Preamble

The Long-Term Plan (LTP) is developed to outline the implementation of the Victorian Government Schools’ Agreement, 2022 (VGSA22) at HEATHMONT COLLEGE for.

The LTP is based on the following premises and guidelines:

·         The VGSA2022 is the agreement between the Australian Education Union Victorian Branch and the State Government of Victoria.

·         Under the VGSA2022, the Principal is the sole decision maker in relation to administrative and operational matters.

·         The Workforce plan will continue to evolve over time in response to staff movements (i.e. promotion or transfer etc) and a range of other factors.

Items covered by the VGSA22 subject to school-based consultation:

Clause 12(5.a)

For the purposes of this clause:

“long-term planning” means:

- development of workforce plans;

- the planning and organisation of the program of instruction in the school (including the timetable and allocation of allotments and classes, transition arrangements, and any changes to school programs, including avoiding grade splitting where possible);

- organisation of teacher work consistent with clause 22, including time in lieu for activities as set out in clause 24;

-   organisational duties, including the allocation of time release and/or an allowance for the duty as set out in clause 22(11);

- organisation of education support class work, including time in lieu for any work required outside the ordinary hours of work consistent with clause 24(9) and time to participate in the performance and development process;

- organisation of teacher work in their first twelve months of teaching;

- the recognition of the work performed by an Aboriginal and/or Torres Strait Islander employee associated with a cultural responsibility;

- the schedule of meetings occurring in addition to the seven hours attendance requirement set out in clause 24(3)(a);

- organisation of classes including class sizes.  In determining class sizes, staff or the union at the school may provide the principal, as the Employer’s representative, with alternatives and, following consultation, staff or the union at the school may request that the principal provide reasons in circumstances where the principal, as the Employer’s representative, determines class sizes in excess of the planning guidance set out in clause 25(3);

- the structure of selection and other panels for the purpose of making recommendations to the principal;

- the process for access to external professional development opportunities.

“workforce plan” means a document setting out the projected staffing needs of a school having regard to factors such as the education program of the school, predicted enrolment increase or decrease, predicted staff absences due to leave or other reasons and any predicted departures of existing staff and the consequent mix of ongoing and fixed term teaching and non-teaching staff and the number of fixed term employees eligible for translation to ongoing employment in accordance with clauses 21(2)(f) to (h).

Note: Unless specified pro-rata applies for part-time in most instances