Portside Christian College Enterprise Agreement 2021

1

Fair Work Act 2009 
s.185—Enterprise agreement

Portside Christian College Inc
(AG2021/8637)

PORTSIDE CHRISTIAN COLLEGE ENTERPRISE AGREEMENT 2021

Educational services

DEPUTY PRESIDENT BOYCE SYDNEY, 10 DECEMBER 2021

Application for approval of the Portside Christian College Enterprise Agreement 2021

[1] An application has been made for approval of an enterprise agreement to be known as 
the Portside Christian College Enterprise Agreement 2021 (Agreement). The application was 
made pursuant to s.185 of the Fair Work Act 2009 (Act). It has been made by Portside Christian 
College Inc (Employer). The Agreement is a single enterprise agreement.

[2] The Employer has provided written undertakings dated 9 December 2021. Those 
undertakings are attached at Annexure A to this decision and become terms of the Agreement. 
I am satisfied that the undertakings will not cause financial detriment to any employee covered 
by the Agreement (as compared to the relevant provisions of the Educational Services 
(Teachers) Award 2020 and the Educational Services (Schools) General Staff Award 2020), 
and that the undertakings will not result in substantial changes to the Agreement.

[3] The Independent Education Union of Australia (IEU), being a bargaining representative 
for the Agreement, has given notice under s.183 of the Act that it wants to be covered by the 
Agreement. In accordance with s.201(2) of the Act, I note that the Agreement covers this 
organisation.

[4] Subject to the undertakings referred to above, I am satisfied that each of the 
requirements of ss.186, 187, 188 and 190 of the Act, as are relevant to this application for 
approval, have been met.

[5] I am satisfied the more beneficial entitlements of the NES will prevail where there is an 
inconsistency between the Agreement and the NES.

[6] The Agreement is approved and, in accordance with s.54 of the Act, will operate from 
17 December 2021. The nominal expiry date of the Agreement is 30 June 2024.

[2021] FWCA 7064

DECISION
FairWork 

Commission 


AUSTRALIA FairWork Commission




 



[2021] FWCA 7064

2

DEPUTY PRESIDENT

Printed by authority of the Commonwealth Government Printer

AE514235  PR736670


THE FAIR WORK OF T MISSION




 



[2021] FWCA 7064

3

Annexure A

Fair Work Commission 

Approval Application for Portside Christian College Enterprise Agreement 2021 - s 185 of the 
Fair Work Act 2009 

Written Undertaking Pursuant to Section 190 of the Fair Work Act 2009 (Cth) and 
Reg. 2.07 of the Fair Work Regulations 2009 (Cth) 

Portside Christian College gives the following undertaking: 

1. Under clause 28.4(c) a casual employee may be employed for less than one (1) day but not 
for less than three (3) consecutive hours. 

Signed : Dr Sue Starling 
Principal 
Portside Christian College 

Date 


Fair Work Commission Approval Application for Portside Christian College Enterprise Agreement 2021 - s 185 of the Fair Work Act 2009 Written Undertaking Pursuant to Section 190 of the Fair Work Act 2009 (Cth) and Reg. 2.07 of the Fair Work Regulations 2009 (Cth) Portside Christian College gives the following undertaking: 1. Under clause 28.4(c) a casual employee may be employed for less than one (1) day but not for less than three (3) consecutive hours. 9/12/21 Signed: Dr Sue Starling Date Principal Portside Christian College




 



 

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Portside Christian College 
Enterprise Agreement  
2021 
 

 

 

 

  






LawsonH
Undertaking



 

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Table of Contents 

PART 1 - APPLICATION AND OPERATION 4 
1. Title 4 
2. Definitions and Interpretation 4 
3. Term of the Agreement 5 
4. Renegotiation 5 
5. Coverage 5 
6. Access to the Agreement and National Employment Standards 5 

PART 2 - ALL EMPLOYEES 6 
7. National Employment Standards (NES) 6 
8. Provisions Providing Entitlements Superior to the NES 6 
9. Long Service Leave 10 
10. Flexibility 10 
11. Consultation regarding major workplace change 11 
12. Consultative Committee 13 
13. Teacher Workload 14 
14. Dispute Resolution 15 
15. Union Related Matters 16 
16. Anti-Discrimination 16 
17. Method of Remuneration 17 
18. Superannuation 17 
19. Salary Packaging 17 
20. Monetary Obligations 18 

PART 3 - TEACHERS 19 
21. Definitions 19 
22. Contract of Hiring 19 
23. Termination of Employment 22 
24. Redundancy 24 
25. Disciplinary Action 26 
26. Employment outside the School 26 
27. Meal break 27 
28. Salary Rates and Allowances 27 
29. Payroll deductions 28 
30. Higher duties 28 
31. Annual leave 28 
32. Pro-rata payment of salary inclusive of annual leave 28 
33. Annual leave loading 30 
34. Staff absences 30 
35. Working arrangements 30 

PART 4 - GENERAL STAFF 32 
36. Definition 32 
37. Contract of Hiring 32 
38. Employment Categories 32 
39. Termination of Employment 36 
40. Redundancy 38 
41. Unsatisfactory Performance 41 
42. Salaries 41 
43. Annualised Salaries 42 
44. First Aid Allowance 42 
45. Higher Duties 42 








 

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46. Reclassification and Role Review 43 
47. Ordinary Hours of Work 44 
48. Breaks 44 
49. Overtime 44 
50. Penalty Rates 45 
51. Travel Time 45 
52. Variations to Working Period 45 
53. Annual Leave 46 
54. Professional Development 46 
55. Clothing, Equipment and Tools 47 

PART 5 - SIGNATORIES 48 

SCHEDULE 1 - SALARIES AND ALLOWANCES - TEACHERS 49 

SCHEDULE 2 -  CLASSIFICATION STRUCTURE - TEACHERS 50 

SCHEDULE 3 - SALARIES AND ALLOWANCES - GENERAL STAFF 54 

SCHEDULE 4 - CLASSIFICATION STRUCTURE - GENERAL STAFF 55 
 
 








 

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PART 1 - APPLICATION AND OPERATION  

1. Title 

This enterprise agreement will be known as the Portside Christian College Enterprise 
Agreement 2021.  

2. Definitions and Interpretation 

In this Agreement unless otherwise stated: 

Agreement means the Portside Christian College Enterprise Agreement 2021. 

Employee means an employee of the School who falls within the scope of Clause 5 
of this Agreement (Coverage).  

Fair Work Act or Act means the Fair Work Act 2009 (Commonwealth) as amended 
from time to time.  

Fair Work Commission means the body established by section 575 of the Fair Work 
Act or any successor body. 

General Staff Award means the Educational Services (Schools) General Staff Award 

2020. 

Industrial Matter means a matter affecting or relating to the rights, privileges or 
duties of an employer or employers or an employee or employees, or the work to be 
done in employment, including all questions of what is right and fair in relation to an 
industrial matter having regard to the interests of the persons immediately concerned 
and of society as a whole. 

NES means the National Employment Standards in Part 2-2 of the Fair Work Act, as 
amended from time to time. 

Principal means the employee appointed by the School to the most senior leadership 
position in the School or a teacher acting in this position in the absence of the 
Principal. 

School means Portside Christian College.  

School Days means the days on which Employees are normally expected to be at 
the School and the public holidays which occur other than in school vacation periods.  

School Year means the period of 12 months commencing on the first day teachers 
are required to attend the School for the new education year, as determined by the 
School. 

Teachers’ Award means the Educational Services (Teachers) Award 2020. 

Term Weeks means the weeks in a year that students are required to attend school 
as set out in the school calendar. 








 

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Union or IEU means the Independent Education Union of Australia. 

Years of Service means the total years of teaching experience gained as a teacher 
in South Australian schools or pre-schools or in comparable schools outside South 
Australia including employment as a casual, temporary or replacement teacher. 

3. Term of the Agreement 

This Agreement will operate from the date 7 days after the Agreement is approved by 
the Fair Work Commission (pursuant to section 54 of the Act) and has a nominal 
expiry date of 30 June 2024.  

4. Renegotiation 

The School and Employees will commence discussions in relation to the negotiation 
of a further enterprise Agreement at least three months immediately prior to the 
nominal expiry date of this Agreement. 

5. Coverage 

5.1 This Agreement will cover: 

(a) the School; 

(b) all employees of the School who fall within the coverage of the Teachers’ 
Award or the General Staff Award, excluding:  

(1) Principal 

(2) Deputy Principal/s  

(3) Business Manager 

(4) Employees whose principal duties are Instructional Services, as 
defined in the General Staff Award including instrumental music 
tutors, choir masters and sports coaches. 

5.2 It is intended that the Independent Education Union of Australia will give notice to 
the Fair Work Commission under section 183 of the Act that it wants this 
Agreement to cover it. 

6. Access to the Agreement and National Employment 
Standards 

The School must ensure that copies of this Agreement and the NES are readily 
available to Employees either on a noticeboard which is conveniently located at or 
near the workplace or through electronic means, whichever makes them more 
accessible. 

  








 

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PART 2 - ALL EMPLOYEES 

7. National Employment Standards (NES) 

7.1 The NES comprise Part 2 – 2 of the Act (sections 59 – 131) and contain 10 
minimum standards relating to: 

• Maximum weekly hours of work 

• Requests for flexible working arrangements 

• Offers and requests to convert from casual to permanent employment 

• Parental leave and related entitlements 

• Annual leave 

• Personal/Carer's leave, compassionate leave and unpaid family and 
 domestic violence leave 

• Community service leave 

• Long service leave 

• Public holidays 

• Notice of termination and redundancy pay 

• Fair Work Information Statement and Casual Employment Information 
 Statement. 

7.2 The provisions of the NES apply to all Employees. It is not intended that this 
Agreement operate in any way that is less favourable than the NES.  If any 
provision of this Agreement could be interpreted as providing a less favourable 
outcome to an employee than the NES, the NES will prevail to the extent of the 
inconsistency. Where this Agreement provides Employees with superior 
entitlements to those which are provided by the NES, this Agreement will apply. 

8. Provisions Providing Entitlements Superior to the NES 

8.1 Parental Leave 

(a) The parental provisions of the NES are varied such that: 

(1) For a permanent Employee who is entitled to take, and does take, 
unpaid birth - related leave or adoption - related leave under section 
70 of the Act, at the time of birth of the child or at the time of 
placement of the child in the case of adoption, and who is or will be 
the primary carer of the child, will be entitled to a payment subject to 
the following conditions:   

(A) The rate of pay will be the amount that would otherwise be 
paid to the staff member (including allowances, penalties, or 
other additional payments) if she had not commenced 
maternity leave. 

(B) An Employee with at least twelve (12) months’ continuous 








 

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service at the school will be entitled to fourteen (14) weeks’ 
pay at their substantive rate of pay. 

(C) For the purposes of this clause, continuous service will 
comprise of full-time or part-time service, replacement or 
temporary service, but not casual service.  A period of child 
rearing leave is not counted as service for this purpose.  

(D) Each subsequent entitlement will require at least one (1) 
calendar year from the date of return to work of continuous 
service after the end of the previous period of child rearing 
leave.  Periods of long service leave shall not be counted as 
service for this purpose.  

(2) An Employee with service of at least the amount prescribed in section 
67(1) or (2) of the Act whose spouse or de facto partner gives birth to 
a child or adopts a child is entitled to paid leave for five (5) School 
Days around the time (that is, 3 weeks’ either side) of the child’s birth 
or adoption. This leave need not necessarily be taken in one 
continuous period. 

(3) Any paid leave taken in accordance with clause 8.1(a)(1) will not 
count as service for any purpose. 

(4) Employer superannuation contributions will be made on payments of 
paid parental leave.  

8.2 Child Rearing Leave 

(a) In addition to Parental Leave, Employees are entitled to Child Rearing Leave 
for a maximum of 52 weeks, less any extended unpaid parental leave 
approved under section 76 of the Act in regard to the same child.  

(b) An employee may request an additional twelve (12) months Child Rearing 
Leave which is subject to approval at the discretion of the Principal. 

(c) Child Rearing Leave is leave without pay and is available only for the care of 
pre-school aged children.  

(d) Employees must, not less than 10 weeks prior to the proposed start of Child 
Rearing Leave, give the School written notice of the dates on which they 
propose to start and finish the period of leave.   Employees are not in breach 
of this requirement if in compelling circumstances they are required to 
become the primary care-giver of a child.  

8.3 Personal/carer's leave  

(a) Full-time Employees are entitled to 10 days of paid personal/carer's leave 
upon commencement of their employment with the School and a further 10 
days personal/carer's leave on the commencement of each succeeding year 
of continuous service with the School.  Part-time Employees are entitled to 
receive annually a pro-rata fraction of the full-time entitlement. 

(b) An Employee (other than a casual employee) who has a personal/carer's 
leave credit who is on long service leave is entitled to take personal leave 
providing the Employee has sufficient personal/carer's leave credit and 
produces a medical certificate covering the period of illness. 








 

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(c) An Employee who is absent on paid personal leave either on the working day 
immediately preceding or immediately following a public holiday or on both 
days is entitled to payment for that holiday without deduction from the 
personal/carer's leave credit of the Employee. 

(d) Where an Employee produces a medical certificate which states that the 
Employee is suffering from one of the following diseases: 

• Acquired immune deficiency syndrome 

• Chicken pox 

• Diphtheria 

• Erysipelas 

• Glandular fever 

• Herpetic whitlow 

• Infectious hepatitis 

• Infectious mononucleosis 

• Measles 

• Meningitis 

• Mumps 

• Poliomyelitis 

• Rubella 

• Scarlet fever 

• Staphylococcal infection 

• Typhoid 

• Whooping cough 

• Cholera 

• Small pox 

• Yellow fever 

• Malaria 

• Tuberculosis 

• Giardia 

• Other diseases as the School may determine by notice to Employees 
following proof of the disease within the School and related activities.  

and where a medical practitioner is of the opinion that in all probability the 








 

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disease was contracted by the Employee while on duty as a result of contact 
with the children or other Employees of the School then the Employee must 
be granted special leave with pay not debited to the Employee's paid 
personal/carer's leave credit. 

(e) Any leave granted under this clause cannot exceed 52 weeks in total, 
whether taken in one period or in broken periods for one particular disease.  

(f) Part-time Employees will be entitled to leave under this clause, on a pro-rata 
basis, but the leave granted cannot exceed 52 weeks in total, whether taken 
in one period or in broken periods for one particular disease. 

8.4 Community Service Leave 

The community service leave provisions of the NES apply, but in addition for all 
Employees, the School will reimburse an Employee the difference between the 
amount paid for attendance at jury service and the amount of salary the Employee 
would have received in respect to the ordinary time the Employee would have worked 
had the Employee not been on jury service. 

8.5 Special Leave 

(a) The School may, where reasonable cause exists grant to an Employee 
special leave with or without pay for any period and upon such conditions as 
are mutually agreed with the Employee and by discretion of the Principal. 

(b) At the discretion of the Principal an employee may be able to access two (2) 
days of paid personal leave per annum to attend special family events or deal 
with unforeseen circumstances which the Principal deems warrants the leave. 

(c) Other unpaid Special leave granted is in addition to any other leave to which 
an Employee is entitled to under the Agreement or the NES.  

(d) Leave without pay will not be taken into account in calculating a period of 
service for any purpose nor for calculating long service leave.  However, 
absence on leave will not break continuity of service.  

8.6 Family and Domestic Violence Leave 

(a) An employee experiencing family and domestic violence is entitled to up to five 
(5) days per year (this leave does not accrue) of paid family and domestic 
violence leave for the purposes of: 

• Attending legal proceedings, counselling, appointments with a medical or 
legal practitioner 

• Relocation or making other safety arrangements; or 

• Other activities associated with the experience of family and domestic 
violence. 

(b) It is acknowledged that each family violence situation is different and therefore 
each request for support may well be different. Every request should be 
responded to without judgement or discrimination, bearing in mind that a range 
of provisions may be required including (but not limited to) paid leave to attend 
appointments or move house, flexible working arrangements, modifications to 
working arrangements for personal security and arrangements which will 
ensure confidentiality where it is needed. 








 

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(c) The School may require evidence to support this request. The evidence 
required will be that which would satisfy a reasonable person that the leave is 
necessary. The evidence will not be retained by the School, unless requested 
by the employee. 

(d) Upon exhaustion of the leave entitlements in this clause, employees will be 
entitled to further leave, paid or unpaid, at the Principal’s discretion for each 
occasion.  

8.7 Redundancy Entitlements – All Agreement covered Staff 

This Agreement provides more favourable entitlements than the NES relating to 
notice, consultation, and redundancy pay in the event of redundancies – see clauses 
25 and 41 of this Agreement. 

8.8 Notice of Termination of Employment  

This Agreement provides more favourable entitlements than the NES relating to 
notice of termination of employment for teachers and for general with not more than 1 
years’ service – see clause 24 in respect of teachers and clause 40 in respect of 
general staff. 

