vassp implementation workshops

VASSPImplementation

Workshops

VASSPImplementation

Workshops

Term 3

2008

WelcomeWelcome Introduction Workshop Plan

Overview Main Changes to 2004 VGSA What and what not to expect today?

SRP implications

Consultation, the key

Staffing: Leadership structures, allotments

Final Questions and Answers

Introduction Workshop Plan

Overview Main Changes to 2004 VGSA What and what not to expect today?

SRP implications

Consultation, the key

Staffing: Leadership structures, allotments

Final Questions and Answers

OVERVIEWOVERVIEW

Agreement until 31/12/2011 Face to face approved by employer

(from Principal, SC or VCAA) School improvement strategies in

context of “resources available to support outcomes”.

References to employer now to Principal as employer’s representative.

Agreement until 31/12/2011 Face to face approved by employer

(from Principal, SC or VCAA) School improvement strategies in

context of “resources available to support outcomes”.

References to employer now to Principal as employer’s representative.

OVERVIEW… ConsultationOVERVIEW… Consultation Direct input of staff required in consultation (incl

AP’s) “Default” consultative arrangements apply if local

agreement not reached Can be requested to provide reasons for decision

re class size in excess of planning guidelines (clause 23(3))

More specific re data provision available to staff (ref pg 7)

New section re Principal consultation – APF MOU re grievances

Deleted sub-branch grievance process becomes Dispute Resolution Process and will be determined by DEECD rather than specified in the Agreement

Direct input of staff required in consultation (incl AP’s)

“Default” consultative arrangements apply if local agreement not reached

Can be requested to provide reasons for decision re class size in excess of planning guidelines (clause 23(3))

More specific re data provision available to staff (ref pg 7)

New section re Principal consultation – APF MOU re grievances

Deleted sub-branch grievance process becomes Dispute Resolution Process and will be determined by DEECD rather than specified in the Agreement

OVERVIEW…ClassificationOVERVIEW…Classification

Principal – 3 classification levels with 6 ranges

AP – 2 classification levels with 4 ranges LT – 1 classification level T – 1 classification level with 3 ranges Intro of executive class &

paraprofessional class Movement between classification levels

will be by promotion, not as part of “normal” remuneration progression

Principal – 3 classification levels with 6 ranges

AP – 2 classification levels with 4 ranges LT – 1 classification level T – 1 classification level with 3 ranges Intro of executive class &

paraprofessional class Movement between classification levels

will be by promotion, not as part of “normal” remuneration progression

OVERVIEW…StaffingOVERVIEW…Staffing Teachers not meeting standards need to

be notified in writing before date specified, 1st Feb or 1st April. Common increment date

Able to advertise 1 further fixed term without advertisement provided first position was advertised

Reasons for fixed term vacancies unchanged but will be specified in the letter of offer

Employer to “proactively” ensure fixed term vacancies follow criteria

Changes eligibility for translation to on-going – 2 contracts less than 12 months, family leave vacancies after 1st year

Teachers not meeting standards need to be notified in writing before date specified, 1st Feb or 1st April. Common increment date

Able to advertise 1 further fixed term without advertisement provided first position was advertised

Reasons for fixed term vacancies unchanged but will be specified in the letter of offer

Employer to “proactively” ensure fixed term vacancies follow criteria

Changes eligibility for translation to on-going – 2 contracts less than 12 months, family leave vacancies after 1st year

OVERVIEW…DutiesOVERVIEW…Duties

Teaching hours unchanged Mentors’ workload to be recognised as part

of total work over 38 hours Time-in-lieu for parent teacher nights (if

over 38 hrs) at time of least disruption to program

Organisational Duties – differential payments, EOI, merit process, teacher may decline offer, Principal can allocate.

Expert teacher role description is changed in wording

Teaching hours unchanged Mentors’ workload to be recognised as part

of total work over 38 hours Time-in-lieu for parent teacher nights (if

over 38 hrs) at time of least disruption to program

Organisational Duties – differential payments, EOI, merit process, teacher may decline offer, Principal can allocate.

