Policy last updated
15 June 2020
From time to time opportunities arise for ongoing employees in the teaching service to take up positions in non-school Department locations. The arrangements that have been put in place to facilitate these opportunities are set out below and are designed to balance the workforce planning needs of schools and non-school locations.
Teaching service to teaching service
An ongoing employee who is the successful applicant for an advertised ongoing or tenured position (for example, leading teacher, learning specialist or principal class) in the teaching service in a non-school Department location will be transferred or promoted to that position. Transfer to a position at a lower level or salary/remuneration range can only occur with the employee’s consent. At the expiration of the period of tenure the position may be renewed, abolished or advertised in accordance with the or policies. In the event that tenure is not renewed the person remains an ongoing employee of the non-school Department location.
An ongoing teaching service employee who is selected for a fixed term teaching service position of 3 years or less in a non-school Department location will be temporarily transferred to that position subject to the base school principal’s agreement to the temporary transfer.
If the fixed term position is at a higher level the employee will be paid a higher duties allowance for the fixed term period. In this case the employee will resume at the base school at the lower substantive level. If the fixed term position is at the same level the employee will be paid their substantive salary.
If the tenured or fixed term position is at a lower level there is no capacity to temporarily reduce an employee’s substantive level. Temporary transfer to a lower level position can only occur where the employee consents to permanently reduce their substantive level to the level of the tenured or fixed term position.
For the duration of the temporary transfer, the employee is subject to the terms and conditions of employment that apply to the position.
If the temporary transfer extends beyond 3 years the employee will be permanently transferred to that non-school Department location at their substantive classification and salary or remuneration range. In this case the employee remains in the position until the conclusion of the fixed period. Should the employee subsequently become excess to workforce requirements, the procedures for the management of excess staff apply.
Teaching service to public service
An ongoing teaching service employee who is the successful applicant for an advertised ongoing public service position in a non-school Department location will be transferred or promoted to that position.
The arrangements that apply to an ongoing teaching service employee who is selected for a fixed term public service position of 3 years or less in a non-school based Department location are as follows:
- subject to the base school principal’s agreement, the employee will be temporarily released from the teaching service and will be employed in the public service for the duration of the fixed period position
- the salary, terms and conditions of employment, including access to any performance and development arrangements, will be those that apply in the public service
On return to the teaching service the following provisions apply:
- the employee will resume their substantive position in the base school on the salary subdivision they would have been on had they not been released, subject to the employee satisfying the eligibility requirements for salary progression,
- the period of temporary release to the public service will count as service for personal and long service leave purposes, and
- any unused annual leave entitlements which accrued in the public service position during the period of temporary release and any associated annual leave allowance will be retained and must be used in accordance with Department policy (refer to )
If the temporary release extends beyond 3 years the employee will be permanently transferred to that non-school Department location at their substantive teaching service classification and salary/remuneration range. In this case the employee remains on release to the public service position until the conclusion of the fixed period. Should the employee subsequently become excess to workforce requirements, the procedures for the management of excess staff apply.
Policy and Guidelines
Policy and Guidelines
There is no further guidance for this topic.
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Reviewed 12 March 2020