Employee development programs

Professional learning programs for teachers were provided at school and cluster level, the most significant of these related to leading school transformation, pedagogy that engages learners and developing professional learning communities.

Professional learning opportunities were provided in relation to the Tasmanian curriculum and in particular, for literacy and numeracy. Many teachers attended First Steps training as well as Unlocking Literacy: Keys to Success workshops. Numeracy coordinators in schools were offered spaced, six-day programs that focussed on developing a whole-school approach to numeracy.

A number of professional learning programs were provided for principals, teachers and teacher aides under the banner, Education for ALL. These included breakfast seminars for school leaders, individual education planning for students with disabilities, curriculum planning for highly able students and personalised learning from an ESL perspective.

Schools also provided a wide range of school-based professional learning opportunities for their teachers in areas such as countering bullying, harassment and violence, differentiated curriculum, teaching strategies and drug issues as well as team building and school organisational improvements.

top

In each region, the Relief Teachers and Those Returning to the Workforce After Extended Leave project provided a spaced learning program for relief teachers to assist them with positive behaviour support within the school context. Programs for staff other than teachers included occupational health and safety training for school attendants, training in association with the School Administrative Learning and Recognition Framework (SALRF) and recognition for teacher aides in relation to the Teacher Aide Learning and Recognition Framework (TALRF).

Some areas of the Corporate Services Division continued the Achieving Together program to support the professional learning needs of staff. A new program for providing feedback on performance entitled, Managing for High Performance, was trialled in the corporate sector. Similar programs operated in the Office of Post-Compulsory Education and Training and the State Library of Tasmania. Anti-bullying and harassment training was offered to all non-school employees with managerial or supervisory responsibilities and work also continued on a Leadership Development Program.

Employees continued to participate in a range of external programs including those provided by The Training Consortium (Department of Premier and Cabinet).

top

Qualifications of teachers and other professional staff

Percentage of teachers and other professional staff who were four- or five-year trained (based on the total number of base grade staff):

Workplace diversity programs

Workplace diversity is embedded in the department’s corporate culture and management systems. It is aligned with corporate goals and is an integral component of the department’s planning and implementation activities.

Workplace diversity initiatives have been established in a variety of plans e.g. business plans, projects and professional development, each of which are unique with specific implementation responsibilities, different strategic goals and often involve different stakeholders.

Disability framework for action

The department has established a Disability Action Plan Reference Group with representation from different sections of the agency. The reference group has met on three occasions and has identified policies and current practices relevant to the action plan and a proposed structure for a cohesive agency plan. The reference group will continue to work in collaboration with the Disability Bureau to further this objective.

top

Employee participation in industrial relations matters

Unions and employees were represented on a range of departmental consultative committees and processes relating to professional, industrial and operational matters. The renewal process began for the Public Sector Union Wages Agreement and the Teachers Agreement which expired in late 2006 and early 2007 respectively. Employees and unions have been and will continue to be consulted to ensure employees are fully informed on these matters as they progress.

Internal grievances procedures

Published grievance procedures are available to employees and clients, including parents. During 2006-07, 49 new grievance cases were submitted to the Conduct and Investigations Unit of the Human Resources Management Branch. As at 30 June 2007, 12 cases were still being resolved. The Conduct and Investigations Unit continued to manage the process of good character clearances for schools and safety screening clearances for the child care industry.

top