Expert teacher role description is changed in wording

OVERVIEW …OVERVIEW …

Some Key Dates Sept 1

Have Consultation Structure in place and local agreement registered

Aug – Sept … SRP Implications Revisit Leadership Structure Special Payments/time allowances Staff allotments/class sizes/etc

Some Key Dates Sept 1

Have Consultation Structure in place and local agreement registered

Aug – Sept … SRP Implications Revisit Leadership Structure Special Payments/time allowances Staff allotments/class sizes/etc

Session 2 - SRPSession 2 - SRP

Any funding on an average-in model will generate winners and losers

So don’t personally wear workforce deficits

… Don’t slash and burn to meet budget

VASSP can support Principals in Workforce Bridging process - don’t be frightened of going down that path

Any funding on an average-in model will generate winners and losers

So don’t personally wear workforce deficits

… Don’t slash and burn to meet budget

VASSP can support Principals in Workforce Bridging process - don’t be frightened of going down that path

SRP …SRP …

About 85% of SRP is staffing so don’t spend hours on adjusting other small items

Spreadsheet available to calculate % increase required to meet status quo and compare

About 85% of SRP is staffing so don’t spend hours on adjusting other small items

Spreadsheet available to calculate % increase required to meet status quo and compare

Teaching Staff Profile & New Agreement Costing AnalysisClass'n Current Trans'n Total Current Cost New Agree %Level Salary Salary EFT Cost Variance $increasePrin 5 118,252 $131,174 1.0 $118,252 $131,174 10.93% 12922.0AP 2 95,627 $100,313 1.0 $95,627 $100,313 4.90% 4686.0AP 2 93,365 $97,940 1.0 $93,365 $97,940 4.90% 4575.0LT 2 - 3 78,675 $82,530 7.8 $613,665 $643,734 4.90% 30069.0LT 2 - 2 76,494 $80,242 1.5 $114,741 $120,363 4.90% 5622.0LT 2 - 1 74,375 $78,019 0.0 $0 $0 #DIV/0! 0.0LT 1 - 3 72,314 $78,019 9.5 $686,983 $741,181 7.89% 54197.5LT 1 - 2 70,310 $78,019 0.0 $0 $0 #DIV/0! 0.0LT 1 - 1 68,362 $78,019 0.0 $0 $0 #DIV/0! 0.0Ex 66,467 $75,500 9.3 $618,143 $702,150 13.59% 84006.9Ex 3 65,414 $75,500 21.2 $1,386,777 $1,600,600 15.42% 213823.2Ex 2 63,447 $66,556 0.6 $38,068 $39,934 4.90% 1865.4Ex 1 61,539 $64,554 1.4 $86,155 $90,376 4.90% 4221.0Acc 5 59,401 $62,312 0.0 $0 $0 #DIV/0! 0.0Acc 4 57,755 $60,585 2.6 $150,163 $157,521 4.90% 7358.0Acc 3 56,154 $58,906 3.6 $202,154 $212,062 4.90% 9907.2Acc 2 54,598 $57,273 0.0 $0 $0 #DIV/0! 0.0Acc 1 53,085 $55,686 0.0 $0 $0 #DIV/0! 0.0Grad 4 50,184 $52,643 6.0 $301,104 $315,858 4.90% 14754.0Grad 3 48,793 $51,584 2.0 $97,586 $103,168 5.72% 5582.0Grad 2 47,441 $51,584 2.0 $94,882 $103,168 8.73% 8286.0Grad 1 46,127 $51,584 3.0 $138,381 $154,752 11.83% 16371.0

TOTAL 73.5 $4,836,046 $5,314,292 9.89% 478246.2

Staffing Teaching $4,836,046 88.70%Spec Payments $36,000 0.66% LT % 25.58%NTS $580,000 10.64%

Total Nominal $5,452,046 100.00%

SRP…Fund InSRP…Fund In

DEECD has recognised the differential pay rises to different levels of teachers

A fund in model is being developed to address this issue

It will operate in a similiar way to past “transition” funding models – e.g the EGB to the SRP

DEECD has recognised the differential pay rises to different levels of teachers

A fund in model is being developed to address this issue

It will operate in a similiar way to past “transition” funding models – e.g the EGB to the SRP

SRP …SRP …

Winners should not spend all profits on staffing to allow for increment creep in later years.

It is always best to be conservative with enrolment predictions and staffing levels until numbers are confirmed.

Be careful that special payments are not greater than leading teacher jobs unless roles are commensurate. (always difficult)

Refer to VASSP Top Ten Tips (TTT) Tip 9.

Winners should not spend all profits on staffing to allow for increment creep in later years.

It is always best to be conservative with enrolment predictions and staffing levels until numbers are confirmed.

Be careful that special payments are not greater than leading teacher jobs unless roles are commensurate. (always difficult)

Refer to VASSP Top Ten Tips (TTT) Tip 9.

Session 3 - ConsultationSession 3 - Consultation

What it means? Clause 11 (3) of VGSA:“Consultation is not perfunctory advice on …

Consultation allows the decision making process to be informed, particularly as it may affect the employment prospects of individuals”.

“The consultative arrangements must allow for the direct input of staff and the union at the school”.