9. Long Service Leave 

9.1 Long service leave is provided for in the Long Service Leave Act 1987 (South 
Australia).  

9.2 One term or fourteen (14) weeks’ notice of the desire to take long service leave is 
to be given by an employee. Less notice may be required in 
emergency/extenuating circumstances.  

9.3 The School may, where reasonable cause exists grant to an Employee Long 
Service Leave for any period and upon such conditions as are mutually agreed 
with the Employee and by discretion of the Principal. 

10. Flexibility 

10.1 The School and an Employee covered by this Agreement may agree to make an 
individual flexibility arrangement to vary the effect of terms of this Agreement if: 

(a) the individual flexibility arrangement deals with one or more of the following 
matters: 

(1) arrangements about when work is performed; 

(2) overtime rates; 

(3) penalty rates; 

(4) allowances; 

(5) leave loading; 

(b) the arrangement meets the genuine needs of the School and the Employee in 
relation to one or more of the matters mentioned in paragraph 10.1(a) above; 
and 

(c) the arrangement is genuinely agreed to by the School and the Employee. 








 

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10.2 The School must ensure that the terms of the individual flexibility arrangement: 

(a) are about permitted matters under section 172 of the Fair Work Act 2009; and 

(b) are not unlawful terms under section 194 of the Fair Work Act 2009; and 

(c) result in the Employee being better off overall than the Employee would be if 
no arrangement was made. 

10.3 The School must ensure that the individual flexibility arrangement: 

(a) is in writing; and 

(b) includes the name of the School and Employee; and 

(c) is signed by the School and the Employee and if the Employee is under 18 
years of age, signed by a parent or guardian of the Employee; and 

(d) includes details of: 

(1) the terms of this Agreement that will be varied by the arrangement; 
and 

(2) how the arrangement will vary the effect of the terms; and  

(3) how the Employee will be better off overall in relation to the terms and 
conditions of his or her employment as a result of the arrangement; 
and 

(4) states the day on which the arrangement commences. 

10.4 The School must give the Employee a copy of the individual flexibility arrangement 
within 14 days after it is agreed to. 

10.5 The School or the Employee may terminate the individual flexibility arrangement: 

(a) by giving 28 days’ written notice to the other party to the arrangement; or 

(b) if the School and the Employee agree in writing — at any time 

11. Consultation regarding major workplace change 

11.1 This term applies if: 

(a) the School has made a definite decision to introduce a major change to 
production, program, organisation, structure, or technology in relation to its 
enterprise that is likely to have a significant effect on the employees; or 

(b) proposes to introduce a change to the regular roster or ordinary hours of work 
of employees 

Please note: Subclauses 11.2 to 11.8 apply to 11.1(a) only and consultation 
requirements relating to 11.1(b) are dealt with in subclause 11.9. 

Major change 

11.2 For a change referred to in clause 11.1(a), The School must notify the relevant 
Employees and the Union of the decision to introduce the major change. 








 

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11.3 The Employees may appoint a representative for the purposes of the procedures 
in this clause.   

If: 

(a) a relevant Employee appoints, or relevant employees appoint, a 
representative for the purposes of consultation; and  

(b) the Employee or Employees advise the School of the identity of the 
representative; the School must recognise the representative. 

11.4 As soon as practicable after making its decision, the School must: 

(a) discuss with the relevant Employees and offer in writing to discuss with the 
Union: 

(1) the introduction of the change; and 

(2) the effect the change is likely to have on the Employees; and 

(3) measures the School is taking to avert or mitigate the adverse effect 
of the change on the Employees; and 

(b) for the purposes of the discussion — provide, in writing, to the relevant 
Employees and the Union: 

(1) all relevant information about the change including the nature of the 
change proposed; and 

(2) information about the expected effects of the change on the 
Employees; and  

(3) any other matters likely to affect the Employees. 

11.5 However, the School is not required to disclose confidential or commercially 
sensitive information to the relevant Employees or the Union. 

11.6 The School must give prompt and genuine consideration to matters raised about 
the major change by the relevant employees or the Union. 

11.7 If a term in the enterprise agreement provides for a major change to production, 
program, organisation, structure or technology in relation to the enterprise of the 
School, the requirements set out in paragraph 11.2 and sub-clauses 11.3 and 11.4 
are taken not to apply. 

11.8 In this clause, a major change is likely to have a significant effect on employees if 
it results in: 

(a) the termination of the employment of Employees; or 

(b) major change to the composition, operation or size of the School's workforce 
or to the skills required of Employees; or 

(c) the elimination or diminution of job opportunities (including opportunities for 
promotion or tenure); or 

(d) the alteration of hours of work; or 








 

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(e) the need to retrain Employees; or 

(f) the need to relocate Employees to another workplace; or 

(g) the restructuring of jobs. 

Change to regular roster or ordinary hours of work  

11.9 For a change referred to in paragraph 11.1(b) the School must notify the relevant 
employees of the proposed change; and  

11.10 the relevant employees may appoint a representative for the purposes of the 
procedures in this term. 

11.11 If: 

(a) a relevant employee appoints, or relevant employees appoint, a 
representative for the purposes of consultation; and 

(b) the employee or employees advise the employer of the identity of the 
representative; the School must recognise the representative. 

11.12 As soon as practicable after proposing to introduce the change, the School must: 

(a) discuss with the relevant employees the introduction of the change; and 

(b) for the purposes of the discussion—provide to the relevant employees: 

(1) all relevant information about the change, including the nature of the 
change; and 

(2) information about what the School reasonably believes will be the 
effects of the change on the employees; and 

(3) information about any other matters that the School reasonably 
believes are likely to affect the employees; and 

(c) invite the relevant employees to give their views about the impact of the 
change (including any impact in relation to their family or caring 
responsibilities). 

11.13 However, the School is not required to disclose confidential or commercially 
sensitive information to the relevant employees. 

11.14 The School must give prompt and genuine consideration to matters raised about 
the change by the relevant employees. 

11.15 In this term, relevant Employees means the Employees who may be affected by 
the major change. 

12. Consultative Committee 

12.1 The parties to this Agreement will participate in a Consultative Committee 
comprising elected staff and College management members to meet as 
prescribed, to discuss flexible, productive and efficient work practices at the 
College. The parties recognise that consultative arrangements are purely advisory 
in nature and any decisions remain the prerogative of the College. 








 

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12.2 In working together towards achieving the aims specified in Clause 11, the 
Consultative Committee will consider opportunities to improve the working 
environment at the College and make recommendations for consideration by the 
Principal. 

12.3 The general role of the Committee is to provide a mechanism for consultation 
between the College and employees bound by this Agreement concerning 
opportunities relevant to the working environment. 

12.4 The School has a separate policy and procedure which has been established to 
support a staff member if they have a workplace grievance or complaint they wish 
to raise with management.  

12.5 The Committee shall not deal with issues regarding change to this Agreement. 

12.6 The Committee will comprise the following College employees: 

(a) three employer representatives including the Principal. 

(b) three employee representatives elected by and from all staff bound by this 
Agreement. 

12.7 The Committee will elect a chairperson (with a right to vote) from amongst its 
membership. 

12.8 Following approval by the Committee, minutes of Committee meetings shall be 
distributed to College staff bound by this Agreement. 

12.9 In approving minutes, the Committee will give due regard to issues of privacy and 
confidentiality. 

12.10 The Committee will meet at least once each school term unless otherwise agreed.  

12.11 Staff representatives shall be afforded reasonable opportunities to consult with 
their department/team both prior to and following discussions by the Committee. 

12.12 The Committee will operate on the basis of seeking consensus outcomes with 
regard to matters brought before it. 

12.13 The outcomes of discussions, consensus or otherwise, will form a 
recommendation to the Principal. 

12.14 Outcomes recommended to and endorsed by the Principal will, if appropriate, be 
incorporated into formal College policies/protocols 

13. Teacher Workload 

During the term of this Agreement the Consultative Committee will commit to 
discussions regarding teacher workload at the School which may include a review of 
contact time, co-curricular commitments, extracurricular expectations, recognition for 
school camp attendance and potential release time for report writing.  

 

 

 








 

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14. Dispute Resolution 

14.1 If a dispute relates to: 

(a) a matter arising under this Agreement; or 

(b) the National Employment Standards; or 

(c) an industrial matter 

this clause sets out procedures to settle the dispute. 

14.2 An employee who is a party to the dispute may appoint a representative for the 
purposes of the procedures in this clause. 

14.3 In the first instance, the parties to the dispute must try to resolve the dispute at the 
workplace level, by discussions between the employee or employees and relevant 
supervisors and/or management, including the Principal. 

(a) Stage 1: 

(1) In the first instance, the parties to the dispute must try to resolve the 
dispute at the workplace level, by discussions between the employee 
or employees and relevant supervisors and/or management including 
the Principal.  

(b) Stage 2: 

(1) If the matter is unresolved at stage 1, the employee can request a 
conference with the Principal. 

(2) The employee must notify the Principal, in writing, of the nature of the 
grievance and the remedy sought. 

(3) The conference must be convened as soon as practicable and, where 
possible, not more than 7 days following receipt of the request. 

(4) The employee is entitled to be accompanied at the meeting by a 
support person or representative. 

(5) The Principal may be accompanied at the meeting by a person of his 
or her choice. 

14.4 If discussions at the workplace level do not resolve the dispute, a party to the 
dispute may refer the matter to the Fair Work Commission. 

14.5 The Fair Work Commission may deal with the dispute in 2 stages: 

(a) the Fair Work Commission will first attempt to resolve the dispute as it 
considers appropriate, including by mediation, conciliation, expressing an 
opinion or making a recommendation; and 

(b) if the Fair Work Commission is unable to resolve the dispute at the first stage, 
the Fair Work Commission may then: 

(1) arbitrate the dispute; and 

(2) make a determination that is binding on the parties. 








 

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Note: If the Fair Work Commission arbitrates the dispute, it may also use the 
powers that are available to it under the Act.  A decision that Fair Work 
Commission makes when arbitrating a dispute is a decision for the purpose of 
Div. 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the 
decision. 

14.6 While the parties are trying to resolve the dispute using the procedures in this 
clause: 

(a) an employee must continue to perform his or her work as he or she would 
normally unless he or she has a reasonable concern about an imminent risk 
to his or her health or safety; and 

(b) an employee must comply with a direction given by the School to perform 
other available work at the same workplace, or at another workplace, unless: 

(1) the work is not safe; or 

(2) applicable occupational health and safety legislation would not permit 
the work to be performed; or 

(3) the work is not appropriate for the employee to perform; or 

(4) there are other reasonable grounds for the employee to refuse to 
comply with the direction. 

14.7 The parties to the dispute agree to be bound by a decision made by Fair Work 
Commission in accordance with this clause. 

15. Union Related Matters  

15.1 The School must permit an Employee who is the School representative of a 
registered union that is entitled to represent the industrial interests of any 
Employees to post notices on a common room notice board. 

15.2 The representative will be permitted in working hours (other than timetabled 
teaching time) to interview the Principal or Principal's delegate on union business. 
These interviews must take place at a time and place convenient to both parties. 

15.3 The School agrees to release each Union representative each year for one day of 
paid training leave plus one day of paid leave to attend the Annual 
Representatives Conference. 

16. Anti-Discrimination 

16.1 The School acknowledges that it is unlawful to discriminate directly or indirectly 
against an Employee covered by the Agreement because of, or for reasons 
including, the Employee's race, colour, sex, sexual preference, age, physical or 
mental disability, marital status, family or carer's responsibilities, pregnancy, 
religion, political opinion, national extraction or social origin. 

16.2 However, a term of this Agreement does not discriminate against an Employee: 

(a) if the reason for the discrimination is the inherent requirements of the 
particular position concerned; or 

(b) merely because it discriminates, in relation to employment of the Employee 








 

  Page 17 of 75 

as a member of the staff of an institution that is conducted in accordance with 
the doctrines, tenets, beliefs or teachings of a particular religion or creed: 

(1) in good faith; and 

(2) to avoid injury to the religious susceptibilities of adherents of that 
religion or creed. 

16.3 A term of this Agreement does not discriminate against an employee merely 
because it provides for wages for: 

(a) all junior Employees, or a class of junior Employees; or 

(b) all Employees with a disability, or a class of Employees with a disability; or 

(c) all Employees to whom training arrangements apply, or a class of Employees 
to whom training arrangements apply. 

17. Method of Remuneration 

17.1 All monies payable to Employees will be paid once each fortnight. 

17.2 Payment will be made by direct transfer.  An Employee has the right to nominate 
the financial institution and the account. 

18. Superannuation 

18.1 The College is required to make statutory superannuation guarantee contributions 
on an employee’s behalf to the employee’s fund of choice or, if the employee does 
not nominate a fund, to the employee’s stapled fund, in accordance with the 
Superannuation Guarantee Scheme and the Superannuation Guarantee 
(Administration) Act 1992.  

18.2 If an employee does not nominate a fund and does not have a stapled fund the 
College will make contributions to NGS Super. 

18.3 Subject to the governing rules of the relevant superannuation fund, an Employee 
may, in writing, authorise the College to pay on behalf of the Employee a specified 
amount from the post taxation remuneration of the Employee into the same 
superannuation fund as the College makes the superannuation contributions 
provided for in this clause 

18.4 Contributions will be paid monthly on behalf of all Employees for whom 
contributions are required to be made.  

19. Salary Packaging 

19.1 In this clause “total remuneration” for an Employee shall include salary and any 
other emoluments whatsoever payable directly or indirectly, whether in cash or in 
kind, by the School to the Employee and which arise from the substantive 
employment, but excluding employer superannuation benefits payable by the 
Employer in satisfaction of the Superannuation Guarantee Legislation.  

19.2 The requirements to pay salaries will in the alternative be satisfied where: 

(a) by written agreement between the School and an Employee the Employee’s 
total remuneration for any period, however effected, is at least equal in 








 

  Page 18 of 75 

quantum value to the money amount specified to apply to that Employee’s 
classification for that period pursuant to this Agreement; 

(b) no part of any agreement made pursuant to this clause contravenes a law of 
the State of South Australia or of the Commonwealth, or public or private 
rulings of the Australian Taxation Office; and 

(c) any agreement made pursuant to this clause proceeds only from the request 
of an Employee made prior to derivation of the agreement provided also that 
such agreement may be terminated by either party giving the other at least 28 
days’ written notice of withdrawal from the agreement. 

19.3 The written agreement referred to in clause 19.2 (a) shall clearly specify the 
proposed arrangements including the agreed quantum value of any non-cash item, 
the net impact on take home salary, and the liability for taxation obligations and 
administration expenses (if any) which may arise from the arrangements; 

19.4 The Employee shall be afforded the opportunity to take advice on the detail of any 
proposed written agreement prior to its execution. 

19.5 Employees are invited by the School to request an agreement which offsets wages 
by the combined value of expense payment benefits (as defined in Section 20 of 
the Fringe Benefits Tax Assessment Act 1986 (Cth.)) paid by the School on behalf 
of the Employee and any taxation obligations and administrative expenses (if any) 
to these amounts, to a maximum of 40% of total remuneration. 

19.6 Employees whose agreement includes expense payment benefits other than 
superannuation will use a third party nominated by the School to process all 
expense payment benefits, and the third party’s costs will be borne by the staff 
member. 

20. Monetary Obligations  

20.1 The monetary obligations imposed on the School by this Agreement may be 
absorbed into over agreement payments. Nothing in this agreement requires the 
School to maintain or increase any over agreement payments.  

 

  








 

  Page 19 of 75 

PART 3 - TEACHERS 

21. Definitions 

In this Part: 

Employee means a person employed by the School as a teacher in a classification 
described in Schedule 2. 

22. Contract of Hiring 

22.1 General Provisions 

(a) All Employees will be employed as permanent full-time, permanent part-time, 
replacement, temporary or casual Employees, subject to the provisions in 
clause 22.4 (Employment Categories).  

(b) On appointment, the School will provide the Employee (other than a casual 
Employee) with a letter of appointment stating the classification and rate of 
salary applicable on commencement, the Employee's face-to-face teaching 
load and details of their extra-curricular commitment.  

(c) In the case of a part-time Employee, the letter of appointment will include the 
Employee's teaching load expressed as a percentage (to two decimal points) 
of a full-time load in the School and their extra-curricular commitment will 
generally be, on balance, in the same proportion to their teaching load as that 
of a full-time Employee.  

(d) Where the School and the Employee agree to a temporary increase in the 
Employee's hours of work, the extra proportion of teaching time will be a 
separate contract of employment for casual work subject to the conditions of 
clause 22.4(e) (Temporary Employees) except that the minimum hourly 
provisions of clause 22.4(f) (Casual Employees) may be disregarded.  The 
Employee's remuneration for the extra work will be paid at the casual rate of 
the Employee's incremental step in the salary scale.  

(e) All appointments will be in accordance with the salary scale in Schedule 1 
having regard to the qualifications, experience, duties and responsibilities of 
the Employee concerned.  

(f) An Employee must comply with the Principal's reasonable directive to carry 
out the classroom teaching duties as are within the limits of the Employee's 
skills, competence and training. 

