Principal s Application Pack - Catholic Education · • Statement against the Core Capabilities...

Principal 's Application Pack

R223754 Archdiocese of Canberra and Goulburn Principal Information Package for 2014 1

‘Everything has been entrusted to our protection, and all of us are responsible for it’ Pope Francis’ inaugural Mass 2013

GUIDELINES FOR PREPARING YOUR APPLICATION Applications must include: • Covering letter identifying the school Principal position you are applying for • Statement against the Core Capabilities described in the Leadership Capability Framework and

Supporting Behaviours (refer to page 3) • Curriculum Vitae • Contact details for at least four referees. Applicants need to be able to: • Demonstrate an active faith commitment • Hold a 4 year teaching qualification • Have qualification in Religious Education or make a commitment to undertake post graduate

study in Religious Education during the first contract period in accordance with CEO policy (refer to page 19)

• Show evidence of performing successfully in leadership positions in Catholic schools • Provide satisfactory referees from whom confidential reports can be obtained • Be prepared to provide certified copies of academic qualifications at interview. Applications should be limited to no more than 15 pages. You must send separate applications for each principalship position. Please forward your application via the email address provided below for each position to arrive at the Catholic Education Office no later than the close of business on the closing date stated in advertising. Your application must be emailed to [email protected] Please indicate where you saw the advertisement. REFEREES In forwarding your application you are asked to provide the name, address and telephone phone contact numbers of at least four (4) referees. Your referees need to be people whose knowledge of you as a leader is up to date and relevant to the position for which you are applying. Referees are to include: • The Parish Priest in the Parish where you attend Mass. • Your current employer. If you are currently employed as a Principal in a Diocesan school outside

the Archdiocese of Canberra and Goulburn your referee should be the Diocesan Director of Catholic Education. If employed in a non-Diocesan school, your current employer should be nominated.

• Your current Principal (if you do not currently hold a Principal’s position). • Parent in a leadership position in the school community eg. Chair of School Board or President of

the Parents & Friends Association or Chair of School Community Council.

mailto:[email protected]



Your employer referee may be contacted prior to the short-listing meeting of the Selection Panel. Your other referees will be contacted if the Selection Panel selects you for the shortlist for interview. It is recommended that you inform your referees that you are nominating them and that you supply them with information regarding the particular position for which you are applying. Please note that the Catholic Education Office reserves the right to contact other potential referees if required.

CEO Centenary Mass 2013



The Developmental Learning Framework for School Leaders in the Archdiocese

of Canberra and Goulburn

Leadership Capability Framework and Supporting Behaviours

Effective educational leaders have to be capable both as individuals and as professionals. The Catholic Education system in Canberra /Goulburn has identified fifteen core capabilities for school leaders, across the five realms of leadership. The table below lists these core capabilities and describes the behaviour of an individual who possesses each capability. Individuals applying for a leadership position must include in their application, a written reflection on each of the core capabilities. It is important that in their presentation applicants cite examples that give evidence of each of the capabilities in their own leadership. As a guide, applicants should provide no more than one A4 page for each of the five realms of leadership.

Perso

nal R

ealm

Core Capabilities Supporting Behaviours

Engages in ethical behaviour Exemplifies honesty and integrity Demonstrates ethically responsible behaviour Is guided by the Spirit, the Gospel and the teachings of the Church

Is committed to personal and spiritual growth

Gives witness to personal faith and commitment Is self-reflective and emotionally mature Effectively balances work and personal life

Shows personal courage and resilience

Demonstrates confidence, optimism and resilience Is morally courageous Displays a sense of self-efficacy and personal identity

Relat

ional

Realm


Facilitates positive and collaborative relationships

Actively listens and shows interest in the views of others Shares information and invites input from stakeholders Seeks mutually beneficial outcomes

Communicates skilfully Communicates with influence Conveys messages and ideas with clarity