Read and be very familiar with the EBA document

What it means? Clause 11 (3) of VGSA:“Consultation is not perfunctory advice on …

Consultation allows the decision making process to be informed, particularly as it may affect the employment prospects of individuals”.

“The consultative arrangements must allow for the direct input of staff and the union at the school”.

Read and be very familiar with the EBA document

Consultation …Consultation … Always best if you can have a positive, healthy

dialogue with AEU and staff and remember sometimes the fight is not worth having.

The Committee gives advice to the Principal.

If ‘it ain’t broke don’t fix it’ - if current processes are working well for you and the school confirm/update to ensure EBA obligations are met and move on.

Consultation processes can be agreed for 1 or more years, if happy with, lock in until 2011.

Always best if you can have a positive, healthy dialogue with AEU and staff and remember sometimes the fight is not worth having.

The Committee gives advice to the Principal.

If ‘it ain’t broke don’t fix it’ - if current processes are working well for you and the school confirm/update to ensure EBA obligations are met and move on.

Consultation processes can be agreed for 1 or more years, if happy with, lock in until 2011.

Consultation …Consultation …

What you may expect from your AEU sub-branch?

The AEU Guide for Implementing the VGSA.

A deputation (3+) and/or letter with their proposals on models, structures, etc.

They may demand that if they, sub-branch, are not satisfied with access to decision making processes then there is no agreed consultation structure.

So …

What you may expect from your AEU sub-branch?

The AEU Guide for Implementing the VGSA.

A deputation (3+) and/or letter with their proposals on models, structures, etc.

They may demand that if they, sub-branch, are not satisfied with access to decision making processes then there is no agreed consultation structure.

So …

Consultation …Consultation … Remind all that you will be appropriately putting

in place a process that addresses the needs of all staff including the AEU as the agreement states ref p. 5 Clause11 (4).

Remind staff of the fall back position Ref p. 6 Clause 11 (5d).

As Principal take the initiative, plan what you see as the best for all staff and lead the process to gain this position eg use this opportunity to improve communication or realign roles within school.

Remind all that you will be appropriately putting in place a process that addresses the needs of all staff including the AEU as the agreement states ref p. 5 Clause11 (4).

Remind staff of the fall back position Ref p. 6 Clause 11 (5d).

As Principal take the initiative, plan what you see as the best for all staff and lead the process to gain this position eg use this opportunity to improve communication or realign roles within school.

Consultation . . .Consultation . . .

Committee composition Important to have clear the purpose

of the Committee Use ‘default’ as a useful guide Balance between small enough to be

manageable and large enough for wide representation

Consider need for SSO representation if members at school

Committee composition Important to have clear the purpose

of the Committee Use ‘default’ as a useful guide Balance between small enough to be

manageable and large enough for wide representation

Consider need for SSO representation if members at school


Committee Operations Decided by the Consultative Committee

Use ‘default” as a useful guide, ref p. 6 Clause 11, 5d (iii)

Consensus decisions worth aiming for

Committee Operations Decided by the Consultative Committee

Use ‘default” as a useful guide, ref p. 6 Clause 11, 5d (iii)

Consensus decisions worth aiming for


Committee Business ref p. 7 Clause 11 (6) ‘Development of workforce plans’ a good

reason to have Business Manager on committee?

Be aware of scope and detail of EBA eg. Business involves ‘the composition of selection and other panels’, this doesn’t mean an AEU rep has to be on special payment and selection panels

Committee Business ref p. 7 Clause 11 (6) ‘Development of workforce plans’ a good

reason to have Business Manager on committee?

Be aware of scope and detail of EBA eg. Business involves ‘the composition of selection and other panels’, this doesn’t mean an AEU rep has to be on special payment and selection panels

SRP & Consultation …SRP & Consultation … Sharing Expertise/Ideas

Key points for implementation

Key points for consultation

Funding model - reaction

Any unanswered questions or concerns put on group sheet

Sharing Expertise/Ideas

Key points for implementation

Key points for consultation

Funding model - reaction


Leadership StructuresLeadership Structures Implications of new One level of LTs

Potential Costs, do your arithmetic Spreadsheet in SRP session and next slide Be aware of the relative cost changes when reviewing

roles. What is fair and equitable?

Implications of DEECD’s commitment to maintain a statewide profile of between 10 - 15% of LTs compared with current 25%, including Principal class

Refer to LT role sheets and school examples of leadership structures. (Be sure you are comparing apples with apples)

Implications of new One level of LTs Potential Costs, do your arithmetic

Spreadsheet in SRP session and next slide Be aware of the relative cost changes when reviewing

roles. What is fair and equitable?

