is

the Principal.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Options For Employees Feeling BulliedOptions For Employees Feeling Bullied• Seek advice from others (e.g. Business Manager/Registrar,

Principal, Safety & Health Representative, Union Delegate).• Keep notes about incidents.• Consider approaching the bully about their behaviour.• Use the Department’s Employee Assistance provider.• Notify the line manager and/or another senior manager.


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WORKFORCE MANAGEMENT WORKFORCE MANAGEMENT Employee ComplaintsEmployee Complaints

• All employees have a responsibility to maintain a work environment that is safe and free from all forms of conflict, harassment and discrimination.

• All Employees should refuse to participate in, or condone, behaviour that is inconsistent with the Staff Conduct Policy.

(The Department’s Employee Complaints Policy)


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Employee ComplaintsEmployee Complaints• Complaints are addressed within a general framework of

co-operation, and resolution at the local level is preferred (where appropriate).

• Employees have the right to have complaints addressed as quickly as possible, and to be accompanied by a support person throughout the process.

• Employees have the right to seek to redress complaints through an external agency.


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Employee DevelopmentEmployee Development

Personal growth and development is ongoing.

With further professional learning opportunities new areas of employment can be available to you.


THE SCHOOL L

EADERS’

SUPPORT

PROJECT…

.

PACK NO.4

THE S

CHOOL LEADER

S’ COUNCIL -

SSTUWA.


THANK YOU FOR PARTICIPATING…

Authorised by Tony Mullen General Secretary – SSTUWA.

Documents

THE SCHOOL LEADERS’ SUPPORT PROJECT…. PACK NO.4 THE SCHOOL LEADERS’ COUNCIL - SSTUWA. YOUR INDUCTION PACK Education Assistants Developed to provide leaders