Workforce Support and Initiatives for Schools

Overview

The department is delivering several workforce initiatives to support schools. This page provides information about the types of initiatives currently being delivered to support schools to attract, recruit and support teachers.

Attraction

The department’s attraction initiatives provide new pathways and supports to become a classroom teacher and consider employment in regional and rural locations.

These initiatives provide supports for:

• aspiring teachers undertaking studies with Initial Teacher Education (ITE) providers
• Pre-service Teacher Placements in schools
• attracting new teachers to rural and regional schools.

Refer to the chapter on Attraction initiatives for more information.

Recruitment

The department’s recruitment initiatives seek to reduce administrative burdens, facilitate recruitment efficiencies, and support schools to recruit new teachers.

These initiatives provide supports to:

• streamline and support school recruitment processes
• build the supply of graduate and international teachers
• help teachers to return to the workforce following extended absences.

Refer to the chapter on Recruitment initiatives for more information.

Supporting early-career teachers – retention – career development

The department is delivering a range of supports to provide teachers with the best start to their career, and to support them to grow and to help our leaders find the balance they need to excel.

These initiatives provide supports to:

• new teachers in the early years of their career
• enhance the mentoring skills of existing teachers
• develop and grow STEM teaching skills of teachers
• facilitate professional growth and support for the existing workforce
• facilitate flexible work arrangements for school leaders.

Refer to the chapter on Support initiatives for more information.

Policy and Guidelines for Workforce Support and Initiatives for Schools

The Policy and Guidelines for Workforce Support and Initiatives for Schools contains the following chapters:

• Attraction
• Recruitment
• Supporting early-career teachers – retention – career development

Attraction

The department’s attraction initiatives provide new pathways and supports to become a classroom teacher and consider employment in regional and rural locations.

I know someone interested in/currently studying teaching – what supports can they access?

Secondary Teaching Scholarships – supporting secondary teaching degree students with their HELP fees

In September 2023, the Victorian Government announced an investment of $93.2 million to deliver scholarships supporting secondary teaching degree students with the cost of studying and living.

The scholarships are available to students who enrol in accredited Victorian secondary school teaching degrees for the first time in 2024 or 2025, with further payments if they work in Victorian government secondary or specialist school settings after they graduate.

The total scholarship payments available for students who complete their studies successfully and then work in Victorian government secondary or specialist school settings for 2 years will match the standard student (HELP) fees for a Commonwealth Supported Place in an initial teacher education degree.

Further information

For further information about scholarship eligibility criteria and the application process, refer to: Scholarships for secondary teaching degrees.

Teach Today and Teach Tomorrow – supporting aspiring teachers to change careers through innovative and accelerated employment-based teaching degrees

Teach Today and Teach Tomorrow programs will fast-track up to 1,200 student teachers into classrooms through innovative employment-based teaching degrees. These programs offer Victorian government schools a valuable opportunity to address their staffing needs and invest in their future workforce with teaching paraprofessionals while they complete their teaching degrees.

Working in partnership with the 8 initial teacher education (ITE) providers, students will be supported by a university mentor and a school-based mentor from their host school and receive a department-funded scholarship while they study for 18 to 24 months.

Further information

• Refer to the Teach the Future website
• Contact the program team: teach.today.teach.tomorrow@education.vic.gov.au

Pre-Service Teacher Placement Grants Program – encourage pre-service teacher placements at your schools through ITE providers

In the 2023–24 Budget, the Victorian Government invested $32.2 million to support pre-service teachers completing a teaching placement in eligible regional, remote or specialist Victorian government schools. Under the Pre-Service Teacher Placement Grant (PPG) Program, pre-service teachers completing placements at eligible schools are supported with a per-day allowance that can be used to cover costs associated with undertaking placements in these schools, such as accommodation, travel, and meal costs. Grants are available for placements completed at eligible schools between 1 July 2023 and 31 December 2025. Grant payments vary based on eligible areas:

• $140 per day for placements in a specialist setting in metropolitan Melbourne
• $140 per day for all schools in regional urban centres
• $280 per day for all schools in inner regional placements
• $420 per day for all schools in outer regional and remote placements.

Further information

For further information about the eligibility criteria for the PPG program, refer to: Pre-Service Teacher Placement Grants Program.

