Policy and Guidelines for Transfer and Promotion — Teaching Service
Ongoing employees have the opportunity to transfer or promote within the teaching service. This includes movement within and across the different classes (principal class, teacher class and education support class). To view transfer or promotion opportunities online go to Recruitment .
Promotion is defined as the permanent movement of an ongoing employee from one position to another position in the teaching service with a higher attainable maximum salary than the employee’s substantive position.
Transfer is defined as the permanent movement of an ongoing employee from one position to another position in the teaching service with the same or lower attainable maximum salary than the employee’s substantive position.
An ongoing employee who is the successful applicant for an ongoing or tenured position (for example, leading teacher, learning specialist or principal class) will be permanently transferred or promoted to that position. An employee who is transferred or promoted to a tenured position will be subject to the applicable tenure renewal policy. Transfer to a position at a lower classification level and, or salary or remuneration range can only occur with the employee’s consent. Where consent is given the employee will be permanently transferred to the lower classification level and, or salary or remuneration range. Salary or remuneration on transfer to the lower level or range will be determined in accordance with the Department’s remuneration policy (refer to Remuneration — Teaching Service under Related topics). Where consent is not given, the transfer of the employee will not proceed.
An ongoing employee who is the successful applicant for a fixed term position of more than 12 months (or in the case of a parental absence replacement where the replacement continues beyond 12 months) will be permanently transferred to that school. Provided that where a complete school year, inclusive of all vacation periods, is longer than 12 months, the permanent transfer will not occur. If the position is at the same level the employee will be paid their substantive salary. If the position is at a higher level the employee will be paid a higher duties allowance. If the position is at a lower level the transfer can only occur where the employee consents to reduce their substantive level to the level of the fixed term position. Where consent is given the employee will be permanently transferred and paid at the lower level. Where consent is not given, the transfer of the employee will not proceed.
Further information regarding transfer and promotion, including eligibility and qualification requirements, is set out in Recruitment in Schools.
An ongoing employee who is the successful applicant for an advertised fixed term position of 12 months or less will be temporarily transferred to that position subject to the release being negotiated to reflect the needs of both schools and the employee. Their release should not be unreasonably refused. Where the principal of the base school does not agree to release the employee, the employee may lodge an application for a personal grievance with the Merit Protection Boards.
If the fixed term position is at a higher level the employee will be paid a higher duties allowance for the fixed term period. If the fixed term position is at the same level the employee will be paid their substantive salary. If the 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 reduce their substantive level to the level of the fixed term position. In this case the employee will resume at the base school at the lower substantive level.
An ongoing employee currently on leave without pay who is selected for a fixed term position can only take up that position at the expiration of the period of leave or earlier with the approval of the base school principal. In this case consultation between the two principals and the employee involved should occur to ensure that the implications of the temporary transfer are clear. Where approval for an early resumption is given the leave without pay will cease and the employee will be temporarily transferred to the position. At the conclusion of the temporary transfer the employee will resume at their base school. Information about resuming on a temporary basis from parental absence is available at Parental Absence — Teaching Service.
Section 2.4.3(3)(h) of the Education and Training Reform Act 2006 enables the permanent or temporary administrative transfer of an ongoing employee in the teaching service to another position without the position being advertised.
Where a principal considers that there is a clear justification for filling a vacancy without advertisement and the decision to transfer an employee is based on a proper assessment of the employee against the genuine requirements of the duties or role, the administrative transfer can occur provided that the relinquishing principal and the affected employee agree.
In exercising this power, the principal must comply with any employment standards issued by the Public Sector Standards Commissioner. Information about the standards is available from the Victorian Public Sector Commission at VPSC Employment Principles and .
The principal should contact the Schools Recruitment Unit on 1800 641 943 or by firstname.lastname@example.org email to give effect to the decision to transfer the employee.
Transfer or promotion to the public service
Sections 2.4.37 and 2.4.40 of the Education and Training Reform Act 2006 provide that for the purposes of a transfer or promotion to a position within the public service, an employee in the teaching service is to be treated as being an employee in the public service.
Reviewed 28 April 2021