School Networks

Network roles and responsibilities

Network chair

Each network is led by a network chair, a principal elected by other principals in the network. As key system leaders, network chairs enable school leaders to collaborate and take collective responsibility for all learners in their network.

Role and responsibilities

The network chair:

• leads the network
• facilitates the network’s vision and future direction in collaboration with the network executive and the network senior education improvement leader (SEIL)
• builds a culture of active collaboration through modelling a communities of practice (CoP) approach within the network
• supports a focus within the network and CoPs on implementation of the refreshed Victorian Teaching and Learning Model (VTLM 2.0) and other DE student-related policy and practice (for example, reading position, disability inclusion, and shared operational matters such as staffing) as required
• focuses network collaboration on the effective implementation of the improvement cycle, including supporting the establishment of smaller, initiative-specific CoPs within the network or across networks as necessary
• facilitates a CoP approach to network activity that focuses on improving student outcomes through collective accountability
• ensures that the network builds capability by holding professional, evidence-based conversations, sharing practice and analysing school performance data
• facilitates opportunities for the network to engage with the broader school communities and with key partners across the government, business and local community sectors (including through philanthropic partnerships) to improve student outcomes
• collaborates with SEILs and other area-based multidisciplinary team members on behalf of the network as required, facilitating 2-way communication, consultation and feedback between the department and network schools
• represents the network as a member of the region’s network chair forum
• undertakes succession planning for the network chair position in collaboration with the network and SEILs.

Appointment

Network chairs are elected through a process supported by the network SEILs.

Before the election, network members are recommended to discuss the role of the network chair within their local context, including any expectations for leading CoPs.

The election process must take place in Term 4 each year as follows:

• The SEIL (or SEIL nominee) emails all network members to call for nominations for the position of network chair, with a clear closing date for nominations. Principals may self-nominate for the position.
• All nominating candidates must provide a network chair candidate statement with their nomination that demonstrates their capacity to provide the skills and expertise of an effective network chair.
• If more than one nomination is received, the SEIL (or SEIL nominee) coordinates the election process. If there are no nominations for the position the SEIL will consult with the network executive to appoint an interim chair, which may be the SEIL.
• Candidate statements must be made available to all network members 10 days before the election.
• The election must be conducted by secret ballot at a Term 4 meeting.
• Each school in the network is entitled to one vote with the school principal (or acting principal) eligible to vote.
• Principals who are unable to attend the election meeting may lodge a proxy vote by informing the SEIL (or SEIL nominee) of their preferred candidate in writing at least 24 hours prior to the election.
• The SEIL counts the votes with a scrutineer nominated and agreed to by the network and declares the result of the election.
• Where the vote is tied, the Area Executive Director has the casting vote.
• The result of the vote is binding.
• The SEIL will inform School Performance Division via school.networks@education.vic.gov.au of the network chair appointment to ensure timely HR and payroll notification.

Tenure

The network chair is appointed for one year, with appointments commencing on 1 January and concluding on 31 December. Current and former network chairs may re-nominate and the maximum consecutive tenure is 3 years.

To assist with transition, the incoming network chair must receive a handover from the outgoing network chair prior to taking over the position.

Network chairs can be invited to stay on the executive in an advisory role for one year after leaving the role of network chair.

Leave arrangements

When a network chair takes leave the following arrangements apply:

• leave for 2 weeks or less – covered by internal arrangements decided by the network executive
• leave for more than 2 weeks – an acting network chair must be selected from the network executive
• the SEIL will inform School Performance Division via school.networks@education.vic.gov.au immediately of acting network chair arrangements to ensure timely HR and payroll notification.

Acting arrangements cease on the date the network chair resumes duty, or on 31 December, whichever occurs first.

Resignations

A network chair resigning from the position must be replaced by an acting network chair (selected through an expression of interest) until the Term 4 election process commences.

The SEIL (or nominee) will email the principals of the network to call for nominations via an expression of interest. Principals may self-nominate for the acting network chair position. The SEIL will form a panel to select the best candidate for the position according to the principles of merit.

Network chair gratuity allowance

Network chairs receive a gratuity of $10,000 (pre-tax) per year. This is paid through a fortnightly allowance as part of their salary.

Professional learning for network chairs

The Academy offers professional learning for network chairs through the WISE program.

The network executive

The network chair is supported by a team of principals from the network, which together with the chair comprises the network executive.

