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Professional Update 2019

Professional Update 2019. Topics. Vision and Mission Online Training – SALT WHS Committee & Risk Management Risk Management & Incident Reporting Emergency Preparedness & First Aid Requirements Workplace Bullying Mental Health in the Workplace Wellbeing Programs in Schools

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Professional Update 2019

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  1. Professional Update 2019

  2. Topics Vision and Mission Online Training – SALT WHS Committee & Risk Management Risk Management & Incident Reporting Emergency Preparedness & First Aid Requirements Workplace Bullying Mental Health in the Workplace Wellbeing Programs in Schools Child Protection in Schools 9.1 – Building child safe Schools9.2 – Child protection focus9.3 – School non-attendance 9.4 – Harmful Sexual Behaviours of Students9.5 – Reporting child protection concerns in Schools9.6 – Report to Police: Failure to Report offence9.7 – New Law in Child-related organisations9.8 – Reporting concerns and allegations in Schools9.9 – Working With Children Check Professional Conduct Expectation Acceptable Use of Information Technologies Policy Update Complaints Handling13.1 Complaints Handling - Policy13.2 Complaints Handling – Respectful Relationships Supervision Policy and Planning Dress Code Policy Working From Home Policy Intellectual Property Conflict of Interest Privacy 19.1 Privacy - Data Breaches 19.2 Privacy - Requirements Navigating Family Law Issues in Schools NSW Education Standards Authority (NESA) 21.1 – Teacher accreditation & responsibilities21.2 – Australian Professional Standards21.3 – Policy & Procedures21.4 – Teachers seeking proficient accreditation21.5 – Teacher maintaining at Proficient Teacher 21.6 – The 3-6-3 WWCC renewal reminder system Long Service Leave & Leave Without Pay Personal/Carer’s Leave23.1 – Entitlement23.2 – Notice and Evidence Requirements Special Leave The Disability Standards for Education25.1 Standards25.2 School and Staff Obligation25.3 Relevance of training Operating on a Not-For-Profit Basis

  3. Our Catholic School is committed to: < INSERT LOCAL/SCHOOL VISION AND MISSION > 1. Vision and Mission

  4. 2. OnlineTraining - SALT • CEDoW uses refresher online training known as SALT. • All existing school staff should have completed the SALT training modules • – Regular reports have been sent to Principals • All new staff are required to complete the SALT training • within 3 months of commencing with • Catholic Education Diocese of Wollongong (CEDoW) • NB: Casual staff must complete the SALT requirement to • remain eligible to work in CEDoW. • Please email saltadmin@dow.catholic.edu.au if you need assistance in accessing SALT • REMINDER • All existing Staff should have completed the 1-day Diocesan Child Protection Training Course. • All new staff are required to complete 1-day Diocesan Child Protection Training Coursewithin the first 12 months of their employment. • Please enrol via ESS if you have not previously completed the 1-day Diocesan Child Protection Training Course.

  5. 3. WHS Committee & Risk Management • Everybody has a voice regarding their safety. CEDoW supports and promotes the contribution staff can make to the design of safe work practices and the maintenance of safe working environments. By providing everybody in the workplace a voice regarding their safety schools are able to continually improve in the area of safety management. • WHS Committee • A Work Health and Safety Committee (WHSC) is the preferred model for each school to engage in authentic discussion regarding work health and safety. • The WHSC is required to meet once per term, record the items raised during the meeting through minutes and provide these minutes to the broader school staff community so that everyone remains informed about the work being undertaken regarding their safety. • The WHSC is also responsible for maintenance and review of the sites Emergency Preparedness and Planning Procedures. These procedures should be reviewed yearly with at least 2 emergency drills taking place. For further information on Consultation please contact Safety Wellbeing and Professional Services on ext 913 or 829 or email at whs@dow.catholic.edu.au.

