Career Enterprise Centre
Workforce
Management Plan
2012-2015
INTRODUCTION
Introduction
The Career Enterprise Centre gives students with disabilities the opportunity to gain skills so that they can reach their full potential and live an independent and productive life post school. The CEC supports students with special educational needs by providing specialised subjects for Years 11, 12 and 13, with each student having an individual education plan developed for their specific needs and abilities.
Our location on the Peel Education and Training Campus, enables our students to enjoy industrial standard facilities with learning pathways into College and TAFE courses.
School Priorities
Enterprise Education with a Career Focus: this priority is directly linked to our school based
programs, providing practical applications for students to demonstrate cognisance of skills taught in the classroom.
Social Emotional Development: strategies used to measure the success of this priority are
linked to our Behaviour Management program, incorporating the five values noted in the
Curriculum Framework. An Art Therapy Course designed by our Art Specialist has been endorsed by the Curriculum Council and was implemented in 2011, specifically targeting students most at risk.
Literacy and Numeracy: these continue to be priorities and are developed through integrated
learning strategies while students are engaged in a variety of practical projects, as well as during specific Maths and English classes.
Features of Enrolment
Enrolments have continued to increase since 2009. Predicted numbers for 2013 onwards are significantly lower due to the half cohort and retention of senior school students at Halls Head Community College ESC.
CEC families tend to be stable and students enrolled in year 11 complete year12 in most instances. Students in DACP care are more transient and this results in enrolment fluctuations.
2011 Full-time Working Arrangements 45% 65% 67% 100% 59.38% 0% 20% 40% 60% 80% 100% 120%
Primary Teachers Education Assistants Administration Leadership total
ANALYSIS OF SCHOOL’S CONTEXT
CURRENT STAFF SITUATION
IDENTIFYING WORKFORCE GAPS
UP SKILLING OF OFFICE STAFF
Short term leave by Registrar covered by existing non teaching staff. Education Assistant’s will be pulled from class to cover administration and phones, with relief EA’s will be bought in to cover class.
Long term leave by Registrar will need to be outsourced. Possible avenues to be explored are JTC administrative staff and/or local aspiring Registrars.
MANAGING LEAVE
Personal Leave An ongoing issue for staff with young families
Leave Without Pay Approved in extenuating circumstances when no other leave is available
TOIL Only be approved prior to relevant work being carried out, and when
overtime payment is not an option
Long Service Leave Currently 11 staff with long service leave available or due within the next 5
years. 5 x EA’s, Principal, Registrar, 4 x Teachers
Position Staff Current Balance Due date
EA Hegney 57 days 2018
Teacher Barbera 54 days 2018
EA Sharp 33 days 2012
EA Guest 23 days 2013
Teacher Warman 20 days 2015
Teacher Wilson 2022 EA Craggs 2012 Registrar Pugh 2013 Teacher Francis 2014 Teacher Gardner 2014 EA Garnaut 2015 EA Harris 2015 Teacher Douglas 2016 EA Pickett 2017
Potential Retirements 6% 13% 9% 33% 4% 12% 11% 0% 0% 5% 10% 15% 20% 25% 30% 35%
All Staff Over 60 All Staff Over 55 Teaching staff over 60 Admin staff over 60 2011 2010 2011 Gender Distribution 22% 78% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
Male Female 2011 Gender Distribution Teachers
36% 64% 0% 10% 20% 30% 40% 50% 60% 70% Headcount Male Female
2011 Gender Distribution by role
4 3 0 0 7 7 14 3 1 25 11 17 3 1 32 0 5 10 15 20 25 30 35
Primary Teachers Education Assistants Administration Leadership Total
male female total
2010/2011 Average Age 44 46 56 46 49 46 47 46 50 45 49 46 0 10 20 30 40 50 60 Prima ry Teac hers Educa tion As sistan ts Admin istratio n Leade rship Males Females 2011 2010 EA Willcocks 2017 Teacher Hawkins 2018 EA Smith 2018 EA Barritt 2019 Teacher Krispler 2019 EA McClay 2019 Teacher Morrissy 2019 EA Bradford 2019 EA Tuckey 2020 EA Svedin 2021
ANTICIPATING PARENTING RESPONSIBILITIES
Currently 2 staff under 30 years – neither of which has indicated starting a family in the near future.
SUCCESSION PLANNING AND RETIREMENT
Our Workshop teacher (Jeff Morrissy) will be retiring at end 2012. Currently investigating LAT (Limited Authority to Teach) status for suitable staff or purchasing FTE from our partner school for a D&T teacher.
There are no other staff planning retirement within the next 5 years
WORKFORCE STRATEGIES AND PLANNING
STRATEGY
Workforce strategy
- currently aligned with our Marketing and Business Plans
Recruitment and Development Strategies
- Staff selected through a merit selection process
- Currently have a rigorous Professional Development process and healthy budget
- Access to professional development for all staff
- Distributed leadership model
- Development of a Professional Learning Culture model
- Mentoring of graduate teachers and aspirants
PLANNING
In order to meet students’ TAFE and Workplace Learning requirements, the school timetable is constrained by students accessing these programs in groups, and the need for 1:1 supervision for specific students, as these are off-site activities and student wellbeing is paramount.
Workforce Plan
- Currently aligned with our school’s vision and business
Workforce must reflect
• Teachers who are able to deliver programs in which they have specific experience and
content expertise
• Support staff who can align their skills with the needs of the school timetable and
curriculum priorities
• Rigorous and effective performance management process for all staff
• Performance managed targets aligned with professional development and school priorities
• Duty of care, excursion policy, student management plans for offsite activities, such as
TAFE, WPL, excursions and camps
Planning Ahead
2013 will see a significant reduction in student numbers, due to the half cohort entering year 11. Workforce planning for 2013-2015 must address this decrease.
Teacher
Numbers to be reduced by 2 positions.
This will be achieved by: 1 teacher permanent 0.8 FTE teacher has applied for LWOP
1 fixed term 1.0FTE graduate teacher will seek redeployment
Education Assistant
Workforce will need to be reduced by 3 x fulltime EA positions for commencement of 2013.
This will be achieved by: 1 EA is on LWOP and has applied for redeployment
EA positions will be advertised internally, with 2 positions being placed on redeployment by end of process
Reprofiling the EA positions will allow our school the flexibility to continue to appoint fixed term EA positions to support our students in specific programs, eg. Workplace Learning and TAFE, which occur on days nominated by TAFE.
Administration
Registrar position currently split between 0.1FTE and 0.9FTE, with the 0.1 being used for HRMIS School Officer (Level 2) to be advertised for 0.2FTE with expertise in Integris and VET data entry and upload
EA position will support (where practical) HRMIS and Marketing roles in admin. EA positions advertised will ask for expertise in these areas.
The Career Enterprise Centre School Board has endorsed the
Workforce Management Plan 2012-2015
Kelly Crooks
School Board Chairperson
Jacquie Barbera
School Principal