Inspires others Recognises and responds pastorally to people and situations Displays a trusting disposition Generates in others the confidence to take action



Profe

ssion

al Re

alm


Supports and builds Catholic identity and ethos

Operates with a spirit of service and professionalism Actively embraces and promotes Catholic values and traditions Manages conflict between people to restore positive relationships

Guides and mentors others Nurtures leadership capability in others Provides professional support and guidance to others Affirms, praises and gives constructive feedback to others

Is committed to continuous improvement

Engages in work place learning and relevant professional development Operates with a sound educational focus Acknowledges own limitations and willingly accepts assistance from others

Orga

nisati

onal

Realm


Deals effectively with change Develops organisational capacity to respond to contemporary and future needs Shapes and implements change processes Leads and supports others through change and uncertainty

Delivers quality results Focuses on core outcomes and accountabilities Models and encourages a strong achievement orientation in others Actions are aligned with the church’s teaching on social issues and the environment

Fosters a growth promoting workplace

Develops efficient and robust structures and systems Contributes to organisational sustainability Builds a sharing organisational culture that harnesses energies and talents

Stra

tegic

Realm


Articulates vision and direction Builds collegial purpose and vision for the school Interprets system and national strategic initiatives for the school community Gives priority to the Church’s mission in education

Thinks strategically Uses Big Picture understanding and plan strategically Utilises knowledge from a variety of sources to make informed decisions Considers risk and explores a range of solutions to deal with challenges

Applies intelligence and wisdom Reads and analyses situations accurately Applies logic and a common-sense approach to problem solving Balances intuition with sound reasoning when taking action



GENERAL INFORMATION There are over 21,000 students being educated in Archdiocesan Catholic Schools in the Archdiocese of Canberra and Goulburn. These schools are staffed by over 1,300 professionals and supported by a Catholic Education Office staff of 88. The Catholic Education system in the Archdiocese of Canberra and Goulburn is strongly committed to the Archdiocesan Church. The Archdiocese of Canberra and Goulburn includes the whole of the ACT and part of southern and eastern NSW, from the Far South Coast through the Southern Tablelands and Snowy Mountains to the Western Plains. It is unique among Australian Catholic Dioceses in that it crosses State and Territory borders. It therefore faces the challenge of effectively responding to NSW and ACT curricula and educational policies while maintaining an Archdiocesan education system.

2014 School Numbers

Early Learning Centres

Parish Primary Schools (K-6)

Central Schools (K-10)

Secondary Schools (7-12)

NSW

18 3 1

ACT

6 24 0 5

Archdiocese of Canberra and Goulburn Principal Information Package for 2014 7




SUPPORT STRUCTURES OFFERED TO OUR SYSTEM LEADERS Principal professional support and development program In the first five years of principalship, the Principal Support and Development Program is an essential element of support for a new Principal. Principals are required to attend the annual Archdiocesan Principal’s Retreat and the biennial Principals’ Conference, and designated leadership opportunities for Principals. At the completion of the second year of a Principal’s first five-year contract period, the Principal may apply to the Director for assistance with a PD Project. Financial and release support in the form of a grant of up to $6,500 may be negotiated with the Director following lodgement by the Principal of a Principal’s Professional Development Project Proposal. Eligible PD Projects include spiritual renewal programs, short courses in Theology or Religious Education, short courses in educational leadership and administration, professional visits, exchange programs or post graduate study. The PD Project would normally occur in the third or fourth year of the first five-year appointment. SILOAM This is a formal networking group of principals who meet each term in small groups to share their spirituality and engage in reflection, structured dialogue and processes to challenge and enrich their own leadership Development Centre The purpose of the development centre is for the principal to identify growth in all of the leadership capabilities by gathering data using a 360° feedback tool. The principal attends a full day development centre with colleagues and a comprehensive report is presented to each participant at the conclusion of the process. Principals are provided with the opportunity for an independent consultant to review on a 1:1 basis Development Centre progress in subsequent years Executive coaching and mentoring Principals typically in year three of their contract are provided with the opportunity to participate in a one on one coaching program and to learn the skills of coaching. All new Principals are assigned a peer principal as a mentor or support colleague upon appointment to the Archdiocese. CEO professional development program The CEO runs a number of professional development courses each year including; • Legal issues training • Crisis intervention training for Executive teams • Using Data and Evidence to Support Principal Leadership • Coaching Techniques



