Victorian Government Schools Agreement 2013

Report
VGSA 2013
Victorian Government Schools
Agreement 2013
VGSA 2013
Key Features
• Combined Agreement covering all Teaching Service Employees (four unions
covered - AEU, APF, CPSU and United Voice)
• Salary increases combining base increases with increases in the gaps between
salary sub divisions
• $1,000 lump sum payment
• Redesigned classification structures
• 6 weeks’ additional leave for education support class employees and the abolition
of the existing recall arrangements
• Advertisement of all vacancies longer than six weeks
• Selection based solely on merit - employees with priority status no longer
considered in isolation but guaranteed interview – dedicated redeployment/career
transition support for excess employees.
• Parental leave changes
• Consultation improvements
• Improved unsatisfactory performance process
VGSA 2013
Salary Increases
Salary Increases have two drivers –
• base pay increases payable each six months of varying amounts
Salary
• widening the gap between salary sub divisions
Employee
Benefit
April 2013
Aug 2013
Feb 2014
Aug 2014
Feb 2015
Aug 2015
VGSA 2013
Teacher Class Salaries
New Structure
Existing Structure
April
2013
Aug
2013
Feb
2014
Aug
2014
Feb
2015
Aug
2015
Total %
increase
T3-3
$93,721
$94,476
$95,704
$97,422
$97,852
$104,296
16.6%
T3-2
$91,122
$91,715
$92,678
$94,028
$94,365
$99,424
17.1%
$86,861
T3-1
$88,598
$89,279
$81,806
$84,056
T2-6
$85,737
$86,396
$87,467
$91,276
$93,558
$94,961
16.1%
E-3
$74,351
$76,396
T2-5
$77,924
$78,628
$79,773
$81,375
$81,776
$87,785
17.7%
E-2
$72,115
$74,099
T2-4
$75,581
$76,230
$77,283
$78,759
$79,128
$84,661
18.2%
T2-3
$73,307
$73,903
$74,871
$76,227
$76,565
$81,648
18.8%
VGSA 08
2.75%
LT 1-3
Leading
Teacher LT 1-2
$89,423
$91,883
$86,944
$89,335
LT1-1
$84,536
E-4
Translation
Level 3
Expert
Accomp
17.6%
Level 2
E-1
$69,946
$71,870
A-5
$67,516
$69,373
T2-2
$70,760
$71,331
$72,257
$73,554
$73,878
$78,742
19.5%
A-4
$65,645
$67,451
T2-1
$68,800
$69,310
$70,139
$71,299
$71,589
$75,940
20.5%
A-3
$63,826
$65,582
T1-5
$66,894
$67,347
$68,083
$69,114
$69,372
$73,238
19.7%
A-2
$62,057
$63,764
T1-4
$65,039
$65,439
$66,088
$66,997
$67,224
$70,631
18.9%
A-1
$60,337
$61,997
T1-3
$63,237
$63,586
$64,152
$65,100
$65,289
$68,118
18.6%
G-2
$57,040
$58,609
T1-2
$59,781
$60,204
$60,890
$61,851
$62,091
$65,694
18.0%
G-1
$55,459
$56,985
T1-1
$58,125
$58,498
$59,106
$61,199
$61,334
$63,356
17.0%
Level 1
Grad
VGSA 2013
Classification Structure
Key changes to the career structure are:
• Principal classification with six remuneration ranges
• Assistant principal classification with four remuneration ranges
• Leading teacher classification with one salary range
• Classroom teacher classification with two salary ranges
• Two paraprofessional classifications each with two salary ranges
• Two education support classifications with five salary ranges at level 1 and
one salary range at level 2
VGSA 2013
Principal Class - New Structures
Liaison principal
Principal
Range
6
Range
5
Range
5
Range
4
Range
4
Range
3
Range
3
Range
2
Range
2
Range
1
Range
1
Liaison Principal
Assistant Principal
Range
4
Principal
Assistant principal
Range
6
Absorbed
in 2017
Range
3
Range
2
Range
1
VGSA 2013
Level 2
Teacher and ES - New Structures
Range 6
Leading Teacher
Range 4
Level 2
Level 1
Teacher Class
Classroom Teacher
Range 5
Range 3
Level 1
Range 2
Range 1
Education Support Class
VGSA 2013
Selection on Merit
•
Current process for identification of excess and redundancy processes unchanged
•
All vacancies of longer than 6 weeks to be advertised
•
Move to merit being the only criterion for selection by removing the priority status
provisions (ie redeployment managed solely on relative merit selection of all applicants)
•
Applicants with priority status guaranteed interview for any vacancy
•
Retrenchment processes at the end of the redeployment period unchanged
Identification
of Excess
2 weeks
Redeployment
Process
12 months for teacher - 6 months for ESC
Career Transition
Support*
*School pays the cost of career transition support
Redundancy
Process
4 months
Performance & Development
VGSA 2013
• Existing performance and development arrangements continue to apply for the
2013-14 performance cycle.
