Relocation of School Leaders and Heads of Program

Version Number

2.0

Implementation Date

9/07/2012

Scope

All state schools

Purpose

​This procedure outlines the Department of Education, Training and Employment’s procedures in relation to the relocation (transfer at level) of school leaders and heads of program

Overview

​Relocation is the term used to reflect transfer at level of school leaders and heads of program (hereafter referred to as officers).  Senior Guidance Officers are subject to the arrangements outlined in the Transfer at Level (non-teaching) procedure. Whilst the Department of Education, Training and Employment (the Department) provides opportunities for relocation of teachers in school based promotional teaching positions, it advocates that an appropriate balance of vacant positions be filled by relocation or by merit for any school location.  Every effort will be made to relocate teachers into vacancies that match their particular skills and abilities within that context.

The Director-General or delegated nominee reserves the right, under the provisions of the Public Service Act 2008, to authorise any appointment by relocation or placement (where required).

Relocations for eligible officers are effected in priority order. This priority order first looks at over entitled and unattached officers within the region and officers whose school has been rebanded, then at all other officers on the total number of points each has accrued. 

An eligible officer may be relocated to any location (region/geographic area/school) listed on their application form regardless of the listed priority order. Negotiations with an officer will not occur when the officer is relocated to a location listed on their application form. An extensive list of locations will enhance an officer’s prospects for relocation. 

An officer will not be relocated outside their current geographic area if: 

  • an unsatisfactory work performance process is in progress; or
  • a case is before the Board of Review (unless the relocation will provide opportunities for professional development); or 
  • a formal investigation is in progress; or 
  • disciplinary action is in progress.

Officers who agree to be unattached from their position are required to return to duty in the region from which they were unattached.

Responsibilities

​Officer

Principal positions

Discuss relocation preferences/issues with Regional Director (RD) and Assistant Regional Director (ARD)

Positions other than Principal

Discuss relocation preferences/issues with relevant human resource team contact in region. In most cases this will be the Regional HR Manager or Principal HR Consultant.

Eligibility

Assess eligibility to apply for relocation based on:

  1. three years’ service in the one position at the one school with a transfer rating level of 1 to 5; or 
  2. two years’ service in the one position at the one school in a school with a transfer rating level of 6 or 7; or 
  3. two years’ service in the one position at the one school, when a location with a transfer rating of 4 or above is requested; or 
  4. displacement as a result of a school’s loss of entitlement to a position.

Relocation application

  • Complete Relocation Application form.
  • Nominate only geographic areas where you wish to be relocated. Individual schools can only be nominated where those schools are not included in a geographic area.
  • Attach supporting documentation:
    • Verification Sheet completed by supervisor where the applicant applies for relocation to any position that differs from the applicant’s substantive position. 
  • Email or fax completed Relocation Application form to Regional Director with a copy to the Regional HR contact by last day of November in any year.  Late applications will be accepted at any stage during the year, however, a late application may limit opportunities for relocation as the school year progresses. Applications should be renewed every twelve months.  Applications will remain current unless written advice to withdraw is received.

Compassionate relocations and across awards relocations

  • Contact Workforce Recruitment and Employment Unit if requiring an urgent compassionate relocation or seeking to transfer across awards because of exceptional circumstances.  Supporting documentation must be provided at time of application. The Applicant Review Committee (ARP) consisting of Director, Workforce Recruitment and Employment, Principal Association nominee from each sector and nominees from the Queensland Teachers' Union will assess and determine eligibility of compassionate and across awards applications for relocation.

Transfer rating system

  • Understand transfer points are the basis for determining the relative priority of requests for relocation.
  • Understand that transfer ratings for schools are determined and assigned through the application of the Transfer Rating System. 

Transfer points

Method of calculation

Principal

Classified Vacancies for Head of Department (HOD), Head of Special Education Services (HOSES) or Head of Curriculum (HOC) Positions

  • Complete Notification of Vacancy form where a substantive vacancy exists.
  • Email or fax completed Notification of Vacancy form to Region.

Verification Sheet for Head of Department (HOD), Head of Special Education Services (HOSES) and Head of Curriculum (HOC) Positions

  • Complete Verification Sheet verifying teacher’s knowledge, skills and suitability for any position different from their substantive position.

Regional Director

Classified Vacancies for Principal Positions

  • Complete Notification of Vacancy form where a substantive vacancy exists. 
  • Email or fax completed Notification of Vacancy form to Workforce Recruitment and Employment.

Verification Sheet for Principal Positions

  • Complete Verification Sheet verifying teacher’s knowledge, skills and suitability for any position that is different from their current substantive position.

