AN140296 – Teachers' Award - Non-Governmental Schools 2003

SCHEDULE 6 - POSITIONS OF SENIOR ADMINISTRATION, AND POSITIONS OF ADDED RESPONSIBILITY IN CATHOLIC SCHOOLS, QUEENSLAND

S6.1 Coverage

S6.1.1 Schedule 6 will apply to employees of Catholic Education Employing Authorities in Queensland.

S6.1.2 Schedule 6 shall apply to Senior Administration Positions and Positions of Added Responsibility.

S6.1.3 Schedule 6 shall not apply to such persons who are in Holy Orders or are members of a recognised Religious Institute.

Date of operation

Schedule 6 takes effect from 30 June 2005. This Schedule replaces the Teachers' Award - Non-Governmental Schools - Positions of Senior Administration, Positions of Added Responsibility in Catholic Schools, Queensland - Industrial Agreement.

S6.2 Purposes

S6.2.1 The parties to Schedule 6 recognise that Catholic schools are conducted for the purposes related to the Mission of the Catholic Church in addition to those purposes common to all schools in Queensland.

S6.2.2 It is therefore accepted that the management structures appropriate to Catholic schools will reflect both the nature and ethos or the values that derive from those purposes and take account of different educational needs without prejudice to principles of public accountability and equity.

S6.2.3 Schedule 6 provides Senior Administration Positions and Positions of Added Responsibility in Catholic schools that:

(a) assure quality learning for students;

(b) provide a satisfactory career path for teachers;

(c) incorporate a Christian leadership model that is committed to the principle of collegiality and subsidiarity;

(d) value responsibility for people and for processes;

(e) support school staff pastorally;

(f) maintain quality management and accountability;

(g) contribute positively to the particular ethos of the school;

(h) are determined in a fair manner; and

(i) receive just remuneration.

S6.3 Existing contractual arrangements

S6.3.1 A person currently employed in either a Senior Administration Position or a Position of Added Responsibility with a continuing employment contract for a position which continues to exist, shall be appointed to that continuing position on the terms included in Schedule 6.

S6.3.2 A person employed with assured permanency in a position that continues to exist shall be eligible to continue in that position on the same basis as the previous employment, i.e. permanency in the position is assured:

Provided that the employee shall be remunerated within the terms of Schedule 6, and the employer may request and the employee may agree that a new contractual arrangement may be entered into as to continued tenure in the position, i.e. the parties may agree to adjust the permanency into fixed term arrangements.

S6.4 Definitions

S6.4.1 Senior administration positions

Senior Administration Positions howsoever designated include all appointments of teachers within the school who provide support to the principal in the senior management of the school.

S6.4.2 Positions of added responsibility

(a) Positions of Added Responsibility include all appointments of teachers within the school designated to provide support to the principal in the overall management of the school specifically in the areas of curriculum, pastoral care and other administrative responsibilities.

(b) Provided that Senior Administration Positions and Positions of Added Responsibility do not include those positions which would fill a minor co-ordinating role and which attract an allowance payment in accordance with clause 5.6.2 of the Award or any other allowance of less than one point as defined.

S6.5 Appointment - secondary schools

S6.5.1 Senior administration in secondary schools

(a) Each person who accepts a position of Senior Administration in a secondary school shall be appointed for an initial period for 5 years with a further 5 year appointment subject to a satisfactory performance review at the conclusion of the first 5 years. The review/appraisal process shall be determined by the Employing Authority. That process will be based upon principles outlined in Attachment 1 of Schedule 6.

(b) After the completion of an appointment period of 10 years, the Employing Authority may at its discretion advertise the position. Subject to a successful application the incumbent shall be appointed in accordance with clause S6.5.1(a).

(c) After the completion of an appointment period of 10 years and notwithstanding the foregoing clause S6.5.1(b), the employing Authority may, by mutual agreement with the incumbent and subject to satisfactory appraisal, appoint the incumbent for a period of up to 5 years. At the completion of this agreed period, the Employing Authority will advertise the position. Subject to a successful application the incumbent shall be appointed in accordance with clause S6.5.1(a).