(g) On engagement the School may require an Employee to supply: 

(1) documentary evidence of the Employee's experience and 
qualifications or other evidence satisfactory to the School as to the 
Employee's suitability to perform the duties the Employee would be 
required to undertake; and 

(2) a certificate from an approved legally qualified medical practitioner 
that the Employee is of sound health and free from any physical or 
mental defect likely to impair Employee's ability to perform the duties 
required.  The School must pay for the cost of obtaining the 
certificate. The Employee may choose the gender of the medical 
practitioner. 








 

  Page 20 of 75 

22.2 Probation  

(a) All appointments other than appointments to replacement, temporary, fixed 
term or casual positions will be regarded as probationary for the first two 
school terms.  The School may at its discretion reduce or waive the 
probationary period.  If the Employee's employment is continued after the 
probationary period, the employment will be deemed to be permanent. 

(b) During the probationary period the Employee will receive induction and other 
professional assistance as is deemed necessary by the School.  

(c) During the probationary period an Employee who is deemed by the School to 
be unsatisfactory is to be advised accordingly in writing and counselled.  

(d) Where a probationary Employee is deemed by the School to be 
unsatisfactory the School may, with the consent of the Employee, extend the 
period of probation for a single extension of a period not exceeding two 
school terms.   

22.3 During the probationary period an Employee who is not to be confirmed as 
permanent is to be given seven (7) weeks’ notice of termination.  

22.4 Employment Categories 

(a) With the exception of probationary Employees, all Employees other than 
replacement, temporary or casual Employees will be deemed to be 
permanent.  

(b) Full-time Employees 

A full-time Employee is any Employee who is not part-time or casual. 

(c) Part-time Employees 

(1) A part-time Employee is entitled to the benefits under this Agreement 
on a pro-rata basis.  The pro-rata basis will be calculated by dividing 
the number of face-to-face teaching hours prescribed for the part-time 
Employee from time to time by the usual number of face-to-face 
teaching hours prescribed for a full-time Employee in the School, or in 
the case of an Employee in the School’s Early Learning Centre/Pre-
School, the Early Learning Centre/Pre-School. Each appointment will 
be expressed as a decimal fraction to two decimal points. 

(2) A part-time Employee can reasonably be expected to participate in all 
School related activities on those days on which that Employee 
normally works at the School and such other times as are negotiated 
with the School. 

(d)  Replacement Employees 

(1) A replacement Employee is one who is hired for a period mutually 
agreed between the School and the Employee. 

(2) A replacement Employee may be hired to replace an Employee 
absent on approved leave of any kind.  However, the replacement 
Employee does not have to fill the position vacated by the Employee 
on leave.  








 

  Page 21 of 75 

(3) Before the School hires a replacement Employee the School must 
inform that person of the temporary nature of the employment and of 
the rights of the Employee who is being replaced. 

(4) Either party may terminate the contract of hiring by providing 2 weeks' 
notice in writing, unless the School is required under the NES to give 
more notice, in which case the NES will prevail.   

(5) If the required notice of termination is not given, the School must pay 
a sum equal to the salary difference between the period of notice 
actually given and the period of notice required.  

(6) Where an Employee does not give the appropriate notice and there is 
no agreement to reduce or waive the notice period, the School may 
withhold from salaries and allowances such payment of up to two (2) 
weeks wages which has been authorised by the employee and is 
reasonable in the circumstances. 

(7) Replacement Employees hired for less than a full school term are 
paid at the casual rate.  

(8) By mutual agreement with the School replacement employees who 
work six (6) weeks or more may be employed permanently and at 
their appropriate incremental step with pro-rata entitlement to 
personal/carer’s leave, annual leave and annual leave loading. 

(9) Replacement Employees hired for a full school term or more must be 
paid at their appropriate incremental step with pro-rata entitlement to 
personal/carer's leave, annual leave and annual leave loading.  

(e) Temporary Employees 

(1) An Employee may be hired on a temporary basis for a period not 
exceeding 12 months to: 

(A) fill an unforeseen vacancy pending filling of the position on a 
permanent basis; 

(B) fill a position established on a "trial" basis e.g. consequent 
upon experimental curriculum change; 

(C) undertake a specified task which has a limited period of 
operation; 

(D) fill a position sustained by specific purpose qualified funding 
provided by the Government; 

(E) provide additional teaching staff for temporary increase in 
enrolments at the School which occur after the 
commencement of the School Pay Year. 

(2) Either party may terminate the contract of hiring by providing 2 weeks' 
notice in writing, unless the School is required under the NES to give 
more notice, in which case the NES will prevail.  








 

  Page 22 of 75 

(3) If the required notice of termination is not given, the School must pay, 
a sum equal to the salary difference between the period of notice 
actually given and the period of notice required.  

(4) Where an Employee does not give the appropriate notice and there is 
no agreement to reduce or waive the notice period, the School may 
withhold from salaries and allowances such payment of up to two (2) 
weeks wages which has been authorised by the employee and is 
reasonable in the circumstances. 

(5) Temporary Employees hired for less than a full school term are paid 
at the casual rate.  

(6) By mutual agreement with the School temporary employees who 
work six (6) weeks or more may be employed permanently and at 
their appropriate incremental step with pro-rata entitlement to 
personal/carer’s leave, annual leave and annual leave loading. 

(7) Temporary Employees hired for a full school term or more must be 
paid at their appropriate incremental step with pro-rata entitlement to 
personal/carer's leave, annual leave and annual leave loading.  

(f) Casual Employees 

(1) Casual employees cannot be reappointed to the same position or in 
the same capacity for longer than one continuous School term. 

23. Termination of Employment 

23.1 Notice of Termination by School 

(a) In order to terminate the employment of an Employee, the School must give 
the Employee at least 12 weeks’ notice in writing. 

(b) Payment in lieu of notice must be made if the appropriate notice is not given.  

(c) The period of notice in this clause does not apply in the case of: 

(1) dismissal for conduct that at common law justifies instant dismissal; 

(2) summary dismissal for serious misconduct;  

(3)  replacement Employees; 

(4) temporary Employees; 

(5) casual Employees; 

(6) probationary employees 

(d) Where the School has given notice of termination to an Employee, the 
Employee must be allowed up to one day's time off without loss of pay for the 
purpose of seeking other employment.  The time off is to be taken at times 
that are convenient to the Employee after consultation with the School.  

23.2 Notice of Termination by Employee 








 

  Page 23 of 75 

(a) In order to terminate his or her employment an Employee must give the 
School at least 12 weeks’ notice in writing, with the termination date to 
coincide with the last teaching day of a school term.  

(b) The School may, where reasonable cause exists, reduce or waive the 
required period of notice 

(c) Where an Employee does not give the appropriate notice and there is no  
 agreement to reduce or waive the notice period, the School may withhold 
 from salaries and allowances such payment of up to two (2) weeks wages 
 which has been authorised by the employee and is reasonable in the 
 circumstances. 

23.3 Termination due to incapacity 

(a) If, in the opinion of the School, an Employee who by reason of physical or 
mental incapacity is not or would not be able to: 

(1) perform adequately the work genuinely and reasonably required for 
the employment or position in question; 

(2) perform the work without endangering him or herself or other 
persons; or 

(3) respond adequately to situations of emergency that should 
reasonably be anticipated in connection with the employment or 
position in question; and 

where a medical practitioner confirms that the incapacity is of a permanent 
nature, then the School may retire the Employee from his or her employment.  

(b) An Employee who fulfils the above provisions must, upon the request of the 
School, submit to a medical examination or examinations.  Failure to attend 
the medical examination without reasonable cause will be deemed to be 
evidence of incapacity.   

(c) An Employee is entitled to use all personal/carer's leave credit before 
retirement under this clause.  

23.4 Statement of Service 

Upon the termination of employment of an Employee (other than a casual Employee) 
the School will provide upon the request of the Employee, a statement of service 
setting out the commencement and cessation dates of employment.  

23.5  Payment on termination of employment 

(a)  The College will pay an employee no later than seven (7) days after the day 
 on which employment is terminated, for wages owing under this Agreement. 

(b)  This may be altered by mutual agreement to suit the needs of the College
 and an individual employee. 

 

 








 

  Page 24 of 75 

24. Redundancy 

24.1 "Redundancy" in this clause means the loss of employment due to the School no 
longer requiring the job the Employee has been doing to be performed by anyone 
or because of the insolvency of the School and "redundant" has a corresponding 
meaning. 

24.2 This clause does not apply to Employees excluded from the application of Division 
11 of Part 2-2 of Chapter 2 of the Act.  

24.3 Where the School has made a definite decision that it no longer wishes the job the 
Employees have been doing done by anyone and that decision may lead to 
termination of employment, the School must have discussions as soon as 
practicable with the Employees directly affected and offer in writing to have 
discussions with the Union.  Discussions must include: 

(a) the reasons for the proposed terminations; 

(b) measures to avoid or minimise the terminations; 

(c) the criteria used for selection; 

(d) measures to mitigate the adverse effects of any terminations on the 
Employees concerned.  

24.4 For the purposes of such discussion the School must as soon as practicable 
provide in writing to the Employees concerned and the Union, all relevant 
information about the proposed terminations, including: 

(a) the reasons for the proposed terminations; 

(b) the number and category of Employees likely to be affected; 

(c) the number of Employees normally employed; 

(d) the period over which the terminations are likely to be carried out. 

The School is not required to disclose confidential information the disclosure of which 
when looked at objectively would be against the School's interests. 

24.5 Period of notice of termination on redundancy or partial redundancy 

(a) If the services of an Employee are to be terminated due to redundancy, then 
the Employee must be given written notice that in one school term's time the 
position occupied by the Employee will be declared redundant or partially 
redundant.  

(b) If the School fails to give notice of termination as required, the School must 
pay to that Employee the ordinary rate of pay for a period being the difference 
between the notice given and that required to be given.  If the School makes 
payment in lieu for all or any of the period of notice, then the period for which 
the payment is made will be treated as service for the purpose of calculating 
any service related entitlements of the Employee and will be deemed to be 
service with the School for the purposes of the Long Service Leave Act 1987. 

(c) If alternative employment cannot be provided at the end of the one school 
term specified above, the School may terminate the employment of the 








 

  Page 25 of 75 

Employee.  The notice of termination must be in writing and must be 
accompanied by copies of all written endeavours to locate alternative 
employment.  

24.6 Time off during notice period 

(a) During the period of notice of termination given by the School, the School 
must attempt to provide for the continuing employment of the Employee by 
granting reasonable paid leave of absence, of at least one day, to the 
Employee being retrenched for the purpose of seeking other employment.  

24.7 Redundancy pay 

(a) In addition to the period of notice prescribed for termination in clause 24.5, an 
Employee whose employment is terminated by reason of redundancy is 
entitled to the following amounts of redundancy pay in respect of a continuous 
period of service: 

12 weeks' salary plus 1 week's salary for each year or part year of continuous 
service with the School up to a maximum of 12 weeks.  (Total maximum is 24 
weeks.) 

(b) The redundancy payment with annual leave, annual leave loading, long 
service leave payment and all other entitlements must be paid in a lump sum 
on the last working day of employment.  

(c) The Employee must be provided with a statement detailing how the monetary 
entitlement was calculated.  

(d) The Employee must be provided with a work reference including the reason 
for the termination of employment, the length of service and an evaluation of 
the work performed in that time.  

(e) If an Employee is entitled to be paid an amount of redundancy pay by the 
School under this clause, and the School obtains other acceptable 
employment for the Employee, or cannot pay the amount, the School may 
make application to the Fair Work Commission under section 120 of the Act 
for a determination that the amount of redundancy pay is reduced to a 
specified amount (which may be nil) that the Fair Work Commission considers 
appropriate.  If such a determination is made, the amount of redundancy pay 
to which the Employee is entitled is the reduced amount specified in the 
determination.  

(f) An Employee is not entitled to redundancy pay under this clause if the 
circumstances are as set out in section 122(2) of the Act (which relates to a 
transfer of employment where services with the first employer counts as 
service with the second employer) or section 122(3) of the Act (which relates 
to an employee rejecting an offer of employment made by another employer 
in certain circumstances), unless Fair Work Australia makes an order under 
section 122(4) of the Act. 

24.8 Employee leaving during notice period 

(a) An Employee whose employment is terminated on account of redundancy 
may terminate his or her employment during the one school term period 
provided in clause 24.5(a) by the giving of at least one week's notice in 
writing.  In this case, the Employee is entitled to the same benefits and 








 

  Page 26 of 75 

payments under this clause as if remaining with the School until the expiry of 
the notice period.  The Employee is not entitled to payment in lieu of notice.  
The Employee will not be entitled to payment of salary beyond the resignation 
date. 

24.9 Partial redundancy 

(a) Where an Employee is transferred to lower paid duties by reason of 
redundancy, the Employee must be given one school term's notice and the 
School may, at the School's option, make payment instead of an amount 
equal to the difference between the former rate of salary and the new rate of 
salary for the number of weeks of notice still owing.  

(b) Where an Employee is given notice of partial redundancy, the Employee may 
within one month of receipt of such notice elect to declare the position wholly 
redundant in which case all provisions of this clause in relation to total 
redundancy will apply.   

(c) Where partial redundancy is accepted by an Employee a pro-rata 
compensatory redundancy payment in accordance with clause 24.7 will be 
provided to the Employee at the date when the partial redundancy takes 
effect.  

25. Disciplinary Action 

25.1 Summary dismissal 

(a) If an Employee: 

(1) is guilty of serious misconduct; 

(2) or for any other lawful cause of summary dismissal, the School may 
terminate the employment of the Employee without notice.  

(b) In the case of such summary dismissal, salary will be paid up to the time of 
dismissal only. 

25.2 Disciplinary action and dismissal in other circumstances 

(a) If an Employee is negligent, inefficient, incompetent or unsatisfactory in the 
discharge of his or her duties, then the School must inform the Employee of 
the particulars in writing and provide counselling to assist the Employee to 
overcome the inefficiencies or incompetence.  

(b) The procedure detailed above will be repeated over a period covering at least 
two school terms before notice of termination is given to the Employee.  

(c) Notice of termination will be in writing giving at least 12 weeks' notice and will 
state the reasons for the termination and details of the counselling provided. 

26. Employment outside the School 

26.1 An Employee must not undertake any other paid employment which, in the opinion 
of the School, would interfere with the efficient discharge of the Employee's duties 
in the School, or in any way prejudice the interests of the School. 








 

  Page 27 of 75 

26.2 Employees must inform the School of any paid employment undertaken outside of 
the School. 

27. Meal break 

27.1 An Employee is entitled, each day, to a meal break between the hours of 11.00 am 
and 2.30 pm.  

27.2 The meal break will be for not less than 30 minutes, no later than 5 hours after 
commencing work, except where an Employee is rostered for supervision duties 
(on a particular day) during the students' lunch period, in which case the duration 
of the meal break will be not less than 20 minutes.  

27.3 The meal break will be continuous and free of disruption scheduled by the School. 

27.4 The above provisions will not apply: 

(a) to an Employee who is absent from the School at the relevant time due to 
activities such as excursions or School camps; or 

(b) on days when students remain indoors because of inclement weather. 

27.5 This clause will not operate so as to prevent an Employee undertaking activities 
with students or staff on a voluntary basis. 

28. Salary Rates and Allowances 

28.1 The minimum salary per annum payable to a full-time Employee, and the salary 
increases payable under this Agreement will be in accordance with Schedule 1 - 
Salaries and Allowances - Teachers and Schedule 2 - Classifications - Teachers.  

28.2 Where the salary is paid fortnightly, each apportioned payment will be calculated 
as follows: 

Fortnightly salary ($) = Annual salary x 12/313 expressed to the nearest 10 cents  

28.3 Part-time Employees 

(a) A part-time Employee will be paid pro rata, at the same rate as a full-time 
Employee in the same classification.  

28.4 Casual Employees  

(a) Employees engaged on a casual basis for a period of less than 5 consecutive 
School Days will be remunerated at a daily rate calculated as follows: 

Daily rate = Band 1, Step 3 Annual Salary x 6/313 x 1/5 x 125/100 

(b) Employees engaged on a casual basis for less than 1 School Day will be paid 
an hourly rate calculated by dividing the daily rate by 5.5.  A minimum 
payment of two (2) hours will apply.  

(c) Employees engaged on a casual basis for 5 or more consecutive School 
Days will be remunerated on a daily basis as in clause 28.4(a) above but the 
annual salary used as a basis for the calculation will be the Employee's 
correct incremental step in accordance with qualifications and years of 
teaching experience as detailed in Schedule 2. 








 

  Page 28 of 75 

29. Payroll deductions 

The School will make deductions from salaries as authorised in writing by an 
Employee, and in accordance with section 324 of the Act. 

30. Higher duties 

If an Employee is required by the School to perform duties applicable to a higher 
classification for a continuous period exceeding five working days, then the Employee 
must be paid the rate prescribed for the higher classification for the entire period the 
work is undertaken. 