  6. 4. Risk Management & Incident Reporting • WHS Risk Management • All Staff have a responsibility to undertake and document risk assessments for activities where there is foreseeable risk to safety. WHS risks MUST be eliminated so far as reasonably practicable, or, if elimination is not reasonably practicable, MUST be minimised so far as reasonably practicable. • At a minimum, risk assessments should be undertaken for school/office activities such as: • School excursions and camps/overnight stays • Sports carnivals, days and/or programs • Concerts/Significant Events • School Fetes • Working bees • Science Experiments • Incident Report • All incidents (staff and students and visitors) must be recorded. • A Injury Notification Form is to be completed for any injury, located on the Work Health and Safety page of InfoPoint • If a Staff member suffers a work related illness or injury and wishes to make a workers compensation claim, contact the Health Safety & Wellbeing team within 24 hours of the injury occurring. For further information on Consultation please contact Safety Wellbeing and Professional Services on ext 913 or 829 or email at whs@dow.catholic.edu.au.

  7. 5. Emergency Preparedness & First Aid Requirements • First Aid • For ALL Staff - Annually • Emergency Care training including CPR and the familiarisation with the Automatic External Defibrillator (AED) as well as a brief refresher of anaphylaxis and asthma first aid including practice with auto-injector training devices (EpiPen) and administering Asthma First Aid. • For ALL Staff - Every Two Years • Detailed Anaphylaxis and Asthma Training conducted by an appropriate face to face training provider. • Designated First Aid Officers • An appropriate number of staff to be designated as the schools First Aid Officers. This should be determined based on a risk assessment. Designated First Aid Officer’s must hold a valid Provide First Aid and CPR certificate. • Emergency Preparedness • It is important that you are familiar with the emergency procedures for the school and actively participate in any practice evacuations relating to specific events, such as: • Fire Evacuations • Lockdowns • Bomb Threats • Major threats of violence • Electrical Storms • Floods • Bushfires • Serious injuries requiring medical attention • Take time to look over the school evacuation procedures and familiarise yourself with the evacuation routes, emergency assembly area of the school and responsibilities that you and others play • in the event of an emergency. For further information on Consultation please contact Safety Wellbeing and Professional Services on ext 913 or 829 or email at whs@dow.catholic.edu.au.

  8. 6. Workplace Bullying YOU THINK THIS HAS NOTHING TO DO WITH YOU – The Devil Wears Prada, 2006 What is workplace bullying Workplace bullying is repeated, unreasonable behaviour directed towards an employee or group of employees that creates a risk to health and safety. Bullying in the workplace is often subtle, occurring over a period of time.  Victims often do not speak up early as they do not want to appear weak or unable to cope. One of the most powerful groups in bullying is the bystander. • What can I do? • Actively create a positive workplace culture by standing up against bullying in the workplace • Step in, tell the person that their behaviour is not appropriate • Speak with your Principal and/or Human Resource Services around the situation or incident • Support the victim and assure them they are not alone For further information on Workplace Bullying please contact the Industrial and Legal Officer, Human Resource Services, on ext. 835 or 905.

  9. 7. Mental Health in the Workplace LOOK OUT FORbehaviour changes (e.g. teary, easily angered or frustrated, avoiding colleagues, difficulty concentrating, loss of interest in things, loss of confidence, lack of engagement and having negative thoughts) IF YOU NOTICEchanges over a period of time don’t step away, take action • Talk about your concerns with the person • Talk about the changes in the persons behaviour that you have noticed • Don’t make assumptions about what may be causing the behaviour • Escalate your concerns if you feel there is a threat to the persons wellbeing or others safety TAKE ACTIONsupport is available through • AccessEAP 1800 818 728, https://www.accesseap.com.au/ • Heads Up https://www.headsup.org.au/ • Beyondblue Support Service 1300 224 636 https://www.beyondblue.org.au/ • Doctors and other health professionals For further information on Mental Health in the Workplace please contact Safety Wellbeing and Professional Services on ext 913or 829 or email at whs@dow.catholic.edu.au.

