MIDDLE LEADERSHIP STRUCTURE

Transcription

1 Queensland Catholic Religious Institute Schools MIDDLE LEADERSHIP STRUCTURE Explanatory Notes & EB7 Schedule Independent Education Union Queensland and Northern Territory

2 2 New Middle Leadership Structure

3 Contents Introduction 4 Basic background 5 Why did we need a new Middle Leadership structure? 5 PAR Joint Working Party 6 Comparison of resource use 7 Crunching the numbers 9 Key aspects of the new Middle Leadership structure 13 Recognition and elevation of PARs 13 Commencement date 13 Categories 14 Unit cost 14 Number of Middle Leadership units available for each school size 15 Five tier format 15 Complexity loading 16 Extra flexible hours to designate for particular pressure points 17 Tenure 19 Role of the Middle Leader School Consultative Committee 20 Middle Leader role holders 21 Appraisal process 21 Useable release time 22 Transition 22 P-12 schools and other non-standard variations 23 Classification of a Middle Leader position 23 Fundamental principles of the appointment process 24 Appointment of acting Middle Leadership positions 25 Practical steps towards a new Middle Leadership structure for your school 26 How to successfully manage the change 28 Frequently asked questions 29 Positions of Leadership EB7 Schedule 40 A collaborative booklet by IEU-QNT and QCEC 3

4 Introduction The new Middle Leadership structure and operational provisions for Queensland Catholic schools have been negotiated as part of EB7, and endorsed in an employee ballot at the end of These arrangements will come into effect on 1 January 2015, replacing the current Positions of Added Responsibility (PAR) provisions at that time. Formal negotiations for a replacement Middle Leadership structure included a commitment by Queensland Catholic employing authorities and the Independent Education Union (IEU-QNT) to collaboratively develop and deliver joint training to support schools successful implementation of these changes. By providing a timely opportunity for Principals, Middle Leader (ML) School Consultative Committee members, current PARs, Senior Administrators and Middle Leader aspirants to explore how the new Middle Leadership structure will work in practice it is anticipated that you will gain the information and step-by-step advice required to embark on this significant change with shared understanding and confidence. This collaboratively developed, user guide will be a practical resource reference to further support ML School Consultative Committees in best managing the transition. Schools will need to begin the process of engaging, consulting and deliberating on this matter from the commencement of 2014 (if not earlier). The deliberations and recommendations of the ML School Consultative Committees will be foundational to the implementation of a new Middle Leadership structure in This means the next phase of widespread education and support is a critical part of working together with school communities to progress a significant change in better recognition of the importance of middle leadership to school success. 4 New Middle Leadership Structure

5 Basic background A PAR schedule for Queensland Catholic schools was first established around twenty years ago. Negotiations at that time established a few key features of the existing PAR arrangements: 1. The amount of money to be available for PAR is the same amount as that expended in a similar sized state school. (By January 2013, all Queensland Catholic Diocesan schools achieved a resource allocation of at least parity with Queensland state schools for each school enrolment size. Religious Institute schools achieved this realignment much earlier); 2. The PAR funds will be expended in a combination of payment points and release time; 3. A set of levels of PAR to operate with differential payments and release time Level 1 to 4. A Joint Working Party (JWP) established in 2011, and the SBU negotiations in 2012, presented the first real opportunity in two decades to review the PAR provisions from top to bottom. Why did we need a new Middle Leadership structure? When the PAR structure was established in 1992 it provided a role that was largely task orientated and/or administrative in nature. In commencing the review it was acknowledged that the PAR role had evolved over time; now with an increasing emphasis on leadership. The new Middle Leadership structure and provisions attempt to come to terms with that shifting paradigm appropriately recognising and elevating the importance of Middle Leaders to school success. A collaborative booklet by IEU-QNT and QCEC 5

6 The focus of the JWP was to identify contemporary PAR structures and operational provisions consistent with the operational needs of the school (JWP Terms of Reference). By establishing the JWP both Catholic school employing authorities and IEU-QNT sought to develop a contemporary structure for Catholic schools into the future. The review considered: Structure, appropriate payment and release; Appointment, tenure, renewal and termination provisions; Appropriate role statements and selection criteria; and Recommendations for transitional provisions. Importantly, this would result in appropriate time to be able to undertake the Middle Leader role, as well as a remuneration to better reflect the level of responsibility. A new Positions of Leadership structure was explored, widely consulted, developed and ultimately negotiated through the SBU as a response to these concerns. The result is a new Middle Leadership structure that genuinely seeks to address these priorities for the contemporary educational setting. PAR Joint Working Party Throughout 2011, the PAR Joint Working Party (comprising employer and employee representatives) was tasked to review, and make recommendations about, the existing Queensland Catholic schools PAR structure and operational provisions, to investigate whether these were still appropriate and to explore other options. A Final Report was produced by the JWP containing a comprehensive proposal for an alternative Middle Leadership model. 6 New Middle Leadership Structure