31. Annual leave 

31.1 Period of leave 

(a) Annual leave is provided for in the NES.  This clause supplements the NES.  

(b) An Employee must take annual leave during non-Term weeks.  Leave must 
be taken, in the case of an Employee whose employment with the School is 
continuing into the next School Year, in the four-week period immediately 
following the final Term Week of the current School Year, unless otherwise 
agreed with the School.   

31.2 An Employee may take annual leave re-credited in accordance with the NES only 
during non-Term weeks as directed by the School. 

32. Pro-rata payment of salary inclusive of annual leave 

32.1 This clause incorporates the NES entitlement with respect to annual leave. 

32.2 The provisions of this clause will apply: 

(a) in the calculation of payment in regard to pro-rata salary where an 
Employee's employment ceases; or 

(b) in the calculation of payment in regard to pro-rata salary if: 

(1) an Employee commenced employment after the school or preschool 
Service Date; 

(2) an Employee has taken leave without pay of more than two Term 
Weeks since the school or preschool Service Date; or 

(3) the hours which an employee has worked have varied since the 
school or preschool Service Date. 

32.3 Calculation of payments 

P      =     s x c        -    d 
                  b                  

P is the payment due 

s is the total salary paid in respect of Term Weeks, or part thereof, since the 
school or preschool Service Date or the date of employment in circumstances 

---








 

  Page 29 of 75 

where the Employee has been employed by the School since the Service 
Date 

b is the number of Term Weeks, or part thereof in the School or Preschool 
Year 

c is the number on non-Term Weeks, or part thereof, in the School or 
Preschool Year 

d is the salary paid in respect of non-Term Weeks, or part thereof that have 
occurred since the school or preschool Service Date or date of employment in 
circumstances where the Employee has been employed by the School since 
the School Service Date. 

32.4 For the purpose of this clause: 

Service Date means the date from which Employees are paid at the commencement 
of the School or Preschool Year in their first year of service with the School; and 

Employee means an Employee other than a casual Employee. 

32.5 The formula in clause 32.3 is intended to be used to calculate the pro-rata salary 
inclusive of annual leave owing to an Employee in respect of the School Year in 
which the formula is applied. 

32.6 Termination of employment 

An Employee will be entitled on termination of employment to a payment calculated in 
accordance with this clause.  

32.7 Employees who commence employment after the commencement of the School 
Year 

An Employee who commences employment after the commencement of the School 
Year in any School Year will be paid from the date the Employee commences, 
provided that at the end of the last Term Week in that year, the Employee must be 
paid an amount calculated pursuant to clause 32.5 and will receive no salary or other 
payment other than payment under this clause until the Service Date or the 
resumption of Term 1 in the following School Year. 

32.8 Employees who take approved leave without pay 

Where an Employee takes leave without pay with the approval of the School for a 
period which (in total) exceeds more than two Term Weeks in any year, the Employee 
will be paid a salary calculated in accordance with this clause as follows: 

(a) If the leave without pay commences and concludes in the same School Year, 
the payment will be calculated and made at the conclusion of the last Term 
Week in that year; and 

(b) If the leave without pay is to conclude in a School Year following the School 
Year in which the leave commenced: 

(1) at the commencement of the leave, a payment will be calculated and 
made in respect of the School Year in which the leave commences; 
or 








 

  Page 30 of 75 

(2) at the end of the last Term Week in that year in which the leave 
concludes, a payment will be calculated and made in respect of that 
School Year. 

32.9 If the Employee returns early from leave any payment under clause 33.1(a) will be 
taken into account in calculating the amount owed to the Employee at the end of 
the last Term Week in that year. 

33. Annual leave loading 

33.1 An Employee who has served throughout the School Year is entitled to a leave 
loading of 17.5% on four weeks' annual leave.  The loading will normally be paid: 

(a) at the time that the Employee is paid annual leave or pro-rata annual leave; or 

(b) on the termination of employment by either party. 

(c) Leave loading is to be calculated using the following formula: 

[Weekly salary x 4 x 17.5%] x Term Weeks worked by the Employee in that School 
Year divided by Total Term Weeks in that School Year, up to a maximum of the 
average weekly earnings of all males in the Australian Bureau of Statistics report 
released in May in the school year in which the payment is made. 

For example, in the case of an Employee with a weekly salary of $1000 on 
termination of Employment (or at the end of the final Term Week in the School Year) 
who was employed at the School for 20 of the 38 Term Weeks in that School Year, 
the calculation will be as follows: 

$1000 x 4 x 17.5% = $700 

$700 x 20/38 = $368.42. 

34. Staff absences 

34.1 Where an Employee is absent and the absence is likely to be prolonged, the 
remaining Employees will not normally be required to carry out the duties of the 
absent Employee.  

34.2 Where an Employee is absent due to attendance at School instigated activities 
such as conferences and School camps, the remaining Employees will not be 
required to carry out the duties of the absent Employee if this would involve them 
exceeding the normal teaching load at the School. 

35. Working arrangements  

35.1 This clause supplements the NES in respect of maximum weekly hours.  

35.2 Due to the operational requirements of the School, the 38 ordinary hours of work 
per week for an Employee may be averaged over a 12-month period.  

35.3 The ordinary hours of work for an Employee during Term Weeks are variable.  In 
return, an Employee is not generally required to attend for periods of time when 
the students are not present, subject to the needs of the School with regard to 








 

  Page 31 of 75 

professional development, student free days and other activities requiring the 
Employee's attendance. 

35.4 In general, Part Time Teachers are not expected to attend training/meetings on 
days that they are not rostered to work 

35.5 It is the responsibility of the School (and meeting chair) to provide access to 
training and information in alternative forums/formats for staff unable to attend an 
event or meeting. 

35.6 Part time staff may however be consulted regarding mutually agreeable time in 
Lieu arrangements 

35.7 The annual salary and any applicable allowances payable under this Agreement 
are paid in full satisfaction of an Employee's entitlements for the School Year or a 
proportion of the School Year.   

  








 

  Page 32 of 75 

PART 4 - GENERAL STAFF 

36. Definition  

In this Part:  

Employee means a person employed by the School as a member of the General 
Staff in a classification described in Schedule 4.  

37. Contract of Hiring 

37.1 General provisions 

(a) All Employees will be employed as full-time, part-time, or casual Employees, 
subject to the provisions in clause 38. 

(b) A new Employee may be employed for a probationary period not exceeding 3 
working months.  Unless there is written agreement to the contrary, the 
appointment will be deemed to be permanent on expiry of this period.  For the 
avoidance of doubt, this subclause does not apply to fixed term or casual 
Employees. 

(c) During the probationary period an Employee who is not to be confirmed as 
permanent is to be given two (2) weeks’ notice of termination.  

(d) Upon appointment, the School must inform the Employee in writing of the 
following: 

(1) the nature of employment (that is, permanent, replacement, 
temporary, fixed term or casual); 

(2) the classification level in accordance with Schedule 4; 

(3) the salary applicable to the position; 

(4) the normal hours of work (weekly or over a four-week period);  

(5) the number of ordinary hours per week and weeks per year; and 

(6) the duties which the Employee is expected to perform. 

(e) The conditions of employment outlined above in clause 37.1 (d)(1), (4) and 
(5) and cannot be altered except by mutual agreement between the School 
and the Employee or in accordance with clause 41 (Redundancy). 

38. Employment Categories  

38.1 Full-time Employees 

(a) A full-time employee is normally required to work 38 hours per week or an 
average of 38 hours per week in accordance with clause 48 – Ordinary Hours 
of Work.  

38.2 Part-time Employees  

(a) A part-time employee is an Employee who is engaged to work less than the 
applicable full time ordinary hours per week or an average of less than the 








 

  Page 33 of 75 

applicable full time ordinary hours per week and/or for less than the full 
School Year and who has reasonably predictable hours of work.  

(b) A part-time employee will be paid an hourly rate of the weekly rate for the 
Employee’s classification be divided by 38. 

(c) A part-time employee's entitlements under this Agreement will be calculated 
on a pro rata basis.  

38.3 Fixed term Employees 

Fixed term employees may only be engaged as either replacement Employees or 
temporary Employees  

(a) A replacement Employee is one who is hired for a period mutually agreed 
between the School and the Employee. 

(b) A replacement Employee may be engaged for the purpose of replacing 
another Employee on approved leave of any kind.  However, the replacement 
Employee does not have to fill the position vacated by the Employee 
proceeding on leave.  

(c) Prior to engagement of a replacement Employee, the School must inform the 
replacement Employee of the temporary nature of the employment and of the 
rights of the Employee who is being replaced.   

(d) The School is not obligated to engage a replacement Employee if within the 
School there already exists an Employee who can fulfil the position by 
increasing his or her hours of work or by being reclassified. 

(e) An Employee may be hired on a temporary basis for a period not exceeding 
12 months to: 

(1) fill a position sustained by specific purpose qualified funding; or 

(2) temporarily increase the hours worked per week by a part-time 
Employee currently in the School's employment. 

38.4 Casual Employees 

(a) A casual Employee is an Employee engaged as such and paid by the hour for 
a period mutually agreed between the School and the Employee.  

(b) A casual Employee will be engaged and paid for a minimum of two (2) hours 
for each engagement. 

(c) A casual Employee will be paid an hourly rate of the weekly rate for the 
Employee's classification plus a percentage of 25%.  

(d) A casual Employee must be paid fortnightly. 

 

 

 








 

  Page 34 of 75 

38.5 Right to request casual conversion 

(a) An employee engaged by the College as a regular casual employee 
may request that their employment be converted to full-time or part-
time employment. 

(b) A regular casual employee is a casual employee who has in the 
previous 12 months worked a pattern of hours on an ongoing basis 
which, without significant adjustment, the employee could continue 
to perform as a full-time employee or part-time employee under the 
provisions of this agreement.  

(c) A regular casual employee who has worked equivalent full-time 
hours over the preceding period of 12 months’ casual employment 
may request to have their employment converted to full-time 
employment. 

(d) A regular casual employee who has worked less than equivalent 
full-time hours over the preceding period of 12 months’ casual 
employment may request to have their employment converted to 
part-time employment consistent with the pattern of hours 
previously worked.  

(e) Any request under this clause must be in writing and provided to the 
College.  

(f) Where a regular casual employee seeks to convert to full-time or 
part-time employment, the College may agree to or refuse the 
request, but the request may only be refused on reasonable 
grounds and after there has been consultation with the employee.  

(g) Reasonable grounds for refusal include that:  

(1) it would require a significant adjustment to the casual 
employee’s hours of work in order for the employee to be 
engaged as a full-time or part time employee in accordance 
with the provisions of this agreement– that is, the casual 
employee is not truly a regular casual employee as defined in 
paragraph (b); 

(2) it is known or reasonably foreseeable that the regular casual 
employee’s position will cease to exist within the next 12 
months;  

(3) it is known or reasonably foreseeable that the hours of work 
which the regular casual employee is required to perform will 
be significantly reduced in the next 12 months; or  

(4) it is known or reasonably foreseeable that there will be a 
significant change in the days and/or times at which the 
employee’s hours of work are required to be performed in the 
next 12 months which cannot be accommodated within the 
days and/or hours during which the employee is available to 
work.  








 

  Page 35 of 75 

(h) For any ground of refusal to be reasonable, it must be based on 
facts which are known or reasonably foreseeable.  

(i) Where the College refuses a regular casual employee’s request to 
convert, the College must provide the casual employee with the 
reasons for refusal in writing within 21 days of the request being 
made. If the employee does not accept the College’s refusal, this 
will constitute a dispute that will be dealt with under the dispute 
resolution procedure of this agreement. Under this procedure, the 
employee or the College may refer the matter to the Fair Work 
Commission if the dispute cannot be resolved at the workplace 
level.  

(j) Where it is agreed that a casual employee will have their 
employment converted to full-time or part-time employment as 
provided for in this clause, the College and employee must discuss 
and record in writing:  

(1) the form of employment to which the employee will convert – 
that is, full-time or part-time employment; and 

(2) if it is agreed that the employee will become a part-time 
employee, the matters referred to in clause 38.4(d). 

(k) The conversion will take effect from the start of the next pay cycle 
following such agreement being reached unless otherwise agreed. 

(l) Once a casual employee has converted to full-time or part-time 
employment, the employee may only revert to casual employment 
with the written agreement of the College.  

(m) A casual employee must not be engaged and re-engaged (which 
includes a refusal to re-engage), or have their hours reduced or 
varied, in order to avoid any right or obligation under this clause.  

(n) Nothing in this clause obliges a regular casual employee to convert 
to full-time or part-time employment, nor permits the College to 
require a regular casual employee to so convert.  

(o) Nothing in this clause requires the College to increase the hours of 
a regular casual employee seeking conversion to full-time or part-
time employment.  

(p) The College must provide a casual employee, whether a regular 
casual employee or not, with a copy of the provisions of this 
subclause within the first 12 months of the employee’s first 
engagement to perform work. In respect of casual employees 
already employed as at 1 October 2018, the College will provide 
such employees with a copy of the provisions of this clause upon 
the approval of this Agreement.  

(q) A casual employee’s right to request to convert is not affected if the 
School fails to comply with the notice requirements in paragraph (p). 








 

  Page 36 of 75 

 This Clause in its entirety shall be read in conjunction with the National Employment 
 Standards and if there is any inconsistency the National Employment Standards, will 
 prevail, to the extent that the National Employment Standards provide superior 
 conditions for employees. 

39. Termination of Employment 

39.1 Notice of Termination by School 

(a) In order to terminate the employment of an Employee, the School must give 
the Employee the following notice: 

Period of Continuous Service Period of Notice 

Not more than 3 years At least 2 Weeks 

More than 3 years but not more 
than 5 years 

At least 3 weeks 

More than 5 years At least 4 weeks 
 

In addition to the notice set out above, Employees over 45 years of age at the time of 
the giving of notice with not less than 2 years’ continuous service are entitled to 
additional notice of 1 week. 

(b) Payment in lieu of notice must be made if the appropriate notice is not given.  
Employment may be terminated by part of the period of notice specified and 
part payment in lieu.  

(c) The period of notice in this clause does not apply in the case of: 

(1) dismissal for conduct that at common law justifies instant dismissal; 

(2) casual Employees. 

(3) probationary employees 

39.2 Time off During Notice Period 

Where the School has given notice of termination to an Employee, the Employee 
must be allowed reasonable time off of at least one day without loss of pay for the 
purpose of seeking other employment.  The time off is to be taken at times that are 
convenient to the Employee after consultation with the School.  

39.3 Statement of Employment 

(a) At the Employee's request the School must provide to an Employee (other 
than a casual Employee) whose employment has been terminated a written 
statement specifying: 

(1) the length of service; 

(2) the number and range of duties performed; 

(3) any promotion positions held; and 








 

  Page 37 of 75 

(4) any special and/or additional duties performed. 

(b) At a casual Employee's request the School must provide to a casual 
Employee a statement which specifies the number of duty days undertaken 
by the Employee during the period of engagement of the Employee.  

39.4 Payment in Lieu 

If the School makes payment in lieu for all or any of the period of notice prescribed, 
the period for which such payment is made must be treated as service with the 
School for the purposes of computing any service related entitlement of the 
Employee.  

39.5 Notice of Termination by Employee 

(a) In order to terminate employment an Employee must give the School at least 
one week's notice in writing if their period of continuous service at the end of 
the day the notice is given is not more than one year, and otherwise the 
Employee must give at least 2 weeks' notice.  

(b) Where an employee does not give the appropriate notice and there is no 
agreement to reduce or waive the notice period, the School may withhold 
from salaries and allowances such payment of up to one (1) week’s wages 
which has been authorised by the employee and is reasonable in the 
circumstances. 

(c) The School may, where reasonable cause exists, reduce or waive the 
required period of notice.  

39.6 Termination Due to Incapacity 

(a) If, in the opinion of the School, an Employee who by reason of physical or 
mental incapacity is not or would not be able to: 

(1) perform adequately the normal duties genuinely and reasonably 
required of the Employee;  

(2) perform the work without endanger to him or herself or other persons; 
or 

(3) respond adequately to situations of emergency that should 
reasonably be anticipated in connection with the employment or 
position in question,  

and where a medical practitioner confirms that the incapacity is of a 
permanent nature, then the School may retire the Employee from his or her 
employment by giving the appropriate notice in writing. 

(b) An Employee who fulfils the above provisions must, upon the request of the 
School, and at the School's expense, submit to a medical examination or 
examinations.  Failure to attend the medical examination without reasonable 
cause will be deemed to be evidence of incapacity.  

(c) An Employee is entitled to use all personal/carer's leave credit before 
retirement under this clause.  

39.7 Payment on termination of employment 








 

  Page 38 of 75 

(a) The School will pay an employee no later than seven (7) days after  
 the day  on which employment is terminated, for wages owing under  
 this Agreement. 

(b) This may be altered by mutual agreement to suit the needs of the  
 School  and an individual employee. 