  10. 8. Wellbeing Programs in Schools • Employee Assistance Program (EAP) • CEDoW invests in an EAP, as a positive step for supporting the wellbeing of Staff. The EAP is also a great resource for Staff with a focus on pro-active and preventative health and wellbeing measures • The EAP offers free confidential counselling to Staff and members of their immediate family for work or personal difficulties. Appointments can be made by phoning the service directly – 1800 818 728 • AccessEAP also have the EAP in Focus App to provide a range of resources the App is available on the App Store and Google Play. Staff are encouraged to take time to explore theAccessEAPwebsite which has a wide range of offerings. • Voice Care Australia • 4 x sessions with a qualified Speech Therapist including voice assessment and treatment sessions at no cost to staff • Provision of personal amplification systems if required • Support with flexible work arrangements where appropriate where short term vocal rest is recommended

  11. 9.1Building child safe Schools Our statement of commitment In caring for children and young people, we must act in the best interest of children and take all reasonable steps to protect children “This involves sincere commitment to upholding children’s rights to safety and their wellbeing, and taking comprehensive steps to create a child safe school organisation and culture …” REFLECT: What does this mean for me, and for my role, if Iam to make a sincere commitment to the protection of children in our schools?

  12. 9.2Child protection is focused on the safety, welfare and wellbeing of Students • Serious concern for a child may include – • SexualAbuse • - Includes Problematic or harmful sexual behaviours of a Child • PhysicalAbuse • Ill treatment • Psychological Harm to a child - Emotional Abuse • Child a danger to Self or Others • Carer concern (concern about the child’s carer) • – Domestic Violence, Carer mental health, Carer substance abuse • Neglect • – Includes ‘Education neglect’

  13. 9.3 School Non-Attendance When is non-attendance a child protection issue? Be aware: Non-attendance or habitual absence from school -- Educational neglect • It is critical that our schools act to address this: • Intervene early • Escalateif serious/persistent non-attendance concerns • Keep CEO informed • If absent for 10 days, contact the Education Officer, Behaviour or Special Education in the School Improvement Services Specialist Support (SI-SS) Team, and submit an MSPEC Referral Form, and • Rule of thumb:30 days in 100 unexplained/unjustified absence => RoSH (Risk of Significant Harm) ⇨Requires child protection mandatory reporting to FaCS • What might indicate a more serious child protection concern • physical or mental health issues affecting the student or their parent/carer(s) - eg. depression • concerns about the carer(s) - eg. substance abuse, domestic violence, lack of supervision • child vulnerability - age of the student and siblings, disability • previous history, including interventions and outcomes • If the student’s enrolment is terminated (for any reason) when school attendance concerns exist ⇨ Follow up to advise the student’s next school (or DoE if no school) of the relevant history/concerns Link here for Ed Neglect Checklist

  14. 9.4 Harmful Sexual Behaviours of Students When is this a child protection issue? THIS ALWAYS REQUIRES SPECIAL CARE • The child with the sexual behaviour may be at risk of harm • Other child/ren may be at risk and impacted by the student’s sexual behaviour • The school has a duty of care and must act to minimise foreseeable risk in school • All children need to receive education • All staff must promptly bring the concern to the attention of the School. • School documents + promptly advises the CEOChild Protection Officersand takes advice. • The educational interests of all students involved must be optimised to the extent it is reasonably practicable to do so when responding to problematic or harmful sexualised behaviours between students. • It is important to support all students who demonstrate, are exposed to, witness or are affected by these behaviours.