To express interest in completing a placement in an eligible school, pre-service teachers should contact their placement coordinator.

I want to build my pipeline of future recruits

Teach Today and Teach Tomorrow – supporting aspiring teachers to change careers through innovative and accelerated employment-based teaching degrees

Teach Today and Teach Tomorrow programs will fast-track up to 1,200 student teachers into classrooms through innovative employment-based teaching degrees. These programs offer Victorian government schools a valuable opportunity to address their staffing needs and invest in their future workforce with teaching paraprofessionals while they complete their teaching degrees.

Working in partnership with the 8 initial teacher education (ITE) providers, students will be supported by a university mentor and a school-based mentor from their host school and receive a department-funded scholarship while they study for 18 to 24 months.

Further information

• Refer to the Teach Today and Teach Tomorrow webpage
• Refer to the Teach the Future website
• Contact the program team: teach.today.teach.tomorrow@education.vic.gov.au

Teaching Academies of Professional Practice – partner with ITE providers to build the quality of pre-service teacher placements

Teaching Academies of Professional Practice (TAPPs) are department-funded partnerships between ITE providers and clusters of schools that build and strengthen partnerships between ITE providers and participating schools to improve the quality of pre-service teacher placements.

The next iteration of the TAPPs initiative will commence in early 2024 and will focus on the delivery of TAPPs in target locations, and delivering comprehensive and tailored wraparound supports for participating pre-service teachers.

Further information

Further information on the 2023 TAPPs is available at: Rural and Regional Pre-service Teacher Placements and Initial teacher education reforms.

Information on the next iteration of the TAPPs initiative will be made available soon.

Engage a third or final year Pre-Service Teacher with Permission to Teach – schools can engage third year PST’s to provide support in their schools with Permission to Teach

Many Victorian government schools are employing pre-service teachers with PTT (General) to help meet their staffing needs. The MOU sets out the parameters and guidelines with respect to pre-service teachers working in Victorian government schools with PTT (General).

The MOU provides a framework for schools and initial teacher education providers to support pre-service teachers who are working in schools with PTT (General) to meet their employment obligations and the academic requirements of their initial teacher education degree, including their pre-service teacher placement requirements.

Further information

Further Information can be found at Pre-service Teachers Working with Permission to Teach

For information about employment of PSTs with PTT (General) contact:

Schools Recruitment Unit
Phone: 1800 641 943

For information about the policy contact:

Reform of Initial Teacher Education
Email: ite@education.vic.gov.au

Pre-Service Teacher Placement Grants Program – encourage pre-service teacher placements at your schools through ITE providers

In the 2023–24 Budget, the Victorian Government invested $32.2 million to support pre-service teachers completing a teaching placement in eligible regional, remote or specialist Victorian government schools. Under the Pre-Service Teacher Placement Grant (PPG) Program, pre-service teachers completing placements at eligible schools are supported with a per-day allowance that can be used to cover costs associated with undertaking placements in these schools, such as accommodation, travel, and meal costs. Grants are available for placements completed at eligible schools between 1 July 2023 and 31 December 2025. Grant payments vary based on eligible areas:

• $140 per day for placements in a specialist setting in metropolitan Melbourne
• $140 per day for all schools in regional urban centres
• $280 per day for all schools in inner regional placements
• $420 per day for all schools in outer regional and remote placements.

Further information

For further information about the eligibility criteria for the PPG program, refer to: Pre-Service Teacher Placement Grants Program.

To express interest in completing a placement in an eligible school, pre-service teachers should contact their placement coordinator.

Teach Rural Program – host pre-service teachers as part of this department and Country Education Partnership program

The department-funded Teach Rural Program involves Country Education Partnership coordinating and supporting groups of pre-service teachers to undertake placements in clusters of rural and regional Victorian government schools, with a suite of supports including fully subsidised accommodation.

Further information

More information on the program is available at: Rural and Regional Pre-service Teacher Placements and Teach rural.

Teacher Financial Incentives – incentives available to support rural, regional and remote schools with attracting excellent teachers to fill hard-to-staff positions

The Victorian Government is providing a funding boost to attract excellent teachers to fill hard-to-staff positions in rural, regional and remote government schools and support those teachers to relocate, and settle into their new roles.