40. Redundancy 

40.1 Definition 

"Redundancy" in this clause means the loss of employment due to the School no 
longer requiring the job the Employee has been doing to be performed by anyone or 
because of the insolvency of the School and "redundant" has a corresponding 
meaning.  

40.2 Exclusions 

(a) This clause does not apply to Employees with less than one year's 
continuous service.  The general obligation of the School is no more than to 
comply with clause 11, and to give such Employees an indication of the 
impending redundancy at the first reasonable opportunity, and to take such 
steps as may be reasonable to facilitate the obtaining by such Employees of 
suitable alternative employment.  

(b) This clause does not apply to Employees excluded from the application of 
Division 11 of Part 2-2 of Chapter 2 of the Act.  

40.3 Discussions Before Termination  

(a) Where the School has made a definite decision that it no longer wishes the 
job the Employees have been doing done by anyone and that decision may 
lead to termination of employment, the School must have discussions as soon 
as practicable with the Employees directly affected and offer in writing to have 
discussions with the Union.  Discussions must include: 

• the reasons for the proposed terminations;  

• measures to avoid or minimise the terminations;  

• measures to mitigate the adverse effects of any terminations on the 
Employees concerned.  

(b) For the purposes of such discussion the School must as soon as practicable 
provide in writing to the Employees concerned and the Union, all relevant 
information about the proposed terminations, including: 

• the reasons for the proposed terminations;  

• the number and categories of Employees likely to be affected; 

• the number of Employees normally employed; and 

• the period over which the terminations are likely to be carried out.  

The School is not required to disclose confidential information the disclosure 
of which when looked at objectively would be against the School's interests.  








 

  Page 39 of 75 

(c) The School must attempt to provide for the continuing employment of the 
Employees concerned by: 

• granting reasonable paid leave to the Employees to attend interviews for 
alternative employment;  

• taking all reasonable steps to provide opportunities for retraining and 
educating the Employees in new skills and techniques to maximise 
employment opportunities in the industry.  

40.4 Period of Notice of Termination on Redundancy 

(a) If, within 2 weeks of the notification in clause 41.3(b) alternative employment 
cannot be provided for or gained by the Employee, then the School may 
terminate the employment of the Employee in accordance with the notice 
provisions of clause 40. 

(b) Employees to whom notification of termination of service is to be given on 
account of the introduction or proposed introduction by the School of 
technological change in the industry in relation to which the School is 
engaged must be given not less than 3 months' notice of termination  

(c) If the School fails to give notice of termination as required, the School must 
pay to that Employee the ordinary rate of pay for a period being the difference 
between the notice given and that required to be given.  The period of notice 
to be given is deemed to be service with the School for the purpose of the 
Long Service Leave Act 1987 (SA).  

40.5 Time off During Notice Period 

During the period of notice of termination given by the School an Employee is entitled 
to reasonable time off, of at least one day, without loss of pay for the purpose of 
seeking other employment.  

40.6 Redundancy Pay 

(a) Redundancy pay is provided for in accordance with the following table: 

Period of Continuous service Severance 
Pay 

At least 1 year but less than 2 years 4 weeks 

At least 2 years but less than 3 years 6 weeks 

At least 3 years but less than 4 years 7 weeks 

At least 4 years but less than 5 years 8 weeks 

At least 5 years but less than 6 years 10 weeks 

At least 6 years but less than 7 years 11 weeks 

At least 7 years but less than 8 years 13 weeks 

At least 8 years but less than 9 years 14 weeks 








 

  Page 40 of 75 

At least 9 years but less than 10 years 16 weeks 

 

(b) The redundancy payment must be added to annual leave pay, annual leave 
loading, long service leave entitlements and any other entitlements and paid 
in a lump sum on the last day of employment.  

(c) If an Employee is entitled to be paid an amount of redundancy pay by the 
School under this clause, and the School obtains other acceptable 
employment for the Employee, or cannot pay the amount, the School may 
make application to the Fair Work Commission under section 120 of the Act 
for a determination that the amount of redundancy pay is reduced to a 
specified amount (which may be nil) that the Fair Work Commission considers 
appropriate.  If such a determination is made, the amount of redundancy pay 
to which the Employee is entitled is the reduced amount specified in the 
determination.  

(d) An Employee is not entitled to redundancy pay under this clause if the 
circumstances are as set out in section 122(2) of the Act (which relates to a 
transfer of employment where services with the first employer counts as 
service with the second employer) or section 122(3) of the Act (which relates 
to an employee rejecting an offer of employment made by another employer 
in certain circumstances), unless the Fair Work Commission makes an order 
under section 122(4) of the Act. 

40.7 Written Notice 

(a) The School must, as soon as practicable, but prior to the termination of the 
Employee's employment, give to the Employee a written notice containing, 
among other things, the following: 

(1) the date and time of the proposed termination of the Employee's 
employment; 

(2) details of the monetary entitlements of the Employee upon 
termination of the Employee's employment including the manner and 
method by which those entitlements have been calculated;  

(3) advice as to the entitlement of the Employee to assistance from the 
School, including time off without loss of pay in seeking other 
employment, or arranging training or retraining for future employment; 
and 

(4) advice as to the entitlements of the Employee if the Employee 
terminates his or her employment during the period of notice.  

40.8 Transfer to Lower Paid Duties 

Where an Employee whose job has become redundant accepts an offer of alternative 
work by the School, the rate of pay for which is less than the rate of pay for the former 
position, the Employee is entitled to the same period of notice of the date of 
commencement of work in the new position as if the Employee's employment had 
been terminated.  The School may pay in lieu thereof an amount equal to the 
difference between the former rate of pay and the new lower rate of pay for the 
number of weeks of notice still owing.  








 

  Page 41 of 75 

40.9 Employee Leaving During Notice Period 

An Employee whose employment is terminated on account of redundancy may 
terminate his or her employment during the period of notice by giving at least one 
week's notice in writing.  In this case, the Employee is entitled to the same benefits 
and payments under this clause as if remaining with the School until the expiry of the 
notice period.  The Employee is not entitled to payment in lieu of notice.  If the 
Employee does not give at least one week's notice in writing, then the School is 
entitled to withhold from salaries and allowances the equivalent of up to one week's 
salary which has been authorised by the employee and is reasonable in the 
circumstances.  

41. Unsatisfactory Performance 

41.1 If an Employee is consistently negligent, inefficient, incompetent or uncooperative 
in the discharge of his or her duties, then the School must inform the Employee of 
the particulars in writing.  

41.2 The written particulars will constitute notice to the Employee that unless within one 
calendar month the Employee rectifies the matters referred to in the particulars 
then the Employee may be dismissed upon the giving of the appropriate notice 
detailed in clause 39.  

42. Salaries 

42.1 The minimum salary per annum payable to a full-time Employee, and the salary 
increases payable under this Agreement will be in accordance with Schedule 3. 

42.2 All salaries and allowances will be apportionable in time.  

42.3 An Employee is entitled to progress to the next higher incremental step (if any) in 
the salary scale on the anniversary of appointment.  

42.4 Salaries are payable in advance during annual leave periods.  

42.5 The fortnightly salary will be 12/313 of the minimum annual salary calculated to the 
nearest 10 cents. 

42.6 Employees engaged to work for less than 52 weeks per year will be paid at the 
rate calculated by use of the pro-rata formula in clause 42.7. 

42.7 A permanent part-time Employee may elect to be paid: 

(a) over the 52 weeks of the School Year, at a weekly rate calculated as follows: 

Equivalent full-
time annual salary X 

Hours actually 
worked per week X 

Weeks actually 
worked X 6 

1  38  48  313 
 

(b) during the actual periods of work during the School Year at a weekly rate 
calculated as follows: 

Equivalent full-
time annual salary X 

Hours actually 
worked per week X 

Weeks actually 
worked X 1 

1  38  48  Number of weeks 
actually worked 

 








 

  Page 42 of 75 

 

43. Annualised Salaries 

43.1 Annual salary instead of Agreement provisions 

(a) The School may pay an Employee an annual salary in satisfaction of any or 
all of the following provisions of the Agreement: 

(1) clause 42—Salaries;  

(2) clause 44—First Aid Allowance; 

(3)  clauses49—Overtime; 

(4) clauses 50—Penalty Rates;  

(5) clause 53.4—Annual leave loading; and 

(6) any other allowances that may be payable under the Educational 

Services (Schools) General Staff Award 2020 

(b) Where an annual salary is paid the School must advise the Employee in 
writing of the annual salary that is payable and which of the provisions of this 
Agreement will be satisfied by payment of the annual salary. 

43.2 Annual salary not to disadvantage Employees 

(a) The annual salary must be no less than the amount the Employee would have 
received under this Agreement for the work performed over the year for which 
the salary is paid (or if the employment ceases earlier over such lesser period 
as has been worked).  

(b) The annual salary of the Employee must be reviewed by the School at least 
annually to ensure that the compensation is appropriate having regard to the 
Agreement provisions which are satisfied by the payment of the annual 
salary. 

44. First Aid Allowance 

44.1 Application 

An Employee who is designated by the School to perform first aid duty and who holds 
a current recognised first aid qualification will be paid an allowance of $1,171 per 
annum which will be increased annually in accordance with the pay increases of this 
Agreement.  

44.2 Excluded Employees 

This allowance does not apply to: 

(a) an Employee employed exclusively as first aid officer; or  

(b) an Employee whose appointment to the position of first aid officer has been 
taken into account in classifying their position.  

45. Higher Duties 








 

  Page 43 of 75 

45.1 An Employee who is required to perform duties applicable to a classification higher 
than that of the Employee for a period of five (5) or more days and the duties 
constitute the whole or substantially the whole of the type of duties which would 
attract the higher classification, then the Employee must be paid the rate 
prescribed for the minimum incremental level of the higher classification for the 
entire period the work is undertaken.  

46. Reclassification and Role Review 

46.1 Reclassification 

(a) An Employee who has served in a classification for not less than one 
calendar year and is regularly called upon to perform a substantial volume of 
duties appropriate to a higher classification is entitled to request 
reclassification to a higher classification.  

(b) An Employee who is required to perform duties appropriate to a higher 
classification for a temporary period only will be dealt with according to clause 
45 (Higher Duties) 

(c) Re-classification is not dependant on organisational vacancies but is subject 
to mutual agreement between the College and an Employee.   

(d) An application for re-classification must be: 

• in writing; 

• accompanied by a current agreed duty statement; and 

• detail the reasons for the request for re-classification.  

(e) When mutual agreement cannot be achieved or a period of 4 working weeks 
has elapsed without response from the College, then an assessment panel 
must be convened to determine the application.  

(f) The assessment panel will comprise: 

(g) a representative nominated by the College; 

(h) a representative nominated by the Employee applicant;  

(i) a representative elected by the teaching staff of the College. 

(j) If the application is successful, the Employee must be placed on an 
incremental step in the salary range appropriate to the new classification.  

(k) The date of operation of a successful application must be no later than 3 
months after the date of written application by the Employee. 

(l) Where the College or an Employee is not satisfied with the decision of the 
assessment panel then the dispute resolution procedure will be invoked in 
accordance with clause 14 (Dispute Resolution). 

46.2 Role Review 

On the first anniversary of appointment and biennially thereafter, or at another 
mutually agreed time, consultation will occur between the College and the Employee 








 

  Page 44 of 75 

to ensure that the duty statement is accurate and conforms with the classification 
levels set out in Schedule 4.   

47. Ordinary Hours of Work 

47.1 A full-time Employee's ordinary hours of work will be 38 per week.  The ordinary 
hours of work for a part-time or casual Employee will be in accordance with clause 
38 (Employment Categories).  

47.2 The ordinary hours of work in clause 47.1 may be averaged over a period of a 
fortnight or 4 weeks.  The exception to this is Employees within the Resources 
sub-classification employed in outdoor education, whose hours of work may be 
averaged over a period of up to 12 months.   

47.3 The ordinary hours of work will be worked on no more than 5 days in any 7 days 
and may be worked as follows: 

(a) For Employees apart from those covered by clauses 47.3(b) on any day from 
Monday to Friday between 8.00 am and 6.00 pm unless the School and the 
Employee expressly agree to the contrary.  

(b) For the Bus Drivers, Grounds and Maintenance, Curriculum/education 
resources – outdoor education only, on any day from Monday to Saturday 
between 6.00 am and 6.00 pm. 

(c) For the School’s Early Learning Centre and OHSC staff on any day from 
Monday to Saturday between 6.30 am and 6.30 pm. 

Provided that where a daily span of hours is specified, and there is mutual agreement 
between the School and the majority of Employees in the particular group, the starting 
and finishing times may be varied by up to one hour so long as the total hours remain 
unchanged. 

48. Breaks  

48.1 An Employee must not work more than 5 hours in any one day without a meal 
break of not less than 30 minutes nor more than one hour. 

48.2 The meal break will not count as time worked. 

48.3 The School must allow an Employee a morning tea break of 20 minutes duration 
which will be counted as time worked. 

49. Overtime  

49.1 Employees who are classified as Grade 4 and above and who are paid an annual 
salary are not eligible to receive overtime rates except by mutual agreement 
between the School and the Employee. 

49.2 For work performed outside of or in excess of ordinary hours by Employees, the 
following overtime rates apply: 

(a) for time worked in excess of 38 hours per week or 76 hours per fortnight or 
152 hours per 4 full week period of 20 days an additional 50% of ordinary 
time rate; 








 

  Page 45 of 75 

(b) for time worked outside of the hours of 8.00 am to 6.30 pm Monday to Friday 
both inclusive, an additional 50%; 

(c) for time worked on a Saturday up to 12 noon, an additional 50%; 

(d) for time worked on a Saturday after 12 noon or on a Sunday, an additional 
100%; 

(e) for time worked on a public holiday, an additional 150%. 

49.3 Employees who are required by the School to attend School functions out of hours 
may be paid overtime in accordance with clause 49.2.  

49.4 An Employee may, at the Employee's election, take time-in-lieu of work performed 
outside the Employee's normal hours or overtime.   

49.5 Any time in lieu accrued but not taken will be payable on termination of 
employment. 

50. Penalty Rates 

50.1 Saturday and Sunday work 

(a) An Employee required to work ordinary time on a Saturday or Sunday will be 
paid the ordinary time rate of pay plus a penalty of: 

(1) for ordinary hours worked on a Saturday, 50% of the ordinary time 
rate; and 

(2) for ordinary hours worked on a Sunday, 100% of the ordinary time 
rate. 

50.2 The penalty rates within this clause and in clause 49—Overtime are not 
cumulative. Where an Employee is entitled to more than one penalty or overtime 
rate, the Employee will be entitled to the highest single penalty rate. 

51. Travel Time 

51.1 If an Employee is required to travel outside of the Employee's specified working 
hours in the course of performing his or her duties and that travel occupies more 
than one hour, then the travel time must be classified as working time. 

51.2 Payment for travel time is subject to the following conditions: 

(a) not more than 7.5 hours of travel time will be paid for on any one day; 

(b) an Employee may by agreement with the School take time-in-lieu of travel 
time in accordance with clause49.4. 

52. Variations to Working Period 

52.1 If the School closes the School on a day that has been previously determined as 
part of the Employee's working week, then the Employee will not lose pay nor be 
required to work on days in lieu of the closure day. 








 

  Page 46 of 75 

52.2 If an Employee is required to work extra hours other than hours that have 
previously been determined as part of the Employee's working week, then the 
extra hours will be paid according to the casual rate as detailed in clause 39.4(d). 

52.3 The additional casual work will not count as service for determining leave 
entitlements. 

53. Annual Leave 

53.1 Entitlement to annual leave 

(a) Annual leave is provided for in the NES. This clause supplements the NES 
provisions.  

53.2 Annual leave exclusive of public holidays 

Annual leave is exclusive of any public holiday which falls within it on a Monday to 
Friday inclusive.  If any such holiday falls within an Employee's period of annual 
leave, the period of leave will be increased by one day for each holiday.  

53.3 Payment for annual leave 

Payment for annual leave is included in the salaries in clause 42.7. 

53.4 Annual leave loading  

(a) An Employee is entitled to a payment of a loading equivalent to 17.5% of four 
weeks’ annual leave payment.  

(b) Annual leave loading must be paid in the last pay period prior to the 
commencement of the summer School vacation period. 

53.5 Annual leave will be taken during the breaks between school terms. 

(a) By exception annual leave may be taken during a school term with the 
approval of the Business Manager. 

(b) Employees may apply to take the Office closure days between Christmas and 
New Years as unpaid Leave instead of paid annual leave.  

(c) Employees for whom this unpaid leave is approved, must take at least 20 
days paid annual leave in the following calendar year. 

54. Professional Development 

54.1 During the first term of each school year every school assistant will prepare a 
written “Personal Professional Development Plan” outlining proposed professional 
development of the staff member during the year. Acceptance, monitoring and 
implementation of the Personal Professional Plan will be undertaken by mutual 
agreement of the staff member and Principal 

54.2 Implementation 

(a) The School will provide a minimum of two pupil free days per year of paid 
professional development for each full time school assistant. School 
assistants employed on a part time basis will be provided a pro-rate 
proportion of paid professional development. The school will reimburse costs 








 

  Page 47 of 75 

associated with the undertaking of compulsory professional development 
initiated by the School. 