SALARIES For Principals in NSW Schools (as at 1 January 2014)

Enrolment at previous census date Salary (Min) Primary 001-100 $122,742.00 101-250 $130,965.00 251-400 $135,593.00 401-600 $141,599.00 601-800 $147,021.00 801+ $155,105.00 Secondary 1-300 $141,932.00 301-600 $150,570.00 601-900 $158,846.00 901-1200 $163,065.00 1200+ $169,866.00 Central 1-300 $139,921.00 301-600 $148,437.00 601-900 $156,595.00 901-1200 $160,756.00 1201 + $167,460.00

For Principals in ACT Schools

Primary Schools Enrolment Band

Salary 1 Oct 2011

% initial increase

Salary 1 Oct 2012

3%

Salary 1 Oct 2013

1.5%

Salary 1 Apr 2014

2.5% 001-250 $121,888 11.8% $125,544 $127,427 $130,612 251-400 $126,194 10.9% $129,980 $131,930 $135,228 401-600 $131,784 6.9% $135,774 $137,774 $141,218 601-800 $136,831 6.8% $140,936 $143,050 $146,626 800+ $144,354 $148,685 $150,915 $154,688

Secondary Schools

Enrolment Band

Salary 1 Oct 2011

% initial increase

Salary 1 Oct 2012

3%

Salary 1 Oct 2013

1.5%

Salary 1 Apr 2014

2.5% 601-900 $147,836 n/a $152,271 $154,555 $158,419 901-1200 $151,736 10.3% $156,288 $158,632 $162,598 1201+ $158,093 14.9% $162,836 $165,279 $169,411



SALARY PACKAGING OPTIONS In keeping with modern salary practices, employees will have the discretion to determine the mix of salary and benefits (within the approved list) that will constitute their salary package. Participation in salary packaging is voluntary. It is encouraged that employees contemplating entering into a Salary Packaging arrangement obtain independent financial advice to ensure that their proposed salary package suits their personal and financial requirements. Salary Packaging thresholds are determined by the Superannuation and Fringe Benefits Tax Legislation. The CEO is a Charitable Institution endorsed by the government to access FBT rebate of 48% on the gross FBT payable within a prescribed threshold. Concessionally Taxed benefit Items: • Additional superannuation contributions • Novated Motor Vehicle Lease FBT Free benefit items: • Laptop or Notebook Computer/iPads (predominantly used for work purposes) • Otherwise Deductible expenses FBT Expense benefits items: • In-House school fees • Credit Card Expenses • Private Home Mortgage Repayments • Personal Loan Repayments • Private Home Rental payments Salary Packaging is administered through the Catholic Education Office’s Resource Management & Strategy Services with a fortnightly fee of $10.00. Maxxia Pty Ltd or Selectus Pty Ltd manages the salary packaging arrangements for novated motor vehicle leasing with a fortnightly fee of approximately $11.00 (GST inc). Please contact the salary packaging companies for exact fees. Salary Packaging of Laptops and Catholic Superannuation are provided by the CEO at no charge.