Relocation application

  • Email application to recruitmentteaching@deta.qld.gov.au, if supporting application and where:
    • no unsatisfactory work performance processes are in progress;
    • no formal investigation is in progress; and
    • no performance issues exist.

Principal Human Resource Consultant, Regional Office

Classified Vacancies

  • Identify vacancy due to new entitlement, resignation/retirement/relocation of incumbent
  • Complete Notification of Vacancy form
  • Acknowledge receipt of Notification of Vacancy form by email within 14 days
  • Check vacancy against school entitlement
  • Obtain RD/ARD comments and endorsement
  • Add relevant comments from RD/ARD to Notification of Vacancy form
  • Email or fax Notification of Vacancy form to Workforce Recruitment and Employment Unit at recruitmentteaching@deta.qld.gov.au at least 21 days prior to Vacancy Review Panel (VRP) meeting.

Relocation Applications

  • Acknowledge receipt of Relocation Application form within 14 days.

Workforce Recruitment and Employment Unit

Classified Vacancies

  • Receipt Notification of Vacancy form
  • Acknowledge receipt of Notification of Vacancy form within 14 days
  • Process the Notification of Vacancy form
  • Organise banding check on vacancy
  • Develop lists based on vacancy requirements as outlined by region for review by the Vacancy Review Panel (VRP)
  • Notify region of proposed lists of merit, relocation or hold to obtain brief RD/ARD comment and negotiation with the VRP
  • Notify region of decision of merit, relocation or hold to obtain brief RD/ARD comment
  • Organise for merit positions to be advertised
  • Prepare relocation schedules for approval.

Relocation Applications

  • Acknowledge receipt of Relocation Application form within 14 days
  • Checks details and eligibility of applicant
  • Contact applicant to obtain further information, when necessary
  • Enter applicant’s details onto database
  • Prepare documentation for VRP and ARP meeting
  • Consult with applicants regarding possible relocation to alternate geographic locations
  • Consider all relocation applications against vacancies with consideration of skills, points, relocation preferences and positional fit as well as history of filling vacancies within each school environment
  • Consult with RD/ARD regarding potential relocations
  • Accept amendments or withdrawals of applications for relocation only where an applicant provides the information in writing prior to approval of relocation.
    • Prepare and forward relevant schedules for approval
  • Advise RD of approved schedules and provide copies to regional HR contact for TSS updating
  • Arrange for merit vacancies to be advertised.

Applicant Review Panel (ARP)

  • Review compassionate or across awards relocation applications.
  • Make recommendations on eligibility.

Vacancy Review Panel (VRP)

  • Determine which vacancies should be filled by relocation or merit
  • Consider all confirmed vacant school based classified teaching positions
  • Take into account the balance of positions previously filled by merit or relocation at a school/location, the requests and comments of the supervisor of the school/location and the priority of the eligible teacher
  • Give no guarantee that a teacher deemed a priority for relocation would fill any particular vacancy
  • Consider vacancy in conjunction with RD/ARD comments
  • Recommend:  Merit, Relocation or Hold
  • Submit recommendations for consideration and, if appropriate, approval.

Executive Director, Workforce Services 

  • Approve band 5 – 7 placements or relocations.
  • Advise General Secretary of the Queensland Teachers’ Union of any placements or changes to recommendations of the VRP for bands 5 - 11.

Deputy Director-General, Education Queensland

  • Consider and approve Band 8 - 11 placements or relocations.

Note:  Appointments approved by the Director-General or delegate without the consideration of the VRP are processed as placements.

Process

​The step by step process for this procedure is listed by role under Responsibilities.

Additional content will be included in this section following the next scheduled review of this procedure.

Online Resources

Review Date

21/03/2013
Attribution CC BY

​Placement 

A process through which the Director-General or nominee appoints an employee in a position to another position, without advertisement or reference to the Vacancy Review Panel.

Relocation 

A process that facilitates a vacant position being filled without the advertising of that vacancy. An eligible officer is identified and moved to a vacant position (the banding level of that new position being at or below the banding level of the teacher's current substantive position).

Teachers 

The title “teacher” referred to in the Relocation of School Leaders and Heads of Program procedure and associated attachments is a teacher in a school based promotional teaching position eg. Head of Department, Deputy Principal, etc.

Unattachment 

A process used to allow an officer's position to be advertised and filled. The process is used where officers are absent from their position for more than a year on an approved secondment/s or unpaid special leave. The unattachment process also applies to a principal whose school is rebanded and who then requests relocation from that school.

The Assistant Director-General, Human Resources OR Executive Director, Workforce Services (for school leaders and heads of program) must approve any unattachment arrangement.