  15. 9.5 Reporting child protection concerns in Schools Always act in the best interest of children and take all reasonable steps to protect children • What are our MANDATORY REPORTING obligations? • CEDoW School Policy –> Reporting in School • If you have concerns that a child is abused or at risk of harm • This must be reported up in the School • The Principal must be informed • + NSW Law –> Reporting to FaCS Child Protection Helpline • If the childis at Risk of SignificantHarm (RoSH) • Those concerns must be reported to NSW Dept. of Family and Community Services (FaCS) • School follows the online Mandatory Reporter Guide(MRG) • The MRG result may direct the school to make a report to FaCS • School reports to FaCS Child Protection Helpline - via Phone or eReport • Refer CEDoW Guide: Reporting Child Protection Concerns • Safety, Welfare and Wellbeing of Children and Young People

  16. 9.6 Report to Police: Failure to Report offence • Since 31 August 2018 in NSW, all adultsare required to report to Police if they know, believe or reasonably ought to know that a child (under 18 years) has been abused. • Failing to report to Police without a reasonable excuse is punishable by up to: • two years’ imprisonment, or • five years’ imprisonment if the person accepted a benefit in exchange for failing to report. • A person will not be guilty of the offence if he or she has a reasonable excuse. • Some examples of what constitutes a reasonable excuse include, if - • The person believes on reasonable grounds the information is already known to Police • The offence already has been reported to FaCS Child Protection Helplineor to NSW Ombudsman under mandatory reporting obligations, or the person believes on reasonable grounds that another person has reported it • The victim is now an adult and doesn’t want the offence reported • The person fears for his or her safety or another person’s safety if he or she reports Refer to CEDoW Guide: Obligations for Reporting to Police, in Schools

  17. 9.7 New law- Failure to Protect offence in child-related organisations • s43B Failure to reduce or remove risk of child becoming victim of child abuse • Since 31 August 2018, under section 43B of the NSW Crimes Act - • An adult working in a position in an organisation (such as a school) which engages other adult workers for child-related work, will commit an offence if he or she – • knowsanother adult worker in their organisation poses a serious risk of abusing a child (under 18 years), and • has the power or responsibility to reduce or remove the risk, and • negligently fails to do so. • - ‘child-related work’ includes schools, child care, religious services to children, as well as other areas • - ‘adult worker’includes employee, contractor, volunteer, trainee, minister of religion • This s43B offence covers failures to protect against a wide range of child abuse and •  is punishable by up to two years’ imprisonment.

  18. 9.8 Reporting concerns and allegationsin Schools What is My Role? • ⇨ There are MANDATORY REPORTING obligations • By Policy of the Diocese and Catholic Education (CEDoW) – Reporting in School • For concerns/allegations (of a child protection nature) involving School or Diocesan employees* • All School staff must promptly report such concerns to the Principal • Principals must promptly report on to Child Protection Officers at CEO • In special circumstances where it is NOT appropriate/possible to report to the Principal, the concern should be reported directly to Child Protection Officers at CEO Wollongong • + NSW Law – Reporting to NSW Ombudsman &/or Office of the Children’s Guardian (OCG) • If these concerns involve a reportable allegation about an employee* with a child • Child Protection Officer/Delegate must ensure head of agency is advised and • reporting to all relevant external authorities. This may require reporting to - • FaCS, Police and NSW Ombudsman and/or OCG • * An ‘employee’ includes school staff, as well as other workers engaged to provide a service to children, • such as a volunteer, contractor, minister of religion.

  19. 9.9 Working With Children Check • Employees in child-related positions must already have their WWCC • WWCC expires after 5 years. You are required to keep your WWCC current to work • Renewal of the WWCC can be actioned 3 months prior to expiry • You are strongly urged to lodge (and pay for) your renewal well before the expiry date • Renewing process with the Children’s Guardian (OCG) may take 4 weeks to clear, or longer • Delaying renewal and not being cleared by the WWCC expiry date could result in the suspension of teacher accreditation with NESA and/or suspension of employment • You are now required by law to keep your details up to date with NSW Children’s Guardian • NB: If as part of your role, you engage volunteers, prac teachers, tutors, coaches or other contractors to provide a service to students – then prior to any new engagement • ⇨ first check and discuss WWCC requirements with the Principal and/or SSSO • Schools must forward details of any WWCCs on to the CEO to be verified on the NSW register, prior to the person starting work, and their verified WWCC is then recorded at School • All contractors/volunteers/prac teachers must be recorded in the School’s register • For any enquiries regarding the WWCC, please email CEDoW • workingwithchildren@dow.catholic.edu.au