7 Given the level of detail, research and consultation involved, it was helpful to have the space to separately consider the important PAR issue at the JWP in ahead of the EB7 collective bargaining negotiations for all staff working in Queensland Catholic schools in The PAR JWP recommendations were not a fait accompli, but were subject to negotiation through the Single Bargaining Unit as part of EB7 throughout Many of the recommendations of the PAR JWP were agreed at the SBU - but some were either not accepted at all or amended as part of these EB7 negotiations. The Middle Leadership structure to be implemented in 2015 is now enshrined in EB7 and is the product of the work done through the JWP, the subsequent consultation, review and consideration of employers and IEU-QNT ahead of negotiation and agreement through the EB process. Comparison of resource use It s important to stress that the new Middle Leadership structure has been developed with essentially the same bucket of money currently being spent on PARs (which is also the same as the amount being spent in a similar sized state school). The resource levels available to the designated enrolment bands under the old PAR structure have provided the basis for the new Middle Leadership structure. Following the identification by the JWP, minor enhancement to the total resources to be allocated to some enrolment bands was required in order to maintain employers longstanding commitment to provide in a similar sized Catholic school the total resources available for PAR positions as a similar sized state school. The greatest difference between the PAR structure and the new Middle Leadership structure is the sizeable enhancement to the time release provided to individual Middle Leader positions. A re-organisation of the current PAR funds occurred to deliver more time firstly and then more money, as prioritised by the JWP based on feedback supplied across the state. Considerations were based on extensive consultation, research, modelling and a re-imagining of how that existing resource may be better utilised. A collaborative booklet by IEU-QNT and QCEC 7

8 Note: Nothing in the new Positions of Leadership Schedule prevents an employer funding the school s ML structure beyond the minimum requirement. Some schools have reported that their school management currently chooses to fund the PAR structure with more than the minimum PAR points these schools may be encouraged to continue to make the same decision into the future. However the changes to the Middle Leadership structure will raise the bar in the majority of schools where this does not now occur. 8 New Middle Leadership Structure

9 Crunching the numbers Under the Terms of Reference the JWP was required to undertake the review and recommendation within the established quantum of resources. The new Middle Leadership structure has therefore been developed with essentially the same bucket of money currently being spent on PARs (which is also the same as the amount being spent in a similar sized state school). The starting point was to calculate Queensland Catholic employing authorities existing expenditure on their PAR structure, projected at 2014 wages costs. This calculation was performed for each school enrolment band. As PAR points under the current structure are worth either points of allowance or points of release time, it was assumed that the minimum number of PAR points available for each school enrolment size was evenly split for the purposes of the calculation. A need for more time to do the job resulted in provision of an additional Middle Leadership release time resource, for allocation over the school year. For this reason, 10% of the existing PAR resource was first set aside for conversion to additional flexible hours for MLs; though up to half of this resource can be converted back to ML units (if the Principal and ML SCC agree). The remaining 90% of the PAR resource was then converted to a minimum number of new ML units available for each school enrolment band. This was done by taking 90% of the total cost of the current PAR structure and dividing this sum by the cost of a new ML unit ($5,758 as at 1 January 2015). A collaborative booklet by IEU-QNT and QCEC 9

10 TABLE 1b: MIDDLE LEADERSHIP COST STRUCTURE IN RELIGIOUS INSTITUTE SECONDARY SCHOOLS ENROLMENT BAND Max points to Middle Leadership Min points to Middle Leadership Max Allowance Points Cost / Point Max Allowance Cost Min Allowance Points Cost / Point Min Allowance Cost Max Release Points Cost / Point Max Release Cost Min Release Points Cost / Point < $3,370 $74, $3,370 $60, $2,697 $59, $2, $3,370 $74, $3,370 $60, $2,697 $59, $2, $3,370 $74, $3,370 $60, $2,697 $59, $2, $3,370 $111, $3,370 $97, $2,697 $89, $2, $3,370 $111, $3,370 $111, $2,697 $89, $2, $3,370 $148, $3,370 $134, $2,697 $121, $2, $3,370 $151, $3,370 $141, $2,697 $121, $2, $3,370 $188, $3,370 $171, $2,697 $153, $2, $3,370 $188, $3,370 $178, $2,697 $153, $2, $3,370 $232, $3,370 $215, $2,697 $188, $2, $3,370 $235, $3,370 $219, $2,697 $191, $2, $3,370 $279, $3,370 $259, $2,697 $223, $2, $3,370 $279, $3,370 $259, $2,697 $223, $2, $3,370 $323, $3,370 $303, $2,697 $258, $2, $3,370 $333, $3,370 $313, $2,697 $267, $2, $3,370 $367, $3,370 $347, $2,697 $296, $2, $3,370 $367, $3,370 $347, $2,697 $296, $2, $3,370 $411, $3,370 $390, $2,697 $331, $2, $3,370 $414, $3,370 $394, $2,697 $334, $2, $3,370 $454, $3,370 $434, $2,697 $366, $2, $3,370 $454, $3,370 $434, $2,697 $366, $2, $3,370 $454, $3,370 $434, $2,697 $366, $2, $3,370 $468, $3,370 $448, $2,697 $374, $2, $3,370 $508, $3,370 $488, $2,697 $407, $2, $3,370 $508, $3,370 $488, $2,697 $407, $2, $3,370 $508, $3,370 $488, $2,697 $407, $2, $3,370 $508, $3,370 $488, $2,697 $407, $2, $3,370 $508, $3,370 $488, $2,697 $407, $2, $3,370 $566, $3,370 $545, $2,697 $453, $2, $3,370 $569, $3,370 $549, $2,697 $458, $2, New Middle Leadership Structure

