Excess Procedures — Teaching Service

Redeployment or career transition support

Teaching service employees who have been identified as excess will be provided with dedicated redeployment and career transition support whilst they remain in excess. The Department has appointed Hudson as its redeployment and career transition provider.

On receipt of the form identifying an employee as excess the Department will provide the redeployment and career transition provider with contact details for the employee. The provider will contact the principal and the excess employee to commence the redeployment and career transition support.

The redeployment and career transition provider has responsibility for redeployment and career transition support for all employees with excess status in all locations across Victoria. In order to do this the provider will:

• actively assist excess employees identify and respond to suitable vacancies including those advertised on Recruitment Online
• implement an information system that will track levels of support provided to excess employees
• provide monthly activity reporting to principals or managers and the Department
• facilitate identification and consideration of opportunities outside the teaching service should an excess employee wish to pursue this option

The redeployment and career transition provider will provide the following support and assistance to excess employees:

• reviewing the excess employee’s current employment situation and working closely with the employee to plan a career path that enables the employee to achieve their career goals
• appointing a personal career coach who will assist the excess employee to develop strategies and practice approaches likely to enhance the employee’s career prospects

The redeployment and career transition provider will provide specific career management assistance including:

• identifying role preferences and transferable skills
• encouraging the employee to set up the Job Search Agent facility to assist in identifying suitable advertised vacancies
• effectively addressing selection criteria
• building a professional resume
• preparing for interviews
• seeking quality feedback
• attending group workshops or webinars covering key elements of the excess employee’s search for a new role
• providing online access to a purpose built careers portal that includes appropriate self-assessments to assist career decision making
• access to other material specifically designed to assist excess employees transition to a new role

Retraining of excess employees may improve their redeployment prospects. The focus of any retraining should be to enhance the redeployment prospects of the employee. The principal and the redeployment and career transition provider will work with the excess employee to identify any suitable retraining options. This may take the form of on-the-job training but could include, in some cases, the undertaking of a short course to provide new skills or to update existing ones.

Principals should ensure excess employees have time within the normal hours of attendance to pursue redeployment or career transition opportunities.

Where an employee has been named as excess to the requirements of the school for a period of more than 12 months for a teacher, or more than 6 months for an education support class employee, the principal should review the redeployment prospects of that employee and determine an appropriate course of action for that employee.

To assist the principal in determining an appropriate course of action for that employee the redeployment and career transition provider will provide a redeployment summary report and a summary of the positions (generated via Recruitment Online) for which the employee has been an applicant.

Schools with excess employees are responsible for meeting the cost of the redeployment and career transition support and schools will be invoiced on a monthly basis for the provision of the service.