Permanent transfer or promotion - Teaching Service
Promotion is defined as the permanent movement of an ongoing employee from one position to another position with a higher attainable maximum salary than the employee’s substantive classification.
Transfer is defined as the permanent movement of an ongoing employee from one position to another position with the same or lower attainable maximum salary than the employee’s substantive classification.
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 teaching service, an employee in the public service is to be treated as being an employee in the teaching service.
An employee is only eligible for transfer or promotion where they meet the qualification requirements of the position to which they are being promoted or transferred as set out in Recruitment in . Any transfer or promotion is subject to a suitability for child connected work check being conducted.
Permanent transfer or promotion to a school location
An ongoing employee in the teaching service who is the successful applicant for an ongoing or tenured position (for example, leading teacher, learning specialist or principal class) in a school location will be permanently transferred or promoted to that position subject to satisfying the relevant qualification and other eligibility requirements. An employee who is transferred or promoted to a tenured position will be subject to the applicable tenure renewal policy.
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.
Transfer to a position at a lower classification level and, or salary or remuneration range can only occur with the employee’s written 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 under Related topics). Where consent is not given, the transfer of the employee will not proceed.
If the school based fixed term vacancy is at a higher classification or salary range, the employee will be permanently transferred at their substantive classification and salary range and paid higher duties for the duration of the fixed term position. In this case the transfer is provisional and is subject to review and does not have effect pending confirmation.
A transfer or promotion of an ongoing employee is provisional and is subject to review and does not have effect pending confirmation.
Special settings
To be promoted or transferred to an ongoing teacher vacancy in a special setting a teacher must have completed an approved year of study in an appropriate special education discipline. Where there is no suitable qualified candidate, an ongoing employee who does not otherwise satisfy the special setting qualification requirement may be temporarily transferred to the position for up to 3 years. The transfer will become permanent if the employee obtains the relevant qualification within the transfer period or is assessed at the conclusion of the first three-year transfer period by the principal (in respect of positions in special settings) or the Regional Director (in respect of visiting teacher positions) as suitable for ongoing employment in a special setting or as a visiting teacher.
Release timing
An ongoing employee who is permanently transferred will take up the position from the beginning of the next school year or earlier if an agreed start date is negotiated with the employee and their current principal. An employee with priority status who is the successful applicant for a vacancy is expected to commence in the position as early as possible unless otherwise agreed by the employee and the principal of the school with the vacancy.
An ongoing employee who is promoted to a position will take up the position from the advertised commencement date, unless a later commencement date is agreed by the employee and both principals.
Permanent transfer or promotion to a non-school location
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 permanently transferred or promoted to that position subject to satisfying the relevant qualification and other eligibility requirements. 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 written 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 under Related topics). Where consent is not given, the transfer of the employee will not proceed.
Where an employee is temporarily released to a department non-school location and that release extends beyond 3 years, the employee will become the ongoing responsibility of the non-school department location that the employee is located at, at the date the employee accepts the assignment that extends the absence from the school location beyond three years. At the conclusion of the assignment the employee will continue to be the responsibility of the non-school location at their substantive teaching service classification and salary remuneration range. Should the employee subsequently become excess to workforce requirements, the procedures for the management of excess staff apply.
For this purpose, the following applies:
- The release must be for a continuous period extending beyond 3 years
- The release does not have to be to the same role or location for this to be effective
- The movement becomes permanent at the point where the offer that extends the release beyond 3 years is accepted
- A break in continuity occurs when employment returns to a school location, with no underlying employment to a position in a non-school location for that period
Release timing
An ongoing employee who is permanently transferred will take up the position from the beginning of the next school year or earlier if an agreed start date is negotiated with the employee and their current principal. An employee with priority status who is the successful applicant for a vacancy is expected to commence in the position as early as possible unless otherwise agreed by the employee and the manager with the vacancy.
An ongoing employee who is promoted to a position will take up the position from the advertised commencement date, unless a later commencement date is agreed by the employee and both principals/managers.
Provisional transfers or promotions
The details of a provisional transfer or promotion, including the closing date for lodging a review, will be available from the day after applicants have been notified through the Recruitment Online system of the selection outcome. The details will be accessible through the Provisional Appointments link on School Jobs Vic for 14 calendar days for all applicants to view and determine their eligibility to seek a review.
A provisional promotion may only be cancelled by the principal before it is confirmed, in the following circumstances:
- at the employee’s request, where the principal is satisfied that special circumstances make it reasonable for the employee to decline the promotion
- where the position is redundant
- where the position was not advertised on School Jobs Vic
- where there is an unattached or an excess employee available to fill the vacancy.
A transfer or promotion is confirmed when the Merit Protection Boards advises either that no review has been lodged or that any review has been resolved.
Parental absence transfers
Where an ongoing employee is the successful applicant for a school based parental absence vacancy and that replacement continues beyond 12 months the employee will be permanently transferred to that school. If the school based fixed term vacancy is at a higher classification or salary range the employee will be permanently transferred at their substantive classification and salary range and paid higher duties for the duration of the fixed term position.
Reviewed 12 January 2026