11 5 Tier scale: Tier 1.1 ($4, Hrs) Tier 1.2 ($7, Hrs) Tier 2 ($9, hrs) Tier 3 ($14, hours) Tier 4 ($17, hours) Tier 5 ($17, Hours) Dollars available for flexible use Number of hours to distribute over a year within the available dollars when all used for release time. 5 Tier scale: Tier 1.1 ($ Hrs) Tier 1.2 ($ Hrs) Tier 2 ($ hrs) Tier 3 ($13, hours) Tier 4 ($16, hours) Tier 5 ($ Hours) Dollars available for flexible use Number of hours to distribute over a year within the available dollars when all used for release time. Min Release Cost MAX TOTAL COST MIN TOTAL COST NEW COST/UNIT MAXIMUM NUMBER OF UNITS 10% of total resource MAXIMUM HOURS NEW COST/UNIT MINIMUM NUMBER OF UNITS 10% of total resource MINIMUM HOURS $48,546 $133,474 $109,206 $5, $13, $5, $10, $48,546 $133,474 $109,206 $5, $13, $5, $10, $48,546 $133,474 $109,206 $5, $13, $5, $10, $78,213 $200,211 $175,943 $5, $20, $5, $17, $89,001 $200,211 $200,211 $5, $20, $5, $20, $107,880 $269,645 $242,680 $5, $26, $5, $24, $113,274 $273,015 $254,814 $5, $27, $5, $25, $137,547 $342,449 $309,417 $5, $34, $5, $30, $142,941 $342,449 $321,551 $5, $34, $5, $32, $172,608 $421,320 $388,288 $5, $42, $5, $38, $175,305 $427,387 $394,355 $5, $42, $5, $39, $210,366 $503,561 $469,856 $5, $50, $5, $46, $210,366 $503,561 $469,856 $5, $50, $5, $46, $245,427 $582,432 $548,727 $5, $58, $5, $54, $250,821 $600,633 $564,231 $5, $60, $5, $56, $280,488 $664,000 $627,598 $5, $66, ,028 $5, $62, $280,488 $664,000 $627,598 $5, $66, ,028 $5, $62, $315,549 $742,871 $706,469 $5, $74, ,150 $5, $70, ,094 $318,246 $748,938 $712,536 $5, $74, ,159 $5, $71, ,103 $350,610 $821,742 $785,340 $5, $82, ,272 $5, $78, ,216 $350,610 $821,742 $785,340 $5, $82, ,272 $5, $78, ,216 $350,610 $821,742 $785,340 $5, $82, ,272 $5, $78, ,216 $358,701 $843,313 $806,911 $5, $84, ,305 $5, $80, ,249 $391,065 $916,117 $879,715 $5, $91, ,418 $5, $87, ,362 $391,065 $916,117 $879,715 $5, $91, ,418 $5, $87, ,362 $391,065 $916,117 $879,715 $5, $91, ,418 $5, $87, ,362 $391,065 $916,117 $879,715 $5, $91, ,418 $5, $87, ,362 $391,065 $916,117 $879,715 $5, $91, ,418 $5, $87, ,362 $436,914 $1,019,256 $982,854 $5, $101, ,578 $5, $98, ,521 $442,308 $1,028,020 $991,618 $5, $102, ,591 $5, $99, ,535 A collaborative booklet by IEU-QNT and QCEC 11

12 Note: In RI schools, a small number of points may be diverted from middle to senior management. Table 1b has been presented in terms of maximum units (where this diversion has not been enacted) and minimum units (where points have been utilised in this way). This is shown in the Positions of Leadership Schedule (EB7). Formulas relevant to Table 1b are: 1. Calculation of PAR point of release cost This value has been derived by taking the hourly rate of an ET4 teacher, multiplying by 48/60, then multiplying by 1.2 (preparation and correction time) and applying the annualising factor. For example, the PAR point of release cost is $2,697 as at 1 July 2014, calculated as follows: $53.84 x (48 60) x 1.2 x = $2, Calculation of PAR point of allowance cost This value has been derived by adding the annual allowances of PAR1, PAR2, PAR3 and PAR4; then dividing by 10 (that is, = 10) For example, the PAR point of allowance cost is $3,370 as at 1 July 2014, calculated as follows: $3,958 + $6,935 + $9,914 + $12,891 = $33,698 $33, = $3, Calculation of the number of Middle Leader units for each school size This value has been derived by taking the total cost of the PAR structure as at 1 July 2014, then dividing by the cost of a new Middle Leader unit ($5,758 as at 1 January 2015) = Number of new Middle Leader units for each school enrolment band. 12 New Middle Leadership Structure