Eligible schools may be eligible to advertise a position with an incentive of up to $50,000 (pre-tax) to attract suitably qualified teachers with further funding available to support eligible teachers to relocate.

Further information

To find out more on how your school can express their interest or for further information, refer to the Targeted initiative to attract more teachers website or email School Recruitment – Financial Incentives at SR.Financial.Incentives@education.vic.gov.au

Recruitment

The department’s recruitment initiatives seek to reduce administrative burdens, facilitate recruitment efficiencies, and support schools to recruit new teachers.

What support is available to recruit more teachers and who can help me?

Teacher Recruitment Initiative – access streamlined recruitment processes for schools and applicants through the Teacher Recruitment Initiative (Job Opportunities Pool)

The Teacher Recruitment Initiative (TRI) simplifies recruitment for schools and applicants, easing challenges by streamlining the process. It centralizes applicants in a Job Opportunities Pool, ensuring easier access for teachers seeking roles in Victorian government schools, minimizing individual role advertisements and enabling quicker interviews for local vacancies.

The TRI is designed to assist school recruiters and teachers by streamlining the recruitment process. There are 2 ways to apply for classroom teaching jobs in Victoria, by:

• submitting your interest in the Job Opportunities Pool under this initiative
• searching and applying for available vacancies.

While both systems use Recruitment Online (ROL), classroom teachers and graduate teachers using the TRI will benefit by being auto-matched to their preferences and no longer being required to provide a written response to Key Selection Criteria (KSC).

All vacancies must be filled in accordance with the department’s selection procedures (merit based) as set out in the Recruitment in Schools policy and comply with Ministerial Order 1388– Teaching Service (employment conditions, salaries, allowances, selection and conduct) Order 2022.

How does the TRI work?

• Applicants register their interest once (attaching a cover letter and a resume) for all classroom and graduate teacher positions in the Job Opportunities Pool, saving the time needed to manage multiple applications.
• The Job Opportunities Pool will match applicants’ work preferences, location, role and subject preferences with teacher vacancies.
• Applicants will receive an email notification when linked to matched vacancies and will be able to withdraw as required.
• School recruiters can search, shortlist, interview, and recruit candidates without having to advertise locally.
• School recruiters will be able to review applicants automatically matched against their vacancies (no searching required, however, there still is an option for school recruiters to manually search and link applicants to vacancies).
• School recruiters can access applications at any time after the initial match and short list after the minimum matching period of 3 days.

The benefits of the TRI for school recruiters

• Applicants will be matched automatically and will be linked to the school’s vacancy.
• Functionality to manually search for candidates from the Job Opportunities Pool, to link applicants, shortlist, interview and appoint.
• No requirement to post vacancies for a minimum 14-day period. Vacancies are to be open for a minimum of 3 days, allowing time to inform internal staff of the job opportunity available at the school.
• Recruiters can use both methods of recruitment ensuring they are undertaken, one after the other. Requirements for KSC apply at different times and in different ways in the recruitment cycle (TRI utilises KSC during the interview whereas a written submission is required for advertised vacancies). This allows a level playing field for applicants.

The benefits of the TRI for applicants

• A simpler and more efficient way to submit their interest for multiple vacancies in preferred localities.
• Applicants submit their interest once in the Job Opportunities Pool (attaching a cover letter and a resume), saving the time needed to manage multiple applications.
• There is no requirement for written responses to KSC. The KSC will be used to determine suitability as part of the interview stage.
• Option to deselect schools as required.
• Receipt of email notifications when vacancies match against preferences.
• Applicants can track their applications and withdraw when matched to an unsuitable vacancy.

For policy advice relating to the TRI, please refer to the Advertising vacancies section of the Recruitment in Schools policy.

For recruiter TRI user guides and fact sheets, please refer to the Recruitment Online help for recruiters (staff login required).

For applicant TRI user guides and fact sheets, please refer to the Applicant Help – Recruitment Online (staff login required).

International Teacher Recruitment Supports reducing administrative and financial burdens and helping schools recruit international teachers

Schools can access support for the recruitment of international teachers, including access to free advice and support through the Migration Support Service.

The Migration Support Service provides government schools with access to free specialist migration advice on international teacher recruitment, migration, sponsorship, and visa arrangements.