  20. 10. Professional Conduct expected in Schools • In light of the recent Royal Commission it is critical we all commit to build Child Safe Schools • We all share responsibility - together we cannot condone unacceptable conduct • What does this require us to do about making Schools safe for students? • Key CEDoW POLICIES • Maintaining Right Relationships • Code of Conduct in the Protection of Children and Young People • Sexual misconduct may involve: • Crossing professional boundaries • - includes persistent or serious breaches • Sexually explicit comments and sexually overt behaviour • - includes unwarranted and inappropriate touching • “Grooming” behaviour • Acceptable Use of Information Technologies BE ALERT TO Unprofessional vulnerable conduct with any Student, eg: tries to be ‘cool’ ‘real’ ‘hip’ using nicknames & slang crude joking, comments & gestures possibly sexual overtones & innuendo inappropriately intimate conduct far too casual … ‘just’ mucking around … photo shots A PATTERN of inappropriate conduct In person and Online environments

  21. 11. Acceptable Use of Information Technologies • Technology in the workplace is a tool of trade • A small amount of personal use is acceptable, such as internet banking • Communication with students or their families needs to be for educational/school purposes and appropriate • Rule of thumb - ASK: Is this the type of communication you’d be happy for the Principal to be copied into? • Social networking with children/any Student is NOT OK • Usage of our ICT can be monitored by CEDoW and the school • Any breaches of policy or reports of inappropriate use will be investigated • Check the policies: Acceptable Use of Information Technologies and the Code of Conduct(#11 & #12) • If you use social media - ensure that your privacy settings are appropriate / be mindful of your digital footprint / never post items which could impact on your professional reputation or the reputation of your school or CEDoW

  22. 12. Policy Update - Coming Soon • Social Media Policy • A new Social Media Policy covering Catholic Education Diocese of Wollongong will be introduced in 2019, with compliance required from 2020. • Acceptable Use of Technology Policy • The current Acceptable Use of Technology Policy will be updated in 2019, with a compliance required from 2020. All policies are available on the Policy Directory of the Catholic Education Diocese of Wollongong’s website.

  23. 13.1 Complaints Handling Complaints must be dealt with in a professional manner • Complaints come from students, staff, parents and other members of the community • Relevant policies and protocols must be used (including those below) • First point of contact for complaints is your Principal • If matters are not resolved or can not be raised at the school,they are referred to the CEO Having a culture where complaints are dealt with appropriately is indicative of a healthy ethical contemporary workplace • School-Based Process for Resolution of Complaint - Flowchart • Model for Handling Complaints and Difficult Issues - Overview • Toolkit for Complaints and Difficult Issues - For full resources

  24. 13.2 Complaints Handling Respectful Relationships Principles for dealing with complaints include: • Impartiality • Substantive and Procedural fairness • Confidentiality/Privacy • No victimisation • Seeking resolution [complaints made in good faith v’s vexatious/malicious] • Timeliness STAFF IN HUMAN RESOURECS ARE ALWAYS WILLING TO HELP

  25. 14. Supervision Policy and Planning Staff have a significant duty of care to the Students in their School. Through: • Consistency in how supervision is undertaken - • Keeping eyes open • Consistency in how issues are raised with Students - • Being fair and respectful • Consistency in how the processes are followed - • Don’t turn a blind eye to potential bullying • Look out for accidents waiting to happen, and • KNOW and follow the anti-bullying policy at your School • Refer to the Supervision Policy