13 4. Calculation of the number of hours to distribute over a year This calculation is made by taking the dollars available for flexible use and dividing this by the hourly rate of an ET4 teacher x 1.2 (preparation and correction time) = Number of hours available for distribution Key aspects of the new Middle Leadership structure Recognition and elevation of PARs Fundamentally, the new Middle Leadership structure represents a shift in philosophy from task orientated to leadership positions, elevating the significance of PARs to school success. The name of the structure is the most obvious reflection of this shift in philosophy. The development of the guidelines (to be read in conjunction with supporting provisions) also reflect in greater detail and emphasise the role of leadership in the school, whether curriculum, pastoral or program in nature. Commencement date The new Middle Leadership structure and operational provisions for Queensland Catholic schools has been negotiated as part of EB7. These new arrangements will come into effect on 1 January 2015, replacing the current PAR provisions at that time. The commencement date of 1 January 2015 is significant, as it should be remembered that most secondary school enrolment sizes will increase as a result of Year 7 transitioning to secondary school at that time. The Agreement clearly states that all appointments to the new positions of leadership structure will be made under the provisions of this Schedule. Accordingly the enhanced consultative processes, transitional arrangements for current PARs, publication of final Middle Leadership structure endorsed will all be utilised in first implementing the revised structure for A collaborative booklet by IEU-QNT and QCEC 13

14 Categories There are three distinct types of Middle Leadership Curriculum, Pastoral and Program. Criteria guidelines indicate various levels of responsibility, complexity and / or autonomy required. Unit cost Instead of allocating the minimum available PAR points for each school size as either points of allowance or points of release time, a new unit measure has been developed. The new Middle Leader unit measure represents both time and money. The cost of a new unit is $5,758 and is made up of $2,387 annual allowance (ET6 3) + one hour weekly release time per year ($3,371). These amounts have been determined based on the applicable rates as at 1 July Percentage increases will be applied uniformly to the figures and as such relativities will be maintained for future calculations. It is important to note that there are less of these new units available for each school size, as they are worth more in allowance and release time than the value of the existing PAR point. Note: As at 1 January 2015, the cost of a new ML unit is $5,758. This is comprised of an annual allowance of $2,387 ($7,162 ET6 allowance 3) Plus one hour weekly release time per year of $3,371 That is, ET4 hourly rate $53.84 x 1.2 for preparation and correction time, then apply the annualizing factor of = $3, New Middle Leadership Structure

15 Number of Middle Leadership Units available for each school size The number of minimum available ML units for each school enrolment band is detailed in Table 3: Middle Leadership in Secondary Schools (as contained in the Positions of Leadership Schedule in the EB7 Agreement). With the assistance of employing authorities, schools are in the process of projecting expected student enrolment numbers when Year 7s join Secondary school in It is this number that will inform the minimum number of Middle Leadership Units available when the new structure commences on 1 January Five tier format The existing four-point PAR structure will be replaced by a five-tier structure of weekly time release and annual allowance, recognising increasing complexities and responsibilities: Tier 1.1 $4, hours release 2 units Tier 1.2 $7, hours release 3 units Tier 2 $9, hours release 4 units Tier 2 (+complexity loading) $11, hours release 5 units Tier 3 $14, hours release 6 units Tier 3 (+ complexity loading) $16, hours release 7 units Tier 4 $17, hours release 8 units Tier 4 (+complexity loading) $17, hours release 9 units Tier 5 $17, hours release 10 units In Tier 4 and beyond, the annual allowance remains at $17,331 (rather than progressing in sequence to $19,096) to mind salary relativities with existing Senior Administration (renamed Senior Leadership ); however the shortfall has been converted to additional release time for Tier 4 and beyond Middle Leaders. Tier 1 requires only straightforward co-ordination. Tiers 2 5 inclusive have explicit requirement for leadership. A collaborative booklet by IEU-QNT and QCEC 15

16 Note: The difference between leadership and co-ordination is intrinsic to the accurate classification of Middle Leadership positions. Coordination describes the administrative tasks of organising people and / or things in order to make them work together effectively. Leadership describes a wide range of responsibilities and skills, particularly the ability to guide, direct or influence people in achieving collective objectives. Leadership includes self-development; developing, engaging and inspiring others; thinking clearly; and delivering outcomes. Table 4 of the Positions of Leadership Schedule (EB7) describes these in terms of application to various roles. Complexity loading The new Middle Leadership structure enables a Complexity Loading of one unit ($2,387 plus one hour of weekly release time) to be recommended by the ML School Consultative Committee for certain Middle Leadership positions. Positions which are classified as Tier 2 4 may attract a Complexity Loading where a particular Middle Leadership position falls in the upper end of the established criteria, there is a special character necessitating additional release, or the release time is otherwise considered inadequate for the expectations of the role. This also gives additional flexibility for schools to tailor allocations to the demands of each Middle Leadership position. 16 New Middle Leadership Structure