S6.6 Positions of added responsibility in secondary schools

S6.6.1 Each person who accepts a position of Added Responsibility in a Secondary School shall be appointed for an initial period of 3 years. A further 3 year appointment will be made subject to a continued designation of the position and a satisfactory performance review at the conclusion of the first 3 years. The review/appraisal process shall be determined by the Employing Authority. That process will be based upon principles outlined in Attachment 1 of Schedule 6.

S6.6.2 After the completion of an appointment period of 6 years, the Employing Authority may at its discretion advertise the position. Subject to a successful application the incumbent shall be appointed in accordance with clause S6.6.1 of Schedule 6.

S6.6.3 Should an incumbent holding a position resign during a period of the contract, a fixed term contract will be made for the balance of the current triennium. Any subsequent appointment will be made in accordance with clause S6.6.1 of Schedule 6

S6.7 Appointment-primary schools

S6.7.1 Senior Administration in primary schools

(a) Each person who accepts a position of Assistant to the Principal Religious Education or Assistant to the Principal Administration in a Primary school shall be appointed on the same terms and conditions as set out in clause S6.5.

(b) Each person who accepts a position of Religious Education Co-ordinator in a primary school shall be appointed on the same terms and conditions as set out in clause S6.6.

S6.8 Termination of employment - primary and secondary

S6.8.1 Both the employee and employer shall have the right to terminate employment in positions occupied in accordance with Schedule 6.

S6.8.2 In the case of a person categorised in accordance with clause S6.5 and clause S6.7.1(a) of Schedule 6, a minimum of 3 months' notice is required by either party.

S6.8.3 In the case of a person categorised in accordance with clause S6.6 and clause S6.7.1(b) of Schedule 6 a minimum of one month's notice is required by either party.

S6.8.4 A person whose position is terminated in accordance with the terms of Schedule 6 shall continue to be employed as a teacher under the terms and conditions of the Award:

Provided that, a person who occupies a position whose length of appointment is determined by clause S6.5 or clause S6.7.1 may be required to accept employment with the Employing Authority other than at the school where the previous position was held.

S6.8.5 Clause S6.8 shall not apply to any employee dismissed for incompetence, misconduct or neglect of duty who may be summarily dismissed without notice.

S6.9 Allocation of senior administration positions

S6.9.1 Enrolment levels for the purpose of allocation of Senior Administration Positions within bands as outlined in clause S6.13 and clause S6.19 of Schedule 6 shall be those taken from the Commonwealth School Census for the year prior to the operating year.

S6.9.2 Notwithstanding the provisions of clause S6.5 and clause S6.7.1 of Schedule 6, in the event of a decrease below the enrolment required for the allocation of a Senior Administration Position, the position shall continue for that year and for the following year and then shall cease to exist:

Provided that the incumbent of the position whose appointment has terminated shall be granted continued employment with the Employing Authority as a teacher.

S6.9.3 Notwithstanding the provisions of clause S6.5 and clause S6.7.1 of this Schedule, in the event of a decrease below or increase above the enrolment required for the current classification of a Senior Administration Position, the classification of the position will continue for that year and shall then be adjusted to the appropriate band at the beginning of the following year.

S6.10 Relationship with the Award

S6.10.1 All the terms and conditions of the Award and all other Schedules between the parties shall apply to persons covered by Schedule 6 for Positions of Added Responsibility, excepting clauses 1.6.14,5.6.1 and 6.1 and for Senior Administration Positions only, clauses 1.6.6,1.6.7, 4.3, 4.7, 6.1 and 6.2.

S6.11 Release time senior administration positions -secondary

S6.11.1 The following table of release time from teaching duties shall apply to Senior Administration Positions in Secondary Schools. The designated figure represents the proportion of the teaching load for which the appointee will be released. The teaching load is based on the maximum contact time in Schedule 9.

School Size	Deputy Principal	Assistant Principal
<300	0.6	0.3
300-599	0.7	0.35
600+	0.8	0.4
800+	0.9	0.45

S6.11.2 Provision of additional release time beyond the above allocation may be taken from the general teaching provision of a school in accordance with local decision, subject to the terms and conditions of Schedule 9 and the Award whichever is applicable.

