Flexible attendance arrangements benefits to the school can be benefits to the school better matching difficulty of coordination demonstrated workflow and staffing Flexible attendance arrangements enable an employee and their principal work and time schedules over taxing individuals— to negotiate start and finish times and for employees to take time off arrangements are tailored to meet covering peak work trying to do too much communication plan without loss of salary on the basis that time lost will be made up. Flexible both the work requirements and times may mask the need for attendance arrangements can include personal needs coordination details tailoring hours to meet reorganising work Flexible start and finish times work flow is flexible review period individual needs schedules Flexible scheduling of work absence does not compromise capacity to respond to tailoring hours to meet altering workflow service short-term high priority curriculum, student or Compressed hours may impact on the needs other school colleagues are experienced and capacity to meet programming knowledgeable unforeseen situations requirements employee is independent, may not be possible for retaining full-time dependable and has good some classroom teachers position while meeting organisational skills multiple responsibilities individual accepts the need to be flexible and available according to workflow requirements communication strategies are in place regular review of the arrangement Sabbatical Leave consideration is given to the benefits to the school retention and attraction effort/costs associated taxation and superannuation of skilled employees with short-term The sabbatical leave scheme is made up of a work period consisting of benefits to the individual implications of the reduced salary replacement between one to four years at a reduced rate of pay, and a subsequent new skills and renewed time and dates of leave leave period of between 10.4 weeks to 52 weeks. Payment during the employee has carefully enthusiasm of loss of continuity in leave period can be 80% or 100% depending on the scheme being considered the financial details of who is affected employees staffing accessed. implications of a reduced salary proposal for coverage ability to plan for management load in for the relevant work period The conditions associated with sabbatical leave schemes vary for different during the absence absence in advance maintaining types of employees. the break is used to achieve a communication during proposal for return to employees able to plan particular goal or purpose absence work arrangements for absence at selected communication with the workplace points in professional employees may find it is maintained during the break and personal life difficult to judge the impact of reduced salary, employee has planned the break supports individual and the taxation and and the return to work carefully continuous learning and
Flexible attendance arrangements Flexible attendance arrangements enable an employee and their principal to negotiate start and finish times and for employees to take time off without loss of salary on the basis that time lost will be made up. Flexible attendance arrangements can include Flexible start and finish times Flexible scheduling of work Compressed hours benefits to the school can be demonstrated arrangements are tailored to meet both the work requirements and personal needs work flow is flexible absence does not compromise service colleagues are experienced and knowledgeable employee is independent, dependable and has good organisational skills individual accepts the need to be flexible and available according to workflow requirements communication strategies are in place regular review of the arrangement benefits to the school work and time schedules communication plan coordination details review period capacity to respond to short-term high priority needs better matching workflow and staffing covering peak work times tailoring hours to meet individual needs tailoring hours to meet curriculum, student or other school programming requirements retaining full-time position while meeting multiple responsibilities difficulty of coordination over taxing individuals— trying to do too much may mask the need for reorganising work schedules altering workflow may impact on the capacity to meet unforeseen situations may not be possible for some classroom teachers Sabbatical Leave The sabbatical leave scheme is made up of a work period consisting of between one to four years at a reduced rate of pay, and a subsequent leave period of between 10.4 weeks to 52 weeks. Payment during the leave period can be 80% or 100% depending on the scheme being accessed. The conditions associated with sabbatical leave schemes vary for different types of employees. consideration is given to the taxation and superannuation implications of the reduced salary employee has carefully considered the financial implications of a reduced salary for the relevant work period the break is used to achieve a particular goal or purpose communication with the workplace is maintained during the break employee has planned the break and the return to work carefully benefits to the school benefits to the individual time and dates of leave details of who is affected proposal for coverage during the absence proposal for return to work arrangements retention and attraction of skilled employees new skills and renewed enthusiasm of employees ability to plan for absence in advance employees able to plan for absence at selected points in professional and personal life supports individual continuous learning and effort/costs associated with short-term replacement loss of continuity in staffing management load in maintaining communication during absence employees may find it difficult to judge the impact of reduced salary, and the taxation and
Flexible-Work-in-Schools.docx