17 Note: The Complexity Loading applies as follows: Tier 2 attracts 4 units. When a Complexity Loading of 1 unit is applied, such position now attracts 5 units in total. This equates to $11,935 annual allowance and 5 hours of weekly release time (rather than the usual $9,548 and 4 hours release time in normal circumstances). Tier 3 attracts 6 units. When a Complexity Loading of 1 unit is applied, such position now attracts 7 units in total. This equates to $16,709 annual allowance and 7 hours of weekly release time (rather than the usual $14,322 and 6 hours release time in normal circumstances). Tier 4 attracts 8 units. When a Complexity Loading of 1 unit is applied, such position now attracts 9 units in total. This equates to $17,331 annual allowance and hours of weekly release time (rather than the usual $17,331 and 8 hours release time in normal circumstances). The application of the Complexity Loading differs slightly for Tier 4 positions, as the annual allowance should not exceed that applicable to a designated Tier 5 Middle Leader position. Instead, the additional unit of annual allowance is converted to time and added to the new time allowance of 9 hours. The relevant formula is $2,387 (cost of a unit of allowance) multiplied by 9 units equals $21,483; minus $17,331 equals $4,152. This total is then divided by $3,371 (cost of a unit of release) equalling an additional 1.23 hours on top of 9 hours per week release time (or hours per week in total). Extra flexible hours to designate for particular pressure points Extra flexible hours per annum will be provided to designated Middle Leader positions, to be timetabled either on a regular basis or at particular pressure points in the school year. A collaborative booklet by IEU-QNT and QCEC 17

18 Note: For example, Middle Leadership Pastoral positions may require additional release time to be allocated on a weekly basis to enable more contact with students during school hours; while Middle Leadership Curriculum positions may require additional release time to be allocated ahead of a new work program being due. The allocation of any extra hours is determined on a needs basis and forms part of the ML School Consultative Committee considerations. Note: The ML School Consultative Committee shall consider, and make recommendation to the Principal on the appropriate distribution of these additional hours of release to the various Middle Leadership positions, as part of their deliberations outlined in clauses S4B.18.4 g, S4B.19 and S4B.20 below. In determining if additional release time for a Middle Leadership position from the quantum available is necessary, the following factors may be considered: i The number of teachers needing to be led or co-ordinated ii The number of subjects involved in any area of academic iii responsibility or number of Year levels under the Pastoral Leader The number of students involved and their particular academic or pastoral needs iv The structure of the school e.g. multiple campuses or 11-12, 8-12 or arrangements spanning primary and secondary, pastoral care structure v vi vii School curriculum or pastoral initiatives The overall level of resourcing of the area Other relevant factors In suggesting additional release time, the ML SCC will also suggest whether this should be in the form of an additional allocation for each 18 New Middle Leadership Structure

19 week of the school year or whether it should take the form of a bank of time to be accessed upon request by the Middle Leader and with the consent of the Principal at times of particular need e.g. at beginning or end of a semester, at times when essential planning is required, etc. Up to half of this flexible resource may be converted back to new units, with the agreement of the Principal and the ML SCC. Note: In the case of a school with projected student enrolments of 1109, 128 ML units (max) and 1272 additional flexible hours per year are available for allocation. Should the ML SCC and Principal agree, more ML units can be purchased from up to half the additional flexible hours resource for the school. The worked example is as follows: 1272 Additional flexible hours divided by 2 = 636 additional flexible hours left to distribute 636 hours x ($53.84 ET4 teacher hourly rate x 1.2 prep and correction time cost) = $41, $41, divided by $5,758 cost of a ML unit = 7.1 (or 7 rounded for the real life application) extra ML units purchased to distribute In this scenario, a school with projected student enrolments of 1109 would have 135 ML units and 636 additional flexible hours per year now available for allocation. Tenure Currently, PARs have terms of 3 years + 3 years (6 years total) subject to satisfactory performance and the continuance of the position, after which time the position may be advertised at the employer s discretion. A collaborative booklet by IEU-QNT and QCEC 19

20 For Diocesan schools these existing arrangements will be enhanced to 3 years + 3 years + 3 years (9 years total). This maintains the same connection to the trienniums in place, whilst delivering tenure broadly comparable with arrangements for Principals and Senior Administrators. For Middle Leaders in RI schools the enhancement will be 4 years + 4 years appointment period (8 years total) also an increase in current tenure provisions. Role of the Middle Leader School Consultative Committee The consultation to be undertaken by the Middle Leader School Consultative Committee (ML SCC), with the entire teaching staff, is now formally prescribed in a step-by-step process. Step 1: High-level, engaged conversation between the Principal and ML SCC. Step 2: ML SCC and Principal consults whole teaching staff. Step 3: ML SCC recommends a Middle Leadership structure and additional release time allocations based on the available flexible hours. Step 4: Principal makes determination, following this consultation. Step 5: Final Middle Leadership structure widely published to teachers; including listing all ML positions, appointments/vacancies, unit allocation, time release, financial allowance and flexible hours given. 20 New Middle Leadership Structure