S6.12 Recognition of previous service for the position of deputy principal or assistant to the principal

S6.12.1 All previous service as a Deputy Principal or Principal of a Catholic school shall be recognised in determining the appropriate salary level for the Deputy Principal. Such service as Deputy Principal or Principal is recognised provided that there is not a break of service exceeding 12 months.

S6.12.2 All service as an Assistant to the Principal, Deputy Principal or Principal of a Catholic school shall be recognised in determining the appropriate salary level for the Assistant to the Principal. Such service as Assistant to the Principal, Deputy Principal or Principal is recognised provided that there is not a break in service exceeding 12 months.

S6.12.3 A break in service of 12 months or more may be recognised as service for purposes of allocation of salary level, if that break was for the purposes of professional development or some other purpose acceptable to the Employing Authority.

S6.13 Senior administration and positions of added responsibility - secondary

S6.13.1 Positions of senior administration

(a) One position of Deputy Principal shall be established in all secondary schools with an enrolment of less than 300 students.

(b)2 positions of Deputy Principal shall be established in secondary schools with an enrolment in excess of 300 students.

(c)3 positions of Deputy Principal shall be established in secondary schools with an enrolment in excess of 1200 students.

(d) Notwithstanding the provisions of clause S6.13.1(b) the Employing Authority may, at its discretion, create 2 Senior Administration Positions in lieu of the second position of Deputy Principal in schools with an enrolment in excess of 300 students.

(e) Notwithstanding the provisions of clause S6.13.1(c) the Employing Authority may, at its discretion, create Senior Administration Positions in lieu of the third position of Deputy Principal in schools with an enrolment in excess of 1200 students

S6.13.2 Allowance and release time: positions of added responsibility -secondary

(a) The following table outlines the minimum points available commensurate with school enrolments for the provision of both allowance payments and release time for Positions of Added Responsibility in Secondary Schools.

School Enrolment	>1000	851- 1000	751 - 850	651 - 750	551 - 650	451 - 550	351 - 450	301 - 350	151 - 300	<or =150
Allocation of Pastoral (20%)	34	28	24	22	20	16	12	10	4	4
Academic, Other Pastoral and Others	130	108	96	84	73	61	44	38	16	12
Total	164	136	120	106	93	77	56	48	20	16

(b) Enrolment levels for the purpose of allocation of Positions of Added Responsibility within the above bands shall be those taken from the Commonwealth School Census for the year prior to the operating year.

S6.13.3 Allowance points value

(a) The allowance for each of the 4 levels is calculated as follows:

• one point of allowance will be equal to the Advanced Skills Teacher 1 rate or the Leading Teacher rate (as applicable);
• 2 points of allowance will be equal to the Advanced Skills Teacher 1 rate or the Leading Teacher rate (as applicable) plus 1/29th of Band 3 Step 4 of the teacher classification scale;
• 3 points of allowance will be equal to the Advanced Skills Teacher 1 rate or the Leading Teacher rate (as applicable) plus 2/29th of Band 3 Step 4 of the teacher classification scale;
• 4 points of allowance will be equal to the Advanced Skills Teacher 1 rate or the Leading Teacher rate (as applicable) plus 3/29th of Band 3 Step 4 of the teacher classification scale.

S6.13.4 Release points value

(a) One point of release time is equal to a minimum of 48 minutes of face to face teaching.

S6.14 Allocation of allowance and release points

S6.14.1 Consultation

(a) The School Consultative Committee in Secondary schools will make recommendations about release time within the available points allocated for the school and appropriate for the structure they have suggested. The Principal, following consultation with the SCC, shall determine the release time to be allocated to each PAR position.

S6.14.2 Academic co-ordinators

(a) In establishing the appropriate Academic PAR structure, the School Consultative Committee shall take account of the following:

(i) all academic subject areas within a school shall be supervised either by an academic co-ordinator or a member of the Senior Administration Team;

(ii) there shall be 4 levels of allowance;

(iii) the co-ordinator of a subject area or group of subject areas shall receive an allowance in addition to the salary payable under the Award and a minimum release time according to the total number of teaching hours per average 5 day cycle as set out in the following table.