• Common performance cycle with salary progression for eligible employees paid from
1 May each year.
• Notification obligation moved to 1 March (rather than 1 February). If notification is
not provided by 1 March the employee will receive salary progression irrespective of
the outcome of the performance assessment.
• The minimum period of service for eligibility for salary progression increased from
four months to six months.
• Performance and development arrangements will be reviewed in consultation with
the unions and other key stakeholders. Any changes to the performance and
development arrangements will not be introduced before the commencement of the
2014-15 performance cycle.
VGSA 2013
Performance Outcomes
Performance &
Development Process
Under performing
Unsatisfactory Performance
At or above Threshold
Below Threshold
High Performing
High Performing
High performing
Unsatisfactory performance
VGSA 2013
• The Agreement includes improved procedures for managing unsatisfactory
performance
• The new procedures anticipate completion of unsatisfactory performance
procedure within a maximum thirteen week period (while recognising that
circumstances may arise where this timeframe is not achievable)
• Prime objective remains improving an employee’s performance to a satisfactory
level
• Provides clarity for principals and employees about the steps, timeframes and
appeal mechanisms in the event unsatisfactory performance procedures are
implemented
• New right of appeal for an employee at the commencement of the procedures
(however the lodging of an appeal does not prevent the continuation pending the
outcome of the appeal)
VGSA 2013
Fixed Term Employment
Existing arrangements continue with the following changes:
• Introduction of standard 7 year fixed term employment to replace an
employee on parental absence with early termination on 10 weeks’ notice if
the employee on parental absence resumes duty
• Introduction of standard 7 year fixed term where employment is linked to
Student Support Funding with early termination on 10 weeks’ notice if
funding or comparable funding reduces or ceases
• The Agreement continues to provide opportunities for fixed term employees
to be offered translation to ongoing employment and includes changed
eligibility requirements
VGSA 2013
Education Support Class
Introduction of revised employment and leave arrangements for education support class
employees including:
• a single employment and salary model replacing the existing 52/52, 48/52 and school
year models of employment
• accrual of ten weeks leave each year comprising 20 days annual leave and 30 days
additional leave
• payment of a leave purchase allowance for attendance for up to six days during one
or two school vacation periods to replace existing recall arrangements or for a longer
period agreed between the principal and the employee up to a maximum of 30 days
• capacity for schools to advertise positions that require attendance during the 30 day
additional leave period
• transitional arrangements for existing employees working in excess of the 48/52
model of employment including 52/52 employees
• probation period extended from three months to six months
• the minimum redeployment period for excess education support class employees
increased from three months to six months
VGSA 2013
Education Support Class - Leave
From 6 October
Current
4 weeks
leave
4 weeks
annual leave
Common Salary
(Equivalent 48/52)
4 weeks
leave
48/52 Salary
52/52 Salary
4 weeks
leave
6 weeks
additional
leave
Attendance can be
agreed for the
remaining 24 of the
additional leave
days
24 days
6 days
Leave
purchase
allowance
Attendance can be
required for 6 of
the additional
leave days
VGSA 2013
Leave Purchase Allowance
The leave purchase allowance is paid when an employee attends during the
additional leave period and the additional leave reduced accordingly.
Leave purchase allowance = Hourly rate x additional leave purchased x 72.47%
For Example:
A current ES range 4-4 employee at 52/52 is paid
$84,562
A current ES range 4-4 employee at 48/52 is paid
$78,057
From the commencement of the new structure both
employees will be paid
$78,057
A 52/52 employee will be paid a leave purchase allowance for 30 days (228 hours)
additional leave calculated as follows:
$39.37 x 228 hours x 72.47% = $6,505
The employees total earnings will be base pay ($78,057) + allowance ($6505) = $84,562
VGSA 2013
Leave Purchase Allowance
The leave purchase allowance is paid when an employee attends during the
additional leave period and the additional leave reduced accordingly.