21 Middle Leader role holders Generally, teachers should not hold more than one Middle Leader role. Where a teacher holds multiple Middle Leader roles, the sum of the annual financial allowances and weekly time release for each separate Middle Leader roles are due to the teacher. Note: In the special case where the combined annual financial allowance of the multiple middle leader roles would exceed the Tier 5 allowance, any monies above this maximum limit would be converted to additional weekly time release. For example, a teacher holding a Tier 1.2 ($7, hours) and a Tier 3 $14, hours) middle leadership position simultaneously would receive a minimum weekly release time of 9 hours and a maximum annual financial allowance of $17,331. The balance of the annual financial allowance that would otherwise be due ($4,152) is converted to an additional 1.23 hours of weekly release time (that is, $4,152 divided by $3,371 cost of a unit of release). Appraisal process The existing attachment to the current PAR Schedule Review / Process Appraisal Principles (EB7) remains an appropriate reference to support the application of Middle Leader appraisal with renewed consistency and relevance across Queensland Catholic schools; however, a number of exemplar appraisal processes will be shared to inform the practical implementation at local level. A collaborative booklet by IEU-QNT and QCEC 21

22 Useable release time Middle Leader release time provided is from normal contact time. A new provision has been included whereby release time should be given in blocks of at least 30 minutes of usable time, except in exceptional circumstances. Transition Transitional arrangements apply to a teacher who is a current PAR and who is not successful in their application for a Position of Leadership under the new structure. Transitional arrangements shall apply from the conclusion of a PAR s contracted appointment term. The effect of the transitional arrangement shall equate to a twelve-month advantage in acceleration through the teacher classification structure. Each Level at conclusion of PAR contract has been translated over to Level after accelerated transition within the replacement Positions of Leadership Schedule. Level at conclusion of PAR contract Level after accelerated transition Graduate 1 Graduate 2 Graduate 2 Proficient 1 Proficient 1 Proficient 2 Proficient 2 Proficient 3 Proficient 3 ET 1 Experienced 1 ET 2 Experienced 2 ET 3 Experienced 3 ET 4 Experienced 4 ET 5 (1st Year) or ET 4 (2nd Year) Experienced 5 (1st Year) or Experienced 4 (2nd Year) Experienced 5 (2nd Year) or Experienced 4 (3rd Year) ET 5 (2nd Year)or ET 4 (3rd Year) ET 5 (3rd Year) or ET 4 (4th Year) 22 New Middle Leadership Structure

23 Experienced 5 (3rd Year) or ET 6 Experienced 4 (4th Year) Experienced 6 No change Subsequent classification at ET5 and ET6 shall be subject to the normal application processes. Teachers who have been an ET4 classification for at least 4 years are eligible to apply for ET6 status upon taking up a position as a classroom teacher at any time. However there are three opportunities available for eligible PARs to apply for ET6 between now and 1 January 2015 and it is strongly encouraged that this status is applied for expeditiously. P 12 schools and other non-standard variations A process for identifying the minimum resource level applicable to a school s Middle Leadership structure has been included in new Positions of Leadership Schedule. Classification of a Middle Leader position The Positions of Leadership Schedule (EB7) includes criteria to guide the classification of positions, based on the various levels of responsibility, complexity and / or autonomy required in the roles of Curriculum Leader, Pastoral Leader and Program Leader. It should be noted however that this Table 4 contains guidelines only and is to be read in conjunction with the supporting clauses in the Schedule. Guidelines for responsibilities, attributes and typical duties for each type of Middle Leadership role have also been included in Tables 5-7. A collaborative booklet by IEU-QNT and QCEC 23

24 Note: Nothing would preclude including a higher tier position assisted by one or more lower tier positions within a school s ML structure. For example, a Tier 4 Pastoral Leader with whole-school responsibility, assisted by Tier 1 Pastoral Coordinators with responsibility for smaller pastoral units within the school. Or similarly, a Tier 4 Curriculum Leader of Mathematics could be assisted by a Tier 2 Curriculum Leader who takes responsibility for Years 7 and 8 Mathematics. Fundamental principles of the appointment process As a minimum, the fundamental principles forming a transparent appointment process shall include: i Advertisement of promotional position vacancies to existing staff; ii Opportunity to provide written response to key selection criteria; iii Interview of short listed applicants; iv In circumstances where an existing employee is unsuccessful in application for a vacant promotional position, the employee may request employer feedback on aspects of their written application and/or interview performance. The above minimum principles do not apply: i. Where appointments are made for the remainder of the Middle Leader appointment period; or ii. iii. Where appointments are made to other acting positions; or Where there is redeployment of current staff following school closure or other special circumstance. 24 New Middle Leadership Structure

25 Appointment of acting Middle Leadership positions i ii iii iv v vi vii viii ix x xi Appointment to an acting position is for a defined period and shall be confirmed in writing. An acting position may be determined in those situations where the incumbent is on leave or an interim vacancy exists. The number and/or existence of such positions are determined by the employing authority. The appointment to an acting position is for a fixed-term of 4 or more continuous weeks. This shall not preclude appointment to an acting position for less than 4 weeks for emergent reasons. An appointment of 4 weeks may include student free days. The 4 weeks or more of continuous service in the acting position will be exclusive of the vacation periods. Where the appointment is made across a vacation period the appointee will be paid at the acting rate for the vacation period. Where the appointment is contiguous to student free days the student free days shall be paid at the acting rate. The salary rate paid shall be in accordance with the salary schedule outlined in Schedule 1 of this Agreement for that position provided that the acting appointee s experience in the position shall be recognised. Where appropriate the employing authority/principal may call for expressions of interest from current employees regarding the acting position. All paid leave taken during an acting appointment shall be paid at the appropriate acting rate. School vacation leave, which is immediately following a period designated as acting, shall be paid at the acting rate. When an employee takes paid leave immediately following a period designated as acting, that employee shall be paid for such leave at the acting rate. A collaborative booklet by IEU-QNT and QCEC 25