Level	Allowance	Minimum Release	The number of hours a subject is taught in the school
4	4 points	4 points	75 or more hours per average 5 day cycle
3	3 points	3 points	50-74 hours per average 5 day cycle
2	2 points	2 points	25-49 hours per average 5 day cycle
1	1 point	1 point	1 teacher with sole responsibility for a subject area

(b) In determining if additional release time from the quantum available is necessary, the following factors will be considered:

• the number of teachers needing to be co-ordinated
• the number of subjects involved in any area of academic responsibility
• the curriculum structure of the school e.g. KLAs, Middle School and Senior School, unitised / vertical curriculum
• the number of students studying subject / KLA
• the structure of the school e.g. multiple campuses or 8-10, 11-12, 8-12 arrangements
• school curriculum initiatives
• other relevant factors.

(c) A 10% flexibility level is permissible in allocating points to release time per position.

For example:

A level 4 Co-ordinator has the following allocation:

Salary points = 4. Release points= 4.
10 per cent of 4 release points =0.4 points.

If, for example, one point of release time is equivalent to 48 minutes of face to face teaching then 0.4 release points = (0.4 x 48 minutes) = 19.2 minutes.

In this example, the range for a 4 point release is (4 x 48 minutes) + 19.2 minutes.

This will permit a Level 4 Co-ordinator release time of:

either	4 x 50 minute periods
or	4 x 45 minute periods
or	5 x 40 minute periods.

S6.14.3 Pastoral co-ordinators

(a) The appropriate designations, allowance and release time to be allocated, is determined by the principal following consultation with the School Consultative Committee.

(b) The occupants of these positions may be responsible for the welfare of groups of students whether structured by year groups, "houses" in schools or otherwise.

(c) In determining the appropriate allowances and release time to be recommended for Pastoral Coordinators, the School Consultative Committee shall take account of the following factors.

• the pastoral care structure of the school e.g. vertical or Year level
• the number of students and teachers involved in the pastoral care structure
• the number of Year levels involved if structure is based on Year levels
• particular pastoral care needs peculiar to the school
• responsibility for outside school activities each of which is of more than 4 days' duration e.g. camps
• other relevant factors.

S6.14.4 Other positions in response to emerging needs

(a) The appropriate designations, allowance and release time to be allocated, is determined by the principal following consultation with the School Consultative Committee.

(b) In determining the appropriate allowances and release time to be recommended for these positions, the School Consultative Committee shall take account of the following factors:

• impact of school initiatives e.g. VET, technology, "health promoting school"
• the numbers of students and teachers involved in the program / activity
• the level of overall resourcing in a particular area e.g. technical support.
• other relevant factors

(c) The occupants of these positions shall be responsible for activities which may include, but are not limited to, careers advice or sports co-ordination.

(d) The term of appointment to these positions may be varied according to need and be less than that provided in clause S6.6 Such variation would be by consultation with the incumbent, the School Consultative Committee and the Principal/employing authority.

S6.15 Par points allocation in p-10 & p-12 schools

S6.15.1 Allocation of points to positions across primary and secondary enrolments

The Principal is responsible for determining the appropriate PAR structure for the school. The School Consultative Committee shall propose to the Principal possible models of Positions of Added Responsibility appropriate for the particular school after consultation with the whole teaching staff.

In determining these models and recommending the appropriate allowances and release time, the SCC shall take into account factors such as:

• the distribution of positions that would occur if the primary and secondary components of the school were separate (as detailed in clauses S6.14, S19 and S20)
• the curriculum organisation of the school as a whole
• special curriculum initiatives that impact across the school
• the pastoral care structure of the total school
• the number of students and teachers involved in each segment of the pastoral care structure
• the campus structure
• the extent to which such things as technological provision and sporting competition cross over traditional primary/secondary categories
• the level of technical, clerical or aide support across primary and secondary components of the school.

S6.15.2 Additional resourcing

After considering the overall level of resources across the school, the employing authority, at its discretion, may provide additional points in exceptional circumstances.

S6.16 Appointment of religious education co-ordinator - secondary schools with enrolments of less than 300 students

S6.16.1 In Secondary Schools with enrolments of less than 300 students, a Religious Education Co-ordinator may be appointed to a Position of Added Responsibility. The employing Authority may at its discretion appoint an Assistant to the Principal Religious Education. The additional cost beyond the appropriate allowance pertaining to a Position of Added Responsibility shall be borne by the Employing Authority.