(b) School assistants are required to spend at least one day or equivalent time 
per year in their own time in self-selected professional development. School 
assistants employed on a part time basis will be required to spend an 
equivalent pro-rata proportion of time. Reimbursement of costs associated 
with the undertaking of self-selected professional development will be at the 
discretion of the Principal. 

55. Clothing, Equipment and Tools 

Where clothing of a protective nature or other items of equipment are required to 
promote safe working conditions the School must provide such articles free of cost to 
the Employee.  

  








PART 5 • SIGNATORIES 

Employer Representative 
,t..1 Ne:j 

Full Name: 5"1,l"S'Ani ..fl/1.:; , .. 4 J ~ tull Name: 

Position: Pt:z 1 .rVC/ f"7 A-L Occupation: 

Address: / ---C'79 vi"~ .. ~4-r 7t:a Address; 
Ne?A,' ~ 

SA so,r 
Signature: ,:-4 ~ Signature: 

Date: / ...- Date: ..2.-B~ l"I' /~, 

Full Name: 

Position: 

Addres&: 

Signature: 

Date: 

IEU Reprnentatlva 

Ful Name: [/£hi/ ;{Jttilt Full Name: 

Po&Hlon: ?;';C. (e,·{\H j Occupallon: 

Address: ·1.. i;),,~( ,u.CCy~ \t --~ Address: 

,4i{.ef1ii ,'l,£_ :m: )f,tl.D . s,._ .. , / ~ s.gn.-

o.ro, C:J/,y2Yfz,i1 0a1e, 

Witness 

-bJ. I'(_ /pc/'J. MQV\ 

Sot; 1e~ /1a':".~/' 
_i __ ~!hz.Jil __ 
~4,ots. 
~ . . . ~ 

?.6/n /l,2...1 

Che~enno Clin~ 
Teac),ey-
i CClV~ -Rd 
~e,w ()ov-t S.f\ 60l6 

~ 
_}-6/ ll { :2- \ 

Wltn•• 7 

/~ is ct/?... a/bei/:flt~/'-l! . . 
0 ( j' 0.., ,/.se/"' 

J..t'3 C,,,,,ie _fl-
t/ cul ou.' cLL . .GI ~ '? 9 o · /~~c~ ( Co/lclfll-'~ 
2- ~7 /1 t /-?. oil_ 


PART 5 - SIGNATORIES Employer Representative Witness Full Name: SUSAN JULIA STA Full Name: Luke Voortman Position: PRINCIPAL Occupation: 1 -CAUSE WAY TOO Business Manager Address: Address: NEW PORT 1 Causeway Rd. SA 5015 New Port 5015. Signature: Signature: Date: 20/11/21 Date: 26/11/21 Employee Witness Full Name: Kerry Brankow Full Name: Cheyenna Clinton Position: Director of Admin Occupation: Teacher Address: I Causeway Rd Address: 1 causeway Rd New Port SA 5015 New Port SA 6015 Signature: Signature: elevvon Date: 26/11/21 Date: 26/11/21 IEU Representative Witness Full Name: Glen Seidel. Full Name: Kischla Corbell-Allare. Position: Secretary Occupation: Organiser Address: 213 Curryest Address: Adelaide SA 5000 213 Currie St Adelaide SA 5000 Signature: Signature: Thisattor Correctlane. Date: Date: 29/11/2021




 



 

  Page 49 of 75 

SCHEDULE 1 - SALARIES AND ALLOWANCES - TEACHERS 

 
Teachers 

   
 

 Band 1 Current 2.0% 2.0% 2.0% 

  2020 

 

1/07/2021 1/07/2022 

 

1/07/2023 

      

Step 3  73,053  74,514  76,005 77,525 

Step 4  76,821  78,358  79,925 81,523 

Step 5  80,589  82,201  83,845 85,522 

Step 6  84,358  86,045  87,766 89,521 

Step 7  88,128  89,891  91,688 93,522 

Step 8  91,900  93,738  95,613 97,525 

Step 9  95,670  97,583  99,535 101,526 

Step 10  100,261  102,266  104,311 106,398 

Step 11A  102,264  104,309  106,396 108,524 

Step 11B  104,309  106,395  108,523 110,694 

 HAT - 2,526 2,576 2,628 

Lead - 3,789 3,865 3,942 

 
    

 Band 2     

Level 1  3,399  3,467  3,536 3,607 

Level 2  9,783  9,978  10,178 10,382 

Level 3  16,036  16,357  16,684 17,018 

Level 4  21,988  22,428  22,876 23,334 

 
  








 

  Page 50 of 75 

SCHEDULE 2 -  CLASSIFICATION STRUCTURE - TEACHERS 

S2.1. Definitions 

S2.1.1. Three year qualification means a Diploma in Teaching or Bachelor of Teaching 
Degree or another qualification recognised as equivalent by the Teachers 
Registration Board of South Australia. The qualification must have been awarded 
upon successful completion of a prescribed academic course of three years’ 
duration. 

S2.1.1.1. An Employee who holds a qualification of less than 3 years training but has 
satisfied the statutory requirements to practise as a teacher in South Australia will 
be deemed to hold a 3 year trained qualification. 

S2.1.2. Four year qualification means a Bachelor of Education Degree or other Degree 
which together with a post Graduate Diploma is recognised as equivalent by the 
Teachers Registration Board of South Australia. The qualification must have been 
awarded upon the successful completion of a prescribed academic course(s) of 4 
years’ total duration. 

S2.1.3. Five year qualification means a 4 year Degree together with a post Graduate 
Diploma; or an Honours Degree or other Higher Degree which together with a post 
Graduate Diploma is recognised as equivalent by the Teachers Registration Board 
of South Australia. The qualification must have been awarded upon the successful 
completion of a prescribed academic course(s) of 5 years’ total duration. 

S2.2. Band 1 Teacher 

S2.2.1. Band 1 Employees will be professionally responsible, either as a class or subject 
teacher, for the application of pedagogic and curriculum knowledge and skills for 
the educational benefit and pastoral care of students in their charge. 

S2.2.2. The commencing salary of a band 1 Employee without experience but who upon 
appointment holds a 3 year qualification will be not less than the salary prescribed 
at incremental step 1 of the salary scale for band 1 Employees detailed in 
Schedule 1. 

S2.2.3. The commencing salary of a band 1 Employee without experience but who upon 
appointment holds a 4 year qualification will be not less than the salary prescribed 
at incremental step 3 of the salary scale for band 1 Employees detailed in 
Schedule 1. 

S2.2.4. The commencing salary of a band 1 Employee without experience but who upon 
appointment holds a 5 year qualification will be not less than the salary prescribed 
at incremental step 4 of the salary scale for band 1 Employees detailed in 
Schedule 1. 

S2.2.5. The commencing salary of a band 1 Employee with experience will be at an 
incremental step which recognises at least all prior teaching experience calculated 
in full time equivalent years and satisfactory evidence of which is provided to the 
School.  In the case of experience as a casual, the equivalent of a full-time year of 
teaching service is 200 full casual days. 

S2.2.6. On engagement, the School may require that the Employee provide documentary 
evidence of qualifications and teaching experience.  If the School considers that 
the Employee has not provided satisfactory evidence, and advises the Employee 
in writing to this effect, then the School may decline to recognise the relevant 

 








 

  Page 51 of 75 

qualification or experience until such evidence is provided.  Provided that the 
School will not unreasonably refuse to recognise the qualifications or teaching 
experience of the Employee.  

S2.3. Incremental Advance in Salary 

S2.3.1. An Employee will be entitled following the appointment at a particular incremental 
step in the salary scale in Schedule 1 to progress to the next higher incremental 
step of the scale after 12 calendar months of full time service. Part-time band 1 
Employees will be entitled to progress to the next higher incremental step of the 
scale after 12 months’ equivalent full time teaching experience wherever gained. 

S2.3.2. An Employee who, subsequent to appointment, gains a 4 year qualification will be 
entitled to progress one additional incremental step in the salary scale on 1 
February following the completion of the requirements for the qualification. 

S2.3.3. Where the requirements are completed at a time other than between 1 September 
and 31 December, the additional increment will be paid from the first pay period 
following the completion of the requirements for the qualification. 

S2.3.4. Academic qualifications will be deemed to be completed if the Employee obtains 
from the tertiary institution a statement to that effect. 

S2.3.5. Employees who hold a 3 year qualification will advance by annual increment to 
step 8 in the scale and subsequently to steps 9 and 10 by biennial increment. 

S2.4. Highly Accomplished and Lead Teachers 

S2.4.1. Teachers are encouraged to seek certification as a Highly Accomplished Teacher 
(HAT) and/or as a Lead Teacher. The certification process is available through 
AISSA and is detailed in the Australian Institute for Teachers and School 
Leadership Limited (AITSL) Certification of Highly Accomplished and LEAD 
Teachers in Australia document.   

S2.4.2. An allowance as detailed in Schedule 1 will apply to a HAT and a LEAD Teacher.  
If a teacher holds certification for both then the allowance for a LEAD Teacher will 
apply. 

S2.5. Band 2 Teachers 

S2.5.1. Band 2 teachers will be appointed at level 1, 2, 3 or 4 by the Principal of the 
School to carry out specific duties or responsibilities as determined between the 
Employee and the Principal or his or her delegate.  These appointments are 
Leadership Positions as detailed below in clause S2.5. 

S2.6. Leadership Positions  

S2.6.1. Leadership position means any position filled for the time being by any teacher 
classified as Band 2. 

S2.6.2. Prescribed Leadership Points 

S2.6.2.1. The School will appoint Employees to leadership positions in a secondary school 
in such numbers as to at least utilise prescribed leadership position points 
determined for the School. The leadership points will be calculated by multiplying 
the number of equivalent full time teaching staff (of all classifications) of the School 
by 1.5. 








 

  Page 52 of 75 

S2.6.2.2. The School will appoint employees to leadership positions in a primary school as 
in S2.5.2.1 above but the multiplier will be 1.0 in lieu of 1.5 

S2.6.2.3. For the purposes of this clause a primary school will be deemed to be a section of 
the School which offers courses of instruction up to and including year 7 and a 
secondary school will be a section of the School which offers courses of instruction 
for students beyond year 7. 

S2.6.2.4. Where the School is separated into different sections each section will be 
considered as a separate school and leadership points will be appointed in each 
section of the school according to the prescribed leadership position points 
determined by the number of equivalent full time teaching staff employed in that 
section of the school. 

S2.6.2.5. Prescribed leadership points will be utilised as follows: 

1. For each Band 2 level 1 appointment 2 points 

2. For each Band 2 level 2 appointment 6 points 

3. For each Band 2 level 3 appointment 9 points 

4. For each Band 2 level 4 appointment 13 points 

 

S2.6.2.6. Points will be expressed as integers only but where the prescribed leadership 
points are not divisible, then the total of prescribed leadership points will be 
increased by one to enable division. 

S2.6.2.7. Prescribed leadership points will be calculated on the actual equivalent full time 
teaching staff (of all classifications) of the School as at the start of each school 
year. 
 
 

S2.6.3. Tenure 

S2.6.3.1. Subject to other provisions of this Agreement the minimum period of tenure of 
Leadership Position appointments will be as follows: 

1. Level 1 1 year 

2. Level 2 2 years 

3. Levels 3 and 4 5 years 

 

S2.6.3.2. During the school term preceding the expiration of tenure an Employee may 
request an appraisal from the Principal. The Principal must provide details of the 
appraisal process. If an appraisal is requested, then the Employee must be 
provided with a written summary of the findings. 

S2.6.3.3. An Employee whose classification in a Leadership Position expires and who is not 
re- appointed will revert to the appropriate step on the Band 1 incremental scale. 

S2.6.4. Simultaneous Appointments 








 

  Page 53 of 75 

S2.6.4.1. An Employee will not normally be simultaneously appointed to more than one 
Leadership Position unless required due to the operational requirements of the 
School and by mutual agreement with the Employee. 

S2.6.5. Duty Statements 

S2.6.5.1. Employees appointed to a Leadership Position will have an agreed duty statement 
setting out: 

1.  the classification level 

2.  the local title of the position (if applicable) 

3.  the salary and allowance to be paid 

4.  the duties to be carried out 

5.  the length of tenure of the position 

6.  the provision of additional non-contact time (if any). 

 
  








 

  Page 54 of 75 

SCHEDULE 3 - SALARIES AND ALLOWANCES - GENERAL 
STAFF 

 

Classification    
 

  2020 
 

1/07/2021 
 

1/07/2022 
 

1/07/2023 
  Current  2.0%  2.0% 2.0% 

16 years or less  25,732  26,247  26,772 27,307 

17 years  30,878  31,496  32,126 32,768 

18 years  36,025  36,745  37,480 38,230 

19 years  41,171  41,995  42,835 43,691 

20 years of age  46,318  47,244  48,189 49,153 

      

Level 1     

1.1  51,464  52,493  53,543 54,614 

1.2  53,436  54,505  55,595 56,707 

1.3  55,383  56,491  57,620 58,773 

Level 2     

2.1  55,814  56,930  58,069 59,230 

2.2  57,563  58,714  59,889 61,086 

Level 3     

3.1  58,275  59,441  60,629 61,842 

3.2  59,325  60,512  61,722 62,956 

Level 4     

4.1  61,518  62,748  64,003 65,283 

4.2  64,597  65,889  67,207 68,551 

Level 5     

5.1  66,693  68,027  69,387 70,775 

5.2  69,891  71,289  72,715 74,169 

Level 6     

6.1  71,836  73,273  74,738 76,233 

6.2  76,728  78,263  79,828 81,424 

Level 7     

7.1  78,978  80,558  82,169 83,812 

7.2  81,508  83,138  84,801 86,497 

7.3  84,026  85,707  87,421 89,169 

Level 8     

 8.1  91,514  93,344  95,211 97,115 

      

      

 First Aid  1,171  1,194  1,218 1,243 

      
 








 

  Page 55 of 75 

SCHEDULE 4 - CLASSIFICATION STRUCTURE - GENERAL 
STAFF 
 

S4.1. DEFINITIONS 

S4.1.1. Supervision 

S4.1.1.1. Close supervision: clear and detailed instructions are provided. Tasks are covered 
by standard procedures. Deviations from procedures or unfamiliar situations are 
referred to higher levels. Work is regularly checked. 

S4.1.1.2. Routine supervision: direction is provided on the tasks to be undertaken with some 
latitude to rearrange sequences and discriminate between established methods. 
Guidance on the approach to standard circumstances is provided in procedures, 
guidance on the approach to non-standard circumstances is provided by a 
supervisor. Checking is selective rather than constant. 

S4.1.1.3. General direction: direction is provided on the assignments to be undertaken, with 
the employee determining the appropriate use of established methods, tasks and 
sequences. There is some scope to determine an approach in the absence of 
established procedures or detailed instructions, but guidance is readily available. 
When performance is checked, it is on assignment completion. 

S4.1.1.4. Broad direction: direction is provided in terms of objectives which may require the 
planning of staff, time and material resources for their completion. Limited detailed 
guidance will be available and the development or modification of procedures by 
the employee may be required. Performance will be measured against objectives. 

S4.1.2. Qualifications 

S4.1.2.1. Within the Australian Qualifications Framework: 

S4.1.2.1.1. Year 12: Completion of a senior secondary certificate of education, usually in Year 
12 of secondary school. 

S4.1.2.1.2. Trade certificate: Completion of an apprenticeship, normally of four years’ 
duration, or equivalent recognition, e.g. Certificate III. 

S4.1.2.1.3. Post-trade certificate: A course of study over and above a trade certificate and less 
than a Certificate IV. 

S4.1.2.1.4. Certificates I and II: Courses that recognise basic vocational skills and knowledge, 
without a Year 12 prerequisite. 

S4.1.2.1.5. Certificate III: A course that provides a range of well-developed skills and is 
comparable to a trade certificate. 

S4.1.2.1.6. Certificate IV: A course that provides greater breadth and depth of skill and 
knowledge and is comparable to a two year part-time post-Year 12 or post-trade 
certificate course. 

S4.1.2.1.7. Diploma: A course at a higher education or vocational educational and training 
institution, typically equivalent to two years’ full-time post-Year 12 study. 

S4.1.2.1.8. Advanced diploma: A course at a higher education or vocational educational and 
training institution, typically equivalent to three years’ full-time post-Year 12 study. 








 

  Page 56 of 75 

S4.1.2.1.9. Degree: A recognised degree from a higher education institution often completed 
in three or four years, and sometimes combined with a one-year diploma. 

S4.1.2.2. Postgraduate degree: A recognised postgraduate degree, over and above a 
degree as defined above. 

NOTE:  Previously recognised qualifications obtained prior to the implementation of the 
Australian Qualifications Framework continue to be recognised. The above 
definitions also include equivalent recognised overseas qualifications.  