  26. 15. Dress Code Policy Being a role model for students and your profession • All school staff must be dressed professionally at all times. • Provocative clothing, ripped or torn clothing, visible piercings, gym wear, denim jeans, clothing with inappropriate slogans, t-shirts, casual shorts, thongs and casual shoes are NOT professional dress. • Please dress more formally for parent/teacher, school masses and whole school assemblies where you are representing the school and CEDoW. • If there is a problem with your standard of professional dress, it will be followed up with you confidentially by your Principal.  If there is no improvement, the matter can be dealt with as a staff relations issue. • For more information, refer to the Dress Code Policy

  27. 16. Working From Home Policy • Home based work can enable a staff member to undertake  part or all of their duties, as defined in their role description, from home • Home based work is a voluntary and co-operative arrangement agreed to between a Staff member and their Principal/Team Leader/Head of Service within CEDoW • Working From Home is not an entitlement or right and each application should be considered on a case by case basis • For more information, refer to the Working from Home Policy

  28. 17. Intellectual Property • What staff create over the course of their employment is the intellectual property of their school and Catholic Education Diocese of Wollongong. • Staff should not seek to profit from their position by selling any intellectual property obtained or created in the course of employment. • This means that staff are required to share their programs and assessments, budgets and other work outputs.

  29. 18. Conflict of Interest • Staff must be impartial and objective and unbiased in the performance of their duties. • Staff are obligated in accordance with the Education Act 1990 (NSW) as amended by the Education Amendment (Non-Government Schools Registration) Act 2004 (NSW) to disclose any conflicts of interest. • Situations where there is an actual or perceived conflict between professional responsibilities and accountability and the private interests of staff members - see Conflict of Interest Policy for further details. Staff cannot provide preferential treatment to students, staff, parents or other community members on the basis of their personal relationships. • Staff should disclose any potential conflict of interest if they are on recruitment and selection panels. • Staff should disclose any potential conflicts of interest if they purchase goods and services as part of their roles.

  30. 19.1 Privacy – Data Breaches • The Privacy Act 1988, requires organisations, including CEDoW, to notify affected individuals and the Office of the Australian Information Commissioner when a data breach is likely to result in serious harm to individuals whose personal information is involved in the breach. • Schools are required to take remedial action in the event of a significant data breach. • If there is a significant breach of confidential data at the school level the CEO will need to be contacted and a report will need to be made to the Office of the Privacy Commission. • Please contact the legal and industrial officers in HR on ext. 835 and 905

  31. 19.2 Privacy - Requirements • Schools and CEDoW collects and stores confidential and personal information about students, families and employees. Any misuse of such information is inconsistent with policy and may be unlawful. All staff are required to abide by the Australian Privacy Principles in the conduct of their work and comply with policies and procedures. • It is important that staff model the highest standards of confidentiality in relation to sensitive private information and exercise caution and sound judgement when dealing with other peoples information. Only use information for work related purposes and only communicate such information to those who need to know in order to perform their role and within the established guidelines for such communication.

  32. 20. Navigating Family Law Issues in Schools • Many of our students are in shared custody situations • Schools are not the place to resolve family disputes. Nor should school staff be involved in such disputes.   • Unless schools are informed otherwise (e.g. by providing with a copy of the court orders), the school assumes that both parents retain a shared and equal parental responsibility for their children. This means that the school will recognise that each parent has equal duties, obligations, responsibilities and opportunities in relation to matters involving their children’s education at the school. • If court orders are obtained by one or both parents, a copy of the orders should be provided to the school and the school's decisions will be consistent with the court orders. • IF YOU HAVE ANY ISSUES WITH STUDENTS • OR THEIR PARENTS IN THIS SITUATION, • FOLLOW UP WITH YOUR PRINCIPAL • WHO CAN SEEK SUPPORT FROM HR • IF REQUIRED.