Implications of DEECD’s commitment to maintain a statewide profile of between 10 - 15% of LTs compared with current 25%, including Principal class

Refer to LT role sheets and school examples of leadership structures. (Be sure you are comparing apples with apples)

Leadership …Leadership …

Old Level NOW $increase %increase New EBANew Level Translation

school of 1200

extra 2008 dollars

LT2-3 $78,675 $3,855 4.9 $82,530 LT-3 4 $15,420LT2-2 $76,494 $3,748 4.9 $80,242 LT-2LT2-1 $74,375 $3,644 4.9 $78,019 LT-1 2 $7,288

LT1-3 $72,314 $5,705 7.9 $78,019 LT-1 14 $79,870LT1-2 $70,310 $7,709 11 $78,019 LT-1 1 $7,709LT-1 $68,362 $9,657 14.1 $78,019 LT-1 1 $9,657

EXPT 3a $66,467 $9,033 13.6 $75,500 EXPT 4 23 $207,759EXPT 3 $65,414 $10,086 15.4 $75,500 EXPT4 15 $151,290

Total 60 $478,993


Agree on some criteria to make judgements about relative levels and time allowances of roles

Eg.Level of Complexity No. of staff responsible for No. of students responsible for Dealing mainly with students, therefore time Complexity of issues usually being meet?

Level of Independence Decisions made autonomously? What supervision required?

Any special qualifications or expertise required?

Agree on some criteria to make judgements about relative levels and time allowances of roles

Eg.Level of Complexity No. of staff responsible for No. of students responsible for Dealing mainly with students, therefore time Complexity of issues usually being meet?

Level of Independence Decisions made autonomously? What supervision required?

Any special qualifications or expertise required?


LTs clearly ‘lead and manage’ see Schedule 2

Experts ‘supervise and train student teachers’

All teachers can be given extra organisational duties provided the duty is consistent with the roles and responsibilities of the particular teacher level see Clause 21(11)

LTs clearly ‘lead and manage’ see Schedule 2

Experts ‘supervise and train student teachers’

All teachers can be given extra organisational duties provided the duty is consistent with the roles and responsibilities of the particular teacher level see Clause 21(11)


If need for major review of Leadership Roles, extend for one year

Refer to TTT Tip 9

In groups refer to documents: Leading teachers: Roles and Responsibilities Leadership Structure Examples Make sure you are comparing apples with apples ..and Leadership Cost Document for further

considerations

If need for major review of Leadership Roles, extend for one year

Refer to TTT Tip 9

In groups refer to documents: Leading teachers: Roles and Responsibilities Leadership Structure Examples Make sure you are comparing apples with apples ..and Leadership Cost Document for further

considerations

AllotmentsAllotments

25 Hours/week of instruction reinforced 300 mins per day, so 6 x 48 plus 12 of HG,

Form/YL assemblies still possible

Time allowances, be aware of true cost, refer to TTT Tip 2

20 hours (1200 mins) still max or 1240 if 2 hours of sport involved

25 Hours/week of instruction reinforced 300 mins per day, so 6 x 48 plus 12 of HG,

Form/YL assemblies still possible

Time allowances, be aware of true cost, refer to TTT Tip 2

20 hours (1200 mins) still max or 1240 if 2 hours of sport involved

Allotments …Allotments …

Where no local agreement for face to face requirements the 480 rule clicks in, otherwise not needed

Consider SSOs for some jobs, see TTT Tip 3 and CRT budgets Tip 6

If agree 1 extra/fortnight then this equates to 0.5 in weekly face to face

Where no local agreement for face to face requirements the 480 rule clicks in, otherwise not needed

Consider SSOs for some jobs, see TTT Tip 3 and CRT budgets Tip 6

If agree 1 extra/fortnight then this equates to 0.5 in weekly face to face

Allotments …Allotments …

Aim to get agreement on what constitutes a fair and equitable face to face at your school within the 1200 min. limit

Include ‘replacement classes’ to build up those under allotted

Be aware of costs of time allowances see TTT Tip 2

Aim to get agreement on what constitutes a fair and equitable face to face at your school within the 1200 min. limit

Include ‘replacement classes’ to build up those under allotted

Be aware of costs of time allowances see TTT Tip 2

Leadership and Allotments …

Leadership and Allotments …

Sharing Expertise/Ideas What has worked and what hasn’t –

each person one example

Key points for Leadership and Allotments


Sharing Expertise/Ideas What has worked and what hasn’t –

each person one example

Key points for Leadership and Allotments


Question and Answer TimeQuestion and Answer Time

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