Where schools are seeking to employ and sponsor a visa holder in a teaching position, these supports reduce the cost and administrative burden on schools, and ensures they have the most up to date migration advice and information regarding international recruitment.

Additional recruitment support is available to schools experiencing significant staffing challenges, and announcements on future programs will be made soon.

Further information

• Refer to the Employment and Sponsorship of Overseas Workers policy
• Contact: swg_policy.initiatives@education.vic.gov.au

Teacher Re-Engagement Initiative – supporting returning teachers through funded placements of up to 40 days in Victorian government schools

The Teacher Re-Engagement Initiative (TREI) supports returning teachers through placements of up to 40 days in Victorian government schools to:

• build returning teachers’ confidence and readiness to return to the school workforce
• support schools with a range of needs including mentoring of provisionally registered teachers, student learning where appropriate
• alleviate the pressure of the current workforce and serve as a recruitment opportunity for schools and returning teachers where there are suitable vacant positions.

The TREI aims to support the return of the following teachers:

• teachers on a career break with no ongoing connection to a school, including teachers with provisional, full and non-practicing VIT registration
• newly retired teachers – registered teachers retired within the past 1 to 3 years who schools wish to engage because of their experience and skill.

TREI is designed to reengage teachers who have been out of the teaching workforce for greater than one year.

Teachers on extended parental absence

Teachers that have been on extended parental absence for greater than 2 years are able to access up to 40 days temporary resumption to support their transition back to work at their base school.

Further information

For further information about the TREI:

• refer to Teacher Re-Engagement Initiative
• contact: returningteachers@education.vic.gov.au

Central Workforce Support Service – providing personalised assistance and support to schools

Central Workforce Support Services (CWSS) supports schools facing teacher recruitment challenges by collaborating closely with principals, offering personalized assistance and services which range from candidate sourcing and onboarding to implementing workforce initiatives aimed at attracting teachers.

The services provided by CWSS include:

personalised recruitment and retention advice – CWSS offers personalised and strategic advice to cater to the unique requirements of each school. This advice is designed to help schools attract and retain qualified teachers effectively

comprehensive support in recruitment activities – CWSS collaborates closely with schools to provide comprehensive support in recruitment activities. This support encompasses various aspects of the recruitment process, making it easier for schools to find suitable candidates

proactive candidate sourcing – the CWSS team actively sources candidates to fill both long-term and casual relief teacher (CRT) roles as needed by schools. This proactive approach ensures that schools have access to a pool of potential candidates to choose from

access to department recruitment initiatives – CWSS assists schools in accessing a diverse array of department recruitment initiatives. These initiatives are aimed at enhancing teacher attraction, recruitment, and retention, making the hiring process more efficient and effective.

Further information

For more information contact the Schools Workforce Group on:

• phone: 03 7022 5555
• email: swg_policy.initiatives@education.vic.gov.au

How can I attract more teachers to my school?

Graduate Teacher Recruitment Initiative – offers incentives of $5,650 (pre-tax) for eligible graduate teachers taking up a graduate position throughout 2023 and 2024

The Graduate Teacher Recruitment Initiative (GTRI) offers incentives of $5,650 (pre-tax) for eligible graduate teachers taking up a graduate position throughout 2023 and 2024.

This initiative provides schools with strategic recruitment advice and actively supports the promotion and recruitment of Teacher Graduate Recruitment program vacancies.

The GTRI has established partnerships with various education providers to support the transition of pre-service teaching students and graduates into the teaching workforce. To attract aspiring graduate teachers and promote department graduate employment opportunities, GTRI also conducts engaging online and in-person presentations that inform graduates of available job opportunities, the benefits of employment in a Victorian government school, and guides them through the application process.

To be eligible for employment under this initiative, candidates must:

• be a teaching graduate who has completed all course requirements and graduated within the past 4 years
• not be employed as a teacher by the department at the time the advertised position is to start
• commit to a minimum one-year employment at a Victorian government school to retain the incentive
• be currently registered (or eligible for registration) with the Victorian Institute of Teaching
• not be a Graduate Teacher Incentive recipient from a previous vacancy.

