Principle 4: Resources are managed effectively, efficiently and fairly to deliver the best possible education experiences and outcomes for all students Aim Plan, allocate and share resources in ways that recognising good performance and taking appropriate action when staff are underperforming. use them to the greatest effect, and that demonstrate value, equity and responsiveness to Ensure an appropriate level of staff input into school local needs. Responsibilities Workforce Schools will: Attract and retain a high quality school workforce, policy, through the use of open and ensuring clear role expectations and flexible consultative decision making processes. management of workload and deployment, to Comply with National Employment Standards, achieve school strategic aims and goals. legislative requirements, and the principles of Conduct principal selection processes that support employment and conduct that apply in the public selection of the right candidate to drive school sector (e.g. merit-based selection, equal performance and represent the needs and opportunity, dispute resolution). expectations of the school community. Organise high-performing teachers to support The Department will: other staff (e.g. through peer observation and Provide guidance and resources that support the full coaching), develop best practice models, and lead HR management lifecycle (recruitment, selection, professional development. performance management and recognition, exit Demonstrate proactive and robust management procedures). of staff performance, including capacity- building and evidence-based progression against agreed Provide workforce planning data and analysis to targets. support schools in the management and development of their own workforce. Include student feedback in workforce Develop and implement programs and initiatives to arrangements increase supply of high quality entrants into (e.g. student survey data on teacher performance). teaching, particularly where shortages exist. Regularly review, and improve school Implement a defined principal performance workforce management practices, including practices related to the maintenance and management cycle and accompanying enhancement of staff wellbeing. processes. Focus on performance and capacity-building of all Provide access to specialist expertise and support for schools facing exceptionally challenging workforce staff (e.g. teachers, support staff, specialists),
Principle 4: Resources are managed effectively, efficiently and fairly to deliver the best possible education experiences and outcomes for all students Aim Plan, allocate and share resources in ways that use them to the greatest effect, and that demonstrate value, equity and responsiveness to local needs. Responsibilities Workforce Schools will: Attract and retain a high quality school workforce, ensuring clear role expectations and flexible management of workload and deployment, to achieve school strategic aims and goals. Conduct principal selection processes that support selection of the right candidate to drive school performance and represent the needs and expectations of the school community. Organise high-performing teachers to support other staff (e.g. through peer observation and coaching), develop best practice models, and lead professional development. Demonstrate proactive and robust management of staff performance, including capacity- building and evidence-based progression against agreed targets. Include student feedback in workforce arrangements (e.g. student survey data on teacher performance). Regularly review, and improve school workforce management practices, including practices related to the maintenance and enhancement of staff wellbeing. Focus on performance and capacity-building of all staff (e.g. teachers, support staff, specialists), recognising good performance and taking appropriate action when staff are underperforming. Ensure an appropriate level of staff input into school policy, through the use of open and consultative decision making processes. Comply with National Employment Standards, legislative requirements, and the principles of employment and conduct that apply in the public sector (e.g. merit-based selection, equal opportunity, dispute resolution). The Department will: Provide guidance and resources that support the full HR management lifecycle (recruitment, selection, performance management and recognition, exit procedures). Provide workforce planning data and analysis to support schools in the management and development of their own workforce. Develop and implement programs and initiatives to increase supply of high quality entrants into teaching, particularly where shortages exist. Implement a defined principal performance management cycle and accompanying processes. Provide access to specialist expertise and support for schools facing exceptionally challenging workforce
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