26 Practical steps towards a new Middle Leadership structure for your school STEP 1 Familiarise yourself with the current PAR structure for your school. It may be useful to record the current story, using the Easy Calculator worksheet. What PAR roles does your school have currently and how many PAR points for time and money are allocated to each? Check this accounts for the full allocation of PAR points appropriate for your school size. STEP 2 Project likely student enrolment numbers (and thence minimum available ML units) for January 2015, when Year 7s join Secondary. Note: A very basic calculator would use the average year level cohort size (that is, Years 8, 9, 10, 11, 12 total kids divided by 5). However, some schools will have a larger year level cohort size at Year 11 and 12 which would distort the average across the whole school. The best thing to do is to use the average across the school as a guide, but it would really need a site level analysis to confirm the number of classes in a year level typically in that school for a more accurate analysis. (For example, the school typically has four classes for each of Years 8-10 so a Year 7 cohort is likely to be the same students approx. 4 x 30 to give 120). For example, in BCE schools a notional enrolment number will be provided to schools in early This notional enrolment will be a projection of the schools total enrolment including the Year 7 cohort. 26 New Middle Leadership Structure

27 STEP 3 Consult with colleagues Remember that more rigorous and transparent consultation is a fundamental feature of the new ML structure. The entire teaching staff must have an opportunity to share input, ahead of deliberations commencing. (RI EB7, S4B.19 S4B.20, pg ) STEP 4 Re-imagine what mix of ML positions your school will need. STEP 5 Read the classification overview (RI EB7, S4B.20.2, pg ) STEP 6 Read the criteria guidelines in Table 4, to ascertain probable Tier appropriate. (RI EB7, pg ) STEP 7 Consider Table 4 criteria guidelines, in light of qualifying clauses following (RI EB7, S4B.20.3 (a), (b) and (c), pg ) STEP 8 Consider whether a complexity loading is warranted and can you afford it? (RI EB7, S4B.18.3, pg 142) STEP 9 Consider allocation of additional flexible hours over the year (RI EB7, S4B.18.4, pg ) STEP 10 Consider option to convert up to half of additional flexible hours over the year back into ML units, where both the ML SCC and Principal agree to do so. A collaborative booklet by IEU-QNT and QCEC 27

28 How to successfully manage the change Staff engagement and information sharing essential Keeping informed and asking questions is an important start. The joint briefings held across the state in Term , and this practical user guide to support schools transition to the new ML structure, is an important preparation so staff know what s going on and how things should work. Attention to detailed consultation process The elevation of consultation with the entire teaching staff and ML SCC is an important element of the changes. Everything you need to know is described in the section Role of the Middle Leader School Consultative Committee and also detailed in the EB7 Positions of Leadership Schedule. This must be adhered to and enforced at your school. Ensure negotiated transition arrangements are understood The Transition Arrangements contained in EB7 are an important recognition of the valuable contribution of PARs, often over many years. Early introduction of the new ML arrangements are not permissible under EB7, as they would undermine the transitional arrangement entitlement of PARs who do not remain as MLs under the new structure. This must be adhered to and enforced at your school. PARs are encouraged to obtain ET6, where eligible All current eligible PARs are strongly encouraged to apply for ET6 status as soon as practicable. Don t make it a last minute scramble. If you are a PAR currently, and eligible for ET6, you have three application opportunities before the new ML structure comes into effect: By 5 pm on the second Friday after the resumption of Term By 5 pm on the second Friday after the resumption of Term By 5 pm on the second Friday after the resumption of Term New Middle Leadership Structure

29 Publication of outcomes of final Middle Leadership structure, as prescribed Transparency is always a good incentive to doing the right thing. The ML Schedule includes a new provision for the final ML structure to be published widely to teaching staff; including full details of ML positions; existing appointments / vacancies; unit allocation; time release; financial allowance; and flexible hours allocation. An example table that may be used for this purpose is even shown in EB7: Middle Leadership Position Unit allocation Weekly time release Annual financial allowance Flexible hours allocation Name of existing appointee or position vacant Frequently asked questions Transition matters Will all current PARs become MLs under the new structure? All current PAR positions will conclude at the end of 2014 and all appointments to Middle Leadership will be under the new structure from The new structure means re-organising the current PAR funds, based on extensive consultation, research, modelling and re-imagining of how that resource may be otherwise utilised. The structure that best suits the needs of each school in 2015 will form the basis of appointments. It is not guaranteed that all current PARs will be appointed as Middle Leaders. What will happen to PARs who don t become MLs under the new structure? In order for some to receive a bigger share of time release and financial allowance, it is a reality that a number of current PAR positions are unlikely to continue under a new ML structure. In light of this, serious consideration was given to appropriate transitional arrangements for those current PAR role holders who may not be successful in their application to become MLs A collaborative booklet by IEU-QNT and QCEC 29