Leave purchase allowance = Hourly rate x additional leave purchased x 72.47%
For Example:
A current ES range 4-4 employee at 52/52 is paid
$84,562
A current ES range 4-4 employee at 48/52 is paid
$78,057
From the commencement of the new structure both
employees will be paid
$78,057
A 48/52 employee who is required to attend for duty for the maximum 6 days (45.6
hours) will be paid a leave purchase allowance calculated as follows:
$39.37 x 45.6 hours x 72.47% = $1,795
The employees total earnings will be base pay ($78,057) + allowance ($1,795) = $79,852
VGSA 2013
School Based Consultation
The aim is to have workplace consultative arrangements that ensure school based
decisions are carried out in a framework that enables staff to have input
The agreement describes consultation as ……………
‘Consultation is not perfunctory advice on what is about to
happen. This is common misconception. Consultation is providing
the individual, or other relevant persons, with a bona fide
opportunity to influence the decision maker… Consultation is not
joint decision-making or even a negative or frustrating barrier to
the prerogative of management to make decisions. Consultation
allows the decision making process to be informed, particularly as
it may affect the employment prospects of individuals.’
VGSA 2013
School Based Consultation
Consultative arrangements ensure the principal has ultimate administrative and
operational responsibility for decisions at the school level, provided that these
decisions are made within a framework that enables staff input
Same as previously with the following changes :
• common consultative arrangements for the teacher class and the education
support class
• matters to be agreed as part of the consultative arrangements and reported by
1 September are clearly defined
• definitions of “long-term planning” and “workforce plan” to
better clarify what is to be the subject of consultation
• the requirement for long-term planning decisions to be
determined and communicated to staff in writing by the end
of November each year and grievances, if any, against those
decisions lodged within 5 days of the decision.
VGSA 2013
School Based Consultation
Curriculum
Program
SRP
(Budget)
Preferred
Staffing
Profile
Workload
Workforce
Planning
Staff
Movement
Attrition
Roles
&
Duties
Career
Structure
VGSA 2013
Parental absence
The Agreement provides for the following changes to the parental absence
arrangements:
• extends the existing 7 year parental absence arrangements to education support
class employees consistent with the arrangements in place for other Teaching
Service employees. In addition the requirement to notify an intention to resume
duty in the following school year has been brought forward to 1 October in the
previous year.
• the renaming of Adoption Leave which is now known as Other Paid Parental
Leave. The purpose of this change is to widen the eligibility for this paid leave to
include employees who become the legal parent of a child via adoption, legal
guardianship, surrogacy or other circumstances approved by the Department
• the introduction of the option of half pay maternity leave. This will enable an
employee to elect to take 14 weeks maternity leave on full pay or 28 weeks
maternity leave on half pay.
VGSA 2013
Part Time
“….Any time fraction reduction is permanent however the employee and the Employer
may agree in writing, at the time of the reduction, or at a later time, to a future dated
time fraction increase….” - clause 24(10)
“….An employee may request to return to duty following a parental absence on a parttime basis until the child reaches school age to assist the employee in reconciling work
and parental responsibilities….” - clause 26(17)(i)
“….Where an employee returns to duty on a part-time basis under this subclause that
employee will revert to the time fraction she/he was working immediately prior to the
commencement of the parental absence when the child reaches school age….”
- clause 26(17)(i)
VGSA 2013
Implementation
8 August 2013
$1,000 lump sum paid to all employees on the payroll as at 10 July 2013.
Employees on leave without pay will be paid the lump sum on resumption of duty
provided the resumption occurs within the life of the Agreement (ie on or before
31 October 2016).
22 August 2013
Salary and allowance increases and arrears paid to all eligible employees.
Employees must have commenced current employment on or before 10 July 2013
to be eligible for arrears earlier than that date.
6 October 2013
• Commencement of changes to the classification structures
• New priority status arrangements commence
• New education support class arrangements commence
• All positions to be advertised
VGSA 2013
Key Documents

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