The Human Resources and Workforce Planning (HRWP) Team provided professional consultancy and specialist human resources advice to school leaders, business managers, bursars, teachers and support staff.
Employment and Enterprise Agreement matters remained a predominant area for school and office staff to draw upon the team’s expertise. The ongoing COVID-19 pandemic required the HRWP Team to act swiftly and decisively in a previously unnavigated landscape. The unprecedented situation continually changed, at times on an hourly basis; however, with the strong and sound industrial relations position provided, along with a central point of communication, consistent messaging and approach, there was minimal industrial disruption. The expectations of staff and all interested parties were managed with the best interest of our students in mind.
The Enterprise Agreement (EA) negotiations, whilst delayed due to the impacts of COVID-19, continued throughout 2021 with a reduced bargaining team. The smaller team being more effective to resolve the highly technical nature of the changes that occurred to the new Agreement. The bargaining throughout has been a respectful process with all parties committed to providing solutions.
Although many items were agreed in principle, there were a handful of items that remained unresolved at the end of the 2021 negotiations. The outcome will ultimately be determined once the proposed EA is put to vote. Both parties have bargained in a considered and respectful manner with genuine openness to hearing each other’s perspectives.
As Catholic School Employers, we are seeking to agree a revised EA which appropriately recognises and rewards our staff while also enhancing outcomes for our children and young people. It is expected that the Agreement will be finalised in early 2022.
Review of the Principal and Deputy Principals Conditions of Employment document commenced in May and Association and Employer Representatives met on five occasions during the year. The consultation period is expected to conclude in early 2022 and the revised Conditions finalised by mid-2022.
In June 2021, the CEO Performance Management Guidelines and Performance Review and Development Plan template were introduced to staff at the CEO. The guidelines were written with the intention of supporting the ongoing professional development of staff and promoting regular communication between staff member and leader. Feedback from staff presented a need for staff to build capability to hold effective conversations about their professional development. The Human Resource and Workforce Planning team engaged Faye Bound, an external Human Resource Consultant to present several Effective Conversation’s Workshops for CEO staff in October and November.
Recruitment featured heavily for the CEO, to ensure an appropriate structure to achieve the Corporate Plan 2021-2025. Over 39 vacant positions were advertised attracting a significant number of applications from both within and outside the Catholic Education system. This is indicative of the positive brand of the CEO.
The results of the Staff Satisfaction and Engagement Survey conducted in October 2020 was presented to staff in February 2021. The results acknowledged that the office had satisfied and engaged staff; however, there is always room for improvement and success should be celebrated. A Staff Satisfaction and Engagement Committee was formed to act as a forum to address the six key themes generated from the survey (Job Satisfaction, Staff Engagement, Workplace Relationships, Communication, Decision Making and Value, Equity and Fairness). The Committee will aid in further enhancing CEO as an employer of choice now and into the future.
This program provides school assistance for difficult-to-fill teaching positions and incentives for teachers relocating to the country schools including:
In 2021, the above measures supported over 80 teachers.
Training and professional development opportunities continued to be offered to Education Support Officers (ESOs) and CEO staff based on the approval of Study Incentive Program funding for each participant and in addition to any government funding openings available.
The focus for 2021 during COVID was to continue finalising the existing external professional development programs in an online learning environment to educate and up-skill the ESO and CEO Administration staff. The Human Resources team continued to promote the group study model where possible, incorporating and utilising the breadth and depth of experience of both CEO and ESO staff across CESA by offering post-secondary certificate / diploma programs.
The following programs commenced in 2020 and were completed in 2021:
The certificate / diploma programs will be reviewed based on participant interest and system funding during 2022.
During the 2021 year a suite of specific short technical courses were offered in an open delivery forum and taken up by school and CEO staff, including:
CESA in partnership with Catholic Church Insurance (CCI), continues to support workers who suffered injuries at work, providing early intervention in respect of work injury claims to ensure that appropriate action is taken to support workers to remain at, or return to work, following an injury including:
CESA and CCI continue to focus on provision of a personalised, face to face service. RTW Site Contact Persons are appointed at all CESA sites to assist the injured worker with all aspects of lodging their claim. The CESA RTW Coordinator follows up with the injured worker as soon as possible to ensure they are taken care of at the worksite and medical restrictions are followed. CCI processes all CESA RTW claims and engages external rehabilitation consultants where required, to support the injured worker in accessing appropriate medical experts and support to aid in their recovery process.
CESA promotes the importance of an injured worker remaining connected to their workplace after an injury, to improve recovery, help avoid mental health concerns and to promote an overall sense of wellbeing.