30 under the new structure. The transitional arrangements essentially say that at the conclusion of a PAR role holder s contracted term, they will have accelerated progression of 12 months through the teacher classification structure. The specifics of what this means at each point of the teacher classification structure is detailed in EB7; notwithstanding that entry to ET5 and ET6 is through the usual application process. As is currently the case, teachers who have been at ET4 for at least 4 years are eligible to apply for ET6 status upon taking up a position as a classroom teacher at any time. All PARs who are eligible to apply for ET6 should do so there are three upcoming opportunities to do this ahead of the new Middle Leadership structure coming in on 1 January Current PARs who no longer retain a middle management role under the new structure would revert to a classroom teaching position, as is currently the case. Why are there less new ML units for my school size than PAR points? Does this mean we are going backwards? At a base level the value of a ML unit is more than a current PAR. On this premise there is no guarantee that there will be the same number of positions at the same level as currently exists. The final determination of the Middle Leader positions, including the level that they will be, will be at the recommendation of the ML SCC and decision by the Principal. The new ML structure continues on the same level of total resourcing that was available under the PAR structure, just divided differently. The minimum number of new units for each school enrolment band is detailed in Table 3 of the Positions of Leadership Schedule. Money The ML annual financial allowances are still not enough, considering the extraordinary contributions of PARs. Why is it capped at $17,331 for 2015? The most significant enhancement under the individual ML tiers is the increase in time. This was to achieve a key priority of the ML structure to ensure greater time was being provided to undertake the role. Notwithstanding this the financial allowance available was also increased, albeit relatively modest compared to the time increase. In Tier 4 and beyond, the annual allowance remains at $17,331 (rather than progressing 30 New Middle Leadership Structure

31 in sequence to $19,096) to mind salary relativities with existing Senior Administration (renamed Senior Leadership ); however the shortfall has been converted to additional time release for Tier 4 and beyond Middle Leaders. Will the ML allowances increase in line with future EBA wages increases? Yes. The value of a new ML unit is made up of an annual allowance (that is, ET 6 salary divided by 3) + 1 hour of weekly release time. When EB percentage wage increases are applied, ET 6 salary increases, as do the ML annual allowances. Time to do the job How does the new additional flexible hours provision work? Will the Principal decide who gets all this extra time? Both the minimum number of new ML units and the number of additional flexible hours per annum to allocate for each school enrolment band are detailed in EB7. The ML SCC makes recommendation to the Principal on how the additional flexible hours should be distributed amongst MLs and the timing of its use (that is, either in regular weekly installments or at particular pressure points in the school year). Any allocation of this additional release time will be in addition to the hours already provided through the designation of the ML position at a particular tier. (For example, a Tier 2 ML will have 4 hours release per week and any allocated flexible hours will be on top of this). The additional release time is intended to best support the various types of ML. (For example, ML Pastoral positions may need more weekly release time allocated to enable more contact with students during school hours; while ML Curriculum positions may require additional release time to be allocated ahead of a new work program being due). These additional flexible hours do not have to be divided equally amongst all MLs; nor must all MLs receive some of the additional flexible resource. In recommending if, when and how much extra hours a ML position should receive, the ML SCC would consider a range of factors including the number of teachers to be coordinated or led; the number of subjects or year levels involved; the number of students involved and their particular needs; the structure of the school; curriculum or pastoral initiatives; overall level of A collaborative booklet by IEU-QNT and QCEC 31

32 resourcing the area; and anything else. Up to half of this flexible resource can be converted back to ML units, with the agreement of both the ML SCC and Principal. What does the new ML structure deliver in terms of time to do the job? Time to do the job was a priority in the development of the ML structure. Currently, the range of weekly release time available under the PAR structure is between 48 minutes (PAR 1) and 3.2 hours (PAR 4). The range of weekly release time available under the new ML structure is between 2 hours (Tier 1.1) and hours (Tier 5). There is also the new flexibility available in terms of the additional flexible hours per annum that are to be allocated. Tenure Although the tenure terms have been extended under the new ML structure, it s still not as good as Ed Qld. Why can t we have permanent tenure as a ML, like Ed Qld HODs? The current tenure period (3 years + 3 years) was extended by negotiation to 3 years + 3 years + 3 years for Diocesan schools and 4 years + 4 years for RI schools. Unlimited tenure for PARs was pursued as a matter of parity with Ed Qld HODs; however employers noted that unlimited tenure would create a lack of synchronicity with Principals and senior administrators employment arrangements. Classification If I am currently a PAR 4, will I be a Tier 5 under the new structure? Not in the majority of cases. The appropriate classification of each new ML position will be considered in light of the criteria guidelines and supporting clauses in the EB7 Positions of Leadership Schedule. Tier 5 designations would be applicable to certain ML roles in very large schools, departments, numbers of students responsible for or in areas of highest complexity. Equally the PAR levels 1 to 4 do not necessarily correlate to the corresponding Tier designation under the ML structure. In particular the underlying philosophy of the ML structure will mean that ML positions will be more inherently leadership in focus and function. Ultimately the 32 New Middle Leadership Structure