Recruitment in schools
Overview
The Blueprint for Education and Early Childhood Development recognises the fundamental importance of a quality education and early childhood workforce. It makes clear that contemporary workplaces and careers and a culture of leadership, learning and renewal across the entire learning and development system will be supported and that the quality of the workforce is the major factor driving quality in schools and early childhood services. Excellent service provision can only happen when the right people are attracted, recruited, and supported to do their jobs as effectively as possible.
In this context schools are able to build progressively, or maintain, a staff team that can provide the best possible teaching and learning in the school. The Department is committed to the standard mode of employment in schools being ongoing. Schools have the capacity to select the best available staff to meet the educational needs of students and to maximise ongoing employment opportunities in Victorian Government schools. Local selection arrangements provide the most effective way of matching the talents and career aspirations of staff with the specific needs of individual schools.
Principals have the delegated authority and responsibility within the context of a legislative framework to manage the recruitment of staff as vacancies arise. In exercising this authority and responsibility principals are reminded of the consultative requirements under both the Victorian Government Schools Agreement 2008 and the Education Support Class Agreement in relation to matters involving the long-term planning and operation of the school including the development of workforce plans and the composition of selection panels.
The Recruitment in Schools guide brings together the key aspects of recruitment policy and other Human Resources policies to assist principals in the recruitment, transfer and promotion of staff to meet both the short and long term needs of their school and the professional learning needs and career aspirations of staff. Unless specifically indicated, the policy and procedures outlined apply to all Teaching Service positions other than principal positions.
While principals may exercise a significant degree of discretion in implementing many of these policies and procedures, a number of mandatory requirements are also described. Legislation, orders made under that legislation, and industrial instruments are cross referenced where relevant.
The Recruitment in Schools guide, which is available below, provides comprehensive policy and information concerning recruitment in schools including the following:
- Preferred staffing profile
- Vacancy management
- Advertising vacancies
- Staff with Priority Status
- Selection
- Qualifications
- Employment, promotion or transfer
- Review/grievance
Policy & Guidelines
- Recruitment in schools (PDF - 975Kb) (Last updated 14 September 2009)
Procedures & Forms
- Fixed Term Teacher Vacancy Ready Reckoner (Excel - 284Kb) (Version date 30 October 2009)
- Employment Task List (Word - 246Kb) (Last updated 6 october 2009)
- Ongoing Offer Procedures (Word - 214Kb) (Last updated 6 October 2009)
- Forms
Related topics
Legislation