Role and responsibilities

The members of the network executive:

• lead the network, supporting network collaboration and planning the network’s vision and future direction with the network chair and SEIL
• focus collaboration on the effective implementation of the FISO 2.0 Improvement Cycle, including supporting the establishment of CoPs
• reinforce a focus on improving student outcomes through collective accountability, collective adjustment and development of practice and a rigorous evaluation of the impact of key milestones towards improvement
• support the network chair in ensuring the network builds capability, holds professional, evidence-based conversations, shares practice and analyses school performance data
• contribute to network discussions on the implementation of the VTLM 2.0 and other DE student-related policy and practice (for example, reading position, transitions, wellbeing, and shared operational matters such as OHS, facilities and staffing) as required
• support the network chair to facilitate opportunities for the network to engage with the broader school communities and with key partners across the government, business and local community sectors to improve student outcomes
• undertake succession planning for network executive positions in collaboration with the network chair and the SEILs
• undertake other network-specific responsibilities.

Appointment

The appointment of the network executive is managed within the network with support from the SEIL. Appointment must be undertaken in Term 4 each year for the following year.

Composition

Each network can determine the composition of the network executive that best meets their needs. Examples include:

• representation from each of the types of schools within the network (for example, secondary – large and small, primary – large and small, P–12 or P–9, specialist sector, geographic location)
• mix of assistant principals and principals
• appointment based on skills and expertise needed to achieve the improvement goals and priorities of the network
• chairs of initiative-specific groups within the network, using the CoP approach.

Process

Each network determines the preferred method of appointing the network executive, ensuring that the process is open and transparent. It is recommended that network members (attending representatives of the network schools) discuss the role of the network executive and the network context and determine an appropriate appointment process.

Examples of appointment processes include:

• election by all network principals
• election by all network members
• election by specific network members for a particular category (for example, just primary school members for the election of a primary school member)
• Expression of Interest to, and selection by, the SEIL and network chair
• other process determined by the network in consultation with the SEIL.

If a network chooses to conduct an election for network executive roles, it is recommended that the network follows the guidance for the network chair election process.

Applications

The key selection criteria for members of the network executive should reflect skills and attributes that align with the professional practice lens of the Australian Professional Standard for Principals (PDF).

Applicants for roles on the network executive are recommended to provide the following:

• a current curriculum vitae
• a cover letter outlining the skills and attributes that would assist them in the position together with an explanation of why they would be a suitable executive member for the network. Ideally this would include:
• demonstrated experience in participating in working parties or reference groups
• demonstrated understanding of the role of the executive
• willingness and ability to commit to the time and workload associated with being an executive member
• demonstrated leadership skills and experience
• contact details for 2 current referees.

Tenure

The members of the network executive are appointed for a term of one year, with appointments commencing on 1 January and concluding on 31 December. Former members of the network executive are permitted to re-nominate.

Succession planning

Succession planning for the network chair and network executive should consider:

• mentoring opportunities for identified future network leaders
• the availability of the outgoing network chair to coach the incoming chair or act as an advisor
• encouraging members from diverse school settings and/or backgrounds to take on network executive positions
• the willingness and ability of larger schools to provide support (for example, administrative or financial) to enable principals from smaller schools to take on leadership roles
• opportunities for future leaders to gain exposure to and understand the scope of the work of the network executive and network chair.

Inducting new members to the network

Each network must have its own induction process, which may include:

• a personal welcome from the network chair, by phone or face-to-face, depending on geography
• an induction document that provides an overview of the network including:
  • members and their contact details
  • protocols or guiding principles for how the network works together, including participation expectations, meeting protocols and financial commitment
  • a meeting calendar
  • the annual work plan and initiative-specific plans
• a formal welcome at the network meeting
• assistance in identifying principals with similar schools within the network, or in neighbouring networks where appropriate.

Role of senior education improvement leaders

The role of the senior education improvement leader (SEIL) in relation to the network is to:

• contribute to the development of the annual work plan
• promote evidence-based practices that enable effective decision-making and accurate problem identification
• provide information and insight to enable rigorous improvement-focused dialogue within the network
• promote the importance of all network principals enacting and modelling the department’s values
• support, participate in and lead professional learning
• assist with administrative support where required
• collaborate with the network chair on succession planning for the network chair position
• regularly inform the network chair of new principal class officers as appointed.

SEILs also provide similar support to smaller topic-specific CoPs where required. They are well placed, for instance, to identify smaller networks beyond the geographic network or area boundary that can be joined up to learn from and work with each other.

The focus of the SEIL’s work will depend upon the needs of the network, and may include:

• connector – brokers relationships to help networks nurture their strengths, bridge areas of development and pursue greater opportunities
• integrator – maintains information-sharing relationships with other networks across the state
• facilitator – focuses on enabling collaboration between the network’s members and stimulates interest within the network to ensure member engagement
• challenge partner – helps network members to challenge each other to improve performance and continually challenges the entire network’s performance
• conduit – acts as a bridge between the central office and your network, enabling a 2-way flow of information and feedback to align and recognise your network’s efforts and achievements.