S4.1.3. Classification dimensions 

S4.1.3.1. Competency: The skill, complexity and responsibility of tasks typically required at 
each classification level. 

S4.1.3.2. Judgment, independence and problem solving: Judgment is the ability to make 
sound decisions, recognising the consequences of decisions taken or actions 
performed. Independence is the extent to which an employee is able (or allowed) 
to work effectively without supervision or direction. Problem solving is the process 
of defining or selecting the appropriate course of action where alternative courses 
of actions are available. This dimension looks at how much of each of these three 
qualities applies at each classification level. 

S4.1.3.3. Level of supervision: This dimension covers both the way in which employees are 
supervised or managed and the role of employees in supervising or managing 
others. 

S4.1.3.4. Training level or qualifications: The type and duration of training which the duties 
of the classification level typically require for effective performance. Training is the 
process of acquiring skills and knowledge through formal education, on-the-job 
instruction or exposure to procedures. 

S4.1.3.5. Occupational equivalent: Examples of occupations typically falling within each 
classification level. 

S4.1.3.6. Typical activities: Examples of activities typically undertaken by employees in 
different roles at each of the classification levels. Examples of occupational 
equivalent positions are provided. Reference to small, medium and large schools 
is made, based upon student enrolment. A small school enrols less than 300 
students, a medium school enrols between 300 and 600 students and a large 
school enrols more than 600 students. 

S4.2. CLASSIFICATIONS 

S4.2.1. Level 1 

An employee at this level will learn and gain competency in the basic skills 
required by the employer. In the event that the increased skills/competency are 
required and utilised by the employer, classification to a higher level within the 
structure may be possible. 

S4.2.1.1. Competency 

Competency involves application of knowledge and skills to a limited range of 
tasks and roles. There is a specific range of contexts where the choice of actions 
is clear. The competencies are normally used within established routines, methods 
and procedures that are predictable. Judgments against established criteria may 








 

  Page 57 of 75 

also be required. 

S4.2.1.2. Judgment, independence and problem solving 

The employee follows standard procedures in a predefined order. The employee 
resolves problems where alternatives for the employee are limited and the 
required action is clear or can be readily referred to a more senior employee. 

S4.2.1.3. Level of supervision 

Close supervision or, in the case of more experienced employees working alone, 
routine supervision. 

S4.2.1.4. Training level or qualifications 

An employee is not required to have formal qualifications or work experience upon 
engagement. An employee will be provided with on-the-job training which will 
provide information about, and/or an introduction to, the conditions of employment, 
the school, the school’s policies and procedures in relation to the work 
environment and the employees with whom the employee will be working. 

S4.2.1.5. Typical activities 

S4.2.1.5.1. Classroom support services grade 1 

• Providing general assistance of a supportive nature to teachers, as directed 

• Assisting student learning, either individually or in groups, under the direct 
supervision of a higher level general employee or a teacher 

• Assisting with the collection, preparation and distribution of classroom 
materials 

• Assisting with clerical duties associated with normal classroom activities, e.g. 
student records, equipment records, etc. 

• Assisting teachers with the care of students on school excursions, sports 
days and other classroom activities 

• Occupational equivalent: teacher aide/assistant, integration aide/assistant 

S4.2.1.5.2. Preschool/childcare services grade 1 

• Learning and implementing the policies, procedures and routines and the 
requisite basic skills 

• Learning how to establish relationships and interacting with children 

• Attending to the physical, social and emotional needs of children on an 
individual or group basis 

• Assisting in the development of good relations with families attending the 
facility 

• Performing basic duties, including food preparation, cleaning or gardening 








 

  Page 58 of 75 

• Occupational equivalent: childcare assistant, outside school hours assistant, 
preschool assistant, kindergarten assistant 

S4.2.1.5.3. School administration services grade 1 

• Performing a range of general clerical duties at a basic level, for example, 
filing, handling mail, maintaining records, data entry 

• Operating routine office equipment, such as a computer, photocopier, 
scanner, facsimile, binding machine, guillotine, franking machine, calculator, 
etc. 

• Performing a reception function, including providing information and making 
referrals in accordance with school procedures 

• Carrying out minor cash transactions including receipting, balancing and 
banking 

• Monitoring and maintaining stock levels of stationery/materials within 
established parameters, including reordering 

• Occupational equivalent: clerical assistant, data entry operator, front 
desk/reception assistant  

S4.2.1.5.4. School operational services grade 1 

• Performing general labouring tasks 

• Performing general gardening tasks, including preparing grounds and 
undertaking planting 

• Performing horticultural duties in areas such as sports playing fields, garden 
maintenance and foliage control 

• Performing basic gardening and outdoor maintenance 

• Performing basic maintenance 

• Performing a range of industrial cleaning tasks 

• Moving furniture and equipment 

• Assisting in a school retail facility, such as a canteen, uniform shop or book 
shop 

• Assisting trades personnel with manual duties 

• Taking general care of school vehicles, including driving buses for less than 
25 passengers 

• Undertaking elementary food preparation and cooking duties, cleaning and 
tidying the kitchen and its equipment 

• Performing gardening duties such as the planting and trimming of trees, 
sowing, planting and cutting of grass and the watering of plants, gardens, 








 

  Page 59 of 75 

trees, lawns and displays 

• Removing cuttings, raking leaves, cleaning/emptying litter bins, cleaning 
gutters/drains/culverts 

• Performing routine maintenance of turf, synthetic, artificial and other play 
surfaces 

• Performing non-trade tasks incidental to the employee’s work 

• Performing general laundry duties 

• Performing general house assistant duties in a boarding house, such as 
cleaning 

• Performing minor repairs to linen or clothing such as buttons, zips, seams and 
working with flat materials 

• Cleaning, dusting and polishing in classrooms or other public areas of the 
school 

• Making and/or serving morning/afternoon tea, including washing up and other 
duties in connection with such work other than meals/refreshments in the 
school’s main dining area 

• Occupational equivalent: cleaner, kitchen assistant, laundry assistant, 
grounds/maintenance assistant, retail assistant, bus driver, handyperson, 
attendant, trades assistant 

S4.2.2. Level 2 

An employee at this level performs work above and beyond the skills of an 
employee at Level 1. 

S4.2.2.1. Competency 

Competency at this level involves application of knowledge and skills to a range 
of tasks and roles. There is a defined range of contexts where the choice of 
actions required is clear. There is limited complexity of choice of actions 
required. On occasion, more complex tasks may be performed. 

S4.2.2.2. Judgment, independence and problem solving 

 Applies generally accepted concepts, principles and standards in well-defined 
areas. Solves relatively simple problems with reference to established 
techniques and practices. Will sometimes choose between a range of 
straightforward alternatives. 

 An employee at this level will be expected to perform a combination of various 
routine tasks where the daily work routine will allow the latitude to rearrange 
some work sequences, provided the prearranged work priorities are achieved. 

S4.2.2.3. Level of supervision 

Routine supervision of straightforward tasks; close supervision of more complex 
tasks. Where employees are working alone, less direct guidance and some 








 

  Page 60 of 75 

autonomy may be involved. 

S4.2.2.4. Training level or qualifications  

Level 2 duties typically require: 

• a skill level which assumes and requires knowledge, training or experience 
relevant to the duties to be performed; 

• completion of Year 12 without work experience; 

• completion of Certificates I or II with work related experience; or 

• an equivalent combination of experience and training. 

S4.2.2.5. Typical activities 

S4.2.2.5.1. Classroom support services grade 2 

• Providing assistance with the educational program where limited discretion 
and judgment and/or specific skills are involved 

• Occupational equivalent: teacher aide/assistant, integration aide/assistant 

S4.2.2.5.2. Curriculum/resources services grade 1 

• Performing a range of basic library transactions, including processing, 
cataloguing and accessioning books, stocktaking, preparing display 
materials, using circulation systems, general photocopying and related 
clerical tasks 

• Maintaining, controlling, operating and demonstrating the use of 
audio-visual equipment, where there is limited complexity, including 
assisting with audio and video recording 

• Maintaining booking and repair/replacement systems for equipment 

• Maintaining catalogues of recorded programs in accordance with 
established routines, methods and procedures 

• Maintaining equipment and materials 

• Caring for fauna and flora 

• Preparing teaching aids under direction 

• Preparing standard solutions and less complex experiments 

• Assisting students and teachers to use the catalogue and/or locate books 
and resource materials 

• Explaining the function and use of library and library equipment to students  

• Under direction, assisting teaching staff to take story groups 

• Searching and identifying fairly complex bibliographic material organising 








 

  Page 61 of 75 

inter-library loans 

• Answering ready references inquiries 

• Operating a wide range of audio-visual or computer equipment 

• Demonstrating and explaining the operation of audio-visual, computer and 
other similar equipment 

• Providing technical support to teachers 

• Recording materials by means of sound and photographic equipment, etc. 

• Evaluating and making recommendations for the purchase of technical or 
computer equipment 

• Implementing measures for proper storage control and handling or disposal 
of dangerous or toxic substances 

• Culturing, preparing for use and being responsible to the relevant manager 
for the security of bacterial, viral or other like substances 

• Ordering supplies and materials 

• Within a defined range of contexts, where the choice of actions is clear, 
maintaining scientific equipment, materials and specimens 

• Assisting with the design/demonstration of experiments and scientific 
equipment, as directed 

• Occupational equivalent: library assistant, laboratory assistant, technology 
centre assistant 

S4.2.2.5.3. Preschool/childcare services grade 2 

• Assisting in the implementation of the children’s program under supervision 

• Assisting in the implementation of daily care routines 

• Developing awareness of, and assisting in the maintenance of, the health 
and safety of children in care 

• Understanding and working according to the policies and procedures 
associated with the children’s program 

• Responsibility for food preparation, cleaning, gardening or general 
maintenance under the guidance of the director or the director’s nominee 

• Demonstrating knowledge of hygienic handling of food and equipment 

• Occupational equivalent: childcare assistant 

S4.2.2.5.4. Wellbeing services grade 1 

• Providing first aid services, as the designated first aid officer in the school 








 

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• Occupational equivalent: first aid officer 

S4.2.2.5.5. School administration services grade 2 

• Performing duties involving the inward and outward movement of mail, 
keeping, copying, maintaining and retrieving records, straightforward data 
entry and retrieval 

• Occupational equivalent: clerical assistant 

S4.2.2.5.6. School operational services grade 2 

• Performing non-cooking duties in the kitchen including the assembly, 
preparation and measurement of food items 

• Undertaking general gardening tasks including the preparation and planting 
procedures 

• Laundry duties requiring the application of limited discretion 

• Operating, maintaining and adjusting turf machinery under general 
supervision 

• Applying fertilizers, fungicides, herbicides and insecticides under general 
supervision 

• Performing a range of patrol duties, including responding to alarms, 
following emergency procedures and preparing incident reports 

• Driving a bus with a carrying capacity of 25 or more passengers 

• Occupational equivalent: non-trade qualified cook, gardener, kitchen 
assistant, security officer, school bus driver 

S4.2.3. Level 3 

An employee at this level performs work above and beyond the skills of an 
employee at Level 2. 

S4.2.3.1. Competency 

Competency at this level involves application of knowledge with depth in some 
areas and a broad range of skills. There are a range of roles and tasks in a 
variety of contexts. There is some complexity in the extent and choice of actions 
required. Competencies are normally used within routines, methods and 
procedures. Some discretion and judgment is involved in the selection of 
equipment, work organisation, services, actions and achieving outcomes within 
time constraints. 

S4.2.3.2. Judgment, independence and problem solving 

Exercise judgment on work methods and task sequence within specified 
timelines and standard practices and procedures. Answers are usually found by 
selecting from specific choices defined in standard work policies or procedures. 
 








 

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S4.2.3.3. Level of supervision 

In some positions, routine supervision, moving to general direction with 
experience. In other positions, general direction. This is the first level where 
supervision of other employees may be required. When employees are working 
alone, they may work semi-autonomously. 

S4.2.3.4. Training level or qualifications 

Level 3 duties typically require a skill level which assumes and requires 
knowledge or training in clerical/administrative, trades or technical functions 
equivalent to:  

• completion of a trades certificate or Certificate III; 

• completion of Year 12 or a Certificate II, with relevant work experience; or 

• an equivalent combination of relevant experience and/or education/training. 

• Persons advancing through this level may typically perform duties which 
require further on-the-job training or knowledge and training equivalent to 
progress toward completion of a Certificate IV or Diploma. 

S4.2.3.5. Typical activities 

S4.2.3.5.1. Classroom support services grade 3 

• Undertaking some responsibility for other employees in the work area 

• Providing assistance or guidance to other employees in the work area 

• Liaising between the school, the student and the student’s family where 
some discretion and judgment are involved 

• Assisting student learning, where some discretion and judgment is involved, 
including evaluation and assessment, under the supervision of a teacher, of 
the learning needs of students 

• Occupational equivalent: student services co-ordinator 

S4.2.3.5.2. Curriculum/resources services grade 2 

• Undertaking some responsibility for other employees in the work area 

• Providing assistance or guidance to other employees in the work area 

• Providing technical assistance in the operation of a library, laboratory, or 
technology centre, where some discretion and judgment are involved 

• Preparing descriptive cataloguing for library materials 

• Supervising the operation of circulation systems 

• Answering reference and information inquiries, other than ready reference 

• Assisting in evaluating and selecting equipment and supplies 








 

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• Providing guidance in the use of information systems 

• Producing resource materials, e.g. multi-media kits, video and film clips 

• Teaching audio-visual, computer and other technical skills to students and 
teachers 

• Searching and verifying bibliographical data where some judgment and 
discretion are involved 

• Producing, displaying and/or publicising materials 

• Assisting students and employees to access information and to use 
equipment in a library, laboratory or a technology centre where some 
discretion and judgment are involved 

• Assisting with supervision of students in the library where some discretion 
and judgment are involved 

• Providing technical assistance and advice, as requested 

• Assisting with the planning and organisation of a laboratory or technology 
centre and field work 

• Testing of experiments and demonstrating experiments (with teachers) 

• Occupational equivalent: library technician, laboratory technician, 
technology centre technician 

S4.2.3.5.3. Preschool/childcare services grade 3 

• Assisting in the preparation, implementation and evaluation of 
developmentally appropriate programs for individual children or groups 

• Responsibility for recording observations of individual children or groups for 
program planning purposes for qualified employees 

• Working with individual children with particular needs, under direction 

• Assisting in the direction of untrained employees 

• Undertaking and implementing the requirements of quality assurance 

• Working in accordance with food safety regulations 

• Occupational equivalent: childcare assistant 

S4.2.3.5.4. School administration services grade 3 

• Undertaking a wide range of secretarial and clerical duties at an advanced 
level, including typing, word processing, maintaining email and 
computerised records and shorthand 

• Managing enquiries from students, parents, employees and the general 
public 








 

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• Entering financial data into computers and preparing financial and 
management reports for review and authorisation 

• Preparing and processing payroll within routines, methods and procedures 

• Undertaking bank and ledger reconciliations 

• Assisting with preparation of internal and external publications 

• Providing administrative support to senior management, including arranging 
appointments, diaries and preparing both confidential and general 
correspondence 

• Preparing government and statutory authority returns for authorisation 

• Occupational equivalent: administration assistant, office supervisor, 
accounts clerk, school secretary (small school) 

S4.2.3.5.5. School operational services grade 3 

• Performing general maintenance work which includes the use of trade 
accredited skills in areas such as carpentry, plumbing or electrical services 

• Control and responsibility for the maintenance of gardens, sports grounds 
and/or facilities which includes the use of accredited trade skills in areas 
such as horticulture, gardening or in the maintenance of sports grounds 

• Responsibility for operating the school canteen, uniform shop or book shop, 
including supervision of employees and volunteers 

• Cooking duties including a la carte cooking, baking, pastry cooking or 
butchery 

• Responsibility for operating, maintaining and adjusting turf machinery, as 
appropriate 

• Cleaning and inspecting machinery after each use, reporting any problems 
to the appropriate manager 

• In trades positions, applying the skills taught in a trades certificate or 
Certificate III, including performance of a range of construction, 
maintenance and repair tasks, using precision hand and power tools and 
equipment. In some cases, this will involve familiarity with the work of other 
trades or require further training. 

• Performing a range of security duties, including patrols, alarm responses, 
emergency procedures and preparing incident reports 

• Responsibility for the security and basic maintenance of school property 

• Occupational equivalent: tradesperson, retail function co-ordinator, security 
officer, caretaker 
 
 








 

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S4.2.4. Level 4 

An employee at this level performs work above and beyond the skills of an 
employee at Level 3. 

S4.2.4.1. Competency 

Competency at this level involves the application of knowledge with depth in 
some areas and a broad range of skills. There is a wide variety of tasks and 
roles in a variety of contexts. There is complexity in the ranges and choice of 
actions required. Some tasks may require limited creative, planning or design 
functions. Competencies are normally used within a variety of routines, methods 
and procedures. Discretion and judgment are required for self and/or others in 
planning, selection of equipment, work organisation, services, actions and 
achieving outcomes within time constraints. 