TEACHING IN CATHOLIC SCHOOLS – A STATEMENT OF PRINCIPLES CEO Website link: http://www.ceocg.catholic.edu.au/employment/Pages/Employment%20Information.aspx The Catholic School is a privileged means of promoting the formation of the whole person. It forms part of the saving mission of the Church, especially for education in the faith. The Archbishop, as the Principal Teacher in the Archdiocese, commissions persons supportive of Catholic Education philosophy to participate in the mission of proclaiming the Good News of Salvation to all and to train them to live knowingly as children of God. This philosophy of Catholic Education, expressed in a growing number of documents and policy statements over the last decade, guides the Catholic School in its functioning. Whilst it is accountable to the community at large for the provision of quality education to young citizens, it is also accountable to the Church community for providing this within the context of Christian Gospel values as espoused by the Catholic tradition. The Catholic School is more than an educative institution; it is a key part of the Church, an essential element in the Church's mission. The Catholic Education philosophy reveals a concern for an education that combines sound knowledge and skills with an overall personal development rooted in Christian values. Such an education involves a high level of inter-personal relationships between teacher and pupil. Pope John Paul II has spelt out key implications for this for teachers who work in Catholic schools:

"The Church looks upon you as co-workers with an important measure of shared responsibility ... To you it is given to create the future and give it direction by offering to your students a set of values with which to assess their newly discovered knowledge ... (The changing times) demand that educators be open to new cultural influences and interpret them for young pupils in the light of Christian faith. You are called to bring professional competence and a high standard of excellence to your teaching ... But your responsibilities make demands on you that go far beyond the need for professional skills and competence ... Through you, as through a clear window on a sunny day, students must come to see and know the richness and the joy of life lived in accordance with Christ's teaching, in response to his challenging demands. To teach means not only to impart what we know, but also to reveal who we are by living what we believe. It is this latter lesson which tends to last the longest."

Address to Catholic Educators, September 12, 1987 Teachers in the Catholic School are more than employees. They minister in the name of the Church and of the Gospel in one way or another and as such participate actively in Church life and should have a pastoral concern for each individual student. It is expected that all teachers employed in a Catholic School will perform conscientiously and competently the duties, both teaching and non-teaching, that they are assigned by the Principal in accordance with normal practice in Catholic Schools.

http://www.ceocg.catholic.edu.au/employment/Pages/Employment%20Information.aspx



Teachers should help maintain an atmosphere of charity and justice within the School, as would be expected in a Catholic community and help ensure the provision, as far as possible, of the Catholic religious perspective in the teaching and learning process and in all the activities of the school in which staff and students engage. All teachers have a responsibility to develop and maintain an adequate understanding of those aspects of Catholic teaching that relate to their subject areas and by their own example provide a Christian leadership role for all members of the school community. Only a person supportive of Catholic Education philosophy may be a teacher in a Catholic School. Teachers bear witness to Christ and Christian values in their own lives and by personally supporting, evaluating, developing and disseminating the Catholic School philosophy. The objectives which teachers undertake to support and promote during their term of employment require them: • to give regular and efficient instruction for the academic, physical and spiritual development of

the pupils; • to participate in worship and prayer in the school in cooperation with the parish priest or priest in

charge, and the Principal; • to adhere to Catholic principles and at all times by personal example, integrity and behaviour, to

support Catholic moral standards.



KEY CEO POLICIES CHILD RELATED EMPLOYMENT SCREENING - ACT Information for People Applying for a position in the ACT sector of the Archdiocese of Canberra and Goulburn The safety and welfare of children is our paramount consideration when recruiting staff for our schools. In order to help us choose the best person for the job, these processes will be followed to check your suitability to work with children: ACT Employees: The Working with Vulnerable People Check (WWVP) NSW Employees: The Working with Children Check (WWC) For employment with the Catholic Education Office you must provide us with a copy of your current Working With Vulnerable People (WWVP) card (for ACT staff) or Working With Children Check (WCC) clearance number (NSW staff). ACT Employees All employees who will work in the Australian Capital Territory or are employed at the Catholic Education Office in Manuka, need to apply and receive a Working With Vulnerable People Card from the Office of Regulatory Services in the ACT. This card must be received prior to starting employment. To apply for the card, access the Office of Regulatory Services website on http://www.ors.act.gov.au/ and access the Working Vulnerable People tab on the right hand side of the homepage. Once the card is obtained, please work with your supervisor to ensure it is properly archived. Identification You must provide identification documentation. The 100 Point Identification Check available from the Catholic Education Office website will help you identify the documents you need. At least one form of photographic identification is mandatory. Child Related Employment Declaration You must make a declaration that you have not been found guilty of committing certain offences. Certain offenders are prohibited from applying for child related employment in the ACT. Referee Checks We will ask your referees about your suitability for work with children. Examples of questions that may be asked are: • This position involves working with children individually and in groups. The work is generally