  33. 21.1 Teacher Accreditation Responsibilities • From 1 January 2018, all teachers must be accredited with NSW Education Standards Authority (NESA) to continue or return to teaching in a NSW school. • Pay annual NESA fee. • Have a current Working With Children Check (WWCC). • Keep personal and employment details up to date and accurate on individual NESA account (*ensure current school is the nominated school on account). • Be fully aware of mandatory requirements for accreditation and maintenance of accreditation. • Be aware of accreditation status and due end date. • Take responsibility for managing individual accreditation process.

  34. 21.2 Australian Professional Standards The Standards The Australian Professional Standards for Teachers comprise seven standards that outline what teachers should know and be able to do. Professional Knowledge: Standard 1: Know students and how they learn Standard 2: Know the content and how to teach it. Professional Practice: Standard 3: Plan for and implement effective teaching and learning Standard 4: Create and maintain supportive and safe learning environments Standard 5: Assess, provide feedback and report on student learning. Professional Engagement: Standard 6: Engage in professional learning Standard 7: Engage professionally with colleagues, parents/carers and the community.

  35. 21.3 Policies and Procedures • Our Diocesan Policy and Procedures for Accreditation were released in 2017.PolicyDiocese of Wollongong Teacher Accreditation:1.0   Teachers Seeking Accreditation at Proficient2.0   Casual Teachers Seeking Accreditation at Proficient3.0   Teachers Maintaining Accreditation at Proficient.Procedures:- Diocesan Suspension and revocation of Accreditation at Proficient Teacher Procedure- Diocesan Assessment for Teacher Accreditation Procedure- Diocesan Decision Making and Reporting for Teacher Accreditation at Proficient Teacher Procedure- Diocesan Maintenance of Accreditation at Proficient Teacher Procedure- Diocesan Refusal to Accredit Procedure- Diocesan Teacher Accreditation Complaints and grievances Procedure.

  36. 21.4 Teachers Seeking Proficient Accreditation must now: • Register intention to commence the accreditation process via the online CEDoW Teacher Accreditation Orientation Program. This program is accessed via Employee Self Service (ESS) portal. (ESS registration code: 2162). Teachers must discuss their intention to commence the accreditation process with their school Principal before registering on ESS. • Complete the online CEDoW Teacher Accreditation Orientation Program. • Meet regularly with Supervisor to progress accreditation. • Collect and annotate evidence to demonstrate proficiency of Teaching Standards (Refer to CEDoW Evidence Tip Sheet).

  37. 21.5 Teachers Maintaining at Proficient Teacher must: • Continue to demonstrate proficient teaching practice to the standards. • Pay annual accreditation fee ($100). • Maintain currency of WWCC (teachers must update currency on NESA account). • Complete at least 100 hours of Professional Development over the period of maintenance. • Record your PD on your NESA account. • Engage in annual school PDP processes.

  38. 21.6 The 3-6-3 WWCC Renewal Reminder System Prior to expiry, NESA reminds teachers: 3 months – 1st reminder 6 weeks – 2nd reminder 3 weeks – final reminder before accreditation suspension

  39. 22. Long Service Leave (LSL) & Leave Without Pay (LWOP) • Long Service Leave • Employees start accruing Long Service Leave (LSL) from the commencement of their employment. • Employees are eligible to access LSL after they have completed 5 years of service. • LSL should be taken as soon as practicable after it becomes due and at a mutually agreeable time between the school and the employee. • A minimum 2 terms notice must be provided for LSL to be taken. • LSL balances will appear on pay slips after 5 years of service. • Leave Without Pay • LWOP is not an entitlement (as with other forms of leave). • All permanent and part-time staff can apply for LWOP after 2 years of service. • Short Term LWOP - up to 4 weeks - Principal approval.Long Term LWOP - over 4 weeks - Head of HRS approval.

