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Workshop Booklet
o It could be a competency issue. We need to know. We would engage with the RP because com-
petency issues can be addressed. This could be a performance issue as well.
o It could be child protection issue. Even if it is a glimmer. Early warnings are essential. For exam-
ple - a teacher should never give a student a gift.
o There is a lot of merit in putting items on the report. Just a brief mention – no detail. We can
chase the detail if we need to.
o Report any misdemeanours in regard of code of conduct. This will also be reported back to the
teachers as a warning for a breach of code of conduct.
o Internal promotions are definitely a proposition. Let HR know about any that are happy to move
to another campus in a more senior position. We will open doors to give movement up and down
the ranks.
o Relief teachers: we need to be careful. Sometimes the verification is not good enough. We are
working on building a bench of capability and reliability.
• HIRING
o CA should be involved in the interviewing of staff. Professionals get early checks in the process.
o Social media can be used.
o We have many and broad channels to find staff – online, referrals, and other ways (see below).
o We are doing random audits – police check, social media checks. This will be starting soon and be
going on over the next 18 months
o Interviewing – perhaps the CAs could be given a checklist of items to ask questions around also
what not to ask.
o Get the previous interview notes from HR.
o CAs can gauge the person from their answers.
o Report any suspicions to HR.
o If the CA has concerns he should put them through the correct channels.
o It is important that the CA feels heard. If you are not comfortable please send it to HR.
o State-wide we can have an open ad. We also have encouragement from our websites.
o With generic state-wide advertisements, we are also establishing a database of excellent appli-
cants. Even good teachers who have come on for Maternity leave relief can be asked to work for
us, even at another Campus.
o Profiling and pretesting and assessments are used down to HOC level. This is something we can
use nationally.
o Key – the 3-month probationary period is arbitrary. 6-month qualifying period is crucial. 2 days
before it is up sit down and ask questions around their performance.
o The new HR IS will notify and consult the CA of probationary periods.
o Recognising the passing of these milestones creates a happy culture.
CA Bootcamp 2018
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