unsupervised. Please comment on the applicant’s suitability for working with children. • What experience has the applicant had working with children? • Are there any matters, complaints or allegations which have previously or currently been

investigated in relation to this applicant? We will also ask you these questions and the following question during the system interview. Please answer this question regardless of whether the allegation was sustained or not

http://www.ors.act.gov.au/



• Have there ever been complaints made against you about your conduct or behaviour towards or with children?

CHILD RELATED EMPLOYMENT SCREENING -NSW Information for People Applying for a position in the NSW sector of the Archdiocese of Canberra and Goulburn The safety and welfare of children is our paramount consideration when recruiting staff for our schools. In order to help us choose the best person for the job, these processes will be followed to check your suitability to work with children. NSW Employees For the employees working in New South Wales, all employees new to the system must obtain a Working with Children Check. To obtain the check access the New South Wales Office of the Children’s Guardian website http://www.kids.nsw.gov.au/Working-with-children/New-Working-With-Children-Check/New-Working-with-Children-Check Employees new to the System and working in New South Wales must be in possession of the card and have it verified by their school, prior to commencing employment. Please work with your supervisor to ensure the check is properly archived. For those employees continuing in the System, please speak with the school where you will work to determine if you need the Working With Children Check. Identification You must provide identification documentation. The 100 Point Identification Check available from the Catholic Education Office website will help you identify the documents you need. At least one form of photographic identification is mandatory. Applicant Declaration and Consent You must make a declaration that you have not been found guilty of committing certain offences. Certain offenders are prohibited from applying for child related employment in NSW. You will be given a declaration to sign which fully explains your obligations. You must also consent to us conducting checks into your background. These checks are: • A relevant criminal record check • A relevant Apprehended Violence Order check • A relevant employment proceeding check Screening will be conducted by the Catholic Commission for Employment Relations using the resources of the NSW Commission for Children and Young People. For further information about background checks see http://www.kids.nsw.gov.au/ Referee Checks We will ask your referees about your suitability for work with children. Examples of questions that may be asked are: • This position involves working with children individually and in groups. The work is generally

unsupervised. Please comment on the applicant’s suitability for working with children. • What experience has the applicant had working with children?

http://www.kids.nsw.gov.au/Working-with-children/New-Working-With-Children-Check/New-Working-with-Children-Check

http://www.kids.nsw.gov.au/Working-with-children/New-Working-With-Children-Check/New-Working-with-Children-Check

http://www.kids.nsw.gov.au/



• Are there any matters, complaints or allegations which have previously or currently been investigated in relation to this applicant?

We will also ask you these questions and the following question during the system interview. Please answer this question regardless of whether the allegation was sustained or not • Have there ever been complaints made against you about your conduct or behaviour towards or

with children?



RELIGIOUS EDUCATION ACCREDITATION TO WORK, TEACH AND LEAD IN CATHOLIC EDUCATION IN THE ARCHDIOCESE OF CANBERRA AND GOULBURN CEO Website link: http://tinyurl.com/mrbyymu

PRIVACY POLICY CEO Website link: http://tinyurl.com/k9xgb8z

http://tinyurl.com/mrbyymu

http://tinyurl.com/k9xgb8z

Principal s Application Pack - Catholic Education · • Statement against the Core Capabilities...

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