Classification (Streaming) Information on Principal and other Promotional Teaching Positions

Version Number

2.1

Implementation Date

27/03/2014

Scope

All state schools

Purpose

​Outlines the Department of Education, Training and Employment’s procedures in relation to job evaluation processes and management of classification changes for the school based promotional teaching positions of Principal and Head of Special Education Services (HOSES).

Overview

​Job evaluation is a systematic, criteria-driven process used for determining the work value of positions.  In accordance with the Terms of Reference within the Teachers Award - State 2003, job evaluation processes for promotional teaching positions are conducted by the Evaluation Review Committee comprising Mercer trained representatives from the Department, Queensland Teachers Union and sector specific Principals Associations (Primary, Secondary or Special).

The Evaluation Review Committee applies the Job Evaluation Management System (JEMS) methodology for job evaluation which breaks down the roles and responsibilities of positions into their component parts and compares, contrasts and measures their work value by referring to job evaluation factors and work-value points tables.

As a result of a job evaluation process, changes to a position’s classification may lead to broadstreaming, position re-evaluation or review of evaluation arrangements for position incumbents.

Responsibilities

Employee:

  • Understands that teaching positions assigned additional curriculum and/or resource managerial responsibilities are considered to be 'promotional' teaching positions and are remunerated at levels of Stream 3/SL/1 to Stream 3/SL7.

Principals and Heads of Special Education Services understand that:

  • School Principal positions are remunerated within the range of Stream 3/SL/1 to Stream 3/SL/7.
  • Principals of state primary schools with enrolments of less than 175 students have both a teaching and managerial workload and are remunerated within the ‘stream’ ranges Stream 3/SL/1 to Stream 3/SL/3.
  • Principals of state primary schools with 175 or more students have a full-time managerial workload and are remunerated within the ‘stream’ ranges Stream 3/SL/3 to Stream 3/SL/7.
  • Principals of state secondary schools are remunerated within the range of Stream 3/SL/4 to Stream 3/SL/7
  • Heads of Special Education Services positions are remunerated within the range of Stream 2/HOD/2 to Stream 2/HOD/4.
  • Each year some Principals and Heads of Special Education Services positions are subject to an individualised and complete re-assessment of work value as part of an annual review process.  The Director, Workforce Modelling, Regions and the Evaluation Review Committee may also nominate positions to be included in the annual review process.
  • Principals and Heads of Special Education Services positions are subject to work value relativity checks before the relocation of incumbents and/or advertising as vacant positions 
  • Incumbents may, once a year, submit a request to have the classification (streaming) levels of their positions reviewed. 
  • There is no guarantee that a review will be undertaken on all positions requested. Some of the factors taken into consideration of position inclusion include:

Evaluation Review Committee (ERC):

  • Assess the classification level of all promotional teaching positions in accordance with the Terms of Reference within s.5.3.8 of the Teachers' Award - State 2003.
  • Reviews Principal and Head of Special Education Services positions when positions fall vacant or through the annual review process.
  • May nominate Principal and Head of Special Education Services positions to be included in the annual review process.  
  • Reviews all other promotional positions as a whole occupational group on an ad hoc basis.

Evaluation Procedures

  • Obtains current, prospective and historical evaluation data about the position by:
    • consulting school position evaluation files; 
    • referring to databases on enrolments, similar benchmarks and staffing levels;
    • administering structured but standardised questionnaires; and
    • conducting face-to-face and telephone interviews. 
  • Analyses responses to questionnaires and other material by :
    • Considering complexity of issues (e​g: curriculum, community relations, socio economic impacts, staff management, resource management issues) encountered by a principal position; then
    • reviewing the complexity and job evaluation factors of the position and comparing with benchmarked positions of similar educational sector, curriculum offerings, community, geographic location/environment; and 
    • determining if any variation to the current JEMS assessment is appropriate, and if the position is to re-classified.
  • Adds work level points for each of the three job evaluation factors together to derive the position's total evaluation points score.
  • Meets in early July to consider the submissions and analyses and to recommend to senior management, an appropriate band level for every position reviewed. 
  • Gives Regional Directors an opportunity to comment on the outcomes recommended by the Evaluation Review Committee.
  • Submits a report, incorporating recommendations and comments by the Regional Directors to the Director, Workforce Modelling,  Human Resources.

Regional Directors (RD):

  • Provides comment on the job evaluation recommendations by the Evaluation Review Committee prior to the recommendations being submitted to the Executive Director, Workforce Planning and Performance,  Human Resources.

Director, Workforce Modelling, Human Resources:

  • nominates Principal and Head of Special Education Services positions to be included in the annual review process.
  • Makes decisions on the recommendations available to all parties by the end of Term 3.
  • Approves supported or otherwise, Evaluation Review Committee recommendations.

Director-General:

  • Determines the classification and pay levels at which Departmental employees are to be appointed, by applying the approved job evaluation system (JEMS).
  • accepts, rejects or amends the recommended outcomes.
  • Makes decisions on the recommendations available to all parties within an appropriate timeframe.

Process

​The step by step process for this procedure is shown in the Annual Review Evaluation Process Flowchart.

Online Resources

Review Date

9/07/2014
Attribution CC BY