  40. 23.1 Personal/Carer’s LeaveEntitlement • A few things to remember: • 15 days personal/carer’s leave for each year of service - applied on pro-rata basis to part-time employees. • Personal/Carer’s leave can be taken by staff who: • are not fit or able to work due to a personal illness, or injury, or an unexpected emergency, or domestic violence affecting the employee; or • provide care or support to a member of an employee’s immediate family, or household member, and who requires support because of : • a personal illness, or personal injury; • an unexpected emergency; or • domestic violence.

  41. 23.2 Personal/Carer’s LeaveNotice and Evidence Requirements • A few things to remember: • NOTICE Requirements: As soon as practicable, let the Principal or their delegate know that you are taking personal/carer’s leave; the reason for your absence and the expected period of your leave. • Staff MUST enter the absence on ESS as soon as possible after returning from leave. Leave arrangements are checked by auditors from time to time. • If you are unable to enter your own leave on ESS for any reason, please ask your SSSO or Payroll Officer to do it for you. • Staff are not required to provide evidence of illness for the first 3 days of Personal/Carer’s Leave in a school year. For subsequent absences the following evidence will be required: • * For Personal Illness/Injury provide evidence for each absence of 2 consecutive days or more, at employers request. Evidence can be provided from either a medical practitioner or a registered health practitioner (such as medical, dental, pharmacy, nursing, psychology, etc.). • * For Unexpected Personal Emergency or Domestic Violence, at employers request. Evidence as noted above, documentation acceptable to the Employer or a statutory declaration. • * To provide care/support to immediate family, at employer’s request. Evidence as noted above, documentation acceptable to the Employer or a statutory declaration.

  42. 24. Special Leave • All temporary and permanent employees (other than a casual employee) are entitled to one day of paid special leave each calendar year. • Special leave may be taken to meet a scheduled family commitment where the commitment can not be scheduled outside of work time and is beyond the control of the employee (such as a wedding on a weekday, or a graduation, etc.) • For more information see the relevant Enterprise Agreement.

  43. 25.1 The Disability Standards for Education (DSE) 2005 The Standards cover: • Enrolment rights, parent choice • Access and participation in all education activities without discrimination • Curriculum development, accreditation and choice • Provision of student support services • Strategies and programs to prevent harassment and victimisation of Students with Disability

  44. 25.2 The Disability Standards for Education (DSE) 2005 Schools and staff have an obligation to: • Treat Students with Disability (SWD) on the same basis as students without disability. • Provide reasonable adjustmentsfor a student’s learning program/or their learning environment to enable access and participation on the same basisas other students. • Consult with SWD & parents/carers on the adjustments. • Develop a Personalised Plan on Catholic Schools NSW Personalised Planning for Students with Disability (PPSD) Tool. Compulsory e-learning: • All system staff are required to complete Modules 1-8 of one of the Disability Standards for Education (2005) e-Learning Courses through the University of Canberra. • http://dse.theeducationinstitute.edu.au • Registration key: nsw-cec

  45. 25.3 The Disability Standards for Education (DSE) 2005 - The relevance of this training • This training is highly relevant to theNationally Consistent Collection of Data - School Students with Disability (NCCD). • All schools are required to participate in the NCCD annually. The e-learning lessons support schools' ability to understand their obligations as they prepare their data for the national collection. Decisions for the collection of data are based on evidence of adjustments for the student whose learning is impacted by disability, after consultation with the student, their parents and carers.

  46. 26. Operating on a Not-For-Profit Basis Section 83 of the NSW Education Act • As part of the compliance regime schools must: • Ensure all purchases of goods and services are required for the operation of the school. • Ensure that all payments made for goods or services are at no more than Reasonable Market Value. • Conduct market testing approaches suitable for the value of the expense- e.g. obtain two or more quotes for purchases over $5,000, but use an open • tender for the purchase of assets or services contracts over $250,000 in value. • Maintain documentation to support all market testing processes. • Ensure related party transactions are subject to market testing.

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