Schools can advertise between 2.0 and 8.0 FTE graduate positions per year, based on their school type and SRP:

• up to 2.0 FTE in primary, P–12, and specialist schools
• an additional 2.0 FTE for primary, P–12 or specialist schools with SRP over $2 million, and secondary schools with SRP over $5 million
• an additional 4.0 FTE for SRP over $8 million.

Schools who are yet to fill their designated Teacher Graduate Recruitment vacancies can advertise their vacancies with the provision of the $5,650 financial incentive to help attract graduate teacher applicants.

The Graduate Teacher Recruitment initiative process guide can be found on the Resources tab.

Further information

• For more information, refer to the Teacher Graduate Recruitment program requirements under the Advertising vacancies section of the Recruitment in Schools policy.
• For more information on recruiting a graduate teacher through this initiative, visit Commence your teaching career at a Victorian government school.
• Contact: swg_policy.initiatives@education.vic.gov.au

Returning Teacher Support Service – providing individualised support to assist non-practicing teachers to return to the workforce

The Returning Teachers Support Service (RTSS) supports teachers to return to the workforce. Teachers not currently working in schools, who are interested in a return to the classroom in a full time, part time or casual capacity, can register for this service. RTSS offers non-practicing teachers access to individualised support to assist them transition successfully back into the teacher workforce, whether they have retired, been on extended leave or changed professions and wish to return.

The supports offered to returning teachers include an initial consult with RTSS staff to determine support needed and development of an individual support plan which can entail:

• free and accessible professional development in coaching
• access to online peer networks
• links to relevant department and teaching resources
• support in creating an ROL account and job applications
• matching returning teachers to current school vacancies
• regular contact with each returning teacher throughout the process, up until the returning teacher has successfully re-entered the teacher workforce.

A dedicated RTSS team has been established to customise and coordinate these supports and are available 5 days a week to support teachers in returning to the workforce.

Further information

• Refer to Returning Teachers Support Service
• Contact: returningteachers@education.vic.gov.au

Teacher Re-Engagement Initiative – supporting returning teachers through funded placements of up to 40 days in Victorian government schools

The Teacher Re-Engagement Initiative (TREI) supports returning teachers through placements of up to 40 days in Victorian government schools to:

• build returning teachers’ confidence and readiness to return to the school workforce
• support schools with a range of needs including mentoring of provisionally registered teachers, student learning where appropriate
• alleviate the pressure of the current workforce and serve as a recruitment opportunity for schools and returning teachers where there are suitable vacant positions.

The TREI aims to support the return of the following teachers:

• teachers on a career break with no ongoing connection to a school, including teachers with provisional, full and non-practicing VIT registration
• newly retired teachers – registered teachers retired within the past one to 3 years who schools wish to engage because of their experience and skill.

TREI is designed to reengage teachers who have been out of the teaching workforce for greater than one year.

Teachers on extended parental absence

Teachers that have been on extended parental absence for greater than 2 years are able to access up to 40 days temporary resumption to support their transition back to work at their base school.

Further information

For further information about the TREI:

• refer to Teacher Re-Engagement Initiative
• contact: returningteachers@education.vic.gov.au

CRT Travel Fund – supporting 100 rural and regional schools to attract more CRTs through funded special payments

The CRT Travel Fund supports rural and regional schools with casual relief teacher supply. The CRT Travel Fund is available to identified regional and rural schools having trouble attracting CRTs in 2023 and 2024.

Eligible schools can use this funding to attract CRTs to their school for extended periods, through making a special payment. Special payments may range between $925 and $10,000 per annum (in one or more lump sum payments).

Further information

For further information:

• refer to: CRT Travel Fund
• contact: swg_policy.initiatives@education.vic.gov.au

Use special payments to help attract and retain teachers – provide payments of up to $10,000 to help attract or retain teachers for your school

Schools can offer special payments of up to $10,000 to help attract or retain teachers for their schools. These payments can be paid as a lump sum or on a fortnightly basis.

Special payments may range between $925 and $10,000 per annum (in one or more lump sum payments).

Further information

For more information on using special payments, refer to Special Payments.

Supporting early-career teachers – retention – career development

The department is delivering a range of supports to provide teachers with the best start to their career, and to support them to grow and to help our leaders find the balance they need to excel.