S4.2.4.2. Judgment, independence and problem solving 

Independent judgment is required to identify, select and apply the most 
appropriate available guidelines and procedures, interpret precedents and adapt 
standard methods or practices to meet variations in facts and/or conditions. The 
employee may apply extensive diagnostic skills, theoretical knowledge and 
techniques to a range of procedures and tasks, proficiency in the work area’s 
rules and regulations, procedures requiring expertise in a specialist area or 
broad knowledge of a range of personnel and functions. 

S4.2.4.3. Level of supervision 

Supervision is generally present to establish general objectives relative to a 
specific project, to outline the desired end product and to identify potential 
resources for assistance. Some positions will require routine supervision to 
general direction depending upon experience and the complexity of the tasks. 
Some positions will require general direction. May supervise or co-ordinate 
others to achieve objectives, including liaison with employees at higher levels. 
May undertake stand-alone work. 

S4.2.4.4. Training level or qualifications  

Level 4 duties typically require a skill level which assumes and requires 
knowledge or training equivalent to: 

• completion of a diploma level qualification with relevant work related 
experience;  

• completion of a Certificate IV with relevant work experience;  

• completion of a post-trades certificate and extensive relevant experience 
and on-the-job training;  

• completion of a Certificate III with extensive relevant work experience; or 

• an equivalent combination of relevant experience and/or education/training. 

S4.2.4.5. Typical activities  
 
 








 

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S4.2.4.5.1. Curriculum/resources services grade 3 

• Demonstrating and instructing students and employees with respect to the 
use of complex audio-visual or computer equipment, using a variety of 
routines, methods and procedures, with a depth of knowledge in the 
requisite areas 

• Designing and demonstrating experiments within a variety of routines, 
methods and experiences under supervision of teachers where discretion 
and judgment are required 

• In charge of an identifiable functional unit, which ordinarily will involve the 
supervision of staff 

• Liaising with teachers on curriculum matters 

• Assisting careers advisor/counsellor 

• Occupational equivalent: senior technician in a library, laboratory or 
technology centre, careers placement officer 

S4.2.4.5.2. Preschool/childcare services grade 3A 

• Exercises similar responsibilities as a grade 3 but an employee at this level 
has a Diploma in Children’s Services 

• Occupational equivalent: childcare assistant 

S4.2.4.5.3. Wellbeing services grade 2 

• Providing support and guidance to students 

• Providing welfare services to students 

• Occupational equivalent: youth welfare officer 

S4.2.4.5.4. School administration services grade 4 

• Responsibility for the smooth and efficient financial administration of a small 
school 

• Responsibility for both secretarial and financial administration of a school 
office in a small school 

• Using computer software packages, including desktop publishing, database 
and/or web software, at an advanced level 

• Planning and setting up spreadsheets and database applications 

• Initiating and handling correspondence, which may include confidential 
correspondence 

• Calculating and maintaining wage and salary records for a large payroll 
utilising a variety of routines, methods and procedures 








 

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• Applying inventory and purchasing control procedures 

• Preparing monthly summaries of debtors and creditors ledger transactions 
with reconciliations 

• Controlling the purchasing and storage for a discrete function 

• Supervising and maintaining hardware and software components of a 
computer network, with appropriate support for users 

• Preparing complex financial and administrative systems 

• Undertaking responsibility for the co-ordination and ongoing management of 
fundraising activities or special projects where an advanced level of clerical 
and administrative skill is required 

• Occupational equivalent: senior administration assistant, office supervisor, 
finance officer, school registrar, school secretary (large school), principal’s 
secretary, school development officer 

S4.2.4.5.5. School operational services grade 4 

• Performing specialised cooking, butchery, baking pastry and the supervision 
of the operation 

• Responsibility for planning, scheduling and supervising of all aspects of 
gardening maintenance 

• Deputising for the manager if absent, including undertaking all duties 

• In trades positions, working on complex engineering or interconnected 
electrical circuits and/or exercising high precision trades skills using various 
materials and/or specialised techniques 

• Occupational equivalent: advanced tradesperson, head groundsperson 
(medium or large school) 

S4.2.5. Level 5  

An employee at this level performs work above and beyond the skills of an 
employee at Level 4. 

S4.2.5.1. Competency 

Competency at this level involves self-directed application of knowledge with 
substantial depth in some areas. A range of technical and other skills are applied 
to roles and functions in both varied and highly specific contexts. Competencies 
are normally used independently and both routinely and non-routinely. Discretion 
and judgment are required in planning and selecting appropriate equipment, 
service techniques and work organisation for self and/or others. 

S4.2.5.2. Judgment, independence and problem solving  

Problem solving involves the identification and analysis of diverse problems. 
Solve problems through the standard application of theoretical principles and 
techniques at degree level. Apply standard technical training and experience to 








 

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solve problems. Apply expertise to the making of decisions. Being responsible 
for co-ordinating a team to provide an administrative service. 

S4.2.5.3. Level of supervision 

Routine supervision to general direction, depending on tasks involved and 
experience. May supervise other staff at levels below Level 5. 

S4.2.5.4. Training level or qualifications  

Level 5 duties typically require a skill level which assumes and requires 
knowledge or training equivalent to: 

• completion of a degree without subsequent relevant work experience;  

• completion of an advanced diploma qualification and at least one year’s 
subsequent relevant work experience;  

• completion of a diploma qualification and at least two years’ subsequent 
relevant work experience;  

• completion of a Certificate IV and extensive relevant work experience;  

• completion of a post-trades certificate and extensive (typically more than 
two years’) relevant experience as a technician; or 

• an equivalent combination of relevant experience and/or education/training 

S4.2.5.5. Typical activities 

S4.2.5.5.1. Curriculum/resources services grade 4 

• Providing specialist technical advice, direction and assistance in the 
employee’s area of expertise using the application of knowledge gained 
through formal study/qualifications applicable to this level 

• Occupational equivalent: professional assistant 

S4.2.5.5.2. Preschool/childcare services grade 4 

• Responsibility, in consultation with the director or the director’s nominee, for 
the preparation, implementation and evaluation of a developmentally 
appropriate program for individual children or groups of children in care 

• Responsibility for the direction and general supervision of lower level 
employees 

• Ensuring a safe environment is maintained for children and employees  

• Ensuring that records are maintained accurately for each child in the 
employee’s care 

• Developing, implementing and evaluating daily care routines 

• Ensuring adherence to the policies and procedures 

• Liaising with families 








 

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• Occupational equivalent: childcare assistant 

S4.2.5.5.3. School administration services grade 5 

• Applying theoretical knowledge, at degree level, in a straightforward way, in 
professional positions 

• Providing designated support to senior management and associated 
committees concerning designated aspects of school management 

• Overseeing the operations of the school’s office and other administrative 
activities 

• Ensuring deadlines and targets are met 

• Preparing the accounts of the school to operating statement stage and 
assisting in the formulating of period and year end entries 

• Performing information technology tasks requiring professional qualifications 
involving analysis, design or computation and drawing upon advanced 
techniques and methods  

• Occupational equivalent: human resources officer, office supervisor (large 
school), school development officer 

S4.2.5.5.4. School operational services grade 5 

• Managing a range of functions 

• Occupational equivalent: assistant property manager (large school), 
property manager (medium school) 

S4.2.6. Level 6  

An employee at this level performs work above and beyond the skills of an 
employee at Level 5. 

S4.2.6.1. Competency 

 Competency at this level involves the development and application of 
professional knowledge in a specialised area/s and utilising a broad range of 
skills. Competencies are normally applied independently and are substantially 
non-routine. 

 Competency at this level involves the delivery of professional services within 
defined accountability levels. Employees may operate individually or as a 
member of a team. 

 Significant discretion and judgment is required in planning, designing 
professional, technical or supervisory functions related to services, operations or 
processes. 

 Employees are expected to plan their own professional development and such 
increased knowledge, relevant to the position held, will be applied to the work 
situation. 








 

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 Perform work assignments guided by policy, precedent, professional standards 
and managerial or technical expertise. Employees would have the latitude to 
develop or redefine procedure and interpret policy so long as other work areas 
are not affected. In technical and administrative areas, have a depth or breadth 
of expertise developed through extensive relevant experience and application. 

S4.2.6.2. Judgment, independence and problem solving 

Discretion to: innovate within own function and take responsibility for outcomes; 
design, develop and test complex equipment, systems and procedures; 
undertake planning involving resources use and develop proposals for resource 
allocation; exercise high level diagnostic skills on sophisticated equipment or 
systems; and/or analyse and report on data and experiments. 

S4.2.6.3. Level of supervision  

In some positions, general direction is appropriate. In other positions, broad 
direction would apply. May have extensive supervisory and line management 
responsibility for general employees. Supervision is present to review 
established objectives. 

S4.2.6.4. Training level or qualifications  

Level 6 duties typically require a skill level which assumes and requires 
knowledge or training equivalent to: 

• a degree with subsequent relevant experience;  

• extensive experience and specialist expertise or broad knowledge in 
technical or administrative fields; or 

• an equivalent combination of relevant experience and/or education/training 

S4.2.6.5. Typical activities 

S4.2.6.5.1. Preschool/childcare services grade 5 

• Occupational equivalent: operating as the assistant director: 

• Responsibility for co-ordinating and directing the activities of employees, 
engaged in the implementation and evaluation of developmentally 
appropriate programs 

• Contributing, through the director, to the development of the facility or 
policies and procedures 

• Co-ordinating operations, including occupational health and safety, program 
planning, staff training 

• Taking responsibility for the day-to-day management of the facility in the 
temporary absence of the director and for management and compliance 
with all licensing and all statutory and quality assurance issues 

• Undertaking and implementing the requirements of quality assurance 

• Occupational equivalent: operating as the co-ordinator 








 

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• Undertaking additional responsibilities, including co-ordinating the activities 
of more than one group, supervising employees, trainees and students on 
placement and assisting in administrative functions 

S4.2.6.5.2. Wellbeing services grade 3 

• Performing guidance and counselling, within defined accountabilities 

• Providing specialist health services and/or therapy services to students 

• Occupational equivalent: psychologist, speech therapist, occupational 
therapist 

S4.2.6.5.3. Nursing services grade 1 

• Providing primary nursing care with its associated administrative 
responsibilities 

• Occupational equivalent: school nurse 

S4.2.6.5.4. School administration services grade 6 

• Operating and being responsible for a structurally and/or operationally 
defined section 

• Providing professional advice to students and employees on the employee’s 
area of expertise 

• Responsibility for professional development of other employees 

• Contributing to operational and strategic planning in the area of 
responsibility 

• Occupational equivalent: public relations manager/director, school 
development manager 

S4.2.6.5.5. School operational services grade 6 

• Managing a range of functions 

• Occupational equivalent: property manager 

S4.2.7. Level 7  

An employee at this level performs work above and beyond the skills of an 
employee at Level 6. 

S4.2.7.1. Competency 

 Within constraints set by management, employees exercise initiative in the 
application of professional practices demonstrating independent discretion and 
judgment, which may have effect beyond a work area. An employee at this level 
is expected to carry a high proportion of tasks involving complex, specialised or 
professional functions. 

 An employee may independently relate existing policy to work assignments or 








 

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rethink the way a specific body of knowledge is applied in order to solve 
problems. In professional or technical positions, the employee may be a 
recognised authority in a specialised area.  

S4.2.7.2. Judgment, independence and problem solving  

Independently relate existing policy to work assignments, rethink the way a 
specific body of knowledge is applied in order to solve problems, adapt 
procedures to fit policy prescriptions or use theoretical principles in modifying 
and adapting techniques. This may involve stand-alone work or the supervision 
of employees in order to achieve objectives. It may also involve the interpretation 
of policy which has an impact beyond the immediate work area. 

S4.2.7.3. Level of supervision  

Broad direction. May manage other employees including general employees. 

S4.2.7.4. Training level or qualifications 

Level 7 duties typically require a skill level which assumes and requires 
knowledge or training equivalent to: 

• a degree with at least four years of subsequent relevant experience;  

• extensive experience and management expertise in technical or 
administrative fields; or 

• an equivalent combination of relevant experience and/or education/training 

S4.2.7.5. Typical activities 

S4.2.7.5.1. Preschool/childcare services grade 6 

• Responsibility as a director, being responsible for the overall management 
and administration of the facility including: 

• Supervising the implementation of developmentally appropriate programs 
for children 

• Recruiting staff in accordance with relevant regulations, as directed by the 
Principal 

• Maintaining day-to-day accounts and handling all administrative matters 

• Ensuring that the facility meets or exceeds quality assurance requirements 

• Liaising with families and outside agencies 

• Formulating and evaluating annual budgets 

• Providing professional leadership and development to employees 

• Developing and maintaining policies and practices for the facility 

• Occupational equivalent: childcare centre director 
 








 

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S4.2.7.5.2. Wellbeing services grade 4 

• Managing counselling services with more than one psychologist under 
supervision 

• Occupational equivalent: head of school counselling (small or medium 
school), senior therapist 

S4.2.7.5.3. Nursing services grade 2 

• Providing health counselling, health education and acting in a resource 
capacity to the school community, in addition to providing primary care with 
its associated administrative duties 

• Occupational equivalent: school nurse 

S4.2.7.5.4. School administration services grade 7 

• Preparing advice, reports, proposals or submissions, using a high level of 
expertise, for the senior executives of the school and/or outside bodies 

• Providing financial advice to the principal or the business manager 

• Managing the school’s financial system 

• Performing information technology tasks requiring professional qualifications 
involving analysis, design or computation and drawing upon advanced 
techniques and methods at an advanced level 

• Occupational equivalent: information technology manager (medium school) 

S4.2.8. Level 8 

An employee at this level performs work above and beyond the skills of an 
employee at Level 7. 

S4.2.8.1. Competency 

Competency at this level is likely to require the development of new ways of 
using a specific body of knowledge which applies to work assignments, or may 
involve the integration of other specific bodies of knowledge. 

S4.2.8.2. Judgment, independence and problem solving 

Responsible for program development and implementation. Provide strategic 
support and advice requiring integration of a range of school policies and 
external requirements, and an ability to achieve objectives operating within 
complex organisation structures. 

S4.2.8.3. Level of supervision 

Broad direction, working with a degree of autonomy. May have management 
responsibility for a functional area and/or manage other employees including 
administrative, technical and/or professional employees. 
 








 

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S4.2.8.4. Training level or qualifications 

Level 8 duties typically require a skill level which assumes and requires 
knowledge or training equivalent to: 

• postgraduate qualifications or progress towards postgraduate qualifications 
and extensive relevant experience;  

• extensive experience and management expertise; or 

• an equivalent combination of relevant experience and/or education/training. 

S4.2.8.5. Typical activities  

S4.2.8.5.1. Preschool/childcare services grade 6 

• Responsibilities are the same as for a grade 6 classified at Level 7 

• This level applies where the number of places in the centre exceeds 60 

S4.2.8.5.2. Wellbeing services grade 5 

• Manages a counselling or multi-disciplinary service in a large school 

• Occupational equivalent: manager of counselling services 

S4.2.8.5.3. Nursing services grade 3 

• Providing health, counselling, health education and acting in a resource 
capacity to a school community, in addition to providing primary nursing 
care with its associated administrative duties and being responsible for the 
co-ordination, administration and management of health service and who is 
in charge of or directs the activities of other employees of the school’s 
health service 

• Occupational equivalent: nurse in charge 

S4.2.8.5.4. School administration services grade 8 

• Managing a large functional unit with a diverse or complex set of functions 
and significant resources in a large school 

• Undertaking the role of an assistant bursar/business manager in a large 
school 

• Performing information technology tasks requiring professional qualifications 
involving analysis, design or computation and drawing upon advanced 
techniques and methods at an advanced level 

• Occupational equivalent: information technology manager (large school), 
assistant bursar/business manager (large school) 

 








Fair Work Commission 

Approval Application for Portside Christian College Enterprise Agreement 2021 - s 185 of the 
Fair Work Act 2009 

Written Undertaking Pursuant to Section 190 of the Fair Work Act 2009 (Cth) and 
Reg. 2.07 of the Fair Work Regulations 2009 (Cth) 

Portside Christian College gives the following undertaking: 

1. Under clause 28.4(c) a casual employee may be employed for less than one (1) day but not 
for less than three (3) consecutive hours. 

Signed : Dr Sue Starling 
Principal 
Portside Christian College 

Date 


Fair Work Commission Approval Application for Portside Christian College Enterprise Agreement 2021 - s 185 of the Fair Work Act 2009 Written Undertaking Pursuant to Section 190 of the Fair Work Act 2009 (Cth) and Reg. 2.07 of the Fair Work Regulations 2009 (Cth) Portside Christian College gives the following undertaking: 1. Under clause 28.4(c) a casual employee may be employed for less than one (1) day but not for less than three (3) consecutive hours. 9/12/21 Signed: Dr Sue Starling Date Principal Portside Christian College

Cases cited by this decision: