Managing departmental employees including casual, temporary, and part-time as well as contractors and consultants. Includes establishing and changing organisational structure through establishing, classifying, grading, and reviewing positions and preparation of organisational charts.
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Purchased Leave is special leave without salary funded by fortnightly deductions from salary that occur over a nominated period of time. The salary deductions are set aside and accessed as 'salary' during the special leave without salary period.
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A flexible workforce management practice allowing employees to defer part of their annual salary over four years. Deferred salary component is then paid to employees during fifth year, while accessing a pre-approved period of sabbatical leave
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As part of the relinquishment process, an employee voluntarily gives up their substantive position and classification level and negotiates to be placed in a position at a lower classification level.
This policy provides a framework for the management of permanent employees who relinquish their substantive position.
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A process by which a permanent employee gives up their substantive position, while maintaining permanent employee status, if vacating their position for an extended period of time for reasons including secondment and special leave without pay. An unattachment request can be approved for other reasons where operational needs indicate this to be an acceptable course of action. This provides a framework for management of permanent employees seeking to be unattached from their substantive position.
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Provides employees and managers with information about leave entitlements and choices available when determining or approving type of leave intending to, or entitled to, take.
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Details three-year trained teachers' progression arrangements within classification Bands 1, 2 and 3 of the Teachers' Award - State 2003 and eligibility criteria for access to the Experienced Senior Teacher classification under the Department of Education and Training Teachers' Certified Agreement 2010.
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The Department has a consistent approach to the recognition of prior teaching and industry experience for the purpose of allocating remuneration levels for teachers engaged under the Teachers Award - State. This document outlines the administrative procedures followed in regard to the recognition of prior service - teachers.
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Describes how Working with Children - Blue Card legislation applies to Department of Education and Training employees and schools. Well-being and safety of children in department care is assisted by complying with the Commission for Children and Young People and Child Guardian's employment screening process of ensuring individuals working in schools possess a Blue Card.
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The Department of Education and Training ensures that primary, special and preschool teachers have access to two hours non-contact time per week.
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Outlines the processes for managing, supervising and providing professional support to itinerant staff.
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Outlines the process of probation that new teacher employees of the department undergo, the results of the probation reports, as well as actions should a negative report be received.
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Outlines the Department of Education and Training procedures in relation to its transfer at level processes whereby an officer is permanently appointed to a vacancy with a classification level equivalent to their substantive classification level on different duties or at a different location.
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Outlines management of employees who are relieving at level or undertaking higher duties within the Department.
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Outlines the processes and conditions for part-time teaching in the Department .
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Details the Teacher Relief Scheme (TRS) policy and outlines the processes to be used by schools to access TRS to replace classroom teachers on short term sick/special/emergent leave (less than five consecutive days).
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Helps schools manage teacher aide hours within their approved allocation of teacher aide time and budget, taking into consideration maximisation of hours, ADO's and teacher aide relief.
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Management of Secondments - Teachers outlines the specific arrangements that apply when Education Queensland teachers are seconded to temporary roles in other agencies.
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Outlines reasonable adjustment processes for employees in the Department of Education and Training.
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The purpose of this procedure is to clearly outline the obligation and responsibility of a school cleaner who voluntarily agrees to attend the workplace for emergency circumstances.
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Outlines the Department of Education and Training procedures in relation to teachers seeking employment on temporary contract with Queensland state schools.
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This procedure is to assist Teacher Aides in determining whether they are eligible for the Communication Allowance. It outlines criteria for eligibility, formal qualifications that are recognised, how to gain an alternative to a formal qualification and how to apply for the allowance.
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This policy outlines the Department of Education and Training procedures in relation to the relocation (at level transfer) of classified teachers.
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Outlines the Department of Education and Training procedures in relation to the recruitment and selection processes for classified teaching positions.
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Outlines the Department of Education and Training procedures in relation to the conversion of eligible temporary workplace reforms to permanency.
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Outlines the Department of Education and Training's procedures in relation to job evaluation processes and management of classification changes for the school based promotional teaching positions of Principal and Head of Special Education Services (HOSES).
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Outlines the conditions under which teacher aides can be timetabled to provide supervision of students for bus and playground duty and details responsibilities of Principals, teachers and teacher aides, and required training.
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Outlines the Department of Education and Training procedures in relation to half kilometric allowance.
The concession is available to teachers only, no other employee group.
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Outlines the process applying to all teacher applicants who are seeking permanent employment, who have met the Department's continuous temporary service criteria and for whom there exists a substantive vacancy in the applicant's area of teaching skill/qualification.
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Outlines the Department of Education and Training's procedures in relation to conducting criminal history checks on current public service employees and intending employees who have been recommended for engagement in recognised and non-recognised public service positions within the Department (excluding classroom teachers in state schools).
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Responsibilities of staff who hold other concurrent employment in either the public or private sector which may give rise to a real or apparent conflict of interest.
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To specify the criteria and process for approval that apply when taking leave while travelling overseas for departmental purposes.
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Outlines the Department of Education and Training procedures to ensure continued service delivery of pre-set learning for students in both virtual school settings and one or two teacher schools in rural and remote communities where a teacher's absence due to emergent or unplanned short-tem sick leave would otherwise close the school. Teacher Aides are covered by this procedure.
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Outlines the responsibilities and entitlements of officers on transfer or appointment. Entitlements are available only to those officers granted approval to incur expenses. Letters of transfer/appointment indicate whether such approval was granted.
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Provides employees with information about entitlement to paid and unpaid parental leave including maternity, spousal, pre-natal and pre-adoption leave.
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The purpose of this procedure is to provide information to teachers in Queensland state school regarding the Remote Area Incentives Scheme (RAIS).
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This policy outlines the Department of Education and Training procedures in relation to the short-term replacement of school support staff employed at educational facilities.
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This policy outlines the processes to be followed when a permanent public service employee requires priority placement due to changing business and workforce needs, machinery-of-government changes, service delivery reforms or changes to health or personal circumstances.
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Provides a framework for the identification and management of unsatisfactory performance of the Department with the exception of school based teachers and principals.
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This provides processes and procedures for the identification and management of unsatisfactory performance of state school principals.
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Outlines the requirements and conditions for undertaking a recruitment and selection process for permanent and temporary roles within the Department of Education and Training when conditions satisfy an exemption from advertising the vacancy in accordance with Directive 5/11 - Amendment of Directive No. 1/10 Recruitment and Selection.
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From time to time, an employee may consider that an administrative decision or the behaviour of others in the workplace is unfair or unreasonable. It is the Department’s expectation that the employee will make all reasonable attempts to resolve the matter informally either individually or with the assistance of their local supervisor/manager. However, where this does not result in satisfactory resolution, the employee may pursue the matter through a more formal process.
The purpose of this procedure is to ensure that such employee complaints are appropriately addressed and managed efficiently and effectively in reaching a resolution for all parties involved. This procedure provides information to managers and employees regarding the processes to be followed when managing employee complaints, focussing on the management and resolution of workplace issues at the local level.
HRM-PR-003: Purchased Leave
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