I have a first-year teacher who could do with more support

Career Start – transforming the first years of the teaching career

Career Start is a structured program for graduate teachers which aims to improve the experience of graduate teachers as they are inducted into the profession. Career Start provides time release, mentoring, professional development opportunities and a range of additional supports to graduate teachers and their mentors to accelerate the development of graduate teachers’ professional practice and support their wellbeing. Following a successful 3-year pilot program which took place in primary and special schools in 3 areas from 2021 to 2023, Career Start will expand to support more graduate teachers in more areas over the next 2 years.

For further information, refer to Career Start: transforming the first years of the teaching career.

Graduate Teacher Conferences and Webinars – supporting graduate teachers in their first 2 years of teaching

Resources for graduate teachers to strengthen their professional practice are located at Graduate teacher induction resources.

The Graduate Teacher Conferences (GTCs) support teachers at Victorian government schools in their first years of teaching, or who are returning to the classroom after a period of leave.

For further information, refer to Graduate Teacher Conferences and Webinars.

VIT mentor programs – enhancing the mentoring knowledge and skills of experienced teachers

The Effective Mentoring Program (EMP) is designed to enhance the mentoring knowledge and skills of experienced teachers who hold full registration with the Victorian Institute of Teaching so they can support graduate and returning teachers to progress from provisional to full registration with the VIT, and act as the VIT-trained mentor on workplace recommendations panels.

The program is delivered as a partnership between the Department of Education and the VIT.

For further information, refer to Effective Mentoring Program.

I have a teacher who could do with more professional opportunities/recognition

Subsidised programs to develop STEM teachers – encourage teachers to participate in subsidised programs to develop their STEM teaching specialisms

Targeted initiatives in STEM for teacher training include:

• the Secondary Sciences, Technologies and Mathematics (SSTM) Initiative which increases the number of in-field mathematics and science teachers in Victoria, and in participating schools, by providing a fully-funded postgraduate qualification (through Deakin University) at no cost to out-of-field teachers or their schools
• the Primary Mathematics and Science Specialist Initiative (PMSS) is a 2-year program designed to drive whole school change through upskilling primary teachers in government schools to become specialists in either science or mathematics – contact: PMSS@education.vic.gov.au
• 2 new postgraduate qualifications (Graduate Certificates) in Secondary Digital Technologies and Secondary Design and Technologies, with a total of 100 out- of-field teaching participants (50 for each course) – contact: technologies.graduate.certificates@education.vic.gov.au

Establish Leading Teachers and Learning Specialist roles – provide career pathways to your teachers and build your leadership profile and provide greater support to your classroom teachers

Leading teacher and learning specialist positions are tenured for up to 5 years with the tenure specified in the position advertisement. The successful applicant will be ongoing with tenure in the leadership position.

These promotion opportunities provide a career path for teachers and focus on building teaching practice within your schools.

For more information about Leading Teacher and Learning Specialist roles refer to Leading Teachers and Learning Specialists.

Flexible Work Arrangements for School Leaders – we are supporting flexible work for principals and school leaders in 2024, by funding 200 grants to support job-share and part time arrangements

Flexible Work Arrangements for School Leaders is a pilot initiative that supports leaders at Department of Education schools, including principals, assistant principals, learning specialists and leading teachers, to try out part-time and job-share arrangements. The funding will allow participating school leaders to have a cross-over day with their job-share partner or will support a new or increased part-time arrangement within a school’s leadership team. This initiative aims to reduce administrative burden on school leaders by providing additional leadership support and promoting work-life balance. Funding is available for up to 12 months and any schools that wish to continue flexible work arrangements for leaders after this time will need to fund this from their existing budget and may require school council approval.

For more information refer to Flexible Work for Principals.

For any questions please contact workplace.relations@education.vic.gov.au

Victorian Academy of Teaching and Learning – support engagement in professional learning programs at the Victorian Academy of Teaching and Leadership

Support your teachers to build their professional skills and explore the professional learning opportunities available to providing the training and support your teacher needs to lead change and improve student outcomes.

For more information refer to Professional Learning.

Resources

The following process guide support schools with the process of recruiting a graduate teacher through the Graduate Teacher Recruitment Initiative:

• Graduate Teacher Recruitment Initiative - Recruitment Process Guide (PDF)