S6.17 School consultative committee - secondary - positions of added responsibility

S6.17.1 School consultative committee - secondary

(a) The Principal shall determine the appropriate middle management structure and release time for a secondary school. In determining this structure a consultative process involving the formation of a School Consultative Committee(SCC) will be followed.

(b) Membership of the School Consultative Committee shall include:

• 2 persons nominated by the Employing Authority/Principal
• one Union member elected by the school Chapter of the QIEU
• one staff member elected by the teaching staff other than members of Senior Administration.

(c) It would be appropriate for the School Consultative Committee to determine a number of options for the middle management structure which take account of the current organisation and future needs of the school. Consultation by the whole Committee with the entire teaching staff is recommended.

(d) Appropriate management provision shall be made for pastoral, academic and other emerging needs of the contemporary secondary school. The Employing Authority in consultation with the School Consultative Committee will give consideration to the particular requirements of the school by first allocating up to 20% of available points to the pastoral area. Academic and other needs including pastoral needs will be assessed in the context of the remaining available points.

(e) A consultative process involving participation of the School Consultative Committee will be the vehicle by which the school's middle management structure will be reviewed each 3 years or by local agreement. The detail and the form of such a review is to be negotiated between the parties.

S6.18 Role descriptions and key selection criteria for senior administration positions and positions of added responsibility

S6.18.1 Role descriptions

(a) Role Descriptions for all Senior Administration Positions and Positions of Added Responsibility will be developed where they do not already exist. Such Role Descriptions may include statements similar to those below:

(b) Contributions to the Mission/Ethos of the School or College

• Participate in processes that contribute to the positive development of the school mission and ethos
• Participate in processes that assist in the formation of school/College policies and practices

(c) Learning and teaching

• Develop and maintain effective teaching
• Implement quality pedagogies
• Plan, implement and evaluate the nature of student's learning outcomes
• Develop collaborative ways of improving teaching and learning in specialised subject areas

(d) Information, communication and technology

• Establish policies relating to the use of information technologies for students and teachers
• Monitor the implementation of the use of information technologies for students and teachers
• Plan for the provision of suitable professional development

(e) Accountability including student outcomes

• Become familiar with QSA procedures and requirements relating to the programming and assessment
• Develop and implement QSA and school based programs
• Plan for the provision of quality professional development for staff

(f) Accountability to school community

• Ensure quality reporting programs are in place for students, parents and staff
• Work collaboratively with the school administration to develop these reporting programs

(g) Professional development

• Access quality professional development for staff
• Develop collaboratively school based professional development
• Encourage participation in professional associations or similar organisation

(h) Management of staff and resources

• Work collaboratively with staff and administration to ensure appropriate allocation of classes
• Establish effective budgeting and resource process
• Ensure appropriate WHS procedures are established and monitored

S6.18.2 Key selection criteria

(a) Key Selection Criteria will be developed where they do not exist currently. Such Key Selection Criteria could include:

(i) Demonstrated commitment to the Catholic mission/ethos of the school/college

(ii) Demonstrated achievement in the learning and teaching aspects of school life

(iii) Ability to implement and use creatively a range of activities associated with information technology

(iv) Demonstrated understanding of curriculum development and QSA and employing authority procedures

(v) Ability to plan effectively and communicate an appropriate range of reporting processes

(vi) Demonstrated involvement and commitment to quality professional development

(vii) Ability to develop processes to manage staff and resources effectively and collaboratively

S6.19 Remuneration and release time - primary schools

S6.19.1 A position of Assistant to the Principal Religious Education and a position of Assistant to the Principal Administration shall be established in schools with an enrolment of 451 or more students. The occupant of either of these positions maybe required to deputise for the Principal in respect of short term absences.

S6.19.2 A position of Assistant to the Principal Religious Education or Religious Education Co-ordinator shall be established in schools with an enrolment of 450 or less students.

S6.19.3 In schools of 450 or less students, a specific teacher shall be designated to deputise for the Principal in respect of short term absences. Where the person deputising is not the Assistant to the Principal Religious Education or Religious Education Co-ordinator, an allowance of one point per annum shall be paid.

S6.19.4 If REC/APRE does not deputise, the person appointed to deputise shall receive one point of allowance per annum by way of remuneration.

S6.19.5 The following table outlines the minimum positions, form of remuneration and release time commensurate with school enrolments for Senior Administration Positions in Primary Schools.

PRIMARY SCHOOLS

School enrolment	Minimum Positions	Allowance points	Release time
<51	REC/APRE	1 pt	2 hrs
51-75	REC/APRE	1 pt	6 hrs
76-150	REC/APRE	1 pt	6 hrs
151-250	REC/APRE	2 pts	7.5 hrs
251-300	REC/APRE	2 pts	7.5 hrs
301-325	REC/APRE	3 pts	11 hrs
326-400	REC/APRE	3 pts	13.75 hrs
401-450	REC/APRE	4 pts	13.75 hrs
451-500	APRE + APA	Salaries	16.5 hrs (each position)
501-550	APRE + APA	Salaries	16.5 hrs (each position)
551-600	APRE + APA	Salaries	16.5 hrs (each position)
601-700	APRE + APA	Salaries	Full Release
701+	APRE + APA	Salaries	Full Release

S6.20 Appointment of assistant to the principal religious education or religious education co-ordinator - primary schools with enrolments of less than 150 students

S6.20.1 It is recognised by the parties that difficulty may be encountered in the attraction of suitable applicants to the positions of Assistant to the Principal Religious Education or Religious Education Co-ordinator in schools in remote localities with enrolments of less than 150 students.

S6.20.2 The Employing Authority undertakes to make every effort to fill a vacant position both by internal notification and by newspaper advertisement. Should the position remain vacant, the Principal shall carry out the appropriate duties until a suitable applicant can be found:

Provided that a suitably qualified applicant may be appointed for a fixed term period of one year, in accordance with the fixed term provisions contained in clause 4.5 of the Award.

S6.21 Appointment of members of religious congregations to senior administration positions and positions of added responsibility

S6.21.1 An Employing Authority shall place in a school any number of Religious Congregation members it deems appropriate. Whilst placement of Congregational members would normally be at the beginning of the year or semester, placement may occur at other times. The Employing Authority, in making all placements shall consider the interests of the students, Principal and other staff members.

S6.21.2 The Employing Authority shall retain the right to appoint the Principal, and any other person to Positions of Added Responsibility through the Principal.

S6.21.3 Where a Congregational member is appointed to a position of Senior Administration or other Positions of Added Responsibility then the points allocated to both allowance and release time for such a position should be considered to be allocated as if the appointee was a salaried teacher.

S6.21.4 Schools shall not allocate points belonging to a Congregational member occupying a Position of Added Responsibility to any other Position of Added Responsibility in the school. A salaried teacher may be appointed to a Position of Added Responsibility previously held by a Congregational member. A Congregational member may be appointed to a Position of Added Responsibility previously held by a salaried teacher.

S6.22 Appointment of acting positions

S6.22.1 Provision for the appointment of a person to act in a Senior Administration Position or a Position of Added Responsibility.

(a) Clause S6.22.1 applies to the appointment of a person to act in the position of Deputy Principal, Assistant to the Principal (Administration), Assistant to the Principal (Religious Education), in Primary and/or Secondary schools or a Position of Added Responsibility.

(b) Appointment to an acting position is for a defined period and shall be confirmed in writing.

(c) An acting position may be determined in those situations where the incumbent is on leave or an interim vacancy exists.

(d) The number and/or existence of such positions is determined by the employing authority.

(e) The appointment to an acting position is for a fixed term of 4 or more continuous weeks. Clause S6.22.1 shall not preclude appointment to an acting position for less than 4 weeks for emergent reasons.

(f) An appointment of 4 weeks may include student free days.

(g) The 4 weeks or more of continuous service in the acting position will be exclusive of the vacation periods. Where the appointment is made across a vacation period the appointee will be paid at the acting rate for the vacation period. Where the appointment is contiguous to student free days the student free days shall be paid at the acting rate.

(h) The salary rate paid shall be in accordance with the salary schedule outlined in Attachment 2 of this Schedule for that position provided that the acting appointee's experience in the position shall be recognised.

(i) Where appropriate the Employing Authority/principal may call for expressions of interest from current employees regarding the acting position.

(j) All paid leave taken during an acting appointment shall be paid at the appropriate acting rate.

(k) School vacation leave, which is immediately following a period designated as acting, shall be paid at the acting rate.

(l) When an employee takes paid leave immediately following a period designated as acting, that employee shall be paid for such leave at the acting rate.

S6.23 Amendment to the application of this Schedule

S6.23.1 In special or unique circumstances the employing authority and the Union may enter into arrangements, the application of which will amend the provisions of this Schedule for an identified school. These arrangements will be recorded in writing by way of exchange of letters between the parties and will normally be for a period not exceeding 12 months.

Attachment 1 - Review/Appraisal Process Principles

The Principles that shall be applied to the appraisal process will include the following:

• Shared Responsibility
• Negotiation
• Consultation
• Self Review of Performance Based on Role Description and Duty Statements
• Validation
• Documentation
• Confidentiality
• Natural Justice
• Resourcing

The above Principles are elaborated in the following terms:

Shared Responsibility:

• The responsibility for the appraisal process is shared by the employer (or nominee) and the appraisee.
• The details of the process will clearly indicate who has the responsibility for each component of the process and how the responsibility will be exercised.

Negotiation:

• Negotiable aspects should be identified and documented within the broad framework developed by each employing authority/school for its appraisal process.
• The Principal/Appraisee should be prepared to discuss and agree upon certain aspects within the broad framework of the appraisal process.

Consultation:

• The Employing Authority/Principal consults collaboratively with the role holder for input and advice.
• The final decision on the appraisal process rests with the employing authority.

Self Review of Performance Based on Role Description and Duty Statement:

• The appraisee reflects upon practice within the framework of the Role Description and Duty Statement applicable during the term under review.
• These documents set and inform the parameters for the format of the self review.
• The self review may be transmitted in written, oral or some other negotiated form.
• The self review may be a culmination of on-going documentation of practice.
• The reflection includes areas of performance that are believed to have been effective and areas of performance that may require further development.
• It is the performance of the incumbent that is being reviewed. There is no judgement of the person involved.

Validation:

• Within the framework of the process, data related to the role and duty statements will be gathered to validate the self review.
• The methodology for validation shall form part of the consultation process.

Documentation:

• The Summative Appraisal generates a written report that is submitted to the Employing Authority/Principal. The report remains the property of the employing Authority / Principal and the Appraisee.

Confidentiality:

• All materials other than the final report generated in the process shall remain confidential to that process.

Natural Justice:

• The appraisee is advised of the content of information obtained in relation to the appraisee as part of the process. Only information which has been substantiated will form part of the appraisal process.
• The appraisee has the right to approach the panel to be informed of the content and nature of the information gathered and the identity of those who supplied it.
• The appraisee is given reasonable opportunity to respond to the matters dealt with in the information.
• Any person asked to provide information for use in an appraisal process is to be advised, at the time of the request, that such information and the identity of the person providing the information may be made known to the appraisee.

Resourcing:

• Provision of appropriate resources for the process will be negotiated between the appraisee, those undertaking a role in the appraisal on the one hand and the employing authority on the other.
• Those elements of the process which are of the nature of self-appraisal will not receive additional resources from the employing authority.
• The level of resourcing to address the outcomes of appraisal will be a matter of negotiation between the appraisee and the employing authority.

Attachment 2 - Wages and Allowances

Positions of Senior Administration and Positions of Added Responsibility

Position	Fortnightly	Annual
	$	$
Middle Management Allowances
PAR Level 1	97.20	2,537
PAR Level 2	177.80	4,638
PAR Level 3	258.20	6,737
PAR Level 4	338.80	8,838
Senior Administration Salary
AP Level 1	2,765.20	71,254
AP Level 2	2,833.80	73,044
AP Level 3	2,899.50	74,758
Deputy Principals
DP 1st Year	2,833.80	73,044
DP 2nd Year	2,899.50	74,758
DP 3rd Year	2,971.50	76,636
DP 4th Year	3,043.00	78,502
DP 5th Year	3,118.50	81,359